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    <atom:link href="https://feeds.megaphone.fm/livingcorporate" rel="self" type="application/rss+xml"/>
    <title>Living Corporate</title>
    <link>https://www.living-corporate.com/</link>
    <language>en</language>
    <copyright>© 2024 Living Corporate LLC</copyright>
    <description>Living Corporate's flagship podcast of the same name spotlights a variety of executives, activists, entrepreneurs, elected officials, authors, artists, and influencers at the intersection of lived experience and work.</description>
    <image>
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      <title>Living Corporate</title>
      <link>https://www.living-corporate.com/</link>
    </image>
    <itunes:explicit>no</itunes:explicit>
    <itunes:type>episodic</itunes:type>
    <itunes:subtitle>Real Talk in a Corporate World</itunes:subtitle>
    <itunes:author>Living Corporate, LLC </itunes:author>
    <itunes:summary>Living Corporate's flagship podcast of the same name spotlights a variety of executives, activists, entrepreneurs, elected officials, authors, artists, and influencers at the intersection of lived experience and work.</itunes:summary>
    <content:encoded>
      <![CDATA[<p>Living Corporate's flagship podcast of the same name spotlights a variety of executives, activists, entrepreneurs, elected officials, authors, artists, and influencers at the intersection of lived experience and work. </p>]]>
    </content:encoded>
    <itunes:owner>
      <itunes:name>Living Corporate, LLC </itunes:name>
      <itunes:email>livingcorporatepodcast@gmail.com</itunes:email>
    </itunes:owner>
    <itunes:image href="https://megaphone.imgix.net/podcasts/d113d300-f2a4-11ea-b5f6-fff0755f1710/image/2021_LC_PodcastCover_3000px.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
    <itunes:category text="Business">
      <itunes:category text="Careers"/>
    </itunes:category>
    <itunes:category text="Society &amp; Culture">
    </itunes:category>
    <item>
      <title>Why Black VC and Entrepreneurship Needs to Go International</title>
      <description>Zach sits down withFounder,  VC, tech, and HR expert Morgan Williams to talk about her organization, PeakHR and the work she has been leading to educate Black and brown founders on the global VC landscape.



Connect with Morgan: https://www.linkedin.com/in/morganbwilliams/ 

Learn about PeakHR: https://www.peakhrlearning.com/aboutus</description>
      <pubDate>Tue, 21 Apr 2026 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/036793e0-3a03-11f1-a9a2-bb74f2f2bad3/image/1f65764bf49b0f62c4b9041ae93bb33c.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down withFounder,  VC, tech, and HR expert Morgan Williams to talk about her organization, PeakHR and the work she has been leading to educate Black and brown founders on the global VC landscape.



Connect with Morgan: https://www.linkedin.com/in/morganbwilliams/ 

Learn about PeakHR: https://www.peakhrlearning.com/aboutus</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down withFounder,  VC, tech, and HR expert Morgan Williams to talk about her organization, PeakHR and the work she has been leading to educate Black and brown founders on the global VC landscape.</p>
<p><br></p>
<p><a href="https://www.linkedin.com/in/morganbwilliams/">Connect with Morgan</a>: <a href="https://www.linkedin.com/in/morganbwilliams/">https://www.linkedin.com/in/morganbwilliams/</a> </p>
<p><a href="https://www.peakhrlearning.com/aboutus">Learn about PeakHR</a>: <a href="https://www.peakhrlearning.com/aboutus">https://www.peakhrlearning.com/aboutus</a> </p>]]>
      </content:encoded>
      <itunes:duration>2682</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
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    <item>
      <title>Unfiltered Conversations</title>
      <description>Get out of the group chat and join us to explore and share how you are making Unfiltered Connections and Building Bonds Beyond Today's Tech at 40+.  

Have you given up on dating apps?  Are you wondering why your text conversations are amazing but in person your date seems like someone else? Have you ever felt like your date was more interested in their phone than you? And how are we defining dating in 2025 anyway... The GOOD Lounge is excited to have a real conversation about dating at this big age and ways we can build better connections despite the tech distractions. We are excited to have:

🎓Dr. Elizabeth Whittington: educator, therapist and founder of Get Whitt Therapy which supports individuals, couples, and families who want to build healthier communication, intimacy, and trust. Get Whitt Therapy proudly serves the Queer &amp; BIPOC community by providing a safe space that affirms your full identity while creating room for healing and growth.

🫂Unique Simmons: philanthropist, educator, mental health advocate and founder of For The People, an unorthodox wellness experience, joins us again and we are all ears because she's got something to say!

Let's wrap up this year with a real conversation that explores what the research is telling us, what we are experiencing, laughing at our own lessons, and tips to take into the new year. 

#theGOODlounge #UnfilteredConnections #WellBeing 
#Community 

Session Outline:
2:15 Intro
4:25 Dr. Elizabeth Whittington
5:25 Unique Simmons
7:50 Dating Fatigue?
11:22 Pace: Love Bombing v Bread crumbing
18:51 Pace:  Dating with Intention v Taking time for Genuine Connection
24:08 Respect: Boundaries v Standards v Expectations v Control
29:00 Relational Integrity: Authenticity v Transparency v Vulnerability v Honesty
38:10 Skills Based Dating Tips
49:54 Approaching People to Connect and Rejection
53:41 Resources for staying grounded, hopeful, and discerning
57:43 Additional ResourcesAsk</description>
      <pubDate>Fri, 17 Apr 2026 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0029c9ae-3a04-11f1-a953-c7868744a8ad/image/516f6ce4b116576694998fc26f9520ae.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Get out of the group chat and join us to explore and share how you are making Unfiltered Connections and Building Bonds Beyond Today's Tech at 40+.  

Have you given up on dating apps?  Are you wondering why your text conversations are amazing but in person your date seems like someone else? Have you ever felt like your date was more interested in their phone than you? And how are we defining dating in 2025 anyway... The GOOD Lounge is excited to have a real conversation about dating at this big age and ways we can build better connections despite the tech distractions. We are excited to have:

🎓Dr. Elizabeth Whittington: educator, therapist and founder of Get Whitt Therapy which supports individuals, couples, and families who want to build healthier communication, intimacy, and trust. Get Whitt Therapy proudly serves the Queer &amp; BIPOC community by providing a safe space that affirms your full identity while creating room for healing and growth.

🫂Unique Simmons: philanthropist, educator, mental health advocate and founder of For The People, an unorthodox wellness experience, joins us again and we are all ears because she's got something to say!

Let's wrap up this year with a real conversation that explores what the research is telling us, what we are experiencing, laughing at our own lessons, and tips to take into the new year. 

#theGOODlounge #UnfilteredConnections #WellBeing 
#Community 

Session Outline:
2:15 Intro
4:25 Dr. Elizabeth Whittington
5:25 Unique Simmons
7:50 Dating Fatigue?
11:22 Pace: Love Bombing v Bread crumbing
18:51 Pace:  Dating with Intention v Taking time for Genuine Connection
24:08 Respect: Boundaries v Standards v Expectations v Control
29:00 Relational Integrity: Authenticity v Transparency v Vulnerability v Honesty
38:10 Skills Based Dating Tips
49:54 Approaching People to Connect and Rejection
53:41 Resources for staying grounded, hopeful, and discerning
57:43 Additional ResourcesAsk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Get out of the group chat and join us to explore and share how you are making Unfiltered Connections and Building Bonds Beyond Today's Tech at 40+.  

Have you given up on dating apps?  Are you wondering why your text conversations are amazing but in person your date seems like someone else? Have you ever felt like your date was more interested in their phone than you? And how are we defining dating in 2025 anyway... The GOOD Lounge is excited to have a real conversation about dating at this big age and ways we can build better connections despite the tech distractions. We are excited to have:

🎓Dr. Elizabeth Whittington: educator, therapist and founder of Get Whitt Therapy which supports individuals, couples, and families who want to build healthier communication, intimacy, and trust. Get Whitt Therapy proudly serves the Queer &amp; BIPOC community by providing a safe space that affirms your full identity while creating room for healing and growth.

🫂Unique Simmons: philanthropist, educator, mental health advocate and founder of For The People, an unorthodox wellness experience, joins us again and we are all ears because she's got something to say!

Let's wrap up this year with a real conversation that explores what the research is telling us, what we are experiencing, laughing at our own lessons, and tips to take into the new year. 

<a href="https://www.youtube.com/hashtag/thegoodlounge">#theGOODlounge</a> <a href="https://www.youtube.com/hashtag/unfilteredconnections">#UnfilteredConnections</a> <a href="https://www.youtube.com/hashtag/wellbeing">#WellBeing</a> 
<a href="https://www.youtube.com/hashtag/community">#Community</a> 

Session Outline:
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=135s">2:15</a> Intro
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=265s">4:25</a> Dr. Elizabeth Whittington
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=325s">5:25</a> Unique Simmons
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=470s">7:50</a> Dating Fatigue?
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=682s">11:22</a> Pace: Love Bombing v Bread crumbing
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=1131s">18:51</a> Pace:  Dating with Intention v Taking time for Genuine Connection
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=1448s">24:08</a> Respect: Boundaries v Standards v Expectations v Control
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=1740s">29:00</a> Relational Integrity: Authenticity v Transparency v Vulnerability v Honesty
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=2290s">38:10</a> Skills Based Dating Tips
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=2994s">49:54</a> Approaching People to Connect and Rejection
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=3221s">53:41</a> Resources for staying grounded, hopeful, and discerning
<a href="https://www.youtube.com/watch?v=MdL2UBvpxCk&amp;list=PLo39UvPGH9tHc8HQfyDKWS8dguvD13am6&amp;index=3&amp;t=3463s">57:43</a> Additional Resources<strong>Ask</strong>

</p>]]>
      </content:encoded>
      <itunes:duration>3770</itunes:duration>
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    </item>
    <item>
      <title>NIelsen and Workplace Fairness (ft. Sandra Sims-Williams)</title>
      <description>Zach sits down with Sandra Sims-Williams, head of DEI at Nielsen, to talk about her journey and the work she is leading to create equitable and fair cultures.

Connect with Sandra on LinkedIn.
https://bit.ly/3sxGli1

Check out the official Nielsen website.
https://bit.ly/3YWgWdU</description>
      <pubDate>Tue, 14 Apr 2026 05:00:00 -0000</pubDate>
      <itunes:title>Nielsen and Workplace Fairness (ft. Sandra Sims-Williams)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>761</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e8507cc0-4662-11ee-b8f9-9ff61c3e7be9/image/61d748d8d85cec830bd3cb64da888704.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Sandra Sims-Williams, head of DEI at Nielsen, to talk about her journey and the work she is leading to create equitable and fair cultures.

Connect with Sandra on LinkedIn.
https://bit.ly/3sxGli1

Check out the official Nielsen website.
https://bit.ly/3YWgWdU</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3sxGli1">Sandra Sims-Williams</a>, head of DEI at Nielsen, to talk about her journey and the work she is leading to create equitable and fair cultures.</p><p><br></p><p>Connect with Sandra on <a href="https://bit.ly/3sxGli1">LinkedIn</a>.</p><p>https://bit.ly/3sxGli1</p><p><br></p><p>Check out <a href="https://bit.ly/3YWgWdU">the official Nielsen website</a>.</p><p>https://bit.ly/3YWgWdU</p>]]>
      </content:encoded>
      <itunes:duration>3556</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e8507cc0-4662-11ee-b8f9-9ff61c3e7be9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3501703338.mp3?updated=1693310412" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking HR, Culture, and Work in 2026</title>
      <description>Zach sits down with executive, consultant, speaker, and thought leader Celeste Warren to talk about her career and the state of workin 2026.</description>
      <pubDate>Tue, 07 Apr 2026 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9bd27fbc-322b-11f1-96c8-279ebf3ce5d1/image/5430954c1052a58cd90dbfe04a0e2487.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with executive, consultant, speaker, and thought leader Celeste Warren to talk about her career and the state of workin 2026.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with executive, consultant, speaker, and thought leader Celeste Warren to talk about her career and the state of workin 2026.</p>]]>
      </content:encoded>
      <itunes:duration>2745</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9bd27fbc-322b-11f1-96c8-279ebf3ce5d1]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1888560664.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Naming the Thing Plainly w/ Dr. Janice Gassam Asare</title>
      <link>http://www.living-corporate.com</link>
      <description>Zach sits down with long-time friend of the show, Dr. Janice Gassam about her latest book, Rise and Resist: How to Reclaim Workplace Equity and Justice.

Order her book
https://www.amazon.com/Rise-Resist-Reclaim-Workplace-Justice/dp/B0F7G3FBTT

About Living Corporate:

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

⁠https://www.patreon.com/livingcorporate⁠</description>
      <pubDate>Tue, 31 Mar 2026 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f4f56748-2caf-11f1-8dab-9b60c01f5bff/image/b3e9c907473c14829a4b241f9585e909.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with long-time friend of the show, Dr. Janice Gassam about her latest book, Rise and Resist: How to Reclaim Workplace Equity and Justice.

Order her book
https://www.amazon.com/Rise-Resist-Reclaim-Workplace-Justice/dp/B0F7G3FBTT

About Living Corporate:

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

⁠https://www.patreon.com/livingcorporate⁠</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with long-time friend of the show, Dr. Janice Gassam about her latest book, Rise and Resist: How to Reclaim Workplace Equity and Justice.</p>
<p><a href="https://www.amazon.com/Rise-Resist-Reclaim-Workplace-Justice/dp/B0F7G3FBTT">Order her book</a>
https://www.amazon.com/Rise-Resist-Reclaim-Workplace-Justice/dp/B0F7G3FBTT</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠<u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/">⁠ <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate">⁠<u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>!</p>
<p><a href="https://www.patreon.com/livingcorporate">⁠<u>https://www.patreon.com/livingcorporate</u>⁠</a></p>
<p><br></p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>2173</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f4f56748-2caf-11f1-8dab-9b60c01f5bff]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7643448943.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking BALDY with Eddie Griffith</title>
      <description>Zach sits down with BALDY director, Eddie Griffith. Supported by Stay Taylor'd Productions, BALDY addresses hair loss in a unique way, giving the audience a humorous yet realistic approach. Filmed in the heart of New York City, filmmaker Melvin Taylor II has reignited a creative nostalgic style of storytelling.

⁠Learn About Baldy the Film 

https://baldythefilm.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 24 Mar 2026 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>12</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fc951a10-d576-11f0-aa4f-4bfa47d92e09/image/2860f4d53956b0947cdb7ffbb28e2423.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with BALDY director, Eddie Griffith. Supported by Stay Taylor'd Productions, BALDY addresses hair loss in a unique way, giving the audience a humorous yet realistic approach. Filmed in the heart of New York City, filmmaker Melvin Taylor II has reignited a creative nostalgic style of storytelling.

⁠Learn About Baldy the Film 

https://baldythefilm.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with BALDY director, Eddie Griffith. Supported by Stay Taylor'd Productions, BALDY addresses hair loss in a unique way, giving the audience a humorous yet realistic approach. Filmed in the heart of New York City, filmmaker Melvin Taylor II has reignited a creative nostalgic style of storytelling.</p>
<p><a href="https://baldythefilm.com/"><u>⁠Learn About Baldy the Film</u></a> </p>
<p>https://baldythefilm.com/</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a></p>
<p><br></p>]]>
      </content:encoded>
      <itunes:duration>1538</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[fc951a10-d576-11f0-aa4f-4bfa47d92e09]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6121217930.mp3?updated=1766117321" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>How We See Ourselves_ Changing the Dialogue on Body</title>
      <description>Experts will help unpack sources of the dialogue we have with ourselves about our body and offer tips to support our self-talk or loved ones in their journey.</description>
      <pubDate>Fri, 20 Mar 2026 05:12:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/61a8c31e-241b-11f1-abe2-a34f77670e24/image/ace90a0b90a6eed72a2b0cd500856651.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Experts will help unpack sources of the dialogue we have with ourselves about our body and offer tips to support our self-talk or loved ones in their journey.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Experts will help unpack sources of the dialogue we have with ourselves about our body and offer tips to support our self-talk or loved ones in their journey.

</p>]]>
      </content:encoded>
      <itunes:duration>3806</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[61a8c31e-241b-11f1-abe2-a34f77670e24]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6805962073.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking with Tara Turk-Hayes</title>
      <description>Zach sits down again with HR executive, leader, speaker, entrepreneur, and writer Tara Turk-Hayes about the state of work and navigating the job market in this moment.

⁠Learn About Tara’s Work

https://www.equityactivations.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 17 Mar 2026 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>11</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9711aad6-d586-11f0-9d51-030c916af6d2/image/5d84c8a77ad82ba162bad01a71cb2866.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down again with HR executive, leader, speaker, entrepreneur, and writer Tara Turk-Hayes about the state of work and navigating the job market in this moment.

⁠Learn About Tara’s Work

https://www.equityactivations.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with HR executive, leader, speaker, entrepreneur, and writer Tara Turk-Hayes about the state of work and navigating the job market in this moment.</p>
<p>⁠<a href="https://www.equityactivations.com/"><u>Learn About Tara’s Work</u></a></p>
<p>https://www.equityactivations.com/</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a></p>
<p><br></p>]]>
      </content:encoded>
      <itunes:duration>3113</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9711aad6-d586-11f0-9d51-030c916af6d2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5156844137.mp3?updated=1766117584" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Necessity of REST</title>
      <description>A panel of experts exploring challenges and best practices that impact the quality of rest. 

Life Coach Dr. Shaquita Richardson helps us understand intergenerational influences of labor and self care practices. 

Certified Sleep Expert and Founder of Nap Bar Khaliah O. Guillory helps us understand how to turn sustainable rest into sustainable productivity. Moderated by The GOOD Lounge Founder, Janet P. Pope.

Outline:

0:00 Intro
1:25 Khaliah Guillory
2:40 Dr. Shaquinta Richardson
5:14 Sustainable Rest
10:25 Cycle of Burnout
12:25 Hustle Culture
27:30 Daily Practices for Better Rest
36:35 Additional Resources</description>
      <pubDate>Fri, 13 Mar 2026 05:09:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/78a4e904-1e84-11f1-b412-a3f3e04494a8/image/ace90a0b90a6eed72a2b0cd500856651.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>A panel of experts exploring challenges and best practices that impact the quality of rest. 

Life Coach Dr. Shaquita Richardson helps us understand intergenerational influences of labor and self care practices. 

Certified Sleep Expert and Founder of Nap Bar Khaliah O. Guillory helps us understand how to turn sustainable rest into sustainable productivity. Moderated by The GOOD Lounge Founder, Janet P. Pope.

Outline:

0:00 Intro
1:25 Khaliah Guillory
2:40 Dr. Shaquinta Richardson
5:14 Sustainable Rest
10:25 Cycle of Burnout
12:25 Hustle Culture
27:30 Daily Practices for Better Rest
36:35 Additional Resources</itunes:summary>
      <content:encoded>
        <![CDATA[<p>A panel of experts exploring challenges and best practices that impact the quality of rest. 

Life Coach Dr. Shaquita Richardson helps us understand intergenerational influences of labor and self care practices. 

Certified Sleep Expert and Founder of Nap Bar Khaliah O. Guillory helps us understand how to turn sustainable rest into sustainable productivity. Moderated by The GOOD Lounge Founder, Janet P. Pope.

Outline:

<a href="https://www.youtube.com/watch?v=4Ntkmxv9OHc">0:00</a> Intro
<a href="https://www.youtube.com/watch?v=4Ntkmxv9OHc&amp;t=85s">1:25</a> Khaliah Guillory
<a href="https://www.youtube.com/watch?v=4Ntkmxv9OHc&amp;t=160s">2:40</a> Dr. Shaquinta Richardson
<a href="https://www.youtube.com/watch?v=4Ntkmxv9OHc&amp;t=314s">5:14</a> Sustainable Rest
<a href="https://www.youtube.com/watch?v=4Ntkmxv9OHc&amp;t=625s">10:25</a> Cycle of Burnout
<a href="https://www.youtube.com/watch?v=4Ntkmxv9OHc&amp;t=745s">12:25</a> Hustle Culture
<a href="https://www.youtube.com/watch?v=4Ntkmxv9OHc&amp;t=1650s">27:30</a> Daily Practices for Better Rest
<a href="https://www.youtube.com/watch?v=4Ntkmxv9OHc&amp;t=2195s">36:35</a> Additional Resources

</p>]]>
      </content:encoded>
      <itunes:duration>3803</itunes:duration>
      <guid isPermaLink="false"><![CDATA[78a4e904-1e84-11f1-b412-a3f3e04494a8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6178864243.mp3?updated=1773379027" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Why Sponsors are Critical in Change Management</title>
      <description>Zach sits down with long-time friend, contributor, and friend of the show Nubianna to talk about her latest venture and the function of sponsors for change management.

⁠Learn About Nubianna’s Work | Connect with Nubianna on LinkedIn

https://www.formandsignal.co/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 10 Mar 2026 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>10</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0489e0d0-d576-11f0-b698-2f5e70c7b4cb/image/1e9b8cb195a92a2819921b9393afb392.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with long-time friend, contributor, and friend of the show Nubianna to talk about her latest venture and the function of sponsors for change management.

⁠Learn About Nubianna’s Work | Connect with Nubianna on LinkedIn

https://www.formandsignal.co/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with long-time friend, contributor, and friend of the show Nubianna to talk about her latest venture and the function of sponsors for change management.</p>
<p>⁠<a href="https://www.formandsignal.co/"><u>Learn About Nubianna’s Work</u></a> | <a href="https://www.linkedin.com/in/nubianna/"><u>Connect with Nubianna on LinkedIn</u></a></p>
<p>https://www.formandsignal.co/</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a></p>
<p><br></p>]]>
      </content:encoded>
      <itunes:duration>2293</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0489e0d0-d576-11f0-b698-2f5e70c7b4cb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1298743350.mp3?updated=1766117668" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Announcing THE GOOD LOUNGE on Living Corporate</title>
      <description>Zach and Janet sit down to share news that her podcast, THE GOOD LOUNGE, is being replayed on Living Corporate network. Tune in every Friday to check out THE GOOD LOUNGE. 



Learn more about this organization here: 

Instagram: https://www.instagram.com/thegoodloungeorg/?hl=en

Website: https://donorbox.org/thegoodloungeorg-donate</description>
      <pubDate>Sat, 07 Mar 2026 06:00:00 -0000</pubDate>
      <itunes:episodeType>trailer</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5a51c39c-19d8-11f1-a6b6-4f45e2cf5f8e/image/ace90a0b90a6eed72a2b0cd500856651.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach and Janet sit down to share news that her podcast, THE GOOD LOUNGE, is being replayed on Living Corporate network. Tune in every Friday to check out THE GOOD LOUNGE. 



Learn more about this organization here: 

Instagram: https://www.instagram.com/thegoodloungeorg/?hl=en

Website: https://donorbox.org/thegoodloungeorg-donate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach and Janet sit down to share news that her podcast, THE GOOD LOUNGE, is being replayed on Living Corporate network. Tune in every Friday to check out THE GOOD LOUNGE. </p>
<p><br></p>
<p>Learn more about this organization here: </p>
<p><a href="https://www.instagram.com/thegoodloungeorg/?hl=en">Instagram:</a> https://www.instagram.com/thegoodloungeorg/?hl=en</p>
<p><a href="https://donorbox.org/thegoodloungeorg-donate">Website:</a> https://donorbox.org/thegoodloungeorg-donate</p>]]>
      </content:encoded>
      <itunes:duration>730</itunes:duration>
      <guid isPermaLink="false"><![CDATA[5a51c39c-19d8-11f1-a6b6-4f45e2cf5f8e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2636018528.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Codeswitching Isn't Bad</title>
      <description>Zach sits down with people executive Cassandra Rose to talk about her upbringing, AI, the future of work, and more.

⁠Learn About Cassandra’s Work | Connect with Cassandra on LinkedIn, IG 

https://www.fringe.us/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 03 Mar 2026 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>9</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0e9f3472-d575-11f0-8272-f7423a06c7ad/image/f0349d7fab8af3d6838cd3c11c48c5b3.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with people executive Cassandra Rose to talk about her upbringing, AI, the future of work, and more.

⁠Learn About Cassandra’s Work | Connect with Cassandra on LinkedIn, IG 

https://www.fringe.us/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with people executive Cassandra Rose to talk about her upbringing, AI, the future of work, and more.</p>
<p>⁠<a href="https://fringe.us"><u>Learn About Cassandra’s Work</u></a> | Connect with Cassandra on <a href="https://www.linkedin.com/in/mscassandrarose/"><u>LinkedIn</u></a>, <a href="https://www.instagram.com/mscassandrarose/"><u>IG</u></a> </p>
<p>https://www.fringe.us/</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a>
</p>]]>
      </content:encoded>
      <itunes:duration>2798</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0e9f3472-d575-11f0-8272-f7423a06c7ad]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2346742645.mp3?updated=1766117838" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Rethinking Disability with Imani Barbarin</title>
      <description>Zach sits down with speaker, influencer, author, activist and advocate Imani Barbarin to talk about how disability impacts literally everything.

⁠Learn About Imani’s Work | Connect with Imani on TikTok, X, IG, 

https://crutchesandspice.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 24 Feb 2026 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>8</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2f939a12-d573-11f0-9661-53ac9d8ce409/image/dfd1db79f09d85ec94d2a2347e4f5e6c.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with speaker, influencer, author, activist and advocate Imani Barbarin to talk about how disability impacts literally everything.

⁠Learn About Imani’s Work | Connect with Imani on TikTok, X, IG, 

https://crutchesandspice.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with speaker, influencer, author, activist and advocate Imani Barbarin to talk about how disability impacts literally everything.</p>
<p><a href="https://crutchesandspice.com/"><u>⁠Learn About Imani’s Work</u></a> | Connect with Imani on <a href="https://www.tiktok.com/@crutches_and_spice"><u>TikTok</u></a>, <a href="https://x.com/imani_barbarin"><u>X</u></a>, <a href="https://www.instagram.com/crutches_and_spice/"><u>IG</u></a>, </p>
<p>https://crutchesandspice.com/</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a></p>
<p><br></p>]]>
      </content:encoded>
      <itunes:duration>3943</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2f939a12-d573-11f0-9661-53ac9d8ce409]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1132582754.mp3?updated=1766118102" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking Gaming, Relationships, and Community</title>
      <description>Zach sits down with community builder and gaming thought leader Kahlief Adams to talk about the state of gaming, culture, and all things Spawn On Me.

⁠Learn About Kahlief's Work | Connect with Kahlief on X

https://www.spawnonme.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 17 Feb 2026 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>7</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8e1a4762-d572-11f0-adb5-ff0dd14c56b3/image/6cecc6e406f122e85a4709d3f00659ad.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with community builder and gaming thought leader Kahlief Adams to talk about the state of gaming, culture, and all things Spawn On Me.

⁠Learn About Kahlief's Work | Connect with Kahlief on X

https://www.spawnonme.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with community builder and gaming thought leader Kahlief Adams to talk about the state of gaming, culture, and all things Spawn On Me.</p>
<p>⁠<a href="https://www.spawnonme.com/"><u>Learn About Kahlief's Work</u></a> | <a href="https://x.com/KahliefAdams"><u>Connect with Kahlief on X</u></a></p>
<p>https://www.spawnonme.com/</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a><br></p>]]>
      </content:encoded>
      <itunes:duration>6043</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8e1a4762-d572-11f0-adb5-ff0dd14c56b3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3193291075.mp3?updated=1766118432" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Love, AI, and the Future of Work</title>
      <description>Zach sits down with John Graham Jr. to talk about his latest venture, the state of relationships within the Black community, and where work is headed.

⁠Learn About John’s Work | Connect with Upfront on IG, Threads, TikTok, YouTube

https://upfront.love

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 10 Feb 2026 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>6</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2c3aa452-d571-11f0-a174-53abb30793d7/image/c15552e4056b6d89f2f0d1826f51d759.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with John Graham Jr. to talk about his latest venture, the state of relationships within the Black community, and where work is headed.

⁠Learn About John’s Work | Connect with Upfront on IG, Threads, TikTok, YouTube

https://upfront.love

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with John Graham Jr. to talk about his latest venture, the state of relationships within the Black community, and where work is headed.</p>
<p>⁠<a href="https://upfront.love/"><u>Learn About John’s Work</u></a> | Connect with Upfront on <a href="https://www.instagram.com/justbeupfront/"><u>IG</u></a>, <a href="https://www.threads.com/@justbeupfront"><u>Threads</u></a>, <a href="https://www.tiktok.com/@justbeupfront"><u>TikTok</u></a>, <a href="https://www.youtube.com/@JustBeUpfront"><u>YouTube</u></a></p>
<p>https://upfront.love</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a></p>
<p><br></p>]]>
      </content:encoded>
      <itunes:duration>3046</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2c3aa452-d571-11f0-a174-53abb30793d7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6860772408.mp3?updated=1766118483" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Interrogating Power in the Present and Future of Work</title>
      <description>Zach sits down with author, influencer, executive, and speaker Lily Zheng to talk about the function of power in this moment of the workforce.

⁠Learn About Lily’s Work | Order Lily’s Book: Fixing Fairness (out 1.13.26) | Connect with Lily on LinkedIn

https://lilyzheng.co

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 03 Feb 2026 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>5</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/044ebe52-d570-11f0-acfb-3bb334d52c1d/image/634c67940a64d499530328b9146950a2.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with author, influencer, executive, and speaker Lily Zheng to talk about the function of power in this moment of the workforce.

⁠Learn About Lily’s Work | Order Lily’s Book: Fixing Fairness (out 1.13.26) | Connect with Lily on LinkedIn

https://lilyzheng.co

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with author, influencer, executive, and speaker Lily Zheng to talk about the function of power in this moment of the workforce.</p>
<p><a href="https://lilyzheng.co"><u>⁠Learn About Lily’s Work</u></a> | <a href="https://www.amazon.com/Fixing-Fairness-Transform-Diversity-Backlash/dp/B0F4QD1HQ4"><u>Order Lily’s Book: </u><em>Fixing Fairness</em><u> (out 1.13.26)</u></a> | <a href="https://www.linkedin.com/in/lilyzheng308/"><u>Connect with Lily on LinkedIn</u></a></p>
<p>https://lilyzheng.co</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a></p>
<p><br>

</p>]]>
      </content:encoded>
      <itunes:duration>3532</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[044ebe52-d570-11f0-acfb-3bb334d52c1d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9448578528.mp3?updated=1766118664" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Supporting Dynamic E-Learning at VIVO Marketing</title>
      <description>Zach sits down with HR executive Sarah Morgan to highlight the work Living Corporate is leading in delivering E-learning to their fast growing marketing agency.

Learn about VIVO Agency⁠ | ⁠Connect with Sarah on LinkedIn

https://vivoagency.com/

About Living Corporate:

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

⁠https://www.patreon.com/livingcorporate⁠</description>
      <pubDate>Tue, 27 Jan 2026 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>4</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2625b472-dcaf-11f0-b56f-cb10e5af7388/image/391ce4cc7f0ee39211bcd415aab59f87.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with HR executive Sarah Morgan to highlight the work Living Corporate is leading in delivering E-learning to their fast growing marketing agency.

Learn about VIVO Agency⁠ | ⁠Connect with Sarah on LinkedIn

https://vivoagency.com/

About Living Corporate:

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

⁠https://www.patreon.com/livingcorporate⁠</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with HR executive Sarah Morgan to highlight the work Living Corporate is leading in delivering E-learning to their fast growing marketing agency.</p>
<p><a href="https://vivoagency.com/">Learn about VIVO Agency</a><a href="https://resultscx.com/">⁠</a> | ⁠<a href="https://www.linkedin.com/in/sarahkayemorgan/">Connect with Sarah on LinkedIn</a></p>
<p>https://vivoagency.com/</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠<u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/">⁠ <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate">⁠<u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>!</p>
<p><a href="https://www.patreon.com/livingcorporate">⁠<u>https://www.patreon.com/livingcorporate</u>⁠</a>
</p>]]>
      </content:encoded>
      <itunes:duration>3885</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2625b472-dcaf-11f0-b56f-cb10e5af7388]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5824355484.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Supporting Enterprise Insights for ResultsCX</title>
      <description>Zach sits down with Laura White, HR executive at ResultsCX to talk through the ongoing data transformation work Living Corporate is delivering for ResultsCX.

⁠Learn About ResultsCX | Connect with Laura on LinkedIn

https://resultscx.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 20 Jan 2026 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>3</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f584b9c2-d56e-11f0-86a7-b31240857e79/image/3736878d209b7273cb5ef80477bb519b.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Laura White, HR executive at ResultsCX to talk through the ongoing data transformation work Living Corporate is delivering for ResultsCX.

⁠Learn About ResultsCX | Connect with Laura on LinkedIn

https://resultscx.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Laura White, HR executive at ResultsCX to talk through the ongoing data transformation work Living Corporate is delivering for ResultsCX.</p>
<p><a href="https://resultscx.com/"><u>⁠Learn About ResultsCX</u></a> | <a href="https://www.linkedin.com/in/lauragwhite/"><u>Connect with Laura on LinkedIn</u></a></p>
<p>https://resultscx.com/</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a></p>
<p><br></p>]]>
      </content:encoded>
      <itunes:duration>3500</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f584b9c2-d56e-11f0-86a7-b31240857e79]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2395036026.mp3?updated=1766117245" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Learning and Insights - Supporting Amplify Credit Union</title>
      <description>Zach sits down with longtime friend of the show and client Angela Shaw, HR exec at Amplify Credit Union to talk about the work Living Corporate delivered for them over two years.

⁠Learn About Amplify Credit Union⁠⁠ | Connect with Angela on LinkedIn

https://www.goamplify.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 13 Jan 2026 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>2</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f8812dc8-d56d-11f0-9cdc-4bf67f197d7c/image/2703ee2d9264fce05632208f2902a036.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with longtime friend of the show and client Angela Shaw, HR exec at Amplify Credit Union to talk about the work Living Corporate delivered for them over two years.

⁠Learn About Amplify Credit Union⁠⁠ | Connect with Angela on LinkedIn

https://www.goamplify.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with longtime friend of the show and client Angela Shaw, HR exec at Amplify Credit Union to talk about the work Living Corporate delivered for them over two years.</p>
<p><a href="https://www.goamplify.com/"><u>⁠Learn About Amplify Credit Union⁠⁠</u></a> | <a href="https://www.linkedin.com/in/angelalshaw/"><u>Connect with Angela on LinkedIn</u></a></p>
<p>https://www.goamplify.com/</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a></p>
<p><br></p>]]>
      </content:encoded>
      <itunes:duration>2377</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f8812dc8-d56d-11f0-9cdc-4bf67f197d7c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2749315948.mp3?updated=1766116960" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>It's 2026!</title>
      <description>Zach shares his thoughts on Living Corporate in 2025 and what to expect from the team at large, as well as him specifically, in 2026.

About Living Corporate:

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

⁠https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 06 Jan 2026 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>9</itunes:season>
      <itunes:episode>1</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/444ba658-dc8e-11f0-a67f-1784276c512d/image/ca83c48d7c8070407afd22801c73ad14.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach shares his thoughts on Living Corporate in 2025 and what to expect from the team at large, as well as him specifically, in 2026.

About Living Corporate:

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

⁠https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach shares his thoughts on Living Corporate in 2025 and what to expect from the team at large, as well as him specifically, in 2026.</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠<u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/">⁠ <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate">⁠<u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>!</p>
<p><a href="https://www.patreon.com/livingcorporate">⁠<u>https://www.patreon.com/livingcorporate</u></a></p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>592</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[444ba658-dc8e-11f0-a67f-1784276c512d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1366505274.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Community is the Cure</title>
      <description>Zach shares some reflections on the state of work and by extension, the world at large.

About Living Corporate:

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

⁠https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 30 Dec 2025 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>45</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/435f3166-dc8d-11f0-b3ca-ff371f49aa18/image/8aaca4d89d1ce26e15da2a824da40199.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach shares some reflections on the state of work and by extension, the world at large.

About Living Corporate:

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

⁠https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach shares some reflections on the state of work and by extension, the world at large.</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠<u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/">⁠ <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate">⁠<u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u>⁠</a>!</p>
<p><a href="https://www.patreon.com/livingcorporate">⁠<u>https://www.patreon.com/livingcorporate</u></a>
</p>]]>
      </content:encoded>
      <itunes:duration>1156</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[435f3166-dc8d-11f0-b3ca-ff371f49aa18]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1146638950.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Career Navigation and Recreation</title>
      <description>Zach sits down with speaker, artist, model, tv personality, and mixologist Bevin Biggers to talk about her career, navigating unemployment, and creativity in economically turbulent seasons.

⁠Learn About Bevin’s Book: Aphro⁠⁠ | Connect with Bevin on Instagram

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 23 Dec 2025 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>44</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8d03901e-d56c-11f0-bf5b-9302635719ca/image/688b2c7190ceef5f987e3f525a6a666f.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with speaker, artist, model, tv personality, and mixologist Bevin Biggers to talk about her career, navigating unemployment, and creativity in economically turbulent seasons.

⁠Learn About Bevin’s Book: Aphro⁠⁠ | Connect with Bevin on Instagram

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with speaker, artist, model, tv personality, and mixologist Bevin Biggers to talk about her career, navigating unemployment, and creativity in economically turbulent seasons.</p>
<p><a href="https://ohbevin.com/products/aphro-a-cocktail-book-based-on-the-sexual-response-cycle"><u>⁠Learn About Bevin’s Book: </u><em>Aphro</em></a>⁠⁠ | <a href="https://www.instagram.com/ohbevin/"><u>Connect with Bevin on Instagram</u></a></p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a><br></p>]]>
      </content:encoded>
      <itunes:duration>1836</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8d03901e-d56c-11f0-bf5b-9302635719ca]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5604994579.mp3?updated=1766115436" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Respect and Civility at Work</title>
      <description>Zach sits down with expert facilitator Gardy Guiteau about respect and civility in the workplace while the world is on (figurative and literal) fire.

⁠Learn About Gardy’s Work⁠⁠ | Connect with Gardy on LinkedIn

https://gardyguiteau.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 16 Dec 2025 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>43</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/90b833fa-d56b-11f0-8e4d-cf4b23d0d315/image/a1d2725b7027ae04be923e1e9797547d.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with expert facilitator Gardy Guiteau about respect and civility in the workplace while the world is on (figurative and literal) fire.

⁠Learn About Gardy’s Work⁠⁠ | Connect with Gardy on LinkedIn

https://gardyguiteau.com/

About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with expert facilitator Gardy Guiteau about respect and civility in the workplace while the world is on (figurative and literal) fire.</p>
<p>⁠<a href="https://gardyguiteau.com/"><u>Learn About Gardy’s Work</u></a>⁠⁠ | <a href="https://www.linkedin.com/in/gardy-guiteau-4173a012/"><u>Connect with Gardy on LinkedIn</u></a></p>
<p>https://gardyguiteau.com/</p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a></p>]]>
      </content:encoded>
      <itunes:duration>2475</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[90b833fa-d56b-11f0-8e4d-cf4b23d0d315]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2640162372.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Yes, It’s Scary Outside</title>
      <description>Zach sits down with HR executive Arthur Chan to talk about AI, layoffs, and the job market.

⁠Learn About Arthur’s Work⁠⁠ | Connect with Arthur on LinkedIn

http://arthurpchan.com



About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 09 Dec 2025 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>42</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d947b746-d45b-11f0-a180-b3328b70dc2c/image/e2405c4d1bb07343c52ee536ad1130c2.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with HR executive Arthur Chan to talk about AI, layoffs, and the job market.

⁠Learn About Arthur’s Work⁠⁠ | Connect with Arthur on LinkedIn

http://arthurpchan.com



About Living Corporate:

⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/

Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/

⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with HR executive Arthur Chan to talk about AI, layoffs, and the job market.</p>
<p>⁠<a href="http://arthurpchan.com"><u>Learn About Arthur’s Work</u></a>⁠⁠ | <a href="https://www.linkedin.com/in/arthurpchan/"><u>Connect with Arthur on LinkedIn</u></a></p>
<p>http://arthurpchan.com</p>
<p><br></p>
<p>About Living Corporate:</p>
<p><a href="https://living-corporate-shop.fourthwall.com/"><u>⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>Learn more about<a href="https://work.living-corporate.com/"> <u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>.</p>
<p>https://work.living-corporate.com/</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</u></a>!</p>
<p><a href="https://www.patreon.com/livingcorporate"><u>https://www.patreon.com/livingcorporate</u></a></p>]]>
      </content:encoded>
      <itunes:duration>3007</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d947b746-d45b-11f0-a180-b3328b70dc2c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3872156992.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Data Analytics and Storytelling</title>
      <description>Zach sits down with analytics and brand storyteller Kelle Rozell about her organization, the Black Dollar Index.


Learn About Kelle's Work⁠

https://www.blackdollarindex.com/


⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 02 Dec 2025 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>41</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ccb4d546-cef6-11f0-9cc7-cf083357659f/image/b5ea5e464355365a14ed8df8d4c47ee8.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with analytics and brand storyteller Kelle Rozell about her organization, the Black Dollar Index.


Learn About Kelle's Work⁠

https://www.blackdollarindex.com/


⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with analytics and brand storyteller Kelle Rozell about her organization, the Black Dollar Index.
</p>
<p><a href="https://www.blackdollarindex.com/">Learn About Kelle's Work</a>⁠</p>
<p>https://www.blackdollarindex.com/
</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>1816</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ccb4d546-cef6-11f0-9cc7-cf083357659f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5513739453.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking Women's Health and Products</title>
      <description>Zach sits down with Arielle Loupos CEO and Founder of Flowergirl about product strategy, ecommerce and customer experience.</description>
      <pubDate>Tue, 25 Nov 2025 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>40</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f0c7c12c-c952-11f0-a709-6f4d9b80735a/image/17494e4ebed8ec981e61fd3edc88e22a.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Arielle Loupos CEO and Founder of Flowergirl about product strategy, ecommerce and customer experience.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Arielle Loupos CEO and Founder of Flowergirl about product strategy, ecommerce and customer experience.</p>]]>
      </content:encoded>
      <itunes:duration>1569</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f0c7c12c-c952-11f0-a709-6f4d9b80735a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3338148809.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>How Nielsen is Using Data for Customer Insights</title>
      <description>Zach sits down with Charlene Corely, Nieslen DEI executive to talk about her research efforts and the importance of data and market trust.

Connect with Charlene
https://www.charlenepolitecorley.com/

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 11 Nov 2025 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>39</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d41e7e64-b2f3-11f0-8034-6b465f26a776/image/f992d275bd51281d3f3a854b8b9d5a92.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Charlene Corely, Nieslen DEI executive to talk about her research efforts and the importance of data and market trust.

Connect with Charlene
https://www.charlenepolitecorley.com/

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Charlene Corely, Nieslen DEI executive to talk about her research efforts and the importance of data and market trust.</p>
<p><a href="https://www.charlenepolitecorley.com/">Connect with Charlene</a>
https://www.charlenepolitecorley.com/</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p><br></p>
<p>

</p>
<p><br></p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>1970</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d41e7e64-b2f3-11f0-8034-6b465f26a776]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7703473853.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Neurodivergence and the Future of Work</title>
      <description>Zach sits down with Tara May, CEO of Aspiritech, a company where over 90% of the workforce are autistic adults.



Learn more about Tara and Aspiritech

https://aspiritech.org/leadership/



⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 04 Nov 2025 06:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>38</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2bec0454-b2db-11f0-9863-ef874e099c17/image/6a4743c57ede2f58099e59750e0068db.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Tara May, CEO of Aspiritech, a company where over 90% of the workforce are autistic adults.



Learn more about Tara and Aspiritech

https://aspiritech.org/leadership/



⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Tara May, CEO of Aspiritech, a company where over 90% of the workforce are autistic adults.</p>
<p><br></p>
<p><a href="https://aspiritech.org/leadership/">Learn more about Tara and Aspiritech</a></p>
<p>https://aspiritech.org/leadership/</p>
<p><br></p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p><br></p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>3113</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2bec0454-b2db-11f0-9863-ef874e099c17]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5973309005.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Yes, SHRM Sucks</title>
      <description>Zach sits down with speaker, influencer, podcaster, and HR executive Hebba Youseff to talk about her journey and work.



Connect with Hebba

https://hateithere.co/

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 28 Oct 2025 13:01:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>37</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/79ca99b0-b2ef-11f0-96dc-434bdf0005b7/image/e0626a5a04223ae5288b17fc2d570c72.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with speaker, influencer, podcaster, and HR executive Hebba Youseff to talk about her journey and work.



Connect with Hebba

https://hateithere.co/

⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with speaker, influencer, podcaster, and HR executive Hebba Youseff to talk about her journey and work.</p>
<p><br></p>
<p><a href="https://hateithere.co/">Connect with Hebba</a></p>
<p>https://hateithere.co/</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p><br></p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>3563</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[79ca99b0-b2ef-11f0-96dc-434bdf0005b7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3294772373.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Keeping Calm Through Chaos</title>
      <description>Zach sits down with longtime contributor and friend of the show Amy C. Waninger to talk about her latest book.



Check out Amy's Book

https://www.amazon.com/Moving-Panic-Purpose-Surviving-Unrelenting/dp/1953640311


Connect with Amy

https://www.leadatanylevel.com/



⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Thu, 23 Oct 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>36</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/609e080e-afc6-11f0-bbe0-83e1ad8c9321/image/5fb1b001e5569d5a2c8632d87c77a916.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with longtime contributor and friend of the show Amy C. Waninger to talk about her latest book.



Check out Amy's Book

https://www.amazon.com/Moving-Panic-Purpose-Surviving-Unrelenting/dp/1953640311


Connect with Amy

https://www.leadatanylevel.com/



⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with longtime contributor and friend of the show Amy C. Waninger to talk about her latest book.</p>
<p><br></p>
<p><a href="https://www.amazon.com/Moving-Panic-Purpose-Surviving-Unrelenting/dp/1953640311">Check out Amy's Book</a></p>
<p>https://www.amazon.com/Moving-Panic-Purpose-Surviving-Unrelenting/dp/1953640311
</p>
<p><a href="https://www.leadatanylevel.com/">Connect with Amy</a></p>
<p>https://www.leadatanylevel.com/</p>
<p><br></p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>1759</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[609e080e-afc6-11f0-bbe0-83e1ad8c9321]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1277244695.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking XCEL Summit With Alfred Edmond Jr. of Black Enterprise</title>
      <description>Zach sits down with friend of the show Alfred Edmond to talk about the work he is leading with Black Enterprise and the XCEL Summit.



Register for the XCEL Summit for Men

https://www.blackenterprise.com/xcel-summit-for-men-2025/



Connect with Alfred Edmond

https://www.linkedin.com/in/alfrededmondjr/



⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Wed, 08 Oct 2025 05:18:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>35</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3e87113c-a406-11f0-b3ff-d3941c250e07/image/ecc84d53b9caece9f5629153e97d8b86.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with friend of the show Alfred Edmond to talk about the work he is leading with Black Enterprise and the XCEL Summit.



Register for the XCEL Summit for Men

https://www.blackenterprise.com/xcel-summit-for-men-2025/



Connect with Alfred Edmond

https://www.linkedin.com/in/alfrededmondjr/



⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with friend of the show Alfred Edmond to talk about the work he is leading with Black Enterprise and the XCEL Summit.</p>
<p><br></p>
<p><a href="https://www.blackenterprise.com/xcel-summit-for-men-2025/">Register for the XCEL Summit for Men</a></p>
<p>https://www.blackenterprise.com/xcel-summit-for-men-2025/</p>
<p><br></p>
<p><a href="https://www.linkedin.com/in/alfrededmondjr/">Connect with Alfred Edmond</a></p>
<p>https://www.linkedin.com/in/alfrededmondjr/</p>
<p><br></p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>3425</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3e87113c-a406-11f0-b3ff-d3941c250e07]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8841631751.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking THRIVE at BlkMeninTech</title>
      <description>Zach sits down with personal friend and friend of Living Corporate Khambrel Ward about BlkMeninTech and THRIVE 2025



Register for THRIVE 2025

https://www.blkmenintech.com/thrive



⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 30 Sep 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>34</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/65c5df94-9dad-11f0-ad48-5f41d62e351b/image/71c9173709c0325269e9ad3de4feccee.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with personal friend and friend of Living Corporate Khambrel Ward about BlkMeninTech and THRIVE 2025



Register for THRIVE 2025

https://www.blkmenintech.com/thrive



⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with personal friend and friend of Living Corporate Khambrel Ward about BlkMeninTech and THRIVE 2025</p>
<p><br></p>
<p><a href="https://www.blkmenintech.com/thrive">Register for THRIVE 2025</a></p>
<p>https://www.blkmenintech.com/thrive</p>
<p><br></p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>3026</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[65c5df94-9dad-11f0-ad48-5f41d62e351b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5173536047.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Sitting Down w/ KevOnStage</title>
      <description>Zach sits down with author, satirst, speaker, entrpeneuer, and executive Kevin Fredericks aka KevOnStage to talk about career, life, and more.



Connect w/ KevOnStage

https://www.kevonstage.com/



Pre-Order Successful Failure

https://www.penguinrandomhouse.com/books/752158/successful-failure-by-kevin-fredericks/



Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 23 Sep 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>33</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a542943a-9698-11f0-860b-cb19bbc7a18a/image/db4709fa54b9508ab72a3ea2956992ab.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with author, satirst, speaker, entrpeneuer, and executive Kevin Fredericks aka KevOnStage to talk about career, life, and more.



Connect w/ KevOnStage

https://www.kevonstage.com/



Pre-Order Successful Failure

https://www.penguinrandomhouse.com/books/752158/successful-failure-by-kevin-fredericks/



Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with author, satirst, speaker, entrpeneuer, and executive Kevin Fredericks aka KevOnStage to talk about career, life, and more.</p>
<p><br></p>
<p><a href="https://www.kevonstage.com/">Connect w/ KevOnStage</a></p>
<p>https://www.kevonstage.com/</p>
<p><br></p>
<p><a href="https://www.penguinrandomhouse.com/books/752158/successful-failure-by-kevin-fredericks/">Pre-Order Successful Failure</a></p>
<p>https://www.penguinrandomhouse.com/books/752158/successful-failure-by-kevin-fredericks/</p>
<p><br></p>
<p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>3547</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a542943a-9698-11f0-860b-cb19bbc7a18a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6171798647.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Unbecoming As Liberation ft. Leniece Flowers</title>
      <description>What if the journey to freedom isn't about becoming more — but letting go? In this powerful conversation, Crystle Johnson sits down with writer and equity leader Laniece Flowers to explore unbecoming as a radical act of liberation. They reflect on motherhood, breaking generational cycles, redefining work, and what it means to prioritize joy over survival.

✨ Featuring real talk about:



  Healing from the "shoulds" of womanhood


  Leaving behind expectations that don’t fit


  The sacredness of slowing down


  Teaching the next generation to be free



💬 “Are you happy? Are you really happy?”

This episode is your permission slip to pause, reflect, and reclaim your power.

Timestamp:
00:00 – Introduction
02:14 – Makeup and Masks
13:19 – The Question That Sparked Unbecoming
18:05 – Lies We Tell Ourselves
22:38 – Reclaiming Joy in Work
31:24 – Advice for Black Women

—

📅 Episode drops today  at 7PM.
Be there. This one’s soul-deep.

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

🖤 We Ain’t Dying For This: A Black Woman’s Guide to Liberation drops new episodes every Thursday on the Living Corporate Network and YouTube.

#Unbecoming #WeAintDyingForThis #BlackWomensLiberation #LaniceFlowers #CrystleJohnson #RadicallySoftLiving</description>
      <pubDate>Fri, 19 Sep 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/75d1ec94-6e22-11f0-9283-9bb38461589f/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>What if the journey to freedom isn't about becoming more — but letting go? In this powerful conversation, Crystle Johnson sits down with writer and equity leader Laniece Flowers to explore unbecoming as a radical act of liberation. They reflect on motherhood, breaking generational cycles, redefining work, and what it means to prioritize joy over survival.

✨ Featuring real talk about:



  Healing from the "shoulds" of womanhood


  Leaving behind expectations that don’t fit


  The sacredness of slowing down


  Teaching the next generation to be free



💬 “Are you happy? Are you really happy?”

This episode is your permission slip to pause, reflect, and reclaim your power.

Timestamp:
00:00 – Introduction
02:14 – Makeup and Masks
13:19 – The Question That Sparked Unbecoming
18:05 – Lies We Tell Ourselves
22:38 – Reclaiming Joy in Work
31:24 – Advice for Black Women

—

📅 Episode drops today  at 7PM.
Be there. This one’s soul-deep.

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

🖤 We Ain’t Dying For This: A Black Woman’s Guide to Liberation drops new episodes every Thursday on the Living Corporate Network and YouTube.

#Unbecoming #WeAintDyingForThis #BlackWomensLiberation #LaniceFlowers #CrystleJohnson #RadicallySoftLiving</itunes:summary>
      <content:encoded>
        <![CDATA[<p>
What if the journey to freedom isn't about becoming more — but letting go? In this powerful conversation, Crystle Johnson sits down with writer and equity leader Laniece Flowers to explore unbecoming as a radical act of liberation. They reflect on motherhood, breaking generational cycles, redefining work, and what it means to prioritize joy over survival.

✨ Featuring real talk about:
</p>
<ul>
  <li>Healing from the "shoulds" of womanhood
</li>
  <li>Leaving behind expectations that don’t fit
</li>
  <li>The sacredness of slowing down
</li>
  <li>Teaching the next generation to be free
</li>
</ul>
<p>💬 “Are you happy? Are you really happy?”

This episode is your permission slip to pause, reflect, and reclaim your power.

Timestamp:
<a href="https://www.youtube.com/watch?v=kl79qH7V3xs&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=1">00:00</a> – Introduction
<a href="https://www.youtube.com/watch?v=kl79qH7V3xs&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=1&amp;t=134s">02:14</a> – Makeup and Masks
<a href="https://www.youtube.com/watch?v=kl79qH7V3xs&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=1&amp;t=799s">13:19</a> – The Question That Sparked Unbecoming
<a href="https://www.youtube.com/watch?v=kl79qH7V3xs&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=1&amp;t=1085s">18:05</a> – Lies We Tell Ourselves
<a href="https://www.youtube.com/watch?v=kl79qH7V3xs&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=1&amp;t=1358s">22:38</a> – Reclaiming Joy in Work
<a href="https://www.youtube.com/watch?v=kl79qH7V3xs&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=1&amp;t=1884s">31:24</a> – Advice for Black Women

—

📅 Episode drops today  at 7PM.
Be there. This one’s soul-deep.

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

🖤 We Ain’t Dying For This: A Black Woman’s Guide to Liberation drops new episodes every Thursday on the Living Corporate Network and YouTube.

<a href="https://www.youtube.com/hashtag/unbecoming">#Unbecoming</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/blackwomensliberation">#BlackWomensLiberation</a> <a href="https://www.youtube.com/hashtag/laniceflowers">#LaniceFlowers</a> <a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/radicallysoftliving">#RadicallySoftLiving</a><br><strong>

</strong></p>]]>
      </content:encoded>
      <itunes:duration>2388</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[75d1ec94-6e22-11f0-9283-9bb38461589f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3151743803.mp3?updated=1753977307" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Yes, the Job Market is Cooked</title>
      <description>Zach sits down with business analyst, speaker, writer, and consultant Amanda Gooddall to talk about the job market.

Learn About Amanda's Work

https://thejobchick.com/


Check out our merch⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 16 Sep 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>32</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/61bd5146-92b5-11f0-ac48-979582bba361/image/726503bd504f3254fa642a0516c69dd5.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with business analyst, speaker, writer, and consultant Amanda Gooddall to talk about the job market.

Learn About Amanda's Work

https://thejobchick.com/


Check out our merch⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with business analyst, speaker, writer, and consultant Amanda Gooddall to talk about the job market.</p>
<p><a href="https://thejobchick.com/">Learn About Amanda's Work</a></p>
<p>https://thejobchick.com/
</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p><br></p>
<p><br></p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>2516</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[61bd5146-92b5-11f0-ac48-979582bba361]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2644917027.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Getting Free As Liberation ft. Najmah Ahmad</title>
      <description>What if freedom isn't something we chase… but something we remember?

In this episode, host Crystle Johnson sits down with Najma Ahmed, creator of the Free Black Girl podcast, to explore what it really means to be free. From leaving her "dream job" to breaking generational patterns and embracing radically soft living, Najma shares her powerful story of transformation, healing, and reclaiming joy.

✨ Topics we explore:



  What keeps Black women from living freely?


  The lies we’re told (and tell ourselves) about freedom


  Why “getting free” is a continual process, not a one-time event


  Ancestral healing, somatic practices, and listening to the body


  How Najma used her breakdown as a breakthrough into entrepreneurship




-------------------------------------------------------------------------------------------------------

⏱️ Key Timeframes
00:04 – Self-Care &amp; Dancing
10:18 – Who Is Najma
14:15 – Lies About Freedom
23:00 – Breakdown in D.C.
33:40 – Launching Her Business
46:10 – Journal Prompts for Freedom

-------------------------------------------------------------------------------------------------------

🖤 A powerful reminder:
You’re not here to die for the dream. You’re here to live fully in it.

📅 Episode drops today  at 7PM.
Be there. This one’s soul-deep.

🔗 Follow Najmah Ahmad
Instagram: @freed_blackgirl
Youtube: ‪@FreedBlackGirlPodcast‬ 
Website: www.freedblackgirl.com
Freed Black Girl Study: https://forms.gle/AWi52CgTH5nN6qhw6
Unbossed Academy Crowdfunding Page: https://www.ifundwomen.com/projects/u...

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

#CrystleJohnson #IWishIKnew #WeAintDyingForThis #WomensFreedom #MindsetHealing #BurnoutRecovery #BreakFree</description>
      <pubDate>Fri, 12 Sep 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c04ff73c-6e1f-11f0-add6-4faf4252e84e/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>What if freedom isn't something we chase… but something we remember?

In this episode, host Crystle Johnson sits down with Najma Ahmed, creator of the Free Black Girl podcast, to explore what it really means to be free. From leaving her "dream job" to breaking generational patterns and embracing radically soft living, Najma shares her powerful story of transformation, healing, and reclaiming joy.

✨ Topics we explore:



  What keeps Black women from living freely?


  The lies we’re told (and tell ourselves) about freedom


  Why “getting free” is a continual process, not a one-time event


  Ancestral healing, somatic practices, and listening to the body


  How Najma used her breakdown as a breakthrough into entrepreneurship




-------------------------------------------------------------------------------------------------------

⏱️ Key Timeframes
00:04 – Self-Care &amp; Dancing
10:18 – Who Is Najma
14:15 – Lies About Freedom
23:00 – Breakdown in D.C.
33:40 – Launching Her Business
46:10 – Journal Prompts for Freedom

-------------------------------------------------------------------------------------------------------

🖤 A powerful reminder:
You’re not here to die for the dream. You’re here to live fully in it.

📅 Episode drops today  at 7PM.
Be there. This one’s soul-deep.

🔗 Follow Najmah Ahmad
Instagram: @freed_blackgirl
Youtube: ‪@FreedBlackGirlPodcast‬ 
Website: www.freedblackgirl.com
Freed Black Girl Study: https://forms.gle/AWi52CgTH5nN6qhw6
Unbossed Academy Crowdfunding Page: https://www.ifundwomen.com/projects/u...

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

#CrystleJohnson #IWishIKnew #WeAintDyingForThis #WomensFreedom #MindsetHealing #BurnoutRecovery #BreakFree</itunes:summary>
      <content:encoded>
        <![CDATA[<p>What if freedom isn't something we chase… but something we remember?

In this episode, host Crystle Johnson sits down with Najma Ahmed, creator of the Free Black Girl podcast, to explore what it really means to be free. From leaving her "dream job" to breaking generational patterns and embracing radically soft living, Najma shares her powerful story of transformation, healing, and reclaiming joy.

✨ Topics we explore:
</p>
<ul>
  <li>What keeps Black women from living freely?
</li>
  <li>The lies we’re told (and tell ourselves) about freedom
</li>
  <li>Why “getting free” is a continual process, not a one-time event
</li>
  <li>Ancestral healing, somatic practices, and listening to the body
</li>
  <li>How Najma used her breakdown as a breakthrough into entrepreneurship
</li>
</ul>
<p>
-------------------------------------------------------------------------------------------------------

⏱️ Key Timeframes
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=4s">00:04</a> – Self-Care &amp; Dancing
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=618s">10:18</a> – Who Is Najma
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=855s">14:15</a> – Lies About Freedom
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=1380s">23:00</a> – Breakdown in D.C.
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=2020s">33:40</a> – Launching Her Business
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=2770s">46:10</a> – Journal Prompts for Freedom

-------------------------------------------------------------------------------------------------------

🖤 A powerful reminder:
You’re not here to die for the dream. You’re here to live fully in it.

📅 Episode drops today  at 7PM.
Be there. This one’s soul-deep.

🔗 Follow Najmah Ahmad
Instagram: @freed_blackgirl
Youtube: <a href="https://www.youtube.com/@FreedBlackGirlPodcast">‪@FreedBlackGirlPodcast‬</a> 
Website: www.freedblackgirl.com
Freed Black Girl Study: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbUVCWVZMeWtRTTVKLWt4b2lOYU5ORUhiejlZUXxBQ3Jtc0tuYUhMSnFyYVp3c1QyMW5zeThoNUY0RUJwTGVHSTZOUUxXYWVPeEo2UUFFb3RkNVB0R3d5M2xTYVlHdmR5RzlaSC1UeTYzaDA4SHpQNW5KQnA2ck5mMWZhNklza0V6TE03UDFqWDJBQXJWY0NzSkFfcw&amp;q=https%3A%2F%2Fforms.gle%2FAWi52CgTH5nN6qhw6&amp;v=6xXjGf6tkd4">https://forms.gle/AWi52CgTH5nN6qhw6</a>
Unbossed Academy Crowdfunding Page: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbnVqUXNtLW1SdmFLdFdBUllkYUlTd3ZiMXdZZ3xBQ3Jtc0ttM1JEaTVvUW0yamE1NDF3QWxZR3ZIYzh4SVlWZ0dIZXpSRGlXX0lyN3RQMW0zYldCTjFoR3BMUUdUTWpULUhKX0xlVFoxNU0tampmMUZtTkxFN3NMTllXdUhvVlJQVHJrQ2dSYl83V3RtNTJJWmdjNA&amp;q=https%3A%2F%2Fwww.ifundwomen.com%2Fprojects%2Funbought-unbossed-academy-entrepreneur-incubator&amp;v=6xXjGf6tkd4">https://www.ifundwomen.com/projects/u...</a>

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

<a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/iwishiknew">#IWishIKnew</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/womensfreedom">#WomensFreedom</a> <a href="https://www.youtube.com/hashtag/mindsethealing">#MindsetHealing</a> <a href="https://www.youtube.com/hashtag/burnoutrecovery">#BurnoutRecovery</a> <a href="https://www.youtube.com/hashtag/breakfree">#BreakFree</a></p>]]>
      </content:encoded>
      <itunes:duration>3058</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c04ff73c-6e1f-11f0-add6-4faf4252e84e]]></guid>
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    </item>
    <item>
      <title>Too Much This, Not Enough That</title>
      <description>Zach reflects on a moment where a manager gave him feedback that propelled him forward in his career.</description>
      <pubDate>Tue, 09 Sep 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>31</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cb129fde-8757-11f0-81e6-03716c248968/image/dee8e4774beca74d3a921adbb93fd5f1.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach reflects on a moment where a manager gave him feedback that propelled him forward in his career.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach reflects on a moment where a manager gave him feedback that propelled him forward in his career.</p>]]>
      </content:encoded>
      <itunes:duration>1090</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cb129fde-8757-11f0-81e6-03716c248968]]></guid>
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    </item>
    <item>
      <title>Pleasure As Liberation ft. Marisha Dixon</title>
      <description>In this powerful episode, host Crystal Johnson sits down with special guest Marisha Dixon to explore Pleasure as Liberation — what it means, why we’ve been conditioned to deny it, and how Black women can reclaim pleasure as a birthright.

💫 What you’ll experience in this conversation:



  Real talk about letting go of “the grind” and embracing softness


  How to redefine pleasure beyond the bedroom


  Marisha’s personal journey from overachiever to liberated, pleasure-centered living


  Practical steps YOU can take to prioritize your own joy and well-being


  Why it’s time to rewrite the script and choose YOU





Timestamps:
00:00 – Welcome &amp; Meet Marisha
01:28 – Fun Icebreaker: This or That
06:53 – Myths About Pleasure
14:44 – Marisha’s Journey to Liberation
25:00 – Steps to Reclaim Your Pleasure


🔔 New episodes every Thursday at 7 PM CST.
#PleasureAsLiberation #WeAintDyingForThis #blackwomenhealing 

About We Ain't Dying For This
We are a community of Black women committed to collective liberation through radically soft living.

Stay Connected with Marisha Dixon:
Website: https://www.msmarisha.com/portfolio
LinkedIn:   / msmarisha  

Stay Connected with Crystle Johnson &amp; the Show:
Subscribe:    / @thecrystlejohnson  
Instagram (Show):   / weaintdyingforthis  
Instagram (Crystle):   / thecrystlejohnson  
LinkedIn:   / crystlejohnson  
TikTok:   / iamcrystlejohnson  </description>
      <pubDate>Fri, 05 Sep 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2ae2a7c8-6e1d-11f0-b5a7-afa2625737a5/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In this powerful episode, host Crystal Johnson sits down with special guest Marisha Dixon to explore Pleasure as Liberation — what it means, why we’ve been conditioned to deny it, and how Black women can reclaim pleasure as a birthright.

💫 What you’ll experience in this conversation:



  Real talk about letting go of “the grind” and embracing softness


  How to redefine pleasure beyond the bedroom


  Marisha’s personal journey from overachiever to liberated, pleasure-centered living


  Practical steps YOU can take to prioritize your own joy and well-being


  Why it’s time to rewrite the script and choose YOU





Timestamps:
00:00 – Welcome &amp; Meet Marisha
01:28 – Fun Icebreaker: This or That
06:53 – Myths About Pleasure
14:44 – Marisha’s Journey to Liberation
25:00 – Steps to Reclaim Your Pleasure


🔔 New episodes every Thursday at 7 PM CST.
#PleasureAsLiberation #WeAintDyingForThis #blackwomenhealing 

About We Ain't Dying For This
We are a community of Black women committed to collective liberation through radically soft living.

Stay Connected with Marisha Dixon:
Website: https://www.msmarisha.com/portfolio
LinkedIn:   / msmarisha  

Stay Connected with Crystle Johnson &amp; the Show:
Subscribe:    / @thecrystlejohnson  
Instagram (Show):   / weaintdyingforthis  
Instagram (Crystle):   / thecrystlejohnson  
LinkedIn:   / crystlejohnson  
TikTok:   / iamcrystlejohnson  </itunes:summary>
      <content:encoded>
        <![CDATA[<p>
In this powerful episode, host Crystal Johnson sits down with special guest Marisha Dixon to explore Pleasure as Liberation — what it means, why we’ve been conditioned to deny it, and how Black women can reclaim pleasure as a birthright.

💫 What you’ll experience in this conversation:
</p>
<ul>
  <li>Real talk about letting go of “the grind” and embracing softness
</li>
  <li>How to redefine pleasure beyond the bedroom
</li>
  <li>Marisha’s personal journey from overachiever to liberated, pleasure-centered living
</li>
  <li>Practical steps YOU can take to prioritize your own joy and well-being
</li>
  <li>Why it’s time to rewrite the script and choose YOU
</li>
</ul>
<p>

Timestamps:
<a href="https://www.youtube.com/watch?v=WW7DLrd8w7I&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=5">00:00</a> – Welcome &amp; Meet Marisha
<a href="https://www.youtube.com/watch?v=WW7DLrd8w7I&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=5&amp;t=88s">01:28</a> – Fun Icebreaker: This or That
<a href="https://www.youtube.com/watch?v=WW7DLrd8w7I&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=5&amp;t=413s">06:53</a> – Myths About Pleasure
<a href="https://www.youtube.com/watch?v=WW7DLrd8w7I&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=5&amp;t=884s">14:44</a> – Marisha’s Journey to Liberation
<a href="https://www.youtube.com/watch?v=WW7DLrd8w7I&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=5&amp;t=1500s">25:00</a> – Steps to Reclaim Your Pleasure


🔔 New episodes every Thursday at 7 PM CST.
<a href="https://www.youtube.com/hashtag/pleasureasliberation">#PleasureAsLiberation</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/blackwomenhealing">#blackwomenhealing</a> 

About We Ain't Dying For This
We are a community of Black women committed to collective liberation through radically soft living.

Stay Connected with Marisha Dixon:
Website: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa19MT3pPb0hha1pkYXZFOWZUcHVrZXgyQUJBd3xBQ3Jtc0tuVFIwZ2JtSnNyaWM3NkJKQVRUSU40dk9DcmF1MFo0WG4yNk5XbEs2NUF6QlFCR0FqQktDSnQ3ZlNBNTE3ZVRPZnA1d09FbWRYSGxpTUhSaWRtbk14cEFKX3I4eDZMeG9FY29uQkUzczVXVEkzZjhfVQ&amp;q=https%3A%2F%2Fwww.msmarisha.com%2Fportfolio&amp;v=WW7DLrd8w7I">https://www.msmarisha.com/portfolio</a>
LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbUtUQUZpUG82ZlJFM0NWYmRQYjlMel9TU25hd3xBQ3Jtc0tuMEtKMHdPX1U1MjVkMTN4Yk9VS3Y0d0tsT284Q2g5TEV6OEc1b1V6VDN1b1R0UGU1QkstOTdFd1JoZDVBYUg5cmRrT2VESWpEdFpfZldOSjFJMkN5YkphblRRNXJYOXpyYlo3TGdlWWNqMXpndFo0NA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fmsmarisha%2F&amp;v=WW7DLrd8w7I">  / msmarisha  </a>

Stay Connected with Crystle Johnson &amp; the Show:
Subscribe: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">   / @thecrystlejohnson  </a>
Instagram (Show): <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa0toeVVWSXFlQXZVU3V5Qzc0Y0lJazJOdElod3xBQ3Jtc0tuWFdUdWVHNHpiTTZrOTBlVzRGdzhNcVU2bUhWbHB5cnBEbE1VdTlQMmE1R3hiN2pLVFpabk1yTnM0TlpTdFRaZFVYRWRxM25MZElHUXlpLUtOWXJlZEJ3UmJIRmo3bUlZWDRDRVFqWE1NRmJMbWthRQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=WW7DLrd8w7I">  / weaintdyingforthis  </a>
Instagram (Crystle): <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbGtHay1kQTR3Z210UXM4Z29Qc0xXa0pwWWtEd3xBQ3Jtc0tsRmgyVllBbHA1U1ZiTTRUaUtTTGdPT0NFNnpZVkpVSGhHWmZOMFdCRmJqRHM5ZHhkN2hHQUgzRWVNZ0ZuUGVjLXU0R01uei1pU0RpQ29CVVBJbjNPV25EZElZcXQtal9PME1yTEdwYUtSbm5GdXpTcw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=WW7DLrd8w7I">  / thecrystlejohnson  </a>
LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbmlCZWU5M3JGNFN3aVRGbHV5VTY4NThfRmlYQXxBQ3Jtc0trWG15blE0WkVldjdiRGZobFQ2bE4zakFqZUQyNld6UmxjamdtZXRvVEk5UDNPTms2dlJtTnY3TXQ2cXpGdzdBT19naG9MRndIQzUzamdsMEJJZ05zRW42aUFqblNERDVMOEZERzFmaEdWTHJzOWE4VQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=WW7DLrd8w7I">  / crystlejohnson  </a>
TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbHpNQUhFNXZabGJoUkNjZUdJM3hIVDFFNHU2QXxBQ3Jtc0tubWktbzZtanNpMW8xZXRZbTYwOFVrWU9CckNLX3pqM2xvbmdZUHBHdDk3LURrVzZQRFVSQ1A4Zk91eHF3VFFFanhIbXRfcHNCOV9KanQwNTVGSm9UYy03R3UzWXNEMFc5RDFpcEpreUVIXzBSX1VDYw&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=WW7DLrd8w7I">  / iamcrystlejohnson  </a>

</p>]]>
      </content:encoded>
      <itunes:duration>2268</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2ae2a7c8-6e1d-11f0-b5a7-afa2625737a5]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2874278992.mp3?updated=1753973501" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>He Pulled A Knife on My Boss</title>
      <description>Zach shares a story about the most toxic workplace he ever worked at, how he quit, and what he learned in the process.</description>
      <pubDate>Tue, 02 Sep 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>30</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5c996686-8753-11f0-8a99-f784c378642a/image/71e38e92b47ad40933463e31b43e5134.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach shares a story about the most toxic workplace he ever worked at, how he quit, and what he learned in the process.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach shares a story about the most toxic workplace he ever worked at, how he quit, and what he learned in the process.</p>]]>
      </content:encoded>
      <itunes:duration>1142</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5c996686-8753-11f0-8a99-f784c378642a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3942330225.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Self Love As Liberation ft. Drechir Whitfield</title>
      <description>In this soul-nourishing episode, host Crystle Johnson sits down with Dre Sher Whitfield — aka The Wedding Realtor — to revisit one of the most essential topics for Black women on the liberation journey: Self-Love. And yes, we’re running it back… because you can never have too much of it.

💬 Through candid storytelling and deep reflection, Dre and Crystle explore the lies we believe about self-love, the truth about self-compassion, and how Black women can give themselves the grace they’ve always deserved.

📍Timestamps:
00:00 – Intro: Why We’re Revisiting Self-Love
03:33 – Real Love Stories: Beyond Romance, Into Purpose
10:13 – The Myths &amp; Misconceptions About Self-Love
12:06 – Why Self-Compassion is the Gateway to Healing
18:47 – How to Practice Self-Compassion When You’ve Never Seen It Modeled
24:17 – Meditation &amp; Presence: The Breath as Liberation
25:13 – Where to Find Dre Online

🎧 Whether you're knee-deep in the healing journey or just beginning to ask what it means to choose yourself, this episode is your invitation to soften, listen, and come home to YOU.

🔗 Follow DreChir Whitfield
Instagram: @ProfoundCeremonies
Las Vegas: @DreChirInVegas

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

#WeAintDyingForThis #SelfLove #BlackWomenHealing #LiberationThroughRest #SelfCompassion #InsightTimer #BlackWomenPodcast #AffirmationTalk #DreSherWhitfield #livingcorporate 

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </description>
      <pubDate>Fri, 29 Aug 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ddf56224-6e1d-11f0-819d-6388fe3de4b2/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In this soul-nourishing episode, host Crystle Johnson sits down with Dre Sher Whitfield — aka The Wedding Realtor — to revisit one of the most essential topics for Black women on the liberation journey: Self-Love. And yes, we’re running it back… because you can never have too much of it.

💬 Through candid storytelling and deep reflection, Dre and Crystle explore the lies we believe about self-love, the truth about self-compassion, and how Black women can give themselves the grace they’ve always deserved.

📍Timestamps:
00:00 – Intro: Why We’re Revisiting Self-Love
03:33 – Real Love Stories: Beyond Romance, Into Purpose
10:13 – The Myths &amp; Misconceptions About Self-Love
12:06 – Why Self-Compassion is the Gateway to Healing
18:47 – How to Practice Self-Compassion When You’ve Never Seen It Modeled
24:17 – Meditation &amp; Presence: The Breath as Liberation
25:13 – Where to Find Dre Online

🎧 Whether you're knee-deep in the healing journey or just beginning to ask what it means to choose yourself, this episode is your invitation to soften, listen, and come home to YOU.

🔗 Follow DreChir Whitfield
Instagram: @ProfoundCeremonies
Las Vegas: @DreChirInVegas

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

#WeAintDyingForThis #SelfLove #BlackWomenHealing #LiberationThroughRest #SelfCompassion #InsightTimer #BlackWomenPodcast #AffirmationTalk #DreSherWhitfield #livingcorporate 

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this soul-nourishing episode, host Crystle Johnson sits down with Dre Sher Whitfield — aka The Wedding Realtor — to revisit one of the most essential topics for Black women on the liberation journey: Self-Love. And yes, we’re running it back… because you can never have too much of it.

💬 Through candid storytelling and deep reflection, Dre and Crystle explore the lies we believe about self-love, the truth about self-compassion, and how Black women can give themselves the grace they’ve always deserved.

📍Timestamps:
<a href="https://www.youtube.com/watch?v=GjNHCHTLqOA&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=3">00:00</a> – Intro: Why We’re Revisiting Self-Love
<a href="https://www.youtube.com/watch?v=GjNHCHTLqOA&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=3&amp;t=213s">03:33</a> – Real Love Stories: Beyond Romance, Into Purpose
<a href="https://www.youtube.com/watch?v=GjNHCHTLqOA&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=3&amp;t=613s">10:13</a> – The Myths &amp; Misconceptions About Self-Love
<a href="https://www.youtube.com/watch?v=GjNHCHTLqOA&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=3&amp;t=726s">12:06</a> – Why Self-Compassion is the Gateway to Healing
<a href="https://www.youtube.com/watch?v=GjNHCHTLqOA&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=3&amp;t=1127s">18:47</a> – How to Practice Self-Compassion When You’ve Never Seen It Modeled
<a href="https://www.youtube.com/watch?v=GjNHCHTLqOA&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=3&amp;t=1457s">24:17</a> – Meditation &amp; Presence: The Breath as Liberation
<a href="https://www.youtube.com/watch?v=GjNHCHTLqOA&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=3&amp;t=1513s">25:13</a> – Where to Find Dre Online

🎧 Whether you're knee-deep in the healing journey or just beginning to ask what it means to choose yourself, this episode is your invitation to soften, listen, and come home to YOU.

🔗 Follow DreChir Whitfield
Instagram: @ProfoundCeremonies
Las Vegas: @DreChirInVegas

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

<a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/selflove">#SelfLove</a> <a href="https://www.youtube.com/hashtag/blackwomenhealing">#BlackWomenHealing</a> <a href="https://www.youtube.com/hashtag/liberationthroughrest">#LiberationThroughRest</a> <a href="https://www.youtube.com/hashtag/selfcompassion">#SelfCompassion</a> <a href="https://www.youtube.com/hashtag/insighttimer">#InsightTimer</a> <a href="https://www.youtube.com/hashtag/blackwomenpodcast">#BlackWomenPodcast</a> <a href="https://www.youtube.com/hashtag/affirmationtalk">#AffirmationTalk</a> <a href="https://www.youtube.com/hashtag/dresherwhitfield">#DreSherWhitfield</a> <a href="https://www.youtube.com/hashtag/livingcorporate">#livingcorporate</a> 

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">   / @thecrystlejohnson  </a>
We Ain't Dying For This Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbDNKdFZLVF9rQVg0YjlCVTBRTGdWQlBOS0NyZ3xBQ3Jtc0ttMjV3aWpRU2JxdUtYb1AzVHQ2TWJsV2EzXy12T3BzMENITnUxdE5RTGhWNHZ6cFBpMEFrblBlc2R5Z3ZRaTFJbU1DWHljOHFldnZpUVNiWmhpb09CY1BwaXA0b29WaG1fLTQzd3I2NjkxaUp0RnNBNA&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=GjNHCHTLqOA">  / weaintdyingforthis  </a>
Crystle's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbHNYaWFSdnNjNGtJeFJhNDlUbnQ2UXUwVTZCd3xBQ3Jtc0ttd3owYU0ydUlFWVpfblMzSk5BMG9oOGtzZUZaZ0c5a3pEc3hwWG1NWFp2UWxpSEFGQ292U0U4elV5WUw5Z0ZURm1rRDYyWEx2Uk5wS0ZDUl9wWGh2SmZLem8ycklaRXRrUVlhVHNIQjlBQndmQU82cw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=GjNHCHTLqOA">  / thecrystlejohnson  </a>
Crystle's LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbWFFdnozUjFHUG5lemx4T1pneXdlUHZXN2VUUXxBQ3Jtc0ttT2pMX2E2X1BydnQxaFY2ZGUzSG9KMEJZdjdFNmpJV29DMERhNkc4b2RncHhOX1liLVN0d2ZZR2VGNlN6S2lLVTFKdVZWbGE2SkFyVzlvS1VzRVpvR280T1QtaC1faEFGclJiSGpLa2xhajQ3RE1yYw&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=GjNHCHTLqOA">  / crystlejohnson  </a>
Crystle's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa3JTR0NNZk1GNURTVEZnZEJyMmRILXdENFdDZ3xBQ3Jtc0tsZGZUb1hmUm45NDZQZXlIak5hRGM2UU4zZm4tV3BweXFjLVRORUNDWEZ6ZWZoa0lTT3k3ZEl5U2NHeV82T2pPSkxqaFB3ZlhUY1dXMWg0SUVFTkxZdTVITVRfenpRWkdlNXhrMjNfOHNmdk02OGltRQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=GjNHCHTLqOA">  / iamcrystlejohnson  </a></p>]]>
      </content:encoded>
      <itunes:duration>1764</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6112018903.mp3?updated=1753973801" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Affirmation as Liberation ft. Janel Caminos Reclaiming Power, One Curl at a Time</title>
      <description>In this powerful episode of We Ain’t Dying For This, host Crystle Johnson sits down with Janel Caminos — DEI leader, founder of Curly Crown Collective, and unapologetic curly girl — for a deep, layered conversation on:

💬 The truth about affirmations as a tool for healing &amp; liberation
💇🏾‍♀️ Natural hair, professional spaces &amp; reclaiming your crown
👑 How black women affirm each other — and why it matters
📢 Why our self-talk can be radical, not just cute

From sticky notes on the mirror to a whole affirmation book... to founding a global community for natural-haired women — this convo goes beyond aesthetics. It's about freedom. Power. And saying YES to who you are, as you are.


🔗 JOIN the Curly Crown Collective: www.instagram.com/curlycrowncollective
📲 Follow Janel Caminos: www.instagram.com/janel.danza


Timestamps:
00:00 - Why affirmations matter
01:22 - Who is Janel Caminos?
08:13 - The journey to hair acceptance
14:52 - Hair, microaggressions, and the workplace
19:21 - Getting started with affirmations
25:52 - Community, education, and letting go

#AffirmationAsLiberation #BlackWomenHealing #CurlyHairJourney #WellnessAsLiberation #NaturalHairMovement #SelfAffirmation #WeAintDyingForThis #CrownAct #HairIsPolitical #CurlyCrownCollective #Podcast #BlackVoices #LiberationThroughLove

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </description>
      <pubDate>Fri, 22 Aug 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/98e289e6-6e1d-11f0-88fb-8f8214ecf177/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In this powerful episode of We Ain’t Dying For This, host Crystle Johnson sits down with Janel Caminos — DEI leader, founder of Curly Crown Collective, and unapologetic curly girl — for a deep, layered conversation on:

💬 The truth about affirmations as a tool for healing &amp; liberation
💇🏾‍♀️ Natural hair, professional spaces &amp; reclaiming your crown
👑 How black women affirm each other — and why it matters
📢 Why our self-talk can be radical, not just cute

From sticky notes on the mirror to a whole affirmation book... to founding a global community for natural-haired women — this convo goes beyond aesthetics. It's about freedom. Power. And saying YES to who you are, as you are.


🔗 JOIN the Curly Crown Collective: www.instagram.com/curlycrowncollective
📲 Follow Janel Caminos: www.instagram.com/janel.danza


Timestamps:
00:00 - Why affirmations matter
01:22 - Who is Janel Caminos?
08:13 - The journey to hair acceptance
14:52 - Hair, microaggressions, and the workplace
19:21 - Getting started with affirmations
25:52 - Community, education, and letting go

#AffirmationAsLiberation #BlackWomenHealing #CurlyHairJourney #WellnessAsLiberation #NaturalHairMovement #SelfAffirmation #WeAintDyingForThis #CrownAct #HairIsPolitical #CurlyCrownCollective #Podcast #BlackVoices #LiberationThroughLove

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this powerful episode of We Ain’t Dying For This, host Crystle Johnson sits down with Janel Caminos — DEI leader, founder of Curly Crown Collective, and unapologetic curly girl — for a deep, layered conversation on:

💬 The truth about affirmations as a tool for healing &amp; liberation
💇🏾‍♀️ Natural hair, professional spaces &amp; reclaiming your crown
👑 How black women affirm each other — and why it matters
📢 Why our self-talk can be radical, not just cute

From sticky notes on the mirror to a whole affirmation book... to founding a global community for natural-haired women — this convo goes beyond aesthetics. It's about freedom. Power. And saying YES to who you are, as you are.


🔗 JOIN the Curly Crown Collective: www.instagram.com/curlycrowncollective
📲 Follow Janel Caminos: www.instagram.com/janel.danza


Timestamps:
<a href="https://www.youtube.com/watch?v=CFnUGRncZi0&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=4">00:00</a> - Why affirmations matter
<a href="https://www.youtube.com/watch?v=CFnUGRncZi0&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=4&amp;t=82s">01:22</a> - Who is Janel Caminos?
<a href="https://www.youtube.com/watch?v=CFnUGRncZi0&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=4&amp;t=493s">08:13</a> - The journey to hair acceptance
<a href="https://www.youtube.com/watch?v=CFnUGRncZi0&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=4&amp;t=892s">14:52</a> - Hair, microaggressions, and the workplace
<a href="https://www.youtube.com/watch?v=CFnUGRncZi0&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=4&amp;t=1161s">19:21</a> - Getting started with affirmations
<a href="https://www.youtube.com/watch?v=CFnUGRncZi0&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=4&amp;t=1552s">25:52</a> - Community, education, and letting go

<a href="https://www.youtube.com/hashtag/affirmationasliberation">#AffirmationAsLiberation</a> <a href="https://www.youtube.com/hashtag/blackwomenhealing">#BlackWomenHealing</a> <a href="https://www.youtube.com/hashtag/curlyhairjourney">#CurlyHairJourney</a> <a href="https://www.youtube.com/hashtag/wellnessasliberation">#WellnessAsLiberation</a> <a href="https://www.youtube.com/hashtag/naturalhairmovement">#NaturalHairMovement</a> <a href="https://www.youtube.com/hashtag/selfaffirmation">#SelfAffirmation</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/crownact">#CrownAct</a> <a href="https://www.youtube.com/hashtag/hairispolitical">#HairIsPolitical</a> <a href="https://www.youtube.com/hashtag/curlycrowncollective">#CurlyCrownCollective</a> <a href="https://www.youtube.com/hashtag/podcast">#Podcast</a> <a href="https://www.youtube.com/hashtag/blackvoices">#BlackVoices</a> <a href="https://www.youtube.com/hashtag/liberationthroughlove">#LiberationThroughLove</a>

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">   / @thecrystlejohnson  </a>
We Ain't Dying For This Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbURxal9XanlMeEdocS1GMDdXUUJTY1NaaWF1Z3xBQ3Jtc0ttTURiX1F6cHgwbkYwbTdTcFo5MXZ3bWt5UjQyWHpTQ0NBVndhaVhsc1FuUHRQLVlTclhkeC01NlQ4UktnbkpFcngwZTVCcDRZUFROSXNqV01KTkJtcGlRTVg0TjJZTVRpZGQycWxsRjJjQ0tyUmNCOA&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=CFnUGRncZi0">  / weaintdyingforthis  </a>
Crystle's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa2VoTzdnVE9oWE9ySjlJdTkzUzR2RU81cTVpd3xBQ3Jtc0ttVjJOdzBSWGJNRXFOek9tY1RXQnZUcjlSWWpIdVFYMkYyMHhwUkFPdGhGLUItRk0ybEdNc0hIZ3pPN1dITXFsVm9pMDFCV1JtQlBTUE5LY2J2RVFnaXZtRTNpQzZ6cjJIZHVPa3hwR0NjZlYxb05DMA&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=CFnUGRncZi0">  / thecrystlejohnson  </a>
Crystle's LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbjlQX1ZCcG1tS0p4bm5OU2txUE5XOU1RTUswQXxBQ3Jtc0tuX1pvUG5nSkNfZjFhVExMQzVqYlFKeE1ReDJvcEZSdUwzb2NtOERuejJJcDdPRnNBY3hBNEIwVlpObVBEYXI4SjRKVWp1dEp6VkdpZ1VQRGNCMHdxTVlNcDVlYm85a3FkSU40a1pPOGxHLWhMWGRjRQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=CFnUGRncZi0">  / crystlejohnson  </a>
Crystle's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbEkwUUpKUTVqb2xsdjB1STRidVZSWXUwYmNfZ3xBQ3Jtc0tuSjZueFJGUGplN0JxMkhhc2hzUjN0VTRlTnhFQ3JzNTl1di1hcW9ZWXEtaU5YMWNucU1adTYwa0VqRWxaaFR6cVJlQWpJMU0xZWdUQXpkWkN4RW9BUlllMzRWaEkzcDNrS3lJd0xDQkk0WFFIbEhaNA&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=CFnUGRncZi0">  / iamcrystlejohnson  </a></p>]]>
      </content:encoded>
      <itunes:duration>1892</itunes:duration>
      <guid isPermaLink="false"><![CDATA[98e289e6-6e1d-11f0-88fb-8f8214ecf177]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3694986887.mp3?updated=1753973686" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Sitting Down w/ Emanny of the Joe Budden Podcast</title>
      <description>Zach sits down with Emnny Salgado to talk about his upbringing, career, lessons learned, and his time on the Joe Budden Podcast.



Connect with Emanny

https://x.com/emannymusic/highlights




Check out our merch⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Thu, 21 Aug 2025 03:59:00 -0000</pubDate>
      <itunes:title>Sitting Down with Emanny of the Joe Budden Podcast</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>29</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3c0cebe0-7e43-11f0-acef-93582d6de9ed/image/126e7991f3864bb0d437cc29bfe017e6.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Talking JBP and More</itunes:subtitle>
      <itunes:summary>Zach sits down with Emnny Salgado to talk about his upbringing, career, lessons learned, and his time on the Joe Budden Podcast.



Connect with Emanny

https://x.com/emannymusic/highlights




Check out our merch⁠⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Emnny Salgado to talk about his upbringing, career, lessons learned, and his time on the Joe Budden Podcast.</p>
<p><br></p>
<p><a href="https://x.com/emannymusic/highlights">Connect with Emanny</a></p>
<p>https://x.com/emannymusic/highlights</p>
<p>
</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p>

</p>
<p><br></p>]]>
      </content:encoded>
      <itunes:duration>4394</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3c0cebe0-7e43-11f0-acef-93582d6de9ed]]></guid>
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    </item>
    <item>
      <title>Wellness As Liberation ft. Dr. Lawanda Hill</title>
      <description>What if freedom isn't something we chase… but something we remember?

In this episode, host Crystle Johnson sits down with Najma Ahmed, creator of the Free Black Girl podcast, to explore what it really means to be free. From leaving her "dream job" to breaking generational patterns and embracing radically soft living, Najma shares her powerful story of transformation, healing, and reclaiming joy.

✨ Topics we explore:



  What keeps Black women from living freely?


  The lies we’re told (and tell ourselves) about freedom


  Why “getting free” is a continual process, not a one-time event


  Ancestral healing, somatic practices, and listening to the body


  How Najma used her breakdown as a breakthrough into entrepreneurship




-------------------------------------------------------------------------------------------------------

⏱️ Key Timeframes
00:04 – Self-Care &amp; Dancing
10:18 – Who Is Najma
14:15 – Lies About Freedom
23:00 – Breakdown in D.C.
33:40 – Launching Her Business
46:10 – Journal Prompts for Freedom

-------------------------------------------------------------------------------------------------------

🖤 A powerful reminder:
You’re not here to die for the dream. You’re here to live fully in it.

📅 Episode drops today  at 7PM.
Be there. This one’s soul-deep.

🔗 Follow Najmah Ahmad
Instagram: @freed_blackgirl
Youtube: ‪@FreedBlackGirlPodcast‬ 
Website: www.freedblackgirl.com
Freed Black Girl Study: https://forms.gle/AWi52CgTH5nN6qhw6
Unbossed Academy Crowdfunding Page: https://www.ifundwomen.com/projects/u...

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

#CrystleJohnson #IWishIKnew #WeAintDyingForThis #WomensFreedom #MindsetHealing #BurnoutRecovery #BreakFree</description>
      <pubDate>Fri, 15 Aug 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1c1fc2bc-6e1c-11f0-857f-47eec2a131f8/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>What if freedom isn't something we chase… but something we remember?

In this episode, host Crystle Johnson sits down with Najma Ahmed, creator of the Free Black Girl podcast, to explore what it really means to be free. From leaving her "dream job" to breaking generational patterns and embracing radically soft living, Najma shares her powerful story of transformation, healing, and reclaiming joy.

✨ Topics we explore:



  What keeps Black women from living freely?


  The lies we’re told (and tell ourselves) about freedom


  Why “getting free” is a continual process, not a one-time event


  Ancestral healing, somatic practices, and listening to the body


  How Najma used her breakdown as a breakthrough into entrepreneurship




-------------------------------------------------------------------------------------------------------

⏱️ Key Timeframes
00:04 – Self-Care &amp; Dancing
10:18 – Who Is Najma
14:15 – Lies About Freedom
23:00 – Breakdown in D.C.
33:40 – Launching Her Business
46:10 – Journal Prompts for Freedom

-------------------------------------------------------------------------------------------------------

🖤 A powerful reminder:
You’re not here to die for the dream. You’re here to live fully in it.

📅 Episode drops today  at 7PM.
Be there. This one’s soul-deep.

🔗 Follow Najmah Ahmad
Instagram: @freed_blackgirl
Youtube: ‪@FreedBlackGirlPodcast‬ 
Website: www.freedblackgirl.com
Freed Black Girl Study: https://forms.gle/AWi52CgTH5nN6qhw6
Unbossed Academy Crowdfunding Page: https://www.ifundwomen.com/projects/u...

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

#CrystleJohnson #IWishIKnew #WeAintDyingForThis #WomensFreedom #MindsetHealing #BurnoutRecovery #BreakFree</itunes:summary>
      <content:encoded>
        <![CDATA[<p>What if freedom isn't something we chase… but something we remember?

In this episode, host Crystle Johnson sits down with Najma Ahmed, creator of the Free Black Girl podcast, to explore what it really means to be free. From leaving her "dream job" to breaking generational patterns and embracing radically soft living, Najma shares her powerful story of transformation, healing, and reclaiming joy.

✨ Topics we explore:
</p>
<ul>
  <li>What keeps Black women from living freely?
</li>
  <li>The lies we’re told (and tell ourselves) about freedom
</li>
  <li>Why “getting free” is a continual process, not a one-time event
</li>
  <li>Ancestral healing, somatic practices, and listening to the body
</li>
  <li>How Najma used her breakdown as a breakthrough into entrepreneurship
</li>
</ul>
<p>
-------------------------------------------------------------------------------------------------------

⏱️ Key Timeframes
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=4s">00:04</a> – Self-Care &amp; Dancing
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=618s">10:18</a> – Who Is Najma
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=855s">14:15</a> – Lies About Freedom
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=1380s">23:00</a> – Breakdown in D.C.
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=2020s">33:40</a> – Launching Her Business
<a href="https://www.youtube.com/watch?v=6xXjGf6tkd4&amp;list=PLtB3U4oWJvX9xtb5ufAy4qUXYaONZ0q1F&amp;index=2&amp;t=2770s">46:10</a> – Journal Prompts for Freedom

-------------------------------------------------------------------------------------------------------

🖤 A powerful reminder:
You’re not here to die for the dream. You’re here to live fully in it.

📅 Episode drops today  at 7PM.
Be there. This one’s soul-deep.

🔗 Follow Najmah Ahmad
Instagram: @freed_blackgirl
Youtube: <a href="https://www.youtube.com/@FreedBlackGirlPodcast">‪@FreedBlackGirlPodcast‬</a> 
Website: www.freedblackgirl.com
Freed Black Girl Study: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbjgzVkVqcGxXZjlpb0pDMmhIdjRMV0phZGtmZ3xBQ3Jtc0ttdndCeFBrTENibXRqdUNhR1ZEZnltYVJUM2xXSC1QaGRFajJ6U0UzNXpkemhGWUZYSnF2R3NaMTlSZ3ZzamVZZ1dadE1oeDR0Q181WG9uekRkWmthSDhkT0EzUUtOV1V3NnRrQkljcW1lc2ItWkZmOA&amp;q=https%3A%2F%2Fforms.gle%2FAWi52CgTH5nN6qhw6&amp;v=6xXjGf6tkd4">https://forms.gle/AWi52CgTH5nN6qhw6</a>
Unbossed Academy Crowdfunding Page: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa0pxaXZiOXpiM3NZWlpweG1iNFJWTlFfcXRSd3xBQ3Jtc0tta09IV3hZQ1VhMXZJNVhiMkY1RlcweHVuQkZ3MHg4UjBFeVpZZE9JWGFBdkhSTVRqVXNuaDIxRWpmdFFnbzRzQlBvNEpoaHBKZGpaZ3JuSXFMcTJRS1RMdV96eXV3dkx2R3BJREFVcUljRTlQTDhiQQ&amp;q=https%3A%2F%2Fwww.ifundwomen.com%2Fprojects%2Funbought-unbossed-academy-entrepreneur-incubator&amp;v=6xXjGf6tkd4">https://www.ifundwomen.com/projects/u...</a>

📺 Subscribe + Turn on notifications for more weekly stories centering softness, rest, and Black women’s liberation.

<a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/iwishiknew">#IWishIKnew</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/womensfreedom">#WomensFreedom</a> <a href="https://www.youtube.com/hashtag/mindsethealing">#MindsetHealing</a> <a href="https://www.youtube.com/hashtag/burnoutrecovery">#BurnoutRecovery</a> <a href="https://www.youtube.com/hashtag/breakfree">#BreakFree</a><br><strong></strong></p>]]>
      </content:encoded>
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    </item>
    <item>
      <title>Accountable Leadership and Employee Experience</title>
      <description>Zach sits down with HR executive Njsane Courtney to talk about his career, leadership, and the landscape of work.



Connect with Njsane Courtney

https://www.linkedin.com/in/njsanecourtney/


Check out our merch⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Wed, 13 Aug 2025 03:22:00 -0000</pubDate>
      <itunes:title>Accountable Leadership and Employee Experience</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>28</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c11f43b4-77f4-11f0-ab7f-9fc276145641/image/8cf475b4e8309d724864e49e4a60aab6.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>It's Spooky Outside</itunes:subtitle>
      <itunes:summary>Zach sits down with HR executive Njsane Courtney to talk about his career, leadership, and the landscape of work.



Connect with Njsane Courtney

https://www.linkedin.com/in/njsanecourtney/


Check out our merch⁠⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with HR executive Njsane Courtney to talk about his career, leadership, and the landscape of work.</p>
<p><br></p>
<p><a href="https://www.linkedin.com/in/njsanecourtney/">Connect with Njsane Courtney</a></p>
<p>https://www.linkedin.com/in/njsanecourtney/
</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p><br></p>
<p>

</p>]]>
      </content:encoded>
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    <item>
      <title>Wealth As Liberation ft. Jasmine Smalls</title>
      <description>In this economy?!

You probably giggled a little reading that because it's real and you've probably heard it a lot lately. During this season, we've talked a lot about legacy and how it isn't just about assets you can touch and feel.

I would venture to say that while wealth is similar, we still want our money.

I'm so excited to sit down with Jasmine Smalls to talk about Wealth As Liberation. You don't want to miss what she has to say about how being rooted in our inherent worth, contributes to our wealth.

Stay Connected with Jasmine Smalls:
LinkedIn:   / jasmine-smalls-cfp%c2%ae-mpa-82224711a  
See What She’s Building: https://www.jasminesmalls.com/
Join Jasmine's No Spend Challenge: https://jsc.guidedlxp.com 

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </description>
      <pubDate>Fri, 08 Aug 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cea1a9ec-6e1b-11f0-913b-2b369cca4833/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In this economy?!

You probably giggled a little reading that because it's real and you've probably heard it a lot lately. During this season, we've talked a lot about legacy and how it isn't just about assets you can touch and feel.

I would venture to say that while wealth is similar, we still want our money.

I'm so excited to sit down with Jasmine Smalls to talk about Wealth As Liberation. You don't want to miss what she has to say about how being rooted in our inherent worth, contributes to our wealth.

Stay Connected with Jasmine Smalls:
LinkedIn:   / jasmine-smalls-cfp%c2%ae-mpa-82224711a  
See What She’s Building: https://www.jasminesmalls.com/
Join Jasmine's No Spend Challenge: https://jsc.guidedlxp.com 

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this economy?!

You probably giggled a little reading that because it's real and you've probably heard it a lot lately. During this season, we've talked a lot about legacy and how it isn't just about assets you can touch and feel.

I would venture to say that while wealth is similar, we still want our money.

I'm so excited to sit down with Jasmine Smalls to talk about Wealth As Liberation. You don't want to miss what she has to say about how being rooted in our inherent worth, contributes to our wealth.

Stay Connected with Jasmine Smalls:
LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbEpYbnplX3RaNkxSclFfbjVpUUFjaExMTVRKUXxBQ3Jtc0tsYUxCbW5zZW1OdEZ2LUI2VGFLbFBsUFVSZWV1aUZGVkVKa3NLVm90LTBYYnNfWkZWaGlCZlZScFltQVFjVDhsNy0tR2hpeGhyb2E3MENKSXVMYnpUd3dYNW9IU0dERmJHSTN4Q09Fd3U1eXNJQ0x5cw&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fjasmine-smalls-cfp%25C2%25AE-mpa-82224711a%2F&amp;v=iLnXaW5XMSU">  / jasmine-smalls-cfp%c2%ae-mpa-82224711a  </a>
See What She’s Building: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa1Ryb0o3S2ZkRlFYdHdocGI2dzV4LWY2UHB1UXxBQ3Jtc0tsZmwwTmVqSHJLTURQRGp0cTdIQ1hraE85UHlrc1ZGUlkwN1RHZlFRTE5iZmNHLTl1YlRzT3Foem1jRXBEWmZhRXJBQTBHS01Mc1R5QU9QVkdHa3pVYk5rMzMtYkx5VVlfQmUyWlVJeERVc1NIR2JoWQ&amp;q=https%3A%2F%2Fwww.jasminesmalls.com%2F&amp;v=iLnXaW5XMSU">https://www.jasminesmalls.com/</a>
Join Jasmine's No Spend Challenge: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa0ExSjQtd1piZkhfTmxFMW5sM3ctemFuUllId3xBQ3Jtc0ttdXhWWWdhUUthOTR2U1U3LUtSRU5qVTBHTXNXcXEyeDdhWFNCSWxxeFFNQkVLaWkwcGRma25JZWU5ZVhYSEt2cWFwTEo5cWZBTWdiSm9pNmpPbW5oYjFmTTNsWEdNRkEyVFVqNlpvQmNJbllDWjdOZw&amp;q=https%3A%2F%2Fjsc.guidedlxp.com%2F&amp;v=iLnXaW5XMSU">https://jsc.guidedlxp.com</a> 

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">   / @thecrystlejohnson  </a>
We Ain't Dying For This Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbWNaaEhXc2NwS0pqaFNiOXBQTllCTEkzS2hDZ3xBQ3Jtc0ttLTA3dThqSldScGl2TmRvMmQwbDd3SWhaMkZzY1lyRk9sMUFBaklZNEp0Skd3ZlE5WTlYeGE3bUEtWnF5M184Ykg3dzRRY3ZOcHZBRFpCVXM2RGIxV0JyTU9mRFBrTW9wOEhsX1g1Um5TY2UzaXByUQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=iLnXaW5XMSU">  / weaintdyingforthis  </a>
Crystle's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbndGTXJReXVJMlNPVFFmTDVOUktfRW1rRFR2QXxBQ3Jtc0tuZjVRMXJ5STJUeUdIWktSNzhHR1FYTDgwdHZKcXB2MzJGWktBbUprYjh2aEZJdEJSci05UGtWRjZ1RTRTcmJ6eElSZFlFVGxRSVVoc05nd0FIR1VwYmRfaEEteDVtZ3U1ZS1GNkhDQnJvb2MtWWVYWQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=iLnXaW5XMSU">  / thecrystlejohnson  </a>
Crystle's LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa0NFYUQxWlN5b0pEZ3Fhc3d1bHl3YVV0NEhLd3xBQ3Jtc0ttUW95UDc3N0hyOWhZYVZkMlZYY3ZXT0R4X2Z3UUZjVE9YRkNPbTRjcmhtOG9sYXRnNXdyM3VCNW93MUJ0NUF2em9QU2JuNG54dWk0THg5X3JKVHI5cFI0WjZFc1Z6RlZmVWJUT1ZmdWVEb1lsWDlYNA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=iLnXaW5XMSU">  / crystlejohnson  </a>
Crystle's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa1FHeV9TLUxiamVmUFRzRDlUWkRDNTAtb1plQXxBQ3Jtc0tsNWhiNmdaNTFjMHNQLTllU0d0MjQ1RVd1WHJWbl9GLTJtWV82TWZ2aFF3QnJ2dHN1b1FnUWRPQzBJOWtCRHBuSEdKOWpRRlhTQWtyTHRlR051SjFKeDQwc0V3Y19NRm16VGs5ZENZZ2JUUlVDbE9yTQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=iLnXaW5XMSU">  / iamcrystlejohnson  </a></p>]]>
      </content:encoded>
      <itunes:duration>2632</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cea1a9ec-6e1b-11f0-913b-2b369cca4833]]></guid>
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    </item>
    <item>
      <title>What I Learned From Quitting My First Job</title>
      <description>Thinking about quitting your job? You're not alone.
In this episode of Living Corporate, we’re keeping it real about burnout, boundaries, and finding purpose without handing in your resignation.

We talk strategies for staying grounded, navigating tough work environments, and managing your energy so you don’t feel like quitting every Monday morning.

💡 If you're feeling overwhelmed but not quite ready to walk away, this is the conversation for you.

🎙️ Tune in now for honest insights and actionable tips for thriving at work—without losing yourself.

Subscribe for more real talk about work, identity, and equity in the workplace.

🔗 Stay Connected
🌐 Website: https://www.living-corporate.com
📸 Instagram: @LivingCorporate
🎧 Podcast: Living Corporate on Spotify

Thanks For Watching My Video : How to Not Quit Your Job | Tough Days, Real Talk  ⁨@LivingCorporate⁩  
 #LivingCorporate, #DontQuitYourJob, #WorkLifeBalance, #BurnoutSupport, #CareerAdvice, #WorkplaceWellness, #MentalHealthAtWork, #BlackVoicesAtWork, #ProfessionalGrowth, #ToughJobDays</description>
      <pubDate>Tue, 05 Aug 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>27</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cfb08412-71b2-11f0-b7a2-ebb29a909ddf/image/dee8e4774beca74d3a921adbb93fd5f1.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Thinking about quitting your job? You're not alone.
In this episode of Living Corporate, we’re keeping it real about burnout, boundaries, and finding purpose without handing in your resignation.

We talk strategies for staying grounded, navigating tough work environments, and managing your energy so you don’t feel like quitting every Monday morning.

💡 If you're feeling overwhelmed but not quite ready to walk away, this is the conversation for you.

🎙️ Tune in now for honest insights and actionable tips for thriving at work—without losing yourself.

Subscribe for more real talk about work, identity, and equity in the workplace.

🔗 Stay Connected
🌐 Website: https://www.living-corporate.com
📸 Instagram: @LivingCorporate
🎧 Podcast: Living Corporate on Spotify

Thanks For Watching My Video : How to Not Quit Your Job | Tough Days, Real Talk  ⁨@LivingCorporate⁩  
 #LivingCorporate, #DontQuitYourJob, #WorkLifeBalance, #BurnoutSupport, #CareerAdvice, #WorkplaceWellness, #MentalHealthAtWork, #BlackVoicesAtWork, #ProfessionalGrowth, #ToughJobDays</itunes:summary>
      <content:encoded>
        <![CDATA[<p>
Thinking about quitting your job? You're not alone.
In this episode of Living Corporate, we’re keeping it real about burnout, boundaries, and finding purpose without handing in your resignation.

We talk strategies for staying grounded, navigating tough work environments, and managing your energy so you don’t feel like quitting every Monday morning.

💡 If you're feeling overwhelmed but not quite ready to walk away, this is the conversation for you.

🎙️ Tune in now for honest insights and actionable tips for thriving at work—without losing yourself.

Subscribe for more real talk about work, identity, and equity in the workplace.

🔗 Stay Connected
🌐 Website: https://www.living-corporate.com
📸 Instagram: @LivingCorporate
🎧 Podcast: Living Corporate on Spotify

Thanks For Watching My Video : How to Not Quit Your Job | Tough Days, Real Talk  ⁨@LivingCorporate⁩  
 #LivingCorporate, #DontQuitYourJob, #WorkLifeBalance, #BurnoutSupport, #CareerAdvice, #WorkplaceWellness, #MentalHealthAtWork, #BlackVoicesAtWork, #ProfessionalGrowth, #ToughJobDays

</p>]]>
      </content:encoded>
      <itunes:duration>1275</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cfb08412-71b2-11f0-b7a2-ebb29a909ddf]]></guid>
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    </item>
    <item>
      <title>Wealth As Liberation ft. Jasmine Smalls</title>
      <description>What if your birthday wasn’t just a celebration—but a call to go?

This week on We Ain’t Dying For This, we’re talking about Wandering as Liberation with my good Sis, Natasha Wade. 

And babyyyy, it’s not just a cute little travel story. 

Sis packed up her car and hit the road—solo. No set plan, just a deep need to feel free. She wandered to places where Black stories live, where liberation was fought for, where healing could meet her.

And somewhere along the highways and history, she met herself again.

And you know what?

She didn’t need permission from anyone but herself.

This week's episode is a mirror for anyone who’s ever felt stuck, stifled, or like freedom is on the other side of a map they haven’t drawn yet.

Stay Connected with Natasha D. Wade:
LinkedIn:   / natashawade  
See What She’s Building: http://natashawade.com

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </description>
      <pubDate>Fri, 01 Aug 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/35f9565e-6e1b-11f0-a59b-63ad13b77050/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>What if your birthday wasn’t just a celebration—but a call to go?

This week on We Ain’t Dying For This, we’re talking about Wandering as Liberation with my good Sis, Natasha Wade. 

And babyyyy, it’s not just a cute little travel story. 

Sis packed up her car and hit the road—solo. No set plan, just a deep need to feel free. She wandered to places where Black stories live, where liberation was fought for, where healing could meet her.

And somewhere along the highways and history, she met herself again.

And you know what?

She didn’t need permission from anyone but herself.

This week's episode is a mirror for anyone who’s ever felt stuck, stifled, or like freedom is on the other side of a map they haven’t drawn yet.

Stay Connected with Natasha D. Wade:
LinkedIn:   / natashawade  
See What She’s Building: http://natashawade.com

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </itunes:summary>
      <content:encoded>
        <![CDATA[<p>
What if your birthday wasn’t just a celebration—but a call to go?

This week on We Ain’t Dying For This, we’re talking about Wandering as Liberation with my good Sis, Natasha Wade. 

And babyyyy, it’s not just a cute little travel story. 

Sis packed up her car and hit the road—solo. No set plan, just a deep need to feel free. She wandered to places where Black stories live, where liberation was fought for, where healing could meet her.

And somewhere along the highways and history, she met herself again.

And you know what?

She didn’t need permission from anyone but herself.

This week's episode is a mirror for anyone who’s ever felt stuck, stifled, or like freedom is on the other side of a map they haven’t drawn yet.

Stay Connected with Natasha D. Wade:
LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbE1iV1JSb1NtQWRqeFQ1Rk1IYUcwSGdrVW9QQXxBQ3Jtc0tsbVIwUDNvcVI0Q3RNZkdwT1VQQ1REdFhlMk5NQ3BzS1BkVGh5MDhsaEw0VDVjQjY5elV6c2E1RS16TkVCUlYzVmJOZlltMkxHbnp2LVl1Tm13d2Q1S21tWXo5aUtaSTlvZTVYR1F1cXI4ZlVoeG9qRQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fnatashawade%2F&amp;v=jVlZpZ0qsjg">  / natashawade  </a>
See What She’s Building: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa2hMclY1cWF0Ui1OMTUzSTJMX1JuN0NqNll4d3xBQ3Jtc0tubmhXNXdyVVJrN0g2bVlMbHhhNEVSUzZDcE1ZNnFBQjZUcWJzbHJBOWh0R2dLM1MtOEQyeng2TEdhNUIwS1pEYjJmZ085dXR5aUJWZ2w3ekducGZ0MFN1WXM3aXR1MlNxMEFHTzJlajZQUTd2RlBqbw&amp;q=http%3A%2F%2Fnatashawade.com%2F&amp;v=jVlZpZ0qsjg">http://natashawade.com</a>

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">   / @thecrystlejohnson  </a>
We Ain't Dying For This Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbW1QUXI2eGV1eWNrVi1ZTHFMUlZ4bUt3QjIxd3xBQ3Jtc0tuZ085TG9VbmEwdUo0OGVjRC0tUkkyQ29rdmozOUFWUEIyTUhuRFdFZmRZZkVFYmtubEY5NHFaV1VsdjRCVXpMNUhYeTdTN2FBVkhXYy1ydVo3OHU1SzFEOFdNV3lLM2E1dlhud1lENXoyc19zNWhpRQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=jVlZpZ0qsjg">  / weaintdyingforthis  </a>
Crystle's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbmZWVXhnOENCS2ZTaU1xZHNoMFRGMldyMXNPZ3xBQ3Jtc0trcmJ3QWI3YUwtMTVHWEh3QXNfS0hQTXp2R1dranlhMWxWSGg3ME5fVk9SZzNfV1NMTmFNOGg0WG1CcWZsZWRHdHhWcVRjaGJrc0N6WEZNMlRHb2RfNEUyWkNyZ1g3WDJWUWE4MWJuMVVZeUxHQUcwWQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=jVlZpZ0qsjg">  / thecrystlejohnson  </a>
Crystle's LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbXhXSFJtd1VEWWdVcHF6YlRRRkhrNkRadXpDUXxBQ3Jtc0tuaVMzWmlMdldlYzhSSnBaRW9RSl9sWGVIbjVYVmlVM2lMU2lMWkFWLUhTVXg2eUZfMldsSmxmSk9nOTFSUXQtM21EMlV4eGl5SkpoRkdGUkQtbU9iblV6aDF2elBxUy12NDVhQnhBZEFxU0poSFhjZw&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=jVlZpZ0qsjg">  / crystlejohnson  </a>
Crystle's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbVVOZ0FnZlFNUTRHSHpPYUZ6TW1pUjRQQWViZ3xBQ3Jtc0ttZVB3a1czMEQ0RURjQjd5WGpZOHk2UlpUTlQxZXg1UEE3STZWNVNUVkYyQ3JIS1JjZm93V19aejBQODRjOHJmWWFQWWtCUlI2R01JdVJGRDFQNXpHLW1SS2RLNWdVdXJoZnJlWHB0NU9RVU00WVFEVQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=jVlZpZ0qsjg">  / iamcrystlejohnson  </a>

</p>]]>
      </content:encoded>
      <itunes:duration>2632</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[35f9565e-6e1b-11f0-a59b-63ad13b77050]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2409886919.mp3?updated=1753972660" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>SHRM National, AI, and the Workplace</title>
      <description>Zach sits down with friend of the show Sarah Morgan to talk about the current landscape of work and HR at large.

Connect with Sarah

https://www.linkedin.com/in/sarahkayemorgan/

Check out our merch⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Wed, 23 Jul 2025 03:38:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>26</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/afd62882-6775-11f0-9145-43194c13fb30/image/a3818f32f84b3bb4a788069e3d1c6910.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with friend of the show Sarah Morgan to talk about the current landscape of work and HR at large.

Connect with Sarah

https://www.linkedin.com/in/sarahkayemorgan/

Check out our merch⁠⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with friend of the show Sarah Morgan to talk about the current landscape of work and HR at large.</p>
<p><a href="https://www.linkedin.com/in/sarahkayemorgan/">Connect with Sarah</a></p>
<p>https://www.linkedin.com/in/sarahkayemorgan/</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch⁠⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p><br></p>
<p><br></p>]]>
      </content:encoded>
      <itunes:duration>3755</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[afd62882-6775-11f0-9145-43194c13fb30]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3342766209.mp3?updated=1753936943" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Wandering As Liberation ft. Natasha D. Wade</title>
      <description>What if your birthday wasn’t just a celebration—but a call to go?

This week on We Ain’t Dying For This, we’re talking about Wandering as Liberation with my good Sis, Natasha Wade. 

And babyyyy, it’s not just a cute little travel story. 

Sis packed up her car and hit the road—solo. No set plan, just a deep need to feel free. She wandered to places where Black stories live, where liberation was fought for, where healing could meet her.

And somewhere along the highways and history, she met herself again.

And you know what?

She didn’t need permission from anyone but herself.

This week's episode is a mirror for anyone who’s ever felt stuck, stifled, or like freedom is on the other side of a map they haven’t drawn yet.

Stay Connected with Natasha D. Wade:
LinkedIn:   / natashawade  
See What She’s Building: http://natashawade.com</description>
      <pubDate>Fri, 18 Jul 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fc6f0f42-5d43-11f0-93e1-bfb063ee5437/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>What if your birthday wasn’t just a celebration—but a call to go?

This week on We Ain’t Dying For This, we’re talking about Wandering as Liberation with my good Sis, Natasha Wade. 

And babyyyy, it’s not just a cute little travel story. 

Sis packed up her car and hit the road—solo. No set plan, just a deep need to feel free. She wandered to places where Black stories live, where liberation was fought for, where healing could meet her.

And somewhere along the highways and history, she met herself again.

And you know what?

She didn’t need permission from anyone but herself.

This week's episode is a mirror for anyone who’s ever felt stuck, stifled, or like freedom is on the other side of a map they haven’t drawn yet.

Stay Connected with Natasha D. Wade:
LinkedIn:   / natashawade  
See What She’s Building: http://natashawade.com</itunes:summary>
      <content:encoded>
        <![CDATA[<p>
What if your birthday wasn’t just a celebration—but a call to go?

This week on We Ain’t Dying For This, we’re talking about Wandering as Liberation with my good Sis, Natasha Wade. 

And babyyyy, it’s not just a cute little travel story. 

Sis packed up her car and hit the road—solo. No set plan, just a deep need to feel free. She wandered to places where Black stories live, where liberation was fought for, where healing could meet her.

And somewhere along the highways and history, she met herself again.

And you know what?

She didn’t need permission from anyone but herself.

This week's episode is a mirror for anyone who’s ever felt stuck, stifled, or like freedom is on the other side of a map they haven’t drawn yet.

Stay Connected with Natasha D. Wade:
LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa2dZMHJISjRaWGtWRDkyVG12U0tPM2ZaeW1nd3xBQ3Jtc0tuU25temtTUHFITkpwcFhTem5oLVBWLV9NZzgzMzlkblRjZ3F0TEtYNnpGSDhjODZCZk5MRko4ODRPbnpNVkQ0VXUtZjZnVVN4cGlZTk5KOEpaUjBWZXVaNmRXUWtucHZnTVZ1em1sc2hNc1ltQ1VwTQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fnatashawade%2F&amp;v=jVlZpZ0qsjg">  / natashawade  </a>
See What She’s Building: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbWxhSjRnRUFQM3NBU1lEWWtfS2FBNmRUYmJmd3xBQ3Jtc0ttY1NlQ1RzQUNSZ0tVVTdlLU1IMHBSV1dBQW9aVV9xOHdlS0htMGQ0VXg2V2Vyc2Ria0VGQUpXUFZfTDNHQ2x2aEtseVZ5ZmU5X205STZYQ2tyRXJ3OE1wd2N3czdjOFRmM2xxUjg2cElXdXZ3c1F4Yw&amp;q=http%3A%2F%2Fnatashawade.com%2F&amp;v=jVlZpZ0qsjg">http://natashawade.com</a>

</p>]]>
      </content:encoded>
      <itunes:duration>2679</itunes:duration>
      <guid isPermaLink="false"><![CDATA[fc6f0f42-5d43-11f0-93e1-bfb063ee5437]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1449775105.mp3?updated=1752121003" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Preparing the Workforce of the Future During Trump’s Admin</title>
      <description>Zach sits down with Gisele Marcus, Washington University at St. Louis' Vice Dean, to talk about the impact of Trump's admin policies on her work shaping the future of work.



Connect with Gisele⁠

https://www.linkedin.com/in/giselemarcus/


⁠Check out our merch⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 15 Jul 2025 16:16:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>25</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/18c9048e-6197-11f0-b9c3-db7740123b03/image/5d470b8fe2d495e0115d2ff0b0067a49.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Gisele Marcus, Washington University at St. Louis' Vice Dean, to talk about the impact of Trump's admin policies on her work shaping the future of work.



Connect with Gisele⁠

https://www.linkedin.com/in/giselemarcus/


⁠Check out our merch⁠⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Gisele Marcus, Washington University at St. Louis' Vice Dean, to talk about the impact of Trump's admin policies on her work shaping the future of work.</p>
<p><br></p>
<p><a href="https://www.linkedin.com/in/bluehairedunicorn/">Connect with Gisele⁠</a></p>
<p>https://www.linkedin.com/in/giselemarcus/
</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠Check out our merch⁠⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>1773</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[18c9048e-6197-11f0-b9c3-db7740123b03]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7681945378.mp3?updated=1752596504" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Creativity As Liberation ft. Shellsy Malveaux</title>
      <description>If you’re anything like I used to be, you’ve probably disqualified yourself as a creative again and again.

You believe that creativity looks a certain way–pretty, polished, and perfect.

But guess what? Those aren’t the qualifiers of what being creative means.
 
This week’s episode with Shellsy Malveaux is all about her journey of liberation through creativity.

Stay Connected with Shellsy Malveaux:
LinkedIn:   / shellsy-malveaux-49041a57  
See What She’s Building:   / unconventional_shell</description>
      <pubDate>Fri, 11 Jul 2025 05:00:00 -0000</pubDate>
      <itunes:title>Creativity As Liberation ft. Shellsy Malveaux</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>4</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0095f20a-5d41-11f0-8fb8-0f7a88863e02/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Shellsy Malveaux</itunes:subtitle>
      <itunes:summary>If you’re anything like I used to be, you’ve probably disqualified yourself as a creative again and again.

You believe that creativity looks a certain way–pretty, polished, and perfect.

But guess what? Those aren’t the qualifiers of what being creative means.
 
This week’s episode with Shellsy Malveaux is all about her journey of liberation through creativity.

Stay Connected with Shellsy Malveaux:
LinkedIn:   / shellsy-malveaux-49041a57  
See What She’s Building:   / unconventional_shell</itunes:summary>
      <content:encoded>
        <![CDATA[<p>
If you’re anything like I used to be, you’ve probably disqualified yourself as a creative again and again.

You believe that creativity looks a certain way–pretty, polished, and perfect.

But guess what? Those aren’t the qualifiers of what being creative means.
 
This week’s episode with Shellsy Malveaux is all about her journey of liberation through creativity.

Stay Connected with Shellsy Malveaux:
LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbl9uUGhOMFEySW9iT29Ub2ZDNWN5eDY3dlNLUXxBQ3Jtc0trRTFseE1EQVplX0k0S0pHQ3FHUWtEemw2UHRCTWdoeEtKbFMtUk93S3JzX0dYMEozWHlEeERKLTdmNm9zeks4d1NtT3hvWHMteDlxSEtENjRvRXVaWnJvT08tUlZ1U1hFcVFvYUQ4QTVIb19LRzlvcw&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fshellsy-malveaux-49041a57%2F&amp;v=6oiChQVYBSw">  / shellsy-malveaux-49041a57  </a>
See What She’s Building: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbnBFa0swZnNzU2pZNTd0WVNLT3ZLNFczdE0zZ3xBQ3Jtc0tsZ2t5TjNEWjFRenZoYzFpbEpabDdPdFFzMzd0R2QzSy1CeTF1bWJkMlE0QlptRVgxRUx0V0p1cC0tN3AtS09fUWhaYXczazlYWkZMUlpjQlBUWERwbXA4bUZnWWwzdGIwN1FXNnF6SFliYnJKMFo0MA&amp;q=https%3A%2F%2Fwww.instagram.com%2Funconventional_shell&amp;v=6oiChQVYBSw">  / unconventional_shell</a>

</p>]]>
      </content:encoded>
      <itunes:duration>2912</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0095f20a-5d41-11f0-8fb8-0f7a88863e02]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6011069384.mp3?updated=1752119722" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Why Work Sucks</title>
      <description>Zach sits down with friend of the show Madison Butler to talk about why work sucks right now.



Connect with Madison

https://www.linkedin.com/in/bluehairedunicorn/


Check out our merch⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠Join our Patreon⁠⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Thu, 10 Jul 2025 05:00:00 -0000</pubDate>
      <itunes:title>Work Sucks</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>24</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/eb1795c4-5d3f-11f0-a33a-0b95f48ed664/image/79e72923c0a2012762c75f1ca40f443e.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Yes, it sucks</itunes:subtitle>
      <itunes:summary>Zach sits down with friend of the show Madison Butler to talk about why work sucks right now.



Connect with Madison

https://www.linkedin.com/in/bluehairedunicorn/


Check out our merch⁠⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠.

https://work.living-corporate.com/



⁠⁠⁠Join our Patreon⁠⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with friend of the show Madison Butler to talk about why work sucks right now.</p>
<p><br></p>
<p><a href="https://www.linkedin.com/in/bluehairedunicorn/">Connect with Madison</a></p>
<p>https://www.linkedin.com/in/bluehairedunicorn/
</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch⁠⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://work.living-corporate.com/">⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠</a>.</p>
<p>https://work.living-corporate.com/</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠⁠Join our Patreon⁠⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>2166</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[eb1795c4-5d3f-11f0-a33a-0b95f48ed664]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7218849897.mp3?updated=1752119257" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Insight to Impact - How Opportunity Labs Leveraged Data to Save Lives</title>
      <description>Zach sits down with Dr. Mario Ramirez, Managing Director of Opportunity Labs to talk about their first of its kind tool in the same of opiod safety in public schools.



Learn more about Opportunity Labs

https://www.opportunitylabs.co/



⁠Check out our merch⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠Living Corporate's offerings and services⁠⁠.

https://www.living-corporate.com/about



⁠⁠Join our Patreon⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 01 Jul 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>23</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5eab4058-4102-11f0-9186-a79ec0398653/image/f21ef9d2e633077113a577318e53731f.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Mario Ramirez, Managing Director of Opportunity Labs to talk about their first of its kind tool in the same of opiod safety in public schools.



Learn more about Opportunity Labs

https://www.opportunitylabs.co/



⁠Check out our merch⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠Living Corporate's offerings and services⁠⁠.

https://www.living-corporate.com/about



⁠⁠Join our Patreon⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Dr. Mario Ramirez, Managing Director of Opportunity Labs to talk about their first of its kind tool in the same of opiod safety in public schools.</p>
<p><br></p>
<p><a href="https://www.opportunitylabs.co/">Learn more about Opportunity Labs</a></p>
<p>https://www.opportunitylabs.co/</p>
<p><br></p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠Check out our merch⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://www.living-corporate.com/about">⁠⁠Living Corporate's offerings and services⁠⁠</a>.</p>
<p>https://www.living-corporate.com/about</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠Join our Patreon⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>1772</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5eab4058-4102-11f0-9186-a79ec0398653]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4056498697.mp3?updated=1749014189" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Dreams As Liberation ft. Kimberly Pack</title>
      <description>This week’s episode with Kimberly Pack is all about dreams and how the act of dreaming has played a role in her liberation.

Stay Connected with Kimberly Pack: 
LinkedIn:   / kimberly-pack  
See What She’s Building: https://www.togetherascend.com

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </description>
      <pubDate>Fri, 27 Jun 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/59e0c9a6-530b-11f0-958a-0333317f8b3b/image/eac1e3cd37baafec32ceccd1b8fdf678.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This week’s episode with Kimberly Pack is all about dreams and how the act of dreaming has played a role in her liberation.

Stay Connected with Kimberly Pack: 
LinkedIn:   / kimberly-pack  
See What She’s Building: https://www.togetherascend.com

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </itunes:summary>
      <content:encoded>
        <![CDATA[<p>This week’s episode with Kimberly Pack is all about dreams and how the act of dreaming has played a role in her liberation.

Stay Connected with Kimberly Pack: 
LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa1ZrUFhrYjhxclkzb05adzhaeEQ4S2xiNGx0QXxBQ3Jtc0ttbGNRbHhpTHM1dThuaXFDbjk5QXJPeGtpLTVtQXAza3RpUHAzN1BicnFPLXEwT1VKT1NQcER4X1NfbUFob284NFZEUXhaVXpUM2FEQjFzU1o3X1hRT1dKTXZnWllkN3FCQkVCbk5lRC1sLXVIcGF6QQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fkimberly-pack&amp;v=Ai6EM19__fs">  / kimberly-pack  </a>
See What She’s Building: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbGRQMzNQNTZQaXg0anQ4WmctYjQtbzNJbXpjUXxBQ3Jtc0trZTlFcjVuSDduZnRiUXNreXdoUUNsTzFiS3BBTVFhdl9aME1qb3J5aFhpcVhoZTJkSkRRRUZsV0VKU2QtLXZnY0xXLWJ1QUN5NzhnU2VKYzNPcXAwSmQ5OTVfdUMya2FOSHpaUXZVTU9LYkVPZDBSZw&amp;q=https%3A%2F%2Fwww.togetherascend.com%2F&amp;v=Ai6EM19__fs">https://www.togetherascend.com</a>

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">   / @thecrystlejohnson  </a>
We Ain't Dying For This Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbndOSnJaUS0wdlZqazhianpPTTg2M2ptWTUtZ3xBQ3Jtc0tsYWQzaUw5eV9IclhZVFpBWWlBdkJ5a3dtMXNlWmFmbFYyOHJXMHJ2Y2tLSGM5d012eGxiVl9QQkk3TzRkZjNEQ09BTUVGRktKdnRQRXFZUF9HZXZ2bGQ1c2hPSGdpU1RVVXZuOW5teERHSGVsRV9ROA&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=Ai6EM19__fs">  / weaintdyingforthis  </a>
Crystle's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbmxQRmwwV2RsMkN2dnBXdXB3YXZKRk14UHNUQXxBQ3Jtc0trY2tUYjQxU2psaUgxWFc3TU5vb3dmaUg5WTdVMkR6RWxDU096eTNDYnlXSy04dDhycVNQMFRzZ01yNTM3OVF6X01QZ241TXhsLUpnVFZ5T0tneXFLdWwtM3pIcVhrc1FkLTZ3OU1NTkJKSGRwUjNIcw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=Ai6EM19__fs">  / thecrystlejohnson  </a>
Crystle's LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbHYtck5hall5UXlEejZLQklhOGx2X0Z4aG1Hd3xBQ3Jtc0trZ3ktemh5SHk0WmtGZ0lySk41ZnVWSDltUG45UFgtYXlyTVJ2WFBxRk5WVm9jQU5TMmRXeFNWWTNjSGp4SWhlaUg3ekdoNzhKNGU2WTdxWUQtZ0t6SlB3MWhEbkRJVnhEUlZEUnRYWXNqMmZSXzFCWQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=Ai6EM19__fs">  / crystlejohnson  </a>
Crystle's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbGFmTEJpZEw1dkRLLTVHOHFHWTRRSHgwalI3QXxBQ3Jtc0ttM3NOdnRUZFdBYkZOaU9qbDliRmpocEpaZTJHeEtTU1Bkc3h6X0RuZklQV3FhQzlLcTZKTDQ2QUY0MFhTbGUwWk1rV3hPcWJQSE9kNHJ5bVFSeUVDZWFwcTJFaERFS29rODZMMTNFY0tzV05VSVY2aw&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=Ai6EM19__fs">  / iamcrystlejohnson  </a></p>]]>
      </content:encoded>
      <itunes:duration>2474</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[59e0c9a6-530b-11f0-958a-0333317f8b3b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6876579427.mp3?updated=1750997168" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Day in the Life: How Trump's Policies impact Citizens on the Mexico Border</title>
      <description>Zach sits down with Mark Estrada who talks about his life, culture, family, and career at the intersection of the Trump administration's border policies.</description>
      <pubDate>Tue, 24 Jun 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/37cf8774-4b29-11f0-9d0b-f724c91f8184/image/91b9eb6a64b09badefe769f9759f7f49.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Mark Estrada who talks about his life, culture, family, and career at the intersection of the Trump administration's border policies.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Mark Estrada who talks about his life, culture, family, and career at the intersection of the Trump administration's border policies.</p>]]>
      </content:encoded>
      <itunes:duration>1719</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[37cf8774-4b29-11f0-9d0b-f724c91f8184]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9923815457.mp3?updated=1750130386" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Hustle is a Habit</title>
      <description>Zach sits down again with entrepreneur, B2C expert, speaker, influencer, and a bunch of other dope things, Nicaila Matthews Okome, to talk about the state of work.



Learn more about Nicalia 

https://www.linkedin.com/in/nicailamatthewsokome/


⁠Check out our merch⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠Living Corporate's offerings and services⁠⁠.

https://www.living-corporate.com/about



⁠⁠Join our Patreon⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 17 Jun 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>21</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/878cd9d8-4101-11f0-8d82-7766f89ee231/image/302090d72c8f4e8a76f5fa57758af369.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down again with entrepreneur, B2C expert, speaker, influencer, and a bunch of other dope things, Nicaila Matthews Okome, to talk about the state of work.



Learn more about Nicalia 

https://www.linkedin.com/in/nicailamatthewsokome/


⁠Check out our merch⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠Living Corporate's offerings and services⁠⁠.

https://www.living-corporate.com/about



⁠⁠Join our Patreon⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with entrepreneur, B2C expert, speaker, influencer, and a bunch of other dope things, Nicaila Matthews Okome, to talk about the state of work.</p>
<p><br></p>
<p><a href="https://www.linkedin.com/in/nicailamatthewsokome/">Learn more about Nicalia </a></p>
<p>https://www.linkedin.com/in/nicailamatthewsokome/
</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠Check out our merch⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://www.living-corporate.com/about">⁠⁠Living Corporate's offerings and services⁠⁠</a>.</p>
<p>https://www.living-corporate.com/about</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠Join our Patreon⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>2868</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[878cd9d8-4101-11f0-8d82-7766f89ee231]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2638944679.mp3?updated=1749013828" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Breathing on Purpose</title>
      <description>Zach sits down with founder, consultant, speaker, entrepreneur, and wellness expert Alexandra McCalla to talk about somatic work and employee experience.



Learn about Alexandra

https://www.linkedin.com/in/alexandra-mccalla-5ba8b56b/


⁠⁠Check out our merch⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠Living Corporate's offerings and services⁠⁠.

https://www.living-corporate.com/about



⁠⁠Join our Patreon⁠⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 10 Jun 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>20</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7d575a3e-4100-11f0-9c88-df61cd5f9704/image/3da06aef02cafb3b5c64b7bf6e2cfbe0.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with founder, consultant, speaker, entrepreneur, and wellness expert Alexandra McCalla to talk about somatic work and employee experience.



Learn about Alexandra

https://www.linkedin.com/in/alexandra-mccalla-5ba8b56b/


⁠⁠Check out our merch⁠⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠⁠Living Corporate's offerings and services⁠⁠.

https://www.living-corporate.com/about



⁠⁠Join our Patreon⁠⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with founder, consultant, speaker, entrepreneur, and wellness expert Alexandra McCalla to talk about somatic work and employee experience.</p>
<p><br></p>
<p><a href="https://www.linkedin.com/in/alexandra-mccalla-5ba8b56b/">Learn about Alexandra</a></p>
<p>https://www.linkedin.com/in/alexandra-mccalla-5ba8b56b/
</p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠⁠Check out our merch⁠⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://www.living-corporate.com/about">⁠⁠Living Corporate's offerings and services⁠⁠</a>.</p>
<p>https://www.living-corporate.com/about</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠⁠Join our Patreon⁠⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p><br></p>
<p>

</p>]]>
      </content:encoded>
      <itunes:duration>2567</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[7d575a3e-4100-11f0-9c88-df61cd5f9704]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4936574358.mp3?updated=1749013381" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Psychology of an Inclusive Workplace</title>
      <description>Zach sits down with Dr. Bernardo Ferdman, principal of Ferdman Consulting, has dedicated his career to helping organizations leverage diversity to achieve better business results and become places where everyone can belong and contribute. He partners with leaders, teams, and organizations to build inclusive mindsets, behaviors, and strategies that unleash individual and collective potential and talent. As a coach, consultant, speaker, and facilitator, Bernardo works to empower leaders to create inclusive cultures, engage across differences and manage conflict authentically and effectively and drive meaningful, lasting change. His approach combines executive coaching, organizational and team assessments (including with his Workplace Inclusion InventoryTM), leadership development, strategic planning, facilitation of dialogues and

learning sessions, and skill-building for inclusion.



⁠Check out our merch⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠Living Corporate's offerings and services⁠.

https://www.living-corporate.com/about



⁠Join our Patreon⁠!

https://www.patreon.com/livingcorporate</description>
      <pubDate>Wed, 04 Jun 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>19</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e6aa2ba8-40fe-11f0-90f2-2b58878754e8/image/f4a8341c18d40c20540566f7e9ded43f.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Bernardo Ferdman, principal of Ferdman Consulting, has dedicated his career to helping organizations leverage diversity to achieve better business results and become places where everyone can belong and contribute. He partners with leaders, teams, and organizations to build inclusive mindsets, behaviors, and strategies that unleash individual and collective potential and talent. As a coach, consultant, speaker, and facilitator, Bernardo works to empower leaders to create inclusive cultures, engage across differences and manage conflict authentically and effectively and drive meaningful, lasting change. His approach combines executive coaching, organizational and team assessments (including with his Workplace Inclusion InventoryTM), leadership development, strategic planning, facilitation of dialogues and

learning sessions, and skill-building for inclusion.



⁠Check out our merch⁠!

https://living-corporate-shop.fourthwall.com/



Learn more about ⁠Living Corporate's offerings and services⁠.

https://www.living-corporate.com/about



⁠Join our Patreon⁠!

https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://ferdmanconsulting.com/">Dr. Bernardo Ferdman</a>, principal of Ferdman Consulting, has dedicated his career to helping organizations leverage diversity to achieve better business results and become places where everyone can belong and contribute. He partners with leaders, teams, and organizations to build inclusive mindsets, behaviors, and strategies that unleash individual and collective potential and talent. As a coach, consultant, speaker, and facilitator, Bernardo works to empower leaders to create inclusive cultures, engage across differences and manage conflict authentically and effectively and drive meaningful, lasting change. His approach combines executive coaching, organizational and team assessments (including with his Workplace Inclusion InventoryTM), leadership development, strategic planning, facilitation of dialogues and</p>
<p>learning sessions, and skill-building for inclusion.</p>
<p><br></p>
<p><a href="https://living-corporate-shop.fourthwall.com/">⁠Check out our merch⁠</a>!</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p><br></p>
<p>Learn more about <a href="https://www.living-corporate.com/about">⁠Living Corporate's offerings and services⁠</a>.</p>
<p>https://www.living-corporate.com/about</p>
<p><br></p>
<p><a href="https://www.patreon.com/livingcorporate">⁠Join our Patreon⁠</a>!</p>
<p>https://www.patreon.com/livingcorporate</p>
<p><br></p>]]>
      </content:encoded>
      <itunes:duration>2548</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e6aa2ba8-40fe-11f0-90f2-2b58878754e8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3027472974.mp3?updated=1749012700" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>HAVE YOU EVERY BEEN PANTSED? | EP 3</title>
      <description>Your weekly does of shenanigans is back with IT'S YOUR TURN EP 3! Got some better cameras, shots, but the vibes have stayed! What do y'all think? Let us know ;)</description>
      <pubDate>Thu, 29 May 2025 02:23:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/92c7d2d4-3c34-11f0-9e92-db362f79d554/image/798054cf2b82b4cf13ecf5c72649ac13.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Your weekly does of shenanigans is back with IT'S YOUR TURN EP 3! Got some better cameras, shots, but the vibes have stayed! What do y'all think? Let us know ;)</itunes:summary>
      <content:encoded>
        <![CDATA[<p>
Your weekly does of shenanigans is back with IT'S YOUR TURN EP 3! Got some better cameras, shots, but the vibes have stayed! What do y'all think? Let us know ;)

</p>]]>
      </content:encoded>
      <itunes:duration>4114</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
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    </item>
    <item>
      <title>Knowing As Liberation ft. Patrice Webb</title>
      <description>I’ve burned myself out a couple of times, and to be honest, each time I was stuck in this place of believing I wasn’t enough, that I should be doing more, and that I had zero power to change anything. 

It took a few months of resting, clearing my mind, and getting in my body to arrive at a place of knowing: none of those things were true.

I have always been enough.
I did not need to do more.
I am the only one with the power to change my life.

In this week’s episode, I sat down with Patrice Webb to talk about her journey of moving from a space of believing to a space of knowing, and how it transformed her life.

Stay Connected with Patrice Webb :
LinkedIn:   / patricewebb  
See What She’s Building: https://www.indwellingconsulting.com/
____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </description>
      <pubDate>Fri, 23 May 2025 05:00:00 -0000</pubDate>
      <itunes:title>Knowing As Liberation ft. Patrice Webb</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>7</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/22cf8704-12b0-11f0-8a6a-b3e21e05fa25/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Patrice Webb</itunes:subtitle>
      <itunes:summary>I’ve burned myself out a couple of times, and to be honest, each time I was stuck in this place of believing I wasn’t enough, that I should be doing more, and that I had zero power to change anything. 

It took a few months of resting, clearing my mind, and getting in my body to arrive at a place of knowing: none of those things were true.

I have always been enough.
I did not need to do more.
I am the only one with the power to change my life.

In this week’s episode, I sat down with Patrice Webb to talk about her journey of moving from a space of believing to a space of knowing, and how it transformed her life.

Stay Connected with Patrice Webb :
LinkedIn:   / patricewebb  
See What She’s Building: https://www.indwellingconsulting.com/
____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </itunes:summary>
      <content:encoded>
        <![CDATA[<p>I’ve burned myself out a couple of times, and to be honest, each time I was stuck in this place of believing I wasn’t enough, that I should be doing more, and that I had zero power to change anything. </p><p><br></p><p>It took a few months of resting, clearing my mind, and getting in my body to arrive at a place of knowing: none of those things were true.</p><p><br></p><p>I have always been enough.</p><p>I did not need to do more.</p><p>I am the only one with the power to change my life.</p><p><br></p><p>In this week’s episode, I sat down with Patrice Webb to talk about her journey of moving from a space of believing to a space of knowing, and how it transformed her life.</p><p><br></p><p>Stay Connected with Patrice Webb :</p><p>LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbC16Y3RUTkRIRkQ1dGtfVmFkdnl0Mmt5enpBUXxBQ3Jtc0trMzAwRk41eHpDM08xeHNtdFhOUFpYTDJaTnBjcjkyd1dXWEZmc19ybEdkbkIyQTl2ZmctTGxLcFNTeVo0Rnc3aUNteUtUMXpJR2x4M24wTGhzc0pqTmo4Qk9LeTBsOW1sZExZYXBzQmFqWEgwSGM2NA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fpatricewebb%2F&amp;v=S7NO6Jkt54o">  / patricewebb  </a></p><p>See What She’s Building: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbnh5T3dhQTJSdU54TlZpYlhRNVg5UHhtUWdJd3xBQ3Jtc0tscEFJZWxibFB6d0JMSHRXSzdLUmIweHFlV2dXTHZPNjg2bF9OR3RnNzY4cHJGQlotUXkwcENKTVRQSnVxSDhqTkh0Y3N0YW5nb01LNThKUVFPZU5BbHNCVFg0a0FOMkkyLUJwNDhwbHUyVDJOb29IMA&amp;q=https%3A%2F%2Fwww.indwellingconsulting.com%2F&amp;v=S7NO6Jkt54o">https://www.indwellingconsulting.com/</a></p><p>____</p><p>About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.</p><p><br></p><p>Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:</p><p><br></p><p>Subscribe to our Youtube Channel: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">   / @thecrystlejohnson  </a></p><p>We Ain't Dying For This Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbVVQTkMtNzFXTjk0Um40UHpJWlcteVA4djVId3xBQ3Jtc0trSXU0MGU3c185TDVyRnlIUnVWWkVmRnZVMjE4SjNYWW5KMUNuLVIwQXRGY1ZmdlVXQnRfU2Y0eWs1akFEcE0yZklDNUJwNXdGcS1aWEYyTU13ckhFXzd1ZlpqZ0VVOWN3ZXVTTEF5UzZQZzlqblRUcw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=S7NO6Jkt54o">  / weaintdyingforthis  </a></p><p>Crystle's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqblk0R0VZbjRBelhiblBZRmpNMk9lbkpPZ05Qd3xBQ3Jtc0ttbXJhZ2xrcHVJbHc1QmxvN3dmaks2NGNCdFBwYy04YUpOSWtVUjRUdlB2U0lYZk00UGx6QWlQak1QVEwxMTlkQXlybGROaUlaM3UwWG50SkZabkp5LWVRX05UZ3NGbW13N192T1hVV3JZaUFmSXlfMA&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=S7NO6Jkt54o">  / thecrystlejohnson  </a></p><p>Crystle's LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbUswZDZqNFZhd0MyVnZZNE9HY19MZHFuZXFaQXxBQ3Jtc0trRVNrSGd1Wl9nUEF5dFZaUGFlUFpsM294VlYyY0taODFCbE1XeXQxa2l6VGdKVUU4UjVESjMyYThVTkRMU2didEFWSTRQU3Y5NlNBTzBFQWFSS3lkeDB6dHppTjlVcWp6YzNfSjR5cXVSMm8tRXJITQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=S7NO6Jkt54o">  / crystlejohnson  </a></p><p>Crystle's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbTNIb3pHWVFRZ1FjemxEWTNRZVZONXZqQWtQZ3xBQ3Jtc0tsTVlRcWlWVjdLNWlSR1g1eHFwUVg5SHR6cW9USkFFSGxSX2xadmVZTC1NNjJGU0JEQkdxNmtTWHBjODhaNUwtWFFVV1Ayb29XcjFoeVdnSVp2RlUyNTBjSDU5LV8xREdGcm5YX2pPVXJUMUJJTUxzQQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=S7NO6Jkt54o">  / iamcrystlejohnson  </a></p>]]>
      </content:encoded>
      <itunes:duration>2468</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[22cf8704-12b0-11f0-8a6a-b3e21e05fa25]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4153062409.mp3?updated=1743921172" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>My Wife and I Had Twins</title>
      <description>Zach sits down off schedule to share updates on Living Corporate, his family,  the landscape of work, and the function of various HR functions.

https://living-corporate-shop.fourthwall.com/

https://work.living-corporate.com/</description>
      <pubDate>Thu, 22 May 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/921bfb66-366d-11f0-9411-33bbf77ab4ee/image/71e38e92b47ad40933463e31b43e5134.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down off schedule to share updates on Living Corporate, his family,  the landscape of work, and the function of various HR functions.

https://living-corporate-shop.fourthwall.com/

https://work.living-corporate.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down off schedule to share updates on Living Corporate, his family,  the landscape of work, and the function of various HR functions.</p>
<p>https://living-corporate-shop.fourthwall.com/</p>
<p>https://work.living-corporate.com/</p>]]>
      </content:encoded>
      <itunes:duration>1198</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[921bfb66-366d-11f0-9411-33bbf77ab4ee]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9866940444.mp3?updated=1747850769" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Introspection As Liberation ft. Melinda King</title>
      <description>Whether you want to hear it or not, healing starts with you.

And the faster you push what someone else did to the side, the quicker you can move on to understanding who you want to be and what it will take to get there.  While I’m a strong advocate for community, this part of the journey is all about self—self-awareness, self-compassion, self-love.

This week’s episode with Melinda King is all about her journey of introspection and how it was the first step to liberation for her.

Stay Connected with Melinda King:
LinkedIn:   / melinda-k-23836913  
See What She’s Building: https://www.melinda-king.com/

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </description>
      <pubDate>Fri, 16 May 2025 05:00:00 -0000</pubDate>
      <itunes:title>Introspection As Liberation ft. Melinda King</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>6</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b82fa692-12ad-11f0-ac6b-2becf9247eff/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Melinda King</itunes:subtitle>
      <itunes:summary>Whether you want to hear it or not, healing starts with you.

And the faster you push what someone else did to the side, the quicker you can move on to understanding who you want to be and what it will take to get there.  While I’m a strong advocate for community, this part of the journey is all about self—self-awareness, self-compassion, self-love.

This week’s episode with Melinda King is all about her journey of introspection and how it was the first step to liberation for her.

Stay Connected with Melinda King:
LinkedIn:   / melinda-k-23836913  
See What She’s Building: https://www.melinda-king.com/

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </itunes:summary>
      <content:encoded>
        <![CDATA[<p>Whether you want to hear it or not, healing starts with you.</p><p><br></p><p>And the faster you push what someone else did to the side, the quicker you can move on to understanding who you want to be and what it will take to get there.  While I’m a strong advocate for community, this part of the journey is all about self—self-awareness, self-compassion, self-love.</p><p><br></p><p>This week’s episode with Melinda King is all about her journey of introspection and how it was the first step to liberation for her.</p><p><br></p><p>Stay Connected with Melinda King:</p><p>LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbFZxd2JmX0RjOEF6enlDTUh1bEpMdEZib1Bsd3xBQ3Jtc0tuYlVKS3lOakM1T2FDcGtBa3dZakpFdXJRc1B5QmpBbmkzc2ZaT2JUeTRZT0NfX1F3R1ZZNElyLXVYQjBJdmZGRHNheTFtb0lKQUlLdFowakZzek4yLTRVcmxmS190M0Z5YmdhZlFhY0swdzdVRjdHMA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fmelinda-k-23836913%2F&amp;v=2I5lwY0gbTo"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbFZxd2JmX0RjOEF6enlDTUh1bEpMdEZib1Bsd3xBQ3Jtc0tuYlVKS3lOakM1T2FDcGtBa3dZakpFdXJRc1B5QmpBbmkzc2ZaT2JUeTRZT0NfX1F3R1ZZNElyLXVYQjBJdmZGRHNheTFtb0lKQUlLdFowakZzek4yLTRVcmxmS190M0Z5YmdhZlFhY0swdzdVRjdHMA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fmelinda-k-23836913%2F&amp;v=2I5lwY0gbTo"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbFZxd2JmX0RjOEF6enlDTUh1bEpMdEZib1Bsd3xBQ3Jtc0tuYlVKS3lOakM1T2FDcGtBa3dZakpFdXJRc1B5QmpBbmkzc2ZaT2JUeTRZT0NfX1F3R1ZZNElyLXVYQjBJdmZGRHNheTFtb0lKQUlLdFowakZzek4yLTRVcmxmS190M0Z5YmdhZlFhY0swdzdVRjdHMA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fmelinda-k-23836913%2F&amp;v=2I5lwY0gbTo"> / melinda-k-23836913  </a></p><p>See What She’s Building: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa2xHQVU5dkxkN2J6RXdPbzJFWDRYRXZqVnpMd3xBQ3Jtc0tsaGFmOS1TS2t1VDJEOHFZN2VzZUt1RFg4V3IxWVBlek1fNEF3ZWFXRnlBdzZHWFFOZUxIbGxtYmpZVW9yTzdxaWZzLUxXSnNuYXNMcXQtM2h0Y0xTdlFIeUstQjhxZElqcnhhX1hJMGhfRHowYVJxVQ&amp;q=https%3A%2F%2Fwww.melinda-king.com%2F&amp;v=2I5lwY0gbTo">https://www.melinda-king.com/</a></p><p><br></p><p>____</p><p>About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.</p><p><br></p><p>Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:</p><p><br></p><p>Subscribe to our Youtube Channel: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">  </a><a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ"></a><a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ"> / @thecrystlejohnson  </a></p><p>We Ain't Dying For This Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbEFLQWdmanBQajlOaTNvQ2JoQXoyVmdUSEVMQXxBQ3Jtc0trcTlNbEFEaGVhTWY3Zm9tWWZ3b1EyTWEtRFZLTlUydXZJcmNRa1JuZFB2LUpxdTExTDdaR2xXSW5OSUlEc2c2ajUxUU9hY3lCd25td0daTkdWd1ZfUTB0dllkNVJ5a3BmS05kd3RMQ0Rzbm5ralVkNA&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=2I5lwY0gbTo"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbEFLQWdmanBQajlOaTNvQ2JoQXoyVmdUSEVMQXxBQ3Jtc0trcTlNbEFEaGVhTWY3Zm9tWWZ3b1EyTWEtRFZLTlUydXZJcmNRa1JuZFB2LUpxdTExTDdaR2xXSW5OSUlEc2c2ajUxUU9hY3lCd25td0daTkdWd1ZfUTB0dllkNVJ5a3BmS05kd3RMQ0Rzbm5ralVkNA&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=2I5lwY0gbTo"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbEFLQWdmanBQajlOaTNvQ2JoQXoyVmdUSEVMQXxBQ3Jtc0trcTlNbEFEaGVhTWY3Zm9tWWZ3b1EyTWEtRFZLTlUydXZJcmNRa1JuZFB2LUpxdTExTDdaR2xXSW5OSUlEc2c2ajUxUU9hY3lCd25td0daTkdWd1ZfUTB0dllkNVJ5a3BmS05kd3RMQ0Rzbm5ralVkNA&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=2I5lwY0gbTo"> / weaintdyingforthis  </a></p><p>Crystle's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa3pZVDhvWGwxdTFHcWdmcXd3SDRtQ05rUk02d3xBQ3Jtc0tuWW5VbXpUdXlTQk9fY2tIdF9MNDdNdE5Pa2JrNlZlclh4ZWFsU3MzSmxqQUZHLTJhVTNTZnFmSkVnWEVweFZqai16cld3eHdYSHk2SmVQclZnak4xbVIxTWpDU0JaVzFUOTJzNW5UOGdWcnRHSVpMWQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=2I5lwY0gbTo"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa3pZVDhvWGwxdTFHcWdmcXd3SDRtQ05rUk02d3xBQ3Jtc0tuWW5VbXpUdXlTQk9fY2tIdF9MNDdNdE5Pa2JrNlZlclh4ZWFsU3MzSmxqQUZHLTJhVTNTZnFmSkVnWEVweFZqai16cld3eHdYSHk2SmVQclZnak4xbVIxTWpDU0JaVzFUOTJzNW5UOGdWcnRHSVpMWQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=2I5lwY0gbTo"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa3pZVDhvWGwxdTFHcWdmcXd3SDRtQ05rUk02d3xBQ3Jtc0tuWW5VbXpUdXlTQk9fY2tIdF9MNDdNdE5Pa2JrNlZlclh4ZWFsU3MzSmxqQUZHLTJhVTNTZnFmSkVnWEVweFZqai16cld3eHdYSHk2SmVQclZnak4xbVIxTWpDU0JaVzFUOTJzNW5UOGdWcnRHSVpMWQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=2I5lwY0gbTo"> / thecrystlejohnson  </a></p><p>Crystle's LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa1lHbV9HbzVJdU80M1llakxCbnJhSWFxMzkxd3xBQ3Jtc0tuT05td1lZdXlYWkZQLVNVRmtoazI4c0dlR3d3XzllNXlzazctUDVRNEE3d0FqVmEzQ0gyQnNybjVDYVF1ZVMzb1FQaVhoM1ZCU08wRUNNc0hyTWVOa3NnQ1RqVlFUMFJUczlWVllvWDVOVVRuaHMtSQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=2I5lwY0gbTo"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa1lHbV9HbzVJdU80M1llakxCbnJhSWFxMzkxd3xBQ3Jtc0tuT05td1lZdXlYWkZQLVNVRmtoazI4c0dlR3d3XzllNXlzazctUDVRNEE3d0FqVmEzQ0gyQnNybjVDYVF1ZVMzb1FQaVhoM1ZCU08wRUNNc0hyTWVOa3NnQ1RqVlFUMFJUczlWVllvWDVOVVRuaHMtSQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=2I5lwY0gbTo"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa1lHbV9HbzVJdU80M1llakxCbnJhSWFxMzkxd3xBQ3Jtc0tuT05td1lZdXlYWkZQLVNVRmtoazI4c0dlR3d3XzllNXlzazctUDVRNEE3d0FqVmEzQ0gyQnNybjVDYVF1ZVMzb1FQaVhoM1ZCU08wRUNNc0hyTWVOa3NnQ1RqVlFUMFJUczlWVllvWDVOVVRuaHMtSQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=2I5lwY0gbTo"> / crystlejohnson  </a></p><p>Crystle's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqblhTOS1ubXg2c3Qzb3VpdHRrVFN5N1ZCRlRMd3xBQ3Jtc0trNkJZUDhPbURacm9KOUpnVXMtNE9TWXcxdWltd3EwYlk3MmFnM3QwVTBnQ2o1cTA4NUJxak40N2VPTUt3RHpQMC1IR0EzYVBYU3ZHT25vMG5pWU5BbllfWXVmTkttMThfY1YtN3hXcTA4THQ5b3E1RQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=2I5lwY0gbTo"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqblhTOS1ubXg2c3Qzb3VpdHRrVFN5N1ZCRlRMd3xBQ3Jtc0trNkJZUDhPbURacm9KOUpnVXMtNE9TWXcxdWltd3EwYlk3MmFnM3QwVTBnQ2o1cTA4NUJxak40N2VPTUt3RHpQMC1IR0EzYVBYU3ZHT25vMG5pWU5BbllfWXVmTkttMThfY1YtN3hXcTA4THQ5b3E1RQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=2I5lwY0gbTo"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqblhTOS1ubXg2c3Qzb3VpdHRrVFN5N1ZCRlRMd3xBQ3Jtc0trNkJZUDhPbURacm9KOUpnVXMtNE9TWXcxdWltd3EwYlk3MmFnM3QwVTBnQ2o1cTA4NUJxak40N2VPTUt3RHpQMC1IR0EzYVBYU3ZHT25vMG5pWU5BbllfWXVmTkttMThfY1YtN3hXcTA4THQ5b3E1RQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=2I5lwY0gbTo"> / iamcrystlejohnson  </a></p>]]>
      </content:encoded>
      <itunes:duration>1909</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>ARE WE SIBLINGS? | EP 2</title>
      <description>Check out NUNNABOVE's "IT'S YOUR TURN" Podcast! the first of many to come to Living Cooperate Network. Dive into our jokey dynamic while we discuss hypotheticals, music news, and some musical jeopardy.</description>
      <pubDate>Wed, 14 May 2025 20:28:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b3d648f8-3102-11f0-be3f-5f33fc87a5bf/image/798054cf2b82b4cf13ecf5c72649ac13.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Check out NUNNABOVE's "IT'S YOUR TURN" Podcast! the first of many to come to Living Cooperate Network. Dive into our jokey dynamic while we discuss hypotheticals, music news, and some musical jeopardy.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Check out NUNNABOVE's "IT'S YOUR TURN" Podcast! the first of many to come to Living Cooperate Network. Dive into our jokey dynamic while we discuss hypotheticals, music news, and some musical jeopardy.</p>]]>
      </content:encoded>
      <itunes:duration>2864</itunes:duration>
      <guid isPermaLink="false"><![CDATA[b3d648f8-3102-11f0-be3f-5f33fc87a5bf]]></guid>
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    </item>
    <item>
      <title>Tech, AI, and the State of DEI</title>
      <description>Zach sits down again with founder, investor, speaker, and tech leader Y-Vonne Hutchinson to talk about her journey, her latest venture, and the state of DEI.

Learn about Y-Vonne 
https://www.linkedin.com/in/y-vonne-hutchinson

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 13 May 2025 05:00:00 -0000</pubDate>
      <itunes:title>Tech, AI, and the State of DEI</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>16</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/95ccf026-2074-11f0-9cd7-8f6353f65826/image/1432ee63240d705555207c239f8a5849.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Data is the Future of this Work Stuff ,Y'all</itunes:subtitle>
      <itunes:summary>Zach sits down again with founder, investor, speaker, and tech leader Y-Vonne Hutchinson to talk about her journey, her latest venture, and the state of DEI.

Learn about Y-Vonne 
https://www.linkedin.com/in/y-vonne-hutchinson

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with founder, investor, speaker, and tech leader Y-Vonne Hutchinson to talk about her journey, her latest venture, and the state of DEI.</p><p><br></p><p><a href="https://www.linkedin.com/in/y-vonne-hutchinson">Learn about Y-Vonne </a></p><p>https://www.linkedin.com/in/y-vonne-hutchinson</p><p><br></p><p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>3244</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
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    <item>
      <title>Legacy As Liberation ft. Brittany Janay</title>
      <description></description>
      <pubDate>Fri, 09 May 2025 05:00:00 -0000</pubDate>
      <itunes:title>Legacy As Liberation ft. Brittany Janay</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>5</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>Brittany Janay</itunes:subtitle>
      <itunes:summary></itunes:summary>
      <content:encoded>
        <![CDATA[]]>
      </content:encoded>
      <itunes:duration>2449</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>What Tech Entrepreneurship Looks Like in This Moment</title>
      <description>Zach sits down with founder, speaker, investor, entrepreneur, and innovator Kimberley Bryant to talk about the landscape of tech today.

Connect with Kimberley Bryant
https://www.linkedin.com/in/kimberlybryant

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 06 May 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>15</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3faa78d6-206e-11f0-af44-778a0e5befa9/image/773858ae7826ae600a48bd52fc0a4544.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with founder, speaker, investor, entrepreneur, and innovator Kimberley Bryant to talk about the landscape of tech today.

Connect with Kimberley Bryant
https://www.linkedin.com/in/kimberlybryant

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with founder, speaker, investor, entrepreneur, and innovator Kimberley Bryant to talk about the landscape of tech today.</p><p><br></p><p><a href="https://www.linkedin.com/in/kimberlybryant">Connect with Kimberley Bryant</a></p><p>https://www.linkedin.com/in/kimberlybryant</p><p><br></p><p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>3706</itunes:duration>
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    </item>
    <item>
      <title>Joy As Liberation ft. Joy Donnell</title>
      <description>Folks who have taken our love, dedication, empathy, and presence for granted are now in the find out phase. And while they are over there trying to figure it out, I hope you’re finding the joy that lives within.

I’m over the moon to drop this week’s episode featuring Joy Donnell—Joy As Liberation. I’ve always felt her through what she shares here on LinkedIn, but to meet her in person healed me a little more.

Stay Connected with Joy Donnell:
LinkedIn:   / doitinpublic  
See What She’s Building: https://linktr.ee/doitinpublic
____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:
Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </description>
      <pubDate>Fri, 02 May 2025 05:00:00 -0000</pubDate>
      <itunes:title>Joy As Liberation ft. Joy Donnell</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>4</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1fe43d78-12ab-11f0-a4a2-d3596b2170c1/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Joy Donnell</itunes:subtitle>
      <itunes:summary>Folks who have taken our love, dedication, empathy, and presence for granted are now in the find out phase. And while they are over there trying to figure it out, I hope you’re finding the joy that lives within.

I’m over the moon to drop this week’s episode featuring Joy Donnell—Joy As Liberation. I’ve always felt her through what she shares here on LinkedIn, but to meet her in person healed me a little more.

Stay Connected with Joy Donnell:
LinkedIn:   / doitinpublic  
See What She’s Building: https://linktr.ee/doitinpublic
____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:
Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </itunes:summary>
      <content:encoded>
        <![CDATA[<p>Folks who have taken our love, dedication, empathy, and presence for granted are now in the find out phase. And while they are over there trying to figure it out, I hope you’re finding the joy that lives within.</p><p><br></p><p>I’m over the moon to drop this week’s episode featuring Joy Donnell—Joy As Liberation. I’ve always felt her through what she shares here on LinkedIn, but to meet her in person healed me a little more.</p><p><br></p><p>Stay Connected with Joy Donnell:</p><p>LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbWxfT2xxYndvaGxCYmV2dDhhcVluZExzdXlOd3xBQ3Jtc0tteEhoVjF2UG9BME52NkdvcEdNWGExdmhkLUhpS3FJMlUxQVd2Q0VSTmNRY3c4ZVNYNkpSNmpzcW9hMTRaNnd5WFNvS1ZudW1NOHBLS3dDZXhOcHAtZmNkT05jZ1FuSXFyUE5fS2dTbnRscThEUUVmMA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fdoitinpublic%2F&amp;v=rU3aVnTA3kQ"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbWxfT2xxYndvaGxCYmV2dDhhcVluZExzdXlOd3xBQ3Jtc0tteEhoVjF2UG9BME52NkdvcEdNWGExdmhkLUhpS3FJMlUxQVd2Q0VSTmNRY3c4ZVNYNkpSNmpzcW9hMTRaNnd5WFNvS1ZudW1NOHBLS3dDZXhOcHAtZmNkT05jZ1FuSXFyUE5fS2dTbnRscThEUUVmMA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fdoitinpublic%2F&amp;v=rU3aVnTA3kQ"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbWxfT2xxYndvaGxCYmV2dDhhcVluZExzdXlOd3xBQ3Jtc0tteEhoVjF2UG9BME52NkdvcEdNWGExdmhkLUhpS3FJMlUxQVd2Q0VSTmNRY3c4ZVNYNkpSNmpzcW9hMTRaNnd5WFNvS1ZudW1NOHBLS3dDZXhOcHAtZmNkT05jZ1FuSXFyUE5fS2dTbnRscThEUUVmMA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fdoitinpublic%2F&amp;v=rU3aVnTA3kQ"> / doitinpublic  </a></p><p>See What She’s Building: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqay0wSW9aZkp2b0Q5bDJTekdlT2dJRFlZdlNpUXxBQ3Jtc0tsY3R1cUN4TkM4NVdhajVNcC1kZTdybERYVlByVzlTT3J5azZldkg2VHRsME5rdjRFM1c5akNCb0JsdGZNelhvUnFja3lJS1ZabkZUUFhuT0FLVXdGOFNSNkZRd2VnRy1qRlZjbUJIa0xCMzd2VDlFSQ&amp;q=https%3A%2F%2Flinktr.ee%2Fdoitinpublic&amp;v=rU3aVnTA3kQ">https://linktr.ee/doitinpublic</a></p><p>____</p><p>About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.</p><p><br></p><p>Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:</p><p>Subscribe to our Youtube Channel: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">  </a><a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ"></a><a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ"> / @thecrystlejohnson  </a></p><p>We Ain't Dying For This Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa184R3FzellMOGJDdkdpZmo2YlJtdDRCUkhod3xBQ3Jtc0tuRE83N1JwcUFXUFN2MTdpRHRieHJ0enpPZUNsVFBxOXlKZ1JZb1FWRUJwUTRJeFJ3cUhRby1MQXBka0IxRUZ0UDRZYzZOSThCa1ZjZXNqdXFxVTlXdWhtX3pjZDVhUzV4OV8zNEZRSnlrMVpYWmU0UQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=rU3aVnTA3kQ"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa184R3FzellMOGJDdkdpZmo2YlJtdDRCUkhod3xBQ3Jtc0tuRE83N1JwcUFXUFN2MTdpRHRieHJ0enpPZUNsVFBxOXlKZ1JZb1FWRUJwUTRJeFJ3cUhRby1MQXBka0IxRUZ0UDRZYzZOSThCa1ZjZXNqdXFxVTlXdWhtX3pjZDVhUzV4OV8zNEZRSnlrMVpYWmU0UQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=rU3aVnTA3kQ"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa184R3FzellMOGJDdkdpZmo2YlJtdDRCUkhod3xBQ3Jtc0tuRE83N1JwcUFXUFN2MTdpRHRieHJ0enpPZUNsVFBxOXlKZ1JZb1FWRUJwUTRJeFJ3cUhRby1MQXBka0IxRUZ0UDRZYzZOSThCa1ZjZXNqdXFxVTlXdWhtX3pjZDVhUzV4OV8zNEZRSnlrMVpYWmU0UQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=rU3aVnTA3kQ"> / weaintdyingforthis  </a></p><p>Crystle's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbkh3TG1NMmlwUG01WDVtOEFVTi03b05vWWtjUXxBQ3Jtc0trRC03YUJWNFFyZlJYRUNrU1NZbEJPa1Uxc011UW94YTBONTdkOW1kblpfRTFKQTFTdW1ud2ZhQTZ5T0M5eWh2cUdVQ09jbDEtYXlEeGdjNk05NUNwX2J1SmM4eUdVb2JFeDM4SGR2dWlfSzZXeXRxSQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=rU3aVnTA3kQ"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbkh3TG1NMmlwUG01WDVtOEFVTi03b05vWWtjUXxBQ3Jtc0trRC03YUJWNFFyZlJYRUNrU1NZbEJPa1Uxc011UW94YTBONTdkOW1kblpfRTFKQTFTdW1ud2ZhQTZ5T0M5eWh2cUdVQ09jbDEtYXlEeGdjNk05NUNwX2J1SmM4eUdVb2JFeDM4SGR2dWlfSzZXeXRxSQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=rU3aVnTA3kQ"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbkh3TG1NMmlwUG01WDVtOEFVTi03b05vWWtjUXxBQ3Jtc0trRC03YUJWNFFyZlJYRUNrU1NZbEJPa1Uxc011UW94YTBONTdkOW1kblpfRTFKQTFTdW1ud2ZhQTZ5T0M5eWh2cUdVQ09jbDEtYXlEeGdjNk05NUNwX2J1SmM4eUdVb2JFeDM4SGR2dWlfSzZXeXRxSQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=rU3aVnTA3kQ"> / thecrystlejohnson  </a></p><p>Crystle's LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa2tTeGxqNlhsS1pfaklZTGQ5dlRzY0p4ZWR6d3xBQ3Jtc0tra3g3SVdsUXM1V2tzUGFVTzc0Z20waXM1aXVtLXBJVFNULVZTVUd4UW01TmMycXROeGxQNVFYdldaY1E5d0Q2VnQyRmJuLXVMUDVqSUJZaTFUV1pwV0tmNEZIbXpxaWJLT2ZjRFlVX3VmWk5Cckwtcw&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=rU3aVnTA3kQ"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa2tTeGxqNlhsS1pfaklZTGQ5dlRzY0p4ZWR6d3xBQ3Jtc0tra3g3SVdsUXM1V2tzUGFVTzc0Z20waXM1aXVtLXBJVFNULVZTVUd4UW01TmMycXROeGxQNVFYdldaY1E5d0Q2VnQyRmJuLXVMUDVqSUJZaTFUV1pwV0tmNEZIbXpxaWJLT2ZjRFlVX3VmWk5Cckwtcw&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=rU3aVnTA3kQ"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa2tTeGxqNlhsS1pfaklZTGQ5dlRzY0p4ZWR6d3xBQ3Jtc0tra3g3SVdsUXM1V2tzUGFVTzc0Z20waXM1aXVtLXBJVFNULVZTVUd4UW01TmMycXROeGxQNVFYdldaY1E5d0Q2VnQyRmJuLXVMUDVqSUJZaTFUV1pwV0tmNEZIbXpxaWJLT2ZjRFlVX3VmWk5Cckwtcw&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=rU3aVnTA3kQ"> / crystlejohnson  </a></p><p>Crystle's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbTVKNjJSSk1sNjd6RDcxbkNHZkYxTGZOVkdoZ3xBQ3Jtc0tua1RuMDVQanduWGZsamppV19nUFcyMk5VaFBSWWVDVGFTdERPOTdZZGRjN1F0NV9hdHZpQkxERWdTMFNtWTZqUzJYTExSc082dkc2Ty0td3dPOHBDMXB4dHpzeXRuWk5CTllFZHhhanRfSUNHN0U5NA&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=rU3aVnTA3kQ"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbTVKNjJSSk1sNjd6RDcxbkNHZkYxTGZOVkdoZ3xBQ3Jtc0tua1RuMDVQanduWGZsamppV19nUFcyMk5VaFBSWWVDVGFTdERPOTdZZGRjN1F0NV9hdHZpQkxERWdTMFNtWTZqUzJYTExSc082dkc2Ty0td3dPOHBDMXB4dHpzeXRuWk5CTllFZHhhanRfSUNHN0U5NA&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=rU3aVnTA3kQ"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbTVKNjJSSk1sNjd6RDcxbkNHZkYxTGZOVkdoZ3xBQ3Jtc0tua1RuMDVQanduWGZsamppV19nUFcyMk5VaFBSWWVDVGFTdERPOTdZZGRjN1F0NV9hdHZpQkxERWdTMFNtWTZqUzJYTExSc082dkc2Ty0td3dPOHBDMXB4dHpzeXRuWk5CTllFZHhhanRfSUNHN0U5NA&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=rU3aVnTA3kQ"> / iamcrystlejohnson  </a></p>]]>
      </content:encoded>
      <itunes:duration>2420</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1fe43d78-12ab-11f0-a4a2-d3596b2170c1]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8269600340.mp3?updated=1743918964" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Recruiting Diverse Executive Talent in the Trump Era, Part 2</title>
      <description>Zach sits down with Khalil Dumas to talk about the work of recruiting executive talent in this landscape.

Reach out to Khalil
https://www.linkedin.com/in/kahlildumas

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 29 Apr 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>14</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/276f4d80-206b-11f0-8c1c-a734d4cacd7b/image/400412e9739cb754de860e939696cfd1.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Khalil Dumas to talk about the work of recruiting executive talent in this landscape.

Reach out to Khalil
https://www.linkedin.com/in/kahlildumas

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Khalil Dumas to talk about the work of recruiting executive talent in this landscape.</p><p><br></p><p><a href="https://www.linkedin.com/in/kahlildumas">Reach out to Khalil</a></p><p>https://www.linkedin.com/in/kahlildumas</p><p><br></p><p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>1866</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9528922456.mp3?updated=1745430825" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Romanticizing As Liberation ft. Eren Cooper</title>
      <description>You are the main character in your own story and it’s time to start acting like it. 

We are all spinning together on this rock in the middle of the universe with many things we’re juggling, but we can’t let that keep us from experiencing joy. And to be clear, we don't need anyone else to experience it—pause, breathe, and acknowledge the beauty around you.

In this episode of the We Ain't Dying For This podcast, Crystle sits down with Eren Cooper to discuss how she romanticizes her life as a form of liberation.

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  
Crystle's Pillar: pillar.io/thecrystlejohnson

Stay Connected with Eren Cooper:
Eren's Instagram:   / ewrite.the.script  
Eren's TikTok:   / eren.cooper  
Hire Eren: https://linktr.ee/ErenCooper</description>
      <pubDate>Fri, 25 Apr 2025 05:00:00 -0000</pubDate>
      <itunes:title>Romanticizing As Liberation ft. Eren Cooper</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>3</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a02d21da-12aa-11f0-af9f-6f06f78b08bc/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Eren Cooper</itunes:subtitle>
      <itunes:summary>You are the main character in your own story and it’s time to start acting like it. 

We are all spinning together on this rock in the middle of the universe with many things we’re juggling, but we can’t let that keep us from experiencing joy. And to be clear, we don't need anyone else to experience it—pause, breathe, and acknowledge the beauty around you.

In this episode of the We Ain't Dying For This podcast, Crystle sits down with Eren Cooper to discuss how she romanticizes her life as a form of liberation.

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  
Crystle's Pillar: pillar.io/thecrystlejohnson

Stay Connected with Eren Cooper:
Eren's Instagram:   / ewrite.the.script  
Eren's TikTok:   / eren.cooper  
Hire Eren: https://linktr.ee/ErenCooper</itunes:summary>
      <content:encoded>
        <![CDATA[<p>You are the main character in your own story and it’s time to start acting like it. </p><p><br></p><p>We are all spinning together on this rock in the middle of the universe with many things we’re juggling, but we can’t let that keep us from experiencing joy. And to be clear, we don't need anyone else to experience it—pause, breathe, and acknowledge the beauty around you.</p><p><br></p><p>In this episode of the We Ain't Dying For This podcast, Crystle sits down with Eren Cooper to discuss how she romanticizes her life as a form of liberation.</p><p><br></p><p>____</p><p>About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.</p><p><br></p><p>Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:</p><p><br></p><p>Subscribe to our Youtube Channel: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">  </a><a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ"></a><a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ"> / @thecrystlejohnson  </a></p><p>We Ain't Dying For This Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbExwdmo1ZmtlWFZlTWpPZDF3ZmJtLVh2YTkwQXxBQ3Jtc0tsTkxSWDBlNFl5ckF5eS1fNm8telBRNG8wbDRpcGppeVNJNnhrSWFoeWpUQTRlWk10VnNxcHRMaXlpY0htd1lpdnNxaklRT0ljck5VOEpqdXJCekpjaG9mUC1QV1g3WURfdUxtd3Noc1FXbmRLV0MtVQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=nSzmh0izJ88"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbExwdmo1ZmtlWFZlTWpPZDF3ZmJtLVh2YTkwQXxBQ3Jtc0tsTkxSWDBlNFl5ckF5eS1fNm8telBRNG8wbDRpcGppeVNJNnhrSWFoeWpUQTRlWk10VnNxcHRMaXlpY0htd1lpdnNxaklRT0ljck5VOEpqdXJCekpjaG9mUC1QV1g3WURfdUxtd3Noc1FXbmRLV0MtVQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=nSzmh0izJ88"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbExwdmo1ZmtlWFZlTWpPZDF3ZmJtLVh2YTkwQXxBQ3Jtc0tsTkxSWDBlNFl5ckF5eS1fNm8telBRNG8wbDRpcGppeVNJNnhrSWFoeWpUQTRlWk10VnNxcHRMaXlpY0htd1lpdnNxaklRT0ljck5VOEpqdXJCekpjaG9mUC1QV1g3WURfdUxtd3Noc1FXbmRLV0MtVQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=nSzmh0izJ88"> / weaintdyingforthis  </a></p><p>Crystle's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbk5xcDh0R0V1UE5IblpNdG5ObEQzd3Q1cy1pd3xBQ3Jtc0ttbEo0NVFHYV9oSnd5anRHemxKM2VuZEZLWWhfSFJMUUZuaWV0RjJ2SnZrcW1rOGVfTE02STZVcmRQdmV0WlQtSkZXWl9VOTVWQmgyREJtSWdiY0FHSi1PY2xVV2N6OUFkWTBDR2V3S3ZScnV2ZC1OVQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=nSzmh0izJ88"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbk5xcDh0R0V1UE5IblpNdG5ObEQzd3Q1cy1pd3xBQ3Jtc0ttbEo0NVFHYV9oSnd5anRHemxKM2VuZEZLWWhfSFJMUUZuaWV0RjJ2SnZrcW1rOGVfTE02STZVcmRQdmV0WlQtSkZXWl9VOTVWQmgyREJtSWdiY0FHSi1PY2xVV2N6OUFkWTBDR2V3S3ZScnV2ZC1OVQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=nSzmh0izJ88"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbk5xcDh0R0V1UE5IblpNdG5ObEQzd3Q1cy1pd3xBQ3Jtc0ttbEo0NVFHYV9oSnd5anRHemxKM2VuZEZLWWhfSFJMUUZuaWV0RjJ2SnZrcW1rOGVfTE02STZVcmRQdmV0WlQtSkZXWl9VOTVWQmgyREJtSWdiY0FHSi1PY2xVV2N6OUFkWTBDR2V3S3ZScnV2ZC1OVQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=nSzmh0izJ88"> / thecrystlejohnson  </a></p><p>Crystle's LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbmh6YjVTd3lGeDFaMWtDVGstY1EzcFhlNU56UXxBQ3Jtc0tuVVhyTXFlQW91clAzMHh5aW1QSHN3bGtXZ1hTWW9CVmVoSFdwYkJqdkhVWU94bU9YUncybmNnMzNlNlpTTkJXczVRd1hwM05tV0xfSFRjbEpPbFRYTlJQMTMzMG1UbklieWQzcklJU3dJVmhOVXU2NA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=nSzmh0izJ88"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbmh6YjVTd3lGeDFaMWtDVGstY1EzcFhlNU56UXxBQ3Jtc0tuVVhyTXFlQW91clAzMHh5aW1QSHN3bGtXZ1hTWW9CVmVoSFdwYkJqdkhVWU94bU9YUncybmNnMzNlNlpTTkJXczVRd1hwM05tV0xfSFRjbEpPbFRYTlJQMTMzMG1UbklieWQzcklJU3dJVmhOVXU2NA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=nSzmh0izJ88"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbmh6YjVTd3lGeDFaMWtDVGstY1EzcFhlNU56UXxBQ3Jtc0tuVVhyTXFlQW91clAzMHh5aW1QSHN3bGtXZ1hTWW9CVmVoSFdwYkJqdkhVWU94bU9YUncybmNnMzNlNlpTTkJXczVRd1hwM05tV0xfSFRjbEpPbFRYTlJQMTMzMG1UbklieWQzcklJU3dJVmhOVXU2NA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=nSzmh0izJ88"> / crystlejohnson  </a></p><p>Crystle's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbEhneXhaclNxZUp4eWRhSzZ2RnF3Y1NSRHpFUXxBQ3Jtc0ttZHpSSjhrNGY5RElfbEVqYjd0OURodlp5YkdNSDF1aUhobGx2WVFELWZYVm9lY25sVFNNcmRQSlhoaHdCMkRWTm10V3VuT2lHS2tpb2drWXphanU0NWlZZHZ3OHJuT0VFbjBpbXFFSWw4SGR3YnpmQQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=nSzmh0izJ88"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbEhneXhaclNxZUp4eWRhSzZ2RnF3Y1NSRHpFUXxBQ3Jtc0ttZHpSSjhrNGY5RElfbEVqYjd0OURodlp5YkdNSDF1aUhobGx2WVFELWZYVm9lY25sVFNNcmRQSlhoaHdCMkRWTm10V3VuT2lHS2tpb2drWXphanU0NWlZZHZ3OHJuT0VFbjBpbXFFSWw4SGR3YnpmQQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=nSzmh0izJ88"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbEhneXhaclNxZUp4eWRhSzZ2RnF3Y1NSRHpFUXxBQ3Jtc0ttZHpSSjhrNGY5RElfbEVqYjd0OURodlp5YkdNSDF1aUhobGx2WVFELWZYVm9lY25sVFNNcmRQSlhoaHdCMkRWTm10V3VuT2lHS2tpb2drWXphanU0NWlZZHZ3OHJuT0VFbjBpbXFFSWw4SGR3YnpmQQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=nSzmh0izJ88"> / iamcrystlejohnson  </a></p><p>Crystle's Pillar: pillar.io/thecrystlejohnson</p><p><br></p><p>Stay Connected with Eren Cooper:</p><p>Eren's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqazVaeTZhY0lzbllLclY5UVEtLWpxem1BYjM3UXxBQ3Jtc0trbVdXekpZbi1hMTlfbmgzMlphMXRvallCVzFWQ091dHZZbF91ZERfWjdVNzZLQk5ERUFoQ2hSRUVLWGl1LW9WUEY1WU9mS3NwMHlsaGJmenN3UGFIS2ljWmVmaHYweWhtWC1wVDVHWHhhTlkxOXEyUQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fewrite.the.script&amp;v=nSzmh0izJ88"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqazVaeTZhY0lzbllLclY5UVEtLWpxem1BYjM3UXxBQ3Jtc0trbVdXekpZbi1hMTlfbmgzMlphMXRvallCVzFWQ091dHZZbF91ZERfWjdVNzZLQk5ERUFoQ2hSRUVLWGl1LW9WUEY1WU9mS3NwMHlsaGJmenN3UGFIS2ljWmVmaHYweWhtWC1wVDVHWHhhTlkxOXEyUQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fewrite.the.script&amp;v=nSzmh0izJ88"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqazVaeTZhY0lzbllLclY5UVEtLWpxem1BYjM3UXxBQ3Jtc0trbVdXekpZbi1hMTlfbmgzMlphMXRvallCVzFWQ091dHZZbF91ZERfWjdVNzZLQk5ERUFoQ2hSRUVLWGl1LW9WUEY1WU9mS3NwMHlsaGJmenN3UGFIS2ljWmVmaHYweWhtWC1wVDVHWHhhTlkxOXEyUQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fewrite.the.script&amp;v=nSzmh0izJ88"> / ewrite.the.script  </a></p><p>Eren's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbDFjNjJHQUpRQlNadm5xczAza3o5NkpnandJQXxBQ3Jtc0tueUwtTFJ0eGhvdGE4WDNfNEVVNVJiRDNjTU9ob2VKWVBodVd4WmVHYldMR1V6cmRrLXAyOS03T1Y2QXNxVmVKZTZrZEhscDVlSXZqc3lVN1RJMXR5cXNGTDFJRGRzdE1QT29VM0V4OFZPNEpxOGZzRQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40eren.cooper&amp;v=nSzmh0izJ88"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbDFjNjJHQUpRQlNadm5xczAza3o5NkpnandJQXxBQ3Jtc0tueUwtTFJ0eGhvdGE4WDNfNEVVNVJiRDNjTU9ob2VKWVBodVd4WmVHYldMR1V6cmRrLXAyOS03T1Y2QXNxVmVKZTZrZEhscDVlSXZqc3lVN1RJMXR5cXNGTDFJRGRzdE1QT29VM0V4OFZPNEpxOGZzRQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40eren.cooper&amp;v=nSzmh0izJ88"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbDFjNjJHQUpRQlNadm5xczAza3o5NkpnandJQXxBQ3Jtc0tueUwtTFJ0eGhvdGE4WDNfNEVVNVJiRDNjTU9ob2VKWVBodVd4WmVHYldMR1V6cmRrLXAyOS03T1Y2QXNxVmVKZTZrZEhscDVlSXZqc3lVN1RJMXR5cXNGTDFJRGRzdE1QT29VM0V4OFZPNEpxOGZzRQ&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40eren.cooper&amp;v=nSzmh0izJ88"> / eren.cooper  </a></p><p>Hire Eren: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa19HMzhIOGs2Zi1mUUltNDVqTjQ5Z0pNMmdsQXxBQ3Jtc0ttTmdqM3l4eWJfX2F5aG1tOENHa3ZuOUFXcm5RWjU2NUpQYXdGN1YzeGUyMVBmSzdpc1pObWozRkc0eGRiME9QRUpTMGdXMVZEcDlNelRnbTljMnVZNWxUNmE1dDc3Yi1aS1lIMkNWY1Z2V3pYWGRIOA&amp;q=https%3A%2F%2Flinktr.ee%2FErenCooper&amp;v=nSzmh0izJ88">https://linktr.ee/ErenCooper</a></p>]]>
      </content:encoded>
      <itunes:duration>1693</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a02d21da-12aa-11f0-af9f-6f06f78b08bc]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3630560652.mp3?updated=1743918750" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Recruiting Diverse Executive Talent in the Trump Era, Part 1</title>
      <description>Zach sits down with Denley McIntosh to talk about executive recruiting in Canada and the difference in Black entrepreneurship between there and the states.

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Thu, 24 Apr 2025 05:00:00 -0000</pubDate>
      <itunes:title>Recruiting Diverse Executive Talent in the Trump Era</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>13</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6c481bbc-2066-11f0-a103-d33a0a02fb4d/image/3f518ced467146dec0534a5de44f671b.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Politics Impact the World </itunes:subtitle>
      <itunes:summary>Zach sits down with Denley McIntosh to talk about executive recruiting in Canada and the difference in Black entrepreneurship between there and the states.

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Denley McIntosh to talk about executive recruiting in Canada and the difference in Black entrepreneurship between there and the states.</p><p><br></p><p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>2481</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6c481bbc-2066-11f0-a103-d33a0a02fb4d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2487661240.mp3?updated=1745428773" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Vulnerability As Liberation ft. Jasmine Fluker</title>
      <description>Crystle sits down with Jasmine Fluker to talk about vulnerability and what we lose when we choose not to lean into it.

What I find most powerful about elevating the stories of Black women, is that sharing affirms the truth—we are not alone. It is through our vulnerability about our experiences that we heal parts of ourselves and parts of those who’ve been waiting for us.

Stay Connected with Jasmine Fluker:
LinkedIn:   / jasminefluker  
Instagram: @curatedbyj_
Book A Call: https://calendly.com/jasmine-fluker/c...

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </description>
      <pubDate>Fri, 18 Apr 2025 05:00:00 -0000</pubDate>
      <itunes:title>Vulnerability As Liberation ft. Jasmine Fluker</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>2</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d8866890-12a8-11f0-8619-9f47994e2b9f/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Jasmine Fluker</itunes:subtitle>
      <itunes:summary>Crystle sits down with Jasmine Fluker to talk about vulnerability and what we lose when we choose not to lean into it.

What I find most powerful about elevating the stories of Black women, is that sharing affirms the truth—we are not alone. It is through our vulnerability about our experiences that we heal parts of ourselves and parts of those who’ve been waiting for us.

Stay Connected with Jasmine Fluker:
LinkedIn:   / jasminefluker  
Instagram: @curatedbyj_
Book A Call: https://calendly.com/jasmine-fluker/c...

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </itunes:summary>
      <content:encoded>
        <![CDATA[<p>Crystle sits down with Jasmine Fluker to talk about vulnerability and what we lose when we choose not to lean into it.</p><p><br></p><p>What I find most powerful about elevating the stories of Black women, is that sharing affirms the truth—we are not alone. It is through our vulnerability about our experiences that we heal parts of ourselves and parts of those who’ve been waiting for us.</p><p><br></p><p>Stay Connected with Jasmine Fluker:</p><p>LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbUF6d0p2b0xFVVZjci1CRWcySVA0YkM1cWpjUXxBQ3Jtc0trSVNRTmRSa1Jycks1QVFKRjJWYVNPdk9WVWNvTmw3TUZqWHJjMnFDUlRiU280STB3bUFFQUdQQmRUaU1yWlZXeWRvZ0Z4aEZOdGJJNF9XRzR2N0k2NnF2N2M2cmoxTkUzMVhCUC0xWkpTRW1JS0dvNA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fjasminefluker%2F&amp;v=hGaUgoDNfJQ"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbUF6d0p2b0xFVVZjci1CRWcySVA0YkM1cWpjUXxBQ3Jtc0trSVNRTmRSa1Jycks1QVFKRjJWYVNPdk9WVWNvTmw3TUZqWHJjMnFDUlRiU280STB3bUFFQUdQQmRUaU1yWlZXeWRvZ0Z4aEZOdGJJNF9XRzR2N0k2NnF2N2M2cmoxTkUzMVhCUC0xWkpTRW1JS0dvNA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fjasminefluker%2F&amp;v=hGaUgoDNfJQ"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbUF6d0p2b0xFVVZjci1CRWcySVA0YkM1cWpjUXxBQ3Jtc0trSVNRTmRSa1Jycks1QVFKRjJWYVNPdk9WVWNvTmw3TUZqWHJjMnFDUlRiU280STB3bUFFQUdQQmRUaU1yWlZXeWRvZ0Z4aEZOdGJJNF9XRzR2N0k2NnF2N2M2cmoxTkUzMVhCUC0xWkpTRW1JS0dvNA&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fjasminefluker%2F&amp;v=hGaUgoDNfJQ"> / jasminefluker  </a></p><p>Instagram: @curatedbyj_</p><p>Book A Call: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbnJKOTVLUjVoRHhqQkFzMERPcDRsZUFTMFlRUXxBQ3Jtc0tsb2dkaFA2OE9SX2FUanpDbFI1MlhTOHRiTG8yS1I3a25HaUJKbnh5ZV9wN2xhTUNDLXBCLU0wdnlBZlloY2twN3ljMXBHT0hjZDFJSzRuYzhhLVlUdXJRMmF0ZDVoVUFCWU5OUThDYVBHT1MwM1Bpdw&amp;q=https%3A%2F%2Fcalendly.com%2Fjasmine-fluker%2Fconsultation-pivotal-paradigm-project&amp;v=hGaUgoDNfJQ">https://calendly.com/jasmine-fluker/c...</a></p><p><br></p><p>____</p><p>About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.</p><p><br></p><p>Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:</p><p><br></p><p>Subscribe to our Youtube Channel: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">  </a><a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ"></a><a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ"> / @thecrystlejohnson  </a></p><p>We Ain't Dying For This Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa0wzYWk5RkFra0pGLUlZYVdWU2xrWndmc2k4QXxBQ3Jtc0tsT3ZOajlzNGZMU0ptQkVEeDlrOTFSTnJQUzZFYmVfMzd6ZVZhSzlHaGhzUVVyWlpSX3kyeFFsX3AtNVlBczZINk5WWmVlNmtEa21vTzl0cDFoV1JZR2FfcE13WmhxbmFvd284N0J1R2IzeXhjRXk2aw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=hGaUgoDNfJQ"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa0wzYWk5RkFra0pGLUlZYVdWU2xrWndmc2k4QXxBQ3Jtc0tsT3ZOajlzNGZMU0ptQkVEeDlrOTFSTnJQUzZFYmVfMzd6ZVZhSzlHaGhzUVVyWlpSX3kyeFFsX3AtNVlBczZINk5WWmVlNmtEa21vTzl0cDFoV1JZR2FfcE13WmhxbmFvd284N0J1R2IzeXhjRXk2aw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=hGaUgoDNfJQ"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa0wzYWk5RkFra0pGLUlZYVdWU2xrWndmc2k4QXxBQ3Jtc0tsT3ZOajlzNGZMU0ptQkVEeDlrOTFSTnJQUzZFYmVfMzd6ZVZhSzlHaGhzUVVyWlpSX3kyeFFsX3AtNVlBczZINk5WWmVlNmtEa21vTzl0cDFoV1JZR2FfcE13WmhxbmFvd284N0J1R2IzeXhjRXk2aw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=hGaUgoDNfJQ"> / weaintdyingforthis  </a></p><p>Crystle's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa3UwaUFSZm0yWDhEdFFZU1N0OTdRMEdnaVFkUXxBQ3Jtc0trSk9yMDhsdzI4VnE0TWN4cVFrcnVDR3ptVk5tdVlzNGJGSjNSUEFPaHRMcnpZNmRNYS1Uc2FNeldUVEM0WXZxYkdsSUFuenFyNU9Gb3ZRcXZkMWNVcTRja1pGdjN0bGNGUVlLc0I4WkNMZmFydU03aw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=hGaUgoDNfJQ"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa3UwaUFSZm0yWDhEdFFZU1N0OTdRMEdnaVFkUXxBQ3Jtc0trSk9yMDhsdzI4VnE0TWN4cVFrcnVDR3ptVk5tdVlzNGJGSjNSUEFPaHRMcnpZNmRNYS1Uc2FNeldUVEM0WXZxYkdsSUFuenFyNU9Gb3ZRcXZkMWNVcTRja1pGdjN0bGNGUVlLc0I4WkNMZmFydU03aw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=hGaUgoDNfJQ"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqa3UwaUFSZm0yWDhEdFFZU1N0OTdRMEdnaVFkUXxBQ3Jtc0trSk9yMDhsdzI4VnE0TWN4cVFrcnVDR3ptVk5tdVlzNGJGSjNSUEFPaHRMcnpZNmRNYS1Uc2FNeldUVEM0WXZxYkdsSUFuenFyNU9Gb3ZRcXZkMWNVcTRja1pGdjN0bGNGUVlLc0I4WkNMZmFydU03aw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=hGaUgoDNfJQ"> / thecrystlejohnson  </a></p><p>Crystle's LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbDlVX3FwbU90ZDZ4RnZHUzNvamZPZGcyTUhTd3xBQ3Jtc0tsUWY2Q1hhMnR6SmpxSV80WU5kLVY2MUpBUjV1RUd6eXJsZEZ1UXhHX3hzTTNjdHNJLVVZUWpyX1pieXlITUFnTGhKTGxxOWs3QVp6NG1tcXJWWGFkeGhZTVVGVGJuLXR5OHlSNGE4Tk5raWpCSjFJVQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=hGaUgoDNfJQ"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbDlVX3FwbU90ZDZ4RnZHUzNvamZPZGcyTUhTd3xBQ3Jtc0tsUWY2Q1hhMnR6SmpxSV80WU5kLVY2MUpBUjV1RUd6eXJsZEZ1UXhHX3hzTTNjdHNJLVVZUWpyX1pieXlITUFnTGhKTGxxOWs3QVp6NG1tcXJWWGFkeGhZTVVGVGJuLXR5OHlSNGE4Tk5raWpCSjFJVQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=hGaUgoDNfJQ"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbDlVX3FwbU90ZDZ4RnZHUzNvamZPZGcyTUhTd3xBQ3Jtc0tsUWY2Q1hhMnR6SmpxSV80WU5kLVY2MUpBUjV1RUd6eXJsZEZ1UXhHX3hzTTNjdHNJLVVZUWpyX1pieXlITUFnTGhKTGxxOWs3QVp6NG1tcXJWWGFkeGhZTVVGVGJuLXR5OHlSNGE4Tk5raWpCSjFJVQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=hGaUgoDNfJQ"> / crystlejohnson  </a></p><p>Crystle's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbEhZU3Vya19fWDhWQlpXdHU2SXo1YTlpYXd3UXxBQ3Jtc0ttdWdUQ2E5RXdkQm9zS1c2YkgxaVgxUnp0OC1kNG9lLWRrRVB4QmpDUmFCQmpnWXhnRW9mNzQ5aFdOQnhwNUpUZktXdDc0bkFsSFpackVuc0VwUTBCVU43bW9GdmtUSGZvQUxweGJrT3F4MVB0cFJrYw&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=hGaUgoDNfJQ"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbEhZU3Vya19fWDhWQlpXdHU2SXo1YTlpYXd3UXxBQ3Jtc0ttdWdUQ2E5RXdkQm9zS1c2YkgxaVgxUnp0OC1kNG9lLWRrRVB4QmpDUmFCQmpnWXhnRW9mNzQ5aFdOQnhwNUpUZktXdDc0bkFsSFpackVuc0VwUTBCVU43bW9GdmtUSGZvQUxweGJrT3F4MVB0cFJrYw&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=hGaUgoDNfJQ"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbEhZU3Vya19fWDhWQlpXdHU2SXo1YTlpYXd3UXxBQ3Jtc0ttdWdUQ2E5RXdkQm9zS1c2YkgxaVgxUnp0OC1kNG9lLWRrRVB4QmpDUmFCQmpnWXhnRW9mNzQ5aFdOQnhwNUpUZktXdDc0bkFsSFpackVuc0VwUTBCVU43bW9GdmtUSGZvQUxweGJrT3F4MVB0cFJrYw&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=hGaUgoDNfJQ"> / iamcrystlejohnson  </a></p>]]>
      </content:encoded>
      <itunes:duration>1904</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Hope As Liberation ft. Brittany King</title>
      <description>Crystle sits down with Brittany King to discuss hope's role in her own liberation, her daughters', and the lives of Black women she's in community with.

“Hopelessness has a high price tag. You put your head down and your hope goes down, too.” — Brittany King

Listen, I had to challenge every single thing I thought I knew to get free from the prison I built for myself. There is always an option to do something different, but will you answer when your future self starts calling?

Stay Connected with Brittany King:
LinkedIn:   / hopedealerbk  
Instagram: @hopedealerbk
See What She’s Building: https://www.amplifyallyship.com/book-...

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </description>
      <pubDate>Fri, 11 Apr 2025 05:00:00 -0000</pubDate>
      <itunes:title>Hope As Liberation ft. Brittany King</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>1</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/bed9ab38-12a7-11f0-ae22-bb0b37e4a7ce/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Brittany King</itunes:subtitle>
      <itunes:summary>Crystle sits down with Brittany King to discuss hope's role in her own liberation, her daughters', and the lives of Black women she's in community with.

“Hopelessness has a high price tag. You put your head down and your hope goes down, too.” — Brittany King

Listen, I had to challenge every single thing I thought I knew to get free from the prison I built for myself. There is always an option to do something different, but will you answer when your future self starts calling?

Stay Connected with Brittany King:
LinkedIn:   / hopedealerbk  
Instagram: @hopedealerbk
See What She’s Building: https://www.amplifyallyship.com/book-...

____
About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.

Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:

Subscribe to our Youtube Channel:    / @thecrystlejohnson  
We Ain't Dying For This Instagram:   / weaintdyingforthis  
Crystle's Instagram:   / thecrystlejohnson  
Crystle's LinkedIn:   / crystlejohnson  
Crystle's TikTok:   / iamcrystlejohnson  </itunes:summary>
      <content:encoded>
        <![CDATA[<p>Crystle sits down with Brittany King to discuss hope's role in her own liberation, her daughters', and the lives of Black women she's in community with.</p><p><br></p><p>“Hopelessness has a high price tag. You put your head down and your hope goes down, too.” — Brittany King</p><p><br></p><p>Listen, I had to challenge every single thing I thought I knew to get free from the prison I built for myself. There is always an option to do something different, but will you answer when your future self starts calling?</p><p><br></p><p>Stay Connected with Brittany King:</p><p>LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbkNoMmY0T2Ric2ExQ3BCZTNEZHI5eUhOVXozQXxBQ3Jtc0ttR3J2V1pTWi10dWdiUFRyUU91TUpWc2xBY1BTalRkV3pXamp5QWlRdFJSTHhGN09xcmcxSU9CVXVGb3g2RlczbU4wb3Nybm9zaC1XTTBpcTlyblZ0LVEyUjZuNzZibGppbV8zNlNFMHNDaDJBRE9uRQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fhopedealerbk%2F&amp;v=3gqwQ1ArL-U"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbkNoMmY0T2Ric2ExQ3BCZTNEZHI5eUhOVXozQXxBQ3Jtc0ttR3J2V1pTWi10dWdiUFRyUU91TUpWc2xBY1BTalRkV3pXamp5QWlRdFJSTHhGN09xcmcxSU9CVXVGb3g2RlczbU4wb3Nybm9zaC1XTTBpcTlyblZ0LVEyUjZuNzZibGppbV8zNlNFMHNDaDJBRE9uRQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fhopedealerbk%2F&amp;v=3gqwQ1ArL-U"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbkNoMmY0T2Ric2ExQ3BCZTNEZHI5eUhOVXozQXxBQ3Jtc0ttR3J2V1pTWi10dWdiUFRyUU91TUpWc2xBY1BTalRkV3pXamp5QWlRdFJSTHhGN09xcmcxSU9CVXVGb3g2RlczbU4wb3Nybm9zaC1XTTBpcTlyblZ0LVEyUjZuNzZibGppbV8zNlNFMHNDaDJBRE9uRQ&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fhopedealerbk%2F&amp;v=3gqwQ1ArL-U"> / hopedealerbk  </a></p><p>Instagram: @hopedealerbk</p><p>See What She’s Building: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbDlncFRkakNjenV0Zkl0VF9OdUk5MWt3cDVKQXxBQ3Jtc0trWjFDWVRxeGxxbEVfRENoLTJzR0JxMGZvWDRLeEpfQ2FtcXVqMlhQOUs5S1MxU0JxS0QwRVg2REVybXpYb2xZTFRBbTRHTGFBd1lkajlsMTdfSGFla3Fob0xtMnIzNFc0R05VNmduWGZQUVd5dHdiTQ&amp;q=https%3A%2F%2Fwww.amplifyallyship.com%2Fbook-brittany&amp;v=3gqwQ1ArL-U">https://www.amplifyallyship.com/book-...</a></p><p><br></p><p>____</p><p>About We Ain't Dying For This: We are a community of Black women committed to our collective liberation through radically soft living. Tune in each Thursday at 7 PM CST, to hear from Black women who are choosing to live their lives on their own terms.</p><p><br></p><p>Stay Connected with Crystle Johnson &amp; We Ain't Dying For This:</p><p><br></p><p>Subscribe to our Youtube Channel: <a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ">  </a><a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ"></a><a href="https://www.youtube.com/channel/UC_gUr2JeXCRNVs9NoeecxYQ"> / @thecrystlejohnson  </a></p><p>We Ain't Dying For This Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbVdDaE1rVWFuV0NYSk1PMk52QTFCMnhkdVJqQXxBQ3Jtc0tuUnlxc0g4ZjVzQW8tb2lJU2I3NFJfTjN3RmpBZ0FWaWI4UVdIQVJzMEg5RFVDUks3UXFVczBwV1I4NV9JcE5zallVSzVOdzJaVWxBbTdXb3Fjd2NGaGtWOXNMSFQ2ZER5bmRvVmtlYThXRG4zWDFVZw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=3gqwQ1ArL-U"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbVdDaE1rVWFuV0NYSk1PMk52QTFCMnhkdVJqQXxBQ3Jtc0tuUnlxc0g4ZjVzQW8tb2lJU2I3NFJfTjN3RmpBZ0FWaWI4UVdIQVJzMEg5RFVDUks3UXFVczBwV1I4NV9JcE5zallVSzVOdzJaVWxBbTdXb3Fjd2NGaGtWOXNMSFQ2ZER5bmRvVmtlYThXRG4zWDFVZw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=3gqwQ1ArL-U"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbVdDaE1rVWFuV0NYSk1PMk52QTFCMnhkdVJqQXxBQ3Jtc0tuUnlxc0g4ZjVzQW8tb2lJU2I3NFJfTjN3RmpBZ0FWaWI4UVdIQVJzMEg5RFVDUks3UXFVczBwV1I4NV9JcE5zallVSzVOdzJaVWxBbTdXb3Fjd2NGaGtWOXNMSFQ2ZER5bmRvVmtlYThXRG4zWDFVZw&amp;q=https%3A%2F%2Fwww.instagram.com%2Fweaintdyingforthis&amp;v=3gqwQ1ArL-U"> / weaintdyingforthis  </a></p><p>Crystle's Instagram: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbnJLNEx5MndFUF9DQXJFaDc2djAtaU9UbDAyQXxBQ3Jtc0ttRjRMelVTUThNQUtSRXQtNXIwQVZ4c1ctd2pZTlFETm1WaFJYaDFkQ1VUd2NOWU9CUExFbmdhdmQ4cDdRck9Bd1FDNlhzS0pMejhTU1pBd1BaUG9iTDJkR2lxMzVTc29faE9VMjBHdWVBY2otenNwSQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=3gqwQ1ArL-U"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbnJLNEx5MndFUF9DQXJFaDc2djAtaU9UbDAyQXxBQ3Jtc0ttRjRMelVTUThNQUtSRXQtNXIwQVZ4c1ctd2pZTlFETm1WaFJYaDFkQ1VUd2NOWU9CUExFbmdhdmQ4cDdRck9Bd1FDNlhzS0pMejhTU1pBd1BaUG9iTDJkR2lxMzVTc29faE9VMjBHdWVBY2otenNwSQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=3gqwQ1ArL-U"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbnJLNEx5MndFUF9DQXJFaDc2djAtaU9UbDAyQXxBQ3Jtc0ttRjRMelVTUThNQUtSRXQtNXIwQVZ4c1ctd2pZTlFETm1WaFJYaDFkQ1VUd2NOWU9CUExFbmdhdmQ4cDdRck9Bd1FDNlhzS0pMejhTU1pBd1BaUG9iTDJkR2lxMzVTc29faE9VMjBHdWVBY2otenNwSQ&amp;q=https%3A%2F%2Fwww.instagram.com%2Fthecrystlejohnson&amp;v=3gqwQ1ArL-U"> / thecrystlejohnson  </a></p><p>Crystle's LinkedIn: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbjJfbERmbTRTWTlCbjlHWnh4TnQzT2VESDhGUXxBQ3Jtc0tsUmhEWTlQYW9EVndreGdzbVptUjdyLWZHRTdHUHNEaFZuZXBaMG0xMGdHbV9QQmlLV0VIdEZXRHVPWHpQOGYtZkdKOFNINmVtbG1oQkllUG1TOXRmWEJ6ZmstSkhrT0xxSVloVEJjSUlnak1jR3VNdw&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=3gqwQ1ArL-U"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbjJfbERmbTRTWTlCbjlHWnh4TnQzT2VESDhGUXxBQ3Jtc0tsUmhEWTlQYW9EVndreGdzbVptUjdyLWZHRTdHUHNEaFZuZXBaMG0xMGdHbV9QQmlLV0VIdEZXRHVPWHpQOGYtZkdKOFNINmVtbG1oQkllUG1TOXRmWEJ6ZmstSkhrT0xxSVloVEJjSUlnak1jR3VNdw&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=3gqwQ1ArL-U"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbjJfbERmbTRTWTlCbjlHWnh4TnQzT2VESDhGUXxBQ3Jtc0tsUmhEWTlQYW9EVndreGdzbVptUjdyLWZHRTdHUHNEaFZuZXBaMG0xMGdHbV9QQmlLV0VIdEZXRHVPWHpQOGYtZkdKOFNINmVtbG1oQkllUG1TOXRmWEJ6ZmstSkhrT0xxSVloVEJjSUlnak1jR3VNdw&amp;q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fcrystlejohnson&amp;v=3gqwQ1ArL-U"> / crystlejohnson  </a></p><p>Crystle's TikTok: <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbThyMDlPeGI2cUFXakNkR185SUdsc1NOSVFmZ3xBQ3Jtc0trS2N6ckpCSGk3dkt2cTJmZTFtXzZoM0ZnanVicnVLN2dfdXI5SDVUYl9vZUNRSFhRY1hqS2N6UURHNlV6djVJM0k4cFZxUU9jNGxCdU5KX0tZbUdVdDdXam1ONFFVYmhOd1FIdXZYc3JINEh0eUxrZw&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=3gqwQ1ArL-U"> </a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbThyMDlPeGI2cUFXakNkR185SUdsc1NOSVFmZ3xBQ3Jtc0trS2N6ckpCSGk3dkt2cTJmZTFtXzZoM0ZnanVicnVLN2dfdXI5SDVUYl9vZUNRSFhRY1hqS2N6UURHNlV6djVJM0k4cFZxUU9jNGxCdU5KX0tZbUdVdDdXam1ONFFVYmhOd1FIdXZYc3JINEh0eUxrZw&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=3gqwQ1ArL-U"></a><a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbThyMDlPeGI2cUFXakNkR185SUdsc1NOSVFmZ3xBQ3Jtc0trS2N6ckpCSGk3dkt2cTJmZTFtXzZoM0ZnanVicnVLN2dfdXI5SDVUYl9vZUNRSFhRY1hqS2N6UURHNlV6djVJM0k4cFZxUU9jNGxCdU5KX0tZbUdVdDdXam1ONFFVYmhOd1FIdXZYc3JINEh0eUxrZw&amp;q=https%3A%2F%2Fwww.tiktok.com%2F%40iamcrystlejohnson&amp;v=3gqwQ1ArL-U"> / iamcrystlejohnson  </a></p>]]>
      </content:encoded>
      <itunes:duration>2166</itunes:duration>
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    </item>
    <item>
      <title>Grit, Resilience, and Innovation - Black Women in Tech</title>
      <description>Zach sits down with multi-hyphenate superstar Aniesia Williams to talk her journey, the landscape of tech, and her latest venture.

Learn more about Aniesia
https://www.linkedin.com/in/iamaniesia/

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Thu, 03 Apr 2025 05:00:00 -0000</pubDate>
      <itunes:title>Grit, Resilience, and Innovation - Black Women in Tech</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>12</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3b9269d2-103a-11f0-99fa-c3993f7adcab/image/defe7ef055b017f6f51f23b378e787a3.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Aniesia Williams is HER</itunes:subtitle>
      <itunes:summary>Zach sits down with multi-hyphenate superstar Aniesia Williams to talk her journey, the landscape of tech, and her latest venture.

Learn more about Aniesia
https://www.linkedin.com/in/iamaniesia/

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with multi-hyphenate superstar Aniesia Williams to talk her journey, the landscape of tech, and her latest venture.</p><p><br></p><p><a href="https://www.linkedin.com/in/iamaniesia/">Learn more about Aniesia</a></p><p>https://www.linkedin.com/in/iamaniesia/</p><p><br></p><p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>3277</itunes:duration>
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      <title>Merit and Competence</title>
      <description>Zach records a special podcast to reflect on the concepts of competence, merit, and other terms that only seem to matter when marginalized groups are the subject.</description>
      <pubDate>Fri, 28 Mar 2025 05:00:00 -0000</pubDate>
      <itunes:title>Merit and Competence</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>11</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>People just be saying whatever</itunes:subtitle>
      <itunes:summary>Zach records a special podcast to reflect on the concepts of competence, merit, and other terms that only seem to matter when marginalized groups are the subject.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach records a special podcast to reflect on the concepts of competence, merit, and other terms that only seem to matter when marginalized groups are the subject.</p>]]>
      </content:encoded>
      <itunes:duration>970</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6ee72df8-0b77-11f0-90b7-470db2742da1]]></guid>
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    <item>
      <title>Trump, Democracy, and the Future of Work</title>
      <description>Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Thu, 20 Mar 2025 05:00:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>9</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f6d49660-0505-11f0-986a-fb50f3caffe3/image/9e0612e20c6df6cb234a5f10131c4e9b.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p><br></p><p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>3901</itunes:duration>
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      <title>Why Data is Critical in the Present and Future of Work</title>
      <description>Zach sits down with executive at Workhuman Dr. Meisha ann-Martin to talk about the current landscape of HR at work and the role of data in the present and future of work.

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 11 Mar 2025 05:00:00 -0000</pubDate>
      <itunes:title>Why Data is Critical in the Present and Future of Work</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>10</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/35da01f6-fe30-11ef-a04c-d765bb1e9655/image/f96176fe1c1d9b9d603cd927e61f20b0.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Dr. Meisha-ann Martin</itunes:subtitle>
      <itunes:summary>Zach sits down with executive at Workhuman Dr. Meisha ann-Martin to talk about the current landscape of HR at work and the role of data in the present and future of work.

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with executive at Workhuman Dr. Meisha ann-Martin to talk about the current landscape of HR at work and the role of data in the present and future of work.</p><p><br></p><p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>3300</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Why  Veterans Matter</title>
      <description>Zach stis down with actor, author, speaker, entrepeneur, mentor, and veteran Rober Roy to talk about his journey and why veterans matter in the world of work.

Learn more about Rob Roy
https://bigthink.com/people/rob-roy/

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 04 Mar 2025 06:00:00 -0000</pubDate>
      <itunes:title>Why  Veterans Matter</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>9</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0428e4d4-f8a8-11ef-9458-3ff5b71b2f34/image/696c1a8a795c3028afb25b752d320c07.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Robert Roy</itunes:subtitle>
      <itunes:summary>Zach stis down with actor, author, speaker, entrepeneur, mentor, and veteran Rober Roy to talk about his journey and why veterans matter in the world of work.

Learn more about Rob Roy
https://bigthink.com/people/rob-roy/

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach stis down with actor, author, speaker, entrepeneur, mentor, and veteran Rober Roy to talk about his journey and why veterans matter in the world of work.</p><p><br></p><p><a href="https://bigthink.com/people/rob-roy/">Learn more about Rob Roy</a></p><p>https://bigthink.com/people/rob-roy/</p><p><br></p><p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>4061</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Leadership, Innovation, and the Future of Work at Intuit Toronto</title>
      <description>Zach sits down with Stef Macini, executive leader at Intuit to talk about her journey at Intuit and why their Toronto office is a premier place for the workforce of the future.
Learn more about Stef
https://ca.linkedin.com/in/stefaniamancini

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 25 Feb 2025 04:57:00 -0000</pubDate>
      <itunes:title>Leadership, Innovation, and the Future of Work at Intuit Toronto</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>8</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4d79799e-f350-11ef-ae19-5fcfb4ee0e2b/image/26a1c62cec37eb68419156d5131cf698.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Intuit</itunes:subtitle>
      <itunes:summary>Zach sits down with Stef Macini, executive leader at Intuit to talk about her journey at Intuit and why their Toronto office is a premier place for the workforce of the future.
Learn more about Stef
https://ca.linkedin.com/in/stefaniamancini

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Stef Macini, executive leader at Intuit to talk about her journey at Intuit and why their Toronto office is a premier place for the workforce of the future.</p><p><a href="https://ca.linkedin.com/in/stefaniamancini">Learn more about Stef</a></p><p>https://ca.linkedin.com/in/stefaniamancini</p><p><br></p><p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>3165</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Self-Preservation is a Myth</title>
      <description>Check out our merch!
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Learn more about Living Corporate's offerings and services.
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Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Thu, 20 Feb 2025 06:00:00 -0000</pubDate>
      <itunes:title>Self-Preservation is a Myth</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>6</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f223b85a-ef41-11ef-a074-2b4c10039d2b/image/71e38e92b47ad40933463e31b43e5134.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Community is Critical</itunes:subtitle>
      <itunes:summary>Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>1082</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f223b85a-ef41-11ef-a074-2b4c10039d2b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5248459197.mp3?updated=1740025499" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black History Month, Trump, and the Superbowl</title>
      <description>Zach sits down with consultant, speaker, executive, and leader Sacha Thompson about her firm and the criticality of psychological safety

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 11 Feb 2025 06:00:00 -0000</pubDate>
      <itunes:title>Black History Month, Trump, and the Superbowl</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>5</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/96e2ae92-e82f-11ef-93d4-a3c004837103/image/86ebcad8bd9de6e1b84bf3981455b685.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Sacha Thompson</itunes:subtitle>
      <itunes:summary>Zach sits down with consultant, speaker, executive, and leader Sacha Thompson about her firm and the criticality of psychological safety

Check out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with consultant, speaker, executive, and leader Sacha Thompson about her firm and the criticality of psychological safety</p><p><br></p><p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>3408</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[96e2ae92-e82f-11ef-93d4-a3c004837103]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4059476204.mp3?updated=1740024933" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>What is Trump Doing to Public Education?</title>
      <description>Zach sits down with professor, researcher, author, and speaker Dr. Derek Black to talk about Trump's admin, the history of public education, and the impact on employee experience.

Checkk out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Fri, 07 Feb 2025 06:00:00 -0000</pubDate>
      <itunes:title>Public Education and Employee Experience</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>4</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cfbd82b0-e504-11ef-b79e-7f462072fe0c/image/28a052afdc9d4e9fbced258373d0c0d4.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Derek Black</itunes:subtitle>
      <itunes:summary>Zach sits down with professor, researcher, author, and speaker Dr. Derek Black to talk about Trump's admin, the history of public education, and the impact on employee experience.

Checkk out our merch!
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with professor, researcher, author, and speaker Dr. Derek Black to talk about Trump's admin, the history of public education, and the impact on employee experience.</p><p><br></p><p><a href="https://living-corporate-shop.fourthwall.com/">Checkk out our merch</a>!</p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p>]]>
      </content:encoded>
      <itunes:duration>3425</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cfbd82b0-e504-11ef-b79e-7f462072fe0c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3287394875.mp3?updated=1738899731" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>What Does Sustainable DEI Look Like?</title>
      <description>Zach sits down with healthcare executive, consultant, speaker, and entrepreneur Amri Johnson to talk about his journey and the future of DEI work.
Check out our merch! 
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</description>
      <pubDate>Tue, 28 Jan 2025 06:34:18 -0000</pubDate>
      <itunes:title>What Does Sustainable DEI Look Like?</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>3</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/dc1de7ca-dd43-11ef-8161-7bbe6a741b7f/image/934fbd9cf64234c1f45cc2818df677ec.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Amri Johnson</itunes:subtitle>
      <itunes:summary>Zach sits down with healthcare executive, consultant, speaker, and entrepreneur Amri Johnson to talk about his journey and the future of DEI work.
Check out our merch! 
https://living-corporate-shop.fourthwall.com/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with healthcare executive, consultant, speaker, and entrepreneur Amri Johnson to talk about his journey and the future of DEI work.</p><p><a href="https://living-corporate-shop.fourthwall.com/">Check out our merch</a>! </p><p>https://living-corporate-shop.fourthwall.com/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3356</itunes:duration>
      <guid isPermaLink="false"><![CDATA[dc1de7ca-dd43-11ef-8161-7bbe6a741b7f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3052056075.mp3?updated=1738047201" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Welcoming NunnAbove to Living Corporate </title>
      <description>In a special announcement, Zach welcomes his siblings Cadence, Mattie, Wisdom, and Bennett to Living Corporate to announce their podcast on Living Corporate's network.</description>
      <pubDate>Tue, 21 Jan 2025 06:07:44 -0000</pubDate>
      <itunes:title>Welcoming NunnAbove to Living Corporate</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>4</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f6056f2c-d7bd-11ef-ba00-f3baf27bc9d9/image/cd84017dfe2d865dd0ae4361f98477e1.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Welcoming NunnAbove to Living Corporate</itunes:subtitle>
      <itunes:summary>In a special announcement, Zach welcomes his siblings Cadence, Mattie, Wisdom, and Bennett to Living Corporate to announce their podcast on Living Corporate's network.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In a special announcement, Zach welcomes his siblings Cadence, Mattie, Wisdom, and Bennett to Living Corporate to announce their podcast on Living Corporate's network.</p>]]>
      </content:encoded>
      <itunes:duration>540</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f6056f2c-d7bd-11ef-ba00-f3baf27bc9d9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2221303510.mp3?updated=1737439936" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Inclusivity and Event Planning</title>
      <description>Zach sits down with entrepreneur, speaker, and mentor Jennifer Lucio Vargas about the importance if building inclusive events.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 14 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Inclusivity and Event Planning</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>2</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d0090734-d231-11ef-b531-2b2cfff3eb70/image/ad333fb09dbf95706c171c3425841395.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Inclusivity and Event Planning</itunes:subtitle>
      <itunes:summary>Zach sits down with entrepreneur, speaker, and mentor Jennifer Lucio Vargas about the importance if building inclusive events.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Join our Patreon!
https://www.patreon.com/livingcorporate

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with entrepreneur, speaker, and mentor Jennifer Lucio Vargas about the importance if building inclusive events.</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p><a href="https://www.patreon.com/livingcorporate">Join our Patreon</a>!</p><p>https://www.patreon.com/livingcorporate</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2743</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d0090734-d231-11ef-b531-2b2cfff3eb70]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7975017055.mp3?updated=1736830089" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Understanding Power Sharing &amp; Leadership</title>
      <description>Zach sits down again with Dr. Laura Roberts to talk about her work, leadership, and the idea of power dynamics at work

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 07 Jan 2025 06:24:54 -0000</pubDate>
      <itunes:title>Understanding Power Sharing &amp; Leadership</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>872</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/68ab9294-ccc0-11ef-b690-a786aa86c121/image/1f4596916f1d9922b2450fda8d97ec28.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Understanding Power Sharing &amp; Leadership</itunes:subtitle>
      <itunes:summary>Zach sits down again with Dr. Laura Roberts to talk about her work, leadership, and the idea of power dynamics at work

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with Dr. Laura Roberts to talk about her work, leadership, and the idea of power dynamics at work</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>4520</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[68ab9294-ccc0-11ef-b690-a786aa86c121]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8804312725.mp3?updated=1736231524" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Happy New Year - Living Corporate Season 8</title>
      <description>Zach shares a message recapping 2024 and what to expect from Living Corporate in 2025.</description>
      <pubDate>Sat, 04 Jan 2025 14:40:26 -0000</pubDate>
      <itunes:title>Happy New Year - Living Corporate Season 8</itunes:title>
      <itunes:episodeType>trailer</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>1</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7348b306-caab-11ef-b55d-737370c39351/image/9619833ef29e2025557d1f94b1d25b03.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Happy New Year - Living Corporate Season 8</itunes:subtitle>
      <itunes:summary>Zach shares a message recapping 2024 and what to expect from Living Corporate in 2025.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach shares a message recapping 2024 and what to expect from Living Corporate in 2025.</p>]]>
      </content:encoded>
      <itunes:duration>938</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[7348b306-caab-11ef-b55d-737370c39351]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2068484937.mp3?updated=1736002621" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title> Loving Accountability As Liberation w./ Brittany</title>
      <description>In episode 22 of We Ain’t Dying For This, Crystle Johnson welcomes Brittany to discuss the power of loving accountability as a path to liberation. True freedom requires honesty and accountability, both with ourselves and those we care about. In this episode, Brittany shares her journey of embracing loving accountability to foster growth, healing, and authentic relationships. Discover how holding yourself and others accountable with love can lead to deeper connections and greater empowerment.

In This Episode:

The importance of loving accountability in personal growth
How to cultivate healthy and honest relationships
Using accountability as a tool for liberation and empowerment
✨ Join Crystle Johnson &amp; Brittany for a transformative conversation on honesty, growth, and the power of loving accountability.
Subscribe for more episodes on empowerment, self-love, and living authentically.
Thanks For watching My Video : Session 1 - EP 22  We Ain’t Dying For This: Loving Accountability As Liberation w./ Brittany 
#CrystleJohnson #LovingAccountability #PersonalGrowth #Empowerment #Liberation #AuthenticRelationships #WeAintDyingForThis #Accountability #SelfEmpowerment #Podcast</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title> Loving Accountability As Liberation w./ Brittany</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>22</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/38a45902-ccb4-11ef-ae01-ff717d161b7f/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle> Loving Accountability As Liberation w./ Brittany</itunes:subtitle>
      <itunes:summary>In episode 22 of We Ain’t Dying For This, Crystle Johnson welcomes Brittany to discuss the power of loving accountability as a path to liberation. True freedom requires honesty and accountability, both with ourselves and those we care about. In this episode, Brittany shares her journey of embracing loving accountability to foster growth, healing, and authentic relationships. Discover how holding yourself and others accountable with love can lead to deeper connections and greater empowerment.

In This Episode:

The importance of loving accountability in personal growth
How to cultivate healthy and honest relationships
Using accountability as a tool for liberation and empowerment
✨ Join Crystle Johnson &amp; Brittany for a transformative conversation on honesty, growth, and the power of loving accountability.
Subscribe for more episodes on empowerment, self-love, and living authentically.
Thanks For watching My Video : Session 1 - EP 22  We Ain’t Dying For This: Loving Accountability As Liberation w./ Brittany 
#CrystleJohnson #LovingAccountability #PersonalGrowth #Empowerment #Liberation #AuthenticRelationships #WeAintDyingForThis #Accountability #SelfEmpowerment #Podcast</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 22 of We Ain’t Dying For This, Crystle Johnson welcomes Brittany to discuss the power of loving accountability as a path to liberation. True freedom requires honesty and accountability, both with ourselves and those we care about. In this episode, Brittany shares her journey of embracing loving accountability to foster growth, healing, and authentic relationships. Discover how holding yourself and others accountable with love can lead to deeper connections and greater empowerment.</p><p><br></p><p>In This Episode:</p><p><br></p><p>The importance of loving accountability in personal growth</p><p>How to cultivate healthy and honest relationships</p><p>Using accountability as a tool for liberation and empowerment</p><p>✨ Join Crystle Johnson &amp; Brittany for a transformative conversation on honesty, growth, and the power of loving accountability.</p><p>Subscribe for more episodes on empowerment, self-love, and living authentically.</p><p>Thanks For watching My Video : Session 1 - EP 22  We Ain’t Dying For This: Loving Accountability As Liberation w./ Brittany </p><p><a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/lovingaccountability">#LovingAccountability</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/liberation">#Liberation</a> <a href="https://www.youtube.com/hashtag/authenticrelationships">#AuthenticRelationships</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/accountability">#Accountability</a> <a href="https://www.youtube.com/hashtag/selfempowerment">#SelfEmpowerment</a> <a href="https://www.youtube.com/hashtag/podcast">#Podcast</a></p>]]>
      </content:encoded>
      <itunes:duration>4586</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[38a45902-ccb4-11ef-ae01-ff717d161b7f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3882483552.mp3?updated=1736226290" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Boundaries As Liberation w. Jessica Pharm</title>
      <description>In episode 20 of We Ain’t Dying For This, Crystle Johnson sits down with Jessica Pharm to discuss the power of boundaries as a path to liberation. Setting boundaries is an essential act of self-respect and self-care, but it can also be a radical step toward living a free, authentic life. Jessica shares her insights and experiences on establishing boundaries that honor her well-being and create space for growth and fulfillment.

This episode is for anyone ready to embrace boundaries as a tool for empowerment, helping you to protect your energy, cultivate healthier relationships, and live more authentically.

In This Episode:

The importance of boundaries in achieving personal freedom
Practical tips for setting and maintaining healthy boundaries
How boundaries can empower you to live authentically
Personal stories of resilience and self-liberation
✨ Join Crystle Johnson &amp; Jessica Pharm in this enlightening discussion on boundaries and empowerment!
Subscribe for more insightful episodes on personal growth, liberation, and living fully.
Thanks For Watching My Video : Session 1 - EP20  We Ain t Dying For This  Boundaries As Liberation w. Jessica Pharm
#CrystleJohnson #JessicaPharm #BoundariesAsLiberation #WeAintDyingForThis #PersonalGrowth #Empowerment #HealthyBoundaries #SelfCare #AuthenticLiving #Liberation</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Boundaries As Liberation w. Jessica Pharm</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>20</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/329fd4de-ccb2-11ef-af6f-8b5721636d01/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Boundaries As Liberation w. Jessica Pharm</itunes:subtitle>
      <itunes:summary>In episode 20 of We Ain’t Dying For This, Crystle Johnson sits down with Jessica Pharm to discuss the power of boundaries as a path to liberation. Setting boundaries is an essential act of self-respect and self-care, but it can also be a radical step toward living a free, authentic life. Jessica shares her insights and experiences on establishing boundaries that honor her well-being and create space for growth and fulfillment.

This episode is for anyone ready to embrace boundaries as a tool for empowerment, helping you to protect your energy, cultivate healthier relationships, and live more authentically.

In This Episode:

The importance of boundaries in achieving personal freedom
Practical tips for setting and maintaining healthy boundaries
How boundaries can empower you to live authentically
Personal stories of resilience and self-liberation
✨ Join Crystle Johnson &amp; Jessica Pharm in this enlightening discussion on boundaries and empowerment!
Subscribe for more insightful episodes on personal growth, liberation, and living fully.
Thanks For Watching My Video : Session 1 - EP20  We Ain t Dying For This  Boundaries As Liberation w. Jessica Pharm
#CrystleJohnson #JessicaPharm #BoundariesAsLiberation #WeAintDyingForThis #PersonalGrowth #Empowerment #HealthyBoundaries #SelfCare #AuthenticLiving #Liberation</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 20 of We Ain’t Dying For This, Crystle Johnson sits down with Jessica Pharm to discuss the power of boundaries as a path to liberation. Setting boundaries is an essential act of self-respect and self-care, but it can also be a radical step toward living a free, authentic life. Jessica shares her insights and experiences on establishing boundaries that honor her well-being and create space for growth and fulfillment.</p><p><br></p><p>This episode is for anyone ready to embrace boundaries as a tool for empowerment, helping you to protect your energy, cultivate healthier relationships, and live more authentically.</p><p><br></p><p>In This Episode:</p><p><br></p><p>The importance of boundaries in achieving personal freedom</p><p>Practical tips for setting and maintaining healthy boundaries</p><p>How boundaries can empower you to live authentically</p><p>Personal stories of resilience and self-liberation</p><p>✨ Join Crystle Johnson &amp; Jessica Pharm in this enlightening discussion on boundaries and empowerment!</p><p>Subscribe for more insightful episodes on personal growth, liberation, and living fully.</p><p>Thanks For Watching My Video : Session 1 - EP20  We Ain t Dying For This  Boundaries As Liberation w. Jessica Pharm</p><p><a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/jessicapharm">#JessicaPharm</a> <a href="https://www.youtube.com/hashtag/boundariesasliberation">#BoundariesAsLiberation</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/healthyboundaries">#HealthyBoundaries</a> <a href="https://www.youtube.com/hashtag/selfcare">#SelfCare</a> <a href="https://www.youtube.com/hashtag/authenticliving">#AuthenticLiving</a> <a href="https://www.youtube.com/hashtag/liberation">#Liberation</a></p>]]>
      </content:encoded>
      <itunes:duration>2531</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[329fd4de-ccb2-11ef-af6f-8b5721636d01]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8820269269.mp3?updated=1736225420" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Pruning Your Purpose As Liberation W. Katherine Castro</title>
      <description>In episode 9 of We Ain’t Dying For This, Crystle Johnson and special guest Katherine Castro dive into the powerful process of pruning your purpose to find true liberation. This episode is all about cutting away what no longer serves you, making room for growth, and aligning more deeply with your true calling. Katherine brings her unique insights to help you understand how refining and redefining your purpose can lead to freedom and fulfillment.

Discover how embracing change, letting go, and saying "no" can be transformative steps on the path to liberation. If you're feeling stuck, overwhelmed, or unclear on your direction, this episode offers practical steps to realign and reclaim your path.

In This Episode:

Understanding the importance of "pruning" in personal growth
How to identify what no longer serves your purpose
Strategies for making room for new opportunities
Embracing purpose as a path to freedom and fulfillment
✨ Join Crystle Johnson &amp; Katherine Castro on this journey to liberation. Hit subscribe for more empowering discussions that inspire transformation and growth.</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Pruning Your Purpose As Liberation W. Katherine Castro</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>9</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8667e7b6-ccab-11ef-9b01-73309483b959/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Pruning Your Purpose As Liberation W. Katherine Castro</itunes:subtitle>
      <itunes:summary>In episode 9 of We Ain’t Dying For This, Crystle Johnson and special guest Katherine Castro dive into the powerful process of pruning your purpose to find true liberation. This episode is all about cutting away what no longer serves you, making room for growth, and aligning more deeply with your true calling. Katherine brings her unique insights to help you understand how refining and redefining your purpose can lead to freedom and fulfillment.

Discover how embracing change, letting go, and saying "no" can be transformative steps on the path to liberation. If you're feeling stuck, overwhelmed, or unclear on your direction, this episode offers practical steps to realign and reclaim your path.

In This Episode:

Understanding the importance of "pruning" in personal growth
How to identify what no longer serves your purpose
Strategies for making room for new opportunities
Embracing purpose as a path to freedom and fulfillment
✨ Join Crystle Johnson &amp; Katherine Castro on this journey to liberation. Hit subscribe for more empowering discussions that inspire transformation and growth.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 9 of We Ain’t Dying For This, Crystle Johnson and special guest Katherine Castro dive into the powerful process of pruning your purpose to find true liberation. This episode is all about cutting away what no longer serves you, making room for growth, and aligning more deeply with your true calling. Katherine brings her unique insights to help you understand how refining and redefining your purpose can lead to freedom and fulfillment.</p><p><br></p><p>Discover how embracing change, letting go, and saying "no" can be transformative steps on the path to liberation. If you're feeling stuck, overwhelmed, or unclear on your direction, this episode offers practical steps to realign and reclaim your path.</p><p><br></p><p>In This Episode:</p><p><br></p><p>Understanding the importance of "pruning" in personal growth</p><p>How to identify what no longer serves your purpose</p><p>Strategies for making room for new opportunities</p><p>Embracing purpose as a path to freedom and fulfillment</p><p>✨ Join Crystle Johnson &amp; Katherine Castro on this journey to liberation. Hit subscribe for more empowering discussions that inspire transformation and growth.</p><p><br></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3334</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8667e7b6-ccab-11ef-9b01-73309483b959]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3949531008.mp3?updated=1736222555" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Redeem Your Self As Liberation W./ Kimberly Pack</title>
      <description>Session 1 - EP 13 - Redeem Your Self As Liberation | Featuring Kimberly Pack

In episode 13 of We Ain’t Dying For This, Crystle Johnson and special guest Kimberly Pack delve into the profound journey of self-redemption as a path to liberation. This episode is all about reclaiming your worth, embracing forgiveness, and letting go of past judgments to step into your truest self. Kimberly shares her own experiences and actionable insights to inspire you to release old burdens and rebuild a foundation of self-worth and self-love.

For anyone seeking to reconnect with their authentic self and break free from the past, this episode provides a powerful roadmap toward healing and personal growth.

In This Episode:

Steps to redeem and redefine your self-worth
Embracing forgiveness as a tool for liberation
Letting go of limiting beliefs and reclaiming your identity
Finding strength through self-compassion and self-love
✨ Join Crystle Johnson &amp; Kimberly Pack in this empowering conversation. Subscribe for more episodes on personal growth, healing, and the journey to true liberation.
Share This Video Your Friends Family and the world : Session 1- EP 13 - Redeem Your Self As Liberation W./ Kimberly Pack #personalgrowth #crystlejohnson

#CrystleJohnson #KimberlyPack #RedeemYourSelf #Liberation #PersonalGrowth #WeAintDyingForThis #SelfRedemption #SelfLove #HealingJourney #Empowerment</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Redeem Your Self As Liberation W./ Kimberly Pack</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>13</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/660962c2-ccad-11ef-9dfc-577a6d53ae64/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Redeem Your Self As Liberation W./ Kimberly Pack</itunes:subtitle>
      <itunes:summary>Session 1 - EP 13 - Redeem Your Self As Liberation | Featuring Kimberly Pack

In episode 13 of We Ain’t Dying For This, Crystle Johnson and special guest Kimberly Pack delve into the profound journey of self-redemption as a path to liberation. This episode is all about reclaiming your worth, embracing forgiveness, and letting go of past judgments to step into your truest self. Kimberly shares her own experiences and actionable insights to inspire you to release old burdens and rebuild a foundation of self-worth and self-love.

For anyone seeking to reconnect with their authentic self and break free from the past, this episode provides a powerful roadmap toward healing and personal growth.

In This Episode:

Steps to redeem and redefine your self-worth
Embracing forgiveness as a tool for liberation
Letting go of limiting beliefs and reclaiming your identity
Finding strength through self-compassion and self-love
✨ Join Crystle Johnson &amp; Kimberly Pack in this empowering conversation. Subscribe for more episodes on personal growth, healing, and the journey to true liberation.
Share This Video Your Friends Family and the world : Session 1- EP 13 - Redeem Your Self As Liberation W./ Kimberly Pack #personalgrowth #crystlejohnson

#CrystleJohnson #KimberlyPack #RedeemYourSelf #Liberation #PersonalGrowth #WeAintDyingForThis #SelfRedemption #SelfLove #HealingJourney #Empowerment</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Session 1 - EP 13 - Redeem Your Self As Liberation | Featuring Kimberly Pack</p><p><br></p><p>In episode 13 of We Ain’t Dying For This, Crystle Johnson and special guest Kimberly Pack delve into the profound journey of self-redemption as a path to liberation. This episode is all about reclaiming your worth, embracing forgiveness, and letting go of past judgments to step into your truest self. Kimberly shares her own experiences and actionable insights to inspire you to release old burdens and rebuild a foundation of self-worth and self-love.</p><p><br></p><p>For anyone seeking to reconnect with their authentic self and break free from the past, this episode provides a powerful roadmap toward healing and personal growth.</p><p><br></p><p>In This Episode:</p><p><br></p><p>Steps to redeem and redefine your self-worth</p><p>Embracing forgiveness as a tool for liberation</p><p>Letting go of limiting beliefs and reclaiming your identity</p><p>Finding strength through self-compassion and self-love</p><p>✨ Join Crystle Johnson &amp; Kimberly Pack in this empowering conversation. Subscribe for more episodes on personal growth, healing, and the journey to true liberation.</p><p>Share This Video Your Friends Family and the world : Session 1- EP 13 - Redeem Your Self As Liberation W./ Kimberly Pack <a href="https://www.youtube.com/hashtag/personalgrowth">#personalgrowth</a> <a href="https://www.youtube.com/hashtag/crystlejohnson">#crystlejohnson</a></p><h2>
<a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/kimberlypack">#KimberlyPack</a> <a href="https://www.youtube.com/hashtag/redeemyourself">#RedeemYourSelf</a> <a href="https://www.youtube.com/hashtag/liberation">#Liberation</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/selfredemption">#SelfRedemption</a> <a href="https://www.youtube.com/hashtag/selflove">#SelfLove</a> <a href="https://www.youtube.com/hashtag/healingjourney">#HealingJourney</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a>
</h2><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2914</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[660962c2-ccad-11ef-9dfc-577a6d53ae64]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4664136189.mp3?updated=1736223359" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Boundaries w Self as Liberation w. Stephanie Paul</title>
      <description>In episode 25 of We Ain’t Dying For This, Crystle Johnson sits down with Stephanie Paul to discuss the power of setting boundaries with oneself as a crucial step toward liberation. This episode explores the importance of self-discipline, self-awareness, and creating healthy limits that honor your well-being. Stephanie shares her experiences of using personal boundaries as a tool for empowerment, growth, and living authentically.

In This Episode:

The importance of setting personal boundaries for self-liberation
How self-awareness and discipline can lead to greater freedom
Strategies for maintaining boundaries that support your mental and emotional health
✨ Join Crystle Johnson &amp; Stephanie Paul for an eye-opening discussion on self-boundaries, empowerment, and living a liberated life.
Subscribe for more episodes on self-discovery, empowerment, and living with intention.

Thanks For Watching My Video : Session 1 - EP 25  - We Ain’t Dying For This:  Boundaries w  Self as Liberation w. Stephanie Paul

#CrystleJohnson #StephaniePaul #BoundariesWithSelf #PersonalGrowth #Empowerment #WeAintDyingForThis #SelfAwareness #AuthenticLiving #MentalWellBeing #Podcast</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Boundaries w Self as Liberation w. Stephanie Paul</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>25</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c15ea8ac-ccb8-11ef-a5c6-8b358842818a/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Boundaries w Self as Liberation w. Stephanie Paul</itunes:subtitle>
      <itunes:summary>In episode 25 of We Ain’t Dying For This, Crystle Johnson sits down with Stephanie Paul to discuss the power of setting boundaries with oneself as a crucial step toward liberation. This episode explores the importance of self-discipline, self-awareness, and creating healthy limits that honor your well-being. Stephanie shares her experiences of using personal boundaries as a tool for empowerment, growth, and living authentically.

In This Episode:

The importance of setting personal boundaries for self-liberation
How self-awareness and discipline can lead to greater freedom
Strategies for maintaining boundaries that support your mental and emotional health
✨ Join Crystle Johnson &amp; Stephanie Paul for an eye-opening discussion on self-boundaries, empowerment, and living a liberated life.
Subscribe for more episodes on self-discovery, empowerment, and living with intention.

Thanks For Watching My Video : Session 1 - EP 25  - We Ain’t Dying For This:  Boundaries w  Self as Liberation w. Stephanie Paul

#CrystleJohnson #StephaniePaul #BoundariesWithSelf #PersonalGrowth #Empowerment #WeAintDyingForThis #SelfAwareness #AuthenticLiving #MentalWellBeing #Podcast</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 25 of We Ain’t Dying For This, Crystle Johnson sits down with Stephanie Paul to discuss the power of setting boundaries with oneself as a crucial step toward liberation. This episode explores the importance of self-discipline, self-awareness, and creating healthy limits that honor your well-being. Stephanie shares her experiences of using personal boundaries as a tool for empowerment, growth, and living authentically.</p><p><br></p><p>In This Episode:</p><p><br></p><p>The importance of setting personal boundaries for self-liberation</p><p>How self-awareness and discipline can lead to greater freedom</p><p>Strategies for maintaining boundaries that support your mental and emotional health</p><p>✨ Join Crystle Johnson &amp; Stephanie Paul for an eye-opening discussion on self-boundaries, empowerment, and living a liberated life.</p><p>Subscribe for more episodes on self-discovery, empowerment, and living with intention.</p><p><br></p><p>Thanks For Watching My Video : Session 1 - EP 25  - We Ain’t Dying For This:  Boundaries w  Self as Liberation w. Stephanie Paul</p><p><br></p><p><a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/stephaniepaul">#StephaniePaul</a> <a href="https://www.youtube.com/hashtag/boundarieswithself">#BoundariesWithSelf</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/selfawareness">#SelfAwareness</a> <a href="https://www.youtube.com/hashtag/authenticliving">#AuthenticLiving</a> <a href="https://www.youtube.com/hashtag/mentalwellbeing">#MentalWellBeing</a> <a href="https://www.youtube.com/hashtag/podcast">#Podcast</a></p>]]>
      </content:encoded>
      <itunes:duration>3550</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c15ea8ac-ccb8-11ef-a5c6-8b358842818a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8964018941.mp3?updated=1736228237" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Redefining resilience as liberation with Lauren Dike</title>
      <description>n episode 16 of We Ain’t Dying For This, Crystle Johnson engages in a powerful conversation with Lauren Dike about redefining resilience as a pathway to liberation. Resilience is often viewed as merely bouncing back from adversity, but this episode challenges that notion by exploring how true resilience can empower us to thrive and embrace our authentic selves.

Lauren shares her personal journey and insights on how to cultivate a resilient mindset that not only withstands challenges but also propels you toward a liberated and fulfilled life. This episode offers valuable tools for transforming adversity into strength and liberation.

In This Episode:

Understanding resilience beyond survival—embracing it as liberation
Practical strategies for cultivating a resilient mindset
How to transform challenges into opportunities for growth
Inspiring stories of triumph and empowerment
✨ Join Crystle Johnson &amp; Lauren Dike in this empowering discussion! Subscribe for more enlightening conversations on resilience, personal growth, and living authentically.

#CrystleJohnson #LaurenDike #RedefiningResilience #Liberation #PersonalGrowth #WeAintDyingForThis #Empowerment #ThrivingThroughAdversity #MindsetShift #AuthenticLiving</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Redefining resilience as liberation with Lauren Dike</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>16</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/69043c08-ccae-11ef-968d-2755d35646ea/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Redefining resilience as liberation with Lauren Dike</itunes:subtitle>
      <itunes:summary>n episode 16 of We Ain’t Dying For This, Crystle Johnson engages in a powerful conversation with Lauren Dike about redefining resilience as a pathway to liberation. Resilience is often viewed as merely bouncing back from adversity, but this episode challenges that notion by exploring how true resilience can empower us to thrive and embrace our authentic selves.

Lauren shares her personal journey and insights on how to cultivate a resilient mindset that not only withstands challenges but also propels you toward a liberated and fulfilled life. This episode offers valuable tools for transforming adversity into strength and liberation.

In This Episode:

Understanding resilience beyond survival—embracing it as liberation
Practical strategies for cultivating a resilient mindset
How to transform challenges into opportunities for growth
Inspiring stories of triumph and empowerment
✨ Join Crystle Johnson &amp; Lauren Dike in this empowering discussion! Subscribe for more enlightening conversations on resilience, personal growth, and living authentically.

#CrystleJohnson #LaurenDike #RedefiningResilience #Liberation #PersonalGrowth #WeAintDyingForThis #Empowerment #ThrivingThroughAdversity #MindsetShift #AuthenticLiving</itunes:summary>
      <content:encoded>
        <![CDATA[<p>n episode 16 of We Ain’t Dying For This, Crystle Johnson engages in a powerful conversation with Lauren Dike about redefining resilience as a pathway to liberation. Resilience is often viewed as merely bouncing back from adversity, but this episode challenges that notion by exploring how true resilience can empower us to thrive and embrace our authentic selves.</p><p><br></p><p>Lauren shares her personal journey and insights on how to cultivate a resilient mindset that not only withstands challenges but also propels you toward a liberated and fulfilled life. This episode offers valuable tools for transforming adversity into strength and liberation.</p><p><br></p><p>In This Episode:</p><p><br></p><p>Understanding resilience beyond survival—embracing it as liberation</p><p>Practical strategies for cultivating a resilient mindset</p><p>How to transform challenges into opportunities for growth</p><p>Inspiring stories of triumph and empowerment</p><p>✨ Join Crystle Johnson &amp; Lauren Dike in this empowering discussion! Subscribe for more enlightening conversations on resilience, personal growth, and living authentically.</p><p><br></p><p><a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/laurendike">#LaurenDike</a> <a href="https://www.youtube.com/hashtag/redefiningresilience">#RedefiningResilience</a> <a href="https://www.youtube.com/hashtag/liberation">#Liberation</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/thrivingthroughadversity">#ThrivingThroughAdversity</a> <a href="https://www.youtube.com/hashtag/mindsetshift">#MindsetShift</a> <a href="https://www.youtube.com/hashtag/authenticliving">#AuthenticLiving</a></p>]]>
      </content:encoded>
      <itunes:duration>1219</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[69043c08-ccae-11ef-968d-2755d35646ea]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4735210006.mp3?updated=1736223794" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Love &amp; Healing As Liberation w. Fatima Mann</title>
      <description>In this transformative conversation, Fatima Mann, a social justice advocate and healer, joins Crystle Johnson to explore the powerful relationship between love, healing, and liberation. Together, they unpack the necessity of emotional and spiritual healing in the fight for justice, and how communities can move towards liberation through collective care and love.

✨ Topics Covered:

Healing as a revolutionary act
The role of love in social justice movements
Strategies for community care and resilience
Liberation through self-awareness and compassion
💬 Join the Conversation: How can we prioritize healing in our daily lives? Share your thoughts in the comments below!</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Love &amp; Healing As Liberation w. Fatima Mann</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>21</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6fa65754-ccb2-11ef-9439-07b3ea99b564/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Love &amp; Healing As Liberation w. Fatima Mann</itunes:subtitle>
      <itunes:summary>In this transformative conversation, Fatima Mann, a social justice advocate and healer, joins Crystle Johnson to explore the powerful relationship between love, healing, and liberation. Together, they unpack the necessity of emotional and spiritual healing in the fight for justice, and how communities can move towards liberation through collective care and love.

✨ Topics Covered:

Healing as a revolutionary act
The role of love in social justice movements
Strategies for community care and resilience
Liberation through self-awareness and compassion
💬 Join the Conversation: How can we prioritize healing in our daily lives? Share your thoughts in the comments below!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this transformative conversation, Fatima Mann, a social justice advocate and healer, joins Crystle Johnson to explore the powerful relationship between love, healing, and liberation. Together, they unpack the necessity of emotional and spiritual healing in the fight for justice, and how communities can move towards liberation through collective care and love.</p><p><br></p><p>✨ Topics Covered:</p><p><br></p><p>Healing as a revolutionary act</p><p>The role of love in social justice movements</p><p>Strategies for community care and resilience</p><p>Liberation through self-awareness and compassion</p><p>💬 Join the Conversation: How can we prioritize healing in our daily lives? Share your thoughts in the comments below!</p><p><br></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3623</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6fa65754-ccb2-11ef-9439-07b3ea99b564]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2851915590.mp3?updated=1736225523" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Opting Out As Liberation W. Deandra Coleman</title>
      <description>In episode 18 of We Ain’t Dying For This, Crystle Johnson sits down with Deandra Coleman to explore the empowering act of “opting out” as a form of liberation. In a society filled with expectations and pressures, choosing to step back from roles, obligations, or mindsets that don’t serve us can be a radical path to freedom and fulfillment. Deandra shares her journey of opting out of norms that no longer align with her true self, illustrating how letting go can be a powerful step toward reclaiming your life.

This episode is for anyone feeling overwhelmed by societal demands and ready to embrace a life that truly resonates with their values and desires.

In This Episode:

The power of “opting out” as a choice for liberation
How to identify and release limiting roles and expectations
Steps to create a life aligned with your true self
Inspiring stories of self-empowerment and courage
✨ Join Crystle Johnson &amp; Deandra Coleman in this transformative conversation on choosing freedom and living authentically! Subscribe for more insightful discussions on self-liberation, growth, and personal empowerment.
Thanks for Watching My Video : Session 1 - EP18 - We Ain t Dying For This  Opting Out As Liberation W.  Deandra Coleman 
#CrystleJohnson #DeandraColeman #OptingOut #Liberation #PersonalGrowth #WeAintDyingForThis #Empowerment #AuthenticLiving #Freedom #SelfDiscovery</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Opting Out As Liberation W. Deandra Coleman</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>18</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fa1eda6c-ccaf-11ef-995c-8f9ce8a7350c/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Opting Out As Liberation W. Deandra Coleman</itunes:subtitle>
      <itunes:summary>In episode 18 of We Ain’t Dying For This, Crystle Johnson sits down with Deandra Coleman to explore the empowering act of “opting out” as a form of liberation. In a society filled with expectations and pressures, choosing to step back from roles, obligations, or mindsets that don’t serve us can be a radical path to freedom and fulfillment. Deandra shares her journey of opting out of norms that no longer align with her true self, illustrating how letting go can be a powerful step toward reclaiming your life.

This episode is for anyone feeling overwhelmed by societal demands and ready to embrace a life that truly resonates with their values and desires.

In This Episode:

The power of “opting out” as a choice for liberation
How to identify and release limiting roles and expectations
Steps to create a life aligned with your true self
Inspiring stories of self-empowerment and courage
✨ Join Crystle Johnson &amp; Deandra Coleman in this transformative conversation on choosing freedom and living authentically! Subscribe for more insightful discussions on self-liberation, growth, and personal empowerment.
Thanks for Watching My Video : Session 1 - EP18 - We Ain t Dying For This  Opting Out As Liberation W.  Deandra Coleman 
#CrystleJohnson #DeandraColeman #OptingOut #Liberation #PersonalGrowth #WeAintDyingForThis #Empowerment #AuthenticLiving #Freedom #SelfDiscovery</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 18 of We Ain’t Dying For This, Crystle Johnson sits down with Deandra Coleman to explore the empowering act of “opting out” as a form of liberation. In a society filled with expectations and pressures, choosing to step back from roles, obligations, or mindsets that don’t serve us can be a radical path to freedom and fulfillment. Deandra shares her journey of opting out of norms that no longer align with her true self, illustrating how letting go can be a powerful step toward reclaiming your life.</p><p><br></p><p>This episode is for anyone feeling overwhelmed by societal demands and ready to embrace a life that truly resonates with their values and desires.</p><p><br></p><p>In This Episode:</p><p><br></p><p>The power of “opting out” as a choice for liberation</p><p>How to identify and release limiting roles and expectations</p><p>Steps to create a life aligned with your true self</p><p>Inspiring stories of self-empowerment and courage</p><p>✨ Join Crystle Johnson &amp; Deandra Coleman in this transformative conversation on choosing freedom and living authentically! Subscribe for more insightful discussions on self-liberation, growth, and personal empowerment.</p><p>Thanks for Watching My Video : Session 1 - EP18 - We Ain t Dying For This  Opting Out As Liberation W.  Deandra Coleman </p><p><a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/deandracoleman">#DeandraColeman</a> <a href="https://www.youtube.com/hashtag/optingout">#OptingOut</a> <a href="https://www.youtube.com/hashtag/liberation">#Liberation</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/authenticliving">#AuthenticLiving</a> <a href="https://www.youtube.com/hashtag/freedom">#Freedom</a> <a href="https://www.youtube.com/hashtag/selfdiscovery">#SelfDiscovery</a></p>]]>
      </content:encoded>
      <itunes:duration>2639</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[fa1eda6c-ccaf-11ef-995c-8f9ce8a7350c]]></guid>
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    </item>
    <item>
      <title>Parenting As Liberation W. Chloe Sosa - Jarrett </title>
      <description>In episode 10 of We Ain’t Dying For This, Crystle Johnson is joined by Chloe Sosa-Jarrett for an inspiring discussion on how parenting can be a path to liberation. Together, they explore the unique challenges and rewards of parenting with intentionality, purpose, and freedom at its core. Chloe shares insights on breaking generational cycles, empowering children, and embracing parenting as a journey of mutual growth.

This episode sheds light on how cultivating liberation through parenting not only shapes the next generation but also deepens your personal journey. Whether you’re a parent, future parent, or simply curious about how family impacts personal growth, this conversation will inspire and uplift.

In This Episode:

Redefining parenting as a path to personal and collective liberation
Strategies for breaking generational cycles and instilling values of freedom
How to empower your children while growing yourself
Parenting insights that promote mutual healing and growth
✨ Don’t miss this transformative discussion with Crystle Johnson and Chloe Sosa-Jarrett! Be sure to subscribe, like, and share for more episodes that dive into personal growth, liberation, and self-improvement.

#CrystleJohnson #ChloeSosaJarrett #ParentingAsLiberation #SelfImprovement #PersonalGrowth #ParentingJourney #WeAintDyingForThis #Empowerment #BreakingCycles #LiberationThroughParenting</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Parenting As Liberation W. Chloe Sosa - Jarrett </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>10</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1db18cf8-ccac-11ef-8e3d-57103bc48e18/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Parenting As Liberation W. Chloe Sosa - Jarrett </itunes:subtitle>
      <itunes:summary>In episode 10 of We Ain’t Dying For This, Crystle Johnson is joined by Chloe Sosa-Jarrett for an inspiring discussion on how parenting can be a path to liberation. Together, they explore the unique challenges and rewards of parenting with intentionality, purpose, and freedom at its core. Chloe shares insights on breaking generational cycles, empowering children, and embracing parenting as a journey of mutual growth.

This episode sheds light on how cultivating liberation through parenting not only shapes the next generation but also deepens your personal journey. Whether you’re a parent, future parent, or simply curious about how family impacts personal growth, this conversation will inspire and uplift.

In This Episode:

Redefining parenting as a path to personal and collective liberation
Strategies for breaking generational cycles and instilling values of freedom
How to empower your children while growing yourself
Parenting insights that promote mutual healing and growth
✨ Don’t miss this transformative discussion with Crystle Johnson and Chloe Sosa-Jarrett! Be sure to subscribe, like, and share for more episodes that dive into personal growth, liberation, and self-improvement.

#CrystleJohnson #ChloeSosaJarrett #ParentingAsLiberation #SelfImprovement #PersonalGrowth #ParentingJourney #WeAintDyingForThis #Empowerment #BreakingCycles #LiberationThroughParenting</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 10 of We Ain’t Dying For This, Crystle Johnson is joined by Chloe Sosa-Jarrett for an inspiring discussion on how parenting can be a path to liberation. Together, they explore the unique challenges and rewards of parenting with intentionality, purpose, and freedom at its core. Chloe shares insights on breaking generational cycles, empowering children, and embracing parenting as a journey of mutual growth.</p><p><br></p><p>This episode sheds light on how cultivating liberation through parenting not only shapes the next generation but also deepens your personal journey. Whether you’re a parent, future parent, or simply curious about how family impacts personal growth, this conversation will inspire and uplift.</p><p><br></p><p>In This Episode:</p><p><br></p><p>Redefining parenting as a path to personal and collective liberation</p><p>Strategies for breaking generational cycles and instilling values of freedom</p><p>How to empower your children while growing yourself</p><p>Parenting insights that promote mutual healing and growth</p><p>✨ Don’t miss this transformative discussion with Crystle Johnson and Chloe Sosa-Jarrett! Be sure to subscribe, like, and share for more episodes that dive into personal growth, liberation, and self-improvement.</p><p><br></p><p><a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/chloesosajarrett">#ChloeSosaJarrett</a> <a href="https://www.youtube.com/hashtag/parentingasliberation">#ParentingAsLiberation</a> <a href="https://www.youtube.com/hashtag/selfimprovement">#SelfImprovement</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/parentingjourney">#ParentingJourney</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/breakingcycles">#BreakingCycles</a> <a href="https://www.youtube.com/hashtag/liberationthroughparenting">#LiberationThroughParenting</a></p>]]>
      </content:encoded>
      <itunes:duration>2500</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1db18cf8-ccac-11ef-8e3d-57103bc48e18]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8085074649.mp3?updated=1736222808" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title> Embracing Change As Liberation W. Christen Smiley </title>
      <description>In episode 11 of We Ain’t Dying For This, Crystle Johnson and special guest Christen Smiley dive into the transformative power of embracing change as a path to liberation. Change can be challenging, but when approached with an open heart and mind, it becomes a tool for growth, healing, and self-discovery. Christen shares personal stories and strategies to help you welcome change with courage and clarity, seeing it as a powerful step toward freedom.

This episode is perfect for anyone at a crossroads or looking to embrace life’s transitions with intention. Learn how letting go and trusting the process can open doors to new possibilities and deeper self-awareness.

In This Episode:

How to navigate and accept change in different areas of life
Tools for transforming uncertainty into opportunity
Embracing change as a step toward personal freedom
Insights on resilience and adaptability
✨ Join Crystle Johnson &amp; Christen Smiley on this liberating journey! Subscribe to stay updated on more empowering episodes focused on personal growth, liberation, and self-discovery.

#CrystleJohnson #ChristenSmiley #EmbracingChange #Liberation #PersonalGrowth #WeAintDyingForThis #Transformation #Resilience #SelfDiscovery #ChangeAsGrowth</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title> Embracing Change As Liberation W. Christen Smiley </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>11</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7f979caa-ccac-11ef-ab9a-afca4e6d38f6/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle> Embracing Change As Liberation W. Christen Smiley </itunes:subtitle>
      <itunes:summary>In episode 11 of We Ain’t Dying For This, Crystle Johnson and special guest Christen Smiley dive into the transformative power of embracing change as a path to liberation. Change can be challenging, but when approached with an open heart and mind, it becomes a tool for growth, healing, and self-discovery. Christen shares personal stories and strategies to help you welcome change with courage and clarity, seeing it as a powerful step toward freedom.

This episode is perfect for anyone at a crossroads or looking to embrace life’s transitions with intention. Learn how letting go and trusting the process can open doors to new possibilities and deeper self-awareness.

In This Episode:

How to navigate and accept change in different areas of life
Tools for transforming uncertainty into opportunity
Embracing change as a step toward personal freedom
Insights on resilience and adaptability
✨ Join Crystle Johnson &amp; Christen Smiley on this liberating journey! Subscribe to stay updated on more empowering episodes focused on personal growth, liberation, and self-discovery.

#CrystleJohnson #ChristenSmiley #EmbracingChange #Liberation #PersonalGrowth #WeAintDyingForThis #Transformation #Resilience #SelfDiscovery #ChangeAsGrowth</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 11 of We Ain’t Dying For This, Crystle Johnson and special guest Christen Smiley dive into the transformative power of embracing change as a path to liberation. Change can be challenging, but when approached with an open heart and mind, it becomes a tool for growth, healing, and self-discovery. Christen shares personal stories and strategies to help you welcome change with courage and clarity, seeing it as a powerful step toward freedom.</p><p><br></p><p>This episode is perfect for anyone at a crossroads or looking to embrace life’s transitions with intention. Learn how letting go and trusting the process can open doors to new possibilities and deeper self-awareness.</p><p><br></p><p>In This Episode:</p><p><br></p><p>How to navigate and accept change in different areas of life</p><p>Tools for transforming uncertainty into opportunity</p><p>Embracing change as a step toward personal freedom</p><p>Insights on resilience and adaptability</p><p>✨ Join Crystle Johnson &amp; Christen Smiley on this liberating journey! Subscribe to stay updated on more empowering episodes focused on personal growth, liberation, and self-discovery.</p><p><br></p><p><a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/christensmiley">#ChristenSmiley</a> <a href="https://www.youtube.com/hashtag/embracingchange">#EmbracingChange</a> <a href="https://www.youtube.com/hashtag/liberation">#Liberation</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/transformation">#Transformation</a> <a href="https://www.youtube.com/hashtag/resilience">#Resilience</a> <a href="https://www.youtube.com/hashtag/selfdiscovery">#SelfDiscovery</a> <a href="https://www.youtube.com/hashtag/changeasgrowth">#ChangeAsGrowth</a></p>]]>
      </content:encoded>
      <itunes:duration>3905</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[7f979caa-ccac-11ef-ab9a-afca4e6d38f6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6118832148.mp3?updated=1736222973" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Happiness As Liberation W.Christy Rutherford</title>
      <description>In episode 12 of We Ain’t Dying For This, Crystle Johnson welcomes Christy Rutherford to explore the concept of happiness as a pathway to true liberation. Together, they discuss the importance of prioritizing joy and well-being in a world that often demands sacrifice and resilience. Christy shares practical ways to cultivate happiness from within, helping you break free from limiting beliefs and societal pressures to embrace a life filled with purpose and joy.

This episode is an uplifting reminder that happiness isn’t a luxury—it’s essential to your liberation. Tune in to discover how aligning with your joy can unlock a sense of freedom and authenticity.

In This Episode:

Embracing happiness as a form of personal freedom
Practical strategies for prioritizing joy and well-being
Letting go of societal expectations and focusing on inner peace
How happiness fuels resilience and empowerment
✨ Don’t miss this inspiring conversation with Crystle Johnson and Christy Rutherford! Subscribe and join us on a journey to reclaim joy and live a liberated life.
Thanks For watching My Video : Session 1- EP 12  Happiness As Liberation W./Christy Rutherford #CrystleJohnson   #PersonalGrowth

#CrystleJohnson #ChristyRutherford #HappinessAsLiberation #PersonalGrowth #WeAintDyingForThis #JoyfulLiving #SelfEmpowerment #MentalWellbeing #LiberationThroughJoy</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Happiness As Liberation W.Christy Rutherford</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>12</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f16cef88-ccac-11ef-a1f9-a7e15ed3b445/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Happiness As Liberation W.Christy Rutherford</itunes:subtitle>
      <itunes:summary>In episode 12 of We Ain’t Dying For This, Crystle Johnson welcomes Christy Rutherford to explore the concept of happiness as a pathway to true liberation. Together, they discuss the importance of prioritizing joy and well-being in a world that often demands sacrifice and resilience. Christy shares practical ways to cultivate happiness from within, helping you break free from limiting beliefs and societal pressures to embrace a life filled with purpose and joy.

This episode is an uplifting reminder that happiness isn’t a luxury—it’s essential to your liberation. Tune in to discover how aligning with your joy can unlock a sense of freedom and authenticity.

In This Episode:

Embracing happiness as a form of personal freedom
Practical strategies for prioritizing joy and well-being
Letting go of societal expectations and focusing on inner peace
How happiness fuels resilience and empowerment
✨ Don’t miss this inspiring conversation with Crystle Johnson and Christy Rutherford! Subscribe and join us on a journey to reclaim joy and live a liberated life.
Thanks For watching My Video : Session 1- EP 12  Happiness As Liberation W./Christy Rutherford #CrystleJohnson   #PersonalGrowth

#CrystleJohnson #ChristyRutherford #HappinessAsLiberation #PersonalGrowth #WeAintDyingForThis #JoyfulLiving #SelfEmpowerment #MentalWellbeing #LiberationThroughJoy</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 12 of We Ain’t Dying For This, Crystle Johnson welcomes Christy Rutherford to explore the concept of happiness as a pathway to true liberation. Together, they discuss the importance of prioritizing joy and well-being in a world that often demands sacrifice and resilience. Christy shares practical ways to cultivate happiness from within, helping you break free from limiting beliefs and societal pressures to embrace a life filled with purpose and joy.</p><p><br></p><p>This episode is an uplifting reminder that happiness isn’t a luxury—it’s essential to your liberation. Tune in to discover how aligning with your joy can unlock a sense of freedom and authenticity.</p><p><br></p><p>In This Episode:</p><p><br></p><p>Embracing happiness as a form of personal freedom</p><p>Practical strategies for prioritizing joy and well-being</p><p>Letting go of societal expectations and focusing on inner peace</p><p>How happiness fuels resilience and empowerment</p><p>✨ Don’t miss this inspiring conversation with Crystle Johnson and Christy Rutherford! Subscribe and join us on a journey to reclaim joy and live a liberated life.</p><p>Thanks For watching My Video : Session 1- EP 12  Happiness As Liberation W./Christy Rutherford <a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a>   <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a></p><h2>
<a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/christyrutherford">#ChristyRutherford</a> <a href="https://www.youtube.com/hashtag/happinessasliberation">#HappinessAsLiberation</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/joyfulliving">#JoyfulLiving</a> <a href="https://www.youtube.com/hashtag/selfempowerment">#SelfEmpowerment</a> <a href="https://www.youtube.com/hashtag/mentalwellbeing">#MentalWellbeing</a> <a href="https://www.youtube.com/hashtag/liberationthroughjoy">#LiberationThroughJoy</a>
</h2><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3905</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f16cef88-ccac-11ef-a1f9-a7e15ed3b445]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4231174883.mp3?updated=1736223164" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Truth Telling As Liberation W. Ashley Gaddy Robbin</title>
      <description>In episode 17 of We Ain’t Dying For This, Crystle Johnson is joined by Ashley Gaddy Robbin to explore the power of truth-telling as a means of liberation. Speaking our truth can be a radical act of self-love, strength, and freedom—especially in a world that often pressures us to hide or minimize our experiences. Ashley shares her journey of embracing honesty, both with herself and others, as a tool for healing and empowerment.

This episode is a compelling look at how vulnerability and authenticity can help us break free from limiting beliefs, build meaningful connections, and live fully in our power.

In This Episode:

The importance of truth-telling in personal liberation
How honesty with ourselves and others fosters growth
Steps to overcome fear and embrace vulnerability
Using truth as a foundation for healing and empowerment
✨ Tune in for this enlightening conversation with Crystle Johnson &amp; Ashley Gaddy Robbin! Subscribe for more transformative discussions on personal growth, empowerment, and authentic living.
Thanks For Watching My Video : Session 1 - EP17 -  We Ain t Dying For This  Truth Telling As Liberation W. Ashley Gaddy Robbin 

#CrystleJohnson #AshleyGaddyRobbin #TruthTellingAsLiberation #PersonalGrowth #WeAintDyingForThis #Authenticity #Empowerment #HealingThroughTruth #Vulnerability #LivingYourTruth</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Truth Telling As Liberation W. Ashley Gaddy Robbin</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>17</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/be0580d6-ccae-11ef-868a-6f980721cb23/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Truth Telling As Liberation W. Ashley Gaddy Robbin</itunes:subtitle>
      <itunes:summary>In episode 17 of We Ain’t Dying For This, Crystle Johnson is joined by Ashley Gaddy Robbin to explore the power of truth-telling as a means of liberation. Speaking our truth can be a radical act of self-love, strength, and freedom—especially in a world that often pressures us to hide or minimize our experiences. Ashley shares her journey of embracing honesty, both with herself and others, as a tool for healing and empowerment.

This episode is a compelling look at how vulnerability and authenticity can help us break free from limiting beliefs, build meaningful connections, and live fully in our power.

In This Episode:

The importance of truth-telling in personal liberation
How honesty with ourselves and others fosters growth
Steps to overcome fear and embrace vulnerability
Using truth as a foundation for healing and empowerment
✨ Tune in for this enlightening conversation with Crystle Johnson &amp; Ashley Gaddy Robbin! Subscribe for more transformative discussions on personal growth, empowerment, and authentic living.
Thanks For Watching My Video : Session 1 - EP17 -  We Ain t Dying For This  Truth Telling As Liberation W. Ashley Gaddy Robbin 

#CrystleJohnson #AshleyGaddyRobbin #TruthTellingAsLiberation #PersonalGrowth #WeAintDyingForThis #Authenticity #Empowerment #HealingThroughTruth #Vulnerability #LivingYourTruth</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 17 of We Ain’t Dying For This, Crystle Johnson is joined by Ashley Gaddy Robbin to explore the power of truth-telling as a means of liberation. Speaking our truth can be a radical act of self-love, strength, and freedom—especially in a world that often pressures us to hide or minimize our experiences. Ashley shares her journey of embracing honesty, both with herself and others, as a tool for healing and empowerment.</p><p><br></p><p>This episode is a compelling look at how vulnerability and authenticity can help us break free from limiting beliefs, build meaningful connections, and live fully in our power.</p><p><br></p><p>In This Episode:</p><p><br></p><p>The importance of truth-telling in personal liberation</p><p>How honesty with ourselves and others fosters growth</p><p>Steps to overcome fear and embrace vulnerability</p><p>Using truth as a foundation for healing and empowerment</p><p>✨ Tune in for this enlightening conversation with Crystle Johnson &amp; Ashley Gaddy Robbin! Subscribe for more transformative discussions on personal growth, empowerment, and authentic living.</p><p>Thanks For Watching My Video : Session 1 - EP17 -  We Ain t Dying For This  Truth Telling As Liberation W. Ashley Gaddy Robbin </p><h2>
<a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/ashleygaddyrobbin">#AshleyGaddyRobbin</a> <a href="https://www.youtube.com/hashtag/truthtellingasliberation">#TruthTellingAsLiberation</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/authenticity">#Authenticity</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/healingthroughtruth">#HealingThroughTruth</a> <a href="https://www.youtube.com/hashtag/vulnerability">#Vulnerability</a> <a href="https://www.youtube.com/hashtag/livingyourtruth">#LivingYourTruth</a>
</h2><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3462</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[be0580d6-ccae-11ef-868a-6f980721cb23]]></guid>
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    </item>
    <item>
      <title>Reclaiming Fulfillment As Liberation W./ Dria James</title>
      <description>In episode 14 of We Ain’t Dying For This, Crystle Johnson sits down with Dria James to explore the power of reclaiming fulfillment as a pathway to liberation. In a world that often prioritizes achievement over true satisfaction, this episode dives deep into how finding genuine fulfillment can be a radical act of self-liberation. Dria shares personal stories and practical tools to help you reconnect with what truly brings you joy and purpose.

If you're looking to break free from the cycle of “more” and embrace a life of deeper meaning and satisfaction, this episode will inspire you to redefine success on your own terms.

In This Episode:

The importance of reclaiming personal fulfillment
How to identify what truly brings joy and purpose
Breaking free from society’s definitions of success
Tools for cultivating a life of lasting satisfaction
✨ Don’t miss this inspiring conversation with Crystle Johnson &amp; Dria James! Subscribe for more empowering discussions on liberation, personal growth, and finding true fulfillment.
Don't Forget Subscribe and comment this video ; Session 1- EP 14 - Reclaiming Fulfillment As Liberation W./ Dria James #personalgrowth 

#CrystleJohnson #DriaJames #ReclaimingFulfillment #Liberation #PersonalGrowth #WeAintDyingForThis #TrueSuccess #SelfDiscovery #FindingPurpose #Fulfillment</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Reclaiming Fulfillment As Liberation W./ Dria James</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>14</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c43b69f8-ccad-11ef-9841-7b991154b092/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Reclaiming Fulfillment As Liberation W./ Dria James</itunes:subtitle>
      <itunes:summary>In episode 14 of We Ain’t Dying For This, Crystle Johnson sits down with Dria James to explore the power of reclaiming fulfillment as a pathway to liberation. In a world that often prioritizes achievement over true satisfaction, this episode dives deep into how finding genuine fulfillment can be a radical act of self-liberation. Dria shares personal stories and practical tools to help you reconnect with what truly brings you joy and purpose.

If you're looking to break free from the cycle of “more” and embrace a life of deeper meaning and satisfaction, this episode will inspire you to redefine success on your own terms.

In This Episode:

The importance of reclaiming personal fulfillment
How to identify what truly brings joy and purpose
Breaking free from society’s definitions of success
Tools for cultivating a life of lasting satisfaction
✨ Don’t miss this inspiring conversation with Crystle Johnson &amp; Dria James! Subscribe for more empowering discussions on liberation, personal growth, and finding true fulfillment.
Don't Forget Subscribe and comment this video ; Session 1- EP 14 - Reclaiming Fulfillment As Liberation W./ Dria James #personalgrowth 

#CrystleJohnson #DriaJames #ReclaimingFulfillment #Liberation #PersonalGrowth #WeAintDyingForThis #TrueSuccess #SelfDiscovery #FindingPurpose #Fulfillment</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 14 of We Ain’t Dying For This, Crystle Johnson sits down with Dria James to explore the power of reclaiming fulfillment as a pathway to liberation. In a world that often prioritizes achievement over true satisfaction, this episode dives deep into how finding genuine fulfillment can be a radical act of self-liberation. Dria shares personal stories and practical tools to help you reconnect with what truly brings you joy and purpose.</p><p><br></p><p>If you're looking to break free from the cycle of “more” and embrace a life of deeper meaning and satisfaction, this episode will inspire you to redefine success on your own terms.</p><p><br></p><p>In This Episode:</p><p><br></p><p>The importance of reclaiming personal fulfillment</p><p>How to identify what truly brings joy and purpose</p><p>Breaking free from society’s definitions of success</p><p>Tools for cultivating a life of lasting satisfaction</p><p>✨ Don’t miss this inspiring conversation with Crystle Johnson &amp; Dria James! Subscribe for more empowering discussions on liberation, personal growth, and finding true fulfillment.</p><p>Don't Forget Subscribe and comment this video ; Session 1- EP 14 - Reclaiming Fulfillment As Liberation W./ Dria James <a href="https://www.youtube.com/hashtag/personalgrowth">#personalgrowth</a> </p><h2>
<a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/driajames">#DriaJames</a> <a href="https://www.youtube.com/hashtag/reclaimingfulfillment">#ReclaimingFulfillment</a> <a href="https://www.youtube.com/hashtag/liberation">#Liberation</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/truesuccess">#TrueSuccess</a> <a href="https://www.youtube.com/hashtag/selfdiscovery">#SelfDiscovery</a> <a href="https://www.youtube.com/hashtag/findingpurpose">#FindingPurpose</a> <a href="https://www.youtube.com/hashtag/fulfillment">#Fulfillment</a>
</h2><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3768</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Forgiveness As Liberation w. Roz Clark </title>
      <description>In episode 26 of We Ain’t Dying For This, Crystle Johnson and Roz Clark explore the profound freedom that comes from forgiveness. This episode delves into the power of letting go, healing emotional wounds, and finding liberation through the act of forgiveness—both for oneself and others. Roz shares her personal journey of forgiveness, offering insights on how it can transform pain into peace and lead to a more liberated, joyful life.

In This Episode:

How forgiveness can be a path to personal liberation
The process of healing and letting go of past hurts
Strategies for embracing forgiveness to achieve inner peace and freedom
✨ Join Crystle Johnson &amp; Roz Clark for an insightful conversation on the transformative power of forgiveness and self-liberation.
Subscribe for more empowering episodes on healing, self-growth, and living authentically.
Thanks For Watching My Video : Session 1 - EP26 - We Ain t Dying For This:  Forgiveness As Liberation w.  Roz Clark #crystlejohnson 

#CrystleJohnson #RozClark #ForgivenessAsLiberation #PersonalGrowth #Empowerment #WeAintDyingForThis #HealingJourney #EmotionalFreedom #SelfLove #Podcast</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Forgiveness As Liberation w. Roz Clark </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>26</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fd87f4f0-ccb8-11ef-b9ea-33461c23fc5c/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Forgiveness As Liberation w. Roz Clark </itunes:subtitle>
      <itunes:summary>In episode 26 of We Ain’t Dying For This, Crystle Johnson and Roz Clark explore the profound freedom that comes from forgiveness. This episode delves into the power of letting go, healing emotional wounds, and finding liberation through the act of forgiveness—both for oneself and others. Roz shares her personal journey of forgiveness, offering insights on how it can transform pain into peace and lead to a more liberated, joyful life.

In This Episode:

How forgiveness can be a path to personal liberation
The process of healing and letting go of past hurts
Strategies for embracing forgiveness to achieve inner peace and freedom
✨ Join Crystle Johnson &amp; Roz Clark for an insightful conversation on the transformative power of forgiveness and self-liberation.
Subscribe for more empowering episodes on healing, self-growth, and living authentically.
Thanks For Watching My Video : Session 1 - EP26 - We Ain t Dying For This:  Forgiveness As Liberation w.  Roz Clark #crystlejohnson 

#CrystleJohnson #RozClark #ForgivenessAsLiberation #PersonalGrowth #Empowerment #WeAintDyingForThis #HealingJourney #EmotionalFreedom #SelfLove #Podcast</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 26 of We Ain’t Dying For This, Crystle Johnson and Roz Clark explore the profound freedom that comes from forgiveness. This episode delves into the power of letting go, healing emotional wounds, and finding liberation through the act of forgiveness—both for oneself and others. Roz shares her personal journey of forgiveness, offering insights on how it can transform pain into peace and lead to a more liberated, joyful life.</p><p><br></p><p>In This Episode:</p><p><br></p><p>How forgiveness can be a path to personal liberation</p><p>The process of healing and letting go of past hurts</p><p>Strategies for embracing forgiveness to achieve inner peace and freedom</p><p>✨ Join Crystle Johnson &amp; Roz Clark for an insightful conversation on the transformative power of forgiveness and self-liberation.</p><p>Subscribe for more empowering episodes on healing, self-growth, and living authentically.</p><p>Thanks For Watching My Video : Session 1 - EP26 - We Ain t Dying For This:  Forgiveness As Liberation w.  Roz Clark <a href="https://www.youtube.com/hashtag/crystlejohnson">#crystlejohnson</a> </p><p><br></p><p><a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/rozclark">#RozClark</a> <a href="https://www.youtube.com/hashtag/forgivenessasliberation">#ForgivenessAsLiberation</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/healingjourney">#HealingJourney</a> <a href="https://www.youtube.com/hashtag/emotionalfreedom">#EmotionalFreedom</a> <a href="https://www.youtube.com/hashtag/selflove">#SelfLove</a> <a href="https://www.youtube.com/hashtag/podcast">#Podcast</a></p>]]>
      </content:encoded>
      <itunes:duration>2995</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[fd87f4f0-ccb8-11ef-b9ea-33461c23fc5c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8389836993.mp3?updated=1736228338" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title> We Ain’t Dying For This: Love as Liberation w. Claudia Lopez</title>
      <description>In episode 24 of We Ain’t Dying For This, Crystle Johnson welcomes Claudia Lopez to explore the profound concept of love as a path to liberation. This episode delves into how love—both for oneself and others—can be a transformative force for personal freedom and self-growth. Claudia shares her journey of embracing love as a tool for healing, empowerment, and creating a life of authenticity and joy.

In This Episode:

The liberating power of love in personal growth
How self-love can lead to deeper connections and empowerment
Strategies for embracing love as a foundation for living freely
✨ Join Crystle Johnson &amp; Claudia Lopez for an inspiring conversation on love, self-growth, and the journey to liberation.
Subscribe for more episodes on empowerment, self-discovery, and personal growth.

Thanks For Watching My Video : Session 1- EP 24 - We Ain’t Dying For This: Love as Liberation w. Claudia Lopez #podcast #selfgrowth

#CrystleJohnson #ClaudiaLopez #LoveAsLiberation #PersonalGrowth #SelfLove #Empowerment #WeAintDyingForThis #HealingThroughLove #AuthenticLiving #Podcast</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title> We Ain’t Dying For This: Love as Liberation w. Claudia Lopez</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>24</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cf7ecd8c-ccb7-11ef-b456-c75af5d607f0/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle> We Ain’t Dying For This: Love as Liberation w. Claudia Lopez</itunes:subtitle>
      <itunes:summary>In episode 24 of We Ain’t Dying For This, Crystle Johnson welcomes Claudia Lopez to explore the profound concept of love as a path to liberation. This episode delves into how love—both for oneself and others—can be a transformative force for personal freedom and self-growth. Claudia shares her journey of embracing love as a tool for healing, empowerment, and creating a life of authenticity and joy.

In This Episode:

The liberating power of love in personal growth
How self-love can lead to deeper connections and empowerment
Strategies for embracing love as a foundation for living freely
✨ Join Crystle Johnson &amp; Claudia Lopez for an inspiring conversation on love, self-growth, and the journey to liberation.
Subscribe for more episodes on empowerment, self-discovery, and personal growth.

Thanks For Watching My Video : Session 1- EP 24 - We Ain’t Dying For This: Love as Liberation w. Claudia Lopez #podcast #selfgrowth

#CrystleJohnson #ClaudiaLopez #LoveAsLiberation #PersonalGrowth #SelfLove #Empowerment #WeAintDyingForThis #HealingThroughLove #AuthenticLiving #Podcast</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 24 of We Ain’t Dying For This, Crystle Johnson welcomes Claudia Lopez to explore the profound concept of love as a path to liberation. This episode delves into how love—both for oneself and others—can be a transformative force for personal freedom and self-growth. Claudia shares her journey of embracing love as a tool for healing, empowerment, and creating a life of authenticity and joy.</p><p><br></p><p>In This Episode:</p><p><br></p><p>The liberating power of love in personal growth</p><p>How self-love can lead to deeper connections and empowerment</p><p>Strategies for embracing love as a foundation for living freely</p><p>✨ Join Crystle Johnson &amp; Claudia Lopez for an inspiring conversation on love, self-growth, and the journey to liberation.</p><p>Subscribe for more episodes on empowerment, self-discovery, and personal growth.</p><p><br></p><p>Thanks For Watching My Video : Session 1- EP 24 - We Ain’t Dying For This: Love as Liberation w. Claudia Lopez <a href="https://www.youtube.com/hashtag/podcast">#podcast</a> <a href="https://www.youtube.com/hashtag/selfgrowth">#selfgrowth</a></p><p><br></p><p><a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/claudialopez">#ClaudiaLopez</a> <a href="https://www.youtube.com/hashtag/loveasliberation">#LoveAsLiberation</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/selflove">#SelfLove</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/healingthroughlove">#HealingThroughLove</a> <a href="https://www.youtube.com/hashtag/authenticliving">#AuthenticLiving</a> <a href="https://www.youtube.com/hashtag/podcast">#Podcast</a></p>]]>
      </content:encoded>
      <itunes:duration>2347</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cf7ecd8c-ccb7-11ef-b456-c75af5d607f0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8288563364.mp3?updated=1736227831" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Balance &amp; Harmony As Liberation W./ Natasha D Wade</title>
      <description>In episode 15 of We Ain’t Dying For This, Crystle Johnson and Natasha D. Wade explore the transformative power of achieving balance and harmony as a path to liberation. In a world that often demands more than it gives, finding balance becomes essential for reclaiming peace and personal freedom. Natasha shares her insights on how to cultivate harmony in all aspects of life, guiding viewers toward a state of centeredness and well-being.

This episode is for anyone seeking to create a life that feels aligned, where you can find peace and resilience even amidst life’s challenges. Discover the power of balance as a source of strength and liberation.

In This Episode:

Why balance is essential for true liberation
Practical strategies for achieving harmony in daily life
Overcoming stress and finding inner peace
Embracing a holistic approach to well-being
✨ Join Crystle Johnson &amp; Natasha D. Wade on this journey to a balanced, liberated life! Subscribe for more empowering discussions on living freely, with purpose and harmony.


#CrystleJohnson #NatashaDWade #BalanceAndHarmony #Liberation #PersonalGrowth #WeAintDyingForThis #InnerPeace #WellBeing #Empowerment #BalancedLife</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Balance &amp; Harmony As Liberation W./ Natasha D Wade</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>15</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/12768602-ccae-11ef-98c1-db787508a425/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Balance &amp; Harmony As Liberation W./ Natasha D Wade</itunes:subtitle>
      <itunes:summary>In episode 15 of We Ain’t Dying For This, Crystle Johnson and Natasha D. Wade explore the transformative power of achieving balance and harmony as a path to liberation. In a world that often demands more than it gives, finding balance becomes essential for reclaiming peace and personal freedom. Natasha shares her insights on how to cultivate harmony in all aspects of life, guiding viewers toward a state of centeredness and well-being.

This episode is for anyone seeking to create a life that feels aligned, where you can find peace and resilience even amidst life’s challenges. Discover the power of balance as a source of strength and liberation.

In This Episode:

Why balance is essential for true liberation
Practical strategies for achieving harmony in daily life
Overcoming stress and finding inner peace
Embracing a holistic approach to well-being
✨ Join Crystle Johnson &amp; Natasha D. Wade on this journey to a balanced, liberated life! Subscribe for more empowering discussions on living freely, with purpose and harmony.


#CrystleJohnson #NatashaDWade #BalanceAndHarmony #Liberation #PersonalGrowth #WeAintDyingForThis #InnerPeace #WellBeing #Empowerment #BalancedLife</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 15 of We Ain’t Dying For This, Crystle Johnson and Natasha D. Wade explore the transformative power of achieving balance and harmony as a path to liberation. In a world that often demands more than it gives, finding balance becomes essential for reclaiming peace and personal freedom. Natasha shares her insights on how to cultivate harmony in all aspects of life, guiding viewers toward a state of centeredness and well-being.</p><p><br></p><p>This episode is for anyone seeking to create a life that feels aligned, where you can find peace and resilience even amidst life’s challenges. Discover the power of balance as a source of strength and liberation.</p><p><br></p><p>In This Episode:</p><p><br></p><p>Why balance is essential for true liberation</p><p>Practical strategies for achieving harmony in daily life</p><p>Overcoming stress and finding inner peace</p><p>Embracing a holistic approach to well-being</p><p>✨ Join Crystle Johnson &amp; Natasha D. Wade on this journey to a balanced, liberated life! Subscribe for more empowering discussions on living freely, with purpose and harmony.</p><p><br></p><h2>
<a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/natashadwade">#NatashaDWade</a> <a href="https://www.youtube.com/hashtag/balanceandharmony">#BalanceAndHarmony</a> <a href="https://www.youtube.com/hashtag/liberation">#Liberation</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/innerpeace">#InnerPeace</a> <a href="https://www.youtube.com/hashtag/wellbeing">#WellBeing</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/balancedlife">#BalancedLife</a>
</h2><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2793</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[12768602-ccae-11ef-98c1-db787508a425]]></guid>
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    </item>
    <item>
      <title>Decolonize Your Life As Liberation w. Joquina Reed</title>
      <description>In episode 23 of We Ain’t Dying For This, Crystle Johnson is joined by Joquina Reed to discuss the transformative power of decolonizing your life as a path to liberation. This episode explores what it means to unlearn societal norms, embrace your authentic self, and live in alignment with your own truth. Joquina shares her journey of shedding colonial mindsets and reclaiming her power, offering valuable insights on how to cultivate a life rooted in empowerment, self-acceptance, and freedom.

In This Episode:

Understanding decolonization and its impact on personal liberation
How to unlearn limiting beliefs and embrace authenticity
Steps to reclaim power and live a liberated life
✨ Join Crystle Johnson &amp; Joquina Reed for a profound conversation on decolonization, empowerment, and living authentically.
Subscribe for more episodes on personal growth, liberation, and self-empowerment.
Thanks For Watching My Video : Session 1 - EP 23 -  We Ain’t Dying For This: Decolonize Your Life As Liberation w. Joquina Reed 
#CrystleJohnson #JoquinaReed #DecolonizeYourLife #Liberation #Empowerment #PersonalGrowth #WeAintDyingForThis #AuthenticLiving #UnlearnAndReclaim #Podcast</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Decolonize Your Life As Liberation w. Joquina Reed</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>23</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2264c534-ccb7-11ef-83dc-f35b90f72ca6/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Decolonize Your Life As Liberation w. Joquina Reed</itunes:subtitle>
      <itunes:summary>In episode 23 of We Ain’t Dying For This, Crystle Johnson is joined by Joquina Reed to discuss the transformative power of decolonizing your life as a path to liberation. This episode explores what it means to unlearn societal norms, embrace your authentic self, and live in alignment with your own truth. Joquina shares her journey of shedding colonial mindsets and reclaiming her power, offering valuable insights on how to cultivate a life rooted in empowerment, self-acceptance, and freedom.

In This Episode:

Understanding decolonization and its impact on personal liberation
How to unlearn limiting beliefs and embrace authenticity
Steps to reclaim power and live a liberated life
✨ Join Crystle Johnson &amp; Joquina Reed for a profound conversation on decolonization, empowerment, and living authentically.
Subscribe for more episodes on personal growth, liberation, and self-empowerment.
Thanks For Watching My Video : Session 1 - EP 23 -  We Ain’t Dying For This: Decolonize Your Life As Liberation w. Joquina Reed 
#CrystleJohnson #JoquinaReed #DecolonizeYourLife #Liberation #Empowerment #PersonalGrowth #WeAintDyingForThis #AuthenticLiving #UnlearnAndReclaim #Podcast</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 23 of We Ain’t Dying For This, Crystle Johnson is joined by Joquina Reed to discuss the transformative power of decolonizing your life as a path to liberation. This episode explores what it means to unlearn societal norms, embrace your authentic self, and live in alignment with your own truth. Joquina shares her journey of shedding colonial mindsets and reclaiming her power, offering valuable insights on how to cultivate a life rooted in empowerment, self-acceptance, and freedom.</p><p><br></p><p>In This Episode:</p><p><br></p><p>Understanding decolonization and its impact on personal liberation</p><p>How to unlearn limiting beliefs and embrace authenticity</p><p>Steps to reclaim power and live a liberated life</p><p>✨ Join Crystle Johnson &amp; Joquina Reed for a profound conversation on decolonization, empowerment, and living authentically.</p><p>Subscribe for more episodes on personal growth, liberation, and self-empowerment.</p><p>Thanks For Watching My Video : Session 1 - EP 23 -  We Ain’t Dying For This: Decolonize Your Life As Liberation w. Joquina Reed </p><p><a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/joquinareed">#JoquinaReed</a> <a href="https://www.youtube.com/hashtag/decolonizeyourlife">#DecolonizeYourLife</a> <a href="https://www.youtube.com/hashtag/liberation">#Liberation</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/authenticliving">#AuthenticLiving</a> <a href="https://www.youtube.com/hashtag/unlearnandreclaim">#UnlearnAndReclaim</a> <a href="https://www.youtube.com/hashtag/podcast">#Podcast</a></p>]]>
      </content:encoded>
      <itunes:duration>4800</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2264c534-ccb7-11ef-83dc-f35b90f72ca6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9572559450.mp3?updated=1736227541" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Authenticity As Liberation W Cherita Washington</title>
      <description>In episode 19 of We Ain’t Dying For This, Crystle Johnson invites Cherita Washington to discuss the profound power of authenticity as a form of liberation. In a world that often pressures us to conform, Cherita shares her journey of embracing her true self and how living authentically has led to personal freedom and empowerment. This conversation explores how authenticity can be a radical act of self-love, allowing us to live in alignment with who we truly are.

If you’re ready to break free from societal expectations and discover the freedom that comes with being unapologetically yourself, this episode is for you.

In This Episode:

The power of authenticity in achieving liberation
How to overcome fear and live in alignment with your true self
Practical steps for embracing and expressing your authenticity
Personal stories of self-empowerment and growth
✨ Join Crystle Johnson &amp; Cherita Washington in this empowering discussion on authenticity and self-liberation!
Subscribe for more inspiring episodes on personal growth, empowerment, and living authentically.


#CrystleJohnson #CheritaWashington #AuthenticityAsLiberation #WeAintDyingForThis #PersonalGrowth #SelfEmpowerment #LivingAuthentically #Liberation #Empowerment #AuthenticLiving</description>
      <pubDate>Fri, 03 Jan 2025 06:00:00 -0000</pubDate>
      <itunes:title>Authenticity As Liberation W Cherita Washington</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>19</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fb39a8a4-ccb0-11ef-8afc-5318a8d9f5ba/image/e86f511f22f47421e024d1519c4489bb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Authenticity As Liberation W Cherita Washington</itunes:subtitle>
      <itunes:summary>In episode 19 of We Ain’t Dying For This, Crystle Johnson invites Cherita Washington to discuss the profound power of authenticity as a form of liberation. In a world that often pressures us to conform, Cherita shares her journey of embracing her true self and how living authentically has led to personal freedom and empowerment. This conversation explores how authenticity can be a radical act of self-love, allowing us to live in alignment with who we truly are.

If you’re ready to break free from societal expectations and discover the freedom that comes with being unapologetically yourself, this episode is for you.

In This Episode:

The power of authenticity in achieving liberation
How to overcome fear and live in alignment with your true self
Practical steps for embracing and expressing your authenticity
Personal stories of self-empowerment and growth
✨ Join Crystle Johnson &amp; Cherita Washington in this empowering discussion on authenticity and self-liberation!
Subscribe for more inspiring episodes on personal growth, empowerment, and living authentically.


#CrystleJohnson #CheritaWashington #AuthenticityAsLiberation #WeAintDyingForThis #PersonalGrowth #SelfEmpowerment #LivingAuthentically #Liberation #Empowerment #AuthenticLiving</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In episode 19 of We Ain’t Dying For This, Crystle Johnson invites Cherita Washington to discuss the profound power of authenticity as a form of liberation. In a world that often pressures us to conform, Cherita shares her journey of embracing her true self and how living authentically has led to personal freedom and empowerment. This conversation explores how authenticity can be a radical act of self-love, allowing us to live in alignment with who we truly are.</p><p><br></p><p>If you’re ready to break free from societal expectations and discover the freedom that comes with being unapologetically yourself, this episode is for you.</p><p><br></p><p>In This Episode:</p><p><br></p><p>The power of authenticity in achieving liberation</p><p>How to overcome fear and live in alignment with your true self</p><p>Practical steps for embracing and expressing your authenticity</p><p>Personal stories of self-empowerment and growth</p><p>✨ Join Crystle Johnson &amp; Cherita Washington in this empowering discussion on authenticity and self-liberation!</p><p>Subscribe for more inspiring episodes on personal growth, empowerment, and living authentically.</p><p><br></p><h2>
<a href="https://www.youtube.com/hashtag/crystlejohnson">#CrystleJohnson</a> <a href="https://www.youtube.com/hashtag/cheritawashington">#CheritaWashington</a> <a href="https://www.youtube.com/hashtag/authenticityasliberation">#AuthenticityAsLiberation</a> <a href="https://www.youtube.com/hashtag/weaintdyingforthis">#WeAintDyingForThis</a> <a href="https://www.youtube.com/hashtag/personalgrowth">#PersonalGrowth</a> <a href="https://www.youtube.com/hashtag/selfempowerment">#SelfEmpowerment</a> <a href="https://www.youtube.com/hashtag/livingauthentically">#LivingAuthentically</a> <a href="https://www.youtube.com/hashtag/liberation">#Liberation</a> <a href="https://www.youtube.com/hashtag/empowerment">#Empowerment</a> <a href="https://www.youtube.com/hashtag/authenticliving">#AuthenticLiving</a>
</h2><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2867</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[fb39a8a4-ccb0-11ef-8afc-5318a8d9f5ba]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7088814468.mp3?updated=1736224898" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Org Pyschology, Identitiy, and Leadership</title>
      <description>Zach sits down with long-time friend and mentor Claudy Jules to talk about his career, navigating the world of work, and the future of leadership in an ever-evolving landscape.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 24 Dec 2024 06:00:00 -0000</pubDate>
      <itunes:title>Org Pyschology, Identitiy, and Leadership</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>872</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a4d901b0-b6aa-11ef-ac5b-b701399992d9/image/fbeab5ece5b75620718470354d6487b6.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Claudy Jules</itunes:subtitle>
      <itunes:summary>Zach sits down with long-time friend and mentor Claudy Jules to talk about his career, navigating the world of work, and the future of leadership in an ever-evolving landscape.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with long-time friend and mentor Claudy Jules to talk about his career, navigating the world of work, and the future of leadership in an ever-evolving landscape.</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3732</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a4d901b0-b6aa-11ef-ac5b-b701399992d9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6983162822.mp3?updated=1733803701" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Why Leading w/ the Heart Matters</title>
      <description>Zach sits down with Mark Crowley, leadership executive to talk about the criticality of leading from the heart and its impact on employee experience.

﻿Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 17 Dec 2024 06:00:00 -0000</pubDate>
      <itunes:title>Why Leading w/ the Heart Matters</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>872</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b4c9fde4-b6a6-11ef-8dca-0366ec60f930/image/84c720cebc1f2d17a3e70e1748876a6b.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Mark Crowley</itunes:subtitle>
      <itunes:summary>Zach sits down with Mark Crowley, leadership executive to talk about the criticality of leading from the heart and its impact on employee experience.

﻿Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Mark Crowley, leadership executive to talk about the criticality of leading from the heart and its impact on employee experience.</p><p><br></p><p>﻿Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2537</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b4c9fde4-b6a6-11ef-8dca-0366ec60f930]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4148434870.mp3?updated=1733803762" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking Invisible Disability and Employee Experience </title>
      <description>Zach sits down with Jalen Washington to talk about ways leaders, employees, and organizations navigate invisible disability to drive positive and fair employee experiences.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 10 Dec 2024 06:00:00 -0000</pubDate>
      <itunes:title>Talking Invisible Disability and Employee Experience </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>871</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1ab86286-b6a1-11ef-ad9b-435d6bac6b37/image/8bc321002753307e960bfbd148674f7c.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Jalen Washington</itunes:subtitle>
      <itunes:summary>Zach sits down with Jalen Washington to talk about ways leaders, employees, and organizations navigate invisible disability to drive positive and fair employee experiences.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Jalen Washington to talk about ways leaders, employees, and organizations navigate invisible disability to drive positive and fair employee experiences.</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3123</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1ab86286-b6a1-11ef-ad9b-435d6bac6b37]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4832414207.mp3?updated=1733803726" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Future of DEI at PagerDuty</title>
      <description>Zach sits down again with Roshan Kindred, Chief Diversity Officer at PagerDuty about the future of work and how corporate DEI has to change.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Wed, 04 Dec 2024 06:00:00 -0000</pubDate>
      <itunes:title>The Future of DEI at PagerDuty</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>870</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/66ba55a2-b1ee-11ef-9524-e377862839e4/image/b063d005e4255f35b548bb9bb025c7c2.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Roshan Kindred</itunes:subtitle>
      <itunes:summary>Zach sits down again with Roshan Kindred, Chief Diversity Officer at PagerDuty about the future of work and how corporate DEI has to change.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with Roshan Kindred, Chief Diversity Officer at PagerDuty about the future of work and how corporate DEI has to change.</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3098</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[66ba55a2-b1ee-11ef-9524-e377862839e4]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4614448826.mp3?updated=1733282980" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Race, Neurodiversity, and Parenting</title>
      <description>Zach sits down with learning expert, DEI practitioner, executive consultant and speaker Christina Thompson.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 26 Nov 2024 06:00:00 -0000</pubDate>
      <itunes:title>Race, Neurodiversity, and Parenting</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>869</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/97812b5c-abb3-11ef-a0cf-0737874a6a8e/image/9f475da500d332c72a52743629ec48c9.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Race, Neurodiversity, and Parenting</itunes:subtitle>
      <itunes:summary>Zach sits down with learning expert, DEI practitioner, executive consultant and speaker Christina Thompson.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with learning expert, DEI practitioner, executive consultant and speaker Christina Thompson.</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2062</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[97812b5c-abb3-11ef-a0cf-0737874a6a8e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3686859389.mp3?updated=1732597849" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>What a Trump Presidency Means for Employee and Customer Experience</title>
      <description>Zach shares a message sharing his experience and perspective after the 2024 presidential election and the implications on the world of experience management.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 19 Nov 2024 06:00:00 -0000</pubDate>
      <itunes:title>What a Trump Presidency Means for Employee and Customer Experience</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>869</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b83d55e8-a620-11ef-9135-135e0f2dbed3/image/1468a9f878b248b7d5ea7cbd87fbbd39.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Trump Won - Now What?</itunes:subtitle>
      <itunes:summary>Zach shares a message sharing his experience and perspective after the 2024 presidential election and the implications on the world of experience management.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach shares a message sharing his experience and perspective after the 2024 presidential election and the implications on the world of experience management.</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>728</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b83d55e8-a620-11ef-9135-135e0f2dbed3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4121857627.mp3?updated=1731985091" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Taking Up Space As Liberation w. A. Taryn Pascal</title>
      <description>In this empowering episode of Crystal Johnson, we welcome the incredible A. Taryn Pascal to discuss the powerful act of Taking Up Space As Liberation. Together, we explore what it means to unapologetically step into your power, own your voice, and occupy the spaces where you deserve to thrive.

A. Taryn Pascal shares her journey of self-empowerment, shedding societal expectations, and embracing her true self. Learn how taking up space can lead to personal liberation, mental clarity, and a deeper connection to your purpose.

This conversation is a must-watch for anyone seeking personal growth, emotional freedom, and a more empowered life. Tune in for actionable advice on how to cultivate a peaceful mind and grow into your fullest potential.</description>
      <pubDate>Fri, 15 Nov 2024 06:00:00 -0000</pubDate>
      <itunes:title>Taking Up Space As Liberation w. A. Taryn Pascal</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>7</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/24ad9d9e-a303-11ef-be56-cb374cb1ed28/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>#peacefulmind #personalgrowth #thecrystlejohnson</itunes:subtitle>
      <itunes:summary>In this empowering episode of Crystal Johnson, we welcome the incredible A. Taryn Pascal to discuss the powerful act of Taking Up Space As Liberation. Together, we explore what it means to unapologetically step into your power, own your voice, and occupy the spaces where you deserve to thrive.

A. Taryn Pascal shares her journey of self-empowerment, shedding societal expectations, and embracing her true self. Learn how taking up space can lead to personal liberation, mental clarity, and a deeper connection to your purpose.

This conversation is a must-watch for anyone seeking personal growth, emotional freedom, and a more empowered life. Tune in for actionable advice on how to cultivate a peaceful mind and grow into your fullest potential.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this empowering episode of Crystal Johnson, we welcome the incredible A. Taryn Pascal to discuss the powerful act of Taking Up Space As Liberation. Together, we explore what it means to unapologetically step into your power, own your voice, and occupy the spaces where you deserve to thrive.</p><p><br></p><p>A. Taryn Pascal shares her journey of self-empowerment, shedding societal expectations, and embracing her true self. Learn how taking up space can lead to personal liberation, mental clarity, and a deeper connection to your purpose.</p><p><br></p><p>This conversation is a must-watch for anyone seeking personal growth, emotional freedom, and a more empowered life. Tune in for actionable advice on how to cultivate a peaceful mind and grow into your fullest potential.</p>]]>
      </content:encoded>
      <itunes:duration>2882</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[24ad9d9e-a303-11ef-be56-cb374cb1ed28]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3720376890.mp3?updated=1731642238" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Supporting Invisible Disability at Work</title>
      <description>Zach sits down again with friend of the show Dr. Nikki Coleman to talk about the reality of invisible disabilities and how employers can support them at work.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 12 Nov 2024 06:00:00 -0000</pubDate>
      <itunes:title>Supporting Invisible Disability at Work</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>868</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/95c10cca-a09f-11ef-9ba4-27f2de601d34/image/e5a2d2cf4fc199f5e7085926a560c0ef.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Dr. Nikki Coleman</itunes:subtitle>
      <itunes:summary>Zach sits down again with friend of the show Dr. Nikki Coleman to talk about the reality of invisible disabilities and how employers can support them at work.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with friend of the show Dr. Nikki Coleman to talk about the reality of invisible disabilities and how employers can support them at work.</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2472</itunes:duration>
      <guid isPermaLink="false"><![CDATA[95c10cca-a09f-11ef-9ba4-27f2de601d34]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6363226498.mp3?updated=1731380361" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Community As Liberation w. Dr. Hayley Haywood</title>
      <description>In this thought-provoking episode, Dr. Hayley Haywood explores the profound role of community in the journey toward liberation. She delves into how genuine connections, shared struggles, and collaborative efforts can empower individuals and create lasting social change. Discover the transformative potential of unity, resilience, and collective care in fostering both personal growth and societal freedom. A must-watch for anyone seeking deeper insights into the power of togetherness.</description>
      <pubDate>Fri, 08 Nov 2024 06:00:00 -0000</pubDate>
      <itunes:title>Community As Liberation w. Dr. Hayley Haywood</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>6</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d61065ce-8d02-11ef-bd97-b38d2853b541/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Community as Liberation</itunes:subtitle>
      <itunes:summary>In this thought-provoking episode, Dr. Hayley Haywood explores the profound role of community in the journey toward liberation. She delves into how genuine connections, shared struggles, and collaborative efforts can empower individuals and create lasting social change. Discover the transformative potential of unity, resilience, and collective care in fostering both personal growth and societal freedom. A must-watch for anyone seeking deeper insights into the power of togetherness.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this thought-provoking episode, Dr. Hayley Haywood explores the profound role of community in the journey toward liberation. She delves into how genuine connections, shared struggles, and collaborative efforts can empower individuals and create lasting social change. Discover the transformative potential of unity, resilience, and collective care in fostering both personal growth and societal freedom. A must-watch for anyone seeking deeper insights into the power of togetherness.</p>]]>
      </content:encoded>
      <itunes:duration>1850</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d61065ce-8d02-11ef-bd97-b38d2853b541]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7235968192.mp3?updated=1729223180" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>How Effective Marketing Builds Customer Trust</title>
      <description>Zach sits down with marketing executive Derek Walker to talk about the ways brands build trust with effective marketing.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 05 Nov 2024 06:00:00 -0000</pubDate>
      <itunes:title>How Effective Marketing Builds Customer Trust</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>867</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c13b0ae6-8519-11ef-bbf8-df1e4375db76/image/05df264dcff8db29ac676c7e2ab5e4a7.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>How Effective Marketing Builds Customer Trust</itunes:subtitle>
      <itunes:summary>Zach sits down with marketing executive Derek Walker to talk about the ways brands build trust with effective marketing.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with marketing executive Derek Walker to talk about the ways brands build trust with effective marketing.</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3184</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c13b0ae6-8519-11ef-bbf8-df1e4375db76]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8977126880.mp3?updated=1728353705" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Tapping As Liberation w. Colette Ellis </title>
      <description>Join us as we dive into the transformative world of tapping with expert Colette Ellis. In this episode, Colette explains how Emotional Freedom Technique (EFT), also known as tapping, can help you release negative emotions, reduce stress, and break free from limiting beliefs. Learn how this powerful, yet simple, technique can be used to overcome personal challenges, boost emotional resilience, and create a more liberated and fulfilling life. Whether you're new to tapping or experienced, Colette’s insights will guide you towards healing and empowerment.</description>
      <pubDate>Fri, 01 Nov 2024 05:00:00 -0000</pubDate>
      <itunes:title>Tapping As Liberation w. Colette Ellis </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>5</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9b45ef3e-8cff-11ef-aca6-67361d8775dd/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Tapping As Liberation w. Colette Ellis </itunes:subtitle>
      <itunes:summary>Join us as we dive into the transformative world of tapping with expert Colette Ellis. In this episode, Colette explains how Emotional Freedom Technique (EFT), also known as tapping, can help you release negative emotions, reduce stress, and break free from limiting beliefs. Learn how this powerful, yet simple, technique can be used to overcome personal challenges, boost emotional resilience, and create a more liberated and fulfilling life. Whether you're new to tapping or experienced, Colette’s insights will guide you towards healing and empowerment.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Join us as we dive into the transformative world of tapping with expert Colette Ellis. In this episode, Colette explains how Emotional Freedom Technique (EFT), also known as tapping, can help you release negative emotions, reduce stress, and break free from limiting beliefs. Learn how this powerful, yet simple, technique can be used to overcome personal challenges, boost emotional resilience, and create a more liberated and fulfilling life. Whether you're new to tapping or experienced, Colette’s insights will guide you towards healing and empowerment.</p>]]>
      </content:encoded>
      <itunes:duration>2543</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9b45ef3e-8cff-11ef-aca6-67361d8775dd]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6954561475.mp3?updated=1729221793" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Politics, Palestine, Class, and More w/ Preston</title>
      <description>Zach sits down with long-time friend of the show Preston Mitchum to talk about his journey as a reality TV Star, the presidential election, the intersection of race &amp; class, and more.
Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 29 Oct 2024 05:00:00 -0000</pubDate>
      <itunes:title>Politics, Palestine, Class, and More w/ Preston</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>866</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/eb7c3d36-84f9-11ef-a44d-5f76912420ea/image/c5cc3bdbddd3895c3837080a3f9aad48.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Politics, Palestine, Class, and More w/ Preston Mitchum</itunes:subtitle>
      <itunes:summary>Zach sits down with long-time friend of the show Preston Mitchum to talk about his journey as a reality TV Star, the presidential election, the intersection of race &amp; class, and more.
Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with long-time friend of the show Preston Mitchum to talk about his journey as a reality TV Star, the presidential election, the intersection of race &amp; class, and more.</p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2435</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[eb7c3d36-84f9-11ef-a44d-5f76912420ea]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6103106087.mp3?updated=1728347948" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Spaces As Liberation w/.Alicia Coulter</title>
      <description>In this insightful conversation, Alicia Coulter delves into the transformative power of spaces and how they contribute to liberation. From physical environments to social and emotional spaces, she explores how the places we inhabit can shape our sense of identity, freedom, and well-being. Alicia discusses the importance of creating and reclaiming spaces that foster empowerment, healing, and community. Tune in to learn how intentional spaces can drive both personal growth and collective liberation.</description>
      <pubDate>Fri, 25 Oct 2024 05:00:00 -0000</pubDate>
      <itunes:title>Spaces As Liberation w.Alicia Coulter</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>4</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2c2d5396-8cfd-11ef-aa2c-33bb7cece47a/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Spaces As Liberation w.Alicia Coulter</itunes:subtitle>
      <itunes:summary>In this insightful conversation, Alicia Coulter delves into the transformative power of spaces and how they contribute to liberation. From physical environments to social and emotional spaces, she explores how the places we inhabit can shape our sense of identity, freedom, and well-being. Alicia discusses the importance of creating and reclaiming spaces that foster empowerment, healing, and community. Tune in to learn how intentional spaces can drive both personal growth and collective liberation.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this insightful conversation, Alicia Coulter delves into the transformative power of spaces and how they contribute to liberation. From physical environments to social and emotional spaces, she explores how the places we inhabit can shape our sense of identity, freedom, and well-being. Alicia discusses the importance of creating and reclaiming spaces that foster empowerment, healing, and community. Tune in to learn how intentional spaces can drive both personal growth and collective liberation.</p>]]>
      </content:encoded>
      <itunes:duration>3822</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2c2d5396-8cfd-11ef-aa2c-33bb7cece47a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5796410816.mp3?updated=1729220748" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Future of Brand Storytelling at VISA and Beyond</title>
      <description>Zach sits down with marketing executive Matt Story to talk about his journey at VISA, the role of brand trust and storytelling, and building his own podcast.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 22 Oct 2024 05:00:00 -0000</pubDate>
      <itunes:title>The Future of Brand Storytelling at VISA and Beyond</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>864</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/727de524-84ef-11ef-bdb2-779ea9a84d45/image/d548e7a0500c2f4902cdf345b15959cd.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>The Future of Brand Storytelling at VISA and Beyond</itunes:subtitle>
      <itunes:summary>Zach sits down with marketing executive Matt Story to talk about his journey at VISA, the role of brand trust and storytelling, and building his own podcast.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with marketing executive Matt Story to talk about his journey at VISA, the role of brand trust and storytelling, and building his own podcast.</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3496</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[727de524-84ef-11ef-bdb2-779ea9a84d45]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3619555408.mp3?updated=1728347926" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Self Love As Liberation w. Drechir Whitfield</title>
      <description>Sit with Cystle Johnson and Drechir Whitfield as we explore the transformative journey of self-love and its role in personal liberation. In this empowering conversation, Drechir shares valuable insights on how practicing self-love can help you break free from societal expectations, overcome limiting beliefs, and find true inner peace. Discover how embracing your authentic self not only leads to emotional freedom but also creates a foundation for personal growth and empowerment. Perfect for anyone looking to deepen their self-awareness and start living a life of genuine liberation."

Connect w/ Dre'chir - https://www.linkedin.com/in/drechirwhitfield/</description>
      <pubDate>Fri, 18 Oct 2024 05:00:00 -0000</pubDate>
      <itunes:title>Self Love As Liberation w. Drechir Whitfield</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>3</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/dbb937ac-8cef-11ef-b979-33625d1c159f/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Drechir Whitfield</itunes:subtitle>
      <itunes:summary>Sit with Cystle Johnson and Drechir Whitfield as we explore the transformative journey of self-love and its role in personal liberation. In this empowering conversation, Drechir shares valuable insights on how practicing self-love can help you break free from societal expectations, overcome limiting beliefs, and find true inner peace. Discover how embracing your authentic self not only leads to emotional freedom but also creates a foundation for personal growth and empowerment. Perfect for anyone looking to deepen their self-awareness and start living a life of genuine liberation."

Connect w/ Dre'chir - https://www.linkedin.com/in/drechirwhitfield/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sit with Cystle Johnson and Drechir Whitfield as we explore the transformative journey of self-love and its role in personal liberation. In this empowering conversation, Drechir shares valuable insights on how practicing self-love can help you break free from societal expectations, overcome limiting beliefs, and find true inner peace. Discover how embracing your authentic self not only leads to emotional freedom but also creates a foundation for personal growth and empowerment. Perfect for anyone looking to deepen their self-awareness and start living a life of genuine liberation."</p><p><br></p><p>Connect w/ Dre'chir - https://www.linkedin.com/in/drechirwhitfield/</p>]]>
      </content:encoded>
      <itunes:duration>2224</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[dbb937ac-8cef-11ef-b979-33625d1c159f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6750979693.mp3?updated=1729215030" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Recruiting Diverse Executive Talent in this Landscape</title>
      <description>Zach sits down again with Kenneth Johnson of East Coast Executives to talk about the landscape of his work, his latest ventures, and what leaders should be prioritizing in the fight for talent.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 15 Oct 2024 05:00:00 -0000</pubDate>
      <itunes:title>Recruiting Diverse Executive Talent in this Landscape</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>863</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9d7dec64-84d2-11ef-b8dd-6f29d7132b53/image/6d106723c39558477bc0f496d3181253.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Recruiting Diverse Executive Talent in this Landscape</itunes:subtitle>
      <itunes:summary>Zach sits down again with Kenneth Johnson of East Coast Executives to talk about the landscape of his work, his latest ventures, and what leaders should be prioritizing in the fight for talent.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with Kenneth Johnson of East Coast Executives to talk about the landscape of his work, his latest ventures, and what leaders should be prioritizing in the fight for talent.</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2280</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9d7dec64-84d2-11ef-b8dd-6f29d7132b53]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7408680248.mp3?updated=1728323301" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Generational WELLth as Liberation w. Samitria Copeland</title>
      <description>"𝐖𝐞 𝐀𝐢𝐧'𝐭 𝐃𝐲𝐢𝐧𝐠 𝐅𝐨𝐫 𝐓𝐡𝐢𝐬: 𝐀 𝐁𝐥𝐚𝐜𝐤 𝐖𝐨𝐦𝐚𝐧'𝐬 𝐆𝐮𝐢𝐝𝐞 𝐓𝐨 𝐋𝐢𝐛𝐞𝐫𝐚𝐭𝐢𝐨𝐧" is a weekly LinkedIn Live series featuring the stories of Black women who have freed themselves of the expectations of others and living life on their own terms. Kickback with us as we share laughs, our personal journeys, and tips on self-preservation in a world that often expects too much</description>
      <pubDate>Fri, 11 Oct 2024 05:00:00 -0000</pubDate>
      <itunes:title>Generational WELLth as Liberation w. Samitria Copeland</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>2</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/bfee4e96-84c9-11ef-80f6-1bdceeb40dea/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Generational WELLth as Liberation w. Samitria Copeland</itunes:subtitle>
      <itunes:summary>"𝐖𝐞 𝐀𝐢𝐧'𝐭 𝐃𝐲𝐢𝐧𝐠 𝐅𝐨𝐫 𝐓𝐡𝐢𝐬: 𝐀 𝐁𝐥𝐚𝐜𝐤 𝐖𝐨𝐦𝐚𝐧'𝐬 𝐆𝐮𝐢𝐝𝐞 𝐓𝐨 𝐋𝐢𝐛𝐞𝐫𝐚𝐭𝐢𝐨𝐧" is a weekly LinkedIn Live series featuring the stories of Black women who have freed themselves of the expectations of others and living life on their own terms. Kickback with us as we share laughs, our personal journeys, and tips on self-preservation in a world that often expects too much</itunes:summary>
      <content:encoded>
        <![CDATA[<p>"𝐖𝐞 𝐀𝐢𝐧'𝐭 𝐃𝐲𝐢𝐧𝐠 𝐅𝐨𝐫 𝐓𝐡𝐢𝐬: 𝐀 𝐁𝐥𝐚𝐜𝐤 𝐖𝐨𝐦𝐚𝐧'𝐬 𝐆𝐮𝐢𝐝𝐞 𝐓𝐨 𝐋𝐢𝐛𝐞𝐫𝐚𝐭𝐢𝐨𝐧" is a weekly LinkedIn Live series featuring the stories of Black women who have freed themselves of the expectations of others and living life on their own terms. Kickback with us as we share laughs, our personal journeys, and tips on self-preservation in a world that often expects too much</p>]]>
      </content:encoded>
      <itunes:duration>1935</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[bfee4e96-84c9-11ef-80f6-1bdceeb40dea]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8735805848.mp3?updated=1728319156" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Fractional Leadership and the Future of Work</title>
      <description>Zach sits down with Shanta Eaden to discuss the concept of fractional leadership and to showcase Living Corporate's Learning Platform and discuss their data insights capabilities.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 08 Oct 2024 05:00:00 -0000</pubDate>
      <itunes:title>Fractional Leadership and the Future of Work</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>863</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4c7a32e4-84c5-11ef-b84c-b3d8451e40d6/image/20484ddd56f848b89c5ee785d61b25c0.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Fractional Leadership and the Future of Work</itunes:subtitle>
      <itunes:summary>Zach sits down with Shanta Eaden to discuss the concept of fractional leadership and to showcase Living Corporate's Learning Platform and discuss their data insights capabilities.

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Shanta Eaden to discuss the concept of fractional leadership and to showcase Living Corporate's Learning Platform and discuss their data insights capabilities.</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3120</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4c7a32e4-84c5-11ef-b84c-b3d8451e40d6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9430402614.mp3?updated=1728317634" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Trauma Recovery As Liberation w. Aja Rutledge</title>
      <description>EPISODE 1: Trauma Recovery As Liberation featuring Aja Rutledge

"𝐖𝐞 𝐀𝐢𝐧'𝐭 𝐃𝐲𝐢𝐧𝐠 𝐅𝐨𝐫 𝐓𝐡𝐢𝐬: 𝐀 𝐁𝐥𝐚𝐜𝐤 𝐖𝐨𝐦𝐚𝐧'𝐬 𝐆𝐮𝐢𝐝𝐞 𝐓𝐨 𝐋𝐢𝐛𝐞𝐫𝐚𝐭𝐢𝐨𝐧" is a weekly LinkedIn Live series featuring the stories of Black women who have freed themselves of the expectations of others and living life on their own terms. Kickback with us as we share laughs, our personal journeys, and tips on self-preservation in a world that often expects too much.

Featured Guest: Aja Rutledge</description>
      <pubDate>Fri, 04 Oct 2024 05:19:00 -0000</pubDate>
      <itunes:title>Trauma Recovery As Liberation w. Aja Rutledge</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>1</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/36427e4e-8210-11ef-8886-63aa4d100939/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Trauma Recovery As Liberation w. Aja Rutledge</itunes:subtitle>
      <itunes:summary>EPISODE 1: Trauma Recovery As Liberation featuring Aja Rutledge

"𝐖𝐞 𝐀𝐢𝐧'𝐭 𝐃𝐲𝐢𝐧𝐠 𝐅𝐨𝐫 𝐓𝐡𝐢𝐬: 𝐀 𝐁𝐥𝐚𝐜𝐤 𝐖𝐨𝐦𝐚𝐧'𝐬 𝐆𝐮𝐢𝐝𝐞 𝐓𝐨 𝐋𝐢𝐛𝐞𝐫𝐚𝐭𝐢𝐨𝐧" is a weekly LinkedIn Live series featuring the stories of Black women who have freed themselves of the expectations of others and living life on their own terms. Kickback with us as we share laughs, our personal journeys, and tips on self-preservation in a world that often expects too much.

Featured Guest: Aja Rutledge</itunes:summary>
      <content:encoded>
        <![CDATA[<p>EPISODE 1: Trauma Recovery As Liberation featuring Aja Rutledge</p><p><br></p><p>"𝐖𝐞 𝐀𝐢𝐧'𝐭 𝐃𝐲𝐢𝐧𝐠 𝐅𝐨𝐫 𝐓𝐡𝐢𝐬: 𝐀 𝐁𝐥𝐚𝐜𝐤 𝐖𝐨𝐦𝐚𝐧'𝐬 𝐆𝐮𝐢𝐝𝐞 𝐓𝐨 𝐋𝐢𝐛𝐞𝐫𝐚𝐭𝐢𝐨𝐧" is a weekly LinkedIn Live series featuring the stories of Black women who have freed themselves of the expectations of others and living life on their own terms. Kickback with us as we share laughs, our personal journeys, and tips on self-preservation in a world that often expects too much.</p><p><br></p><p>Featured Guest: Aja Rutledge</p>]]>
      </content:encoded>
      <itunes:duration>2164</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[36427e4e-8210-11ef-8886-63aa4d100939]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9097469269.mp3?updated=1728019601" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Understanding the Future of International Marketing</title>
      <description>Zach sits down with Meet the People's Chief of Staff Natalie Dusey to talk about the intracies of her world and international marketing at large

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 01 Oct 2024 05:00:00 -0000</pubDate>
      <itunes:title>Understanding the Future of International Marketing</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>8</itunes:season>
      <itunes:episode>862</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/001cbd4a-7fac-11ef-9023-1750e59d8610/image/87ed5b1d005f3a36755f4e2c3a2fb2a8.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Understanding the Future of International Marketing</itunes:subtitle>
      <itunes:summary>Zach sits down with Meet the People's Chief of Staff Natalie Dusey to talk about the intracies of her world and international marketing at large

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Meet the People's Chief of Staff Natalie Dusey to talk about the intracies of her world and international marketing at large</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2274</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[001cbd4a-7fac-11ef-9023-1750e59d8610]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7383112524.mp3?updated=1727757233" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Legal Fight Against DEI</title>
      <description>Zach sits down with Elizabeth Gore, co-founder and president of Hello Alice to talk about her journey.Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 24 Sep 2024 05:00:00 -0000</pubDate>
      <itunes:title>The Legal Fight Against DEI</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>861</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d1293a2e-a692-11ee-80d3-578b37d0e6f8/image/3f3c9d62649f0afc043ec0884db5f791.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>The Legal Fight Against DEI</itunes:subtitle>
      <itunes:summary>Zach sits down with Elizabeth Gore, co-founder and president of Hello Alice to talk about her journey.Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Elizabeth Gore, co-founder and president of Hello Alice to talk about her journey.Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3571</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d1293a2e-a692-11ee-80d3-578b37d0e6f8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3517393282.mp3?updated=1727276952" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Trailer Announcement - We Ain't Dying for This</title>
      <description>Living Corporate began as a media space to center and amplify marginalized voices for the betterment of all. As an experience management company, this is still central to what we do. To that end, we are proud to announce that Crystle Johnson’s We ain’t dying for this, a series of intentional, authentic, and vulnerable discussions about liberation for Black women, is joining Living Corporate’s network. Make sure you listen in for our trailer here, and every replay of our Thursday livestream on Wednesdays after that.</description>
      <pubDate>Fri, 20 Sep 2024 05:00:00 -0000</pubDate>
      <itunes:title>Trailer Announcement - We Ain't Dying for This</itunes:title>
      <itunes:episodeType>trailer</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/81234eba-75dc-11ef-aa28-03f06ff9f5c7/image/16fcc5af1c38ec1262b25b079e3af740.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>We Ain't Dying for This Ep 0</itunes:subtitle>
      <itunes:summary>Living Corporate began as a media space to center and amplify marginalized voices for the betterment of all. As an experience management company, this is still central to what we do. To that end, we are proud to announce that Crystle Johnson’s We ain’t dying for this, a series of intentional, authentic, and vulnerable discussions about liberation for Black women, is joining Living Corporate’s network. Make sure you listen in for our trailer here, and every replay of our Thursday livestream on Wednesdays after that.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Living Corporate began as a media space to center and amplify marginalized voices for the betterment of all. As an experience management company, this is still central to what we do. To that end, we are proud to announce that Crystle Johnson’s <em>We ain’t dying for this</em>, a series of intentional, authentic, and vulnerable discussions about liberation for Black women,<em> </em>is joining Living Corporate’s network. Make sure you listen in for our trailer here, and every replay of our Thursday livestream on Wednesdays after that.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>991</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[81234eba-75dc-11ef-aa28-03f06ff9f5c7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3405966121.mp3?updated=1727145121" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>What are You Laughing at?</title>
      <description>Zach sits down again with W. Kamau Bell to talk about the stakes of November, Black identity in this moment, and the role of corporate media in all of it.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 17 Sep 2024 05:00:00 -0000</pubDate>
      <itunes:title>What are You Laughing at?</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>860</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6d937eb6-a692-11ee-83a6-07343f447432/image/ad386de149a4c92fb1b3ed2d5bf3cf76.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>W. Kamau Bell</itunes:subtitle>
      <itunes:summary>Zach sits down again with W. Kamau Bell to talk about the stakes of November, Black identity in this moment, and the role of corporate media in all of it.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with W. Kamau Bell to talk about the stakes of November, Black identity in this moment, and the role of corporate media in all of it.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3012</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6d937eb6-a692-11ee-83a6-07343f447432]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2317313881.mp3?updated=1726452578" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Kamala, Black Voting, and Political Media</title>
      <description>Zach sits down with friend of the show and recurring guest Dr. Jason Johnson before the DNC to talk about Kamala Harris and more.

Learn more about Dr. Jason Johnson here.
https://drjasonjohnson.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 10 Sep 2024 05:00:00 -0000</pubDate>
      <itunes:title>Kamala, Black Voting, and Political Media</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>860</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/73f61c8c-a692-11ee-83a6-7b767eba05ec/image/d057ffe6bc231d07a00ad1da73b768fb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Dr. Jason Johnson</itunes:subtitle>
      <itunes:summary>Zach sits down with friend of the show and recurring guest Dr. Jason Johnson before the DNC to talk about Kamala Harris and more.

Learn more about Dr. Jason Johnson here.
https://drjasonjohnson.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with friend of the show and recurring guest Dr. Jason Johnson before the DNC to talk about Kamala Harris and more.</p><p><br></p><p><a href="https://drjasonjohnson.com/">Learn more about Dr. Jason Johnson here.</a></p><p>https://drjasonjohnson.com/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2510</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[73f61c8c-a692-11ee-83a6-7b767eba05ec]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8722380299.mp3?updated=1725838967" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Thinking Beyond VC to Fund your Dream</title>
      <description>Zach sits down with author and founder of Reframe Inc., Jeffrey L. Bowman. They talk about his entrepreneurial journey and funding paths for Black entrepreneurs beyond VC.

Learn more about Jeffrey L. Bowman.
https://jeffreylbowman.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 03 Sep 2024 05:00:00 -0000</pubDate>
      <itunes:title>Thinking Beyond VC to Fund your Dream</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>858</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d02ef6a4-a692-11ee-80d3-83d6557122e6/image/e3e2fd5686c3f32be0a9f338ef62413f.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Jeffrey L.Bowman</itunes:subtitle>
      <itunes:summary>Zach sits down with author and founder of Reframe Inc., Jeffrey L. Bowman. They talk about his entrepreneurial journey and funding paths for Black entrepreneurs beyond VC.

Learn more about Jeffrey L. Bowman.
https://jeffreylbowman.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with author and founder of Reframe Inc., Jeffrey L. Bowman. They talk about his entrepreneurial journey and funding paths for Black entrepreneurs beyond VC.</p><p><br></p><p><a href="https://jeffreylbowman.com/">Learn more about Jeffrey L. Bowman.</a></p><p>https://jeffreylbowman.com/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3412</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d02ef6a4-a692-11ee-80d3-83d6557122e6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9924376193.mp3?updated=1725212451" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Folks Golf Too</title>
      <description>Zach sits down with Keith Houlemard, CEO of the Advocates Professional Golf Association to talk his journey and the work of diversifying Golf.

Learn more about Daisy and pre-order her book here.
https://www.daisyauger-dominguez.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
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Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 27 Aug 2024 05:00:00 -0000</pubDate>
      <itunes:title>Black Folks Golf Too</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>858</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/73c256cc-a692-11ee-83a6-ebfcf9f39e77/image/57e78cbda0199c3e44aed0dccda3a382.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Keith Houlemard</itunes:subtitle>
      <itunes:summary>Zach sits down with Keith Houlemard, CEO of the Advocates Professional Golf Association to talk his journey and the work of diversifying Golf.

Learn more about Daisy and pre-order her book here.
https://www.daisyauger-dominguez.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Keith Houlemard, CEO of the Advocates Professional Golf Association to talk his journey and the work of diversifying Golf.</p><p><br></p><p><a href="https://www.daisyauger-dominguez.com/">Learn more about Daisy and pre-order her book here.</a></p><p>https://www.daisyauger-dominguez.com/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2231</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[73c256cc-a692-11ee-83a6-ebfcf9f39e77]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1529566462.mp3?updated=1725209586" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Managing Workplace Burnout</title>
      <description>Zach sits down with HR executive, author, speaker, coach, and leader Daisy Auger-Dominguez to talk about her journey, the concept of rest, and the stand of work for the everyday employee.

Learn more about Daisy and pre-order her book here.
https://www.daisyauger-dominguez.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
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Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 20 Aug 2024 05:00:00 -0000</pubDate>
      <itunes:title>Managing Workplace Burn Out </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>857</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/738e357c-a692-11ee-83a6-978d050fd7ac/image/e37b246fce76c54acb7f01fabee75c1c.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Daisy Auger-Dominguez - Burnt Out to Lit Up</itunes:subtitle>
      <itunes:summary>Zach sits down with HR executive, author, speaker, coach, and leader Daisy Auger-Dominguez to talk about her journey, the concept of rest, and the stand of work for the everyday employee.

Learn more about Daisy and pre-order her book here.
https://www.daisyauger-dominguez.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with HR executive, author, speaker, coach, and leader Daisy Auger-Dominguez to talk about her journey, the concept of rest, and the stand of work for the everyday employee.</p><p><br></p><p><a href="https://www.daisyauger-dominguez.com/">Learn more about Daisy and pre-order her book here.</a></p><p>https://www.daisyauger-dominguez.com/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3744</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[738e357c-a692-11ee-83a6-978d050fd7ac]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5778585909.mp3?updated=1724047410" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>What is Human Resources Doing in 2024?</title>
      <description>Zach sits down with longtime friend of the show, writer, speaker, HR executive, and influencer Madison Butler.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
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Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 13 Aug 2024 05:00:00 -0000</pubDate>
      <itunes:title>What is Human Resources Doing in 2024?</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>856</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/735b0ada-a692-11ee-83a6-db0c4380add8/image/75a4b937cd2911ea3845e7d3ae7e5d30.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Madison Butler</itunes:subtitle>
      <itunes:summary>Zach sits down with longtime friend of the show, writer, speaker, HR executive, and influencer Madison Butler.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with longtime friend of the show, writer, speaker, HR executive, and influencer Madison Butler.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3389</itunes:duration>
      <guid isPermaLink="false"><![CDATA[735b0ada-a692-11ee-83a6-db0c4380add8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7217327884.mp3?updated=1723523737" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Behavioral Therapy and Health Equity</title>
      <description>Zach sits down with DEI leader and behavioral therapist Macy Ferguson-Smith to talk about the landscape of health equity and access.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 06 Aug 2024 05:00:00 -0000</pubDate>
      <itunes:title>Behavioral Therapy and Health Equity</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>857</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/73277508-a692-11ee-83a6-2f936da7e3b9/image/a9ff2828c32b464f86de94ae08150999.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Macy Ferguson-Smith </itunes:subtitle>
      <itunes:summary>Zach sits down with DEI leader and behavioral therapist Macy Ferguson-Smith to talk about the landscape of health equity and access.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with DEI leader and behavioral therapist Macy Ferguson-Smith to talk about the landscape of health equity and access.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2314</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[73277508-a692-11ee-83a6-2f936da7e3b9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4929135724.mp3?updated=1722922009" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Landscape of Training Today</title>
      <description>Zach sits down with professor, researcher, and executive trainer Jenni Yim to talk about the current landscape of training at work.

﻿Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 30 Jul 2024 05:11:09 -0000</pubDate>
      <itunes:title>The Landscape of Training Today</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>856</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/72f1fb58-a692-11ee-83a6-5bef3c656f8c/image/7e1367d8818a1affe352b5ab755adb48.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Jenni Yim</itunes:subtitle>
      <itunes:summary>Zach sits down with professor, researcher, and executive trainer Jenni Yim to talk about the current landscape of training at work.

﻿Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with professor, researcher, and executive trainer Jenni Yim to talk about the current landscape of training at work.</p><p><br></p><p>﻿Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2601</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[72f1fb58-a692-11ee-83a6-5bef3c656f8c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4763547780.mp3?updated=1722317436" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Why is the Job Market So Bad? </title>
      <description>Zach sits down again with longtime friend of the show and recruiting executive Kiersten Greggs to talk about the state of the job market and what organizations can do to attract and retain talent.

Learn more about Trap Recruiter
https://traprecruiter.com/about

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 23 Jul 2024 05:00:00 -0000</pubDate>
      <itunes:title>Why is the Job Market So Bad? </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>855</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/72bd77b6-a692-11ee-83a6-f3a83a61a9aa/image/070191a35b376e6fabb1e0d442d6b73e.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Why is the Job Market So Bad? </itunes:subtitle>
      <itunes:summary>Zach sits down again with longtime friend of the show and recruiting executive Kiersten Greggs to talk about the state of the job market and what organizations can do to attract and retain talent.

Learn more about Trap Recruiter
https://traprecruiter.com/about

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with longtime friend of the show and recruiting executive Kiersten Greggs to talk about the state of the job market and what organizations can do to attract and retain talent.</p><p><br></p><p><a href="https://traprecruiter.com/about">Learn more about Trap Recruiter</a></p><p>https://traprecruiter.com/about</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2234</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[72bd77b6-a692-11ee-83a6-f3a83a61a9aa]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1266989848.mp3?updated=1721828386" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>#HurricaneBeryl, Trump, DEI</title>
      <description>Zach recaps the impact of Hurricane Beryl, Trump's assassination attempt, and the state of employee experience in corporate America, all before re-introducing an older episode with he and W. Kamau Bell.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Wed, 17 Jul 2024 05:00:00 -0000</pubDate>
      <itunes:title>#HurricaneBeryl, Trump, DEI</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>854</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/72541ad2-a692-11ee-83a6-3bc11d1fa574/image/7a7e01cc98d5f63c77445d455691a37e.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>The State of Things</itunes:subtitle>
      <itunes:summary>Zach recaps the impact of Hurricane Beryl, Trump's assassination attempt, and the state of employee experience in corporate America, all before re-introducing an older episode with he and W. Kamau Bell.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach recaps the impact of Hurricane Beryl, Trump's assassination attempt, and the state of employee experience in corporate America, all before re-introducing an older episode with he and W. Kamau Bell.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2303</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[72541ad2-a692-11ee-83a6-3bc11d1fa574]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3049606525.mp3?updated=1721151654" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title> Global Learning with Nikia Brown</title>
      <description>Nikia Brown (She/Her) is the Associate Director of Intercultural &amp; Global Learning, International Student Experience of University of Illinois Urbana-Champaign. She supports 400+ students each year through global learning initiatives.

· Connect with Nikia Brown on LinkedIn
https://www.linkedin.com/in/nikia-brown-23581346/
· Follow University of Illinois Urbana-Champaign on LinkedIn
https://www.linkedin.com/school/university-of-illinois-urbana-champaign/
· Check out Our Global Campus Podcast
https://las.illinois.edu/resources/international/globallearning/podcast</description>
      <pubDate>Fri, 12 Jul 2024 19:58:00 -0000</pubDate>
      <itunes:title> Global Learning with Nikia Brown</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cf3786d0-a692-11ee-80d3-071c55494c15/image/7f56cee6093421e7e7b46d10a301bdbb.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Nikia brown</itunes:subtitle>
      <itunes:summary>Nikia Brown (She/Her) is the Associate Director of Intercultural &amp; Global Learning, International Student Experience of University of Illinois Urbana-Champaign. She supports 400+ students each year through global learning initiatives.

· Connect with Nikia Brown on LinkedIn
https://www.linkedin.com/in/nikia-brown-23581346/
· Follow University of Illinois Urbana-Champaign on LinkedIn
https://www.linkedin.com/school/university-of-illinois-urbana-champaign/
· Check out Our Global Campus Podcast
https://las.illinois.edu/resources/international/globallearning/podcast</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Nikia Brown (She/Her) is the Associate Director of Intercultural &amp; Global Learning, International Student Experience of University of Illinois Urbana-Champaign. She supports 400+ students each year through global learning initiatives.</p><p><br></p><p>· Connect with Nikia Brown on LinkedIn</p><p>https://www.linkedin.com/in/nikia-brown-23581346/</p><p>· Follow University of Illinois Urbana-Champaign on LinkedIn</p><p>https://www.linkedin.com/school/university-of-illinois-urbana-champaign/</p><p>· <a href="https://las.illinois.edu/resources/international/globallearning/podcast">Check out <em>Our Global Campus</em> Podcast</a></p><p>https://las.illinois.edu/resources/international/globallearning/podcast</p>]]>
      </content:encoded>
      <itunes:duration>3302</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cf3786d0-a692-11ee-80d3-071c55494c15]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4351458835.mp3?updated=1720815939" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking "Woke" with the Chief Diversity Officer of PagerDuty </title>
      <description>Zach sits down with Roshan Kindred, Chief Diversity Officer at PagerDuty about her journey, the state of DEI, and the future of work.

Learn more about Roshan Kindred here.
https://www.linkedin.com/in/roshankindred

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Wed, 10 Jul 2024 05:53:00 -0000</pubDate>
      <itunes:title>Talking "Woke" with the Chief Diversity Officer of PagerDuty </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>853</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7288c57a-a692-11ee-83a6-931a558fe5d8/image/943c6c00b28142905c8e89042acc0864.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Roshan Kindred</itunes:subtitle>
      <itunes:summary>Zach sits down with Roshan Kindred, Chief Diversity Officer at PagerDuty about her journey, the state of DEI, and the future of work.

Learn more about Roshan Kindred here.
https://www.linkedin.com/in/roshankindred

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Roshan Kindred, Chief Diversity Officer at PagerDuty about her journey, the state of DEI, and the future of work.</p><p><br></p><p>Learn more about <a href="https://www.linkedin.com/in/roshankindred">Roshan Kindred here.</a></p><p>https://www.linkedin.com/in/roshankindred</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3258</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[7288c57a-a692-11ee-83a6-931a558fe5d8]]></guid>
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    </item>
    <item>
      <title>Flex Work w/ Wendy Cocke</title>
      <description>Wendy Cocke (She/Her) is the Founder of Engineering Leadership Solutions, a consulting firm that strengthens organizations through the development of people, processes, and best practices. She’s also the author of Making Flex Work and Reimagine Your Work. Engineering Leadership Solutions is based in Mariettta, Georgia.
· Connect with Wendy Cocke on LinkedIn
· Learn more at the Engineering Leadership Solutions website</description>
      <pubDate>Fri, 05 Jul 2024 05:00:00 -0000</pubDate>
      <itunes:title>Flex Work</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:episode>1</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cf062f2c-a692-11ee-80d3-c77e53ab2221/image/f575a17f8aaa43d6cf642b63a213655c.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Wendy Cocke</itunes:subtitle>
      <itunes:summary>Wendy Cocke (She/Her) is the Founder of Engineering Leadership Solutions, a consulting firm that strengthens organizations through the development of people, processes, and best practices. She’s also the author of Making Flex Work and Reimagine Your Work. Engineering Leadership Solutions is based in Mariettta, Georgia.
· Connect with Wendy Cocke on LinkedIn
· Learn more at the Engineering Leadership Solutions website</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Wendy Cocke (She/Her) is the Founder of Engineering Leadership Solutions, a consulting firm that strengthens organizations through the development of people, processes, and best practices. She’s also the author of <em>Making Flex Work</em> and <em>Reimagine Your Work. </em>Engineering Leadership Solutions is based in Mariettta, Georgia.</p><p>· Connect with Wendy Cocke on LinkedIn</p><p>· Learn more at the <a href="https://www.engineeringleadershipsolutions.com/">Engineering Leadership Solutions website</a></p>]]>
      </content:encoded>
      <itunes:duration>1543</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cf062f2c-a692-11ee-80d3-c77e53ab2221]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6142093226.mp3?updated=1720622272" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Psychological Safety and Employee Experience </title>
      <link>https://www..living-corporate.com</link>
      <description>Dr. Sheneisha White sits down with Dr. Tiffany Smith, a trailblazing doctorally-prepared functional psychiatric nurse practitioner and founder, to discuss the intersection of lived experience, therapy, and psychological safety.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 02 Jul 2024 05:00:00 -0000</pubDate>
      <itunes:title>Psychological Safety and Employee Experience </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>852</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/721f56a8-a692-11ee-83a6-9b7181c41cfe/image/5aa48f8729db2176ee6412284e9d701b.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Dr. Tiffany Smith</itunes:subtitle>
      <itunes:summary>Dr. Sheneisha White sits down with Dr. Tiffany Smith, a trailblazing doctorally-prepared functional psychiatric nurse practitioner and founder, to discuss the intersection of lived experience, therapy, and psychological safety.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Dr. Sheneisha White sits down with Dr. Tiffany Smith, a trailblazing doctorally-prepared functional psychiatric nurse practitioner and founder, to discuss the intersection of lived experience, therapy, and psychological safety.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3042</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[721f56a8-a692-11ee-83a6-9b7181c41cfe]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9572195887.mp3?updated=1719871400" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Visible in the Culture </title>
      <description>Josh Miller (he/they) is the Co-Founder + CEO of IDEAS xLab, which uses the art of storytelling and community collaboration to impact public health. Through its (Un)Known Project, IDEAS xLab is working to unearth and honor the names and stories of Black enslaved people in Kentucky and beyond. IDEAS xLab is based in Louisville, Kentucky, with a national scope of work.
·      Connect with Josh Miller on LinkedIn
·      Follow IDEAS xLab on LinkedIn
·      Learn more at the IDEAS xLab website
·      Learn more at the (Un)Known Project website
·      Subscribe to the (Un)Known Project YouTube channel
·      Visit the Frazier History Museum in Louisville, Kentucky
·      Visit On the Banks of Freedom public art installation in Louisville, Kentucky
·      Book recommendation: My Grandmother’s Hands: Racialized Trauma and the Pathway to Mending Our Hearts and Bodies by Resmaa Menakem
·      Book recommendation: Caste: The Origins of Our Discontents by Isabel Wilkerson</description>
      <pubDate>Fri, 28 Jun 2024 05:00:00 -0000</pubDate>
      <itunes:title>Visible in the Culture</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ced3c424-a692-11ee-80d3-63925b3a17b5/image/6115dcea2a60dcc00d2f0f1f64e87f0f.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Josh Miller</itunes:subtitle>
      <itunes:summary>Josh Miller (he/they) is the Co-Founder + CEO of IDEAS xLab, which uses the art of storytelling and community collaboration to impact public health. Through its (Un)Known Project, IDEAS xLab is working to unearth and honor the names and stories of Black enslaved people in Kentucky and beyond. IDEAS xLab is based in Louisville, Kentucky, with a national scope of work.
·      Connect with Josh Miller on LinkedIn
·      Follow IDEAS xLab on LinkedIn
·      Learn more at the IDEAS xLab website
·      Learn more at the (Un)Known Project website
·      Subscribe to the (Un)Known Project YouTube channel
·      Visit the Frazier History Museum in Louisville, Kentucky
·      Visit On the Banks of Freedom public art installation in Louisville, Kentucky
·      Book recommendation: My Grandmother’s Hands: Racialized Trauma and the Pathway to Mending Our Hearts and Bodies by Resmaa Menakem
·      Book recommendation: Caste: The Origins of Our Discontents by Isabel Wilkerson</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Josh Miller (he/they) is the Co-Founder + CEO of IDEAS xLab, which uses the art of storytelling and community collaboration to impact public health. Through its (Un)Known Project, IDEAS xLab is working to unearth and honor the names and stories of Black enslaved people in Kentucky and beyond. IDEAS xLab is based in Louisville, Kentucky, with a national scope of work.</p><p>·      Connect with <a href="https://www.linkedin.com/in/jmventures/">Josh Miller on LinkedIn</a></p><p>·      Follow IDEAS xLab on LinkedIn</p><p>·      Learn more at the <a href="https://ideasxlab.com/">IDEAS xLab website</a></p><p>·      Learn more at the <a href="https://unknownprojecttrail.com/">(Un)Known Project website</a></p><p>·      Subscribe to the (Un)Known Project YouTube channel</p><p>·      Visit the <a href="http://www.fraziermuseum.org/">Frazier History Museum</a> in Louisville, Kentucky</p><p>·      Visit <a href="https://unknownprojecttrail.com/projects/on-the-banks-of-freedom/">On the Banks of Freedom public art installation</a> in Louisville, Kentucky</p><p>·      Book recommendation: <a href="https://amzn.to/42smIWg"><em>My Grandmother’s Hands: Racialized Trauma and the Pathway to Mending Our Hearts and Bodies</em> by Resmaa Menakem</a></p><p>·      Book recommendation: <a href="https://amzn.to/42wbsbJ"><em>Caste: The Origins of Our Discontents</em> by Isabel Wilkerson</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1407</itunes:duration>
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      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6423808026.mp3?updated=1719255849" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Sitting Down w/ Pat Junior</title>
      <description>Zach sits down with Grammy award winning artist Pat Junior to talk about his journey, life, and music.

Get familiar with Pat Junior
https://www.iampatjunior.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 25 Jun 2024 05:00:00 -0000</pubDate>
      <itunes:title>Sitting Down w/ Pat Junior</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>851</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/71eb1c6c-a692-11ee-83a6-b77786e182cf/image/b0fe53dc9e6ebe91a7222e755a0c8562.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Pat Junior</itunes:subtitle>
      <itunes:summary>Zach sits down with Grammy award winning artist Pat Junior to talk about his journey, life, and music.

Get familiar with Pat Junior
https://www.iampatjunior.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Grammy award winning artist Pat Junior to talk about his journey, life, and music.</p><p><br></p><p><a href="https://www.iampatjunior.com/">Get familiar with Pat Junior</a></p><p>https://www.iampatjunior.com/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3709</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[71eb1c6c-a692-11ee-83a6-b77786e182cf]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5138459414.mp3?updated=1719254823" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title> Intentional Reach with Mariam Shahab</title>
      <description>Mariam Shahab (She/Her) is the Founder of Chatterbox Consulting, a marketing consultancy for brands who won’t keep quiet. Chatterbox Consulting is based in Austin, Texas.                                                                                                
· Connect with Mariam Shahab on LinkedIn

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</description>
      <pubDate>Fri, 21 Jun 2024 05:00:00 -0000</pubDate>
      <itunes:title> Intentional Reach with Mariam Shahab</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>105</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cea279dc-a692-11ee-80d3-e3f6fa8b9d13/image/933470986b1afc207ce37ad1424947a0.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle> Intentional Reach with Mariam Shahab</itunes:subtitle>
      <itunes:summary>Mariam Shahab (She/Her) is the Founder of Chatterbox Consulting, a marketing consultancy for brands who won’t keep quiet. Chatterbox Consulting is based in Austin, Texas.                                                                                                
· Connect with Mariam Shahab on LinkedIn

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Mariam Shahab (She/Her) is the Founder of Chatterbox Consulting, a marketing consultancy for brands who won’t keep quiet. Chatterbox Consulting is based in Austin, Texas.                                                                                                </p><p>· Connect with <a href="https://www.linkedin.com/in/mariamshahab/">Mariam Shahab on LinkedIn</a></p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>https://www.dynadot.com/corporate</p>]]>
      </content:encoded>
      <itunes:duration>1346</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cea279dc-a692-11ee-80d3-e3f6fa8b9d13]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5169796522.mp3?updated=1718025524" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Building Something New</title>
      <description>Zach sits down with Joshua Johnson, VP of Space Continuum, a Black-owned multi-million-dollar furniture and interior design firm securing major contracts

Learn more about Space Continuum
https://www.linkedin.com/company/realtor-ceo/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</description>
      <pubDate>Tue, 18 Jun 2024 05:00:00 -0000</pubDate>
      <itunes:title>Building Something New</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>850</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/71b5aba4-a692-11ee-83a6-1f8c928a3288/image/d082dbc77da312499b09ae86e6429bf5.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Joshua Johnson</itunes:subtitle>
      <itunes:summary>Zach sits down with Joshua Johnson, VP of Space Continuum, a Black-owned multi-million-dollar furniture and interior design firm securing major contracts

Learn more about Space Continuum
https://www.linkedin.com/company/realtor-ceo/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Joshua Johnson, VP of Space Continuum, a Black-owned multi-million-dollar furniture and interior design firm securing major contracts</p><p><br></p><p><a href="https://www.linkedin.com/company/realtor-ceo/">Learn more about Space Continuum</a></p><p>https://www.linkedin.com/company/realtor-ceo/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>https://www.dynadot.com/corporate</p>]]>
      </content:encoded>
      <itunes:duration>2402</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[71b5aba4-a692-11ee-83a6-1f8c928a3288]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5118060386.mp3?updated=1718028329" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Co-Creation with Beth Throne</title>
      <description>Beth Throne, J.D. (She/Her ) is the Senior Associate Dean of Student Affairs and Adjunct Professor of Franklin &amp; Marshall College, a residential co-educational liberal arts college with @2000 undergraduate students from 43 states and 50 countries.
· Connect with Beth Throne on LinkedIn
· Follow Franklin &amp; Marshall College on LinkedIn
· Learn more at the Franklin &amp; Marshall College website

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</description>
      <pubDate>Fri, 14 Jun 2024 05:00:00 -0000</pubDate>
      <itunes:title>Co-Creation with Beth Throne</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>104</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ce70d4ea-a692-11ee-80d3-83bc4a9d3c66/image/7a83e4169f7e7f9f99a5c17b9b57928a.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Beth Throne</itunes:subtitle>
      <itunes:summary>Beth Throne, J.D. (She/Her ) is the Senior Associate Dean of Student Affairs and Adjunct Professor of Franklin &amp; Marshall College, a residential co-educational liberal arts college with @2000 undergraduate students from 43 states and 50 countries.
· Connect with Beth Throne on LinkedIn
· Follow Franklin &amp; Marshall College on LinkedIn
· Learn more at the Franklin &amp; Marshall College website

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Beth Throne, J.D. (She/Her ) is the Senior Associate Dean of Student Affairs and Adjunct Professor of Franklin &amp; Marshall College, a residential co-educational liberal arts college with @2000 undergraduate students from 43 states and 50 countries.</p><p>· Connect with <a href="https://www.linkedin.com/in/bethglennthrone/">Beth Throne on LinkedIn</a></p><p>· Follow <a href="https://www.linkedin.com/school/franklin-&amp;-marshall-college/">Franklin &amp; Marshall College on LinkedIn</a></p><p>· Learn more at the <a href="https://www.fandm.edu/">Franklin &amp; Marshall College website</a></p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>https://www.dynadot.com/corporate</p>]]>
      </content:encoded>
      <itunes:duration>1762</itunes:duration>
      <guid isPermaLink="false"><![CDATA[ce70d4ea-a692-11ee-80d3-83bc4a9d3c66]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4958990531.mp3?updated=1718025429" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Beyond the Glitz, What's Next for DEI?</title>
      <description>Zach sits down with Audra Bohannon, senior executive, coach, speaker, and employee experience expert to talk about the landscape of Diversity, Equity, and Inclusion.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</description>
      <pubDate>Tue, 11 Jun 2024 05:00:00 -0000</pubDate>
      <itunes:title>Beyond the Glitz, What's Next for DEI?</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>849</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/71822824-a692-11ee-83a6-e33751caacfb/image/608f317966f4ec3bc3b721ff0b7f1f89.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Audra Bohannon</itunes:subtitle>
      <itunes:summary>Zach sits down with Audra Bohannon, senior executive, coach, speaker, and employee experience expert to talk about the landscape of Diversity, Equity, and Inclusion.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Audra Bohannon, senior executive, coach, speaker, and employee experience expert to talk about the landscape of Diversity, Equity, and Inclusion.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>https://www.dynadot.com/corporate</p>]]>
      </content:encoded>
      <itunes:duration>3608</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[71822824-a692-11ee-83a6-e33751caacfb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9197084048.mp3?updated=1718025157" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Beliefs and Relationships </title>
      <description>Bryant Alexander (He/Him) is the Founder &amp; CEO of Reframe Coaching &amp; Consulting, which combines leadership, business, and performance coaching. Reframe Coaching &amp; Consulting is based in Atlanta, GA.
· Connect with Bryant Alexander on LinkedIn
· Follow Reframe Coaching &amp; Consulting on LinkedIn
· Learn more at the Reframe Coaching &amp; Consulting website</description>
      <pubDate>Fri, 07 Jun 2024 05:00:00 -0000</pubDate>
      <itunes:title>Beliefs and Relationships </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:episode>103</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ce3f7a8a-a692-11ee-80d3-776cb7ee08f8/image/b2ae9336455a321898c738f7163c442f.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Bryant Alexander</itunes:subtitle>
      <itunes:summary>Bryant Alexander (He/Him) is the Founder &amp; CEO of Reframe Coaching &amp; Consulting, which combines leadership, business, and performance coaching. Reframe Coaching &amp; Consulting is based in Atlanta, GA.
· Connect with Bryant Alexander on LinkedIn
· Follow Reframe Coaching &amp; Consulting on LinkedIn
· Learn more at the Reframe Coaching &amp; Consulting website</itunes:summary>
      <content:encoded>
        <![CDATA[<p><strong>Bryant Alexander</strong> (He/Him) is the Founder &amp; CEO of Reframe Coaching &amp; Consulting, which combines leadership, business, and performance coaching. Reframe Coaching &amp; Consulting is based in Atlanta, GA.</p><p>· Connect with <a href="https://www.linkedin.com/in/bryantalexander-jr/">Bryant Alexander on LinkedIn</a></p><p>· Follow <a href="https://www.linkedin.com/company/reframe-coaching-consulting/">Reframe Coaching &amp; Consulting on LinkedIn</a></p><p>· Learn more at the <a href="https://www.reframecc.com/">Reframe Coaching &amp; Consulting website</a></p>]]>
      </content:encoded>
      <itunes:duration>1653</itunes:duration>
      <guid isPermaLink="false"><![CDATA[ce3f7a8a-a692-11ee-80d3-776cb7ee08f8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7240033372.mp3?updated=1717990601" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>#BlackTwitter and Why the Internet Sucks</title>
      <description>Zach sits down with Dr. Andre Brock, an associate professor of media studies at Georgia Tech. His scholarship examines racial representations in social media, videogames, black women and weblogs, whiteness, and technoculture, including innovative and groundbreaking research on Black Twitter.

Connect with Dr. Brock
https://andrebrock.academia.edu/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</description>
      <pubDate>Tue, 04 Jun 2024 05:00:00 -0000</pubDate>
      <itunes:title>#BlackTwitter and Why the Internet Sucks</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>848</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/714e646c-a692-11ee-83a6-a334adaa9286/image/98d4f1a5f82a9de090b90274cd2188fd.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Dr. Andre Brock</itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Andre Brock, an associate professor of media studies at Georgia Tech. His scholarship examines racial representations in social media, videogames, black women and weblogs, whiteness, and technoculture, including innovative and groundbreaking research on Black Twitter.

Connect with Dr. Brock
https://andrebrock.academia.edu/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Dr. Andre Brock, an associate professor of media studies at Georgia Tech. His scholarship examines racial representations in social media, videogames, black women and weblogs, whiteness, and technoculture, including innovative and groundbreaking research on Black Twitter.</p><p><br></p><p><a href="https://andrebrock.academia.edu/">Connect with Dr. Brock</a></p><p>https://andrebrock.academia.edu/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>https://www.dynadot.com/corporate</p>]]>
      </content:encoded>
      <itunes:duration>3138</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[714e646c-a692-11ee-83a6-a334adaa9286]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2006058059.mp3?updated=1717447385" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Leaving the Wilderness with Sybil Stewart</title>
      <description>:Sybil Stewart (She/Her) is a speaker, educator, and advocate of The Sage Stewart. Helps women of faith amplify their voices to start businesses with passion and purpose and to do it in style. Sybil is based in Durham, NC. 

Connect with Sybil Stewart on LinkedIn
https://www.linkedin.com/in/thesagestewart
Follow The Sage Stewart on LinkedIn
Learn more at the The Sage Stewart website
https://www.thesagestewart.com/
To work with Sybil, email her at stewart@createmytruth.com</description>
      <pubDate>Fri, 31 May 2024 13:30:22 -0000</pubDate>
      <itunes:title>Leaving the Wilderness with Sybil Stewart</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ce0e7e58-a692-11ee-80d3-c7fcb32a27a3/image/4366edb2d2dab8fa1d1e6fbb941245fb.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Leaving the Wilderness with Sybil Stewart</itunes:subtitle>
      <itunes:summary>:Sybil Stewart (She/Her) is a speaker, educator, and advocate of The Sage Stewart. Helps women of faith amplify their voices to start businesses with passion and purpose and to do it in style. Sybil is based in Durham, NC. 

Connect with Sybil Stewart on LinkedIn
https://www.linkedin.com/in/thesagestewart
Follow The Sage Stewart on LinkedIn
Learn more at the The Sage Stewart website
https://www.thesagestewart.com/
To work with Sybil, email her at stewart@createmytruth.com</itunes:summary>
      <content:encoded>
        <![CDATA[<p>:Sybil Stewart (She/Her) is a speaker, educator, and advocate of The Sage Stewart. Helps women of faith amplify their voices to start businesses with passion and purpose and to do it in style. Sybil is based in Durham, NC. </p><p><br></p><p><a href="https://www.linkedin.com/in/thesagestewart">Connect with Sybil Stewart on LinkedIn</a></p><p>https://www.linkedin.com/in/thesagestewart</p><p>Follow The Sage Stewart on LinkedIn</p><p><a href="https://www.thesagestewart.com/">Learn more at the The Sage Stewart website</a></p><p>https://www.thesagestewart.com/</p><p>To work with Sybil, email her at stewart@createmytruth.com</p>]]>
      </content:encoded>
      <itunes:duration>1544</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ce0e7e58-a692-11ee-80d3-c7fcb32a27a3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2967691220.mp3?updated=1717162886" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>What Product Inclusion Means to ADP</title>
      <link>https://www.living-corporate.com/</link>
      <description>Zach sits down with Giselle Mota, the Chief Product Inclusion Officer at ADP, for a discussion on the importance of product inclusion and how it can benefit businesses and their employees.

Connect w/ Giselle on LinkedIn.
https://www.linkedin.com/in/gmota/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</description>
      <pubDate>Tue, 28 May 2024 05:00:00 -0000</pubDate>
      <itunes:title>What Product Inclusion Means to ADP</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>848</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/711a657c-a692-11ee-83a6-437ee03aadeb/image/9ad0ace382ee2e8ce8256780d7f6fb6c.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Giselle Mota</itunes:subtitle>
      <itunes:summary>Zach sits down with Giselle Mota, the Chief Product Inclusion Officer at ADP, for a discussion on the importance of product inclusion and how it can benefit businesses and their employees.

Connect w/ Giselle on LinkedIn.
https://www.linkedin.com/in/gmota/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Giselle Mota, the Chief Product Inclusion Officer at ADP, for a discussion on the importance of product inclusion and how it can benefit businesses and their employees.</p><p><br></p><p><a href="https://www.linkedin.com/in/gmota/">Connect w/ Giselle on LinkedIn</a>.</p><p>https://www.linkedin.com/in/gmota/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>https://www.dynadot.com/corporate</p>]]>
      </content:encoded>
      <itunes:duration>2179</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[711a657c-a692-11ee-83a6-437ee03aadeb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2129576278.mp3?updated=1716831061" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Three Inclusive Behaviors</title>
      <description>Jaya Saxena (She/Her) is the Director of Diversity, Equity and Inclusion of Spencer Stuart, a global executive search and management advisory firm. Spencer Stuart employs approximately 2200 globally.
· Connect with Jaya Saxena on LinkedIn
· Follow Spencer Stuart on LinkedIn
· Learn more at the Spencer Stuart website
· Book mentioned in this episode: Everyone Included

﻿https://www.dynadot.com/corporate</description>
      <pubDate>Fri, 24 May 2024 05:00:00 -0000</pubDate>
      <itunes:title>Three Inclusive Behaviors</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:episode>102</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cddd1b9c-a692-11ee-80d3-ff02a1080f88/image/38cac33872b5186382497eb5d415e28a.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Jaya Saxena</itunes:subtitle>
      <itunes:summary>Jaya Saxena (She/Her) is the Director of Diversity, Equity and Inclusion of Spencer Stuart, a global executive search and management advisory firm. Spencer Stuart employs approximately 2200 globally.
· Connect with Jaya Saxena on LinkedIn
· Follow Spencer Stuart on LinkedIn
· Learn more at the Spencer Stuart website
· Book mentioned in this episode: Everyone Included

﻿https://www.dynadot.com/corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Jaya Saxena (She/Her) is the Director of Diversity, Equity and Inclusion of Spencer Stuart, a global executive search and management advisory firm. Spencer Stuart employs approximately 2200 globally.</p><p>· Connect with <a href="https://www.linkedin.com/in/jayasaxena2010/">Jaya Saxena on LinkedIn</a></p><p>· Follow <a href="https://www.linkedin.com/company/spencer-stuart/">Spencer Stuart on LinkedIn</a></p><p>· Learn more at the <a href="https://www.spencerstuart.com/?utm_source=CPLinkedIn&amp;utm_medium=Social">Spencer Stuart website</a></p><p>· Book mentioned in this episode: <em>Everyone Included</em></p><p><br></p><p>﻿https://www.dynadot.com/corporate</p>]]>
      </content:encoded>
      <itunes:duration>1681</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cddd1b9c-a692-11ee-80d3-ff02a1080f88]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7861480345.mp3?updated=1716410101" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>#BlackinTech, Class, Race and the Future of Work</title>
      <description>Zach sits down with Adam Thomas, an entrepreneur, consultant, speaker, and technologist, to talk about #BlackinTech and the world of work.

Connect with Adam Thomas on his website.
https://theadamthomas.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</description>
      <pubDate>Tue, 21 May 2024 05:00:00 -0000</pubDate>
      <itunes:title>#BlackinTech, Class, Race and the Future of Work</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>847</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/70e6cb04-a692-11ee-83a6-5f7a8ce9057a/image/495f9f4e07d091405e48c9663a3d927c.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Adam Thomas</itunes:subtitle>
      <itunes:summary>Zach sits down with Adam Thomas, an entrepreneur, consultant, speaker, and technologist, to talk about #BlackinTech and the world of work.

Connect with Adam Thomas on his website.
https://theadamthomas.com/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Adam Thomas, an entrepreneur, consultant, speaker, and technologist, to talk about #BlackinTech and the world of work.</p><p><br></p><p>Connect with Adam Thomas <a href="https://theadamthomas.com/">on his website</a>.</p><p>https://theadamthomas.com/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>https://www.dynadot.com/corporate</p>]]>
      </content:encoded>
      <itunes:duration>3703</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[70e6cb04-a692-11ee-83a6-5f7a8ce9057a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6053962980.mp3?updated=1716410044" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Celebrating 100 Episodes with Zach Nunn and Amy C. Waninger</title>
      <description>Amy sits down with Zach Nunn, CEO and Founder of Living Corporate to celebrate the 100th episode of Including You.

Learn more about Living Corporate www.living-corporate.com/about

https://www.dynadot.com/corporate</description>
      <pubDate>Fri, 17 May 2024 05:00:00 -0000</pubDate>
      <itunes:title>Celebrating 100 Episodes with Zach Nunn and Amy C. Waninger</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:episode>100</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cdab3848-a692-11ee-80d3-6b5eba0f76cd/image/e0afe64b9d7ed1a4e36b235d43657a29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach Nunn</itunes:subtitle>
      <itunes:summary>Amy sits down with Zach Nunn, CEO and Founder of Living Corporate to celebrate the 100th episode of Including You.

Learn more about Living Corporate www.living-corporate.com/about

https://www.dynadot.com/corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy sits down with Zach Nunn, CEO and Founder of Living Corporate to celebrate the 100th episode of Including You.</p><p><br></p><p>Learn more about Living Corporate www.living-corporate.com/about</p><p><br></p><p>https://www.dynadot.com/corporate</p>]]>
      </content:encoded>
      <itunes:duration>1874</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cdab3848-a692-11ee-80d3-6b5eba0f76cd]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9463299603.mp3?updated=1716410123" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking about HR, AI, and Ethics with Fama</title>
      <link>https://www.living-corporate.com</link>
      <description>Zach sits down again with Ben Mones, CEO of Fama Technologies, to talk about their latest research on workplace misconduct, the ever-changing landscape of AI within the world of HR, and careers in tech during a tumultuous market.

Learn more about Fama.io 
https://fama.io/about

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Ben Mones on LinkedIn.
https://www.linkedin.com/in/ben-mones-45740a2a/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</description>
      <pubDate>Tue, 14 May 2024 07:00:00 -0000</pubDate>
      <itunes:title>Talking about HR, AI, and Ethics with Fama</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>843</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/70b757f2-a692-11ee-83a6-c30f33655539/image/a2bdf14a708d776440cfd33c268bce3c.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Ben Mones</itunes:subtitle>
      <itunes:summary>Zach sits down again with Ben Mones, CEO of Fama Technologies, to talk about their latest research on workplace misconduct, the ever-changing landscape of AI within the world of HR, and careers in tech during a tumultuous market.

Learn more about Fama.io 
https://fama.io/about

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Ben Mones on LinkedIn.
https://www.linkedin.com/in/ben-mones-45740a2a/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY

https://www.dynadot.com/corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with Ben Mones, CEO of Fama Technologies, to talk about their latest research on workplace misconduct, the ever-changing landscape of AI within the world of HR, and careers in tech during a tumultuous market.</p><p><br></p><p>Learn more about <a href="https://fama.io/about">Fama.io </a></p><p>https://fama.io/about</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with Ben Mones on <a href="https://www.linkedin.com/in/cleveland-sellers-iii-0308089/">LinkedIn</a>.</p><p>https://www.linkedin.com/in/ben-mones-45740a2a/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>https://www.dynadot.com/corporate</p>]]>
      </content:encoded>
      <itunes:duration>3468</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[70b757f2-a692-11ee-83a6-c30f33655539]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9804025896.mp3?updated=1716410227" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Healing from Trauma</title>
      <description>Shuh REE uh
 
Sharea Farmer (She/Her) is the CEO of RS Counseling &amp; Wellness Center, where she helps leaders take a trauma-focused approach to improve employee wellness. RS Counseling &amp; Wellness Center is based in New Jersey.
· Connect with Sharea Farmer on LinkedIn
· Follow RS Counseling &amp; Wellness Center on LinkedIn
· Learn more at the RS Counseling &amp; Wellness Center website</description>
      <pubDate>Fri, 10 May 2024 05:00:00 -0000</pubDate>
      <itunes:title>Healing from Trauma</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cd78c264-a692-11ee-80d3-d37bf6337495/image/69ba7124150571aacf48ccf7e169acbb.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Sharea Farmer </itunes:subtitle>
      <itunes:summary>Shuh REE uh
 
Sharea Farmer (She/Her) is the CEO of RS Counseling &amp; Wellness Center, where she helps leaders take a trauma-focused approach to improve employee wellness. RS Counseling &amp; Wellness Center is based in New Jersey.
· Connect with Sharea Farmer on LinkedIn
· Follow RS Counseling &amp; Wellness Center on LinkedIn
· Learn more at the RS Counseling &amp; Wellness Center website</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Shuh REE uh</p><p> </p><p>Sharea Farmer (She/Her) is the CEO of RS Counseling &amp; Wellness Center, where she helps leaders take a trauma-focused approach to improve employee wellness. RS Counseling &amp; Wellness Center is based in New Jersey.</p><p>· Connect with <a href="https://www.linkedin.com/in/shareafarmer/">Sharea Farmer on LinkedIn</a></p><p>· Follow <a href="https://www.linkedin.com/company/rs-counseling-&amp;-wellness-center/">RS Counseling &amp; Wellness Center on LinkedIn</a></p><p>· Learn more at the <a href="http://www.rswellness.org/">RS Counseling &amp; Wellness Center website</a></p>]]>
      </content:encoded>
      <itunes:duration>2006</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cd78c264-a692-11ee-80d3-d37bf6337495]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4529163405.mp3?updated=1713145725" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Connecting the World</title>
      <link>https://www.living-corporate.com</link>
      <description>Zach sits down with Nic Tat, global executive at Capgemini, to talk about the internet of things in the age of AI

Learn more about Capgemini
https://www.capgemini.com/us-en/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Nic Tat on LinkedIn.
https://www.linkedin.com/in/nictat/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 07 May 2024 05:00:00 -0000</pubDate>
      <itunes:title>Connecting the World</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>840</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/70882c3e-a692-11ee-83a6-cb70f27e64bb/image/7f3d49ccb4a39db8309f4d1bd35aec92.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Nic Tat</itunes:subtitle>
      <itunes:summary>Zach sits down with Nic Tat, global executive at Capgemini, to talk about the internet of things in the age of AI

Learn more about Capgemini
https://www.capgemini.com/us-en/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Nic Tat on LinkedIn.
https://www.linkedin.com/in/nictat/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Nic Tat, global executive at Capgemini, to talk about the internet of things in the age of AI</p><p><br></p><p><a href="https://www.capgemini.com/us-en/">Learn more about Capgemini</a></p><p>https://www.capgemini.com/us-en/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with Nic Tat on <a href="https://www.linkedin.com/in/nictat/">LinkedIn</a>.</p><p>https://www.linkedin.com/in/nictat/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3001</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[70882c3e-a692-11ee-83a6-cb70f27e64bb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2657628675.mp3?updated=1713133573" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Cultural Intelligence</title>
      <description>Dr. Renee Bhatti Klug (she/her) is the Founder &amp; Principal of Culturally Intelligent Training &amp;
Consulting (CITC), a leadership consultancy that uses Cultural Intelligence to guide individuals in demonstrating inclusive behaviors.

learn@culturallyintelligent.com</description>
      <pubDate>Fri, 03 May 2024 05:00:00 -0000</pubDate>
      <itunes:title>Cultural Intelligence</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ccaff83e-a692-11ee-80d3-ab8fa9f754fc/image/9e9c8e1238988284017799dce4b0ef08.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Dr. Renee Bhatti Klug </itunes:subtitle>
      <itunes:summary>Dr. Renee Bhatti Klug (she/her) is the Founder &amp; Principal of Culturally Intelligent Training &amp;
Consulting (CITC), a leadership consultancy that uses Cultural Intelligence to guide individuals in demonstrating inclusive behaviors.

learn@culturallyintelligent.com</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Dr. Renee Bhatti Klug (she/her) is the Founder &amp; Principal of Culturally Intelligent Training &amp;</p><p>Consulting (CITC), a leadership consultancy that uses Cultural Intelligence to guide individuals in demonstrating inclusive behaviors.</p><p><br></p><p>learn@culturallyintelligent.com</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1837</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ccaff83e-a692-11ee-80d3-ab8fa9f754fc]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7880929340.mp3?updated=1713143738" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Building Strong Customer Experiences </title>
      <description>Zach sits down with Cleveland Sellers, go to market executive to talk about customer experience and building relationships is an increasingly complex market

Learn more about Capgemini
https://www.capgemini.com/us-en/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Cleveland Sellers on LinkedIn.
https://www.linkedin.com/in/cleveland-sellers-iii-0308089/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 30 Apr 2024 05:00:00 -0000</pubDate>
      <itunes:title>Building Strong Customer Experiences </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>829</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7029452a-a692-11ee-83a6-efab70d13797/image/9fd73eddc3fb77d2fd522570c2e5a3f8.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Cleveland Sellers</itunes:subtitle>
      <itunes:summary>Zach sits down with Cleveland Sellers, go to market executive to talk about customer experience and building relationships is an increasingly complex market

Learn more about Capgemini
https://www.capgemini.com/us-en/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Cleveland Sellers on LinkedIn.
https://www.linkedin.com/in/cleveland-sellers-iii-0308089/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Cleveland Sellers, go to market executive to talk about customer experience and building relationships is an increasingly complex market</p><p><br></p><p><a href="https://www.capgemini.com/us-en/">Learn more about Capgemini</a></p><p>https://www.capgemini.com/us-en/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with Cleveland Sellers on <a href="https://www.linkedin.com/in/cleveland-sellers-iii-0308089/">LinkedIn</a>.</p><p>https://www.linkedin.com/in/cleveland-sellers-iii-0308089/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3777</itunes:duration>
      <guid isPermaLink="false"><![CDATA[7029452a-a692-11ee-83a6-efab70d13797]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4791089200.mp3?updated=1713130459" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>International Exchange with Dr. Ted Samuel</title>
      <description>Dr. Ted Samuel (He/Him) is the Senior Director of Oberlin Shansi, which provides grants and fellowships to young professionals to promote individual and creative engagement with Asia. Oberlin Shansi supports 16-18 International Fellows in India, China, Indonesia, and Japan, 4 full-time staff, and 4-6 visiting scholars.
Connect with A. Ted Samuel on LinkedIn
https://www.linkedin.com/in/tedsamuel1/
Follow Oberlin Shansi on LinkedIn
https://www.linkedin.com/company/oberlin-shansi/
Learn more at the Oberlin Shansi website
https://www.shansi.org/</description>
      <pubDate>Fri, 26 Apr 2024 05:00:00 -0000</pubDate>
      <itunes:title>International Exchange with Dr. Ted Samuel</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7058d416-a692-11ee-83a6-57f9648660de/image/ceca276bf05d98a6e3f191452c474606.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Dr. Ted Samuel</itunes:subtitle>
      <itunes:summary>Dr. Ted Samuel (He/Him) is the Senior Director of Oberlin Shansi, which provides grants and fellowships to young professionals to promote individual and creative engagement with Asia. Oberlin Shansi supports 16-18 International Fellows in India, China, Indonesia, and Japan, 4 full-time staff, and 4-6 visiting scholars.
Connect with A. Ted Samuel on LinkedIn
https://www.linkedin.com/in/tedsamuel1/
Follow Oberlin Shansi on LinkedIn
https://www.linkedin.com/company/oberlin-shansi/
Learn more at the Oberlin Shansi website
https://www.shansi.org/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Dr. Ted Samuel (He/Him) is the Senior Director of Oberlin Shansi, which provides grants and fellowships to young professionals to promote individual and creative engagement with Asia. Oberlin Shansi supports 16-18 International Fellows in India, China, Indonesia, and Japan, 4 full-time staff, and 4-6 visiting scholars.</p><p><a href="https://www.linkedin.com/in/tedsamuel1/">Connect with A. Ted Samuel on LinkedIn</a></p><p>https://www.linkedin.com/in/tedsamuel1/</p><p><a href="https://www.linkedin.com/company/oberlin-shansi/">Follow Oberlin Shansi on LinkedIn</a></p><p>https://www.linkedin.com/company/oberlin-shansi/</p><p><a href="https://www.shansi.org/">Learn more at the Oberlin Shansi website</a></p><p>https://www.shansi.org/</p>]]>
      </content:encoded>
      <itunes:duration>1591</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[7058d416-a692-11ee-83a6-57f9648660de]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1742525482.mp3?updated=1715135591" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Building Sustainability in a Strained World</title>
      <description>Zach sits down with Sol Salinas, Sustainability Executive at Capgemini to talk about ESG strategy

Learn more about Capgemini
https://www.capgemini.com/us-en/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Sol Salinas on LinkedIn.
https://www.linkedin.com/in/sol-salinas-5410553/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 23 Apr 2024 05:00:00 -0000</pubDate>
      <itunes:title>Building Sustainability in a Strained World</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>828</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cd14266a-a692-11ee-80d3-87a555278a29/image/6cc0b61faf59fb145a91fad5a6297437.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Sol Salinas</itunes:subtitle>
      <itunes:summary>Zach sits down with Sol Salinas, Sustainability Executive at Capgemini to talk about ESG strategy

Learn more about Capgemini
https://www.capgemini.com/us-en/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Sol Salinas on LinkedIn.
https://www.linkedin.com/in/sol-salinas-5410553/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Sol Salinas, Sustainability Executive at Capgemini to talk about ESG strategy</p><p><br></p><p><a href="https://www.capgemini.com/us-en/">Learn more about Capgemini</a></p><p>https://www.capgemini.com/us-en/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with Sol Salinas on <a href="https://www.linkedin.com/in/sol-salinas-5410553/">LinkedIn</a>.</p><p>https://www.linkedin.com/in/sol-salinas-5410553/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>1924</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cd14266a-a692-11ee-80d3-87a555278a29]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9077780227.mp3?updated=1713131540" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Leading In Color</title>
      <description>Marta Miranda Straub (she/her) is the Founder &amp; President of Catapult Now LLC, where she offers organizational development and leadership training services to for profit and nonprofit organizations. She’s celebrating her fiftieth year in this work.
catapultingnow@gmail.com
catapultingnow.com
https://www.linkedin.com/in/marta-miranda-straub-organizational-development-and-author-speaker-7796221a7/</description>
      <pubDate>Fri, 19 Apr 2024 05:00:00 -0000</pubDate>
      <itunes:title>Leading In Color</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cce1ff3c-a692-11ee-80d3-23c4583d8d48/image/bd9853c337b3e63a0ea3fac42cad455e.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Marta Miranda Straub</itunes:subtitle>
      <itunes:summary>Marta Miranda Straub (she/her) is the Founder &amp; President of Catapult Now LLC, where she offers organizational development and leadership training services to for profit and nonprofit organizations. She’s celebrating her fiftieth year in this work.
catapultingnow@gmail.com
catapultingnow.com
https://www.linkedin.com/in/marta-miranda-straub-organizational-development-and-author-speaker-7796221a7/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Marta Miranda Straub (she/her) is the Founder &amp; President of Catapult Now LLC, where she offers organizational development and leadership training services to for profit and nonprofit organizations. She’s celebrating her fiftieth year in this work.</p><p>catapultingnow@gmail.com</p><p>catapultingnow.com</p><p>https://www.linkedin.com/in/marta-miranda-straub-organizational-development-and-author-speaker-7796221a7/</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1787</itunes:duration>
      <guid isPermaLink="false"><![CDATA[cce1ff3c-a692-11ee-80d3-23c4583d8d48]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5473010570.mp3?updated=1713143671" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Understanding Employee Experience at Capgemini</title>
      <description>Zach sits down with longtime friend of the show Janet Pope, Vice President, Corporate Responsibility &amp; Engagement at Capgemini, to discuss the current hostility towards DEI, the role of brand and employee experience in broader corporate talent strategy.

Learn more about Capgemini
https://www.capgemini.com/us-en/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Janet Pope on LinkedIn.
https://www.linkedin.com/in/janetppope/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 16 Apr 2024 05:00:00 -0000</pubDate>
      <itunes:title>Understanding Employee Experience at Capgemini</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>827</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6ff9b1f2-a692-11ee-83a6-b3621a16a89c/image/3115227a1100c35ddd6d6a461956b1a3.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Janet Pope</itunes:subtitle>
      <itunes:summary>Zach sits down with longtime friend of the show Janet Pope, Vice President, Corporate Responsibility &amp; Engagement at Capgemini, to discuss the current hostility towards DEI, the role of brand and employee experience in broader corporate talent strategy.

Learn more about Capgemini
https://www.capgemini.com/us-en/

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Janet Pope on LinkedIn.
https://www.linkedin.com/in/janetppope/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with longtime friend of the show<a href="https://www.linkedin.com/in/janetppope/"> Janet Pope, Vice President, Corporate Responsibility &amp; Engagement at Capgemini</a>, to discuss the current hostility towards DEI, the role of brand and employee experience in broader corporate talent strategy.</p><p><br></p><p><a href="https://www.capgemini.com/us-en/">Learn more about Capgemini</a></p><p>https://www.capgemini.com/us-en/</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with Janet Pope on <a href="https://www.linkedin.com/in/janetppope/">LinkedIn</a>.</p><p>https://www.linkedin.com/in/janetppope/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2670</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6ff9b1f2-a692-11ee-83a6-b3621a16a89c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2907646305.mp3?updated=1713127821" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Role of Data in Corporate Commitments </title>
      <description>Zach sits down again with Tiffani Daniels to continue their discussion on the role of data in the landscape of corporate commitments to workplace fairness

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Tiffani on LinkedIn.
https://www.linkedin.com/in/tiffani-daniels-5b476517/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 09 Apr 2024 05:00:00 -0000</pubDate>
      <itunes:title>The Role of Data in Corporate Commitments </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>826</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6fca322e-a692-11ee-83a6-3f5b5004a8ce/image/3bc49e8c397b323cea5e0e8710c9664d.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Tiffani Daniels</itunes:subtitle>
      <itunes:summary>Zach sits down again with Tiffani Daniels to continue their discussion on the role of data in the landscape of corporate commitments to workplace fairness

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Tiffani on LinkedIn.
https://www.linkedin.com/in/tiffani-daniels-5b476517/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with <a href="https://www.linkedin.com/in/tiffani-daniels-5b476517/">Tiffani Daniels</a> to continue their discussion on the role of data in the landscape of corporate commitments to workplace fairness</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with Tiffani on <a href="https://www.linkedin.com/in/tiffani-daniels-5b476517/">LinkedIn</a>.</p><p>https://www.linkedin.com/in/tiffani-daniels-5b476517/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3167</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6fca322e-a692-11ee-83a6-3f5b5004a8ce]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7700271679.mp3?updated=1713117952" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Why Representation Matters in ESG (ft. Andrés Jimenez)</title>
      <description>Zach sits down with Andrés Jimenez, Green 2.0's first ever (former) Executive Director, to talk about the mission of Green 2.0, their report card, and the larger environmental space.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Andrés on LinkedIn.
https://www.linkedin.com/in/andres-jimenez-37073514/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 02 Apr 2024 11:30:00 -0000</pubDate>
      <itunes:title>Why Representation Matters in ESG (ft. Andrés Jimenez)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>825</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6f9af0b8-a692-11ee-83a6-d7603be7f729/image/924e9bc6ce35da24c068710177aa136f.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Andrés Jimenez, Green 2.0's first ever (former) Executive Director, to talk about the mission of Green 2.0, their report card, and the larger environmental space.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Andrés on LinkedIn.
https://www.linkedin.com/in/andres-jimenez-37073514/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://www.linkedin.com/in/andres-jimenez-37073514/">Andrés Jimenez</a>, Green 2.0's first ever (former) Executive Director, to talk about the mission of Green 2.0, their report card, and the larger environmental space.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with Andrés on <a href="https://www.linkedin.com/in/andres-jimenez-37073514/">LinkedIn</a>.</p><p>https://www.linkedin.com/in/andres-jimenez-37073514/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2404</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6f9af0b8-a692-11ee-83a6-d7603be7f729]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5745526148.mp3?updated=1714567430" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Telling Patient Stories (ft. Dr. Cherise Bernard)</title>
      <description>Amy C. Waninger welcomes Dr. Cherise Bernard, Head of Culture and Diversity, Equity &amp; Inclusion @ Invitae, to the Including You podcast this week to chat about telling patient stories.
Connect with Dr. Bernard on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.</description>
      <pubDate>Fri, 29 Mar 2024 13:44:38 -0000</pubDate>
      <itunes:title>Including You : Telling Patient Stories (ft. Dr. Cherise Bernard)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>824</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cc4b4f2e-a692-11ee-80d3-7b3dc534fcd6/image/842beafce1e50e2a43a2208f3b369992.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Dr. Cherise Bernard, Head of Culture and Diversity, Equity &amp; Inclusion @ Invitae, to the Including You podcast this week to chat about telling patient stories.
Connect with Dr. Bernard on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://www.linkedin.com/in/cherisebernardphd/">Dr. Cherise Bernard</a>, Head of Culture and Diversity, Equity &amp; Inclusion @ Invitae, to the Including You podcast this week to chat about telling patient stories.</p><p>Connect with Dr. Bernard on <a href="https://www.linkedin.com/in/cherisebernardphd/">LinkedIn</a>.</p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p>]]>
      </content:encoded>
      <itunes:duration>1613</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cc4b4f2e-a692-11ee-80d3-7b3dc534fcd6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8337188763.mp3?updated=1711988051" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Why Equity Matters in the Foster Care System (ft. Darrell Booker)</title>
      <description>Zach sits down with executive, technologist, philanthropist, and speaker Darrell Booker, Racial Equity Tech Lead at Microsoft, to chat about his journey in tech, purpose, and the importance of fairness in the foster care system.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Darrell on LinkedIn.
https://www.linkedin.com/in/darrellbooker/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 26 Mar 2024 13:00:00 -0000</pubDate>
      <itunes:title>Why Equity Matters in the Foster Care System (ft. Darrell Booker)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>823</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6f6b5362-a692-11ee-83a6-a7c39f337ace/image/96afc3ac1338528ed61fc164b329cbff.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with executive, technologist, philanthropist, and speaker Darrell Booker, Racial Equity Tech Lead at Microsoft, to chat about his journey in tech, purpose, and the importance of fairness in the foster care system.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Darrell on LinkedIn.
https://www.linkedin.com/in/darrellbooker/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with executive, technologist, philanthropist, and speaker <a href="https://www.linkedin.com/in/darrellbooker/">Darrell Booker</a>, Racial Equity Tech Lead at Microsoft, to chat about his journey in tech, purpose, and the importance of fairness in the foster care system.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with Darrell on <a href="https://bit.ly/48HACFr">LinkedIn</a>.</p><p>https://www.linkedin.com/in/darrellbooker/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2208</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6f6b5362-a692-11ee-83a6-a7c39f337ace]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2162527172.mp3?updated=1711467544" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Black Health Equity (ft. Bianca Mayes)</title>
      <description>Amy C. Waninger welcomes Bianca Mayes, the National Director of Black Health Equity at Planned Parenthood, to the Including You podcast this week to chat about black health equity.
Connect with Bianca on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.</description>
      <pubDate>Fri, 22 Mar 2024 10:22:25 -0000</pubDate>
      <itunes:title>Including You : Black Health Equity (ft. Bianca Mayes)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>822</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cc198e3a-a692-11ee-80d3-8353c173d1e0/image/1afab321bcb1585180642a4596483863.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Bianca Mayes, the National Director of Black Health Equity at Planned Parenthood, to the Including You podcast this week to chat about black health equity.
Connect with Bianca on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://www.linkedin.com/in/bianca-mayes-mph-ches-47b6b867/">Bianca Mayes</a>, the National Director of Black Health Equity at Planned Parenthood, to the Including You podcast this week to chat about black health equity.</p><p>Connect with Bianca on <a href="https://www.linkedin.com/in/bianca-mayes-mph-ches-47b6b867/">LinkedIn</a>.</p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p>]]>
      </content:encoded>
      <itunes:duration>1460</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cc198e3a-a692-11ee-80d3-8353c173d1e0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1840244212.mp3?updated=1711988098" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Importance of Cultural Competence (ft. Dr. Rehman Abdulrehman)</title>
      <description>Zach sits down with author, speaker, consultant, and professor Dr. Rehman Abdulrehman to chat about the importance of cultural competence.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Dr. Abdulrehman on LinkedIn.
https://bit.ly/48HACFr

Check out the Lead with Diversity website.
https://bit.ly/3x0fihv

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 19 Mar 2024 12:49:00 -0000</pubDate>
      <itunes:title>The Importance of Cultural Competence (ft. Dr. Rehman Abdulrehman)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>821</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6f3b324a-a692-11ee-83a6-4323b2fd8b04/image/80f8a7940f5c7ac57c8484e40b11c922.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with author, speaker, consultant, and professor Dr. Rehman Abdulrehman to chat about the importance of cultural competence.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Dr. Abdulrehman on LinkedIn.
https://bit.ly/48HACFr

Check out the Lead with Diversity website.
https://bit.ly/3x0fihv

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with author, speaker, consultant, and professor <a href="https://bit.ly/48HACFr">Dr. Rehman Abdulrehman</a> to chat about the importance of cultural competence.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with Dr. Abdulrehman on <a href="https://bit.ly/48HACFr">LinkedIn</a>.</p><p>https://bit.ly/48HACFr</p><p><br></p><p>Check out the <a href="https://bit.ly/3x0fihv">Lead with Diversity website</a>.</p><p>https://bit.ly/3x0fihv</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3110</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6f3b324a-a692-11ee-83a6-4323b2fd8b04]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5619339827.mp3?updated=1710853418" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Inclusive Language (ft. Dr. Suzanne Wertheim)</title>
      <description>Amy C. Waninger welcomes Dr. Suzanne Wertheim, the CEO of Worthwhile Research &amp; Consulting, to the Including You podcast this week to chat about inclusive language.
Connect with Dr. Wertheim on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.</description>
      <pubDate>Fri, 15 Mar 2024 11:22:00 -0000</pubDate>
      <itunes:title>Including You : Inclusive Language (ft. Dr. Suzanne Wertheim)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>820</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cbe7209e-a692-11ee-80d3-f311194be146/image/29ecb8bedf0956434fbbeecebb89ef41.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Dr. Suzanne Wertheim, the CEO of Worthwhile Research &amp; Consulting, to the Including You podcast this week to chat about inclusive language.
Connect with Dr. Wertheim on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://www.linkedin.com/in/suzannewertheim-inclusivelanguageexpert">Dr. Suzanne Wertheim</a>, the CEO of Worthwhile Research &amp; Consulting, to the Including You podcast this week to chat about inclusive language.</p><p>Connect with Dr. Wertheim on <a href="https://www.linkedin.com/in/suzannewertheim-inclusivelanguageexpert">LinkedIn</a>.</p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p>]]>
      </content:encoded>
      <itunes:duration>2422</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cbe7209e-a692-11ee-80d3-f311194be146]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6538414428.mp3?updated=1711988178" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Career Transitions in a Tumultuous Market (ft. God-is Rivera)</title>
      <description>Zach sits down with branding, communications, and community building expert God-is Rivera, Chief Content Officer at Essence Ventures, to discuss the state of creativity at work and the strategic intersection between digital community building and go to market strategy.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with God-is on LinkedIn.
https://www.linkedin.com/in/godisrivera/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 12 Mar 2024 14:56:00 -0000</pubDate>
      <itunes:title>Career Transitions in a Tumultuous Market (ft. God-is Rivera)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>819</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6f0c6438-a692-11ee-83a6-5fe80fcc2766/image/3344ca084ba279b2116d86032d4cd9c8.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with branding, communications, and community building expert God-is Rivera, Chief Content Officer at Essence Ventures, to discuss the state of creativity at work and the strategic intersection between digital community building and go to market strategy.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with God-is on LinkedIn.
https://www.linkedin.com/in/godisrivera/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with branding, communications, and community building expert <a href="https://www.linkedin.com/in/godisrivera/">God-is Rivera</a>, Chief Content Officer at Essence Ventures, to discuss the state of creativity at work and the strategic intersection between digital community building and go to market strategy.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with God-is on <a href="https://www.linkedin.com/in/godisrivera/">LinkedIn</a>.</p><p>https://www.linkedin.com/in/godisrivera/</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3083</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6f0c6438-a692-11ee-83a6-5fe80fcc2766]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4755546595.mp3?updated=1710257426" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Leadership Coaching (ft. Dr. Ana María López Caldwell)</title>
      <description>Amy C. Waninger welcomes inclusive leadership coach and consultant Dr. Ana María López Caldwell, the founder of Dr. Ana María LC, to the Including You podcast this week to chat about leadership coaching.
Connect with Dr. Ana María López Caldwell on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.</description>
      <pubDate>Fri, 08 Mar 2024 13:10:00 -0000</pubDate>
      <itunes:title>Including You : Leadership Coaching (ft. Dr. Ana María López Caldwell)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>818</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cbb54d1c-a692-11ee-80d3-2708a2e3ff10/image/eb6f55e8f21ed084a1f857bd1bcf5ba8.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes inclusive leadership coach and consultant Dr. Ana María López Caldwell, the founder of Dr. Ana María LC, to the Including You podcast this week to chat about leadership coaching.
Connect with Dr. Ana María López Caldwell on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes inclusive leadership coach and consultant <a href="https://bit.ly/3T7qlNk">Dr. Ana María López Caldwell</a>, the founder of Dr. Ana María LC, to the Including You podcast this week to chat about leadership coaching.</p><p>Connect with Dr. Ana María López Caldwell on <a href="https://bit.ly/3T7qlNk">LinkedIn</a>.</p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p>]]>
      </content:encoded>
      <itunes:duration>1656</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cbb54d1c-a692-11ee-80d3-2708a2e3ff10]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7468356739.mp3?updated=1709904023" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>AI &amp; The Future of Work (ft. Anne T. Griffin)</title>
      <description>Zach sits down with consultant, technologist, and product leader Anne T. Griffin to chat about the role of AI in the future of work.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Anne on LinkedIn.
https://bit.ly/3UZprFd

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 05 Mar 2024 13:04:00 -0000</pubDate>
      <itunes:title>AI &amp; The Future of Work (ft. Anne T. Griffin)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>817</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6ede7884-a692-11ee-83a6-e34f31df87d5/image/5358f20ce9208679db23619b99efcabd.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with consultant, technologist, and product leader Anne T. Griffin to chat about the role of AI in the future of work.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Anne on LinkedIn.
https://bit.ly/3UZprFd

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with consultant, technologist, and product leader <a href="https://bit.ly/3UZprFd">Anne T. Griffin</a> to chat about the role of AI in the future of work.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with Anne on <a href="https://bit.ly/3UZprFd">LinkedIn</a>.</p><p>https://bit.ly/3UZprFd</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2746</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6ede7884-a692-11ee-83a6-e34f31df87d5]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9012776138.mp3?updated=1709644740" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Internal Dynamics (ft. Samira Abdul-Karim)</title>
      <description>Amy C. Waninger welcomes Samira Abdul-Karim, co-founder and CEO of Hyphens and Spaces, to the Including You podcast this week to chat about internal dynamics.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Samira on LinkedIn.
https://bit.ly/3TmguVi

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 01 Mar 2024 12:03:28 -0000</pubDate>
      <itunes:title>Including You : Internal Dynamics (ft. Samira Abdul-Karim)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>816</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cb83a532-a692-11ee-80d3-0f05c667baba/image/f7ef9bef2dfc497ca9b448a367b6c310.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Samira Abdul-Karim, co-founder and CEO of Hyphens and Spaces, to the Including You podcast this week to chat about internal dynamics.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Samira on LinkedIn.
https://bit.ly/3TmguVi

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3TmguVi">Samira Abdul-Karim</a>, co-founder and CEO of Hyphens and Spaces, to the Including You podcast this week to chat about internal dynamics.</p><p><br></p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Connect with Samira on <a href="https://bit.ly/3TmguVi">LinkedIn</a>.</p><p>https://bit.ly/3TmguVi</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1828</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cb83a532-a692-11ee-80d3-0f05c667baba]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4547289923.mp3?updated=1709296878" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Corporate Commitment to Fairness (ft. Tiffani Daniels)</title>
      <description>Zach sits down with Tiffani Daniels, Managing Director of the Minnesota Business Coalition for Racial Equity, about her journey, honoring purpose, and the future of corporations engaging in equitable endeavors.
Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about
Check out our official merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 27 Feb 2024 13:12:00 -0000</pubDate>
      <itunes:title>Corporate Commitment to Fairness (ft. Tiffani Daniels)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>815</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6eb03dfc-a692-11ee-83a6-bbc29a0fd750/image/3bc49e8c397b323cea5e0e8710c9664d.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Tiffani Daniels, Managing Director of the Minnesota Business Coalition for Racial Equity, about her journey, honoring purpose, and the future of corporations engaging in equitable endeavors.
Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about
Check out our official merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://www.linkedin.com/in/tiffani-daniels-5b476517/">Tiffani Daniels</a>, Managing Director of the Minnesota Business Coalition for Racial Equity, about her journey, honoring purpose, and the future of corporations engaging in equitable endeavors.</p><p>Subscribe to <a href="https://bit.ly/2Xsbbbb">Living Corporate on Patreon</a> for ad-free, early access content and more.</p><p>https://bit.ly/2Xsbbbb</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p>Check out <a href="https://bit.ly/375rFbY">our official merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3048</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6eb03dfc-a692-11ee-83a6-bbc29a0fd750]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1055757849.mp3?updated=1709041824" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Credit Reporting (ft. Charles Morgan)</title>
      <description>Amy C. Waninger welcomes Charles Morgan, the co-founder of ScreeCred, to the Including You podcast this week to chat about credit reporting.

Connect with Charles on LinkedIn.
https://bit.ly/48rQWdl

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 23 Feb 2024 11:51:49 -0000</pubDate>
      <itunes:title>Including You : Credit Reporting (ft. Charles Morgan)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>814</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cb51b518-a692-11ee-80d3-a770b23ae6ff/image/0bfc146fbdd3f1ab4c76e3ce986de530.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Charles Morgan, the co-founder of ScreeCred, to the Including You podcast this week to chat about credit reporting.

Connect with Charles on LinkedIn.
https://bit.ly/48rQWdl

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/48rQWdl">Charles Morgan</a>, the co-founder of ScreeCred, to the Including You podcast this week to chat about credit reporting.</p><p><br></p><p>Connect with Charles on <a href="https://bit.ly/48rQWdl">LinkedIn</a>.</p><p>https://bit.ly/48rQWdl</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1288</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cb51b518-a692-11ee-80d3-a770b23ae6ff]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8593983603.mp3?updated=1708689857" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Seeking Funding as a Black Founder (ft. Toby Egbuna)</title>
      <description>Zach sits down with speaker, technologist, influencer, and founder of Chezie, Toby Egbuna, to talk about his experiences as a young Black founder.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Toby on LinkedIn.
https://bit.ly/49iXZGz

Check out Chezie's official website.
https://bit.ly/48mu0w4

Check out our official merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 20 Feb 2024 12:09:00 -0000</pubDate>
      <itunes:title>Seeking Funding as a Black Founder (ft. Toby Egbuna)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>813</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6e7f5b24-a692-11ee-83a6-0b366cbfd7d9/image/672d6fcc1a5dedb9056cb66c33eb3c45.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with speaker, technologist, influencer, and founder of Chezie, Toby Egbuna, to talk about his experiences as a young Black founder.

Subscribe to Living Corporate on Patreon for ad-free, early access content and more.
https://bit.ly/2Xsbbbb

Connect with Toby on LinkedIn.
https://bit.ly/49iXZGz

Check out Chezie's official website.
https://bit.ly/48mu0w4

Check out our official merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with speaker, technologist, influencer, and founder of <a href="https://www.linkedin.com/company/chezie/">Chezie</a>, <a href="https://www.linkedin.com/in/ACoAAA8pJcgBhg1EbDNyg3UlBWCSJZSelce2zLc">Toby Egbuna</a>, to talk about his experiences as a young Black founder.</p><p><br></p><p>Subscribe to Living Corporate on Patreon for ad-free, early access content and more.</p><p><a href="https://bit.ly/2Xsbbbb">https://bit.ly/2Xsbbbb</a></p><p><br></p><p>Connect with Toby on LinkedIn.</p><p><a href="https://bit.ly/49iXZGz">https://bit.ly/49iXZGz</a></p><p><br></p><p>Check out Chezie's official website.</p><p><a href="https://bit.ly/48mu0w4">https://bit.ly/48mu0w4</a></p><p><br></p><p>Check out our <a href="https://bit.ly/375rFbY">official merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3695</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6e7f5b24-a692-11ee-83a6-0b366cbfd7d9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3963884918.mp3?updated=1708431576" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Emotional Intelligence (ft. Farah Harris)</title>
      <description>Amy C. Waninger welcomes Farah Harris, founder and CEO of WorkingWell Daily, to the Including You podcast this week to chat about emotional intelligence.

Connect with Farah on LinkedIn.
https://www.linkedin.com/in/farahharrislcpc/

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 16 Feb 2024 12:13:14 -0000</pubDate>
      <itunes:title>Including You : Emotional Intelligence (ft. Farah Harris)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>812</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c4bb84d8-ccc4-11ee-ba95-d7c82b9894f7/image/b4f214.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Farah Harris, founder and CEO of WorkingWell Daily, to the Including You podcast this week to chat about emotional intelligence.

Connect with Farah on LinkedIn.
https://www.linkedin.com/in/farahharrislcpc/

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://www.linkedin.com/in/farahharrislcpc/">Farah Harris</a>, founder and CEO of WorkingWell Daily, to the Including You podcast this week to chat about emotional intelligence.</p><p><br></p><p>Connect with Farah on <a href="https://www.linkedin.com/in/farahharrislcpc/">LinkedIn</a>.</p><p>https://www.linkedin.com/in/farahharrislcpc/</p><p><br></p><p>Including You is brought to you by Lead at Any Level. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1967</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c4bb84d8-ccc4-11ee-ba95-d7c82b9894f7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4488160716.mp3?updated=1708182292" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Transparency is the New Authenticity (ft. John Graham Jr.)</title>
      <description>Zach sits down again with friend of the show John Graham Jr. to talk about how and what brands should be branding themselves to attract and retain talent.
Connect with John on LinkedIn.</description>
      <pubDate>Tue, 13 Feb 2024 12:16:00 -0000</pubDate>
      <itunes:title>Transparency is the New Authenticity (ft. John Graham Jr.)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>811</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6e4ee5f2-a692-11ee-83a6-d74352652bf0/image/98cd15a33c05f876e865653c878f5bda.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down again with friend of the show John Graham Jr. to talk about how and what brands should be branding themselves to attract and retain talent.
Connect with John on LinkedIn.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with friend of the show <a href="https://www.linkedin.com/in/johngrahamcreative/">John Graham Jr.</a> to talk about how and what brands should be branding themselves to attract and retain talent.</p><p>Connect with John on <a href="https://www.linkedin.com/in/johngrahamcreative/">LinkedIn</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2479</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6e4ee5f2-a692-11ee-83a6-d74352652bf0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3113877821.mp3?updated=1707827629" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : College Athletics (ft. Thomas Harris)</title>
      <description>Amy C. Waninger welcomes Thomas Harris, the associate athletics director of diversity, inclusion and employee engagement at the University of Arizona, to the Including You podcast this week to chat about college athletics.

Connect with Thomas on LinkedIn.
https://bit.ly/48bhEXB

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 09 Feb 2024 12:14:37 -0000</pubDate>
      <itunes:title>Including You : College Athletics (ft. Thomas Harris)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>810</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/93d33336-c745-11ee-a8c8-5fe7b703fef9/image/2c3983.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Thomas Harris, the associate athletics director of diversity, inclusion and employee engagement at the University of Arizona, to the Including You podcast this week to chat about college athletics.

Connect with Thomas on LinkedIn.
https://bit.ly/48bhEXB

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/48bhEXB">Thomas Harris</a>, the associate athletics director of diversity, inclusion and employee engagement at the University of Arizona, to the Including You podcast this week to chat about college athletics.</p><p><br></p><p>Connect with Thomas on <a href="https://bit.ly/48bhEXB">LinkedIn</a>.</p><p>https://bit.ly/48bhEXB</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1659</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[93d33336-c745-11ee-a8c8-5fe7b703fef9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2287236947.mp3?updated=1707653159" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Role of Tech in Economic Empowerment (ft. Shawntera Hardy)</title>
      <description>Zach sits down with entrepreneur, speaker, commercial and economic executive strategist Shawntera Hardy to explore the intersection of tech and economic empowerment for marginalized communities.

Connect with Shawntera on LinkedIn.
https://bit.ly/49hSCqO

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about</description>
      <pubDate>Tue, 06 Feb 2024 12:43:00 -0000</pubDate>
      <itunes:title>The Role of Tech in Economic Empowerment (ft. Shawntera Hardy)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>809</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6e207b0e-a692-11ee-83a6-b32bc404b3fa/image/0d140dde249418b72fe9b5ff99c57487.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with entrepreneur, speaker, commercial and economic executive strategist Shawntera Hardy to explore the intersection of tech and economic empowerment for marginalized communities.

Connect with Shawntera on LinkedIn.
https://bit.ly/49hSCqO

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with entrepreneur, speaker, commercial and economic executive strategist <a href="https://bit.ly/49hSCqO">Shawntera Hardy</a> to explore the intersection of tech and economic empowerment for marginalized communities.</p><p><br></p><p>Connect with Shawntera on <a href="https://bit.ly/49hSCqO">LinkedIn</a>.</p><p>https://bit.ly/49hSCqO</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p>]]>
      </content:encoded>
      <itunes:duration>2721</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6e207b0e-a692-11ee-83a6-b32bc404b3fa]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1829323359.mp3?updated=1707653279" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Meaningful Partnerships (ft. Kristen Shanley)</title>
      <description>Amy C. Waninger welcomes Kristen Shanley, the Director and Head of Diversity, Equity, and Inclusion of Cerberus Capital Management, to the Including You podcast this week to chat about meaningful partnerships.

Connect with Kristen on LinkedIn.
https://bit.ly/3Uqsx4B

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 02 Feb 2024 11:39:25 -0000</pubDate>
      <itunes:title>Including You : Meaningful Partnerships (ft. Kristen Shanley)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>808</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cabb841c-a692-11ee-80d3-178bd7e9ef82/image/4c8479.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Kristen Shanley, the Director and Head of Diversity, Equity, and Inclusion of Cerberus Capital Management, to the Including You podcast this week to chat about meaningful partnerships.

Connect with Kristen on LinkedIn.
https://bit.ly/3Uqsx4B

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3Uqsx4B">Kristen Shanley</a>, the Director and Head of Diversity, Equity, and Inclusion of Cerberus Capital Management, to the Including You podcast this week to chat about meaningful partnerships.</p><p><br></p><p>Connect with Kristen on <a href="https://bit.ly/3Uqsx4B">LinkedIn</a>.</p><p>https://bit.ly/3Uqsx4B</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1400</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cabb841c-a692-11ee-80d3-178bd7e9ef82]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2951145982.mp3?updated=1707653460" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Veteran Experience and Corporate Leadership (ft. Dr. Shelton Goode)</title>
      <description>Zach sits down with veteran, entrepreneur, author, and speaker Dr. Shelton Goode to talk about the world of work, leadership, veteran experience, and engaging the workforce of the future.
Connect with Dr. Goode on LinkedIn and Twitter.
https://bit.ly/3Si9WF8
https://bit.ly/3S7qxve

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 30 Jan 2024 11:49:00 -0000</pubDate>
      <itunes:title>Veteran Experience and Corporate Leadership (ft. Dr. Shelton Goode)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>807</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6df10a18-a692-11ee-83a6-8730b97be317/image/82acea8d2e7ec486737692a77c54cbc2.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with veteran, entrepreneur, author, and speaker Dr. Shelton Goode to talk about the world of work, leadership, veteran experience, and engaging the workforce of the future.
Connect with Dr. Goode on LinkedIn and Twitter.
https://bit.ly/3Si9WF8
https://bit.ly/3S7qxve

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with veteran, entrepreneur, author, and speaker Dr. Shelton Goode to talk about the world of work, leadership, veteran experience, and engaging the workforce of the future.</p><p>Connect with Dr. Goode on <a href="https://bit.ly/3Si9WF8">LinkedIn</a> and <a href="https://bit.ly/3S7qxve">Twitter</a>.</p><p>https://bit.ly/3Si9WF8</p><p>https://bit.ly/3S7qxve</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>4440</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6df10a18-a692-11ee-83a6-8730b97be317]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1473434035.mp3?updated=1707653750" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Human Connection (ft. Crystal McNack)</title>
      <description>Amy C. Waninger welcomes Crystal McNack, the Diversity, Equity and Inclusion Advisor of Enbridge, to the Including You podcast this week about human connection.

Connect with Crystal on LinkedIn.
https://bit.ly/48ISu3I

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 26 Jan 2024 12:02:36 -0000</pubDate>
      <itunes:title>Including You : Human Connection (ft. Crystal McNack)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>806</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ca890258-a692-11ee-80d3-a3042f5dfd83/image/c74464.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Crystal McNack, the Diversity, Equity and Inclusion Advisor of Enbridge, to the Including You podcast this week about human connection.

Connect with Crystal on LinkedIn.
https://bit.ly/48ISu3I

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/48ISu3I">Crystal McNack</a>, the Diversity, Equity and Inclusion Advisor of Enbridge, to the Including You podcast this week about human connection.</p><p><br></p><p>Connect with Crystal on <a href="https://bit.ly/48ISu3I">LinkedIn</a>.</p><p>https://bit.ly/48ISu3I</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1687</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ca890258-a692-11ee-80d3-a3042f5dfd83]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3925088085.mp3?updated=1707653999" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Claudine Gay &amp; Black Women in the Ivory (ft. Dr. Jasmine L. Harris)</title>
      <description>Zach sits down with author, educator, speaker, and professor Dr. Jasmine L. Harris to talk about her book, Black Women, Ivory Tower: Revealing the Lies of White Supremacy in American Education and more.
Connect with Dr. Harris on LinkedIn.
Check out her book on Amazon.
Learn more about Living Corporate's offerings and services.
Check out our merch!</description>
      <pubDate>Tue, 23 Jan 2024 11:58:00 -0000</pubDate>
      <itunes:title>Claudine Gay &amp; Black Women in the Ivory (ft. Dr. Jasmine L. Harris)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>805</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6dc211d6-a692-11ee-83a6-abcf9ed67c79/image/02d88377aca009d3cf5db8068fd291d3.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with author, educator, speaker, and professor Dr. Jasmine L. Harris to talk about her book, Black Women, Ivory Tower: Revealing the Lies of White Supremacy in American Education and more.
Connect with Dr. Harris on LinkedIn.
Check out her book on Amazon.
Learn more about Living Corporate's offerings and services.
Check out our merch!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with author, educator, speaker, and professor <a href="https://bit.ly/48VMJiO">Dr. Jasmine L. Harris</a> to talk about her book, Black Women, Ivory Tower: Revealing the Lies of White Supremacy in American Education and more.</p><p>Connect with Dr. Harris on <a href="https://bit.ly/48VMJiO">LinkedIn</a>.</p><p>Check out her book on <a href="https://amzn.to/48Zn74O">Amazon</a>.</p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p>]]>
      </content:encoded>
      <itunes:duration>3747</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6dc211d6-a692-11ee-83a6-abcf9ed67c79]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9538511802.mp3?updated=1707654199" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Inward Focus (ft. Elyse Rylander)</title>
      <description>Amy C. Waninger welcomes Elyse Rylander to the Including You podcast this week to chat about having an inward focus.

Connect with Elyse on LinkedIn.
https://bit.ly/4aV0GiO

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 19 Jan 2024 08:13:15 -0000</pubDate>
      <itunes:title>Including You : Inward Focus (ft. Elyse Rylander)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>804</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ca56f1a0-a692-11ee-80d3-db3ec434b5f7/image/a75382.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Elyse Rylander to the Including You podcast this week to chat about having an inward focus.

Connect with Elyse on LinkedIn.
https://bit.ly/4aV0GiO

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/4aV0GiO">Elyse Rylander</a> to the Including You podcast this week to chat about having an inward focus.</p><p><br></p><p>Connect with Elyse on <a href="https://bit.ly/4aV0GiO">LinkedIn</a>.</p><p>https://bit.ly/4aV0GiO</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1990</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ca56f1a0-a692-11ee-80d3-db3ec434b5f7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7683533649.mp3?updated=1707648140" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Living Corporate Trailer : Season 7</title>
      <description>Living Corporate is an experience management (XM) startup that prioritizes workplace fairness.
We use analytics, talent enablement, and brand storytelling to build employee trust and market confidence. This podcast highlights stories and spotlights a diverse suite of executives, activists, entrepreneurs, authors, elected officials, and influencers who all believe the world of work should be fair.
If you'd like to learn more about us, check us out here: www.living-corporate.com/about</description>
      <pubDate>Thu, 18 Jan 2024 18:56:00 -0000</pubDate>
      <itunes:title>Living Corporate Trailer : Season 7</itunes:title>
      <itunes:episodeType>trailer</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>803</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6be41570-b633-11ee-a4f1-8bed8510efe6/image/818b6f.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Living Corporate is an experience management (XM) startup that prioritizes workplace fairness.
We use analytics, talent enablement, and brand storytelling to build employee trust and market confidence. This podcast highlights stories and spotlights a diverse suite of executives, activists, entrepreneurs, authors, elected officials, and influencers who all believe the world of work should be fair.
If you'd like to learn more about us, check us out here: www.living-corporate.com/about</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Living Corporate is an experience management (XM) startup that prioritizes workplace fairness.</p><p>We use analytics, talent enablement, and brand storytelling to build employee trust and market confidence. This podcast highlights stories and spotlights a diverse suite of executives, activists, entrepreneurs, authors, elected officials, and influencers who all believe the world of work should be fair.</p><p>If you'd like to learn more about us, check us out here: <a href="http://www.living-corporate.com/about">www.living-corporate.com/about</a></p>]]>
      </content:encoded>
      <itunes:duration>289</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6be41570-b633-11ee-a4f1-8bed8510efe6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9328850450.mp3?updated=1705604547" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Leading Impactful Employee Experience (ft. Dr. Maisha Gray-Diggs)</title>
      <description>Zach sits down with Dr. Maisha Gray-Diggs, Vice President, Global Talent, Inclusion, and Experience at Eventbrite, to talk about her STEM background, the nature of her work, and the importance of employee experience in this current landscape.

Connect with Dr. Gray-Diggs on LinkedIn.
https://bit.ly/4aYmbQ2

Check out her official website.
https://bit.ly/48PoRgT

Visit the official Eventbrite website.
https://bit.ly/48xadLB

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 16 Jan 2024 10:41:00 -0000</pubDate>
      <itunes:title>Leading Impactful Employee Experience (ft. Dr. Maisha Gray-Diggs)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>802</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5688aa9e-b460-11ee-96a8-7b3cb880437b/image/0fea04c5e7f9976f06b0780d05da32a3.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Maisha Gray-Diggs, Vice President, Global Talent, Inclusion, and Experience at Eventbrite, to talk about her STEM background, the nature of her work, and the importance of employee experience in this current landscape.

Connect with Dr. Gray-Diggs on LinkedIn.
https://bit.ly/4aYmbQ2

Check out her official website.
https://bit.ly/48PoRgT

Visit the official Eventbrite website.
https://bit.ly/48xadLB

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/4aYmbQ2">Dr. Maisha Gray-Diggs</a>, Vice President, Global Talent, Inclusion, and Experience at Eventbrite, to talk about her STEM background, the nature of her work, and the importance of employee experience in this current landscape.</p><p><br></p><p>Connect with Dr. Gray-Diggs on <a href="https://bit.ly/4aYmbQ2">LinkedIn</a>.</p><p>https://bit.ly/4aYmbQ2</p><p><br></p><p>Check out <a href="https://bit.ly/48PoRgT">her official website</a>.</p><p>https://bit.ly/48PoRgT</p><p><br></p><p>Visit the <a href="https://bit.ly/48xadLB">official Eventbrite website</a>.</p><p>https://bit.ly/48xadLB</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>5334</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5688aa9e-b460-11ee-96a8-7b3cb880437b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5446772955.mp3?updated=1707648428" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Focus On Community (ft. Dr. Christopher Whitt)</title>
      <description>Amy C. Waninger welcomes Dr. Christopher Whitt to the Including You podcast this week.

Connect with Dr. Whitt on LinkedIn.
https://bit.ly/4aUxatr

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 12 Jan 2024 10:04:01 -0000</pubDate>
      <itunes:title>Including You : Focus On Community (ft. Dr. Christopher Whitt)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>801</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ca248a76-a692-11ee-80d3-b7d5584db7a6/image/777be6.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Dr. Christopher Whitt to the Including You podcast this week.

Connect with Dr. Whitt on LinkedIn.
https://bit.ly/4aUxatr

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/4aUxatr">Dr. Christopher Whitt</a> to the Including You podcast this week.</p><p><br></p><p>Connect with Dr. Whitt on <a href="https://bit.ly/4aUxatr">LinkedIn</a>.</p><p>https://bit.ly/4aUxatr</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1796</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ca248a76-a692-11ee-80d3-b7d5584db7a6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1373641329.mp3?updated=1707648741" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Why Black Men Need 7 Figures (ft. Jewel Love)</title>
      <description>Zach sits down with coach, entrepreneur, mentor and dynamic speaker Jewel Love to talk about his journey, his work, his passion, and his purpose in coaching Black executives for success.

Connect with Jewel on LinkedIn.
https://bit.ly/3D0ufQk

Interested in learning more about Black Executive Men? Check out the official website.
https://bit.ly/48JkzaB

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 09 Jan 2024 11:57:00 -0000</pubDate>
      <itunes:title>Why Black Men Need 7 Figures (ft. Jewel Love)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>800</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6d645d84-a692-11ee-83a6-635f3e05b762/image/9c4611.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with coach, entrepreneur, mentor and dynamic speaker Jewel Love to talk about his journey, his work, his passion, and his purpose in coaching Black executives for success.

Connect with Jewel on LinkedIn.
https://bit.ly/3D0ufQk

Interested in learning more about Black Executive Men? Check out the official website.
https://bit.ly/48JkzaB

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with coach, entrepreneur, mentor and dynamic speaker <a href="https://bit.ly/3D0ufQk">Jewel Love</a> to talk about his journey, his work, his passion, and his purpose in coaching Black executives for success.</p><p><br></p><p>Connect with Jewel on <a href="https://bit.ly/3D0ufQk">LinkedIn</a>.</p><p>https://bit.ly/3D0ufQk</p><p><br></p><p>Interested in learning more about Black Executive Men? Check out the <a href="https://bit.ly/48JkzaB">official website</a>.</p><p>https://bit.ly/48JkzaB</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3404</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6d645d84-a692-11ee-83a6-635f3e05b762]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8425780979.mp3?updated=1707651300" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Work the Plan (ft. Sarah Morgan)</title>
      <description>Amy C. Waninger welcomes Sarah Morgan, the Director of Human Resources and Organizational Development at Health New England, to the Including You podcast this week.

Connect with Sarah on LinkedIn.
https://bit.ly/48nzCXZ

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 05 Jan 2024 13:38:49 -0000</pubDate>
      <itunes:title>Including You : Work the Plan (ft. Sarah Morgan)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>799</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c9f185ae-a692-11ee-80d3-ebffb8a103dd/image/a1cc43.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Sarah Morgan, the Director of Human Resources and Organizational Development at Health New England, to the Including You podcast this week.

Connect with Sarah on LinkedIn.
https://bit.ly/48nzCXZ

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/48nzCXZ">Sarah Morgan</a>, the Director of Human Resources and Organizational Development at Health New England, to the Including You podcast this week.</p><p><br></p><p>Connect with Sarah on <a href="https://bit.ly/48nzCXZ">LinkedIn</a>.</p><p>https://bit.ly/48nzCXZ</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1926</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c9f185ae-a692-11ee-80d3-ebffb8a103dd]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9763277614.mp3?updated=1707651697" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Branding and Community Building in the New Era (ft. Will Cooper)</title>
      <description>Zach sits down with Will Cooper to talk about his journey and his latest role at HARTBEAT.

Connect with Will on LinkedIn.
https://bit.ly/3S1Wo1A

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 02 Jan 2024 14:39:08 -0000</pubDate>
      <itunes:title>Branding and Community Building in the New Era (ft. Will Cooper)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>798</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6d357aa0-a692-11ee-83a6-6b0bdac0d360/image/e4e175.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Will Cooper to talk about his journey and his latest role at HARTBEAT.

Connect with Will on LinkedIn.
https://bit.ly/3S1Wo1A

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3S1Wo1A">Will Cooper</a> to talk about his journey and his latest role at HARTBEAT.</p><p><br></p><p>Connect with Will on <a href="https://bit.ly/3S1Wo1A">LinkedIn</a>.</p><p>https://bit.ly/3S1Wo1A</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3455</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6d357aa0-a692-11ee-83a6-6b0bdac0d360]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4849266515.mp3?updated=1707651961" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Agile Mindset (ft. Angel Henry)</title>
      <description>Amy C. Waninger welcomes Angel Henry, the Founder and President of AngelsSpeaking, to the Including You podcast this week to chat about agile mindsets. Angel is also the author of Dents in the Ceiling.

Connect with Angel on LinkedIn.
https://bit.ly/2RNMbtf

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 29 Dec 2023 12:02:22 -0000</pubDate>
      <itunes:title>Including You : Agile Mindset (ft. Angel Henry)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>797</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7db9b558-a642-11ee-9559-b7143250a741/image/b07050.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Angel Henry, the Founder and President of AngelsSpeaking, to the Including You podcast this week to chat about agile mindsets. Angel is also the author of Dents in the Ceiling.

Connect with Angel on LinkedIn.
https://bit.ly/2RNMbtf

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/2RNMbtf">Angel Henry</a>, the Founder and President of AngelsSpeaking, to the Including You podcast this week to chat about agile mindsets. Angel is also the author of Dents in the Ceiling.</p><p><br></p><p>Connect with Angel on <a href="https://bit.ly/2RNMbtf">LinkedIn</a>.</p><p>https://bit.ly/2RNMbtf</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1599</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[7db9b558-a642-11ee-9559-b7143250a741]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5447690881.mp3?updated=1707652307" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Antiracism &amp; The Future of DEI (ft. Lybra Clemons)</title>
      <description>Zach chats with Lybra Clemons, the former head of DEI at Twilio, about diversity, equity and inclusion work, challenges in corporate America, and Lybra's personal experiences and perspectives gathered during her time spent in the industry.

Connect with Lybra on LinkedIn.
https://bit.ly/488TjT3

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 26 Dec 2023 12:10:00 -0000</pubDate>
      <itunes:title>Antiracism &amp; The Future of DEI (ft. Lybra Clemons)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>796</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c825c79c-a3e7-11ee-bc63-072893a53279/image/1610cf.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach chats with Lybra Clemons, the former head of DEI at Twilio, about diversity, equity and inclusion work, challenges in corporate America, and Lybra's personal experiences and perspectives gathered during her time spent in the industry.

Connect with Lybra on LinkedIn.
https://bit.ly/488TjT3

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with <a href="https://bit.ly/488TjT3">Lybra Clemons</a>, the former head of DEI at Twilio, about diversity, equity and inclusion work, challenges in corporate America, and Lybra's personal experiences and perspectives gathered during her time spent in the industry.</p><p><br></p><p>Connect with Lybra on <a href="https://bit.ly/488TjT3">LinkedIn</a>.</p><p>https://bit.ly/488TjT3</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3911</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c825c79c-a3e7-11ee-bc63-072893a53279]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2136814979.mp3?updated=1707654485" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : The Global South (ft. Ted Weber Gola)</title>
      <description>Amy C. Waninger welcomes Ted Weber Gola, a Diversity Equity and Inclusion Lead and Regional Product Lead for Google, to the show to engage in a discussion regarding the global south.

Connect with Ted on LinkedIn.
https://bit.ly/41CTwvl

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 22 Dec 2023 15:30:08 -0000</pubDate>
      <itunes:title>Including You : The Global South (ft. Ted Weber Gola)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>795</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5d374942-a0e0-11ee-a8df-6bdd7e17059d/image/593d19.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Ted Weber Gola, a Diversity Equity and Inclusion Lead and Regional Product Lead for Google, to the show to engage in a discussion regarding the global south.

Connect with Ted on LinkedIn.
https://bit.ly/41CTwvl

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/41CTwvl">Ted Weber Gola</a>, a Diversity Equity and Inclusion Lead and Regional Product Lead for Google, to the show to engage in a discussion regarding the global south.</p><p><br></p><p>Connect with Ted on <a href="https://bit.ly/41CTwvl">LinkedIn</a>.</p><p>https://bit.ly/41CTwvl</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1584</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5d374942-a0e0-11ee-a8df-6bdd7e17059d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2156047774.mp3?updated=1707654595" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Navigating the Gray Areas of Employee Experience (ft. Dr. Adia Harvey Wingfield)</title>
      <description>Zach sits down with Dr. Adia Harvey Wingfield, professor, author, and consultant, to talk about her book, "GRAY AREAS: How the Way We Work Perpetuates Racism and What We Can Do to Fix It".

Connect with Dr. Wingfield on LinkedIn.
https://bit.ly/3R1KPWN

Learn more about (and order!) her book Gray Areas on Amazon.
https://amzn.to/41wMQz6

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 19 Dec 2023 12:25:00 -0000</pubDate>
      <itunes:title>Navigating the Gray Areas of Employee Experience (ft. Dr. Adia Harvey Wingfield)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>794</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/bbff9598-9e69-11ee-b8ce-a7dca07232fa/image/7a1a221288824b2271c57a920beb1bdf.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Adia Harvey Wingfield, professor, author, and consultant, to talk about her book, "GRAY AREAS: How the Way We Work Perpetuates Racism and What We Can Do to Fix It".

Connect with Dr. Wingfield on LinkedIn.
https://bit.ly/3R1KPWN

Learn more about (and order!) her book Gray Areas on Amazon.
https://amzn.to/41wMQz6

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3R1KPWN">Dr. Adia Harvey Wingfield</a>, professor, author, and consultant, to talk about her book, "GRAY AREAS: How the Way We Work Perpetuates Racism and What We Can Do to Fix It".</p><p><br></p><p>Connect with Dr. Wingfield on <a href="https://bit.ly/3R1KPWN">LinkedIn</a>.</p><p>https://bit.ly/3R1KPWN</p><p><br></p><p>Learn more about (and order!) her book <a href="https://amzn.to/41wMQz6">Gray Areas</a> on Amazon.</p><p>https://amzn.to/41wMQz6</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2985</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[bbff9598-9e69-11ee-b8ce-a7dca07232fa]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1900575379.mp3?updated=1707654843" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Yes-and Culture (ft. Dr. Frank González)</title>
      <link>https://cms.megaphone.fm/organizations/d3e3b73c-7088-11eb-8486-93b1373d54c0/podcasts</link>
      <description>Amy C. Waninger welcomes Dr. Frank González, the Director of Equity, Inclusion and Belonging for Yum Brands - Taco Bell, to the show to engage in a discussion regarding yes-and culture.

Connect with Dr. González on LinkedIn.
https://bit.ly/3RJQ2UI

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 15 Dec 2023 12:26:36 -0000</pubDate>
      <itunes:title>Including You : Yes-and Culture (ft. Dr. Frank González)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>793</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e8b202aa-9b45-11ee-b4e6-070b8fe7430f/image/0b7ed8.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Dr. Frank González, the Director of Equity, Inclusion and Belonging for Yum Brands - Taco Bell, to the show to engage in a discussion regarding yes-and culture.

Connect with Dr. González on LinkedIn.
https://bit.ly/3RJQ2UI

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3RJQ2UI">Dr. Frank González</a>, the Director of Equity, Inclusion and Belonging for Yum Brands - Taco Bell, to the show to engage in a discussion regarding yes-and culture.</p><p><br></p><p>Connect with Dr. González on <a href="https://bit.ly/3RJQ2UI">LinkedIn</a>.</p><p>https://bit.ly/3RJQ2UI</p><p><br></p><p>Including You is brought to you by Lead at Any Level. Learn more about them on <a href="http://bit.ly/2lPvOMM">their website</a>.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1620</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e8b202aa-9b45-11ee-b4e6-070b8fe7430f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6310558222.mp3?updated=1707655782" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Empowering Latina Women at Work (ft. Tricia Montalvo Timm)</title>
      <description>Zach sits down with Tricia Montalvo Timm to discuss her journey as a Latina woman in executive leadership and the work organizations must do to empower all women of color at work.

Connect with Tricia on LinkedIn.
https://bit.ly/3FdTyQs

Check out her official website.
https://bit.ly/3RBlh4a

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 12 Dec 2023 11:38:00 -0000</pubDate>
      <itunes:title>Empowering Latina Women at Work (ft. Tricia Montalvo Timm)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>792</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ece9ccfe-98e3-11ee-8773-c77fa39a265c/image/b8e562cd884d06b7da1829d751c5a5ce.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Tricia Montalvo Timm to discuss her journey as a Latina woman in executive leadership and the work organizations must do to empower all women of color at work.

Connect with Tricia on LinkedIn.
https://bit.ly/3FdTyQs

Check out her official website.
https://bit.ly/3RBlh4a

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3FdTyQs">Tricia Montalvo Timm</a> to discuss her journey as a Latina woman in executive leadership and the work organizations must do to empower all women of color at work.</p><p><br></p><p>Connect with Tricia on <a href="https://bit.ly/3FdTyQs">LinkedIn</a>.</p><p>https://bit.ly/3FdTyQs</p><p><br></p><p>Check out <a href="https://bit.ly/3RBlh4a">her official website</a>.</p><p>https://bit.ly/3RBlh4a</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2995</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ece9ccfe-98e3-11ee-8773-c77fa39a265c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8997991326.mp3?updated=1707656003" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Primes and Subs (ft. LaTonya Williams)</title>
      <description>Amy C. Waninger welcomes LaTonya Williams, the Director of Supplier Diversity at Vanderlande, to the Including You podcast to discuss primes and subs.

Connect with LaTonya on LinkedIn.
https://bit.ly/3uMZf5E

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 08 Dec 2023 10:57:13 -0000</pubDate>
      <itunes:title>Including You : Primes and Subs (ft. LaTonya Williams)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>791</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c85c29b8-95b9-11ee-96bb-23ed8093f626/image/3e7bde.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes LaTonya Williams, the Director of Supplier Diversity at Vanderlande, to the Including You podcast to discuss primes and subs.

Connect with LaTonya on LinkedIn.
https://bit.ly/3uMZf5E

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3uMZf5E">LaTonya Williams</a>, the Director of Supplier Diversity at Vanderlande, to the Including You podcast to discuss primes and subs.</p><p><br></p><p>Connect with LaTonya on <a href="https://bit.ly/3uMZf5E">LinkedIn</a>.</p><p>https://bit.ly/3uMZf5E</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1729</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c85c29b8-95b9-11ee-96bb-23ed8093f626]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2299838245.mp3?updated=1707656079" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Rethinking Employee Resource Groups (ft. Maceo Owens)</title>
      <description>Zach sits down with CEO, consultant, speaker, and innovator of all things ERGs Maceo Owens to talk about her journey, passion, and the role of data and tech in the future of ERGs.

Connect with Maceo on LinkedIn.
https://bit.ly/3RvrDSJ

FREE ERG Leader Community: www.ergchamps.com
Connect with The ERG Movement on Linkedin: https://www.linkedin.com/company/the-erg-movement/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 05 Dec 2023 12:24:00 -0000</pubDate>
      <itunes:title>Rethinking Employee Resource Groups (ft. Maceo Owens)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>790</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/854fd972-936a-11ee-bd21-dfb6c0a71d6c/image/42fccfac14d5250aed7916cb3db823f2.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with CEO, consultant, speaker, and innovator of all things ERGs Maceo Owens to talk about her journey, passion, and the role of data and tech in the future of ERGs.

Connect with Maceo on LinkedIn.
https://bit.ly/3RvrDSJ

FREE ERG Leader Community: www.ergchamps.com
Connect with The ERG Movement on Linkedin: https://www.linkedin.com/company/the-erg-movement/

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with CEO, consultant, speaker, and innovator of all things ERGs <a href="https://bit.ly/3RvrDSJ">Maceo Owens</a> to talk about her journey, passion, and the role of data and tech in the future of ERGs.</p><p><br></p><p>Connect with Maceo on <a href="https://bit.ly/3RvrDSJ">LinkedIn</a>.</p><p>https://bit.ly/3RvrDSJ</p><p><br></p><p>FREE ERG Leader Community: <a href="http://www.ergchamps.com/">www.ergchamps.com</a></p><p>Connect with The ERG Movement on Linkedin: <a href="https://www.linkedin.com/company/the-erg-movement/">https://www.linkedin.com/company/the-erg-movement/</a></p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3661</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[854fd972-936a-11ee-bd21-dfb6c0a71d6c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3092036089.mp3?updated=1707656424" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Big Vision (ft. Ulysses Smith)</title>
      <description>Amy C. Waninger welcomes Ulysses J. Smith, the Head of Global Impact, Equity &amp; Belonging of Blend, to the Including You podcast to discuss having a big vision. Programming Note: At the time of this recording, Ulysses is transitioning out of this role at Blend to focus more on his private consulting practice.

Connect with Ulysses on LinkedIn.
https://bit.ly/3GqAWNk

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 01 Dec 2023 13:49:27 -0000</pubDate>
      <itunes:title>Including You : Big Vision (ft. Ulysses Smith)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>789</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f2119b6c-9050-11ee-acac-7b5691656d79/image/c08cbf.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Ulysses J. Smith, the Head of Global Impact, Equity &amp; Belonging of Blend, to the Including You podcast to discuss having a big vision. Programming Note: At the time of this recording, Ulysses is transitioning out of this role at Blend to focus more on his private consulting practice.

Connect with Ulysses on LinkedIn.
https://bit.ly/3GqAWNk

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3GqAWNk">Ulysses J. Smith</a>, the Head of Global Impact, Equity &amp; Belonging of Blend, to the Including You podcast to discuss having a big vision. Programming Note: At the time of this recording, Ulysses is transitioning out of this role at Blend to focus more on his private consulting practice.</p><p><br></p><p>Connect with Ulysses on <a href="LinkedIn">LinkedIn</a>.</p><p>https://bit.ly/3GqAWNk</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1984</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f2119b6c-9050-11ee-acac-7b5691656d79]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1252400211.mp3?updated=1707656557" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Playing No Games (ft. Kahlief Adams)</title>
      <description>Zach sits down with tech leader, DEI consultant, and entrepreneur Kahlief Adams to talk about the importance of representation in gaming.

Connect with Kahlief on LinkedIn.
https://bit.ly/3R1KPWN

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 28 Nov 2023 11:54:00 -0000</pubDate>
      <itunes:title>Playing No Games (ft. Kahlief Adams)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>788</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/35c78758-8de6-11ee-bd50-4b243d47ec71/image/063fd1db17472b4da89842a2b6ed64c4.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with tech leader, DEI consultant, and entrepreneur Kahlief Adams to talk about the importance of representation in gaming.

Connect with Kahlief on LinkedIn.
https://bit.ly/3R1KPWN

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with tech leader, DEI consultant, and entrepreneur <a href="https://bit.ly/3R1KPWN">Kahlief Adams</a> to talk about the importance of representation in gaming.</p><p><br></p><p>Connect with Kahlief on <a href="https://bit.ly/3R1KPWN">LinkedIn</a>.</p><p>https://bit.ly/3R1KPWN</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>5288</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[35c78758-8de6-11ee-bd50-4b243d47ec71]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9080997955.mp3?updated=1707656786" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Engineered Mentoring (ft. Julie Kantor)</title>
      <description>Amy C. Waninger welcomes Julie Kantor, Director in the Enterprise Change Division at Information Services Group (ISG), to the Including You podcast to discuss engineered mentoring.

Connect with Julie on LinkedIn.
https://bit.ly/3SOIQHM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 24 Nov 2023 12:33:24 -0000</pubDate>
      <itunes:title>Including You : Engineered Mentoring (ft. Julie Kantor)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>787</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0c97686c-8ac6-11ee-9076-83f41f680b9c/image/972ca4.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Julie Kantor, Director in the Enterprise Change Division at Information Services Group (ISG), to the Including You podcast to discuss engineered mentoring.

Connect with Julie on LinkedIn.
https://bit.ly/3SOIQHM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3SOIQHM">Julie Kantor</a>, Director in the Enterprise Change Division at Information Services Group (ISG), to the Including You podcast to discuss engineered mentoring.</p><p><br></p><p>Connect with Julie on <a href="https://bit.ly/3SOIQHM">LinkedIn</a>.</p><p>https://bit.ly/3SOIQHM</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>2118</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0c97686c-8ac6-11ee-9076-83f41f680b9c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1238651584.mp3?updated=1707656822" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Supporting and Growing Talent at Pfizer (ft. Nathaniel Garcia)</title>
      <description>Zach sits down again with Nathaniel Garcia at Pfizer to talk about his latest career pivot within Pfizer and the ways in which organizations can retain talent.

Connect with Nathaniel on LinkedIn.
https://bit.ly/3SSOOFk

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 21 Nov 2023 11:57:00 -0000</pubDate>
      <itunes:title>Supporting and Growing Talent at Pfizer (ft. Nathaniel Garcia)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>786</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/792084a4-8865-11ee-9d82-3f3b2cb29db6/image/d600b363f0a0829fadb2e897bf1ee363.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down again with Nathaniel Garcia at Pfizer to talk about his latest career pivot within Pfizer and the ways in which organizations can retain talent.

Connect with Nathaniel on LinkedIn.
https://bit.ly/3SSOOFk

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with <a href="https://bit.ly/3SSOOFk">Nathaniel Garcia</a> at Pfizer to talk about his latest career pivot within Pfizer and the ways in which organizations can retain talent.</p><p><br></p><p>Connect with <a href="https://bit.ly/3SSOOFk">Nathaniel</a> on LinkedIn.</p><p>https://bit.ly/3SSOOFk</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2938</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[792084a4-8865-11ee-9d82-3f3b2cb29db6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6661165518.mp3?updated=1707656891" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Reciprocity (ft. Malaika Serrano)</title>
      <description>Amy C. Waninger welcomes Malaika Serrano, VP for Diversity, Equity, Inclusion &amp; Belonging at Guild, to the Including You podcast to discuss reciprocity.

Connect with Malaika on LinkedIn.
https://bit.ly/47jqp27

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 17 Nov 2023 12:52:26 -0000</pubDate>
      <itunes:title>Including You : Reciprocity (ft. Malaika Serrano)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>785</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b4d6889c-8548-11ee-b774-13ea7ba943b1/image/4447c6.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Malaika Serrano, VP for Diversity, Equity, Inclusion &amp; Belonging at Guild, to the Including You podcast to discuss reciprocity.

Connect with Malaika on LinkedIn.
https://bit.ly/47jqp27

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/47jqp27">Malaika Serrano</a>, VP for Diversity, Equity, Inclusion &amp; Belonging at Guild, to the Including You podcast to discuss reciprocity.</p><p><br></p><p>Connect with Malaika on <a href="https://bit.ly/47jqp27">LinkedIn</a>.</p><p>https://bit.ly/47jqp27</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1606</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b4d6889c-8548-11ee-b774-13ea7ba943b1]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6482931962.mp3?updated=1707656915" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Why Women of Color Deserve More (ft. Dr. Menah Pratt)</title>
      <description>Zach sits down with Dr. Menah Pratt, Vice President Strategic Affairs and Diversity and Full Professor of Education at Virginia Tech, to talk about the criticality of Black women in the corporate and ivory space.

Connect with Dr. Pratt on LinkedIn.
https://bit.ly/49BRUFW

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 14 Nov 2023 11:37:23 -0000</pubDate>
      <itunes:title>Why Women of Color Deserve More (ft. Dr. Menah Pratt)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>784</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d0e88f7a-82e2-11ee-ac0d-c78cf6c68eeb/image/461da7.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Menah Pratt, Vice President Strategic Affairs and Diversity and Full Professor of Education at Virginia Tech, to talk about the criticality of Black women in the corporate and ivory space.

Connect with Dr. Pratt on LinkedIn.
https://bit.ly/49BRUFW

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/49BRUFW">Dr. Menah Pratt</a>, Vice President Strategic Affairs and Diversity and Full Professor of Education at Virginia Tech, to talk about the criticality of Black women in the corporate and ivory space.</p><p><br></p><p>Connect with Dr. Pratt on <a href="https://bit.ly/49BRUFW">LinkedIn</a>.</p><p>https://bit.ly/49BRUFW</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>3657</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d0e88f7a-82e2-11ee-ac0d-c78cf6c68eeb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8434440483.mp3?updated=1707657035" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Celebrating Milestones (ft. Athena Villarreal)</title>
      <description>Amy welcomes Athena Villarreal, the Manager of Diversity, Inclusion &amp; Belonging - ERGs at Navy Federal Credit Union, to the Including You podcast to discuss celebrating milestones.

Connect with Athena on LinkedIn.
https://bit.ly/3QTsGLW

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 10 Nov 2023 11:08:13 -0000</pubDate>
      <itunes:title>Including You : Celebrating Milestones (ft. Athena Villarreal)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>783</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d4179668-7fb9-11ee-9816-17bcbbaec1fb/image/94f679.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Athena Villarreal, the Manager of Diversity, Inclusion &amp; Belonging - ERGs at Navy Federal Credit Union, to the Including You podcast to discuss celebrating milestones.

Connect with Athena on LinkedIn.
https://bit.ly/3QTsGLW

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3QTsGLW">Athena Villarreal</a>, the Manager of Diversity, Inclusion &amp; Belonging - ERGs at Navy Federal Credit Union, to the Including You podcast to discuss celebrating milestones.</p><p><br></p><p>Connect with Athena on <a href="https://bit.ly/3QTsGLW">LinkedIn</a>.</p><p>https://bit.ly/3QTsGLW</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1482</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d4179668-7fb9-11ee-9816-17bcbbaec1fb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3524869996.mp3?updated=1707657165" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Attracting Talent in a Strained Job Market (ft. Celinda Farías Appleby)</title>
      <description>Zach sits down with Celinda Farías Appleby, Head of Talent Attraction at VISA, to talk about her journey and the work she is leading to attract talent in a strained market.

Connect with Celinda on LinkedIn.
https://bit.ly/40qgCoi

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 07 Nov 2023 12:29:00 -0000</pubDate>
      <itunes:title>Attracting Talent in a Strained Job Market (ft. Celinda Farías Appleby)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>782</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ec9bd62e-7d69-11ee-a593-3769523631f2/image/3858617cf43d720e5a063d088fc5f8c4.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Celinda Farías Appleby, Head of Talent Attraction at VISA, to talk about her journey and the work she is leading to attract talent in a strained market.

Connect with Celinda on LinkedIn.
https://bit.ly/40qgCoi

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/40qgCoi">Celinda Farías Appleby</a>, Head of Talent Attraction at VISA, to talk about her journey and the work she is leading to attract talent in a strained market.</p><p><br></p><p>Connect with Celinda on <a href="https://bit.ly/40qgCoi">LinkedIn</a>.</p><p>https://bit.ly/40qgCoi</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>3104</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ec9bd62e-7d69-11ee-a593-3769523631f2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5802851309.mp3?updated=1707657255" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : ERG Leadership (ft. Alyssa Dver)</title>
      <description>Amy welcomes Alyssa Dver, the author of ERG Intelligence: What Every Leader Needs to Know about Employee Groups, to the Including You podcast to discuss ERG leadership.

Connect with Alyssa on LinkedIn.
https://bit.ly/3SueVV1

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 03 Nov 2023 10:25:42 -0000</pubDate>
      <itunes:title>Including You : ERG Leadership (ft. Alyssa Dver)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>781</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/59bf909a-7a33-11ee-9961-7b09384b0d94/image/f08229.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Alyssa Dver, the author of ERG Intelligence: What Every Leader Needs to Know about Employee Groups, to the Including You podcast to discuss ERG leadership.

Connect with Alyssa on LinkedIn.
https://bit.ly/3SueVV1

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3SueVV1">Alyssa Dver</a>, the author of ERG Intelligence: What Every Leader Needs to Know about Employee Groups, to the Including You podcast to discuss ERG leadership.</p><p><br></p><p>Connect with Alyssa on <a href="https://bit.ly/3SueVV1">LinkedIn</a>.</p><p>https://bit.ly/3SueVV1</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1819</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[59bf909a-7a33-11ee-9961-7b09384b0d94]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2429738615.mp3?updated=1707657272" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Investing in Health Equity at Pfizer (ft. Shiferaw Kibriye)</title>
      <description>Zach sits down with Shiferaw Kibriye, Vice President, Global Health Investments Lead, Global Health and Social Impact at Pfizer, to chat about his journey and the work he leads every day regarding investing in health equity.

Connect with Shiferaw on LinkedIn.
https://bit.ly/3s3XNLe

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW </description>
      <pubDate>Tue, 31 Oct 2023 10:55:05 -0000</pubDate>
      <itunes:title>Investing in Health Equity at Pfizer (ft. Shiferaw Kibriye)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:episode>780</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a7a3054c-77dd-11ee-bdc1-33defc2a40a0/image/437806.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Shiferaw Kibriye, Vice President, Global Health Investments Lead, Global Health and Social Impact at Pfizer, to chat about his journey and the work he leads every day regarding investing in health equity.

Connect with Shiferaw on LinkedIn.
https://bit.ly/3s3XNLe

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW </itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3s3XNLe">Shiferaw Kibriye</a>, Vice President, Global Health Investments Lead, Global Health and Social Impact at Pfizer, to chat about his journey and the work he leads every day regarding investing in health equity.</p><p><br></p><p>Connect with Shiferaw on <a href="https://bit.ly/3s3XNLe">LinkedIn</a>.</p><p><a href="https://bit.ly/3s3XNLe">https://bit.ly/3s3XNLe</a></p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW </p>]]>
      </content:encoded>
      <itunes:duration>2075</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a7a3054c-77dd-11ee-bdc1-33defc2a40a0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6319920413.mp3?updated=1707657314" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Process Improvement (ft. Marquis McCraw)</title>
      <description>Amy welcomes Marquis McCraw, the Vice President of Talent Acquisition of Easterseals of Southern California, to the Including You podcast to discuss process improvement.

Connect with Marquis on LinkedIn.
https://bit.ly/40eRIrF

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 27 Oct 2023 09:35:36 -0000</pubDate>
      <itunes:title>Including You : Process Improvement (ft. Marquis McCraw)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>779</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0ea090b2-74ae-11ee-8475-e3f8db8c31eb/image/4aa914.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Marquis McCraw, the Vice President of Talent Acquisition of Easterseals of Southern California, to the Including You podcast to discuss process improvement.

Connect with Marquis on LinkedIn.
https://bit.ly/40eRIrF

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/40eRIrF">Marquis McCraw</a>, the Vice President of Talent Acquisition of Easterseals of Southern California, to the Including You podcast to discuss process improvement.</p><p><br></p><p>Connect with Marquis on <a href="https://bit.ly/40eRIrF">LinkedIn</a>.</p><p>https://bit.ly/40eRIrF</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1757</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0ea090b2-74ae-11ee-8475-e3f8db8c31eb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1356336896.mp3?updated=1707657357" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Leading Inclusively Through the Israel and Palestine Crisis (ft. Dr. Ed Hasan)</title>
      <description>Zach sits down with Dr. Ed Hasan, DEI consultant, professor, speaker, and author, to talk about leading inclusively through the Israel and Palestine crisis.

Connect with Dr. Hasan on LinkedIn.
https://bit.ly/3Qh6LNg

Check out Dr. Hasan's Linktree.
https://bit.ly/40b2uiX

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 24 Oct 2023 12:49:00 -0000</pubDate>
      <itunes:title>Leading Inclusively Through the Israel and Palestine Crisis (ft. Dr. Ed Hasan)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>778</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d535e12c-726b-11ee-840d-8392176247a6/image/ae870c0c8f7fa396edc65f23006c93b8.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Ed Hasan, DEI consultant, professor, speaker, and author, to talk about leading inclusively through the Israel and Palestine crisis.

Connect with Dr. Hasan on LinkedIn.
https://bit.ly/3Qh6LNg

Check out Dr. Hasan's Linktree.
https://bit.ly/40b2uiX

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3Qh6LNg">Dr. Ed Hasan</a>, DEI consultant, professor, speaker, and author, to talk about leading inclusively through the Israel and Palestine crisis.</p><p><br></p><p>Connect with Dr. Hasan on <a href="https://bit.ly/3Qh6LNg">LinkedIn</a>.</p><p>https://bit.ly/3Qh6LNg</p><p><br></p><p>Check out <a href="https://bit.ly/40b2uiX">Dr. Hasan's Linktree</a>.</p><p>https://bit.ly/40b2uiX</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>4778</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d535e12c-726b-11ee-840d-8392176247a6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3661203931.mp3?updated=1707657438" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Financial Wellness (ft. Ericka Young)</title>
      <description>Amy welcomes Ericka Young, the CEO of Tailor-Made Budgets, to the Including You podcast to discuss financial wellness. TMB provides Financial Wellness Education as an employee benefit for small- to midsize organizations.

Connect with Ericka on LinkedIn.
https://bit.ly/3tFIs3I

Check out Ericka's website.
https://bit.ly/46Pj4qM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 20 Oct 2023 09:08:54 -0000</pubDate>
      <itunes:title>Including You : Financial Wellness (ft. Ericka Young)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>777</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6054b2f6-6f29-11ee-ac76-ff53a874eff9/image/ed400e.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Ericka Young, the CEO of Tailor-Made Budgets, to the Including You podcast to discuss financial wellness. TMB provides Financial Wellness Education as an employee benefit for small- to midsize organizations.

Connect with Ericka on LinkedIn.
https://bit.ly/3tFIs3I

Check out Ericka's website.
https://bit.ly/46Pj4qM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3tFIs3I">Ericka Young</a>, the CEO of Tailor-Made Budgets, to the Including You podcast to discuss financial wellness. TMB provides Financial Wellness Education as an employee benefit for small- to midsize organizations.</p><p><br></p><p>Connect with Ericka on <a href="https://bit.ly/3tFIs3I">LinkedIn</a>.</p><p>https://bit.ly/3tFIs3I</p><p><br></p><p>Check out <a href="https://bit.ly/46Pj4qM">Ericka's website</a>.</p><p>https://bit.ly/46Pj4qM</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1596</itunes:duration>
      <guid isPermaLink="false"><![CDATA[6054b2f6-6f29-11ee-ac76-ff53a874eff9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7454975073.mp3?updated=1707657450" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Psychological Safety and Wellness at Work (ft. Dr. Ryan C. Warner)</title>
      <description>Zach sits down with Dr. Ryan C. Warner, consultant, professor, researcher, and speaker, to chat about the importance of psychological safety and wellness in the workplace.

Connect with Dr. Warner on LinkedIn.
https://bit.ly/48XWrCk

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 17 Oct 2023 11:29:00 -0000</pubDate>
      <itunes:title>Psychological Safety and Wellness at Work (ft. Dr. Ryan C. Warner)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>776</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3349e93e-6ce0-11ee-89fd-7b08e56ce0c6/image/d87c20cf31349eff382acb0da3875a48.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Ryan C. Warner, consultant, professor, researcher, and speaker, to chat about the importance of psychological safety and wellness in the workplace.

Connect with Dr. Warner on LinkedIn.
https://bit.ly/48XWrCk

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/48XWrCk">Dr. Ryan C. Warner</a>, consultant, professor, researcher, and speaker, to chat about the importance of psychological safety and wellness in the workplace.</p><p><br></p><p>Connect with Dr. Warner on <a href="https://bit.ly/48XWrCk">LinkedIn</a>.</p><p>https://bit.ly/48XWrCk</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>2802</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3349e93e-6ce0-11ee-89fd-7b08e56ce0c6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5803434193.mp3?updated=1707657552" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Communication &amp; Culture (ft. Robyn Pollack)</title>
      <description>Amy welcomes Robyn Pollack, a Workplace Culture Strategist and Founder of Loutel, to the Including You podcast to discuss communication &amp; culture.

Connect with Robyn on LinkedIn.
https://bit.ly/3M1kWo5

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 13 Oct 2023 10:45:01 -0000</pubDate>
      <itunes:title>Including You : Communication &amp; Culture (ft. Robyn Pollack)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>775</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0bcc8ab0-69b6-11ee-b9bf-ff33e5a7975e/image/7a7b0f.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Robyn Pollack, a Workplace Culture Strategist and Founder of Loutel, to the Including You podcast to discuss communication &amp; culture.

Connect with Robyn on LinkedIn.
https://bit.ly/3M1kWo5

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3M1kWo5">Robyn Pollack</a>, a Workplace Culture Strategist and Founder of Loutel, to the Including You podcast to discuss communication &amp; culture.</p><p><br></p><p>Connect with Robyn on <a href="https://bit.ly/3M1kWo5">LinkedIn</a>.</p><p>https://bit.ly/3M1kWo5</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>2207</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0bcc8ab0-69b6-11ee-b9bf-ff33e5a7975e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5198634846.mp3?updated=1707657576" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Supporting WOC in Sports Business (ft. Danita Johnson)</title>
      <description>Zach sits down with Sports Business Journal Forty under 40, 15+-year executive and current President of Business Operations at D.C. United Danita Johnson to talk about her journey and ways organizations can support WOC in the sports entertainment industry.

Connect with Danita on LinkedIn.
https://bit.ly/46GpU1n

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 10 Oct 2023 12:07:00 -0000</pubDate>
      <itunes:title>Supporting WOC in Sports Business (ft. Danita Johnson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>774</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e1678d12-6765-11ee-9cc9-cbecd88edda3/image/04ab80.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Sports Business Journal Forty under 40, 15+-year executive and current President of Business Operations at D.C. United Danita Johnson to talk about her journey and ways organizations can support WOC in the sports entertainment industry.

Connect with Danita on LinkedIn.
https://bit.ly/46GpU1n

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Sports Business Journal Forty under 40, 15+-year executive and current President of Business Operations at D.C. United <a href="https://bit.ly/46GpU1n">Danita Johnson</a> to talk about her journey and ways organizations can support WOC in the sports entertainment industry.</p><p><br></p><p>Connect with Danita on <a href="https://bit.ly/46GpU1n">LinkedIn</a>.</p><p>https://bit.ly/46GpU1n</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate's offerings and services</a>.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>2233</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e1678d12-6765-11ee-9cc9-cbecd88edda3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2395370811.mp3?updated=1707657621" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Data-Driven DEI (ft. Dr. Randal Pinkett)</title>
      <description>Amy welcomes Dr. Randal Pinkett, the Co-founder, Chairman, and CEO of BCT Partners, to the Including You podcast to discuss data-driven DEI.

Connect with Dr. Pinkett on LinkedIn.
https://bit.ly/3ZMOpYQ

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 06 Oct 2023 09:38:39 -0000</pubDate>
      <itunes:title>Including You : Data-Driven DEI (ft. Dr. Randal Pinkett)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>773</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/708354ae-642d-11ee-bf3c-e34aab5e1ffa/image/07926e.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Dr. Randal Pinkett, the Co-founder, Chairman, and CEO of BCT Partners, to the Including You podcast to discuss data-driven DEI.

Connect with Dr. Pinkett on LinkedIn.
https://bit.ly/3ZMOpYQ

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3ZMOpYQ">Dr. Randal Pinkett</a>, the Co-founder, Chairman, and CEO of BCT Partners, to the Including You podcast to discuss data-driven DEI.</p><p><br></p><p>Connect with Dr. Pinkett on <a href="https://bit.ly/3ZMOpYQ">LinkedIn</a>.</p><p>https://bit.ly/3ZMOpYQ</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>2033</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[708354ae-642d-11ee-bf3c-e34aab5e1ffa]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2120457670.mp3?updated=1707657689" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Addressing the Broken Rung (ft. Alisa Manjarrez &amp; Dr. Merary (Cruz) Simeon)</title>
      <description>Zach sits down with Alisa Manjarrez &amp; Dr. Merary (Cruz) Simeon to talk about the gaps in supporting women in the workplace and the intersection of race and gender.

Connect with Alisa and Dr. Simeon on LinkedIn. Links in order:
https://bit.ly/45ako6h
https://bit.ly/3tiJwdP

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Reserve a spot for the What Rules!? Leadership Conference on October 25, 2023.
https://www.eventbrite.com/e/what-rules-leadership-conference-registration-656213410977

Read McKinsey's "Women in the Workplace" 2022 report.
https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2022.pdf

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 03 Oct 2023 12:02:00 -0000</pubDate>
      <itunes:title>Addressing the Broken Rung (ft. Alisa Manjarrez &amp; Dr. Merary (Cruz) Simeon)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>772</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a498438e-61e5-11ee-a2b7-675ef55a5d03/image/b2cc19.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Alisa Manjarrez &amp; Dr. Merary (Cruz) Simeon to talk about the gaps in supporting women in the workplace and the intersection of race and gender.

Connect with Alisa and Dr. Simeon on LinkedIn. Links in order:
https://bit.ly/45ako6h
https://bit.ly/3tiJwdP

Learn more about Living Corporate's offerings and services.
https://www.living-corporate.com/about

Reserve a spot for the What Rules!? Leadership Conference on October 25, 2023.
https://www.eventbrite.com/e/what-rules-leadership-conference-registration-656213410977

Read McKinsey's "Women in the Workplace" 2022 report.
https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2022.pdf

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/45ako6h">Alisa Manjarrez</a> &amp; <a href="https://bit.ly/3tiJwdP">Dr. Merary (Cruz) Simeon</a> to talk about the gaps in supporting women in the workplace and the intersection of race and gender.</p><p><br></p><p>Connect with <a href="https://bit.ly/45ako6h">Alisa</a> and <a href="https://bit.ly/3tiJwdP">Dr. Simeon</a> on LinkedIn. Links in order:</p><p>https://bit.ly/45ako6h</p><p>https://bit.ly/3tiJwdP</p><p><br></p><p>Learn more about <a href="https://www.living-corporate.com/about">Living Corporate</a>'s offerings and services.</p><p>https://www.living-corporate.com/about</p><p><br></p><p>Reserve a spot for the <a href="https://www.eventbrite.com/e/what-rules-leadership-conference-registration-656213410977">What Rules!? Leadership Conference</a> on October 25, 2023.</p><p>https://www.eventbrite.com/e/what-rules-leadership-conference-registration-656213410977</p><p><br></p><p>Read McKinsey's <a href="https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2022.pdf">"Women in the Workplace" 2022 report</a>.</p><p>https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2022.pdf</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>2994</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a498438e-61e5-11ee-a2b7-675ef55a5d03]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7813435563.mp3?updated=1707657795" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Comprehensive Approach (ft. Victor Simmons)</title>
      <description>Amy welcomes Victor Simmons, the VP, HR and Head of DEI of Atelier Ace, to the Including You podcast to discuss taking a comprehensive approach.

Connect with Victor on LinkedIn.
https://bit.ly/3LEeX8s

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 29 Sep 2023 12:47:48 -0000</pubDate>
      <itunes:title>Including You : Comprehensive Approach (ft. Victor Simmons)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>771</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c5e82c56-5ec6-11ee-974d-0739f54939f2/image/342a93.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Victor Simmons, the VP, HR and Head of DEI of Atelier Ace, to the Including You podcast to discuss taking a comprehensive approach.

Connect with Victor on LinkedIn.
https://bit.ly/3LEeX8s

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3LEeX8s">Victor Simmon</a>s, the VP, HR and Head of DEI of Atelier Ace, to the Including You podcast to discuss taking a comprehensive approach.</p><p><br></p><p>Connect with Victor on <a href="https://bit.ly/3LEeX8s">LinkedIn</a>.</p><p>https://bit.ly/3LEeX8s</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1966</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c5e82c56-5ec6-11ee-974d-0739f54939f2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3452824215.mp3?updated=1707657818" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Is This The American Dream? (ft. Dr. 'Deji Ayoade)</title>
      <description>Sheneisha and Dr. 'Deji Ayoade engage in a discussion centered around overcoming adversity and creating a legacy.

Check out Dr. Ayoade's official website.
https://bit.ly/457mDXX

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 26 Sep 2023 10:51:00 -0000</pubDate>
      <itunes:title>Is This The American Dream? (ft. Dr. 'Deji Ayoade)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>770</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2ab44ee4-5c5b-11ee-95f7-739c85c3ead4/image/100d5e.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha and Dr. 'Deji Ayoade engage in a discussion centered around overcoming adversity and creating a legacy.

Check out Dr. Ayoade's official website.
https://bit.ly/457mDXX

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha and <a href="https://bit.ly/457mDXX">Dr. 'Deji Ayoade</a> engage in a discussion centered around overcoming adversity and creating a legacy.</p><p><br></p><p>Check out <a href="https://bit.ly/457mDXX">Dr. Ayoade's official website</a>.</p><p>https://bit.ly/457mDXX</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>3747</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2ab44ee4-5c5b-11ee-95f7-739c85c3ead4]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2235379342.mp3?updated=1707657903" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Supplier Diversity (ft. Jason Hawkins)</title>
      <description>Amy welcomes Jason Hawkins, Director of Supplier Diversity at George Mason University, to the Including You podcast this week to discuss supplier diversity.

Connect with Jason on LinkedIn.
https://bit.ly/45b8t8k

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 22 Sep 2023 15:40:42 -0000</pubDate>
      <itunes:title>Including You : Supplier Diversity (ft. Jason Hawkins)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>769</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/71ad8490-595f-11ee-834f-7fe6999f4eaa/image/fd80e8.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Jason Hawkins, Director of Supplier Diversity at George Mason University, to the Including You podcast this week to discuss supplier diversity.

Connect with Jason on LinkedIn.
https://bit.ly/45b8t8k

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/45b8t8k">Jason Hawkins</a>, Director of Supplier Diversity at George Mason University, to the Including You podcast this week to discuss supplier diversity.</p><p><br></p><p>Connect with Jason on <a href="https://bit.ly/45b8t8k">LinkedIn</a>.</p><p>https://bit.ly/45b8t8k</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1788</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[71ad8490-595f-11ee-834f-7fe6999f4eaa]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3539699551.mp3?updated=1707658065" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>How DEI's Intentions and AI's Realities Are at Odds (ft. A.M. Bhatt)</title>
      <description>Sheneisha and A.M. Bhatt, the founder and CEO of District Arts &amp; Education, discuss the relationship of AI and DEI while highlighting “technology is not values-neutral."

Connect with A.M. on LinkedIn.
https://bit.ly/3sYIdQX

Check out his official website.
https://www.absurdwisdom.com/</description>
      <pubDate>Tue, 19 Sep 2023 07:29:00 -0000</pubDate>
      <itunes:title>How DEI's Intentions and AI's Realities Are at Odds (ft. A.M. Bhatt)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>768</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6faedf2e-56bf-11ee-a11a-ef8293e2189e/image/663d37.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha and A.M. Bhatt, the founder and CEO of District Arts &amp; Education, discuss the relationship of AI and DEI while highlighting “technology is not values-neutral."

Connect with A.M. on LinkedIn.
https://bit.ly/3sYIdQX

Check out his official website.
https://www.absurdwisdom.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha and <a href="https://bit.ly/3sYIdQX">A.M. Bhatt</a>, the founder and CEO of District Arts &amp; Education, discuss the relationship of AI and DEI while highlighting “technology is not values-neutral."</p><p><br></p><p>Connect with A.M. on <a href="https://bit.ly/3sYIdQX">LinkedIn</a>.</p><p>https://bit.ly/3sYIdQX</p><p><br></p><p>Check out <a href="https://www.absurdwisdom.com/">his official website</a>.</p><p>https://www.absurdwisdom.com/</p>]]>
      </content:encoded>
      <itunes:duration>2758</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6faedf2e-56bf-11ee-a11a-ef8293e2189e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3879273468.mp3?updated=1707658142" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Partnerships, Products, and Growth (ft. Zach Nunn)</title>
      <description>Zach drops a special pod to share some exciting updates across the Living Corporate Network.

Check out Diversity: Beyond the Checkbox's podcast on our website.
https://bit.ly/3P3P4QF

Read the press release announcing The Diversity Movement and Living Corporate's collaboration.
https://bit.ly/47Z4MFj

Learn more about the Living Corporate Collective.
https://bit.ly/3sZkn7J</description>
      <pubDate>Sat, 16 Sep 2023 11:58:00 -0000</pubDate>
      <itunes:title>Partnerships, Products, and Growth (ft. Zach Nunn)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>767</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ba85f67e-5488-11ee-9144-9b6e63f1ec63/image/a93745.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach drops a special pod to share some exciting updates across the Living Corporate Network.

Check out Diversity: Beyond the Checkbox's podcast on our website.
https://bit.ly/3P3P4QF

Read the press release announcing The Diversity Movement and Living Corporate's collaboration.
https://bit.ly/47Z4MFj

Learn more about the Living Corporate Collective.
https://bit.ly/3sZkn7J</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach drops a special pod to share some exciting updates across the Living Corporate Network.</p><p><br></p><p>Check out <a href="https://bit.ly/3P3P4QF">Diversity: Beyond the Checkbox's podcast</a> on our website.</p><p>https://bit.ly/3P3P4QF</p><p><br></p><p>Read <a href="https://bit.ly/47Z4MFj">the press release</a> announcing The Diversity Movement and Living Corporate's collaboration.</p><p>https://bit.ly/47Z4MFj</p><p><br></p><p>Learn more about the <a href="https://bit.ly/3sZkn7J">Living Corporate Collective</a>.</p><p>https://bit.ly/3sZkn7J</p>]]>
      </content:encoded>
      <itunes:duration>1322</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ba85f67e-5488-11ee-9144-9b6e63f1ec63]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5737225740.mp3?updated=1694874400" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Building Coalitions (ft. Malcom Glenn)</title>
      <description>Amy welcomes Malcom Glenn, founder of MG Equity Consulting, to the Including You podcast this week to discuss building coalitions.

Connect with Malcom on LinkedIn.
https://bit.ly/46dbDJy

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 15 Sep 2023 10:41:00 -0000</pubDate>
      <itunes:title>Including You : Building Coalitions (ft. Malcom Glenn)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>766</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/66c6018e-53b4-11ee-83d5-8749552467b5/image/e5b330.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Malcom Glenn, founder of MG Equity Consulting, to the Including You podcast this week to discuss building coalitions.

Connect with Malcom on LinkedIn.
https://bit.ly/46dbDJy

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/46dbDJy">Malcom Glenn</a>, founder of MG Equity Consulting, to the Including You podcast this week to discuss building coalitions.</p><p><br></p><p>Connect with Malcom on <a href="https://bit.ly/46dbDJy">LinkedIn</a>.</p><p>https://bit.ly/46dbDJy</p><p><br></p><p>Including You is brought to you by <a href="Lead%20at%20Any%20Level">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2051</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[66c6018e-53b4-11ee-83d5-8749552467b5]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3361143926.mp3?updated=1707658187" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Intrapreneurship in DEI (ft. Luis Báez)</title>
      <description>Sheneisha welcomes Deputy's global director of revenue enablement, Luis Báez, to the show to engage in a discussion centered around intrapreneurship in the DEI space.

Connect with Luis on LinkedIn.
https://bit.ly/44TLVbH

Check out his official website.
https://bit.ly/3sVUNQN</description>
      <pubDate>Tue, 12 Sep 2023 11:08:00 -0000</pubDate>
      <itunes:title>Intrapreneurship in DEI (ft. Luis Báez)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>765</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4c5bd570-515d-11ee-90f7-1f7474433cb9/image/1b0994.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha welcomes Deputy's global director of revenue enablement, Luis Báez, to the show to engage in a discussion centered around intrapreneurship in the DEI space.

Connect with Luis on LinkedIn.
https://bit.ly/44TLVbH

Check out his official website.
https://bit.ly/3sVUNQN</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha welcomes Deputy's global director of revenue enablement, <a href="https://bit.ly/44TLVbH">Luis Báez</a>, to the show to engage in a discussion centered around intrapreneurship in the DEI space.</p><p><br></p><p>Connect with Luis on <a href="https://bit.ly/44TLVbH">LinkedIn</a>.</p><p>https://bit.ly/44TLVbH</p><p><br></p><p>Check out <a href="https://bit.ly/3sVUNQN">his official website</a>.</p><p>https://bit.ly/3sVUNQN</p>]]>
      </content:encoded>
      <itunes:duration>3431</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4c5bd570-515d-11ee-90f7-1f7474433cb9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2068171592.mp3?updated=1707658253" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Collective Impact (ft. Dr. Adrienne Lawson)</title>
      <description>Amy welcomes Dr. Adrienne Lawson, the Senior Director of DEI of PRIDE Industries, to the Including You podcast this week to discuss collective impact.

Connect with Dr. Adrienne Lawson on LinkedIn.
https://bit.ly/3ZbPngA

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 08 Sep 2023 10:20:44 -0000</pubDate>
      <itunes:title>Including You : Collective Impact (ft. Dr. Adrienne Lawson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>764</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c0a29402-4e31-11ee-a5cb-0f0c16ef4ec8/image/dcaf89.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Dr. Adrienne Lawson, the Senior Director of DEI of PRIDE Industries, to the Including You podcast this week to discuss collective impact.

Connect with Dr. Adrienne Lawson on LinkedIn.
https://bit.ly/3ZbPngA

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3ZbPngA">Dr. Adrienne Lawson</a>, the Senior Director of DEI of PRIDE Industries, to the Including You podcast this week to discuss collective impact.</p><p><br></p><p>Connect with Dr. Adrienne Lawson on <a href="https://bit.ly/3ZbPngA">LinkedIn</a>.</p><p>https://bit.ly/3ZbPngA</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1350</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c0a29402-4e31-11ee-a5cb-0f0c16ef4ec8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3844872819.mp3?updated=1707658361" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Nielsen and Workplace Fairness (ft. Sandra Sims-Williams)</title>
      <description>Zach sits down with Sandra Sims-Williams, head of DEI at Nielsen, to talk about her journey and the work she is leading to create equitable and fair cultures.

Connect with Sandra on LinkedIn.
https://bit.ly/3sxGli1

Check out the official Nielsen website.
https://bit.ly/3YWgWdU

Read Nielsen's 2023 Environmental, Social and Governance (ESG) Report.
https://bit.ly/3P7q8rq</description>
      <pubDate>Tue, 05 Sep 2023 07:09:00 -0000</pubDate>
      <itunes:title>Nielsen and Workplace Fairness (ft. Sandra Sims-Williams)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>763</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9bcb9b18-4bbd-11ee-8bbe-db5ec6d6e3bd/image/8fcc4cb8b3625d76f966a1e6169236ac.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Sandra Sims-Williams, head of DEI at Nielsen, to talk about her journey and the work she is leading to create equitable and fair cultures.

Connect with Sandra on LinkedIn.
https://bit.ly/3sxGli1

Check out the official Nielsen website.
https://bit.ly/3YWgWdU

Read Nielsen's 2023 Environmental, Social and Governance (ESG) Report.
https://bit.ly/3P7q8rq</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with<a href="https://bit.ly/3sxGli1"> Sandra Sims-Williams</a>, head of DEI at Nielsen, to talk about her journey and the work she is leading to create equitable and fair cultures.</p><p><br></p><p>Connect with Sandra on <a href="https://bit.ly/3sxGli1">LinkedIn</a>.</p><p>https://bit.ly/3sxGli1</p><p><br></p><p>Check out <a href="https://bit.ly/3YWgWdU">the official Nielsen website</a>.</p><p>https://bit.ly/3YWgWdU</p><p><br></p><p>Read <a href="https://bit.ly/3P7q8rq">Nielsen's 2023 Environmental, Social and Governance (ESG) Report</a>.</p><p>https://bit.ly/3P7q8rq</p>]]>
      </content:encoded>
      <itunes:duration>3486</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9bcb9b18-4bbd-11ee-8bbe-db5ec6d6e3bd]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5748242946.mp3?updated=1707658534" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Recognizing Leaders (ft. Donyelle Gray)</title>
      <description>Amy welcomes Donyelle Gray, the Director of Diversity, Equity, and Inclusion for the Cook County State’s Attorney’s Office, to the Including You podcast this week.

Connect with Donyelle on LinkedIn.
https://bit.ly/3YYrcCk

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 01 Sep 2023 10:46:15 -0000</pubDate>
      <itunes:title>Including You : Recognizing Leaders (ft. Donyelle Gray)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>762</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3ee745f6-48b5-11ee-b1c9-73673f8997e4/image/c9c332.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Donyelle Gray, the Director of Diversity, Equity, and Inclusion for the Cook County State’s Attorney’s Office, to the Including You podcast this week.

Connect with Donyelle on LinkedIn.
https://bit.ly/3YYrcCk

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3YYrcCk">Donyelle Gray</a>, the Director of Diversity, Equity, and Inclusion for the Cook County State’s Attorney’s Office, to the Including You podcast this week.</p><p><br></p><p>Connect with Donyelle on <a href="https://bit.ly/3YYrcCk">LinkedIn</a>.</p><p>https://bit.ly/3YYrcCk</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1887</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3ee745f6-48b5-11ee-b1c9-73673f8997e4]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8946469346.mp3?updated=1707658564" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Building Accountable and Transparent Cultures (ft. Danny Guillory)</title>
      <description>Zach sits down with long-time friend of the show Danny Guillory to talk about the work he's leading at Glassdoor and the future of people strategy work with AI.

Connect with Danny on LinkedIn.
https://bit.ly/44pkVAQ

Check out the official Glassdoor website.
https://bit.ly/3qRUGoR

Support victims of the Jacksonville shooting through these links:
https://www.gofundme.com/f/support-for-aj-laguerres-funeral-and-memorial
https://www.gofundme.com/f/fvc6uv-angela-michelle-carr 
https://www.gofundme.com/f/khwuah-jacksonville-hate-crime-homicide-victims</description>
      <pubDate>Tue, 29 Aug 2023 11:58:00 -0000</pubDate>
      <itunes:title>Building Accountable and Transparent Cultures (ft. Danny Guillory)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>761</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9ed90ff6-4664-11ee-9fbb-bf3f771aa07f/image/7f56f0.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with long-time friend of the show Danny Guillory to talk about the work he's leading at Glassdoor and the future of people strategy work with AI.

Connect with Danny on LinkedIn.
https://bit.ly/44pkVAQ

Check out the official Glassdoor website.
https://bit.ly/3qRUGoR

Support victims of the Jacksonville shooting through these links:
https://www.gofundme.com/f/support-for-aj-laguerres-funeral-and-memorial
https://www.gofundme.com/f/fvc6uv-angela-michelle-carr 
https://www.gofundme.com/f/khwuah-jacksonville-hate-crime-homicide-victims</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with long-time friend of the show <a href="https://bit.ly/44pkVAQ">Danny Guillory</a> to talk about the work he's leading at Glassdoor and the future of people strategy work with AI.</p><p><br></p><p>Connect with Danny on <a href="https://bit.ly/44pkVAQ">LinkedIn</a>.</p><p>https://bit.ly/44pkVAQ</p><p><br></p><p>Check out <a href="https://bit.ly/3qRUGoR">the official Glassdoor website</a>.</p><p>https://bit.ly/3qRUGoR</p><p><br></p><p>Support victims of the Jacksonville shooting through these links:</p><p><a href="https://www.gofundme.com/f/support-for-aj-laguerres-funeral-and-memorial">https://www.gofundme.com/f/support-for-aj-laguerres-funeral-and-memorial</a></p><p><a href="https://www.gofundme.com/f/fvc6uv-angela-michelle-carr%20">https://www.gofundme.com/f/fvc6uv-angela-michelle-carr </a></p><p><a href="https://www.gofundme.com/f/khwuah-jacksonville-hate-crime-homicide-victims">https://www.gofundme.com/f/khwuah-jacksonville-hate-crime-homicide-victims</a></p>]]>
      </content:encoded>
      <itunes:duration>3980</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9ed90ff6-4664-11ee-9fbb-bf3f771aa07f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7687685631.mp3?updated=1707658631" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Marketing Inclusion (ft. Sonia Thompson)</title>
      <description>Amy welcomes Sonia Thompson, the Inclusive Marketing Coach, Strategist, and Consultant of Thompson Media Group, to the Including You podcast this week.

Connect with Sonia on LinkedIn.
https://bit.ly/3smPHgd

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 25 Aug 2023 11:40:48 -0000</pubDate>
      <itunes:title>Including You : Marketing Inclusion (ft. Sonia Thompson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>760</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cb24ef88-433c-11ee-883a-47b5ee6b3041/image/c7cdcd.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Sonia Thompson, the Inclusive Marketing Coach, Strategist, and Consultant of Thompson Media Group, to the Including You podcast this week.

Connect with Sonia on LinkedIn.
https://bit.ly/3smPHgd

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="Sonia%20Thompson">Sonia Thompson</a>, the Inclusive Marketing Coach, Strategist, and Consultant of Thompson Media Group, to the Including You podcast this week.</p><p><br></p><p>Connect with Sonia on <a href="https://bit.ly/3smPHgd">LinkedIn</a>.</p><p>https://bit.ly/3smPHgd</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2342</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cb24ef88-433c-11ee-883a-47b5ee6b3041]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7244784315.mp3?updated=1707658651" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>HR Tools and The Future of Work (ft. Ben Mones)</title>
      <description>Zach sits down with Ben Mones, CEO of Fama.io, to talk about HR Tech and the future of work.

Connect with Ben on LinkedIn.
https://bit.ly/3KUWzI7

Learn which industries passed the 5% rule and who failed.
https://bit.ly/47YeLL9

Take this short quiz to see how your company compares to your industry and more.
https://bit.ly/3KPKfZR

Interested in supporting the Living Corporate Kickstarter? Click here!
https://bit.ly/43YZE0C</description>
      <pubDate>Thu, 24 Aug 2023 12:10:00 -0000</pubDate>
      <itunes:title>HR Tools and The Future of Work (ft. Ben Mones)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>759</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/08a09c1a-4278-11ee-b188-df99993f1c90/image/1a51c8f57e80e3142e8fb24b52b80365.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Ben Mones, CEO of Fama.io, to talk about HR Tech and the future of work.

Connect with Ben on LinkedIn.
https://bit.ly/3KUWzI7

Learn which industries passed the 5% rule and who failed.
https://bit.ly/47YeLL9

Take this short quiz to see how your company compares to your industry and more.
https://bit.ly/3KPKfZR

Interested in supporting the Living Corporate Kickstarter? Click here!
https://bit.ly/43YZE0C</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3KUWzI7">Ben Mones</a>, CEO of Fama.io, to talk about HR Tech and the future of work.</p><p><br></p><p>Connect with Ben on <a href="https://bit.ly/3KUWzI7">LinkedIn</a>.</p><p>https://bit.ly/3KUWzI7</p><p><br></p><p>Learn <a href="https://bit.ly/47YeLL9">which industries</a> passed the 5% rule and who failed.</p><p>https://bit.ly/47YeLL9</p><p><br></p><p>Take <a href="https://bit.ly/3KPKfZR">this short quiz</a> to see how your company compares to your industry and more.</p><p>https://bit.ly/3KPKfZR</p><p><br></p><p>Interested in supporting the Living Corporate Kickstarter? Click <a href="https://bit.ly/43YZE0C">here</a>!</p><p>https://bit.ly/43YZE0C</p>]]>
      </content:encoded>
      <itunes:duration>3562</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[08a09c1a-4278-11ee-b188-df99993f1c90]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1040331926.mp3?updated=1707658949" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Principles of Effective Allyship (ft. Karen Catlin)</title>
      <description>Zach sits down with Better Allies founder Karen Catlin to talk about the principles of being a good ally at work.

Connect with Karen on LinkedIn.
https://bit.ly/45zubTV

Check out the official Better Allies website.
https://bit.ly/3KPnSU9

Interested in supporting the Living Corporate Kickstarter? Click here!
https://bit.ly/43YZE0C

Karen suggests checking these links out:
50 Potential Privileges in the Workplace - https://betterallies.files.wordpress.com/2022/11/50-potential-privileges.pdf
50 Potential Privileges in Healthcare Workplaces - https://betterallies.files.wordpress.com/2022/11/50-healthcare-privileges.pdf
Lily Zheng's LinkedIn post about companies retreating from DEI initiatives commitments - https://www.linkedin.com/posts/lilyzheng308_diversity-equity-inclusion-activity-7097623333428494338-yPB_
5 Ally Actions free weekly newsletter - http://bit.ly/5AllyActions</description>
      <pubDate>Tue, 22 Aug 2023 04:50:00 -0000</pubDate>
      <itunes:title>The Principles of Effective Allyship (ft. Karen Catlin)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>758</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5fefeb56-40a7-11ee-b05f-d33118e02f02/image/98523d.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Better Allies founder Karen Catlin to talk about the principles of being a good ally at work.

Connect with Karen on LinkedIn.
https://bit.ly/45zubTV

Check out the official Better Allies website.
https://bit.ly/3KPnSU9

Interested in supporting the Living Corporate Kickstarter? Click here!
https://bit.ly/43YZE0C

Karen suggests checking these links out:
50 Potential Privileges in the Workplace - https://betterallies.files.wordpress.com/2022/11/50-potential-privileges.pdf
50 Potential Privileges in Healthcare Workplaces - https://betterallies.files.wordpress.com/2022/11/50-healthcare-privileges.pdf
Lily Zheng's LinkedIn post about companies retreating from DEI initiatives commitments - https://www.linkedin.com/posts/lilyzheng308_diversity-equity-inclusion-activity-7097623333428494338-yPB_
5 Ally Actions free weekly newsletter - http://bit.ly/5AllyActions</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Better Allies founder <a href="https://bit.ly/45zubTV">Karen Catlin</a> to talk about the principles of being a good ally at work.</p><p><br></p><p>Connect with Karen on <a href="https://bit.ly/45zubTV">LinkedIn</a>.</p><p>https://bit.ly/45zubTV</p><p><br></p><p>Check out <a href="https://bit.ly/3KPnSU9">the official Better Allies website</a>.</p><p>https://bit.ly/3KPnSU9</p><p><br></p><p>Interested in supporting the Living Corporate Kickstarter? Click <a href="https://bit.ly/43YZE0C">here</a>!</p><p>https://bit.ly/43YZE0C</p><p><br></p><p>Karen suggests checking these links out:</p><p><a href="https://betterallies.files.wordpress.com/2022/11/50-potential-privileges.pdf">50 Potential Privileges in the Workplace</a> - <a href="https://betterallies.files.wordpress.com/2022/11/50-potential-privileges.pdf">https://betterallies.files.wordpress.com/2022/11/50-potential-privileges.pdf</a></p><p><a href="https://betterallies.files.wordpress.com/2022/11/50-healthcare-privileges.pdf">50 Potential Privileges in Healthcare Workplaces</a> - <a href="https://betterallies.files.wordpress.com/2022/11/50-healthcare-privileges.pdf">https://betterallies.files.wordpress.com/2022/11/50-healthcare-privileges.pdf</a></p><p><a href="https://www.linkedin.com/posts/lilyzheng308_diversity-equity-inclusion-activity-7097623333428494338-yPB_">Lily Zheng's LinkedIn post about companies retreating from DEI initiatives commitments</a> - <a href="https://www.linkedin.com/posts/lilyzheng308_diversity-equity-inclusion-activity-7097623333428494338-yPB_">https://www.linkedin.com/posts/lilyzheng308_diversity-equity-inclusion-activity-7097623333428494338-yPB_</a></p><p><a href="http://bit.ly/5AllyActions">5 Ally Actions free weekly newsletter</a> - <a href="http://bit.ly/5AllyActions">http://bit.ly/5AllyActions</a></p>]]>
      </content:encoded>
      <itunes:duration>3311</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5fefeb56-40a7-11ee-b05f-d33118e02f02]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6340257301.mp3?updated=1707734995" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Social Vulnerability Index (ft. Karrah Herring)</title>
      <description>Amy welcomes Karrah Herring, the Chief Equity, Inclusion &amp; Opportunity Officer for Indiana Governor Eric Holcomb’s Administration, to the Including You podcast. Their conversation is centered around the social vulnerability index.

Connect with Karrah on LinkedIn.
https://bit.ly/3OGbGXd

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 18 Aug 2023 06:09:16 -0000</pubDate>
      <itunes:title>Including You : Social Vulnerability Index (ft. Karrah Herring)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>757</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c5454dd8-3d8d-11ee-a317-ff42be00aa6b/image/ac5769.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Karrah Herring, the Chief Equity, Inclusion &amp; Opportunity Officer for Indiana Governor Eric Holcomb’s Administration, to the Including You podcast. Their conversation is centered around the social vulnerability index.

Connect with Karrah on LinkedIn.
https://bit.ly/3OGbGXd

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3OGbGXd">Karrah Herring</a>, the Chief Equity, Inclusion &amp; Opportunity Officer for Indiana Governor Eric Holcomb’s Administration, to the Including You podcast. Their conversation is centered around the social vulnerability index.</p><p><br></p><p>Connect with Karrah on <a href="https://bit.ly/3OGbGXd">LinkedIn</a>.</p><p>https://bit.ly/3OGbGXd</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1716</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c5454dd8-3d8d-11ee-a317-ff42be00aa6b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6603194289.mp3?updated=1707734997" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Creativity, Inclusion, and Leadership at Amazon Studios (ft. Latasha Gillespie)</title>
      <description>Zach sits down with Latasha Gillespie, head of DEI at Amazon Studios, to talk about her journey, faith, and principles as she leads one of the largest content studios in the world.

Connect with Latasha on LinkedIn.
https://bit.ly/3Qz5liM

Check out the official Amazon Studios website.
https://bit.ly/3QFv0X5</description>
      <pubDate>Tue, 15 Aug 2023 05:27:00 -0000</pubDate>
      <itunes:title>Creativity, Inclusion, and Leadership at Amazon Studios (ft. Latasha Gillespie)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>756</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b4422104-3b2c-11ee-9bf1-a385ebce26d7/image/6db7589d84862ecb2e2d794cf70d8085.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Latasha Gillespie, head of DEI at Amazon Studios, to talk about her journey, faith, and principles as she leads one of the largest content studios in the world.

Connect with Latasha on LinkedIn.
https://bit.ly/3Qz5liM

Check out the official Amazon Studios website.
https://bit.ly/3QFv0X5</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3Qz5liM">Latasha Gillespie</a>, head of DEI at Amazon Studios, to talk about her journey, faith, and principles as she leads one of the largest content studios in the world.</p><p><br></p><p>Connect with Latasha on <a href="https://bit.ly/3Qz5liM">LinkedIn</a>.</p><p>https://bit.ly/3Qz5liM</p><p><br></p><p>Check out the official <a href="https://bit.ly/3QFv0X5">Amazon Studios website</a>.</p><p>https://bit.ly/3QFv0X5</p>]]>
      </content:encoded>
      <itunes:duration>4023</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b4422104-3b2c-11ee-9bf1-a385ebce26d7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7914011836.mp3?updated=1707735413" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Promotability Index (ft. Amii Barnard-Bahn)</title>
      <description>Amy welcomes Amii Barnard-Bahn, an attorney and executive coach, and a partner in the compliance and ethics law firm of Kaplan &amp; Walker, to the Including You podcast, to talk about the "Promotability Index."

Connect with Amii Barnard-Bahn on LinkedIn.
https://bit.ly/47uINFI

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 11 Aug 2023 11:08:00 -0000</pubDate>
      <itunes:title>Including You : Promotability Index (ft. Amii Barnard-Bahn)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>755</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9b983c9e-3837-11ee-bf8b-ef5562170b4a/image/c32331.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Amii Barnard-Bahn, an attorney and executive coach, and a partner in the compliance and ethics law firm of Kaplan &amp; Walker, to the Including You podcast, to talk about the "Promotability Index."

Connect with Amii Barnard-Bahn on LinkedIn.
https://bit.ly/47uINFI

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/47uINFI">Amii Barnard-Bahn</a>, an attorney and executive coach, and a partner in the compliance and ethics law firm of Kaplan &amp; Walker, to the Including You podcast, to talk about the "Promotability Index."</p><p><br></p><p>Connect with Amii Barnard-Bahn on <a href="https://bit.ly/47uINFI">LinkedIn</a>.</p><p>https://bit.ly/47uINFI</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2223</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9b983c9e-3837-11ee-bf8b-ef5562170b4a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3900150270.mp3?updated=1707735489" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>A Shared Vision (ft. Christine Miller)</title>
      <description>Sheneisha welcomes Christine Miller, the president and CEO of Melinta Therapeutics, to the podcast this week to discuss her view of "a shared vision."

Connect with Christine on LinkedIn.
https://bit.ly/47oOQM7

Check out the official website of Melinta Therapeutics.
https://bit.ly/47mCZy2

Interested in supporting the Living Corporate Kickstarter? Click here!
https://bit.ly/43YZE0C</description>
      <pubDate>Tue, 08 Aug 2023 09:01:00 -0000</pubDate>
      <itunes:title>A Shared Vision (ft. Christine Miller)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>754</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e854df20-35ca-11ee-974a-273c0eed5584/image/8f95ee.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha welcomes Christine Miller, the president and CEO of Melinta Therapeutics, to the podcast this week to discuss her view of "a shared vision."

Connect with Christine on LinkedIn.
https://bit.ly/47oOQM7

Check out the official website of Melinta Therapeutics.
https://bit.ly/47mCZy2

Interested in supporting the Living Corporate Kickstarter? Click here!
https://bit.ly/43YZE0C</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha welcomes <a href="https://bit.ly/47oOQM7">Christine Miller</a>, the president and CEO of Melinta Therapeutics, to the podcast this week to discuss her view of "a shared vision."</p><p><br></p><p>Connect with <a href="https://bit.ly/47oOQM7">Christine</a> on LinkedIn.</p><p>https://bit.ly/47oOQM7</p><p><br></p><p>Check out the official website of <a href="https://bit.ly/47mCZy2">Melinta Therapeutics</a>.</p><p>https://bit.ly/47mCZy2</p><p><br></p><p>Interested in supporting the Living Corporate Kickstarter? Click <a href="https://bit.ly/43YZE0C">here</a>!</p><p>https://bit.ly/43YZE0C</p>]]>
      </content:encoded>
      <itunes:duration>3855</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e854df20-35ca-11ee-974a-273c0eed5584]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1024090555.mp3?updated=1707735569" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Exposure and Experience (ft. Evan T. Green)</title>
      <description>Amy welcomes Evan T. Green, the ED JEDI of Portland State University School of Business, to the Including You podcast, to talk shop about exposure and experience.

Connect with Evan T. Green on LinkedIn.
https://bit.ly/3KPOpkz

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 04 Aug 2023 15:44:20 -0000</pubDate>
      <itunes:title>Including You : Exposure and Experience (ft. Evan T. Green)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>753</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c97245ce-32dd-11ee-bfed-ef3af0a438a1/image/b44314.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Evan T. Green, the ED JEDI of Portland State University School of Business, to the Including You podcast, to talk shop about exposure and experience.

Connect with Evan T. Green on LinkedIn.
https://bit.ly/3KPOpkz

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3KPOpkz">Evan T. Green</a>, the ED JEDI of Portland State University School of Business, to the Including You podcast, to talk shop about exposure and experience.</p><p><br></p><p>Connect with Evan T. Green on <a href="https://bit.ly/3KPOpkz">LinkedIn</a>.</p><p>https://bit.ly/3KPOpkz</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2050</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c97245ce-32dd-11ee-bfed-ef3af0a438a1]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4961322002.mp3?updated=1707735657" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Intersectional Identities at Pfizer (ft. Kat Vera &amp; Ella Collins)</title>
      <description>Zach sits down with Kat Vera and Ella Collins to talk about their identities as queer Black and Latina women, their journeys at Pfizer, and ways organizations can create equitable experiences for all.

Connect with Kat and Ella on LinkedIn. Links in order:
https://bit.ly/3OiQshD
https://bit.ly/47gTADF

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 01 Aug 2023 10:10:00 -0000</pubDate>
      <itunes:title>Intersectional Identities at Pfizer (ft. Kat Vera &amp; Ella Collins)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>752</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/13f714d4-3055-11ee-9c1c-b3e5af99fed2/image/8ea6c3.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Kat Vera and Ella Collins to talk about their identities as queer Black and Latina women, their journeys at Pfizer, and ways organizations can create equitable experiences for all.

Connect with Kat and Ella on LinkedIn. Links in order:
https://bit.ly/3OiQshD
https://bit.ly/47gTADF

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3OiQshD">Kat Vera</a> and <a href="https://bit.ly/47gTADF">Ella Collins</a> to talk about their identities as queer Black and Latina women, their journeys at Pfizer, and ways organizations can create equitable experiences for all.</p><p><br></p><p>Connect with <a href="https://bit.ly/3OiQshD">Kat</a> and <a href="https://bit.ly/47gTADF">Ella</a> on LinkedIn. Links in order:</p><p>https://bit.ly/3OiQshD</p><p>https://bit.ly/47gTADF</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>3115</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[13f714d4-3055-11ee-9c1c-b3e5af99fed2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9841479149.mp3?updated=1707735806" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Expert Perspective (ft. Dr. Isaac Dixon)</title>
      <description>Amy welcomes Dr. Isaac Dixon, the President of Vista HR Consulting, to the Including You podcast, and they discuss the global forces shaping the HR landscape for companies in the US and beyond.

Connect with Dr. Dixon on LinkedIn.
https://bit.ly/44N3yec

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 28 Jul 2023 14:16:08 -0000</pubDate>
      <itunes:title>Including You : Expert Perspective (ft. Dr. Isaac Dixon)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>751</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f1e8af16-2d51-11ee-893e-d7fb76cd2bc3/image/f74fd1.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Dr. Isaac Dixon, the President of Vista HR Consulting, to the Including You podcast, and they discuss the global forces shaping the HR landscape for companies in the US and beyond.

Connect with Dr. Dixon on LinkedIn.
https://bit.ly/44N3yec

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/44N3yec">Dr. Isaac Dixon</a>, the President of Vista HR Consulting, to the Including You podcast, and they discuss the global forces shaping the HR landscape for companies in the US and beyond.</p><p><br></p><p>Connect with Dr. Dixon on <a href="https://bit.ly/44N3yec">LinkedIn</a>.</p><p>https://bit.ly/44N3yec</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1810</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f1e8af16-2d51-11ee-893e-d7fb76cd2bc3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8702179642.mp3?updated=1707735913" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Progressing Forward - What's Coming at Living Corporate (ft. Zach Nunn)</title>
      <description>Zach takes us behind the scenes to talk about the state of Living Corporate, what to look forward to in the future, and more.

Connect with Zach on LinkedIn.
https://bit.ly/3KhxWoL

Check out the newly updated Living Corporate website.
https://bit.ly/3STaEXJ</description>
      <pubDate>Tue, 25 Jul 2023 09:50:31 -0000</pubDate>
      <itunes:title>Progressing Forward - What's Coming at Living Corporate (ft. Zach Nunn)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>750</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/679227d4-2ad1-11ee-94e1-93f74bf72f45/image/996d39.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach takes us behind the scenes to talk about the state of Living Corporate, what to look forward to in the future, and more.

Connect with Zach on LinkedIn.
https://bit.ly/3KhxWoL

Check out the newly updated Living Corporate website.
https://bit.ly/3STaEXJ</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach takes us behind the scenes to talk about the state of <a href="https://bit.ly/3STaEXJ">Living Corporate</a>, what to look forward to in the future, and more.</p><p><br></p><p>Connect with Zach on <a href="https://bit.ly/3KhxWoL">LinkedIn</a>.</p><p>https://bit.ly/3KhxWoL</p><p><br></p><p>Check out the newly updated <a href="https://bit.ly/3STaEXJ">Living Corporate website</a>.</p><p>https://bit.ly/3STaEXJ</p>]]>
      </content:encoded>
      <itunes:duration>800</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[679227d4-2ad1-11ee-94e1-93f74bf72f45]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4037146074.mp3?updated=1690279237" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Collaborative Dialogue (ft. Lawrence Brinson)</title>
      <description>Amy welcomes Lawrence Brinson, the director of diversity and inclusion at Gardner Webb University, to the Including You podcast to discuss the many benefits to engaging in collaborative dialogue.

Connect with Lawrence on LinkedIn.
https://bit.ly/3O2Y0oJ

Check out Gardner Webb University's official website.
https://bit.ly/3Doa9j3

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 21 Jul 2023 10:32:16 -0000</pubDate>
      <itunes:title>Including You : Collaborative Dialogue (ft. Lawrence Brinson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>749</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/905f925e-27b2-11ee-aa18-b73364b0cba9/image/f93d0a.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Lawrence Brinson, the director of diversity and inclusion at Gardner Webb University, to the Including You podcast to discuss the many benefits to engaging in collaborative dialogue.

Connect with Lawrence on LinkedIn.
https://bit.ly/3O2Y0oJ

Check out Gardner Webb University's official website.
https://bit.ly/3Doa9j3

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3O2Y0oJ">Lawrence Brinson</a>, the director of diversity and inclusion at Gardner Webb University, to the Including You podcast to discuss the many benefits to engaging in collaborative dialogue.</p><p><br></p><p>Connect with Lawrence on <a href="https://bit.ly/3O2Y0oJ">LinkedIn</a>.</p><p>https://bit.ly/3O2Y0oJ</p><p><br></p><p>Check out <a href="https://bit.ly/3Doa9j3">Gardner Webb University</a>'s official website.</p><p>https://bit.ly/3Doa9j3</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1473</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[905f925e-27b2-11ee-aa18-b73364b0cba9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4010331214.mp3?updated=1707735943" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Justice is Scary (ft. Mary-Frances Winters)</title>
      <description>Zach sits down again with mentor and friend of the show, Mary-Frances Winters, to talk about her 7th book, Racial Justice at Work.

Connect with Mary-Frances on LinkedIn.
https://bit.ly/2Bs8pZB

Check out Mary-Frances's latest book on Amazon.
https://amzn.to/44Jp7vC

Visit the official website of The Winters Group.
https://bit.ly/33pqotq</description>
      <pubDate>Tue, 18 Jul 2023 10:43:00 -0000</pubDate>
      <itunes:title>Justice is Scary (ft. Mary-Frances Winters)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>748</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/26670dac-2558-11ee-804f-872822b90c00/image/9b02befb743fb39171a9e230b7f44e8e.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down again with mentor and friend of the show, Mary-Frances Winters, to talk about her 7th book, Racial Justice at Work.

Connect with Mary-Frances on LinkedIn.
https://bit.ly/2Bs8pZB

Check out Mary-Frances's latest book on Amazon.
https://amzn.to/44Jp7vC

Visit the official website of The Winters Group.
https://bit.ly/33pqotq</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with mentor and friend of the show, <a href="https://bit.ly/2Bs8pZB">Mary-Frances Winters</a>, to talk about her 7th book, Racial Justice at Work.</p><p><br></p><p>Connect with Mary-Frances on <a href="https://bit.ly/2Bs8pZB">LinkedIn</a>.</p><p>https://bit.ly/2Bs8pZB</p><p><br></p><p>Check out Mary-Frances's latest book on <a href="https://amzn.to/44Jp7vC">Amazon</a>.</p><p>https://amzn.to/44Jp7vC</p><p><br></p><p>Visit the official website of <a href="https://bit.ly/33pqotq">The Winters Group</a>.</p><p>https://bit.ly/33pqotq</p>]]>
      </content:encoded>
      <itunes:duration>2742</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[26670dac-2558-11ee-804f-872822b90c00]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8007066094.mp3?updated=1707736012" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Start With A Plan (ft. Dr. Mary McConner)</title>
      <description>Amy welcomes Dr. Mary McConner, founder and principal of Inclusive Excellence Consulting, to the Including You podcast this week, and they discuss the myriad benefits conferred by starting your career journey with a plan and more.

Connect with Dr. McConner on LinkedIn.
https://bit.ly/3MgjVIm

Check out Inclusive Excellence Consulting's official website.
https://bit.ly/3M9pQyD

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 14 Jul 2023 17:39:58 -0000</pubDate>
      <itunes:title>Including You : Start With A Plan (ft. Dr. Mary McConner)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>747</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/84e2b946-226d-11ee-9994-b39db2155040/image/35a8a4.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Dr. Mary McConner, founder and principal of Inclusive Excellence Consulting, to the Including You podcast this week, and they discuss the myriad benefits conferred by starting your career journey with a plan and more.

Connect with Dr. McConner on LinkedIn.
https://bit.ly/3MgjVIm

Check out Inclusive Excellence Consulting's official website.
https://bit.ly/3M9pQyD

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3MgjVIm">Dr. Mary McConner</a>, founder and principal of Inclusive Excellence Consulting, to the Including You podcast this week, and they discuss the myriad benefits conferred by starting your career journey with a plan and more.</p><p><br></p><p>Connect with Dr. McConner on <a href="https://bit.ly/3MgjVIm">LinkedIn</a>.</p><p>https://bit.ly/3MgjVIm</p><p><br></p><p>Check out <a href="https://bit.ly/3M9pQyD">Inclusive Excellence Consulting's official website</a>.</p><p>https://bit.ly/3M9pQyD</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1643</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[84e2b946-226d-11ee-9994-b39db2155040]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1777811315.mp3?updated=1707736138" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Accountability and the Landscape of Workplace DEI Today (ft. Sara Axelbaum)</title>
      <description>Zach welcomes Sara Axelbaum, the global head of diversity, equity, and inclusion at MiQ, to the podcast this week, and they discuss her role at MiQ, the landscape of workplace DEI today, and more.

Connect with Sara on LinkedIn.
https://bit.ly/3rkK0z9

Check out MiQ's official website.
https://bit.ly/46Hbmzu</description>
      <pubDate>Tue, 11 Jul 2023 11:51:14 -0000</pubDate>
      <itunes:title>Accountability and the Landscape of Workplace DEI Today (ft. Sara Axelbaum)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>746</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/46d5eaa8-1fe1-11ee-b7a1-df742ddcf28e/image/538ae8.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Sara Axelbaum, the global head of diversity, equity, and inclusion at MiQ, to the podcast this week, and they discuss her role at MiQ, the landscape of workplace DEI today, and more.

Connect with Sara on LinkedIn.
https://bit.ly/3rkK0z9

Check out MiQ's official website.
https://bit.ly/46Hbmzu</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="https://bit.ly/3rkK0z9">Sara Axelbaum</a>, the global head of diversity, equity, and inclusion at MiQ, to the podcast this week, and they discuss her role at MiQ, the landscape of workplace DEI today, and more.</p><p><br></p><p>Connect with Sara on <a href="https://bit.ly/3rkK0z9">LinkedIn</a>.</p><p>https://bit.ly/3rkK0z9</p><p><br></p><p>Check out <a href="https://bit.ly/46Hbmzu">MiQ's official website</a>.</p><p>https://bit.ly/46Hbmzu</p>]]>
      </content:encoded>
      <itunes:duration>2500</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[46d5eaa8-1fe1-11ee-b7a1-df742ddcf28e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8834699740.mp3?updated=1707736221" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Black Executive Men (ft. Jewel Love)</title>
      <description>Amy welcomes Jewel Love, the founder of Black Executive Men, to the Including You podcast this week to talk shop about all things BEM and more.

Connect with Jewel on LinkedIn.
https://bit.ly/3D0ufQk

Check out Black Executive Men's official website.
https://bit.ly/3XEOMn0

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 07 Jul 2023 09:35:16 -0000</pubDate>
      <itunes:title>Including You : Black Executive Men (ft. Jewel Love)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>745</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a8f4ec24-1ca9-11ee-aabc-07a6b2a02f45/image/01787a.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Jewel Love, the founder of Black Executive Men, to the Including You podcast this week to talk shop about all things BEM and more.

Connect with Jewel on LinkedIn.
https://bit.ly/3D0ufQk

Check out Black Executive Men's official website.
https://bit.ly/3XEOMn0

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3D0ufQk">Jewel Love</a>, the founder of Black Executive Men, to the Including You podcast this week to talk shop about all things BEM and more.</p><p><br></p><p>Connect with Jewel on <a href="https://bit.ly/3D0ufQk">LinkedIn</a>.</p><p>https://bit.ly/3D0ufQk</p><p><br></p><p>Check out <a href="https://bit.ly/3XEOMn0">Black Executive Men</a>'s official website.</p><p>https://bit.ly/3XEOMn0</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2224</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a8f4ec24-1ca9-11ee-aabc-07a6b2a02f45]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2498407211.mp3?updated=1707736374" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Affirmative Action Is White (ft. Matt Stephenson)</title>
      <description>Zach talks about the recent SCOTUS decisions and their impact on the corporate DEI landscape. He also welcomes Matt Stephenson, the co-founder of Code2College, to the show to discuss C2C, its mission and more.

Check out the book "When Affirmative Action Was White" on Amazon.
https://amzn.to/44viU6E

Connect with Matt on LinkedIn.
https://bit.ly/3PIcQ6K</description>
      <pubDate>Tue, 04 Jul 2023 13:43:00 -0000</pubDate>
      <itunes:title>Affirmative Action Is White (ft. Matt Stephenson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>744</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/21619fe4-1a71-11ee-a1c5-6327244ab28e/image/c6bdcb42c882dc53be784c2da198398a.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach talks about the recent SCOTUS decisions and their impact on the corporate DEI landscape. He also welcomes Matt Stephenson, the co-founder of Code2College, to the show to discuss C2C, its mission and more.

Check out the book "When Affirmative Action Was White" on Amazon.
https://amzn.to/44viU6E

Connect with Matt on LinkedIn.
https://bit.ly/3PIcQ6K</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach talks about the recent SCOTUS decisions and their impact on the corporate DEI landscape. He also welcomes <a href="https://bit.ly/3PIcQ6K">Matt Stephenson</a>, the co-founder of Code2College, to the show to discuss C2C, its mission and more.</p><p><br></p><p>Check out the book "<a href="https://amzn.to/44viU6E">When Affirmative Action Was White</a>" on Amazon.</p><p>https://amzn.to/44viU6E</p><p><br></p><p>Connect with Matt on <a href="https://bit.ly/3PIcQ6K">LinkedIn</a>.</p><p>https://bit.ly/3PIcQ6K</p>]]>
      </content:encoded>
      <itunes:duration>3673</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[21619fe4-1a71-11ee-a1c5-6327244ab28e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7533708202.mp3?updated=1707736495" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Holistic Admissions (ft. Rachel Muredzwa)</title>
      <description>Amy welcomes Rachel Muredzwa, the Director of Equity and Inclusion at The Ohio State University's College of Nursing, to the Including You podcast this week.

Connect with Rachel on LinkedIn.
https://bit.ly/446e3J5

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 30 Jun 2023 11:34:59 -0000</pubDate>
      <itunes:title>Including You : Holistic Admissions (ft. Rachel Muredzwa)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>743</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/af55afd2-173a-11ee-9f03-e7d811e80864/image/64dff3.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Rachel Muredzwa, the Director of Equity and Inclusion at The Ohio State University's College of Nursing, to the Including You podcast this week.

Connect with Rachel on LinkedIn.
https://bit.ly/446e3J5

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/446e3J5">Rachel Muredzwa</a>, the Director of Equity and Inclusion at The Ohio State University's College of Nursing, to the Including You podcast this week.</p><p><br></p><p>Connect with Rachel on <a href="https://bit.ly/446e3J5">LinkedIn</a>.</p><p>https://bit.ly/446e3J5</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2470</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[af55afd2-173a-11ee-9f03-e7d811e80864]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2371239724.mp3?updated=1707736588" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Value in Challenges (ft. Katrina High)</title>
      <description>Sheneisha welcomes Katrina High, the Founding Partner of Artemis Factor, to the Living Corporate podcast to engage in a discussion around understanding the value you might find when facing challenges.

Connect with Katrina on LinkedIn.
https://bit.ly/3Jx0eLH

Check out Artemis Factor's official website.
https://bit.ly/3JyfFmF</description>
      <pubDate>Tue, 27 Jun 2023 13:13:00 -0000</pubDate>
      <itunes:title>Value in Challenges (ft. Katrina High)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>742</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5cf84ed4-14ec-11ee-a9c7-b72c51578b4a/image/e5a2d6.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha welcomes Katrina High, the Founding Partner of Artemis Factor, to the Living Corporate podcast to engage in a discussion around understanding the value you might find when facing challenges.

Connect with Katrina on LinkedIn.
https://bit.ly/3Jx0eLH

Check out Artemis Factor's official website.
https://bit.ly/3JyfFmF</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha welcomes <a href="https://bit.ly/3Jx0eLH">Katrina High</a>, the Founding Partner of Artemis Factor, to the Living Corporate podcast to engage in a discussion around understanding the value you might find when facing challenges.</p><p><br></p><p>Connect with Katrina on <a href="https://bit.ly/3Jx0eLH">LinkedIn</a>.</p><p>https://bit.ly/3Jx0eLH</p><p><br></p><p>Check out Artemis Factor's <a href="https://bit.ly/3JyfFmF">official website</a>.</p><p>https://bit.ly/3JyfFmF</p>]]>
      </content:encoded>
      <itunes:duration>3717</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5cf84ed4-14ec-11ee-a9c7-b72c51578b4a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2736635720.mp3?updated=1707736664" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Antiracist Conversation (ft. Dr. Roxy Manning)</title>
      <description>Sheneisha welcomes Dr. Roxy Manning, a speaker, consultant &amp; psychologist, to the podcast this week to offer up some great insight regarding antiracist conversation. 

Connect with Dr. Manning on LinkedIn.
https://www.linkedin.com/in/roxymanningphd/

Check out Dr. Manning's personal website.
https://roxannemanning.com/</description>
      <pubDate>Tue, 20 Jun 2023 10:51:00 -0000</pubDate>
      <itunes:title>Antiracist Conversation (ft. Dr. Roxy Manning)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>741</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6da79256-0f58-11ee-87b4-c78522f19d7a/image/fad3b4.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha welcomes Dr. Roxy Manning, a speaker, consultant &amp; psychologist, to the podcast this week to offer up some great insight regarding antiracist conversation. 

Connect with Dr. Manning on LinkedIn.
https://www.linkedin.com/in/roxymanningphd/

Check out Dr. Manning's personal website.
https://roxannemanning.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha welcomes <a href="https://www.linkedin.com/in/roxymanningphd/">Dr. Roxy Manning</a>, a speaker, consultant &amp; psychologist, to the podcast this week to offer up some great insight regarding antiracist conversation. </p><p><br></p><p>Connect with Dr. Manning on <a href="https://www.linkedin.com/in/roxymanningphd/">LinkedIn</a>.</p><p>https://www.linkedin.com/in/roxymanningphd/</p><p><br></p><p>Check out <a href="https://roxannemanning.com/">Dr. Manning's personal website</a>.</p><p>https://roxannemanning.com/</p>]]>
      </content:encoded>
      <itunes:duration>2313</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6da79256-0f58-11ee-87b4-c78522f19d7a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8482714389.mp3?updated=1707736746" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Inclusion Uncomplicated (ft. Dr. Nika White)</title>
      <description>Amy welcomes Dr. Nika White to the Including You podcast this week to talk about her new book, "Inclusion Uncomplicated."

Connect with Dr. White on LinkedIn and Twitter.
https://bit.ly/3CyB5M
https://bit.ly/3gstyp2

Check out her newest book, Inclusion Uncomplicated, on Amazon.
https://amzn.to/3NuDHS1

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 16 Jun 2023 16:13:46 -0000</pubDate>
      <itunes:title>Including You : Inclusion Uncomplicated (ft. Dr. Nika White)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>740</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1a421360-0c61-11ee-9fc1-17d01f072576/image/1ab352.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Dr. Nika White to the Including You podcast this week to talk about her new book, "Inclusion Uncomplicated."

Connect with Dr. White on LinkedIn and Twitter.
https://bit.ly/3CyB5M
https://bit.ly/3gstyp2

Check out her newest book, Inclusion Uncomplicated, on Amazon.
https://amzn.to/3NuDHS1

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3CyB5MB">Dr. Nika White</a> to the Including You podcast this week to talk about her new book, "Inclusion Uncomplicated."</p><p><br></p><p>Connect with Dr. White on <a href="https://bit.ly/3CyB5M">LinkedIn</a> and <a href="https://bit.ly/3gstyp2">Twitter</a>.</p><p>https://bit.ly/3CyB5M</p><p>https://bit.ly/3gstyp2</p><p><br></p><p>Check out her newest book, <a href="https://amzn.to/3NuDHS1">Inclusion Uncomplicated</a>, on Amazon.</p><p>https://amzn.to/3NuDHS1</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1751</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1a421360-0c61-11ee-9fc1-17d01f072576]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3841798514.mp3?updated=1707736824" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Google, Tech, &amp; The Future of DEI (ft. Anthony D. Mays)</title>
      <description>Zach welcomes Anthony D. Mays, the founder of Morgan Latimer Consulting, back to the podcast to talk a bit about his experience at Google, why he decided to move on, the tech space in general, and the future of DEI.

Connect with Anthony on LinkedIn, Twitter, &amp; Instagram.
https://bit.ly/2NrQzJf
https://bit.ly/43BNKdM
https://bit.ly/2Rm2LN0

Check out Anthony's official website.
https://bit.ly/3N5NnAV

Visit Morgan Latimer Consulting's official website.
https://bit.ly/30jDp6l

Learn more about the report Anthony mentioned, "The State of The Pledge."
https://bit.ly/3MWxVHq

Visit the official Brilliant Black Minds website.
https://bit.ly/3J5CkH2

Take a look at Living Corporate's merchandise.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 13 Jun 2023 10:48:00 -0000</pubDate>
      <itunes:title>Google, Tech, &amp; The Future of DEI (ft. Anthony D. Mays)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>739</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/edaf169c-09d9-11ee-88d1-9ba27866e6c4/image/3c2b1a25717d8026dc34c6b135b2b28e.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Anthony D. Mays, the founder of Morgan Latimer Consulting, back to the podcast to talk a bit about his experience at Google, why he decided to move on, the tech space in general, and the future of DEI.

Connect with Anthony on LinkedIn, Twitter, &amp; Instagram.
https://bit.ly/2NrQzJf
https://bit.ly/43BNKdM
https://bit.ly/2Rm2LN0

Check out Anthony's official website.
https://bit.ly/3N5NnAV

Visit Morgan Latimer Consulting's official website.
https://bit.ly/30jDp6l

Learn more about the report Anthony mentioned, "The State of The Pledge."
https://bit.ly/3MWxVHq

Visit the official Brilliant Black Minds website.
https://bit.ly/3J5CkH2

Take a look at Living Corporate's merchandise.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="https://bit.ly/2NrQzJf">Anthony D. Mays</a>, the founder of Morgan Latimer Consulting, back to the podcast to talk a bit about his experience at Google, why he decided to move on, the tech space in general, and the future of DEI.</p><p><br></p><p>Connect with Anthony on <a href="https://bit.ly/2NrQzJf">LinkedIn</a>, <a href="https://bit.ly/43BNKdM">Twitter</a>, &amp; <a href="https://bit.ly/2Rm2LN0">Instagram</a>.</p><p>https://bit.ly/2NrQzJf</p><p>https://bit.ly/43BNKdM</p><p>https://bit.ly/2Rm2LN0</p><p><br></p><p>Check out <a href="https://bit.ly/3N5NnAV">Anthony's official website</a>.</p><p>https://bit.ly/3N5NnAV</p><p><br></p><p>Visit <a href="https://bit.ly/30jDp6l">Morgan Latimer Consulting's official website</a>.</p><p>https://bit.ly/30jDp6l</p><p><br></p><p>Learn more about the report Anthony mentioned, "<a href="https://bit.ly/3MWxVHq">The State of The Pledge</a>."</p><p>https://bit.ly/3MWxVHq</p><p><br></p><p>Visit<a href="https://bit.ly/3J5CkH2"> the official Brilliant Black Minds website</a>.</p><p>https://bit.ly/3J5CkH2</p><p><br></p><p>Take a look at <a href="https://bit.ly/375rFbY">Living Corporate's merchandise</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>4034</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[edaf169c-09d9-11ee-88d1-9ba27866e6c4]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9997508739.mp3?updated=1707737003" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : The Way Up (ft. Errol Pierre)</title>
      <description>Amy welcomes Errol Pierre, a professor, author, and thought leader in health policy and healthcare reform, to the Including You podcast this week.

Connect with Errol on LinkedIn.
https://bit.ly/3WXIjTM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 09 Jun 2023 11:52:04 -0000</pubDate>
      <itunes:title>Including You : The Way Up (ft. Errol Pierre)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>738</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/bc9bebfe-06bc-11ee-989a-9f75bc613e8c/image/6391e0.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Errol Pierre, a professor, author, and thought leader in health policy and healthcare reform, to the Including You podcast this week.

Connect with Errol on LinkedIn.
https://bit.ly/3WXIjTM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3WXIjTM">Errol Pierre</a>, a professor, author, and thought leader in health policy and healthcare reform, to the Including You podcast this week.</p><p><br></p><p>Connect with Errol on <a href="https://bit.ly/3WXIjTM">LinkedIn</a>.</p><p>https://bit.ly/3WXIjTM</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2101</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[bc9bebfe-06bc-11ee-989a-9f75bc613e8c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2389299835.mp3?updated=1707737082" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking with the Former Head of Apple Podcasts (ft. James O. Boggs)</title>
      <description>Zach had the pleasure of chatting with the former head of Apple Podcasts, James O. Boggs, about his last role at Apple, his current position at Spooler, and more. 

Connect with James on LinkedIn and Twitter.
https://bit.ly/3oSiFmT
https://bit.ly/442lUr1

Learn more about Spooler on their official website.
https://bit.ly/3MMtPl4

Take a look at Living Corporate's merchandise.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 06 Jun 2023 11:19:00 -0000</pubDate>
      <itunes:title>Talking with the Former Head of Apple Podcasts (ft. James O. Boggs)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>737</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3cba89b0-045d-11ee-a2db-1b57d4b0ce01/image/2d2f9b862fe3ea149196df30e4ab85f0.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach had the pleasure of chatting with the former head of Apple Podcasts, James O. Boggs, about his last role at Apple, his current position at Spooler, and more. 

Connect with James on LinkedIn and Twitter.
https://bit.ly/3oSiFmT
https://bit.ly/442lUr1

Learn more about Spooler on their official website.
https://bit.ly/3MMtPl4

Take a look at Living Corporate's merchandise.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach had the pleasure of chatting with the former head of Apple Podcasts, <a href="https://bit.ly/3oSiFmT">James O. Boggs</a>, about his last role at Apple, his current position at Spooler, and more. </p><p><br></p><p>Connect with James on <a href="https://bit.ly/3oSiFmT">LinkedIn</a> and <a href="https://bit.ly/442lUr1">Twitter</a>.</p><p>https://bit.ly/3oSiFmT</p><p>https://bit.ly/442lUr1</p><p><br></p><p>Learn more about <a href="https://bit.ly/3MMtPl4">Spooler</a> on their official website.</p><p>https://bit.ly/3MMtPl4</p><p><br></p><p>Take a look at <a href="https://bit.ly/375rFbY">Living Corporate's merchandise</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2924</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3cba89b0-045d-11ee-a2db-1b57d4b0ce01]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5915659839.mp3?updated=1707737480" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Outside of HR (ft. Dr. Gina Forrest &amp; Marcos Navarro Garcia)</title>
      <description>Amy welcomes Dr. Gina Forrest &amp; Marcos Navarro Garcia, both of Aspire Indiana Health, to the Including You podcast on this very special episode featuring two guests.

Connect with Dr. Forrest and Marcos on LinkedIn. Links in order:
https://bit.ly/45KlabG
https://bit.ly/42f88jr

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 02 Jun 2023 11:21:45 -0000</pubDate>
      <itunes:title>Including You : Outside of HR (ft. Dr. Gina Forrest &amp; Marcos Navarro Garcia)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>736</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0888f87a-0138-11ee-a6fe-4bb2fff3363b/image/569a0e.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Dr. Gina Forrest &amp; Marcos Navarro Garcia, both of Aspire Indiana Health, to the Including You podcast on this very special episode featuring two guests.

Connect with Dr. Forrest and Marcos on LinkedIn. Links in order:
https://bit.ly/45KlabG
https://bit.ly/42f88jr

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/45KlabG">Dr. Gina Forrest</a> &amp; <a href="https://bit.ly/42f88jr">Marcos Navarro Garcia</a>, both of Aspire Indiana Health, to the Including You podcast on this very special episode featuring two guests.</p><p><br></p><p>Connect with <a href="https://bit.ly/45KlabG">Dr. Forrest</a> and <a href="https://bit.ly/42f88jr">Marcos</a> on LinkedIn. Links in order:</p><p>https://bit.ly/45KlabG</p><p>https://bit.ly/42f88jr</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2119</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0888f87a-0138-11ee-a6fe-4bb2fff3363b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4198228038.mp3?updated=1707737561" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Dictionary.com &amp; The Power of Words (ft. Dara Sanderson)</title>
      <description>Zach has the honor of sitting down with Dara Sanderson, the CEO of Dictionary.com, to engage in a conversation regarding the journey she's taken up to this point, the future of Dictionary.com, and the power of words.

Connect with Dara on LinkedIn and Twitter.
https://bit.ly/3N3sgAI
https://bit.ly/3N3snME

Check out Dictionary.com's official website.
https://bit.ly/42jprzz</description>
      <pubDate>Tue, 30 May 2023 11:08:00 -0000</pubDate>
      <itunes:title>Dictionary.com &amp; The Power of Words (ft. Dara Sanderson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>735</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4c7c79c2-feda-11ed-8951-7f2784ae1b84/image/99b1062e0815f2cdc21940c3d55e0bbd.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of sitting down with Dara Sanderson, the CEO of Dictionary.com, to engage in a conversation regarding the journey she's taken up to this point, the future of Dictionary.com, and the power of words.

Connect with Dara on LinkedIn and Twitter.
https://bit.ly/3N3sgAI
https://bit.ly/3N3snME

Check out Dictionary.com's official website.
https://bit.ly/42jprzz</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of sitting down with <a href="https://bit.ly/3N3sgAI">Dara Sanderson</a>, the CEO of <a href="https://bit.ly/42jprzz">Dictionary.com</a>, to engage in a conversation regarding the journey she's taken up to this point, the future of Dictionary.com, and the power of words.</p><p><br></p><p>Connect with Dara on <a href="https://bit.ly/3N3sgAI">LinkedIn</a> and <a href="https://bit.ly/3N3snME">Twitter</a>.</p><p>https://bit.ly/3N3sgAI</p><p>https://bit.ly/3N3snME</p><p><br></p><p>Check out Dictionary.com's <a href="https://bit.ly/42jprzz">official website</a>.</p><p>https://bit.ly/42jprzz</p>]]>
      </content:encoded>
      <itunes:duration>2451</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4c7c79c2-feda-11ed-8951-7f2784ae1b84]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4016473648.mp3?updated=1715138117" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Empowering Students (ft. Kelly Yiadom)</title>
      <description>Amy welcomes Kelly Yiadom, the Director of Equity, Justice &amp; Belonging at the Westtown Lower and Middle School of Westtown School, to the Including You podcast to engage in a discussion regarding empowering students.

Connect with Kelly on LinkedIn.
https://bit.ly/45rBv4R

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 26 May 2023 15:24:42 -0000</pubDate>
      <itunes:title>Including You : Empowering Students (ft. Kelly Yiadom)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>734</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c7b92b02-fbd9-11ed-8ed9-97aecb785a1b/image/d6f900.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Kelly Yiadom, the Director of Equity, Justice &amp; Belonging at the Westtown Lower and Middle School of Westtown School, to the Including You podcast to engage in a discussion regarding empowering students.

Connect with Kelly on LinkedIn.
https://bit.ly/45rBv4R

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/45rBv4R">Kelly Yiadom</a>, the Director of Equity, Justice &amp; Belonging at the Westtown Lower and Middle School of Westtown School, to the Including You podcast to engage in a discussion regarding empowering students.</p><p><br></p><p>Connect with Kelly on <a href="https://bit.ly/45rBv4R">LinkedIn</a>.</p><p>https://bit.ly/45rBv4R</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2135</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c7b92b02-fbd9-11ed-8ed9-97aecb785a1b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7677704242.mp3?updated=1707738222" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Becoming Comfortable in Uncomfortable Settings (ft. Zillah Fluker, Ph.D)</title>
      <description>Sheneisha sits down with Zillah Fluker, the co-founder and executive director of The Why Not Win Institute, to chat a bit about becoming comfortable in uncomfortable settings.

Connect with Zillah on LinkedIn.
https://bit.ly/3OytLb2

Check out Zillah's personal website.
https://bit.ly/3oo0ANe

Visit The Why Not Win Institute's official website.
https://bit.ly/3WuP5A7

Take a look at Living Corporate's merchandise.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 23 May 2023 10:16:00 -0000</pubDate>
      <itunes:title>Becoming Comfortable in Uncomfortable Settings (ft. Zillah Fluker, Ph.D)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>733</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/45406eac-f953-11ed-900e-fb60cf260e5d/image/311cf7.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha sits down with Zillah Fluker, the co-founder and executive director of The Why Not Win Institute, to chat a bit about becoming comfortable in uncomfortable settings.

Connect with Zillah on LinkedIn.
https://bit.ly/3OytLb2

Check out Zillah's personal website.
https://bit.ly/3oo0ANe

Visit The Why Not Win Institute's official website.
https://bit.ly/3WuP5A7

Take a look at Living Corporate's merchandise.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha sits down with <a href="https://bit.ly/3OytLb2">Zillah Fluker</a>, the co-founder and executive director of The Why Not Win Institute, to chat a bit about becoming comfortable in uncomfortable settings.</p><p><br></p><p>Connect with Zillah on <a href="https://bit.ly/3OytLb2">LinkedIn</a>.</p><p>https://bit.ly/3OytLb2</p><p><br></p><p>Check out Zillah's <a href="https://bit.ly/3oo0ANe">personal website</a>.</p><p>https://bit.ly/3oo0ANe</p><p><br></p><p>Visit The Why Not Win Institute's <a href="https://bit.ly/3WuP5A7">official website</a>.</p><p>https://bit.ly/3WuP5A7</p><p><br></p><p>Take a look at <a href="https://bit.ly/375rFbY">Living Corporate's merchandise</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3455</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[45406eac-f953-11ed-900e-fb60cf260e5d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3779672622.mp3?updated=1707738384" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Economic Development (ft. Janessa Mondestin)</title>
      <description>Amy welcomes Janessa Mondestin, the director of talent strategy at inTulsa, to the Including You podcast to engage in a discussion regarding economic development.

Connect with Janessa on LinkedIn.
https://bit.ly/3obyfd8

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 19 May 2023 17:01:35 -0000</pubDate>
      <itunes:title>Including You : Economic Development (ft. Janessa Mondestin)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>732</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d699a534-f666-11ed-a628-d74331d4836a/image/97fba0.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Janessa Mondestin, the director of talent strategy at inTulsa, to the Including You podcast to engage in a discussion regarding economic development.

Connect with Janessa on LinkedIn.
https://bit.ly/3obyfd8

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3obyfd8">Janessa Mondestin</a>, the director of talent strategy at inTulsa, to the Including You podcast to engage in a discussion regarding economic development.</p><p><br></p><p>Connect with Janessa on <a href="https://bit.ly/3obyfd8">LinkedIn</a>.</p><p>https://bit.ly/3obyfd8</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1734</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d699a534-f666-11ed-a628-d74331d4836a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5545049194.mp3?updated=1707738480" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Mass Layoffs in Tech (ft. Dr. Mary McConner)</title>
      <description>Sheneisha sits down with Dr. Mary McConner, founder and principal of Inclusive Excellence Consulting, to chat some about the recent mass layoffs we've seen in the tech space and more.

Connect with Dr. McConner on LinkedIn and Twitter.
https://bit.ly/3MgjVIm
https://bit.ly/3o63K8g

Check out Inclusive Excellence Consulting's official website.
https://bit.ly/3M9pQyD

Take a look at Living Corporate's merchandise.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 16 May 2023 12:56:43 -0000</pubDate>
      <itunes:title>Mass Layoffs in Tech (ft. Dr. Mary McConner)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>731</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3ce0563c-f3ea-11ed-81ea-0785ff6f66be/image/5a72f1.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha sits down with Dr. Mary McConner, founder and principal of Inclusive Excellence Consulting, to chat some about the recent mass layoffs we've seen in the tech space and more.

Connect with Dr. McConner on LinkedIn and Twitter.
https://bit.ly/3MgjVIm
https://bit.ly/3o63K8g

Check out Inclusive Excellence Consulting's official website.
https://bit.ly/3M9pQyD

Take a look at Living Corporate's merchandise.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha sits down with <a href="https://bit.ly/3MgjVIm">Dr. Mary McConner</a>, founder and principal of Inclusive Excellence Consulting, to chat some about the recent mass layoffs we've seen in the tech space and more.</p><p><br></p><p>Connect with Dr. McConner on <a href="https://bit.ly/3MgjVIm">LinkedIn</a> and <a href="https://bit.ly/3o63K8g">Twitter</a>.</p><p>https://bit.ly/3MgjVIm</p><p>https://bit.ly/3o63K8g</p><p><br></p><p>Check out <a href="https://bit.ly/3M9pQyD">Inclusive Excellence Consulting</a>'s official website.</p><p>https://bit.ly/3M9pQyD</p><p><br></p><p>Take a look at <a href="https://bit.ly/375rFbY">Living Corporate's merchandise</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2076</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3ce0563c-f3ea-11ed-81ea-0785ff6f66be]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1485385710.mp3?updated=1707738626" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Understanding Diverse Working Styles (ft. Sharon Birkman)</title>
      <description>Zach sits down with Sharon Birkman, CEO of Birkman International, to talk about the history of her organization and the importance of diverse working styles.

Connect with Sharon on LinkedIn.
https://bit.ly/42BvAb1

Check out Birkman International's official website.
https://bit.ly/3LLhdKy

Take a look at Living Corporate's merchandise.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 09 May 2023 11:20:06 -0000</pubDate>
      <itunes:title>Understanding Diverse Working Styles (ft. Sharon Birkman)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>730</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9ffbafec-ee58-11ed-a63f-6f19546db6c9/image/3f122c.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Sharon Birkman, CEO of Birkman International, to talk about the history of her organization and the importance of diverse working styles.

Connect with Sharon on LinkedIn.
https://bit.ly/42BvAb1

Check out Birkman International's official website.
https://bit.ly/3LLhdKy

Take a look at Living Corporate's merchandise.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/42BvAb1">Sharon Birkman</a>, CEO of Birkman International, to talk about the history of her organization and the importance of diverse working styles.</p><p><br></p><p>Connect with Sharon on <a href="https://bit.ly/42BvAb1">LinkedIn</a>.</p><p>https://bit.ly/42BvAb1</p><p><br></p><p>Check out Birkman International's <a href="https://bit.ly/3LLhdKy">official website</a>.</p><p>https://bit.ly/3LLhdKy</p><p><br></p><p>Take a look at <a href="https://bit.ly/375rFbY">Living Corporate's merchandise</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2941</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9ffbafec-ee58-11ed-a63f-6f19546db6c9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3769373569.mp3?updated=1707738723" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Training &amp; Development (ft. Joi Turner)</title>
      <description>Amy welcomes Joi Turner, the diversity, equity and inclusion manager of Ingenovis Health, to the Including You podcast to engage in a discussion regarding training and development.

Connect with Joi on LinkedIn.
https://bit.ly/3M0XMyQ

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 05 May 2023 12:35:42 -0000</pubDate>
      <itunes:title>Including You : Training &amp; Development (ft. Joi Turner)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>729</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e7ba0334-eb41-11ed-ac44-034cf25bec34/image/11c1d8.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Joi Turner, the diversity, equity and inclusion manager of Ingenovis Health, to the Including You podcast to engage in a discussion regarding training and development.

Connect with Joi on LinkedIn.
https://bit.ly/3M0XMyQ

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3M0XMyQ">Joi Turner</a>, the diversity, equity and inclusion manager of Ingenovis Health, to the Including You podcast to engage in a discussion regarding training and development.</p><p><br></p><p>Connect with Joi on <a href="https://bit.ly/3M0XMyQ">LinkedIn</a>.</p><p>https://bit.ly/3M0XMyQ</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1437</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e7ba0334-eb41-11ed-ac44-034cf25bec34]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3007429373.mp3?updated=1707738767" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Women of Color - Showing Up As You (ft. Deepa Purushothaman)</title>
      <description>Sheneisha sits down with Deepa Purushothaman, co-founder of nFormation, to engage in a discussion regarding women of color showing up as themselves at work.

Connect with Deepa on LinkedIn.
https://bit.ly/3oP0eiv

Check out nFormation's official website.
https://bit.ly/41Xj7OZ</description>
      <pubDate>Tue, 02 May 2023 12:21:39 -0000</pubDate>
      <itunes:title>Women of Color - Showing Up As You (ft. Deepa Purushothaman)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>728</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ee2298a4-e8e3-11ed-b4c6-53804c625360/image/bae039.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha sits down with Deepa Purushothaman, co-founder of nFormation, to engage in a discussion regarding women of color showing up as themselves at work.

Connect with Deepa on LinkedIn.
https://bit.ly/3oP0eiv

Check out nFormation's official website.
https://bit.ly/41Xj7OZ</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha sits down with <a href="https://bit.ly/3oP0eiv">Deepa Purushothaman</a>, co-founder of nFormation, to engage in a discussion regarding women of color showing up as themselves at work.</p><p><br></p><p>Connect with <a href="https://bit.ly/3oP0eiv">Deepa</a> on LinkedIn.</p><p>https://bit.ly/3oP0eiv</p><p><br></p><p>Check out nFormation's <a href="https://bit.ly/41Xj7OZ">official website</a>.</p><p>https://bit.ly/41Xj7OZ</p>]]>
      </content:encoded>
      <itunes:duration>2966</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ee2298a4-e8e3-11ed-b4c6-53804c625360]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9965316225.mp3?updated=1707738839" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Growth Mindset (ft. Teresa Barnhill)</title>
      <description>Amy welcomes Teresa Barnhill, the founder and CEO of ATB Consulting, to the Including You podcast to engage in a discussion regarding growth mindsets.

Connect with Teresa on LinkedIn.
https://bit.ly/40QATlE

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 28 Apr 2023 09:03:00 -0000</pubDate>
      <itunes:title>Including You : Growth Mindset (ft. Teresa Barnhill)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>727</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/90121b24-e5a3-11ed-8861-87e441bb8d4a/image/09cf44.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Teresa Barnhill, the founder and CEO of ATB Consulting, to the Including You podcast to engage in a discussion regarding growth mindsets.

Connect with Teresa on LinkedIn.
https://bit.ly/40QATlE

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/40QATlE">Teresa Barnhill</a>, the founder and CEO of ATB Consulting, to the Including You podcast to engage in a discussion regarding growth mindsets.</p><p><br></p><p>Connect with Teresa on <a href="https://bit.ly/40QATlE">LinkedIn</a>.</p><p>https://bit.ly/40QATlE</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1556</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[90121b24-e5a3-11ed-8861-87e441bb8d4a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3542988871.mp3?updated=1707739847" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Racial Equity - Are We Advancing? (ft. Nikki Lanier)</title>
      <description>Sheneisha chats with Nikki Lanier, the CEO of Harper Slade, about racial equity and whether or not we can say we're advancing in the space.

Connect with Nikki on LinkedIn.
https://bit.ly/3ApZ0Ni

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 25 Apr 2023 11:15:28 -0000</pubDate>
      <itunes:title>Racial Equity - Are We Advancing? (ft. Nikki Lanier)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>726</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e614a1d6-e35a-11ed-8069-5b83df5e6f09/image/41c163.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha chats with Nikki Lanier, the CEO of Harper Slade, about racial equity and whether or not we can say we're advancing in the space.

Connect with Nikki on LinkedIn.
https://bit.ly/3ApZ0Ni

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha chats with <a href="https://bit.ly/3ApZ0Ni">Nikki Lanier</a>, the CEO of Harper Slade, about racial equity and whether or not we can say we're advancing in the space.</p><p><br></p><p>Connect with Nikki on <a href="https://bit.ly/3HfVSrl">LinkedIn</a>.</p><p>https://bit.ly/3ApZ0Ni</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>3168</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e614a1d6-e35a-11ed-8069-5b83df5e6f09]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3455227528.mp3?updated=1707740102" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Integrating DEIA (ft. Ellen Rice Chever)</title>
      <description>Amy welcomes Ellen Rice Chever, a principal and diversity, equity, inclusion, and accessibility leader at LMI, to the Including You podcast to talk about integrating DEIA.

Connect with Ellen on LinkedIn.
https://bit.ly/3AiuWTW

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 21 Apr 2023 09:52:36 -0000</pubDate>
      <itunes:title>Including You : Integrating DEIA (ft. Ellen Rice Chever)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>725</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ba04721a-e02b-11ed-95c5-7f51d604f3eb/image/2acbe6.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Ellen Rice Chever, a principal and diversity, equity, inclusion, and accessibility leader at LMI, to the Including You podcast to talk about integrating DEIA.

Connect with Ellen on LinkedIn.
https://bit.ly/3AiuWTW

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3AiuWTW">Ellen Rice Chever</a>, a principal and diversity, equity, inclusion, and accessibility leader at LMI, to the Including You podcast to talk about integrating DEIA.</p><p><br></p><p>Connect with Ellen on <a href="https://bit.ly/3AiuWTWv">LinkedIn</a>.</p><p>https://bit.ly/3AiuWTW</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>2096</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ba04721a-e02b-11ed-95c5-7f51d604f3eb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2973545239.mp3?updated=1707741151" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking Access and Equity at NerdWallet (ft. Shai Poulard)</title>
      <description>Zach sits down with Shai Poulard, head of DEI at NerdWallet, to talk about her journey in this space thus far and her vision of equity at NerdWallet.

Connect with Shai on LinkedIn.
https://bit.ly/3HfVSrl

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 18 Apr 2023 11:41:00 -0000</pubDate>
      <itunes:title>Talking Access and Equity at NerdWallet (ft. Shai Poulard)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>724</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7645b10e-dddf-11ed-a6e9-d39928db22db/image/fa2ad8.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Shai Poulard, head of DEI at NerdWallet, to talk about her journey in this space thus far and her vision of equity at NerdWallet.

Connect with Shai on LinkedIn.
https://bit.ly/3HfVSrl

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3HfVSrl">Shai Poulard</a>, head of DEI at NerdWallet, to talk about her journey in this space thus far and her vision of equity at NerdWallet.</p><p><br></p><p>Connect with Shai on <a href="https://bit.ly/3HfVSrl">LinkedIn</a>.</p><p>https://bit.ly/3HfVSrl</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>4038</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[7645b10e-dddf-11ed-a6e9-d39928db22db]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8638263373.mp3?updated=1707741368" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Homegrown and Inclusive (ft. Dr. Dereck Arubayi)</title>
      <description>Amy welcomes Dr. Dereck Arubayi, the training, recruiting and DEI manager of Element Electronics, to the Including You podcast to talk being homegrown and inclusive.

Connect with Dr. Arubayi on LinkedIn.
https://bit.ly/3zWOwEL

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 14 Apr 2023 12:15:25 -0000</pubDate>
      <itunes:title>Including You : Homegrown and Inclusive (ft. Dr. Dereck Arubayi)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>723</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/194fbff4-dabe-11ed-a43d-87420c1b071e/image/ea1aa2.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Dr. Dereck Arubayi, the training, recruiting and DEI manager of Element Electronics, to the Including You podcast to talk being homegrown and inclusive.

Connect with Dr. Arubayi on LinkedIn.
https://bit.ly/3zWOwEL

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3zWOwEL">Dr. Dereck Arubayi</a>, the training, recruiting and DEI manager of Element Electronics, to the Including You podcast to talk being homegrown and inclusive.</p><p><br></p><p>Connect with Dr. Arubayi on <a href="https://bit.ly/3zWOwEL">LinkedIn</a>.</p><p>https://bit.ly/3zWOwEL</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1837</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[194fbff4-dabe-11ed-a43d-87420c1b071e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3801172435.mp3?updated=1707741419" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black in Tech, Career, and Creativity  (ft. Albrey Brown)</title>
      <description>Zach sits down with Albrey Brown, executive at Joonko, to talk about his journey, the tech landscape, and much more.

Connect with Albrey on LinkedIn.
https://bit.ly/41g5rxY

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 11 Apr 2023 11:46:00 -0000</pubDate>
      <itunes:title>Black in Tech, Career, and Creativity  (ft. Albrey Brown)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>722</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/728ab676-d85e-11ed-b701-8f961f7254b1/image/9ef0163a1d6391038cadd2bb135fe627.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Albrey Brown, executive at Joonko, to talk about his journey, the tech landscape, and much more.

Connect with Albrey on LinkedIn.
https://bit.ly/41g5rxY

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/41g5rxY">Albrey Brown</a>, executive at Joonko, to talk about his journey, the tech landscape, and much more.</p><p><br></p><p>Connect with Albrey on <a href="https://bit.ly/41g5rxY">LinkedIn</a>.</p><p>https://bit.ly/41g5rxY</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>3549</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[728ab676-d85e-11ed-b701-8f961f7254b1]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3706191540.mp3?updated=1707741527" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Employee Networks (ft. Shannon Pope)</title>
      <description>Amy welcomes Shannon Pope, the Director of Diversity and Sustainability at Sony Electronics North America, to the Including You podcast to engage in a discussion centered around employee networks.

Connect with Shannon on LinkedIn.
https://bit.ly/3nWn1bG

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 07 Apr 2023 10:40:55 -0000</pubDate>
      <itunes:title>Including You : Employee Networks (ft. Shannon Pope)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>721</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/96162f9c-d531-11ed-ba73-b73b75469fbf/image/a33da3.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Shannon Pope, the Director of Diversity and Sustainability at Sony Electronics North America, to the Including You podcast to engage in a discussion centered around employee networks.

Connect with Shannon on LinkedIn.
https://bit.ly/3nWn1bG

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3nWn1bG">Shannon Pope</a>, the Director of Diversity and Sustainability at Sony Electronics North America, to the Including You podcast to engage in a discussion centered around employee networks.</p><p><br></p><p>Connect with Shannon on <a href="https://bit.ly/3nWn1bG">LinkedIn</a>.</p><p>https://bit.ly/3nWn1bG</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1449</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[96162f9c-d531-11ed-ba73-b73b75469fbf]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3314977454.mp3?updated=1707741706" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking Global Policy and Health Equity at Pfizer (ft. Angela Riemer)</title>
      <description>Zach sits down with Angela Riemer, Vice President of Global Policy and Public Affairs at Pfizer, to talk about their journey, global health equity, and retaining Black women in Corporate America.

Connect with Angela on LinkedIn.
https://bit.ly/3MjfrSG

Explore all of the episodes in our Pfizer series.
http://bit.ly/3FWFR8S

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 04 Apr 2023 11:02:48 -0000</pubDate>
      <itunes:title>Talking Global Policy and Health Equity at Pfizer (ft. Angela Riemer)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>720</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/416ae5a6-d2d8-11ed-9420-87cabe523a59/image/2c4fe8.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Angela Riemer, Vice President of Global Policy and Public Affairs at Pfizer, to talk about their journey, global health equity, and retaining Black women in Corporate America.

Connect with Angela on LinkedIn.
https://bit.ly/3MjfrSG

Explore all of the episodes in our Pfizer series.
http://bit.ly/3FWFR8S

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3MjfrSG">Angela Riemer</a>, Vice President of Global Policy and Public Affairs at Pfizer, to talk about their journey, global health equity, and retaining Black women in Corporate America.</p><p><br></p><p>Connect with Angela on <a href="https://bit.ly/3MjfrSG">LinkedIn</a>.</p><p>https://bit.ly/3MjfrSG</p><p><br></p><p>Explore <a href="http://bit.ly/3FWFR8S">all of the episodes</a> in our Pfizer series.</p><p>http://bit.ly/3FWFR8S</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1955</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[416ae5a6-d2d8-11ed-9420-87cabe523a59]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1242196354.mp3?updated=1707741755" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Starting From Scratch (ft. Brittani Brown)</title>
      <description>Amy welcomes Brittani Brown, a DEI leader in the digital health space, to the Including You podcast to talk about starting from scratch.

Connect with Brittani on LinkedIn.
https://bit.ly/3ZsqfkB

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 31 Mar 2023 13:39:00 -0000</pubDate>
      <itunes:title>Including You : Starting From Scratch (ft. Brittani Brown)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>719</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/81238142-cfc9-11ed-a899-ebf1bef80a2c/image/e641c2.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Brittani Brown, a DEI leader in the digital health space, to the Including You podcast to talk about starting from scratch.

Connect with Brittani on LinkedIn.
https://bit.ly/3ZsqfkB

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3nxmqNA">Brittani Brown</a>, a DEI leader in the digital health space, to the Including You podcast to talk about starting from scratch.</p><p><br></p><p>Connect with Brittani on <a href="https://bit.ly/3nxmqNA">LinkedIn</a>.</p><p>https://bit.ly/3ZsqfkB</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1910</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[81238142-cfc9-11ed-a899-ebf1bef80a2c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6021121453.mp3?updated=1707741801" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Bringing Workplace Equity to Life at Pfizer (ft. Kristy Singletary)</title>
      <description>Zach sits down with Global Diversity, Equity &amp; Inclusion Leader Kristy Singletary to talk about her own journey into DEI and the work Pfizer is doing internally to make it a fair and equitable place to work.

Connect with Kristy on LinkedIn.
https://bit.ly/3GkMZfF

Explore all of the episodes in our Pfizer series.
http://bit.ly/3FWFR8S

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 28 Mar 2023 11:35:09 -0000</pubDate>
      <itunes:title>Bringing Workplace Equity to Life at Pfizer (ft. Kristy Singletary)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>718</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cc602f30-cd5c-11ed-ac2d-7f362ca9013b/image/8854be.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Global Diversity, Equity &amp; Inclusion Leader Kristy Singletary to talk about her own journey into DEI and the work Pfizer is doing internally to make it a fair and equitable place to work.

Connect with Kristy on LinkedIn.
https://bit.ly/3GkMZfF

Explore all of the episodes in our Pfizer series.
http://bit.ly/3FWFR8S

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Global Diversity, Equity &amp; Inclusion Leader <a href="https://bit.ly/3GkMZfF">Kristy Singletary</a> to talk about her own journey into DEI and the work Pfizer is doing internally to make it a fair and equitable place to work.</p><p><br></p><p>Connect with Kristy on <a href="https://bit.ly/3GkMZfF">LinkedIn</a>.</p><p>https://bit.ly/3GkMZfF</p><p><br></p><p>Explore <a href="http://bit.ly/3FWFR8S">all of the episodes</a> in our Pfizer series.</p><p>http://bit.ly/3FWFR8S</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>2859</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cc602f30-cd5c-11ed-ac2d-7f362ca9013b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5411840387.mp3?updated=1707741874" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Employee Experience (ft. Shelley Jeffcoat)</title>
      <description>Amy welcomes Shelley Jeffcoat, the Director Employer Brand/Architect of Values and Culture (Employee Value Proposition) at LexisNexis Risk Solutions, to the Including You podcast to engage in a discussion centered around employee experience.

Connect with Shelley on LinkedIn.
https://bit.ly/3ZsqfkB

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 24 Mar 2023 08:51:38 -0000</pubDate>
      <itunes:title>Including You : Employee Experience (ft. Shelley Jeffcoat)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>717</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c3ca12a2-ca21-11ed-8099-83b1935f9ed2/image/6ed771.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Shelley Jeffcoat, the Director Employer Brand/Architect of Values and Culture (Employee Value Proposition) at LexisNexis Risk Solutions, to the Including You podcast to engage in a discussion centered around employee experience.

Connect with Shelley on LinkedIn.
https://bit.ly/3ZsqfkB

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3ZsqfkB">Shelley Jeffcoat</a>, the Director Employer Brand/Architect of Values and Culture (Employee Value Proposition) at LexisNexis Risk Solutions, to the Including You podcast to engage in a discussion centered around employee experience.</p><p><br></p><p>Connect with Shelley on <a href="https://bit.ly/3ZsqfkB">LinkedIn</a>.</p><p>https://bit.ly/3ZsqfkB</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1657</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c3ca12a2-ca21-11ed-8099-83b1935f9ed2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3225933417.mp3?updated=1707742483" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Personal Branding, LinkedIn, and Purpose (ft. Drew McCaskill)</title>
      <description>Zach sits down with Drew McCaskill, world renown public relations, marketing, branding, and career expert to talk about his journey.

Connect with Drew on LinkedIn, Twitter and Instagram.
https://bit.ly/3JUECcy
https://bit.ly/3Z4mW2z
https://bit.ly/3LI3jdF

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 21 Mar 2023 11:36:19 -0000</pubDate>
      <itunes:title>Personal Branding, LinkedIn, and Purpose (ft. Drew McCaskill)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>716</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c0791dd8-c7dc-11ed-8a05-43de85870946/image/bc7438.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Drew McCaskill, world renown public relations, marketing, branding, and career expert to talk about his journey.

Connect with Drew on LinkedIn, Twitter and Instagram.
https://bit.ly/3JUECcy
https://bit.ly/3Z4mW2z
https://bit.ly/3LI3jdF

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3JUECcy">Drew McCaskill</a>, world renown public relations, marketing, branding, and career expert to talk about his journey.</p><p><br></p><p>Connect with Drew on <a href="https://bit.ly/3JUECcy">LinkedIn</a>, <a href="https://bit.ly/3Z4mW2z">Twitter</a> and <a href="https://bit.ly/3LI3jdF">Instagram</a>.</p><p>https://bit.ly/3JUECcy</p><p>https://bit.ly/3Z4mW2z</p><p>https://bit.ly/3LI3jdF</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>3113</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c0791dd8-c7dc-11ed-8a05-43de85870946]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8785527830.mp3?updated=1707742850" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Belonging (ft. Dr. Rosalind Cohen)</title>
      <description>Amy welcomes Dr. Rosalind Cohen, the founder and CEO of Socius Strategies, to the Including You podcast to engage in a discussion centered around belonging.

Connect with Dr. Cohen on LinkedIn.
https://bit.ly/3Jspthg

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Fri, 17 Mar 2023 07:38:44 -0000</pubDate>
      <itunes:title>Including You : Belonging (ft. Dr. Rosalind Cohen)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>715</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f34d66f4-c496-11ed-9135-f7ccec95608a/image/a1dd1d.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Dr. Rosalind Cohen, the founder and CEO of Socius Strategies, to the Including You podcast to engage in a discussion centered around belonging.

Connect with Dr. Cohen on LinkedIn.
https://bit.ly/3Jspthg

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3Jspthg">Dr. Rosalind Cohen</a>, the founder and CEO of Socius Strategies, to the Including You podcast to engage in a discussion centered around belonging.</p><p><br></p><p>Connect with Dr. Cohen on <a href="https://bit.ly/3Jspthg">LinkedIn</a>.</p><p>https://bit.ly/3Jspthg</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>1690</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f34d66f4-c496-11ed-9135-f7ccec95608a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4089193643.mp3?updated=1707742873" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Attracting, Retaining, and Promoting Talent (ft. Bert Bruce)</title>
      <description>Zach sits down with Bert Bruce, Regional President, North America, Rare Disease at Pfizer to talk about his 30+ year career in healthcare and the lessons he has learned.

Connect with Bert on LinkedIn.
https://bit.ly/3Jdhjct

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 14 Mar 2023 10:59:37 -0000</pubDate>
      <itunes:title>Attracting, Retaining, and Promoting Talent (ft. Bert Bruce)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>714</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5126d568-c257-11ed-8999-cf863ea8f6d6/image/d2f409.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Bert Bruce, Regional President, North America, Rare Disease at Pfizer to talk about his 30+ year career in healthcare and the lessons he has learned.

Connect with Bert on LinkedIn.
https://bit.ly/3Jdhjct

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3Jdhjct">Bert Bruce</a>, Regional President, North America, Rare Disease at Pfizer to talk about his 30+ year career in healthcare and the lessons he has learned.</p><p><br></p><p>Connect with Bert on <a href="https://bit.ly/3Jdhjct">LinkedIn</a>.</p><p>https://bit.ly/3Jdhjct</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>4047</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5126d568-c257-11ed-8999-cf863ea8f6d6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1154760621.mp3?updated=1707743157" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Storytelling (ft. Tricia Montalvo Timm)</title>
      <description>Amy welcomes Tricia Montalvo Timm, the Board Director of Salsify and author of Embrace the Power of You: Owning Your Identity at Work, to the Including You podcast to engage in a discussion centered around storytelling.

Connect with Tricia on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.
Learn more about Pfizer on their website.
Listen to Pfizer's "The Antigen" podcast today.</description>
      <pubDate>Fri, 10 Mar 2023 12:26:43 -0000</pubDate>
      <itunes:title>Including You : Storytelling (ft. Tricia Montalvo Timm)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>713</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d2dc2bc4-bf3e-11ed-8f9c-e705252f2597/image/60ffe4.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Tricia Montalvo Timm, the Board Director of Salsify and author of Embrace the Power of You: Owning Your Identity at Work, to the Including You podcast to engage in a discussion centered around storytelling.

Connect with Tricia on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.
Learn more about Pfizer on their website.
Listen to Pfizer's "The Antigen" podcast today.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3FdTyQs">Tricia Montalvo Timm</a>, the Board Director of Salsify and author of Embrace the Power of You: Owning Your Identity at Work, to the Including You podcast to engage in a discussion centered around storytelling.</p><p><br></p><p>Connect with Tricia on <a href="https://bit.ly/3FdTyQs">LinkedIn</a>.</p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p>]]>
      </content:encoded>
      <itunes:duration>1535</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d2dc2bc4-bf3e-11ed-8f9c-e705252f2597]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8808549866.mp3?updated=1707743085" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Afro-Latinx Identity and Health Equity (ft. Nathaniel Garcia)</title>
      <description>Continuing with Living Corporate's Pfizer campaign, Zach sits down with Nathaniel Garcia, Senior Associate Scientist at Pfizer, trustee, &amp; college preparatory educator, to talk about his background, family, and career experiences at Pfizer.

Connect with Nathaniel on LinkedIn.
https://bit.ly/3SSOOFk

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</description>
      <pubDate>Tue, 07 Mar 2023 12:33:00 -0000</pubDate>
      <itunes:title>Afro-Latinx Identity and Health Equity (ft. Nathaniel Garcia)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>712</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5e913a40-bce4-11ed-90f6-633b08b9dc77/image/b48fb0.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Continuing with Living Corporate's Pfizer campaign, Zach sits down with Nathaniel Garcia, Senior Associate Scientist at Pfizer, trustee, &amp; college preparatory educator, to talk about his background, family, and career experiences at Pfizer.

Connect with Nathaniel on LinkedIn.
https://bit.ly/3SSOOFk

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "Science Will Win" podcast.
https://bit.ly/3u3uoxW</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Continuing with Living Corporate's Pfizer campaign, Zach sits down with <a href="https://bit.ly/3SSOOFk">Nathaniel Garcia</a>, Senior Associate Scientist at Pfizer, trustee, &amp; college preparatory educator, to talk about his background, family, and career experiences at Pfizer.</p><p><br></p><p>Connect with Nathaniel on <a href="https://bit.ly/3SSOOFk">LinkedIn</a>.</p><p>https://bit.ly/3SSOOFk</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3u3uoxW">Science Will Win</a>" podcast.</p><p>https://bit.ly/3u3uoxW</p>]]>
      </content:encoded>
      <itunes:duration>3521</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5e913a40-bce4-11ed-90f6-633b08b9dc77]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3419573541.mp3?updated=1707743227" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Ask For What You Need (ft. Dr. Larissa Estes White)</title>
      <description>Amy welcomes Dr. Larissa Estes White, the Executive Director at ALL IN Alameda County, to the Including You podcast.

Connect with Dr. Larissa on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.
Learn more about Pfizer on their website.
Listen to Pfizer's "The Antigen" podcast today.</description>
      <pubDate>Fri, 03 Mar 2023 12:49:00 -0000</pubDate>
      <itunes:title>Including You : Ask For What You Need (ft. Dr. Larissa Estes White)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>7</itunes:season>
      <itunes:episode>711</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/651ffd26-b9c2-11ed-91ab-0f334f5751a5/image/7dacf6.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Dr. Larissa Estes White, the Executive Director at ALL IN Alameda County, to the Including You podcast.

Connect with Dr. Larissa on LinkedIn.
Including You is brought to you by Lead at Any Level. Learn more about them on their website.
Learn more about Pfizer on their website.
Listen to Pfizer's "The Antigen" podcast today.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3kIM8gZ">Dr. Larissa Estes White</a>, the Executive Director at ALL IN Alameda County, to the Including You podcast.</p><p><br></p><p>Connect with Dr. Larissa on <a href="https://bit.ly/3kIM8gZ">LinkedIn</a>.</p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p>]]>
      </content:encoded>
      <itunes:duration>1891</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[651ffd26-b9c2-11ed-91ab-0f334f5751a5]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3579983866.mp3?updated=1707743296" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Folks + Human Resources (ft. JaNaye Norman-Halligan)</title>
      <description>Zach sits down with JaNaye Norman-Halligan, Senior People Operations Manager at Storyblocks, to talk about her journey and the professional landscape for Black professionals in this climate.

Connect with JaNaye on LinkedIn.
https://bit.ly/3KErc5r

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 28 Feb 2023 13:06:00 -0000</pubDate>
      <itunes:title>Black Folks + Human Resources (ft. JaNaye Norman-Halligan)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>710</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c635fba8-b768-11ed-a440-370f359b51b9/image/9e3e1d4ca3cf7c68e83361d959610eb8.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with JaNaye Norman-Halligan, Senior People Operations Manager at Storyblocks, to talk about her journey and the professional landscape for Black professionals in this climate.

Connect with JaNaye on LinkedIn.
https://bit.ly/3KErc5r

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3KErc5r">JaNaye Norman-Halligan</a>, Senior People Operations Manager at Storyblocks, to talk about her journey and the professional landscape for Black professionals in this climate.</p><p><br></p><p>Connect with JaNaye on <a href="https://bit.ly/3KErc5r">LinkedIn</a>.</p><p>https://bit.ly/3KErc5r</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>2744</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c635fba8-b768-11ed-a440-370f359b51b9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2743055390.mp3?updated=1707743368" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Associate-Centric (ft. Noël France)</title>
      <description>Amy welcomes Noël France, the Vice President of DE&amp;I at Avantor, to the Including You podcast.

Connect with Noël on LinkedIn.
https://bit.ly/3St4G12

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 24 Feb 2023 11:04:00 -0000</pubDate>
      <itunes:title>Including You : Associate-Centric (ft. Noël France)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>709</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ebf0fe84-b433-11ed-a4d5-e796341400cc/image/c13146.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Noël France, the Vice President of DE&amp;I at Avantor, to the Including You podcast.

Connect with Noël on LinkedIn.
https://bit.ly/3St4G12

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3St4G12">Noël France</a>, the Vice President of DE&amp;I at Avantor, to the Including You podcast.</p><p><br></p><p>Connect with Noël on <a href="https://bit.ly/3St4G12">LinkedIn</a>.</p><p>https://bit.ly/3St4G12</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>1534</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ebf0fe84-b433-11ed-a4d5-e796341400cc]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6270284019.mp3?updated=1707743514" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>DEI Deconstructed (ft. Lily Zheng)</title>
      <description>Zach welcomes back Lily Zheng, a sought-after diversity, equity, and inclusion speaker, strategist, and organizational consultant who specializes in hands-on systemic change to turn positive DEI intentions into positive DEI outcomes for workplaces and everyone in them, and they both sit down to talk about Lily's latest book, DEI Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right.

Connect with Lily on LinkedIn.
https://bit.ly/3kzIQs2

Check out Lily's website.
https://bit.ly/3Z5AuLK	

Learn more about their book, DEI Deconstructed, on Amazon.
https://amzn.to/3lPxGE9

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 21 Feb 2023 13:47:17 -0000</pubDate>
      <itunes:title>DEI Deconstructed (ft. Lily Zheng)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>708</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/07df1672-b1ef-11ed-8931-e7e64542150a/image/f4f61c.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes back Lily Zheng, a sought-after diversity, equity, and inclusion speaker, strategist, and organizational consultant who specializes in hands-on systemic change to turn positive DEI intentions into positive DEI outcomes for workplaces and everyone in them, and they both sit down to talk about Lily's latest book, DEI Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right.

Connect with Lily on LinkedIn.
https://bit.ly/3kzIQs2

Check out Lily's website.
https://bit.ly/3Z5AuLK	

Learn more about their book, DEI Deconstructed, on Amazon.
https://amzn.to/3lPxGE9

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes back <a href="https://bit.ly/3kzIQs2">Lily Zheng</a>, a sought-after diversity, equity, and inclusion speaker, strategist, and organizational consultant who specializes in hands-on systemic change to turn positive DEI intentions into positive DEI outcomes for workplaces and everyone in them, and they both sit down to talk about Lily's latest book, DEI Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right.</p><p><br></p><p>Connect with <a href="https://bit.ly/3kzIQs2">Lily</a> on LinkedIn.</p><p>https://bit.ly/3kzIQs2</p><p><br></p><p>Check out <a href="https://bit.ly/3Z5AuLK%09">Lily's website</a>.</p><p>https://bit.ly/3Z5AuLK	</p><p><br></p><p>Learn more about their book, <a href="https://amzn.to/3lPxGE9">DEI Deconstructed</a>, on Amazon.</p><p>https://amzn.to/3lPxGE9</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>3759</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[07df1672-b1ef-11ed-8931-e7e64542150a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7394089471.mp3?updated=1707743549" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : It's a Calling (ft. Christopher Bylone van Sandwyk)</title>
      <description>Amy welcomes Christopher Bylone van Sandwyk, the 2022 Top 15 Champion of Diversity by Diversity Global Magazine, to the Including You podcast.

Connect with Christopher on LinkedIn.
https://bit.ly/3k3QBdM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 17 Feb 2023 11:12:34 -0000</pubDate>
      <itunes:title>Including You : It's a Calling (ft. Christopher Bylone van Sandwyk)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>707</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/61b37536-aeb5-11ed-a30e-1b5547dbe2b9/image/9a4b63.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Christopher Bylone van Sandwyk, the 2022 Top 15 Champion of Diversity by Diversity Global Magazine, to the Including You podcast.

Connect with Christopher on LinkedIn.
https://bit.ly/3k3QBdM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3k3QBdM">Christopher Bylone van Sandwyk</a>, the 2022 Top 15 Champion of Diversity by Diversity Global Magazine, to the Including You podcast.</p><p><br></p><p>Connect with <a href="https://bit.ly/3k3QBdM">Christopher</a> on LinkedIn.</p><p>https://bit.ly/3k3QBdM</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>2137</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[61b37536-aeb5-11ed-a30e-1b5547dbe2b9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8706389636.mp3?updated=1707743565" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Equitable Employee Experiences at Pfizer (ft. Sherry Cassano)</title>
      <description>Continuing with Living Corporate's Pfizer campaign and honoring Black History Month, Zach sits down with Sherry Cassano, Senior Vice President of People Experience at Pfizer, to talk about equitable employee experience at her place of work and what organizations can be doing to support BHM in tangible ways.

Connect with Sherry on LinkedIn.
https://bit.ly/3Kb6D0a

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Wed, 15 Feb 2023 12:02:25 -0000</pubDate>
      <itunes:title>Equitable Employee Experiences at Pfizer (ft. Sherry Cassano)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>706</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/df246b1c-ad28-11ed-915f-df66317c53f1/image/cc6176.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Continuing with Living Corporate's Pfizer campaign and honoring Black History Month, Zach sits down with Sherry Cassano, Senior Vice President of People Experience at Pfizer, to talk about equitable employee experience at her place of work and what organizations can be doing to support BHM in tangible ways.

Connect with Sherry on LinkedIn.
https://bit.ly/3Kb6D0a

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Continuing with Living Corporate's Pfizer campaign and honoring Black History Month, Zach sits down with <a href="https://bit.ly/3Kb6D0a">Sherry<u> </u>Cassano</a>, Senior Vice President of People Experience at Pfizer, to talk about equitable employee experience at her place of work and what organizations can be doing to support BHM in tangible ways.</p><p><br></p><p>Connect with <a href="https://bit.ly/3Kb6D0a">Sherry</a> on LinkedIn.</p><p>https://bit.ly/3Kb6D0a</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>3031</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[df246b1c-ad28-11ed-915f-df66317c53f1]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8526926466.mp3?updated=1707828694" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Looking Ahead - Equity in 2023 (ft. Shane Lloyd)</title>
      <description>Zach sits down with Shane Lloyd, the head of Diversity, Inclusion, and Belonging at Baker Tilly, to talk DEI and the future of this work.

Connect with Shane on LinkedIn.
https://bit.ly/3HXEpDh

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 14 Feb 2023 11:11:00 -0000</pubDate>
      <itunes:title>Looking Ahead - Equity in 2023 (ft. Shane Lloyd)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>705</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a0991f66-ac59-11ed-9ba1-3bc57bb113ea/image/57d2ebfed168aff6c0eca137a0f68688.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Shane Lloyd, the head of Diversity, Inclusion, and Belonging at Baker Tilly, to talk DEI and the future of this work.

Connect with Shane on LinkedIn.
https://bit.ly/3HXEpDh

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3HXEpDh">Shane Lloyd</a>, the head of Diversity, Inclusion, and Belonging at Baker Tilly, to talk DEI and the future of this work.</p><p><br></p><p>Connect with <a href="https://bit.ly/3HXEpDh">Shane</a> on LinkedIn.</p><p>https://bit.ly/3HXEpDh</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>3835</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a0991f66-ac59-11ed-9ba1-3bc57bb113ea]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1718373924.mp3?updated=1707828762" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Tech Representation (ft. Earl Newsome)</title>
      <description>Amy welcomes Earl Newsome, co-chair of TechPact, to the Including You podcast to engage in a discussion themed around tech representation. TechPact is a group of CIOs, leaders, and professionals in IT that are on a mission to amplify people and partnerships to reduce the digital divide and pursue representative diversity throughout the technology community by the end of the decade. 

Connect with Earl on LinkedIn.
https://bit.ly/3locZPq

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Check out TechPact's website.
http://bit.ly/3HRS66U

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 10 Feb 2023 12:00:00 -0000</pubDate>
      <itunes:title>Including You : Tech Representation (ft. Earl Newsome)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>704</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3c936cf0-a935-11ed-b49d-6fe7103ec1d9/image/0f2f5a.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Earl Newsome, co-chair of TechPact, to the Including You podcast to engage in a discussion themed around tech representation. TechPact is a group of CIOs, leaders, and professionals in IT that are on a mission to amplify people and partnerships to reduce the digital divide and pursue representative diversity throughout the technology community by the end of the decade. 

Connect with Earl on LinkedIn.
https://bit.ly/3locZPq

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Check out TechPact's website.
http://bit.ly/3HRS66U

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3locZPq">Earl Newsome</a>, co-chair of TechPact, to the Including You podcast to engage in a discussion themed around tech representation. TechPact is a group of CIOs, leaders, and professionals in IT that are on a mission to amplify people and partnerships to reduce the digital divide and pursue representative diversity throughout the technology community by the end of the decade. </p><p><br></p><p>Connect with Earl on <a href="https://bit.ly/3locZPq">LinkedIn</a>.</p><p>https://bit.ly/3locZPq</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Check out <a href="http://bit.ly/3HRS66U">TechPact</a>'s website.</p><p>http://bit.ly/3HRS66U</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>1506</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3c936cf0-a935-11ed-b49d-6fe7103ec1d9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5097114889.mp3?updated=1707828782" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Maternity Mortality (ft. Dr. Tracy Wilson)</title>
      <description>Continuing with Living Corporate's Pfizer campaign, Zach sits down with Dr. Tracy Wilson, a field medical director at Pfizer, to talk about health equity advocacy and her journey at the company.

Connect with Dr. Wilson on LinkedIn and Twitter.
https://bit.ly/3HFekJc
https://bit.ly/3RIapQy

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 07 Feb 2023 12:34:00 -0000</pubDate>
      <itunes:title>Black Maternity Mortality (ft. Dr. Tracy Wilson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>703</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/534cba44-a6e4-11ed-85ad-9f5a66c405cd/image/e89998.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Continuing with Living Corporate's Pfizer campaign, Zach sits down with Dr. Tracy Wilson, a field medical director at Pfizer, to talk about health equity advocacy and her journey at the company.

Connect with Dr. Wilson on LinkedIn and Twitter.
https://bit.ly/3HFekJc
https://bit.ly/3RIapQy

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Continuing with Living Corporate's <a href="https://bit.ly/2TTtZiZ">Pfizer</a> campaign, Zach sits down with <a href="https://bit.ly/3HFekJc">Dr. Tracy Wilson</a>, a field medical director at Pfizer, to talk about health equity advocacy and her journey at the company.</p><p><br></p><p>Connect with Dr. Wilson on <a href="https://bit.ly/3HFekJc">LinkedIn</a> and <a href="https://bit.ly/3RIapQy">Twitter</a>.</p><p>https://bit.ly/3HFekJc</p><p>https://bit.ly/3RIapQy</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>3517</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[534cba44-a6e4-11ed-85ad-9f5a66c405cd]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6066885727.mp3?updated=1707828898" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : People Data (ft. Trav Walkowski)</title>
      <description>Amy welcomes Trav Walkowski, the board chair of Employmetrics, a global People Operations Consultancy offering embedded and project-based services, to the Including You podcast.

Connect with Trav on LinkedIn &amp; Twitter.
https://bit.ly/3jrtARM
https://bit.ly/3JAdEYb

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 03 Feb 2023 11:26:07 -0000</pubDate>
      <itunes:title>Including You : People Data (ft. Trav Walkowski)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>702</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9e1ec09e-a3b5-11ed-bda2-b38196fb7a01/image/159bd6.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Trav Walkowski, the board chair of Employmetrics, a global People Operations Consultancy offering embedded and project-based services, to the Including You podcast.

Connect with Trav on LinkedIn &amp; Twitter.
https://bit.ly/3jrtARM
https://bit.ly/3JAdEYb

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3jrtARM">Trav Walkowski</a>, the board chair of Employmetrics, a global People Operations Consultancy offering embedded and project-based services, to the Including You podcast.</p><p><br></p><p>Connect with Trav on <a href="https://bit.ly/3jrtARM">LinkedIn</a> &amp; <a href="https://bit.ly/3JAdEYb">Twitter</a>.</p><p>https://bit.ly/3jrtARM</p><p>https://bit.ly/3JAdEYb</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1504</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9e1ec09e-a3b5-11ed-bda2-b38196fb7a01]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9702615742.mp3?updated=1707828917" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Managing Your Career While Black During Layoff Season (ft. Jermaine Jupiter)</title>
      <description>Zach sits down with Jermaine Jupiter, speaker, writer, and founder of JupiterHR, to have a real talk about managing your career as a Black person in a tumultuous season. As usual, check the links in the show notes to connect with Jermaine and more.

Connect with Jermaine on LinkedIn and Twitter.
https://bit.ly/3XIpTpL
https://bit.ly/3Hmwjnv

Check out Jermaine's website.
http://bit.ly/3HGYsqG

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 31 Jan 2023 12:00:00 -0000</pubDate>
      <itunes:title>Managing Your Career While Black During Layoff Season (ft. Jermaine Jupiter)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>701</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3497d9f6-a15f-11ed-8b13-9f7e30526871/image/fa837677153d882236434a8b446910ab.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Jermaine Jupiter, speaker, writer, and founder of JupiterHR, to have a real talk about managing your career as a Black person in a tumultuous season. As usual, check the links in the show notes to connect with Jermaine and more.

Connect with Jermaine on LinkedIn and Twitter.
https://bit.ly/3XIpTpL
https://bit.ly/3Hmwjnv

Check out Jermaine's website.
http://bit.ly/3HGYsqG

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3XIpTpL">Jermaine Jupiter</a>, speaker, writer, and founder of JupiterHR, to have a real talk about managing your career as a Black person in a tumultuous season. As usual, check the links in the show notes to connect with Jermaine and more.</p><p><br></p><p>Connect with Jermaine on <a href="https://bit.ly/3XIpTpL">LinkedIn</a> and <a href="https://bit.ly/3Hmwjnv">Twitter</a>.</p><p>https://bit.ly/3XIpTpL</p><p>https://bit.ly/3Hmwjnv</p><p><br></p><p>Check out <a href="http://bit.ly/3HGYsqG">Jermaine's website</a>.</p><p>http://bit.ly/3HGYsqG</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>2935</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3497d9f6-a15f-11ed-8b13-9f7e30526871]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6724056169.mp3?updated=1707829020" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Engaging Employees (w/ Eric Thomas)</title>
      <description>Amy welcomes Eric Thomas, the Global Head of Diversity, Equity and Inclusion at Genesys, to the Including You podcast this week, to jump into a conversation regarding employee engagement.

Connect with Eric on LinkedIn.
https://bit.ly/3HCxwbQ

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 27 Jan 2023 11:45:10 -0000</pubDate>
      <itunes:title>Including You : Engaging Employees (w/ Eric Thomas)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>700</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c49e976a-9e3a-11ed-9a64-df2be267c5b2/image/4e46d7.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Eric Thomas, the Global Head of Diversity, Equity and Inclusion at Genesys, to the Including You podcast this week, to jump into a conversation regarding employee engagement.

Connect with Eric on LinkedIn.
https://bit.ly/3HCxwbQ

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3HCxwbQ">Eric Thomas</a>, the Global Head of Diversity, Equity and Inclusion at Genesys, to the Including You podcast this week, to jump into a conversation regarding employee engagement.</p><p><br></p><p>Connect with Eric on <a href="https://bit.ly/3HCxwbQ">LinkedIn</a>.</p><p>https://bit.ly/3HCxwbQ</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>1805</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c49e976a-9e3a-11ed-9a64-df2be267c5b2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8718095220.mp3?updated=1707829030" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Changing Systems, Not Placement (ft. John Graham Jr.)</title>
      <description>Zach sits down with John Graham Jr., a Diversity, Equity, and Inclusion practitioner, author, and culture transformation consultant, to talk about the state of DEI. As usual, check the links in the show notes to connect with John and more.

Connect with John on LinkedIn, Twitter, &amp; Instagram.
https://bit.ly/402NH9A
https://bit.ly/3kuYed4
https://bit.ly/3iZwZqK

Check out the website for John's book "Plantation Theory."
http://bit.ly/3wtB7ma

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 24 Jan 2023 13:58:19 -0000</pubDate>
      <itunes:title>Changing Systems, Not Placement (ft. John Graham Jr.)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>699</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e2f33272-9bef-11ed-8018-a7f7de9f823a/image/737176.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with John Graham Jr., a Diversity, Equity, and Inclusion practitioner, author, and culture transformation consultant, to talk about the state of DEI. As usual, check the links in the show notes to connect with John and more.

Connect with John on LinkedIn, Twitter, &amp; Instagram.
https://bit.ly/402NH9A
https://bit.ly/3kuYed4
https://bit.ly/3iZwZqK

Check out the website for John's book "Plantation Theory."
http://bit.ly/3wtB7ma

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/402NH9A">John Graham Jr.</a>, a Diversity, Equity, and Inclusion practitioner, author, and culture transformation consultant, to talk about the state of DEI. As usual, check the links in the show notes to connect with John and more.</p><p><br></p><p>Connect with John on <a href="https://bit.ly/402NH9A">LinkedIn</a>, <a href="https://bit.ly/3kuYed4">Twitter</a>, &amp; <a href="https://bit.ly/3iZwZqK">Instagram</a>.</p><p>https://bit.ly/402NH9A</p><p>https://bit.ly/3kuYed4</p><p>https://bit.ly/3iZwZqK</p><p><br></p><p>Check out the website for <a href="http://bit.ly/3wtB7ma">John's book "Plantation Theory."</a></p><p>http://bit.ly/3wtB7ma</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's <a href="https://bit.ly/3EIIUQD">"The Antigen"</a> podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>3570</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e2f33272-9bef-11ed-8018-a7f7de9f823a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2593398889.mp3?updated=1707829133" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Insuring Equality (ft. Elisa Stampf)</title>
      <description>Amy welcomes Elisa Stampf, the CEO &amp; Co-Founder of Insure Equality, to the show for a discussion centered around the theme of insuring equality. Check the links in the show notes to connect with Elisa and more.

Connect with Elisa on LinkedIn.
https://bit.ly/3FMp4mM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 20 Jan 2023 11:58:20 -0000</pubDate>
      <itunes:title>Including You : Insuring Equality (ft. Elisa Stampf)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>698</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c9661df4-98b8-11ed-bbed-b3ce2cc5e4e7/image/43b103.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Elisa Stampf, the CEO &amp; Co-Founder of Insure Equality, to the show for a discussion centered around the theme of insuring equality. Check the links in the show notes to connect with Elisa and more.

Connect with Elisa on LinkedIn.
https://bit.ly/3FMp4mM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3FMp4mM">Elisa Stampf</a>, the CEO &amp; Co-Founder of Insure Equality, to the show for a discussion centered around the theme of insuring equality. Check the links in the show notes to connect with Elisa and more.</p><p><br></p><p>Connect with Elisa on <a href="https://bit.ly/3FMp4mM">LinkedIn</a>.</p><p>https://bit.ly/3FMp4mM</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>2038</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c9661df4-98b8-11ed-bbed-b3ce2cc5e4e7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8296357780.mp3?updated=1707829178" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Never Forget: Our People Were Always Free (w/ Ben Jealous)</title>
      <description>Zach sits down with Ben Jealous, author of Never Forget Our People Were Always Free, to talk about his latest book, his journey in community organizing, and more. 

Connect with Ben on LinkedIn, Twitter, and Instagram.
https://bit.ly/3kodbNY
https://bit.ly/3kp0EtG
https://bit.ly/3XiYFpm

Check out Ben's official website.
https://bit.ly/3HcfKeY

Order Ben's new book "Never Forget: Our People Were Always Free" on Amazon.
https://amzn.to/3QIKXd8

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 17 Jan 2023 11:44:00 -0000</pubDate>
      <itunes:title>Never Forget: Our People Were Always Free (w/ Ben Jealous)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>697</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/42ff6bd4-965c-11ed-8829-cf9a04b00744/image/ab85aa.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Ben Jealous, author of Never Forget Our People Were Always Free, to talk about his latest book, his journey in community organizing, and more. 

Connect with Ben on LinkedIn, Twitter, and Instagram.
https://bit.ly/3kodbNY
https://bit.ly/3kp0EtG
https://bit.ly/3XiYFpm

Check out Ben's official website.
https://bit.ly/3HcfKeY

Order Ben's new book "Never Forget: Our People Were Always Free" on Amazon.
https://amzn.to/3QIKXd8

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3kodbNY">Ben Jealous</a>, author of Never Forget Our People Were Always Free, to talk about his latest book, his journey in community organizing, and more. </p><p><br></p><p>Connect with Ben on <a href="https://bit.ly/3kodbNY">LinkedIn</a>, <a href="https://bit.ly/3kp0EtG">Twitter</a>, and <a href="https://bit.ly/3XiYFpm">Instagram</a>.</p><p>https://bit.ly/3kodbNY</p><p>https://bit.ly/3kp0EtG</p><p>https://bit.ly/3XiYFpm</p><p><br></p><p>Check out <a href="https://bit.ly/3HcfKeY">Ben's official website</a>.</p><p>https://bit.ly/3HcfKeY</p><p><br></p><p>Order Ben's new book <a href="https://amzn.to/3QIKXd8">"Never Forget: Our People Were Always Free"</a> on Amazon.</p><p>https://amzn.to/3QIKXd8</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's <a href="https://bit.ly/3EIIUQD">"The Antigen"</a> podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>3605</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[42ff6bd4-965c-11ed-8829-cf9a04b00744]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3301098273.mp3?updated=1707829275" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Fostering Inclusion (w/ Teresa Belthrop Hairston)</title>
      <description>Amy welcomes Teresa Belthrop Hairston, the Head of Diversity Inclusion and Belonging at Delta Dental, to the show for a discussion centered around the theme of fostering inclusion. Check the links in the show notes to connect with Teresa and more.

Connect with Teresa on LinkedIn.
https://bit.ly/3H2qWLh

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 13 Jan 2023 11:26:55 -0000</pubDate>
      <itunes:title>Including You : Fostering Inclusion (w/ Teresa Belthrop Hairston)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>696</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/37e2610e-9335-11ed-a94c-2f651cd215b2/image/ab65ff.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Teresa Belthrop Hairston, the Head of Diversity Inclusion and Belonging at Delta Dental, to the show for a discussion centered around the theme of fostering inclusion. Check the links in the show notes to connect with Teresa and more.

Connect with Teresa on LinkedIn.
https://bit.ly/3H2qWLh

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3H2qWLh">Teresa Belthrop Hairston</a>, the Head of Diversity Inclusion and Belonging at Delta Dental, to the show for a discussion centered around the theme of fostering inclusion. Check the links in the show notes to connect with Teresa and more.</p><p><br></p><p>Connect with Teresa on <a href="https://bit.ly/3H2qWLh">LinkedIn</a>.</p><p>https://bit.ly/3H2qWLh</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1706</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[37e2610e-9335-11ed-a94c-2f651cd215b2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1371728118.mp3?updated=1707829330" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking the Realities of DEI (w/ Dr. Janice Gassam)</title>
      <description>Zach sits down with friend of the show Dr. Janice Gassam to talk about her podcast, Dirty Diversity and her newsletter, The Pink Elephant.

Connect with Dr. Gassam on LinkedIn, Twitter &amp; Instagram.
https://bit.ly/2Up2RXi
https://bit.ly/3XkO50N
https://bit.ly/2SfeFss

Check out Dr. Gassam's official website.
https://bit.ly/3W0Pnx0

Subscribe to Dr. Gassam's LinkedIn newsletter.
https://bit.ly/3W0sglW

Find out more about Dr. Gassam's podcast.
https://bit.ly/2B19yHB

Check out Dr. Gassam's work on Forbes.
https://bit.ly/3ZnM9GH

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 10 Jan 2023 11:58:00 -0000</pubDate>
      <itunes:title>Talking the Realities of DEI (w/ Dr. Janice Gassam)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>695</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/224ee8b0-90df-11ed-80fd-3baff0aea60c/image/88c8debc4de2b9ec2c3a257e2082b35f.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with friend of the show Dr. Janice Gassam to talk about her podcast, Dirty Diversity and her newsletter, The Pink Elephant.

Connect with Dr. Gassam on LinkedIn, Twitter &amp; Instagram.
https://bit.ly/2Up2RXi
https://bit.ly/3XkO50N
https://bit.ly/2SfeFss

Check out Dr. Gassam's official website.
https://bit.ly/3W0Pnx0

Subscribe to Dr. Gassam's LinkedIn newsletter.
https://bit.ly/3W0sglW

Find out more about Dr. Gassam's podcast.
https://bit.ly/2B19yHB

Check out Dr. Gassam's work on Forbes.
https://bit.ly/3ZnM9GH

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with friend of the show <a href="https://bit.ly/2Up2RXi">Dr. Janice Gassam</a> to talk about her podcast, Dirty Diversity and her newsletter, The Pink Elephant.</p><p><br></p><p>Connect with Dr. Gassam on <a href="https://bit.ly/2Up2RXi">LinkedIn</a>, <a href="https://bit.ly/3XkO50N">Twitter</a> &amp; <a href="https://bit.ly/2SfeFss">Instagram</a>.</p><p>https://bit.ly/2Up2RXi</p><p>https://bit.ly/3XkO50N</p><p>https://bit.ly/2SfeFss</p><p><br></p><p>Check out Dr. Gassam's <a href="https://bit.ly/3W0Pnx0">official website</a>.</p><p>https://bit.ly/3W0Pnx0</p><p><br></p><p>Subscribe to Dr. Gassam's <a href="https://bit.ly/3W0sglW">LinkedIn newsletter</a>.</p><p>https://bit.ly/3W0sglW</p><p><br></p><p>Find out more about <a href="https://bit.ly/2B19yHB">Dr. Gassam's podcast</a>.</p><p>https://bit.ly/2B19yHB</p><p><br></p><p>Check out <a href="https://bit.ly/3ZnM9GH">Dr. Gassam's work on Forbes</a>.</p><p>https://bit.ly/3ZnM9GH</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>3619</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[224ee8b0-90df-11ed-80fd-3baff0aea60c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7500532814.mp3?updated=1707829432" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Psychological Safety (w/ Sacha Thompson)</title>
      <description>Amy welcomes Sacha Thompson, the Inclusive Culture Curator and Coach of The Equity Equation, to the Including You podcast to discuss psychological safety.

Connect with Sacha on LinkedIn and Twitter.
https://bit.ly/3ZdNujl
https://bit.ly/3Glq0QD

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 06 Jan 2023 11:26:02 -0000</pubDate>
      <itunes:title>Including You : Psychological Safety (w/ Sacha Thompson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>694</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b583d50a-8db5-11ed-b392-1737de7ff1ee/image/bc74b3.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Sacha Thompson, the Inclusive Culture Curator and Coach of The Equity Equation, to the Including You podcast to discuss psychological safety.

Connect with Sacha on LinkedIn and Twitter.
https://bit.ly/3ZdNujl
https://bit.ly/3Glq0QD

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3ZdNujl">Sacha Thompson</a>, the Inclusive Culture Curator and Coach of The Equity Equation, to the Including You podcast to discuss psychological safety.</p><p><br></p><p>Connect with Sacha on <a href="https://bit.ly/3ZdNujl">LinkedIn</a> and <a href="https://bit.ly/3Glq0QD">Twitter</a>.</p><p>https://bit.ly/3ZdNujl</p><p>https://bit.ly/3Glq0QD</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>1467</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b583d50a-8db5-11ed-b392-1737de7ff1ee]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4941683441.mp3?updated=1707829514" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Educators and Equity (w/ Mike Yates)</title>
      <description>Zach sits down with educator and entrepreneur Mike Yates to talk about the experience of Black educators and ways in which education systems can better support Black and brown students.

Connect with Mike on LinkedIn and Twitter.
http://bit.ly/2YnCkgb
https://bit.ly/3CjiCny

Check out Mike's official website.
http://bit.ly/3vwvxyT

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 03 Jan 2023 13:36:21 -0000</pubDate>
      <itunes:title>Black Educators and Equity (w/ Mike Yates)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>693</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ddb91112-8b6b-11ed-a8d9-ffff693435a1/image/175b1a.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with educator and entrepreneur Mike Yates to talk about the experience of Black educators and ways in which education systems can better support Black and brown students.

Connect with Mike on LinkedIn and Twitter.
http://bit.ly/2YnCkgb
https://bit.ly/3CjiCny

Check out Mike's official website.
http://bit.ly/3vwvxyT

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with educator and entrepreneur <a href="http://bit.ly/2YnCkgb">Mike Yates</a> to talk about the experience of Black educators and ways in which education systems can better support Black and brown students.</p><p><br></p><p>Connect with Mike on <a href="http://bit.ly/2YnCkgb">LinkedIn</a> and <a href="https://bit.ly/3CjiCny">Twitter</a>.</p><p>http://bit.ly/2YnCkgb</p><p>https://bit.ly/3CjiCny</p><p><br></p><p>Check out <a href="http://bit.ly/3vwvxyT">Mike's official website</a>.</p><p>http://bit.ly/3vwvxyT</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>2215</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ddb91112-8b6b-11ed-a8d9-ffff693435a1]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1438614276.mp3?updated=1707829566" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Unlearning Racism (w/ Dr. Marcine Pickron-Davis)</title>
      <description>Amy welcomes Dr. Marcine Pickron-Davis, Chief Diversity and Community Relations Officer at Philadelphia College of Osteopathic Medicine, to the Including You podcast this week, and Dr. Pickron-Davis shares how PCOM employees are unlearning racism. 

Connect with Marcine on LinkedIn.
https://bit.ly/3jFcvnh

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 30 Dec 2022 12:03:21 -0000</pubDate>
      <itunes:title>Including You : Unlearning Racism (w/ Dr. Marcine Pickron-Davis)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>692</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a19f8348-883a-11ed-8b14-37fddf4621dc/image/88b63a.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Dr. Marcine Pickron-Davis, Chief Diversity and Community Relations Officer at Philadelphia College of Osteopathic Medicine, to the Including You podcast this week, and Dr. Pickron-Davis shares how PCOM employees are unlearning racism. 

Connect with Marcine on LinkedIn.
https://bit.ly/3jFcvnh

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3jFcvnh">Dr. Marcine Pickron-Davis</a>, Chief Diversity and Community Relations Officer at Philadelphia College of Osteopathic Medicine, to the Including You podcast this week, and Dr. Pickron-Davis shares how PCOM employees are unlearning racism. </p><p><br></p><p>Connect with Marcine on <a href="https://bit.ly/3jFcvnh">LinkedIn</a>.</p><p>https://bit.ly/3jFcvnh</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>1829</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a19f8348-883a-11ed-8b14-37fddf4621dc]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9165411083.mp3?updated=1707829672" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Standing Up to Racism and Building a Better World (w/ Deanna Singh)</title>
      <description>Zach sits down with speaker, author, and consultant Deanna Singh to talk about her latest book and the work involved in anti-racist transformation.

Connect with Deanna on LinkedIn.
https://bit.ly/3GlYSSX

Check out Deanna's official website.
http://bit.ly/3C5LBLI

Learn more about Deanna's book, "Actions Speak Louder", on Amazon.
https://amzn.to/3hOppPn

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 27 Dec 2022 11:53:00 -0000</pubDate>
      <itunes:title>Standing Up to Racism and Building a Better World (w/ Deanna Singh)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>691</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4bb70d5c-85dd-11ed-ac66-978029f90e5d/image/7e1587.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with speaker, author, and consultant Deanna Singh to talk about her latest book and the work involved in anti-racist transformation.

Connect with Deanna on LinkedIn.
https://bit.ly/3GlYSSX

Check out Deanna's official website.
http://bit.ly/3C5LBLI

Learn more about Deanna's book, "Actions Speak Louder", on Amazon.
https://amzn.to/3hOppPn

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with speaker, author, and consultant <a href="https://bit.ly/3GlYSSX">Deanna Singh</a> to talk about her latest book and the work involved in anti-racist transformation.</p><p><br></p><p>Connect with Deanna on <a href="https://bit.ly/3GlYSSX">LinkedIn</a>.</p><p>https://bit.ly/3GlYSSX</p><p><br></p><p>Check out <a href="http://bit.ly/3C5LBLI">Deanna's official website</a>.</p><p>http://bit.ly/3C5LBLI</p><p><br></p><p>Learn more about Deanna's book, "Actions Speak Louder", on <a href="https://amzn.to/3hOppPn">Amazon</a>.</p><p>https://amzn.to/3hOppPn</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>2333</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4bb70d5c-85dd-11ed-ac66-978029f90e5d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6653481071.mp3?updated=1707829728" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Disability Inclusion (w/ John Samuel)</title>
      <description>Amy welcomes John Samuel, the co-founder and CEO of Ablr, to the Including You podcast this week, and Samuel explains how easy it can be to make employment accessible to people with disabilities.

Connect with John on LinkedIn.
https://bit.ly/3I2JxaW

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 23 Dec 2022 15:59:34 -0000</pubDate>
      <itunes:title>Including You : Disability Inclusion (w/ John Samuel)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>690</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cd316a54-82da-11ed-99d2-d7ee4aa915d7/image/c2ec0a.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes John Samuel, the co-founder and CEO of Ablr, to the Including You podcast this week, and Samuel explains how easy it can be to make employment accessible to people with disabilities.

Connect with John on LinkedIn.
https://bit.ly/3I2JxaW

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3I2JxaW">John Samuel</a>, the co-founder and CEO of Ablr, to the Including You podcast this week, and Samuel explains how easy it can be to make employment accessible to people with disabilities.</p><p><br></p><p>Connect with John on <a href="https://bit.ly/3I2JxaW">LinkedIn</a>.</p><p>https://bit.ly/3I2JxaW</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>1420</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cd316a54-82da-11ed-99d2-d7ee4aa915d7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2691121132.mp3?updated=1707829779" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Folks Can Cook (w/ chefs Racqi Hainsworth &amp; Randolph Lindo)</title>
      <description>Zach sits down with Chef Racqi Hainsworth, entrepreneur, chef, and speaker, and her business partner Chef Lindo, to talk about her journey in cuisine and her vision of her company Palate Fusion.

Check out Palate Fusion on Instagram.
https://bit.ly/3v5fBmQ

Visit the official Palate Fusion website.
http://bit.ly/3PIbZAP

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD

Check out Living Corporate merch.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 20 Dec 2022 14:05:00 -0000</pubDate>
      <itunes:title>Black Folks Can Cook (w/ chefs Racqi Hainsworth &amp; Randolph Lindo)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>689</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/719c9d3e-806f-11ed-90bd-3706ddefc625/image/8b9211.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Chef Racqi Hainsworth, entrepreneur, chef, and speaker, and her business partner Chef Lindo, to talk about her journey in cuisine and her vision of her company Palate Fusion.

Check out Palate Fusion on Instagram.
https://bit.ly/3v5fBmQ

Visit the official Palate Fusion website.
http://bit.ly/3PIbZAP

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD

Check out Living Corporate merch.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Chef Racqi Hainsworth, entrepreneur, chef, and speaker, and her business partner Chef Lindo, to talk about her journey in cuisine and her vision of her company <a href="https://bit.ly/3v5fBmQ">Palate Fusion</a>.</p><p><br></p><p>Check out Palate Fusion on <a href="https://bit.ly/3v5fBmQ">Instagram</a>.</p><p>https://bit.ly/3v5fBmQ</p><p><br></p><p>Visit the official <a href="http://bit.ly/3PIbZAP">Palate Fusion</a> website.</p><p>http://bit.ly/3PIbZAP</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate merch</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3551</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[719c9d3e-806f-11ed-90bd-3706ddefc625]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1229034311.mp3?updated=1707829895" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Long-term Commitment (w/ James Thomas)</title>
      <description>Amy welcomes James Thomas, the Director of DEI/Engagement/Recognition at Alaska Airlines, to the Including You podcast this week, and James reveals the level of commitment required to advance inclusion in the workplace.

Connect with James on LinkedIn.
https://bit.ly/3FA76F8

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 16 Dec 2022 10:58:38 -0000</pubDate>
      <itunes:title>Including You : Long-term Commitment (w/ James Thomas)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>688</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/13ef666c-7d31-11ed-a673-376313ca1871/image/d78ec0.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes James Thomas, the Director of DEI/Engagement/Recognition at Alaska Airlines, to the Including You podcast this week, and James reveals the level of commitment required to advance inclusion in the workplace.

Connect with James on LinkedIn.
https://bit.ly/3FA76F8

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2lPvOMM">Amy</a> welcomes <a href="https://bit.ly/3FA76F8">James Thomas</a>, the Director of DEI/Engagement/Recognition at Alaska Airlines, to the Including You podcast this week, and James reveals the level of commitment required to advance inclusion in the workplace.</p><p><br></p><p>Connect with James on <a href="https://bit.ly/3FA76F8">LinkedIn</a>.</p><p>https://bit.ly/3FA76F8</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>1789</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[13ef666c-7d31-11ed-a673-376313ca1871]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9916634486.mp3?updated=1707829975" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Health Equity and Accessibility at Pfizer (w/ Audra Robinson &amp; Obi Ibekweh)</title>
      <description>Continuing Living Corporate's sponsored series with Pfizer, Zach sits down with Obi Ibekweh and Audra Robinson to talk about Pfizer's work to make vaccines accessible to historically marginalized communities. Check the links in the show notes to learn more about Pfizer.

Connect with Audra and Obi on LinkedIn. Links in order:
https://bit.ly/3BxXOs2
https://bit.ly/3UX4I0S

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 13 Dec 2022 10:50:00 -0000</pubDate>
      <itunes:title>Health Equity and Accessibility at Pfizer (w/ Audra Robinson &amp; Obi Ibekweh)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>687</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1506a29a-7ad4-11ed-8c38-8bbe10aa4bb0/image/16f467.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Continuing Living Corporate's sponsored series with Pfizer, Zach sits down with Obi Ibekweh and Audra Robinson to talk about Pfizer's work to make vaccines accessible to historically marginalized communities. Check the links in the show notes to learn more about Pfizer.

Connect with Audra and Obi on LinkedIn. Links in order:
https://bit.ly/3BxXOs2
https://bit.ly/3UX4I0S

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Continuing Living Corporate's sponsored series with <a href="https://bit.ly/2TTtZiZ">Pfizer</a>, Zach sits down with <a href="https://bit.ly/3UX4I0S">Obi Ibekweh</a> and <a href="https://bit.ly/3BxXOs2">Audra Robinson</a> to talk about Pfizer's work to make vaccines accessible to historically marginalized communities. Check the links in the show notes to learn more about Pfizer.</p><p><br></p><p>Connect with <a href="https://bit.ly/3BxXOs2">Audra</a> and <a href="https://bit.ly/3UX4I0S">Obi</a> on LinkedIn. Links in order:</p><p>https://bit.ly/3BxXOs2</p><p>https://bit.ly/3UX4I0S</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>3385</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1506a29a-7ad4-11ed-8c38-8bbe10aa4bb0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9280467701.mp3?updated=1707829910" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Wellness (w/ Patti Fletcher)</title>
      <description>Amy welcomes Patti Fletcher, the Chief Marketing Officer at Limeade, to the Including You podcast this week to engage in a discussion centered around wellness. Limeade is an immersive employee well-being company that creates healthy employee experiences. Check the links in the show notes to learn more.

Connect with Patti on LinkedIn.
https://bit.ly/3FDXQRJ

Check out Limeade's official website.
http://bit.ly/3VNcVGq

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Fri, 09 Dec 2022 14:24:00 -0000</pubDate>
      <itunes:title>Including You : Wellness (w/ Patti Fletcher)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>686</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/dccc8dfe-77cc-11ed-8471-331004e0c72e/image/50a418.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Patti Fletcher, the Chief Marketing Officer at Limeade, to the Including You podcast this week to engage in a discussion centered around wellness. Limeade is an immersive employee well-being company that creates healthy employee experiences. Check the links in the show notes to learn more.

Connect with Patti on LinkedIn.
https://bit.ly/3FDXQRJ

Check out Limeade's official website.
http://bit.ly/3VNcVGq

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3FDXQRJ">Patti Fletcher</a>, the Chief Marketing Officer at Limeade, to the Including You podcast this week to engage in a discussion centered around wellness. Limeade is an immersive employee well-being company that creates healthy employee experiences. Check the links in the show notes to learn more.</p><p><br></p><p>Connect with Patti on <a href="https://bit.ly/3FDXQRJ">LinkedIn</a>.</p><p>https://bit.ly/3FDXQRJ</p><p><br></p><p>Check out <a href="http://bit.ly/3VNcVGq">Limeade</a>'s official website.</p><p>http://bit.ly/3VNcVGq</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>2422</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[dccc8dfe-77cc-11ed-8471-331004e0c72e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7749283755.mp3?updated=1708953728" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Present and Future of Inclusive Recruiting (w/ Dennis Quartermane)</title>
      <description>Zach sits down with Dennis Quartermane, ReadySet executive, to talk about the intersection of talent acquisition and equity.

Connect with Dennis on LinkedIn and Twitter.
https://bit.ly/3VsY4Rb
https://bit.ly/3VSZtQF

Read the article Zach mentioned about tech layoffs, a collaboration between LC and Blind.
https://bit.ly/3XqpnNv

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD

These are links pertaining to this week's episode of Workplace Democracy.
https://www.eeoc.gov/newsroom/eeoc-seeks-public-input-fy-2022-2026-strategic-plan 
https://www.regulations.gov/document/EEOC-2022-0004-0001</description>
      <pubDate>Tue, 06 Dec 2022 12:41:19 -0000</pubDate>
      <itunes:title>The Present and Future of Inclusive Recruiting (w/ Dennis Quartermane)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>685</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/94ab2f86-7564-11ed-b1ec-ff4a1e0d756b/image/83a0bf.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dennis Quartermane, ReadySet executive, to talk about the intersection of talent acquisition and equity.

Connect with Dennis on LinkedIn and Twitter.
https://bit.ly/3VsY4Rb
https://bit.ly/3VSZtQF

Read the article Zach mentioned about tech layoffs, a collaboration between LC and Blind.
https://bit.ly/3XqpnNv

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD

These are links pertaining to this week's episode of Workplace Democracy.
https://www.eeoc.gov/newsroom/eeoc-seeks-public-input-fy-2022-2026-strategic-plan 
https://www.regulations.gov/document/EEOC-2022-0004-0001</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3VsY4Rb">Dennis Quartermane</a>, ReadySet executive, to talk about the intersection of talent acquisition and equity.</p><p><br></p><p>Connect with Dennis on <a href="https://bit.ly/3VsY4Rb">LinkedIn</a> and <a href="https://bit.ly/3VSZtQF">Twitter</a>.</p><p>https://bit.ly/3VsY4Rb</p><p>https://bit.ly/3VSZtQF</p><p><br></p><p>Read the article Zach mentioned about <a href="https://bit.ly/3XqpnNv">tech layoffs</a>, a collaboration between LC and Blind.</p><p>https://bit.ly/3XqpnNv</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p><p><br></p><p>These are links pertaining to this week's episode of Workplace Democracy.</p><p><a href="https://www.eeoc.gov/newsroom/eeoc-seeks-public-input-fy-2022-2026-strategic-plan%C2%A0">https://www.eeoc.gov/newsroom/eeoc-seeks-public-input-fy-2022-2026-strategic-plan </a></p><p><a href="https://www.regulations.gov/document/EEOC-2022-0004-0001">https://www.regulations.gov/document/EEOC-2022-0004-0001</a></p>]]>
      </content:encoded>
      <itunes:duration>2557</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[94ab2f86-7564-11ed-b1ec-ff4a1e0d756b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5314310688.mp3?updated=1708953808" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Non-traditional Education (w/ Parish Jefferson)</title>
      <description>Amy welcomes Parish Jefferson, the Regional Director of University Partnerships &amp; Board Chairman One Fullstack ERG of Fullstack, to the Including You podcast this week to engage in a discussion centered around non-traditional education.

Connect with Parish on LinkedIn.
https://bit.ly/3H6nVKm

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 02 Dec 2022 10:25:00 -0000</pubDate>
      <itunes:title>Including You : Non-traditional Education (w/ Parish Jefferson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>684</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f7808e0c-722c-11ed-bdb3-7bd6e0be9d28/image/c5195c.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Parish Jefferson, the Regional Director of University Partnerships &amp; Board Chairman One Fullstack ERG of Fullstack, to the Including You podcast this week to engage in a discussion centered around non-traditional education.

Connect with Parish on LinkedIn.
https://bit.ly/3H6nVKm

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3H6nVKm">Parish Jefferson</a>, the Regional Director of University Partnerships &amp; Board Chairman One Fullstack ERG of Fullstack, to the Including You podcast this week to engage in a discussion centered around non-traditional education.</p><p><br></p><p>Connect with Parish on <a href="https://bit.ly/3H6nVKm">LinkedIn</a>.</p><p>https://bit.ly/3H6nVKm</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1385</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f7808e0c-722c-11ed-bdb3-7bd6e0be9d28]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6716599573.mp3?updated=1708954488" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Storytelling and Health Equity at Pfizer</title>
      <description>Continuing Living Corporate's sponsored series with Pfizer, Zach sits down with Yolande Morris, a corporate executive at Pfizer to talk about her journey, the importance of storytelling, and sponsorship at work.

Connect with Yolande on LinkedIn.
http://bit.ly/3H3yr4S

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</description>
      <pubDate>Tue, 29 Nov 2022 13:39:00 -0000</pubDate>
      <itunes:title>Storytelling and Health Equity at Pfizer</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>683</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/dbc192b6-6fce-11ed-8dc1-d7e154b82c6f/image/d89990.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Continuing Living Corporate's sponsored series with Pfizer, Zach sits down with Yolande Morris, a corporate executive at Pfizer to talk about her journey, the importance of storytelling, and sponsorship at work.

Connect with Yolande on LinkedIn.
http://bit.ly/3H3yr4S

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Listen to Pfizer's "The Antigen" podcast today.
https://bit.ly/3EIIUQD</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Continuing Living Corporate's sponsored series with <a href="https://bit.ly/2TTtZiZ">Pfizer</a>, Zach sits down with <a href="http://bit.ly/3H3yr4S">Yolande Morris</a>, a corporate executive at Pfizer to talk about her journey, the importance of storytelling, and sponsorship at work.</p><p><br></p><p>Connect with Yolande on <a href="http://bit.ly/3H3yr4S">LinkedIn</a>.</p><p>http://bit.ly/3H3yr4S</p><p><br></p><p>Learn more about <a href="https://bit.ly/2TTtZiZ">Pfizer</a> on their website.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Listen to Pfizer's "<a href="https://bit.ly/3EIIUQD">The Antigen</a>" podcast today.</p><p>https://bit.ly/3EIIUQD</p>]]>
      </content:encoded>
      <itunes:duration>3529</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[dbc192b6-6fce-11ed-8dc1-d7e154b82c6f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1220761300.mp3?updated=1708954575" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Self-Awareness (w/ Tony Holmes)</title>
      <description>Amy welcomes Tony Holmes, the Director of Talent and Diversity at United Way Houston, to the podcast this week to discuss self-awareness.

Connect with Tony on LinkedIn &amp; Twitter.
https://bit.ly/3AE9OrJ
http://bit.ly/3gwQjun

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 25 Nov 2022 09:54:58 -0000</pubDate>
      <itunes:title>Including You : Self-Awareness (w/ Tony Holmes)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>682</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a8e6a5fe-6ca7-11ed-94ad-dfbe72568aa0/image/f3419d.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Tony Holmes, the Director of Talent and Diversity at United Way Houston, to the podcast this week to discuss self-awareness.

Connect with Tony on LinkedIn &amp; Twitter.
https://bit.ly/3AE9OrJ
http://bit.ly/3gwQjun

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3AE9OrJ">Tony Holmes</a>, the Director of Talent and Diversity at United Way Houston, to the podcast this week to discuss self-awareness.</p><p><br></p><p>Connect with Tony on <a href="https://bit.ly/3AE9OrJ">LinkedIn</a> &amp; <a href="http://bit.ly/3gwQjun">Twitter</a>.</p><p>https://bit.ly/3AE9OrJ</p><p>http://bit.ly/3gwQjun</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1444</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a8e6a5fe-6ca7-11ed-94ad-dfbe72568aa0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9463295743.mp3?updated=1708954601" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Why Data Is The Future (w/ Raghu Gollamudi)</title>
      <description>Zach sits down with Included.ai CEO and founder Raghu Gollamudi to talk about their company and the role of data in DEI strategy.

Connect with Raghu on LinkedIn.
http://bit.ly/3i2RKkC

Check out Included.ai.
http://bit.ly/3V1iqAM</description>
      <pubDate>Tue, 22 Nov 2022 11:13:34 -0000</pubDate>
      <itunes:title>Why Data Is The Future (w/ Raghu Gollamudi)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>681</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/07eb7794-6a57-11ed-b5aa-3355c6b58946/image/6d8a65.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Included.ai CEO and founder Raghu Gollamudi to talk about their company and the role of data in DEI strategy.

Connect with Raghu on LinkedIn.
http://bit.ly/3i2RKkC

Check out Included.ai.
http://bit.ly/3V1iqAM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="http://bit.ly/3V1iqAM">Included.ai</a> CEO and founder <a href="http://bit.ly/3i2RKkC">Raghu Gollamudi</a> to talk about their company and the role of data in DEI strategy.</p><p><br></p><p>Connect with Raghu on <a href="http://bit.ly/3i2RKkC">LinkedIn</a>.</p><p>http://bit.ly/3i2RKkC</p><p><br></p><p>Check out <a href="http://bit.ly/3V1iqAM">Included.ai</a>.</p><p>http://bit.ly/3V1iqAM</p>]]>
      </content:encoded>
      <itunes:duration>2083</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[07eb7794-6a57-11ed-b5aa-3355c6b58946]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9403232854.mp3?updated=1708954670" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Community Partnerships (w/ Carolina Veira)</title>
      <description>Amy welcomes Carolina Veira, the Director of Strategic Partnerships at CareMax, to explain how community partnerships help build trusting relationships with patients.

Connect with Carolina on LinkedIn &amp; Twitter.
https://bit.ly/3AqGVPr
https://bit.ly/3UPk5t0

Check out Carolina's website.
http://bit.ly/3ULNZ1b

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 18 Nov 2022 07:00:19 -0000</pubDate>
      <itunes:title>Including You : Community Partnerships (w/ Carolina Veira)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>680</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1b8c08f4-670f-11ed-9b27-d3ac44ebf223/image/e952f2.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Carolina Veira, the Director of Strategic Partnerships at CareMax, to explain how community partnerships help build trusting relationships with patients.

Connect with Carolina on LinkedIn &amp; Twitter.
https://bit.ly/3AqGVPr
https://bit.ly/3UPk5t0

Check out Carolina's website.
http://bit.ly/3ULNZ1b

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3AqGVPr">Carolina Veira</a>, the Director of Strategic Partnerships at CareMax, to explain how community partnerships help build trusting relationships with patients.</p><p><br></p><p>Connect with Carolina on <a href="https://bit.ly/3AqGVPr">LinkedIn</a> &amp; <a href="https://bit.ly/3UPk5t0">Twitter</a>.</p><p>https://bit.ly/3AqGVPr</p><p>https://bit.ly/3UPk5t0</p><p><br></p><p>Check out <a href="http://bit.ly/3ULNZ1b">Carolina's website</a>.</p><p>http://bit.ly/3ULNZ1b</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2199</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1b8c08f4-670f-11ed-9b27-d3ac44ebf223]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5970936396.mp3?updated=1708954716" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Anti-Racism at Work (w/ Dana Brownlee)</title>
      <description>Zach welcomes Dana Brownlee, senior contributor at Forbes, to the podcast this week to discuss anti-racism at work. Check the links in the show notes to connect with Dana!

Connect with Dana on LinkedIn.
https://bit.ly/3g7fBPq

Follow Dana's work on Forbes.
http://bit.ly/3txjXCy

The following are links pertaining to this episode's installment of Workplace Democracy.
https://www.aclu.org/news/human-rights/captive-labor-exploitation-of-incarcerated-workers
https://www.themarshallproject.org/2022/10/01/what-an-alabama-prisoners-strike-tells-us-about-prison-labor 
https://www.prisonpolicy.org/phones/state_of_phone_justice.html 
https://innocenceproject.org/13th-amendment-slavery-prison-labor-angola-louisiana/ </description>
      <pubDate>Tue, 15 Nov 2022 10:36:29 -0000</pubDate>
      <itunes:title>Anti-Racism at Work (w/ Dana Brownlee)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>679</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/29af2694-64d2-11ed-a56f-ff36e613dcec/image/1ab3ff.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Dana Brownlee, senior contributor at Forbes, to the podcast this week to discuss anti-racism at work. Check the links in the show notes to connect with Dana!

Connect with Dana on LinkedIn.
https://bit.ly/3g7fBPq

Follow Dana's work on Forbes.
http://bit.ly/3txjXCy

The following are links pertaining to this episode's installment of Workplace Democracy.
https://www.aclu.org/news/human-rights/captive-labor-exploitation-of-incarcerated-workers
https://www.themarshallproject.org/2022/10/01/what-an-alabama-prisoners-strike-tells-us-about-prison-labor 
https://www.prisonpolicy.org/phones/state_of_phone_justice.html 
https://innocenceproject.org/13th-amendment-slavery-prison-labor-angola-louisiana/ </itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="https://bit.ly/3g7fBPq">Dana Brownlee</a>, senior contributor at Forbes, to the podcast this week to discuss anti-racism at work. Check the links in the show notes to connect with Dana!</p><p><br></p><p>Connect with Dana on <a href="https://bit.ly/3g7fBPq">LinkedIn</a>.</p><p>https://bit.ly/3g7fBPq</p><p><br></p><p>Follow <a href="http://bit.ly/3txjXCy">Dana's work</a> on Forbes.</p><p>http://bit.ly/3txjXCy</p><p><br></p><p>The following are links pertaining to this episode's installment of Workplace Democracy.</p><p><a href="https://www.aclu.org/news/human-rights/captive-labor-exploitation-of-incarcerated-workers">https://www.aclu.org/news/human-rights/captive-labor-exploitation-of-incarcerated-workers</a></p><p><a href="https://www.themarshallproject.org/2022/10/01/what-an-alabama-prisoners-strike-tells-us-about-prison-labor">https://www.themarshallproject.org/2022/10/01/what-an-alabama-prisoners-strike-tells-us-about-prison-labor</a> </p><p><a href="https://www.prisonpolicy.org/phones/state_of_phone_justice.html">https://www.prisonpolicy.org/phones/state_of_phone_justice.html</a> </p><p><a href="https://innocenceproject.org/13th-amendment-slavery-prison-labor-angola-louisiana/">https://innocenceproject.org/13th-amendment-slavery-prison-labor-angola-louisiana/</a> </p>]]>
      </content:encoded>
      <itunes:duration>3953</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[29af2694-64d2-11ed-a56f-ff36e613dcec]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6892287708.mp3?updated=1708954940" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Product Development (w/ Franchesca Carrington)</title>
      <description>Amy welcomes Franchesca Carrington, Vice President, DEI &amp; Talent Development at SharkNinja, to the podcast this week. SharkNinja is proud of its history as a pioneer in small household appliances and cleaning solutions that fit the lifestyles of busy people.

Connect with Franchesca on LinkedIn.
http://bit.ly/3NVnVhM

Check out SharkNinja's website.
http://bit.ly/3EqxQc5

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 11 Nov 2022 10:20:00 -0000</pubDate>
      <itunes:title>Including You : Product Development (w/ Franchesca Carrington)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>678</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9904d28a-61aa-11ed-b389-9b9d794f23e6/image/12fd84.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Franchesca Carrington, Vice President, DEI &amp; Talent Development at SharkNinja, to the podcast this week. SharkNinja is proud of its history as a pioneer in small household appliances and cleaning solutions that fit the lifestyles of busy people.

Connect with Franchesca on LinkedIn.
http://bit.ly/3NVnVhM

Check out SharkNinja's website.
http://bit.ly/3EqxQc5

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="http://bit.ly/3NVnVhM">Franchesca Carrington</a>, Vice President, DEI &amp; Talent Development at SharkNinja, to the podcast this week. SharkNinja is proud of its history as a pioneer in small household appliances and cleaning solutions that fit the lifestyles of busy people.</p><p><br></p><p>Connect with Franchesca on <a href="http://bit.ly/3NVnVhM">LinkedIn</a>.</p><p>http://bit.ly/3NVnVhM</p><p><br></p><p>Check out <a href="http://bit.ly/3EqxQc5">SharkNinja</a>'s website.</p><p>http://bit.ly/3EqxQc5</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1684</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9904d28a-61aa-11ed-b389-9b9d794f23e6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9504407062.mp3?updated=1708954846" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Executive Learning and Leadership (w/ Donald Thompson)</title>
      <description>Zach sits down with Donald Thompson, the CEO of The Diversity Movement, to talk about his journey in building The Diversity Movement and executive learning strategies to create more equitable workplaces.

Check out The Diversity Movement's website.
http://bit.ly/3Egmx6g

Visit Donald's official website.
http://bit.ly/3TrtXba

Learn more about (and order) Donald's book, "Underestimated," on Amazon.
https://bit.ly/3NRuyl1

Connect with Donald on LinkedIn and Twitter.
https://bit.ly/3UhnDnC
https://bit.ly/3FWltW6

The following are links pertaining to the featured episode of Workplace Democracy.
https://www.natlawreview.com/article/white-house-office-science-and-technology-policy-releases-blueprint-ai-bill-rights 
https://www.whitehouse.gov/ostp/ai-bill-of-rights/
https://www.eeoc.gov/ai </description>
      <pubDate>Tue, 08 Nov 2022 10:43:00 -0000</pubDate>
      <itunes:title>Executive Learning and Leadership (w/ Donald Thompson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>677</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d3c094f4-5f52-11ed-b3f5-2bd2d3d7b965/image/3aa42e6806166fc1f16b3de0bb29b32e.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Donald Thompson, the CEO of The Diversity Movement, to talk about his journey in building The Diversity Movement and executive learning strategies to create more equitable workplaces.

Check out The Diversity Movement's website.
http://bit.ly/3Egmx6g

Visit Donald's official website.
http://bit.ly/3TrtXba

Learn more about (and order) Donald's book, "Underestimated," on Amazon.
https://bit.ly/3NRuyl1

Connect with Donald on LinkedIn and Twitter.
https://bit.ly/3UhnDnC
https://bit.ly/3FWltW6

The following are links pertaining to the featured episode of Workplace Democracy.
https://www.natlawreview.com/article/white-house-office-science-and-technology-policy-releases-blueprint-ai-bill-rights 
https://www.whitehouse.gov/ostp/ai-bill-of-rights/
https://www.eeoc.gov/ai </itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="http://bit.ly/3TrtXba">Donald Thompson</a>, the CEO of <a href="http://bit.ly/3Egmx6g">The Diversity Movement</a>, to talk about his journey in building The Diversity Movement and executive learning strategies to create more equitable workplaces.</p><p><br></p><p>Check out <a href="http://bit.ly/3Egmx6g">The Diversity Movement's website</a>.</p><p>http://bit.ly/3Egmx6g</p><p><br></p><p>Visit <a href="http://bit.ly/3TrtXba">Donald's official website</a>.</p><p>http://bit.ly/3TrtXba</p><p><br></p><p>Learn more about (and order) <a href="https://bit.ly/3NRuyl1">Donald's book</a>, "Underestimated," on Amazon.</p><p>https://bit.ly/3NRuyl1</p><p><br></p><p>Connect with Donald on <a href="https://bit.ly/3UhnDnC">LinkedIn</a> and <a href="https://bit.ly/3FWltW6">Twitter</a>.</p><p>https://bit.ly/3UhnDnC</p><p>https://bit.ly/3FWltW6</p><p><br></p><p>The following are links pertaining to the featured episode of Workplace Democracy.</p><p><a href="https://www.natlawreview.com/article/white-house-office-science-and-technology-policy-releases-blueprint-ai-bill-rights%C2%A0">https://www.natlawreview.com/article/white-house-office-science-and-technology-policy-releases-blueprint-ai-bill-rights </a></p><p><a href="https://www.whitehouse.gov/ostp/ai-bill-of-rights/">https://www.whitehouse.gov/ostp/ai-bill-of-rights/</a></p><p><a href="https://www.eeoc.gov/ai%20">https://www.eeoc.gov/ai </a></p>]]>
      </content:encoded>
      <itunes:duration>2859</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d3c094f4-5f52-11ed-b3f5-2bd2d3d7b965]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7214149846.mp3?updated=1708954925" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Sustainable Mission (w/ Wanda Lee Florestine)</title>
      <description>Amy welcomes Wanda Lee Florestine, the Talent &amp; Acquisition Director of GRIDAlternatives.org, to the podcast this week. GRID is an entrepreneurial, high-growth non-profit organization. In this episode, Wanda shares how a sustainable mission helps GRID attract talent at every level.

Connect with Wanda Lee Florestine on LinkedIn.
https://bit.ly/3E0YJ64

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 04 Nov 2022 10:12:06 -0000</pubDate>
      <itunes:title>Including You : Sustainable Mission (w/ Wanda Lee Florestine)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>676</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8830d534-5c29-11ed-bcfd-07869c41fb97/image/470014.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Wanda Lee Florestine, the Talent &amp; Acquisition Director of GRIDAlternatives.org, to the podcast this week. GRID is an entrepreneurial, high-growth non-profit organization. In this episode, Wanda shares how a sustainable mission helps GRID attract talent at every level.

Connect with Wanda Lee Florestine on LinkedIn.
https://bit.ly/3E0YJ64

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3E0YJ64">Wanda Lee Florestine</a>, the Talent &amp; Acquisition Director of GRIDAlternatives.org, to the podcast this week. GRID is an entrepreneurial, high-growth non-profit organization. In this episode, Wanda shares how a sustainable mission helps GRID attract talent at every level.</p><p><br></p><p>Connect with Wanda Lee Florestine on <a href="https://bit.ly/3E0YJ64">LinkedIn</a>.</p><p>https://bit.ly/3E0YJ64</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1714</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8830d534-5c29-11ed-bcfd-07869c41fb97]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4651441183.mp3?updated=1708954966" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking Data &amp; DiversityInc (w/ Carolynn L. Johnson)</title>
      <description>Zach sits down to chat with Carolynn L. Johnson, CEO at DiversityInc, a data platform and media ecosystem known as the preeminent source of diversity, equity and inclusion (DEI) management content, benchmarking and best practices.

Check out DiversityInc's website.
https://bit.ly/3NpuAQP

Connect with Carolynn on LinkedIn and Twitter.
https://bit.ly/3fkd7gn
https://bit.ly/3h2urXp</description>
      <pubDate>Tue, 01 Nov 2022 10:29:25 -0000</pubDate>
      <itunes:title>Talking Data &amp; DiversityInc (w/ Carolynn L. Johnson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>675</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1e0a0366-59d0-11ed-96bb-3f6c5e50ea70/image/60ef6b.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down to chat with Carolynn L. Johnson, CEO at DiversityInc, a data platform and media ecosystem known as the preeminent source of diversity, equity and inclusion (DEI) management content, benchmarking and best practices.

Check out DiversityInc's website.
https://bit.ly/3NpuAQP

Connect with Carolynn on LinkedIn and Twitter.
https://bit.ly/3fkd7gn
https://bit.ly/3h2urXp</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down to chat with <a href="https://bit.ly/3fkd7gn">Carolynn L. Johnson</a>, CEO at DiversityInc, a data platform and media ecosystem known as the preeminent source of diversity, equity and inclusion (DEI) management content, benchmarking and best practices.</p><p><br></p><p>Check out <a href="https://bit.ly/3NpuAQP">DiversityInc's website</a>.</p><p>https://bit.ly/3NpuAQP</p><p><br></p><p>Connect with Carolynn on <a href="https://bit.ly/3fkd7gn">LinkedIn</a> and <a href="https://bit.ly/3h2urXp">Twitter</a>.</p><p>https://bit.ly/3fkd7gn</p><p>https://bit.ly/3h2urXp</p>]]>
      </content:encoded>
      <itunes:duration>4380</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1e0a0366-59d0-11ed-96bb-3f6c5e50ea70]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3596499721.mp3?updated=1708955084" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Racial Equity (w/ Tyeastia Green, MPA)</title>
      <description>Amy welcomes Tyeastia Green, the Executive Director for Racial Equity in the City of Minneapolis, to the Including You podcast to lay out the scope and scale of Minneapolis's racial equity initiatives.

Connect with Tye on LinkedIn.
https://bit.ly/3WbpjjV

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 28 Oct 2022 11:28:31 -0000</pubDate>
      <itunes:title>Including You : Racial Equity (w/ Tyeastia Green, MPA)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>674</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9763ff8c-56b5-11ed-825b-ef70a618cbfa/image/d3cd36.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Tyeastia Green, the Executive Director for Racial Equity in the City of Minneapolis, to the Including You podcast to lay out the scope and scale of Minneapolis's racial equity initiatives.

Connect with Tye on LinkedIn.
https://bit.ly/3WbpjjV

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3WbpjjV">Tyeastia Green</a>, the Executive Director for Racial Equity in the City of Minneapolis, to the Including You podcast to lay out the scope and scale of Minneapolis's racial equity initiatives.</p><p><br></p><p>Connect with Tye on <a href="https://bit.ly/3WbpjjV">LinkedIn</a>.</p><p>https://bit.ly/3WbpjjV</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1655</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9763ff8c-56b5-11ed-825b-ef70a618cbfa]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9994598619.mp3?updated=1708955135" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Women Will Save the World (w/ April D. Ryan)</title>
      <description>Zach sits down with April D. Ryan, an American reporter, author, and White House Correspondent for TheGrio, to talk her latest book, "BLACK WOMEN WILL SAVE THE WORLD" and other dope things. 

Read more about (and purchase!) April's new book, "Black Women Will Save the World," on Amazon.
https://amzn.to/3D2F3x6

Check out April's website.
https://bit.ly/3SAfB7L

Connect with April on LinkedIn and Twitter.
https://bit.ly/3DvRT8x
https://bit.ly/3F7TYIW

Read the piece mentioned on the episode of Workplace Democracy.
https://bit.ly/3snk8zT</description>
      <pubDate>Tue, 25 Oct 2022 09:42:53 -0000</pubDate>
      <itunes:title>Black Women Will Save the World (w/ April D. Ryan)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>673</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fead993c-544e-11ed-b3b1-eb7a390861e6/image/509c00.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with April D. Ryan, an American reporter, author, and White House Correspondent for TheGrio, to talk her latest book, "BLACK WOMEN WILL SAVE THE WORLD" and other dope things. 

Read more about (and purchase!) April's new book, "Black Women Will Save the World," on Amazon.
https://amzn.to/3D2F3x6

Check out April's website.
https://bit.ly/3SAfB7L

Connect with April on LinkedIn and Twitter.
https://bit.ly/3DvRT8x
https://bit.ly/3F7TYIW

Read the piece mentioned on the episode of Workplace Democracy.
https://bit.ly/3snk8zT</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3SAfB7L'">April D. Ryan</a>, an American reporter, author, and White House Correspondent for TheGrio, to talk her latest book, "BLACK WOMEN WILL SAVE THE WORLD" and other dope things. </p><p><br></p><p>Read more about (and purchase!) <a href="https://amzn.to/3D2F3x6">April's new book</a>, "Black Women Will Save the World," on Amazon.</p><p>https://amzn.to/3D2F3x6</p><p><br></p><p>Check out <a href="https://bit.ly/3SAfB7L">April's website</a>.</p><p>https://bit.ly/3SAfB7L</p><p><br></p><p>Connect with April on <a href="https://bit.ly/3DvRT8x">LinkedIn</a> and <a href="https://bit.ly/3F7TYIW">Twitter</a>.</p><p>https://bit.ly/3DvRT8x</p><p>https://bit.ly/3F7TYIW</p><p><br></p><p><a href="https://bit.ly/3snk8zT">Read the piece</a> mentioned on the episode of Workplace Democracy.</p><p>https://bit.ly/3snk8zT</p>]]>
      </content:encoded>
      <itunes:duration>2178</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[fead993c-544e-11ed-b3b1-eb7a390861e6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5813735700.mp3?updated=1708955188" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Rethinking Accountability (w/ Sophia Lewis)</title>
      <description>Amy welcomes Sophia Lewis, the CEO of Tinted Glass BIPOC Careers, to the Including You podcast to discuss rethinking accountability. Tinted Glass is a new employment platform where people can review employers and get information about potential employers. Tinted Glass BIPOC Careers employs 15 people in New York, Illinois, Texas, Louisiana, Michigan, and Canada.

Connect with Sophia on LinkedIn.
https://bit.ly/3yZVLvK

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 21 Oct 2022 10:00:00 -0000</pubDate>
      <itunes:title>Including You : Rethinking Accountability (w/ Sophia Lewis)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>672</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/54e7b214-5126-11ed-9b24-c3cf5c7c2224/image/4b0446.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Sophia Lewis, the CEO of Tinted Glass BIPOC Careers, to the Including You podcast to discuss rethinking accountability. Tinted Glass is a new employment platform where people can review employers and get information about potential employers. Tinted Glass BIPOC Careers employs 15 people in New York, Illinois, Texas, Louisiana, Michigan, and Canada.

Connect with Sophia on LinkedIn.
https://bit.ly/3yZVLvK

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3yZVLvK">Sophia Lewis</a>, the CEO of Tinted Glass BIPOC Careers, to the Including You podcast to discuss rethinking accountability. Tinted Glass is a new employment platform where people can review employers and get information about potential employers. Tinted Glass BIPOC Careers employs 15 people in New York, Illinois, Texas, Louisiana, Michigan, and Canada.</p><p><br></p><p>Connect with Sophia on <a href="https://bit.ly/3yZVLvK">LinkedIn</a>.</p><p>https://bit.ly/3yZVLvK</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1793</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[54e7b214-5126-11ed-9b24-c3cf5c7c2224]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3688731279.mp3?updated=1708955283" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Prioritizing Equity in Web3 (w/ Karen Baker)</title>
      <description>Sheneisha sits down with executive, speaker, educator, and author Karen Baker to talk about design thinking, strategic design, women in business, multiculturalism, and digital marketing. 

Connect with Karen Baker on LinkedIn and Twitter.
https://bit.ly/3CGwuI2
https://bit.ly/3SffDBD

The following are links pertaining to the episode of Workplace Democracy - make use of them if required.
https://www.eeoc.gov/retaliation-making-it-personal
https://www.indeed.com/hire/c/info/workplace-retaliation
https://www.eeoc.gov/federal-sector/digest/digest-equal-employment-opportunity-law-79#
https://www.eeoc.gov/statistics/charge-statistics-charges-filed-eeoc-fy-1997-through-fy-2021
https://www.ethics.org/wp-content/uploads/2019-ECI-WP-Retaliation-in-Workplace.pdf</description>
      <pubDate>Tue, 18 Oct 2022 09:31:00 -0000</pubDate>
      <itunes:title>Prioritizing Equity in Web3 (w/ Karen Baker)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>671</itunes:season>
      <itunes:episode>5</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/da25279c-4ec7-11ed-b3ce-f7edc9b614c7/image/a0c180.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha sits down with executive, speaker, educator, and author Karen Baker to talk about design thinking, strategic design, women in business, multiculturalism, and digital marketing. 

Connect with Karen Baker on LinkedIn and Twitter.
https://bit.ly/3CGwuI2
https://bit.ly/3SffDBD

The following are links pertaining to the episode of Workplace Democracy - make use of them if required.
https://www.eeoc.gov/retaliation-making-it-personal
https://www.indeed.com/hire/c/info/workplace-retaliation
https://www.eeoc.gov/federal-sector/digest/digest-equal-employment-opportunity-law-79#
https://www.eeoc.gov/statistics/charge-statistics-charges-filed-eeoc-fy-1997-through-fy-2021
https://www.ethics.org/wp-content/uploads/2019-ECI-WP-Retaliation-in-Workplace.pdf</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha sits down with executive, speaker, educator, and author <a href="https://bit.ly/3CGwuI2">Karen Baker</a> to talk about design thinking, strategic design, women in business, multiculturalism, and digital marketing. </p><p><br></p><p>Connect with Karen Baker on <a href="https://bit.ly/3CGwuI2">LinkedIn</a> and <a href="https://bit.ly/3SffDBD">Twitter</a>.</p><p>https://bit.ly/3CGwuI2</p><p>https://bit.ly/3SffDBD</p><p><br></p><p>The following are links pertaining to the episode of Workplace Democracy - make use of them if required.</p><p><a href="https://www.eeoc.gov/retaliation-making-it-personal">https://www.eeoc.gov/retaliation-making-it-personal</a></p><p><a href="https://www.indeed.com/hire/c/info/workplace-retaliation">https://www.indeed.com/hire/c/info/workplace-retaliation</a></p><p><a href="https://www.eeoc.gov/federal-sector/digest/digest-equal-employment-opportunity-law-79#">https://www.eeoc.gov/federal-sector/digest/digest-equal-employment-opportunity-law-79#</a></p><p><a href="https://www.eeoc.gov/statistics/charge-statistics-charges-filed-eeoc-fy-1997-through-fy-2021">https://www.eeoc.gov/statistics/charge-statistics-charges-filed-eeoc-fy-1997-through-fy-2021</a></p><p><a href="https://www.ethics.org/wp-content/uploads/2019-ECI-WP-Retaliation-in-Workplace.pdf">https://www.ethics.org/wp-content/uploads/2019-ECI-WP-Retaliation-in-Workplace.pdf</a></p>]]>
      </content:encoded>
      <itunes:duration>3642</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[da25279c-4ec7-11ed-b3ce-f7edc9b614c7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6692857790.mp3?updated=1708955633" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Economic Justice (w/ Dr. Olivia Cook)</title>
      <description>Amy welcomes Dr. Olivia Cook, the Executive Director of the Center for Economic and Social Justice at Miles College, to the show on this week's episode of Including You.

Connect with Dr. Cook on LinkedIn.
https://bit.ly/3MAnM2r

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 14 Oct 2022 09:27:17 -0000</pubDate>
      <itunes:title>Including You : Economic Justice (w/ Dr. Olivia Cook)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>670</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3ff6aa56-4ba2-11ed-9beb-5fd549bc6d94/image/7e3daa.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy welcomes Dr. Olivia Cook, the Executive Director of the Center for Economic and Social Justice at Miles College, to the show on this week's episode of Including You.

Connect with Dr. Cook on LinkedIn.
https://bit.ly/3MAnM2r

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy welcomes <a href="https://bit.ly/3MAnM2r">Dr. Olivia Cook</a>, the Executive Director of the Center for Economic and Social Justice at Miles College, to the show on this week's episode of Including You.</p><p><br></p><p>Connect with Dr. Cook on <a href="https://bit.ly/3MAnM2r">LinkedIn</a>.</p><p>https://bit.ly/3MAnM2r</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2212</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3ff6aa56-4ba2-11ed-9beb-5fd549bc6d94]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5042440759.mp3?updated=1708955685" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Race2Dinner (w/ co-founders Saira Rao &amp; Regina Jackson)</title>
      <description>Zach chats with Race2Dinner co-founders Regina Jackson and Saira Rao a second time to talk about their documentary, white terrorism, their new book, and so much more. This episode features explicit language. Listener discretion is advised!

Connect with Saira &amp; Regina on LinkedIn.
https://bit.ly/2XgzpUP
https://bit.ly/3RRscmG

Learn more about (and pre-order!) Saira &amp; Regina's new book, "White Women: Everything You Already Know About Your Own Racism and How to Do Better," on Amazon.
https://amzn.to/3STon1s</description>
      <pubDate>Tue, 11 Oct 2022 09:32:11 -0000</pubDate>
      <itunes:title>Race2Dinner (w/ co-founders Saira Rao &amp; Regina Jackson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>669</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9bd3ac64-4947-11ed-b2a1-7b7cb4cd7c7b/image/8c544a.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach chats with Race2Dinner co-founders Regina Jackson and Saira Rao a second time to talk about their documentary, white terrorism, their new book, and so much more. This episode features explicit language. Listener discretion is advised!

Connect with Saira &amp; Regina on LinkedIn.
https://bit.ly/2XgzpUP
https://bit.ly/3RRscmG

Learn more about (and pre-order!) Saira &amp; Regina's new book, "White Women: Everything You Already Know About Your Own Racism and How to Do Better," on Amazon.
https://amzn.to/3STon1s</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with Race2Dinner co-founders <a href="https://bit.ly/3RRscmG">Regina Jackson</a> and <a href="https://bit.ly/2XgzpUP">Saira Rao</a> a second time to talk about their documentary, white terrorism, <a href="https://amzn.to/3STon1s">their new book</a>, and so much more. This episode features explicit language. Listener discretion is advised!</p><p><br></p><p>Connect with <a href="https://bit.ly/2XgzpUP">Saira</a> &amp; <a href="https://bit.ly/3RRscmG">Regina</a> on LinkedIn.</p><p>https://bit.ly/2XgzpUP</p><p>https://bit.ly/3RRscmG</p><p><br></p><p>Learn more about (and pre-order!) <a href="https://amzn.to/3STon1s">Saira &amp; Regina's new book</a>, "White Women: Everything You Already Know About Your Own Racism and How to Do Better," on Amazon.</p><p>https://amzn.to/3STon1s</p>]]>
      </content:encoded>
      <itunes:duration>3252</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9bd3ac64-4947-11ed-b2a1-7b7cb4cd7c7b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8421202071.mp3?updated=1708955826" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Social Capital (w/ H. Puentes)</title>
      <description>H. Puentes, the Co-Founder and Ex-Director of San Diego Squared, explains how SD2 connects underrepresented students to the power of STEM by providing access to education, mentorship, and the resources they need to lead the talent workforce.

Connect with H. on LinkedIn.
https://bit.ly/3SNrLLq

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 07 Oct 2022 10:59:00 -0000</pubDate>
      <itunes:title>Including You : Social Capital (w/ H. Puentes)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>668</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fd5c1ad0-4630-11ed-9c22-ebb98c07f190/image/c9fadc.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>H. Puentes, the Co-Founder and Ex-Director of San Diego Squared, explains how SD2 connects underrepresented students to the power of STEM by providing access to education, mentorship, and the resources they need to lead the talent workforce.

Connect with H. on LinkedIn.
https://bit.ly/3SNrLLq

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="https://bit.ly/3SNrLLq">H. Puentes</a>, the Co-Founder and Ex-Director of San Diego Squared, explains how SD2 connects underrepresented students to the power of STEM by providing access to education, mentorship, and the resources they need to lead the talent workforce.</p><p><br></p><p>Connect with H. on <a href="https://bit.ly/3SNrLLq">LinkedIn</a>.</p><p>https://bit.ly/3SNrLLq</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2070</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[fd5c1ad0-4630-11ed-9c22-ebb98c07f190]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4105662714.mp3?updated=1708955839" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Ethics &amp; Leadership (w/ Dr. Lonnie Morris)</title>
      <description>Zach sits down with professor and host of The Access Point Dr. Lonnie Morris to talk about the nuances of leadership and talent management.

Connect with Dr. Morris on LinkedIn and Twitter.
https://bit.ly/3B3Zp9g
https://bit.ly/3buxfpX

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 04 Oct 2022 10:10:06 -0000</pubDate>
      <itunes:title>Ethics &amp; Leadership (w/ Dr. Lonnie Morris)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>667</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6bf5a9fe-43cd-11ed-b247-47235dc70b42/image/JG__8_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with professor and host of The Access Point Dr. Lonnie Morris to talk about the nuances of leadership and talent management.

Connect with Dr. Morris on LinkedIn and Twitter.
https://bit.ly/3B3Zp9g
https://bit.ly/3buxfpX

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with professor and host of The Access Point <a href="https://bit.ly/3B3Zp9g">Dr. Lonnie Morris</a> to talk about the nuances of leadership and talent management.</p><p><br></p><p>Connect with Dr. Morris on <a href="https://bit.ly/3B3Zp9g">LinkedIn</a> and <a href="https://bit.ly/3buxfpX">Twitter</a>.</p><p>https://bit.ly/3B3Zp9g</p><p>https://bit.ly/3buxfpX</p><p><br></p><p>Take a look at <a href="https://bit.ly/375rFbY">Living Corporate's official merch</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2362</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6bf5a9fe-43cd-11ed-b247-47235dc70b42]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3745778345.mp3?updated=1708955902" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Learning Structures (w/ Dr. Angela Alston)</title>
      <description>Dr. Angela Alston, the Chief Diversity Officer of The Ohio State University College of Nursing, explains how learning structures have accelerated DEI at The Ohio State University College of Nursing.

Connect with Dr. Alston on LinkedIn.
https://bit.ly/3UPFdjl

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 30 Sep 2022 09:28:58 -0000</pubDate>
      <itunes:title>Including You : Learning Structures (w/ Dr. Angela Alston)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>666</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/57e475b2-40a3-11ed-8220-9f7352ef02f5/image/episode_graphic_015_angela_alston.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Dr. Angela Alston, the Chief Diversity Officer of The Ohio State University College of Nursing, explains how learning structures have accelerated DEI at The Ohio State University College of Nursing.

Connect with Dr. Alston on LinkedIn.
https://bit.ly/3UPFdjl

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="https://bit.ly/3UPFdjl">Dr. Angela Alston</a>, the Chief Diversity Officer of The Ohio State University College of Nursing, explains how learning structures have accelerated DEI at The Ohio State University College of Nursing.</p><p><br></p><p>Connect with Dr. Alston on <a href="https://bit.ly/3UPFdjl">LinkedIn</a>.</p><p>https://bit.ly/3UPFdjl</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2111</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[57e475b2-40a3-11ed-8220-9f7352ef02f5]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9641007678.mp3?updated=1708955948" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : New Podcast Announcement</title>
      <description>On the final TAP In with Tristan, Tristan announces his new podcast on the Living Corporate Network - The ClariTEA Podcast, where you’ll not only get the insight to help you transition your career, but raw, unfiltered conversations about equity and access in Corporate America. Click the links in the show notes to subscribe today - Tristan and Zach have a longer trailer up for you to listen to as well!

Listen to a longer trailer with more details regarding Tristan's new podcast - be sure to subscribe and rate 5 stars if you enjoy! The ClariTEA Podcast is available on all major podcasting platforms, including Apple and Spotify.
https://bit.ly/3xJOYWl
https://bit.ly/3Uw1AtO

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 29 Sep 2022 11:11:39 -0000</pubDate>
      <itunes:title>TAP In with Tristan : New Podcast Announcement</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>6</itunes:season>
      <itunes:episode>665</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d0c6cb86-3fe7-11ed-8b64-7b2c3d7adc24/image/TI_929.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the final TAP In with Tristan, Tristan announces his new podcast on the Living Corporate Network - The ClariTEA Podcast, where you’ll not only get the insight to help you transition your career, but raw, unfiltered conversations about equity and access in Corporate America. Click the links in the show notes to subscribe today - Tristan and Zach have a longer trailer up for you to listen to as well!

Listen to a longer trailer with more details regarding Tristan's new podcast - be sure to subscribe and rate 5 stars if you enjoy! The ClariTEA Podcast is available on all major podcasting platforms, including Apple and Spotify.
https://bit.ly/3xJOYWl
https://bit.ly/3Uw1AtO

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the final TAP In with Tristan, <a href="http://bit.ly/2G7d6HK">Tristan</a> announces his new podcast on the Living Corporate Network - <a href="https://bit.ly/3xJOYWl">The ClariTEA Podcast</a>, where you’ll not only get the insight to help you transition your career, but raw, unfiltered conversations about equity and access in Corporate America. Click the links in the show notes to subscribe today - Tristan and Zach have a longer trailer up for you to listen to as well!</p><p><br></p><p>Listen to a longer trailer with more details regarding Tristan's new podcast - be sure to subscribe and rate 5 stars if you enjoy! The ClariTEA Podcast is available on all major podcasting platforms, including <a href="https://bit.ly/3xJOYWl">Apple</a> and <a href="https://bit.ly/3Uw1AtO">Spotify</a>.</p><p>https://bit.ly/3xJOYWl</p><p>https://bit.ly/3Uw1AtO</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>336</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d0c6cb86-3fe7-11ed-8b64-7b2c3d7adc24]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7530310141.mp3?updated=1664450339" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Google's New Interview Tool</title>
      <description>Tristan talks about a new interviewing tool on today's episode. There's a new tool that can also help you when you're preparing for that important interview. Google recently released its new interview prep tool, Interview Warm Up. The tool uses artificial intelligence that records users answering common interview questions, such as "Tell me about yourself" and "Tell me about a time you made a mistake." It can also ask more technical, skill, and industry-specific questions. It transcribes your answer in real-time and analyzes it for relevance, job-related terms, and word repetition. It also identifies talking points like skills, experience, and lessons learned. Listen to the full tip to learn more.

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Interested in Google's new interview tool?
https://bit.ly/3SleNnY

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 28 Sep 2022 09:58:27 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Google's New Interview Tool</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>664</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f149ecde-3f16-11ed-beda-a73b59c4b8db/image/JG__6_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about a new interviewing tool on today's episode. There's a new tool that can also help you when you're preparing for that important interview. Google recently released its new interview prep tool, Interview Warm Up. The tool uses artificial intelligence that records users answering common interview questions, such as "Tell me about yourself" and "Tell me about a time you made a mistake." It can also ask more technical, skill, and industry-specific questions. It transcribes your answer in real-time and analyzes it for relevance, job-related terms, and word repetition. It also identifies talking points like skills, experience, and lessons learned. Listen to the full tip to learn more.

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Interested in Google's new interview tool?
https://bit.ly/3SleNnY

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about a new interviewing tool on today's episode. There's a new tool that can also help you when you're preparing for that important interview. Google recently released its new interview prep tool, Interview Warm Up. The tool uses artificial intelligence that records users answering common interview questions, such as "Tell me about yourself" and "Tell me about a time you made a mistake." It can also ask more technical, skill, and industry-specific questions. It transcribes your answer in real-time and analyzes it for relevance, job-related terms, and word repetition. It also identifies talking points like skills, experience, and lessons learned. Listen to the full tip to learn more.</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Interested in <a href="https://bit.ly/3SleNnY">Google's new interview tool</a>?</p><p>https://bit.ly/3SleNnY</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>452</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f149ecde-3f16-11ed-beda-a73b59c4b8db]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8041657112.mp3?updated=1664360712" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking Innovation, Disruption, and Identity (w/ Diego Pantoja-Navajas)</title>
      <description>Zach sits down with Diego Pantoja-Navajas, senior executive at Amazon Web Services, to talk about his journey as a founder, executive, and sponsor.

Connect with Diego on LinkedIn.
https://bit.ly/3CddHoI

Read more about AWS's commitment to diversity, equity and inclusion.
https://go.aws/3rbcx6Y

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 27 Sep 2022 07:43:00 -0000</pubDate>
      <itunes:title>Talking Innovation, Disruption, and Identity (w/ Diego Pantoja-Navajas)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>663</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4527c45e-3e39-11ed-94cd-8b055d0656c4/image/Copy_of_Copy_of_Copy_of_Copy_of_Flagship_01.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Diego Pantoja-Navajas, senior executive at Amazon Web Services, to talk about his journey as a founder, executive, and sponsor.

Connect with Diego on LinkedIn.
https://bit.ly/3CddHoI

Read more about AWS's commitment to diversity, equity and inclusion.
https://go.aws/3rbcx6Y

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3CddHoI">Diego Pantoja-Navajas</a>, senior executive at Amazon Web Services, to talk about his journey as a founder, executive, and sponsor.</p><p><br></p><p>Connect with Diego on <a href="https://bit.ly/3CddHoI">LinkedIn</a>.</p><p>https://bit.ly/3CddHoI</p><p><br></p><p>Read more about <a href="https://go.aws/3rbcx6Y">AWS's commitment to diversity, equity and inclusion</a>.</p><p>https://go.aws/3rbcx6Y</p><p><br></p><p>Take a look at Living Corporate's <a href="https://bit.ly/375rFbY">official merch</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2374</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4527c45e-3e39-11ed-94cd-8b055d0656c4]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7521254418.mp3?updated=1708956186" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Talent Acquisition (w/ Shakima Jackson-Martinez)</title>
      <description>Shakima Jackson-Martinez, a Diversity, Equity and Inclusion Advocate who specializes in inclusive talent acquisition, foundational DEl practices, and building organizational empathy through internal research, Shakima tells us how talent acquisition metrics are driving inclusion at AnswerLab.

Connect with Shakima on LinkedIn.
https://bit.ly/3UC3LfM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 23 Sep 2022 09:53:50 -0000</pubDate>
      <itunes:title>Including You : Talent Acquisition (w/ Shakima Jackson-Martinez)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>662</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2fdd313e-3b27-11ed-beee-5775aaa9b434/image/Including_You__12_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Shakima Jackson-Martinez, a Diversity, Equity and Inclusion Advocate who specializes in inclusive talent acquisition, foundational DEl practices, and building organizational empathy through internal research, Shakima tells us how talent acquisition metrics are driving inclusion at AnswerLab.

Connect with Shakima on LinkedIn.
https://bit.ly/3UC3LfM

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="https://bit.ly/3UC3LfM">Shakima Jackson-Martinez</a>, a Diversity, Equity and Inclusion Advocate who specializes in inclusive talent acquisition, foundational DEl practices, and building organizational empathy through internal research, Shakima tells us how talent acquisition metrics are driving inclusion at AnswerLab.</p><p><br></p><p>Connect with <a href="https://bit.ly/3UC3LfM">Shakima</a> on LinkedIn.</p><p>https://bit.ly/3UC3LfM</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1883</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2fdd313e-3b27-11ed-beee-5775aaa9b434]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8786842485.mp3?updated=1708956061" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Should You Put Your Pronouns On Your Resume?</title>
      <description>Tristan talks about pronouns and if you should put them on your resume. Everything you choose to put in your documents is a personal decision. If you feel comfortable and safe, then feel free to include it. Listen to the full tip to understand the potential ramifications and more.

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 22 Sep 2022 09:38:29 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Should You Put Your Pronouns On Your Resume?</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>661</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e3767700-3a5a-11ed-ae8f-abca5dece872/image/TI_922.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about pronouns and if you should put them on your resume. Everything you choose to put in your documents is a personal decision. If you feel comfortable and safe, then feel free to include it. Listen to the full tip to understand the potential ramifications and more.

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about pronouns and if you should put them on your resume. Everything you choose to put in your documents is a personal decision. If you feel comfortable and safe, then feel free to include it. Listen to the full tip to understand the potential ramifications and more.</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>443</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e3767700-3a5a-11ed-ae8f-abca5dece872]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1771980287.mp3?updated=1663840056" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 4 Types of Influence to Use at Work</title>
      <description>Tristan talks about 4 types of influence to use at work. In most situations, you will use a combination of these 4 types of influence. The key is to identify what outcomes you're looking for and who your audience is; then you can select the right type of combination for your situation.

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 21 Sep 2022 08:37:52 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 4 Types of Influence to Use at Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>660</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3efc7924-3995-11ed-8ba9-b7caf2ba0c33/image/TI_921.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about 4 types of influence to use at work. In most situations, you will use a combination of these 4 types of influence. The key is to identify what outcomes you're looking for and who your audience is; then you can select the right type of combination for your situation.

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about 4 types of influence to use at work. In most situations, you will use a combination of these 4 types of influence. The key is to identify what outcomes you're looking for and who your audience is; then you can select the right type of combination for your situation.</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>426</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3efc7924-3995-11ed-8ba9-b7caf2ba0c33]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5309794591.mp3?updated=1663755169" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Getting Past the Fluff in Corporate DEI (w/ Adrian Parker)</title>
      <description>Zach sits down with Adrian Parker, a writer, advisor and marketer, formerly the global VP of marketing for Patrón Tequila, to talk about the ways corporate DEI needs to change.

Connect with Adrian on LinkedIn and Twitter.
https://bit.ly/3drQlSB
https://bit.ly/3BU6eL2

Check out Adrian's blog.
https://bit.ly/3DBR4eE

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 20 Sep 2022 09:51:00 -0000</pubDate>
      <itunes:title>Getting Past the Fluff in Corporate DEI (w/ Adrian Parker)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>659</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/efd8043c-38ca-11ed-8ddd-2bf682e56746/image/RTT_Adrian.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Adrian Parker, a writer, advisor and marketer, formerly the global VP of marketing for Patrón Tequila, to talk about the ways corporate DEI needs to change.

Connect with Adrian on LinkedIn and Twitter.
https://bit.ly/3drQlSB
https://bit.ly/3BU6eL2

Check out Adrian's blog.
https://bit.ly/3DBR4eE

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3drQlSB">Adrian Parker</a>, a writer, advisor and marketer, formerly the global VP of marketing for Patrón Tequila, to talk about the ways corporate DEI needs to change.</p><p><br></p><p>Connect with Adrian on <a href="https://bit.ly/3drQlSB">LinkedIn</a> and <a href="https://bit.ly/3BU6eL2">Twitter</a>.</p><p>https://bit.ly/3drQlSB</p><p>https://bit.ly/3BU6eL2</p><p><br></p><p>Check out <a href="https://bit.ly/3DBR4eE">Adrian's blog</a>.</p><p>https://bit.ly/3DBR4eE</p><p><br></p><p>Take a look at Living Corporate's <a href="https://bit.ly/375rFbY">official merch</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3339</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[efd8043c-38ca-11ed-8ddd-2bf682e56746]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1021709300.mp3?updated=1708956221" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Cultural Competence (w/ Vanessa Nazario)</title>
      <description>Vanessa Nazario, the Corporate Director and Chief Diversity Officer of Memorial Healthcare System, shares how teaching cultural competency internally improves patient experience and outcomes.

Connect with Vanessa on LinkedIn.
https://bit.ly/3dnw2FN

Read about Memorial's commitment to diversity, equity and inclusion.
https://bit.ly/3dec80c

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 16 Sep 2022 09:14:53 -0000</pubDate>
      <itunes:title>Including You : Cultural Competence (w/ Vanessa Nazario)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>658</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9fbb85c8-35a0-11ed-8f85-b3513c55782a/image/episode_graphic_013_Vanessa_Nazario.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Vanessa Nazario, the Corporate Director and Chief Diversity Officer of Memorial Healthcare System, shares how teaching cultural competency internally improves patient experience and outcomes.

Connect with Vanessa on LinkedIn.
https://bit.ly/3dnw2FN

Read about Memorial's commitment to diversity, equity and inclusion.
https://bit.ly/3dec80c

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="https://bit.ly/3dnw2FN">Vanessa Nazario</a>, the Corporate Director and Chief Diversity Officer of Memorial Healthcare System, shares how teaching cultural competency internally improves patient experience and outcomes.</p><p><br></p><p>Connect with Vanessa on <a href="https://bit.ly/3dnw2FN">LinkedIn</a>.</p><p>https://bit.ly/3dnw2FN</p><p><br></p><p>Read about <a href="https://bit.ly/3dec80c">Memorial's commitment</a> to diversity, equity and inclusion.</p><p>https://bit.ly/3dec80c</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1955</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9fbb85c8-35a0-11ed-8f85-b3513c55782a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8733483414.mp3?updated=1708956175" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : How to Make Friends at Work If You’re Remote</title>
      <description>Tristan discusses how you can make friends at work if you're remote. These types of relationships just take a bit more intentional effort, especially if you're a new hire. Tune in to hear what Tristan has to say!

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 15 Sep 2022 09:42:13 -0000</pubDate>
      <itunes:title>TAP In with Tristan : How to Make Friends at Work If You’re Remote</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>657</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e89fb1c2-34da-11ed-8242-6bd0ac6a5222/image/TI_915.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how you can make friends at work if you're remote. These types of relationships just take a bit more intentional effort, especially if you're a new hire. Tune in to hear what Tristan has to say!

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how you can make friends at work if you're remote. These types of relationships just take a bit more intentional effort, especially if you're a new hire. Tune in to hear what Tristan has to say!</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>508</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e89fb1c2-34da-11ed-8242-6bd0ac6a5222]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7250205307.mp3?updated=1663235333" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Stop Downplaying Your Skills at Work</title>
      <description>Tristan discusses how you can stop downplaying your skills. It's incredibly common to doubt your skills and abilities at work, but by not stepping into, owning, celebrating, and marketing your skills and abilities, you could be getting in the way of your career advancement. 

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 14 Sep 2022 09:39:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Stop Downplaying Your Skills at Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>656</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/20b82176-3412-11ed-b4bc-d37844a377d8/image/sdys.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how you can stop downplaying your skills. It's incredibly common to doubt your skills and abilities at work, but by not stepping into, owning, celebrating, and marketing your skills and abilities, you could be getting in the way of your career advancement. 

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how you can stop downplaying your skills. It's incredibly common to doubt your skills and abilities at work, but by not stepping into, owning, celebrating, and marketing your skills and abilities, you could be getting in the way of your career advancement. </p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>484</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[20b82176-3412-11ed-b4bc-d37844a377d8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9271908649.mp3?updated=1663150259" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Folks, HR, and Workplace Equity (w/ Celeste Warren)</title>
      <description>Zach sits down with author and executive Celeste Warren to talk HR, Diversity &amp; Inclusion, her work at Merck, and her latest book, "How to Be a Diversity and Inclusion Ambassador: Everyone’s Role in Helping All Feel Accepted, Engaged, and Valued."

Check out her newest book on Amazon.
https://amzn.to/3d7eUUW

Connect with Celeste on LinkedIn and Twitter.
https://bit.ly/3Bej6tO
https://bit.ly/3BAHLdo

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 13 Sep 2022 08:47:43 -0000</pubDate>
      <itunes:title>Black Folks, HR, and Workplace Equity (w/ Celeste Warren)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>655</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5084ed2a-3341-11ed-9cdb-b761d5b8b0aa/image/RTT_Celeste.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with author and executive Celeste Warren to talk HR, Diversity &amp; Inclusion, her work at Merck, and her latest book, "How to Be a Diversity and Inclusion Ambassador: Everyone’s Role in Helping All Feel Accepted, Engaged, and Valued."

Check out her newest book on Amazon.
https://amzn.to/3d7eUUW

Connect with Celeste on LinkedIn and Twitter.
https://bit.ly/3Bej6tO
https://bit.ly/3BAHLdo

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with author and executive <a href="https://bit.ly/3Bej6tO">Celeste Warren</a> to talk HR, Diversity &amp; Inclusion, her work at Merck, and her latest book, "How to Be a Diversity and Inclusion Ambassador: Everyone’s Role in Helping All Feel Accepted, Engaged, and Valued."</p><p><br></p><p>Check out <a href="https://amzn.to/3d7eUUW">her newest book</a> on Amazon.</p><p>https://amzn.to/3d7eUUW</p><p><br></p><p>Connect with Celeste on <a href="https://bit.ly/3Bej6tO">LinkedIn</a> and <a href="https://bit.ly/3BAHLdo">Twitter</a>.</p><p>https://bit.ly/3Bej6tO</p><p>https://bit.ly/3BAHLdo</p><p><br></p><p>Take a look at <a href="https://bit.ly/375rFbY">Living Corporate's official merch</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3803</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5084ed2a-3341-11ed-9cdb-b761d5b8b0aa]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7166932032.mp3?updated=1663059413" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Environmental Justice (w/ Chris Smith)</title>
      <description>Chris Smith, formerly a senior advisor for diversity, equity, inclusion and belonging at The Building People, explains the massive scope and individual actions that can lead to environmental justice. 

Connect with Chris on LinkedIn.
https://bit.ly/3L3gPpT

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 09 Sep 2022 09:56:47 -0000</pubDate>
      <itunes:title>Including You : Environmental Justice (w/ Chris Smith)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>654</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6d4e2430-3026-11ed-b36d-9f42092ade1e/image/IY_12.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Chris Smith, formerly a senior advisor for diversity, equity, inclusion and belonging at The Building People, explains the massive scope and individual actions that can lead to environmental justice. 

Connect with Chris on LinkedIn.
https://bit.ly/3L3gPpT

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="https://bit.ly/3L3gPpT">Chris Smith</a>, formerly a senior advisor for diversity, equity, inclusion and belonging at The Building People, explains the massive scope and individual actions that can lead to environmental justice. </p><p><br></p><p>Connect with Chris on <a href="https://bit.ly/3L3gPpT">LinkedIn</a>.</p><p>https://bit.ly/3L3gPpT</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1769</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6d4e2430-3026-11ed-b36d-9f42092ade1e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8647945606.mp3?updated=1662718089" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Job Hopping - Is It Really Worth It?</title>
      <description>Tristan discusses job hopping &amp; how to determine whether or not it's worth it. In summary - is it okay to hop hop? Absolutely. You just want to make sure you do it for the right reasons. 

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 08 Sep 2022 10:15:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Job Hopping - Is It Really Worth It?</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>653</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5d28d432-2f5f-11ed-a7f9-fbf3c33ff139/image/JG__5_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses job hopping &amp; how to determine whether or not it's worth it. In summary - is it okay to hop hop? Absolutely. You just want to make sure you do it for the right reasons. 

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses job hopping &amp; how to determine whether or not it's worth it. In summary - is it okay to hop hop? Absolutely. You just want to make sure you do it for the right reasons. </p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>430</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5d28d432-2f5f-11ed-a7f9-fbf3c33ff139]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6701337034.mp3?updated=1662632675" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Why Soft Skills Are Important &amp; How to Improve Them</title>
      <description>Tristan talks about soft skills, what they are, and why and when they're important. Professional development is important to help you progress and advance in your career, but don't forget the soft skills!

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 07 Sep 2022 09:05:25 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Why Soft Skills Are Important &amp; How to Improve Them</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>652</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3f3c8e10-2e8c-11ed-bacf-774eea90d724/image/TI_97.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about soft skills, what they are, and why and when they're important. Professional development is important to help you progress and advance in your career, but don't forget the soft skills!

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about soft skills, what they are, and why and when they're important. Professional development is important to help you progress and advance in your career, but don't forget the soft skills!</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>394</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3f3c8e10-2e8c-11ed-bacf-774eea90d724]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3332592747.mp3?updated=1662541841" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Biden, Trump, and Voting (w/ Dr. Jason Johnson)</title>
      <description>Zach sits down with friend of the show Dr. Jason Johnson to talk about the political landscape in this moment as well as his advice on the next generation of voters.

Connect with Dr. Johnson on Twitter.
https://bit.ly/3qeS3JO

Check out Dr. Johnson's official website.
https://bit.ly/3TKL1Ks

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 06 Sep 2022 09:23:48 -0000</pubDate>
      <itunes:title>Biden, Trump, and Voting (w/ Dr. Jason Johnson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>651</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5666bc34-2dc7-11ed-a68b-63b47b7d9d52/image/RTT_96.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with friend of the show Dr. Jason Johnson to talk about the political landscape in this moment as well as his advice on the next generation of voters.

Connect with Dr. Johnson on Twitter.
https://bit.ly/3qeS3JO

Check out Dr. Johnson's official website.
https://bit.ly/3TKL1Ks

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with friend of the show <a href="https://bit.ly/3qeS3JO">Dr. Jason Johnson</a> to talk about the political landscape in this moment as well as his advice on the next generation of voters.</p><p><br></p><p>Connect with <a href="https://bit.ly/3qeS3JO">Dr. Johnson on Twitter</a>.</p><p>https://bit.ly/3qeS3JO</p><p><br></p><p>Check out <a href="https://bit.ly/3TKL1Ks">Dr. Johnson's official website</a>.</p><p>https://bit.ly/3TKL1Ks</p><p><br></p><p>Take a look at <a href="https://bit.ly/375rFbY">Living Corporate's official merch</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2832</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5666bc34-2dc7-11ed-a68b-63b47b7d9d52]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1055317510.mp3?updated=1662457276" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Culture Shift (w/ Lisa M. Sanchez)</title>
      <description>Lisa M. Sanchez, Vice President for the Office of Employee Experience &amp; Engagement (HR) at ArtCenter College of Design, explains how the college is effecting a culture shift that supports an evolution of language and interpersonal skills.

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 02 Sep 2022 09:33:44 -0000</pubDate>
      <itunes:title>Including You : Culture Shift (w/ Lisa M. Sanchez)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>650</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/da17ec14-2aa3-11ed-ab8c-c35b3cf36e37/image/episode_graphic_-_Lisa_Sanchez.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Lisa M. Sanchez, Vice President for the Office of Employee Experience &amp; Engagement (HR) at ArtCenter College of Design, explains how the college is effecting a culture shift that supports an evolution of language and interpersonal skills.

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Lisa M. Sanchez, Vice President for the Office of Employee Experience &amp; Engagement (HR) at ArtCenter College of Design, explains how the college is effecting a culture shift that supports an evolution of language and interpersonal skills.</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1713</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[da17ec14-2aa3-11ed-ab8c-c35b3cf36e37]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6378951584.mp3?updated=1662112175" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : The Point of Brainteaser &amp; Odd Interview Questions</title>
      <description>Tristan talks about how to answer brainteaser and odd interview questions. While these questions may seem out of place in an interview, they do actually serve a purpose for employers.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 01 Sep 2022 10:01:37 -0000</pubDate>
      <itunes:title>TAP In with Tristan : The Point of Brainteaser &amp; Odd Interview Questions</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>649</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5eb7ceca-29dd-11ed-95bd-d3792838fd85/image/TI_91.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about how to answer brainteaser and odd interview questions. While these questions may seem out of place in an interview, they do actually serve a purpose for employers.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about how to answer brainteaser and odd interview questions. While these questions may seem out of place in an interview, they do actually serve a purpose for employers.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>490</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5eb7ceca-29dd-11ed-95bd-d3792838fd85]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4946090798.mp3?updated=1662027648" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : What is "Quiet Quitting"?</title>
      <description>Tristan talks about quiet quitting and what it is. The concept of quiet quitting has taken TikTok by storm with more than 3.9 million video views. What most people can agree on is that the basic idea of quiet quitting is not overworking, but what that looks like in practice is subject to interpretation.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 31 Aug 2022 09:45:01 -0000</pubDate>
      <itunes:title>TAP In with Tristan : What is "Quiet Quitting"?</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>648</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d0b54dd0-2911-11ed-bbff-83f594310073/image/ttl.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about quiet quitting and what it is. The concept of quiet quitting has taken TikTok by storm with more than 3.9 million video views. What most people can agree on is that the basic idea of quiet quitting is not overworking, but what that looks like in practice is subject to interpretation.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about quiet quitting and what it is. The concept of quiet quitting has taken TikTok by storm with more than 3.9 million video views. What most people can agree on is that the basic idea of quiet quitting is not overworking, but what that looks like in practice is subject to interpretation.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>413</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d0b54dd0-2911-11ed-bbff-83f594310073]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1700832044.mp3?updated=1661939607" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Rickey Henderson, Lamar Jackson, and Self-Advocacy (w/ Howard Bryant)</title>
      <description>Zach sits down with friend of the show Howard Bryant to talk about his latest book, Lamar Jackson contract talk, and the reality of self-advocacy in and out of sports.

Learn more about Howard's newest book "Rickey: The Life and Legend of an American Original."
https://bit.ly/3Q15yaH

Check out Howard's official website.
http://bit.ly/2ST5jmf

Connect with Howard on Twitter.
http://bit.ly/37Azq7v</description>
      <pubDate>Tue, 30 Aug 2022 09:54:04 -0000</pubDate>
      <itunes:title>Rickey Henderson, Lamar Jackson, and Self-Advocacy (w/ Howard Bryant)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>647</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d98f41f8-284a-11ed-9c88-035ac0767717/image/HB.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with friend of the show Howard Bryant to talk about his latest book, Lamar Jackson contract talk, and the reality of self-advocacy in and out of sports.

Learn more about Howard's newest book "Rickey: The Life and Legend of an American Original."
https://bit.ly/3Q15yaH

Check out Howard's official website.
http://bit.ly/2ST5jmf

Connect with Howard on Twitter.
http://bit.ly/37Azq7v</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with friend of the show <a href="http://bit.ly/2ST5jmf">Howard Bryant</a> to talk about his latest book, Lamar Jackson contract talk, and the reality of self-advocacy in and out of sports.</p><p><br></p><p>Learn more about <a href="https://bit.ly/3Q15yaH">Howard's newest book</a> "Rickey: The Life and Legend of an American Original."</p><p>https://bit.ly/3Q15yaH</p><p><br></p><p>Check out <a href="http://bit.ly/2ST5jmf">Howard's official website</a>.</p><p>http://bit.ly/2ST5jmf</p><p><br></p><p>Connect with Howard on <a href="http://bit.ly/37Azq7v">Twitter</a>.</p><p>http://bit.ly/37Azq7v</p>]]>
      </content:encoded>
      <itunes:duration>2694</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d98f41f8-284a-11ed-9c88-035ac0767717]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1574223528.mp3?updated=1661854173" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Coalition Building (w/ Dr. Val Torres)</title>
      <description>Dr. Val Torres, the Board Director of The Hispanic Chamber of Commerce of Pinellas County, explains how he’s building broad community support to expand opportunity in his region.

Connect with Dr. Torres on LinkedIn.
https://bit.ly/3POSFAt

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 26 Aug 2022 10:44:21 -0000</pubDate>
      <itunes:title>Including You : Coalition Building (w/ Dr. Val Torres)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>646</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7e42d262-2528-11ed-b89e-dfc7bce3b33f/image/Episode_Graphic_e010_Val_Torres.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Dr. Val Torres, the Board Director of The Hispanic Chamber of Commerce of Pinellas County, explains how he’s building broad community support to expand opportunity in his region.

Connect with Dr. Torres on LinkedIn.
https://bit.ly/3POSFAt

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Dr. Val Torres, the Board Director of The Hispanic Chamber of Commerce of Pinellas County, explains how he’s building broad community support to expand opportunity in his region.</p><p><br></p><p>Connect with Dr. Torres on <a href="https://bit.ly/3POSFAt">LinkedIn</a>.</p><p>https://bit.ly/3POSFAt</p><p><br></p><p>Including You is brought to you by Lead at Any Level. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1591</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[7e42d262-2528-11ed-b89e-dfc7bce3b33f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1265166625.mp3?updated=1661509459" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Patriarchy Blues (w/ Frederick Joseph)</title>
      <description>Zach sits down with author, speaker, influencer, marketing expert, and activist Frederick Joseph to talk about his latest book and cishet Black men's relationship with patriarchy and our role in dismantling it.

Connect with Frederick on Twitter and Instagram.
https://bit.ly/33eA6iS
https://bit.ly/3wpUSeA

Check out Frederick's website.
https://bit.ly/3KjqcRQ

Learn more about Frederick's books on Amazon.
https://amzn.to/3Ao6v6R</description>
      <pubDate>Thu, 25 Aug 2022 09:40:53 -0000</pubDate>
      <itunes:title>Patriarchy Blues (w/ Frederick Joseph)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>645</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e9760550-245a-11ed-a5db-471ddfa0c2b3/image/FJ_825.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with author, speaker, influencer, marketing expert, and activist Frederick Joseph to talk about his latest book and cishet Black men's relationship with patriarchy and our role in dismantling it.

Connect with Frederick on Twitter and Instagram.
https://bit.ly/33eA6iS
https://bit.ly/3wpUSeA

Check out Frederick's website.
https://bit.ly/3KjqcRQ

Learn more about Frederick's books on Amazon.
https://amzn.to/3Ao6v6R</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with author, speaker, influencer, marketing expert, and activist <a href="https://bit.ly/3KjqcRQ">Frederick Joseph</a> to talk about his latest book and cishet Black men's relationship with patriarchy and our role in dismantling it.</p><p><br></p><p>Connect with Frederick on <a href="https://bit.ly/33eA6iS">Twitter</a> and <a href="https://bit.ly/3wpUSeA">Instagram</a>.</p><p>https://bit.ly/33eA6iS</p><p>https://bit.ly/3wpUSeA</p><p><br></p><p>Check out <a href="https://bit.ly/3KjqcRQ">Frederick's website</a>.</p><p>https://bit.ly/3KjqcRQ</p><p><br></p><p>Learn more about <a href="https://amzn.to/3Ao6v6R">Frederick's books</a> on Amazon.</p><p>https://amzn.to/3Ao6v6R</p>]]>
      </content:encoded>
      <itunes:duration>2498</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e9760550-245a-11ed-a5db-471ddfa0c2b3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7675258475.mp3?updated=1661421202" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Skip-level Meetings &amp; Why You Need To Do Them</title>
      <description>Tristan talks about skip-level meetings, why they're important, and how to secure them.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 25 Aug 2022 09:35:17 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Skip-level Meetings &amp; Why You Need To Do Them</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>644</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5b7e4fc4-2459-11ed-8972-5344d6853c4a/image/TI_825.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about skip-level meetings, why they're important, and how to secure them.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about skip-level meetings, why they're important, and how to secure them.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>522</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5b7e4fc4-2459-11ed-8972-5344d6853c4a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4845883647.mp3?updated=1661420472" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : How to Avoid Being Labeled Overqualified</title>
      <description>Tristan discusses how to avoid being labeled overqualified. A common practice in today's job market is job seekers being dismissed from the process due to them being "overqualified." What overqualified means varies depending on who you're speaking to, but Tristan shares a few things you can do with your resume to reduce the chances of having the label applied to you.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 24 Aug 2022 08:25:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : How to Avoid Being Labeled Overqualified</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>643</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/453da6ac-2386-11ed-8442-cb5fd35a4c48/image/TI_824.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how to avoid being labeled overqualified. A common practice in today's job market is job seekers being dismissed from the process due to them being "overqualified." What overqualified means varies depending on who you're speaking to, but Tristan shares a few things you can do with your resume to reduce the chances of having the label applied to you.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how to avoid being labeled overqualified. A common practice in today's job market is job seekers being dismissed from the process due to them being "overqualified." What overqualified means varies depending on who you're speaking to, but Tristan shares a few things you can do with your resume to reduce the chances of having the label applied to you.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>513</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[453da6ac-2386-11ed-8442-cb5fd35a4c48]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3289913344.mp3?updated=1662542709" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking HBO, Creativity, and Relationships (w/ Rod Morrow)</title>
      <description>Zach sits down with friend of the show Rod Morrow to talk about his experience writing for Game Theory, the latest with The Black Guy Who Tips, and navigating this space as a Black creative, and more.

Connect with Rod on Twitter.
https://bit.ly/3wmusu4

Listen to the TBGWT podcast on Spotify.
https://spoti.fi/2TQ0RFW

Check out the TBGWT website.
http://bit.ly/31PskdX

Check out Game Theory on HBO.
https://bit.ly/3QN5TyM</description>
      <pubDate>Tue, 23 Aug 2022 09:22:00 -0000</pubDate>
      <itunes:title>Talking HBO, Creativity, and Relationships (w/ Rod Morrow)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>642</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/78c425f2-22c6-11ed-acad-4b954feebbc3/image/RTT_823.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with friend of the show Rod Morrow to talk about his experience writing for Game Theory, the latest with The Black Guy Who Tips, and navigating this space as a Black creative, and more.

Connect with Rod on Twitter.
https://bit.ly/3wmusu4

Listen to the TBGWT podcast on Spotify.
https://spoti.fi/2TQ0RFW

Check out the TBGWT website.
http://bit.ly/31PskdX

Check out Game Theory on HBO.
https://bit.ly/3QN5TyM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with friend of the show <a href="https://bit.ly/3wmusu4">Rod Morrow</a> to talk about his experience writing for Game Theory, the latest with The Black Guy Who Tips, and navigating this space as a Black creative, and more.</p><p><br></p><p>Connect with Rod on <a href="https://bit.ly/3wmusu4">Twitter</a>.</p><p>https://bit.ly/3wmusu4</p><p><br></p><p>Listen to <a href="https://spoti.fi/2TQ0RFW">the TBGWT podcast</a> on Spotify.</p><p>https://spoti.fi/2TQ0RFW</p><p><br></p><p>Check out <a href="http://bit.ly/31PskdX">the TBGWT website</a>.</p><p>http://bit.ly/31PskdX</p><p><br></p><p>Check out <a href="https://bit.ly/3QN5TyM">Game Theory</a> on HBO.</p><p>https://bit.ly/3QN5TyM</p>]]>
      </content:encoded>
      <itunes:duration>4676</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[78c425f2-22c6-11ed-acad-4b954feebbc3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4684313346.mp3?updated=1661273289" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Just Getting Started (w/ Blessing Allison)</title>
      <description>Blessing Allison, the Director of Learning &amp; Development at Red River Federal Credit Union, is just getting started - listen to the latest episode of Including You!

Connect with Blessing on LinkedIn.
https://bit.ly/3POSFAt

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 19 Aug 2022 10:19:40 -0000</pubDate>
      <itunes:title>Including You : Just Getting Started (w/ Blessing Allison)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>641</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b24b43ca-1fa9-11ed-818d-6392c6b43879/image/episode_graphic_009_Blessing_Allison.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Blessing Allison, the Director of Learning &amp; Development at Red River Federal Credit Union, is just getting started - listen to the latest episode of Including You!

Connect with Blessing on LinkedIn.
https://bit.ly/3POSFAt

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="https://bit.ly/3POSFAt">Blessing Allison</a>, the Director of Learning &amp; Development at Red River Federal Credit Union, is just getting started - listen to the latest episode of Including You!</p><p><br></p><p>Connect with Blessing on <a href="https://bit.ly/3POSFAt">LinkedIn</a>.</p><p>https://bit.ly/3POSFAt</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1879</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b24b43ca-1fa9-11ed-818d-6392c6b43879]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1547217664.mp3?updated=1660905222" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : What to Do When You Regret Quitting</title>
      <description>Tristan discusses what to do when you regret quitting your job. The Great Resignation saw nearly 47 million people voluntarily quitting their jobs. Now we are seeing many people who regret resigning from their jobs, haven't been able to find new jobs, and have no clue what to do next. Take Tristan's advice into consideration if this describes you!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 18 Aug 2022 10:11:25 -0000</pubDate>
      <itunes:title>TAP In with Tristan : What to Do When You Regret Quitting</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>640</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/295b93b4-1edf-11ed-a5d3-eb8ff8d8bc91/image/TI_818.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses what to do when you regret quitting your job. The Great Resignation saw nearly 47 million people voluntarily quitting their jobs. Now we are seeing many people who regret resigning from their jobs, haven't been able to find new jobs, and have no clue what to do next. Take Tristan's advice into consideration if this describes you!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses what to do when you regret quitting your job. The Great Resignation saw nearly 47 million people voluntarily quitting their jobs. Now we are seeing many people who regret resigning from their jobs, haven't been able to find new jobs, and have no clue what to do next. Take Tristan's advice into consideration if this describes you!</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>473</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[295b93b4-1edf-11ed-a5d3-eb8ff8d8bc91]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3388321815.mp3?updated=1660818266" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Researching The Company You’re Interviewing With</title>
      <description>Tristan discusses how to properly research the company you're interviewing with. One of the biggest steps people skip when preparing for interviews is researching the company, but it's a vital part of the process. This research helps you collect information you can use in other areas of your interview prep and inside of your interview to impress the recruiter or hiring manager. Tristan covers 4 steps in this research process.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 17 Aug 2022 08:42:37 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Researching The Company You’re Interviewing With</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>639</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e6fd72f2-1e08-11ed-ad3f-efeaf4ed58ea/image/Copy_of_JG__3_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how to properly research the company you're interviewing with. One of the biggest steps people skip when preparing for interviews is researching the company, but it's a vital part of the process. This research helps you collect information you can use in other areas of your interview prep and inside of your interview to impress the recruiter or hiring manager. Tristan covers 4 steps in this research process.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how to properly research the company you're interviewing with. One of the biggest steps people skip when preparing for interviews is researching the company, but it's a vital part of the process. This research helps you collect information you can use in other areas of your interview prep and inside of your interview to impress the recruiter or hiring manager. Tristan covers 4 steps in this research process.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>430</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e6fd72f2-1e08-11ed-ad3f-efeaf4ed58ea]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1977256960.mp3?updated=1660726211" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Building Your Fanbase (w/ Isaac Hayes III)</title>
      <description>Zach sits down with producer, writer, entrepreneur, and founder Isaac Hayes III to talk about his journey building Fanbase and more.

Connect with Isaac on LinkedIn, Twitter, and Instagram.
https://bit.ly/3JVgvsE
https://bit.ly/3c0if7x
https://bit.ly/3w72Hpz

Interested in learning more about Fanbase? Check out their website.
https://bit.ly/3bRJjWJ

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 16 Aug 2022 08:36:21 -0000</pubDate>
      <itunes:title>Building Your Fanbase (w/ Isaac Hayes III)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>638</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9547b950-1d3f-11ed-8791-ef48ebeeceea/image/Copy_of_Flagship_01.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with producer, writer, entrepreneur, and founder Isaac Hayes III to talk about his journey building Fanbase and more.

Connect with Isaac on LinkedIn, Twitter, and Instagram.
https://bit.ly/3JVgvsE
https://bit.ly/3c0if7x
https://bit.ly/3w72Hpz

Interested in learning more about Fanbase? Check out their website.
https://bit.ly/3bRJjWJ

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with producer, writer, entrepreneur, and founder <a href="https://bit.ly/3JVgvsE">Isaac Hayes III</a> to talk about his journey building Fanbase and more.</p><p><br></p><p>Connect with Isaac on <a href="https://bit.ly/3JVgvsE">LinkedIn</a>, <a href="https://bit.ly/3c0if7x">Twitter</a>, and <a href="https://bit.ly/3w72Hpz">Instagram</a>.</p><p>https://bit.ly/3JVgvsE</p><p>https://bit.ly/3c0if7x</p><p>https://bit.ly/3w72Hpz</p><p><br></p><p>Interested in learning more about <a href="https://bit.ly/3bRJjWJ">Fanbase</a>? Check out their website.</p><p>https://bit.ly/3bRJjWJ</p><p><br></p><p>Take a look at Living Corporate's <a href="https://bit.ly/375rFbY">official merch</a>.</p><p>https://bit.ly/375rFbY</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2033</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9547b950-1d3f-11ed-8791-ef48ebeeceea]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6836763203.mp3?updated=1660639744" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Grounding Principles (w/ Jen Mahone-Rightler)</title>
      <description>Jen Mahone-Rightler, the Global Chief Diversity Officer and Senior Vice President of Corporate Social Responsibility and Wellness at Epsilon, explains how a grounding in core principles helps Epsilon’s diversity initiatives thrive. Epsilon is a global advertising and marketing technology company with 8,000 associates in over 40 countries around the world. 

Connect with Jen on LinkedIn and Twitter.
https://bit.ly/3dsRJEk
https://bit.ly/3Abl4Lh

Interested in learning more about Epsilon? Check out their website.
https://bit.ly/3Ql4cbH

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 12 Aug 2022 08:00:42 -0000</pubDate>
      <itunes:title>Including You : Grounding Principles (w/ Jen Mahone-Rightler)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>637</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c6ba5b36-1a16-11ed-90ac-27283c179575/image/Episode_Graphic_e008.Jen_Mahone_Rightler.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Jen Mahone-Rightler, the Global Chief Diversity Officer and Senior Vice President of Corporate Social Responsibility and Wellness at Epsilon, explains how a grounding in core principles helps Epsilon’s diversity initiatives thrive. Epsilon is a global advertising and marketing technology company with 8,000 associates in over 40 countries around the world. 

Connect with Jen on LinkedIn and Twitter.
https://bit.ly/3dsRJEk
https://bit.ly/3Abl4Lh

Interested in learning more about Epsilon? Check out their website.
https://bit.ly/3Ql4cbH

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="https://bit.ly/3dsRJEk">Jen Mahone-Rightler</a>, the Global Chief Diversity Officer and Senior Vice President of Corporate Social Responsibility and Wellness at Epsilon, explains how a grounding in core principles helps Epsilon’s diversity initiatives thrive. Epsilon is a global advertising and marketing technology company with 8,000 associates in over 40 countries around the world. </p><p><br></p><p>Connect with Jen on <a href="https://bit.ly/3dsRJEk">LinkedIn</a> and <a href="https://bit.ly/3Abl4Lh">Twitter</a>.</p><p>https://bit.ly/3dsRJEk</p><p>https://bit.ly/3Abl4Lh</p><p><br></p><p>Interested in learning more about <a href="https://bit.ly/3Ql4cbH">Epsilon</a>? Check out their website.</p><p>https://bit.ly/3Ql4cbH</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2400</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c6ba5b36-1a16-11ed-90ac-27283c179575]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4174543109.mp3?updated=1660292365" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Change Things Up Instead of Leaving</title>
      <description>Tristan talks about how you can change things up at work. Change in your career is necessary from time to time, but that doesn't always mean you have to jump ship. Look for solutions within the company and within your control before deciding to throw yourself on the job market.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 11 Aug 2022 07:46:20 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Change Things Up Instead of Leaving</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>636</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/78b300ee-194b-11ed-9743-e3872b7b8162/image/TI_811.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about how you can change things up at work. Change in your career is necessary from time to time, but that doesn't always mean you have to jump ship. Look for solutions within the company and within your control before deciding to throw yourself on the job market.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about how you can change things up at work. Change in your career is necessary from time to time, but that doesn't always mean you have to jump ship. Look for solutions within the company and within your control before deciding to throw yourself on the job market.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>441</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[78b300ee-194b-11ed-9743-e3872b7b8162]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2437708035.mp3?updated=1660205045" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : You Shouldn’t Upload Your Resume To LinkedIn</title>
      <description>Tristan discusses why you shouldn't upload your resume to LinkedIn. At the end of the day, the risk of uploading your resume to LinkedIn significantly outweighs any potential benefits. Find out why today!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 10 Aug 2022 08:20:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : You Shouldn’t Upload Your Resume To LinkedIn</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>635</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c1382580-1886-11ed-ada5-db3f3a80cb3d/image/TI_810.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses why you shouldn't upload your resume to LinkedIn. At the end of the day, the risk of uploading your resume to LinkedIn significantly outweighs any potential benefits. Find out why today!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses why you shouldn't upload your resume to LinkedIn. At the end of the day, the risk of uploading your resume to LinkedIn significantly outweighs any potential benefits. Find out why today!</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>409</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c1382580-1886-11ed-ada5-db3f3a80cb3d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4836684387.mp3?updated=1662542696" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Employee Experience and Equity at Work (w/ Seema Bhansali)</title>
      <description>Zach sits down with Seema Bhansali, senior executive at Henry Schein, to talk about the intersection of employee experience and equity.

Connect with Seema on LinkedIn.
https://bit.ly/3d5XAPw

Interested in learning more about Henry Schein? Check out their website.
https://bit.ly/3JETHgG

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 09 Aug 2022 08:45:48 -0000</pubDate>
      <itunes:title>Employee Experience and Equity at Work (w/ Seema Bhansali)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>634</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4a8fada6-17c1-11ed-9b57-5b4011ee0706/image/Ssema.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Seema Bhansali, senior executive at Henry Schein, to talk about the intersection of employee experience and equity.

Connect with Seema on LinkedIn.
https://bit.ly/3d5XAPw

Interested in learning more about Henry Schein? Check out their website.
https://bit.ly/3JETHgG

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3d5XAPw">Seema Bhansali</a>, senior executive at Henry Schein, to talk about the intersection of employee experience and equity.</p><p><br></p><p>Connect with Seema on <a href="https://bit.ly/3d5XAPw">LinkedIn</a>.</p><p>https://bit.ly/3d5XAPw</p><p><br></p><p>Interested in learning more about <a href="https://bit.ly/3JETHgG">Henry Schein</a>? Check out their website.</p><p>https://bit.ly/3JETHgG</p><p><br></p><p>Take a look at Living Corporate's <a href="https://bit.ly/375rFbY">official merch</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2873</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4a8fada6-17c1-11ed-9b57-5b4011ee0706]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7219596728.mp3?updated=1660035746" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Building with Intention (w/ Jorge Quezada)</title>
      <description>Jorge Quezada, the Vice President of People &amp; Culture for Granite Construction, explains how a focus on D&amp;I helps Granite compete for top talent in the construction industry.

Connect with Jorge on LinkedIn.
https://bit.ly/3bAgihV

Interested in learning more about Granite Construction? Check out their website.
https://bit.ly/3bxKY3n

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 05 Aug 2022 09:51:00 -0000</pubDate>
      <itunes:title>Including You : Building with Intention (w/ Jorge Quezada)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>633</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/db300f0a-14a5-11ed-8f51-d360e3011ee0/image/episode_graphic_-_Jorge_Quezada.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Jorge Quezada, the Vice President of People &amp; Culture for Granite Construction, explains how a focus on D&amp;I helps Granite compete for top talent in the construction industry.

Connect with Jorge on LinkedIn.
https://bit.ly/3bAgihV

Interested in learning more about Granite Construction? Check out their website.
https://bit.ly/3bxKY3n

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="https://bit.ly/3bAgihV">Jorge Quezada</a>, the Vice President of People &amp; Culture for Granite Construction, explains how a focus on D&amp;I helps Granite compete for top talent in the construction industry.</p><p><br></p><p>Connect with Jorge on <a href="https://bit.ly/3bAgihV">LinkedIn</a>.</p><p>https://bit.ly/3bAgihV</p><p><br></p><p>Interested in learning more about <a href="https://bit.ly/3bxKY3n">Granite Construction</a>? Check out their website.</p><p>https://bit.ly/3bxKY3n</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2154</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[db300f0a-14a5-11ed-8f51-d360e3011ee0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9907623071.mp3?updated=1660291169" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : What To Do If Your Job Offer Is Rescinded</title>
      <description>Tristan discusses what to do if your job offer is rescinded. Inflation, a possible recession, supply chain issues, and crypto swings all have employers tightening their budgets. Some companies are extending offers and then taking them back - Tristan has a few pieces of advice to share regarding this hypothetical situation.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 04 Aug 2022 09:56:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : What To Do If Your Job Offer Is Rescinded</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>632</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/92ea4914-13dc-11ed-9003-b3d4bb212c02/image/TI_84.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses what to do if your job offer is rescinded. Inflation, a possible recession, supply chain issues, and crypto swings all have employers tightening their budgets. Some companies are extending offers and then taking them back - Tristan has a few pieces of advice to share regarding this hypothetical situation.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses what to do if your job offer is rescinded. Inflation, a possible recession, supply chain issues, and crypto swings all have employers tightening their budgets. Some companies are extending offers and then taking them back - Tristan has a few pieces of advice to share regarding this hypothetical situation.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>444</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[92ea4914-13dc-11ed-9003-b3d4bb212c02]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7380681564.mp3?updated=1662542549" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Dealing with Ageism on the Job Search</title>
      <description>Tristan discusses dealing with ageism in the job search. While many of us may not feel it, ageism is definitely alive and well during the job search despite many state and federal laws designed to protect older workers. I don't think it's any news to us that older workers tend to face more challenges in getting hired than their younger counterparts. If you have or are experiencing this, here are few tips!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 03 Aug 2022 08:00:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Dealing with Ageism on the Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>631</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/555cfcfa-12dc-11ed-89ec-4f1109bf319c/image/TI_83.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses dealing with ageism in the job search. While many of us may not feel it, ageism is definitely alive and well during the job search despite many state and federal laws designed to protect older workers. I don't think it's any news to us that older workers tend to face more challenges in getting hired than their younger counterparts. If you have or are experiencing this, here are few tips!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses dealing with ageism in the job search. While many of us may not feel it, ageism is definitely alive and well during the job search despite many state and federal laws designed to protect older workers. I don't think it's any news to us that older workers tend to face more challenges in getting hired than their younger counterparts. If you have or are experiencing this, here are few tips!</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>443</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[555cfcfa-12dc-11ed-89ec-4f1109bf319c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5594980447.mp3?updated=1659497605" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Why It's Not Politics As Usual (w/ Nikki Fried)</title>
      <description>Zach talks politics in this country and the relative value of voting and then brings on Nikki Fried, who is running for Governor of Florida.

Check out Nikki's website.
https://bit.ly/3BAw3jE

Connect with Nikki on Twitter and Instagram.
https://bit.ly/3cYZ3qK
https://bit.ly/3PSdg7d

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 02 Aug 2022 09:10:02 -0000</pubDate>
      <itunes:title>Why It's Not Politics As Usual (w/ Nikki Fried)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>630</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/758e6608-122d-11ed-805f-07f0854cd7dd/image/RTT_82.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach talks politics in this country and the relative value of voting and then brings on Nikki Fried, who is running for Governor of Florida.

Check out Nikki's website.
https://bit.ly/3BAw3jE

Connect with Nikki on Twitter and Instagram.
https://bit.ly/3cYZ3qK
https://bit.ly/3PSdg7d

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach talks politics in this country and the relative value of voting and then brings on <a href="https://bit.ly/3BAw3jE">Nikki Fried</a>, who is running for Governor of Florida.</p><p><br></p><p>Check out <a href="https://bit.ly/3BAw3jE">Nikki's website</a>.</p><p>https://bit.ly/3BAw3jE</p><p><br></p><p>Connect with Nikki on <a href="https://bit.ly/3cYZ3qK">Twitter</a> and <a href="https://bit.ly/3PSdg7d">Instagram</a>.</p><p>https://bit.ly/3cYZ3qK</p><p>https://bit.ly/3PSdg7d</p><p><br></p><p>Take a look at Living Corporate's <a href="https://bit.ly/375rFbY">official merch</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3021</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[758e6608-122d-11ed-805f-07f0854cd7dd]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1678497357.mp3?updated=1659431628" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Modeling Transparency (w/ Iveliz Crespo)</title>
      <description>In the sixth episode of Amy C. Waninger's new podcast, Including You, Iveliz Crespo, a senior global diversity, equity and inclusion advisor at Reed Smith LLP, explains how the firm is modeling transparency around its DEI goals to further inclusion in the legal industry globally.

Connect with Iveliz on LinkedIn.
https://bit.ly/3zARTRx

Interested in learning more about Reed Smith LLP? Check out their website.
https://bit.ly/3ziUeQC

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 29 Jul 2022 08:45:59 -0000</pubDate>
      <itunes:title>Including You : Modeling Transparency (w/ Iveliz Crespo)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>629</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f0a9bc12-0f1b-11ed-a0d1-5f4205b5d165/image/Episode_Graphic_-_Iveliz_Crespo.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In the sixth episode of Amy C. Waninger's new podcast, Including You, Iveliz Crespo, a senior global diversity, equity and inclusion advisor at Reed Smith LLP, explains how the firm is modeling transparency around its DEI goals to further inclusion in the legal industry globally.

Connect with Iveliz on LinkedIn.
https://bit.ly/3zARTRx

Interested in learning more about Reed Smith LLP? Check out their website.
https://bit.ly/3ziUeQC

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In the sixth episode of Amy C. Waninger's new podcast, Including You, <a href="https://bit.ly/3zARTRx">Iveliz Crespo</a>, a senior global diversity, equity and inclusion advisor at Reed Smith LLP, explains how the firm is modeling transparency around its DEI goals to further inclusion in the legal industry globally.</p><p><br></p><p>Connect with Iveliz on <a href="https://bit.ly/3zARTRx">LinkedIn</a>.</p><p>https://bit.ly/3zARTRx</p><p><br></p><p>Interested in learning more about <a href="https://bit.ly/3ziUeQC">Reed Smith LLP</a>? Check out their website.</p><p>https://bit.ly/3ziUeQC</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1454</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f0a9bc12-0f1b-11ed-a0d1-5f4205b5d165]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5128453771.mp3?updated=1659085119" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Identifying a Side Hustle</title>
      <description>Tristan talks about finding the right side hustle for you. When thinking about starting a side hustle, it's important to remember that it's a business, which means it's still work. It will require you to put in the hours to find customers, market, and sell your service or product. Try to keep your overhead costs low and remember the words of the great philosopher Mariah Carey, "I'm doing the best with what I got!"

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 28 Jul 2022 09:46:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Identifying a Side Hustle</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>628</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0b1f7ddc-0e5b-11ed-8ee9-038128bcdc69/image/fads.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about finding the right side hustle for you. When thinking about starting a side hustle, it's important to remember that it's a business, which means it's still work. It will require you to put in the hours to find customers, market, and sell your service or product. Try to keep your overhead costs low and remember the words of the great philosopher Mariah Carey, "I'm doing the best with what I got!"

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about finding the right side hustle for you. When thinking about starting a side hustle, it's important to remember that it's a business, which means it's still work. It will require you to put in the hours to find customers, market, and sell your service or product. Try to keep your overhead costs low and remember the words of the great philosopher Mariah Carey, "I'm doing the best with what I got!"</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>483</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0b1f7ddc-0e5b-11ed-8ee9-038128bcdc69]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8979634119.mp3?updated=1659040123" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : The State of the Current Job Market</title>
      <description>The pandemic shut down one of the best markets for job seekers in recent history. Since then, the job market has been a rollercoaster, rebounding to historic territory as we began to learn to live with COVID-19 and now word of layoffs and hiring freezes. These headlines about layoffs and hiring freezes have created a lot of fear for job seekers. If your anxiety is high, you're not alone. Tristan takes a moment to discuss the state of the current job market.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 27 Jul 2022 09:01:19 -0000</pubDate>
      <itunes:title>TAP In with Tristan : The State of the Current Job Market</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>627</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8e0798ee-0d8c-11ed-b358-33d3ba532c7e/image/The_State_of_the_Current_Job_Market.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>The pandemic shut down one of the best markets for job seekers in recent history. Since then, the job market has been a rollercoaster, rebounding to historic territory as we began to learn to live with COVID-19 and now word of layoffs and hiring freezes. These headlines about layoffs and hiring freezes have created a lot of fear for job seekers. If your anxiety is high, you're not alone. Tristan takes a moment to discuss the state of the current job market.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p>The pandemic shut down one of the best markets for job seekers in recent history. Since then, the job market has been a rollercoaster, rebounding to historic territory as we began to learn to live with COVID-19 and now word of layoffs and hiring freezes. These headlines about layoffs and hiring freezes have created a lot of fear for job seekers. If your anxiety is high, you're not alone. <a href="http://bit.ly/2G7d6HK">Tristan</a> takes a moment to discuss the state of the current job market.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>486</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8e0798ee-0d8c-11ed-b358-33d3ba532c7e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1866073079.mp3?updated=1658913585" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Do the Work (w/ W. Kamau Bell)</title>
      <description>Zach sits down with author, comedian, speaker, and producer W. Kamau Bell to talk about his latest book, DO THE WORK, as well as the upcoming season of his CNN show, United Shades of America.

Check out W. Kamau Bell's website.
https://bit.ly/3PB8jjs

Connect with W. Kamau Bell on Twitter and Instagram.
https://bit.ly/3cHJTpK
https://bit.ly/3PSdg7d

Learn more about his latest book, Do the Work, on Amazon.
https://amzn.to/3PDpeSk

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 26 Jul 2022 08:29:35 -0000</pubDate>
      <itunes:title>Do the Work (w/ W. Kamau Bell)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>626</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ed28a64e-0cbd-11ed-91ee-fbe31571b8cc/image/WKB.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with author, comedian, speaker, and producer W. Kamau Bell to talk about his latest book, DO THE WORK, as well as the upcoming season of his CNN show, United Shades of America.

Check out W. Kamau Bell's website.
https://bit.ly/3PB8jjs

Connect with W. Kamau Bell on Twitter and Instagram.
https://bit.ly/3cHJTpK
https://bit.ly/3PSdg7d

Learn more about his latest book, Do the Work, on Amazon.
https://amzn.to/3PDpeSk

Take a look at Living Corporate's official merch.
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with author, comedian, speaker, and producer <a href="https://bit.ly/3PB8jjs">W. Kamau Bell</a> to talk about his latest book, <a href="https://amzn.to/3PDpeSk">DO THE WORK</a>, as well as the upcoming season of his CNN show, United Shades of America.</p><p><br></p><p>Check out <a href="https://bit.ly/3PB8jjs">W. Kamau Bell's website</a>.</p><p>https://bit.ly/3PB8jjs</p><p><br></p><p>Connect with W. Kamau Bell on <a href="https://bit.ly/3cHJTpK">Twitter</a> and <a href="https://bit.ly/3PSdg7d">Instagram</a>.</p><p>https://bit.ly/3cHJTpK</p><p>https://bit.ly/3PSdg7d</p><p><br></p><p>Learn more about his latest book, <a href="https://amzn.to/3PDpeSk">Do the Work</a>, on Amazon.</p><p>https://amzn.to/3PDpeSk</p><p><br></p><p>Take a look at <a href="https://bit.ly/375rFbY">Living Corporate's official merch</a>.</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>1633</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ed28a64e-0cbd-11ed-91ee-fbe31571b8cc]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2356066169.mp3?updated=1658824843" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Execution Frameworks (w/ Kira Kimball)</title>
      <description>Kira Kimball, the national Chief Diversity, Equity &amp; Inclusion Officer for Marsh McLennan Agency, shares the multi-layered framework MMA uses to execute on its DEI strategies.

Connect with Kira on LinkedIn.
https://bit.ly/3cBkQ81

Interested in learning more about Marsh McLennan? Check out their website.
https://bit.ly/3cA11Oj

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 22 Jul 2022 08:44:01 -0000</pubDate>
      <itunes:title>Including You : Execution Frameworks (w/ Kira Kimball)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>625</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/87df302a-099b-11ed-b053-3324d4ac669d/image/episode_graphic_-_e005.Execution_Frameworks_with_Kira_Kimball.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Kira Kimball, the national Chief Diversity, Equity &amp; Inclusion Officer for Marsh McLennan Agency, shares the multi-layered framework MMA uses to execute on its DEI strategies.

Connect with Kira on LinkedIn.
https://bit.ly/3cBkQ81

Interested in learning more about Marsh McLennan? Check out their website.
https://bit.ly/3cA11Oj

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="https://bit.ly/3cBkQ81">Kira Kimball</a>, the national Chief Diversity, Equity &amp; Inclusion Officer for Marsh McLennan Agency, shares the multi-layered framework MMA uses to execute on its DEI strategies.</p><p><br></p><p>Connect with Kira on <a href="https://bit.ly/3cBkQ81">LinkedIn</a>.</p><p>https://bit.ly/3cBkQ81</p><p><br></p><p>Interested in learning more about <a href="https://bit.ly/3cA11Oj">Marsh McLennan</a>? Check out their website.</p><p>https://bit.ly/3cA11Oj</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1878</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[87df302a-099b-11ed-b053-3324d4ac669d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6111068962.mp3?updated=1658480212" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Steps to Overcome Procrastination</title>
      <description>Tristan offers up 3 steps to help overcome procrastination. We've all been there, whether its during our job search, with tasks at work, or just something we need to in our everyday lives. Be sure to listen to the full tip to take advantage of Tristan's advice!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 21 Jul 2022 08:07:51 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Steps to Overcome Procrastination</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>624</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/869bba72-08cd-11ed-b10f-37ddf2b874dd/image/TT_721.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan offers up 3 steps to help overcome procrastination. We've all been there, whether its during our job search, with tasks at work, or just something we need to in our everyday lives. Be sure to listen to the full tip to take advantage of Tristan's advice!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> offers up 3 steps to help overcome procrastination. We've all been there, whether its during our job search, with tasks at work, or just something we need to in our everyday lives. Be sure to listen to the full tip to take advantage of Tristan's advice!</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>477</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[869bba72-08cd-11ed-b10f-37ddf2b874dd]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3545988383.mp3?updated=1658391767" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Mistakes You Might Be Making When Asking For A Raise</title>
      <description>Tristan talks about 3 mistakes you might be making when asking for a raise. When it comes to your career, you have to fight for the compensation that aligns with your skillset, expertise, and the contribution you're making, or no one else will.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 20 Jul 2022 06:07:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Mistakes You Might Be Making When Asking For A Raise</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>623</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2d82c244-07f3-11ed-8c76-1fa329f26446/image/TT_720.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about 3 mistakes you might be making when asking for a raise. When it comes to your career, you have to fight for the compensation that aligns with your skillset, expertise, and the contribution you're making, or no one else will.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about 3 mistakes you might be making when asking for a raise. When it comes to your career, you have to fight for the compensation that aligns with your skillset, expertise, and the contribution you're making, or no one else will.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>445</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2d82c244-07f3-11ed-8c76-1fa329f26446]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8713155124.mp3?updated=1662542139" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking Equity and Impact with Chime (w/ Erica Johnson)</title>
      <description>Zach sits down with Chime's director of DEB Erica Johnson to talk Chime, companies response to Roe and access across the board. 

Connect with Erica on LinkedIn and Twitter.
https://bit.ly/3RLOh7e
https://bit.ly/3obgOpp

Learn more about Chime on their website.
https://bit.ly/3yNLPV7</description>
      <pubDate>Tue, 19 Jul 2022 09:17:06 -0000</pubDate>
      <itunes:title>Talking Equity and Impact with Chime (w/ Erica Johnson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>622</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/49658fd2-0744-11ed-8ead-c39d19b43750/image/Talking_Equity_and_Impact_with_Chime.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Chime's director of DEB Erica Johnson to talk Chime, companies response to Roe and access across the board. 

Connect with Erica on LinkedIn and Twitter.
https://bit.ly/3RLOh7e
https://bit.ly/3obgOpp

Learn more about Chime on their website.
https://bit.ly/3yNLPV7</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Chime's director of DEB <a href="https://bit.ly/3RLOh7e">Erica Johnson</a> to talk Chime, companies response to Roe and access across the board. </p><p><br></p><p>Connect with Erica on <a href="https://bit.ly/3RLOh7e">LinkedIn</a> and <a href="https://bit.ly/3obgOpp">Twitter</a>.</p><p>https://bit.ly/3RLOh7e</p><p>https://bit.ly/3obgOpp</p><p><br></p><p>Learn more about <a href="https://bit.ly/3yNLPV7">Chime</a> on their website.</p><p>https://bit.ly/3yNLPV7</p>]]>
      </content:encoded>
      <itunes:duration>3404</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[49658fd2-0744-11ed-8ead-c39d19b43750]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9752857133.mp3?updated=1658222839" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Community Outreach (w/ Ralph Smithers, Jr.)</title>
      <description>In the fourth episode of Amy C. Waninger's new podcast, Including You, Ralph Smithers, Jr., the Diversity, Equity, Inclusion, and Community Relations Leader for Encova Insurance, highlights how Encova leads within the Columbus business community to have a broader impact on equity.
Learn more about this guest:

Ralph Smithers, Jr. on LinkedIn

Encova Insurance on LinkedIn

Encova Insurance Website

@RWSJR on Twitter

@EncovaInsurance on Twitter


Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 15 Jul 2022 05:54:46 -0000</pubDate>
      <itunes:title>Including You : Community Outreach (w/ Ralph Smithers, Jr.)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>621</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ba98f3f8-0404-11ed-9dd0-035e9c9717a4/image/004._Ralph_Smithers_Jr..png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In the fourth episode of Amy C. Waninger's new podcast, Including You, Ralph Smithers, Jr., the Diversity, Equity, Inclusion, and Community Relations Leader for Encova Insurance, highlights how Encova leads within the Columbus business community to have a broader impact on equity.
Learn more about this guest:

Ralph Smithers, Jr. on LinkedIn

Encova Insurance on LinkedIn

Encova Insurance Website

@RWSJR on Twitter

@EncovaInsurance on Twitter


Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In the fourth episode of Amy C. Waninger's new podcast, Including You, <a href="https://www.linkedin.com/in/rsmithersjr/">Ralph Smithers, Jr.</a>, the Diversity, Equity, Inclusion, and Community Relations Leader for Encova Insurance, highlights how Encova leads within the Columbus business community to have a broader impact on equity.</p><p>Learn more about this guest:</p><ul>
<li><a href="https://www.linkedin.com/in/rsmithersjr/">Ralph Smithers, Jr. on LinkedIn</a></li>
<li><a href="https://www.linkedin.com/company/motorists-insurance-group/">Encova Insurance on LinkedIn</a></li>
<li><a href="http://www.encova.com/">Encova Insurance Website</a></li>
<li><a href="https://twitter.com/RWSJR">@RWSJR on Twitter</a></li>
<li><a href="https://twitter.com/EncovaInsurance">@EncovaInsurance on Twitter</a></li>
</ul><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1806</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ba98f3f8-0404-11ed-9dd0-035e9c9717a4]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7843142866.mp3?updated=1657865687" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Things Getting You Kicked Out of Applicant Tracking Systems</title>
      <description>Tristan talks about a couple of reasons you may be getting kicked out of the applicant tracking systems. If you want to make your job search a bit smoother, work on making your resume easy for the ATS to understand so you aren't automatically kicked out of the system.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 14 Jul 2022 10:20:47 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Things Getting You Kicked Out of Applicant Tracking Systems</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>620</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/de6767a2-035e-11ed-8121-8332827f77e4/image/Copy_of_JG__1_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about a couple of reasons you may be getting kicked out of the applicant tracking systems. If you want to make your job search a bit smoother, work on making your resume easy for the ATS to understand so you aren't automatically kicked out of the system.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about a couple of reasons you may be getting kicked out of the applicant tracking systems. If you want to make your job search a bit smoother, work on making your resume easy for the ATS to understand so you aren't automatically kicked out of the system.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>456</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[de6767a2-035e-11ed-8121-8332827f77e4]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3262257922.mp3?updated=1657794452" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : How to Get Where the Money Resides</title>
      <description>Tristan discusses how to set yourself up for a raise or promotion so you can be where the money resides. If you follow these tips, you will set yourself on the right track to get where the money resides, whether that's a raise or promotion. 

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 13 Jul 2022 10:19:35 -0000</pubDate>
      <itunes:title>TAP In with Tristan : How to Get Where the Money Resides</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>619</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1740d50a-0296-11ed-bb70-5f49026da10b/image/Tap_In_713.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how to set yourself up for a raise or promotion so you can be where the money resides. If you follow these tips, you will set yourself on the right track to get where the money resides, whether that's a raise or promotion. 

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how to set yourself up for a raise or promotion so you can be where the money resides. If you follow these tips, you will set yourself on the right track to get where the money resides, whether that's a raise or promotion. </p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>495</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1740d50a-0296-11ed-bb70-5f49026da10b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3695273033.mp3?updated=1657708218" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Centering vs Exploiting: Marketing Black and Brown People (w/ Bianca Reed)</title>
      <description>Zach sits down with marketing executive Bianca Reed of Rain the Growth Agency to talk her journey and the role of DEI and marketing this decade.

Connect with Bianca on LinkedIn.
https://bit.ly/3PCYTDR

Learn more about Rain the Growth Agency on their website.
https://bit.ly/3c84ByY</description>
      <pubDate>Tue, 12 Jul 2022 11:29:19 -0000</pubDate>
      <itunes:title>Centering vs Exploiting: Marketing Black and Brown People (w/ Bianca Reed)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>618</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d72c67b4-01d6-11ed-bae2-7b6b5353b0f2/image/RTT_712.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with marketing executive Bianca Reed of Rain the Growth Agency to talk her journey and the role of DEI and marketing this decade.

Connect with Bianca on LinkedIn.
https://bit.ly/3PCYTDR

Learn more about Rain the Growth Agency on their website.
https://bit.ly/3c84ByY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with marketing executive <a href="https://bit.ly/3PCYTDR">Bianca Reed</a> of Rain the Growth Agency to talk her journey and the role of DEI and marketing this decade.</p><p><br></p><p>Connect with Bianca on <a href="https://bit.ly/3PCYTDR">LinkedIn</a>.</p><p>https://bit.ly/3PCYTDR</p><p><br></p><p>Learn more about <a href="https://bit.ly/3c84ByY">Rain the Growth Agency</a> on their website.</p><p>https://bit.ly/3c84ByY</p>]]>
      </content:encoded>
      <itunes:duration>3016</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d72c67b4-01d6-11ed-bae2-7b6b5353b0f2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9843794943.mp3?updated=1657626076" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Talent Pipeline (w/ Charles Watkins)</title>
      <description>In the third episode of Amy C. Waninger's new podcast, Including You, Charles Watkins, Chief Diversity Officer and Equity Partner at Kubicki Draper, explains how his firm is strengthening its talent pipeline by investing in Black college students.

Connect with Charles on LinkedIn.
https://bit.ly/3RiQcQz

Interested in learning more about Kubicki Draper? Check out their website.
https://bit.ly/3yRxXu8

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 08 Jul 2022 09:12:04 -0000</pubDate>
      <itunes:title>Including You : Talent Pipeline (w/ Charles Watkins)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>617</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b3468194-fe9e-11ec-a28a-7b91217ee85f/image/Episode_Graphic_-_e003._Charles_Watkins.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In the third episode of Amy C. Waninger's new podcast, Including You, Charles Watkins, Chief Diversity Officer and Equity Partner at Kubicki Draper, explains how his firm is strengthening its talent pipeline by investing in Black college students.

Connect with Charles on LinkedIn.
https://bit.ly/3RiQcQz

Interested in learning more about Kubicki Draper? Check out their website.
https://bit.ly/3yRxXu8

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In the third episode of Amy C. Waninger's new podcast, Including You, <a href="https://bit.ly/3RiQcQz">Charles Watkins</a>, Chief Diversity Officer and Equity Partner at Kubicki Draper, explains how his firm is strengthening its talent pipeline by investing in Black college students.</p><p><br></p><p>Connect with Charles on <a href="https://bit.ly/3RiQcQz">LinkedIn</a>.</p><p>https://bit.ly/3RiQcQz</p><p><br></p><p>Interested in learning more about Kubicki Draper? Check out <a href="https://bit.ly/3yRxXu8">their website</a>.</p><p>https://bit.ly/3yRxXu8</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2067</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b3468194-fe9e-11ec-a28a-7b91217ee85f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1022600141.mp3?updated=1657272172" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 5 Signs It’s Time for a New Job</title>
      <description>Tristan discusses 5 signs that it's time for a new job.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 07 Jul 2022 09:21:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 5 Signs It’s Time for a New Job</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>616</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2c11c2b0-fdd6-11ec-be98-3788408b6088/image/Tap_In_77.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses 5 signs that it's time for a new job.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses 5 signs that it's time for a new job.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>424</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2c11c2b0-fdd6-11ec-be98-3788408b6088]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9683617860.mp3?updated=1662542220" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking Tech, Community, and Inclusion w/ Blind (w/ Rick Chen)</title>
      <description>Zach sits down with Rick Chen, head of strategic brand partnerships at Blind, to talk about the role Blind plays in creating trusting and inclusive cultures. 

Connect with Rick on LinkedIn and Twitter.
https://bit.ly/3bUVNwf
https://bit.ly/3ykvEOV

Join Team Blind. Check out their website.
https://bit.ly/2J7R0cS

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Wed, 06 Jul 2022 10:10:00 -0000</pubDate>
      <itunes:title>Talking Tech, Community, and Inclusion w/ Blind (w/ Rick Chen)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>615</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/dbf280fc-fd13-11ec-ab4d-67ac9774773a/image/RTT_76.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Rick Chen, head of strategic brand partnerships at Blind, to talk about the role Blind plays in creating trusting and inclusive cultures. 

Connect with Rick on LinkedIn and Twitter.
https://bit.ly/3bUVNwf
https://bit.ly/3ykvEOV

Join Team Blind. Check out their website.
https://bit.ly/2J7R0cS

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3bUVNwf">Rick Chen</a>, head of strategic brand partnerships at <a href="https://bit.ly/2J7R0cS">Blind</a>, to talk about the role Blind plays in creating trusting and inclusive cultures. </p><p><br></p><p>Connect with Rick on <a href="https://bit.ly/3bUVNwf">LinkedIn</a> and <a href="https://bit.ly/3ykvEOV">Twitter</a>.</p><p>https://bit.ly/3bUVNwf</p><p>https://bit.ly/3ykvEOV</p><p><br></p><p>Join Team Blind. Check out <a href="https://bit.ly/2J7R0cS">their website</a>.</p><p>https://bit.ly/2J7R0cS</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2464</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[dbf280fc-fd13-11ec-ab4d-67ac9774773a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8887727691.mp3?updated=1657102528" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Company Leadership, Roe v. Wade (w/ Jackye Clayton)</title>
      <description>Zach sits down with Jackye Clayton, VP of Talent Acquisition and DEI at Textio to talk about this season of civil restriction, what companies could be doing as a response, and the future of DEI and work.

Connect with Jackye on LinkedIn and Twitter.
https://bit.ly/3RaHaF1
https://bit.ly/3urhVVj

Create something new that matters at Team Textio.
https://bit.ly/3yJ6Dyt

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 05 Jul 2022 08:36:00 -0000</pubDate>
      <itunes:title>Company Leadership, Roe v. Wade (w/ Jackye Clayton)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>614</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4fd4f010-fc40-11ec-8365-23d7d6773d70/image/RTT_75.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Jackye Clayton, VP of Talent Acquisition and DEI at Textio to talk about this season of civil restriction, what companies could be doing as a response, and the future of DEI and work.

Connect with Jackye on LinkedIn and Twitter.
https://bit.ly/3RaHaF1
https://bit.ly/3urhVVj

Create something new that matters at Team Textio.
https://bit.ly/3yJ6Dyt

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3RaHaF1">Jackye Clayton</a>, VP of Talent Acquisition and DEI at Textio to talk about this season of civil restriction, what companies could be doing as a response, and the future of DEI and work.</p><p><br></p><p>Connect with Jackye on <a href="https://bit.ly/3RaHaF1">LinkedIn</a> and <a href="https://bit.ly/3urhVVj">Twitter</a>.</p><p>https://bit.ly/3RaHaF1</p><p>https://bit.ly/3urhVVj</p><p><br></p><p><a href="https://bit.ly/3yJ6Dyt">Create something new</a> that matters at Team Textio.</p><p>https://bit.ly/3yJ6Dyt</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3618</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4fd4f010-fc40-11ec-8365-23d7d6773d70]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4193038141.mp3?updated=1657011669" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : Inclusion by Design (w/ Dr. Rayshawn Eastman)</title>
      <description>In the second episode of Amy C. Waninger's new podcast, Including You, Dr. Rayshawn Eastman, Chief Diversity &amp; Inclusion Officer &amp; Title IX Coordinator at Mount St. Joseph University, shares how the university’s approach to D&amp;I relies on design thinking and community engagement.

Connect with Dr. Eastman on LinkedIn &amp; Twitter.
https://bit.ly/3a6VlKN
https://bit.ly/3NEYGhH

Interested in learning more about Mount St. Joseph University? Check out their website.
https://bit.ly/3NzWich

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 01 Jul 2022 08:47:25 -0000</pubDate>
      <itunes:title>Including You : Inclusion by Design (w/ Dr. Rayshawn Eastman)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>613</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3e39da50-f91b-11ec-a65c-87361f4fd8da/image/Untitled_design__4_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In the second episode of Amy C. Waninger's new podcast, Including You, Dr. Rayshawn Eastman, Chief Diversity &amp; Inclusion Officer &amp; Title IX Coordinator at Mount St. Joseph University, shares how the university’s approach to D&amp;I relies on design thinking and community engagement.

Connect with Dr. Eastman on LinkedIn &amp; Twitter.
https://bit.ly/3a6VlKN
https://bit.ly/3NEYGhH

Interested in learning more about Mount St. Joseph University? Check out their website.
https://bit.ly/3NzWich

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In the second episode of <a href="https://www.linkedin.com/in/amycwaninger/">Amy C. Waninger</a>'s new podcast, Including You, <a href="https://bit.ly/3a6VlKN">Dr. Rayshawn Eastman</a>, Chief Diversity &amp; Inclusion Officer &amp; Title IX Coordinator at Mount St. Joseph University, shares how the university’s approach to D&amp;I relies on design thinking and community engagement.</p><p><br></p><p>Connect with Dr. Eastman on <a href="https://bit.ly/3a6VlKN">LinkedIn</a> &amp; <a href="https://bit.ly/3NEYGhH">Twitter</a>.</p><p>https://bit.ly/3a6VlKN</p><p>https://bit.ly/3NEYGhH</p><p><br></p><p>Interested in learning more about <a href="https://bit.ly/3NzWich">Mount St. Joseph University</a>? Check out their website.</p><p>https://bit.ly/3NzWich</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1747</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3e39da50-f91b-11ec-a65c-87361f4fd8da]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3678312790.mp3?updated=1656665894" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Best Time to Schedule Your Interview</title>
      <description>Tristan discusses the best time to schedule your job interview.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 30 Jun 2022 08:07:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Best Time to Schedule Your Interview</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>612</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8c678b0c-f84c-11ec-8d30-2b4089f100c2/image/Tap_630.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses the best time to schedule your job interview.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses the best time to schedule your job interview.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>406</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8c678b0c-f84c-11ec-8d30-2b4089f100c2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7726624566.mp3?updated=1662542313" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Avoid Common Phone Screen Interview Mistakes </title>
      <description>Tristan discusses some common mistakes job seekers make with phone screen interviews. Phone screens set the tone for your interview process with a company. Don't forget to sound enthusiastic while on the line to show you're genuinely interested in the position.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 29 Jun 2022 07:25:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Avoid Common Phone Screen Interview Mistakes </itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>611</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a5d93cd6-f77d-11ec-86b4-a3b72c2871e1/image/Tap_629.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses some common mistakes job seekers make with phone screen interviews. Phone screens set the tone for your interview process with a company. Don't forget to sound enthusiastic while on the line to show you're genuinely interested in the position.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses some common mistakes job seekers make with phone screen interviews. Phone screens set the tone for your interview process with a company. Don't forget to sound enthusiastic while on the line to show you're genuinely interested in the position.</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>454</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a5d93cd6-f77d-11ec-86b4-a3b72c2871e1]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9654378745.mp3?updated=1662542355" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Diversity and Inclusion Matters (w/ Jason Thompson)</title>
      <description>Zach sits down with Jason Thompson, vice president, DE&amp;I for Western Governors University, author, and public speaker to talk about the realities of Diversity and Inclusion. Check the links in the show notes to learn more about his book.

Learn more about Jason's book, "Diversity and Inclusion Matters," on Amazon.
https://amzn.to/39Y3G3n

Connect with Jason on LinkedIn and Twitter.
https://bit.ly/3yqRdif
https://bit.ly/3u3nkBO

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 28 Jun 2022 07:04:00 -0000</pubDate>
      <itunes:title>Diversity and Inclusion Matters (w/ Jason Thompson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>610</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/52916b42-f6b1-11ec-bd6b-fffdf2a35c88/image/RTT_627.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Jason Thompson, vice president, DE&amp;I for Western Governors University, author, and public speaker to talk about the realities of Diversity and Inclusion. Check the links in the show notes to learn more about his book.

Learn more about Jason's book, "Diversity and Inclusion Matters," on Amazon.
https://amzn.to/39Y3G3n

Connect with Jason on LinkedIn and Twitter.
https://bit.ly/3yqRdif
https://bit.ly/3u3nkBO

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3yqRdif">Jason Thompson</a>, vice president, DE&amp;I for Western Governors University, author, and public speaker to talk about the realities of Diversity and Inclusion. Check the links in the show notes to learn more about his book.</p><p><br></p><p>Learn more about Jason's book, "<a href="https://amzn.to/39Y3G3n">Diversity and Inclusion Matters,</a>" on Amazon.</p><p>https://amzn.to/39Y3G3n</p><p><br></p><p>Connect with Jason on <a href="https://bit.ly/3yqRdif">LinkedIn</a> and <a href="https://bit.ly/3u3nkBO">Twitter</a>.</p><p>https://bit.ly/3yqRdif</p><p>https://bit.ly/3u3nkBO</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2966</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[52916b42-f6b1-11ec-bd6b-fffdf2a35c88]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9520331795.mp3?updated=1656402659" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Roe v. Wade, Work, and Rebellion (w/ George Walker)</title>
      <description>Zach sits down with George Walker, Chief Equity Officer at Planned Parenthood Federation of America, to talk the history of Planned Parenthood, his own journey as a DEI officer, the intersection of equity and health, and the reality of inequity for Black and brown communities in America.

Abortion access is in crisis. Abortion Funds helps people get the abortions they want and need. Give to Abortion Funds. Protect abortion funds. It's that simple.
https://bit.ly/3OpKOcG

Connect with George on LinkedIn.
https://bit.ly/3u2Fsvw

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 25 Jun 2022 05:26:12 -0000</pubDate>
      <itunes:title>Roe v. Wade, Work, and Rebellion (w/ George Walker)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>609</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fa8510cc-f447-11ec-abea-8f9e2e3a861d/image/625i.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with George Walker, Chief Equity Officer at Planned Parenthood Federation of America, to talk the history of Planned Parenthood, his own journey as a DEI officer, the intersection of equity and health, and the reality of inequity for Black and brown communities in America.

Abortion access is in crisis. Abortion Funds helps people get the abortions they want and need. Give to Abortion Funds. Protect abortion funds. It's that simple.
https://bit.ly/3OpKOcG

Connect with George on LinkedIn.
https://bit.ly/3u2Fsvw

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3u2Fsvw">George Walker</a>, Chief Equity Officer at Planned Parenthood Federation of America, to talk the history of Planned Parenthood, his own journey as a DEI officer, the intersection of equity and health, and the reality of inequity for Black and brown communities in America.</p><p><br></p><p>Abortion access is in crisis. <a href="https://bit.ly/3OpKOcG">Abortion Funds</a> helps people get the abortions they want and need. Give to Abortion Funds. Protect abortion funds. It's that simple.</p><p>https://bit.ly/3OpKOcG</p><p><br></p><p>Connect with George on <a href="https://bit.ly/3u2Fsvw">LinkedIn</a>.</p><p>https://bit.ly/3u2Fsvw</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3097</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[fa8510cc-f447-11ec-abea-8f9e2e3a861d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6696692071.mp3?updated=1656135364" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Including You : From Trust to Transformation (w/ Taheti Watson)</title>
      <description>In this inaugural episode of Amy C. Waninger's new podcast, Including You, Taheti Watson, Chief Diversity, Equity and Inclusion Officer at Canopy Children’s Solutions, explains how an internal focus on building trust led to external transformation. Including You, the new podcast from Lead at Any Level® and Living Corporate, will feature Chief Diversity Officers and other executives who are proactively creating inclusive cultures in their organizations. As always, check the links in the show notes!

Connect with Taheti on LinkedIn &amp; Twitter.
https://bit.ly/3OlCf2u
https://bit.ly/3HRvkvf

Interested in learning more about Canopy Children's Solutions? Check out their website.
https://bit.ly/3yre7WN

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</description>
      <pubDate>Fri, 24 Jun 2022 10:14:00 -0000</pubDate>
      <itunes:title>Including You : From Trust to Transformation (w/ Taheti Watson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>608</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2f9fd608-f3a7-11ec-af4d-a7a9a16c5425/image/episode_graphic_001.Taheti_Watson.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In this inaugural episode of Amy C. Waninger's new podcast, Including You, Taheti Watson, Chief Diversity, Equity and Inclusion Officer at Canopy Children’s Solutions, explains how an internal focus on building trust led to external transformation. Including You, the new podcast from Lead at Any Level® and Living Corporate, will feature Chief Diversity Officers and other executives who are proactively creating inclusive cultures in their organizations. As always, check the links in the show notes!

Connect with Taheti on LinkedIn &amp; Twitter.
https://bit.ly/3OlCf2u
https://bit.ly/3HRvkvf

Interested in learning more about Canopy Children's Solutions? Check out their website.
https://bit.ly/3yre7WN

Including You is brought to you by Lead at Any Level. Learn more about them on their website.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this inaugural episode of <a href="https://www.linkedin.com/in/amycwaninger/">Amy C. Waninger</a>'s new podcast, Including You, <a href="https://bit.ly/3OlCf2u">Taheti Watson</a>, Chief Diversity, Equity and Inclusion Officer at Canopy Children’s Solutions, explains how an internal focus on building trust led to external transformation. Including You, the new podcast from Lead at Any Level® and Living Corporate, will feature Chief Diversity Officers and other executives who are proactively creating inclusive cultures in their organizations. As always, check the links in the show notes!</p><p><br></p><p>Connect with Taheti on <a href="https://bit.ly/3OlCf2u">LinkedIn</a> &amp; <a href="https://bit.ly/3HRvkvf">Twitter</a>.</p><p>https://bit.ly/3OlCf2u</p><p>https://bit.ly/3HRvkvf</p><p><br></p><p>Interested in learning more about <a href="https://bit.ly/3yre7WN">Canopy Children's Solutions</a>? Check out their website.</p><p>https://bit.ly/3yre7WN</p><p><br></p><p>Including You is brought to you by <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>. Learn more about them on their website.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1706</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2f9fd608-f3a7-11ec-af4d-a7a9a16c5425]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2186153441.mp3?updated=1656069630" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Addressing Job Hopping with Recruiters</title>
      <description>Tristan discusses how you can address job-hopping with recruiters. If you find yourself in a place where you need to explain your job-hopping to a recruiter, work on filling in the gaps and making them feel comfortable with you!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 23 Jun 2022 09:50:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Addressing Job Hopping with Recruiters</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>607</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5ad25292-f2da-11ec-ab8c-ab30c73fa1cf/image/Addressing_Job_Hopping_with_Recruiters.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how you can address job-hopping with recruiters. If you find yourself in a place where you need to explain your job-hopping to a recruiter, work on filling in the gaps and making them feel comfortable with you!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how you can address job-hopping with recruiters. If you find yourself in a place where you need to explain your job-hopping to a recruiter, work on filling in the gaps and making them feel comfortable with you!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>378</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5ad25292-f2da-11ec-ab8c-ab30c73fa1cf]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5775311132.mp3?updated=1655979035" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Lessons on Negotiating</title>
      <description>Tristan talks about a few lessons in negotiation. Many people feel like they can't or shouldn't negotiate when they are on the job search, but the fact is that most companies expect you to negotiate. According to a survey by Fidelity, 58% of Americans accepted the initial offer for their current position without negotiating. But we know that negotiating works. In fact, that same study found that of the people who negotiated, 85% of them received at least some of what they asked for. Check out Tristan's advice to help you negotiate better! 

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 22 Jun 2022 10:03:20 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Lessons on Negotiating</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>606</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/22058820-f213-11ec-a00d-7763e7677695/image/TAP_In_622.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about a few lessons in negotiation. Many people feel like they can't or shouldn't negotiate when they are on the job search, but the fact is that most companies expect you to negotiate. According to a survey by Fidelity, 58% of Americans accepted the initial offer for their current position without negotiating. But we know that negotiating works. In fact, that same study found that of the people who negotiated, 85% of them received at least some of what they asked for. Check out Tristan's advice to help you negotiate better! 

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about a few lessons in negotiation. Many people feel like they can't or shouldn't negotiate when they are on the job search, but the fact is that most companies expect you to negotiate. According to a survey by Fidelity, 58% of Americans accepted the initial offer for their current position without negotiating. But we know that negotiating works. In fact, that same study found that of the people who negotiated, 85% of them received at least some of what they asked for. Check out Tristan's advice to help you negotiate better! </p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>431</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[22058820-f213-11ec-a00d-7763e7677695]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8434825257.mp3?updated=1655892753" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Psychology of Microaggressions (w/ Dr. Danielle King)</title>
      <description>Zach sits down with Dr. Danielle King, Assistant Professor, Industrial and Organizational Psychology, Department of Psychological Sciences, School of Social Sciences to talk about her research of micro-aggressions for Black professionals at work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Dr. King on LinkedIn &amp; Twitter.
https://bit.ly/3tPvfTn
https://bit.ly/3y8YOS4

Read the research paper mentioned in the show titled "When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees."
https://bit.ly/3QBkFc3

Watch the video of Dr. King and her colleagues describing their work on the research paper.
https://bit.ly/39Dc6Nk

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 21 Jun 2022 10:01:12 -0000</pubDate>
      <itunes:title>The Psychology of Microaggressions (w/ Dr. Danielle King)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>605</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ec510106-f149-11ec-854e-2f1a49e78a4d/image/RTT_621.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Danielle King, Assistant Professor, Industrial and Organizational Psychology, Department of Psychological Sciences, School of Social Sciences to talk about her research of micro-aggressions for Black professionals at work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Dr. King on LinkedIn &amp; Twitter.
https://bit.ly/3tPvfTn
https://bit.ly/3y8YOS4

Read the research paper mentioned in the show titled "When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees."
https://bit.ly/3QBkFc3

Watch the video of Dr. King and her colleagues describing their work on the research paper.
https://bit.ly/39Dc6Nk

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3tPvfTn">Dr. Danielle King</a>, Assistant Professor, Industrial and Organizational Psychology, Department of Psychological Sciences, School of Social Sciences to talk about her research of micro-aggressions for Black professionals at work.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Connect with Dr. King on <a href="https://bit.ly/3tPvfTn">LinkedIn</a> &amp; <a href="%20https://bit.ly/3y8YOS4">Twitter</a>.</p><p>https://bit.ly/3tPvfTn</p><p>https://bit.ly/3y8YOS4</p><p><br></p><p><a href="https://bit.ly/3QBkFc3">Read the research paper</a> mentioned in the show titled "When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees."</p><p>https://bit.ly/3QBkFc3</p><p><br></p><p><a href="https://bit.ly/39Dc6Nk">Watch the video</a> of Dr. King and her colleagues describing their work on the research paper.</p><p>https://bit.ly/39Dc6Nk</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2979</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ec510106-f149-11ec-854e-2f1a49e78a4d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9701222589.mp3?updated=1655806334" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Using LinkedIn to Find a New Job</title>
      <description>Tristan talks about a couple of different ways you can use LinkedIn to find a new job. There are numerous ways to search for roles on the platform - make sure you're taking advantage of all the avenues LI offers to help you land that new gig you're looking for.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 16 Jun 2022 10:19:42 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Using LinkedIn to Find a New Job</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>604</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cb1f95fe-ed5e-11ec-aaa7-c7ed43b5c281/image/Copy_of_JG.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about a couple of different ways you can use LinkedIn to find a new job. There are numerous ways to search for roles on the platform - make sure you're taking advantage of all the avenues LI offers to help you land that new gig you're looking for.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about a couple of different ways you can use LinkedIn to find a new job. There are numerous ways to search for roles on the platform - make sure you're taking advantage of all the avenues LI offers to help you land that new gig you're looking for.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>427</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cb1f95fe-ed5e-11ec-aaa7-c7ed43b5c281]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3111943209.mp3?updated=1655375493" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Differentiate Between Passion and Gifts</title>
      <description>Tristan talks about why it’s important to differentiate between your passion and gifts. We’ve all heard the career advice cliché, “follow your passion.” This is a message you might have heard from books, speeches, and even a couple of career coaches. Tristan has never really subscribed to the idea and shares a handful of reasons why.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 15 Jun 2022 09:47:56 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Differentiate Between Passion and Gifts</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>603</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/000fc0e6-ec91-11ec-b200-4bfc0390812d/image/TAP_In_615.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about why it’s important to differentiate between your passion and gifts. We’ve all heard the career advice cliché, “follow your passion.” This is a message you might have heard from books, speeches, and even a couple of career coaches. Tristan has never really subscribed to the idea and shares a handful of reasons why.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about why it’s important to differentiate between your passion and gifts. We’ve all heard the career advice cliché, “follow your passion.” This is a message you might have heard from books, speeches, and even a couple of career coaches. Tristan has never really subscribed to the idea and shares a handful of reasons why.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>420</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[000fc0e6-ec91-11ec-b200-4bfc0390812d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1383991290.mp3?updated=1655287106" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>What's Really Going On (w/ Tara Turk-Haynes)</title>
      <description>Zach sits down with Tara Turk-Haynes, the Vice President, Diversity, Equity &amp; Inclusion and Talent Management at Leaf Group, to talk about the landscape of DEI, the talent market, data, and more.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Tara on LinkedIn, Twitter &amp; Instagram.
https://bit.ly/3Hqbkjd
https://bit.ly/3zBO9Ax
https://bit.ly/3MK22jj

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 14 Jun 2022 13:49:38 -0000</pubDate>
      <itunes:title>What's Really Going On (w/ Tara Turk-Haynes)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>602</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6eb556ee-ebe9-11ec-ac87-efff91ec2430/image/RTT_Tara.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Tara Turk-Haynes, the Vice President, Diversity, Equity &amp; Inclusion and Talent Management at Leaf Group, to talk about the landscape of DEI, the talent market, data, and more.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Tara on LinkedIn, Twitter &amp; Instagram.
https://bit.ly/3Hqbkjd
https://bit.ly/3zBO9Ax
https://bit.ly/3MK22jj

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3Hqbkjd">Tara Turk-Haynes</a>, the Vice President, Diversity, Equity &amp; Inclusion and Talent Management at Leaf Group, to talk about the landscape of DEI, the talent market, data, and more.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Connect with Tara on <a href="https://bit.ly/3Hqbkjd">LinkedIn</a>, <a href="https://bit.ly/3zBO9Ax">Twitter</a> &amp; <a href="https://bit.ly/3MK22jj">Instagram</a>.</p><p>https://bit.ly/3Hqbkjd</p><p>https://bit.ly/3zBO9Ax</p><p>https://bit.ly/3MK22jj</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2770</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6eb556ee-ebe9-11ec-ac87-efff91ec2430]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6939308325.mp3?updated=1655215136" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Reminder: Update Your Career Journal or Resume</title>
      <description>Tristan talks about updating your resume or career journal. The moral of the story here is make sure you aren’t forgetting to document where you have created some type of value. Make sure you stay ready so you don’t have to get ready! You’ll thank Tristan later.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 09 Jun 2022 10:13:50 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Reminder: Update Your Career Journal or Resume</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>601</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c40a8e58-e7dd-11ec-ae59-e71652b947e0/image/TAP_In_69.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about updating your resume or career journal. The moral of the story here is make sure you aren’t forgetting to document where you have created some type of value. Make sure you stay ready so you don’t have to get ready! You’ll thank Tristan later.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about updating your resume or career journal. The moral of the story here is make sure you aren’t forgetting to document where you have created some type of value. Make sure you stay ready so you don’t have to get ready! You’ll thank Tristan later.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>468</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c40a8e58-e7dd-11ec-ae59-e71652b947e0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9782762505.mp3?updated=1654770321" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : What to Expect for Your Summertime Job Search</title>
      <description>Tristan talks about what you can expect if you're job searching this summer. If you aren't thinking about finding a new job this summer, Tristan has some advice for you too! Check out the full tip to hear what he has to say.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

This tip was adapted from a Forbes article titled “The Summertime Vibe Shift in the Job Market” by Jack Kelly.
https://bit.ly/3zpxZKD

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 08 Jun 2022 08:54:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : What to Expect for Your Summertime Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>600</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c120f52c-e708-11ec-8031-bf4b5fa52bdc/image/TAP_In_68.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about what you can expect if you're job searching this summer. If you aren't thinking about finding a new job this summer, Tristan has some advice for you too! Check out the full tip to hear what he has to say.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

This tip was adapted from a Forbes article titled “The Summertime Vibe Shift in the Job Market” by Jack Kelly.
https://bit.ly/3zpxZKD

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about what you can expect if you're job searching this summer. If you aren't thinking about finding a new job this summer, Tristan has some advice for you too! Check out the full tip to hear what he has to say.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>This tip was adapted from a Forbes article titled <a href="https://bit.ly/3zpxZKD">“The Summertime Vibe Shift in the Job Market”</a> by Jack Kelly.</p><p>https://bit.ly/3zpxZKD</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>401</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c120f52c-e708-11ec-8031-bf4b5fa52bdc]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3700182259.mp3?updated=1654680186" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking DEI with True Religion (w/ Theresa Watts)</title>
      <description>Zach sits down with Theresa Watts, Senior Vice President of Human Resources, Diversity, Equity &amp; Inclusion at True Religion Brand Jeans to talk about her role &amp; how True Religion is creating a more inclusive &amp; equitable place to work.

Connect with Theresa on LinkedIn.
https://bit.ly/3zm55Lj

Read her piece titled "Inclusion And Diversity Are Ingrained In The Culture At True Religion Brand Jeans" on LinkedIn.
https://bit.ly/3zkLGdL

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 07 Jun 2022 09:23:00 -0000</pubDate>
      <itunes:title>Talking DEI with True Religion (w/ Theresa Watts)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>599</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/164149dc-e644-11ec-85f4-23f77614cb0b/image/RTT_67.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Theresa Watts, Senior Vice President of Human Resources, Diversity, Equity &amp; Inclusion at True Religion Brand Jeans to talk about her role &amp; how True Religion is creating a more inclusive &amp; equitable place to work.

Connect with Theresa on LinkedIn.
https://bit.ly/3zm55Lj

Read her piece titled "Inclusion And Diversity Are Ingrained In The Culture At True Religion Brand Jeans" on LinkedIn.
https://bit.ly/3zkLGdL

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3zm55Lj">Theresa Watts</a>, Senior Vice President of Human Resources, Diversity, Equity &amp; Inclusion at True Religion Brand Jeans to talk about her role &amp; how True Religion is creating a more inclusive &amp; equitable place to work.</p><p><br></p><p>Connect with Theresa on <a href="https://bit.ly/3zm55Lj">LinkedIn</a>.</p><p>https://bit.ly/3zm55Lj</p><p><br></p><p>Read her piece titled <a href="https://bit.ly/3zkLGdL">"Inclusion And Diversity Are Ingrained In The Culture At True Religion Brand Jeans"</a> on LinkedIn.</p><p>https://bit.ly/3zkLGdL</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2498</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[164149dc-e644-11ec-85f4-23f77614cb0b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2145439885.mp3?updated=1654600100" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Tips to Develop Early-Career Professionals</title>
      <description>Tristan discusses how you, as a manager, can help early-career professionals advance. Nearly a third of people quit their previous jobs due to bad management. Your direct reports are less likely to jump ship if they see you are just as invested in their growth as they are!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

This tip was adapted from a Forbes article titled "Three Tips for Cultivating Early-Career Professionals" by Jaime Hunt.
https://bit.ly/3GFJjE1

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 02 Jun 2022 11:03:06 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Tips to Develop Early-Career Professionals</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>598</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/80b19b34-e264-11ec-975f-13a7d6101426/image/TAP_In_62.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how you, as a manager, can help early-career professionals advance. Nearly a third of people quit their previous jobs due to bad management. Your direct reports are less likely to jump ship if they see you are just as invested in their growth as they are!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

This tip was adapted from a Forbes article titled "Three Tips for Cultivating Early-Career Professionals" by Jaime Hunt.
https://bit.ly/3GFJjE1

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how you, as a manager, can help early-career professionals advance. Nearly a third of people quit their previous jobs due to bad management. Your direct reports are less likely to jump ship if they see you are just as invested in their growth as they are!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>This tip was adapted from a Forbes article titled <a href="https://bit.ly/3GFJjE1">"Three Tips for Cultivating Early-Career Professionals"</a> by Jaime Hunt.</p><p>https://bit.ly/3GFJjE1</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>406</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[80b19b34-e264-11ec-975f-13a7d6101426]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1248772666.mp3?updated=1654168482" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Why Passion and Work Don’t Always Mix</title>
      <description>Tristan talks about why passion and work don't always mix. We always hear stories of people following their passion and finding this great success, but we never hear the stories of the people who follow their passions and fail. Listen to the full tip to hear what Tristan has to say on the subject.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

This tip was adapted from an article on NPR titled "It's OK to not be passionate about your job" by Ruth Tam.
https://n.pr/3m37VNx

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 01 Jun 2022 09:39:36 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Why Passion and Work Don’t Always Mix</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>597</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1dd55418-e18f-11ec-88f5-73d4412c2e87/image/TAP_In_61.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about why passion and work don't always mix. We always hear stories of people following their passion and finding this great success, but we never hear the stories of the people who follow their passions and fail. Listen to the full tip to hear what Tristan has to say on the subject.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

This tip was adapted from an article on NPR titled "It's OK to not be passionate about your job" by Ruth Tam.
https://n.pr/3m37VNx

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about why passion and work don't always mix. We always hear stories of people following their passion and finding this great success, but we never hear the stories of the people who follow their passions and fail. Listen to the full tip to hear what Tristan has to say on the subject.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>This tip was adapted from an article on NPR titled <a href="https://n.pr/3m37VNx">"It's OK to not be passionate about your job"</a> by Ruth Tam.</p><p>https://n.pr/3m37VNx</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>427</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1dd55418-e18f-11ec-88f5-73d4412c2e87]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6621322407.mp3?updated=1654076834" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>A Conversation with My Ex-Therapist (w/ Dr. Nikki Coleman)</title>
      <description>In honor of #mentalhealthawarenessmonth, Zach sits down with Dr. Nikki Coleman, therapist, educator, consultant, and mentor to talk about navigating the complexities of mental wellness in the workplace while also being Black.

Check out a range of resources that may be useful to individuals seeking support for mental health concerns and/or coping with race-related stressors.
https://bit.ly/3LWicFT

Connect with Dr. Nikki on LinkedIn and Twitter.
https://bit.ly/3O12Odk
https://bit.ly/3N2nvov

Interested in learning more about Dr. Nikki? Check out her website.
https://bit.ly/3t8x8Kl

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 31 May 2022 12:44:21 -0000</pubDate>
      <itunes:title>A Conversation with My Ex-Therapist (w/ Dr. Nikki Coleman)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>596</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/22cba64c-e0e1-11ec-ae7f-2f0b92596fdf/image/RTT_531.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In honor of #mentalhealthawarenessmonth, Zach sits down with Dr. Nikki Coleman, therapist, educator, consultant, and mentor to talk about navigating the complexities of mental wellness in the workplace while also being Black.

Check out a range of resources that may be useful to individuals seeking support for mental health concerns and/or coping with race-related stressors.
https://bit.ly/3LWicFT

Connect with Dr. Nikki on LinkedIn and Twitter.
https://bit.ly/3O12Odk
https://bit.ly/3N2nvov

Interested in learning more about Dr. Nikki? Check out her website.
https://bit.ly/3t8x8Kl

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In honor of #mentalhealthawarenessmonth, Zach sits down with <a href="https://bit.ly/3O12Odk">Dr. Nikki Coleman</a>, therapist, educator, consultant, and mentor to talk about navigating the complexities of mental wellness in the workplace while also being Black.</p><p><br></p><p>Check out <a href="https://bit.ly/3LWicFT">a range of resources</a> that may be useful to individuals seeking support for mental health concerns and/or coping with race-related stressors.</p><p>https://bit.ly/3LWicFT</p><p><br></p><p>Connect with Dr. Nikki on <a href="https://bit.ly/3O12Odk">LinkedIn</a> and <a href="https://bit.ly/3N2nvov">Twitter</a>.</p><p>https://bit.ly/3O12Odk</p><p>https://bit.ly/3N2nvov</p><p><br></p><p>Interested in learning more about Dr. Nikki? Check out <a href="https://bit.ly/3t8x8Kl">her website</a>.</p><p>https://bit.ly/3t8x8Kl</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3472</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[22cba64c-e0e1-11ec-ae7f-2f0b92596fdf]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2880692182.mp3?updated=1654002110" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : The Secret to Getting Job Offers</title>
      <description>Tristan discusses the secret to getting job offers.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Sun, 29 May 2022 11:30:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : The Secret to Getting Job Offers</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>595</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/bbb5db56-dcf5-11ec-88e0-0bf707441673/image/TAP_In_526.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses the secret to getting job offers.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses the secret to getting job offers.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>355</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[bbb5db56-dcf5-11ec-88e0-0bf707441673]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8457106345.mp3?updated=1653766791" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 2 Clarifying Questions During Your Job Search</title>
      <description>Tristan discusses 2 questions he asks his clients to ensure they are prepared for their job search. Remember, every company isn't looking for the same thing; your job is to find the company that's searching for what you have to offer.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 25 May 2022 09:36:39 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 2 Clarifying Questions During Your Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>594</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a030a9f2-dc0e-11ec-9af4-4b3845dff6c9/image/TAP_In_525.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses 2 questions he asks his clients to ensure they are prepared for their job search. Remember, every company isn't looking for the same thing; your job is to find the company that's searching for what you have to offer.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses 2 questions he asks his clients to ensure they are prepared for their job search. Remember, every company isn't looking for the same thing; your job is to find the company that's searching for what you have to offer.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>420</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a030a9f2-dc0e-11ec-9af4-4b3845dff6c9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5441817921.mp3?updated=1653471892" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Being a Founder While Black (w/ Kimberly Bryant)</title>
      <description>Zach sits down with Kimberly Bryant, founder and CEO of Black Girls CODE, to talk about her journey, lessons learned, and advice for other Black and brown founders in and outside of tech.

Connect with Kimberly on LinkedIn &amp; Twitter.
https://bit.ly/3wOxDdo
https://bit.ly/3lIWIBn

Interested in learning more about Black Girls CODE? Check out the website.
https://bit.ly/3yPehHY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 24 May 2022 11:54:50 -0000</pubDate>
      <itunes:title>Being a Founder While Black (w/ Kimberly Bryant)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>593</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cc518ab6-db59-11ec-a5d7-e3691cf6789a/image/RTT_524.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Kimberly Bryant, founder and CEO of Black Girls CODE, to talk about her journey, lessons learned, and advice for other Black and brown founders in and outside of tech.

Connect with Kimberly on LinkedIn &amp; Twitter.
https://bit.ly/3wOxDdo
https://bit.ly/3lIWIBn

Interested in learning more about Black Girls CODE? Check out the website.
https://bit.ly/3yPehHY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3wOxDdo">Kimberly Bryant</a>, founder and CEO of <a href="https://bit.ly/3yPehHY">Black Girls CODE</a>, to talk about her journey, lessons learned, and advice for other Black and brown founders in and outside of tech.</p><p><br></p><p>Connect with Kimberly on <a href="https://bit.ly/3wOxDdo">LinkedIn</a> &amp; <a href="https://bit.ly/3lIWIBn">Twitter</a>.</p><p>https://bit.ly/3wOxDdo</p><p>https://bit.ly/3lIWIBn</p><p><br></p><p>Interested in learning more about <a href="https://bit.ly/3yPehHY">Black Girls CODE</a>? Check out the website.</p><p>https://bit.ly/3yPehHY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3451</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cc518ab6-db59-11ec-a5d7-e3691cf6789a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9324024947.mp3?updated=1653394227" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Common Career Advice That May Not Work For You</title>
      <description>Tristan discusses some common career tips that may not work for you. Career advice is everywhere nowadays and while it’s typically provided with good intentions, most of it isn’t law and some of them may work for others but not work for you. Tristan talks about a few pieces of advice that shouldn’t always be followed to the tee.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

This tip was adapted from an article titled “10 common career tips that might be wrong for you” by Jill Duffy.
https://bit.ly/3G1iyd1

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 19 May 2022 13:00:53 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Common Career Advice That May Not Work For You</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>592</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b8d117b6-d773-11ec-b799-23911bcfe1c8/image/TAP_In_519.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses some common career tips that may not work for you. Career advice is everywhere nowadays and while it’s typically provided with good intentions, most of it isn’t law and some of them may work for others but not work for you. Tristan talks about a few pieces of advice that shouldn’t always be followed to the tee.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

This tip was adapted from an article titled “10 common career tips that might be wrong for you” by Jill Duffy.
https://bit.ly/3G1iyd1

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses some common career tips that may not work for you. Career advice is everywhere nowadays and while it’s typically provided with good intentions, most of it isn’t law and some of them may work for others but not work for you. Tristan talks about a few pieces of advice that shouldn’t always be followed to the tee.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>This tip was adapted from <a href="https://bit.ly/3G1iyd1">an article</a> titled “10 common career tips that might be wrong for you” by Jill Duffy.</p><p>https://bit.ly/3G1iyd1</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>431</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b8d117b6-d773-11ec-b799-23911bcfe1c8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5293879297.mp3?updated=1652965558" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Declining a Job Offer</title>
      <description>Tristan discusses declining a job offer. You have to know how to properly decline offers because you want to maintain a great relationship with the companies that you applied for. Listen to the full tip!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 18 May 2022 11:51:50 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Declining a Job Offer</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>591</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4c046958-d6a1-11ec-af17-8b696be3ecb3/image/TAP_In_518.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses declining a job offer. You have to know how to properly decline offers because you want to maintain a great relationship with the companies that you applied for. Listen to the full tip!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses declining a job offer. You have to know how to properly decline offers because you want to maintain a great relationship with the companies that you applied for. Listen to the full tip!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>378</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4c046958-d6a1-11ec-af17-8b696be3ecb3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8013545829.mp3?updated=1652875179" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Buffalo, Disability, &amp; White Supremacist Terrorism (w/ Imani Barbarin)</title>
      <description>Zach opens the show by addressing the white supremacist domestic terror attack in Buffalo last weekend and Twitch’s history of disinterest and negligence in Black people. Imani Barbarin joins the show to talk about the intersection of race, gender, and disability. 

Connect with Imani on LinkedIn, Twitter, &amp; Instagram.
https://bit.ly/3FVTVOD
https://bit.ly/3Nh3Dh5
https://bit.ly/39Tw5qP

Interested in learning more about Imani's work? Check out her website.
https://bit.ly/3wizcS6

Visit CrutchesAndSpice.com, a space for community, advocacy and expression for the under-represented disabled community.
https://bit.ly/3wmXxq0

Read the Rolling Out article Zach mentioned in the introduction.
https://bit.ly/3Lnedl8

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 17 May 2022 10:42:12 -0000</pubDate>
      <itunes:title>Buffalo, Disability, &amp; White Supremacist Terrorism (w/ Imani Barbarin)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>590</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ffca9404-d5ce-11ec-b3ed-d793b64c088f/image/RTT_517.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach opens the show by addressing the white supremacist domestic terror attack in Buffalo last weekend and Twitch’s history of disinterest and negligence in Black people. Imani Barbarin joins the show to talk about the intersection of race, gender, and disability. 

Connect with Imani on LinkedIn, Twitter, &amp; Instagram.
https://bit.ly/3FVTVOD
https://bit.ly/3Nh3Dh5
https://bit.ly/39Tw5qP

Interested in learning more about Imani's work? Check out her website.
https://bit.ly/3wizcS6

Visit CrutchesAndSpice.com, a space for community, advocacy and expression for the under-represented disabled community.
https://bit.ly/3wmXxq0

Read the Rolling Out article Zach mentioned in the introduction.
https://bit.ly/3Lnedl8

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach opens the show by addressing the white supremacist domestic terror attack in Buffalo last weekend and Twitch’s history of disinterest and negligence in Black people. <a href="https://bit.ly/3FVTVOD">Imani Barbarin</a> joins the show to talk about the intersection of race, gender, and disability. </p><p><br></p><p>Connect with Imani on <a href="https://bit.ly/3FVTVOD">LinkedIn</a>, <a href="https://bit.ly/3Nh3Dh5">Twitter</a>, &amp; <a href="https://bit.ly/39Tw5qP">Instagram</a>.</p><p>https://bit.ly/3FVTVOD</p><p>https://bit.ly/3Nh3Dh5</p><p>https://bit.ly/39Tw5qP</p><p><br></p><p>Interested in learning more about Imani's work? Check out <a href="https://bit.ly/3wizcS6">her website</a>.</p><p>https://bit.ly/3wizcS6</p><p><br></p><p>Visit <a href="https://bit.ly/3wmXxq0">CrutchesAndSpice.com</a>, a space for community, advocacy and expression for the under-represented disabled community.</p><p>https://bit.ly/3wmXxq0</p><p><br></p><p>Read <a href="https://bit.ly/3Lnedl8">the Rolling Out article</a> Zach mentioned in the introduction.</p><p>https://bit.ly/3Lnedl8</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3992</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ffca9404-d5ce-11ec-b3ed-d793b64c088f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2226827670.mp3?updated=1652784858" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Updating Your LinkedIn Profile Without Your Boss Knowing</title>
      <description>Tristan discusses how you can update your LinkedIn profile without your boss knowing and what to say if they find out. Remember, it's your profile; you are entitled to update it whenever you damn well please. Companies will always do what's best for them, which means you should always be doing what's best for you.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

This tip was adapted from a video by Adunola Adeshola. Check it out here.
https://bit.ly/3Pi7T1y

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 12 May 2022 11:56:39 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Updating Your LinkedIn Profile Without Your Boss Knowing</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>589</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/06bb6d84-d1eb-11ec-b0b0-938c91ef8ab8/image/TAP_In_512.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how you can update your LinkedIn profile without your boss knowing and what to say if they find out. Remember, it's your profile; you are entitled to update it whenever you damn well please. Companies will always do what's best for them, which means you should always be doing what's best for you.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

This tip was adapted from a video by Adunola Adeshola. Check it out here.
https://bit.ly/3Pi7T1y

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how you can update your LinkedIn profile without your boss knowing and what to say if they find out. Remember, it's your profile; you are entitled to update it whenever you damn well please. Companies will always do what's best for them, which means you should always be doing what's best for you.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>This tip was adapted from a video by Adunola Adeshola. Check it out <a href="https://bit.ly/3Pi7T1y">here</a>.</p><p>https://bit.ly/3Pi7T1y</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>374</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[06bb6d84-d1eb-11ec-b0b0-938c91ef8ab8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9211406993.mp3?updated=1652357090" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : #1 Interview Tip for Seasoned Professionals</title>
      <description>Tristan discusses the #1 interview tip for seasoned professionals. You'll have to listen to find out what it is!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 11 May 2022 11:54:43 -0000</pubDate>
      <itunes:title>TAP In with Tristan : #1 Interview Tip for Seasoned Professionals</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>588</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9f8b52f6-d121-11ec-ab79-339538515092/image/TAP_In_511.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses the #1 interview tip for seasoned professionals. You'll have to listen to find out what it is!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses the #1 interview tip for seasoned professionals. You'll have to listen to find out what it is!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>358</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9f8b52f6-d121-11ec-ab79-339538515092]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1268609941.mp3?updated=1652270588" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Wake Up (w/ Michelle MiJung Kim)</title>
      <description>Zach sits back down with Michelle MiJung Kim, author, CEO, founder and speaker to talk about her latest book, Asian identity, capitalism, and the future of this work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in learning more about Michelle's work? Check out her website.
https://bit.ly/3w0MWk0

Learn more about Michelle's latest book, "The Wake Up," on Amazon.
https://amzn.to/3LZsTYU

Connect with Michelle on LinkedIn, Twitter, &amp; Instagram.
http://bit.ly/2tUZRa0
https://bit.ly/3yrOHZt
https://bit.ly/3P9Trc1

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 10 May 2022 09:21:31 -0000</pubDate>
      <itunes:title>The Wake Up (w/ Michelle MiJung Kim)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>587</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/27f78216-d043-11ec-8b7b-07e039209327/image/RTT_510.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits back down with Michelle MiJung Kim, author, CEO, founder and speaker to talk about her latest book, Asian identity, capitalism, and the future of this work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in learning more about Michelle's work? Check out her website.
https://bit.ly/3w0MWk0

Learn more about Michelle's latest book, "The Wake Up," on Amazon.
https://amzn.to/3LZsTYU

Connect with Michelle on LinkedIn, Twitter, &amp; Instagram.
http://bit.ly/2tUZRa0
https://bit.ly/3yrOHZt
https://bit.ly/3P9Trc1

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits back down with <a href="http://bit.ly/2tUZRa0">Michelle MiJung Kim</a>, author, CEO, founder and speaker to talk about her latest book, Asian identity, capitalism, and the future of this work.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in learning more about Michelle's work? Check out <a href="https://bit.ly/3w0MWk0">her website</a>.</p><p>https://bit.ly/3w0MWk0</p><p><br></p><p>Learn more about <a href="https://amzn.to/3LZsTYU">Michelle's latest book</a>, "The Wake Up," on Amazon.</p><p>https://amzn.to/3LZsTYU</p><p><br></p><p>Connect with Michelle on <a href="http://bit.ly/2tUZRa0">LinkedIn</a>, <a href="https://bit.ly/3yrOHZt">Twitter</a>, &amp; <a href="https://bit.ly/3P9Trc1">Instagram</a>.</p><p>http://bit.ly/2tUZRa0</p><p>https://bit.ly/3yrOHZt</p><p>https://bit.ly/3P9Trc1</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3590</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[27f78216-d043-11ec-8b7b-07e039209327]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1743181432.mp3?updated=1652175039" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : What is "Managing Up"?</title>
      <description>Tristan talks about managing up. You've probably heard the phrase "managing up" before, but what does it mean? Managing down is all about being a good boss to your team, but managing up is all about being a good direct report to your boss. It all boils down to two major factors - listen to the tip to learn what they are!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 05 May 2022 09:42:13 -0000</pubDate>
      <itunes:title>TAP In with Tristan : What is "Managing Up"?</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>586</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/03d24bee-cc58-11ec-904d-938be3dccf75/image/TAP_In_55.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about managing up. You've probably heard the phrase "managing up" before, but what does it mean? Managing down is all about being a good boss to your team, but managing up is all about being a good direct report to your boss. It all boils down to two major factors - listen to the tip to learn what they are!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about managing up. You've probably heard the phrase "managing up" before, but what does it mean? Managing down is all about being a good boss to your team, but managing up is all about being a good direct report to your boss. It all boils down to two major factors - listen to the tip to learn what they are!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>387</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[03d24bee-cc58-11ec-904d-938be3dccf75]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4325675118.mp3?updated=1651744193" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Schedule Your Emails for Later</title>
      <description>Tristan talks about scheduling your emails. Sometimes, scheduling your emails doesn't make sense, like if you're closing a deal or trying to make a quick collective decision over email. But if your email isn't super time-sensitive, you might want to schedule it for later. Listen to find out why!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 04 May 2022 10:10:45 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Schedule Your Emails for Later</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>585</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a2153026-cb92-11ec-8d88-17a15332d4e5/image/TAP_In_54.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about scheduling your emails. Sometimes, scheduling your emails doesn't make sense, like if you're closing a deal or trying to make a quick collective decision over email. But if your email isn't super time-sensitive, you might want to schedule it for later. Listen to find out why!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about scheduling your emails. Sometimes, scheduling your emails doesn't make sense, like if you're closing a deal or trying to make a quick collective decision over email. But if your email isn't super time-sensitive, you might want to schedule it for later. Listen to find out why!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>421</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a2153026-cb92-11ec-8d88-17a15332d4e5]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4161341526.mp3?updated=1651659419" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Inclusion on Purpose (w/ Ruchika Tulshyan)</title>
      <description>Zach sits down with Ruchika Tulshyan, author, consultant, journalist, speaker, and educator, about her latest book and the role her identity plays in doing the work of DEI. Check the show links below to learn more about her and her work!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Learn more about Ruchika's latest book, "Inclusion on Purpose."
https://bit.ly/3vYQMcq

Connect with Ruchika on LinkedIn, Twitter, &amp; Instagram.
http://bit.ly/2vKKHFz
https://bit.ly/3y5nEmt
https://bit.ly/3vELOTm

Interested in learning more about Ruchika's work? Check out her website.
http://bit.ly/2ICqJ2y

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 03 May 2022 09:48:18 -0000</pubDate>
      <itunes:title>Inclusion on Purpose (w/ Ruchika Tulshyan)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>584</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2aa777d2-cac6-11ec-8e1f-3f9bdc5b1bde/image/RTT_53.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Ruchika Tulshyan, author, consultant, journalist, speaker, and educator, about her latest book and the role her identity plays in doing the work of DEI. Check the show links below to learn more about her and her work!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Learn more about Ruchika's latest book, "Inclusion on Purpose."
https://bit.ly/3vYQMcq

Connect with Ruchika on LinkedIn, Twitter, &amp; Instagram.
http://bit.ly/2vKKHFz
https://bit.ly/3y5nEmt
https://bit.ly/3vELOTm

Interested in learning more about Ruchika's work? Check out her website.
http://bit.ly/2ICqJ2y

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="http://bit.ly/2vKKHFz">Ruchika Tulshyan</a>, author, consultant, journalist, speaker, and educator, about her latest book and the role her identity plays in doing the work of DEI. Check the show links below to learn more about her and her work!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Learn more about Ruchika's latest book, "<a href="https://bit.ly/3vYQMcq">Inclusion on Purpose</a>."</p><p>https://bit.ly/3vYQMcq</p><p><br></p><p>Connect with Ruchika on <a href="http://bit.ly/2vKKHFz">LinkedIn</a>, <a href="https://bit.ly/3y5nEmt">Twitter</a>, &amp; <a href="https://bit.ly/3vELOTm">Instagram</a>.</p><p>http://bit.ly/2vKKHFz</p><p>https://bit.ly/3y5nEmt</p><p>https://bit.ly/3vELOTm</p><p><br></p><p>Interested in learning more about Ruchika's work? Check out <a href="http://bit.ly/2ICqJ2y">her website</a>.</p><p>http://bit.ly/2ICqJ2y</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3554</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2aa777d2-cac6-11ec-8e1f-3f9bdc5b1bde]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8931587004.mp3?updated=1651571601" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : What is Upskilling &amp; How Do You Do It?</title>
      <description>Tristan talks about what upskilling means and how you do it. To master the skills you need in this changing workplace, you must be deliberate in what you learn. Take advantage of these game-changing tips!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 28 Apr 2022 10:12:07 -0000</pubDate>
      <itunes:title>TAP In with Tristan : What is Upskilling &amp; How Do You Do It?</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>583</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d21d802a-c6dd-11ec-baf2-a3b66368020a/image/TAP_In_428.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about what upskilling means and how you do it. To master the skills you need in this changing workplace, you must be deliberate in what you learn. Take advantage of these game-changing tips!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about what upskilling means and how you do it. To master the skills you need in this changing workplace, you must be deliberate in what you learn. Take advantage of these game-changing tips!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>401</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d21d802a-c6dd-11ec-baf2-a3b66368020a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7249585722.mp3?updated=1651141956" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Introducing the On-Demand Workforce</title>
      <description>Tristan introduces you to the idea of the on-demand workforce. Many companies have moved away from traditional, pre-digital-era talent models toward more on-demand workforce models that allow them to expand or contract their access to specialized, highly skilled workers as and when needed. While this type of work is not for everyone, it can be a great alternative for those who are having issues finding work during this time, don't want to transition back into the office, or simply are tired of being tied to one company or organization.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the Harvard Business School article Tristan mentioned in the tip.
https://hbs.me/3e9tLva

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 27 Apr 2022 10:06:27 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Introducing the On-Demand Workforce</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>582</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1b1e3e3a-c612-11ec-b040-5f935675d91e/image/TAP_In_427.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan introduces you to the idea of the on-demand workforce. Many companies have moved away from traditional, pre-digital-era talent models toward more on-demand workforce models that allow them to expand or contract their access to specialized, highly skilled workers as and when needed. While this type of work is not for everyone, it can be a great alternative for those who are having issues finding work during this time, don't want to transition back into the office, or simply are tired of being tied to one company or organization.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the Harvard Business School article Tristan mentioned in the tip.
https://hbs.me/3e9tLva

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> introduces you to the idea of the on-demand workforce. Many companies have moved away from traditional, pre-digital-era talent models toward more on-demand workforce models that allow them to expand or contract their access to specialized, highly skilled workers as and when needed. While this type of work is not for everyone, it can be a great alternative for those who are having issues finding work during this time, don't want to transition back into the office, or simply are tired of being tied to one company or organization.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Read <a href="https://hbs.me/3e9tLva">the Harvard Business School article</a> Tristan mentioned in the tip.</p><p>https://hbs.me/3e9tLva</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>395</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1b1e3e3a-c612-11ec-b040-5f935675d91e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8374162159.mp3?updated=1651054461" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Women at Work (w/ Stephanie A. Jones)</title>
      <description>Sheneisha White and Stephanie A. Jones, LCSW, MSW discuss practical actions for white leaders to support Black women at werk - with an E, not an O! Stephanie is the owner and rendering provider at Lifestyle Management Counseling Center, LLC, and the founder of "Women at Werk," a women's empowerment, networking, and mentoring organization. As a licensed mental health counselor she provides individual, couples, and family counseling services utilizing a solution focused brief therapy model. Check the links in the show notes to connect with her!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Stephanie on LinkedIn.
https://bit.ly/3EOgyEf

Interested in learning more about Women at Werk? Check out the official website.
https://bit.ly/396jMae

Find out more about Lifestyle Management Counseling Center on their official website.
https://bit.ly/3EN6FGS

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 26 Apr 2022 10:42:38 -0000</pubDate>
      <itunes:title>Women at Work (w/ Stephanie A. Jones)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>581</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b76f97d0-c54e-11ec-8a63-5b5e50a78351/image/RTT_426.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha White and Stephanie A. Jones, LCSW, MSW discuss practical actions for white leaders to support Black women at werk - with an E, not an O! Stephanie is the owner and rendering provider at Lifestyle Management Counseling Center, LLC, and the founder of "Women at Werk," a women's empowerment, networking, and mentoring organization. As a licensed mental health counselor she provides individual, couples, and family counseling services utilizing a solution focused brief therapy model. Check the links in the show notes to connect with her!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Stephanie on LinkedIn.
https://bit.ly/3EOgyEf

Interested in learning more about Women at Werk? Check out the official website.
https://bit.ly/396jMae

Find out more about Lifestyle Management Counseling Center on their official website.
https://bit.ly/3EN6FGS

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha White and <a href="https://bit.ly/3EOgyEf">Stephanie A. Jones, LCSW, MSW</a> discuss practical actions for white leaders to support Black women at werk - with an E, not an O! Stephanie is the owner and rendering provider at Lifestyle Management Counseling Center, LLC, and the founder of "Women at Werk," a women's empowerment, networking, and mentoring organization. As a licensed mental health counselor she provides individual, couples, and family counseling services utilizing a solution focused brief therapy model. Check the links in the show notes to connect with her!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Connect with <a href="https://bit.ly/3EOgyEf">Stephanie</a> on LinkedIn.</p><p>https://bit.ly/3EOgyEf</p><p><br></p><p>Interested in learning more about Women at Werk? Check out <a href="https://bit.ly/396jMae">the official website</a>.</p><p>https://bit.ly/396jMae</p><p><br></p><p>Find out more about Lifestyle Management Counseling Center on <a href="https://bit.ly/3EN6FGS">their official website</a>.</p><p>https://bit.ly/3EN6FGS</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>3924</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b76f97d0-c54e-11ec-8a63-5b5e50a78351]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6778927248.mp3?updated=1650970542" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Reasons Why You May Want To Write That Cover Letter</title>
      <description>Tristan talks about why you should write a cover letter, even if the job description says it's optional. With the job market being as competitive as it is, why pass up an opportunity to showcase your skills, tell your story, and potentially help you stand out?

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 21 Apr 2022 09:03:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Reasons Why You May Want To Write That Cover Letter</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>580</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d26a9cec-c152-11ec-bb2d-d31c1536f84b/image/TAP_In_421.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about why you should write a cover letter, even if the job description says it's optional. With the job market being as competitive as it is, why pass up an opportunity to showcase your skills, tell your story, and potentially help you stand out?

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about why you should write a cover letter, even if the job description says it's optional. With the job market being as competitive as it is, why pass up an opportunity to showcase your skills, tell your story, and potentially help you stand out?</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>400</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d26a9cec-c152-11ec-bb2d-d31c1536f84b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8870407477.mp3?updated=1650532747" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Benefits of Employee Resource Groups</title>
      <description>Tristan discusses 3 reasons why you should join your company's employee resource groups. While ERGs do require work outside of your standard duties and responsibilities, they can also significantly impact your career trajectory. And don't forget, you can join more than one to maximize some of these benefits!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 20 Apr 2022 11:09:41 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Benefits of Employee Resource Groups</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>579</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e1e000dc-c09d-11ec-b9a6-8b3498b2b735/image/TAP_In_420.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses 3 reasons why you should join your company's employee resource groups. While ERGs do require work outside of your standard duties and responsibilities, they can also significantly impact your career trajectory. And don't forget, you can join more than one to maximize some of these benefits!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses 3 reasons why you should join your company's employee resource groups. While ERGs do require work outside of your standard duties and responsibilities, they can also significantly impact your career trajectory. And don't forget, you can join more than one to maximize some of these benefits!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>401</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e1e000dc-c09d-11ec-b9a6-8b3498b2b735]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5560950743.mp3?updated=1650454787" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>How to Talk to Your Boss About Race (w/ Y-Vonne Hutchinson)</title>
      <description>Zach sits down with Y-Vonne Hutchinson, CEO and Founder of ReadySet and author of How to Talk to Your Boss About Race, to talk her journey authoring this book, identifying allies, and navigating white workspaces. Check the links in the show notes to order her book and more!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in Y-Vonne's work? Check out her website.
https://bit.ly/3Mikxv5

Learn more about Y-Vonne's book, "How to Talk to Your Boss About Race," on Amazon.
https://amzn.to/36pJ0iU

Connect with Y-Vonne on LinkedIn and Twitter.
https://bit.ly/2HWsElp
https://bit.ly/3jMWjhm

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out our merch!
https://bit.ly/375rFbY</description>
      <pubDate>Tue, 19 Apr 2022 09:30:00 -0000</pubDate>
      <itunes:title>How to Talk to Your Boss About Race (w/ Y-Vonne Hutchinson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>578</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0ea7cd5a-bfc4-11ec-93db-97424ed0f047/image/RTT_914__1_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Y-Vonne Hutchinson, CEO and Founder of ReadySet and author of How to Talk to Your Boss About Race, to talk her journey authoring this book, identifying allies, and navigating white workspaces. Check the links in the show notes to order her book and more!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in Y-Vonne's work? Check out her website.
https://bit.ly/3Mikxv5

Learn more about Y-Vonne's book, "How to Talk to Your Boss About Race," on Amazon.
https://amzn.to/36pJ0iU

Connect with Y-Vonne on LinkedIn and Twitter.
https://bit.ly/2HWsElp
https://bit.ly/3jMWjhm

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out our merch!
https://bit.ly/375rFbY</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/2HWsElp">Y-Vonne Hutchinson</a>, CEO and Founder of ReadySet and author of How to Talk to Your Boss About Race, to talk her journey authoring this book, identifying allies, and navigating white workspaces. Check the links in the show notes to order her book and more!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in Y-Vonne's work? Check out <a href="https://bit.ly/3Mikxv5">her website</a>.</p><p>https://bit.ly/3Mikxv5</p><p><br></p><p>Learn more about Y-Vonne's book, "<a href="https://amzn.to/36pJ0iU">How to Talk to Your Boss About Race</a>," on Amazon.</p><p>https://amzn.to/36pJ0iU</p><p><br></p><p>Connect with Y-Vonne on <a href="https://bit.ly/2HWsElp">LinkedIn</a> and <a href="https://bit.ly/3jMWjhm">Twitter</a>.</p><p>https://bit.ly/2HWsElp</p><p>https://bit.ly/3jMWjhm</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">our merch</a>!</p><p>https://bit.ly/375rFbY</p>]]>
      </content:encoded>
      <itunes:duration>2162</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0ea7cd5a-bfc4-11ec-93db-97424ed0f047]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2726239723.mp3?updated=1650361232" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 5 Data-Backed Insights to Boost Your Resume</title>
      <description>Tristan talks about 5 data-backed strategies to help you boost your resume. Throughout your job search, you can miss so many things that can cost you the perfect opportunity, but your resume doesn't need to be one of them. Austin Belcak of Cultivated Culture analyzed 125,000 resumes to see what most job seekers miss in their documents and developed 5 data-backed insights from his analysis to help you beat the competition and write a job-winning resume, and Tristan talks about those today!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the Cultivated Culture article this tip was inspired by.
https://bit.ly/3M8Dgtf

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 14 Apr 2022 10:04:52 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 5 Data-Backed Insights to Boost Your Resume</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>577</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6c33fcd8-bbdb-11ec-974d-1f5589895d5d/image/TAP_In_414.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about 5 data-backed strategies to help you boost your resume. Throughout your job search, you can miss so many things that can cost you the perfect opportunity, but your resume doesn't need to be one of them. Austin Belcak of Cultivated Culture analyzed 125,000 resumes to see what most job seekers miss in their documents and developed 5 data-backed insights from his analysis to help you beat the competition and write a job-winning resume, and Tristan talks about those today!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the Cultivated Culture article this tip was inspired by.
https://bit.ly/3M8Dgtf

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about 5 data-backed strategies to help you boost your resume. Throughout your job search, you can miss so many things that can cost you the perfect opportunity, but your resume doesn't need to be one of them. Austin Belcak of Cultivated Culture analyzed 125,000 resumes to see what most job seekers miss in their documents and developed 5 data-backed insights from his analysis to help you beat the competition and write a job-winning resume, and Tristan talks about those today!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Read <a href="https://bit.ly/3M8Dgtf">the Cultivated Culture article</a> this tip was inspired by.</p><p>https://bit.ly/3M8Dgtf</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>427</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6c33fcd8-bbdb-11ec-974d-1f5589895d5d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9463701839.mp3?updated=1649931463" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : How to Vet a Hybrid or Remote Workplace</title>
      <description>Tristan talks about how to vet a hybrid or remote workplace. The demand for remote work is on the rise, and since many employers are looking to fill roles quickly, they are saying whatever prospective employees want to hear without actually being dedicated to building and maintaining a high-performing remote or hybrid workplace. It’s your job as a job seeker to assess the company’s remote culture and ask targeted questions about how remote employees are treated, supported, and incorporated into the company.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the Harvard Business Review article this tip was inspired by.
https://bit.ly/3JQ9xnr

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 13 Apr 2022 09:31:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : How to Vet a Hybrid or Remote Workplace</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>576</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7409f86a-bb0c-11ec-90ae-a7a69ffb2245/image/TAP_In_413.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about how to vet a hybrid or remote workplace. The demand for remote work is on the rise, and since many employers are looking to fill roles quickly, they are saying whatever prospective employees want to hear without actually being dedicated to building and maintaining a high-performing remote or hybrid workplace. It’s your job as a job seeker to assess the company’s remote culture and ask targeted questions about how remote employees are treated, supported, and incorporated into the company.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the Harvard Business Review article this tip was inspired by.
https://bit.ly/3JQ9xnr

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about how to vet a hybrid or remote workplace. The demand for remote work is on the rise, and since many employers are looking to fill roles quickly, they are saying whatever prospective employees want to hear without actually being dedicated to building and maintaining a high-performing remote or hybrid workplace. It’s your job as a job seeker to assess the company’s remote culture and ask targeted questions about how remote employees are treated, supported, and incorporated into the company.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Read <a href="https://bit.ly/3JQ9xnr">the Harvard Business Review article</a> this tip was inspired by.</p><p>https://bit.ly/3JQ9xnr</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>460</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[7409f86a-bb0c-11ec-90ae-a7a69ffb2245]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9214842518.mp3?updated=1649842752" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Identity, Purpose, Life, and Death (w/ Julie Lythcott-Haims)</title>
      <description>Zach sits down with author, speaker, educator, and entrepreneur Julie Lythcott-Haims to talk purpose, identity, and self-advocacy for marginalized identities at work. Check the links in the show notes to connect with her!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in Julie's work? Check out her website.
https://bit.ly/3O3DFPi

Learn more about Julie's newest book, "How To Be An Adult," on Amazon.
https://amzn.to/37J9nkl

Connect with Julie on LinkedIn, Twitter and Instagram.
https://bit.ly/3O4HtQj
https://bit.ly/38xt3b5
https://bit.ly/3E7iM0V

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 12 Apr 2022 09:14:41 -0000</pubDate>
      <itunes:title>Identity, Purpose, Life, and Death (w/ Julie Lythcott-Haims)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>575</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/037ffdd0-ba42-11ec-b8ab-3bea098f292a/image/RTT_Julie.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with author, speaker, educator, and entrepreneur Julie Lythcott-Haims to talk purpose, identity, and self-advocacy for marginalized identities at work. Check the links in the show notes to connect with her!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in Julie's work? Check out her website.
https://bit.ly/3O3DFPi

Learn more about Julie's newest book, "How To Be An Adult," on Amazon.
https://amzn.to/37J9nkl

Connect with Julie on LinkedIn, Twitter and Instagram.
https://bit.ly/3O4HtQj
https://bit.ly/38xt3b5
https://bit.ly/3E7iM0V

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with author, speaker, educator, and entrepreneur <a href="https://bit.ly/3O3DFPi">Julie Lythcott-Haims</a> to talk purpose, identity, and self-advocacy for marginalized identities at work. Check the links in the show notes to connect with her!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in Julie's work? Check out <a href="https://bit.ly/3O3DFPi">her website</a>.</p><p>https://bit.ly/3O3DFPi</p><p><br></p><p>Learn more about Julie's newest book, <a href="https://amzn.to/37J9nkl">"How To Be An Adult,"</a> on Amazon.</p><p>https://amzn.to/37J9nkl</p><p><br></p><p>Connect with Julie on <a href="https://bit.ly/3O4HtQj">LinkedIn</a>, <a href="https://bit.ly/38xt3b5">Twitter</a> and <a href="https://bit.ly/3E7iM0V">Instagram</a>.</p><p>https://bit.ly/3O4HtQj</p><p>https://bit.ly/38xt3b5</p><p>https://bit.ly/3E7iM0V</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2225</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9221855328.mp3?updated=1649755623" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Reframing Workplace Conflict</title>
      <description>Tristan talks about reframing conflict in the workplace. All of us experience conflict at work, and sometimes it can be challenging to get through. We'd like to extend a huge shout-out to Dr. Clyde Barnett III, who shared these conflict resolution strategies that would be helpful!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Dr. Clyde Barnett III on LinkedIn.
https://bit.ly/3x8PVIg

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 07 Apr 2022 09:50:37 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Reframing Workplace Conflict</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>574</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c4a51fc4-b658-11ec-ab63-3f30f44d07ea/image/Tap_In_47.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about reframing conflict in the workplace. All of us experience conflict at work, and sometimes it can be challenging to get through. We'd like to extend a huge shout-out to Dr. Clyde Barnett III, who shared these conflict resolution strategies that would be helpful!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Dr. Clyde Barnett III on LinkedIn.
https://bit.ly/3x8PVIg

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about reframing conflict in the workplace. All of us experience conflict at work, and sometimes it can be challenging to get through. We'd like to extend a huge shout-out to Dr. Clyde Barnett III, who shared these conflict resolution strategies that would be helpful!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Connect with <a href="https://bit.ly/3x8PVIg">Dr. Clyde Barnett III</a> on LinkedIn.</p><p>https://bit.ly/3x8PVIg</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>462</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c4a51fc4-b658-11ec-ab63-3f30f44d07ea]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1898239134.mp3?updated=1649325591" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Parts of a Good Resume Bullet Point</title>
      <description>Tristan discusses three things he thinks every good resume bullet point has to help you take your resume from just telling what you did to showing what you did through examples.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 06 Apr 2022 10:00:46 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Parts of a Good Resume Bullet Point</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>573</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/adc88d36-b590-11ec-86da-03a81c3130c2/image/Tap_In_46.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses three things he thinks every good resume bullet point has to help you take your resume from just telling what you did to showing what you did through examples.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses three things he thinks every good resume bullet point has to help you take your resume from just telling what you did to showing what you did through examples.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>382</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[adc88d36-b590-11ec-86da-03a81c3130c2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2397634516.mp3?updated=1649239654" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Preparation for Purpose (w/ Letisha Bereola)</title>
      <description>Sheneisha White sits down with life and career coach / Emmy Nominee Letisha Bereola to discuss preparing for purpose. Letisha shares how previous experiences prepare you for the present as she discuss her journey from the news room to her new journey of coaching.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in Letisha's work? Check out her website.
https://bit.ly/3LGZnGN

Connect with Letisha on LinkedIn, Twitter and Instagram.
https://bit.ly/3DFGSzP
https://bit.ly/3J6SkFH
https://bit.ly/3NP9PxL

Check her podcast, Audacity: Unlocking the Secrets of The Bold, out on Apple Podcasts.
https://apple.co/3LJ5Vow

Read a selection of her work on TheGrio.
https://on.thegrio.com/3J6SwEV

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 05 Apr 2022 11:13:47 -0000</pubDate>
      <itunes:title>Preparation for Purpose (w/ Letisha Bereola)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>572</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/04452430-b4d3-11ec-9903-1f8254a41baf/image/RTT_45.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha White sits down with life and career coach / Emmy Nominee Letisha Bereola to discuss preparing for purpose. Letisha shares how previous experiences prepare you for the present as she discuss her journey from the news room to her new journey of coaching.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in Letisha's work? Check out her website.
https://bit.ly/3LGZnGN

Connect with Letisha on LinkedIn, Twitter and Instagram.
https://bit.ly/3DFGSzP
https://bit.ly/3J6SkFH
https://bit.ly/3NP9PxL

Check her podcast, Audacity: Unlocking the Secrets of The Bold, out on Apple Podcasts.
https://apple.co/3LJ5Vow

Read a selection of her work on TheGrio.
https://on.thegrio.com/3J6SwEV

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha White sits down with life and career coach / Emmy Nominee <a href="https://bit.ly/3DFGSzP">Letisha Bereola</a> to discuss preparing for purpose. Letisha shares how previous experiences prepare you for the present as she discuss her journey from the news room to her new journey of coaching.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in Letisha's work? Check out <a href="https://bit.ly/3LGZnGN">her website</a>.</p><p>https://bit.ly/3LGZnGN</p><p><br></p><p>Connect with Letisha on <a href="https://bit.ly/3DFGSzP">LinkedIn</a>, <a href="https://bit.ly/3J6SkFH">Twitter</a> and<a href="https://bit.ly/3NP9PxL"> Instagram</a>.</p><p>https://bit.ly/3DFGSzP</p><p>https://bit.ly/3J6SkFH</p><p>https://bit.ly/3NP9PxL</p><p><br></p><p>Check her podcast, <a href="https://apple.co/3LJ5Vow">Audacity: Unlocking the Secrets of The Bold</a>, out on Apple Podcasts.</p><p>https://apple.co/3LJ5Vow</p><p><br></p><p>Read a selection of <a href="https://on.thegrio.com/3J6SwEV">her work on TheGrio</a>.</p><p>https://on.thegrio.com/3J6SwEV</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3148</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[04452430-b4d3-11ec-9903-1f8254a41baf]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1999362891.mp3?updated=1649158194" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Whiteness Will Not Save You (w/ Zach Nunn)</title>
      <description>Zach drops a bit of a different message on this special Monday episode of the podcast, imploring Black and brown people to realize that whiteness will not save you when these systems are built and designed for people that do not look like you.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Mon, 04 Apr 2022 13:07:04 -0000</pubDate>
      <itunes:title>Whiteness Will Not Save You (w/ Zach Nunn)</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>571</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/21f553d0-b418-11ec-b144-9fd677ecd06a/image/LC_Apr4.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach drops a bit of a different message on this special Monday episode of the podcast, imploring Black and brown people to realize that whiteness will not save you when these systems are built and designed for people that do not look like you.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach drops a bit of a different message on this special Monday episode of the podcast, imploring Black and brown people to realize that whiteness will not save you when these systems are built and designed for people that do not look like you.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>1042</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[21f553d0-b418-11ec-b144-9fd677ecd06a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4573218167.mp3?updated=1649077928" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Finding Remote Work</title>
      <description>Tristan covers a handful of things you need to do when applying for remote work. While remote work is becoming increasingly popular, it can be difficult to find and competitive to secure. Make sure to pack your patience and give yourself enough time to find the remote position that's best for you!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 31 Mar 2022 09:15:26 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Finding Remote Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>570</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/23c1e6ee-b0d3-11ec-8a3d-43a375be2afb/image/TAP_In_331.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan covers a handful of things you need to do when applying for remote work. While remote work is becoming increasingly popular, it can be difficult to find and competitive to secure. Make sure to pack your patience and give yourself enough time to find the remote position that's best for you!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> covers a handful of things you need to do when applying for remote work. While remote work is becoming increasingly popular, it can be difficult to find and competitive to secure. Make sure to pack your patience and give yourself enough time to find the remote position that's best for you!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>441</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[23c1e6ee-b0d3-11ec-8a3d-43a375be2afb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9134361095.mp3?updated=1648718523" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : References During a Job Search</title>
      <description>Tristan talks about references during a job search. Throughout your job search, you may be asked to provide references. It's important that you understand the point of references, when you should start thinking about them, who to pick, and how to present the information. So let's dive into it!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 30 Mar 2022 09:24:38 -0000</pubDate>
      <itunes:title>TAP In with Tristan : References During a Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>569</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8569bcdc-b00b-11ec-b738-dfc1694f5933/image/TAP_In_330.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about references during a job search. Throughout your job search, you may be asked to provide references. It's important that you understand the point of references, when you should start thinking about them, who to pick, and how to present the information. So let's dive into it!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about references during a job search. Throughout your job search, you may be asked to provide references. It's important that you understand the point of references, when you should start thinking about them, who to pick, and how to present the information. So let's dive into it!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>392</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8569bcdc-b00b-11ec-b738-dfc1694f5933]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2423164312.mp3?updated=1648632707" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Pushing the Agenda (w/ Tia Coleman)</title>
      <description>Sheneisha White sits down with business coach, media mogul and author Tia Coleman to discuss how women of color can voices can be amplified in the workspace and her journey to entrepreneurship.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in Tia's work? Visit her LinkTree.
https://bit.ly/3IPtbzl 

Learn more about Tia's book "I AM The Prize" on Amazon.
https://amzn.to/3tNe7Od

Connect with Tia on Twitter &amp; Instagram.
https://bit.ly/3Nxa1So
https://bit.ly/3JQ8C78

Check her podcast, TiaVsFancyCash, out on Apple Podcasts.
https://apple.co/3uECA7N

Visit the TiaVsFancyCash website.
https://bit.ly/3DhQUH8

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 29 Mar 2022 09:58:16 -0000</pubDate>
      <itunes:title>Pushing the Agenda (w/ Tia Coleman)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>568</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d6473ae0-af47-11ec-b551-9f0b43a9a079/image/RTT_Tia.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha White sits down with business coach, media mogul and author Tia Coleman to discuss how women of color can voices can be amplified in the workspace and her journey to entrepreneurship.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in Tia's work? Visit her LinkTree.
https://bit.ly/3IPtbzl 

Learn more about Tia's book "I AM The Prize" on Amazon.
https://amzn.to/3tNe7Od

Connect with Tia on Twitter &amp; Instagram.
https://bit.ly/3Nxa1So
https://bit.ly/3JQ8C78

Check her podcast, TiaVsFancyCash, out on Apple Podcasts.
https://apple.co/3uECA7N

Visit the TiaVsFancyCash website.
https://bit.ly/3DhQUH8

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha White sits down with business coach, media mogul and author <a href="https://bit.ly/3JQ8C78">Tia Coleman</a> to discuss how women of color can voices can be amplified in the workspace and her journey to entrepreneurship.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in Tia's work? Visit her <a href="https://bit.ly/3IPtbzl">LinkTree</a>.</p><p>https://bit.ly/3IPtbzl </p><p><br></p><p>Learn more about Tia's book "I AM The Prize" on <a href="https://amzn.to/3tNe7Od">Amazon</a>.</p><p>https://amzn.to/3tNe7Od</p><p><br></p><p>Connect with Tia on <a href="https://bit.ly/3Nxa1So">Twitter</a> &amp; <a href="https://bit.ly/3JQ8C78">Instagram</a>.</p><p>https://bit.ly/3Nxa1So</p><p>https://bit.ly/3JQ8C78</p><p><br></p><p>Check <a href="https://apple.co/3uECA7N">her podcast</a>, TiaVsFancyCash, out on Apple Podcasts.</p><p>https://apple.co/3uECA7N</p><p><br></p><p>Visit <a href="https://bit.ly/3DhQUH8">the TiaVsFancyCash website</a>.</p><p>https://bit.ly/3DhQUH8</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2501</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d6473ae0-af47-11ec-b551-9f0b43a9a079]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9952231043.mp3?updated=1648548665" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Ways to Recognize Your Coworker’s Good Work</title>
      <description>Tristan discusses three things we can do to show our coworkers appreciation in this digital age. It's essential that we build fans of our work to help progress our careers, and our coworkers need to build a fanbase too. Working in a virtual setting can make this a bit more challenging, but here are a few ways to express your gratitude!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 24 Mar 2022 09:33:16 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Ways to Recognize Your Coworker’s Good Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>567</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/aa731dbc-ab55-11ec-bc36-cbb225a2e1a3/image/TAP_In_324.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses three things we can do to show our coworkers appreciation in this digital age. It's essential that we build fans of our work to help progress our careers, and our coworkers need to build a fanbase too. Working in a virtual setting can make this a bit more challenging, but here are a few ways to express your gratitude!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses three things we can do to show our coworkers appreciation in this digital age. It's essential that we build fans of our work to help progress our careers, and our coworkers need to build a fanbase too. Working in a virtual setting can make this a bit more challenging, but here are a few ways to express your gratitude!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>398</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[aa731dbc-ab55-11ec-bc36-cbb225a2e1a3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1949593579.mp3?updated=1648114796" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Why You Didn’t Get Hired After That Interview</title>
      <description>Tristan talks about some of the reasons you weren’t offered the job after your interview. This isn't an exhaustive list of what might be going wrong in your interview process, but they are some of the top reasons you may not be making it through the process. If this is a common occurrence for you, you might want to find a coach or someone you know who is a hiring manager to help you identify what changes you might want to make to increase your chances of landing your ideal role!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 23 Mar 2022 09:18:41 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Why You Didn’t Get Hired After That Interview</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>566</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4a5c75a6-aa8b-11ec-9668-d7c3e48496a5/image/TI_323.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about some of the reasons you weren’t offered the job after your interview. This isn't an exhaustive list of what might be going wrong in your interview process, but they are some of the top reasons you may not be making it through the process. If this is a common occurrence for you, you might want to find a coach or someone you know who is a hiring manager to help you identify what changes you might want to make to increase your chances of landing your ideal role!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about some of the reasons you weren’t offered the job after your interview. This isn't an exhaustive list of what might be going wrong in your interview process, but they are some of the top reasons you may not be making it through the process. If this is a common occurrence for you, you might want to find a coach or someone you know who is a hiring manager to help you identify what changes you might want to make to increase your chances of landing your ideal role!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>425</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4a5c75a6-aa8b-11ec-9668-d7c3e48496a5]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6399053176.mp3?updated=1648027876" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Psychological Safety While Black (w/ Dr. Tana M. Session)</title>
      <description>Zach sits down with award-winning International Speaker, Best-selling Author, and Certified Executive-level Performance Strategist Dr. Tana M. Session to talk the role of psychological safety in equitable workplaces and the future of DEI work as we prepare for Gen Z professionals.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Dr. Session's website.
https://bit.ly/37R0Z2c

Connect with Dr. Session on LinkedIn, Instagram, &amp; Twitter.
https://bit.ly/3woqyBW
https://bit.ly/3iq513t
https://bit.ly/36nnY4m

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 22 Mar 2022 10:14:10 -0000</pubDate>
      <itunes:title>Psychological Safety While Black (w/ Dr. Tana M. Session)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>565</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4be06cf0-a9ca-11ec-9f7e-077276ffb350/image/RTT_322.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with award-winning International Speaker, Best-selling Author, and Certified Executive-level Performance Strategist Dr. Tana M. Session to talk the role of psychological safety in equitable workplaces and the future of DEI work as we prepare for Gen Z professionals.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Dr. Session's website.
https://bit.ly/37R0Z2c

Connect with Dr. Session on LinkedIn, Instagram, &amp; Twitter.
https://bit.ly/3woqyBW
https://bit.ly/3iq513t
https://bit.ly/36nnY4m

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with award-winning International Speaker, Best-selling Author, and Certified Executive-level Performance Strategist <a href="https://bit.ly/3woqyBW">Dr. Tana M. Session</a> to talk the role of psychological safety in equitable workplaces and the future of DEI work as we prepare for Gen Z professionals.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/37R0Z2c">Dr. Session's website</a>.</p><p>https://bit.ly/37R0Z2c</p><p><br></p><p>Connect with Dr. Session on <a href="https://bit.ly/3woqyBW">LinkedIn</a>, <a href="https://bit.ly/3iq513t">Instagram</a>, &amp; <a href="https://bit.ly/36nnY4m">Twitter</a>.</p><p>https://bit.ly/3woqyBW</p><p>https://bit.ly/3iq513t</p><p>https://bit.ly/36nnY4m</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2205</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4be06cf0-a9ca-11ec-9f7e-077276ffb350]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8443851231.mp3?updated=1647944986" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Take A Break, Use Your PTO</title>
      <description>Tristan talks about why you should take a break. According to the U.S Travel Association, in 2018, 55% of Americans did not use all of their vacation time. In that same year, the U.S. Travel Association reported that American workers accumulated 768 million unused vacation days. Take some time to yourself. Everyone around you will benefit and the work will still be there.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 17 Mar 2022 14:02:31 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Take A Break, Use Your PTO</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>564</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/69927810-a5fb-11ec-9697-efbf2a471173/image/TAP_In_317.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about why you should take a break. According to the U.S Travel Association, in 2018, 55% of Americans did not use all of their vacation time. In that same year, the U.S. Travel Association reported that American workers accumulated 768 million unused vacation days. Take some time to yourself. Everyone around you will benefit and the work will still be there.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about why you should take a break. According to the U.S Travel Association, in 2018, 55% of Americans did not use all of their vacation time. In that same year, the U.S. Travel Association reported that American workers accumulated 768 million unused vacation days. Take some time to yourself. Everyone around you will benefit and the work will still be there.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>401</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[69927810-a5fb-11ec-9697-efbf2a471173]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4737283556.mp3?updated=1647526277" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Are You Treating Your Job Like a Marriage?</title>
      <description>Tristan has one question for you - are you treating your job like a marriage? An email Tristan received from L. Michelle Smith, an amazing author, speaker, and executive coach, prompted this tip. She also gave some points on what treating your job like a marriage looks like!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out L. Michelle Smith's website.
https://bit.ly/37pnHhy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 16 Mar 2022 10:37:06 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Are You Treating Your Job Like a Marriage?</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>563</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a14ea1f2-a515-11ec-bd51-43579f827625/image/TAP_In_316.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan has one question for you - are you treating your job like a marriage? An email Tristan received from L. Michelle Smith, an amazing author, speaker, and executive coach, prompted this tip. She also gave some points on what treating your job like a marriage looks like!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out L. Michelle Smith's website.
https://bit.ly/37pnHhy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> has one question for you - are you treating your job like a marriage? An email Tristan received from L. Michelle Smith, an amazing author, speaker, and executive coach, prompted this tip. She also gave some points on what treating your job like a marriage looks like!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/37pnHhy">L. Michelle Smith's website</a>.</p><p>https://bit.ly/37pnHhy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>385</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a14ea1f2-a515-11ec-bd51-43579f827625]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3897705362.mp3?updated=1647427586" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Data is the Battleground for Diversity Work (w/ Aubrey Blanche)</title>
      <description>Zach sits back down with Aubrey Blanche, Senior Director of Equitable Design, Product &amp; People at Culture Amp, to discuss data being the battleground for diversity work and more. Check out the links in the show notes, particularly Culture Amp's 2022 Workplace DEI report - it's must-read material!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read Culture Amp's 2022 Workplace DEI Report.
https://bit.ly/3JcwSzP

You can connect with Aubrey on LinkedIn and Twitter.
https://bit.ly/2Rqvtwj
https://bit.ly/2ZyUha7

Visit Culture Amp's website.
https://bit.ly/3E0qNDy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 15 Mar 2022 10:47:53 -0000</pubDate>
      <itunes:title>Data is the Battleground for Diversity Work (w/ Aubrey Blanche)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>562</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6fb5b68a-a44d-11ec-a28f-9f6f203870af/image/RTT_Mar15.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits back down with Aubrey Blanche, Senior Director of Equitable Design, Product &amp; People at Culture Amp, to discuss data being the battleground for diversity work and more. Check out the links in the show notes, particularly Culture Amp's 2022 Workplace DEI report - it's must-read material!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read Culture Amp's 2022 Workplace DEI Report.
https://bit.ly/3JcwSzP

You can connect with Aubrey on LinkedIn and Twitter.
https://bit.ly/2Rqvtwj
https://bit.ly/2ZyUha7

Visit Culture Amp's website.
https://bit.ly/3E0qNDy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits back down with <a href="https://bit.ly/2Rqvtwj">Aubrey Blanche</a>, Senior Director of Equitable Design, Product &amp; People at Culture Amp, to discuss data being the battleground for diversity work and more. Check out the links in the show notes, particularly Culture Amp's 2022 Workplace DEI report - it's must-read material!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Read <a href="https://bit.ly/3JcwSzP">Culture Amp's 2022 Workplace DEI Report</a>.</p><p>https://bit.ly/3JcwSzP</p><p><br></p><p>You can connect with Aubrey on <a href="https://bit.ly/2Rqvtwj">LinkedIn</a> and <a href="https://bit.ly/2ZyUha7">Twitter</a>.</p><p>https://bit.ly/2Rqvtwj</p><p>https://bit.ly/2ZyUha7</p><p><br></p><p>Visit <a href="https://bit.ly/3E0qNDy">Culture Amp</a>'s website.</p><p>https://bit.ly/3E0qNDy</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2780</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6fb5b68a-a44d-11ec-a28f-9f6f203870af]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1185351857.mp3?updated=1647341603" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Create a Job Application Tracker</title>
      <description>Tristan discusses job application trackers, what they are and why you should have one during your job search. Job searching is already stressful enough as it is. If you can stay organized throughout the process, you can streamline it a bit and eliminate some of that stress!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 10 Mar 2022 13:17:10 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Create a Job Application Tracker</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>561</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2e1a9582-a075-11ec-a641-c3fba2d5c418/image/TAP_In_310.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses job application trackers, what they are and why you should have one during your job search. Job searching is already stressful enough as it is. If you can stay organized throughout the process, you can streamline it a bit and eliminate some of that stress!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses job application trackers, what they are and why you should have one during your job search. Job searching is already stressful enough as it is. If you can stay organized throughout the process, you can streamline it a bit and eliminate some of that stress!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>399</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2e1a9582-a075-11ec-a641-c3fba2d5c418]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6618327396.mp3?updated=1646918868" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Things Missing From Your Job Search</title>
      <description>Tristan talks about the three main things that most job seekers are missing that puts them in that consistent pattern of endless online applications.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 09 Mar 2022 10:55:24 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Things Missing From Your Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>560</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/180f6a70-9f98-11ec-8d13-cb7bf3eade3a/image/fl.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about the three main things that most job seekers are missing that puts them in that consistent pattern of endless online applications.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about the three main things that most job seekers are missing that puts them in that consistent pattern of endless online applications.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>430</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[180f6a70-9f98-11ec-8d13-cb7bf3eade3a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9843425297.mp3?updated=1646823913" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Disability &amp; STEM While Black (w/ Rose Robinson)</title>
      <description>Zach sits down with Rose Robinson, the executive director of the Center for Minorities and People with Disabilities in Information Technology, to talk about her personal career journey, CMD-IT's tagline of "fostering innovation through inclusion," and more. Check out the links in the show notes to learn more about CMD-IT and connect with Rose!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out CMD-IT's website.
https://bit.ly/3CpIaOX

Connect with Rose on LinkedIn.
https://bit.ly/3HVphEq

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 08 Mar 2022 09:25:26 -0000</pubDate>
      <itunes:title>Disability &amp; STEM While Black (w/ Rose Robinson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>559</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1aeb720a-9ec3-11ec-aead-abd4e795cd44/image/RTT_Rose.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Rose Robinson, the executive director of the Center for Minorities and People with Disabilities in Information Technology, to talk about her personal career journey, CMD-IT's tagline of "fostering innovation through inclusion," and more. Check out the links in the show notes to learn more about CMD-IT and connect with Rose!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out CMD-IT's website.
https://bit.ly/3CpIaOX

Connect with Rose on LinkedIn.
https://bit.ly/3HVphEq

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3HVphEq">Rose Robinson</a>, the executive director of the <a href="https://bit.ly/3CpIaOX">Center for Minorities and People with Disabilities in Information Technology</a>, to talk about her personal career journey, CMD-IT's tagline of "fostering innovation through inclusion," and more. Check out the links in the show notes to learn more about CMD-IT and connect with Rose!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/3CpIaOX">CMD-IT's website</a>.</p><p>https://bit.ly/3CpIaOX</p><p><br></p><p>Connect with Rose on <a href="https://bit.ly/3HVphEq">LinkedIn</a>.</p><p>https://bit.ly/3HVphEq</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2323</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1aeb720a-9ec3-11ec-aead-abd4e795cd44]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1766992797.mp3?updated=1646732435" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Mistakes to Avoid When Applying to Jobs</title>
      <description>Tristan talks about a few mistakes you want to avoid while applying for jobs. Avoid making these simple mistakes throughout your job search, and you may find yourself landing more interviews!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 03 Mar 2022 10:27:37 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Mistakes to Avoid When Applying to Jobs</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>558</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c12ec5b2-9adc-11ec-a447-e3ad980b8aaa/image/TAP_In_33.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about a few mistakes you want to avoid while applying for jobs. Avoid making these simple mistakes throughout your job search, and you may find yourself landing more interviews!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about a few mistakes you want to avoid while applying for jobs. Avoid making these simple mistakes throughout your job search, and you may find yourself landing more interviews!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>385</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c12ec5b2-9adc-11ec-a447-e3ad980b8aaa]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6501914273.mp3?updated=1646303646" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Showing Up As You Throughout Your Job Search</title>
      <description>Tristan talks about why he thinks you need to show up as your real self throughout your job search. He presents you with this question: if a company wants to discriminate against you because of your name, age, amount of experience, hair, or any other piece of you... is that a place that you want to work?

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 02 Mar 2022 10:33:01 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Showing Up As You Throughout Your Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>557</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0aa62fa0-9a15-11ec-8bef-63ecc2b5b070/image/TAP_In_32.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about why he thinks you need to show up as your real self throughout your job search. He presents you with this question: if a company wants to discriminate against you because of your name, age, amount of experience, hair, or any other piece of you... is that a place that you want to work?

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about why he thinks you need to show up as your real self throughout your job search. He presents you with this question: if a company wants to discriminate against you because of your name, age, amount of experience, hair, or any other piece of you... is that a place that you want to work?</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>458</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0aa62fa0-9a15-11ec-8bef-63ecc2b5b070]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1284734358.mp3?updated=1646217870" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Our Voices Are Our Superpower (w/ Madison Butler)</title>
      <description>Zach sits down with Living Corporate writer Madison Butler, also the VP of People + Impact at GRAV, to discuss her personal career journey, the work that she's doing, her own consultancy, and of course how our voices are our superpower. Check out the links in the show notes!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Madison's website.
https://bit.ly/3K9UV2O

Connect with Madison on LinkedIn, Twitter and Instagram.
https://bit.ly/3hsBDJp
https://bit.ly/3tDNRov
https://bit.ly/3Moke30

Check out the Black Speakers Collection website.
https://bit.ly/36HS9TK

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 01 Mar 2022 15:01:51 -0000</pubDate>
      <itunes:title>Our Voices Are Our Superpower (w/ Madison Butler)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>556</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/36854b28-9971-11ec-ada5-8b8bd3dac637/image/RTT_Madison.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Living Corporate writer Madison Butler, also the VP of People + Impact at GRAV, to discuss her personal career journey, the work that she's doing, her own consultancy, and of course how our voices are our superpower. Check out the links in the show notes!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Madison's website.
https://bit.ly/3K9UV2O

Connect with Madison on LinkedIn, Twitter and Instagram.
https://bit.ly/3hsBDJp
https://bit.ly/3tDNRov
https://bit.ly/3Moke30

Check out the Black Speakers Collection website.
https://bit.ly/36HS9TK

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Living Corporate writer <a href="https://bit.ly/3hsBDJp">Madison Butler</a>, also the VP of People + Impact at GRAV, to discuss her personal career journey, the work that she's doing, her own consultancy, and of course how our voices are our superpower. Check out the links in the show notes!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/3K9UV2O">Madison's website.</a></p><p>https://bit.ly/3K9UV2O</p><p><br></p><p>Connect with Madison on <a href="https://bit.ly/3hsBDJp">LinkedIn</a>, <a href="https://bit.ly/3tDNRov">Twitter</a> and <a href="https://bit.ly/3Moke30">Instagram</a>.</p><p>https://bit.ly/3hsBDJp</p><p>https://bit.ly/3tDNRov</p><p>https://bit.ly/3Moke30</p><p><br></p><p>Check out the <a href="https://bit.ly/36HS9TK">Black Speakers Collection website</a>.</p><p>https://bit.ly/36HS9TK</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3222</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[36854b28-9971-11ec-ada5-8b8bd3dac637]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1139423229.mp3?updated=1646147506" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : You’re Meeting More - Here’s What To Do</title>
      <description>Tristan discusses why you're meeting more and what to do about it. Remote work has increased the number of meetings on everyone's calendars, contributing to longer working days. A report from Reclaim.ai found that workers now spend 25.3% more time in meetings compared to February 2020. Furthermore, the report also found that employees spend 308.8% more time in one-on-one meetings. So the question is, what can we do? Listen to the tip to find out!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 24 Feb 2022 11:14:49 -0000</pubDate>
      <itunes:title>TAP In with Tristan : You’re Meeting More - Here’s What To Do</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>555</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/68308a36-9564-11ec-9a34-873c06cb3a99/image/TI_224.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses why you're meeting more and what to do about it. Remote work has increased the number of meetings on everyone's calendars, contributing to longer working days. A report from Reclaim.ai found that workers now spend 25.3% more time in meetings compared to February 2020. Furthermore, the report also found that employees spend 308.8% more time in one-on-one meetings. So the question is, what can we do? Listen to the tip to find out!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses why you're meeting more and what to do about it. Remote work has increased the number of meetings on everyone's calendars, contributing to longer working days. A report from Reclaim.ai found that workers now spend 25.3% more time in meetings compared to February 2020. Furthermore, the report also found that employees spend 308.8% more time in one-on-one meetings. So the question is, what can we do? Listen to the tip to find out!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>413</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[68308a36-9564-11ec-9a34-873c06cb3a99]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8571921165.mp3?updated=1645702202" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Decoding "Pay Is Competitive”</title>
      <description>Tristan talks about a phrase we see in job descriptions, "pay is competitive." Since the phrase is so vague and subjective, it doesn't hold companies accountable to committing to any particular salary level. So when companies use this phrase, it can be a red flag for how they view compensation and labor. Check out the full tip to find out how to deal with this situation!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 23 Feb 2022 11:46:12 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Decoding "Pay Is Competitive”</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>554</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b4c171f6-949e-11ec-b6bf-9b4f9d6884de/image/TI_223.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about a phrase we see in job descriptions, "pay is competitive." Since the phrase is so vague and subjective, it doesn't hold companies accountable to committing to any particular salary level. So when companies use this phrase, it can be a red flag for how they view compensation and labor. Check out the full tip to find out how to deal with this situation!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about a phrase we see in job descriptions, "pay is competitive." Since the phrase is so vague and subjective, it doesn't hold companies accountable to committing to any particular salary level. So when companies use this phrase, it can be a red flag for how they view compensation and labor. Check out the full tip to find out how to deal with this situation!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>375</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b4c171f6-949e-11ec-b6bf-9b4f9d6884de]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8610804491.mp3?updated=1645617290" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Uncomfortable Truths (w/ Katrina Jones)</title>
      <description>Zach sits down with Katrina Jones, CEO &amp; founder of Advancing Equity + Inclusion, to discuss Katrina's own journey, the work that she's doing, her own consultancy, and some of the professional services and public speaking that she's been participating in and leading as well as her own executive experience.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Advancing Equity + Inclusion's website.
https://bit.ly/3sW2B1q

Connect with Katrina Jones on LinkedIn and Twitter.
https://bit.ly/36l9wtk
https://bit.ly/3vbOyrh

Learn more about the book Katrina mentioned in the episode, "Plantation Theory," on Amazon.
https://amzn.to/3sWxGlM

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 22 Feb 2022 06:21:13 -0000</pubDate>
      <itunes:title>Uncomfortable Truths (w/ Katrina Jones)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>553</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e719db8a-93a8-11ec-9bcd-fb33e71ffe6d/image/RTT_Kat.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Katrina Jones, CEO &amp; founder of Advancing Equity + Inclusion, to discuss Katrina's own journey, the work that she's doing, her own consultancy, and some of the professional services and public speaking that she's been participating in and leading as well as her own executive experience.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Advancing Equity + Inclusion's website.
https://bit.ly/3sW2B1q

Connect with Katrina Jones on LinkedIn and Twitter.
https://bit.ly/36l9wtk
https://bit.ly/3vbOyrh

Learn more about the book Katrina mentioned in the episode, "Plantation Theory," on Amazon.
https://amzn.to/3sWxGlM

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/36l9wtk">Katrina Jones</a>, CEO &amp; founder of Advancing Equity + Inclusion, to discuss Katrina's own journey, the work that she's doing, her own consultancy, and some of the professional services and public speaking that she's been participating in and leading as well as her own executive experience.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/3sW2B1q">Advancing Equity + Inclusion's website</a>.</p><p>https://bit.ly/3sW2B1q</p><p><br></p><p>Connect with Katrina Jones on <a href="https://bit.ly/36l9wtk">LinkedIn</a> and <a href="https://bit.ly/3vbOyrh">Twitter</a>.</p><p>https://bit.ly/36l9wtk</p><p>https://bit.ly/3vbOyrh</p><p><br></p><p>Learn more about the book Katrina mentioned in the episode, "<a href="https://amzn.to/3sWxGlM">Plantation Theory</a>," on Amazon.</p><p>https://amzn.to/3sWxGlM</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>4001</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e719db8a-93a8-11ec-9bcd-fb33e71ffe6d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2250170231.mp3?updated=1645511718" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Ways to Shift Your Job Search Approach</title>
      <description>Tristan talks about 3 ways to shift your job search approach. A lot has changed for job seekers since the start of the pandemic. The rules for finding a new job are completely different from what they were prior to the pandemic and even in the early days of the pandemic. This means we have to shift how we plan to find work in this job market. Check out the full tip!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 17 Feb 2022 13:46:14 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Ways to Shift Your Job Search Approach</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>552</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6d0bd19e-8ff8-11ec-84bf-b37bf5839dc8/image/TAP_In_217.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about 3 ways to shift your job search approach. A lot has changed for job seekers since the start of the pandemic. The rules for finding a new job are completely different from what they were prior to the pandemic and even in the early days of the pandemic. This means we have to shift how we plan to find work in this job market. Check out the full tip!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about 3 ways to shift your job search approach. A lot has changed for job seekers since the start of the pandemic. The rules for finding a new job are completely different from what they were prior to the pandemic and even in the early days of the pandemic. This means we have to shift how we plan to find work in this job market. Check out the full tip!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>420</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6d0bd19e-8ff8-11ec-84bf-b37bf5839dc8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3906863590.mp3?updated=1645106068" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Resume Issues You Can Resolve Today</title>
      <description>Tristan talks about a couple of resume issues you can resolve today. With resumes being incredibly important to the hiring process, you always want to keep at the forefront that this is a marketing document that should be tailored for the target audience you're trying to reach. There's no one size fits all approach, but these tips can help keep your job search moving forward.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 16 Feb 2022 13:43:45 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Resume Issues You Can Resolve Today</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>551</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b324cdfe-8f2e-11ec-b8ae-4324edc3d304/image/Copy_of_TAP_In_112.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about a couple of resume issues you can resolve today. With resumes being incredibly important to the hiring process, you always want to keep at the forefront that this is a marketing document that should be tailored for the target audience you're trying to reach. There's no one size fits all approach, but these tips can help keep your job search moving forward.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about a couple of resume issues you can resolve today. With resumes being incredibly important to the hiring process, you always want to keep at the forefront that this is a marketing document that should be tailored for the target audience you're trying to reach. There's no one size fits all approach, but these tips can help keep your job search moving forward.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>420</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b324cdfe-8f2e-11ec-b8ae-4324edc3d304]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9986777699.mp3?updated=1645019428" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Examining What's Next (w/ Nicole Sanchez)</title>
      <description>Zach sits down with Nicole Sanchez, CEO and Founder of Vaya Consulting, to discuss her career journey, her outlook on the future of DEI, and more.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Learn more about Vaya Consulting by visiting their official website.
https://bit.ly/3Bm3eFe

Connect with Nicole on LinkedIn and Twitter.
https://bit.ly/3HW32z3
https://bit.ly/3oRuvKP

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 15 Feb 2022 21:37:08 -0000</pubDate>
      <itunes:title>Examining What's Next (w/ Nicole Sanchez)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>550</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ee5e39d2-8ea7-11ec-8b02-f324f058ebdd/image/RTT_Nicole.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Nicole Sanchez, CEO and Founder of Vaya Consulting, to discuss her career journey, her outlook on the future of DEI, and more.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Learn more about Vaya Consulting by visiting their official website.
https://bit.ly/3Bm3eFe

Connect with Nicole on LinkedIn and Twitter.
https://bit.ly/3HW32z3
https://bit.ly/3oRuvKP

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3HW32z3">Nicole Sanchez</a>, CEO and Founder of Vaya Consulting, to discuss her career journey, her outlook on the future of DEI, and more.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Learn more about <a href="https://bit.ly/3Bm3eFe">Vaya Consulting</a> by visiting their official website.</p><p>https://bit.ly/3Bm3eFe</p><p><br></p><p>Connect with Nicole on <a href="https://bit.ly/3HW32z3">LinkedIn</a> and <a href="https://bit.ly/3oRuvKP">Twitter</a>.</p><p>https://bit.ly/3HW32z3</p><p>https://bit.ly/3oRuvKP</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2422</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ee5e39d2-8ea7-11ec-8b02-f324f058ebdd]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4920970519.mp3?updated=1644961545" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Questions to Ask Your Future Manager In An Interview</title>
      <description>Tristan discusses 3 questions to ask your future manager in an interview. Many people see interviews as a one-sided conversation that your potential future employer leads, but interviews should be a two-way street. You should be screening and weeding out companies as much as they are screening and weeding out candidates!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the Twitter thread Tristan based this tip around.
https://bit.ly/3ssKEXY

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 10 Feb 2022 16:07:06 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Questions to Ask Your Future Manager In An Interview</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>549</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/84722fd4-8a8c-11ec-b188-e39cb4ba401f/image/TAP_In_210.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses 3 questions to ask your future manager in an interview. Many people see interviews as a one-sided conversation that your potential future employer leads, but interviews should be a two-way street. You should be screening and weeding out companies as much as they are screening and weeding out candidates!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the Twitter thread Tristan based this tip around.
https://bit.ly/3ssKEXY

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses 3 questions to ask your future manager in an interview. Many people see interviews as a one-sided conversation that your potential future employer leads, but interviews should be a two-way street. You should be screening and weeding out companies as much as they are screening and weeding out candidates!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Read <a href="https://bit.ly/3ssKEXY">the Twitter thread</a> Tristan based this tip around.</p><p>https://bit.ly/3ssKEXY</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>365</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[84722fd4-8a8c-11ec-b188-e39cb4ba401f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8324853383.mp3?updated=1644509966" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Build New Habits By Habit Stacking</title>
      <description>Tristan discusses a method to help you develop new habits. Habit stacking can be a great tool to use in the workplace to learn a new skill or improve your time management. Test it out and see how it goes for you!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 09 Feb 2022 12:01:33 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Build New Habits By Habit Stacking</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>548</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fd2f1ef6-89a0-11ec-80a9-9796ce4dce48/image/TAP_In_29.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses a method to help you develop new habits. Habit stacking can be a great tool to use in the workplace to learn a new skill or improve your time management. Test it out and see how it goes for you!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses a method to help you develop new habits. Habit stacking can be a great tool to use in the workplace to learn a new skill or improve your time management. Test it out and see how it goes for you!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>349</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[fd2f1ef6-89a0-11ec-80a9-9796ce4dce48]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8933437128.mp3?updated=1644408808" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Keeping Your Composure (w/ Kate Purmal)</title>
      <description>In addition to talking about the NFL and Spotify, Zach sits down with author, executive, &amp; mentor Kate Purmal to discuss her own journey and her book Composure: The Art of Executive Presence.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Kate's latest book, Composure: The Art of Executive Presence, on Amazon.
https://amzn.to/3uyw3Nq

Connect with Kate on LinkedIn and Twitter.
https://bit.ly/34v6Jx4
https://bit.ly/3HIJWMY

Read the Twitter thread Tristan mentioned in his tip.
https://bit.ly/3ssKEXY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 08 Feb 2022 15:39:00 -0000</pubDate>
      <itunes:title>Keeping Your Composure (w/ Kate Purmal)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>547</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c7b4f9fe-88f5-11ec-9798-f7a2b9d3d099/image/RTT_1221__1_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In addition to talking about the NFL and Spotify, Zach sits down with author, executive, &amp; mentor Kate Purmal to discuss her own journey and her book Composure: The Art of Executive Presence.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Kate's latest book, Composure: The Art of Executive Presence, on Amazon.
https://amzn.to/3uyw3Nq

Connect with Kate on LinkedIn and Twitter.
https://bit.ly/34v6Jx4
https://bit.ly/3HIJWMY

Read the Twitter thread Tristan mentioned in his tip.
https://bit.ly/3ssKEXY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In addition to talking about the NFL and Spotify, Zach sits down with author, executive, &amp; mentor <a href="https://bit.ly/34v6Jx4">Kate Purmal</a> to discuss her own journey and her book <a href="https://amzn.to/3uyw3Nq">Composure: The Art of Executive Presence</a>.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out Kate's latest book, <a href="https://amzn.to/3uyw3Nq">Composure: The Art of Executive Presence</a>, on Amazon.</p><p>https://amzn.to/3uyw3Nq</p><p><br></p><p>Connect with Kate on <a href="https://bit.ly/34v6Jx4">LinkedIn</a> and <a href="https://bit.ly/3HIJWMY">Twitter</a>.</p><p>https://bit.ly/34v6Jx4</p><p>https://bit.ly/3HIJWMY</p><p><br></p><p>Read the <a href="https://bit.ly/3ssKEXY">Twitter thread</a> Tristan mentioned in his tip.</p><p>https://bit.ly/3ssKEXY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2439</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c7b4f9fe-88f5-11ec-9798-f7a2b9d3d099]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6094205188.mp3?updated=1644445022" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Decoding Vague Corporate Speak</title>
      <description>Tristan talks about decoding vague corporate speak. He dives into 5 BS things your boss has said, courtesy of Amanda Natividad, or @amandanat on Twitter. Amanda listed a couple more phrases to decode, so check the link to the Twitter thread in the show notes!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Amanda's Twitter thread.
https://bit.ly/3gkL4tX

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 03 Feb 2022 12:10:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Decoding Vague Corporate Speak</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>526</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a743f648-84ea-11ec-babb-3339c507f6aa/image/23_TAP.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about decoding vague corporate speak. He dives into 5 BS things your boss has said, courtesy of Amanda Natividad, or @amandanat on Twitter. Amanda listed a couple more phrases to decode, so check the link to the Twitter thread in the show notes!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Amanda's Twitter thread.
https://bit.ly/3gkL4tX

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about decoding vague corporate speak. He dives into 5 BS things your boss has said, courtesy of Amanda Natividad, or <a href="https://twitter.com/amandanat">@amandanat</a> on Twitter. Amanda listed a couple more phrases to decode, so check the link to the Twitter thread in the show notes!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/3gkL4tX">Amanda's Twitter thread</a>.</p><p>https://bit.ly/3gkL4tX</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>388</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a743f648-84ea-11ec-babb-3339c507f6aa]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3255599368.mp3?updated=1643890747" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Factors in Being Seen By Recruiters on LinkedIn</title>
      <description>Tristan talks about a couple of factors that will increase your chances of being seen by a recruiter on LinkedIn. Even though most of us know that LinkedIn is the largest professional social networking site on the internet, many people still sleep on how clutch LinkedIn can be when it comes to your career. According to a 2020 study conducted by Jobvite, 72% of recruiters utilize the platform to find and vet candidates. Listen to the full tip to hear about the three factors Tristan says influence the chances of your being seen by recruiters on the platform.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 02 Feb 2022 10:13:21 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Factors in Being Seen By Recruiters on LinkedIn</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>545</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f9bcd79e-8410-11ec-8a6a-3f832196b826/image/TAP_In_22.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about a couple of factors that will increase your chances of being seen by a recruiter on LinkedIn. Even though most of us know that LinkedIn is the largest professional social networking site on the internet, many people still sleep on how clutch LinkedIn can be when it comes to your career. According to a 2020 study conducted by Jobvite, 72% of recruiters utilize the platform to find and vet candidates. Listen to the full tip to hear about the three factors Tristan says influence the chances of your being seen by recruiters on the platform.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about a couple of factors that will increase your chances of being seen by a recruiter on LinkedIn. Even though most of us know that LinkedIn is the largest professional social networking site on the internet, many people still sleep on how clutch LinkedIn can be when it comes to your career. According to a 2020 study conducted by Jobvite, 72% of recruiters utilize the platform to find and vet candidates. Listen to the full tip to hear about the three factors Tristan says influence the chances of your being seen by recruiters on the platform.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>366</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f9bcd79e-8410-11ec-8a6a-3f832196b826]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9832609701.mp3?updated=1643797198" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Getting Right Within (w/ Minda Harts)</title>
      <description>Zach speaks with workplace &amp; equity consultant Minda Harts, the best-selling author of The Memo and Right Within, to talk some about both of her books, The Memo and Right Within, dive deeper into her career journey and experience, and Minda shares her perspective and the landscape as she sees it from a D&amp;I perspective, particularly the experience of Black women.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Minda's personal website - read more about her books and more!
https://bit.ly/3iTltrB

Connect with Minda on LinkedIn, Twitter &amp; IG.
https://bit.ly/3cj6lRQ
https://bit.ly/2FGgZGF
https://bit.ly/3ITCy19

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 01 Feb 2022 11:22:29 -0000</pubDate>
      <itunes:title>Getting Right Within (w/ Minda Harts)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>544</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/50e5ef3a-8351-11ec-bce2-0fa345328797/image/Feb1_i.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach speaks with workplace &amp; equity consultant Minda Harts, the best-selling author of The Memo and Right Within, to talk some about both of her books, The Memo and Right Within, dive deeper into her career journey and experience, and Minda shares her perspective and the landscape as she sees it from a D&amp;I perspective, particularly the experience of Black women.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Minda's personal website - read more about her books and more!
https://bit.ly/3iTltrB

Connect with Minda on LinkedIn, Twitter &amp; IG.
https://bit.ly/3cj6lRQ
https://bit.ly/2FGgZGF
https://bit.ly/3ITCy19

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach speaks with workplace &amp; equity consultant <a href="https://bit.ly/3iTltrB">Minda Harts</a>, the best-selling author of The Memo and Right Within, to talk some about both of her books, The Memo and Right Within, dive deeper into her career journey and experience, and Minda shares her perspective and the landscape as she sees it from a D&amp;I perspective, particularly the experience of Black women.</p><p><br></p><p>Want to know more about our LinkedIn Learning courses? <a href="https://bit.ly/3k4havy">Check them out</a>!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/3iTltrB">Minda's personal website</a> - read more about her books and more!</p><p>https://bit.ly/3iTltrB</p><p><br></p><p>Connect with Minda on <a href="https://bit.ly/3cj6lRQ">LinkedIn</a>, <a href="https://bit.ly/2FGgZGF">Twitter</a> &amp; <a href="https://bit.ly/3ITCy19">IG</a>.</p><p>https://bit.ly/3cj6lRQ</p><p>https://bit.ly/2FGgZGF</p><p>https://bit.ly/3ITCy19</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page.</a></p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>1935</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[50e5ef3a-8351-11ec-bce2-0fa345328797]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9441582397.mp3?updated=1643714881" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Managing 2 Professions on LinkedIn</title>
      <description>Tristan discusses managing 2 different professions on LinkedIn. Right now, many people are juggling two different jobs or a job and a business. While it is relatively easy to modify and tailor your resume based on the opportunity you're applying to, it can be difficult to manage two different professions on a platform like LinkedIn, which remains fairly stagnant and is much more difficult to tailor. Listen to the full tip to hear what Tristan has to say.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 27 Jan 2022 11:16:34 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Managing 2 Professions on LinkedIn</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>543</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6e6070ee-7f64-11ec-84b6-03c42e66fc78/image/TAP_In_127.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses managing 2 different professions on LinkedIn. Right now, many people are juggling two different jobs or a job and a business. While it is relatively easy to modify and tailor your resume based on the opportunity you're applying to, it can be difficult to manage two different professions on a platform like LinkedIn, which remains fairly stagnant and is much more difficult to tailor. Listen to the full tip to hear what Tristan has to say.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses managing 2 different professions on LinkedIn. Right now, many people are juggling two different jobs or a job and a business. While it is relatively easy to modify and tailor your resume based on the opportunity you're applying to, it can be difficult to manage two different professions on a platform like LinkedIn, which remains fairly stagnant and is much more difficult to tailor. Listen to the full tip to hear what Tristan has to say.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>354</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6e6070ee-7f64-11ec-84b6-03c42e66fc78]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9699724561.mp3?updated=1643283286" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Signs You’re Selling Yourself Short In Your Career</title>
      <description>Tristan discusses a couple of signs that you're selling yourself short in your career. Sometimes you don't even realize you're doing it, and other times, you might do it because you think it's what you're supposed to do. Either way, each time you sell yourself short, you hold up your career progress. Learn the signs in this quick tip!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 26 Jan 2022 14:54:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Signs You’re Selling Yourself Short In Your Career</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>542</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/898258f8-7eb8-11ec-922d-67decd57bced/image/TAP_In_126.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses a couple of signs that you're selling yourself short in your career. Sometimes you don't even realize you're doing it, and other times, you might do it because you think it's what you're supposed to do. Either way, each time you sell yourself short, you hold up your career progress. Learn the signs in this quick tip!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses a couple of signs that you're selling yourself short in your career. Sometimes you don't even realize you're doing it, and other times, you might do it because you think it's what you're supposed to do. Either way, each time you sell yourself short, you hold up your career progress. Learn the signs in this quick tip!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>396</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[898258f8-7eb8-11ec-922d-67decd57bced]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4826846159.mp3?updated=1643209720" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>It's Still a Pandemic Outside (w/ Wema Hoover)</title>
      <description>Zach sits down with global DEI thought leader Wema Hoover to chat a bit about her career journey, reflect on the perspective of DEI today, and discuss what she's looking forward to in 2022.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Wema's personal website.
https://bit.ly/32zP5Yk

Connect with Wema on LinkedIn and IG.
https://bit.ly/35nFy7J
https://bit.ly/3H2EBiZ

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 25 Jan 2022 15:42:00 -0000</pubDate>
      <itunes:title>It's Still a Pandemic Outside (w/ Wema Hoover)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>541</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/36bf6a4c-7df6-11ec-a51c-ff000ed64cf9/image/RTT_125.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with global DEI thought leader Wema Hoover to chat a bit about her career journey, reflect on the perspective of DEI today, and discuss what she's looking forward to in 2022.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Wema's personal website.
https://bit.ly/32zP5Yk

Connect with Wema on LinkedIn and IG.
https://bit.ly/35nFy7J
https://bit.ly/3H2EBiZ

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with global DEI thought leader <a href="https://bit.ly/35nFy7J">Wema Hoover</a> to chat a bit about her career journey, reflect on the perspective of DEI today, and discuss what she's looking forward to in 2022.</p><p><br></p><p>Want to know more about our LinkedIn Learning courses? <a href="https://bit.ly/3k4havy">Check them out</a>!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out Wema's <a href="https://bit.ly/32zP5Yk">personal website</a>.</p><p>https://bit.ly/32zP5Yk</p><p><br></p><p>Connect with Wema on <a href="https://bit.ly/35nFy7J">LinkedIn</a> and <a href="https://bit.ly/3H2EBiZ">IG</a>.</p><p>https://bit.ly/35nFy7J</p><p>https://bit.ly/3H2EBiZ</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2444</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[36bf6a4c-7df6-11ec-a51c-ff000ed64cf9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4167228637.mp3?updated=1643138349" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Getting Fired Isn’t The End Of Your Career</title>
      <description>Tristan discusses getting fired from your job. Getting fired is not as much of a scarlet letter as many managers would love you to think it is. While you want to avoid being fired, if you find yourself in that situation, remember it is not the end of the road for your career.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 20 Jan 2022 15:52:15 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Getting Fired Isn’t The End Of Your Career</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>540</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0a22d5ae-7a0a-11ec-9482-775b7e7afe9e/image/TAP_In_120.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses getting fired from your job. Getting fired is not as much of a scarlet letter as many managers would love you to think it is. While you want to avoid being fired, if you find yourself in that situation, remember it is not the end of the road for your career.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses getting fired from your job. Getting fired is not as much of a scarlet letter as many managers would love you to think it is. While you want to avoid being fired, if you find yourself in that situation, remember it is not the end of the road for your career.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>417</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0a22d5ae-7a0a-11ec-9482-775b7e7afe9e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8881488975.mp3?updated=1642694708" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Things I Wish A Recruiter Would’ve Told Me</title>
      <description>Tristan discusses 3 things he wishes a recruiter would've told him. When we graduated from school, whether it was high school or college, everyone expected us to land employment, but no one really told us how to search for and land those jobs. Most of us stumbled our way through figuring out a process that sort of worked for us. Tristan shares a couple of things he thinks would’ve been helpful had a recruiter told him during that time.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 19 Jan 2022 10:54:01 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Things I Wish A Recruiter Would’ve Told Me</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>539</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a43d55dc-7916-11ec-8781-a7f92fa81d12/image/TAP_In_119.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses 3 things he wishes a recruiter would've told him. When we graduated from school, whether it was high school or college, everyone expected us to land employment, but no one really told us how to search for and land those jobs. Most of us stumbled our way through figuring out a process that sort of worked for us. Tristan shares a couple of things he thinks would’ve been helpful had a recruiter told him during that time.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses 3 things he wishes a recruiter would've told him. When we graduated from school, whether it was high school or college, everyone expected us to land employment, but no one really told us how to search for and land those jobs. Most of us stumbled our way through figuring out a process that sort of worked for us. Tristan shares a couple of things he thinks would’ve been helpful had a recruiter told him during that time.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find <a href="http://bit.ly/tapintristan">our submission form</a> here.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>424</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a43d55dc-7916-11ec-8781-a7f92fa81d12]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2657275781.mp3?updated=1642590169" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Dr. Martin Luther King in 2022</title>
      <description>Zach talks the legacy of Dr. Martin Luther King and the hypocrisy of DEI within the context of capitalism.

Read through Judd Legum's Twitter thread outlining the political donations Zach mentioned in the show.
https://bit.ly/3tD5NAY

Support independent journalism by subscribing to Judd's Popular Information, a newsletter about politics and power.
https://bit.ly/3If5C2R

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 18 Jan 2022 14:59:18 -0000</pubDate>
      <itunes:title>Dr. Martin Luther King in 2022</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>538</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f955614c-786f-11ec-8d66-371a5bc5e65e/image/MLK.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach talks the legacy of Dr. Martin Luther King and the hypocrisy of DEI within the context of capitalism.

Read through Judd Legum's Twitter thread outlining the political donations Zach mentioned in the show.
https://bit.ly/3tD5NAY

Support independent journalism by subscribing to Judd's Popular Information, a newsletter about politics and power.
https://bit.ly/3If5C2R

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach talks the legacy of Dr. Martin Luther King and the hypocrisy of DEI within the context of capitalism.</p><p><br></p><p>Read through Judd Legum's <a href="https://bit.ly/3tD5NAY">Twitter thread</a> outlining the political donations Zach mentioned in the show.</p><p>https://bit.ly/3tD5NAY</p><p><br></p><p>Support independent journalism by subscribing to Judd's <a href="https://bit.ly/3If5C2R">Popular Information</a>, a newsletter about politics and power.</p><p>https://bit.ly/3If5C2R</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>1820</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f955614c-786f-11ec-8d66-371a5bc5e65e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6679610849.mp3?updated=1642518586" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : How to Become a Better Remote Manager</title>
      <description>Tristan talks about how you can become a better manager of remote teams. Being a great remote manager, at the end of the day, is finding a groove of clear communication and availability. You have to make yourself available to everyone on your team.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
.http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Thu, 13 Jan 2022 15:57:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : How to Become a Better Remote Manager</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>537</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a85baaf6-7489-11ec-afc4-bbe645aedd2e/image/TAP_In_113.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about how you can become a better manager of remote teams. Being a great remote manager, at the end of the day, is finding a groove of clear communication and availability. You have to make yourself available to everyone on your team.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
.http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about how you can become a better manager of remote teams. Being a great remote manager, at the end of the day, is finding a groove of clear communication and availability. You have to make yourself available to everyone on your team.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>.http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>403</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a85baaf6-7489-11ec-afc4-bbe645aedd2e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7489626259.mp3?updated=1642089812" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Let Go of What Doesn’t Serve You</title>
      <description>Tristan discusses why you should let go of what doesn't serve you in your job search and career. While developing attachments is a part of life, you have to ask yourself, "Is this thing I'm attached to still serving me?" If the answer is no, then you have to be willing to let it go so it doesn't stunt your progress and get in the way of everything you're trying to achieve.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
.http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Wed, 12 Jan 2022 16:00:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Let Go of What Doesn’t Serve You</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>536</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/bf4e575a-73c0-11ec-a60e-9fdbafecb751/image/TAP_In_112.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses why you should let go of what doesn't serve you in your job search and career. While developing attachments is a part of life, you have to ask yourself, "Is this thing I'm attached to still serving me?" If the answer is no, then you have to be willing to let it go so it doesn't stunt your progress and get in the way of everything you're trying to achieve.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
.http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses why you should let go of what doesn't serve you in your job search and career. While developing attachments is a part of life, you have to ask yourself, "Is this thing I'm attached to still serving me?" If the answer is no, then you have to be willing to let it go so it doesn't stunt your progress and get in the way of everything you're trying to achieve.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>.http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>365</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[bf4e575a-73c0-11ec-a60e-9fdbafecb751]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6734009245.mp3?updated=1642003522" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Media, Personal Brand, &amp; Career (w/ Candace Amos)</title>
      <description>Zach sits down with Candace Amos, the director of audience development &amp; social media at The Daily Beast, to talk a bit about media, personal branding, &amp; more.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Candace's personal website.
https://bit.ly/3thUU7q

Connect with Candace on LinkedIn, Twitter and IG.
https://bit.ly/3r9qyS8
https://bit.ly/3r9qVw0
https://bit.ly/3qeYai4

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 11 Jan 2022 15:30:25 -0000</pubDate>
      <itunes:title>Media, Personal Brand, &amp; Career (w/ Candace Amos)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>535</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/86767a64-72f5-11ec-9eba-7b69ee63f5c4/image/111.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Candace Amos, the director of audience development &amp; social media at The Daily Beast, to talk a bit about media, personal branding, &amp; more.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Candace's personal website.
https://bit.ly/3thUU7q

Connect with Candace on LinkedIn, Twitter and IG.
https://bit.ly/3r9qyS8
https://bit.ly/3r9qVw0
https://bit.ly/3qeYai4

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3r9qyS8">Candace Amos</a>, the director of audience development &amp; social media at The Daily Beast, to talk a bit about media, personal branding, &amp; more.</p><p><br></p><p>Want to know more about our <a href="https://bit.ly/3k4havy">LinkedIn Learning</a> courses? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/3thUU7q">Candace's personal website</a>.</p><p>https://bit.ly/3thUU7q</p><p><br></p><p>Connect with Candace on <a href="https://bit.ly/3r9qyS8">LinkedIn</a>, <a href="https://bit.ly/3r9qVw0">Twitter</a> and <a href="https://bit.ly/3qeYai4">IG</a>.</p><p>https://bit.ly/3r9qyS8</p><p>https://bit.ly/3r9qVw0</p><p>https://bit.ly/3qeYai4</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>1886</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[86767a64-72f5-11ec-9eba-7b69ee63f5c4]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4800739089.mp3?updated=1641916239" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 4 Tips For A Stress-Free Return To Work After Time Off</title>
      <description>Tristan talks about easing back into work after some time off. Many of us take quite a bit of time off at the end of the year to relax and enjoy family and friends. During this time, we try to enjoy ourselves and forget about work entirely, but when the time comes to return, it can be really tough. Here are a few tips to help your return be as easy, stress-free, and productive as possible!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
.http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Thu, 06 Jan 2022 16:18:48 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 4 Tips For A Stress-Free Return To Work After Time Off</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>534</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/58dfe4f6-6f0c-11ec-b9f0-1be65f6c5ce9/image/TAP_In_16.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about easing back into work after some time off. Many of us take quite a bit of time off at the end of the year to relax and enjoy family and friends. During this time, we try to enjoy ourselves and forget about work entirely, but when the time comes to return, it can be really tough. Here are a few tips to help your return be as easy, stress-free, and productive as possible!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
.http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about easing back into work after some time off. Many of us take quite a bit of time off at the end of the year to relax and enjoy family and friends. During this time, we try to enjoy ourselves and forget about work entirely, but when the time comes to return, it can be really tough. Here are a few tips to help your return be as easy, stress-free, and productive as possible!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>.http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>424</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[58dfe4f6-6f0c-11ec-b9f0-1be65f6c5ce9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4311375470.mp3?updated=1641486236" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Ways to Advance Your Career Using Holiday Money</title>
      <description>Tristan talks about how you can use some of that holiday money to advance your career. If you're anything like Tristan, if anyone asked what you wanted for whatever winter holiday you celebrate, you probably told them just to give you money. If you don't have any plans for the money, let's talk about 3 things you can put that money towards to help you progress your career.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
.http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Wed, 05 Jan 2022 14:52:52 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Ways to Advance Your Career Using Holiday Money</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>533</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e2b165b8-6e37-11ec-8916-4bd8d4a02d3c/image/TAP_In_15.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about how you can use some of that holiday money to advance your career. If you're anything like Tristan, if anyone asked what you wanted for whatever winter holiday you celebrate, you probably told them just to give you money. If you don't have any plans for the money, let's talk about 3 things you can put that money towards to help you progress your career.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
.http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about how you can use some of that holiday money to advance your career. If you're anything like Tristan, if anyone asked what you wanted for whatever winter holiday you celebrate, you probably told them just to give you money. If you don't have any plans for the money, let's talk about 3 things you can put that money towards to help you progress your career.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>.http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>359</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e2b165b8-6e37-11ec-8916-4bd8d4a02d3c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7237681454.mp3?updated=1641394985" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Happy New Year - Living Corporate in 2022 (w/ Zach)</title>
      <description>Kicking off the New Year, Zach talks a bit about his experiences last year and his collective vision for Living Corporate in 2022. Make sure you check out our shows, learning content, and merch in the links below.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

We're proud to feature a wide variety of content - access it here.
https://bit.ly/3FVzW1I

Interested in our web shows? Here's their landing page.
https://bit.ly/3bSkkjg

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 04 Jan 2022 10:40:00 -0000</pubDate>
      <itunes:title>Happy New Year - Living Corporate in 2022 (w/ Zach)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>5</itunes:season>
      <itunes:episode>532</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f4d94824-6d4b-11ec-a9b9-4b3521e9dd9d/image/JAN4.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Kicking off the New Year, Zach talks a bit about his experiences last year and his collective vision for Living Corporate in 2022. Make sure you check out our shows, learning content, and merch in the links below.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

We're proud to feature a wide variety of content - access it here.
https://bit.ly/3FVzW1I

Interested in our web shows? Here's their landing page.
https://bit.ly/3bSkkjg

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Kicking off the New Year, Zach talks a bit about his experiences last year and his collective vision for Living Corporate in 2022. Make sure you check out our shows, learning content, and merch in the links below.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>We're proud to feature a wide variety of content - access it <a href="https://bit.ly/3FVzW1I">here</a>.</p><p>https://bit.ly/3FVzW1I</p><p><br></p><p>Interested in our web shows? <a href="Here's">Here's</a> their landing page.</p><p>https://bit.ly/3bSkkjg</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>1751</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f4d94824-6d4b-11ec-a9b9-4b3521e9dd9d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6831223603.mp3?updated=1641321958" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Top 5 Growing Industries in 2022</title>
      <description>Tristan talks about the top 5 growing career fields in 2022. With so many people considering exploring their options, it's important to know what fields may be hiring and which ones have the potential to keep growing. Remember, the key to any career shift is understanding how to leverage your skillset to help you get to where you want to go!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
.http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Mon, 03 Jan 2022 16:02:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Top 5 Growing Industries in 2022</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>531</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9e22a612-6cae-11ec-90f6-3b29e6563eac/image/TAP_In_13.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about the top 5 growing career fields in 2022. With so many people considering exploring their options, it's important to know what fields may be hiring and which ones have the potential to keep growing. Remember, the key to any career shift is understanding how to leverage your skillset to help you get to where you want to go!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
.http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about the top 5 growing career fields in 2022. With so many people considering exploring their options, it's important to know what fields may be hiring and which ones have the potential to keep growing. Remember, the key to any career shift is understanding how to leverage your skillset to help you get to where you want to go!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>.http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>403</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9e22a612-6cae-11ec-90f6-3b29e6563eac]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9120616192.mp3?updated=1641226319" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Goal Setting Tips to Help You Achieve Your 2022 Goals</title>
      <description>Tristan discusses a few things to help you stay on track and achieve your 2022 goals. Goals are great to have, and they can serve as a guiding light when we sometimes lose our direction, but remember that all goals can and should be modified or replaced if your circumstances and situation changes. Remember, give yourself some grace.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Thu, 30 Dec 2021 15:57:02 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Goal Setting Tips to Help You Achieve Your 2022 Goals</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>530</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cb8891d4-6989-11ec-b7ad-0b8bdef0690e/image/TAP_In_1230.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses a few things to help you stay on track and achieve your 2022 goals. Goals are great to have, and they can serve as a guiding light when we sometimes lose our direction, but remember that all goals can and should be modified or replaced if your circumstances and situation changes. Remember, give yourself some grace.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses a few things to help you stay on track and achieve your 2022 goals. Goals are great to have, and they can serve as a guiding light when we sometimes lose our direction, but remember that all goals can and should be modified or replaced if your circumstances and situation changes. Remember, give yourself some grace.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>416</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cb8891d4-6989-11ec-b7ad-0b8bdef0690e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7723467615.mp3?updated=1640880409" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 End of the Year Tips for All Professionals</title>
      <description>Tristan discusses 3 end of the year tips for all professionals. With the end of the year rapidly coming to a close, now is a great time to set yourself up for success next year. Maybe in the new year you’ll want to land a promotion, get a raise, or find a completely new job . Either way, these tips will help you stay ready so you don’t have to get ready!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Wed, 29 Dec 2021 11:13:15 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 End of the Year Tips for All Professionals</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>529</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c4683932-6898-11ec-a7d3-13a86e64cabb/image/TAP_In_1229.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses 3 end of the year tips for all professionals. With the end of the year rapidly coming to a close, now is a great time to set yourself up for success next year. Maybe in the new year you’ll want to land a promotion, get a raise, or find a completely new job . Either way, these tips will help you stay ready so you don’t have to get ready!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses 3 end of the year tips for all professionals. With the end of the year rapidly coming to a close, now is a great time to set yourself up for success next year. Maybe in the new year you’ll want to land a promotion, get a raise, or find a completely new job . Either way, these tips will help you stay ready so you don’t have to get ready!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>409</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c4683932-6898-11ec-a7d3-13a86e64cabb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2699617378.mp3?updated=1640776888" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Lies That Are Hindering Your Career Growth</title>
      <description>Tristan dives into 3 lies you’re telling yourself that are holding you back from growing in your career. In recognizing these myths for what they are you can move past some of your career progression roadblocks and achieve your goals faster.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Tue, 28 Dec 2021 15:30:21 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Lies That Are Hindering Your Career Growth</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>528</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/187453ea-67f3-11ec-8f57-d74fd1f3e5e0/image/TAP_In_1228.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan dives into 3 lies you’re telling yourself that are holding you back from growing in your career. In recognizing these myths for what they are you can move past some of your career progression roadblocks and achieve your goals faster.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> dives into 3 lies you’re telling yourself that are holding you back from growing in your career. In recognizing these myths for what they are you can move past some of your career progression roadblocks and achieve your goals faster.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>380</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[187453ea-67f3-11ec-8f57-d74fd1f3e5e0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1231843475.mp3?updated=1640705733" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Questions to Ask Yourself Before You Quit Your Job</title>
      <description>Tristan talks about a couple of questions you should ask yourself before you quit your job. The trend, known as The Great Resignation, where employees are quitting their jobs voluntarily as work-life returns to something near normal, has taken companies by surprise. If you are considering hopping on the trend, there are a few things you should ask yourself.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Thu, 23 Dec 2021 15:49:02 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Questions to Ask Yourself Before You Quit Your Job</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>527</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8aea93ce-6408-11ec-a8ef-1356ec259f2e/image/TAP_In_1223.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about a couple of questions you should ask yourself before you quit your job. The trend, known as The Great Resignation, where employees are quitting their jobs voluntarily as work-life returns to something near normal, has taken companies by surprise. If you are considering hopping on the trend, there are a few things you should ask yourself.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about a couple of questions you should ask yourself before you quit your job. The trend, known as The Great Resignation, where employees are quitting their jobs voluntarily as work-life returns to something near normal, has taken companies by surprise. If you are considering hopping on the trend, there are a few things you should ask yourself.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>373</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8aea93ce-6408-11ec-a8ef-1356ec259f2e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6870948581.mp3?updated=1640275139" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Things You Shouldn’t Say In An Interview</title>
      <description>Tristan discusses 3 things you shouldn't say in an interview if you want a job offer. When we are interviewing, everything we say affects the hiring manager's impression of us. While in the moment we can provide answers that we were confident about, but upon reflection they make us a little nervous. That's why preparing for an interview is essential and as much about what you shouldn't say as it is about what you should.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Wed, 22 Dec 2021 16:05:35 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Things You Shouldn’t Say In An Interview</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>526</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/825ced0e-6342-11ec-b611-cb3ec94b0c6a/image/TAP_In_1222.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses 3 things you shouldn't say in an interview if you want a job offer. When we are interviewing, everything we say affects the hiring manager's impression of us. While in the moment we can provide answers that we were confident about, but upon reflection they make us a little nervous. That's why preparing for an interview is essential and as much about what you shouldn't say as it is about what you should.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses 3 things you shouldn't say in an interview if you want a job offer. When we are interviewing, everything we say affects the hiring manager's impression of us. While in the moment we can provide answers that we were confident about, but upon reflection they make us a little nervous. That's why preparing for an interview is essential and as much about what you shouldn't say as it is about what you should.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>388</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[825ced0e-6342-11ec-b611-cb3ec94b0c6a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1128341662.mp3?updated=1640190085" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>A Year in Review @ Webflow (w/ Mariah Driver)</title>
      <description>Zach sits down with Mariah Driver, head of diversity, equity and inclusion at Webflow, to recap the year, talk lessons learned, and to share what she's looking forward to the most in 2022.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Mariah on LinkedIn and Twitter.
https://bit.ly/3frgoIk
https://bit.ly/3sAJkkB

Want to find out more about Webflow? Check out their website.
https://bit.ly/3rpOVck

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 21 Dec 2021 15:22:29 -0000</pubDate>
      <itunes:title>A Year in Review @ Webflow (w/ Mariah Driver)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>525</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0e9002fe-6274-11ec-be59-e35e7eca3263/image/RTT_1221.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Mariah Driver, head of diversity, equity and inclusion at Webflow, to recap the year, talk lessons learned, and to share what she's looking forward to the most in 2022.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Mariah on LinkedIn and Twitter.
https://bit.ly/3frgoIk
https://bit.ly/3sAJkkB

Want to find out more about Webflow? Check out their website.
https://bit.ly/3rpOVck

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with<a href="https://bit.ly/3frgoIk"> Mariah Driver</a>, head of diversity, equity and inclusion at Webflow, to recap the year, talk lessons learned, and to share what she's looking forward to the most in 2022.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Connect with Mariah on <a href="https://bit.ly/3frgoIk">LinkedIn</a> and <a href="https://bit.ly/3sAJkkB">Twitter</a>.</p><p><a href="https://bit.ly/3frgoIk">https://bit.ly/3frgoIk</a></p><p><a href="https://bit.ly/3sAJkkB">https://bit.ly/3sAJkkB</a></p><p><br></p><p>Want to find out more about Webflow? Check out <a href="https://bit.ly/3rpOVck">their website</a>.</p><p><a href="https://bit.ly/3rpOVck">https://bit.ly/3rpOVck</a></p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2629</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0e9002fe-6274-11ec-be59-e35e7eca3263]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3481189804.mp3?updated=1640101414" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 4 Hiring Trends in 2022</title>
      <description>Tristan talks about four hiring trends you should know if you plan on applying to jobs in 2022. While companies are doing everything they can to attract ideal candidates, everything that glitters isn't gold. Don't get blinded by all the extras that may come with a certain company!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Thu, 16 Dec 2021 15:36:57 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 4 Hiring Trends in 2022</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>524</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1bb2724a-5e88-11ec-b5c7-c3258462a9a0/image/TAP_In_1216.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about four hiring trends you should know if you plan on applying to jobs in 2022. While companies are doing everything they can to attract ideal candidates, everything that glitters isn't gold. Don't get blinded by all the extras that may come with a certain company!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about four hiring trends you should know if you plan on applying to jobs in 2022. While companies are doing everything they can to attract ideal candidates, everything that glitters isn't gold. Don't get blinded by all the extras that may come with a certain company!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>373</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1bb2724a-5e88-11ec-b5c7-c3258462a9a0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9731669429.mp3?updated=1639670221" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Why You Keep Ending Up In Jobs You Hate</title>
      <description>Tristan discusses why many of us keep ending up in jobs we hate. Have you found yourself in an endless cycle of moving from job to job only to hate every single one of them? If so, you aren't alone. While the answer to why this keeps happening is simple, the solution is a bit more complicated.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Wed, 15 Dec 2021 14:42:38 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Why You Keep Ending Up In Jobs You Hate</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>523</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/66f23c22-5db6-11ec-8da5-b7e15e9d2009/image/TAP_In_1215.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses why many of us keep ending up in jobs we hate. Have you found yourself in an endless cycle of moving from job to job only to hate every single one of them? If so, you aren't alone. While the answer to why this keeps happening is simple, the solution is a bit more complicated.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Book a free consultation with Tristan!
https://bit.ly/LRCConsult

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses why many of us keep ending up in jobs we hate. Have you found yourself in an endless cycle of moving from job to job only to hate every single one of them? If so, you aren't alone. While the answer to why this keeps happening is simple, the solution is a bit more complicated.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p><a href="https://bit.ly/LRCConsult">Book a free consultation</a> with Tristan!</p><p>https://bit.ly/LRCConsult</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>433</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[66f23c22-5db6-11ec-8da5-b7e15e9d2009]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4865286683.mp3?updated=1639580154" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking Data, Equity &amp; Systems with Culture Amp (w/ Aubrey Blanche)</title>
      <description>Zach sits down with Aubrey Blanche, Senior Director of Equitable Design, Product &amp; People at Culture Amp, to talk about data, equity, and systems.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Aubrey on LinkedIn and Twitter.
https://bit.ly/2Rqvtwj
https://bit.ly/2ZyUha7

Visit Culture Amp's website.
https://bit.ly/3E0qNDy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 14 Dec 2021 13:00:05 -0000</pubDate>
      <itunes:title>Talking Data, Equity &amp; Systems with Culture Amp (w/ Aubrey Blanche)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>522</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/42d1b688-5cdf-11ec-8b43-a340ef85d2e4/image/1214i.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Aubrey Blanche, Senior Director of Equitable Design, Product &amp; People at Culture Amp, to talk about data, equity, and systems.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Aubrey on LinkedIn and Twitter.
https://bit.ly/2Rqvtwj
https://bit.ly/2ZyUha7

Visit Culture Amp's website.
https://bit.ly/3E0qNDy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/2Rqvtwj">Aubrey Blanche</a>, Senior Director of Equitable Design, Product &amp; People at Culture Amp, to talk about data, equity, and systems.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Aubrey on <a href="https://bit.ly/2Rqvtwj">LinkedIn</a> and <a href="https://bit.ly/2ZyUha7">Twitter</a>.</p><p>https://bit.ly/2Rqvtwj</p><p>https://bit.ly/2ZyUha7</p><p><br></p><p>Visit <a href="https://bit.ly/3E0qNDy">Culture Amp</a>'s website.</p><p>https://bit.ly/3E0qNDy</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3553</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[42d1b688-5cdf-11ec-8b43-a340ef85d2e4]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7117396573.mp3?updated=1639487751" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Tips for Career Switchers</title>
      <description>Tristan talks about 3 tips, trends, and strategies for career switchers. According to a recent Gallup survey, 48% of employees are actively seeking new opportunities. But many job seekers are going to have to contend with the reality that careers and workplaces are rapidly changing. Here are a few tips, trends, and strategies that you need to know.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Thu, 09 Dec 2021 15:21:11 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Tips for Career Switchers</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>521</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/de6beb9c-5904-11ec-8650-f3a9d14c7770/image/TAP_In_129.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about 3 tips, trends, and strategies for career switchers. According to a recent Gallup survey, 48% of employees are actively seeking new opportunities. But many job seekers are going to have to contend with the reality that careers and workplaces are rapidly changing. Here are a few tips, trends, and strategies that you need to know.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about 3 tips, trends, and strategies for career switchers. According to a recent Gallup survey, 48% of employees are actively seeking new opportunities. But many job seekers are going to have to contend with the reality that careers and workplaces are rapidly changing. Here are a few tips, trends, and strategies that you need to know.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>387</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[de6beb9c-5904-11ec-8650-f3a9d14c7770]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6930460623.mp3?updated=1639064099" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : What To Do When Your Boss Is OOO</title>
      <description>Tristan talks about a couple of things that you should do when your boss is out of the office. When the holidays begin to roll around, you notice that the office slowly starts to look empty, and you start receiving nothing but out-of-office messages. During those times when no one is around or online, it's easy to give in to temptation, surf the web, and waste countless hours on social media. However, you can utilize this free time wisely and maybe even impress your boss.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Wed, 08 Dec 2021 14:23:19 -0000</pubDate>
      <itunes:title>TAP In with Tristan : What To Do When Your Boss Is OOO</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>520</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a1ffbe08-5833-11ec-8e48-a39b82504d1d/image/TAP_In_128.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about a couple of things that you should do when your boss is out of the office. When the holidays begin to roll around, you notice that the office slowly starts to look empty, and you start receiving nothing but out-of-office messages. During those times when no one is around or online, it's easy to give in to temptation, surf the web, and waste countless hours on social media. However, you can utilize this free time wisely and maybe even impress your boss.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about a couple of things that you should do when your boss is out of the office. When the holidays begin to roll around, you notice that the office slowly starts to look empty, and you start receiving nothing but out-of-office messages. During those times when no one is around or online, it's easy to give in to temptation, surf the web, and waste countless hours on social media. However, you can utilize this free time wisely and maybe even impress your boss.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>366</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a1ffbe08-5833-11ec-8e48-a39b82504d1d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3660794067.mp3?updated=1638974233" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Reflecting &amp; Talking What's Next (w/ Zach)</title>
      <description>Zach quickly talks to everyone about this past year and about what December looks like.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 07 Dec 2021 15:06:28 -0000</pubDate>
      <itunes:title>Reflecting &amp; Talking What's Next (w/ Zach)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>519</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/134baf1e-5770-11ec-9f0e-2bee134652f6/image/RTT_127.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach quickly talks to everyone about this past year and about what December looks like.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach quickly talks to everyone about this past year and about what December looks like.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>920</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[134baf1e-5770-11ec-9f0e-2bee134652f6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3020875096.mp3?updated=1638890241" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Check In With Yourself &amp; Coworkers</title>
      <description>Tristan talks about why we need to check in with ourselves and our coworkers during this time. According to the American Psychological Association, 38% of Americans say their stress worsens during the holidays, bringing negative emotions like fatigue, anger, and irritability. With this in mind, it's important to check in with ourselves and our coworkers to ensure we're all doing okay!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Thu, 02 Dec 2021 10:57:16 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Check In With Yourself &amp; Coworkers</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>518</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b626d95c-5360-11ec-9379-c36a7a74bec8/image/TAP_In_122.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about why we need to check in with ourselves and our coworkers during this time. According to the American Psychological Association, 38% of Americans say their stress worsens during the holidays, bringing negative emotions like fatigue, anger, and irritability. With this in mind, it's important to check in with ourselves and our coworkers to ensure we're all doing okay!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about why we need to check in with ourselves and our coworkers during this time. According to the American Psychological Association, 38% of Americans say their stress worsens during the holidays, bringing negative emotions like fatigue, anger, and irritability. With this in mind, it's important to check in with ourselves and our coworkers to ensure we're all doing okay!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>429</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b626d95c-5360-11ec-9379-c36a7a74bec8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8202936290.mp3?updated=1638443838" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : The Truth Behind the Counteroffer</title>
      <description>Tristan talks about the truth behind your company's counteroffer on this installment of The TAP In with Tristan. Don't be taken for granted by your employer!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Wed, 01 Dec 2021 14:22:52 -0000</pubDate>
      <itunes:title>TAP In with Tristan : The Truth Behind the Counteroffer</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>517</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/85a11000-52b5-11ec-8aed-b31b0bb756f6/image/TAP_In_121.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about the truth behind your company's counteroffer on this installment of The TAP In with Tristan. Don't be taken for granted by your employer!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about the truth behind your company's counteroffer on this installment of The TAP In with Tristan. Don't be taken for granted by your employer!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>379</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[85a11000-52b5-11ec-8aed-b31b0bb756f6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1354701334.mp3?updated=1638370313" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Diversity, Equity &amp; Inclusion @ Headspace Health (w/ Cornell Verdeja-Woodson)</title>
      <description>Zach sits down with Cornell Verdeja-Woodson, director of Diversity, Equity, and Belonging at Headspace Health, to talk about the intersection of mental health, diversity, equity and inclusion. Check out the links in the show notes for some mental health resources and more!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Cornell on LinkedIn.
https://bit.ly/3E8cqxC

Visit Headspace Health's website.
https://bit.ly/3o3dDAJ

Look into their mental health resources as well.
https://bit.ly/3o6IgW0

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 30 Nov 2021 16:47:09 -0000</pubDate>
      <itunes:title>Diversity, Equity &amp; Inclusion @ Headspace Health (w/ Cornell Verdeja-Woodson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>516</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f9179c0a-51fe-11ec-95ab-d714f0781f46/image/CornellI.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Cornell Verdeja-Woodson, director of Diversity, Equity, and Belonging at Headspace Health, to talk about the intersection of mental health, diversity, equity and inclusion. Check out the links in the show notes for some mental health resources and more!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Cornell on LinkedIn.
https://bit.ly/3E8cqxC

Visit Headspace Health's website.
https://bit.ly/3o3dDAJ

Look into their mental health resources as well.
https://bit.ly/3o6IgW0

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3E8cqxC">Cornell Verdeja-Woodson</a>, director of Diversity, Equity, and Belonging at Headspace Health, to talk about the intersection of mental health, diversity, equity and inclusion. Check out the links in the show notes for some mental health resources and more!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Cornell on <a href="https://bit.ly/3E8cqxC">LinkedIn</a>.</p><p>https://bit.ly/3E8cqxC</p><p><br></p><p>Visit <a href="https://bit.ly/3o3dDAJ">Headspace Health's website</a>.</p><p>https://bit.ly/3o3dDAJ</p><p><br></p><p>Look into <a href="https://bit.ly/3o6IgW0">their mental health resources</a> as well.</p><p>https://bit.ly/3o6IgW0</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2441</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f9179c0a-51fe-11ec-95ab-d714f0781f46]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8716202797.mp3?updated=1638291930" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Giving Thanks &amp; Practicing Gratitude</title>
      <description>Tristan talks about giving thanks and practicing gratitude on this Thanksgiving episode of the TAP In with Tristan. With Thanksgiving this week, the idea of giving thanks and practicing gratitude has undoubtedly crossed most of our minds, but with our busy schedules, work deadlines, and adult responsibilities, it can be easy for this to fall to the bottom of the list. If you want to practice thankfulness and gratitude more intentionally, check out the full tip!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Thu, 25 Nov 2021 14:49:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Giving Thanks &amp; Practicing Gratitude</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>515</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a16a31a4-4e00-11ec-a6bc-2342243f323b/image/TAP_In_1125.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about giving thanks and practicing gratitude on this Thanksgiving episode of the TAP In with Tristan. With Thanksgiving this week, the idea of giving thanks and practicing gratitude has undoubtedly crossed most of our minds, but with our busy schedules, work deadlines, and adult responsibilities, it can be easy for this to fall to the bottom of the list. If you want to practice thankfulness and gratitude more intentionally, check out the full tip!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about giving thanks and practicing gratitude on this Thanksgiving episode of the TAP In with Tristan. With Thanksgiving this week, the idea of giving thanks and practicing gratitude has undoubtedly crossed most of our minds, but with our busy schedules, work deadlines, and adult responsibilities, it can be easy for this to fall to the bottom of the list. If you want to practice thankfulness and gratitude more intentionally, check out the full tip!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>384</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a16a31a4-4e00-11ec-a6bc-2342243f323b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6921288336.mp3?updated=1637853023" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : "Should I Stop My Job Search During the Holidays?"</title>
      <description>Tristan discusses a few reasons why you might want to rethink stopping your job search during the holidays. The winter holidays are usually the time where everyone is winding down and taking a break from work. Many job seekers also begin to put their career goals on pause until the beginning of the year. Before you decide to hang it up, here are a few things you should consider!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</description>
      <pubDate>Wed, 24 Nov 2021 15:41:04 -0000</pubDate>
      <itunes:title>TAP In with Tristan : "Should I Stop My Job Search During the Holidays?"</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>514</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a6c2787c-4d3e-11ec-b8f1-63429f4a78ae/image/TAP_In_1124.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses a few reasons why you might want to rethink stopping your job search during the holidays. The winter holidays are usually the time where everyone is winding down and taking a break from work. Many job seekers also begin to put their career goals on pause until the beginning of the year. Before you decide to hang it up, here are a few things you should consider!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTzv</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Tristan discusses a few reasons why you might want to rethink stopping your job search during the holidays. The winter holidays are usually the time where everyone is winding down and taking a break from work. Many job seekers also begin to put their career goals on pause until the beginning of the year. Before you decide to hang it up, here are a few things you should consider!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTzv</p>]]>
      </content:encoded>
      <itunes:duration>349</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a6c2787c-4d3e-11ec-b8f1-63429f4a78ae]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5524290992.mp3?updated=1637769502" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>DEI, Healthcare, &amp; Leadership (w/ Anthony Herrington)</title>
      <description>Zach sits down with Anthony Herrington, chief diversity officer at Providence Health &amp; Services Oregon Region, to talk DEI, healthcare, and leadership.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Anthony on LinkedIn and Twitter.
https://bit.ly/3xi0eYM
https://bit.ly/3CJUmZj

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 23 Nov 2021 13:04:00 -0000</pubDate>
      <itunes:title>DEI, Healthcare, &amp; Leadership (w/ Anthony Herrington)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>513</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9e263774-4c5f-11ec-99a5-c79d31250f00/image/RTT_Anthony.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Anthony Herrington, chief diversity officer at Providence Health &amp; Services Oregon Region, to talk DEI, healthcare, and leadership.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Anthony on LinkedIn and Twitter.
https://bit.ly/3xi0eYM
https://bit.ly/3CJUmZj

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3xi0eYM">Anthony Herrington</a>, chief diversity officer at Providence Health &amp; Services Oregon Region, to talk DEI, healthcare, and leadership.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Anthony on <a href="https://bit.ly/3xi0eYM">LinkedIn</a> and <a href="https://bit.ly/3CJUmZj">Twitter</a>.</p><p>https://bit.ly/3xi0eYM</p><p>https://bit.ly/3CJUmZj</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3182</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9e263774-4c5f-11ec-99a5-c79d31250f00]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4841822620.mp3?updated=1637690971" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : It's Performance Review Time</title>
      <description>Tristan discusses preparing for performance reviews on this installment of the TAP In with Tristan. It's that time of the year where the dread starts to set in about end-of-the-year reviews. If you're feeling it, you're not alone. Annual reviews give both employees and managers anxiety, but it doesn't have to be like this. Tristan covers a few things that can help you throughout this process!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 18 Nov 2021 12:44:44 -0000</pubDate>
      <itunes:title>TAP In with Tristan : It's Performance Review Time</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>512</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3db626b4-486e-11ec-a089-5b91073830ea/image/TAP_In_1118.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses preparing for performance reviews on this installment of the TAP In with Tristan. It's that time of the year where the dread starts to set in about end-of-the-year reviews. If you're feeling it, you're not alone. Annual reviews give both employees and managers anxiety, but it doesn't have to be like this. Tristan covers a few things that can help you throughout this process!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK'">Tristan</a> discusses preparing for performance reviews on this installment of the TAP In with Tristan. It's that time of the year where the dread starts to set in about end-of-the-year reviews. If you're feeling it, you're not alone. Annual reviews give both employees and managers anxiety, but it doesn't have to be like this. Tristan covers a few things that can help you throughout this process!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>347</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3db626b4-486e-11ec-a089-5b91073830ea]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6209861402.mp3?updated=1637240186" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Marketing Agency (w/ Matthew McNairy)</title>
      <description>Amy C. Waninger welcomes the co-founder &amp; principal of Ground Floor Creative, Matthew McNairy, to the show this week on See It to Be It. Matthew is a marketing strategist specializing in Web presence and branding. At Ground Floor Creative, he's worked with small to mid-sized companies to develop and execute their online marketing efforts.

You can connect with Matthew on LinkedIn and Twitter.
https://bit.ly/2YTrPCz
https://bit.ly/3cljevD

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 17 Nov 2021 13:13:08 -0000</pubDate>
      <itunes:title>See It to Be It : Marketing Agency (w/ Matthew McNairy)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>511</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5c9bf4f2-47a9-11ec-b500-43184ac9e696/image/C2B_1117.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes the co-founder &amp; principal of Ground Floor Creative, Matthew McNairy, to the show this week on See It to Be It. Matthew is a marketing strategist specializing in Web presence and branding. At Ground Floor Creative, he's worked with small to mid-sized companies to develop and execute their online marketing efforts.

You can connect with Matthew on LinkedIn and Twitter.
https://bit.ly/2YTrPCz
https://bit.ly/3cljevD

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes the co-founder &amp; principal of Ground Floor Creative, <a href="https://bit.ly/2YTrPCz">Matthew McNairy</a>, to the show this week on See It to Be It. Matthew is a marketing strategist specializing in Web presence and branding. At Ground Floor Creative, he's worked with small to mid-sized companies to develop and execute their online marketing efforts.</p><p><br></p><p>You can connect with Matthew on <a href="https://bit.ly/2YTrPCz">LinkedIn</a> and <a href="https://bit.ly/3cljevD">Twitter</a>.</p><p>https://bit.ly/2YTrPCz</p><p>https://bit.ly/3cljevD</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1830</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5c9bf4f2-47a9-11ec-b500-43184ac9e696]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6051791196.mp3?updated=1637155627" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Love As a Business Strategy (w/ co-author Chris Pitre)</title>
      <description>Zach sits down with Chris Pitre, co-author of Love as a Business Strategy and VP of Softway, to talk empathy, accountability, and equity in leadership.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Chris on LinkedIn and Twitter.
https://bit.ly/3wRdqDA
https://bit.ly/3HrdK0H

Find out more about (and order) Love As a Business Strategy on Amazon.
https://amzn.to/3nk79wS

Check out the Love As a Business Strategy website.
https://bit.ly/3wOMGDy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 16 Nov 2021 13:30:17 -0000</pubDate>
      <itunes:title>Love As a Business Strategy (w/ co-author Chris Pitre)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>510</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c9ad100c-46e2-11ec-9f3e-5b2b44e4ec7b/image/RTT_1116.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Chris Pitre, co-author of Love as a Business Strategy and VP of Softway, to talk empathy, accountability, and equity in leadership.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Chris on LinkedIn and Twitter.
https://bit.ly/3wRdqDA
https://bit.ly/3HrdK0H

Find out more about (and order) Love As a Business Strategy on Amazon.
https://amzn.to/3nk79wS

Check out the Love As a Business Strategy website.
https://bit.ly/3wOMGDy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3wRdqDA">Chris Pitre</a>, co-author of <a href="https://bit.ly/3wOMGDy">Love as a Business Strategy</a> and VP of Softway, to talk empathy, accountability, and equity in leadership.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Chris on <a href="https://bit.ly/3wRdqDA">LinkedIn</a> and <a href="https://bit.ly/3HrdK0H">Twitter</a>.</p><p>https://bit.ly/3wRdqDA</p><p>https://bit.ly/3HrdK0H</p><p><br></p><p>Find out more about (and order) Love As a Business Strategy on <a href="https://amzn.to/3nk79wS">Amazon</a>.</p><p>https://amzn.to/3nk79wS</p><p><br></p><p>Check out the Love As a Business Strategy <a href="https://bit.ly/3wOMGDy">website</a>.</p><p>https://bit.ly/3wOMGDy</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>1896</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c9ad100c-46e2-11ec-9f3e-5b2b44e4ec7b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3497105897.mp3?updated=1637070340" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Dealing with Rejection Throughout the Job Search</title>
      <description>Tristan discusses how you can deal with rejection throughout your job search on this entry of the TAP In with Tristan. Instead of taking the rejection personally, try to change your perspective and view it as an opportunity to reflect and shift your strategy!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 11 Nov 2021 12:58:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Dealing with Rejection Throughout the Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>509</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/332832ce-42f0-11ec-9d95-5ba07c1d0b11/image/TAP_In_1111.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how you can deal with rejection throughout your job search on this entry of the TAP In with Tristan. Instead of taking the rejection personally, try to change your perspective and view it as an opportunity to reflect and shift your strategy!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how you can deal with rejection throughout your job search on this entry of the TAP In with Tristan. Instead of taking the rejection personally, try to change your perspective and view it as an opportunity to reflect and shift your strategy!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>375</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[332832ce-42f0-11ec-9d95-5ba07c1d0b11]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2136265310.mp3?updated=1636654351" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 4 Ways to Politely Say “No” at Work</title>
      <description>Tristan discusses how you can politely say no at work on this special Wednesday installment of the TAP In with Tristan. We've all been there, where we wanted to say no to co-workers and sometimes even our bosses, but we aren't sure how to phrase it. Being able to say no is a skill that you must master to achieve success at work, so be sure to listen to the full tip to learn all four ways Tristan recommends!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out more on Arika Pierce at www.TheMillennialBoardroom.com.
https://bit.ly/3F5VCaS

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Wed, 10 Nov 2021 11:03:40 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 4 Ways to Politely Say “No” at Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>508</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4b48690c-4217-11ec-b863-ab93b7489fd5/image/TAP_In_1110.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how you can politely say no at work on this special Wednesday installment of the TAP In with Tristan. We've all been there, where we wanted to say no to co-workers and sometimes even our bosses, but we aren't sure how to phrase it. Being able to say no is a skill that you must master to achieve success at work, so be sure to listen to the full tip to learn all four ways Tristan recommends!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out more on Arika Pierce at www.TheMillennialBoardroom.com.
https://bit.ly/3F5VCaS

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how you can politely say no at work on this special Wednesday installment of the TAP In with Tristan. We've all been there, where we wanted to say no to co-workers and sometimes even our bosses, but we aren't sure how to phrase it. Being able to say no is a skill that you must master to achieve success at work, so be sure to listen to the full tip to learn all four ways Tristan recommends!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out more on Arika Pierce at <a href="https://bit.ly/3F5VCaS">www.TheMillennialBoardroom.com</a>.</p><p>https://bit.ly/3F5VCaS</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>405</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4b48690c-4217-11ec-b863-ab93b7489fd5]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2398552471.mp3?updated=1636543136" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Talking Equity and HealthTech with Doximity (w/ Félix Manuel Chinea, MD)</title>
      <description>Zach sits down with Félix Manuel Chinea, MD, the head of DEI at Doximity, to talk about the intersection of health, equity, and tech.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Félix on LinkedIn and Twitter.
https://bit.ly/3bVhARd
https://bit.ly/303jBYP

Find out more about Doximity on their website.
https://bit.ly/3knStep

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 09 Nov 2021 13:29:00 -0000</pubDate>
      <itunes:title>Talking Equity and HealthTech with Doximity (w/ Félix Manuel Chinea, MD)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>507</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1451d7cc-4162-11ec-9bd3-e722a4988dba/image/RTT_119.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Félix Manuel Chinea, MD, the head of DEI at Doximity, to talk about the intersection of health, equity, and tech.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Félix on LinkedIn and Twitter.
https://bit.ly/3bVhARd
https://bit.ly/303jBYP

Find out more about Doximity on their website.
https://bit.ly/3knStep

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3bVhARd">Félix Manuel Chinea, MD</a>, the head of DEI at Doximity, to talk about the intersection of health, equity, and tech.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Félix on <a href="https://bit.ly/3bVhARd">LinkedIn</a> and <a href="https://bit.ly/303jBYP">Twitter</a>.</p><p>https://bit.ly/3bVhARd</p><p>https://bit.ly/303jBYP</p><p><br></p><p>Find out more about Doximity on <a href="https://bit.ly/3knStep">their website</a>.</p><p>https://bit.ly/3knStep</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2628</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1451d7cc-4162-11ec-9bd3-e722a4988dba]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2059237910.mp3?updated=1636478426" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Ways to Make Yourself Invaluable at Work</title>
      <description>Tristan discusses how to make yourself invaluable in your workplace on this entry of TAP In with Tristan. The pandemic taught us that stability with a company isn't always certain, but there are ways to make yourself such a valuable part of the team that will have your leadership thinking twice about letting you go. Utilizing these tips, you'll be doing work that you can highlight on your resume and use as a bargaining chip for a raise!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 04 Nov 2021 13:26:59 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Ways to Make Yourself Invaluable at Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>506</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/926327e8-3d74-11ec-ae24-772fb4f0c0bc/image/TAP_In_115.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how to make yourself invaluable in your workplace on this entry of TAP In with Tristan. The pandemic taught us that stability with a company isn't always certain, but there are ways to make yourself such a valuable part of the team that will have your leadership thinking twice about letting you go. Utilizing these tips, you'll be doing work that you can highlight on your resume and use as a bargaining chip for a raise!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how to make yourself invaluable in your workplace on this entry of TAP In with Tristan. The pandemic taught us that stability with a company isn't always certain, but there are ways to make yourself such a valuable part of the team that will have your leadership thinking twice about letting you go. Utilizing these tips, you'll be doing work that you can highlight on your resume and use as a bargaining chip for a raise!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>373</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[926327e8-3d74-11ec-ae24-772fb4f0c0bc]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8706399386.mp3?updated=1636033442" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The State of Black Media w/ Black Enterprise (w/ Alfred Edmond Jr.)</title>
      <description>Zach sits down with Alfred Edmond Jr., SVP/Executive Editor-at-Large at Black Enterprise, to talk about Black media, historical trends, and the future of Black journalism and storytelling. Check the show notes to sign up for Black Men Xcel!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Alfred on LinkedIn &amp; Twitter.
https://bit.ly/3jYhj4x
https://bit.ly/2Y6qKa6

Find out more about Black Enterprise on their website.
https://bit.ly/3EGdA38

Sign up for (and find more about) Black Men Xcel.
https://bit.ly/3bxwm06

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 02 Nov 2021 12:23:55 -0000</pubDate>
      <itunes:title>The State of Black Media w/ Black Enterprise (w/ Alfred Edmond Jr.)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>505</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/95118a18-3bdd-11ec-9da9-6fbdb87fc793/image/RTT_112.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Alfred Edmond Jr., SVP/Executive Editor-at-Large at Black Enterprise, to talk about Black media, historical trends, and the future of Black journalism and storytelling. Check the show notes to sign up for Black Men Xcel!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Alfred on LinkedIn &amp; Twitter.
https://bit.ly/3jYhj4x
https://bit.ly/2Y6qKa6

Find out more about Black Enterprise on their website.
https://bit.ly/3EGdA38

Sign up for (and find more about) Black Men Xcel.
https://bit.ly/3bxwm06

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3jYhj4x">Alfred Edmond Jr.</a>, SVP/Executive Editor-at-Large at Black Enterprise, to talk about Black media, historical trends, and the future of Black journalism and storytelling. Check the show notes to sign up for Black Men Xcel!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Alfred on <a href="https://bit.ly/3jYhj4x">LinkedIn</a> &amp; <a href="https://bit.ly/2Y6qKa6">Twitter</a>.</p><p>https://bit.ly/3jYhj4x</p><p>https://bit.ly/2Y6qKa6</p><p><br></p><p>Find out more about <a href="https://bit.ly/3EGdA38">Black Enterprise</a> on their website.</p><p>https://bit.ly/3EGdA38</p><p><br></p><p>Sign up for (and find more about) <a href="https://bit.ly/3bxwm06">Black Men Xcel</a>.</p><p>https://bit.ly/3bxwm06</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>4549</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[95118a18-3bdd-11ec-9da9-6fbdb87fc793]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2075547912.mp3?updated=1635858642" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Get Up &amp; Move Around For Your Mental Health</title>
      <description>Tristan discusses how we can reverse the impacts of sitting for long periods on your mental health on this installment of TAP In with Tristan. With social distancing and a large portion of us working from home, moving less, sitting more, and staring at screens has become our new normal. Not only is this bad for our physical health, but it’s taking a toll on our mental health as well. Check out the tip to learn about a couple of things that can help you start sitting less and moving around more.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 28 Oct 2021 09:11:34 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Get Up &amp; Move Around For Your Mental Health</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>504</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/25418212-37d5-11ec-98e5-5ffff5b7bcc3/image/TAP_In_1028.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses how we can reverse the impacts of sitting for long periods on your mental health on this installment of TAP In with Tristan. With social distancing and a large portion of us working from home, moving less, sitting more, and staring at screens has become our new normal. Not only is this bad for our physical health, but it’s taking a toll on our mental health as well. Check out the tip to learn about a couple of things that can help you start sitting less and moving around more.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses how we can reverse the impacts of sitting for long periods on your mental health on this installment of TAP In with Tristan. With social distancing and a large portion of us working from home, moving less, sitting more, and staring at screens has become our new normal. Not only is this bad for our physical health, but it’s taking a toll on our mental health as well. Check out the tip to learn about a couple of things that can help you start sitting less and moving around more.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>420</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[25418212-37d5-11ec-98e5-5ffff5b7bcc3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6639648854.mp3?updated=1635415213" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Online Courses (w/ Kat Dunn)</title>
      <description>Amy C. Waninger welcomes Kat Dunn, the CEO of Concierge Course Design, to the show this week on See It to Be It. She operates a full-service course building agency where business owners and professionals package their years of experience into high level courses and programs. With more than 19 years of experience creating learning and development programs for some of the most recognizable brands, including Walmart, Verizon Wireless, Ocean Spray, The Internal Revenue Service, and The United Way, you're going to want to hear what she has to say!

You can connect with Kat on LinkedIn.
https://bit.ly/3BhIWLG

Check out her website, Kat the Course Builder.com.
https://bit.ly/3pWcH2H

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 27 Oct 2021 10:35:00 -0000</pubDate>
      <itunes:title>See It to Be It : Online Courses (w/ Kat Dunn)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>503</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b3ac78d6-3712-11ec-b825-0b0bbbbdda55/image/C2B_1027.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Kat Dunn, the CEO of Concierge Course Design, to the show this week on See It to Be It. She operates a full-service course building agency where business owners and professionals package their years of experience into high level courses and programs. With more than 19 years of experience creating learning and development programs for some of the most recognizable brands, including Walmart, Verizon Wireless, Ocean Spray, The Internal Revenue Service, and The United Way, you're going to want to hear what she has to say!

You can connect with Kat on LinkedIn.
https://bit.ly/3BhIWLG

Check out her website, Kat the Course Builder.com.
https://bit.ly/3pWcH2H

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3BhIWLG">Kat Dunn</a>, the CEO of Concierge Course Design, to the show this week on See It to Be It. She operates a full-service course building agency where business owners and professionals package their years of experience into high level courses and programs. With more than 19 years of experience creating learning and development programs for some of the most recognizable brands, including Walmart, Verizon Wireless, Ocean Spray, The Internal Revenue Service, and The United Way, you're going to want to hear what she has to say!</p><p><br></p><p>You can connect with Kat on <a href="https://bit.ly/3BhIWLG">LinkedIn</a>.</p><p>https://bit.ly/3BhIWLG</p><p><br></p><p>Check out her website, <a href="https://bit.ly/3pWcH2H">Kat the Course Builder.com</a>.</p><p>https://bit.ly/3pWcH2H</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2076</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b3ac78d6-3712-11ec-b825-0b0bbbbdda55]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2434142528.mp3?updated=1635331700" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Community Reach and Impact w/ Blavity.org (w/ Tamyra Gordon)</title>
      <description>Zach sits down to talk community engagement and economic empowerment with Tamyra Gordon, Executive Director of Blavity.org. Blavity.org drives Black economic advancement, wealth creation and business ownership forward through entrepreneurial fellowship programs featuring grants, education &amp; mentorship. 

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Tamyra on LinkedIn.
https://bit.ly/3bf0Jsh

Find out more about Blavity.org on their website.
https://bit.ly/3GkRchz

Take a look at the study Zach mentioned in the show, "Umbrellas Don't Make It Rain."
https://bit.ly/3Gnitjj

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 26 Oct 2021 10:37:01 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>502</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b9397d4e-364a-11ec-aff3-abffc75f06d6/image/Tamyra.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down to talk community engagement and economic empowerment with Tamyra Gordon, Executive Director of Blavity.org. Blavity.org drives Black economic advancement, wealth creation and business ownership forward through entrepreneurial fellowship programs featuring grants, education &amp; mentorship. 

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Tamyra on LinkedIn.
https://bit.ly/3bf0Jsh

Find out more about Blavity.org on their website.
https://bit.ly/3GkRchz

Take a look at the study Zach mentioned in the show, "Umbrellas Don't Make It Rain."
https://bit.ly/3Gnitjj

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down to talk community engagement and economic empowerment with <a href="https://bit.ly/3bf0Jsh">Tamyra Gordon</a>, Executive Director of <a href="https://bit.ly/3GkRchz">Blavity.org</a>. Blavity.org drives Black economic advancement, wealth creation and business ownership forward through entrepreneurial fellowship programs featuring grants, education &amp; mentorship. </p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with <a href="https://bit.ly/3bf0Jsh">Tamyra</a> on LinkedIn.</p><p>https://bit.ly/3bf0Jsh</p><p><br></p><p>Find out more about <a href="https://bit.ly/3GkRchz">Blavity.org</a> on their website.</p><p>https://bit.ly/3GkRchz</p><p><br></p><p>Take a look at the study Zach mentioned in the show, <a href="https://bit.ly/3Gnitjj">"Umbrellas Don't Make It Rain."</a></p><p>https://bit.ly/3Gnitjj</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2914</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b9397d4e-364a-11ec-aff3-abffc75f06d6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8689590535.mp3?updated=1635245810" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : How to Land a Job in Another City</title>
      <description>Tristan discusses a few tips to help you land a job in another city on this installment of TAP In with Tristan. A standard job search in your city is hard enough, but when you're looking for a job in another city, there's an added layer of difficulty. But that doesn't mean you can't overcome this disadvantage and land the position you want!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 21 Oct 2021 11:24:43 -0000</pubDate>
      <itunes:title>TAP In with Tristan : How to Land a Job in Another City</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>501</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c82ec318-3262-11ec-a3e9-0310d14755fa/image/TAP_In_1021.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses a few tips to help you land a job in another city on this installment of TAP In with Tristan. A standard job search in your city is hard enough, but when you're looking for a job in another city, there's an added layer of difficulty. But that doesn't mean you can't overcome this disadvantage and land the position you want!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses a few tips to help you land a job in another city on this installment of TAP In with Tristan. A standard job search in your city is hard enough, but when you're looking for a job in another city, there's an added layer of difficulty. But that doesn't mean you can't overcome this disadvantage and land the position you want!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>384</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c82ec318-3262-11ec-a3e9-0310d14755fa]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7523877330.mp3?updated=1634816339" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Lean Culture (w/ Stephanie Roldan)</title>
      <description>Amy C. Waninger welcomes Stephanie Roldan, the director of Lean Culture at Rosendin Electric, to the show this week on See It to Be It. Stephanie leads Rosendin's Respect for People and Continuous Improvement culture, simplified as "Lean Culture." This responsibility includes developing, setting, and leading the strategy on creating an inclusive environment and sense of belonging for employees.

You can connect with Stephanie on LinkedIn.
https://bit.ly/3vtD2FL

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 20 Oct 2021 10:16:09 -0000</pubDate>
      <itunes:title>See It to Be It : Lean Culture (w/ Stephanie Roldan)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>500</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e4e57746-318f-11ec-b94c-2f59375551fb/image/C2B_1020.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Stephanie Roldan, the director of Lean Culture at Rosendin Electric, to the show this week on See It to Be It. Stephanie leads Rosendin's Respect for People and Continuous Improvement culture, simplified as "Lean Culture." This responsibility includes developing, setting, and leading the strategy on creating an inclusive environment and sense of belonging for employees.

You can connect with Stephanie on LinkedIn.
https://bit.ly/3vtD2FL

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3vtD2FL">Stephanie Roldan</a>, the director of Lean Culture at Rosendin Electric, to the show this week on See It to Be It. Stephanie leads Rosendin's Respect for People and Continuous Improvement culture, simplified as "Lean Culture." This responsibility includes developing, setting, and leading the strategy on creating an inclusive environment and sense of belonging for employees.</p><p><br></p><p>You can connect with Stephanie on <a href="https://bit.ly/3vtD2FL">LinkedIn</a>.</p><p>https://bit.ly/3vtD2FL</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2038</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e4e57746-318f-11ec-b94c-2f59375551fb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9341541037.mp3?updated=1634725763" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Women's Roundtable (w/ Sam, Ariana, &amp; Brittany)</title>
      <description>Continuing our leadership spotlight with LiveRamp, Zach sits down with Sam Cook, Ariana McMillan &amp; Brittany Mitchell to have a conversation that highlights the perspectives of Black and Brown women at work, particularly how they are impacted by company culture and changes, how they show support and want to be supported, and what they most enjoy in a company. Check the links in the show notes to connect with Sam, Ariana, &amp; Brittany and to learn more about LiveRamp!

You can connect with Sam, Ariana, &amp; Brittany on LinkedIn - links in order.
https://bit.ly/3jc117p
https://bit.ly/2Z64KwF
https://bit.ly/3lW0Q1O

Find out more about LiveRamp on their website.
https://bit.ly/3o7NaQZ

Read about LiveRamp's commitment to DIB.
https://bit.ly/3EG4Yuc

LiveRamp's on LinkedIn and Twitter - connect with them!
https://bit.ly/3hIZGV6
https://bit.ly/3zvHqVr

You can check out LiveRamp's Careers page on their website.
https://bit.ly/3hVezUj

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 19 Oct 2021 09:14:13 -0000</pubDate>
      <itunes:title>Black Women's Roundtable (w/ Sam, Ariana, &amp; Brittany)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>499</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e06aa01c-30ca-11ec-8945-573acae954d0/image/LiveRamp__3.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Continuing our leadership spotlight with LiveRamp, Zach sits down with Sam Cook, Ariana McMillan &amp; Brittany Mitchell to have a conversation that highlights the perspectives of Black and Brown women at work, particularly how they are impacted by company culture and changes, how they show support and want to be supported, and what they most enjoy in a company. Check the links in the show notes to connect with Sam, Ariana, &amp; Brittany and to learn more about LiveRamp!

You can connect with Sam, Ariana, &amp; Brittany on LinkedIn - links in order.
https://bit.ly/3jc117p
https://bit.ly/2Z64KwF
https://bit.ly/3lW0Q1O

Find out more about LiveRamp on their website.
https://bit.ly/3o7NaQZ

Read about LiveRamp's commitment to DIB.
https://bit.ly/3EG4Yuc

LiveRamp's on LinkedIn and Twitter - connect with them!
https://bit.ly/3hIZGV6
https://bit.ly/3zvHqVr

You can check out LiveRamp's Careers page on their website.
https://bit.ly/3hVezUj

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Continuing our leadership spotlight with <a href="https://bit.ly/3o7NaQZ">LiveRamp</a>, Zach sits down with <a href="https://bit.ly/3jc117p">Sam Cook</a>, <a href="https://bit.ly/2Z64KwF">Ariana McMillan</a> &amp; <a href="https://bit.ly/3lW0Q1O">Brittany Mitchell</a> to have a conversation that highlights the perspectives of Black and Brown women at work, particularly how they are impacted by company culture and changes, how they show support and want to be supported, and what they most enjoy in a company. Check the links in the show notes to connect with Sam, Ariana, &amp; Brittany and to learn more about LiveRamp!</p><p><br></p><p>You can connect with <a href="https://bit.ly/3jc117p">Sam</a>, <a href="https://bit.ly/2Z64KwF">Ariana</a>, &amp; <a href="https://bit.ly/3lW0Q1O">Brittany</a> on LinkedIn - links in order.</p><p>https://bit.ly/3jc117p</p><p>https://bit.ly/2Z64KwF</p><p>https://bit.ly/3lW0Q1O</p><p><br></p><p>Find out more about <a href="https://bit.ly/3o7NaQZ">LiveRamp</a> on their website.</p><p>https://bit.ly/3o7NaQZ</p><p><br></p><p>Read about <a href="https://bit.ly/3EG4Yuc">LiveRamp's commitment to DIB</a>.</p><p>https://bit.ly/3EG4Yuc</p><p><br></p><p>LiveRamp's on <a href="https://bit.ly/3hIZGV6">LinkedIn</a> and <a href="https://bit.ly/3zvHqVr">Twitter</a> - connect with them!</p><p>https://bit.ly/3hIZGV6</p><p>https://bit.ly/3zvHqVr</p><p><br></p><p>You can check out <a href="https://bit.ly/3hVezUj">LiveRamp's Careers page</a> on their website.</p><p>https://bit.ly/3hVezUj</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3141</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e06aa01c-30ca-11ec-8945-573acae954d0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5785686960.mp3?updated=1634641145" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : 10 Tips for Black Mental Health</title>
      <description>This is the podcast adaptation of the 20th and final episode of Season 1 of The Break Room! Doctors Nikki Coleman, Brian J. Dixon, LaWanda Hill &amp; Olajide Bamishigbin link back up to cover 10 tips for black mental health, touching on what we've learned throughout the season and more. The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 16 Oct 2021 13:04:30 -0000</pubDate>
      <itunes:title>The Break Room : 10 Tips for Black Mental Health</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>498</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/677e5f70-2e83-11ec-bb63-e3516ab4fda6/image/TBR__20.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the 20th and final episode of Season 1 of The Break Room! Doctors Nikki Coleman, Brian J. Dixon, LaWanda Hill &amp; Olajide Bamishigbin link back up to cover 10 tips for black mental health, touching on what we've learned throughout the season and more. The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the 20th and final episode of Season 1 of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! Doctors Nikki Coleman, Brian J. Dixon, LaWanda Hill &amp; Olajide Bamishigbin link back up to cover 10 tips for black mental health, touching on what we've learned throughout the season and more. The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3268</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[677e5f70-2e83-11ec-bb63-e3516ab4fda6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6872043071.mp3?updated=1634390545" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Building Effective Relationships (w/ Yolanda Owens)</title>
      <description>This is the podcast adaptation of the 18th episode of The Access Point! Host Brandon Gordon welcomes special guest Yolanda Owens as they jump into a discussion centered around building effective relationships. The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you’re looking to jump-start your career, this is content you want to follow.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page
.https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 15 Oct 2021 11:11:36 -0000</pubDate>
      <itunes:title>The Access Point : Building Effective Relationships (w/ Yolanda Owens)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>497</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/bf0b1b30-2dab-11ec-92cf-97b296d595a8/image/TAP__18.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the 18th episode of The Access Point! Host Brandon Gordon welcomes special guest Yolanda Owens as they jump into a discussion centered around building effective relationships. The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you’re looking to jump-start your career, this is content you want to follow.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page
.https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the 18th episode of The Access Point! Host Brandon Gordon welcomes special guest <a href="https://www.linkedin.com/in/yolandaowens">Yolanda Owens</a> as they jump into a discussion centered around building effective relationships. The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you’re looking to jump-start your career, this is content you want to follow.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a></p><p>.https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2726</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[bf0b1b30-2dab-11ec-92cf-97b296d595a8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2930555132.mp3?updated=1634297921" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Reasons You’re Qualified But Not Getting Interviews</title>
      <description>Tristan discusses why you may not be getting interviews even though you know you're qualified for the role on this installment of TAP In with Tristan. There are a few things that you may be doing that could be blocking your blessing of getting an interview. Learn what they are by listening to the whole tip!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the Forbes article this episode was based on.
https://bit.ly/3j0VYGR

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 14 Oct 2021 12:43:20 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Reasons You’re Qualified But Not Getting Interviews</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>496</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/501db110-2ced-11ec-8d9b-a73c41d78181/image/TAP_In_1014.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan discusses why you may not be getting interviews even though you know you're qualified for the role on this installment of TAP In with Tristan. There are a few things that you may be doing that could be blocking your blessing of getting an interview. Learn what they are by listening to the whole tip!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the Forbes article this episode was based on.
https://bit.ly/3j0VYGR

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> discusses why you may not be getting interviews even though you know you're qualified for the role on this installment of TAP In with Tristan. There are a few things that you may be doing that could be blocking your blessing of getting an interview. Learn what they are by listening to the whole tip!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Read <a href="https://bit.ly/3j0VYGR">the Forbes article</a> this episode was based on.</p><p>https://bit.ly/3j0VYGR</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>407</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[501db110-2ced-11ec-8d9b-a73c41d78181]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8808740774.mp3?updated=1634216130" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Career Coach (w/ Brian Newkirk)</title>
      <description>Amy C. Waninger welcomes career coach Brian Newkirk to the show this week on See It to Be It. Brian Newkirk, who also goes by "the woke career coach," is a corporate finance professional with over 20 years of experience. Brian helps clients discover their passions and incorporate them into their job search strategy and is passionate about promoting DEI initiatives, advocating for social justice and mental health.

You can connect with Brian on LinkedIn and IG.
https://bit.ly/3v6nLdS
https://bit.ly/3v9ggTK

Check out his profile on Career Clarity.
https://bit.ly/3BC3wXP

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 13 Oct 2021 12:27:13 -0000</pubDate>
      <itunes:title>See It to Be It : Career Coach (w/ Brian Newkirk)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>495</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0581c7fe-2c20-11ec-ac90-8fd5b363ce75/image/c2b_1013.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes career coach Brian Newkirk to the show this week on See It to Be It. Brian Newkirk, who also goes by "the woke career coach," is a corporate finance professional with over 20 years of experience. Brian helps clients discover their passions and incorporate them into their job search strategy and is passionate about promoting DEI initiatives, advocating for social justice and mental health.

You can connect with Brian on LinkedIn and IG.
https://bit.ly/3v6nLdS
https://bit.ly/3v9ggTK

Check out his profile on Career Clarity.
https://bit.ly/3BC3wXP

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes career coach <a href="https://bit.ly/3v6nLdS">Brian Newkirk</a> to the show this week on See It to Be It. Brian Newkirk, who also goes by "the woke career coach," is a corporate finance professional with over 20 years of experience. Brian helps clients discover their passions and incorporate them into their job search strategy and is passionate about promoting DEI initiatives, advocating for social justice and mental health.</p><p><br></p><p>You can connect with Brian on <a href="https://bit.ly/3v6nLdS">LinkedIn</a> and <a href="https://bit.ly/3v9ggTK">IG</a>.</p><p>https://bit.ly/3v6nLdS</p><p>https://bit.ly/3v9ggTK</p><p><br></p><p>Check out <a href="https://bit.ly/3BC3wXP">his profile</a> on Career Clarity.</p><p>https://bit.ly/3BC3wXP</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2624</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0581c7fe-2c20-11ec-ac90-8fd5b363ce75]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4605943018.mp3?updated=1634128355" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Media &amp; Storytelling (w/ Meesha Brown)</title>
      <description>Zach sits down with Meesha Brown, president of PCI Media, on this week's Real Talk Tuesday episode. By combining the power of storytelling and technology, PCI Media inspires action for a healthier, more sustainable and just world. Check the links in the show notes to connect with Meesha &amp; learn more about PCI Media!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Meesha on LinkedIn, Twitter &amp; IG.
https://bit.ly/3axjvuG
https://bit.ly/3AAmDAu
https://bit.ly/3mPE3En

Find out more about PCI Media on their website.
https://bit.ly/3mO6K4q

Learn more about Living Corporate's webinars.
https://bit.ly/3bSkkjg

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 12 Oct 2021 13:35:49 -0000</pubDate>
      <itunes:title>Black Media &amp; Storytelling (w/ Meesha Brown)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>494</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2af83fbc-2b63-11ec-9a39-df5b0ef96018/image/Meesha__1_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Meesha Brown, president of PCI Media, on this week's Real Talk Tuesday episode. By combining the power of storytelling and technology, PCI Media inspires action for a healthier, more sustainable and just world. Check the links in the show notes to connect with Meesha &amp; learn more about PCI Media!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Meesha on LinkedIn, Twitter &amp; IG.
https://bit.ly/3axjvuG
https://bit.ly/3AAmDAu
https://bit.ly/3mPE3En

Find out more about PCI Media on their website.
https://bit.ly/3mO6K4q

Learn more about Living Corporate's webinars.
https://bit.ly/3bSkkjg

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3axjvuG">Meesha Brown</a>, president of PCI Media, on this week's Real Talk Tuesday episode. By combining the power of storytelling and technology, PCI Media inspires action for a healthier, more sustainable and just world. Check the links in the show notes to connect with Meesha &amp; learn more about PCI Media!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Meesha on <a href="https://bit.ly/3axjvuG">LinkedIn</a>, <a href="https://bit.ly/3AAmDAu">Twitter</a> &amp; <a href="https://bit.ly/3mPE3En">IG</a>.</p><p>https://bit.ly/3axjvuG</p><p>https://bit.ly/3AAmDAu</p><p>https://bit.ly/3mPE3En</p><p><br></p><p>Find out more about PCI Media on <a href="https://bit.ly/3mO6K4q">their website</a>.</p><p>https://bit.ly/3mO6K4q</p><p><br></p><p>Learn more about <a href="https://bit.ly/3bSkkjg">Living Corporate's webinars</a>.</p><p>https://bit.ly/3bSkkjg</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>1933</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2af83fbc-2b63-11ec-9a39-df5b0ef96018]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5357426060.mp3?updated=1634046846" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Impostor Syndrome - The Devil Stay Busy</title>
      <description>This is the podcast adaptation of the 19th episode of The Break Room! Doctors Nikki Coleman &amp; Brian J. Dixon chat about impostor syndrome. Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 09 Oct 2021 10:11:25 -0000</pubDate>
      <itunes:title>The Break Room : Impostor Syndrome - The Devil Stay Busy</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>493</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b2bc80e4-28ec-11ec-bdde-6fc2a13c6a41/image/TBR__19.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the 19th episode of The Break Room! Doctors Nikki Coleman &amp; Brian J. Dixon chat about impostor syndrome. Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the 19th episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! Doctors Nikki Coleman &amp; Brian J. Dixon chat about impostor syndrome. Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3465</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b2bc80e4-28ec-11ec-bdde-6fc2a13c6a41]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8695960271.mp3?updated=1633776062" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Salary Negotiation (Pt. 2)</title>
      <description>This is the podcast adaptation of the 17th episode of The Access Point! Hosts Mike Yates and Brandon Gordon jump into our second discussion centered around salary negotiation. The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you’re looking to jump-start your career, this is content you want to follow.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page
.https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 08 Oct 2021 10:11:05 -0000</pubDate>
      <itunes:title>The Access Point : Salary Negotiation (Pt. 2)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>492</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0c9e870a-2826-11ec-9719-0fafc1273c55/image/TAP__17.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the 17th episode of The Access Point! Hosts Mike Yates and Brandon Gordon jump into our second discussion centered around salary negotiation. The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you’re looking to jump-start your career, this is content you want to follow.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page
.https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the 17th episode of <a href="https://bit.ly/3dynLN3">The Access Point</a>! Hosts Mike Yates and Brandon Gordon jump into our second discussion centered around salary negotiation. The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you’re looking to jump-start your career, this is content you want to follow.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a></p><p>.https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2446</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0c9e870a-2826-11ec-9719-0fafc1273c55]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5330946633.mp3?updated=1633690743" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Five Tips to Help You Present Better</title>
      <description>Tristan talks about a couple of tips that can help you with public speaking and presenting on this entry of TAP In with Tristan. According to John Bowe, a speech trainer, there is a single mental trick that takes just 15 minutes or less - listen to the tip to find out what it is!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the CNBC article this episode was based on.
https://cnb.cx/2YsVv8V

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 07 Oct 2021 10:42:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Five Tips to Help You Present Better</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>491</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5845f014-275c-11ec-9843-774ffa1fe2fb/image/TAP_In_107.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about a couple of tips that can help you with public speaking and presenting on this entry of TAP In with Tristan. According to John Bowe, a speech trainer, there is a single mental trick that takes just 15 minutes or less - listen to the tip to find out what it is!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Read the CNBC article this episode was based on.
https://cnb.cx/2YsVv8V

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about a couple of tips that can help you with public speaking and presenting on this entry of TAP In with Tristan. According to John Bowe, a speech trainer, there is a single mental trick that takes just 15 minutes or less - listen to the tip to find out what it is!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Read <a href="https://cnb.cx/2YsVv8V">the CNBC article</a> this episode was based on.</p><p>https://cnb.cx/2YsVv8V</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>440</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5845f014-275c-11ec-9843-774ffa1fe2fb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6260224794.mp3?updated=1633604111" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Executive Coach (w/ Patricia Hayes)</title>
      <description>Amy C. Waninger welcomes executive coach Patricia Hayes to the show this week on See It to Be It. Patricia is a career empowerment coach &amp; authentic networking strategist who empowers female professionals, entrepreneurs &amp; their teams to up level their executive presence &amp; build sustainable professional networks authentically &amp; purposefully. Check the links in the show notes to learn more about Patricia!

You can connect with Patricia on LinkedIn.
https://bit.ly/3uKCXgE

Check out her website.
https://bit.ly/3mxfJHd

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 06 Oct 2021 09:28:15 -0000</pubDate>
      <itunes:title>See It to Be It : Executive Coach (w/ Patricia Hayes)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>490</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/50440b9a-2689-11ec-8db0-e37d20744e85/image/PH__1_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes executive coach Patricia Hayes to the show this week on See It to Be It. Patricia is a career empowerment coach &amp; authentic networking strategist who empowers female professionals, entrepreneurs &amp; their teams to up level their executive presence &amp; build sustainable professional networks authentically &amp; purposefully. Check the links in the show notes to learn more about Patricia!

You can connect with Patricia on LinkedIn.
https://bit.ly/3uKCXgE

Check out her website.
https://bit.ly/3mxfJHd

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes executive coach <a href="https://bit.ly/3uKCXgE">Patricia Hayes</a> to the show this week on See It to Be It. Patricia is a career empowerment coach &amp; authentic networking strategist who empowers female professionals, entrepreneurs &amp; their teams to up level their executive presence &amp; build sustainable professional networks authentically &amp; purposefully. Check the links in the show notes to learn more about Patricia!</p><p><br></p><p>You can connect with Patricia on <a href="https://bit.ly/3uKCXgE">LinkedIn.</a></p><p>https://bit.ly/3uKCXgE</p><p><br></p><p>Check out <a href="https://bit.ly/3mxfJHd">her website</a>.</p><p>https://bit.ly/3mxfJHd</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>3137</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[50440b9a-2689-11ec-8db0-e37d20744e85]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9768676944.mp3?updated=1633513474" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Through Our Lens (w/ Alex, Diego, &amp; Jenell)</title>
      <description>Continuing our leadership spotlight with LiveRamp, Zach sits down with Alex Jovel, Diego Panama, &amp; Jenell Potts to have a conversation focusing on experiences working in the tech industry as a Black or brown employee and the importance of Employee Resources Groups and their impact on workplace experience. All LiveRamp leaders, Alex is an executive assistant manager and the communications and marketing chair of the Latinx ERG, Diego is chief commercial officer and lead of the Latinx ERG, and Jenell is a data ethics specialist focusing on consumer care. Check the links in the show notes to connect with Alex, Diego &amp; Jenell and to learn more about LiveRamp!

You can connect with Alex, Diego &amp; Jenell on LinkedIn - links in order.
https://bit.ly/3l80aX0
https://bit.ly/3AfLzwS
https://bit.ly/3lbLfel

Find out more about LiveRamp on their website.
https://bit.ly/3o7NaQZ

Read about LiveRamp's commitment to DIB.
https://bit.ly/3EG4Yuc

LiveRamp's on LinkedIn and Twitter - connect with them!
https://bit.ly/3hIZGV6
https://bit.ly/3zvHqVr

You can check out LiveRamp's Careers page on their website.
https://bit.ly/3hVezUj

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 05 Oct 2021 09:49:24 -0000</pubDate>
      <itunes:title>Through Our Lens (w/ Alex, Diego, &amp; Jenell)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>489</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cf79676e-25c3-11ec-84bd-cfc39547755f/image/LiveRamp__2.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Continuing our leadership spotlight with LiveRamp, Zach sits down with Alex Jovel, Diego Panama, &amp; Jenell Potts to have a conversation focusing on experiences working in the tech industry as a Black or brown employee and the importance of Employee Resources Groups and their impact on workplace experience. All LiveRamp leaders, Alex is an executive assistant manager and the communications and marketing chair of the Latinx ERG, Diego is chief commercial officer and lead of the Latinx ERG, and Jenell is a data ethics specialist focusing on consumer care. Check the links in the show notes to connect with Alex, Diego &amp; Jenell and to learn more about LiveRamp!

You can connect with Alex, Diego &amp; Jenell on LinkedIn - links in order.
https://bit.ly/3l80aX0
https://bit.ly/3AfLzwS
https://bit.ly/3lbLfel

Find out more about LiveRamp on their website.
https://bit.ly/3o7NaQZ

Read about LiveRamp's commitment to DIB.
https://bit.ly/3EG4Yuc

LiveRamp's on LinkedIn and Twitter - connect with them!
https://bit.ly/3hIZGV6
https://bit.ly/3zvHqVr

You can check out LiveRamp's Careers page on their website.
https://bit.ly/3hVezUj

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Continuing our leadership spotlight with <a href="https://bit.ly/3o7NaQZ">LiveRamp</a>, Zach sits down with <a href="https://bit.ly/3l80aX0">Alex Jovel</a>, <a href="https://bit.ly/3AfLzwS">Diego Panama</a>, &amp; <a href="https://bit.ly/3lbLfel">Jenell Potts</a> to have a conversation focusing on experiences working in the tech industry as a Black or brown employee and the importance of Employee Resources Groups and their impact on workplace experience. All LiveRamp leaders, Alex is an executive assistant manager and the communications and marketing chair of the Latinx ERG, Diego is chief commercial officer and lead of the Latinx ERG, and Jenell is a data ethics specialist focusing on consumer care. Check the links in the show notes to connect with Alex, Diego &amp; Jenell and to learn more about LiveRamp!</p><p><br></p><p>You can connect with <a href="https://bit.ly/3l80aX0">Alex</a>, <a href="https://bit.ly/3AfLzwS">Diego</a> &amp; <a href="https://bit.ly/3lbLfel">Jenell</a> on LinkedIn - links in order.</p><p>https://bit.ly/3l80aX0</p><p>https://bit.ly/3AfLzwS</p><p>https://bit.ly/3lbLfel</p><p><br></p><p>Find out more about <a href="https://bit.ly/3o7NaQZ">LiveRamp</a> on their website.</p><p>https://bit.ly/3o7NaQZ</p><p><br></p><p>Read about <a href="https://bit.ly/3EG4Yuc">LiveRamp's commitment to DIB</a>.</p><p>https://bit.ly/3EG4Yuc</p><p><br></p><p>LiveRamp's on <a href="https://bit.ly/3hIZGV6">LinkedIn</a> and <a href="https://bit.ly/3zvHqVr">Twitter</a> - connect with them!</p><p>https://bit.ly/3hIZGV6</p><p>https://bit.ly/3zvHqVr</p><p><br></p><p>You can check out <a href="https://bit.ly/3hVezUj">LiveRamp's Careers page</a> on their website.</p><p>https://bit.ly/3hVezUj</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2240</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cf79676e-25c3-11ec-84bd-cfc39547755f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2815341100.mp3?updated=1633428647" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Genderqueer in the Workplace (w/ KC Cross)</title>
      <description>This is the podcast adaptation of the 18th episode of The Break Room! Dr. LaWanda Hill welcomes special guest KC Cross to talk about being genderqueer in the workplace. Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 02 Oct 2021 11:22:16 -0000</pubDate>
      <itunes:title>The Break Room : Genderqueer in the Workplace (w/ KC Cross)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>488</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/36e56dee-2376-11ec-a112-8befb1db9f14/image/TBR__18.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the 18th episode of The Break Room! Dr. LaWanda Hill welcomes special guest KC Cross to talk about being genderqueer in the workplace. Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the 18th episode of The Break Room! Dr. LaWanda Hill welcomes special guest <a href="https://www.linkedin.com/in/kccross38811/">KC Cross</a> to talk about being genderqueer in the workplace. Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>4028</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[36e56dee-2376-11ec-a112-8befb1db9f14]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3345527612.mp3?updated=1633175418" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Resilience &amp; Adaptability (w/ Shannon Ashford)</title>
      <description>This is the podcast adaptation of the 16th episode of The Access Point! Hosts Mike Yates and Tiffany Waddell Tate linked up with special guest Shannon Ashford to jump into the topic of resilience and adaptability. 

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Shannon on LinkedIn.
https://bit.ly/3AV2bLz

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page
.https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 01 Oct 2021 11:33:00 -0000</pubDate>
      <itunes:title>The Access Point : Resilience &amp; Adaptability (w/ Shannon Ashford)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>487</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/98f4f0be-22ad-11ec-a52e-7f6b710d0951/image/TAP__16.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the 16th episode of The Access Point! Hosts Mike Yates and Tiffany Waddell Tate linked up with special guest Shannon Ashford to jump into the topic of resilience and adaptability. 

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Shannon on LinkedIn.
https://bit.ly/3AV2bLz

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page
.https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the 16th episode of The Access Point! Hosts Mike Yates and Tiffany Waddell Tate linked up with special guest <a href="https://bit.ly/3AV2bLz">Shannon Ashford</a> to jump into the topic of resilience and adaptability. </p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Connect with Shannon on <a href="https://bit.ly/3AV2bLz">LinkedIn</a>.</p><p>https://bit.ly/3AV2bLz</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a></p><p>.https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3734</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[98f4f0be-22ad-11ec-a52e-7f6b710d0951]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8919954908.mp3?updated=1633089990" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : How to Smooth Over Making a Mistake at Work</title>
      <description>Tristan talks about how you can smooth over making a mistake at work on this installment of TAP In with Tristan. No matter how much of a perfectionist we may be, mistakes happen, and when they occur at work, they can be stressful and contribute to anxiety. But we can use mistakes as an opportunity for personal growth. It all starts with changing your mindset and understanding that making mistakes is part of achieving success!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 30 Sep 2021 12:17:48 -0000</pubDate>
      <itunes:title>TAP In with Tristan : How to Smooth Over Making a Mistake at Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>486</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/188dc820-21e9-11ec-8d04-e784fde6f51d/image/TAP_In_930.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about how you can smooth over making a mistake at work on this installment of TAP In with Tristan. No matter how much of a perfectionist we may be, mistakes happen, and when they occur at work, they can be stressful and contribute to anxiety. But we can use mistakes as an opportunity for personal growth. It all starts with changing your mindset and understanding that making mistakes is part of achieving success!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about how you can smooth over making a mistake at work on this installment of TAP In with Tristan. No matter how much of a perfectionist we may be, mistakes happen, and when they occur at work, they can be stressful and contribute to anxiety. But we can use mistakes as an opportunity for personal growth. It all starts with changing your mindset and understanding that making mistakes is part of achieving success!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>357</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[188dc820-21e9-11ec-8d04-e784fde6f51d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1196235407.mp3?updated=1633004857" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : The Diversity Gap (w/ Bethaney Wilkinson)</title>
      <description>Amy C. Waninger welcomes The Diversity Gap Podcast founder and author Bethaney Wilkinson to the show this week on See It to Be It. Bethaney is a writer, researcher, and social entrepreneur who has dedicated more than a decade to exploring the intersections of community, racial justice, and social change, and she has a new book coming out in October, The Diversity Gap: Where Good Intentions Meet True Cultural Change. Check the links in the show notes to learn more about her &amp; her work!

You can connect with Bethaney on LinkedIn and Twitter.
https://bit.ly/39M98T4
https://bit.ly/3uqxeML

Check out The Diversity Gap's website - you can listen to her podcast and more.
https://bit.ly/3zOUNQn

You can learn more about her upcoming book "The Diversity Gap" on Amazon.
https://amzn.to/3ijSzma

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 29 Sep 2021 11:13:34 -0000</pubDate>
      <itunes:title>See It to Be It : The Diversity Gap (w/ Bethaney Wilkinson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>485</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/97d7a6fa-2117-11ec-a520-87be4cb90dd5/image/C2B_929.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes The Diversity Gap Podcast founder and author Bethaney Wilkinson to the show this week on See It to Be It. Bethaney is a writer, researcher, and social entrepreneur who has dedicated more than a decade to exploring the intersections of community, racial justice, and social change, and she has a new book coming out in October, The Diversity Gap: Where Good Intentions Meet True Cultural Change. Check the links in the show notes to learn more about her &amp; her work!

You can connect with Bethaney on LinkedIn and Twitter.
https://bit.ly/39M98T4
https://bit.ly/3uqxeML

Check out The Diversity Gap's website - you can listen to her podcast and more.
https://bit.ly/3zOUNQn

You can learn more about her upcoming book "The Diversity Gap" on Amazon.
https://amzn.to/3ijSzma

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes The Diversity Gap Podcast founder and author <a href="https://bit.ly/39M98T4">Bethaney Wilkinson</a> to the show this week on See It to Be It. Bethaney is a writer, researcher, and social entrepreneur who has dedicated more than a decade to exploring the intersections of community, racial justice, and social change, and she has a new book coming out in October, The Diversity Gap: Where Good Intentions Meet True Cultural Change. Check the links in the show notes to learn more about her &amp; her work!</p><p><br></p><p>You can connect with Bethaney on <a href="https://bit.ly/39M98T4">LinkedIn</a> and <a href="https://bit.ly/3uqxeML">Twitter</a>.</p><p>https://bit.ly/39M98T4</p><p>https://bit.ly/3uqxeML</p><p><br></p><p>Check out <a href="https://bit.ly/3zOUNQn">The Diversity Gap's website</a> - you can listen to her podcast and more.</p><p>https://bit.ly/3zOUNQn</p><p><br></p><p>You can learn more about her upcoming book "The Diversity Gap" on <a href="https://amzn.to/3ijSzma">Amazon</a>.</p><p>https://amzn.to/3ijSzma</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2088</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[97d7a6fa-2117-11ec-a520-87be4cb90dd5]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6271595505.mp3?updated=1632914876" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Diversity, Equity &amp; Inclusion at Thumbtack (w/ Dionna Smith)</title>
      <description>Zach sits down with Dionna Smith, Global Head of DEI at Thumbtack, on this week's Real Talk Tuesday episode. Listen to them talk about Thumbtack's own history with DEI, the events of last summer, and what Thumbtack is doing to be an equitable place to work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Dionna on LinkedIn.
https://bit.ly/3uhQego

Find out more about Thumbtack on their website.
https://bit.ly/3CP3Cf2

Learn more about Living Corporate's webinars.
https://bit.ly/3bSkkjg

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 28 Sep 2021 09:21:00 -0000</pubDate>
      <itunes:title>Diversity, Equity &amp; Inclusion at Thumbtack (w/ Dionna Smith)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>484</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/bd4d3ddc-2040-11ec-9bd7-c7bf1b8c0e5c/image/RTT_927.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dionna Smith, Global Head of DEI at Thumbtack, on this week's Real Talk Tuesday episode. Listen to them talk about Thumbtack's own history with DEI, the events of last summer, and what Thumbtack is doing to be an equitable place to work.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Dionna on LinkedIn.
https://bit.ly/3uhQego

Find out more about Thumbtack on their website.
https://bit.ly/3CP3Cf2

Learn more about Living Corporate's webinars.
https://bit.ly/3bSkkjg

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3uhQego">Dionna Smith</a>, Global Head of DEI at Thumbtack, on this week's Real Talk Tuesday episode. Listen to them talk about Thumbtack's own history with DEI, the events of last summer, and what Thumbtack is doing to be an equitable place to work.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Dionna on <a href="https://bit.ly/3uhQego">LinkedIn</a>.</p><p>https://bit.ly/3uhQego</p><p><br></p><p>Find out more about Thumbtack on <a href="https://bit.ly/3CP3Cf2">their website</a>.</p><p>https://bit.ly/3CP3Cf2</p><p><br></p><p>Learn more about <a href="https://bit.ly/3bSkkjg">Living Corporate's webinars</a>.</p><p>https://bit.ly/3bSkkjg</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>1678</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[bd4d3ddc-2040-11ec-9bd7-c7bf1b8c0e5c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2247438717.mp3?updated=1632823608" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : LGBQ at Work</title>
      <description>This is the podcast adaptation of the seventeenth episode of The Break Room! This one's focused around being LGBQ at work - next week will be focused on the "T" in LGTBQ. A huge special thanks to our hosts, Dr. Dixon &amp; Dr. Nikki! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)
Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 25 Sep 2021 11:54:55 -0000</pubDate>
      <itunes:title>The Break Room : LGBQ at Work</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>483</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/62869244-1df8-11ec-8e18-c3678f43e5fd/image/TBR__17.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the seventeenth episode of The Break Room! This one's focused around being LGBQ at work - next week will be focused on the "T" in LGTBQ. A huge special thanks to our hosts, Dr. Dixon &amp; Dr. Nikki! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)
Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the seventeenth episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! This one's focused around being LGBQ at work - next week will be focused on the "T" in LGTBQ. A huge special thanks to our hosts, Dr. Dixon &amp; Dr. Nikki! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3048</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[62869244-1df8-11ec-8e18-c3678f43e5fd]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8116397735.mp3?updated=1632571618" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Goal Setting &amp; Career Planning</title>
      <description>This is the podcast adaptation of the fifteenth episode of The Access Point! Host Tristan Layfield held it down by himself while he delved into the topic of goal setting and career planning. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page
.https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 24 Sep 2021 09:59:37 -0000</pubDate>
      <itunes:title>The Access Point : Goal Setting &amp; Career Planning</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>482</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1d186da2-1d1e-11ec-9f98-33a5acb74e88/image/TAP__15.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the fifteenth episode of The Access Point! Host Tristan Layfield held it down by himself while he delved into the topic of goal setting and career planning. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page
.https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the fifteenth episode of <a href="https://bit.ly/3dynLN3">The Access Point</a>! Host Tristan Layfield held it down by himself while he delved into the topic of goal setting and career planning. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a></p><p>.https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>1901</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1d186da2-1d1e-11ec-9f98-33a5acb74e88]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6869015478.mp3?updated=1632478054" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : How to Stand Out While Working Remotely</title>
      <description>Tristan talks about how you can stand out while working remotely on this installment of TAP In with Tristan. Being out of sight and mind is a genuine concern while working from home in a hybrid working situation. Remote work doesn't have to be a death sentence for your career progression; you just have to actively take steps to ensure that you and the work you're doing doesn't go unnoticed!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 23 Sep 2021 09:26:02 -0000</pubDate>
      <itunes:title>TAP In with Tristan : How to Stand Out While Working Remotely</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>481</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/29971c90-1c51-11ec-a2d2-d7c8c0ccf01b/image/TAP_In_923.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about how you can stand out while working remotely on this installment of TAP In with Tristan. Being out of sight and mind is a genuine concern while working from home in a hybrid working situation. Remote work doesn't have to be a death sentence for your career progression; you just have to actively take steps to ensure that you and the work you're doing doesn't go unnoticed!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about how you can stand out while working remotely on this installment of TAP In with Tristan. Being out of sight and mind is a genuine concern while working from home in a hybrid working situation. Remote work doesn't have to be a death sentence for your career progression; you just have to actively take steps to ensure that you and the work you're doing doesn't go unnoticed!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>397</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[29971c90-1c51-11ec-a2d2-d7c8c0ccf01b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2315938496.mp3?updated=1632389846" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Black Speakers Network (w/ Brian J. Olds)</title>
      <description>Amy C. Waninger welcomes Black Speakers Network founder Brian J. Olds to the show this week on See It to Be It. Black Speakers Network is a membership-based professional speaker development and empowerment company. With an active network of more than 12,000 speakers, BSN is committed to equipping, connecting, and inspiring the next generation of professional Black speakers. Check the links in the show notes to connect with Brian and more!

You can connect with Brian on LinkedIn, Twitter, and Instagram.
https://bit.ly/3zvhjOe
https://bit.ly/3kvczE8
https://bit.ly/2XyjfZ0

Check out the Black Speakers Network's website.
https://bit.ly/2Zf4YkF

Brian has a personal website - stop by and learn more about him.
https://bit.ly/3EEwrws

You can buy Brian's books on Amazon.
https://amzn.to/2Zks2Pc

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 22 Sep 2021 09:02:17 -0000</pubDate>
      <itunes:title>See It to Be It : Black Speakers Network (w/ Brian J. Olds)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>480</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b9605b4c-1b85-11ec-8d02-5be1cbb68e10/image/C2B_922.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Black Speakers Network founder Brian J. Olds to the show this week on See It to Be It. Black Speakers Network is a membership-based professional speaker development and empowerment company. With an active network of more than 12,000 speakers, BSN is committed to equipping, connecting, and inspiring the next generation of professional Black speakers. Check the links in the show notes to connect with Brian and more!

You can connect with Brian on LinkedIn, Twitter, and Instagram.
https://bit.ly/3zvhjOe
https://bit.ly/3kvczE8
https://bit.ly/2XyjfZ0

Check out the Black Speakers Network's website.
https://bit.ly/2Zf4YkF

Brian has a personal website - stop by and learn more about him.
https://bit.ly/3EEwrws

You can buy Brian's books on Amazon.
https://amzn.to/2Zks2Pc

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes Black Speakers Network founder <a href="https://bit.ly/3zvhjOe">Brian J. Olds</a> to the show this week on See It to Be It. Black Speakers Network is a membership-based professional speaker development and empowerment company. With an active network of more than 12,000 speakers, BSN is committed to equipping, connecting, and inspiring the next generation of professional Black speakers. Check the links in the show notes to connect with Brian and more!</p><p><br></p><p>You can connect with Brian on <a href="https://bit.ly/3zvhjOe">LinkedIn</a>, <a href="https://bit.ly/3kvczE8">Twitter</a>, and <a href="https://bit.ly/2XyjfZ0">Instagram</a>.</p><p>https://bit.ly/3zvhjOe</p><p>https://bit.ly/3kvczE8</p><p>https://bit.ly/2XyjfZ0</p><p><br></p><p>Check out the <a href="https://bit.ly/2Zf4YkF">Black Speakers Network's website</a>.</p><p>https://bit.ly/2Zf4YkF</p><p><br></p><p>Brian has a personal website - <a href="https://bit.ly/3EEwrws">stop by</a> and learn more about him.</p><p>https://bit.ly/3EEwrws</p><p><br></p><p>You can buy Brian's books on <a href="https://amzn.to/2Zks2Pc">Amazon</a>.</p><p>https://amzn.to/2Zks2Pc</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2549</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b9605b4c-1b85-11ec-8d02-5be1cbb68e10]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1813534377.mp3?updated=1632302470" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Diversity, Inclusion, and Employee Experience (w/ Roeh &amp; Kham)</title>
      <description>Kicking off Living Corporate's leadership spotlight with LiveRamp, Zach sits down with Khambrel Ward, head of DIB at LiveRamp, and LiveRamp's Employee Experience Manager, Roeh Quisao, to talk about their journey on all matters employee experience and DIB. Check the links in the show notes to connect with Roeh &amp; Kham and learn more about LiveRamp!

You can connect with Kham and Roeh on LinkedIn - links in order.
https://bit.ly/3EtE0Gh
https://bit.ly/3tO9IZZ

Find out more about LiveRamp on their website.
https://bit.ly/3o7NaQZ

Read about LiveRamp's commitment to DIB.
https://bit.ly/3EG4Yuc

LiveRamp's on LinkedIn and Twitter - connect with them!
https://bit.ly/3hIZGV6
https://bit.ly/3zvHqVr

You can check out LiveRamp's Careers page on their website.
https://bit.ly/3hVezUj

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 21 Sep 2021 10:25:33 -0000</pubDate>
      <itunes:title>Diversity, Inclusion, and Employee Experience (w/ Roeh &amp; Kham)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>479</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b276c418-1ac9-11ec-8a5e-333c156283f9/image/LiveRamp__1.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Kicking off Living Corporate's leadership spotlight with LiveRamp, Zach sits down with Khambrel Ward, head of DIB at LiveRamp, and LiveRamp's Employee Experience Manager, Roeh Quisao, to talk about their journey on all matters employee experience and DIB. Check the links in the show notes to connect with Roeh &amp; Kham and learn more about LiveRamp!

You can connect with Kham and Roeh on LinkedIn - links in order.
https://bit.ly/3EtE0Gh
https://bit.ly/3tO9IZZ

Find out more about LiveRamp on their website.
https://bit.ly/3o7NaQZ

Read about LiveRamp's commitment to DIB.
https://bit.ly/3EG4Yuc

LiveRamp's on LinkedIn and Twitter - connect with them!
https://bit.ly/3hIZGV6
https://bit.ly/3zvHqVr

You can check out LiveRamp's Careers page on their website.
https://bit.ly/3hVezUj

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Kicking off Living Corporate's leadership spotlight with <a href="https://bit.ly/3o7NaQZ">LiveRamp</a>, Zach sits down with <a href="https://bit.ly/3EtE0Gh">Khambrel Ward</a>, head of DIB at LiveRamp, and LiveRamp's Employee Experience Manager, <a href="https://bit.ly/3tO9IZZ">Roeh Quisao</a>, to talk about their journey on all matters employee experience and DIB. Check the links in the show notes to connect with Roeh &amp; Kham and learn more about LiveRamp!</p><p><br></p><p>You can connect with <a href="https://bit.ly/3EtE0Gh">Kham</a> and <a href="https://bit.ly/3tO9IZZ">Roeh</a> on LinkedIn - links in order.</p><p>https://bit.ly/3EtE0Gh</p><p>https://bit.ly/3tO9IZZ</p><p><br></p><p>Find out more about <a href="https://bit.ly/3o7NaQZ">LiveRamp</a> on their website.</p><p>https://bit.ly/3o7NaQZ</p><p><br></p><p>Read about <a href="https://bit.ly/3EG4Yuc">LiveRamp's commitment to DIB</a>.</p><p>https://bit.ly/3EG4Yuc</p><p><br></p><p>LiveRamp's on <a href="https://bit.ly/3hIZGV6">LinkedIn</a> and <a href="https://bit.ly/3zvHqVr">Twitter</a> - connect with them!</p><p>https://bit.ly/3hIZGV6</p><p>https://bit.ly/3zvHqVr</p><p><br></p><p>You can check out <a href="https://bit.ly/3hVezUj">LiveRamp's Careers page</a> on their website.</p><p>https://bit.ly/3hVezUj</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2277</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b276c418-1ac9-11ec-8a5e-333c156283f9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1252999452.mp3?updated=1632221713" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Front Line &amp; Mental Health</title>
      <description>This is the podcast adaptation of the sixteenth episode of The Break Room! This one's centered around front line workers, particularly related to their mental health. A huge special thanks to our hosts, Dr. Dixon &amp; Dr. Nikki! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)
Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 18 Sep 2021 11:07:00 -0000</pubDate>
      <itunes:title>The Break Room : Front Line &amp; Mental Health</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>478</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/06f1bde0-1872-11ec-9323-8ffdc85b118d/image/TBR__16.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the sixteenth episode of The Break Room! This one's centered around front line workers, particularly related to their mental health. A huge special thanks to our hosts, Dr. Dixon &amp; Dr. Nikki! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)
Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the sixteenth episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! This one's centered around front line workers, particularly related to their mental health. A huge special thanks to our hosts, Dr. Dixon &amp; Dr. Nikki! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3100</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[06f1bde0-1872-11ec-9323-8ffdc85b118d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2257248243.mp3?updated=1631964156" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Effective Time &amp; Project Management (w/ Candice Webb)</title>
      <description>This is the podcast adaptation of the fourteenth episode of The Access Point! Hosts Mike Yates and Brandon Gordon linked up with special guest Candice Webb to take a deep dive into the subject of effective time and project management. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Candice on Twitter.
https://bit.ly/3CoOJzI

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 17 Sep 2021 10:16:54 -0000</pubDate>
      <itunes:title>The Access Point : Effective Time &amp; Project Management (w/ Candice Webb)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>477</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4d6534ee-17a2-11ec-b418-ffa49dcad733/image/TAP__14.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the fourteenth episode of The Access Point! Hosts Mike Yates and Brandon Gordon linked up with special guest Candice Webb to take a deep dive into the subject of effective time and project management. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Candice on Twitter.
https://bit.ly/3CoOJzI

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the fourteenth episode of <a href="https://bit.ly/3dynLN3">The Access Point</a>! Hosts Mike Yates and Brandon Gordon linked up with special guest <a href="https://bit.ly/3CoOJzI">Candice Webb</a> to take a deep dive into the subject of effective time and project management. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Connect with Candice on <a href="https://bit.ly/3CoOJzI">Twitter</a>.</p><p>https://bit.ly/3CoOJzI</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3014</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4d6534ee-17a2-11ec-b418-ffa49dcad733]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5871849991.mp3?updated=1631874939" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Mistakes to Avoid As a New Boss</title>
      <description>Tristan talks about three mistakes to avoid as you transition into leadership on this entry of TAP In with Tristan. As a leader or even an employee, you will inevitably make mistakes so don’t be too hard on yourself. Just work on being reflective and reflexive enough to understand that there is always room for you to grow.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 16 Sep 2021 09:21:15 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Mistakes to Avoid As a New Boss</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>476</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/73ba80f4-16d0-11ec-8c22-73c7155e6e8d/image/TAP_In_916.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about three mistakes to avoid as you transition into leadership on this entry of TAP In with Tristan. As a leader or even an employee, you will inevitably make mistakes so don’t be too hard on yourself. Just work on being reflective and reflexive enough to understand that there is always room for you to grow.

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about three mistakes to avoid as you transition into leadership on this entry of TAP In with Tristan. As a leader or even an employee, you will inevitably make mistakes so don’t be too hard on yourself. Just work on being reflective and reflexive enough to understand that there is always room for you to grow.</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>398</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[73ba80f4-16d0-11ec-8c22-73c7155e6e8d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8755097437.mp3?updated=1631784809" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Vendor Relationship Broker (w/ Monica Brunache)</title>
      <description>Amy C. Waninger welcomes strategic people leader Monica Brunache to the show this week on See It to Be It. Monica is VP, Vendor Performance Manager at Bank of America, one of the world's largest financial institutions. Check the links in the show notes to connect with Monica and more!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Monica on LinkedIn.
https://bit.ly/3tFwTWh

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 15 Sep 2021 08:21:34 -0000</pubDate>
      <itunes:title>See It to Be It : Vendor Relationship Broker (w/ Monica Brunache)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>475</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5293bf02-15ff-11ec-802c-1764d5ba361e/image/C2B_915.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes strategic people leader Monica Brunache to the show this week on See It to Be It. Monica is VP, Vendor Performance Manager at Bank of America, one of the world's largest financial institutions. Check the links in the show notes to connect with Monica and more!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Monica on LinkedIn.
https://bit.ly/3tFwTWh

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes strategic people leader <a href="https://bit.ly/3tFwTWh">Monica Brunache</a> to the show this week on See It to Be It. Monica is VP, Vendor Performance Manager at Bank of America, one of the world's largest financial institutions. Check the links in the show notes to connect with Monica and more!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Monica on <a href="https://bit.ly/3tFwTWh">LinkedIn</a>.</p><p>https://bit.ly/3tFwTWh</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2489</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5293bf02-15ff-11ec-802c-1764d5ba361e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6218175890.mp3?updated=1631694989" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Public Relations After George Floyd (w/ Jackeline Stewart)</title>
      <description>Zach sits down with Jackeline Stewart, Edelman’s Head of Multicultural Communications, to talk about PR, DEI, and what organizations should be doing in this ongoing season of racial reckoning. Check the links in the show notes to learn more about Jackeline, Edelman, and our LinkedIn Learning courses!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Jackeline on LinkedIn and Twitter.
https://bit.ly/3hvLQW9
https://bit.ly/3CoQm0H

Read her HR Dive piece titled "The return to the office can't include a return to exclusionary practices."
https://bit.ly/3hrSrk3

Check out her personal site.
https://bit.ly/2VFwWER

Find out more about Edelman on their website.
https://bit.ly/2Xg0Wbp

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 14 Sep 2021 10:35:00 -0000</pubDate>
      <itunes:title>Public Relations After George Floyd (w/ Jackeline Stewart)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>474</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2a7cd492-1549-11ec-a2c9-07305ca4c9f3/image/RTT_914.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Jackeline Stewart, Edelman’s Head of Multicultural Communications, to talk about PR, DEI, and what organizations should be doing in this ongoing season of racial reckoning. Check the links in the show notes to learn more about Jackeline, Edelman, and our LinkedIn Learning courses!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Jackeline on LinkedIn and Twitter.
https://bit.ly/3hvLQW9
https://bit.ly/3CoQm0H

Read her HR Dive piece titled "The return to the office can't include a return to exclusionary practices."
https://bit.ly/3hrSrk3

Check out her personal site.
https://bit.ly/2VFwWER

Find out more about Edelman on their website.
https://bit.ly/2Xg0Wbp

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3hvLQW9">Jackeline Stewart</a>, Edelman’s Head of Multicultural Communications, to talk about PR, DEI, and what organizations should be doing in this ongoing season of racial reckoning. Check the links in the show notes to learn more about Jackeline, Edelman, and our LinkedIn Learning courses!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Jackeline on <a href="https://bit.ly/3hvLQW9">LinkedIn</a> and <a href="https://bit.ly/3CoQm0H">Twitter</a>.</p><p>https://bit.ly/3hvLQW9</p><p>https://bit.ly/3CoQm0H</p><p><br></p><p>Read <a href="https://bit.ly/3hrSrk3">her HR Dive piece</a> titled "The return to the office can't include a return to exclusionary practices."</p><p>https://bit.ly/3hrSrk3</p><p><br></p><p>Check out <a href="https://bit.ly/2VFwWER">her personal site</a>.</p><p>https://bit.ly/2VFwWER</p><p><br></p><p>Find out more about <a href="https://bit.ly/2Xg0Wbp">Edelman</a> on their website.</p><p>https://bit.ly/2Xg0Wbp</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2435</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2a7cd492-1549-11ec-a2c9-07305ca4c9f3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8156747448.mp3?updated=1631616753" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Front Line Workers - The Research</title>
      <description>This is the podcast adaptation of the fifteenth episode of The Break Room! This one's centered around research relating to front line workers. A huge special thanks to our host, Dr. Brian J. Dixon! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 11 Sep 2021 09:14:31 -0000</pubDate>
      <itunes:title>The Break Room : Front Line Workers - The Research</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>473</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5e82596a-12e2-11ec-8c5a-773a5ae3b820/image/TBR__15.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the fifteenth episode of The Break Room! This one's centered around research relating to front line workers. A huge special thanks to our host, Dr. Brian J. Dixon! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the fifteenth episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! This one's centered around research relating to front line workers. A huge special thanks to our host, Dr. Brian J. Dixon! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2083</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5e82596a-12e2-11ec-8c5a-773a5ae3b820]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4293638566.mp3?updated=1631352700" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Respectability Politics (w/ Felicia Ann Rose Enuha)</title>
      <description>This is the podcast adaptation of the thirteenth episode of The Access Point! Tiffany Waddell Tate linked up with special guest Felicia Ann Rose Enuha, the host of the Trill MBA Show, to talk respectability politics. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Felicia on Twitter.
http://bit.ly/375TqyA

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 10 Sep 2021 09:22:49 -0000</pubDate>
      <itunes:title>The Access Point : Respectability Politics (w/ Felicia Ann Rose Enuha)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>472</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d0439ef2-1219-11ec-b4ed-3790a7ed1c0e/image/TAP__13.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the thirteenth episode of The Access Point! Tiffany Waddell Tate linked up with special guest Felicia Ann Rose Enuha, the host of the Trill MBA Show, to talk respectability politics. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Connect with Felicia on Twitter.
http://bit.ly/375TqyA

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the thirteenth episode of The Access Point! Tiffany Waddell Tate linked up with special guest <a href="http://bit.ly/375TqyA">Felicia Ann Rose Enuha</a>, the host of the Trill MBA Show, to talk respectability politics. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. <a href="https://bit.ly/3dynLN3">Subscribe</a> to us today!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Connect with Felicia on <a href="http://bit.ly/375TqyA">Twitter</a>.</p><p>http://bit.ly/375TqyA</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3461</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d0439ef2-1219-11ec-b4ed-3790a7ed1c0e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4404778001.mp3?updated=1631266562" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Long-Term Planning During Uncertainty</title>
      <description>Tristan talks about long-term planning during uncertainty on this installment of TAP In with Tristan. While it can seem challenging to plan in the face of uncertainty, many of us still need to do so. Take advantage of the tips Tristan has to offer!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 09 Sep 2021 10:10:29 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Long-Term Planning During Uncertainty</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>471</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6c54d37e-1157-11ec-8b78-1b66d7080822/image/TAP_In_99.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about long-term planning during uncertainty on this installment of TAP In with Tristan. While it can seem challenging to plan in the face of uncertainty, many of us still need to do so. Take advantage of the tips Tristan has to offer!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about long-term planning during uncertainty on this installment of TAP In with Tristan. While it can seem challenging to plan in the face of uncertainty, many of us still need to do so. Take advantage of the tips Tristan has to offer!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>438</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6c54d37e-1157-11ec-8b78-1b66d7080822]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7768061557.mp3?updated=1631183072" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Mental Health Expert (w/ Mike Veny)</title>
      <description>Amy C. Waninger welcomes Certified Corporate Wellness Specialist® Mike Veny to the show this week on See It to Be It. Mike is the CEO of Mike Veny, Inc., an IACET Accredited Provider. His presentations move past simply educating an audience to providing them with actionable steps they can take to change their lives and work environments. Check the links in the show notes to connect with Mike and learn more about his work!

You can connect with Mike on LinkedIn, Twitter, IG, and Facebook.
https://bit.ly/3DUTUJn
https://bit.ly/38LEd9f
https://bit.ly/3940SOh
https://bit.ly/3tkU9bW

Check out his website.
https://bit.ly/3tBfmi5

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 08 Sep 2021 08:16:00 -0000</pubDate>
      <itunes:title>See It to Be It : Mental Health Expert (w/ Mike Veny)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>470</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3f3dfc96-107e-11ec-9b51-7bfb4e135407/image/C2B_98__1_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Certified Corporate Wellness Specialist® Mike Veny to the show this week on See It to Be It. Mike is the CEO of Mike Veny, Inc., an IACET Accredited Provider. His presentations move past simply educating an audience to providing them with actionable steps they can take to change their lives and work environments. Check the links in the show notes to connect with Mike and learn more about his work!

You can connect with Mike on LinkedIn, Twitter, IG, and Facebook.
https://bit.ly/3DUTUJn
https://bit.ly/38LEd9f
https://bit.ly/3940SOh
https://bit.ly/3tkU9bW

Check out his website.
https://bit.ly/3tBfmi5

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes Certified Corporate Wellness Specialist® <a href="https://bit.ly/3DUTUJn">Mike Veny </a>to the show this week on See It to Be It. Mike is the CEO of Mike Veny, Inc., an IACET Accredited Provider. His presentations move past simply educating an audience to providing them with actionable steps they can take to change their lives and work environments. Check the links in the show notes to connect with Mike and learn more about his work!</p><p><br></p><p>You can connect with Mike on <a href="https://bit.ly/3DUTUJn">LinkedIn</a>, <a href="https://bit.ly/38LEd9f">Twitter</a>, <a href="https://bit.ly/3940SOh">IG</a>, and <a href="https://bit.ly/3tkU9bW">Facebook</a>.</p><p>https://bit.ly/3DUTUJn</p><p>https://bit.ly/38LEd9f</p><p>https://bit.ly/3940SOh</p><p>https://bit.ly/3tkU9bW</p><p><br></p><p>Check out <a href="https://bit.ly/3tBfmi5">his website</a>.</p><p>https://bit.ly/3tBfmi5</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2577</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3f3dfc96-107e-11ec-9b51-7bfb4e135407]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5369740577.mp3?updated=1631089796" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>DE&amp;I Innovation and ReadySet (w/ Y-Vonne Hutchinson)</title>
      <description>Zach sits down with Y-Vonne Hutchinson, CEO and Founder of ReadySet, where they talk through the DEI landscape, anti-racism at work, and the steps executives can take to make their workplaces more inclusive in this new decade. Check the links in the show notes to learn more about Y-Vonne, ReadySet, and our LinkedIn Learning courses!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Y-Vonne on LinkedIn and Twitter.
https://bit.ly/2HWsElp
https://bit.ly/3jMWjhm

Find out more ReadySet on their website.
https://bit.ly/38JqCyX

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 07 Sep 2021 13:04:42 -0000</pubDate>
      <itunes:title>DE&amp;I Innovation and ReadySet (w/ Y-Vonne Hutchinson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>469</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/85c410c0-0fdd-11ec-9029-07bfd30b3ddb/image/RTT_97.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Y-Vonne Hutchinson, CEO and Founder of ReadySet, where they talk through the DEI landscape, anti-racism at work, and the steps executives can take to make their workplaces more inclusive in this new decade. Check the links in the show notes to learn more about Y-Vonne, ReadySet, and our LinkedIn Learning courses!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Y-Vonne on LinkedIn and Twitter.
https://bit.ly/2HWsElp
https://bit.ly/3jMWjhm

Find out more ReadySet on their website.
https://bit.ly/38JqCyX

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/2HWsElp">Y-Vonne Hutchinson</a>, CEO and Founder of <a href="https://bit.ly/38JqCyX">ReadySet</a>, where they talk through the DEI landscape, anti-racism at work, and the steps executives can take to make their workplaces more inclusive in this new decade. Check the links in the show notes to learn more about Y-Vonne, ReadySet, and our LinkedIn Learning courses!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Y-Vonne on <a href="https://bit.ly/2HWsElp">LinkedIn</a> and <a href="https://bit.ly/3jMWjhm">Twitter</a>.</p><p>https://bit.ly/2HWsElp</p><p>https://bit.ly/3jMWjhm</p><p><br></p><p>Find out more <a href="https://bit.ly/38JqCyX">ReadySet</a> on their website.</p><p>https://bit.ly/38JqCyX</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3350</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[85c410c0-0fdd-11ec-9029-07bfd30b3ddb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1581048994.mp3?updated=1631020765" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Parenting as a Professional Ain't Easy</title>
      <description>This is the podcast adaptation of the fourteenth episode of The Break Room! This one's focused on the absolute fact that parenting as a professional ain't easy. Special thanks to our hosts, Dr. Nikki and Dr. Jide! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 04 Sep 2021 09:18:00 -0000</pubDate>
      <itunes:title>The Break Room : Parenting as a Professional Ain't Easy</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>468</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/66cc363e-0d62-11ec-a3e9-27ae2ef7312d/image/TBR__14.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the fourteenth episode of The Break Room! This one's focused on the absolute fact that parenting as a professional ain't easy. Special thanks to our hosts, Dr. Nikki and Dr. Jide! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the fourteenth episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! This one's focused on the absolute fact that parenting as a professional ain't easy. Special thanks to our hosts, Dr. Nikki and Dr. Jide! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3328</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[66cc363e-0d62-11ec-a3e9-27ae2ef7312d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7914202313.mp3?updated=1630747982" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Effective Documentation</title>
      <description>This is the podcast adaptation of the twelfth episode of The Access Point! Brandon and Mike linked up to talk effective documentation. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 03 Sep 2021 10:27:36 -0000</pubDate>
      <itunes:title>The Access Point : Effective Documentation</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>467</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8442a8da-0cbb-11ec-b24a-2b75970fd31b/image/TAP__12.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the twelfth episode of The Access Point! Brandon and Mike linked up to talk effective documentation. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the twelfth episode of <a href="https://bit.ly/3dynLN3">The Access Point</a>! Brandon and Mike linked up to talk effective documentation. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3267</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8442a8da-0cbb-11ec-b24a-2b75970fd31b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6450707130.mp3?updated=1630676306" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Getting Back On Track When You Fall Behind On Work</title>
      <description>Tristan talks about getting back on track when you fall behind on work on this entry of TAP In with Tristan. No matter how organized or productive we are, we've all been overwhelmed by the amount of work we have to do at some point. When the stress of feeling behind sets in, it's easy for our productivity and output to drop. When we find ourselves in that situation, we have to take a moment to recognize we're feeling this way, so we can then take the necessary steps to get back on track. Here are a few tips to help manage the workload!
Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 02 Sep 2021 09:28:32 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Getting Back On Track When You Fall Behind On Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>466</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2403eb98-0bd3-11ec-9a1b-0b8277ea1d04/image/TAP_In_92.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about getting back on track when you fall behind on work on this entry of TAP In with Tristan. No matter how organized or productive we are, we've all been overwhelmed by the amount of work we have to do at some point. When the stress of feeling behind sets in, it's easy for our productivity and output to drop. When we find ourselves in that situation, we have to take a moment to recognize we're feeling this way, so we can then take the necessary steps to get back on track. Here are a few tips to help manage the workload!
Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about getting back on track when you fall behind on work on this entry of TAP In with Tristan. No matter how organized or productive we are, we've all been overwhelmed by the amount of work we have to do at some point. When the stress of feeling behind sets in, it's easy for our productivity and output to drop. When we find ourselves in that situation, we have to take a moment to recognize we're feeling this way, so we can then take the necessary steps to get back on track. Here are a few tips to help manage the workload!</p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>375</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2403eb98-0bd3-11ec-9a1b-0b8277ea1d04]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8052933128.mp3?updated=1630576501" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Agile Coach (w/ Dimple Shah)</title>
      <description>Amy C. Waninger welcomes Dimple Shah, an agile coach, to the show this week on See It to Be It. Dimple Shah is an optimist go-getter who is passionate about helping people achieve their goals by creating a better version of themselves. Check the links in the show notes to connect with Dimple and more!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Dimple on LinkedIn.
https://bit.ly/3DErIdw

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 01 Sep 2021 12:07:00 -0000</pubDate>
      <itunes:title>See It to Be It : Agile Coach (w/ Dimple Shah)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>465</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5a685a1c-0b1e-11ec-bf2f-631021bc8e10/image/Dimple__1_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Dimple Shah, an agile coach, to the show this week on See It to Be It. Dimple Shah is an optimist go-getter who is passionate about helping people achieve their goals by creating a better version of themselves. Check the links in the show notes to connect with Dimple and more!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Dimple on LinkedIn.
https://bit.ly/3DErIdw

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3DErIdw">Dimple Shah</a>, an agile coach, to the show this week on See It to Be It. Dimple Shah is an optimist go-getter who is passionate about helping people achieve their goals by creating a better version of themselves. Check the links in the show notes to connect with Dimple and more!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Dimple on <a href="https://bit.ly/3DErIdw">LinkedIn</a>.</p><p>https://bit.ly/3DErIdw</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2406</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5a685a1c-0b1e-11ec-bf2f-631021bc8e10]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4207200543.mp3?updated=1630498957" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Delta Variant, Pfizer, &amp; Black Communities (w/ Tyrone McClain)</title>
      <description>Continuing with our Pfizer leadership campaign, Zach sits down with Tyrone McClain, Global Director of Public Affairs for Oncology at Pfizer to talk the Delta variant and Pfizer's priorities in this season. Check the show notes to connect with Tyrone and more!

Read the American Cancer Society piece, "Cancer Disparities in the Black Community," that Zach mentioned in the interview.
https://bit.ly/3kBDDQY

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Tyrone on LinkedIn.
https://bit.ly/3t3wtIJ

Interested in working at Pfizer? Check out their Careers page.
https://bit.ly/34YmfhM

Follow Pfizer on LinkedIn.
https://bit.ly/3ptZxHQ

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 31 Aug 2021 11:40:00 -0000</pubDate>
      <itunes:title>Delta Variant, Pfizer, &amp; Black Communities (w/ Tyrone McClain)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>464</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b8de5100-0a51-11ec-9d9f-9339e26f8e6f/image/Tyrone_RTT.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Continuing with our Pfizer leadership campaign, Zach sits down with Tyrone McClain, Global Director of Public Affairs for Oncology at Pfizer to talk the Delta variant and Pfizer's priorities in this season. Check the show notes to connect with Tyrone and more!

Read the American Cancer Society piece, "Cancer Disparities in the Black Community," that Zach mentioned in the interview.
https://bit.ly/3kBDDQY

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Tyrone on LinkedIn.
https://bit.ly/3t3wtIJ

Interested in working at Pfizer? Check out their Careers page.
https://bit.ly/34YmfhM

Follow Pfizer on LinkedIn.
https://bit.ly/3ptZxHQ

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Continuing with our <a href="https://bit.ly/2TTtZiZ">Pfizer</a> leadership campaign, Zach sits down with <a href="https://bit.ly/3t3wtIJ">Tyrone McClain</a>, Global Director of Public Affairs for Oncology at Pfizer to talk the Delta variant and Pfizer's priorities in this season. Check the show notes to connect with Tyrone and more!</p><p><br></p><p>Read the American Cancer Society piece, "<a href="https://bit.ly/3kBDDQY">Cancer Disparities in the Black Community</a>," that Zach mentioned in the interview.</p><p>https://bit.ly/3kBDDQY</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Tyrone on <a href="https://bit.ly/3t3wtIJ">LinkedIn</a>.</p><p>https://bit.ly/3t3wtIJ</p><p><br></p><p>Interested in working at Pfizer? Check out <a href="https://bit.ly/34YmfhM">their Careers page</a>.</p><p>https://bit.ly/34YmfhM</p><p><br></p><p>Follow Pfizer on <a href="https://bit.ly/3ptZxHQ">LinkedIn</a>.</p><p>https://bit.ly/3ptZxHQ</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2346</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b8de5100-0a51-11ec-9d9f-9339e26f8e6f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9831398980.mp3?updated=1630410965" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Single &amp; Killin' It - For the Fellas</title>
      <description>This is the podcast adaptation of the thirteenth episode of The Break Room! This one's centered around being single from a male perspective. Special thanks to our hosts, Dr. Brian and Dr. Jide! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 28 Aug 2021 09:08:00 -0000</pubDate>
      <itunes:title>The Break Room : Single &amp; Killin' It - For the Fellas</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>463</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f5dbcb0e-07e1-11ec-ab89-97c1554c7bb2/image/TBR__13__1_.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the thirteenth episode of The Break Room! This one's centered around being single from a male perspective. Special thanks to our hosts, Dr. Brian and Dr. Jide! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the thirteenth episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! This one's centered around being single from a male perspective. Special thanks to our hosts, Dr. Brian and Dr. Jide! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2660</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f5dbcb0e-07e1-11ec-ab89-97c1554c7bb2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1289942410.mp3?updated=1630143061" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Season 2 Kick-off</title>
      <description>This is the podcast adaptation of the eleventh episode of The Access Point! Tristan and Mike linked up to kick-off the second season of The Access Point on this special show. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 27 Aug 2021 11:03:54 -0000</pubDate>
      <itunes:title>The Access Point : Season 2 Kick-off</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>462</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cc0cd0d0-0727-11ec-acc8-fb577e165b39/image/TAP__11.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the eleventh episode of The Access Point! Tristan and Mike linked up to kick-off the second season of The Access Point on this special show. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the eleventh episode of <a href="https://bit.ly/3dynLN3">The Access Point</a>! Tristan and Mike linked up to kick-off the second season of The Access Point on this special show. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2804</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cc0cd0d0-0727-11ec-acc8-fb577e165b39]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7425200941.mp3?updated=1630063105" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Decouple Your Worth From Your Work</title>
      <description>Tristan talks about decoupling your worth from your work on this installment of TAP In with Tristan. What happens if the worthiness, belonging, or acceptance you're seeking doesn't come? Tristan will tell you - you'll set the goal higher and higher and higher, which can only lead to anxiety, depression, and burnout. Check out the full tip for advice on dealing with this situation!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 26 Aug 2021 12:17:15 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Decouple Your Worth From Your Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>461</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/bdaa474e-0668-11ec-ba91-ef786046f382/image/TAP_In_826.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about decoupling your worth from your work on this installment of TAP In with Tristan. What happens if the worthiness, belonging, or acceptance you're seeking doesn't come? Tristan will tell you - you'll set the goal higher and higher and higher, which can only lead to anxiety, depression, and burnout. Check out the full tip for advice on dealing with this situation!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about decoupling your worth from your work on this installment of TAP In with Tristan. What happens if the worthiness, belonging, or acceptance you're seeking doesn't come? Tristan will tell you - you'll set the goal higher and higher and higher, which can only lead to anxiety, depression, and burnout. Check out the full tip for advice on dealing with this situation!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>403</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[bdaa474e-0668-11ec-ba91-ef786046f382]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4727660839.mp3?updated=1629981047" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Startup Consulting (w/ Camille Nisich)</title>
      <description>Amy C. Waninger welcomes Camille Nisich, the founder &amp; CEO of Camille Nisich Consulting, to the show this week on See It to Be It. Camille spent 18 years at Dell Technologies delivering $100 million in cost savings and $1 billion in sales pipeline, and she now helps business leaders use Big Tech secrets to grow, scale or exit high-value enterprises. Check the links in the show notes to connect with Camille and more!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Camille on LinkedIn and Twitter.
https://bit.ly/3ydizVv
https://bit.ly/38cxcy0

Check out Camille's website.
https://bit.ly/2XXeBnB

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 25 Aug 2021 10:31:00 -0000</pubDate>
      <itunes:title>See It to Be It : Startup Consulting (w/ Camille Nisich)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>460</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/36816e5a-0591-11ec-9cdf-279822c3a3cf/image/CN.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Camille Nisich, the founder &amp; CEO of Camille Nisich Consulting, to the show this week on See It to Be It. Camille spent 18 years at Dell Technologies delivering $100 million in cost savings and $1 billion in sales pipeline, and she now helps business leaders use Big Tech secrets to grow, scale or exit high-value enterprises. Check the links in the show notes to connect with Camille and more!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Camille on LinkedIn and Twitter.
https://bit.ly/3ydizVv
https://bit.ly/38cxcy0

Check out Camille's website.
https://bit.ly/2XXeBnB

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3ydizVv">Camille Nisich</a>, the founder &amp; CEO of Camille Nisich Consulting, to the show this week on See It to Be It. Camille spent 18 years at Dell Technologies delivering $100 million in cost savings and $1 billion in sales pipeline, and she now helps business leaders use Big Tech secrets to grow, scale or exit high-value enterprises. Check the links in the show notes to connect with Camille and more!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Camille on <a href="https://bit.ly/3ydizVv">LinkedIn</a> and <a href="https://bit.ly/38cxcy0">Twitter</a>.</p><p>https://bit.ly/3ydizVv</p><p>https://bit.ly/38cxcy0</p><p><br></p><p>Check out <a href="https://bit.ly/2XXeBnB">Camille's website</a>.</p><p>https://bit.ly/2XXeBnB</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2761</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[36816e5a-0591-11ec-9cdf-279822c3a3cf]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2288674757.mp3?updated=1629967485" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Redefining HR for Black &amp; Brown People (w/ Lars Schmidt)</title>
      <description>Zach sits down with Lars Schmidt, the founder of the Redefining HR Accelerator, to talk about the future of Human Resources and how it will need to continue to adjust in this new era. Check the links in the show notes to learn more about Lars and our LinkedIn Learning courses!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Lars on LinkedIn and Twitter.
https://bit.ly/2WoSrtO
https://bit.ly/3kqmB8m

Find out more about him on his website.
https://bit.ly/3sFPX6i

Interested in his book? Check it out on Amazon.
https://amzn.to/3Dg0iun

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 24 Aug 2021 11:21:36 -0000</pubDate>
      <itunes:title>Redefining HR for Black &amp; Brown People (w/ Lars Schmidt)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>459</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/17fc5d96-04ce-11ec-ae2e-bb1d73c682a4/image/Lars.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Lars Schmidt, the founder of the Redefining HR Accelerator, to talk about the future of Human Resources and how it will need to continue to adjust in this new era. Check the links in the show notes to learn more about Lars and our LinkedIn Learning courses!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Lars on LinkedIn and Twitter.
https://bit.ly/2WoSrtO
https://bit.ly/3kqmB8m

Find out more about him on his website.
https://bit.ly/3sFPX6i

Interested in his book? Check it out on Amazon.
https://amzn.to/3Dg0iun

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/2WoSrtO">Lars Schmidt</a>, the founder of the Redefining HR Accelerator, to talk about the future of Human Resources and how it will need to continue to adjust in this new era. Check the links in the show notes to learn more about Lars and our LinkedIn Learning courses!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Lars on <a href="https://bit.ly/2WoSrtO">LinkedIn</a> and <a href="https://bit.ly/3kqmB8m">Twitter</a>.</p><p>https://bit.ly/2WoSrtO</p><p>https://bit.ly/3kqmB8m</p><p><br></p><p>Find out more about him on <a href="https://bit.ly/3sFPX6i">his website</a>.</p><p>https://bit.ly/3sFPX6i</p><p><br></p><p>Interested in his book? Check it out on <a href="https://amzn.to/3Dg0iun">Amazon</a>.</p><p>https://amzn.to/3Dg0iun</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3017</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[17fc5d96-04ce-11ec-ae2e-bb1d73c682a4]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5000554074.mp3?updated=1629804811" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Accountability in Allyship</title>
      <description>This is the podcast adaptation of the eleventh episode of The Break Room! This one's all about accountability in allyship. Special thanks to our hosts, Dr. Brian and Dr. Jide! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)
Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 21 Aug 2021 12:17:57 -0000</pubDate>
      <itunes:title>The Break Room : Accountability in Allyship</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>458</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cc6a0082-0279-11ec-89c8-2b8e1e6a3921/image/TBR__12.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the eleventh episode of The Break Room! This one's all about accountability in allyship. Special thanks to our hosts, Dr. Brian and Dr. Jide! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)
Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the eleventh episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! This one's all about accountability in allyship. Special thanks to our hosts, Dr. Brian and Dr. Jide! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2409</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cc6a0082-0279-11ec-89c8-2b8e1e6a3921]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5426817692.mp3?updated=1629548568" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Strategic Self-Advocacy (w/ Dr. Clyde Barnett, III)</title>
      <description>This is the podcast adaptation of the tenth episode of The Access Point! Dr. Clyde Barnett, III guest hosted alongside Tristan and Mike, and they collectively took a deep dive into the subject of strategic self-advocacy. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Dr. Barnett on LinkedIn.
https://bit.ly/35p1DAT

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 20 Aug 2021 12:11:43 -0000</pubDate>
      <itunes:title>The Access Point : Strategic Self-Advocacy (w/ Dr. Clyde Barnett, III)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>457</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fa800584-01b1-11ec-b68f-1f0a6fb7316e/image/TAP__10.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the tenth episode of The Access Point! Dr. Clyde Barnett, III guest hosted alongside Tristan and Mike, and they collectively took a deep dive into the subject of strategic self-advocacy. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Dr. Barnett on LinkedIn.
https://bit.ly/35p1DAT

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the tenth episode of <a href="https://bit.ly/3dynLN3">The Access Point</a>! <a href="https://bit.ly/35p1DAT">Dr. Clyde Barnett, III</a> guest hosted alongside Tristan and Mike, and they collectively took a deep dive into the subject of strategic self-advocacy. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Connect with Dr. Barnett on <a href="https://bit.ly/35p1DAT">LinkedIn</a>.</p><p>https://bit.ly/35p1DAT</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>4229</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[fa800584-01b1-11ec-b68f-1f0a6fb7316e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9270901517.mp3?updated=1629462746" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Insurance Agency Owner (w/ Precious Norman-Walton)</title>
      <description>Amy C. Waninger welcomes Precious Norman-Walton, president and co-founder of Lovejoy Resources, Inc., to the show this week on See It to Be It. She encourage the Insurance Industry as a viable career path. Check the links in the show notes to connect with Precious and more!

You can connect with Precious on LinkedIn.
https://bit.ly/3y43ky2

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Thu, 19 Aug 2021 12:51:00 -0000</pubDate>
      <itunes:title>See It to Be It : Insurance Agency Owner (w/ Precious Norman-Walton)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>456</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4510d74c-00ed-11ec-b116-6ff382bdda82/image/C2B_819.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Precious Norman-Walton, president and co-founder of Lovejoy Resources, Inc., to the show this week on See It to Be It. She encourage the Insurance Industry as a viable career path. Check the links in the show notes to connect with Precious and more!

You can connect with Precious on LinkedIn.
https://bit.ly/3y43ky2

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3y43ky2">Precious Norman-Walton</a>, president and co-founder of Lovejoy Resources, Inc., to the show this week on See It to Be It. She encourage the Insurance Industry as a viable career path. Check the links in the show notes to connect with Precious and more!</p><p><br></p><p>You can connect with Precious on <a href="https://bit.ly/3y43ky2">LinkedIn</a>.</p><p>https://bit.ly/3y43ky2</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2758</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4510d74c-00ed-11ec-b116-6ff382bdda82]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9906752883.mp3?updated=1629392595" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Be a J.E.D.I. Leader, Not a Boss (w/ Omar L. Harris)</title>
      <description>Zach sits down with Omar L. Harris, author, entrepreneur, public speaker, executive and advocate, to talk about his latest book, the state of DEI, and how leaders need to fundamentally need to rethink how they engage the workforce of the present and the future. Check the links in the show notes to learn more about Omar and our LinkedIn Learning courses!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Omar on LinkedIn, Twitter and Instagram.
https://bit.ly/38heMMY
https://bit.ly/3v4eyT2
https://bit.ly/3ei6Leh

Find out more about him on his website.
https://bit.ly/3bqqYg5

Interested in his books? Check them out on Amazon.
https://amzn.to/3CZUZz2

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Wed, 18 Aug 2021 06:42:12 -0000</pubDate>
      <itunes:title>Be a J.E.D.I. Leader, Not a Boss (w/ Omar L. Harris)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>455</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b36601ca-fff0-11eb-b48d-d79d8026e60a/image/Omar.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Omar L. Harris, author, entrepreneur, public speaker, executive and advocate, to talk about his latest book, the state of DEI, and how leaders need to fundamentally need to rethink how they engage the workforce of the present and the future. Check the links in the show notes to learn more about Omar and our LinkedIn Learning courses!

Want to know more about our LinkedIn Learning courses? Check them out!
https://bit.ly/3k4havy

You can connect with Omar on LinkedIn, Twitter and Instagram.
https://bit.ly/38heMMY
https://bit.ly/3v4eyT2
https://bit.ly/3ei6Leh

Find out more about him on his website.
https://bit.ly/3bqqYg5

Interested in his books? Check them out on Amazon.
https://amzn.to/3CZUZz2

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/38heMMY">Omar L. Harris</a>, author, entrepreneur, public speaker, executive and advocate, to talk about his latest book, the state of DEI, and how leaders need to fundamentally need to rethink how they engage the workforce of the present and the future. Check the links in the show notes to learn more about Omar and our LinkedIn Learning courses!</p><p><br></p><p>Want to know more about <a href="https://bit.ly/3k4havy">our LinkedIn Learning courses</a>? Check them out!</p><p>https://bit.ly/3k4havy</p><p><br></p><p>You can connect with Omar on <a href="https://bit.ly/38heMMY">LinkedIn</a>, <a href="https://bit.ly/3v4eyT2">Twitter</a> and <a href="https://bit.ly/3ei6Leh">Instagram</a>.</p><p>https://bit.ly/38heMMY</p><p>https://bit.ly/3v4eyT2</p><p>https://bit.ly/3ei6Leh</p><p><br></p><p>Find out more about him on <a href="https://bit.ly/3bqqYg5">his website</a>.</p><p>https://bit.ly/3bqqYg5</p><p><br></p><p>Interested in <a href="https://amzn.to/3CZUZz2">his books</a>? Check them out on Amazon.</p><p>https://amzn.to/3CZUZz2</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2645</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b36601ca-fff0-11eb-b48d-d79d8026e60a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2590593268.mp3?updated=1629269783" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Cultivating Allyship</title>
      <description>This is the podcast adaptation of the eleventh episode of The Break Room! This one's all about cultivating allyship. Special thanks to our hosts, Dr. Nikki and Dr. Hill! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)
Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 14 Aug 2021 13:30:00 -0000</pubDate>
      <itunes:title>The Break Room : Cultivating Allyship</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>454</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b9e53b90-fd04-11eb-853a-8f0472a227f1/image/TBR__11.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the eleventh episode of The Break Room! This one's all about cultivating allyship. Special thanks to our hosts, Dr. Nikki and Dr. Hill! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)
Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the eleventh episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! This one's all about cultivating allyship. Special thanks to our hosts, Dr. Nikki and Dr. Hill! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3517</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b9e53b90-fd04-11eb-853a-8f0472a227f1]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5137041079.mp3?updated=1628948570" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Protecting Your Mental Health (w/ Dr. Jide Bamishigbin)</title>
      <description>This is the podcast adaptation of the ninth episode of The Access Point! This one's centered around protecting your mental health. Special thanks to our incredible guest host, Dr. Jide Bamishigbin! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!
Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Dr. Jide on LinkedIn.
https://bit.ly/3jwjZoK

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 13 Aug 2021 08:50:18 -0000</pubDate>
      <itunes:title>The Access Point : Protecting Your Mental Health (w/ Dr. Jide Bamishigbin)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>453</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1c676f2e-fc13-11eb-8079-7bc9a12c74ab/image/TAP__9.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the ninth episode of The Access Point! This one's centered around protecting your mental health. Special thanks to our incredible guest host, Dr. Jide Bamishigbin! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!
Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Dr. Jide on LinkedIn.
https://bit.ly/3jwjZoK

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the ninth episode of The Access Point! This one's centered around protecting your mental health. Special thanks to our incredible guest host, <a href="https://bit.ly/3xGBPus">Dr. Jide Bamishigbin</a>! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!</p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Connect with Dr. Jide on <a href="https://bit.ly/3jwjZoK">LinkedIn</a>.</p><p><a href="https://bit.ly/3xGBPus">https://bit.ly/3jwjZoK</a></p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3025</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1c676f2e-fc13-11eb-8079-7bc9a12c74ab]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2777862932.mp3?updated=1628844757" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Productivity Tips for When You're in a Slump</title>
      <description>Tristan provides a few tips that can help with your productivity on this installment of TAP In with Tristan. With the pandemic dragging on and many of us still working from our homes, those unproductive days may feel like they outweigh the productive ones. So I wanted to dive into a few tips that may help you boost your productivity no matter if it is pandemic-induced or just going through that post-lunch slump.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 12 Aug 2021 10:23:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Productivity Tips for When You're in a Slump</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>452</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/bf2ce7dc-fb57-11eb-9af6-536bb05ced7c/image/TAP_In_812.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan provides a few tips that can help with your productivity on this installment of TAP In with Tristan. With the pandemic dragging on and many of us still working from our homes, those unproductive days may feel like they outweigh the productive ones. So I wanted to dive into a few tips that may help you boost your productivity no matter if it is pandemic-induced or just going through that post-lunch slump.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> provides a few tips that can help with your productivity on this installment of TAP In with Tristan. With the pandemic dragging on and many of us still working from our homes, those unproductive days may feel like they outweigh the productive ones. So I wanted to dive into a few tips that may help you boost your productivity no matter if it is pandemic-induced or just going through that post-lunch slump.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>416</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[bf2ce7dc-fb57-11eb-9af6-536bb05ced7c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2250120366.mp3?updated=1628764285" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Printing Services (w/ Donna Merchant)</title>
      <description>Amy C. Waninger welcomes Donna Merchant, Vice President of Sales at Diversity Press, to the show this week on See It to Be It. Diversity Press is a leading provider of offset printing, direct mailing and inventory fulfillment services to all size companies throughout North America. Check the links in the show notes to connect with Donna and more!

You can connect with Donna on LinkedIn.
https://bit.ly/3s4ZTpw

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 11 Aug 2021 11:04:47 -0000</pubDate>
      <itunes:title>See It to Be It : Printing Services (w/ Donna Merchant)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>451</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/235ff3c0-fa95-11eb-8a5f-677bcd3697dd/image/C2B_810.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Donna Merchant, Vice President of Sales at Diversity Press, to the show this week on See It to Be It. Diversity Press is a leading provider of offset printing, direct mailing and inventory fulfillment services to all size companies throughout North America. Check the links in the show notes to connect with Donna and more!

You can connect with Donna on LinkedIn.
https://bit.ly/3s4ZTpw

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3s4ZTpw">Donna Merchant</a>, Vice President of Sales at Diversity Press, to the show this week on See It to Be It. Diversity Press is a leading provider of offset printing, direct mailing and inventory fulfillment services to all size companies throughout North America. Check the links in the show notes to connect with Donna and more!</p><p><br></p><p>You can connect with Donna on <a href="https://bit.ly/3s4ZTpw">LinkedIn</a>.</p><p>https://bit.ly/3s4ZTpw</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2149</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[235ff3c0-fa95-11eb-8a5f-677bcd3697dd]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4997531558.mp3?updated=1628680701" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>How Racism Works to Destroy You (w/ Dr. Monica Cox)</title>
      <description>Zach reads a farewell mail from an ex-PwC employee who details their experience of racism, sexism, and retaliation at work, discusses the reality of oppressive systems at work, and talks to Dr. Monica Cox, a professor of engineering education at Ohio State University. Make sure you listen to the entire podcast! Learn more about Monica by following her on Twitter and LinkedIn.
You can connect with Dr. Cox on LinkedIn and Twitter.
https://bit.ly/3CJWcuz
https://bit.ly/3jLjl75

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 10 Aug 2021 14:23:00 -0000</pubDate>
      <itunes:title>How Racism Works to Destroy You (w/ Dr. Monica Cox)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>450</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1c43970c-f9e8-11eb-9d0c-a3f4f7bf29c8/image/RTT_810.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach reads a farewell mail from an ex-PwC employee who details their experience of racism, sexism, and retaliation at work, discusses the reality of oppressive systems at work, and talks to Dr. Monica Cox, a professor of engineering education at Ohio State University. Make sure you listen to the entire podcast! Learn more about Monica by following her on Twitter and LinkedIn.
You can connect with Dr. Cox on LinkedIn and Twitter.
https://bit.ly/3CJWcuz
https://bit.ly/3jLjl75

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach reads a farewell mail from an ex-PwC employee who details their experience of racism, sexism, and retaliation at work, discusses the reality of oppressive systems at work, and talks to <a href="https://bit.ly/3CJWcuz">Dr. Monica Cox</a>, a professor of engineering education at Ohio State University. Make sure you listen to the entire podcast! Learn more about Monica by following her on Twitter and LinkedIn.</p><p>You can connect with Dr. Cox on LinkedIn and Twitter.</p><p>https://bit.ly/3CJWcuz</p><p>https://bit.ly/3jLjl75</p><p><br></p><p>Check out <a href="https://bit.ly/375rFbY">Living Corporate's merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p><p>https://bit.ly/35M8OmH</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3958</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1c43970c-f9e8-11eb-9d0c-a3f4f7bf29c8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1841528159.mp3?updated=1628607124" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Spotting Allies</title>
      <description>This is the podcast adaptation of the tenth episode of The Break Room! This one's centered around spotting allies. Special thanks to all four of our amazing hosts! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 07 Aug 2021 12:55:12 -0000</pubDate>
      <itunes:title>The Break Room : Spotting Allies</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>449</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6ba4f436-f780-11eb-a6f5-cb672f66e809/image/TBR__10.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the tenth episode of The Break Room! This one's centered around spotting allies. Special thanks to all four of our amazing hosts! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the tenth episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! This one's centered around spotting allies. Special thanks to all four of our amazing hosts! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3684</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6ba4f436-f780-11eb-a6f5-cb672f66e809]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9876629120.mp3?updated=1628341950" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Being Coachable (w/ Lena Nelson)</title>
      <description>This is the podcast adaptation of the eighth episode of The Access Point! This one's all about being coachable. Special thanks to our incredible guest host, Lena Nelson! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Lena on LinkedIn.
https://bit.ly/3jwjZoK

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 06 Aug 2021 12:13:51 -0000</pubDate>
      <itunes:title>The Access Point : Being Coachable (w/ Lena Nelson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>448</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/52547058-f6b1-11eb-9c77-2ff12b1ab512/image/TAP__8.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the eighth episode of The Access Point! This one's all about being coachable. Special thanks to our incredible guest host, Lena Nelson! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Lena on LinkedIn.
https://bit.ly/3jwjZoK

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the eighth episode of The Access Point! This one's all about being coachable. Special thanks to our incredible guest host, <a href="https://bit.ly/3jwjZoK">Lena Nelson</a>! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Connect with Lena on <a href="https://bit.ly/3jwjZoK">LinkedIn</a>.</p><p>https://bit.ly/3jwjZoK</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2791</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[52547058-f6b1-11eb-9c77-2ff12b1ab512]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7340530541.mp3?updated=1628253001" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Employer Mandates on COVID-19 Vaccinations</title>
      <description>Tristan talks about employers mandating COVID-19 vaccinations on this entry of TAP In with Tristan. Many employers are stepping in and starting to require employees to get vaccinated before returning to the office, and this has raised numerous questions around the legal rights of employers and employees, so Tristan discusses some of that here. Hopefully this information helps provide understanding for those questioning their employer's decisions and provides enough facts for those who need to combat the misinformation their coworkers may be spreading!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 05 Aug 2021 11:19:52 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Employer Mandates on COVID-19 Vaccinations</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>447</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b9e00408-f5df-11eb-932b-c32267f55744/image/TAP_In_85.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about employers mandating COVID-19 vaccinations on this entry of TAP In with Tristan. Many employers are stepping in and starting to require employees to get vaccinated before returning to the office, and this has raised numerous questions around the legal rights of employers and employees, so Tristan discusses some of that here. Hopefully this information helps provide understanding for those questioning their employer's decisions and provides enough facts for those who need to combat the misinformation their coworkers may be spreading!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about employers mandating COVID-19 vaccinations on this entry of TAP In with Tristan. Many employers are stepping in and starting to require employees to get vaccinated before returning to the office, and this has raised numerous questions around the legal rights of employers and employees, so Tristan discusses some of that here. Hopefully this information helps provide understanding for those questioning their employer's decisions and provides enough facts for those who need to combat the misinformation their coworkers may be spreading!</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>461</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b9e00408-f5df-11eb-932b-c32267f55744]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4747609981.mp3?updated=1628162981" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Rogue Gynecologist (w/ Dr. Sy Powell)</title>
      <description>Amy C. Waninger welcomes Dr. Sy Powell, CEO &amp; founder of Balance to Bloom, to See It to Be It this week. As a Functional Medicine doctor, she works with organizations, groups, and individuals, visiting and consulting with corporations to help them evaluate and create corporate wellness programs that actually work. As always, check the links in the show notes to connect with Dr. Powell!

You can connect with Dr. Powell on LinkedIn.
https://bit.ly/3xnsoQp

Check out Balance to Bloom's website.
https://bit.ly/3fwJeWZ

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 04 Aug 2021 11:41:58 -0000</pubDate>
      <itunes:title>See It to Be It : Rogue Gynecologist (w/ Dr. Sy Powell)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>446</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c063805e-f51a-11eb-b473-7b784d21ce34/image/Rogue_Gynecologist.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Dr. Sy Powell, CEO &amp; founder of Balance to Bloom, to See It to Be It this week. As a Functional Medicine doctor, she works with organizations, groups, and individuals, visiting and consulting with corporations to help them evaluate and create corporate wellness programs that actually work. As always, check the links in the show notes to connect with Dr. Powell!

You can connect with Dr. Powell on LinkedIn.
https://bit.ly/3xnsoQp

Check out Balance to Bloom's website.
https://bit.ly/3fwJeWZ

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3xnsoQp">Dr. Sy Powell</a>, CEO &amp; founder of Balance to Bloom, to See It to Be It this week. As a Functional Medicine doctor, she works with organizations, groups, and individuals, visiting and consulting with corporations to help them evaluate and create corporate wellness programs that actually work. As always, check the links in the show notes to connect with Dr. Powell!</p><p><br></p><p>You can connect with Dr. Powell on <a href="https://bit.ly/3xnsoQp">LinkedIn</a>.</p><p>https://bit.ly/3xnsoQp</p><p><br></p><p>Check out <a href="https://bit.ly/3fwJeWZ">Balance to Bloom's website</a>.</p><p>https://bit.ly/3fwJeWZ</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2916</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c063805e-f51a-11eb-b473-7b784d21ce34]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6849408257.mp3?updated=1628078381" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>White Supremacy &amp; Venture Capital (w/ Marco Rogers)</title>
      <description>Zach sits down with Marco Rogers to talk systemic racism within the venture capital space and more. Check the links in the show notes to connect with Marco!

You can connect with Marco on LinkedIn.
https://bit.ly/3ynxBZQ

Learn more about Black &amp; Brown Founders.
https://bit.ly/3yo4R2T

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 03 Aug 2021 12:02:49 -0000</pubDate>
      <itunes:title>White Supremacy &amp; Venture Capital (w/ Marco Rogers)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>445</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b37f4a10-f454-11eb-84d4-3ff4b2c33262/image/Marco.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Marco Rogers to talk systemic racism within the venture capital space and more. Check the links in the show notes to connect with Marco!

You can connect with Marco on LinkedIn.
https://bit.ly/3ynxBZQ

Learn more about Black &amp; Brown Founders.
https://bit.ly/3yo4R2T

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3ynxBZQ">Marco Rogers</a> to talk systemic racism within the venture capital space and more. Check the links in the show notes to connect with Marco!</p><p><br></p><p>You can connect with Marco on <a href="https://bit.ly/3ynxBZQ">LinkedIn</a>.</p><p>https://bit.ly/3ynxBZQ</p><p><br></p><p>Learn more about <a href="https://bit.ly/3yo4R2T">Black &amp; Brown Founders</a>.</p><p>https://bit.ly/3yo4R2T</p><p><br></p><p>Check out Living Corporate's <a href="https://bit.ly/375rFbY">merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p><p>https://bit.ly/35M8OmH</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>4002</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b37f4a10-f454-11eb-84d4-3ff4b2c33262]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7800993076.mp3?updated=1627993319" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Medications &amp; Well-being</title>
      <description>This is the podcast adaptation of the ninth episode of The Break Room! This one's all about medications and well-being. Special thanks to our host, Dr. Brian J. Dixon! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 31 Jul 2021 13:51:19 -0000</pubDate>
      <itunes:title>The Break Room : Medications &amp; Well-being</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>444</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/596d7230-f207-11eb-b198-935c37a47610/image/TBR__9.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the ninth episode of The Break Room! This one's all about medications and well-being. Special thanks to our host, Dr. Brian J. Dixon! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the ninth episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! This one's all about medications and well-being. Special thanks to our host, Dr. Brian J. Dixon! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2829</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[596d7230-f207-11eb-b198-935c37a47610]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2474778301.mp3?updated=1627740194" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Setting Effective Professional Boundaries</title>
      <description>This is the podcast adaptation of the seventh episode of The Access Point! This one's focused on setting effective professional boundaries. Special thanks to our incredible guest host, Christin Taylor! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Christin on LinkedIn.
https://bit.ly/3BXCmvq

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 30 Jul 2021 14:10:22 -0000</pubDate>
      <itunes:title>The Access Point : Setting Effective Professional Boundaries</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>443</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f3bb7f70-f140-11eb-9989-9b9b4f357f60/image/TAP__7.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the seventh episode of The Access Point! This one's focused on setting effective professional boundaries. Special thanks to our incredible guest host, Christin Taylor! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Christin on LinkedIn.
https://bit.ly/3BXCmvq

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the seventh episode of <a href="https://bit.ly/3dynLN3">The Access Point</a>! This one's focused on setting effective professional boundaries. Special thanks to our incredible guest host, <a href="https://bit.ly/3BXCmvq">Christin Taylor</a>! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Connect with Christin on <a href="https://bit.ly/3BXCmvq">LinkedIn</a>.</p><p>https://bit.ly/3BXCmvq</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2421</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f3bb7f70-f140-11eb-9989-9b9b4f357f60]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4606915488.mp3?updated=1627654983" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : One Website to Help Boost Your Professional Network</title>
      <description>Tristan provides a tip that can help you boost your professional network on this installment of TAP In with Tristan. We all know that a significant factor in your career advancement is the breadth and depth of your professional network, and Lunchclub is a website that can help you build yours (and no, this isn't an ad). Lunchclub.com is a website that facilitates casual conversations that lead to not-so-casual professional impact. Take a moment out of your day to sign up and begin expanding your network!

Check out Lunchclub.com.
https://bit.ly/3rEpANB

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 29 Jul 2021 12:13:51 -0000</pubDate>
      <itunes:title>TAP In with Tristan : One Website to Help Boost Your Professional Network</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>442</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/be5a3814-f067-11eb-985e-2b0fe0cb54a8/image/TAP_In_729.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan provides a tip that can help you boost your professional network on this installment of TAP In with Tristan. We all know that a significant factor in your career advancement is the breadth and depth of your professional network, and Lunchclub is a website that can help you build yours (and no, this isn't an ad). Lunchclub.com is a website that facilitates casual conversations that lead to not-so-casual professional impact. Take a moment out of your day to sign up and begin expanding your network!

Check out Lunchclub.com.
https://bit.ly/3rEpANB

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> provides a tip that can help you boost your professional network on this installment of TAP In with Tristan. We all know that a significant factor in your career advancement is the breadth and depth of your professional network, and Lunchclub is a website that can help you build yours (and no, this isn't an ad). Lunchclub.com is a website that facilitates casual conversations that lead to not-so-casual professional impact. Take a moment out of your day to sign up and begin expanding your network!</p><p><br></p><p>Check out <a href="https://bit.ly/3rEpANB">Lunchclub.com</a>.</p><p>https://bit.ly/3rEpANB</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>331</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[be5a3814-f067-11eb-985e-2b0fe0cb54a8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9809639551.mp3?updated=1627561694" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Resume Services (w/ Nickquolette Barrett)</title>
      <description>Amy C. Waninger welcomes Nickquolette Barrett, a 4x Certified Career Transition Coach, author, speaker, &amp; founder/CEO of iRock Development Solutions, dba iRock Resumes, to See It to Be It this week. As always, check the links in the show notes to connect with Nickquolette!

You can connect with Nickquolette on LinkedIn, IG and Twitter.
https://bit.ly/2TFL4gt
https://bit.ly/3ycJlOu
https://bit.ly/376unOk

Check out iRock Resumes.
https://bit.ly/3ygK95i

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 28 Jul 2021 12:07:54 -0000</pubDate>
      <itunes:title>See It to Be It : Resume Services (w/ Nickquolette Barrett)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>441</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/75958e4e-ef9f-11eb-887e-4bb8a82d574e/image/C2B_728.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Nickquolette Barrett, a 4x Certified Career Transition Coach, author, speaker, &amp; founder/CEO of iRock Development Solutions, dba iRock Resumes, to See It to Be It this week. As always, check the links in the show notes to connect with Nickquolette!

You can connect with Nickquolette on LinkedIn, IG and Twitter.
https://bit.ly/2TFL4gt
https://bit.ly/3ycJlOu
https://bit.ly/376unOk

Check out iRock Resumes.
https://bit.ly/3ygK95i

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/2TFL4gt">Nickquolette Barrett</a>, a 4x Certified Career Transition Coach, author, speaker, &amp; founder/CEO of iRock Development Solutions, dba iRock Resumes, to See It to Be It this week. As always, check the links in the show notes to connect with Nickquolette!</p><p><br></p><p>You can connect with Nickquolette on <a href="https://bit.ly/2TFL4gt">LinkedIn</a>, <a href="https://bit.ly/3ycJlOu">IG</a> and <a href="https://bit.ly/376unOk">Twitter</a>.</p><p>https://bit.ly/2TFL4gt</p><p>https://bit.ly/3ycJlOu</p><p>https://bit.ly/376unOk</p><p><br></p><p>Check out <a href="https://bit.ly/3ygK95i">iRock Resumes</a>.</p><p>https://bit.ly/3ygK95i</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2913</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[75958e4e-ef9f-11eb-887e-4bb8a82d574e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4725556413.mp3?updated=1627475671" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Dropbox &amp; The Future of Work (w/ Danny Guillory)</title>
      <description>Zach welcomes Dropbox VP &amp; Chief Diversity Officer Danny Guillory back to the show to talk returning to work and the future of DE&amp;I and tech. Check the links in the show notes to connect with Danny and more!

You can connect with Danny on LinkedIn.
https://bit.ly/3BKk6FE

Click here to check out the Panera link Tristan mentioned.
https://bit.ly/2TANw7O

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 27 Jul 2021 11:35:34 -0000</pubDate>
      <itunes:title>Dropbox &amp; The Future of Work (w/ Danny Guillory)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>440</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/756ab68e-eed1-11eb-8504-8734a6fdec74/image/RTT_727.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Dropbox VP &amp; Chief Diversity Officer Danny Guillory back to the show to talk returning to work and the future of DE&amp;I and tech. Check the links in the show notes to connect with Danny and more!

You can connect with Danny on LinkedIn.
https://bit.ly/3BKk6FE

Click here to check out the Panera link Tristan mentioned.
https://bit.ly/2TANw7O

Check out Living Corporate's merch!
https://bit.ly/375rFbY

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes Dropbox VP &amp; Chief Diversity Officer <a href="https://bit.ly/3BKk6FE">Danny Guillory</a> back to the show to talk returning to work and the future of DE&amp;I and tech. Check the links in the show notes to connect with Danny and more!</p><p><br></p><p>You can connect with Danny on <a href="https://bit.ly/3BKk6FE">LinkedIn</a>.</p><p>https://bit.ly/3BKk6FE</p><p><br></p><p>Click <a href="https://bit.ly/2TANw7O">here</a> to check out the Panera link Tristan mentioned.</p><p>https://bit.ly/2TANw7O</p><p><br></p><p>Check out Living Corporate's <a href="https://bit.ly/375rFbY">merch</a>!</p><p>https://bit.ly/375rFbY</p><p><br></p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p><p>https://bit.ly/35M8OmH</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3221</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[756ab68e-eed1-11eb-8504-8734a6fdec74]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3399501627.mp3?updated=1627387195" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Pushed Out</title>
      <description>This is the podcast adaptation of the eighth episode of The Break Room! This one's titled "Pushed Out." Getting written up at work while Black comes with a unique set of challenges. Join our mental health experts as they navigate being "Pushed Out" of corporate spaces. Special thanks to our guest, Dr. Aysha Khoury! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Connect with Dr. Khoury on LinkedIn.
https://bit.ly/3iZlThF

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 24 Jul 2021 14:18:38 -0000</pubDate>
      <itunes:title>The Break Room : Pushed Out</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>439</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/aa2289ba-ec8d-11eb-bb88-ebc9135bb6f0/image/TBR__8.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the eighth episode of The Break Room! This one's titled "Pushed Out." Getting written up at work while Black comes with a unique set of challenges. Join our mental health experts as they navigate being "Pushed Out" of corporate spaces. Special thanks to our guest, Dr. Aysha Khoury! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Connect with Dr. Khoury on LinkedIn.
https://bit.ly/3iZlThF

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the eighth episode of The Break Room! This one's titled "Pushed Out." Getting written up at work while Black comes with a unique set of challenges. Join our mental health experts as they navigate being "Pushed Out" of corporate spaces. Special thanks to our guest, <a href="https://bit.ly/3iZlThF">Dr. Aysha Khoury</a>! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Connect with Dr. Khoury on <a href="https://bit.ly/3iZlThF">LinkedIn</a>.</p><p>https://bit.ly/3iZlThF</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3326</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[aa2289ba-ec8d-11eb-bb88-ebc9135bb6f0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1780262660.mp3?updated=1627138175" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Finding Sponsors, Mentors &amp; Allies</title>
      <description>This is the podcast adaptation of the sixth episode of The Access Point! This one's focused on finding sponsors, mentors and allies. Special thanks to our incredible guest host, Liz Sweigart! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Liz on LinkedIn.
http://bit.ly/2FV5iZr

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 23 Jul 2021 14:17:53 -0000</pubDate>
      <itunes:title>The Access Point : Finding Sponsors, Mentors &amp; Allies</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>438</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/92e342c0-ebc1-11eb-9518-0f012d959e67/image/TAP__6.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the sixth episode of The Access Point! This one's focused on finding sponsors, mentors and allies. Special thanks to our incredible guest host, Liz Sweigart! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Liz on LinkedIn.
http://bit.ly/2FV5iZr

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the sixth episode of The Access Point! This one's focused on finding sponsors, mentors and allies. Special thanks to our incredible guest host, <a href="http://bit.ly/2FV5iZr">Liz Sweigart</a>! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p><a href="https://bit.ly/3dynLN3">https://bit.ly/3dynLN3</a></p><p><br></p><p>Connect with Liz on <a href="http://bit.ly/2FV5iZr">LinkedIn</a>.</p><p>http://bit.ly/2FV5iZr</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3959</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[92e342c0-ebc1-11eb-9518-0f012d959e67]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9460870281.mp3?updated=1627050519" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Identifying Fake Job Postings</title>
      <description>Tristan talks about how to identify fake job postings on this entry of TAP In with Tristan. We've all seen or maybe even fallen victim to a fake job posting without even knowing it. As the number of job seekers increase, so do the number of fake job postings and scams. While you may think you are applying to the job of a lifetime, you might just end up in a pyramid scheme selling Vector knives or worse, have your identity stolen. Take advantage of the six methods Tristan outlines to sniff out fake job postings!
Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 22 Jul 2021 12:36:27 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Identifying Fake Job Postings</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>437</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/617e1b06-eaea-11eb-8dd0-0b4f6fc424b0/image/TAP_In_722.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about how to identify fake job postings on this entry of TAP In with Tristan. We've all seen or maybe even fallen victim to a fake job posting without even knowing it. As the number of job seekers increase, so do the number of fake job postings and scams. While you may think you are applying to the job of a lifetime, you might just end up in a pyramid scheme selling Vector knives or worse, have your identity stolen. Take advantage of the six methods Tristan outlines to sniff out fake job postings!
Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about how to identify fake job postings on this entry of TAP In with Tristan. We've all seen or maybe even fallen victim to a fake job posting without even knowing it. As the number of job seekers increase, so do the number of fake job postings and scams. While you may think you are applying to the job of a lifetime, you might just end up in a pyramid scheme selling Vector knives or worse, have your identity stolen. Take advantage of the six methods Tristan outlines to sniff out fake job postings!</p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>345</itunes:duration>
      <guid isPermaLink="false"><![CDATA[617e1b06-eaea-11eb-8dd0-0b4f6fc424b0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8220841838.mp3?updated=1626958094" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Job Seeker in Puerto Rico (w/ Gissel Gonzalez)</title>
      <description>Amy C. Waninger welcomes Gissel Gonzalez to the show this week on See It to Be It. This episode's a bit different than the others - Gissel is a prospective job seeker! Check the links in the show notes to connect with her.

You can connect with Gissel on LinkedIn.
https://bit.ly/3x4Pn2F

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 21 Jul 2021 10:16:31 -0000</pubDate>
      <itunes:title>See It to Be It : Job Seeker in Puerto Rico (w/ Gissel Gonzalez)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>436</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5494644a-ea0e-11eb-8e6f-ff5462b4bee7/image/Gissel.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Gissel Gonzalez to the show this week on See It to Be It. This episode's a bit different than the others - Gissel is a prospective job seeker! Check the links in the show notes to connect with her.

You can connect with Gissel on LinkedIn.
https://bit.ly/3x4Pn2F

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3x4Pn2F">Gissel Gonzalez</a> to the show this week on See It to Be It. This episode's a bit different than the others - Gissel is a prospective job seeker! Check the links in the show notes to connect with her.</p><p><br></p><p>You can connect with Gissel on <a href="https://bit.ly/3x4Pn2F">LinkedIn</a>.</p><p>https://bit.ly/3x4Pn2F</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1814</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5494644a-ea0e-11eb-8e6f-ff5462b4bee7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5137231740.mp3?updated=1626863583" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Onboard Health &amp; Black Equity (w/ André Blackman)</title>
      <description>Zach sits down with André Blackman, the founder &amp; CEO of Onboard Health, to talk about his journey, his company, and the future of health equity. Onboard Health is a specialized executive search and talent advisory firm dedicated to building an equitable future of health. Check the links in the show notes to find out more!

You can connect with André on LinkedIn and Twitter.
https://bit.ly/36NIYhm
https://bit.ly/3rnORex

Check out the Onboard Health website.
https://bit.ly/36NdIiM

Click here to check out the Jopwell article Tristan mentioned.
https://bit.ly/3hR0aJf

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 20 Jul 2021 10:00:00 -0000</pubDate>
      <itunes:title>Onboard Health &amp; Black Equity (w/ André Blackman)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>435</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2db2b2f0-e90a-11eb-8205-d3cc83737fca/image/Andre.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with André Blackman, the founder &amp; CEO of Onboard Health, to talk about his journey, his company, and the future of health equity. Onboard Health is a specialized executive search and talent advisory firm dedicated to building an equitable future of health. Check the links in the show notes to find out more!

You can connect with André on LinkedIn and Twitter.
https://bit.ly/36NIYhm
https://bit.ly/3rnORex

Check out the Onboard Health website.
https://bit.ly/36NdIiM

Click here to check out the Jopwell article Tristan mentioned.
https://bit.ly/3hR0aJf

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/36NIYhm">André Blackman</a>, the founder &amp; CEO of Onboard Health, to talk about his journey, his company, and the future of health equity. Onboard Health is a specialized executive search and talent advisory firm dedicated to building an equitable future of health. Check the links in the show notes to find out more!</p><p><br></p><p>You can connect with André on <a href="https://bit.ly/36NIYhm">LinkedIn</a> and <a href="https://bit.ly/3rnORex">Twitter</a>.</p><p>https://bit.ly/36NIYhm</p><p>https://bit.ly/3rnORex</p><p><br></p><p>Check out the <a href="https://bit.ly/36NdIiM">Onboard Health</a> website.</p><p>https://bit.ly/36NdIiM</p><p><br></p><p>Click <a href="https://bit.ly/3hR0aJf">here</a> to check out the Jopwell article Tristan mentioned.</p><p>https://bit.ly/3hR0aJf</p><p><br></p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p><p>https://bit.ly/35M8OmH</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3229</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2db2b2f0-e90a-11eb-8205-d3cc83737fca]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3647989624.mp3?updated=1626751849" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Salary Negotiation</title>
      <description>This is the podcast adaptation of the fifth episode of The Access Point! This one's all about salary negotiation. Special thanks to our incredible guest host, Lakrisha Davis! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Lakrisha on LinkedIn.
https://bit.ly/3rnRPzR

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 17 Jul 2021 10:35:44 -0000</pubDate>
      <itunes:title>The Access Point : Salary Negotiation</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>434</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a7f1efb4-e6ed-11eb-bd1d-7b89d6e0055e/image/TAP__5.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the fifth episode of The Access Point! This one's all about salary negotiation. Special thanks to our incredible guest host, Lakrisha Davis! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Lakrisha on LinkedIn.
https://bit.ly/3rnRPzR

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the fifth episode of <a href="https://bit.ly/3dynLN3">The Access Point</a>! This one's all about salary negotiation. Special thanks to our incredible guest host, <a href="https://bit.ly/3rnRPzR">Lakrisha Davis</a>! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Subscribe to us today!</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Connect with Lakrisha on <a href="https://bit.ly/3rnRPzR">LinkedIn</a>.</p><p>https://bit.ly/3rnRPzR</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2983</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a7f1efb4-e6ed-11eb-bd1d-7b89d6e0055e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1122620956.mp3?updated=1626519697" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : When Toxic is Too Toxic</title>
      <description>This is the podcast adaptation of the seventh episode of The Break Room! This one's titled "When Toxic is Too Toxic." Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 16 Jul 2021 08:51:16 -0000</pubDate>
      <itunes:title>The Break Room : When Toxic is Too Toxic</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>433</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/000f82d6-e614-11eb-9ced-bf9a32891617/image/TBR__7.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the seventh episode of The Break Room! This one's titled "When Toxic is Too Toxic." Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the seventh episode of The Break Room! This one's titled "When Toxic is Too Toxic." Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3315</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[000f82d6-e614-11eb-9ced-bf9a32891617]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1498535200.mp3?updated=1626426214" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : TikTok Resumes</title>
      <description>Tristan talks about TikTok Resumes on this installment of TAP In with Tristan. While it may be a temporary pilot, it's clear that TikTok is rethinking how corporations can connect with professionals, so it may be time to polish up those video recording skills so you don't get left behind! Be sure to check the show notes for links to TikTok's instructional guide and the job posting site.

Want to find out what TikTok Resumes has to offer? Click here.
https://bit.ly/3xGfmyg

Interested in the instructional guide? Click here.
https://bit.ly/3ekvQom

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 15 Jul 2021 08:23:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : TikTok Resumes</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>432</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8f8cca14-e546-11eb-abc3-8fe87fd257d4/image/TAP_In_715.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about TikTok Resumes on this installment of TAP In with Tristan. While it may be a temporary pilot, it's clear that TikTok is rethinking how corporations can connect with professionals, so it may be time to polish up those video recording skills so you don't get left behind! Be sure to check the show notes for links to TikTok's instructional guide and the job posting site.

Want to find out what TikTok Resumes has to offer? Click here.
https://bit.ly/3xGfmyg

Interested in the instructional guide? Click here.
https://bit.ly/3ekvQom

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about TikTok Resumes on this installment of TAP In with Tristan. While it may be a temporary pilot, it's clear that TikTok is rethinking how corporations can connect with professionals, so it may be time to polish up those video recording skills so you don't get left behind! Be sure to check the show notes for links to TikTok's instructional guide and the job posting site.</p><p><br></p><p>Want to find out what TikTok Resumes has to offer? Click <a href="https://bit.ly/3xGfmyg">here</a>.</p><p>https://bit.ly/3xGfmyg</p><p><br></p><p>Interested in the instructional guide? Click <a href="https://bit.ly/3ekvQom">here</a>.</p><p>https://bit.ly/3ekvQom</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>336</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8f8cca14-e546-11eb-abc3-8fe87fd257d4]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9926524078.mp3?updated=1626345492" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Mindfulness Coach (w/ John Marshall)</title>
      <description>Amy C. Waninger welcomes mindfulness coach John Marshall to the show this week on See It to Be It. John is the founder of Humessence, a mindful life &amp; career coaching platform, whose mission is to bring the human essence back to modern business by producing present professionals. Check the links in the show notes to connect with John!

You can connect with John on LinkedIn and Instagram.
https://bit.ly/36yHpDM
https://bit.ly/36xbFiw

Check out the Humessence website.
https://bit.ly/2UMX3sQ

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 14 Jul 2021 09:40:06 -0000</pubDate>
      <itunes:title>See It to Be It : Mindfulness Coach (w/ John Marshall)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>431</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/aae4de7c-e489-11eb-80f8-1f5a1b0ec3ca/image/JM.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes mindfulness coach John Marshall to the show this week on See It to Be It. John is the founder of Humessence, a mindful life &amp; career coaching platform, whose mission is to bring the human essence back to modern business by producing present professionals. Check the links in the show notes to connect with John!

You can connect with John on LinkedIn and Instagram.
https://bit.ly/36yHpDM
https://bit.ly/36xbFiw

Check out the Humessence website.
https://bit.ly/2UMX3sQ

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes mindfulness coach <a href="https://bit.ly/36yHpDM">John Marshall</a> to the show this week on See It to Be It. John is the founder of Humessence, a mindful life &amp; career coaching platform, whose mission is to bring the human essence back to modern business by producing present professionals. Check the links in the show notes to connect with John!</p><p><br></p><p>You can connect with John on <a href="https://bit.ly/36yHpDM">LinkedIn</a> and <a href="https://bit.ly/36xbFiw">Instagram</a>.</p><p>https://bit.ly/36yHpDM</p><p>https://bit.ly/36xbFiw</p><p><br></p><p>Check out <a href="https://bit.ly/2UMX3sQ">the Humessence website</a>.</p><p>https://bit.ly/2UMX3sQ</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3128</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[aae4de7c-e489-11eb-80f8-1f5a1b0ec3ca]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3865646405.mp3?updated=1626256849" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Critical Race Theory &amp; Organizational Justice (w/ Dr. Kimya Nuru Dennis)</title>
      <description>Zach welcomes Dr. Kimya Nuru Dennis, founder and owner of 365 Diversity, to the show this week to discuss critical race theory and organizational justice. As an activist, sociologist and criminologist, educator, and evaluator, Dr. Kimya Nuru Dennis is invested in educating, training, evaluating, and assessing for-profit organizations and non-profit organizations. Check the links in the show notes to connect with Dr. Kimya Nuru Dennis!

You can connect with Dr. Kimya Nuru Dennis on Twitter.
https://bit.ly/3e8Y1pR

Check out 365 Diversity's website.
https://bit.ly/2T6G4B8

Click here to check out the Harvard Business School article Tristan mentioned.
https://hbs.me/3e9tLva

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 13 Jul 2021 12:49:53 -0000</pubDate>
      <itunes:title>Critical Race Theory &amp; Organizational Justice (w/ Dr. Kimya Nuru Dennis)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>430</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/53218072-e3db-11eb-a522-73f5de26b284/image/RTT_713__1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Dr. Kimya Nuru Dennis, founder and owner of 365 Diversity, to the show this week to discuss critical race theory and organizational justice. As an activist, sociologist and criminologist, educator, and evaluator, Dr. Kimya Nuru Dennis is invested in educating, training, evaluating, and assessing for-profit organizations and non-profit organizations. Check the links in the show notes to connect with Dr. Kimya Nuru Dennis!

You can connect with Dr. Kimya Nuru Dennis on Twitter.
https://bit.ly/3e8Y1pR

Check out 365 Diversity's website.
https://bit.ly/2T6G4B8

Click here to check out the Harvard Business School article Tristan mentioned.
https://hbs.me/3e9tLva

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="https://bit.ly/3e8Y1pR">Dr. Kimya Nuru Dennis</a>, founder and owner of 365 Diversity, to the show this week to discuss critical race theory and organizational justice. As an activist, sociologist and criminologist, educator, and evaluator, Dr. Kimya Nuru Dennis is invested in educating, training, evaluating, and assessing for-profit organizations and non-profit organizations. Check the links in the show notes to connect with Dr. Kimya Nuru Dennis!</p><p><br></p><p>You can connect with Dr. Kimya Nuru Dennis on <a href="https://bit.ly/3e8Y1pR">Twitter</a>.</p><p>https://bit.ly/3e8Y1pR</p><p><br></p><p>Check out <a href="https://bit.ly/2T6G4B8">365 Diversity's website</a>.</p><p>https://bit.ly/2T6G4B8</p><p><br></p><p>Click <a href="https://hbs.me/3e9tLva">here</a> to check out the Harvard Business School article Tristan mentioned.</p><p>https://hbs.me/3e9tLva</p><p><br></p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p><p>https://bit.ly/35M8OmH</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3498</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[53218072-e3db-11eb-a522-73f5de26b284]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6042155276.mp3?updated=1626181970" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : The Body Keeps the Score</title>
      <description>This is the podcast adaptation of the sixth episode of The Break Room! This one's titled "The Body Keeps the Score." Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 10 Jul 2021 10:42:38 -0000</pubDate>
      <itunes:title>The Break Room : The Body Keeps the Score</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>429</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/65363d54-e16d-11eb-a6aa-836efa307154/image/TBR__6.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the sixth episode of The Break Room! This one's titled "The Body Keeps the Score." Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the sixth episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! This one's titled "The Body Keeps the Score." Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2837</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[65363d54-e16d-11eb-a6aa-836efa307154]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4365774128.mp3?updated=1625914853" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Interviewing Effectively (w/ Julia Rock)</title>
      <description>This is the podcast adaptation of the fourth episode of The Access Point! This one's centered around interviewing effectively and features special guest Julia Rock. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Catch new episodes every Tuesday at 7PM Central! (Note: The Access Point is currently between seasons. More to come in July!)

Check out full episodes of The Access Point, video included.
http://bit.ly/3dynLN3

Connect with Julia.
https://bit.ly/3siW9PA

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 09 Jul 2021 10:03:53 -0000</pubDate>
      <itunes:title>The Access Point : Interviewing Effectively (w/ Julia Rock)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>428</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/669f7dd2-e09f-11eb-98c8-bf96e23f834a/image/TAP__4.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the fourth episode of The Access Point! This one's centered around interviewing effectively and features special guest Julia Rock. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Catch new episodes every Tuesday at 7PM Central! (Note: The Access Point is currently between seasons. More to come in July!)

Check out full episodes of The Access Point, video included.
http://bit.ly/3dynLN3

Connect with Julia.
https://bit.ly/3siW9PA

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the fourth episode of <a href="http://bit.ly/3dynLN3">The Access Point</a>! This one's centered around interviewing effectively and features special guest Julia Rock. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Catch new episodes every Tuesday at 7PM Central! (Note: The Access Point is currently between seasons. More to come in July!)</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>http://bit.ly/3dynLN3</p><p><br></p><p>Connect with <a href="https://bit.ly/3siW9PA">Julia</a>.</p><p>https://bit.ly/3siW9PA</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3742</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[669f7dd2-e09f-11eb-98c8-bf96e23f834a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3332879054.mp3?updated=1625826379" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Be a Proactive Job Seeker</title>
      <description>Tristan encourages us to become proactive job seekers on this episode of the TAP In with Tristan. He illustrates the difference between being a reactive and a proactive job seeker and lays out an actionable strategy you can implement to become one yourself, detailing the substantial benefits to doing so along the way. As always, check the links in the show notes to connect with Tristan!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 08 Jul 2021 11:29:07 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Be a Proactive Job Seeker</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>427</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ac997574-dfdf-11eb-ba36-bf5d7c95be1f/image/TAP_In_78.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan encourages us to become proactive job seekers on this episode of the TAP In with Tristan. He illustrates the difference between being a reactive and a proactive job seeker and lays out an actionable strategy you can implement to become one yourself, detailing the substantial benefits to doing so along the way. As always, check the links in the show notes to connect with Tristan!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> encourages us to become proactive job seekers on this episode of the TAP In with Tristan. He illustrates the difference between being a reactive and a proactive job seeker and lays out an actionable strategy you can implement to become one yourself, detailing the substantial benefits to doing so along the way. As always, check the links in the show notes to connect with Tristan!</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>419</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ac997574-dfdf-11eb-ba36-bf5d7c95be1f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8833731210.mp3?updated=1625744033" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Professional Badass (w/ Kelly Charles-Collins)</title>
      <description>Amy C. Waninger welcomes Kelly Charles-Collins back to the show this week on See It to Be It. Kelly is the CEO of Ladies Who Leverage, a global women’s community that empowers women to leverage their expertise, resources, and relationships to build their business, brand, and badassery. Check the links in the show notes to connect with Kelly!

You can connect with Kelly on LinkedIn and Twitter.
https://bit.ly/2WEiE5H
https://bit.ly/2WvxpYa

Check out Kelly's website.
https://bit.ly/33zkzcU

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 07 Jul 2021 11:12:00 -0000</pubDate>
      <itunes:title>See It to Be It : Professional Badass (w/ Kelly Charles-Collins)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>426</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0236ef2c-df16-11eb-a1c5-b78189e3da2b/image/Blue_and_Gray_Online_Doctor_Consultation_Instagram_Post.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Kelly Charles-Collins back to the show this week on See It to Be It. Kelly is the CEO of Ladies Who Leverage, a global women’s community that empowers women to leverage their expertise, resources, and relationships to build their business, brand, and badassery. Check the links in the show notes to connect with Kelly!

You can connect with Kelly on LinkedIn and Twitter.
https://bit.ly/2WEiE5H
https://bit.ly/2WvxpYa

Check out Kelly's website.
https://bit.ly/33zkzcU

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Learn more about Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/2WEiE5H">Kelly Charles-Collins</a> back to the show this week on See It to Be It. Kelly is the CEO of Ladies Who Leverage, a global women’s community that empowers women to leverage their expertise, resources, and relationships to build their business, brand, and badassery. Check the links in the show notes to connect with Kelly!</p><p><br></p><p>You can connect with Kelly on <a href="https://bit.ly/2WEiE5H">LinkedIn</a> and <a href="https://bit.ly/2WvxpYa">Twitter</a>.</p><p>https://bit.ly/2WEiE5H</p><p>https://bit.ly/2WvxpYa</p><p><br></p><p>Check out <a href="https://bit.ly/33zkzcU">Kelly's website</a>.</p><p>https://bit.ly/33zkzcU</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Learn more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2887</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0236ef2c-df16-11eb-a1c5-b78189e3da2b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7190220690.mp3?updated=1627547633" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Global Health &amp; Social Impact at Pfizer (w/ Lili Wondwossen)</title>
      <description>Continuing with our Pfizer leadership campaign, Zach sits down with Lili Wondwossen, Global Health and Social Impact Manager at Pfizer, to discuss her work, her journey into healthcare, and her dream of an equitable and accessible world. Make sure to click the links in the show notes to learn more about Pfizer's effort to make the COVID-19 vaccine accessible for everyone.

You can connect with Lili on LinkedIn.
https://bit.ly/3AA2Baj

Interested in working at Pfizer? Check out their Careers page.
https://bit.ly/34YmfhM

Follow Pfizer on LinkedIn.
https://bit.ly/3ptZxHQ

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 06 Jul 2021 09:02:31 -0000</pubDate>
      <itunes:title>Global Health &amp; Social Impact at Pfizer (w/ Lili Wondwossen)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>425</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c183ca9e-de3a-11eb-986a-ff9ae5658804/image/Lili_RTT.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Continuing with our Pfizer leadership campaign, Zach sits down with Lili Wondwossen, Global Health and Social Impact Manager at Pfizer, to discuss her work, her journey into healthcare, and her dream of an equitable and accessible world. Make sure to click the links in the show notes to learn more about Pfizer's effort to make the COVID-19 vaccine accessible for everyone.

You can connect with Lili on LinkedIn.
https://bit.ly/3AA2Baj

Interested in working at Pfizer? Check out their Careers page.
https://bit.ly/34YmfhM

Follow Pfizer on LinkedIn.
https://bit.ly/3ptZxHQ

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Continuing with our Pfizer leadership campaign, Zach sits down with <a href="https://bit.ly/3AA2Baj">Lili Wondwossen</a>, Global Health and Social Impact Manager at Pfizer, to discuss her work, her journey into healthcare, and her dream of an equitable and accessible world. Make sure to click the links in the show notes to learn more about Pfizer's effort to make the COVID-19 vaccine accessible for everyone.</p><p><br></p><p>You can connect with Lili on <a href="https://bit.ly/3AA2Baj">LinkedIn</a>.</p><p>https://bit.ly/3AA2Baj</p><p><br></p><p>Interested in working at Pfizer? Check out <a href="https://bit.ly/34YmfhM">their Careers page</a>.</p><p>https://bit.ly/34YmfhM</p><p><br></p><p>Follow Pfizer on <a href="https://bit.ly/3ptZxHQ">LinkedIn</a>.</p><p>https://bit.ly/3ptZxHQ</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p><p>https://bit.ly/35M8OmH</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2181</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c183ca9e-de3a-11eb-986a-ff9ae5658804]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3193656273.mp3?updated=1625563250" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Living Corporate : Trailer</title>
      <description>Living Corporate is a digital media network dedicated to centering and amplifying Black and brown people at work.
We are early to mid career consultants who came together based on our shared desire to have frank conversations about the ways we exist, survive and succeed in corporate spaces.
As a collective, we represent a broad spectrum of beliefs, cultures and identities, and we know that our differences have shaped our perspectives and experiences in Corporate America. We want to engage with other voices that often go unheard and have our conversations out loud.
Living Corporate is for anyone who wants to have these conversations with us and push the needle forward on how we can can create and sustain spaces that reflect true inclusiveness.
Check us out at www.living-corporate.com.</description>
      <pubDate>Sun, 04 Jul 2021 08:59:28 -0000</pubDate>
      <itunes:title>Living Corporate : Trailer</itunes:title>
      <itunes:episodeType>trailer</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>424</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e262fc26-d917-11eb-a695-373f097dac01/image/2021_LC_PodcastCover_3000px.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Living Corporate is a digital media network dedicated to centering and amplifying Black and brown people at work.
We are early to mid career consultants who came together based on our shared desire to have frank conversations about the ways we exist, survive and succeed in corporate spaces.
As a collective, we represent a broad spectrum of beliefs, cultures and identities, and we know that our differences have shaped our perspectives and experiences in Corporate America. We want to engage with other voices that often go unheard and have our conversations out loud.
Living Corporate is for anyone who wants to have these conversations with us and push the needle forward on how we can can create and sustain spaces that reflect true inclusiveness.
Check us out at www.living-corporate.com.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Living Corporate is a digital media network dedicated to centering and amplifying Black and brown people at work.</p><p>We are early to mid career consultants who came together based on our shared desire to have frank conversations about the ways we exist, survive and succeed in corporate spaces.</p><p>As a collective, we represent a broad spectrum of beliefs, cultures and identities, and we know that our differences have shaped our perspectives and experiences in Corporate America. We want to engage with other voices that often go unheard and have our conversations out loud.</p><p>Living Corporate is for anyone who wants to have these conversations with us and push the needle forward on how we can can create and sustain spaces that reflect true inclusiveness.</p><p>Check us out at <a href="www.living-corporate.com">www.living-corporate.com</a>.</p>]]>
      </content:encoded>
      <itunes:duration>282</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e262fc26-d917-11eb-a695-373f097dac01]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9975184056.mp3?updated=1624998517" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Therapy (March 11, 2021)</title>
      <description>This is the podcast adaptation of the fifth episode of The Break Room! This one's all about therapy. Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 03 Jul 2021 11:53:46 -0000</pubDate>
      <itunes:title>The Break Room : Therapy (March 11, 2021)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>423</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5b8ad98e-dbf7-11eb-ae9e-a39f9e0201ab/image/TBR__5.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the fifth episode of The Break Room! This one's all about therapy. Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)

Check out full episodes of The Break Room, video included.
http://bit.ly/3pFsW0e

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the fifth episode of <a href="http://bit.ly/3pFsW0e">The Break Room</a>! This one's all about therapy. Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch a new episode every Thursday at 7PM Central! (Note: The Break Room is currently between seasons. Catch up while you can!)</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>http://bit.ly/3pFsW0e</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3072</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5b8ad98e-dbf7-11eb-ae9e-a39f9e0201ab]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2681073855.mp3?updated=1625314400" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Personal Brand Matters</title>
      <description>This is the podcast adaptation of the third episode of The Access Point! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Today's episode features special guest Mark Reyna - check the show notes to learn more about him. 

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Mark on LinkedIn.
https://bit.ly/2Gg7HBf

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 02 Jul 2021 09:21:22 -0000</pubDate>
      <itunes:title>The Access Point : Personal Brand Matters</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>422</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3b449572-db1e-11eb-91a8-678b25f0ee61/image/TAP__3_Mark.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the third episode of The Access Point! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Today's episode features special guest Mark Reyna - check the show notes to learn more about him. 

Check out full episodes of The Access Point, video included.
https://bit.ly/3dynLN3

Connect with Mark on LinkedIn.
https://bit.ly/2Gg7HBf

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the third episode of The Access Point! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Today's episode features special guest <a href="https://bit.ly/2Gg7HBf">Mark Reyna</a> - check the show notes to learn more about him. </p><p><br></p><p>Check out <a href="https://bit.ly/3dynLN3">full episodes of The Access Point</a>, video included.</p><p>https://bit.ly/3dynLN3</p><p><br></p><p>Connect with Mark on <a href="https://bit.ly/2Gg7HBf">LinkedIn</a>.</p><p>https://bit.ly/2Gg7HBf</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3244</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3b449572-db1e-11eb-91a8-678b25f0ee61]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6049289799.mp3?updated=1625221145" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : "Tell Me About Yourself"</title>
      <description>Tristan talks about the dreaded interview question, "Tell me about yourself," on this episode of the TAP In with Tristan. This question, like most of the hiring process, is about building trust with the potential employer. Whether you're qualified or not, if you cannot adequately communicate your experience and track record, you can't build that trust with the employer, and they may likely move on to the next person. Listen to learn the formula Tristan suggests you consider if you need a little help figuring out how to answer the question.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 01 Jul 2021 07:57:24 -0000</pubDate>
      <itunes:title>TAP In with Tristan : "Tell Me About Yourself"</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>421</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ef6444da-da42-11eb-9283-67c217cb192a/image/TAP_In_71.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about the dreaded interview question, "Tell me about yourself," on this episode of the TAP In with Tristan. This question, like most of the hiring process, is about building trust with the potential employer. Whether you're qualified or not, if you cannot adequately communicate your experience and track record, you can't build that trust with the employer, and they may likely move on to the next person. Listen to learn the formula Tristan suggests you consider if you need a little help figuring out how to answer the question.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about the dreaded interview question, "Tell me about yourself," on this episode of the TAP In with Tristan. This question, like most of the hiring process, is about building trust with the potential employer. Whether you're qualified or not, if you cannot adequately communicate your experience and track record, you can't build that trust with the employer, and they may likely move on to the next person. Listen to learn the formula Tristan suggests you consider if you need a little help figuring out how to answer the question.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>349</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ef6444da-da42-11eb-9283-67c217cb192a]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6129677873.mp3?updated=1625126958" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Virtual Assistant (w/ Tonya Thomas)</title>
      <description>Amy C. Waninger welcomes virtual executive assistant Tonya Thomas, the founder and CEO of Team Delegate, LLC, to the show this week. Having spent over 17 years in the virtual assistant space, her extensive knowledge and experience makes her a pioneer in the industry. Listen to learn about what inspired her to take the career path she did, the advantages to hiring a virtual assistant, and more.

You can connect with Tonya on LinkedIn and Twitter.
https://bit.ly/2UTxzdi
https://bit.ly/3dvnBFl

Check out the Team Delegate website.
https://bit.ly/3h5rAKS

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 30 Jun 2021 07:49:00 -0000</pubDate>
      <itunes:title>See It to Be It : Virtual Assistant (w/ Tonya Thomas)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>420</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/754ff546-d979-11eb-95a8-5b65643482bb/image/Virtual_Assistant.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes virtual executive assistant Tonya Thomas, the founder and CEO of Team Delegate, LLC, to the show this week. Having spent over 17 years in the virtual assistant space, her extensive knowledge and experience makes her a pioneer in the industry. Listen to learn about what inspired her to take the career path she did, the advantages to hiring a virtual assistant, and more.

You can connect with Tonya on LinkedIn and Twitter.
https://bit.ly/2UTxzdi
https://bit.ly/3dvnBFl

Check out the Team Delegate website.
https://bit.ly/3h5rAKS

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes virtual executive assistant <a href="https://bit.ly/2UTxzdi">Tonya Thomas</a>, the founder and CEO of Team Delegate, LLC, to the show this week. Having spent over 17 years in the virtual assistant space, her extensive knowledge and experience makes her a pioneer in the industry. Listen to learn about what inspired her to take the career path she did, the advantages to hiring a virtual assistant, and more.</p><p><br></p><p>You can connect with Tonya on <a href="https://bit.ly/2UTxzdi">LinkedIn</a> and <a href="https://bit.ly/3dvnBFl">Twitter</a>.</p><p>https://bit.ly/2UTxzdi</p><p>https://bit.ly/3dvnBFl</p><p><br></p><p>Check out the <a href="https://bit.ly/3h5rAKS">Team Delegate website</a>.</p><p>https://bit.ly/3h5rAKS</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://cms.megaphone.fm/organizations/d3e3b73c-7088-11eb-8486-93b1373d54c0/podcasts/d113d300-f2a4-11ea-b5f6-fff0755f1710/episodes/63c22414-be05-11eb-bf66-f3803ab69384/our%20Support%20page">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Check out <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2096</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[754ff546-d979-11eb-95a8-5b65643482bb]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1023876403.mp3?updated=1627546465" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Christianity, Hip Hop, &amp; Terraforming (w/ Propaganda)</title>
      <description>Zach sits down with rapper, activist, poet, public speaker, and author Propaganda to discuss his career, white evangelicalism, hip hop, and of course his latest book Terraform: Building a Better World. Check the links in the show notes to connect with Prop via his website and social media accounts!

Check out Prop's website.
https://bit.ly/3A8wdeF

You can connect with Prop on Twitter and Instagram.
https://bit.ly/3w1KJ4U
https://bit.ly/3w42ErJ

Interested in his new book? Learn more about it on Amazon.
https://amzn.to/3A9Hag7</description>
      <pubDate>Tue, 29 Jun 2021 09:49:50 -0000</pubDate>
      <itunes:title>Christianity, Hip Hop, &amp; Terraforming (w/ Propaganda)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>419</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2390452e-d8c2-11eb-90b0-9bf1228f76ef/image/RTT_629__1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with rapper, activist, poet, public speaker, and author Propaganda to discuss his career, white evangelicalism, hip hop, and of course his latest book Terraform: Building a Better World. Check the links in the show notes to connect with Prop via his website and social media accounts!

Check out Prop's website.
https://bit.ly/3A8wdeF

You can connect with Prop on Twitter and Instagram.
https://bit.ly/3w1KJ4U
https://bit.ly/3w42ErJ

Interested in his new book? Learn more about it on Amazon.
https://amzn.to/3A9Hag7</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with rapper, activist, poet, public speaker, and author <a href="https://bit.ly/3A8wdeF">Propaganda</a> to discuss his career, white evangelicalism, hip hop, and of course his latest book Terraform: Building a Better World. Check the links in the show notes to connect with Prop via his website and social media accounts!</p><p><br></p><p>Check out <a href="https://bit.ly/3A8wdeF">Prop's website</a>.</p><p>https://bit.ly/3A8wdeF</p><p><br></p><p>You can connect with Prop on <a href="https://bit.ly/3w1KJ4U">Twitter</a> and <a href="https://bit.ly/3w42ErJ">Instagram</a>.</p><p>https://bit.ly/3w1KJ4U</p><p>https://bit.ly/3w42ErJ</p><p><br></p><p>Interested in <a href="https://amzn.to/3A9Hag7">his new book</a>? Learn more about it on Amazon.</p><p>https://amzn.to/3A9Hag7</p>]]>
      </content:encoded>
      <itunes:duration>3030</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2390452e-d8c2-11eb-90b0-9bf1228f76ef]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6653682058.mp3?updated=1624961690" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Applying for Jobs</title>
      <description>This is the podcast adaptation of the second episode of The Access Point! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Catch new episodes every Tuesday at 7PM Central! (Note: The Access Point is currently between seasons. More to come in July!)

Check out full episodes of The Access Point, video included.
http://bit.ly/3dynLN3

Get to know Tristan Layfield, Tiffany Waddell Tate, Mike Yates, and Brandon Gordon. Links in order.
http://bit.ly/2G7d6HK
https://bit.ly/3ktnPOb
https://bit.ly/2FErryj
https://bit.ly/3hAKiY4

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sun, 27 Jun 2021 08:31:38 -0000</pubDate>
      <itunes:title>The Access Point : Applying for Jobs</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>418</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5aeed156-d724-11eb-8a89-6b2309d3048d/image/TAP__2__1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the second episode of The Access Point! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Catch new episodes every Tuesday at 7PM Central! (Note: The Access Point is currently between seasons. More to come in July!)

Check out full episodes of The Access Point, video included.
http://bit.ly/3dynLN3

Get to know Tristan Layfield, Tiffany Waddell Tate, Mike Yates, and Brandon Gordon. Links in order.
http://bit.ly/2G7d6HK
https://bit.ly/3ktnPOb
https://bit.ly/2FErryj
https://bit.ly/3hAKiY4

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the second episode of <a href="http://bit.ly/3dynLN3">The Access Point</a>! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Catch new episodes every Tuesday at 7PM Central! (Note: The Access Point is currently between seasons. More to come in July!)</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>http://bit.ly/3dynLN3</p><p><br></p><p>Get to know <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a>, <a href="https://bit.ly/3ktnPOb">Tiffany Waddell Tate</a>, <a href="https://bit.ly/2FErryj">Mike Yates</a>, and <a href="https://bit.ly/3hAKiY4">Brandon Gordon</a>. Links in order.</p><p>http://bit.ly/2G7d6HK</p><p>https://bit.ly/3ktnPOb</p><p>https://bit.ly/2FErryj</p><p>https://bit.ly/3hAKiY4</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3360</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5aeed156-d724-11eb-8a89-6b2309d3048d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4003880381.mp3?updated=1624783971" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Now Laters - Healthy Tools to Thrive</title>
      <description>This is the podcast adaptation of the fourth episode of The Break Room! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch new episodes every Thursday at 7PM Central!
Check out full episodes of The Break Room, video included.
https://bit.ly/3pFsW0e

Follow The Break Room on Twitter.
https://bit.ly/34R2ety

Connect with all four of our hosts on LinkedIn and Twitter.
Dr. Dixon:
LinkedIn, Twitter
https://bit.ly/3uUyZjS https://bit.ly/2SbPBGD
Dr. Coleman:
LinkedIn, Twitter
https://bit.ly/3fUx0YG https://bit.ly/3ckGnyK
Dr. Bamishigbin:
LinkedIn, Twitter
https://bit.ly/3wV1WxJ https://bit.ly/3cgcpfa
Dr. Hill:
LinkedIn, Twitter
https://bit.ly/2SaKIh3 https://bit.ly/3z6eJzi

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 26 Jun 2021 13:15:32 -0000</pubDate>
      <itunes:title>The Break Room : Now Laters - Healthy Tools to Thrive</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>417</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/07eca732-d682-11eb-8c45-2f3fd4671e9e/image/TBR__4.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the fourth episode of The Break Room! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch new episodes every Thursday at 7PM Central!
Check out full episodes of The Break Room, video included.
https://bit.ly/3pFsW0e

Follow The Break Room on Twitter.
https://bit.ly/34R2ety

Connect with all four of our hosts on LinkedIn and Twitter.
Dr. Dixon:
LinkedIn, Twitter
https://bit.ly/3uUyZjS https://bit.ly/2SbPBGD
Dr. Coleman:
LinkedIn, Twitter
https://bit.ly/3fUx0YG https://bit.ly/3ckGnyK
Dr. Bamishigbin:
LinkedIn, Twitter
https://bit.ly/3wV1WxJ https://bit.ly/3cgcpfa
Dr. Hill:
LinkedIn, Twitter
https://bit.ly/2SaKIh3 https://bit.ly/3z6eJzi

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the fourth episode of The Break Room! Part of the Living Corporate network, The Break Room is focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. Catch new episodes every Thursday at 7PM Central!</p><p>Check out full episodes of <a href="https://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>https://bit.ly/3pFsW0e</p><p><br></p><p>Follow The Break Room on <a href="https://bit.ly/34R2ety">Twitter</a>.</p><p>https://bit.ly/34R2ety</p><p><br></p><p>Connect with all four of our hosts on LinkedIn and Twitter.</p><p>Dr. Dixon:</p><p><a href="https://bit.ly/3uUyZjS">LinkedIn</a>, <a href="https://bit.ly/2SbPBGD">Twitter</a></p><p>https://bit.ly/3uUyZjS https://bit.ly/2SbPBGD</p><p>Dr. Coleman:</p><p><a href="https://bit.ly/3fUx0YG">LinkedIn</a>, <a href="https://bit.ly/3ckGnyK">Twitter</a></p><p>https://bit.ly/3fUx0YG https://bit.ly/3ckGnyK</p><p>Dr. Bamishigbin:</p><p><a href="https://bit.ly/3wV1WxJ">LinkedIn</a>, <a href="https://bit.ly/3cgcpfa">Twitter</a></p><p>https://bit.ly/3wV1WxJ https://bit.ly/3cgcpfa</p><p>Dr. Hill:</p><p><a href="https://bit.ly/2SaKIh3">LinkedIn</a>, <a href="https://bit.ly/3z6eJzi">Twitter</a></p><p>https://bit.ly/2SaKIh3 https://bit.ly/3z6eJzi</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2579</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[07eca732-d682-11eb-8c45-2f3fd4671e9e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8566689147.mp3?updated=1624714253" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Starting a New Job Remotely</title>
      <description>Tristan talks about starting a new job remotely on this episode of the TAP In with Tristan. Starting a new job was already awkward and stressful before the pandemic, but now that the pandemic has changed the landscape of many workplaces, you may be starting a new job remotely, which is a whole new beast. While not having to report to the office has its perks, it does present some challenges. By enacting these tips, you'll be setting yourself up to have a positive experience in your new role!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 24 Jun 2021 09:27:18 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Starting a New Job Remotely</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>416</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/47e6cc50-d4cf-11eb-b11a-8b0c1409d5ae/image/TAP_In_624.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about starting a new job remotely on this episode of the TAP In with Tristan. Starting a new job was already awkward and stressful before the pandemic, but now that the pandemic has changed the landscape of many workplaces, you may be starting a new job remotely, which is a whole new beast. While not having to report to the office has its perks, it does present some challenges. By enacting these tips, you'll be setting yourself up to have a positive experience in your new role!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about starting a new job remotely on this episode of the TAP In with Tristan. Starting a new job was already awkward and stressful before the pandemic, but now that the pandemic has changed the landscape of many workplaces, you may be starting a new job remotely, which is a whole new beast. While not having to report to the office has its perks, it does present some challenges. By enacting these tips, you'll be setting yourself up to have a positive experience in your new role!</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>418</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[47e6cc50-d4cf-11eb-b11a-8b0c1409d5ae]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4322675328.mp3?updated=1624527529" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Management Consultant (w/ Vivian Blade)</title>
      <description>Amy C. Waninger welcomes consultant, author, leadership speaker, trainer and executive coach Vivian Blade to the show this week to discuss her career journey and more. As always, check the links in the show notes to find out more about Vivian!

You can connect with her on LinkedIn.
https://bit.ly/3A101Kq

Check out Vivian's website.
https://bit.ly/2Um9QSC

Learn more about her book, Resilience Ready.
https://bit.ly/3vRO3PZ

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 23 Jun 2021 12:10:00 -0000</pubDate>
      <itunes:title>See It to Be It : Management Consultant (w/ Vivian Blade)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>415</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a1f02104-d41d-11eb-957c-3b0c2f6c9644/image/C2B_623.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes consultant, author, leadership speaker, trainer and executive coach Vivian Blade to the show this week to discuss her career journey and more. As always, check the links in the show notes to find out more about Vivian!

You can connect with her on LinkedIn.
https://bit.ly/3A101Kq

Check out Vivian's website.
https://bit.ly/2Um9QSC

Learn more about her book, Resilience Ready.
https://bit.ly/3vRO3PZ

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes consultant, author, leadership speaker, trainer and executive coach <a href="https://bit.ly/3A101Kq">Vivian Blade</a> to the show this week to discuss her career journey and more. As always, check the links in the show notes to find out more about Vivian!</p><p><br></p><p>You can connect with her on <a href="https://bit.ly/3A101Kq">LinkedIn</a>.</p><p>https://bit.ly/3A101Kq</p><p><br></p><p>Check out <a href="https://bit.ly/2Um9QSC">Vivian's website</a>.</p><p>https://bit.ly/2Um9QSC</p><p><br></p><p>Learn more about <a href="https://bit.ly/3vRO3PZ">her book</a>, Resilience Ready.</p><p>https://bit.ly/3vRO3PZ</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://cms.megaphone.fm/organizations/d3e3b73c-7088-11eb-8486-93b1373d54c0/podcasts/d113d300-f2a4-11ea-b5f6-fff0755f1710/episodes/63c22414-be05-11eb-bf66-f3803ab69384/our%20Support%20page">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Check out <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2843</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a1f02104-d41d-11eb-957c-3b0c2f6c9644]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8280904982.mp3?updated=1627546289" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Government Affairs at Pfizer (w/ Myron Terry)</title>
      <description>For the second interview of our Pfizer Spotlight Series, Zach sits down with Myron Terry, Senior Director/Team Leader at Pfizer. He and Zach discuss his role leading the team responsible for developing and implementing effective grassroots campaigns for government affairs and more, touching on everything from George Floyd to vaccine equity. Make sure to click the links in the show notes to learn more about Pfizer's effort to make the COVID-19 vaccine accessible for everyone.

You can connect with Myron on LinkedIn.
https://bit.ly/3j2HUNR

Interested in working at Pfizer? Check out their Careers page.
https://bit.ly/34YmfhM

Follow Pfizer on LinkedIn.
https://bit.ly/3ptZxHQ

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 22 Jun 2021 08:33:55 -0000</pubDate>
      <itunes:title>Government Affairs at Pfizer (w/ Myron Terry)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>414</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/74482b6c-d336-11eb-aa80-3bf798249b30/image/Myron_RTT.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>For the second interview of our Pfizer Spotlight Series, Zach sits down with Myron Terry, Senior Director/Team Leader at Pfizer. He and Zach discuss his role leading the team responsible for developing and implementing effective grassroots campaigns for government affairs and more, touching on everything from George Floyd to vaccine equity. Make sure to click the links in the show notes to learn more about Pfizer's effort to make the COVID-19 vaccine accessible for everyone.

You can connect with Myron on LinkedIn.
https://bit.ly/3j2HUNR

Interested in working at Pfizer? Check out their Careers page.
https://bit.ly/34YmfhM

Follow Pfizer on LinkedIn.
https://bit.ly/3ptZxHQ

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>For the second interview of our Pfizer Spotlight Series, Zach sits down with <a href="https://bit.ly/3j2HUNR">Myron Terry</a>, Senior Director/Team Leader at Pfizer. He and Zach discuss his role leading the team responsible for developing and implementing effective grassroots campaigns for government affairs and more, touching on everything from George Floyd to vaccine equity. Make sure to click the links in the show notes to learn more about Pfizer's effort to make the COVID-19 vaccine accessible for everyone.</p><p><br></p><p>You can connect with Myron on <a href="https://bit.ly/3j2HUNR">LinkedIn</a>.</p><p>https://bit.ly/3j2HUNR</p><p><br></p><p>Interested in working at Pfizer? Check out <a href="https://bit.ly/34YmfhM">their Careers page</a>.</p><p>https://bit.ly/34YmfhM</p><p><br></p><p>Follow Pfizer on <a href="https://bit.ly/3ptZxHQ">LinkedIn</a>.</p><p>https://bit.ly/3ptZxHQ</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p><p>https://bit.ly/35M8OmH</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2488</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[74482b6c-d336-11eb-aa80-3bf798249b30]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3093817111.mp3?updated=1624351940" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Black Excellence - The Double-Edged Sword</title>
      <description>This is the podcast adaptation of the third episode of The Break Room! Part of the Living Corporate network, The Break Room is a live web show focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. The Break Room provides dynamic insight, education, and consultation on mental health for Black professionals. Led by four independent mental health clinicians and researchers, each host brings their unique style and perspective to the nuanced and complex visible and invisible forces that impact Black mental health and well-being in the workplace. Tune in every Thursday at 7PM Central!

Check out full episodes of The Break Room, video included.
https://bit.ly/3pFsW0e

Follow The Break Room on Twitter.
https://bit.ly/34R2ety

Connect with all four of our hosts on LinkedIn and Twitter.
Dr. Dixon:
LinkedIn, Twitter
https://bit.ly/3uUyZjS https://bit.ly/2SbPBGD
Dr. Coleman:
LinkedIn, Twitter
https://bit.ly/3fUx0YG https://bit.ly/3ckGnyK
Dr. Bamishigbin:
LinkedIn, Twitter
https://bit.ly/3wV1WxJ https://bit.ly/3cgcpfa
Dr. Hill:
LinkedIn, Twitter
https://bit.ly/2SaKIh3 https://bit.ly/3z6eJzi

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 19 Jun 2021 08:57:21 -0000</pubDate>
      <itunes:title>The Break Room : Black Excellence - The Double-Edged Sword</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>413</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9a426634-d0de-11eb-9523-c7d15bdbd4a7/image/TBR__3_A.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the third episode of The Break Room! Part of the Living Corporate network, The Break Room is a live web show focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. The Break Room provides dynamic insight, education, and consultation on mental health for Black professionals. Led by four independent mental health clinicians and researchers, each host brings their unique style and perspective to the nuanced and complex visible and invisible forces that impact Black mental health and well-being in the workplace. Tune in every Thursday at 7PM Central!

Check out full episodes of The Break Room, video included.
https://bit.ly/3pFsW0e

Follow The Break Room on Twitter.
https://bit.ly/34R2ety

Connect with all four of our hosts on LinkedIn and Twitter.
Dr. Dixon:
LinkedIn, Twitter
https://bit.ly/3uUyZjS https://bit.ly/2SbPBGD
Dr. Coleman:
LinkedIn, Twitter
https://bit.ly/3fUx0YG https://bit.ly/3ckGnyK
Dr. Bamishigbin:
LinkedIn, Twitter
https://bit.ly/3wV1WxJ https://bit.ly/3cgcpfa
Dr. Hill:
LinkedIn, Twitter
https://bit.ly/2SaKIh3 https://bit.ly/3z6eJzi

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the third episode of <a href="https://bit.ly/3pFsW0e">The Break Room</a>! Part of the Living Corporate network, The Break Room is a live web show focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. The Break Room provides dynamic insight, education, and consultation on mental health for Black professionals. Led by four independent mental health clinicians and researchers, each host brings their unique style and perspective to the nuanced and complex visible and invisible forces that impact Black mental health and well-being in the workplace. Tune in every Thursday at 7PM Central!</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>https://bit.ly/3pFsW0e</p><p><br></p><p>Follow The Break Room on <a href="https://bit.ly/34R2ety">Twitter</a>.</p><p>https://bit.ly/34R2ety</p><p><br></p><p>Connect with all four of our hosts on LinkedIn and Twitter.</p><p>Dr. Dixon:</p><p><a href="https://bit.ly/3uUyZjS">LinkedIn</a>, <a href="https://bit.ly/2SbPBGD">Twitter</a></p><p>https://bit.ly/3uUyZjS https://bit.ly/2SbPBGD</p><p>Dr. Coleman:</p><p><a href="https://bit.ly/3fUx0YG">LinkedIn</a>, <a href="https://bit.ly/3ckGnyK">Twitter</a></p><p>https://bit.ly/3fUx0YG https://bit.ly/3ckGnyK</p><p>Dr. Bamishigbin:</p><p><a href="https://bit.ly/3wV1WxJ">LinkedIn</a>, <a href="https://bit.ly/3cgcpfa">Twitter</a></p><p>https://bit.ly/3wV1WxJ https://bit.ly/3cgcpfa</p><p>Dr. Hill:</p><p><a href="https://bit.ly/2SaKIh3">LinkedIn</a>, <a href="https://bit.ly/3z6eJzi">Twitter</a></p><p>https://bit.ly/2SaKIh3 https://bit.ly/3z6eJzi</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2915</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9a426634-d0de-11eb-9523-c7d15bdbd4a7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9730668922.mp3?updated=1624094305" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Access Point : Meet Our Hosts</title>
      <description>This is the podcast adaptation of the first episode of The Access Point! Meet the hosts of the first two seasons of The Access Point. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Catch new episodes every Tuesday at 7PM Central! (Note: The Access Point is currently between seasons. More to come in July!)

Check out full episodes of The Access Point, video included.
http://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Fri, 18 Jun 2021 10:22:47 -0000</pubDate>
      <itunes:title>The Access Point : Meet Our Hosts</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>412</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/23d35722-d022-11eb-8cd1-8f3645196632/image/event-cover-6393.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the first episode of The Access Point! Meet the hosts of the first two seasons of The Access Point. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Catch new episodes every Tuesday at 7PM Central! (Note: The Access Point is currently between seasons. More to come in July!)

Check out full episodes of The Access Point, video included.
http://bit.ly/3dynLN3

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the first episode of <a href="http://bit.ly/3dynLN3">The Access Point</a>! Meet the hosts of the first two seasons of The Access Point. Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you're looking to jump-start your career, this is content you want to follow. Catch new episodes every Tuesday at 7PM Central! (Note: The Access Point is currently between seasons. More to come in July!)</p><p><br></p><p>Check out full episodes of <a href="http://bit.ly/3dynLN3">The Access Point</a>, video included.</p><p>http://bit.ly/3dynLN3</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3468</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[23d35722-d022-11eb-8cd1-8f3645196632]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3671997501.mp3?updated=1624013361" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Lessons from Naomi Osaka</title>
      <description>Tristan talks about the legend Naomi Osaka's decision to withdraw from the French Open on this installment of the TAP In with Tristan. Her decision reminded us that the one power we always have is the power of refusal. Just remember, at the end of the day, you can't do your job well if you aren't doing well.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 17 Jun 2021 08:54:50 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Lessons from Naomi Osaka</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>411</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/de9d6fb2-cf4a-11eb-94cc-77ee22dcd184/image/TAP_In_617.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan talks about the legend Naomi Osaka's decision to withdraw from the French Open on this installment of the TAP In with Tristan. Her decision reminded us that the one power we always have is the power of refusal. Just remember, at the end of the day, you can't do your job well if you aren't doing well.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan</a> talks about the legend Naomi Osaka's decision to withdraw from the French Open on this installment of the TAP In with Tristan. Her decision reminded us that the one power we always have is the power of refusal. Just remember, at the end of the day, you can't do your job well if you aren't doing well.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>408</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[de9d6fb2-cf4a-11eb-94cc-77ee22dcd184]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7923172533.mp3?updated=1623920903" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It: AnswerConnect CEO (w/ Natalie Ruiz)</title>
      <description>Amy C. Waninger welcomes AnswerConnect CEO Natalie Ruiz to the show this week to discuss her career journey, AnswerConnect, and more. As always, check the links in the show notes to find out more about Natalie!

You can connect with her on LinkedIn.
https://bit.ly/3cKNGzW

Check out AnswerConnect's website.
https://bit.ly/3cLwE4A

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 16 Jun 2021 10:48:16 -0000</pubDate>
      <itunes:title>See It to Be It: AnswerConnect CEO (w/ Natalie Ruiz)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>410</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9a6e55ac-ce93-11eb-8ec3-73eb20cac895/image/Natalie_Ruiz__1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes AnswerConnect CEO Natalie Ruiz to the show this week to discuss her career journey, AnswerConnect, and more. As always, check the links in the show notes to find out more about Natalie!

You can connect with her on LinkedIn.
https://bit.ly/3cKNGzW

Check out AnswerConnect's website.
https://bit.ly/3cLwE4A

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes AnswerConnect CEO <a href="https://bit.ly/3cKNGzW">Natalie Ruiz</a> to the show this week to discuss her career journey, AnswerConnect, and more. As always, check the links in the show notes to find out more about Natalie!</p><p><br></p><p>You can connect with her on <a href="https://bit.ly/3cKNGzW">LinkedIn</a>.</p><p>https://bit.ly/3cKNGzW</p><p><br></p><p>Check out <a href="https://bit.ly/3cLwE4A">AnswerConnect's website</a>.</p><p>https://bit.ly/3cLwE4A</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://cms.megaphone.fm/organizations/d3e3b73c-7088-11eb-8486-93b1373d54c0/podcasts/d113d300-f2a4-11ea-b5f6-fff0755f1710/episodes/63c22414-be05-11eb-bf66-f3803ab69384/our%20Support%20page">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Check out <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>1781</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9a6e55ac-ce93-11eb-8ec3-73eb20cac895]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8331019165.mp3?updated=1623842191" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Discussing Wharton's Equity Research (w/ Dr. Stephanie Creary)</title>
      <description>Zach welcomes Dr. Stephanie Creary, an organizational scholar at Wharton with expertise in identity, diversity, inclusion, and workplace relationships, to the show this week to discuss Wharton's equity research. She is also a founding faculty member of the Wharton IDEAS lab (Identity, Diversity, Engagement, Affect, and Social Relationships) and more - check the links in the show notes to find out more about her.

Want to check out Wharton's equity research? You can find it on their website.
https://whr.tn/2TAqE7W

You can connect with Dr. Creary on LinkedIn and Twitter.
https://bit.ly/2RVUbZr
https://bit.ly/3iIR6qv</description>
      <pubDate>Tue, 15 Jun 2021 09:04:33 -0000</pubDate>
      <itunes:title>Discussing Wharton's Equity Research (w/ Dr. Stephanie Creary)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>409</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0a69836a-cdbb-11eb-a4c2-0b2f931e989f/image/Dr._Creary.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Dr. Stephanie Creary, an organizational scholar at Wharton with expertise in identity, diversity, inclusion, and workplace relationships, to the show this week to discuss Wharton's equity research. She is also a founding faculty member of the Wharton IDEAS lab (Identity, Diversity, Engagement, Affect, and Social Relationships) and more - check the links in the show notes to find out more about her.

Want to check out Wharton's equity research? You can find it on their website.
https://whr.tn/2TAqE7W

You can connect with Dr. Creary on LinkedIn and Twitter.
https://bit.ly/2RVUbZr
https://bit.ly/3iIR6qv</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="https://bit.ly/2RVUbZr">Dr. Stephanie Creary</a>, an organizational scholar at Wharton with expertise in identity, diversity, inclusion, and workplace relationships, to the show this week to discuss Wharton's equity research. She is also a founding faculty member of the Wharton IDEAS lab (Identity, Diversity, Engagement, Affect, and Social Relationships) and more - check the links in the show notes to find out more about her.</p><p><br></p><p>Want to check out <a href="https://whr.tn/2TAqE7W">Wharton's equity research</a>? You can find it on their website.</p><p>https://whr.tn/2TAqE7W</p><p><br></p><p>You can connect with <a href="Zach%20welcomes%20Dr.%20Stephanie%20Creary,%20an%20organizational%20scholar%20at%20Wharton%20with%20expertise%20in%20identity,%20diversity,%20inclusion,%20and%20workplace%20relationships,%20to%20the%20show%20this%20week%20to%20discuss%20Wharton's%20equity%20research.%20She%20is%20also%20a%20founding%20faculty%20member%20of%20the%20Wharton%20IDEAS%20lab%20(Identity,%20Diversity,%20Engagement,%20Affect,%20and%20Social%20Relationships)%20and%20more%20-%20check%20the%20links%20in%20the%20show%20notes%20to%20find%20out%20more%20about%20her.%20%20%20%20Want%20to%20check%20out%20Wharton's%20equity%20research?%20You%20can%20find%20it%20on%20their%20website.%20%20https://whr.tn/2TAqE7W%20%20%20%20You%20can%20connect%20with%20Dr.%20Creary%20on%20LinkedIn%20and%20Twitter.%20%20https://bit.ly/2RVUbZr%20%20https://bit.ly/3iIR6qv">Dr. Creary</a> on LinkedIn and Twitter.</p><p>https://bit.ly/2RVUbZr</p><p>https://bit.ly/3iIR6qv</p>]]>
      </content:encoded>
      <itunes:duration>2729</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[0a69836a-cdbb-11eb-a4c2-0b2f931e989f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3333062095.mp3?updated=1623749178" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : There's Levels to This - 2020 While Black</title>
      <description>This is the podcast adaptation of the second episode of The Break Room! Part of the Living Corporate network, The Break Room is a live web show focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. The Break Room provides dynamic insight, education, and consultation on mental health for Black professionals. Led by four independent mental health clinicians and researchers, each host brings their unique style and perspective to the nuanced and complex visible and invisible forces that impact Black mental health and well-being in the workplace. Tune in every Thursday at 7PM Central!

Check out full episodes of The Break Room, video included.
https://bit.ly/3pFsW0e

Follow The Break Room on Twitter.
https://bit.ly/34R2ety

Connect with all four of our hosts on LinkedIn and Twitter.
Dr. Dixon: 
LinkedIn, Twitter
https://bit.ly/3uUyZjS https://bit.ly/2SbPBGD
Dr. Coleman:
LinkedIn, Twitter
https://bit.ly/3fUx0YG https://bit.ly/3ckGnyK
Dr. Bamishigbin:
LinkedIn, Twitter
https://bit.ly/3wV1WxJ https://bit.ly/3cgcpfa
Dr. Hill:
LinkedIn, Twitter
https://bit.ly/2SaKIh3 https://bit.ly/3z6eJzi

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 12 Jun 2021 08:51:00 -0000</pubDate>
      <itunes:title>The Break Room : There's Levels to This - 2020 While Black</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>408</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2a68a6e0-cb5f-11eb-a665-5b0a53d7fd6f/image/TBR__2__2_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the second episode of The Break Room! Part of the Living Corporate network, The Break Room is a live web show focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. The Break Room provides dynamic insight, education, and consultation on mental health for Black professionals. Led by four independent mental health clinicians and researchers, each host brings their unique style and perspective to the nuanced and complex visible and invisible forces that impact Black mental health and well-being in the workplace. Tune in every Thursday at 7PM Central!

Check out full episodes of The Break Room, video included.
https://bit.ly/3pFsW0e

Follow The Break Room on Twitter.
https://bit.ly/34R2ety

Connect with all four of our hosts on LinkedIn and Twitter.
Dr. Dixon: 
LinkedIn, Twitter
https://bit.ly/3uUyZjS https://bit.ly/2SbPBGD
Dr. Coleman:
LinkedIn, Twitter
https://bit.ly/3fUx0YG https://bit.ly/3ckGnyK
Dr. Bamishigbin:
LinkedIn, Twitter
https://bit.ly/3wV1WxJ https://bit.ly/3cgcpfa
Dr. Hill:
LinkedIn, Twitter
https://bit.ly/2SaKIh3 https://bit.ly/3z6eJzi

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the second episode of <a href="https://bit.ly/3pFsW0e">The Break Room</a>! Part of the Living Corporate network, The Break Room is a live web show focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. The Break Room provides dynamic insight, education, and consultation on mental health for Black professionals. Led by four independent mental health clinicians and researchers, each host brings their unique style and perspective to the nuanced and complex visible and invisible forces that impact Black mental health and well-being in the workplace. Tune in every Thursday at 7PM Central!</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>https://bit.ly/3pFsW0e</p><p><br></p><p>Follow The Break Room on <a href="https://bit.ly/34R2ety">Twitter</a>.</p><p>https://bit.ly/34R2ety</p><p><br></p><p>Connect with all four of our hosts on LinkedIn and Twitter.</p><p>Dr. Dixon: </p><p><a href="https://bit.ly/3uUyZjS">LinkedIn</a>, <a href="https://bit.ly/2SbPBGD">Twitter</a></p><p>https://bit.ly/3uUyZjS https://bit.ly/2SbPBGD</p><p>Dr. Coleman:</p><p><a href="https://bit.ly/3fUx0YG">LinkedIn</a>, <a href="https://bit.ly/3ckGnyK">Twitter</a></p><p>https://bit.ly/3fUx0YG https://bit.ly/3ckGnyK</p><p>Dr. Bamishigbin:</p><p><a href="https://bit.ly/3wV1WxJ">LinkedIn</a>, <a href="https://bit.ly/3cgcpfa">Twitter</a></p><p>https://bit.ly/3wV1WxJ https://bit.ly/3cgcpfa</p><p>Dr. Hill:</p><p><a href="https://bit.ly/2SaKIh3">LinkedIn</a>, <a href="https://bit.ly/3z6eJzi">Twitter</a></p><p>https://bit.ly/2SaKIh3 https://bit.ly/3z6eJzi</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>1934</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2a68a6e0-cb5f-11eb-a665-5b0a53d7fd6f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5143700948.mp3?updated=1623492420" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Re-entering the Workforce After a Career Gap</title>
      <description>Tristan Layfield has gotten a lot of questions about how to re-enter the workforce after a career gap, so he decided to focus on that very issue this week. There are many reasons why someone could have a gap in their career. However, having a career gap is not indicative of your work ethic or reliability. Just make sure you're prepared when trying to re-enter the workforce, and you'll be just as competitive as other candidates.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 10 Jun 2021 11:26:35 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Re-entering the Workforce After a Career Gap</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>407</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f13076ee-c9df-11eb-b084-1b1dbafa2ce6/image/TAP_In_610.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield has gotten a lot of questions about how to re-enter the workforce after a career gap, so he decided to focus on that very issue this week. There are many reasons why someone could have a gap in their career. However, having a career gap is not indicative of your work ethic or reliability. Just make sure you're prepared when trying to re-enter the workforce, and you'll be just as competitive as other candidates.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> has gotten a lot of questions about how to re-enter the workforce after a career gap, so he decided to focus on that very issue this week. There are many reasons why someone could have a gap in their career. However, having a career gap is not indicative of your work ethic or reliability. Just make sure you're prepared when trying to re-enter the workforce, and you'll be just as competitive as other candidates.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>453</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f13076ee-c9df-11eb-b084-1b1dbafa2ce6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5133255943.mp3?updated=1623325223" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Change Consultant (w/ Vonda Page)</title>
      <description>Amy C. Waninger welcomes Vonda Page, the founder, president, and CEO of Radical CHANGE LLC, back to the podcast to discuss her new career as a change consultant. Vonda posits that we love innovation and hate change, even though the two are inextricably linked, and she helps busy leaders drive innovation so that change doesn’t suck. Check the links in the show notes to learn more about Radical CHANGE and to connect with Vonda on LinkedIn.

Connect with Vonda on LinkedIn.
https://bit.ly/2TUqgS8

Check out her website, VondaPage.com.
https://bit.ly/3x9FH7a

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 09 Jun 2021 10:50:00 -0000</pubDate>
      <itunes:title>See It to Be It : Change Consultant (w/ Vonda Page)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>406</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/879f580a-c910-11eb-b971-e3a252043d74/image/C2B_69.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Vonda Page, the founder, president, and CEO of Radical CHANGE LLC, back to the podcast to discuss her new career as a change consultant. Vonda posits that we love innovation and hate change, even though the two are inextricably linked, and she helps busy leaders drive innovation so that change doesn’t suck. Check the links in the show notes to learn more about Radical CHANGE and to connect with Vonda on LinkedIn.

Connect with Vonda on LinkedIn.
https://bit.ly/2TUqgS8

Check out her website, VondaPage.com.
https://bit.ly/3x9FH7a

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/2TUqgS8">Vonda Page</a>, the founder, president, and CEO of Radical CHANGE LLC, back to the podcast to discuss her new career as a change consultant. Vonda posits that we love innovation and hate change, even though the two are inextricably linked, and she helps busy leaders drive innovation so that change doesn’t suck. Check the links in the show notes to learn more about Radical CHANGE and to connect with Vonda on LinkedIn.</p><p><br></p><p>Connect with Vonda on <a href="https://bit.ly/2TUqgS8">LinkedIn</a>.</p><p>https://bit.ly/2TUqgS8</p><p><br></p><p>Check out her website, <a href="https://bit.ly/3x9FH7a">VondaPage.com</a>.</p><p>https://bit.ly/3x9FH7a</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://cms.megaphone.fm/organizations/d3e3b73c-7088-11eb-8486-93b1373d54c0/podcasts/d113d300-f2a4-11ea-b5f6-fff0755f1710/episodes/63c22414-be05-11eb-bf66-f3803ab69384/our%20Support%20page">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Check out <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2492</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[879f580a-c910-11eb-b971-e3a252043d74]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7280622425.mp3?updated=1627546009" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>COVID-19, Healthcare Access, &amp; Equity at Pfizer (w/ Dr. Dara Richardson-Heron)</title>
      <description>Kicking off the campaign, Zach sits down with Dr. Dara Richardson-Heron, Pfizer's first Chief Patient Officer. They discuss her own career and her role as Chief Patient Officer at Pfizer. Make sure to click the links in the show notes to learn more about Pfizer's effort to make the COVID-19 vaccine accessible for everyone.
You can connect with Dr. Richardson-Heron on LinkedIn.
https://bit.ly/3w7Ya40

Interested in working at Pfizer? Check out their Careers page.
https://bit.ly/34YmfhM

Follow Pfizer on LinkedIn.
https://bit.ly/3ptZxHQ

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 08 Jun 2021 07:36:00 -0000</pubDate>
      <itunes:title>COVID-19, Healthcare Access, &amp; Equity at Pfizer (w/ Dr. Dara Richardson-Heron)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>405</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a5056aca-c82e-11eb-8ae9-971b2c1e6ba2/image/Dara_RTT.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Kicking off the campaign, Zach sits down with Dr. Dara Richardson-Heron, Pfizer's first Chief Patient Officer. They discuss her own career and her role as Chief Patient Officer at Pfizer. Make sure to click the links in the show notes to learn more about Pfizer's effort to make the COVID-19 vaccine accessible for everyone.
You can connect with Dr. Richardson-Heron on LinkedIn.
https://bit.ly/3w7Ya40

Interested in working at Pfizer? Check out their Careers page.
https://bit.ly/34YmfhM

Follow Pfizer on LinkedIn.
https://bit.ly/3ptZxHQ

Learn more about Pfizer on their website.
https://bit.ly/2TTtZiZ

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Kicking off the campaign, Zach sits down with <a href="https://bit.ly/3w7Ya40">Dr. Dara Richardson-Heron</a>, Pfizer's first Chief Patient Officer. They discuss her own career and her role as Chief Patient Officer at Pfizer. Make sure to click the links in the show notes to learn more about Pfizer's effort to make the COVID-19 vaccine accessible for everyone.</p><p>You can connect with Dr. Richardson-Heron on <a href="https://bit.ly/3w7Ya40">LinkedIn</a>.</p><p>https://bit.ly/3w7Ya40</p><p><br></p><p>Interested in working at Pfizer? Check out <a href="https://bit.ly/34YmfhM">their Careers page</a>.</p><p>https://bit.ly/34YmfhM</p><p><br></p><p>Follow Pfizer on <a href="https://bit.ly/3ptZxHQ">LinkedIn</a>.</p><p>https://bit.ly/3ptZxHQ</p><p><br></p><p>Learn more about Pfizer on <a href="https://bit.ly/2TTtZiZ">their website</a>.</p><p>https://bit.ly/2TTtZiZ</p><p><br></p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p><p>https://bit.ly/35M8OmH</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3090</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a5056aca-c82e-11eb-8ae9-971b2c1e6ba2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4856912932.mp3?updated=1623947019" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Break Room : Mental Health, Wellness &amp; Healing for Black Folks at Work</title>
      <description>This is the podcast adaptation of the first episode of The Break Room! Part of the Living Corporate network, The Break Room is a live web show focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. The Break Room provides dynamic insight, education, and consultation on mental health for Black professionals. Led by four independent mental health clinicians and researchers, each host brings their unique style and perspective to the nuanced and complex visible and invisible forces that impact Black mental health and well-being in the workplace. Tune in every Thursday at 7PM Central!

Check out full episodes of The Break Room, video included.
https://bit.ly/3pFsW0e

Follow The Break Room on Twitter.
https://bit.ly/34R2ety

Connect with all four of our hosts on LinkedIn and Twitter.
Dr. Dixon: LinkedIn, Twitter
Dr. Coleman: LinkedIn, Twitter
Dr. Bamishigbin: LinkedIn, Twitter 
Dr. Hill: LinkedIn, Twitter

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Sat, 05 Jun 2021 09:16:28 -0000</pubDate>
      <itunes:title>The Break Room : Mental Health, Wellness &amp; Healing for Black Folks at Work</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>404</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4ce78f76-c5e0-11eb-a37f-4736c2f6d387/image/TBR__1__1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>This is the podcast adaptation of the first episode of The Break Room! Part of the Living Corporate network, The Break Room is a live web show focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. The Break Room provides dynamic insight, education, and consultation on mental health for Black professionals. Led by four independent mental health clinicians and researchers, each host brings their unique style and perspective to the nuanced and complex visible and invisible forces that impact Black mental health and well-being in the workplace. Tune in every Thursday at 7PM Central!

Check out full episodes of The Break Room, video included.
https://bit.ly/3pFsW0e

Follow The Break Room on Twitter.
https://bit.ly/34R2ety

Connect with all four of our hosts on LinkedIn and Twitter.
Dr. Dixon: LinkedIn, Twitter
Dr. Coleman: LinkedIn, Twitter
Dr. Bamishigbin: LinkedIn, Twitter 
Dr. Hill: LinkedIn, Twitter

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>This is the podcast adaptation of the first episode of <a href="https://bit.ly/3pFsW0e">The Break Room</a>! Part of the Living Corporate network, The Break Room is a live web show focused on mental health, wellness and healing for Black folks at work. You can expect real talk from real experts about the real ways Black folks can protect and heal themselves from racialized trauma at work. The Break Room provides dynamic insight, education, and consultation on mental health for Black professionals. Led by four independent mental health clinicians and researchers, each host brings their unique style and perspective to the nuanced and complex visible and invisible forces that impact Black mental health and well-being in the workplace. Tune in every Thursday at 7PM Central!</p><p><br></p><p>Check out full episodes of <a href="https://bit.ly/3pFsW0e">The Break Room</a>, video included.</p><p>https://bit.ly/3pFsW0e</p><p><br></p><p>Follow The Break Room on <a href="https://bit.ly/34R2ety">Twitter</a>.</p><p>https://bit.ly/34R2ety</p><p><br></p><p>Connect with all four of our hosts on LinkedIn and Twitter.</p><p>Dr. Dixon: <a href="https://bit.ly/3uUyZjS">LinkedIn</a>, <a href="https://bit.ly/2SbPBGD">Twitter</a></p><p>Dr. Coleman: <a href="https://bit.ly/3fUx0YG">LinkedIn</a>, <a href="https://bit.ly/3ckGnyK">Twitter</a></p><p>Dr. Bamishigbin: <a href="https://bit.ly/3wV1WxJ">LinkedIn</a>, <a href="https://bit.ly/3cgcpfa">Twitter</a> </p><p>Dr. Hill: <a href="https://bit.ly/2SaKIh3">LinkedIn</a>, <a href="https://bit.ly/3z6eJzi">Twitter</a></p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>1907</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4ce78f76-c5e0-11eb-a37f-4736c2f6d387]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7105391292.mp3?updated=1622885572" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Consider Taking Imperfect Jobs</title>
      <description>Tristan Layfield talks about considering imperfect jobs in your job search. We've all heard the phrase "dream job." It's usually used in conjunction with the quote, "Choose a job you love and you'll never work a day in your life." The problem with these two things is that they romanticize working. Listen to the full tip to learn about why you should consider that maybe not-so-perfect job.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 03 Jun 2021 08:41:00 -0000</pubDate>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>403</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b0a75146-c44a-11eb-81ee-e3dfd9f0934c/image/TAP_In__1.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield talks about considering imperfect jobs in your job search. We've all heard the phrase "dream job." It's usually used in conjunction with the quote, "Choose a job you love and you'll never work a day in your life." The problem with these two things is that they romanticize working. Listen to the full tip to learn about why you should consider that maybe not-so-perfect job.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about considering imperfect jobs in your job search. We've all heard the phrase "dream job." It's usually used in conjunction with the quote, "Choose a job you love and you'll never work a day in your life." The problem with these two things is that they romanticize working. Listen to the full tip to learn about why you should consider that maybe not-so-perfect job.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>364</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b0a75146-c44a-11eb-81ee-e3dfd9f0934c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3760106524.mp3?updated=1622711363" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Diversity Consultant (w/ Tali Lavarry)</title>
      <description>Amy C. Waninger welcomes Yum Yum Morale owner and operator Talisa "Tali" Lavarry to the show on this week's See It to Be It. As always, check the links in the show notes to learn more about Tali, check out her book and more.

Connect with Tali on LinkedIn and Instagram.
https://bit.ly/3fVU3Ry
https://bit.ly/3pf0PWN

Learn more about her book on Amazon.
https://amzn.to/3fI5FZw

Check out the Yum Yum Morale website.
https://bit.ly/34CCNfd

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 02 Jun 2021 10:51:09 -0000</pubDate>
      <itunes:title>See It to Be It : Diversity Consultant (w/ Tali Lavarry)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>402</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/679ad06e-c390-11eb-86aa-6be28ab36f52/image/C2B_6-2.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Yum Yum Morale owner and operator Talisa "Tali" Lavarry to the show on this week's See It to Be It. As always, check the links in the show notes to learn more about Tali, check out her book and more.

Connect with Tali on LinkedIn and Instagram.
https://bit.ly/3fVU3Ry
https://bit.ly/3pf0PWN

Learn more about her book on Amazon.
https://amzn.to/3fI5FZw

Check out the Yum Yum Morale website.
https://bit.ly/34CCNfd

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes Yum Yum Morale owner and operator <a href="https://bit.ly/3fVU3Ry">Talisa "Tali" Lavarry</a> to the show on this week's See It to Be It. As always, check the links in the show notes to learn more about Tali, check out her book and more.</p><p><br></p><p>Connect with Tali on <a href="https://bit.ly/3fVU3Ry">LinkedIn</a> and <a href="https://bit.ly/3pf0PWN">Instagram</a>.</p><p>https://bit.ly/3fVU3Ry</p><p>https://bit.ly/3pf0PWN</p><p><br></p><p>Learn more about <a href="https://amzn.to/3fI5FZw">her book</a> on Amazon.</p><p>https://amzn.to/3fI5FZw</p><p><br></p><p>Check out the <a href="https://bit.ly/34CCNfd">Yum Yum Morale website</a>.</p><p>https://bit.ly/34CCNfd</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://cms.megaphone.fm/organizations/d3e3b73c-7088-11eb-8486-93b1373d54c0/podcasts/d113d300-f2a4-11ea-b5f6-fff0755f1710/episodes/63c22414-be05-11eb-bf66-f3803ab69384/our%20Support%20page">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Check out <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2618</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[679ad06e-c390-11eb-86aa-6be28ab36f52]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3933239195.mp3?updated=1622631354" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Amazon and Black Liberation (w/ Chanin Kelly-Rae)</title>
      <description>Zach welcomes Chanin Kelly-Rae, president and CEO of Chanin Kelly-Rae Consulting, to the podcast on this week's Real Talk Tuesday. She speaks candidly about her experiences as the Global Inclusion &amp; Diversity Leader at Amazon Web Services and shares several pieces of advice for leaders and organizations that wish to create a truly inclusive workplace rather than engage in performative actions. Check the links in the show notes to connect with Chanin and visit her website.
You can connect with Chanin on LinkedIn and Instagram.
https://bit.ly/2TotfBU
https://bit.ly/2SLozFY

Check out the Chanin Kelly-Rae Consulting website.
https://bit.ly/2SLozFY

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 01 Jun 2021 10:45:22 -0000</pubDate>
      <itunes:title>Amazon and Black Liberation (w/ Chanin Kelly-Rae)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>401</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8ea7f8d4-c2c9-11eb-9b7f-a744a1368051/image/Chanin_RTT.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Chanin Kelly-Rae, president and CEO of Chanin Kelly-Rae Consulting, to the podcast on this week's Real Talk Tuesday. She speaks candidly about her experiences as the Global Inclusion &amp; Diversity Leader at Amazon Web Services and shares several pieces of advice for leaders and organizations that wish to create a truly inclusive workplace rather than engage in performative actions. Check the links in the show notes to connect with Chanin and visit her website.
You can connect with Chanin on LinkedIn and Instagram.
https://bit.ly/2TotfBU
https://bit.ly/2SLozFY

Check out the Chanin Kelly-Rae Consulting website.
https://bit.ly/2SLozFY

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="https://bit.ly/2TotfBU">Chanin Kelly-Rae</a>, president and CEO of Chanin Kelly-Rae Consulting, to the podcast on this week's Real Talk Tuesday. She speaks candidly about her experiences as the Global Inclusion &amp; Diversity Leader at Amazon Web Services and shares several pieces of advice for leaders and organizations that wish to create a truly inclusive workplace rather than engage in performative actions. Check the links in the show notes to connect with Chanin and visit her website.</p><p>You can connect with Chanin on <a href="https://bit.ly/2TotfBU">LinkedIn</a> and <a href="https://bit.ly/2SLozFY">Instagram</a>.</p><p>https://bit.ly/2TotfBU</p><p>https://bit.ly/2SLozFY</p><p><br></p><p>Check out <a href="https://bit.ly/2SLozFY">the Chanin Kelly-Rae Consulting website</a>.</p><p>https://bit.ly/2SLozFY</p><p><br></p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p><p>https://bit.ly/35M8OmH</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3348</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8ea7f8d4-c2c9-11eb-9b7f-a744a1368051]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4678141098.mp3?updated=1622545950" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan: Securing Remote Work Instead of Going Back to the Office</title>
      <description>Tristan Layfield dives into how we can secure remote work if we aren't looking to return to the office. According to FlexJobs there was a 76% increase in fully remote job positions in 2020 over 2019 - though you may have some competition, the roles are out there! Be sure to listen to the full tip if you're uncomfortable returning to the office.

Check out FlexJobs, JustRemote, &amp; WeWorkRemotely.
https://bit.ly/3fHeUba
https://bit.ly/3yHbSMZ
https://bit.ly/3fmN2Ky

Have a topic suggestion? You can find our submission form here:
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 27 May 2021 07:54:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan: Securing Remote Work Instead of Going Back to the Office</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>400</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/95126fbc-bec1-11eb-b1cb-9b689b570879/image/SRW.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield dives into how we can secure remote work if we aren't looking to return to the office. According to FlexJobs there was a 76% increase in fully remote job positions in 2020 over 2019 - though you may have some competition, the roles are out there! Be sure to listen to the full tip if you're uncomfortable returning to the office.

Check out FlexJobs, JustRemote, &amp; WeWorkRemotely.
https://bit.ly/3fHeUba
https://bit.ly/3yHbSMZ
https://bit.ly/3fmN2Ky

Have a topic suggestion? You can find our submission form here:
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> dives into how we can secure remote work if we aren't looking to return to the office. According to FlexJobs there was a 76% increase in fully remote job positions in 2020 over 2019 - though you may have some competition, the roles are out there! Be sure to listen to the full tip if you're uncomfortable returning to the office.</p><p><br></p><p>Check out <a href="https://bit.ly/3fHeUba">FlexJobs</a>, <a href="https://bit.ly/3yHbSMZ">JustRemote</a>, &amp; <a href="https://bit.ly/3fmN2Ky">WeWorkRemotely</a>.</p><p>https://bit.ly/3fHeUba</p><p>https://bit.ly/3yHbSMZ</p><p>https://bit.ly/3fmN2Ky</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>:</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>426</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[95126fbc-bec1-11eb-b1cb-9b689b570879]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6101588614.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Entrepreneur Coach (w/ Katrina Roddy)</title>
      <description>Amy C. Waninger welcomes entrepreneur coach Katrina A. Roddy, best-selling author of "Steal Your Skills from Corporate," to the show on this week's See It to Be It. Check the links in the show notes to connect with Katrina and find out more about her company, The Corporate Breakup, LLC.
You can connect with Katrina on LinkedIn, Twitter and Instagram.
https://bit.ly/3oYOPsE
https://bit.ly/3fm9Qdt
https://bit.ly/3fnDxLc

Learn more about her book, "Steal Your Skills from Corporate."
https://amzn.to/2QUFw0c

Check out her website, TheCorporateBreakup.com.
https://bit.ly/3vmPyGt

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 26 May 2021 08:51:47 -0000</pubDate>
      <itunes:title>See It to Be It : Entrepreneur Coach (w/ Katrina Roddy)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>399</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/63c22414-be05-11eb-bf66-f3803ab69384/image/C2B_526.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes entrepreneur coach Katrina A. Roddy, best-selling author of "Steal Your Skills from Corporate," to the show on this week's See It to Be It. Check the links in the show notes to connect with Katrina and find out more about her company, The Corporate Breakup, LLC.
You can connect with Katrina on LinkedIn, Twitter and Instagram.
https://bit.ly/3oYOPsE
https://bit.ly/3fm9Qdt
https://bit.ly/3fnDxLc

Learn more about her book, "Steal Your Skills from Corporate."
https://amzn.to/2QUFw0c

Check out her website, TheCorporateBreakup.com.
https://bit.ly/3vmPyGt

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes entrepreneur coach <a href="https://bit.ly/3oYOPsE">Katrina A. Roddy</a>, best-selling author of "Steal Your Skills from Corporate," to the show on this week's See It to Be It. Check the links in the show notes to connect with Katrina and find out more about her company, The Corporate Breakup, LLC.</p><p>You can connect with Katrina on <a href="https://bit.ly/3oYOPsE">LinkedIn</a>, <a href="https://bit.ly/3fm9Qdt">Twitter</a> and <a href="https://bit.ly/3fnDxLc">Instagram</a>.</p><p>https://bit.ly/3oYOPsE</p><p>https://bit.ly/3fm9Qdt</p><p>https://bit.ly/3fnDxLc</p><p><br></p><p>Learn more about her book, "<a href="https://amzn.to/2QUFw0c">Steal Your Skills from Corporate</a>."</p><p>https://amzn.to/2QUFw0c</p><p><br></p><p>Check out her website, <a href="https://bit.ly/3vmPyGt">TheCorporateBreakup.com</a>.</p><p>https://bit.ly/3vmPyGt</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="our%20Support%20page">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p><p><br></p><p>Check out <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2731</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[63c22414-be05-11eb-bf66-f3803ab69384]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8980251310.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Pink Elephant in the Room (w/ Dr. Janice Gassam Asare)</title>
      <description>Zach welcomes Dr. Janice Gassam Asare back to the podcast on this installment of Real Talk Tuesday, this time to chat about her new book, "The Pink Elephant: A Practical Guide to Creating an Anti-Racist Organization." They also talk about what they've observed in the 12 months that have passed since George Floyd's murder, namely if they see progress continuing to move forward. Check the links in the show notes to learn more about her book!

Read more about her new book, "The Pink Elephant: A Practical Guide to Creating an Anti-Racist Organization," on Amazon.
https://livingcorporate.club/3fgKbD2

Connect with Dr. Janice Gassam Asare on LinkedIn, Twitter and Instagram.
https://livingcorporate.club/2SnEv18
https://livingcorporate.club/3wuwMNo
https://livingcorporate.club/3yzMDvT

Check out her website too!
https://livingcorporate.club/3bS9gSC

She's also a prominent Forbes contributor - check out her work.
https://livingcorporate.club/2SmSJiE

Find out more about Kanarys.
https://livingcorporate.club/2SmV90I

Check out the Black Men in Tech website.
https://livingcorporate.club/2RNpZj0</description>
      <pubDate>Tue, 25 May 2021 08:57:18 -0000</pubDate>
      <itunes:title>The Pink Elephant in the Room (w/ Dr. Janice Gassam Asare)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>398</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1c079180-bd3e-11eb-bc53-bbd19ebcdb34/image/JG.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Dr. Janice Gassam Asare back to the podcast on this installment of Real Talk Tuesday, this time to chat about her new book, "The Pink Elephant: A Practical Guide to Creating an Anti-Racist Organization." They also talk about what they've observed in the 12 months that have passed since George Floyd's murder, namely if they see progress continuing to move forward. Check the links in the show notes to learn more about her book!

Read more about her new book, "The Pink Elephant: A Practical Guide to Creating an Anti-Racist Organization," on Amazon.
https://livingcorporate.club/3fgKbD2

Connect with Dr. Janice Gassam Asare on LinkedIn, Twitter and Instagram.
https://livingcorporate.club/2SnEv18
https://livingcorporate.club/3wuwMNo
https://livingcorporate.club/3yzMDvT

Check out her website too!
https://livingcorporate.club/3bS9gSC

She's also a prominent Forbes contributor - check out her work.
https://livingcorporate.club/2SmSJiE

Find out more about Kanarys.
https://livingcorporate.club/2SmV90I

Check out the Black Men in Tech website.
https://livingcorporate.club/2RNpZj0</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="https://livingcorporate.club/2SnEv18">Dr. Janice Gassam Asare</a> back to the podcast on this installment of Real Talk Tuesday, this time to chat about her new book, "The Pink Elephant: A Practical Guide to Creating an Anti-Racist Organization." They also talk about what they've observed in the 12 months that have passed since George Floyd's murder, namely if they see progress continuing to move forward. Check the links in the show notes to learn more about her book!</p><p><br></p><p>Read more about her new book, <a href="https://livingcorporate.club/3fgKbD2">"The Pink Elephant: A Practical Guide to Creating an Anti-Racist Organization,"</a> on Amazon.</p><p>https://livingcorporate.club/3fgKbD2</p><p><br></p><p>Connect with Dr. Janice Gassam Asare on <a href="https://livingcorporate.club/2SnEv18">LinkedIn</a>, <a href="https://livingcorporate.club/3wuwMNo">Twitter</a> and <a href="https://livingcorporate.club/3yzMDvT">Instagram</a>.</p><p>https://livingcorporate.club/2SnEv18</p><p>https://livingcorporate.club/3wuwMNo</p><p>https://livingcorporate.club/3yzMDvT</p><p><br></p><p>Check out <a href="https://livingcorporate.club/3bS9gSC">her website</a> too!</p><p>https://livingcorporate.club/3bS9gSC</p><p><br></p><p>She's also a prominent Forbes contributor - check out <a href="https://livingcorporate.club/2SmSJiE">her work</a>.</p><p>https://livingcorporate.club/2SmSJiE</p><p><br></p><p>Find out more about <a href="https://livingcorporate.club/2SmV90I">Kanarys</a>.</p><p>https://livingcorporate.club/2SmV90I</p><p><br></p><p>Check out the <a href="https://livingcorporate.club/2RNpZj0">Black Men in Tech website</a>.</p><p>https://livingcorporate.club/2RNpZj0</p>]]>
      </content:encoded>
      <itunes:duration>2436</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1c079180-bd3e-11eb-bc53-bbd19ebcdb34]]></guid>
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    </item>
    <item>
      <title>TAP In with Tristan: Creating Content on LinkedIn (Pt. 5)</title>
      <description>Tristan Layfield continues his series of deep dives into creating content on LinkedIn, this week touching on how to begin building your community and why it's important.
Have a topic suggestion? You can find our submission form here:
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 20 May 2021 09:24:43 -0000</pubDate>
      <itunes:title>TAP In with Tristan: Creating Content on LinkedIn (Pt. 5)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>397</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d218c5d2-b94e-11eb-9428-e3be8efb053c/image/LinkedIn_Content_Pt._5.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield continues his series of deep dives into creating content on LinkedIn, this week touching on how to begin building your community and why it's important.
Have a topic suggestion? You can find our submission form here:
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> continues his series of deep dives into creating content on LinkedIn, this week touching on how to begin building your community and why it's important.</p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>:</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>376</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Brand &amp; Website Design (w/ Danielle Tucker)</title>
      <description>Amy C. Waninger welcomes Danielle Tucker, the founder and CEO of Professional Speaker Websites, to the show on this week's See It to Be It. Professional Speaker Websites is a web agency dedicated to empowering speakers, executives, and corporate trainers to elevate their brand so that they can attract more of the right clients and secure more speaking opportunities. As the strategist of choice for experts featured in ABC, FOX, Essence, and Black Enterprise, Danielle's simple and refreshing approach of partnering strategy and design will empower you to intentionally broadcast your brilliance!
You can connect with Danielle on LinkedIn.
https://livingcorporate.club/3u36ZKB

Check out her website, Professional Speaker Websites.
https://livingcorporate.club/3fsNBBn</description>
      <pubDate>Wed, 19 May 2021 11:30:52 -0000</pubDate>
      <itunes:title>See It to Be It : Brand &amp; Website Design (w/ Danielle Tucker)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>396</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/33b8d60e-b8a2-11eb-a66a-b38b4e9c8719/image/Danielle_Tucker__1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Danielle Tucker, the founder and CEO of Professional Speaker Websites, to the show on this week's See It to Be It. Professional Speaker Websites is a web agency dedicated to empowering speakers, executives, and corporate trainers to elevate their brand so that they can attract more of the right clients and secure more speaking opportunities. As the strategist of choice for experts featured in ABC, FOX, Essence, and Black Enterprise, Danielle's simple and refreshing approach of partnering strategy and design will empower you to intentionally broadcast your brilliance!
You can connect with Danielle on LinkedIn.
https://livingcorporate.club/3u36ZKB

Check out her website, Professional Speaker Websites.
https://livingcorporate.club/3fsNBBn</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://livingcorporate.club/3u36ZKB">Danielle Tucker</a>, the founder and CEO of Professional Speaker Websites, to the show on this week's See It to Be It. Professional Speaker Websites is a web agency dedicated to empowering speakers, executives, and corporate trainers to elevate their brand so that they can attract more of the right clients and secure more speaking opportunities. As the strategist of choice for experts featured in ABC, FOX, Essence, and Black Enterprise, Danielle's simple and refreshing approach of partnering strategy and design will empower you to intentionally broadcast your brilliance!</p><p>You can connect with Danielle on <a href="https://livingcorporate.club/3u36ZKB">LinkedIn</a>.</p><p>https://livingcorporate.club/3u36ZKB</p><p><br></p><p>Check out her website, <a href="https://livingcorporate.club/3fsNBBn">Professional Speaker Websites</a>.</p><p>https://livingcorporate.club/3fsNBBn</p>]]>
      </content:encoded>
      <itunes:duration>2932</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[33b8d60e-b8a2-11eb-a66a-b38b4e9c8719]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4625362174.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Accountability &amp; Inclusive Leadership (w/ Dr. Courtney McCluney)</title>
      <description>Zach sits down with Dr. Courtney McCluney, Assistant Professor of Organizational Behavior in the ILR School at Cornell University, to discuss organizational leadership, academic research and DE&amp;I.
You can connect with Dr. McCluney on LinkedIn and Twitter.
Click here to learn more about Kanarys.</description>
      <pubDate>Tue, 18 May 2021 10:40:00 -0000</pubDate>
      <itunes:title>Accountability &amp; Inclusive Leadership (w/ Dr. Courtney McCluney)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>395</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3a3cb69c-b7c8-11eb-8f38-5b23961eea40/image/McCluney.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Courtney McCluney, Assistant Professor of Organizational Behavior in the ILR School at Cornell University, to discuss organizational leadership, academic research and DE&amp;I.
You can connect with Dr. McCluney on LinkedIn and Twitter.
Click here to learn more about Kanarys.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://livingcorporate.club/3uZrXeB">Dr. Courtney McCluney</a>, Assistant Professor of Organizational Behavior in the ILR School at Cornell University, to discuss organizational leadership, academic research and DE&amp;I.</p><p>You can connect with Dr. McCluney on <a href="https://livingcorporate.club/3uZrXeB">LinkedIn</a> and <a href="https://livingcorporate.club/3fuiB3Q">Twitter</a>.</p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p>]]>
      </content:encoded>
      <itunes:duration>3077</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3a3cb69c-b7c8-11eb-8f38-5b23961eea40]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1879040204.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Creating Content for LinkedIn (Pt. 4)</title>
      <description>Tristan Layfield dives into the things you'll want to keep an eye on to assess how well your LinkedIn content is performing. Remember, evaluating the comments your content drives is a better indicator of the quality and success of your content than the total quantity of likes and shares. Comments have more weight in the algorithm. 
Have a topic suggestion? You can find our submission form here:
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 13 May 2021 08:55:12 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Creating Content for LinkedIn (Pt. 4)</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>394</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f1607ea8-b3cc-11eb-9aed-63237f466559/image/LinkedIn_Content_Pt._4.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield dives into the things you'll want to keep an eye on to assess how well your LinkedIn content is performing. Remember, evaluating the comments your content drives is a better indicator of the quality and success of your content than the total quantity of likes and shares. Comments have more weight in the algorithm. 
Have a topic suggestion? You can find our submission form here:
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> dives into the things you'll want to keep an eye on to assess how well your LinkedIn content is performing. Remember, evaluating the comments your content drives is a better indicator of the quality and success of your content than the total quantity of likes and shares. Comments have more weight in the algorithm. </p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>:</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>439</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f1607ea8-b3cc-11eb-9aed-63237f466559]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7568914752.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Information Technology (w/ Angel Henry)</title>
      <description>Amy C. Waninger welcomes national speaker and agile enthusiast Angel Henry to the show on this week's See It to Be It. As usual, check the links in the show notes to connect with Angel and to learn more about her website, Angels Speaking.

You can connect with Angel on LinkedIn and Twitter.
https://bit.ly/2RNMbtf
https://bit.ly/3blH2zo

Check out her website, AngelsSpeaking.com.
https://bit.ly/3uKzxtt

Learn more about her upcoming book, Dents in the Ceiling, on Amazon.
https://amzn.to/3bjzwVS

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Wed, 12 May 2021 10:46:00 -0000</pubDate>
      <itunes:title>See It to Be It : Information Technology (w/ Angel Henry)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>393</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/dd601316-b311-11eb-ae90-57bbb00dcd88/image/Angel_Henry.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes national speaker and agile enthusiast Angel Henry to the show on this week's See It to Be It. As usual, check the links in the show notes to connect with Angel and to learn more about her website, Angels Speaking.

You can connect with Angel on LinkedIn and Twitter.
https://bit.ly/2RNMbtf
https://bit.ly/3blH2zo

Check out her website, AngelsSpeaking.com.
https://bit.ly/3uKzxtt

Learn more about her upcoming book, Dents in the Ceiling, on Amazon.
https://amzn.to/3bjzwVS

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes national speaker and agile enthusiast <a href="https://bit.ly/2RNMbtf">Angel Henry</a> to the show on this week's See It to Be It. As usual, check the links in the show notes to connect with Angel and to learn more about her website, Angels Speaking.</p><p><br></p><p>You can connect with Angel on <a href="https://bit.ly/2RNMbtf">LinkedIn</a> and <a href="https://bit.ly/3blH2zo">Twitter</a>.</p><p>https://bit.ly/2RNMbtf</p><p>https://bit.ly/3blH2zo</p><p><br></p><p>Check out her website, <a href="https://bit.ly/3uKzxtt">AngelsSpeaking.com</a>.</p><p>https://bit.ly/3uKzxtt</p><p><br></p><p>Learn more about her upcoming book, <a href="https://amzn.to/3bjzwVS">Dents in the Ceiling</a>, on Amazon.</p><p>https://amzn.to/3bjzwVS</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3765</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[dd601316-b311-11eb-ae90-57bbb00dcd88]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6506605640.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Men in Tech (w/ Khambrel Ward)</title>
      <description>Zach sits down with Khambrel Ward to discuss his role at LiveRamp and his work founding Black Men in Tech.

You can connect with Khambrel on LinkedIn.
https://bit.ly/3bhOF9T

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 11 May 2021 09:33:00 -0000</pubDate>
      <itunes:title>Black Men in Tech (w/ Khambrel Ward)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>392</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b4d9ceb0-b243-11eb-a0ad-17768558c087/image/Khambrel.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Khambrel Ward to discuss his role at LiveRamp and his work founding Black Men in Tech.

You can connect with Khambrel on LinkedIn.
https://bit.ly/3bhOF9T

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3bhOF9T">Khambrel Ward</a> to discuss his role at LiveRamp and his work founding Black Men in Tech.</p><p><br></p><p>You can connect with Khambrel on <a href="https://bit.ly/3bhOF9T">LinkedIn</a>.</p><p>https://bit.ly/3bhOF9T</p><p><br></p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p><p>https://bit.ly/35M8OmH</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3131</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b4d9ceb0-b243-11eb-a0ad-17768558c087]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6948736653.mp3?updated=1620730371" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Creating Content for LinkedIn (Pt. 3)</title>
      <description>Tristan Layfield continues his series of deep dives into creating content on LinkedIn. This week he touches on the types of content you can create and a few tips to help drive your engagement.
Have a topic suggestion? You can find our submission form here:
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 06 May 2021 09:31:55 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Creating Content for LinkedIn (Pt. 3)</itunes:title>
      <itunes:episodeType>trailer</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>391</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/14b207c8-ae50-11eb-af67-17fba3764a81/image/LinkedIn_Content_Pt._3.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield continues his series of deep dives into creating content on LinkedIn. This week he touches on the types of content you can create and a few tips to help drive your engagement.
Have a topic suggestion? You can find our submission form here:
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> continues his series of deep dives into creating content on LinkedIn. This week he touches on the types of content you can create and a few tips to help drive your engagement.</p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>:</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>443</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[14b207c8-ae50-11eb-af67-17fba3764a81]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8608165844.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Chief HR Officer (w/ Lisa Anderson)</title>
      <description>Amy C. Waninger welcomes chief HR officer Lisa Anderson to the show on this week's See It to Be It. As usual, check the links in the show notes to connect with Lisa!
You can connect with Lisa on LinkedIn.
https://bit.ly/3eXnL8f

Check out her website.
https://bit.ly/3unZleJ

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Wed, 05 May 2021 10:53:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>390</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8f85a658-ad92-11eb-9623-179f19914cd2/image/lisa_anderson.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes chief HR officer Lisa Anderson to the show on this week's See It to Be It. As usual, check the links in the show notes to connect with Lisa!
You can connect with Lisa on LinkedIn.
https://bit.ly/3eXnL8f

Check out her website.
https://bit.ly/3unZleJ

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes chief HR officer <a href="https://bit.ly/3eXnL8f">Lisa Anderson</a> to the show on this week's See It to Be It. As usual, check the links in the show notes to connect with Lisa!</p><p>You can connect with Lisa on <a href="https://bit.ly/3eXnL8f">LinkedIn</a>.</p><p>https://bit.ly/3eXnL8f</p><p><br></p><p>Check out <a href="https://bit.ly/3unZleJ">her website</a>.</p><p>https://bit.ly/3unZleJ</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>3121</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8f85a658-ad92-11eb-9623-179f19914cd2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7898440784.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Equitable Candidate Experiences (w/ Kelli Mason)</title>
      <description>Zach sits down with Kelli Mason, partner at Notley, an innovative firm that invests in real estate, venture funds, and startups and leverages returns to help fund social impact across various sectors of need, about creating equitable candidate experiences.

You can connect with Kelli on LinkedIn.
https://bit.ly/3vFe4Cd

Interested in learning more about Notley? Check out their website.
https://bit.ly/3vGAbs1

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</description>
      <pubDate>Tue, 04 May 2021 11:07:32 -0000</pubDate>
      <itunes:title>Equitable Candidate Experiences (w/ Kelli Mason)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>389</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ad28b61e-acca-11eb-ac16-93ab6e066ee8/image/ECE.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Kelli Mason, partner at Notley, an innovative firm that invests in real estate, venture funds, and startups and leverages returns to help fund social impact across various sectors of need, about creating equitable candidate experiences.

You can connect with Kelli on LinkedIn.
https://bit.ly/3vFe4Cd

Interested in learning more about Notley? Check out their website.
https://bit.ly/3vGAbs1

Click here to learn more about Kanarys.
https://bit.ly/35M8OmH

Interested in supporting Living Corporate? Check out our Support page.
https://bit.ly/3egO3Dk</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3vFe4Cd">Kelli Mason</a>, partner at Notley, an innovative firm that invests in real estate, venture funds, and startups and leverages returns to help fund social impact across various sectors of need, about creating equitable candidate experiences.</p><p><br></p><p>You can connect with Kelli on <a href="https://bit.ly/3vFe4Cd">LinkedIn</a>.</p><p>https://bit.ly/3vFe4Cd</p><p><br></p><p>Interested in learning more about Notley? Check out <a href="https://bit.ly/3vGAbs1">their website</a>.</p><p>https://bit.ly/3vGAbs1</p><p><br></p><p>Click <a href="https://bit.ly/35M8OmH">here</a> to learn more about Kanarys.</p><p>https://bit.ly/35M8OmH</p><p><br></p><p>Interested in supporting Living Corporate? Check out <a href="https://bit.ly/3egO3Dk">our Support page</a>.</p><p>https://bit.ly/3egO3Dk</p>]]>
      </content:encoded>
      <itunes:duration>2602</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ad28b61e-acca-11eb-ac16-93ab6e066ee8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7518288424.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Creating Content for LinkedIn (Pt. 2)</title>
      <description>Tristan Layfield jumps into part two in this series of deep dives into creating content on LinkedIn. In this installment, he covers the importance of having a compelling and engaging profile.

Have a topic suggestion? You can find our submission form here:
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 29 Apr 2021 08:59:36 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Creating Content for LinkedIn (Pt. 2)</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>388</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cc57ffca-a8cb-11eb-b02c-178e5c92e547/image/LinkedIn_Content_Pt._2.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield jumps into part two in this series of deep dives into creating content on LinkedIn. In this installment, he covers the importance of having a compelling and engaging profile.

Have a topic suggestion? You can find our submission form here:
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> jumps into part two in this series of deep dives into creating content on LinkedIn. In this installment, he covers the importance of having a compelling and engaging profile.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>:</p><p>http://bit.ly/tapintristan</p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>http://bit.ly/31HFzND</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p>http://bit.ly/2G7d6HK</p><p>http://bit.ly/2XDcp3z</p><p>http://bit.ly/2JEbg1R</p><p>http://bit.ly/2JCmKTz</p>]]>
      </content:encoded>
      <itunes:duration>449</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cc57ffca-a8cb-11eb-b02c-178e5c92e547]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9625471367.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Cloud Services (w/ Michelle Jaramillo)</title>
      <description>Amy C. Waninger welcomes Amazon Web Services Business Desk Manager Michelle Jaramillo to the show on this week's See It to Be It. Listen to the full episode to hear about Michelle's unique career journey, from blue collar retail service jobs to the cloud services industry. Check the links in the show notes to connect with Michelle and more.

Michelle's on LinkedIn - connect with her.
https://bit.ly/3u16uBF

Interested in applying for a suitability call with Tristan? Find out more.
https://bit.ly/35WCQSV

Join our Slack community for fans of See It to Be It.
https://bit.ly/3fjBJTV

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</description>
      <pubDate>Wed, 28 Apr 2021 09:09:13 -0000</pubDate>
      <itunes:title>See It to Be It : Cloud Services (w/ Michelle Jaramillo)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>387</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3eca7e1c-a803-11eb-9f97-a33dbd477a14/image/MJ.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Amazon Web Services Business Desk Manager Michelle Jaramillo to the show on this week's See It to Be It. Listen to the full episode to hear about Michelle's unique career journey, from blue collar retail service jobs to the cloud services industry. Check the links in the show notes to connect with Michelle and more.

Michelle's on LinkedIn - connect with her.
https://bit.ly/3u16uBF

Interested in applying for a suitability call with Tristan? Find out more.
https://bit.ly/35WCQSV

Join our Slack community for fans of See It to Be It.
https://bit.ly/3fjBJTV

Check out Lead at Any Level.
http://bit.ly/2lPvOMM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes Amazon Web Services Business Desk Manager <a href="https://bit.ly/3u16uBF">Michelle Jaramillo</a> to the show on this week's See It to Be It. Listen to the full episode to hear about Michelle's unique career journey, from blue collar retail service jobs to the cloud services industry. Check the links in the show notes to connect with Michelle and more.</p><p><br></p><p>Michelle's on <a href="https://bit.ly/3u16uBF">LinkedIn</a> - connect with her.</p><p>https://bit.ly/3u16uBF</p><p><br></p><p>Interested in applying for a <a href="https://bit.ly/35WCQSV">suitability call</a> with Tristan? Find out more.</p><p>https://bit.ly/35WCQSV</p><p><br></p><p><a href="https://bit.ly/3fjBJTV">Join</a> our Slack community for fans of See It to Be It.</p><p>https://bit.ly/3fjBJTV</p><p><br></p><p>Check out <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a>.</p><p>http://bit.ly/2lPvOMM</p>]]>
      </content:encoded>
      <itunes:duration>2794</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3eca7e1c-a803-11eb-9f97-a33dbd477a14]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7529147572.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Diversity, Equity and Inclusion around the Globe (w/ Sheree Atcheson)</title>
      <description>Zach talks a bit about Basecamp's announcement and the reality of the workplace, then sits down with Sheree Atcheson, a multi-award winning global diversity, equity &amp; inclusion leader, keynote speaker and published author, to discuss the current state of Global DEI and the future of the industry around the world.

Check out Sheree's website.
https://bit.ly/3xqlyuA

Interested in connecting with Sheree? She's on LinkedIn, Twitter and Instagram.
https://bit.ly/3excBa9
https://bit.ly/3gHvh9S
https://bit.ly/3aFC5ks

Find out more about Sheree's book "Demanding More: Why Diversity and Inclusion Don't Happen and What You Can Do About It" on Amazon.
https://amzn.to/3aGQj4N

Check out the Forbes piece Sheree wrote.
https://bit.ly/32Uc4ts

Read the article Tristan referenced in his pre-show tip.
https://bit.ly/2R5gdrN</description>
      <pubDate>Tue, 27 Apr 2021 11:19:00 -0000</pubDate>
      <itunes:title>Diversity, Equity and Inclusion around the Globe (w/ Sheree Atcheson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>386</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/de2cfd98-a74c-11eb-a118-dfea23d54452/image/SA_gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach talks a bit about Basecamp's announcement and the reality of the workplace, then sits down with Sheree Atcheson, a multi-award winning global diversity, equity &amp; inclusion leader, keynote speaker and published author, to discuss the current state of Global DEI and the future of the industry around the world.

Check out Sheree's website.
https://bit.ly/3xqlyuA

Interested in connecting with Sheree? She's on LinkedIn, Twitter and Instagram.
https://bit.ly/3excBa9
https://bit.ly/3gHvh9S
https://bit.ly/3aFC5ks

Find out more about Sheree's book "Demanding More: Why Diversity and Inclusion Don't Happen and What You Can Do About It" on Amazon.
https://amzn.to/3aGQj4N

Check out the Forbes piece Sheree wrote.
https://bit.ly/32Uc4ts

Read the article Tristan referenced in his pre-show tip.
https://bit.ly/2R5gdrN</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach talks a bit about Basecamp's announcement and the reality of the workplace, then sits down with <a href="https://bit.ly/3excBa9">Sheree Atcheson</a>, a multi-award winning global diversity, equity &amp; inclusion leader, keynote speaker and published author, to discuss the current state of Global DEI and the future of the industry around the world.</p><p><br></p><p>Check out <a href="https://bit.ly/3xqlyuA">Sheree's website</a>.</p><p>https://bit.ly/3xqlyuA</p><p><br></p><p>Interested in connecting with Sheree? She's on <a href="https://bit.ly/3excBa9">LinkedIn</a>, <a href="https://bit.ly/3gHvh9S">Twitter</a> and <a href="https://bit.ly/3aFC5ks">Instagram</a>.</p><p>https://bit.ly/3excBa9</p><p>https://bit.ly/3gHvh9S</p><p>https://bit.ly/3aFC5ks</p><p><br></p><p>Find out more about <a href="https://amzn.to/3aGQj4N">Sheree's book</a> "Demanding More: Why Diversity and Inclusion Don't Happen and What You Can Do About It" on Amazon.</p><p>https://amzn.to/3aGQj4N</p><p><br></p><p>Check out <a href="https://bit.ly/32Uc4ts">the Forbes piece Sheree wrote</a>.</p><p>https://bit.ly/32Uc4ts</p><p><br></p><p>Read <a href="https://bit.ly/2R5gdrN">the article Tristan referenced</a> in his pre-show tip.</p><p>https://bit.ly/2R5gdrN</p>]]>
      </content:encoded>
      <itunes:duration>2406</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[de2cfd98-a74c-11eb-a118-dfea23d54452]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7103539428.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Creating Content on LinkedIn (Pt. 1)</title>
      <description>Tristan Layfield takes the first step in a series of dives into creating content on LinkedIn. One of the biggest hurdles for a lot of people is developing content on the platform, let alone content that drives engagement. Listen to the full tip to learn about whitespace and what Tristan considers to be the four main categories of content creators.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Fri, 23 Apr 2021 10:14:31 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Creating Content on LinkedIn (Pt. 1)</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>385</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d422cd3c-a41d-11eb-b633-2b0e91ebe50e/image/LinkedIn_Content.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield takes the first step in a series of dives into creating content on LinkedIn. One of the biggest hurdles for a lot of people is developing content on the platform, let alone content that drives engagement. Listen to the full tip to learn about whitespace and what Tristan considers to be the four main categories of content creators.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="Tristan%20Layfield">Tristan Layfield</a> takes the first step in a series of dives into creating content on LinkedIn. One of the biggest hurdles for a lot of people is developing content on the platform, let alone content that drives engagement. Listen to the full tip to learn about whitespace and what Tristan considers to be the four main categories of content creators.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p><a href="http://bit.ly/tapintristan">http://bit.ly/tapintristan</a></p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p><a href="http://bit.ly/31HFzND">http://bit.ly/31HFzND</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p>]]>
      </content:encoded>
      <itunes:duration>393</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d422cd3c-a41d-11eb-b633-2b0e91ebe50e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6673839771.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>George Floyd, Ma'Khia Bryant &amp; Justice in Corporate America (w/ Zach Nunn)</title>
      <description>Zach speaks about the aftermath of the Derek Chauvin trial and the senseless murder of Ma'Khia Bryant at the hands of police. He also calls on corporate America to put an end to performative gestures and instead direct their resources towards the restructuring and dismantling of the very systems that propagate inequity and injustice across every spectrum of Black life.</description>
      <pubDate>Thu, 22 Apr 2021 09:21:43 -0000</pubDate>
      <itunes:title>George Floyd, Ma'Khia Bryant &amp; Justice in Corporate America (w/ Zach Nunn)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>384</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a43f1164-a34d-11eb-8834-a79e627226be/image/_B__George_Floyd__1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach speaks about the aftermath of the Derek Chauvin trial and the senseless murder of Ma'Khia Bryant at the hands of police. He also calls on corporate America to put an end to performative gestures and instead direct their resources towards the restructuring and dismantling of the very systems that propagate inequity and injustice across every spectrum of Black life.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach speaks about the aftermath of the Derek Chauvin trial and the senseless murder of Ma'Khia Bryant at the hands of police. He also calls on corporate America to put an end to performative gestures and instead direct their resources towards the restructuring and dismantling of the very systems that propagate inequity and injustice across every spectrum of Black life.</p>]]>
      </content:encoded>
      <itunes:duration>1926</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a43f1164-a34d-11eb-8834-a79e627226be]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5482503711.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : DEI Consultant (w/ Dr. Nika White)</title>
      <description>Amy C. Waninger welcomes national authority and fearless advocate for diversity, equity and inclusion Dr. Nika White to See It to Be It this week. As an award-winning management and leadership consultant, keynote speaker, published author, and executive practitioner for DEI efforts across business, government, non-profit and education, Dr. White helps organizations break barriers and integrate diversity into their business frameworks. Check the links in the show notes to connect with Nika.
Dr. White's on LinkedIn, Twitter and Instagram - connect with her.
https://bit.ly/32EZeix
https://bit.ly/3gstyp2
https://bit.ly/3dBT1KD

Interested in her books? Find out more about them on Amazon.
https://amzn.to/3sFAsJM

Check out NikaWhite.com.
https://bit.ly/3enIxOj

Join our Slack community for fans of See It to Be It.
https://bit.ly/3fjBJTV</description>
      <pubDate>Wed, 21 Apr 2021 09:02:58 -0000</pubDate>
      <itunes:title>See It to Be It : DEI Consultant (w/ Dr. Nika White)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>383</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/bc964000-a287-11eb-a8c3-079ad3325c46/image/4_21_2021_C2B__2_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes national authority and fearless advocate for diversity, equity and inclusion Dr. Nika White to See It to Be It this week. As an award-winning management and leadership consultant, keynote speaker, published author, and executive practitioner for DEI efforts across business, government, non-profit and education, Dr. White helps organizations break barriers and integrate diversity into their business frameworks. Check the links in the show notes to connect with Nika.
Dr. White's on LinkedIn, Twitter and Instagram - connect with her.
https://bit.ly/32EZeix
https://bit.ly/3gstyp2
https://bit.ly/3dBT1KD

Interested in her books? Find out more about them on Amazon.
https://amzn.to/3sFAsJM

Check out NikaWhite.com.
https://bit.ly/3enIxOj

Join our Slack community for fans of See It to Be It.
https://bit.ly/3fjBJTV</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes national authority and fearless advocate for diversity, equity and inclusion <a href="https://bit.ly/32EZeix">Dr. Nika White</a> to See It to Be It this week. As an award-winning management and leadership consultant, keynote speaker, published author, and executive practitioner for DEI efforts across business, government, non-profit and education, Dr. White helps organizations break barriers and integrate diversity into their business frameworks. Check the links in the show notes to connect with Nika.</p><p>Dr. White's on <a href="https://bit.ly/32EZeix">LinkedIn</a>, <a href="https://bit.ly/3gstyp2">Twitter</a> and <a href="https://bit.ly/3dBT1KD">Instagram</a> - connect with her.</p><p>https://bit.ly/32EZeix</p><p>https://bit.ly/3gstyp2</p><p>https://bit.ly/3dBT1KD</p><p><br></p><p>Interested in her books? Find out more about them on <a href="https://amzn.to/3sFAsJM">Amazon</a>.</p><p>https://amzn.to/3sFAsJM</p><p><br></p><p>Check out <a href="NikaWhite.com">NikaWhite.com</a>.</p><p>https://bit.ly/3enIxOj</p><p><br></p><p>Join <a href="https://bit.ly/3fjBJTV">our Slack community</a> for fans of See It to Be It.</p><p>https://bit.ly/3fjBJTV</p>]]>
      </content:encoded>
      <itunes:duration>2558</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[bc964000-a287-11eb-a8c3-079ad3325c46]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1673470889.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>George Floyd &amp; Tech While Black @ Unqork (w/ Damilola O. &amp; David Fadairo)</title>
      <description>Zach welcomes Unqork employees Damilola O. &amp; David Fadairo to the show this week on Real Talk Tuesday. Unqork is a completely visual, no-code application platform that helps large enterprises build complex custom software faster, with higher quality and lower costs than traditional approaches. Click the links in the show notes to connect with Dami and David and/or to find out more about Unqork!
Dami and David are both on LinkedIn - connect with them if you're interested.
https://bit.ly/3ekJNS2
https://bit.ly/32wUWd2
Want to find out more about Unqork? Check out their website.
https://bit.ly/3aq7szw
You can learn more about Arika Pierce on The Millennial Boardroom.
https://bit.ly/2QCWq2P</description>
      <pubDate>Tue, 20 Apr 2021 10:59:28 -0000</pubDate>
      <itunes:title>George Floyd &amp; Tech While Black @ Unqork (w/ Damilola O. &amp; David Fadairo)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>382</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4dd55ad4-a1c9-11eb-b6f0-3bd4b7cf16a2/image/unqorkk__1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Unqork employees Damilola O. &amp; David Fadairo to the show this week on Real Talk Tuesday. Unqork is a completely visual, no-code application platform that helps large enterprises build complex custom software faster, with higher quality and lower costs than traditional approaches. Click the links in the show notes to connect with Dami and David and/or to find out more about Unqork!
Dami and David are both on LinkedIn - connect with them if you're interested.
https://bit.ly/3ekJNS2
https://bit.ly/32wUWd2
Want to find out more about Unqork? Check out their website.
https://bit.ly/3aq7szw
You can learn more about Arika Pierce on The Millennial Boardroom.
https://bit.ly/2QCWq2P</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes Unqork employees <a href="https://bit.ly/3ekJNS2">Damilola O. </a>&amp; <a href="https://bit.ly/32wUWd2">David Fadairo</a> to the show this week on Real Talk Tuesday. Unqork is a completely visual, no-code application platform that helps large enterprises build complex custom software faster, with higher quality and lower costs than traditional approaches. Click the links in the show notes to connect with Dami and David and/or to find out more about Unqork!</p><p><a href="https://bit.ly/3ekJNS2">Dami</a> and <a href="https://bit.ly/32wUWd2">David</a> are both on LinkedIn - connect with them if you're interested.</p><p><a href="https://bit.ly/3ekJNS2">https://bit.ly/3ekJNS2</a></p><p><a href="https://bit.ly/32wUWd2">https://bit.ly/32wUWd2</a></p><p>Want to find out more about Unqork? Check out <a href="https://bit.ly/3aq7szw">their website</a>.</p><p><a href="https://bit.ly/3aq7szw">https://bit.ly/3aq7szw</a></p><p>You can learn more about Arika Pierce on <a href="https://bit.ly/2QCWq2P">The Millennial Boardroom</a>.</p><p><a href="https://bit.ly/2QCWq2P">https://bit.ly/2QCWq2P</a></p>]]>
      </content:encoded>
      <itunes:duration>4020</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4dd55ad4-a1c9-11eb-b6f0-3bd4b7cf16a2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9790839166.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In w/ Tristan : How Recruiters Find You on LinkedIn</title>
      <description>Tristan Layfield discusses how recruiters find you on LinkedIn. We're told that recruiters and hiring managers can find you on the platform, but we are never really told HOW they find you. Tristan lays out several ways on this episode - listen to the full show to hear all six! 
Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 15 Apr 2021 10:00:54 -0000</pubDate>
      <itunes:title>TAP In w/ Tristan : How Recruiters Find You on LinkedIn</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>381</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/97b8dff8-9dd3-11eb-97f0-c76b9dac80b2/image/RL.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield discusses how recruiters find you on LinkedIn. We're told that recruiters and hiring managers can find you on the platform, but we are never really told HOW they find you. Tristan lays out several ways on this episode - listen to the full show to hear all six! 
Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses how recruiters find you on LinkedIn. We're told that recruiters and hiring managers can find you on the platform, but we are never really told HOW they find you. Tristan lays out several ways on this episode - listen to the full show to hear all six! </p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p><a href="http://bit.ly/tapintristan">http://bit.ly/tapintristan</a></p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p><a href="http://bit.ly/31HFzND">http://bit.ly/31HFzND</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p>]]>
      </content:encoded>
      <itunes:duration>373</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[97b8dff8-9dd3-11eb-97f0-c76b9dac80b2]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5816463916.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Career Coach (w/ Julia Rock)</title>
      <description>Amy C. Waninger welcomes Rock Career Development owner Julia C. Rock to the show on this week's See It to Be It. Rock Career Development is a career solutions firm that helps ambitious Black and POC professionals break through career plateaus to earn more income and secure fulfilling job opportunities where they can truly thrive and achieve their career potential. Julia is a career and leadership development expert, and through her signature coaching methods, clients are able to secure dream positions while earning their worth and then some. As always, check the links in the show notes to connect with Julia!

Find out more about Julia's company, Rock Career Development, on their website.
https://bit.ly/3wW6jcI

Connect with Julia on LinkedIn, Twitter and Instagram.
https://bit.ly/3siW9PA
https://bit.ly/3sizDGA
https://bit.ly/3djcxf0

Join our Slack community for fans of See It to Be It.
https://bit.ly/3fjBJTV</description>
      <pubDate>Wed, 14 Apr 2021 11:44:46 -0000</pubDate>
      <itunes:title>See It to Be It : Career Coach (w/ Julia Rock)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>380</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6ee694be-9d18-11eb-bb9e-ef55b5bbfdca/image/C2B_Julia.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Rock Career Development owner Julia C. Rock to the show on this week's See It to Be It. Rock Career Development is a career solutions firm that helps ambitious Black and POC professionals break through career plateaus to earn more income and secure fulfilling job opportunities where they can truly thrive and achieve their career potential. Julia is a career and leadership development expert, and through her signature coaching methods, clients are able to secure dream positions while earning their worth and then some. As always, check the links in the show notes to connect with Julia!

Find out more about Julia's company, Rock Career Development, on their website.
https://bit.ly/3wW6jcI

Connect with Julia on LinkedIn, Twitter and Instagram.
https://bit.ly/3siW9PA
https://bit.ly/3sizDGA
https://bit.ly/3djcxf0

Join our Slack community for fans of See It to Be It.
https://bit.ly/3fjBJTV</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes Rock Career Development owner <a href="https://bit.ly/3siW9PA">Julia C. Rock</a> to the show on this week's See It to Be It. Rock Career Development is a career solutions firm that helps ambitious Black and POC professionals break through career plateaus to earn more income and secure fulfilling job opportunities where they can truly thrive and achieve their career potential. Julia is a career and leadership development expert, and through her signature coaching methods, clients are able to secure dream positions while earning their worth and then some. As always, check the links in the show notes to connect with Julia!</p><p><br></p><p>Find out more about Julia's company, Rock Career Development, on <a href="https://bit.ly/3wW6jcI">their website</a>.</p><p>https://bit.ly/3wW6jcI</p><p><br></p><p>Connect with Julia on <a href="https://bit.ly/3siW9PA">LinkedIn</a>, <a href="https://bit.ly/3sizDGA">Twitter</a> and <a href="https://bit.ly/3djcxf0">Instagram</a>.</p><p>https://bit.ly/3siW9PA</p><p>https://bit.ly/3sizDGA</p><p>https://bit.ly/3djcxf0</p><p><br></p><p>Join <a href="https://bit.ly/3fjBJTV">our Slack community</a> for fans of See It to Be It.</p><p>https://bit.ly/3fjBJTV</p>]]>
      </content:encoded>
      <itunes:duration>2259</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6ee694be-9d18-11eb-bb9e-ef55b5bbfdca]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7244474213.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Daunte Wright, Corporate America, &amp; Black Anger (w/ Zach Nunn)</title>
      <description>Our founder Zach Nunn hosts this sobering solo episode of Real Talk Tuesday, recorded the day after Daunte Wright was brutalized and murdered at the hands of the state. He talks about how ever-present and oppressive white supremacy is and challenges organizations and leaders alike to take actionable steps to deconstruct these harm-perpetuating systems.

If you'd like, you can donate to the GoFundMe Daunte's family are running here.
https://bit.ly/3s8daMs</description>
      <pubDate>Tue, 13 Apr 2021 09:27:00 -0000</pubDate>
      <itunes:title>Daunte Wright, Corporate America, &amp; Black Anger (w/ Zach Nunn)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>379</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/57764d00-9c3d-11eb-af55-4f92e428114f/image/Daunte__3_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Our founder Zach Nunn hosts this sobering solo episode of Real Talk Tuesday, recorded the day after Daunte Wright was brutalized and murdered at the hands of the state. He talks about how ever-present and oppressive white supremacy is and challenges organizations and leaders alike to take actionable steps to deconstruct these harm-perpetuating systems.

If you'd like, you can donate to the GoFundMe Daunte's family are running here.
https://bit.ly/3s8daMs</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Our founder Zach Nunn hosts this sobering solo episode of Real Talk Tuesday, recorded the day after Daunte Wright was brutalized and murdered at the hands of the state. He talks about how ever-present and oppressive white supremacy is and challenges organizations and leaders alike to take actionable steps to deconstruct these harm-perpetuating systems.</p><p><br></p><p>If you'd like, you can donate to the GoFundMe Daunte's family are running <a href="https://bit.ly/3s8daMs">here</a>.</p><p>https://bit.ly/3s8daMs</p>]]>
      </content:encoded>
      <itunes:duration>1267</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[57764d00-9c3d-11eb-af55-4f92e428114f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1200800825.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Liberated Love Notes : Trailer (w/ Brittany Janay)</title>
      <description>Zach welcomes Brittany Janay to the Living Corporate family on today's special episode announcing Brittany's new podcast series, Liberated Love Notes. Liberated Love Notes™ is a starting point for integrating self and community affirmations into your daily practices that will center the experiences of Black folks existing in white systems and speak to overcoming imposter syndrome, disrupting injected &amp; internalized forms of oppression, embodying an abundance mindset and building a healthy racial identity. Look forward to the first episode dropping!

You can connect with Brittany on LinkedIn and Twitter.
http://bit.ly/2Wmveq6
https://bit.ly/2QcqUZk

Check out her personal website.
https://bit.ly/3g4WgMu</description>
      <pubDate>Mon, 12 Apr 2021 10:57:00 -0000</pubDate>
      <itunes:title>Liberated Love Notes : Trailer (w/ Brittany Janay)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>378</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/adbf149c-9b81-11eb-b53b-9fc25663b2ed/image/LLN.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Brittany Janay to the Living Corporate family on today's special episode announcing Brittany's new podcast series, Liberated Love Notes. Liberated Love Notes™ is a starting point for integrating self and community affirmations into your daily practices that will center the experiences of Black folks existing in white systems and speak to overcoming imposter syndrome, disrupting injected &amp; internalized forms of oppression, embodying an abundance mindset and building a healthy racial identity. Look forward to the first episode dropping!

You can connect with Brittany on LinkedIn and Twitter.
http://bit.ly/2Wmveq6
https://bit.ly/2QcqUZk

Check out her personal website.
https://bit.ly/3g4WgMu</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="http://bit.ly/2Wmveq6">Brittany Janay</a> to the Living Corporate family on today's special episode announcing Brittany's new podcast series, Liberated Love Notes. Liberated Love Notes™ is a starting point for integrating self and community affirmations into your daily practices that will center the experiences of Black folks existing in white systems and speak to overcoming imposter syndrome, disrupting injected &amp; internalized forms of oppression, embodying an abundance mindset and building a healthy racial identity. Look forward to the first episode dropping!</p><p><br></p><p>You can connect with Brittany on <a href="http://bit.ly/2Wmveq6">LinkedIn</a> and <a href="https://bit.ly/2QcqUZk">Twitter</a>.</p><p>http://bit.ly/2Wmveq6</p><p>https://bit.ly/2QcqUZk</p><p><br></p><p>Check out <a href="https://bit.ly/3g4WgMu">her personal website</a>.</p><p>https://bit.ly/3g4WgMu</p>]]>
      </content:encoded>
      <itunes:duration>1774</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[adbf149c-9b81-11eb-b53b-9fc25663b2ed]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2864199636.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : New LinkedIn Features</title>
      <description>Tristan Layfield discusses a few new features that LinkedIn has recently added. These updates significantly shift the focus to the content you're posting to the platform to help build your audience and expand your reach, so brush up on them and maximize your platform presence!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 08 Apr 2021 08:27:23 -0000</pubDate>
      <itunes:title>TAP In with Tristan : New LinkedIn Features</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>377</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/272af020-9845-11eb-bd48-6f9cbe29300c/image/NLF.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield discusses a few new features that LinkedIn has recently added. These updates significantly shift the focus to the content you're posting to the platform to help build your audience and expand your reach, so brush up on them and maximize your platform presence!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses a few new features that LinkedIn has recently added. These updates significantly shift the focus to the content you're posting to the platform to help build your audience and expand your reach, so brush up on them and maximize your platform presence!</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p><a href="http://bit.ly/tapintristan">http://bit.ly/tapintristan</a></p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p><a href="http://bit.ly/31HFzND">http://bit.ly/31HFzND</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p>]]>
      </content:encoded>
      <itunes:duration>444</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[272af020-9845-11eb-bd48-6f9cbe29300c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3700550169.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : IT Consultant &amp; Business Owner (w/ Mariyah Saifuddin)</title>
      <description>Amy C. Waninger welcomes Innovative Solution Partners co-founder and president Mariyah Saifuddin to the show on this week's See It to Be It. Mariyah serves on the Board of Directors for the NAWBO Greater Detroit Chapter and is an alum of the Goldman Sachs 10,000 Small Businesses Program and the WBENC-IBM Executive Education Program at Tuck. Check the links in the show notes to connect with Mariyah &amp; find out more about Innovative Solution Partners.
Find out more about Mariyah's company, Innovative Solution Partners, on their website.
Connect with Mariyah on LinkedIn and Twitter.
Join our Slack community for fans of See It to Be It.</description>
      <pubDate>Wed, 07 Apr 2021 09:55:46 -0000</pubDate>
      <itunes:title>See It to Be It : IT Consultant &amp; Business Owner (w/ Mariyah Saifuddin)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>376</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ed93f62e-9789-11eb-bb7f-47406c399449/image/Mariyah.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Innovative Solution Partners co-founder and president Mariyah Saifuddin to the show on this week's See It to Be It. Mariyah serves on the Board of Directors for the NAWBO Greater Detroit Chapter and is an alum of the Goldman Sachs 10,000 Small Businesses Program and the WBENC-IBM Executive Education Program at Tuck. Check the links in the show notes to connect with Mariyah &amp; find out more about Innovative Solution Partners.
Find out more about Mariyah's company, Innovative Solution Partners, on their website.
Connect with Mariyah on LinkedIn and Twitter.
Join our Slack community for fans of See It to Be It.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes Innovative Solution Partners co-founder and president <a href="https://bit.ly/3uxHRMu">Mariyah Saifuddin</a> to the show on this week's See It to Be It. Mariyah serves on the Board of Directors for the NAWBO Greater Detroit Chapter and is an alum of the Goldman Sachs 10,000 Small Businesses Program and the WBENC-IBM Executive Education Program at Tuck. Check the links in the show notes to connect with Mariyah &amp; find out more about Innovative Solution Partners.</p><p>Find out more about Mariyah's company, <a href="https://bit.ly/3ta7ItC">Innovative Solution Partners</a>, on their website.</p><p>Connect with Mariyah on <a href="https://bit.ly/3uxHRMu">LinkedIn</a> and <a href="https://bit.ly/2PXK0lP">Twitter</a>.</p><p><a href="https://bit.ly/3fjBJTV">Join</a> our Slack community for fans of See It to Be It.</p>]]>
      </content:encoded>
      <itunes:duration>2140</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ed93f62e-9789-11eb-bb7f-47406c399449]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL2761750533.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Racism In the Ivory, COVID-19 and Liberation (w/ Dr. Uché Blackstock)</title>
      <description>Zach sits down with Dr. Uché Blackstock, founder and CEO of Advancing Health Equity, to talk about racism in the Ivory, the COVID19 Vaccine, and the ways organizations need to prioritize vaccine accessibility for Black and brown people.
Connect with Dr. Blackstock on LinkedIn and Twitter.
https://bit.ly/3unGwYI
https://bit.ly/3rYjLZD
Read Dr. Blackstock's piece Zach mentioned in the show, "Why Black doctors like me are leaving faculty positions in academic medical centers."
https://bit.ly/2Q3ratm
Find out where you can get vaccinated and when using the CDC's VaccineFinder tool.
https://bit.ly/3dBJUsn</description>
      <pubDate>Tue, 06 Apr 2021 09:21:00 -0000</pubDate>
      <itunes:title>Racism In the Ivory, COVID-19 and Liberation (w/ Dr. Uché Blackstock)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>375</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/24b57dc6-96c2-11eb-8497-dfca4147707f/image/Founder___CEO___Advancing_Health_Equity.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Uché Blackstock, founder and CEO of Advancing Health Equity, to talk about racism in the Ivory, the COVID19 Vaccine, and the ways organizations need to prioritize vaccine accessibility for Black and brown people.
Connect with Dr. Blackstock on LinkedIn and Twitter.
https://bit.ly/3unGwYI
https://bit.ly/3rYjLZD
Read Dr. Blackstock's piece Zach mentioned in the show, "Why Black doctors like me are leaving faculty positions in academic medical centers."
https://bit.ly/2Q3ratm
Find out where you can get vaccinated and when using the CDC's VaccineFinder tool.
https://bit.ly/3dBJUsn</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with<a href="https://bit.ly/3unGwYI"> Dr. Uché Blackstock</a>, founder and CEO of Advancing Health Equity, to talk about racism in the Ivory, the COVID19 Vaccine, and the ways organizations need to prioritize vaccine accessibility for Black and brown people.</p><p>Connect with Dr. Blackstock on <a href="https://bit.ly/3unGwYI">LinkedIn</a> and <a href="https://bit.ly/3rYjLZD">Twitter</a>.</p><p>https://bit.ly/3unGwYI</p><p>https://bit.ly/3rYjLZD</p><p>Read Dr. Blackstock's piece Zach mentioned in the show, "<a href="https://bit.ly/2Q3ratm">Why Black doctors like me are leaving faculty positions in academic medical centers</a>."</p><p>https://bit.ly/2Q3ratm</p><p>Find out where you can get vaccinated and when using the <a href="https://bit.ly/3dBJUsn">CDC's VaccineFinder</a> tool.</p><p>https://bit.ly/3dBJUsn</p>]]>
      </content:encoded>
      <itunes:duration>2542</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[24b57dc6-96c2-11eb-8497-dfca4147707f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9718711854.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Marketing (w/ Jamar Jones)</title>
      <description>Amy C. Waninger welcomes Foureva Media owner Jamar Jones to the show on this week's See It to Be It. Jamar is a video marketing, branding and marketing architect, speaker, motivator, creator, gamer, and comic book enthusiast. Connect with him on LinkedIn via the show notes below!
You can connect with Jamar on LinkedIn.
Check out Foureva Media's website.</description>
      <pubDate>Sat, 03 Apr 2021 09:42:10 -0000</pubDate>
      <itunes:title>See It to Be It : Marketing (w/ Jamar Jones)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>374</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6209d06a-9464-11eb-b46b-b3d01339f464/image/Jamar_gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Foureva Media owner Jamar Jones to the show on this week's See It to Be It. Jamar is a video marketing, branding and marketing architect, speaker, motivator, creator, gamer, and comic book enthusiast. Connect with him on LinkedIn via the show notes below!
You can connect with Jamar on LinkedIn.
Check out Foureva Media's website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes Foureva Media owner <a href="https://bit.ly/3ducKeb">Jamar Jones</a> to the show on this week's See It to Be It. Jamar is a video marketing, branding and marketing architect, speaker, motivator, creator, gamer, and comic book enthusiast. Connect with him on LinkedIn via the show notes below!</p><p>You can connect with <a href="https://bit.ly/3ducKeb">Jamar on LinkedIn</a>.</p><p>Check out <a href="https://bit.ly/2PQ2LHO">Foureva Media's website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2588</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6209d06a-9464-11eb-b46b-b3d01339f464]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9104645957.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : 3 Things You Should Do If You Want to Pivot Your Career</title>
      <description>Tristan Layfield talks about three things you should consider doing if you're interested in pivoting your career. It takes a certain level of commitment and investment throughout the process to give you the best chance of landing that ideal role. Jot Tristan's suggestions down so you're prepared!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 01 Apr 2021 10:00:31 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Things You Should Do If You Want to Pivot Your Career</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>373</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e79e8290-92d2-11eb-9f6b-7f1b1fe81935/image/Pivot.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield talks about three things you should consider doing if you're interested in pivoting your career. It takes a certain level of commitment and investment throughout the process to give you the best chance of landing that ideal role. Jot Tristan's suggestions down so you're prepared!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about three things you should consider doing if you're interested in pivoting your career. It takes a certain level of commitment and investment throughout the process to give you the best chance of landing that ideal role. Jot Tristan's suggestions down so you're prepared!</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p><a href="http://bit.ly/tapintristan">http://bit.ly/tapintristan</a></p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p><a href="http://bit.ly/31HFzND">http://bit.ly/31HFzND</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p>]]>
      </content:encoded>
      <itunes:duration>431</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e79e8290-92d2-11eb-9f6b-7f1b1fe81935]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6429655184.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Derek Chauvin, Webflow, &amp; #BlackLivesMatter (w/ Mariah Driver)</title>
      <description>Zach sits down with Mariah Driver, head of Diversity, Equity, and Inclusion at Webflow, to talk about their journey in creating a more inclusive and equitable place to work. 

Connect with Mariah on LinkedIn and Twitter.
https://bit.ly/3frgoIk
https://bit.ly/3sAJkkB

Want to find out more about Webflow? Check out their website.
https://bit.ly/3rpOVck</description>
      <pubDate>Tue, 30 Mar 2021 10:43:17 -0000</pubDate>
      <itunes:title>Derek Chauvin, Webflow, &amp; #BlackLivesMatter (w/ Mariah Driver)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>372</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a8662156-9146-11eb-91f9-9b36977ca8ab/image/Mariah+_1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Mariah Driver, head of Diversity, Equity, and Inclusion at Webflow, to talk about their journey in creating a more inclusive and equitable place to work. 

Connect with Mariah on LinkedIn and Twitter.
https://bit.ly/3frgoIk
https://bit.ly/3sAJkkB

Want to find out more about Webflow? Check out their website.
https://bit.ly/3rpOVck</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3frgoIk">Mariah Driver</a>, head of Diversity, Equity, and Inclusion at Webflow, to talk about their journey in creating a more inclusive and equitable place to work. </p><p><br></p><p>Connect with Mariah on <a href="https://bit.ly/3frgoIk">LinkedIn</a> and <a href="https://bit.ly/3sAJkkB">Twitter</a>.</p><p><a href="https://bit.ly/3frgoIk">https://bit.ly/3frgoIk</a></p><p><a href="https://bit.ly/3sAJkkB">https://bit.ly/3sAJkkB</a></p><p><br></p><p>Want to find out more about Webflow? Check out <a href="https://bit.ly/3rpOVck">their website</a>.</p><p><a href="https://bit.ly/3rpOVck">https://bit.ly/3rpOVck</a></p>]]>
      </content:encoded>
      <itunes:duration>4039</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a8662156-9146-11eb-91f9-9b36977ca8ab]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1608895631.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Career Coach (w/ Tiffany Waddell Tate)</title>
      <description>Amy C. Waninger welcomes Career Maven Consulting founder and CEO Tiffany Waddell Tate to the show on this week's See It to Be It. Tiffany helps individuals and companies reimagine the future of work through coaching, digital education, and training &amp; development for organizations and teams. She is a master in coaching professionals to learn, lead, and grow at work while being true to their authentic selves and building their personal brand. Check the links in the show notes to learn more about Career Maven Consulting and to connect with Tiffany!

Find out more about Tiffany's company, Career Maven Consulting, on their website.
https://bit.ly/2NYt7XF

Connect with Tiffany on LinkedIn, Twitter and Instagram.
https://bit.ly/3ktnPOb
https://bit.ly/3fqO0FY
https://bit.ly/39lq5UF

Join our Slack community for fans of See It to Be It.
https://bit.ly/3fjBJTV

&lt;a href="https://www.w3schools.com/"&gt;Test!&lt;/a&gt;</description>
      <pubDate>Sat, 27 Mar 2021 09:22:00 -0000</pubDate>
      <itunes:title>See It to Be It : Career Coach (w/ Tiffany Waddell Tate)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>371</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6c959f38-8ee1-11eb-a141-bf3a41d4d055/image/Tiffany.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Career Maven Consulting founder and CEO Tiffany Waddell Tate to the show on this week's See It to Be It. Tiffany helps individuals and companies reimagine the future of work through coaching, digital education, and training &amp; development for organizations and teams. She is a master in coaching professionals to learn, lead, and grow at work while being true to their authentic selves and building their personal brand. Check the links in the show notes to learn more about Career Maven Consulting and to connect with Tiffany!

Find out more about Tiffany's company, Career Maven Consulting, on their website.
https://bit.ly/2NYt7XF

Connect with Tiffany on LinkedIn, Twitter and Instagram.
https://bit.ly/3ktnPOb
https://bit.ly/3fqO0FY
https://bit.ly/39lq5UF

Join our Slack community for fans of See It to Be It.
https://bit.ly/3fjBJTV

&lt;a href="https://www.w3schools.com/"&gt;Test!&lt;/a&gt;</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes Career Maven Consulting founder and CEO <a href="https://bit.ly/3ktnPOb">Tiffany Waddell Tate</a> to the show on this week's See It to Be It. Tiffany helps individuals and companies reimagine the future of work through coaching, digital education, and training &amp; development for organizations and teams. She is a master in coaching professionals to learn, lead, and grow at work while being true to their authentic selves and building their personal brand. Check the links in the show notes to learn more about Career Maven Consulting and to connect with Tiffany!</p><p><br></p><p>Find out more about Tiffany's company, <a href="https://bit.ly/2NYt7XF">Career Maven Consulting</a>, on their website.</p><p><a href="https://bit.ly/2NYt7XF">https://bit.ly/2NYt7XF</a></p><p><br></p><p>Connect with Tiffany on <a href="https://bit.ly/3ktnPOb">LinkedIn</a>, <a href="https://bit.ly/3fqO0FY">Twitter</a> and <a href="https://bit.ly/39lq5UF">Instagram</a>.</p><p><a href="https://bit.ly/3ktnPOb">https://bit.ly/3ktnPOb</a></p><p><a href="https://bit.ly/3fqO0FY">https://bit.ly/3fqO0FY</a></p><p><a href="https://bit.ly/39lq5UF">https://bit.ly/39lq5UF</a></p><p><br></p><p>Join <a href="https://bit.ly/3fjBJTV">our Slack community</a> for fans of See It to Be It.</p><p><a href="https://bit.ly/3fjBJTV">https://bit.ly/3fjBJTV</a></p><p><br></p><p>&lt;a href="https://www.w3schools.com/"&gt;Test!&lt;/a&gt;</p>]]>
      </content:encoded>
      <itunes:duration>2405</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6c959f38-8ee1-11eb-a141-bf3a41d4d055]]></guid>
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    </item>
    <item>
      <title>TAP In with Tristan : 3 Things to Make Yourself Competitive</title>
      <description>Tristan Layfield talks about a few things you can do to make yourself competitive during your job search, especially if you've been laid off or furloughed. With the job market constantly in flux thanks to the pandemic, we have to be diligent about making ourselves stand out from the crowd to give ourselves a chance at landing the job we want.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 25 Mar 2021 10:31:51 -0000</pubDate>
      <itunes:title>TAP In with Tristan : 3 Things to Make Yourself Competitive</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>370</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4e1deb78-8d56-11eb-a7e3-030de96911f1/image/comp.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield talks about a few things you can do to make yourself competitive during your job search, especially if you've been laid off or furloughed. With the job market constantly in flux thanks to the pandemic, we have to be diligent about making ourselves stand out from the crowd to give ourselves a chance at landing the job we want.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about a few things you can do to make yourself competitive during your job search, especially if you've been laid off or furloughed. With the job market constantly in flux thanks to the pandemic, we have to be diligent about making ourselves stand out from the crowd to give ourselves a chance at landing the job we want.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p><a href="http://bit.ly/tapintristan">http://bit.ly/tapintristan</a></p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p><a href="http://bit.ly/31HFzND">http://bit.ly/31HFzND</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p>]]>
      </content:encoded>
      <itunes:duration>448</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4e1deb78-8d56-11eb-a7e3-030de96911f1]]></guid>
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    </item>
    <item>
      <title>Dropbox and #BlackLivesMatter #StopAsianHate (w/ Danny Guillory)</title>
      <description>Zach sits down with Danny Guillory, Head of Diversity, Equity and Inclusion at Dropbox, about Dropbox's journey to be a more equitable and inclusive place to work. Check the links in the show notes to find out more about Dropbox's recruiting efforts!

Click here to learn more about Dropbox's recruiting efforts.
http://bit.ly/3lFMCAs

You can connect with Dropbox on LinkedIn.
https://bit.ly/2PhhTOi</description>
      <pubDate>Tue, 23 Mar 2021 10:57:30 -0000</pubDate>
      <itunes:title>Dropbox and #BlackLivesMatter #StopAsianHate (w/ Danny Guillory)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>369</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3009dae6-8bc8-11eb-8430-77ac0ee68fd3/image/Danny.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Danny Guillory, Head of Diversity, Equity and Inclusion at Dropbox, about Dropbox's journey to be a more equitable and inclusive place to work. Check the links in the show notes to find out more about Dropbox's recruiting efforts!

Click here to learn more about Dropbox's recruiting efforts.
http://bit.ly/3lFMCAs

You can connect with Dropbox on LinkedIn.
https://bit.ly/2PhhTOi</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Danny Guillory, Head of Diversity, Equity and Inclusion at Dropbox, about Dropbox's journey to be a more equitable and inclusive place to work. Check the links in the show notes to find out more about Dropbox's recruiting efforts!</p><p><br></p><p>Click <a href="http://bit.ly/3lFMCAs">here</a> to learn more about Dropbox's recruiting efforts.</p><p><a href="http://bit.ly/3lFMCAs">http://bit.ly/3lFMCAs</a></p><p><br></p><p>You can connect with <a href="https://bit.ly/2PhhTOi">Dropbox on LinkedIn</a>.</p><p><a href="https://bit.ly/2PhhTOi">https://bit.ly/2PhhTOi</a></p>]]>
      </content:encoded>
      <itunes:duration>3143</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3009dae6-8bc8-11eb-8430-77ac0ee68fd3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL3048367084.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Chief Medical Officer (w/ Jhonatan Bringas Dimitriades)</title>
      <description>Amy C. Waninger welcomes Corsano Health B.V. chief medical officer Jhonatan Bringas Dimitriades to the show on this week's See It to Be It. Dr. Bringas Dimitriades, also a certified occupational physician, believes in the digitalization and democratization of healthcare through new modalities in diagnostics, prevention and treatment. Check the show notes to connect with him!
You can connect with Dr. Bringas Dimitriades on LinkedIn.
https://bit.ly/3eZ89TG</description>
      <pubDate>Sat, 20 Mar 2021 09:26:00 -0000</pubDate>
      <itunes:title>See It to Be It : Chief Medical Officer (w/ Jhonatan Bringas Dimitriades)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:episode>368</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4dc31bd8-8961-11eb-8e29-6bf4ddcfe47f/image/DEMETRIADES.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Corsano Health B.V. chief medical officer Jhonatan Bringas Dimitriades to the show on this week's See It to Be It. Dr. Bringas Dimitriades, also a certified occupational physician, believes in the digitalization and democratization of healthcare through new modalities in diagnostics, prevention and treatment. Check the show notes to connect with him!
You can connect with Dr. Bringas Dimitriades on LinkedIn.
https://bit.ly/3eZ89TG</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes Corsano Health B.V. chief medical officer <a href="https://bit.ly/3eZ89TG">Jhonatan Bringas Dimitriades</a> to the show on this week's See It to Be It. Dr. Bringas Dimitriades, also a certified occupational physician, believes in the digitalization and democratization of healthcare through new modalities in diagnostics, prevention and treatment. Check the show notes to connect with him!</p><p>You can connect with Dr. Bringas Dimitriades on <a href="https://bit.ly/3eZ89TG">LinkedIn</a>.</p><p><a href="https://bit.ly/3eZ89TG">https://bit.ly/3eZ89TG</a></p>]]>
      </content:encoded>
      <itunes:duration>2231</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4dc31bd8-8961-11eb-8e29-6bf4ddcfe47f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4541996281.mp3?updated=1616261689" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Supporting Women in the Workplace</title>
      <description>Tristan Layfield discusses how men can help support their counterparts in the workplace on today's TAP In. Remember, the fight against gender inequality in the workplace doesn't just happen on one day throughout the year. We should constantly be assessing where we currently are, addressing the issues, and identifying how we can improve our workplaces to ensure we create an environment where women are represented, supported, and can succeed.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 18 Mar 2021 08:53:37 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Supporting Women in the Workplace</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>367</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/60e1b7aa-87c8-11eb-81fa-3f69f33919d0/image/supportingw.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield discusses how men can help support their counterparts in the workplace on today's TAP In. Remember, the fight against gender inequality in the workplace doesn't just happen on one day throughout the year. We should constantly be assessing where we currently are, addressing the issues, and identifying how we can improve our workplaces to ensure we create an environment where women are represented, supported, and can succeed.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses how men can help support their counterparts in the workplace on today's TAP In. Remember, the fight against gender inequality in the workplace doesn't just happen on one day throughout the year. We should constantly be assessing where we currently are, addressing the issues, and identifying how we can improve our workplaces to ensure we create an environment where women are represented, supported, and can succeed.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p><a href="http://bit.ly/tapintristan">http://bit.ly/tapintristan</a></p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p><a href="http://bit.ly/31HFzND">http://bit.ly/31HFzND</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p>]]>
      </content:encoded>
      <itunes:duration>438</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[60e1b7aa-87c8-11eb-81fa-3f69f33919d0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9115776084.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Creativity, Equity and Career Management (w/ Rich Jones)</title>
      <description>Zach sits down again with his friend Rich Jones of Paychecks &amp; Balances to talk about 2021, Black creativity and career management.
You can network with Rich on LinkedIn, Twitter, and Instagram.
Watch him on YouTube.
Check out the Paychecks &amp; Balances website by clicking here. They're also on Twitter and Instagram.</description>
      <pubDate>Tue, 16 Mar 2021 09:35:48 -0000</pubDate>
      <itunes:title>Black Creativity, Equity and Career Management (w/ Rich Jones)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>366</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c63ca674-8641-11eb-af6c-cf99c0cd72ad/image/rich+2+_1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down again with his friend Rich Jones of Paychecks &amp; Balances to talk about 2021, Black creativity and career management.
You can network with Rich on LinkedIn, Twitter, and Instagram.
Watch him on YouTube.
Check out the Paychecks &amp; Balances website by clicking here. They're also on Twitter and Instagram.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down again with his friend <a href="https://www.linkedin.com/in/richjonesphr/">Rich Jones</a> of Paychecks &amp; Balances to talk about 2021, Black creativity and career management.</p><p>You can network with Rich on <a href="https://www.linkedin.com/in/richjonesphr/">LinkedIn</a>, <a href="https://twitter.com/IAmRichJones">Twitter</a>, and <a href="https://www.instagram.com/IamRichJones/">Instagram</a>.</p><p>Watch him on <a href="http://bit.ly/3bPoSqk">YouTube</a>.</p><p>Check out the Paychecks &amp; Balances website by clicking <a href="https://bit.ly/3m2t5d5">here</a>. They're also on <a href="https://twitter.com/PayBalances">Twitter</a> and <a href="https://www.instagram.com/PayBalances/">Instagram</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3586</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c63ca674-8641-11eb-af6c-cf99c0cd72ad]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7318173515.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Technologist &amp; Philanthropist (w/ Angela V. Harris)</title>
      <description>Amy C. Waninger welcomes Angela V. Harris to the show, an innovative leader and change agent who seeks to inspire a positive shift toward greater diversity and inclusion in technology. She has over 20 years of experience as an IT Professional in the healthcare, insurance, and tech industries and currently works as a Senior Product Marketing Manager at Microsoft. Learn more about Angela by clicking the links in the show notes!

Check out Angela's personal website.
http://bit.ly/38Bp3DB

You can connect with Angela on LinkedIn and Twitter.
https://bit.ly/3cqeog9
https://bit.ly/3vieAGZ

Learn more about ITSMF on their website.
http://bit.ly/2OuU19N 

Find out more about Lead at Any Level on their website.
http://bit.ly/2lPvOMM

Interested in booking a suitability call with Tristan? Find out more:
https://bit.ly/35WCQSV</description>
      <pubDate>Sat, 13 Mar 2021 09:54:52 -0000</pubDate>
      <itunes:title>See It to Be It : Technologist &amp; Philanthropist (w/ Angela V. Harris)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>365</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4a5016a6-83e7-11eb-aaa1-0b9a0f579be7/image/Angela+Harris+_1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Angela V. Harris to the show, an innovative leader and change agent who seeks to inspire a positive shift toward greater diversity and inclusion in technology. She has over 20 years of experience as an IT Professional in the healthcare, insurance, and tech industries and currently works as a Senior Product Marketing Manager at Microsoft. Learn more about Angela by clicking the links in the show notes!

Check out Angela's personal website.
http://bit.ly/38Bp3DB

You can connect with Angela on LinkedIn and Twitter.
https://bit.ly/3cqeog9
https://bit.ly/3vieAGZ

Learn more about ITSMF on their website.
http://bit.ly/2OuU19N 

Find out more about Lead at Any Level on their website.
http://bit.ly/2lPvOMM

Interested in booking a suitability call with Tristan? Find out more:
https://bit.ly/35WCQSV</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="Angela%20V.%20Harris">Angela V. Harris</a> to the show, an innovative leader and change agent who seeks to inspire a positive shift toward greater diversity and inclusion in technology. She has over 20 years of experience as an IT Professional in the healthcare, insurance, and tech industries and currently works as a Senior Product Marketing Manager at Microsoft. Learn more about Angela by clicking the links in the show notes!</p><p><br></p><p>Check out <a href="http://bit.ly/38Bp3DB">Angela's personal website</a>.</p><p><a href="http://bit.ly/38Bp3DB">http://bit.ly/38Bp3DB</a></p><p><br></p><p>You can connect with Angela on <a href="https://bit.ly/3cqeog9">LinkedIn</a> and <a href="https://bit.ly/3vieAGZ">Twitter</a>.</p><p><a href="https://bit.ly/3cqeog9">https://bit.ly/3cqeog9</a></p><p><a href="https://bit.ly/3vieAGZ">https://bit.ly/3vieAGZ</a></p><p><br></p><p>Learn more about <a href="http://bit.ly/2OuU19N">ITSMF</a> on their website.</p><p><a href="http://bit.ly/2OuU19N%C2%A0">http://bit.ly/2OuU19N </a></p><p><br></p><p>Find out more about <a href="http://bit.ly/2lPvOMM">Lead at Any Level</a> on their website.</p><p><a href="http://bit.ly/2lPvOMM">http://bit.ly/2lPvOMM</a></p><p><br></p><p>Interested in booking a <a href="https://bit.ly/35WCQSV">suitability call</a> with Tristan? Find out more:</p><p><a href="https://bit.ly/35WCQSV">https://bit.ly/35WCQSV</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2286</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4a5016a6-83e7-11eb-aaa1-0b9a0f579be7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4570883843.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Customize Your LinkedIn Connection Request</title>
      <description>Tristan Layfield discusses customizing your Linkedin connection request messages. He outlines how to tailor your requests to each person you're contacting and emphasizes the importance of taking the time to personalize your ask.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 11 Mar 2021 11:08:08 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Customize Your LinkedIn Connection Request</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>364</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5cbc8f96-825b-11eb-b53d-ff9b57ade4ba/image/customize.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield discusses customizing your Linkedin connection request messages. He outlines how to tailor your requests to each person you're contacting and emphasizes the importance of taking the time to personalize your ask.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses customizing your Linkedin connection request messages. He outlines how to tailor your requests to each person you're contacting and emphasizes the importance of taking the time to personalize your ask.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p><a href="http://bit.ly/tapintristan">http://bit.ly/tapintristan</a></p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p><a href="http://bit.ly/31HFzND">http://bit.ly/31HFzND</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p>]]>
      </content:encoded>
      <itunes:duration>379</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5cbc8f96-825b-11eb-b53d-ff9b57ade4ba]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5040789232.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Meghan Markle &amp; Blackness in the UK (w/ Michael Berhane)</title>
      <description>Zach sits down with Michael Berhane, CEO and co-founder of POCIT and co-founder and co-host of the Tech-ish podcast, to talk about Black experiences in the UK. Zach opens the episode with commentary regarding Meghan Markle and her interview with Oprah. Check the links in the description to connect with Michael and learn more about POCIT and the Tech-ish podcast!

You can connect with Michael on LinkedIn, Twitter and Instagram. Links in order:
https://bit.ly/38oDTxk
https://bit.ly/2O6cgSR
https://bit.ly/3ceuBF5

Check out the POCIT website.
https://bit.ly/30utE60

Listen to the Tech-ish podcast.
http://bit.ly/2OC1IL7</description>
      <pubDate>Tue, 09 Mar 2021 12:38:16 -0000</pubDate>
      <itunes:title>Meghan Markle &amp; Blackness in the UK (w/ Michael Berhane)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>363</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/213e7302-80d6-11eb-a188-736bb4091d88/image/POCIT+_1_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Michael Berhane, CEO and co-founder of POCIT and co-founder and co-host of the Tech-ish podcast, to talk about Black experiences in the UK. Zach opens the episode with commentary regarding Meghan Markle and her interview with Oprah. Check the links in the description to connect with Michael and learn more about POCIT and the Tech-ish podcast!

You can connect with Michael on LinkedIn, Twitter and Instagram. Links in order:
https://bit.ly/38oDTxk
https://bit.ly/2O6cgSR
https://bit.ly/3ceuBF5

Check out the POCIT website.
https://bit.ly/30utE60

Listen to the Tech-ish podcast.
http://bit.ly/2OC1IL7</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/38oDTxk">Michael Berhane</a>, CEO and co-founder of POCIT and co-founder and co-host of the Tech-ish podcast, to talk about Black experiences in the UK. Zach opens the episode with commentary regarding Meghan Markle and her interview with Oprah. Check the links in the description to connect with Michael and learn more about POCIT and the Tech-ish podcast!</p><p><br></p><p>You can connect with Michael on <a href="https://bit.ly/38oDTxk">LinkedIn</a>, <a href="https://bit.ly/2O6cgSR">Twitter</a> and <a href="https://bit.ly/3ceuBF5">Instagram</a>. Links in order:</p><p><a href="https://bit.ly/38oDTxk">https://bit.ly/38oDTxk</a></p><p><a href="https://bit.ly/2O6cgSR">https://bit.ly/2O6cgSR</a></p><p><a href="https://bit.ly/3ceuBF5">https://bit.ly/3ceuBF5</a></p><p><br></p><p>Check out the <a href="https://bit.ly/30utE60">POCIT website</a>.</p><p><a href="https://bit.ly/30utE60">https://bit.ly/30utE60</a></p><p><br></p><p>Listen to the <a href="http://bit.ly/2OC1IL7">Tech-ish podcast</a>.</p><p><a href="http://bit.ly/2OC1IL7">http://bit.ly/2OC1IL7</a></p>]]>
      </content:encoded>
      <itunes:duration>2314</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[213e7302-80d6-11eb-a188-736bb4091d88]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8523891355.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Aerospace Engineer-turned-Tech Writer (w/ Sam Alleva)</title>
      <description>Amy C. Waninger welcomes Sam Alleva, writer-engineer &amp; owner of Evergreen Ink, to the show to talk about her incredibly unique career journey from being an aerospace engineer to where she is today. Evergreen Ink is a technical documentation company whose mission is to help innovative green tech companies save the planet. Check the links in the show notes to connect with Sam and find out more about Evergreen Ink!
You can connect with Sam on LinkedIn.
https://bit.ly/3uSSbQi
Want to find out more about Evergreen Ink? Check out their website.
http://bit.ly/38g5jp4</description>
      <pubDate>Sat, 06 Mar 2021 09:33:24 -0000</pubDate>
      <itunes:title>See It to Be It : Aerospace Engineer-turned-Tech Writer (w/ Sam Alleva)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>361</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e4d2a54e-7e61-11eb-bf61-5fa9b9c6e503/image/C2B+3_6.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Sam Alleva, writer-engineer &amp; owner of Evergreen Ink, to the show to talk about her incredibly unique career journey from being an aerospace engineer to where she is today. Evergreen Ink is a technical documentation company whose mission is to help innovative green tech companies save the planet. Check the links in the show notes to connect with Sam and find out more about Evergreen Ink!
You can connect with Sam on LinkedIn.
https://bit.ly/3uSSbQi
Want to find out more about Evergreen Ink? Check out their website.
http://bit.ly/38g5jp4</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes <a href="https://bit.ly/3uSSbQi">Sam Alleva</a>, writer-engineer &amp; owner of Evergreen Ink, to the show to talk about her incredibly unique career journey from being an aerospace engineer to where she is today. Evergreen Ink is a technical documentation company whose mission is to help innovative green tech companies save the planet. Check the links in the show notes to connect with Sam and find out more about Evergreen Ink!</p><p>You can connect with Sam on <a href="https://bit.ly/3uSSbQi">LinkedIn</a>.</p><p><a href="https://bit.ly/3uSSbQi">https://bit.ly/3uSSbQi</a></p><p>Want to find out more about Evergreen Ink? Check out <a href="http://bit.ly/38g5jp4">their website</a>.</p><p><a href="http://bit.ly/38g5jp4">http://bit.ly/38g5jp4</a></p>]]>
      </content:encoded>
      <itunes:duration>2352</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e4d2a54e-7e61-11eb-bf61-5fa9b9c6e503]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL1871226542.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : You Don't Want to Be a "Culture Fit"</title>
      <description>Tristan Layfield shares his perspective regarding why you shouldn't want to be a culture fit. Culture fit is borderline cult-ish - if you hear someone say it to you throughout the hiring process, it's a major red flag, and you may want to consider running the other way!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 04 Mar 2021 09:53:43 -0000</pubDate>
      <itunes:title>TAP In with Tristan : You Don't Want to Be a "Culture Fit"</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>361</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7d05d176-7cd0-11eb-91d7-0babf023ae8c/image/culture+fit.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield shares his perspective regarding why you shouldn't want to be a culture fit. Culture fit is borderline cult-ish - if you hear someone say it to you throughout the hiring process, it's a major red flag, and you may want to consider running the other way!

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> shares his perspective regarding why you shouldn't want to be a culture fit. Culture fit is borderline cult-ish - if you hear someone say it to you throughout the hiring process, it's a major red flag, and you may want to consider running the other way!</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p><a href="http://bit.ly/tapintristan">http://bit.ly/tapintristan</a></p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p><a href="http://bit.ly/31HFzND">http://bit.ly/31HFzND</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p>]]>
      </content:encoded>
      <itunes:duration>385</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[7d05d176-7cd0-11eb-91d7-0babf023ae8c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7587378811.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Anti-Asian Racism, #BlackLivesMatter, &amp; White Supremacy (w/ Lily Zheng)</title>
      <description>Zach sits down with Lily Zheng, author, consultant, speaker, and all around DE&amp;I Thought Leader to discuss anti-Asian racism, systemic oppression, the failures of corporatized D&amp;I, and their book, The Ethical Sellout - make sure you tune in!

You can connect with Lily on LinkedIn, Twitter, and Instagram.
https://bit.ly/3kzIQs2
https://bit.ly/3025C23
https://bit.ly/3b82F6H

Find out more about their book, The Ethical Sellout, on Amazon.
https://amzn.to/3b82aJR

Check out Lily's personal website.
https://bit.ly/2PhIWc4</description>
      <pubDate>Tue, 02 Mar 2021 12:09:45 -0000</pubDate>
      <itunes:title>Anti-Asian Racism, #BlackLivesMatter, &amp; White Supremacy (w/ Lily Zheng)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>360</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ac3c6da8-7b52-11eb-ab8c-1f6a5a761163/image/uploads_2F1614687557989-ong4c6hk2lb-7e838902a9146207e0d6dd1ca56ebf9b_2FLZ+gram+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Lily Zheng, author, consultant, speaker, and all around DE&amp;I Thought Leader to discuss anti-Asian racism, systemic oppression, the failures of corporatized D&amp;I, and their book, The Ethical Sellout - make sure you tune in!

You can connect with Lily on LinkedIn, Twitter, and Instagram.
https://bit.ly/3kzIQs2
https://bit.ly/3025C23
https://bit.ly/3b82F6H

Find out more about their book, The Ethical Sellout, on Amazon.
https://amzn.to/3b82aJR

Check out Lily's personal website.
https://bit.ly/2PhIWc4</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3kzIQs2">Lily Zheng</a>, author, consultant, speaker, and all around DE&amp;I Thought Leader to discuss anti-Asian racism, systemic oppression, the failures of corporatized D&amp;I, and their book, The Ethical Sellout - make sure you tune in!</p><p><br></p><p>You can connect with Lily on <a href="https://bit.ly/3kzIQs2">LinkedIn</a>, <a href="https://bit.ly/3025C23">Twitter</a>, and <a href="https://bit.ly/3b82F6H">Instagram</a>.</p><p><a href="https://bit.ly/3kzIQs2">https://bit.ly/3kzIQs2</a></p><p><a href="https://bit.ly/3025C23">https://bit.ly/3025C23</a></p><p><a href="https://bit.ly/3b82F6H">https://bit.ly/3b82F6H</a></p><p><br></p><p>Find out more about their book, <a href="https://amzn.to/3b82aJR">The Ethical Sellout</a>, on Amazon.</p><p><a href="https://amzn.to/3b82aJR">https://amzn.to/3b82aJR</a></p><p><br></p><p>Check out <a href="https://bit.ly/2PhIWc4">Lily's personal website</a>.</p><p><a href="https://bit.ly/2PhIWc4">https://bit.ly/2PhIWc4</a></p>]]>
      </content:encoded>
      <itunes:duration>2420</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[ac3c6da8-7b52-11eb-ab8c-1f6a5a761163]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL9739214183.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : User Experience &amp; Cookies (w/ Carmen Ladipo)</title>
      <description>Amy C. Waninger chats with Carmen Ladipo, a user researcher at Meetup and owner of Carmen's Cookies, on this installment of the See It to Be It series.
You can connect with Carmen on LinkedIn.
Check out the Carmen's Cookies website.</description>
      <pubDate>Sat, 27 Feb 2021 11:26:46 -0000</pubDate>
      <itunes:title>See It to Be It : User Experience &amp; Cookies (w/ Carmen Ladipo)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>359</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b3a42584-78f2-11eb-8be9-1f91bde8b0e3/image/uploads_2F1614425424929-m7yuqqot3w-a0f02a8d3df20c65513f23b1afb095a2_2Fcarmen.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger chats with Carmen Ladipo, a user researcher at Meetup and owner of Carmen's Cookies, on this installment of the See It to Be It series.
You can connect with Carmen on LinkedIn.
Check out the Carmen's Cookies website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger chats with <a href="https://www.linkedin.com/in/carmenladipo/">Carmen Ladipo</a>, a user researcher at Meetup and owner of Carmen's Cookies, on this installment of the See It to Be It series.</p><p>You can connect with Carmen on <a href="https://www.linkedin.com/in/carmenladipo/">LinkedIn</a>.</p><p>Check out the <a href="http://bit.ly/3r29Wdx">Carmen's Cookies website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2138</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b3a42584-78f2-11eb-8be9-1f91bde8b0e3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL4446398254.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Employee Resource Groups (w/ James Fripp of Yum! Brands)</title>
      <description>Zach and Kanarys co-founder Star Carter chat with James Fripp, the chief diversity and inclusion officer at Yum! Brands, in this bonus Friday pod! This episode was adapted from our latest episode of Dare to Share, a limited, live web series powered by Kanarys and Living Corporate where we profile inclusion and equity thought leaders such as James. Check the links in the show notes to learn more about the work Kanarys is doing and to connect with James and Yum! Brands!
Click here to learn more about the work Kanarys is doing in the diversity, equity and inclusion space.
https://www.kanarys.com/employer?utm_source=Living_Corporate&amp;utm_medium=podcast_show_notes&amp;utm_campaign=Dare_to_Share
You can connect with James on LinkedIn and Twitter.
https://bit.ly/3pXBKP8
https://bit.ly/3krAylP
You can learn more about Yum! Brands on their website.
https://bit.ly/2ZPX9PH</description>
      <pubDate>Fri, 26 Feb 2021 11:48:00 -0000</pubDate>
      <itunes:title>Employee Resource Groups (w/ James Fripp of Yum! Brands)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>358</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b1541846-782c-11eb-bda3-1bb297024778/image/uploads_2F1614341849503-cx589zrqm6a-8b2b165f70d4798c08274f86a8eb4e2d_2FDARE+TO+SHARE.jpg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach and Kanarys co-founder Star Carter chat with James Fripp, the chief diversity and inclusion officer at Yum! Brands, in this bonus Friday pod! This episode was adapted from our latest episode of Dare to Share, a limited, live web series powered by Kanarys and Living Corporate where we profile inclusion and equity thought leaders such as James. Check the links in the show notes to learn more about the work Kanarys is doing and to connect with James and Yum! Brands!
Click here to learn more about the work Kanarys is doing in the diversity, equity and inclusion space.
https://www.kanarys.com/employer?utm_source=Living_Corporate&amp;utm_medium=podcast_show_notes&amp;utm_campaign=Dare_to_Share
You can connect with James on LinkedIn and Twitter.
https://bit.ly/3pXBKP8
https://bit.ly/3krAylP
You can learn more about Yum! Brands on their website.
https://bit.ly/2ZPX9PH</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach and Kanarys co-founder Star Carter chat with <a href="https://bit.ly/3pXBKP8">James Fripp</a>, the chief diversity and inclusion officer at Yum! Brands, in this bonus Friday pod! This episode was adapted from our latest episode of Dare to Share, a limited, live web series powered by Kanarys and Living Corporate where we profile inclusion and equity thought leaders such as James. Check the links in the show notes to learn more about the work Kanarys is doing and to connect with James and Yum! Brands!</p><p>Click <a href="https://www.kanarys.com/employer?utm_source=Living_Corporate&amp;utm_medium=podcast_show_notes&amp;utm_campaign=Dare_to_Share">here</a> to learn more about the work Kanarys is doing in the diversity, equity and inclusion space.</p><p><a href="https://www.kanarys.com/employer?utm_source=Living_Corporate&amp;utm_medium=podcast_show_notes&amp;utm_campaign=Dare_to_Share">https://www.kanarys.com/employer?utm_source=Living_Corporate&amp;utm_medium=podcast_show_notes&amp;utm_campaign=Dare_to_Share</a></p><p>You can connect with James on <a href="https://bit.ly/3pXBKP8">LinkedIn</a> and <a href="https://bit.ly/3krAylP">Twitter</a>.</p><p><a href="https://bit.ly/3pXBKP8">https://bit.ly/3pXBKP8</a></p><p><a href="https://bit.ly/3krAylP">https://bit.ly/3krAylP</a></p><p>You can learn more about Yum! Brands on <a href="https://bit.ly/2ZPX9PH">their website</a>.</p><p><a href="https://bit.ly/2ZPX9PH">https://bit.ly/2ZPX9PH</a></p>]]>
      </content:encoded>
      <itunes:duration>3650</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b1541846-782c-11eb-bda3-1bb297024778]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL8821879566.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Use Your Actual Name On Your Resume</title>
      <description>Tristan Layfield talks about using your real name on your resume.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 25 Feb 2021 09:51:45 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Use Your Actual Name On Your Resume</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>357</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f20d032c-774e-11eb-b9f6-0f39e7ef77e5/image/uploads_2F1614246236427-tda2069ffo-5afd11270b8c365148cb05369e80ce11_2Fname.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield talks about using your real name on your resume.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about using your real name on your resume.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p><a href="http://bit.ly/tapintristan">http://bit.ly/tapintristan</a></p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p><a href="http://bit.ly/31HFzND">http://bit.ly/31HFzND</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p>]]>
      </content:encoded>
      <itunes:duration>426</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f20d032c-774e-11eb-b9f6-0f39e7ef77e5]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL5824702992.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Culture, Sponsorship, and Inclusive Leadership (w/ Dr. Lonnie Morris)</title>
      <description>Zach welcomes Dr. Lonnie Morris, an expert in the areas of leadership development, ethics and organizational culture to discuss ways organizations can be more inclusive for Black and brown folks.
You can connect with Dr. Morris on LinkedIn and Twitter.
https://bit.ly/3jptMvD
https://bit.ly/3buxfpX</description>
      <pubDate>Tue, 23 Feb 2021 11:14:06 -0000</pubDate>
      <itunes:title>Culture, Sponsorship, and Inclusive Leadership (w/ Dr. Lonnie Morris)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>356</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4c537a86-75ca-11eb-88d5-f3a4887d664b/image/uploads_2F1614078938851-3qcb14j2soy-362eb6d7191e434c2c06ffc66635d8d8_2FLonnie.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Dr. Lonnie Morris, an expert in the areas of leadership development, ethics and organizational culture to discuss ways organizations can be more inclusive for Black and brown folks.
You can connect with Dr. Morris on LinkedIn and Twitter.
https://bit.ly/3jptMvD
https://bit.ly/3buxfpX</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="https://bit.ly/3jptMvD">Dr. Lonnie Morris</a>, an expert in the areas of leadership development, ethics and organizational culture to discuss ways organizations can be more inclusive for Black and brown folks.</p><p>You can connect with Dr. Morris on <a href="https://bit.ly/3jptMvD">LinkedIn</a> and <a href="https://bit.ly/3buxfpX">Twitter</a>.</p><p><a href="https://bit.ly/3jptMvD">https://bit.ly/3jptMvD</a></p><p><a href="https://bit.ly/3buxfpX">https://bit.ly/3buxfpX</a></p>]]>
      </content:encoded>
      <itunes:duration>3122</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[4c537a86-75ca-11eb-88d5-f3a4887d664b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL6170723753.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Diverse Supplier Certification (w/ Meechelle Parker)</title>
      <description>Amy C. Waninger chats with Meechelle Parker on this entry of See It to Be It. Ms. Parker is an enthusiastic professional with years of experience in the development of diverse businesses. She understands the power of serving and connecting diverse small businesses. As the WBE &amp; Corporate Members Services Manager for the Great Lakes Women’s Business Council, she leads training and business development programs to build sustainable Women Business Enterprises and the corporations looking to do business with them. Check the links in the show notes to connect with Meechelle and find out more about WBE!

You can connect with Meechelle on LinkedIn.
https://bit.ly/2NgRoYI

Interested in learning more about WBE? Check out their website here.
https://bit.ly/37wAxro

You can visit the Great Lakes Women's Business Council website by clicking here.
https://bit.ly/2ZAQbxC</description>
      <pubDate>Sat, 20 Feb 2021 10:57:56 -0000</pubDate>
      <itunes:title>See It to Be It : Diverse Supplier Certification (w/ Meechelle Parker)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>355</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3545eb76-736d-11eb-8ca1-d3c9e30f1e78/image/uploads_2F1613819839759-51gz1oan0ac-9db75a8586a64494c67efc04006980eb_2FC2B+2_20.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger chats with Meechelle Parker on this entry of See It to Be It. Ms. Parker is an enthusiastic professional with years of experience in the development of diverse businesses. She understands the power of serving and connecting diverse small businesses. As the WBE &amp; Corporate Members Services Manager for the Great Lakes Women’s Business Council, she leads training and business development programs to build sustainable Women Business Enterprises and the corporations looking to do business with them. Check the links in the show notes to connect with Meechelle and find out more about WBE!

You can connect with Meechelle on LinkedIn.
https://bit.ly/2NgRoYI

Interested in learning more about WBE? Check out their website here.
https://bit.ly/37wAxro

You can visit the Great Lakes Women's Business Council website by clicking here.
https://bit.ly/2ZAQbxC</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger chats with <a href="https://bit.ly/2NgRoYI">Meechelle Parker</a> on this entry of See It to Be It. Ms. Parker is an enthusiastic professional with years of experience in the development of diverse businesses. She understands the power of serving and connecting diverse small businesses. As the WBE &amp; Corporate Members Services Manager for the Great Lakes Women’s Business Council, she leads training and business development programs to build sustainable Women Business Enterprises and the corporations looking to do business with them. Check the links in the show notes to connect with Meechelle and find out more about WBE!</p><p><br></p><p>You can connect with Meechelle on <a href="https://bit.ly/2NgRoYI">LinkedIn</a>.</p><p><a href="https://bit.ly/2NgRoYI">https://bit.ly/2NgRoYI</a></p><p><br></p><p>Interested in learning more about WBE? Check out their website <a href="https://bit.ly/37wAxro">here</a>.</p><p><a href="https://bit.ly/37wAxro">https://bit.ly/37wAxro</a></p><p><br></p><p>You can visit the Great Lakes Women's Business Council website by clicking <a href="https://bit.ly/2ZAQbxC">here</a>.</p><p><a href="https://bit.ly/2ZAQbxC">https://bit.ly/2ZAQbxC</a></p>]]>
      </content:encoded>
      <itunes:duration>2392</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3545eb76-736d-11eb-8ca1-d3c9e30f1e78]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7939219705.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Topics to Discuss During Your One-on-Ones</title>
      <description>Tristan Layfield goes over a few topics you should discuss during your one-on-ones.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</description>
      <pubDate>Thu, 18 Feb 2021 16:33:19 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Topics to Discuss During Your One-on-Ones</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>354</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/be9678ee-720c-11eb-9221-dba82be17cc7/image/uploads_2F1613666179326-96tnfj0nggo-5457588adc9b183cc0f089b1e3274a2b_2Ftopics.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield goes over a few topics you should discuss during your one-on-ones.

Have a topic suggestion? You can find our submission form here.
http://bit.ly/tapintristan

Check out Tristan's website to learn more about him or to book a free consultation.
http://bit.ly/31HFzND

Connect with Tristan on LinkedIn, IG, FB, and Twitter.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> goes over a few topics you should discuss during your one-on-ones.</p><p><br></p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p><a href="http://bit.ly/tapintristan">http://bit.ly/tapintristan</a></p><p><br></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p><a href="http://bit.ly/31HFzND">http://bit.ly/31HFzND</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p>]]>
      </content:encoded>
      <itunes:duration>369</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[be9678ee-720c-11eb-9221-dba82be17cc7]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/LCL7527898102.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Being a Professional Troublemaker (w/ Luvvie Ajayi)</title>
      <description>Zach sits down with Luvvie Ajayi, an award-winning writer, digital strategist and speaker who's been thriving at the intersection of comedy, technology and activism for 15 years, to talk about identity, purpose and courage through her book Professional Troublemaker: The Fear-Fighter Manual.
You can connect with Luvvie on LinkedIn and Twitter.
https://bit.ly/3aoOklR
https://bit.ly/2N3hiPy

Learn more about (and pre-order) her upcoming book here.
http://bit.ly/3ppG4X4

Check out her personal website.
http://bit.ly/2M0L8DK</description>
      <pubDate>Tue, 16 Feb 2021 11:49:30 -0000</pubDate>
      <itunes:title>Being a Professional Troublemaker (w/ Luvvie Ajayi)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>353</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/00436fac-704d-11eb-b8c4-2f55faa415d0/image/uploads_2F1613474762565-17vxa3qal3b-aa4f4c9ca9283ab816a8ea59ee7d76d1_2FLuvvie+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Luvvie Ajayi, an award-winning writer, digital strategist and speaker who's been thriving at the intersection of comedy, technology and activism for 15 years, to talk about identity, purpose and courage through her book Professional Troublemaker: The Fear-Fighter Manual.
You can connect with Luvvie on LinkedIn and Twitter.
https://bit.ly/3aoOklR
https://bit.ly/2N3hiPy

Learn more about (and pre-order) her upcoming book here.
http://bit.ly/3ppG4X4

Check out her personal website.
http://bit.ly/2M0L8DK</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3aoOklR">Luvvie Ajayi</a>, an award-winning writer, digital strategist and speaker who's been thriving at the intersection of comedy, technology and activism for 15 years, to talk about identity, purpose and courage through her book Professional Troublemaker: The Fear-Fighter Manual.</p><p>You can connect with Luvvie on <a href="https://bit.ly/3aoOklR">LinkedIn</a> and <a href="https://bit.ly/2N3hiPy">Twitter</a>.</p><p><a href="https://bit.ly/3aoOklR">https://bit.ly/3aoOklR</a></p><p><a href="https://bit.ly/2N3hiPy">https://bit.ly/2N3hiPy</a></p><p><br></p><p>Learn more about (and pre-order) her upcoming book <a href="http://bit.ly/3ppG4X4">here</a>.</p><p><a href="http://bit.ly/3ppG4X4">http://bit.ly/3ppG4X4</a></p><p><br></p><p>Check out <a href="http://bit.ly/2M0L8DK">her personal website</a>.</p><p><a href="http://bit.ly/2M0L8DK">http://bit.ly/2M0L8DK</a></p>]]>
      </content:encoded>
      <itunes:duration>2379</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[00436fac-704d-11eb-b8c4-2f55faa415d0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO4040740968.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Strategic HR Consultant (w/ Angelica Patlán)</title>
      <description>Amy C. Waninger chats with Angelica Patlán, human resources coordinator at Assemble HR Consulting, on this installment of See It to Be It. As the proud daughter of a single mother and first-generation college graduate, Angelica has been making waves since day one by overcoming obstacles and breaking down barriers, so it is no surprise that she is making waves within the HR space to break down obstacles and barriers for others and make a better future for work and HR.
You can connect with Angelica on LinkedIn.
Want to learn more about Assemble HR? Check out their website.</description>
      <pubDate>Sat, 13 Feb 2021 10:04:34 -0000</pubDate>
      <itunes:title>See It to Be It : Strategic HR Consultant (w/ Angelica Patlán)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>352</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f5a56a52-6de8-11eb-8fb8-3f42605653bc/image/uploads_2F1613211851726-okfvf5fa2nr-b701995297fadbad66797ca210fa09cf_2FAngelica+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger chats with Angelica Patlán, human resources coordinator at Assemble HR Consulting, on this installment of See It to Be It. As the proud daughter of a single mother and first-generation college graduate, Angelica has been making waves since day one by overcoming obstacles and breaking down barriers, so it is no surprise that she is making waves within the HR space to break down obstacles and barriers for others and make a better future for work and HR.
You can connect with Angelica on LinkedIn.
Want to learn more about Assemble HR? Check out their website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger chats with <a href="https://bit.ly/3pd9nfv">Angelica Patlán</a>, human resources coordinator at Assemble HR Consulting, on this installment of See It to Be It. As the proud daughter of a single mother and first-generation college graduate, Angelica has been making waves since day one by overcoming obstacles and breaking down barriers, so it is no surprise that she is making waves within the HR space to break down obstacles and barriers for others and make a better future for work and HR.</p><p>You can connect with Angelica on <a href="https://bit.ly/3pd9nfv">LinkedIn</a>.</p><p>Want to learn more about Assemble HR? Check out <a href="http://bit.ly/3tWiPra">their website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2192</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f5a56a52-6de8-11eb-8fb8-3f42605653bc]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO4163241004.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Pros &amp; Cons of Overly Designed Resume Formats</title>
      <description>Tristan Layfield discusses why overly designed resume formats might be holding you up in your job search and how you can use them to your advantage.
Have a topic suggestion? You can find our submission form here.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.</description>
      <pubDate>Thu, 11 Feb 2021 10:30:34 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Pros &amp; Cons of Overly Designed Resume Formats</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>351</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8cedccc8-6c55-11eb-b394-2b1e00b40856/image/uploads_2F1613039561046-9728c68749s-60a8506d4890252c5b38f071aecd3f7d_2Fpros+and+cons.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield discusses why overly designed resume formats might be holding you up in your job search and how you can use them to your advantage.
Have a topic suggestion? You can find our submission form here.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses why overly designed resume formats might be holding you up in your job search and how you can use them to your advantage.</p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p>]]>
      </content:encoded>
      <itunes:duration>400</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8cedccc8-6c55-11eb-b394-2b1e00b40856]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO9539355444.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Biden/Harris, White Supremacy, and Black History Month (w/ Delegate Lashrecse Aird)</title>
      <description>Zach welcomes Delegate Lashrecse Aird back on the show to discuss where she was during the Jan 6 insurrection, her feelings during the presidential inauguration and what the implications are for Black and brown folks for a Biden/Harris administration.
Connect with Lashrecse on LinkedIn, Twitter, IG and Facebook.
https://bit.ly/2YxgGEl
https://bit.ly/3aUoapA
https://bit.ly/2YwZvCx
https://bit.ly/2D0lHh2</description>
      <pubDate>Tue, 09 Feb 2021 11:51:00 -0000</pubDate>
      <itunes:title>Biden/Harris, White Supremacy, and Black History Month (w/ Delegate Lashrecse Aird)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>350</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c5ab158a-6ace-11eb-8ff1-83b7f30bb83d/image/uploads_2F1612871634740-zu3d4w9bl7-0886b1aac6cc47f28aedf1cec67f7895_2FLashrecse+_283_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Delegate Lashrecse Aird back on the show to discuss where she was during the Jan 6 insurrection, her feelings during the presidential inauguration and what the implications are for Black and brown folks for a Biden/Harris administration.
Connect with Lashrecse on LinkedIn, Twitter, IG and Facebook.
https://bit.ly/2YxgGEl
https://bit.ly/3aUoapA
https://bit.ly/2YwZvCx
https://bit.ly/2D0lHh2</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes Delegate <a href="https://bit.ly/2YxgGEl">Lashrecse Aird</a> back on the show to discuss where she was during the Jan 6 insurrection, her feelings during the presidential inauguration and what the implications are for Black and brown folks for a Biden/Harris administration.</p><p>Connect with Lashrecse on <a href="https://bit.ly/2YxgGEl">LinkedIn</a>, <a href="https://bit.ly/3aUoapA">Twitter</a>, <a href="https://bit.ly/2YwZvCx">IG</a> and <a href="https://bit.ly/2D0lHh2">Facebook</a>.</p><p><a href="https://bit.ly/2YxgGEl">https://bit.ly/2YxgGEl</a></p><p><a href="https://bit.ly/3aUoapA">https://bit.ly/3aUoapA</a></p><p><a href="https://bit.ly/2YwZvCx">https://bit.ly/2YwZvCx</a></p><p><a href="https://bit.ly/2D0lHh2">https://bit.ly/2D0lHh2</a></p>]]>
      </content:encoded>
      <itunes:duration>2878</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : DEI Consultant (w/ Kirstyne Lange)</title>
      <description>Amy C. Waninger speaks with Kirstyne Lange, the CEO of KAL Consulting, LLC, on this entry of See It to Be It. Kirstyne has dedicated her life to diversity, equity and inclusion - as a long-term resident of the San Francisco Bay Area, she prides herself on her work creating and continuing important dialogues and policies of inclusion in education, government and law enforcement. 
You can connect with Kirstyne on LinkedIn, Twitter, and Instagram.
Check out her personal website.</description>
      <pubDate>Sat, 06 Feb 2021 10:15:00 -0000</pubDate>
      <itunes:title>See It to Be It : DEI Consultant (w/ Kirstyne Lange)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>349</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8e0b6686-4619-11eb-bd19-a7f60315e2d0/image/uploads_2F1612607071751-o30sdizaxza-bc7c42e39b764974dd11b6260ee11e30_2Fsee+it+to+be+iT_.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger speaks with Kirstyne Lange, the CEO of KAL Consulting, LLC, on this entry of See It to Be It. Kirstyne has dedicated her life to diversity, equity and inclusion - as a long-term resident of the San Francisco Bay Area, she prides herself on her work creating and continuing important dialogues and policies of inclusion in education, government and law enforcement. 
You can connect with Kirstyne on LinkedIn, Twitter, and Instagram.
Check out her personal website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger speaks with <a href="https://bit.ly/3jq7L0k">Kirstyne Lange</a>, the CEO of KAL Consulting, LLC, on this entry of See It to Be It. Kirstyne has dedicated her life to diversity, equity and inclusion - as a long-term resident of the San Francisco Bay Area, she prides herself on her work creating and continuing important dialogues and policies of inclusion in education, government and law enforcement. </p><p>You can connect with Kirstyne on <a href="https://bit.ly/3jq7L0k">LinkedIn</a>, <a href="https://bit.ly/36N0Eu0">Twitter</a>, and <a href="https://bit.ly/3joMmVl">Instagram</a>.</p><p>Check out <a href="http://bit.ly/3ttVpJo">her personal website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2144</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8e0b6686-4619-11eb-bd19-a7f60315e2d0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO1123958692.mp3?updated=1612608134" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Expand Your View</title>
      <description>Tristan Layfield kicks off an honest conversation on expanding your view of what options are available to you.
Have a topic suggestion? You can find our submission form here.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.</description>
      <pubDate>Thu, 04 Feb 2021 07:51:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Expand Your View</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>348</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8e08360a-4619-11eb-bd19-0bdabc8a4633/image/uploads_2F1612425443383-bhyb4a385sn-bc765cd6418b9e31b2496e69a238355c_2Feyv.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield kicks off an honest conversation on expanding your view of what options are available to you.
Have a topic suggestion? You can find our submission form here.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> kicks off an honest conversation on expanding your view of what options are available to you.</p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p>]]>
      </content:encoded>
      <itunes:duration>389</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8e08360a-4619-11eb-bd19-0bdabc8a4633]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO2279165026.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black History Month in 2021 (w/ Dr. Mark Anthony Neal)</title>
      <link>https://www.living-corporate.com/2021/02/02/black-history-month-in-2021-w-dr-mark-anthony-neal/</link>
      <description>Zach sits down with Dr. Mark Anthony Neal, Professor of Black Popular Culture in the Department of African and African-American Studies at Duke University, to chat about Blackness and kick off Living Corporate's Black History Month content.
Connect with Dr. Neal on LinkedIn and Twitter.
https://bit.ly/3oGt26Y
https://bit.ly/36vUIoT
Sign up for the premiere broadcast of The Break Room! We'll be live (every) Thursday at 7PM Central.
https://bit.ly/39sBVN7</description>
      <pubDate>Tue, 02 Feb 2021 10:19:00 -0000</pubDate>
      <itunes:title>Black History Month in 2021 (w/ Dr. Mark Anthony Neal)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>347</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8e01f79a-4619-11eb-bd19-abe1469ef33b/image/uploads_2F1612261273453-wpeu503ojfk-69b1942e0ab432658b4f1525bf33f87e_2FMark+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Mark Anthony Neal, Professor of Black Popular Culture in the Department of African and African-American Studies at Duke University, to chat about Blackness and kick off Living Corporate's Black History Month content.
Connect with Dr. Neal on LinkedIn and Twitter.
https://bit.ly/3oGt26Y
https://bit.ly/36vUIoT
Sign up for the premiere broadcast of The Break Room! We'll be live (every) Thursday at 7PM Central.
https://bit.ly/39sBVN7</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3oGt26Y">Dr. Mark Anthony Neal</a>, Professor of Black Popular Culture in the Department of African and African-American Studies at Duke University, to chat about Blackness and kick off Living Corporate's Black History Month content.</p><p>Connect with Dr. Neal on <a href="https://bit.ly/3oGt26Y">LinkedIn</a> and <a href="https://bit.ly/36vUIoT">Twitter</a>.</p><p><a href="https://bit.ly/3oGt26Y">https://bit.ly/3oGt26Y</a></p><p><a href="https://bit.ly/36vUIoT">https://bit.ly/36vUIoT</a></p><p><a href="https://bit.ly/39sBVN7">Sign up</a> for the premiere broadcast of The Break Room! We'll be live (every) Thursday at 7PM Central.</p><p><a href="https://bit.ly/39sBVN7">https://bit.ly/39sBVN7</a></p>]]>
      </content:encoded>
      <itunes:duration>2442</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Accounting Specialist (w/ Janani Kannan)</title>
      <link>https://www.living-corporate.com/2021/01/30/see-it-to-be-it-accounting-specialist-w-janani-kannan/</link>
      <description>Amy C. Waninger chats with Janani Kannan, an accounting professional with over 6 years of experience in building, managing and scaling the accounting and finance function at start-ups, on this installment of See It to Be It.
You can connect with Janani on LinkedIn.</description>
      <pubDate>Sat, 30 Jan 2021 12:04:00 -0000</pubDate>
      <itunes:title>See It to Be It : Accounting Specialist (w/ Janani Kannan)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>346</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8dfeceee-4619-11eb-bd19-0fde8a08b16f/image/uploads_2F1612007649829-i8ga73c5hf-f69595f22da8a38c0e49d05a1ac6fcba_2Faccounting+specialist.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger chats with Janani Kannan, an accounting professional with over 6 years of experience in building, managing and scaling the accounting and finance function at start-ups, on this installment of See It to Be It.
You can connect with Janani on LinkedIn.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger chats with <a href="https://bit.ly/36q8jOS">Janani Kannan</a>, an accounting professional with over 6 years of experience in building, managing and scaling the accounting and finance function at start-ups, on this installment of See It to Be It.</p><p>You can connect with Janani on <a href="https://bit.ly/36q8jOS">LinkedIn</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2146</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8dfeceee-4619-11eb-bd19-0fde8a08b16f]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO3719950617.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Preparing For Virtual Interviews</title>
      <description>Tristan Layfield covers a handful of things that can help prepare you for virtual interviews. If you take the time to prepare for virtual interviews, it'll make you more comfortable throughout the process and help you land that role!
Have a topic suggestion? You can find our submission form here.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.</description>
      <pubDate>Thu, 28 Jan 2021 10:48:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Preparing For Virtual Interviews</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>345</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8df25d12-4619-11eb-bd19-6fba964c2b21/image/uploads_2F1611831044267-3f68xxfuvuk-3b8709e441b1778acdf508a1a1440a5c_2FV.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield covers a handful of things that can help prepare you for virtual interviews. If you take the time to prepare for virtual interviews, it'll make you more comfortable throughout the process and help you land that role!
Have a topic suggestion? You can find our submission form here.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> covers a handful of things that can help prepare you for virtual interviews. If you take the time to prepare for virtual interviews, it'll make you more comfortable throughout the process and help you land that role!</p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p>]]>
      </content:encoded>
      <itunes:duration>417</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8df25d12-4619-11eb-bd19-6fba964c2b21]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO5327809199.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>SurveyMonkey's First Chief Diversity &amp; Social Impact Officer (w/ Antoine Andrews)</title>
      <description>Zach sits down with Antoine Andrews, SurveyMonkey's first Chief Diversity and Social Impact Officer, to talk about his perspective on the state of Diversity, Equity, and Inclusion, the inauguration, his journey, and excitement about SurveyMonkey.
Connect with Antoine on LinkedIn and Twitter.
https://bit.ly/36deDck
https://bit.ly/2KRW0mM</description>
      <pubDate>Tue, 26 Jan 2021 12:20:00 -0000</pubDate>
      <itunes:title>SurveyMonkey's First Chief Diversity &amp; Social Impact Officer (w/ Antoine Andrews)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>344</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8df89600-4619-11eb-bd19-1bb4ad864c9e/image/uploads_2F1611664309637-m6a97sdrlv-cee0349b13077f9a9c5c071a7f0d1514_2FAntoine+Andrews+gram+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Antoine Andrews, SurveyMonkey's first Chief Diversity and Social Impact Officer, to talk about his perspective on the state of Diversity, Equity, and Inclusion, the inauguration, his journey, and excitement about SurveyMonkey.
Connect with Antoine on LinkedIn and Twitter.
https://bit.ly/36deDck
https://bit.ly/2KRW0mM</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/36deDck">Antoine Andrews</a>, SurveyMonkey's first Chief Diversity and Social Impact Officer, to talk about his perspective on the state of Diversity, Equity, and Inclusion, the inauguration, his journey, and excitement about SurveyMonkey.</p><p>Connect with Antoine on <a href="https://bit.ly/36deDck">LinkedIn</a> and <a href="https://bit.ly/2KRW0mM">Twitter</a>.</p><p><a href="https://bit.ly/36deDck">https://bit.ly/36deDck</a></p><p><a href="https://bit.ly/2KRW0mM">https://bit.ly/2KRW0mM</a></p>]]>
      </content:encoded>
      <itunes:duration>3676</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8df89600-4619-11eb-bd19-1bb4ad864c9e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO1688806107.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Paralympic Athlete From Singapore (w/ Hitesh Ramchandani)</title>
      <link>https://www.living-corporate.com/2021/01/23/see-it-to-be-it-paralympic-athlete-from-singapore-w-hitesh-ramchandani/</link>
      <description>Amy C. Waninger chats with Hitesh Ramchandani, a world-famous motivational speaker and member of Singapore's Paralympic football team, on this installment of See It to Be It. Hitesh is on a mission to inspire 50 million people to be 'better than normal' - check out the links in the show notes to connect with him and learn more about his inspiring goal!
Connect with Hitesh on LinkedIn.
Click here to browse Hitesh's personal website.
Hitesh also has a YouTube channel - check it out!</description>
      <pubDate>Sat, 23 Jan 2021 11:14:00 -0000</pubDate>
      <itunes:title>See It to Be It : Paralympic Athlete From Singapore (w/ Hitesh Ramchandani)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>343</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8dec2b22-4619-11eb-bd19-4b1f3c1ea962/image/uploads_2F1611399893485-hg6j0d91bb-98a01d00e2537b27616519722aaa4f3d_2FHitesh+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger chats with Hitesh Ramchandani, a world-famous motivational speaker and member of Singapore's Paralympic football team, on this installment of See It to Be It. Hitesh is on a mission to inspire 50 million people to be 'better than normal' - check out the links in the show notes to connect with him and learn more about his inspiring goal!
Connect with Hitesh on LinkedIn.
Click here to browse Hitesh's personal website.
Hitesh also has a YouTube channel - check it out!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger chats with <a href="https://bit.ly/3pcMw4v">Hitesh Ramchandani</a>, a world-famous motivational speaker and member of Singapore's Paralympic football team, on this installment of See It to Be It. Hitesh is on a mission to inspire 50 million people to be 'better than normal' - check out the links in the show notes to connect with him and learn more about his inspiring goal!</p><p>Connect with Hitesh on <a href="https://bit.ly/3pcMw4v">LinkedIn</a>.</p><p>Click <a href="https://bit.ly/39bErHA">here</a> to browse Hitesh's personal website.</p><p>Hitesh also has a <a href="http://bit.ly/396H11v">YouTube</a> channel - check it out!</p>]]>
      </content:encoded>
      <itunes:duration>3177</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8dec2b22-4619-11eb-bd19-4b1f3c1ea962]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO2519874552.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Top 5 Jobs For 2021</title>
      <link>https://www.living-corporate.com/2021/01/21/tap-in-with-tristan-top-5-jobs-for-2021/</link>
      <description>Tristan Layfield dives into the top 5 jobs in demand for 2021. Over the last year, we've seen the pandemic decimate whole industries and spark the need for candidates in new and expanding ones. LinkedIn News Senior Editor Andrew Seaman did some research and analysis to determine 15 jobs that are currently in demand. This episode only covers five of the most desired positions, so make sure to check out the link in the show notes to see the other 10 he listed!
Click here to read the LinkedIn News article the episode was based on.
Have a topic suggestion? You can find our submission form here.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.</description>
      <pubDate>Thu, 21 Jan 2021 10:45:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Top 5 Jobs For 2021</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>342</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8de9109a-4619-11eb-bd19-d780d1d7bd8c/image/uploads_2F1611226007223-iyyxd708q1i-35f0a6d1b39ab0e00faeafec8c3a68c4_2FSub+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield dives into the top 5 jobs in demand for 2021. Over the last year, we've seen the pandemic decimate whole industries and spark the need for candidates in new and expanding ones. LinkedIn News Senior Editor Andrew Seaman did some research and analysis to determine 15 jobs that are currently in demand. This episode only covers five of the most desired positions, so make sure to check out the link in the show notes to see the other 10 he listed!
Click here to read the LinkedIn News article the episode was based on.
Have a topic suggestion? You can find our submission form here.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> dives into the top 5 jobs in demand for 2021. Over the last year, we've seen the pandemic decimate whole industries and spark the need for candidates in new and expanding ones. LinkedIn News Senior Editor Andrew Seaman did some research and analysis to determine 15 jobs that are currently in demand. This episode only covers five of the most desired positions, so make sure to check out the link in the show notes to see the other 10 he listed!</p><p>Click <a href="http://bit.ly/3iwFrJr">here</a> to read the LinkedIn News article the episode was based on.</p><p>Have a topic suggestion? You can find our submission form <a href="http://bit.ly/tapintristan">here</a>.</p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p>]]>
      </content:encoded>
      <itunes:duration>450</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8de9109a-4619-11eb-bd19-d780d1d7bd8c]]></guid>
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    </item>
    <item>
      <title>Black Folks &amp; The COVID-19 Vaccine (w/ Dr. Brian Williams)</title>
      <link>https://www.living-corporate.com/2021/01/19/black-folks-the-covid-19-vaccine-w-dr-brian-williams/</link>
      <description>Zach welcomes Dr. Brian Williams back to the podcast to discuss systemic historical inequitable healthcare for Black Americans and the current challenges regarding the COVID-19 vaccine.
Connect with Dr. Williams via LinkedIn or Twitter, and check out his personal website by clicking here.
https://bit.ly/3nYfPq7
http://bit.ly/2wlCR50
http://bit.ly/2IiCFWI
Interested in his podcast Race, Violence &amp; Medicine? Follow this link to listen on a variety of platforms.
http://bit.ly/39uB2l7</description>
      <pubDate>Tue, 19 Jan 2021 10:16:00 -0000</pubDate>
      <itunes:title>Black Folks &amp; The COVID-19 Vaccine (w/ Dr. Brian Williams)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>341</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8de2dd4c-4619-11eb-bd19-17380f2880e0/image/uploads_2F1611051716453-xnztwea9gih-7454f075aa520f9167b2709f5fd1c368_2FBrian+gram+_282_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Dr. Brian Williams back to the podcast to discuss systemic historical inequitable healthcare for Black Americans and the current challenges regarding the COVID-19 vaccine.
Connect with Dr. Williams via LinkedIn or Twitter, and check out his personal website by clicking here.
https://bit.ly/3nYfPq7
http://bit.ly/2wlCR50
http://bit.ly/2IiCFWI
Interested in his podcast Race, Violence &amp; Medicine? Follow this link to listen on a variety of platforms.
http://bit.ly/39uB2l7</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="http://bit.ly/2PFnmvG">Dr. Brian Williams</a> back to the podcast to discuss systemic historical inequitable healthcare for Black Americans and the current challenges regarding the COVID-19 vaccine.</p><p>Connect with Dr. Williams via <a href="https://bit.ly/3nYfPq7">LinkedIn</a> or <a href="http://bit.ly/2wlCR50">Twitter</a>, and check out his personal website by clicking <a href="http://bit.ly/2IiCFWI">here</a>.</p><p><a href="https://bit.ly/3nYfPq7">https://bit.ly/3nYfPq7</a></p><p><a href="http://bit.ly/2wlCR50">http://bit.ly/2wlCR50</a></p><p><a href="http://bit.ly/2IiCFWI">http://bit.ly/2IiCFWI</a></p><p>Interested in his podcast Race, Violence &amp; Medicine? Follow <a href="http://bit.ly/39uB2l7">this link</a> to listen on a variety of platforms.</p><p><a href="http://bit.ly/39uB2l7">http://bit.ly/39uB2l7</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1972</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8de2dd4c-4619-11eb-bd19-17380f2880e0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO6851791490.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Global Health Consultant (w/ Hermence Matsotsa)</title>
      <link>https://www.living-corporate.com/2021/01/16/see-it-to-be-it-global-health-consultant-w-hermence-matsotsa/</link>
      <description>Amy C. Waninger chats with uBuntuSpeaks, LLC founder and CEO Hermence Matsotsa, a trilingual professional with more than 20 successful years of experience as a global health technical advisor. uBuntuSpeaks, LLC is a DEI and global health workforce development consulting firm dedicated to building the capacities and competencies of career professionals. Check the links in the show notes to connect with Hermence and to learn more about uBuntuSpeaks!
You can connect with Hermence on LinkedIn.
Check out the uBuntuSpeaks website.
Learn more about our webinars!</description>
      <pubDate>Sat, 16 Jan 2021 12:16:00 -0000</pubDate>
      <itunes:title>See It to Be It : Global Health Consultant (w/ Hermence Matsotsa)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>340</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8ddfb7b6-4619-11eb-bd19-d74ab83cd2e8/image/uploads_2F1610799574142-w0sl1mj4dhi-c730e8b4e7c4c37eb9ecd229f0b32f54_2FHermence+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger chats with uBuntuSpeaks, LLC founder and CEO Hermence Matsotsa, a trilingual professional with more than 20 successful years of experience as a global health technical advisor. uBuntuSpeaks, LLC is a DEI and global health workforce development consulting firm dedicated to building the capacities and competencies of career professionals. Check the links in the show notes to connect with Hermence and to learn more about uBuntuSpeaks!
You can connect with Hermence on LinkedIn.
Check out the uBuntuSpeaks website.
Learn more about our webinars!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger chats with uBuntuSpeaks, LLC founder and CEO <a href="https://bit.ly/3p2ufXD">Hermence Matsotsa</a>, a trilingual professional with more than 20 successful years of experience as a global health technical advisor. uBuntuSpeaks, LLC is a DEI and global health workforce development consulting firm dedicated to building the capacities and competencies of career professionals. Check the links in the show notes to connect with Hermence and to learn more about uBuntuSpeaks!</p><p>You can connect with Hermence on <a href="https://bit.ly/3p2ufXD">LinkedIn</a>.</p><p>Check out <a href="https://bit.ly/3oNZPYM">the uBuntuSpeaks website</a>.</p><p>Learn more about <a href="https://bit.ly/3bSkkjg">our webinars</a>!</p>]]>
      </content:encoded>
      <itunes:duration>3452</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8ddfb7b6-4619-11eb-bd19-d74ab83cd2e8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO4728179783.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Taking Your Submissions</title>
      <link>https://www.living-corporate.com/2021/01/14/tap-in-with-tristan-taking-your-submissions/</link>
      <description>Tristan Layfield outlines the process behind entering a submission for the show. His goal is for everyone to get as much value out of the information provided as possible, and what better way to do that than to take your submissions? Check the show notes for the submission link, and make sure you listen to the full episode to know the kinds of submissions Tristan has in mind!
Click here to enter your submission!
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Check out our website.</description>
      <pubDate>Thu, 14 Jan 2021 09:32:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Taking Your Submissions</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>339</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8dd2fcba-4619-11eb-bd19-177deb4c81d6/image/uploads_2F1610617382007-3hbxc6e6-b3bb09f3937df33da7708b5ea9042d38_2FSub.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield outlines the process behind entering a submission for the show. His goal is for everyone to get as much value out of the information provided as possible, and what better way to do that than to take your submissions? Check the show notes for the submission link, and make sure you listen to the full episode to know the kinds of submissions Tristan has in mind!
Click here to enter your submission!
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> outlines the process behind entering a submission for the show. His goal is for everyone to get as much value out of the information provided as possible, and what better way to do that than to take your submissions? Check the show notes for the submission link, and make sure you listen to the full episode to know the kinds of submissions Tristan has in mind!</p><p>Click <a href="http://bit.ly/tapintristan">here</a> to enter your submission!</p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>422</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8dd2fcba-4619-11eb-bd19-177deb4c81d6]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO5689585538.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Trump and Workplace Discrimination (w/ Katie Benner)</title>
      <link>https://www.living-corporate.com/2021/01/12/trump-and-workplace-discrimination-w-katie-benner/</link>
      <description>Zach welcomes Katie Benner, the Justice Department Reporter at The New York Times, to the podcast to discuss Trump's attempting to roll back several protections for minorities under the Civil Rights Act, particularly intending to no longer enforce the law in cases in which a policy or practice had a disparate impact on a minority or other group. Check the links in the show notes to read Katie's recently published article regarding the topic!
Read the article Katie and her colleague Erica L. Green wrote for The New York Times about the subject by clicking here.
You can connect with Katie on LinkedIn and Twitter.</description>
      <pubDate>Tue, 12 Jan 2021 11:46:00 -0000</pubDate>
      <itunes:title>Trump and Workplace Discrimination (w/ Katie Benner)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>338</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8dd96b40-4619-11eb-bd19-6beaa0bb40b3/image/uploads_2F1610452099262-hfg2cbr1dsf-257b7bfb0f0497cb7a47faae7a813e96_2FKatie.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Katie Benner, the Justice Department Reporter at The New York Times, to the podcast to discuss Trump's attempting to roll back several protections for minorities under the Civil Rights Act, particularly intending to no longer enforce the law in cases in which a policy or practice had a disparate impact on a minority or other group. Check the links in the show notes to read Katie's recently published article regarding the topic!
Read the article Katie and her colleague Erica L. Green wrote for The New York Times about the subject by clicking here.
You can connect with Katie on LinkedIn and Twitter.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="https://bit.ly/2XxBWJ5">Katie Benner</a>, the Justice Department Reporter at The New York Times, to the podcast to discuss Trump's attempting to roll back several protections for minorities under the Civil Rights Act, particularly intending to no longer enforce the law in cases in which a policy or practice had a disparate impact on a minority or other group. Check the links in the show notes to read Katie's recently published article regarding the topic!</p><p>Read the article Katie and her colleague Erica L. Green wrote for The New York Times about the subject by clicking <a href="https://nyti.ms/2XxC3nZ">here</a>.</p><p>You can connect with Katie on <a href="https://bit.ly/2XxBWJ5">LinkedIn</a> and <a href="https://bit.ly/3nCfaKG">Twitter</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3211</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8dd96b40-4619-11eb-bd19-6beaa0bb40b3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO8040364049.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : STEM Education (w/ Dr. Natoshia Anderson)</title>
      <description>Amy C. Waninger sits down with Dr. Natoshia Anderson, the CEO and founder of Smart STEM, LLC, to chat about her career journey and more. Check the links in the show notes to connect with her!
Dr. Natoshia Anderson is on LinkedIn and Twitter.
Check out her personal website.
Click here to send Tristan a submission!</description>
      <pubDate>Sat, 09 Jan 2021 18:23:03 -0000</pubDate>
      <itunes:title>See It to Be It : STEM Education (w/ Dr. Natoshia Anderson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>337</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8dccb10c-4619-11eb-bd19-b7402b892b4c/image/uploads_2F1610214142203-9gbuebb2ojk-4368f9ef2ff5cf4e1c4cdf9a76a4686b_2FNatoshia+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger sits down with Dr. Natoshia Anderson, the CEO and founder of Smart STEM, LLC, to chat about her career journey and more. Check the links in the show notes to connect with her!
Dr. Natoshia Anderson is on LinkedIn and Twitter.
Check out her personal website.
Click here to send Tristan a submission!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger sits down with <a href="https://bit.ly/3bnRkjq">Dr. Natoshia Anderson</a>, the CEO and founder of Smart STEM, LLC, to chat about her career journey and more. Check the links in the show notes to connect with her!</p><p>Dr. Natoshia Anderson is on <a href="https://bit.ly/3bnRkjq">LinkedIn</a> and <a href="https://bit.ly/2L8P2Ko">Twitter</a>.</p><p>Check out <a href="http://bit.ly/3bkCZEl">her personal website</a>.</p><p>Click <a href="http://bit.ly/tapintristan">here</a> to send Tristan a submission!</p>]]>
      </content:encoded>
      <itunes:duration>3033</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8dccb10c-4619-11eb-bd19-b7402b892b4c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO8217725661.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Top Skills Recruiters Want in 2021 (Pt. 2)</title>
      <link>https://www.living-corporate.com/2021/01/07/tap-in-with-tristan-top-skills-recruiters-want-in-2021-pt-2/</link>
      <description>Tristan Layfield concludes his coverage of the top skills recruiters will be looking for in 2021. Forbes has a council of Human Resources leaders who have shared the top 10 skills they will be looking for in the new year, and Tristan covers the final five. The first five were in Part 1 last week, so check it out if you haven't already!
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Check out our website.</description>
      <pubDate>Thu, 07 Jan 2021 09:07:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Top Skills Recruiters Want in 2021 (Pt. 2)</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>336</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1be56e0c-50c9-11eb-b0cb-47916dbb12ed/image/uploads_2F1610010632858-ykeqbzekcd-3d22a353d1219815f4867d0c20252236_2F2021+Pt+2.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield concludes his coverage of the top skills recruiters will be looking for in 2021. Forbes has a council of Human Resources leaders who have shared the top 10 skills they will be looking for in the new year, and Tristan covers the final five. The first five were in Part 1 last week, so check it out if you haven't already!
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> concludes his coverage of the top skills recruiters will be looking for in 2021. Forbes has a council of Human Resources leaders who have shared the top 10 skills they will be looking for in the new year, and Tristan covers the final five. The first five were in Part 1 last week, so check it out if you haven't already!</p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>382</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1be56e0c-50c9-11eb-b0cb-47916dbb12ed]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO8987877818.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Trump's Executive Order, Racism and Intersectional Identity (w/ Shane Lloyd)</title>
      <link>https://www.living-corporate.com/2021/01/05/trumps-executive-order-racism-and-intersectional-identity-w-shane-lloyd/</link>
      <description>Zach sits down with Shane Lloyd, diversity and inclusion professional with extensive experience in the realm of higher education, to talk through the D&amp;I landscape, Trump's executive order, the future of the work, contextualizing data, and intersectional identity.
You can connect with Shane on LinkedIn.
Shane is also the board president of Class Action, a national nonprofit that inspires action to end classism. Learn more about them on the Class Action website.</description>
      <pubDate>Tue, 05 Jan 2021 13:32:00 -0000</pubDate>
      <itunes:title>Trump's Executive Order, Racism and Intersectional Identity (w/ Shane Lloyd)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>4</itunes:season>
      <itunes:episode>335</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/8dbed780-4619-11eb-bd19-6b061ae923d0/image/uploads_2F1609849617371-z4ax22b8qk-a4957617eb7befcf0c1424d9de1753c7_2FShane+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Shane Lloyd, diversity and inclusion professional with extensive experience in the realm of higher education, to talk through the D&amp;I landscape, Trump's executive order, the future of the work, contextualizing data, and intersectional identity.
You can connect with Shane on LinkedIn.
Shane is also the board president of Class Action, a national nonprofit that inspires action to end classism. Learn more about them on the Class Action website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/2JKa8Of">Shane Lloyd</a>, diversity and inclusion professional with extensive experience in the realm of higher education, to talk through the D&amp;I landscape, Trump's executive order, the future of the work, contextualizing data, and intersectional identity.</p><p>You can connect with Shane on <a href="https://bit.ly/2JKa8Of">LinkedIn</a>.</p><p>Shane is also the board president of Class Action, a national nonprofit that inspires action to end classism. Learn more about them on the <a href="http://bit.ly/3hKOje0">Class Action website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3255</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[8dbed780-4619-11eb-bd19-6b061ae923d0]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO3671280477.mp3?updated=1609854569" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Diversity Director (w/ Safiya Reid)</title>
      <link>https://www.living-corporate.com/2021/01/02/see-it-to-be-it-diversity-director-w-safiya-reid/</link>
      <description>Amy C. Waninger welcomes Safiya Reid, the Director of Diversity &amp; Inclusion at PURE Insurance, to the podcast to share her career journey and more. Check the links in the show notes to connect with Safiya!
You can find Safiya on LinkedIn.
Check out our website.</description>
      <pubDate>Sat, 02 Jan 2021 12:26:00 -0000</pubDate>
      <itunes:title>See It to Be It : Diversity Director (w/ Safiya Reid)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>334</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/487b07fe-4cf7-11eb-9747-07b8d0b3774d/image/uploads_2F1609590564845-yi2rme27nsg-bbf7a439e95821b7adb33925458e1c11_2F1_2_2021+C2B.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger welcomes Safiya Reid, the Director of Diversity &amp; Inclusion at PURE Insurance, to the podcast to share her career journey and more. Check the links in the show notes to connect with Safiya!
You can find Safiya on LinkedIn.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger welcomes<a href="https://bit.ly/2JD3xFr"> Safiya Reid</a>, the Director of Diversity &amp; Inclusion at PURE Insurance, to the podcast to share her career journey and more. Check the links in the show notes to connect with Safiya!</p><p>You can find Safiya on <a href="https://bit.ly/2JD3xFr">LinkedIn</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2292</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[487b07fe-4cf7-11eb-9747-07b8d0b3774d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO5647605379.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Happy New Year : 2020 In Review (w/ Zach Nunn)</title>
      <link>https://www.living-corporate.com/2021/01/01/happy-new-year-2020-in-review-w-zach-nunn/</link>
      <description>Living Corporate founder and host Zach Nunn celebrates the start of 2021 with a special New Year's Day episode. He reflects on the growth Living Corporate experienced in 2020, talks about what's to come, and thanks all of the incredible guests and fans. Happy New Year!
Check out the MarketWatch.com article Zach mentioned in the show, "There's A Diversity Grift Right Now."
Check out our website.</description>
      <pubDate>Fri, 01 Jan 2021 11:23:00 -0000</pubDate>
      <itunes:title>Happy New Year : 2020 In Review (w/ Zach Nunn)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>333</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/14dbeb56-4c26-11eb-bf2f-734a61cf3295/image/uploads_2F1609501188833-gf03z0wmupe-78b9eeaccceee4038471511e2411e502_2FHappy+NYE.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Living Corporate founder and host Zach Nunn celebrates the start of 2021 with a special New Year's Day episode. He reflects on the growth Living Corporate experienced in 2020, talks about what's to come, and thanks all of the incredible guests and fans. Happy New Year!
Check out the MarketWatch.com article Zach mentioned in the show, "There's A Diversity Grift Right Now."
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Living Corporate founder and host <a href="https://www.linkedin.com/in/zacharynunnphr/">Zach Nunn</a> celebrates the start of 2021 with a special New Year's Day episode. He reflects on the growth Living Corporate experienced in 2020, talks about what's to come, and thanks all of the incredible guests and fans. Happy New Year!</p><p>Check out the MarketWatch.com article Zach mentioned in the show, "<a href="https://on.mktw.net/3pLmk0N">There's A Diversity Grift Right Now</a>."</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1498</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[14dbeb56-4c26-11eb-bf2f-734a61cf3295]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO4906901926.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Top Skills Recruiters Want in 2021 (Pt. 1)</title>
      <link>https://www.living-corporate.com/2020/12/31/tap-in-with-tristan-top-skills-recruiters-want-in-2021-pt-1/</link>
      <description>Tristan Layfield talks about the top skills recruiters will be looking for in 2021. Forbes has a council of Human Resources leaders who have shared the top 10 skills they will be looking for in the new year, and Tristan covers the first five. The final five will be in Part 2 next week, so don't miss it!
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Check out our website.</description>
      <pubDate>Thu, 31 Dec 2020 10:43:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Top Skills Recruiters Want in 2021 (Pt. 1)</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>332</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/43b179bc-4b56-11eb-bf4f-1780ed3b0224/image/uploads_2F1609411772769-kjs7wc1k02-3d9c06557f7dc597bc20e6de2c66c1c2_2F2021+Pt+1.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield talks about the top skills recruiters will be looking for in 2021. Forbes has a council of Human Resources leaders who have shared the top 10 skills they will be looking for in the new year, and Tristan covers the first five. The final five will be in Part 2 next week, so don't miss it!
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about the top skills recruiters will be looking for in 2021. Forbes has a council of Human Resources leaders who have shared the top 10 skills they will be looking for in the new year, and Tristan covers the first five. The final five will be in Part 2 next week, so don't miss it!</p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>321</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[43b179bc-4b56-11eb-bf4f-1780ed3b0224]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO9100032517.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>H&amp;M, #BlackLivesMatter, &amp; 2021 (w/ Ezinne (Kwubiri) Okoro)</title>
      <link>https://www.living-corporate.com/2020/12/30/hm-blacklivesmatter-2021-w-ezinne-kwubiri-okoro/</link>
      <description>Zach sits down with Ezinne (Kwubiri) Okoro, who was at the time of this recording the head of D&amp;I North America for H&amp;M. Hear her story of how H&amp;M weathered the storm of controversy surrounding their monkey hoodie incident and what the organization is focused on in this new season.
You can connect with Ezinne on LinkedIn, Twitter and Instagram.
Click here to check out her personal website.</description>
      <pubDate>Wed, 30 Dec 2020 11:52:00 -0000</pubDate>
      <itunes:title>H&amp;M, #BlackLivesMatter, &amp; 2021 (w/ Ezinne (Kwubiri) Okoro)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>331</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/689d7dda-4a97-11eb-85d5-07112f7eb854/image/uploads_2F1609329667772-9ecdtkp3tdg-e3e199513a112a8303a19f7d4778eb5b_2FEzinne+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Ezinne (Kwubiri) Okoro, who was at the time of this recording the head of D&amp;I North America for H&amp;M. Hear her story of how H&amp;M weathered the storm of controversy surrounding their monkey hoodie incident and what the organization is focused on in this new season.
You can connect with Ezinne on LinkedIn, Twitter and Instagram.
Click here to check out her personal website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3mZ6AoU">Ezinne (Kwubiri) Okoro</a>, who was at the time of this recording the head of D&amp;I North America for H&amp;M. Hear her story of how H&amp;M weathered the storm of controversy surrounding their monkey hoodie incident and what the organization is focused on in this new season.</p><p>You can connect with Ezinne on <a href="https://bit.ly/3mZ6AoU">LinkedIn</a>, <a href="https://bit.ly/3pBph3S">Twitter</a> and <a href="https://bit.ly/34Vis5e">Instagram</a>.</p><p>Click <a href="http://bit.ly/3o2mcJD">here</a> to check out her personal website.</p>]]>
      </content:encoded>
      <itunes:duration>1764</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[689d7dda-4a97-11eb-85d5-07112f7eb854]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO2504731646.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Role of Data in Diversity &amp; Inclusion (w/ Tara Robertson)</title>
      <link>https://www.living-corporate.com/2020/12/29/the-role-of-data-in-diversity-inclusion-w-tara-robertson/</link>
      <description>Zach sits down with Tara Robertson, a data-driven diversity, equity and inclusion leader and culture builder, to talk about her journey as a DEI professional and the role of data in the equity and inclusion space. Check the links in the show notes to connect with Tara!
You can connect with Tara on LinkedIn and Twitter.
Click here to check out her personal website.</description>
      <pubDate>Tue, 29 Dec 2020 11:21:00 -0000</pubDate>
      <itunes:title>The Role of Data in Diversity &amp; Inclusion (w/ Tara Robertson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>330</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/abe42838-49c9-11eb-b07e-ef2523ab28ce/image/uploads_2F1609241599779-l85dbswzbff-d058cbe8ab6b08e28450265f418bd13d_2FTara+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Tara Robertson, a data-driven diversity, equity and inclusion leader and culture builder, to talk about her journey as a DEI professional and the role of data in the equity and inclusion space. Check the links in the show notes to connect with Tara!
You can connect with Tara on LinkedIn and Twitter.
Click here to check out her personal website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/2WYHdsF">Tara Robertson</a>, a data-driven diversity, equity and inclusion leader and culture builder, to talk about her journey as a DEI professional and the role of data in the equity and inclusion space. Check the links in the show notes to connect with Tara!</p><p>You can connect with Tara on <a href="https://bit.ly/2WYHdsF">LinkedIn</a> and <a href="https://bit.ly/2Mg9pFz">Twitter</a>.</p><p>Click <a href="http://bit.ly/2KMxvXX">here</a> to check out her personal website.</p>]]>
      </content:encoded>
      <itunes:duration>2640</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[abe42838-49c9-11eb-b07e-ef2523ab28ce]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO5306857017.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The ROI of Human Resources (w/ Sarah Morgan)</title>
      <link>https://www.living-corporate.com/2020/12/28/the-roi-of-human-resources-w-sarah-morgan/</link>
      <description>Zach chats with Sarah Morgan, the founder and CEO of BuzzARooney, LLC, about the role of HR and the future of the profession in a corporate context increasingly focused on inclusion and belonging. Check the links in the show notes to connect with Sarah and learn more about BuzzARooney!
You can connect with Sarah on LinkedIn, Twitter and Instagram.
Click here to check out her website, BuzzARooney.com, where you'll find her podcast "Leading in Color" and more.</description>
      <pubDate>Mon, 28 Dec 2020 12:31:00 -0000</pubDate>
      <itunes:title>The ROI of Human Resources (w/ Sarah Morgan)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>329</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/301ad61c-490a-11eb-ac70-1769e2994fb9/image/uploads_2F1609158824794-wpox9p54oy-79154aa8db7c1c9bed24f80d768dbd43_2FSarah+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach chats with Sarah Morgan, the founder and CEO of BuzzARooney, LLC, about the role of HR and the future of the profession in a corporate context increasingly focused on inclusion and belonging. Check the links in the show notes to connect with Sarah and learn more about BuzzARooney!
You can connect with Sarah on LinkedIn, Twitter and Instagram.
Click here to check out her website, BuzzARooney.com, where you'll find her podcast "Leading in Color" and more.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with <a href="https://bit.ly/3rAj89Z">Sarah Morgan</a>, the founder and CEO of BuzzARooney, LLC, about the role of HR and the future of the profession in a corporate context increasingly focused on inclusion and belonging. Check the links in the show notes to connect with Sarah and learn more about BuzzARooney!</p><p>You can connect with Sarah on <a href="https://bit.ly/3rAj89Z">LinkedIn</a>, <a href="https://bit.ly/37RtYjS">Twitter</a> and <a href="https://bit.ly/2L0HGrS">Instagram</a>.</p><p>Click <a href="http://bit.ly/3hlBUNs">here</a> to check out her website, BuzzARooney.com, where you'll find her podcast "Leading in Color" and more.</p>]]>
      </content:encoded>
      <itunes:duration>2934</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[301ad61c-490a-11eb-ac70-1769e2994fb9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO9582388346.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Role White Women Play in the Workplace (w/ Julie Kratz)</title>
      <link>https://www.living-corporate.com/2020/12/27/the-role-white-women-play-in-the-workplace-w-julie-kratz/</link>
      <description>Zach sits down with Julie Kratz, a highly-acclaimed inclusive leadership trainer, to talk about the role of white women in advocating for racial equity and inclusion in the workplace. Julie is also a TEDx speaker, a keynote speaker, an executive coach, a certified unconscious bias trainer, and an author, having written multiple books. Check out the links in the show notes to connect with her and to listen to her podcast, Next Pivot Point!
You can connect with Julie on LinkedIn, Twitter and Instagram.
Check out her website, NextPivotPoint.com. You can find her podcast there!</description>
      <pubDate>Sun, 27 Dec 2020 12:08:00 -0000</pubDate>
      <itunes:title>The Role White Women Play in the Workplace (w/ Julie Kratz)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>328</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2959e2f4-483e-11eb-a9dd-ef09ce38c6f3/image/uploads_2F1609071000518-x3f3hb7oq3-13d896db6d8cbc2b988dce1e4cf260f0_2FJulie+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Julie Kratz, a highly-acclaimed inclusive leadership trainer, to talk about the role of white women in advocating for racial equity and inclusion in the workplace. Julie is also a TEDx speaker, a keynote speaker, an executive coach, a certified unconscious bias trainer, and an author, having written multiple books. Check out the links in the show notes to connect with her and to listen to her podcast, Next Pivot Point!
You can connect with Julie on LinkedIn, Twitter and Instagram.
Check out her website, NextPivotPoint.com. You can find her podcast there!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3nS6nW3">Julie Kratz</a>, a highly-acclaimed inclusive leadership trainer, to talk about the role of white women in advocating for racial equity and inclusion in the workplace. Julie is also a TEDx speaker, a keynote speaker, an executive coach, a certified unconscious bias trainer, and an author, having written multiple books. Check out the links in the show notes to connect with her and to listen to her podcast, Next Pivot Point!</p><p>You can connect with Julie on <a href="https://bit.ly/3nS6nW3">LinkedIn</a>, <a href="https://bit.ly/34Nntwv">Twitter</a> and <a href="https://bit.ly/2WNtwgj">Instagram</a>.</p><p>Check out her website, <a href="https://bit.ly/3rqpl8l">NextPivotPoint.com</a>. You can find her podcast there!</p>]]>
      </content:encoded>
      <itunes:duration>3150</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2959e2f4-483e-11eb-a9dd-ef09ce38c6f3]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO8143377130.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Recruiting Black Executive Talent (w/ Kenneth L. Johnson)</title>
      <link>https://www.living-corporate.com/2020/12/26/recruiting-black-executive-talent-w-kenneth-l-johnson/</link>
      <description>Zach sits down with Kenneth L. Johnson, the president of East Coast Executives and a diversity recruiter, to talk about how organizations can better source and retain Black executive level talent. Check the links in the show notes to connect with Kenneth and learn more about East Coast Executives!
You can connect with Kenneth on LinkedIn and Twitter.
Click here to check out the official East Coast Executives website.</description>
      <pubDate>Sat, 26 Dec 2020 10:31:00 -0000</pubDate>
      <itunes:title>Recruiting Black Executive Talent (w/ Kenneth L. Johnson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>327</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2f8b6e72-4767-11eb-9038-8b0e4891096d/image/uploads_2F1608979212031-bj7olmdi8u-21f3cfda58d7d9e480b11c56f9b512c6_2FKenneth+gram+_282_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Kenneth L. Johnson, the president of East Coast Executives and a diversity recruiter, to talk about how organizations can better source and retain Black executive level talent. Check the links in the show notes to connect with Kenneth and learn more about East Coast Executives!
You can connect with Kenneth on LinkedIn and Twitter.
Click here to check out the official East Coast Executives website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3pvteqR">Kenneth L. Johnson</a>, the president of East Coast Executives and a diversity recruiter, to talk about how organizations can better source and retain Black executive level talent. Check the links in the show notes to connect with Kenneth and learn more about East Coast Executives!</p><p>You can connect with Kenneth on <a href="https://bit.ly/3pvteqR">LinkedIn</a> and <a href="https://bit.ly/2JjUetK">Twitter</a>.</p><p>Click <a href="http://bit.ly/3aIKV1Z">here</a> to check out the official East Coast Executives website.</p>]]>
      </content:encoded>
      <itunes:duration>1852</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2f8b6e72-4767-11eb-9038-8b0e4891096d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO8717321857.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Trumpism, White Supremacy, &amp; D&amp;I in 2021 (w/ Dr. Laura Morgan Roberts)</title>
      <link>https://www.living-corporate.com/2020/12/25/trumpism-white-supremacy-di-in-2021-w-dr-laura-morgan-roberts/</link>
      <description>Zach sits down with Dr. Laura Morgan Roberts, the founder and CEO of The Alignment Quest Enterprise, LLC, to talk about the future of D&amp;I. Check the links in the show notes to connect with her - there's also an Amazon link to her work!
You can connect with her on LinkedIn and Twitter.
Click here to check out her personal website.
Learn more about her work on Amazon.</description>
      <pubDate>Fri, 25 Dec 2020 10:32:00 -0000</pubDate>
      <itunes:title>Trumpism, White Supremacy, &amp; D&amp;I in 2021 (w/ Dr. Laura Morgan Roberts)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>326</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/39cb686a-469f-11eb-91ed-cff8d8a36ca5/image/uploads_2F1608893111085-c5v14p1ze78-a55cded70f5165deaf377bafe4f8042e_2FDLMR+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Laura Morgan Roberts, the founder and CEO of The Alignment Quest Enterprise, LLC, to talk about the future of D&amp;I. Check the links in the show notes to connect with her - there's also an Amazon link to her work!
You can connect with her on LinkedIn and Twitter.
Click here to check out her personal website.
Learn more about her work on Amazon.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3mQ7F2a">Dr. Laura Morgan Roberts</a>, the founder and CEO of The Alignment Quest Enterprise, LLC, to talk about the future of D&amp;I. Check the links in the show notes to connect with her - there's also an Amazon link to her work!</p><p>You can connect with her on <a href="https://bit.ly/3mQ7F2a">LinkedIn</a> and <a href="https://bit.ly/3mNqbsd">Twitter</a>.</p><p>Click <a href="http://bit.ly/3pliWJG">here</a> to check out her personal website.</p><p>Learn more about her work on <a href="https://amzn.to/3hiCY4F">Amazon</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2826</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[39cb686a-469f-11eb-91ed-cff8d8a36ca5]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO6877646337.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Notes for Your 2020 Performance Review</title>
      <link>https://www.living-corporate.com/2020/12/24/tap-in-with-tristan-notes-for-your-2020-performance-review/</link>
      <description>With the pandemic being a significant factor in our work experiences this year, Tristan discusses a couple of things to remember for your self-assessment. While it is always important to advocate for yourself during your performance review, with the financial constraints many companies and organizations are feeling right now, it's even more critical. Take some time to reflect on everything you've done at work this year so you can highlight the value you bring to your company!
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Check out our website.</description>
      <pubDate>Thu, 24 Dec 2020 09:50:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Notes for Your 2020 Performance Review</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>325</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/57c06ee0-45cf-11eb-b9eb-6bf15ebc8598/image/uploads_2F1608804172092-fjf1fry4jjp-b2c6a28411172fdc1de9ac712638497c_2F2020+Performance.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>With the pandemic being a significant factor in our work experiences this year, Tristan discusses a couple of things to remember for your self-assessment. While it is always important to advocate for yourself during your performance review, with the financial constraints many companies and organizations are feeling right now, it's even more critical. Take some time to reflect on everything you've done at work this year so you can highlight the value you bring to your company!
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>With the pandemic being a significant factor in our work experiences this year, <a href="http://bit.ly/2G7d6HK">Tristan</a> discusses a couple of things to remember for your self-assessment. While it is always important to advocate for yourself during your performance review, with the financial constraints many companies and organizations are feeling right now, it's even more critical. Take some time to reflect on everything you've done at work this year so you can highlight the value you bring to your company!</p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>337</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[57c06ee0-45cf-11eb-b9eb-6bf15ebc8598]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO4478761652.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Having Racy Conversations at Work (w/ Karen Fleshman)</title>
      <link>https://www.living-corporate.com/2020/12/23/having-racy-conversations-at-work-w-karen-fleshman/</link>
      <description>Zach sits down with Karen Fleshman, the founder of Racy Conversations, to discuss the concept of anti-racism and what organizations should be doing to create inclusive and diverse workplaces. Check the links in the show notes to connect with Karen and find out more about Racy Conversations!
You can connect with Karen on LinkedIn, Twitter, and Instagram.
Click here to check out the Racy Conversations website. 
Learn more about Karen's upcoming book "White Women, We Need to Talk: Doing Our Part to End Racism" on Amazon.</description>
      <pubDate>Wed, 23 Dec 2020 11:48:00 -0000</pubDate>
      <itunes:title>Having Racy Conversations at Work (w/ Karen Fleshman)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>324</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/16bee14a-4518-11eb-be83-5be58820d920/image/uploads_2F1608724384200-xl2smrr04qk-6604fbb3dd4934b289dfb12864e13efd_2FKaren+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Karen Fleshman, the founder of Racy Conversations, to discuss the concept of anti-racism and what organizations should be doing to create inclusive and diverse workplaces. Check the links in the show notes to connect with Karen and find out more about Racy Conversations!
You can connect with Karen on LinkedIn, Twitter, and Instagram.
Click here to check out the Racy Conversations website. 
Learn more about Karen's upcoming book "White Women, We Need to Talk: Doing Our Part to End Racism" on Amazon.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/38tHYPX">Karen Fleshman</a>, the founder of Racy Conversations, to discuss the concept of anti-racism and what organizations should be doing to create inclusive and diverse workplaces. Check the links in the show notes to connect with Karen and find out more about Racy Conversations!</p><p>You can connect with Karen on <a href="https://bit.ly/38tHYPX">LinkedIn</a>, <a href="https://bit.ly/2M49NqD">Twitter</a>, and <a href="https://bit.ly/2WHyjja">Instagram</a>.</p><p>Click <a href="https://bit.ly/34BK5zW">here</a> to check out the Racy Conversations website. </p><p>Learn more about Karen's upcoming book "<a href="https://amzn.to/34F1hVs">White Women, We Need to Talk: Doing Our Part to End Racism</a>" on Amazon.</p>]]>
      </content:encoded>
      <itunes:duration>3063</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[16bee14a-4518-11eb-be83-5be58820d920]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO6164139522.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Liberation, Ethics and the Future (w/ Preston Mitchum)</title>
      <link>https://www.living-corporate.com/2020/12/22/black-liberation-ethics-and-the-future-w-preston-mitchum/</link>
      <description>Zach welcomes Preston Mitchum, the Director of Policy at URGE: Unite for Reproductive &amp; Gender Equity, back to the pod to talk about Black liberation and the future of Black and brown folks in the corporate and non-corporate spaces. Check the links in the show notes to connect with Preston!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Find out more about Preston on his official website.
You can connect with him on LinkedIn, Twitter, and Instagram.
Check out URGE's 2020 Election Report Series. Part 1 is about the 2020 youth electorate and how they participated in the election.</description>
      <pubDate>Tue, 22 Dec 2020 11:11:00 -0000</pubDate>
      <itunes:title>Black Liberation, Ethics and the Future (w/ Preston Mitchum)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>323</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/7809c28c-4449-11eb-9325-53f894533f32/image/uploads_2F1608636499526-vkxjd2ngojj-2a00ff13a26199580dbe7383a27f7ba6_2FPreston+gram+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Preston Mitchum, the Director of Policy at URGE: Unite for Reproductive &amp; Gender Equity, back to the pod to talk about Black liberation and the future of Black and brown folks in the corporate and non-corporate spaces. Check the links in the show notes to connect with Preston!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Find out more about Preston on his official website.
You can connect with him on LinkedIn, Twitter, and Instagram.
Check out URGE's 2020 Election Report Series. Part 1 is about the 2020 youth electorate and how they participated in the election.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="https://bit.ly/38rNF0L">Preston Mitchum</a>, the Director of Policy at URGE: Unite for Reproductive &amp; Gender Equity, back to the pod to talk about Black liberation and the future of Black and brown folks in the corporate and non-corporate spaces. Check the links in the show notes to connect with Preston!</p><p><strong>Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer"><strong>https://www.kanarys.com/employer</strong></a><strong>.</strong></p><p>Find out more about Preston on <a href="https://bit.ly/3ayLVpi">his official website</a>.</p><p>You can connect with him on <a href="https://bit.ly/38rNF0L">LinkedIn</a>, <a href="https://bit.ly/3nI11wf">Twitter</a>, and <a href="https://bit.ly/37E5Gtr">Instagram</a>.</p><p>Check out <a href="http://bit.ly/2WAt0C2">URGE's 2020 Election Report Series</a>. Part 1 is about the 2020 youth electorate and how they participated in the election.</p>]]>
      </content:encoded>
      <itunes:duration>2569</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[7809c28c-4449-11eb-9325-53f894533f32]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO4046275043.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Working While Black (w/ Tosca Davis &amp; Cedrick Smith)</title>
      <link>https://www.living-corporate.com/2020/12/21/working-while-black-w-tosca-davis-cedrick-smith/</link>
      <description>Zach sits down with Cedrick Smith and Tosca Davis, producers and directors of TO BE US: To Work, to talk about the genesis of the film, Black trauma in the workplace, and their journey in creating the International Black Film Festival's "Best of Film" winning picture.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Check out TO BE US Productions - they're a Black-owned production company with a mission to elevate Black stories.
Watch the trailer and learn more about the film by clicking here.</description>
      <pubDate>Mon, 21 Dec 2020 11:20:00 -0000</pubDate>
      <itunes:title>Working While Black (w/ Tosca Davis &amp; Cedrick Smith)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>322</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2c4599ce-4382-11eb-8125-bf8ee302dc45/image/uploads_2F1608549830415-g1ip5plb9p-84816ffe8a847a342a61aec40f0ac325_2FTosca+and+Cedrick+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Cedrick Smith and Tosca Davis, producers and directors of TO BE US: To Work, to talk about the genesis of the film, Black trauma in the workplace, and their journey in creating the International Black Film Festival's "Best of Film" winning picture.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Check out TO BE US Productions - they're a Black-owned production company with a mission to elevate Black stories.
Watch the trailer and learn more about the film by clicking here.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Cedrick Smith and Tosca Davis, producers and directors of <a href="http://bit.ly/2KrKePN">TO BE US: To Work</a>, to talk about the genesis of the film, Black trauma in the workplace, and their journey in creating the International Black Film Festival's "Best of Film" winning picture.</p><p><strong>Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer"><strong>https://www.kanarys.com/employer</strong></a><strong>.</strong></p><p>Check out <a href="http://bit.ly/37HkasV">TO BE US Productions</a> - they're a Black-owned production company with a mission to elevate Black stories.</p><p>Watch the trailer and learn more about the film by clicking <a href="http://bit.ly/2KrKePN">here</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2134</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[2c4599ce-4382-11eb-8125-bf8ee302dc45]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO3427873517.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Authentic Branding (w/ Danisha Lomax)</title>
      <link>https://www.living-corporate.com/2020/12/20/authentic-branding-w-danisha-lomax/</link>
      <description>Zach sits down with Danisha Lomax, the VP &amp; National Paid Social Lead at Digitas NA, to discuss how individuals can brand themselves effectively in this new economic climate and how organizations can more authentically brand themselves to attract Black and brown talent.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Danisha on LinkedIn, Twitter and Instagram.
Danisha's also the lead of the San Francisco's VivaWomen of Color BRG. Check them out on Twitter.</description>
      <pubDate>Sun, 20 Dec 2020 11:58:00 -0000</pubDate>
      <itunes:title>Authentic Branding (w/ Danisha Lomax)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>321</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c8e800f2-42bd-11eb-a619-d7a2366e0bb9/image/uploads_2F1608466158917-w6d0whmj0co-333b2c9badd8dd96908fb072a6c5f199_2FLomax+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Danisha Lomax, the VP &amp; National Paid Social Lead at Digitas NA, to discuss how individuals can brand themselves effectively in this new economic climate and how organizations can more authentically brand themselves to attract Black and brown talent.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Danisha on LinkedIn, Twitter and Instagram.
Danisha's also the lead of the San Francisco's VivaWomen of Color BRG. Check them out on Twitter.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/2LSSJno">Danisha Lomax</a>, the VP &amp; National Paid Social Lead at Digitas NA, to discuss how individuals can brand themselves effectively in this new economic climate and how organizations can more authentically brand themselves to attract Black and brown talent.</p><p><strong>Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer"><strong>https://www.kanarys.com/employer</strong></a><strong>.</strong></p><p>Connect with Danisha on <a href="https://bit.ly/2LSSJno">LinkedIn</a>, <a href="https://bit.ly/37xxXSD">Twitter</a> and <a href="https://bit.ly/2WxnArO">Instagram</a>.</p><p>Danisha's also the lead of the San Francisco's VivaWomen of Color BRG. Check them out on <a href="https://bit.ly/3aucVpG">Twitter</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1915</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c8e800f2-42bd-11eb-a619-d7a2366e0bb9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO9889355713.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Digital Community in a New Normal (w/ Kyum Kim)</title>
      <link>https://www.living-corporate.com/2020/12/19/digital-community-in-a-new-normal-w-kyum-kim/</link>
      <description>Zach sits down with Kyum Kim, the co-founder of Blind, to discuss the journey of the platform and its role in building inclusive and equitable communities. Blind is a trusted community where 4.1M+ verified professionals anonymously discuss and share career insights and experiences - check the links in the show notes to find out more!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Kyum on LinkedIn and Twitter.
Check out Blind's website. They're also on Instagram and Twitter.</description>
      <pubDate>Sat, 19 Dec 2020 10:54:00 -0000</pubDate>
      <itunes:title>Digital Community in a New Normal (w/ Kyum Kim)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>320</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/77fb297c-41ea-11eb-b29d-97e3a1601b96/image/uploads_2F1608375457916-09wl0jya62ug-963480417161bb99340259b854eb268f_2FKyum+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Kyum Kim, the co-founder of Blind, to discuss the journey of the platform and its role in building inclusive and equitable communities. Blind is a trusted community where 4.1M+ verified professionals anonymously discuss and share career insights and experiences - check the links in the show notes to find out more!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Kyum on LinkedIn and Twitter.
Check out Blind's website. They're also on Instagram and Twitter.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/34q3UtW">Kyum Kim</a>, the co-founder of Blind, to discuss the journey of the platform and its role in building inclusive and equitable communities. Blind is a trusted community where 4.1M+ verified professionals anonymously discuss and share career insights and experiences - check the links in the show notes to find out more!</p><p>Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email <a href="mailto:stacey@kanarys.com">stacey@kanarys.com</a> or learn more at <a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>Connect with Kyum on <a href="https://bit.ly/34q3UtW">LinkedIn</a> and <a href="https://bit.ly/37vjtmf">Twitter</a>.</p><p>Check out <a href="http://bit.ly/2J7R0cS">Blind's website</a>. They're also on <a href="https://bit.ly/34uKuEp">Instagram</a> and <a href="https://bit.ly/38j8Q59">Twitter</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1697</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[77fb297c-41ea-11eb-b29d-97e3a1601b96]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO9865416630.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Racial Trauma in the Workplace (w/ Ashley McGirt)</title>
      <link>https://www.living-corporate.com/2020/12/18/racial-trauma-in-the-workplace-w-ashley-mcgirt/</link>
      <description>Zach sits down with racial trauma expert Ashley McGirt to examine the concept and realities of racialized trauma at work.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Ashley on LinkedIn and Instagram.
Check out her personal website.</description>
      <pubDate>Fri, 18 Dec 2020 09:46:00 -0000</pubDate>
      <itunes:title>Racial Trauma in the Workplace (w/ Ashley McGirt)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>319</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9af4e99a-4118-11eb-a131-e7ebe7332b3d/image/uploads_2F1608285798178-7cs86pm2g5j-5b5530118074ee55f9a4c2607f2f9f16_2FMcGirt+gram+fixed+_282_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with racial trauma expert Ashley McGirt to examine the concept and realities of racialized trauma at work.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Ashley on LinkedIn and Instagram.
Check out her personal website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with racial trauma expert <a href="https://bit.ly/34nv8ld">Ashley McGirt</a> to examine the concept and realities of racialized trauma at work.</p><p>Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email <a href="mailto:stacey@kanarys.com">stacey@kanarys.com</a> or learn more at <a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>Connect with Ashley on <a href="https://bit.ly/34nv8ld">LinkedIn</a> and <a href="https://bit.ly/3ajtYLj">Instagram</a>.</p><p>Check out <a href="https://bit.ly/34qSVAJ">her personal website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1899</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9af4e99a-4118-11eb-a131-e7ebe7332b3d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO4602390799.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : What to Do About Burnout</title>
      <link>https://www.living-corporate.com/2020/12/17/tap-in-with-tristan-what-to-do-about-burnout/</link>
      <description>Tristan Layfield follows up on last week's tip that clued us into how to recognize burnout by discussing what to do once you’ve recognized that you're burnt out. Curing burnout requires more than just a vacation; we have to be a bit more intentional. While that can be difficult when you're already feeling drained, it's virtually the only way to come through on the other side.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Thu, 17 Dec 2020 11:45:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : What to Do About Burnout</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>318</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/28aeafd0-405d-11eb-a604-2fb8e5e85617/image/uploads_2F1608204244317-nutqumv3opl-d860612930b15d5eacefa80a43d7c2ec_2FBurnout+_231+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield follows up on last week's tip that clued us into how to recognize burnout by discussing what to do once you’ve recognized that you're burnt out. Curing burnout requires more than just a vacation; we have to be a bit more intentional. While that can be difficult when you're already feeling drained, it's virtually the only way to come through on the other side.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> follows up on last week's tip that clued us into how to recognize burnout by discussing what to do once you’ve recognized that you're burnt out. Curing burnout requires more than just a vacation; we have to be a bit more intentional. While that can be difficult when you're already feeling drained, it's virtually the only way to come through on the other side.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>305</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[28aeafd0-405d-11eb-a604-2fb8e5e85617]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO6862952377.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Seeing Yourself Somewhere New (w/ Tyson Bonty)</title>
      <description>Zach sits down with Tyson Bonty to discuss career transitions and his new clothing company that empowers aspiring professionals.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Tyson on LinkedIn.
Check out Josh and Jess - they have a website, Instagram and Facebook.</description>
      <pubDate>Wed, 16 Dec 2020 09:24:06 -0000</pubDate>
      <itunes:title>Seeing Yourself Somewhere New (w/ Tyson Bonty)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>317</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/83f64cd0-3f82-11eb-ba28-47ed3a8efb2d/image/uploads_2F1608111445349-ii1jekdxcj-544f742fd06ff883efc2dfdca6d0d420_2FTyson+gram+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Tyson Bonty to discuss career transitions and his new clothing company that empowers aspiring professionals.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Tyson on LinkedIn.
Check out Josh and Jess - they have a website, Instagram and Facebook.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3oUm8vC">Tyson Bonty</a> to discuss career transitions and his new clothing company that empowers aspiring professionals.</p><p>Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email <a href="mailto:stacey@kanarys.com">stacey@kanarys.com</a> or learn more at <a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>Connect with Tyson on <a href="https://bit.ly/3oUm8vC">LinkedIn</a>.</p><p>Check out Josh and Jess - they have a <a href="http://bit.ly/3amp93X">website</a>, <a href="https://bit.ly/34iskpl">Instagram</a> and <a href="http://bit.ly/3mi34FW">Facebook</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1591</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[83f64cd0-3f82-11eb-ba28-47ed3a8efb2d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO7591085070.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Entrepreneurial Ethics &amp; Black Economics (w/ Tony Lawson)</title>
      <link>https://www.living-corporate.com/2020/12/15/entrepreneurial-ethics-black-economics-w-tony-lawson/</link>
      <description>Zach sits down with Tony Lawson, CEO and co-founder of Shoppe Black, a digital space dedicated to Black entrepreneurship and business, to chat about ways Black folks can better serve and support one another economically.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Tony on LinkedIn.
Interested in finding out more about Shoppe Black? Check out their website and connect with them on social media - they're on LinkedIn, Twitter and Instagram.</description>
      <pubDate>Tue, 15 Dec 2020 11:24:00 -0000</pubDate>
      <itunes:title>Entrepreneurial Ethics &amp; Black Economics (w/ Tony Lawson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>316</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/931dfbf4-3ec9-11eb-8c1d-b7029ffda41b/image/uploads_2F1608031655242-6fpxncz4b68-e4aba50b240d375dbae5b159d3afeb8b_2FTony+Lawson+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Tony Lawson, CEO and co-founder of Shoppe Black, a digital space dedicated to Black entrepreneurship and business, to chat about ways Black folks can better serve and support one another economically.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Tony on LinkedIn.
Interested in finding out more about Shoppe Black? Check out their website and connect with them on social media - they're on LinkedIn, Twitter and Instagram.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3mmih91">Tony Lawson</a>, CEO and co-founder of Shoppe Black, a digital space dedicated to Black entrepreneurship and business, to chat about ways Black folks can better serve and support one another economically.</p><p>Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email <a href="mailto:stacey@kanarys.com">stacey@kanarys.com</a> or learn more at <a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>Connect with Tony on <a href="https://bit.ly/3mmih91">LinkedIn</a>.</p><p>Interested in finding out more about Shoppe Black? Check out t<a href="https://bit.ly/2WgtvRL">heir website</a> and connect with them on social media - they're on <a href="https://bit.ly/37k1VcE">LinkedIn</a>, <a href="https://bit.ly/3abkEZE">Twitter</a> and <a href="https://bit.ly/3ah6wy7">Instagram</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2441</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[931dfbf4-3ec9-11eb-8c1d-b7029ffda41b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO1835331583.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Customer Experience Advocate (w/ Omari Aarons)</title>
      <link>https://www.living-corporate.com/2020/12/12/see-it-to-be-it-customer-experience-advocate-w-omari-aarons/</link>
      <description>Amy C. Waninger chats with Omari Aarons, the president of the Boston chapter of NAAIA and founder and managing partner of Aarons Group, LLC, on this installment of See It to Be It.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
You can connect with Omari on LinkedIn, Instagram &amp; Twitter.
Click here to head to the NAAIA homepage.
Check out Aarons Group LLC - Omari is the founder.
Click here if you're interested in signing up to be a guest on See It to Be It.</description>
      <pubDate>Sat, 12 Dec 2020 10:31:00 -0000</pubDate>
      <itunes:title>See It to Be It : Customer Experience Advocate (w/ Omari Aarons)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>315</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c5f64b4e-3c67-11eb-adae-570010995cde/image/uploads_2F1607769533286-curifaja4dd-2ac15c6b2188abba02acbda41606b029_2FOmari+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger chats with Omari Aarons, the president of the Boston chapter of NAAIA and founder and managing partner of Aarons Group, LLC, on this installment of See It to Be It.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
You can connect with Omari on LinkedIn, Instagram &amp; Twitter.
Click here to head to the NAAIA homepage.
Check out Aarons Group LLC - Omari is the founder.
Click here if you're interested in signing up to be a guest on See It to Be It.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger chats with <a href="https://bit.ly/37XiwSD">Omari Aarons</a>, the president of the Boston chapter of NAAIA and founder and managing partner of Aarons Group, LLC, on this installment of See It to Be It.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>You can connect with Omari on <a href="https://bit.ly/37XiwSD">LinkedIn</a>, <a href="https://bit.ly/3oKVfu1">Instagram</a> &amp; <a href="https://bit.ly/2JXuP9B">Twitter</a>.</p><p>Click <a href="https://bit.ly/2FcTHas">here</a> to head to the NAAIA homepage.</p><p>Check out <a href="https://bit.ly/3ndvVMW">Aarons Group LLC</a> - Omari is the founder.</p><p>Click <a href="https://bit.ly/3m7Re17">here</a> if you're interested in signing up to be a guest on See It to Be It.</p>]]>
      </content:encoded>
      <itunes:duration>2609</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c5f64b4e-3c67-11eb-adae-570010995cde]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO4361359588.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : How to Recognize Burnout</title>
      <link>https://www.living-corporate.com/2020/12/10/tap-in-with-tristan-how-to-recognize-burnout/</link>
      <description>Tristan Layfield talks about burnout, what it is, and how to recognize it. The World Health Organization emphasizes that burnout is specifically work-related and characterized by 3 main things - listen to the whole episode to find out what they are!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Thu, 10 Dec 2020 10:58:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : How to Recognize Burnout</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>314</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/6aed9f7e-3ada-11eb-8960-cb40a7993873/image/uploads_2F1607598860310-791ns0gkgwx-04440a390871255dcab635446cc6b019_2FBurnout+_231.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield talks about burnout, what it is, and how to recognize it. The World Health Organization emphasizes that burnout is specifically work-related and characterized by 3 main things - listen to the whole episode to find out what they are!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about burnout, what it is, and how to recognize it. The World Health Organization emphasizes that burnout is specifically work-related and characterized by 3 main things - listen to the whole episode to find out what they are!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>358</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[6aed9f7e-3ada-11eb-8960-cb40a7993873]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO7366322569.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Black Diaspora &amp; Community Building (w/ Derrick Ashong)</title>
      <link>https://www.living-corporate.com/2020/12/08/black-diaspora-community-building-w-derrick-ashong/</link>
      <description>Zach sits down with AMP Global founder &amp; CEO Derrick Ashong to talk about his journey and his latest efforts to affirm music and Blackness. Derrick is also the creator of Take Back the Mic: The World Cup of Hip Hop - check out the links in the show notes to find out more about it!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Derrick on LinkedIn, Twitter and Instagram.
Check out Take Back the Mic's website. They're also on social media - Twitter and Instagram.</description>
      <pubDate>Tue, 08 Dec 2020 09:32:00 -0000</pubDate>
      <itunes:title>Black Diaspora &amp; Community Building (w/ Derrick Ashong)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>313</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/256439ae-393b-11eb-9bb6-cf27969024f2/image/uploads_2F1607420602629-rkmmffgx5pa-00380e0afeae7e22c1131b604b240c51_2FDerrick+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with AMP Global founder &amp; CEO Derrick Ashong to talk about his journey and his latest efforts to affirm music and Blackness. Derrick is also the creator of Take Back the Mic: The World Cup of Hip Hop - check out the links in the show notes to find out more about it!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Derrick on LinkedIn, Twitter and Instagram.
Check out Take Back the Mic's website. They're also on social media - Twitter and Instagram.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with AMP Global founder &amp; CEO <a href="https://bit.ly/3lWFONB">Derrick Ashong</a> to talk about his journey and his latest efforts to affirm music and Blackness. Derrick is also the creator of Take Back the Mic: The World Cup of Hip Hop - check out the links in the show notes to find out more about it!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>Connect with Derrick on <a href="https://bit.ly/3lWFONB">LinkedIn</a>, <a href="https://bit.ly/36S7IGb">Twitter</a> and <a href="https://bit.ly/2VQPZIR">Instagram</a>.</p><p>Check out <a href="https://bit.ly/2VTDSe9">Take Back the Mic's website</a>. They're also on social media - <a href="https://bit.ly/2JDRzvk">Twitter</a> and <a href="https://bit.ly/2VQPZIR">Instagram</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2031</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Association Management (w/ Mariama Boney)</title>
      <link>https://www.living-corporate.com/2020/12/06/see-it-to-be-it-association-management-w-mariama-boney/</link>
      <description>Our host Amy C. Waninger speaks with Mariama Boney, the president and CEO of Achieve More LLC, on this entry of the See It to Be It series. They discuss the importance of joining an association and break down what it's like to manage them from a leadership perspective. Check the links in the show notes to connect with Mariama and check out Achieve More LLC!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Mariama on LinkedIn.
Learn more about Achieve More LLC on their website.</description>
      <pubDate>Sun, 06 Dec 2020 10:38:00 -0000</pubDate>
      <itunes:title>See It to Be It : Association Management (w/ Mariama Boney)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>312</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/05b2c912-37b1-11eb-ad5c-53ab29f98f87/image/uploads_2F1607251887524-txqe1xc9up-0cf88a3a9535d34ca460e502b64d1142_2FMariama+gram.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Our host Amy C. Waninger speaks with Mariama Boney, the president and CEO of Achieve More LLC, on this entry of the See It to Be It series. They discuss the importance of joining an association and break down what it's like to manage them from a leadership perspective. Check the links in the show notes to connect with Mariama and check out Achieve More LLC!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Connect with Mariama on LinkedIn.
Learn more about Achieve More LLC on their website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Our host Amy C. Waninger speaks with <a href="https://bit.ly/3ghYSEK">Mariama Boney</a>, the president and CEO of Achieve More LLC, on this entry of the See It to Be It series. They discuss the importance of joining an association and break down what it's like to manage them from a leadership perspective. Check the links in the show notes to connect with Mariama and check out Achieve More LLC!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>Connect with Mariama on <a href="https://bit.ly/3ghYSEK">LinkedIn</a>.</p><p>Learn more about Achieve More LLC on <a href="https://bit.ly/3owQFPJ">their website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2159</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[05b2c912-37b1-11eb-ad5c-53ab29f98f87]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO3525590677.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Unpopular Opinion - Work-Life Balance is a Myth</title>
      <link>https://www.living-corporate.com/2020/12/03/tap-in-with-tristan-unpopular-opinion-work-life-balance-is-a-myth/</link>
      <description>Tristan Layfield shares an unpopular opinion of his - that work-life balance is a myth. 
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Thu, 03 Dec 2020 09:20:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Unpopular Opinion - Work-Life Balance is a Myth</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>311</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9e323324-354c-11eb-b729-d7c7d5d0c7ed/image/uploads_2F1606988826543-lyj2rxqohsk-b41651f26c73cc1711e80d2e66f60bec_2FCopy+of+WE+Tristan_27s+tips+_231+_283_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Tristan Layfield shares an unpopular opinion of his - that work-life balance is a myth. 
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p><a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> shares an unpopular opinion of his - that work-life balance is a myth. </p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>391</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[9e323324-354c-11eb-b729-d7c7d5d0c7ed]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO5159463941.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Onlyness, Power, &amp; Community (w/ Nilofer Merchant)</title>
      <link>https://www.living-corporate.com/2020/12/01/onlyness-power-community-w-nilofer-merchant/</link>
      <description>Zach sits down with author, writer, and speaker Nilofer Merchant to discuss her story, the concept of onlyness, and the various power dynamics in intersectional contexts. Check the links in the show notes for her website, books, and social media handles!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
You can learn more about her books, including The Power of Onlyness, on Amazon.
Check out Nilofer's personal website by clicking here.
Read the piece she wrote about Ava DuVernay that was mentioned in the show by clicking here.
Connect with Nilofer on LinkedIn, Twitter, and Instagram.</description>
      <pubDate>Tue, 01 Dec 2020 11:01:00 -0000</pubDate>
      <itunes:title>Onlyness, Power, &amp; Community (w/ Nilofer Merchant)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>310</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0509b706-33c8-11eb-b3fc-c3155855d0f9/image/uploads_2F1606821381321-klsyomayysl-8c570faae73526ecd73db2c3e5d23600_2FNilofer+graphic.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with author, writer, and speaker Nilofer Merchant to discuss her story, the concept of onlyness, and the various power dynamics in intersectional contexts. Check the links in the show notes for her website, books, and social media handles!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
You can learn more about her books, including The Power of Onlyness, on Amazon.
Check out Nilofer's personal website by clicking here.
Read the piece she wrote about Ava DuVernay that was mentioned in the show by clicking here.
Connect with Nilofer on LinkedIn, Twitter, and Instagram.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with author, writer, and speaker <a href="https://bit.ly/3mswp1l">Nilofer Merchant</a> to discuss her story, the concept of onlyness, and the various power dynamics in intersectional contexts. Check the links in the show notes for her website, books, and social media handles!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>You can learn more about her books, including The Power of Onlyness, on <a href="https://amzn.to/3fY5CY7">Amazon</a>.</p><p>Check out Nilofer's personal website by clicking <a href="https://bit.ly/33uFNtW">here</a>.</p><p>Read the piece she wrote about Ava DuVernay that was mentioned in the show by clicking <a href="https://bit.ly/39tOUi2">here</a>.</p><p>Connect with Nilofer on <a href="https://bit.ly/3mswp1l">LinkedIn</a>, <a href="https://bit.ly/2JmJue4">Twitter</a>, and <a href="https://bit.ly/3muKDyD">Instagram</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3255</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO1269089476.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Motivational Speaker (w/ Frank Kitchen)</title>
      <description>Our host Amy C. Waninger chats with motivational and keynote speaker Frank Kitchen on this installment of the See It to Be It series.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
You can connect with Frank on LinkedIn and Twitter.
Interested in learning more about him? Check out his website.</description>
      <pubDate>Sat, 28 Nov 2020 11:54:00 -0000</pubDate>
      <itunes:title>See It to Be It : Motivational Speaker (w/ Frank Kitchen)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>309</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/d3ab5310-3172-11eb-b3c2-0b6b082b4e3d/image/uploads_2F1606564823099-x0kaxio0jvd-5dd8898f2d87485e0dd3486179be15cd_2FFrank+Kitchen+graphic.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Our host Amy C. Waninger chats with motivational and keynote speaker Frank Kitchen on this installment of the See It to Be It series.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
You can connect with Frank on LinkedIn and Twitter.
Interested in learning more about him? Check out his website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Our host Amy C. Waninger chats with motivational and keynote speaker <a href="https://bit.ly/3q5wEl4">Frank Kitchen</a> on this installment of the See It to Be It series.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>You can connect with Frank on <a href="https://bit.ly/3leBXuH">LinkedIn</a> and <a href="https://bit.ly/3q6j013">Twitter</a>.</p><p>Interested in learning more about him? Check out <a href="https://bit.ly/3q5wEl4">his website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2857</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[d3ab5310-3172-11eb-b3c2-0b6b082b4e3d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO7937506525.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>TAP In with Tristan : Keep This In Mind When Writing Your Resume</title>
      <link>https://www.living-corporate.com/2020/11/26/tap-in-with-tristan-keep-this-in-mind-when-writing-your-resume/</link>
      <description>Our very own Tristan Layfield talks about what you should always keep in mind when writing your resume.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Thu, 26 Nov 2020 11:10:00 -0000</pubDate>
      <itunes:title>TAP In with Tristan : Keep This In Mind When Writing Your Resume</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>308</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/52abeffc-2fda-11eb-b816-fbb553790c46/image/uploads_2F1606389417631-9ktwnst22zh-2ea4d88bc0491395d08838391cfdf1ce_2FCopy+of+WE+Tristan_27s+tips+_231+_282_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Our very own Tristan Layfield talks about what you should always keep in mind when writing your resume.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Our very own <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about what you should always keep in mind when writing your resume.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>369</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[52abeffc-2fda-11eb-b816-fbb553790c46]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO3057938941.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Salary, Finances, and Career Management (w/ Rich Jones)</title>
      <link>https://www.living-corporate.com/2020/11/24/salary-finances-and-career-management-w-rich-jones/</link>
      <description>Zach sits down and has a great discussion with Rich Jones, founder and CEO of Paychecks &amp; Balances, about career navigation, financial freedom and more. Check the links in the show notes to learn more about Paychecks &amp; Balances and to connect with Rich!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
You can network with Rich on LinkedIn, Twitter, and Instagram.
Check out the Paychecks &amp; Balances website by clicking here. They're also on Twitter and Instagram.</description>
      <pubDate>Tue, 24 Nov 2020 13:06:00 -0000</pubDate>
      <itunes:title>Salary, Finances, and Career Management (w/ Rich Jones)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>307</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3eba6eda-2e57-11eb-b763-03b9ec88c99e/image/uploads_2F1606223505235-ex3d2x9ukkn-2c305d313de75cf34af22d5819082f53_2FRich+Jones+graphic.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down and has a great discussion with Rich Jones, founder and CEO of Paychecks &amp; Balances, about career navigation, financial freedom and more. Check the links in the show notes to learn more about Paychecks &amp; Balances and to connect with Rich!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
You can network with Rich on LinkedIn, Twitter, and Instagram.
Check out the Paychecks &amp; Balances website by clicking here. They're also on Twitter and Instagram.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down and has a great discussion with <a href="https://www.linkedin.com/in/richjonesphr/">Rich Jones</a>, founder and CEO of Paychecks &amp; Balances, about career navigation, financial freedom and more. Check the links in the show notes to learn more about Paychecks &amp; Balances and to connect with Rich!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>You can network with Rich on <a href="https://www.linkedin.com/in/richjonesphr/">LinkedIn</a>, <a href="https://twitter.com/IAmRichJones">Twitter</a>, and <a href="https://www.instagram.com/IamRichJones/">Instagram</a>.</p><p>Check out the Paychecks &amp; Balances website by clicking <a href="https://bit.ly/3m2t5d5">here</a>. They're also on <a href="https://twitter.com/PayBalances">Twitter</a> and <a href="https://www.instagram.com/PayBalances/">Instagram</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3606</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3eba6eda-2e57-11eb-b763-03b9ec88c99e]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO8630631313.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Trans Activist (w/ Celia Daniels)</title>
      <link>https://www.living-corporate.com/2020/11/21/see-it-to-be-it-trans-activist-w-celia-daniels/</link>
      <description>Amy C. Waninger chats with Celia Daniels, an Asian Indian trans woman of color who serves as an executive board member at TransCanWork, Inc., on this installment of our See It to Be It series. Check the links in the show notes to connect with Celia, find out more about TransCanWork, and listen to her song!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Celia's on LinkedIn, Instagram &amp; Twitter - connect with her.
Want to learn more about TransCanWork? Check out their website.
Listen to Celia's original song by clicking here.
Check out the Fast Company template Tristan referenced by clicking here.</description>
      <pubDate>Sat, 21 Nov 2020 11:40:00 -0000</pubDate>
      <itunes:title>See It to Be It : Trans Activist (w/ Celia Daniels)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>306</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/5b08066c-2bee-11eb-8d97-db7d2fe47c3c/image/uploads_2F1605958317361-yprrc575co-a96008260d91a45cf9e145d436ea5879_2FCelia.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy C. Waninger chats with Celia Daniels, an Asian Indian trans woman of color who serves as an executive board member at TransCanWork, Inc., on this installment of our See It to Be It series. Check the links in the show notes to connect with Celia, find out more about TransCanWork, and listen to her song!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
Celia's on LinkedIn, Instagram &amp; Twitter - connect with her.
Want to learn more about TransCanWork? Check out their website.
Listen to Celia's original song by clicking here.
Check out the Fast Company template Tristan referenced by clicking here.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger chats with <a href="https://bit.ly/3lTxdvF">Celia Daniels</a>, an Asian Indian trans woman of color who serves as an executive board member at TransCanWork, Inc., on this installment of our See It to Be It series. Check the links in the show notes to connect with Celia, find out more about TransCanWork, and listen to her song!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>Celia's on <a href="https://bit.ly/3lTxdvF">LinkedIn</a>, <a href="https://bit.ly/2UNesOK">Instagram</a> &amp; <a href="https://bit.ly/332PLSS">Twitter</a> - connect with her.</p><p>Want to learn more about TransCanWork? Check out <a href="https://bit.ly/3lVeWyb">their website</a>.</p><p>Listen to Celia's original song by clicking <a href="https://bit.ly/394pLu4">here</a>.</p><p>Check out the Fast Company template Tristan referenced by clicking <a href="https://bit.ly/3lWsN7q">here</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2904</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[5b08066c-2bee-11eb-8d97-db7d2fe47c3c]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO6190372786.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>HR &amp; #BlackLivesMatter (Part 2) [w/ Jillian Hubbard]</title>
      <link>https://www.living-corporate.com/2020/11/17/hr-blacklivesmatter-part-2-w-jillian-hubbard/</link>
      <description>Zach sits down with DEI consultant Jillian Hubbard to talk about the current landscape of corporate D&amp;I and the systemic ways organizations and institutions need to shift to create equitable and inclusive cultures. Check the links in the show notes to connect with Jillian and to find out more about the organizations she shouted out!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
You can connect with Jillian on LinkedIn and Twitter.
Check out Jillian Hubbard Consulting's website by clicking here.
Click the corresponding hyperlink for the organization you'd like to learn more about: b*free, 228 Accelerator, The Equity Lab</description>
      <pubDate>Tue, 17 Nov 2020 10:28:00 -0000</pubDate>
      <itunes:title>HR &amp; #BlackLivesMatter (Part 2) [w/Jillian Hubbard]</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>305</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/52b9848c-28be-11eb-8351-e3f2bd7d33fc/image/uploads_2F1605608514946-qdbxssp7n9q-69b5e652a9b18ac07ab011372b12174a_2FJillian+_285_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with DEI consultant Jillian Hubbard to talk about the current landscape of corporate D&amp;I and the systemic ways organizations and institutions need to shift to create equitable and inclusive cultures. Check the links in the show notes to connect with Jillian and to find out more about the organizations she shouted out!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
You can connect with Jillian on LinkedIn and Twitter.
Check out Jillian Hubbard Consulting's website by clicking here.
Click the corresponding hyperlink for the organization you'd like to learn more about: b*free, 228 Accelerator, The Equity Lab</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with DEI consultant <a href="https://bit.ly/36MJWtO">Jillian Hubbard</a> to talk about the current landscape of corporate D&amp;I and the systemic ways organizations and institutions need to shift to create equitable and inclusive cultures. Check the links in the show notes to connect with Jillian and to find out more about the organizations she shouted out!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>You can connect with Jillian on <a href="https://bit.ly/36MJWtO">LinkedIn</a> and <a href="https://bit.ly/2UBFsRf">Twitter</a>.</p><p>Check out Jillian Hubbard Consulting's website by clicking <a href="https://bit.ly/38OexK6">here</a>.</p><p>Click the corresponding hyperlink for the organization you'd like to learn more about: <a href="https://bit.ly/2UBvyyR">b*free</a>, <a href="https://bit.ly/3f584eW">228 Accelerator</a>, <a href="https://bit.ly/3nyV4BA">The Equity Lab</a></p>]]>
      </content:encoded>
      <itunes:duration>2841</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[52b9848c-28be-11eb-8351-e3f2bd7d33fc]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO4001930012.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Insurance is Your Birthright (w/ Dr. Lee Nunery) </title>
      <link>https://www.living-corporate.com/2020/11/14/see-it-to-be-it-insurance-is-your-birthright-w-dr-lee-nunery/</link>
      <description>Amy chats with Dr. Lee Nunery, the founder and principal of PlūsUltré LLC, in this wide-ranging interview centered around the insurance industry. Check the links in the show notes to connect with Dr. Nunery and find out more about his company!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Dr. Nunery's on LinkedIn - connect with him.
Check out Gamma Iota Sigma, the insurance industry's premiere collegiate talent pipeline.
Click here to learn about PlūsUltré LLC, a consulting practice that provides services for educators, entrepreneurs, and nonprofits with innovative cost-effective and customized solutions.</description>
      <pubDate>Sat, 14 Nov 2020 11:03:00 -0000</pubDate>
      <itunes:title>See It to Be It : Insurance is Your Birthright (w/ Dr. Lee Nunery) </itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>304</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/1114a790-266c-11eb-abdd-1b40df8a14b9/image/uploads_2F1605353494762-y8f2tsn2xn-faf859da4c11dabb8e3c3025b9d0ff07_2Fsee+it+to+be+it+_2328.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy chats with Dr. Lee Nunery, the founder and principal of PlūsUltré LLC, in this wide-ranging interview centered around the insurance industry. Check the links in the show notes to connect with Dr. Nunery and find out more about his company!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Dr. Nunery's on LinkedIn - connect with him.
Check out Gamma Iota Sigma, the insurance industry's premiere collegiate talent pipeline.
Click here to learn about PlūsUltré LLC, a consulting practice that provides services for educators, entrepreneurs, and nonprofits with innovative cost-effective and customized solutions.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy chats with <a href="https://bit.ly/2K0swCg">Dr. Lee Nunery</a>, the founder and principal of PlūsUltré LLC, in this wide-ranging interview centered around the insurance industry. Check the links in the show notes to connect with Dr. Nunery and find out more about his company!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Dr. Nunery's on <a href="https://bit.ly/2K0swCg">LinkedIn</a> - connect with him.</p><p>Check out <a href="https://bit.ly/36G7a4M">Gamma Iota Sigma</a>, the insurance industry's premiere collegiate talent pipeline.</p><p>Click <a href="https://bit.ly/3lAS86I">here</a> to learn about PlūsUltré LLC, a consulting practice that provides services for educators, entrepreneurs, and nonprofits with innovative cost-effective and customized solutions.</p>]]>
      </content:encoded>
      <itunes:duration>2983</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[1114a790-266c-11eb-abdd-1b40df8a14b9]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO5053924395.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The First Black Consultant (w/ James H. Lowry)</title>
      <link>https://www.living-corporate.com/2020/11/10/the-first-black-consultant-w-james-h-lowry/</link>
      <description>Zach has the honor of speaking with James H. Lowry, the first African-American consultant for global consulting firm McKinsey &amp; Company in 1968. They chat about his incredibly unique experience in the space at that time, how the consulting field and corporate America in general has shifted since, and James talks a bit about his book - check the links in the show notes to find out more about it!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
You can connect with James on LinkedIn.
Read more about him here.
Learn about his book, Change Agent: A Life Dedicated to Creating Wealth for Minorities, on Amazon.</description>
      <pubDate>Tue, 10 Nov 2020 13:08:00 -0000</pubDate>
      <itunes:title>The First Black Consultant (w/ James H. Lowry)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>303</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c3f49808-2355-11eb-9537-4be1efd62946/image/uploads_2F1605013350289-48ukad5d5ta-8297e3588545e9c7e316c207aeb3386c_2FJames+Lowry+graphic.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of speaking with James H. Lowry, the first African-American consultant for global consulting firm McKinsey &amp; Company in 1968. They chat about his incredibly unique experience in the space at that time, how the consulting field and corporate America in general has shifted since, and James talks a bit about his book - check the links in the show notes to find out more about it!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
You can connect with James on LinkedIn.
Read more about him here.
Learn about his book, Change Agent: A Life Dedicated to Creating Wealth for Minorities, on Amazon.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of speaking with <a href="https://bit.ly/3n8ocPI">James H. Lowry</a>, the first African-American consultant for global consulting firm McKinsey &amp; Company in 1968. They chat about his incredibly unique experience in the space at that time, how the consulting field and corporate America in general has shifted since, and James talks a bit about his book - check the links in the show notes to find out more about it!</p><p>Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email <a href="mailto:stacey@kanarys.com">stacey@kanarys.com</a> or learn more at <a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>You can connect with James on <a href="https://bit.ly/3n8ocPI">LinkedIn</a>.</p><p>Read more about him <a href="https://bit.ly/2IlV4FW">here</a>.</p><p>Learn about his book, <a href="https://amzn.to/2InXT9l">Change Agent: A Life Dedicated to Creating Wealth for Minorities</a>, on Amazon.</p>]]>
      </content:encoded>
      <itunes:duration>5010</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c3f49808-2355-11eb-9537-4be1efd62946]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO3009627700.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Investment Manager (w/ Chuck Self)</title>
      <description>Amy chats with Chuck Self, the CIO, COO, and CCO of iSectors, LLC, about his experience being an investment manager and a multi-faceted leader. He shares where he finds community in the space as a Black man and more.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Chuck on LinkedIn and Twitter.
Click here to learn more about The Association of African-American Financial Advisors.</description>
      <pubDate>Sat, 07 Nov 2020 12:28:00 -0000</pubDate>
      <itunes:title>See It to Be It : Investment Manager (w/ Chuck Self)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>302</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/30a51218-20f7-11eb-9a76-23fe467ff460/image/uploads_2F1604754633747-6attiokb63i-842bf5557b50c5bcc164598653593863_2FCharles+Self+_283_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy chats with Chuck Self, the CIO, COO, and CCO of iSectors, LLC, about his experience being an investment manager and a multi-faceted leader. He shares where he finds community in the space as a Black man and more.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Chuck on LinkedIn and Twitter.
Click here to learn more about The Association of African-American Financial Advisors.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy chats with <a href="https://bit.ly/36gOjNF">Chuck Self</a>, the CIO, COO, and CCO of iSectors, LLC, about his experience being an investment manager and a multi-faceted leader. He shares where he finds community in the space as a Black man and more.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Connect with Chuck on <a href="https://bit.ly/36gOjNF">LinkedIn</a> and <a href="https://bit.ly/2U0ezGe">Twitter</a>.</p><p>Click <a href="https://bit.ly/38shTSO">here</a> to learn more about The Association of African-American Financial Advisors.</p>]]>
      </content:encoded>
      <itunes:duration>3083</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[30a51218-20f7-11eb-9a76-23fe467ff460]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO5405008870.mp3?updated=1604754136" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Trump, Black Creativity, and Election Day (w/ Rod from TBGWT)</title>
      <description>Zach has the pleasure to hang out with Rod, co-founder of The Black Guy Who Tips, to talk about his journey as a Black creative and TBGWT's recent deal with Spotify. They also chat a bit about the election and its implications. Check out the links in the show notes to listen to The Black Guy Who Tips - if you don't already!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Click here to visit TBGWT's website.
You can click here to jump right into checking out their content, now exclusively on Spotify!</description>
      <pubDate>Tue, 03 Nov 2020 11:59:00 -0000</pubDate>
      <itunes:title>Trump, Black Creativity, and Election Day (w/ Rod from TBGWT)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>301</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/3b469092-1dce-11eb-9dd7-f7e1f5ecf3bc/image/uploads_2F1604405184911-4qxqwc2y0r-e28059158aa872471444e9a5bdd7bc69_2Frod+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the pleasure to hang out with Rod, co-founder of The Black Guy Who Tips, to talk about his journey as a Black creative and TBGWT's recent deal with Spotify. They also chat a bit about the election and its implications. Check out the links in the show notes to listen to The Black Guy Who Tips - if you don't already!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Click here to visit TBGWT's website.
You can click here to jump right into checking out their content, now exclusively on Spotify!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the pleasure to hang out with Rod, co-founder of The Black Guy Who Tips, to talk about his journey as a Black creative and TBGWT's recent deal with Spotify. They also chat a bit about the election and its implications. Check out the links in the show notes to listen to The Black Guy Who Tips - if you don't already!</p><p>Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email <a href="mailto:stacey@kanarys.com">stacey@kanarys.com</a> or learn more at <a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Click <a href="http://bit.ly/31PskdX">here</a> to visit TBGWT's website.</p><p>You can click <a href="https://spoti.fi/2TQ0RFW">here</a> to jump right into checking out their content, now exclusively on Spotify!</p>]]>
      </content:encoded>
      <itunes:duration>3627</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[3b469092-1dce-11eb-9dd7-f7e1f5ecf3bc]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO6066856720.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Experiential Learning Coordinator (w/ Kathleen Badejo)</title>
      <link>https://www.living-corporate.com/2020/10/31/see-it-to-be-it-experiential-learning-coordinator-w-kathleen-badejo/</link>
      <description>Amy chats with Kathleen Badejo, who worked as an experiential learning coordinator at Embarc at the time of this interview, about how she curated learning experiences by building partnerships and widening opportunities for young people.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Kathleen on LinkedIn and Twitter.
Learn more about Embarc on their website.</description>
      <pubDate>Sat, 31 Oct 2020 09:14:00 -0000</pubDate>
      <itunes:title>See It to Be It : Experiential Learning Coordinator (w/ Kathleen Badejo)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>300</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f4d22fe2-1b5f-11eb-8dae-afe6a0a7aec8/image/uploads_2F1604135801699-gqro5bydnya-0e7e5fa9791d414c3164a7602ef54ba0_2Fexperiential+learning+coordinator.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy chats with Kathleen Badejo, who worked as an experiential learning coordinator at Embarc at the time of this interview, about how she curated learning experiences by building partnerships and widening opportunities for young people.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Kathleen on LinkedIn and Twitter.
Learn more about Embarc on their website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy chats with <a href="https://bit.ly/34KGpwc">Kathleen Badejo</a>, who worked as an experiential learning coordinator at Embarc at the time of this interview, about how she curated learning experiences by building partnerships and widening opportunities for young people.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Connect with Kathleen on <a href="https://bit.ly/34KGpwc">LinkedIn</a> and <a href="https://bit.ly/2TG6FSs">Twitter</a>.</p><p>Learn more about <a href="https://bit.ly/3oJ06fZ">Embarc</a> on their website.</p>]]>
      </content:encoded>
      <itunes:duration>2009</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[f4d22fe2-1b5f-11eb-8dae-afe6a0a7aec8]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO5671632804.mp3?updated=1604139519" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Running for Mayor While Black (w/ Travis Stovall)</title>
      <link>https://www.living-corporate.com/2020/10/27/running-for-mayor-while-black-w-travis-stovall/</link>
      <description>Zach sits down with Travis Stovall, a long time Gresham resident, small business owner and community leader. He has secured key endorsements in his Gresham Mayoral race, including the presiding mayor and former mayor, seven current and former Gresham City Councilors, and several other community leaders, making him a formidable candidate among the five people running in the Nov. 3 election. He and Zach chat about how and why he got involved in politics and more. Check the links in the show notes to register to vote and to connect with Travis!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Register to vote at Vote.gov.
Visit Travis's website GreshamTogether.org.
Connect with Travis on LinkedIn.
Sign up for The Access Point by clicking here.
Save your spot for The Group Chat by clicking here.</description>
      <pubDate>Tue, 27 Oct 2020 08:24:00 -0000</pubDate>
      <itunes:title>Running for Mayor While Black (w/ Travis Stovall)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>299</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/a266b0ce-1831-11eb-97a2-9ff6bc60ce96/image/uploads_2F1603788045074-eo4hooclrx7-984b4dedda2655f242e00205d9fdc443_2FE299+Travis+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Travis Stovall, a long time Gresham resident, small business owner and community leader. He has secured key endorsements in his Gresham Mayoral race, including the presiding mayor and former mayor, seven current and former Gresham City Councilors, and several other community leaders, making him a formidable candidate among the five people running in the Nov. 3 election. He and Zach chat about how and why he got involved in politics and more. Check the links in the show notes to register to vote and to connect with Travis!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Register to vote at Vote.gov.
Visit Travis's website GreshamTogether.org.
Connect with Travis on LinkedIn.
Sign up for The Access Point by clicking here.
Save your spot for The Group Chat by clicking here.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="http://bit.ly/31KhKfh">Travis Stovall</a>, a long time Gresham resident, small business owner and community leader. He has secured key endorsements in his Gresham Mayoral race, including the presiding mayor and former mayor, seven current and former Gresham City Councilors, and several other community leaders, making him a formidable candidate among the five people running in the Nov. 3 election. He and Zach chat about how and why he got involved in politics and more. Check the links in the show notes to register to vote and to connect with Travis!</p><p>Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email <a href="mailto:stacey@kanarys.com">stacey@kanarys.com</a> or learn more at <a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a>.</p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Register to vote at <a href="https://bit.ly/3kDUPUM">Vote.gov</a>.</p><p>Visit Travis's website <a href="https://bit.ly/2TzAGTz">GreshamTogether.org</a>.</p><p>Connect with Travis on <a href="http://bit.ly/31KhKfh">LinkedIn</a>.</p><p>Sign up for The Access Point by clicking <a href="https://bit.ly/31uRXBZ">here</a>.</p><p>Save your spot for The Group Chat by clicking <a href="https://bit.ly/2Tkt4Ev">here</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2744</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[a266b0ce-1831-11eb-97a2-9ff6bc60ce96]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO5088611985.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Foreign Language Public Speaking Champion (w/ Diana Watson)</title>
      <link>https://www.living-corporate.com/2020/10/24/see-it-to-be-it-foreign-language-public-speaking-champion-w-diana-watson/</link>
      <description>Amy speaks with Diana Watson, founder and owner of Speaking Seed, LLC. Diana provides Chinese business consulting services to companies that need a better understanding of Chinese culture to improve business and also coaches professionals who aspire to deliver presentations in their non-native language. Check the links in the show notes to secure an English copy of her latest book!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Diana on LinkedIn.
Check out the Speaking Seed website.
Interested in her new book? Email her about receiving a .pdf in English.</description>
      <pubDate>Sat, 24 Oct 2020 10:08:00 -0000</pubDate>
      <itunes:title>See It to Be It : Foreign Language Public Speaking Champion (w/ Diana Watson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>298</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/742a692a-15e9-11eb-9f5c-6f10491f07dd/image/uploads_2F1603537759487-8dpf835oiqd-ec8b8e2e7ebafbc6a82d740b6abfb009_2FC2B+_2325+_5B1_5D.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Amy speaks with Diana Watson, founder and owner of Speaking Seed, LLC. Diana provides Chinese business consulting services to companies that need a better understanding of Chinese culture to improve business and also coaches professionals who aspire to deliver presentations in their non-native language. Check the links in the show notes to secure an English copy of her latest book!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Diana on LinkedIn.
Check out the Speaking Seed website.
Interested in her new book? Email her about receiving a .pdf in English.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy speaks with <a href="https://bit.ly/3kpnJI4">Diana Watson</a>, founder and owner of Speaking Seed, LLC. Diana provides Chinese business consulting services to companies that need a better understanding of Chinese culture to improve business and also coaches professionals who aspire to deliver presentations in their non-native language. Check the links in the show notes to secure an English copy of her latest book!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Connect with Diana on <a href="https://bit.ly/3kpnJI4">LinkedIn</a>.</p><p>Check out the <a href="https://bit.ly/2TlHoN1">Speaking Seed</a> website.</p><p>Interested in her new book? <a href="https://bit.ly/3jr27d5">Email</a> her about receiving a .pdf in English.</p>]]>
      </content:encoded>
      <itunes:duration>2187</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[742a692a-15e9-11eb-9f5c-6f10491f07dd]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO7844578150.mp3?updated=1604110174" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The TAP In with Tristan : Considering Seasonal Jobs</title>
      <link>https://www.living-corporate.com/2020/10/22/the-tap-in-with-tristan-considering-seasonal-jobs/</link>
      <description>On the eighty-eighth entry of the newly-rebranded TAP In with Tristan, our incredible host Tristan Layfield talks about seasonal employment. The pandemic has left people without jobs or in financial binds. With the holidays right around the corner, if you find yourself in those situations you might start entertaining the idea of a seasonal job. Listen to the full tip to hear a couple things you should consider during the process!
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Thu, 22 Oct 2020 07:09:00 -0000</pubDate>
      <itunes:title>The TAP In with Tristan : Considering Seasonal Jobs</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>297</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/540dacc6-143e-11eb-8ab0-e7d8441a8871/image/uploads_2F1603351096989-982u671r6yc-024453bba740add1d696097ec3b4fe2d_2FCopy+of+WE+Tristan_27s+tips+_231+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the eighty-eighth entry of the newly-rebranded TAP In with Tristan, our incredible host Tristan Layfield talks about seasonal employment. The pandemic has left people without jobs or in financial binds. With the holidays right around the corner, if you find yourself in those situations you might start entertaining the idea of a seasonal job. Listen to the full tip to hear a couple things you should consider during the process!
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighty-eighth entry of the newly-rebranded TAP In with Tristan, our incredible host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about seasonal employment. The pandemic has left people without jobs or in financial binds. With the holidays right around the corner, if you find yourself in those situations you might start entertaining the idea of a seasonal job. Listen to the full tip to hear a couple things you should consider during the process!</p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>321</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[540dacc6-143e-11eb-8ab0-e7d8441a8871]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO8898478973.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Neiman Marcus Group's Equity &amp; Inclusion Journey (w/ Eric Severson &amp; Dr. Katrice Albert)</title>
      <description>Zach sits down with Eric Severson, EVP &amp; Chief People Officer at Neiman Marcus Group and Dr. Katrice Albert, Executive Vice President of Culture, Innovation and Inclusion at S2A Solutions to chat about Neiman Marcus and their journey to be a more equitable and inclusive place to work. Check the links in the show notes to connect with them and to read Dr. Albert's book!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Dr. Albert and Eric are both on LinkedIn - stay connected.
Find out more about Dr. Albert's book "Racial Battle Fatigue in Higher Education" on Amazon.
You can follow Neiman Marcus Group on LinkedIn. Neiman Marcus itself is on Twitter and IG. S2A Solutions can be found on LinkedIn.</description>
      <pubDate>Tue, 20 Oct 2020 09:47:00 -0000</pubDate>
      <itunes:title>Neiman Marcus Group's Equity &amp; Inclusion Journey (w/ Eric Severson &amp; Dr. Katrice Albert)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>296</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/69285f88-12be-11eb-bcd9-8f751337b449/image/uploads_2F1603188279088-wbo01iay42g-17bc4fc0480bf18a4ca138f84945f585_2FCopy+of+Untitled+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Eric Severson, EVP &amp; Chief People Officer at Neiman Marcus Group and Dr. Katrice Albert, Executive Vice President of Culture, Innovation and Inclusion at S2A Solutions to chat about Neiman Marcus and their journey to be a more equitable and inclusive place to work. Check the links in the show notes to connect with them and to read Dr. Albert's book!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Dr. Albert and Eric are both on LinkedIn - stay connected.
Find out more about Dr. Albert's book "Racial Battle Fatigue in Higher Education" on Amazon.
You can follow Neiman Marcus Group on LinkedIn. Neiman Marcus itself is on Twitter and IG. S2A Solutions can be found on LinkedIn.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3jbJrh7">Eric Severson</a>, EVP &amp; Chief People Officer at Neiman Marcus Group and <a href="https://bit.ly/3m1YlbF">Dr. Katrice Albert</a>, Executive Vice President of Culture, Innovation and Inclusion at S2A Solutions to chat about Neiman Marcus and their journey to be a more equitable and inclusive place to work. Check the links in the show notes to connect with them and to read Dr. Albert's book!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p><a href="https://bit.ly/3m1YlbF">Dr. Albert</a> and <a href="https://bit.ly/3jbJrh7">Eric</a> are both on LinkedIn - stay connected.</p><p>Find out more about Dr. Albert's book "<a href="https://amzn.to/3dJDIyc">Racial Battle Fatigue in Higher Education</a>" on Amazon.</p><p>You can follow <a href="https://bit.ly/3o2753g">Neiman Marcus Group</a> on <a href="https://bit.ly/37pqSnh">LinkedIn</a>. Neiman Marcus itself is on <a href="https://bit.ly/34ez3Be">Twitter</a> and <a href="https://bit.ly/34bHTj2">IG</a>. <a href="https://bit.ly/2HmgbqC">S2A Solutions</a> can be found on <a href="https://bit.ly/3jlzgH6">LinkedIn</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3491</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[69285f88-12be-11eb-bcd9-8f751337b449]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO7164688830.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Project Manager (w/ Kassandra Dasent)</title>
      <description>On the twenty-fourth installment of our See It to Be It podcast series, Amy speaks with BridgeTech Enterprises CEO and founder Kassandra Dasent. Kassandra is a certified project management professional with 10+ years of experience in STEM-specific roles with leading conglomerates. She breaks down her job responsibilities as a technical project manager, stresses the importance of always continuing to learn, and more. Check out the show notes to click Kassandra's links!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Kassandra on LinkedIn, Twitter and Instagram.
Check out the BridgeTech Enterprises website.
Click the links Kassandra mentioned during the show! They're below:
https://www.projectmanagement.com
https://www.pmi.org
https://www.meetup.com/International-Society-of-Blacks-in-Project-Management/  
https://www.plutusfoundation.org</description>
      <pubDate>Sat, 17 Oct 2020 08:26:07 -0000</pubDate>
      <itunes:title>See It to Be It : Project Manager (w/ Kassandra Dasent)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>295</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/dba5bb6c-105e-11eb-889b-6776221d323d/image/uploads_2F1602923709561-j5n4wfwshh-419982714490f91fea1aa7c371cb1b6d_2FC2B+_2324+_283_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-fourth installment of our See It to Be It podcast series, Amy speaks with BridgeTech Enterprises CEO and founder Kassandra Dasent. Kassandra is a certified project management professional with 10+ years of experience in STEM-specific roles with leading conglomerates. She breaks down her job responsibilities as a technical project manager, stresses the importance of always continuing to learn, and more. Check out the show notes to click Kassandra's links!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Kassandra on LinkedIn, Twitter and Instagram.
Check out the BridgeTech Enterprises website.
Click the links Kassandra mentioned during the show! They're below:
https://www.projectmanagement.com
https://www.pmi.org
https://www.meetup.com/International-Society-of-Blacks-in-Project-Management/  
https://www.plutusfoundation.org</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-fourth installment of our See It to Be It podcast series, Amy speaks with BridgeTech Enterprises CEO and founder <a href="https://bit.ly/2GYA2g1">Kassandra Dasent</a>. Kassandra is a certified project management professional with 10+ years of experience in STEM-specific roles with leading conglomerates. She breaks down her job responsibilities as a technical project manager, stresses the importance of always continuing to learn, and more. Check out the show notes to click Kassandra's links!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Connect with Kassandra on <a href="https://bit.ly/2GYA2g1">LinkedIn</a>, <a href="https://bit.ly/31fUu2W">Twitter</a> and <a href="https://bit.ly/2GYA1Zv">Instagram</a>.</p><p>Check out the <a href="https://bit.ly/3lTRdOl">BridgeTech Enterprises website</a>.</p><p>Click the links Kassandra mentioned during the show! They're below:</p><p><a href="https://bit.ly/2T1WEOX">https://www.projectmanagement.com</a></p><p><a href="https://bit.ly/2T41Dyw">https://www.pmi.org</a></p><p><a href="https://bit.ly/2IE26Wq">https://www.meetup.com/International-Society-of-Blacks-in-Project-Management/  </a></p><p><a href="https://bit.ly/3lT1nPo">https://www.plutusfoundation.org</a></p>]]>
      </content:encoded>
      <itunes:duration>2709</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[dba5bb6c-105e-11eb-889b-6776221d323d]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO5118611951.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The TAP In with Tristan : Unqualified vs. Underqualified</title>
      <link>https://www.living-corporate.com/2020/10/15/the-tap-in-with-tristan-unqualified-vs-underqualified/</link>
      <description>On the eighty-seventh installment of the newly-rebranded TAP In with Tristan, our incredible host Tristan Layfield breaks down the difference between being unqualified for a role and being underqualified for one. For those of you who've been with us for a while, you know Tristan provides Tips and Advice for Professionals, so make sure to TAP In with him every week to get your dose of timely career advice!
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Thu, 15 Oct 2020 08:28:00 -0000</pubDate>
      <itunes:title>The TAP In with Tristan : Unqualified vs. Underqualified</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>294</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e582240e-0ebf-11eb-a0ce-0f043121f06b/image/uploads_2F1602749163239-jb2ywt7gzgq-61361e95605520096a7dea2575958f81_2FCopy+of+WE+Tristan_27s+tips+_231.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the eighty-seventh installment of the newly-rebranded TAP In with Tristan, our incredible host Tristan Layfield breaks down the difference between being unqualified for a role and being underqualified for one. For those of you who've been with us for a while, you know Tristan provides Tips and Advice for Professionals, so make sure to TAP In with him every week to get your dose of timely career advice!
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighty-seventh installment of the newly-rebranded TAP In with Tristan, our incredible host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> breaks down the difference between being unqualified for a role and being underqualified for one. For those of you who've been with us for a while, you know Tristan provides Tips and Advice for Professionals, so make sure to TAP In with him every week to get your dose of timely career advice!</p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>356</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[e582240e-0ebf-11eb-a0ce-0f043121f06b]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO8765329836.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>SurveyMonkey &amp; #BlackLivesMatter Pt. 2 (w/ Shonnah Hughes)</title>
      <link>https://www.living-corporate.com/2020/10/13/surveymonkey-blacklivesmatter-pt-2-w-shonnah-hughes/</link>
      <description>Zach sits down with Shonnah Hughes, Global Product Growth &amp; Innovation Evangelist and Salesforce MVP, to chat about GetFeedback's efforts regarding racial equity, inclusion, and belonging. She breaks down her very unique job title and more in this follow-up episode to our interview with SurveyMonkey CEO Zander Lurie.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Shonnah on LinkedIn and Twitter.
Check out GetFeedback's website and social media accounts: they're on LinkedIn, Facebook, and Twitter.</description>
      <pubDate>Tue, 13 Oct 2020 10:24:00 -0000</pubDate>
      <itunes:title>SurveyMonkey &amp; #BlackLivesMatter Pt. 2 (w/ Shonnah Hughes)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>293</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/c4aa4e42-0d3d-11eb-8a8b-bfb03a905336/image/uploads_2F1602583824332-s9i956mg4xm-b2b6bdcaf298ce5e4a106e98b61fa09f_2FSMP2.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Shonnah Hughes, Global Product Growth &amp; Innovation Evangelist and Salesforce MVP, to chat about GetFeedback's efforts regarding racial equity, inclusion, and belonging. She breaks down her very unique job title and more in this follow-up episode to our interview with SurveyMonkey CEO Zander Lurie.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Shonnah on LinkedIn and Twitter.
Check out GetFeedback's website and social media accounts: they're on LinkedIn, Facebook, and Twitter.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3dtLbkD">Shonnah Hughes</a>, Global Product Growth &amp; Innovation Evangelist and Salesforce MVP, to chat about GetFeedback's efforts regarding racial equity, inclusion, and belonging. She breaks down her very unique job title and more in this follow-up episode to our interview with SurveyMonkey CEO Zander Lurie.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer.</a></p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Connect with Shonnah on <a href="https://bit.ly/3dtLbkD">LinkedIn</a> and <a href="https://bit.ly/2SOu9Ev">Twitter</a>.</p><p>Check out GetFeedback's <a href="https://bit.ly/33SpTtT">website</a> and social media accounts: they're on <a href="https://bit.ly/2SMDnAW">LinkedIn</a>, <a href="https://bit.ly/2GTDBUr">Facebook</a>, and <a href="https://bit.ly/34RE29V">Twitter</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2508</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[c4aa4e42-0d3d-11eb-8a8b-bfb03a905336]]></guid>
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    </item>
    <item>
      <title>See It to Be It : Community Engagement Lead (w/ Ralph Smithers, Jr.)</title>
      <link>https://www.living-corporate.com/2020/10/10/see-it-to-be-it-community-engagement-lead-w-ralph-smithers-jr/</link>
      <description>On the twenty-third entry of our See It to Be It podcast series, Amy C. Waninger speaks with Ralph Smithers, Jr., a talented, versatile and experienced executive with broad experience. He leads diversity and community engagement at Encova Insurance. They speak about how he got his start in the industry, how he networks and promotes his work in the space he inhabits, and more.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Ralph on LinkedIn.
Check out Encova Insurance's website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 10 Oct 2020 10:01:00 -0000</pubDate>
      <itunes:title>See It to Be It : Community Engagement Lead (w/ Ralph Smithers, Jr.)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>292</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/b819e376-0ae1-11eb-9267-1749cc3d84ed/image/uploads_2F1602324374973-3hun683af0d-d7986dc9f61b080d23a8182af4c0e982_2FC2B+23.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-third entry of our See It to Be It podcast series, Amy C. Waninger speaks with Ralph Smithers, Jr., a talented, versatile and experienced executive with broad experience. He leads diversity and community engagement at Encova Insurance. They speak about how he got his start in the industry, how he networks and promotes his work in the space he inhabits, and more.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Ralph on LinkedIn.
Check out Encova Insurance's website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-third entry of our See It to Be It podcast series, Amy C. Waninger speaks with <a href="https://bit.ly/3nJePY3">Ralph Smithers, Jr.</a>, a talented, versatile and experienced executive with broad experience. He leads diversity and community engagement at Encova Insurance. They speak about how he got his start in the industry, how he networks and promotes his work in the space he inhabits, and more.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Connect with Ralph on <a href="https://bit.ly/3nJePY3">LinkedIn</a>.</p><p>Check out <a href="https://bit.ly/2GHpq4M">Encova Insurance's website</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2393</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[b819e376-0ae1-11eb-9267-1749cc3d84ed]]></guid>
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    </item>
    <item>
      <title>The TAP In with Tristan : LinkedIn #OpenToWork Banner</title>
      <link>https://www.living-corporate.com/2020/10/08/the-tap-in-with-tristan-linkedin-opentowork-banner/</link>
      <description>On the eighty-sixth entry of the newly-rebranded TAP In with Tristan, our incredible host Tristan Layfield discusses the LinkedIn #OpenToWork profile picture emblem. For those of you who've been with us for a while, you know Tristan provides Tips and Advice for Professionals, so make sure to TAP In with him every week to get your dose of timely career advice!
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Thu, 08 Oct 2020 09:58:00 -0000</pubDate>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>291</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cade6602-094d-11eb-a6bf-b396921b9204/image/uploads_2F1602151313103-qrmzbpm0ybj-2aed475c2c7be72e4b0111a7cea0546b_2FCopy+of+WE+Tristan_27s+tips+_231.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>The TAP In with Tristan : LinkedIn #OpenToWork Banner</itunes:subtitle>
      <itunes:summary>On the eighty-sixth entry of the newly-rebranded TAP In with Tristan, our incredible host Tristan Layfield discusses the LinkedIn #OpenToWork profile picture emblem. For those of you who've been with us for a while, you know Tristan provides Tips and Advice for Professionals, so make sure to TAP In with him every week to get your dose of timely career advice!
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Check out Tristan's website to learn more about him or to book a free consultation.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighty-sixth entry of the newly-rebranded TAP In with Tristan, our incredible host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses the LinkedIn #OpenToWork profile picture emblem. For those of you who've been with us for a while, you know Tristan provides Tips and Advice for Professionals, so make sure to TAP In with him every week to get your dose of timely career advice!</p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Check out <a href="http://bit.ly/31HFzND">Tristan's website</a> to learn more about him or to book a free consultation.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>304</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[cade6602-094d-11eb-a6bf-b396921b9204]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO1526467851.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Trump, COVID-19,  &amp; BlackWomenViews (w/ Reecie Colbert)</title>
      <link>https://www.living-corporate.com/2020/10/06/trump-covid-19-blackwomenviews-w-reecie-colbert/</link>
      <description>Zach has the incredible opportunity of sitting down to chat with Reecie Colbert, founder of BlackWomenViews Media, about Trump's being diagnosed with COVID, Kamala Harris, and ways Black women need to be better supported and heard in the professional workplace.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Check out BlackWomenViews.com.
You can listen to her on Roland Martin Unfiltered every Thursday at 5PM Central. Take advantage of this YouTube playlist!
Connect with Reecie on social media - she's on Twitter, Facebook, Instagram, and YouTube.</description>
      <pubDate>Tue, 06 Oct 2020 10:37:00 -0000</pubDate>
      <itunes:title>Trump, COVID-19,  &amp; BlackWomenViews (w/ Reecie Colbert)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>290</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/527d2a68-07c2-11eb-8f4e-2f95b1ad7652/image/uploads_2F1601980974027-vftm1ys2g9h-fbb92a84f28e72a8161a9c14d42018de_2F_5B290_5D+Trump_2C+COVID-19+_26+BlackWomenViews.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the incredible opportunity of sitting down to chat with Reecie Colbert, founder of BlackWomenViews Media, about Trump's being diagnosed with COVID, Kamala Harris, and ways Black women need to be better supported and heard in the professional workplace.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Check out BlackWomenViews.com.
You can listen to her on Roland Martin Unfiltered every Thursday at 5PM Central. Take advantage of this YouTube playlist!
Connect with Reecie on social media - she's on Twitter, Facebook, Instagram, and YouTube.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the incredible opportunity of sitting down to chat with <a href="https://bit.ly/36BL0Cr">Reecie Colbert</a>, founder of BlackWomenViews Media, about Trump's being diagnosed with COVID, Kamala Harris, and ways Black women need to be better supported and heard in the professional workplace.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Check out <a href="https://bit.ly/33znDHJ">BlackWomenViews.com.</a></p><p>You can listen to her on Roland Martin Unfiltered every Thursday at 5PM Central. Take advantage of this <a href="https://bit.ly/30CAneC">YouTube playlist</a>!</p><p>Connect with Reecie on social media - she's on <a href="https://bit.ly/36BL0Cr">Twitter</a>, <a href="https://bit.ly/2SvGX2f">Facebook</a>, <a href="https://bit.ly/30D8IKV">Instagram</a>, and <a href="https://bit.ly/3li3s75">YouTube</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2991</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[527d2a68-07c2-11eb-8f4e-2f95b1ad7652]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO4830689284.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Mediator &amp; Arbitrator (w/ Rebekah Ratliff)</title>
      <link>https://www.living-corporate.com/2020/10/03/see-it-to-be-it-mediator-arbitrator-w-rebekah-ratliff/</link>
      <description>On the twenty-second installment of our See It to Be It podcast series, Amy C. Waninger chats with Rebekah Ratliff, a credentialed insurance expert and founder and president of Capital City Mediations, LLC. Rebekah offers some insights into her career as a mediator and an arbitrator and shares where she finds community in the unique space that she inhabits professionally.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Rebekah on LinkedIn.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Sat, 03 Oct 2020 08:27:00 -0000</pubDate>
      <itunes:title>See It to Be It : Mediator &amp; Arbitrator (w/ Rebekah Ratliff)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>289</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4d771926-0555-11eb-8814-1bb16ae7e890/image/uploads_2F1601714014723-7jc85sqpq1-1f6a0e6405dba97ed577eb544f91d664_2FSee+It+to+Be+It+_2322.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-second installment of our See It to Be It podcast series, Amy C. Waninger chats with Rebekah Ratliff, a credentialed insurance expert and founder and president of Capital City Mediations, LLC. Rebekah offers some insights into her career as a mediator and an arbitrator and shares where she finds community in the unique space that she inhabits professionally.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Connect with Rebekah on LinkedIn.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-second installment of our See It to Be It podcast series, Amy C. Waninger chats with <a href="https://bit.ly/3nlUIyX">Rebekah Ratliff</a>, a credentialed insurance expert and founder and president of Capital City Mediations, LLC. Rebekah offers some insights into her career as a mediator and an arbitrator and shares where she finds community in the unique space that she inhabits professionally.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Connect with Rebekah on <a href="https://bit.ly/3nlUIyX">LinkedIn</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2034</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Gain Clarity While Gaining New Skills</title>
      <link>https://www.living-corporate.com/2020/10/01/tristans-tip-gain-clarity-while-gaining-new-skills/</link>
      <description>On the eighty-fifth installment of Tristan's Tips, our amazing host Tristan Layfield talks about how you can gain some clarity on what you want to do for a career while also gaining some new skills. Now's a great time to gain some new skills, knowledge, and contacts to set yourself up to get back to work or to change careers, so make sure to listen to the full tip!
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Thu, 01 Oct 2020 08:34:00 -0000</pubDate>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:episode>288</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/2714524c-03c7-11eb-9750-4ff3385f8c33/image/uploads_2F1601541495289-wzqwk5u104-0f292daa33743fdc986a6eef3a629c6b_2FCopy+of+WE+Tristan_27s+tips+_231.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Tristan's Tip : Gain Clarity While Gaining New Skills</itunes:subtitle>
      <itunes:summary>On the eighty-fifth installment of Tristan's Tips, our amazing host Tristan Layfield talks about how you can gain some clarity on what you want to do for a career while also gaining some new skills. Now's a great time to gain some new skills, knowledge, and contacts to set yourself up to get back to work or to change careers, so make sure to listen to the full tip!
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighty-fifth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about how you can gain some clarity on what you want to do for a career while also gaining some new skills. Now's a great time to gain some new skills, knowledge, and contacts to set yourself up to get back to work or to change careers, so make sure to listen to the full tip!</p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>304</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>SurveyMonkey and #BlackLivesMatter (w/ Zander Lurie)</title>
      <link>https://www.living-corporate.com/2020/09/29/surveymonkey-and-blacklivesmatter-w-zander-lurie/</link>
      <description>Zach has the pleasure of sitting down to chat with Zander Lurie, the CEO of SurveyMonkey, about his company, what he's both excited and nervous about in the next 12 months, and what he's learned and is learning as a white male executive regarding how he can leverage his access, influence and capital in tangible ways. He and Zach touch on George Floyd, the #BlackLivesMatter protests, COVID-19, the economy, the political landscape and more. Zander also talks a bit about his executive network and what he thinks is top of mind for them when it comes to not losing momentum around diversity, equity and inclusion. 
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Connect with Zander on LinkedIn, Twitter and Instagram.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Tue, 29 Sep 2020 10:57:00 -0000</pubDate>
      <itunes:title>SurveyMonkey and #BlackLivesMatter (w/ Zander Lurie)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>287</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/72a8ac10-0243-11eb-be8d-e3f87310fe1a/image/81b2553a98140c58a99cc73952162b98.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the pleasure of sitting down to chat with Zander Lurie, the CEO of SurveyMonkey, about his company, what he's both excited and nervous about in the next 12 months, and what he's learned and is learning as a white male executive regarding how he can leverage his access, influence and capital in tangible ways. He and Zach touch on George Floyd, the #BlackLivesMatter protests, COVID-19, the economy, the political landscape and more. Zander also talks a bit about his executive network and what he thinks is top of mind for them when it comes to not losing momentum around diversity, equity and inclusion. 
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Connect with Zander on LinkedIn, Twitter and Instagram.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the pleasure of sitting down to chat with <a href="https://bit.ly/3jeaEAG">Zander Lurie</a>, the CEO of SurveyMonkey, about his company, what he's both excited and nervous about in the next 12 months, and what he's learned and is learning as a white male executive regarding how he can leverage his access, influence and capital in tangible ways. He and Zach touch on George Floyd, the #BlackLivesMatter protests, COVID-19, the economy, the political landscape and more. Zander also talks a bit about his executive network and what he thinks is top of mind for them when it comes to not losing momentum around diversity, equity and inclusion. </p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Connect with Zander on <a href="https://bit.ly/3jeaEAG">LinkedIn</a>, <a href="https://bit.ly/3jqVOXP">Twitter</a> and <a href="https://bit.ly/3cEj162">Instagram</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1945</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Career Advancement Expert (w/ Francine Parham)</title>
      <link>https://www.living-corporate.com/2020/09/26/see-it-to-be-it-career-advancement-expert/</link>
      <description>On the twenty-first entry of our See It to Be It podcast series, Amy C. Waninger speaks with Francine Parham, a career expert and practitioner focused on female leadership and the advancement of women into positions of leadership and authority in the workplace. She is also the creator of the Sharpen Your Skills Professional™, a series of career development learning programs and a forthcoming online platform for women in the workplace. Francine shares her career journey with us, detailing the two-decade path she took through the corporate space, and she and Amy both promote the upcoming Professional Women's Advancement Summit - it takes place October 15th. Purchase your digital pass today to receive over $3,500 worth of invaluable learning and experience for 15% of the price!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Register for the Professional Women's Advancement Summit! It takes place on October 15th. Receive over $3,500 worth of invaluable learning and experience for 15% of the price!
Connect with Francine on LinkedIn, Twitter, and Instagram.
Check out her personal website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!</description>
      <pubDate>Sat, 26 Sep 2020 09:53:00 -0000</pubDate>
      <itunes:title>See It to Be It : Career Advancement Expert (w/ Francine Parham)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>286</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/9f2b8086-ffdd-11ea-bfeb-fb4fe504a8b4/image/uploads_2F1601114006514-h5zj8g2i5u7-00a29324841e7ae8370da9e5439e020a_2FCopy+of+see+it+to+be+it+_2321.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-first entry of our See It to Be It podcast series, Amy C. Waninger speaks with Francine Parham, a career expert and practitioner focused on female leadership and the advancement of women into positions of leadership and authority in the workplace. She is also the creator of the Sharpen Your Skills Professional™, a series of career development learning programs and a forthcoming online platform for women in the workplace. Francine shares her career journey with us, detailing the two-decade path she took through the corporate space, and she and Amy both promote the upcoming Professional Women's Advancement Summit - it takes place October 15th. Purchase your digital pass today to receive over $3,500 worth of invaluable learning and experience for 15% of the price!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Register for the Professional Women's Advancement Summit! It takes place on October 15th. Receive over $3,500 worth of invaluable learning and experience for 15% of the price!
Connect with Francine on LinkedIn, Twitter, and Instagram.
Check out her personal website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-first entry of our See It to Be It podcast series, Amy C. Waninger speaks with <a href="https://bit.ly/33YjlbS">Francine Parham</a>, a career expert and practitioner focused on female leadership and the advancement of women into positions of leadership and authority in the workplace. She is also the creator of the Sharpen Your Skills Professional™, a series of career development learning programs and a forthcoming online platform for women in the workplace. Francine shares her career journey with us, detailing the two-decade path she took through the corporate space, and she and Amy both promote the upcoming Professional Women's Advancement Summit - it takes place October 15th. Purchase your digital pass today to receive over $3,500 worth of invaluable learning and experience for 15% of the price!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Register for the <a href="https://bit.ly/3czzIje">Professional Women's Advancement Summit</a>! It takes place on October 15th. Receive over $3,500 worth of invaluable learning and experience for 15% of the price!</p><p>Connect with Francine on <a href="https://bit.ly/33YjlbS">LinkedIn</a>, <a href="https://bit.ly/3j7oMeP">Twitter</a>, and <a href="https://bit.ly/2HzsQH2">Instagram</a>.</p><p>Check out <a href="https://bit.ly/3j4zXFn">her personal website</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p>]]>
      </content:encoded>
      <itunes:duration>3074</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : The Importance of Building Your Professional Brand</title>
      <link>https://www.living-corporate.com/2020/09/24/tristans-tip-the-importance-of-building-your-professional-brand/</link>
      <description>On the eighty-fourth entry of Tristan's Tips, our amazing host Tristan Layfield discusses the importance of building your professional brand. Job searching, especially currently, is competitive, and you should be taking every step to give yourself an edge!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!</description>
      <pubDate>Thu, 24 Sep 2020 09:32:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : The Importance of Building Your Professional Brand</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>285</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/52358c0c-fe4a-11ea-95b4-57165ed4568b/image/uploads_2F1600940009704-m7z7dik93cl-3f806301ae3ac71119a7de1352ef2bd7_2FWE+Tristan_27s+tips+_231+_2881_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the eighty-fourth entry of Tristan's Tips, our amazing host Tristan Layfield discusses the importance of building your professional brand. Job searching, especially currently, is competitive, and you should be taking every step to give yourself an edge!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighty-fourth entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses the importance of building your professional brand. Job searching, especially currently, is competitive, and you should be taking every step to give yourself an edge!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p>]]>
      </content:encoded>
      <itunes:duration>366</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Getting the Memo (w/ Minda Harts)</title>
      <description>Zach has the pleasure of chatting with Minda Harts, author of the best-seller "The Memo: What Women of Color Need to Know to Secure a Seat at the Table," about the launch of her book and how her career and life has continued to shift and change in light of its success. She also shares a few interesting details regarding its creation, such as how it was rejected by several publishers, and she touches on what she believes organizations should be focused on to create more inclusivity and equitable treatment for Black and brown people, specifically for Black and brown women, at work. Click the links in the show notes to order a copy of her book!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Click here to buy Minda's book! Scroll down the page to find a list of several sellers, such as Amazon and Barnes &amp; Noble.
Connect with Minda on LinkedIn, Twitter, and Instagram.
Visit her personal website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Check out our website.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!</description>
      <pubDate>Tue, 22 Sep 2020 08:24:00 -0000</pubDate>
      <itunes:title>Getting the Memo (w/ Minda Harts)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>284</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/cb0bc75a-fcaf-11ea-b25e-57c0eea67b91/image/uploads_2F1600763473591-wc7j4newfd-69b41e3e9e3337fff9ed6f5d8329b70b_2Fepisode+284+_281_29.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the pleasure of chatting with Minda Harts, author of the best-seller "The Memo: What Women of Color Need to Know to Secure a Seat at the Table," about the launch of her book and how her career and life has continued to shift and change in light of its success. She also shares a few interesting details regarding its creation, such as how it was rejected by several publishers, and she touches on what she believes organizations should be focused on to create more inclusivity and equitable treatment for Black and brown people, specifically for Black and brown women, at work. Click the links in the show notes to order a copy of her book!
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Click here to buy Minda's book! Scroll down the page to find a list of several sellers, such as Amazon and Barnes &amp; Noble.
Connect with Minda on LinkedIn, Twitter, and Instagram.
Visit her personal website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Check out our website.
We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: https://www.surveymonkey.com/r/HLV9V5W And watch this space for the results!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the pleasure of chatting with <a href="https://bit.ly/3cj6lRQ">Minda Harts</a>, author of the best-seller "The Memo: What Women of Color Need to Know to Secure a Seat at the Table," about the launch of her book and how her career and life has continued to shift and change in light of its success. She also shares a few interesting details regarding its creation, such as how it was rejected by several publishers, and she touches on what she believes organizations should be focused on to create more inclusivity and equitable treatment for Black and brown people, specifically for Black and brown women, at work. Click the links in the show notes to order a copy of her book!</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Click <a href="https://bit.ly/3mB36tM">here</a> to buy Minda's book! Scroll down the page to find a list of several sellers, such as Amazon and Barnes &amp; Noble.</p><p>Connect with Minda on <a href="https://bit.ly/3cj6lRQ">LinkedIn</a>, <a href="https://bit.ly/2FGgZGF">Twitter</a>, and <a href="https://bit.ly/2ZY6Mfy">Instagram</a>.</p><p>Visit <a href="https://bit.ly/3iTltrB">her personal website</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p>We all know the interview process can be fraught and full of bias. We’ve teamed up with SurveyMonkey to learn more about your experiences interviewing so we can make the entire process for BIPOC candidates. Share your thoughts: <a href="https://www.surveymonkey.com/r/HLV9V5W">https://www.surveymonkey.com/r/HLV9V5W</a> And watch this space for the results!</p>]]>
      </content:encoded>
      <itunes:duration>2048</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>*Bonus Pod* Black Creativity + Levity (w/ Zach and Ade)</title>
      <link>https://art19.com/shows/living-corporate/episodes/4cb8a301-16bd-4da8-ad8d-2112c4c64b26</link>
      <description>Zach and Ade spend some time catching up in this lighthearted special Monday episode. Ade shares a bit about what she's focusing on right now - check the link in the show notes to schedule a career pivot consult with her! - and they both stress the importance of ensuring learning content is free for the people who need it, but not for these organizations.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Click here to schedule a career pivot consult with Ade! Do note that this is specifically for transitioning into tech.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Mon, 21 Sep 2020 09:18:00 -0000</pubDate>
      <itunes:title>*Bonus Pod* Black Creativity + Levity (w/ Zach and Ade)</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>283</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4bff392c-fc1b-11ea-809e-d3cd8dfd8512/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach and Ade spend some time catching up in this lighthearted special Monday episode. Ade shares a bit about what she's focusing on right now - check the link in the show notes to schedule a career pivot consult with her! - and they both stress the importance of ensuring learning content is free for the people who need it, but not for these organizations.Click here to schedule a career pivot consult with Ade! Do note that this is specifically for transitioning into tech.Donate to the Justice for Breonna Taylor GoFundMe by clicking here.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Visit our website.</itunes:subtitle>
      <itunes:summary>Zach and Ade spend some time catching up in this lighthearted special Monday episode. Ade shares a bit about what she's focusing on right now - check the link in the show notes to schedule a career pivot consult with her! - and they both stress the importance of ensuring learning content is free for the people who need it, but not for these organizations.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Click here to schedule a career pivot consult with Ade! Do note that this is specifically for transitioning into tech.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach and Ade spend some time catching up in this lighthearted special Monday episode. Ade shares a bit about what she's focusing on right now - check the link in the show notes to schedule a career pivot consult with her! - and they both stress the importance of ensuring learning content is free for the people who need it, but not for these organizations.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Click <a href="https://bit.ly/35QrvFT">here</a> to schedule a career pivot consult with Ade! Do note that this is specifically for transitioning into tech.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2911</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Photojournalist (w/ Monica Morgan)</title>
      <description>On the twentieth installment of our See It to Be It podcast series, Amy C. Waninger speaks with Monica Morgan, an award-winning international photojournalist who has documented historical events around the globe. Morgan has served as an official photographer for iconic figures like Rosa Parks and has snapped imaged of dozens of politicians, entertainers, other public figures and ordinary Metro Detroiters during a decades-long career. She shares what led her down the path to photojournalism, some of the incredible experiences she's had in her career, and more.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Connect with Monica on LinkedIn and Twitter.
Check out her personal website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Sat, 19 Sep 2020 11:24:00 -0000</pubDate>
      <itunes:title>See It to Be It : Photojournalist (w/ Monica Morgan)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>282</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4c2ddad4-fc1b-11ea-809e-13c4305218ab/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twentieth installment of our See It to Be It podcast series, Amy C. Waninger speaks with Monica Morgan, an award-winning international photojournalist who has documented historical events around the globe. Morgan has served as an official photographer for iconic figures like Rosa Parks and has snapped imaged of dozens of politicians, entertainers, other public figures and ordinary Metro Detroiters during a decades-long career. She shares what led her down the path to photojournalism, some of the incredible experiences she's had in her career, and more.Connect with Monica on LinkedIn and Twitter.Check out her personal website.Donate to the Justice for Breonna Taylor GoFundMe by clicking here.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Check out our website.</itunes:subtitle>
      <itunes:summary>On the twentieth installment of our See It to Be It podcast series, Amy C. Waninger speaks with Monica Morgan, an award-winning international photojournalist who has documented historical events around the globe. Morgan has served as an official photographer for iconic figures like Rosa Parks and has snapped imaged of dozens of politicians, entertainers, other public figures and ordinary Metro Detroiters during a decades-long career. She shares what led her down the path to photojournalism, some of the incredible experiences she's had in her career, and more.
Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Connect with Monica on LinkedIn and Twitter.
Check out her personal website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twentieth installment of our See It to Be It podcast series, Amy C. Waninger speaks with <a href="https://bit.ly/2Fzbdqj">Monica Morgan</a>, an award-winning international photojournalist who has documented historical events around the globe. Morgan has served as an official photographer for iconic figures like Rosa Parks and has snapped imaged of dozens of politicians, entertainers, other public figures and ordinary Metro Detroiters during a decades-long career. She shares what led her down the path to photojournalism, some of the incredible experiences she's had in her career, and more.</p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Connect with Monica on <a href="https://bit.ly/2Fzbdqj">LinkedIn</a> and <a href="https://bit.ly/2EdTUtY">Twitter</a>.</p><p>Check out <a href="https://bit.ly/3mAHM7J">her personal website</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1945</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Creating Content for LinkedIn</title>
      <description>On the eighty-third installment of Tristan's Tips, our amazing host Tristan Layfield talks about creating content for LinkedIn. Content for you to post on LinkedIn is all around you, so pay close attention to the examples Tristan provides that can help you get started posting on the platform. Having a great Linkedin profile is only half of the battle - the other half is posting and engaging on the platform to make sure you are being seen by the right people. Tristan also plugs our live interactive weekly webinar series The Access Point - check the link in the show notes for more information!

Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Click here to sign up for The Access Point! Our second live interactive weekly webinar takes place September 22th at 7pm CST.
https://bit.ly/3br7ab4

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 17 Sep 2020 12:59:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Creating Content for LinkedIn</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>281</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4c547324-fc1b-11ea-809e-8b88d13dec1c/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the eighty-third installment of Tristan's Tips, our amazing host Tristan Layfield talks about creating content for LinkedIn. Content for you to post on LinkedIn is all around you, so pay close attention to the examples Tristan provides that can help you get started posting on the platform. Having a great Linkedin profile is only half of the battle - the other half is posting and engaging on the platform to make sure you are being seen by the right people. Tristan also plugs our live interactive weekly webinar series The Access Point - check the link in the show notes for more information!Click here to sign up for The Access Point! Our second live interactive weekly webinar takes place September 22th at 7pm CST.https://bit.ly/3br7ab4Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.http://bit.ly/2G7d6HKhttp://bit.ly/2XDcp3zhttp://bit.ly/2JEbg1Rhttp://bit.ly/2JCmKTzFind out how the CDC suggests you wash your hands by clicking here or below.https://bit.ly/2Ug4l5KHelp food banks respond to COVID-19. Learn more at FeedingAmerica.org.https://bit.ly/2WD73UkCheck out our website.https://bit.ly/living-corporateTRANSCRIPTTristan: What's going on, Living Corporate? It's Tristan, back again to bring you another career tip. Before we get into the tip, I want to do another shameless plug for Living Corporate's new weekly live, interactive webinar called The Access Point, designed to prepare Black and brown college students for the workforce.⠀⠀⠀⠀⠀⠀⠀⠀We're bringing on corporate professionals, industry leaders, and top voices to cover topics from self-advocacy and personal branding to respectability politics and building allies, all things that will help aspiring professionals successfully transition from college to corporate.⠀⠀⠀⠀⠀⠀⠀⠀We kicked off the series this past Tuesday the 15th, so make so to join the hosts Tiffany Waddell Tate, Mike Yates, Brandon Gordon, and myself every Tuesday at 7 pm CST/8 pm EST from here on out. Make sure to sign up at the link in the description.Okay, so now that the promo is out of the way, let's talk about creating content on LinkedIn.Posting on LinkedIn has 2 main benefits: 1) it helps you be found on the platform and 2) it help you establish your thought leadership and professional brand. When I tell my clients that they have to start posting, the most common response I hear is, “I don’t know what to post.” If you feel this way, I’m here to tell you that content for you to post on LinkedIn is all around you. So I wanted to give you a few examples that can help you get started posting on the platform.When you think of posting on LinkedIn the most obvious places to start are your successes, things like new jobs, awards, certifications, licenses, etc. People love to see how your career is progressing and the honors that you may be receiving.Posting your successes is easy, but I’d also suggest focusing on the other end of the spectrum, your failures. Many of us have a complicated relationship with failure, and it does take quite a bit of vulnerability to share these but we have to understand that failure is not the opposite of success, it’s a defining factor in success. Each failure is designed to teach us something. Once you figure out what that something is, share it and watch the engagement flow.Often times we have to participate in training for work or even as part of organizations that we are involved in. Take the time to share what training you attended and your top 2 - 3 takeaways from it. LinkedIn loves to hear about people’s learning processes.If you stay on top of industry news, share your take on it. If you’re super dialed into what your company is doing in relation to this industry new and their plans have been made public, share them as part of your post. Maybe even tag some of your leadership team to show how engaged you are with the business.Another thing LinkedIn really likes is a good story. This could be about an interview experience, an interaction you’ve had at work, or even things like how you and your kids are dealing with virtual learning or transitioning back into the office once COVID restrictions were loosened. These stories can be powerful and provide people with an opportunity to relate to you and your experience.Lastly, sometimes the content is already available on LinkedIn via other people’s post. Take the time to reshare the post to add your insight, thoughts, and opinions.Before I go, here are some quick tips on posting. Start slow. If you don’t already post regularly, start by trying to set a consistent cadence like once a week until you start to feel more comfortable. Don’t be afraid to use hashtags but stick to no more than 3 -5 per post. Also, consider tagging people in your post, this can help create dialogue and boost engagement. Lastly, and I know this sounds corny, but like your own posts. It helps trick the algorithm and helps your post be seen. Having a great Linkedin Profile is only half of the battle, the other half is posting and engaging on the platform to make sure you are being seen by the right people.This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the eighty-third installment of Tristan's Tips, our amazing host Tristan Layfield talks about creating content for LinkedIn. Content for you to post on LinkedIn is all around you, so pay close attention to the examples Tristan provides that can help you get started posting on the platform. Having a great Linkedin profile is only half of the battle - the other half is posting and engaging on the platform to make sure you are being seen by the right people. Tristan also plugs our live interactive weekly webinar series The Access Point - check the link in the show notes for more information!

Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer
Click here to sign up for The Access Point! Our second live interactive weekly webinar takes place September 22th at 7pm CST.
https://bit.ly/3br7ab4

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
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        <![CDATA[<p>On the eighty-third installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about creating content for LinkedIn. Content for you to post on LinkedIn is all around you, so pay close attention to the examples Tristan provides that can help you get started posting on the platform. Having a great Linkedin profile is only half of the battle - the other half is posting and engaging on the platform to make sure you are being seen by the right people. Tristan also plugs our live interactive weekly webinar series The Access Point - check the link in the show notes for more information!</p><p><br></p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. <strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p>Click <a href="https://bit.ly/3br7ab4">here</a> to sign up for The Access Point! Our second live interactive weekly webinar takes place September 22th at 7pm CST.</p><p><a href="https://bit.ly/3br7ab4">https://bit.ly/3br7ab4</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p>]]>
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      <title>Re-imagining Tech &amp; Belonging (w/ Aubrey Blanche)</title>
      <description>Zach chats with Aubrey Blanche, the Director of Equitable Design &amp; Impact at Culture Amp, about re-imagining tech and belonging. She discusses her complicated relationship with race and identity, talks about how to effectively combat diversity fatigue, and much more. Click the links in the show notes to connect with Aubrey and check out Culture Amp's anti-racism plan!
Connect with Aubrey on LinkedIn, Twitter, and Instagram. 
Visit her personal website.
Check out Culture Amp's anti-racism plan by clicking here.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.

Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. 
Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer</description>
      <pubDate>Tue, 15 Sep 2020 10:12:00 -0000</pubDate>
      <itunes:title>Re-imagining Tech &amp; Belonging (w/ Aubrey Blanche)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>280</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>Zach chats with Aubrey Blanche, the Director of Equitable Design &amp;amp; Impact at Culture Amp, about re-imagining tech and belonging. She discusses her complicated relationship with race and identity, talks about how to effectively combat diversity fatigue, and much more. Click the links in the show notes to connect with Aubrey and check out Culture Amp's anti-racism plan!Connect with Aubrey on LinkedIn, Twitter, and Instagram. Visit her personal website.Check out Culture Amp's anti-racism plan by clicking here.Donate to the Justice for Breonna Taylor GoFundMe by clicking here.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Check out our website.Struggling with your Diversity, Equity &amp;amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employerTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and look, you know what we're doing, right? Every single week we're having real talk in a corporate world. And what does that mean? That means we're having authentic conversations that what? Center and do what else? Amplify. Who? Black. And who else? Brown people. I keep on doing this weird call-and-response thing. I guess I'm just really excited. But the point is we're having these conversations, and we typically have them with movers and shakers, and that could be executives to entrepreneurs to social capital investors to activists to elected officials to public servants, authors, you know, whoever. We're talking to everybody. Typically these people are Black and brown, but every now and then we'll have some white or white-presenting folks on the podcast as well, and we're really passionate about that. Our goal is that if you're a Black or brown person or one of the onlys in your workplace that you listen to this and feel affirmed and heard, and if you're not one of those people that you take this opportunity, a rare opportunity, to really hear some frank conversations about, and from the persectives of, Black and brown people about being Black and brown at work, and you can use that information to be a better ally. See what I'm saying? So it helps everybody, and so like I said, every week we have an incredible guest, so let me just put our own collective back at Living Corporate. We've had some incredible guests though, and today's no different. We have Aubrey Blanche. Aubrey Blanche is The Mathpath - that's a math nerd and an empath, which is wild because that's, like, the Dark Side and the Light Side of The Force coming together. She's like a Gray Jedi. Anyway, director of equitable design and impact at Culture Amp and a start-up investor and adviser. Through all of her work, she seeks to question, re-imagine and re-design systems--now, y'all know we're gonna double-click on that in a minute--and practices that surround us to ensure that all people can access equitable opportunities and build a better world. Her work is undergirded--I like that word, "undergirded." Undergirded. Just say that to y'allselves, y'all. Undergirded. Undergirded by her training in social scientific methods and grounded in the fundamental dignity and value of every person. Aubrey, welcome to the show. How are you doing?Aubrey: Hey. Thank you so much for having me. I feel, like, genuinely blown away at the idea that I get to join you, and also your intro makes me want to cry. I just love what you're doing. I love the mission and the vision. And "undergirded" is such a fun word.Zach: It's so great, right? There's certain words that are just really nice to say. "Undergirded." "Plethora."Aubrey: Right? I mean, [I'm a?] deeply over-educated human being, so just occasionally getting to use those silly $17 words that you don't to, but [?].Zach: You don't have to. Erykah Badu once said, "What good do your words do if they don't understand you?" But that's for another conversation, another day. Look, I read your bio, or rather let me be honest--I took out, like, the first 20% of your bio for the sake of this conversation, but what does all of that really mean? Like, what do you actually do?Aubrey: Yeah, what do I do? I feel like what I try to do is crush white supremacy with capitalism, which is confusing conceptually, but really what I think I try to do is harness the privilege that I have and I guess the oppression I've experienced as this very liberal human, and we can talk about what that means, and try to use the privilege that I've had and try to figure out how to scale those out. Like, that's the [?] thing in my soul that I'm trying to do, and right now I happen to do that within the context of technology and investing and finance. What I'm really interested in is learning the rules of systems so that we can begin to evolve those systems so that they begin breaking themselves down where they are harming people.Zach: I like that. I like that a lot. There's a lot of nuance in what you just said, so that's why I'm really excited to get into this. In fact, let's talk a little bit about, like, this moment where we are, right? And before we do that, like, let's zoom in on our interaction about you being on this platform, right?Aubrey: Right. So for folks on the podcast, basically what happened is Zach was awesome and reached out to have me on, and my first sort of response was "Hey, want to be clear that I'm white-passing. I want to make sure that we have sort of BIPOC folks in front of my voice. I'm really happy to speak sort of to my people, but I also want to be respectful of not taking up more space than I need to," and that for me is because--it's really important to me just, like, on a basic, ethical level. Like, we have this moment. It's always been important to listen to those voices, and I've tried to create that space, but it's especially important now because so many people are listening. So I think I'm trying to figure out where my role is in this moment as a woman of color but someone who does have white privilege in so many settings, and then on top of that I'm trans-racially adopted, so there's even more nuance inside that sort of like--Zach: Wow.Aubrey: Yeah, it's a lot.Zach: That is a lot. Okay, so when you say trans-racially adopted, like, your parents are what ethnicity?Aubrey: Yeah. So I'm mixed, and I'm Mexican-American, and as of about a couple weeks ago I found that the other part is Irish. Fun fact - adoption is weird and keeps coming back to you. So my adoptive mother is second-gen American on both sides, Euro-American, and then my adopted father is actually Euro-American and Indigenous. So he's Choctaw and has been an Indigenous legal activist in addition to being sort of corporate counsel, but my dad, what's interesting is despite the fact that I grew up sort of in the Indigenous community and things like that is my dad is also white-passing. So my whole adoptive family looked hella white, but we actually had a really complex sort of racial identity within our family.Zach: I mean--so I think it's important, right? I mean, we're gonna get there in a minute, but... so you operate in this space, right? I know when I first saw your picture I was like--do you watch Steven Universe?Aubrey: I don't.Zach: Okay. So you should check out Steven Universe, 'cause, like, you give me strong Rose Quartz vibes. And it's a compliment. Like, you should look up Rose Quartz. She's great. But you kind of look like a star. Like, you do all these talks and all these things, and so outside looking in it's like--I think you sit in this space that's really interesting. So I'm not gonna profile you, 'cause I've listened to what you actually have to say, but you sit in this space that's, like, you speak about diversity, equity and inclusion, you are white-passing--like, your experience and your identity is much more complex than that, but you sit in this very influential space and it's, like, kind of--what I'm curious about is, considering the space that you've inhabited historically around this work, and when you think about this moment--like, it's kind of like a watershed moment, right? Like, people are really starting to call D&amp;amp;I institutions to account, particularly white women in these spaces and groups. I'm curious, like, is there anything right now that you're more sensitive to? You kind of talked a little bit about you've been thinking about it more. Like, where are you at just emotionally and mentally around this work right now?Aubrey: Yeah. So I think, like, the Overton window of what we can talk about to white people has shifted, and so what I mean by that is my personal philosophy is that I'm someone who was born in a situation that was let's just say much rougher than the one I got adopted into, and something I've always carried with me is--like, the phrase I use to describe it is "Little girls born like me do not sit in rooms and talk to billionaires." It's just a fact. Statistically speaking, there's no reason I should be in the place in the world that I am. And so what I think about is I've moved through these very white supremacist systems, right? Like, I got to survive 'cause I need more SPF than some people, and I've learned how those systems work, but the problem is I always felt really alienated by them because they didn't align with my sense of self, because for a lot of complicated reasons I really have been socialized and racialized as a Latina because of the social context I grew up in, and I didn't actually understand whiteness until I went to college and people stopped being racist to me, and I was like, "Wow, I didn't know that was optional." Truly, and it sounds really silly to someone I think, but just given the specific circumstances of my life that happened. So throughout my 20s as I sort of my grew in my consciousness on this I kind of said, "There are particular spaces I can speak to that people who are darker than me can't," and I own and acknowledge that that is a relic and a fact of a white supremacist system, but it's also still true. So what I try to do, and I will admit imperfectly, which is why I think we need people to keep us accountable to this integrity, is I try to talk to people who are going to listen to me more or I try to say things to shift the Overton window so that when darker people of color say them they receive less abuse. So I recognize when I say something first--and I say first meaning in ths space, not that it's my magical idea, that I'm less likely to just get shit on for it because I look like Karen. And so I think about it like, "Can I be the linebacker for Black women? Can I normalize that idea so that we can make that space less hostile so then I can go, "Now listen to who you should listen to, and let me bring that voice into the room"? So I think that's my dual responsibility, and now because suddenly we're seeing communities actually capable of listening to BIPOC folks without immediately abusing I'm much more careful about where I step back, because I think I have less internal intuition about where the correct action is, and so I'm trying to be more deferential. So that's where I am, but I wouldn't say that I know what I'm doing. I'm figuring it out. Zach: No, that's a really honest answer, and thank you for the context and background. I think your premise, what you started off with in terms of your purpose, is different than most folks. Like, if you ask most people their purpose, like, they're not going to say what their real purpose is, because most folks--painting with a wide brush, but I mean what I'm about to say--most folks' goal is to, by some degree, be white men, right? So, like, their goal is to get as much power as they can. So, like, your whole framing of, like, "I'm gonna block for this other person so that they can have a platform to actually speak, I'm gonna leverage my access and my power and my privilege to then create space for darker-skinned Latinx, for Black women, for other people who are societally, historically in different ways just on their face," no pun intended. Like, that's just not the typical goal, right? So we've talked a little bit about the nuances of your identity and your background, and that's incredible. I'd like to talk more about the concept of being white-presenting while also at the same time being a person of color, right? My challenge, Aubrey, right now is that, like, that "person of color" term is starting to become this, like, junk drawer thing where, like, everybody's a person of color, but we don't really specify or name identity in this work, even now. So, like, that's why with Living Corporate, we don't say "we center marginalized experiences of people of color at work," we say Black and brown because we really want to be explicit with who we're talking about. You know, you brought up being white-presenting. I'd like to hear more about the nuances of, from your perspective, Latinx identity and how you present versus culture and ethnicity, and let's also add, like, the dynamic of how people perceive you.Aubrey: So I think it's something I think about a lot, and I want to bring in another piece of my identity that's been really helpful for me in figuring this stuff out, which is I'm also a queer person. I'm, like, bisexual or pansexual or--I don't know, whatever's something that's definitely not definitely gay and not definitely straight, and I don't really think about it much harder than that, but I have a lot of things that are, like, queer signifiers in terms of my identity but, like, could also just be confused for [alt?] straight people. So again, most of my identities are invisible and liminal, and the way that I think about it is that we talk about that identity construction is a process, and so I can't change that, like, I didn't grow up in a Latin family, for example, and I would never lie about that. Something that was really interesting to me was--I have a friend who's Indigenous who gave me a framework for thinking about this because I've struggled with my legitimacy as, like, part of the Latinx community or how do I relate to this label, "people of color"? I have a complicated set of feelings with that language but think it can be useful in terms of identifying a collective. For me it was really about who I am, and my identity is actually not something that can be challenged. The fact is, right, my lineage comes from people in Mexico, but I also can acknowledge that I have both colonizer and colonized in my DNA, and that is something [I have to?] deal with, but the thing that a friend of mine said that gave me the legitimacy that my identity is real is he said, "I can't accept that the fact that we are pale means we are no longer from our ancestors, otherwise they would have been right that they could [BLEEP] the indigeniety out of us." And that, like, is probably pretty harsh, but for me I was like, "Yeah, you're right. There's an energy. There's a spirit. There's a culture." Now, I, for my own well-being did need to be put in a different family than the one I was originally born into. I've had to connect with and sort of become a part of my culture as an adult, so I've had a little bit of a different experience because of what was important for me. And so I think there's that, but I think to pretend, like, my experience in terms of economics, in terms of the way that I have experienced racism and racialization, are meaningfully different than most or a big portion of the Latinx community, and I think for me that tells me what my role should be. So I'm grateful for the folks who, like, welcome me into the community and don't do the, like, "You're not legitimate 'cause you have a different story," a story that also understands--here's a fun fact - my adoptive mother is the most incredible person I've ever met, absolutely saved my life, and also we know that women of the dominant race, you know, bringing children from the colonized race into their family is [?]. Like, both of those things are true, and so for me I say because I have this almost armor in the systems we live in, my role is to listen to my community and advocate to the majority for it because I can be a translator, because I can move between, and so rather than seeing my ability to play with those systems of oppressions as questions about my legitimacy, I relate to them as in they give me a special role for my activism in the same way I think each of us have a special role in the way that we bring our activism to life in line with our purpose and our unique privileges and oppressions. So yeah, that was really deep for you, but that's my honest answer, and I think I try to hold the humility that, like, I've definitely [BLEEP] up, right? I've definitely done things that were wrong, but I try to surround myself with people who tell me that when it's happening so I can at least try to minimize the way that, you know, my white fragility or my internalized racism or any other -isms aren't impacting the people around me.Zach: I mean, you out here just casually dropping wild bombs. You're doing a phenomenal job. You should continue on this path. Like, stay here. So let's talk a little bit about the culture summit in 2019 that you were at a guest speaker, a keynote speaker [at,] and you talked about diversity fatigue in tech, right? So it's interesting--we're going to continue to nail on this the next few questions, but I feel as if--so the majority has had to be aware or care about Black people for... let's see here, has it been, like, three months? Two-and-a-half months? Like, it's been a handful of months. Like, it hasn't been that long, and people are already talking about being tired. So, like, I'm curious about when you think about the concept of diversity fatigue with, like, white leaders, and especially as you think about it at an organizational level, like, what have you seen work well to manage diversity fatigue?Aubrey: Yeah. I think the thing about it--and this really relates to this idea that I say a lot, which is, like, [BLEEP] D&amp;amp;I, and what I don't actually mean is, like [BLEEP] the goal, and I think they're actually related things. People are tired. Like, I want to sit there and be like, "How dare you get tired?" But I understand how the human nervous system works, so I have to, like, deal with that as a real constraint. But I feel like diversity fatigue is partially happening because everybody's had the same ten diversity talks for five years. They, like, put some money into branding and putting a Black face on their website, and then threw their hands up and said, "Why isn't racism done?" And so when you describe it that way you're like, "Oh, yeah, that was never going to work in the first place." So I think the solution to diversity fatigue, rather than us, like, yelling at people who are tired, which is just going to make them turn off, and I, like, hold in my heart the frustration that we have to do this, right, because people are tired. They've done enough. But again, philosophical versus practical rationalism there. I think it's this move to equitable design that actually I think fights diversity fatigue, because what are people tired of? They're tired of being lectured at. They're tired of not doing. So instead of saying, "We care about D&amp;amp;I," my response is "If you don't have a budget and you don't have a time allocation, I don't care and you don't count," 'cause I'm sorry, your caring didn't help anyone. And that's what equitable design is, right? It's about what saying "What is my plan? What is my process? What is my data about what's broken and what is my idea and my action about how we'll try to fix it?" And when you go with that methodology, suddenly everybody gets a job. So maybe it's--I'm speaking about Culture Amp in this exact moment, our programs, right? Our Black employees' job right now is to attend the mental health program we're offering for them and to take care of themselves. That is their job.Zach: That is so healthy.Aubrey: Right? Like, that is your job right now. In our company anti-racism strategy, our Black [campers?], your job is to take care of yourself. We've made it clear. We've brought in experts. My job is to build the corporate strategy, you know? Our CEO's job is to fully fund the plan. This equitable design idea gives everyone a job, and it's hard to get fatigued with something when you've given people, like, little win breadcrumbs along the way. So I'm not [perfect?], and if folks want to they can check out Culture Amp's anti-racism plan online. We didn't just publish the commitment, we published the operating plan, and at the end of this sort of six-month cycle we'll provide an update for folks because accountability matters. It's real. Cultureamp.com/antiracism if you want to check it out. The pillars are easy, which is support and care, accountability, education, and then access. So for me that's what equitable design is. It's everyone taking a look at the actions that they're already taking in their day and going, "How can I design this to create a more equitable impact?" So maybe you're giving a career coaching to that friend of a friend's kid. Why don't you ask that student to find an underrepresented classmate who you're also gonna give a career coaching conversation to? I'm telling you. I did it last month. When you read a book written by a Black woman, why don't you make sure you go online and write a review for it, because then the algorithm knows that people engage with that book. Right? It's not about always--although certainly if you want to donate to the movement for Black lives and everything I vehemently support you. I think people mistake that, like, activism, that anti-racism, that D&amp;amp;I is something separate from what they're already doing as opposed to a slight edit of the things they're doing. So that's how you overcome fatigue, and I'm totally fine if you as an ally--like, you just did that coaching conversation with someone who would not have had access to an executive before? Like, I'm chill if you pat yourself on the back for that. Go ahead. Like, I know, "ally cookies" or whatever, but if you want to self-high five or you want to tell another one of your friends who isn't marginalized from that group, like, "I did a good thing," and you want a high five from another white person, fine. Cool. If it keeps you motivated and it gets you to do the next 10 things over the next 10 and 100 years, then I'm fully supportive of that. So I guess that's where it is. Like, we fight diversity fatigue by doing things consistently that actually work. Zach: I feel like a large part of this work is massaging white discomfort or trying to figure out ways to, like, Jedi mind trick white folks into caring about Black and brown people. And, like, I hear what you're doing at Culture Amp. The link will be in the show notes, 'cause I just looked at it and it's fire. So it's worth, and I also shared it with a couple of mentors, but I'd like to get your reaction to what I just said and, like, if you agree with that, then, like, is that tenable in today's climate?Aubrey: That's such a good question. I was a little quiet because I was like, "Is it, like, 60% or 80% of the work?" Right? No, I think it absolutely is, and it's the reason that I choose to do this work, because I think something that people don't talk about enough--and I talk about in some communities that I'm building--us white-passing folks are the tactical weapons to solve this particular problem, right? Like, I don't just, like, code switch, although I do that too. I literally identity switch at work minute by minute because I have the unique ability to, like, feel both sides of the coin 'cause I've lived both sides of them, so that's actually a lot of the reason I do the work I do, because I know how much of this is, like, managing white discomfort, and frankly, my face partially manages white discomfort to have discussions about racism and white supremacy. So I think that's true. Now, your next question is really important. Is it tenable or sustainable? I have a complex answer to that. So philosophically my answer to you is no. My deeply practical, science lady answer is it's not an avoidable problem in the short term. So this is a weird theory I'm gonna give you, and it has to do with drug addiction, but I think it's relevant for anti-racism work. So here's a theory I've never spoken online before. So there's something really fascinating about drugs and how they work on the brain, which is that the dosage and the frequency that they hit the brain completely changes the brain's response to it. So, like, small amounts over time create resistance. Large amounts at once tend to cause addiction. I'm vastly oversimplifying, but just work with me. So I'll say people who experience racism--not people of color, but people who experience racism, we basically have been given doses of racial stress throughout our lives, so we now have resilience to it. I'm nto saying it's good. I'm not saying it's ideal. I'm just saying it's sort of a descriptive fact of the world. So white people, we basically have to dose them with enough racial stress in the right ratios at the right time to get them to be able to have these conversations, because what the research is telling us is white fragility is actually, like, people's brains perceiving they're in danger when they're in absolutely no danger whatsoever. Like, that's neuroscience. So philosophically I'm like, "Yeah, it's not sustainable," but we have to think about ways to give people experience through racial stress, white people specifically, so that they're resilient and can have the conversations, and I think that's the process that's happening right now in a broader cultural sense is that white people--I mean, have you seen the New York Times Bestseller list? It looks like my bookshelf. [?] on one of my shelves called "What White America's Reading." So what I'm saying is I think we're in a moment where white people are being dosed with racial stress in a way that they never have been, and so I am saying that, like, we're still probably going to have another--I don't know, I don't want to put a timeline on it. That's a terrible statistician thing to do, but I do think it will change because more white people are educating themselves, and even, like, white people that are in my family that I've never seen talk about racial justice before are, like, texting me and asking me questions. So, like, I'm really hopeful. I know how the 17 million different ways this could go sideways, but I have to hold onto that hope because that's what motivates me to push so hard right now. So I think that there's a real chance that there's enough white people who are like, "Oh, I get some rules now, and I at least know to shut up and listen," that we could build a coalition that's big enough to actually create fundamental structural change. Like, I have to believe that's true because that's what I spend all of my time pushing for.Zach: Right. I mean, I struggle with the ways that this space plays with language. I don't know, like, to a certain extent, Aubrey, like, the language itself becomes like, this test and, like, just becomes very classist, and it becomes really exclusionary, because we're talking in these very, like, esoteric terms that kind of mean whatever, right, and we write long Medium posts about this versus that, but at that same time a lot of folks are still using equity and equality interchangeably. So we really don't understand--when I say we I mean, like, just the common person, not even a D&amp;amp;I expert but just, like, the common person. I do think a word though, when we talk about this space and we talk about achieving belonging at work is, like, redistributing organizational power. I don't often hear the word "power," like, really employed in conversations, particularly around Black engagement, brown people. I don't hear that word. Have you thought about that? Is that significant to you at all?Aubrey: I think I want to add another word in, 'cause I agree with you, right? Getting really esoteric about language, it excludes people who haven't had those discussions about those specific subtle differences. I talk about equity. I actually don't really use the word equality. I don't think about equality that much.Zach: I don't either, but people be throwing--I've seen it. I've seen it, like, some big brands have used the word equality. I'm like, "Why are we--"﻿Aubrey: I'll just give my particular view, and I want to do this without, like, throwing shade, but for me I tend to see people use equality when they're familiar with a lot of the, like, deep social justice theories, because they're articulating the outcome, and equality is the outcome of the process of equity, and the process of equity, by literal definition, is about redistributing power and opportunity, at least in the way that I perceive it. I think the other term that we have to talk about or that I think about a lot, and I can't believe I work at a place where I have, like, advanced, deep conversations with executives about this, is [?] collective organizational justice. I think justice is helpful because there's--I just learned a new type of justice, which is, like, my favorite fact ever, but thinking about, like, what does procedural justice look like, right? Equitable design creates processes that create procedural justice. I think about testimonial justice. So how do I make sure that people's stories have the space to be told in the ways that they need to to respect human dignity and opportunity? And so I think redistributing organizational power is at the core of what I do, so really what I'm doing all day, whether I'm writing a corporate strategy or thinking about what hat I need to wear in a particular conversation, is I'm doing a power analysis of the situation. Like, a good example of this, and I'm gonna put this out there, when I think about power and systemic power, right, one of the most abusive things that exists that most D&amp;amp;I leaders aren't even talking about are forced arbitration agreements. You have just [?] or also class action rights. So by including that in your employment contract to all of the CEOs and leaders listening, what you are saying is "[BLEEP] you and your power. You have absolutely no recourse that is fair if we mess up and harm you," and I truly believe that that's true, because what you're doing is stripping that individual of the way that they might balance their power against the power of a corporation with backers, and that's even ignoring the racial power dynamics or the ableist power dynamics there. So I think we would be so much better served if we talked about power, but then the other important thing I want to bring in--and I realize it's your thing, but I'm gonna ask you a question, which is I don't think that people understand the difference between power with and power over, and it relates to [?] earlier where I almost laughed--not at you, but you said, like, "You're giving up power," and I almost laughed because I don't think by creating space for people I'm giving up power, because my definition of power is "power with," so I believe that when I move out of a particular space, I am gaining power because the collective is gaining power and I'm a part of that collective.Zach: But, see, in that though there's, like, this--I don't know. You have to have a different mindset and premise that you're operating from to even see that as power though, right? Because most people don't--it's a zero-sum game. There's also, like, a very capitalistic mindset to it too. So if you heavily prescribe to historically oppressive systems and you're not necessarily, like--you don't think in communal terms or frames, then you're not going to see it that way. I agree with you though that, like, the idea of power with and power over is--and it's funny, because I didn't know that's what you were going to say. I didn't know that that's what that meant in that context. I thought you meant, like, power with being like--I don't know, I interpreted it differently. I think about the fact that a lot of people don't consider the fact that, like, even if they aren't high in an organization, they still have power by way of their whiteness, and that's not a theoretical power. Like, it's a real power. As an example, let's pretend you and I work at Culture Amp and we are a part of the same team. We have the same job. In fact, I may be senior to you in the organization. The reality is, like, if you wanted to, you could just share a couple of points of feedback to other people around me and I could be fired. Not at Culture Amp, but you know what I mean. You have the societal--you have advantages to where if you say, "You know what? I just don't think Zach is really cutting it," or "I don't really think Zach is that bright," or "I don't think" whatever or "Zach makes me feel uncomfortable" or whatever the case is, right, and so what was a struggle for me is when we talk about power, yes, we're talking about, like, the white executives, or just executives period, like, people who are in positions of organizational authority, but also the people who are not in organizational authority who still can harm Black and brown people who should, on paper, be protected, even by the very pessimistic and harmful rules that that organization has created for its own leadership. Like, they still don't really even participate or benefit from those protections because of the color of their skin or because of a disability or whatever the case may be, you know what I mean?Aubrey: Oh, yeah. Absolutely, and I think that's actually something we don't teach people. I think it's, like, American culture in general is very aggressive. Like, a lot of our cultural values are about control, but we don't actually have a dialogue about it. So those of us on the bottom end of the distribution in any context tend to talk about it, but the people at the top don't, and so yeah, I think people--also because we're in this sort of capitalistic society. I say that as if I'm, like--capitalism is like traffic. I don't like it, but I have to be in it. I got that from Nicole Sanchez. I want to give her a shout-out. She's brilliant. I can only say that she's someone who has guided me and taught me, and I appreciate her wisdom, and I don't even have time to describe how much I think she's great, but I think that's it, that people don't understand power. And also I think there's this weird game in--I think it's everywhere, but, like, American culture lies about it, where the thing is people actually, like, crave power and status, but they have to lie about wanting it, and it comes from our whole lie about, like, "Classes don't exist in America," even though they obviously do. "We're not a classist system." Yeah, we are. I've been on every rung of it. Trust me, I know. At different points in my life.Zach: Right. Let's talk a little bit about--part of your bio I read included the concept of re-imagining systems, right? So I've had on a few guests, and many of them believe that this is a watershed moment for, quote-unquote, D&amp;amp;I, HR culture, like, that whole space. Do you think there's any radical re-imagining that needs to happen today or that really should have happened a while ago but is certainly, like, further mobilized by this moment?Aubrey: Absolutely. I mean, like, the thing is the phrase--it's been repeated to me, like, every week, like, "Never waste a good crisis." Well, what I mean is don't waste the attention on these problems, because attention is what can get you the solutions. So yeah, do I think it's a watershed? Gosh, I hope so. I hope that companies stop doing unconscious training and we have honest conversations about the fact that it was conscious design decisions in organizations that create intentional discrimination and exclusion. I've been saying that to everyone with a C-level title I can talk to. If you're like, "Unconscious bias," I'm like, "It was never unconscious bias. You were just too fragile to hear it. It was conscious failures of leadership."Zach: Listen... I'll never forget--this was some years ago--I was talking to a leader about... and it was literally on my way out, 'cause I left, and I made a risk log as I was leaving. I said, "These are just things you need to know about the project we was on and the people on your team. Here are things that would help you if you just considered the risks." Got on the phone. I had already resigned, so, like, it was, like, my last week, right? So then we're talking and she's like... one of the risk ops on there was--I literally made it so soft. I said "potential unconscious bias," and her response was "I've never had a situation where I've been unconsciously bias." And I said, "Well, by the very nature of the concept you wouldn't know if you had been unconsciously bias, 'cause it's unconscious." So it's wild when you think about, like, the multiple levels of grace and outs that white people provide themselves through diversity and inclusion work. It's just not to me about justice, not about equity, really it's not about Black and brown people at all, it's just about shoring up power and control while kind of, like, protecting yourselves from litigious risk, right? But it's not real.Aubrey: You know what, Zach? You just said the word "risk," and I want to one, yes, +1,000 you, and I want to talk about the way that risk can be re-imagined, and it's a thing I've been saying to lawyers and executives, not just at Culture Amp. Like I said, literally to anyone who will listen, because I figure I have my, like, Hamilton, my [?] energy about this, like, how much [?] can we get in this moment? Which is that we can decide that risk means the company losing business because we have to fire an executive who's an abusive [BLEEP]. Like, violations of human dignity are a risk we cannot bear, and we simply choose, when we identify abusers, to remove them out of our organizations. Like, that's a choice that people can make about the definition of risk. And frankly, even if you're talking in capitalistic terms, if you think about how much companies spend on, like, external legal firms when they get sued for discrimation, it is so much cheaper to fire an executive and hire a new one. Or anyone in the organization, right? If they're not an executive they're even less financially, you know, sort of creating return for the business. So again I go back to this idea of re-imagining. Let's take the words and the concepts and just ask the basic question - "Do we have to do it this way? Is there a better way?" A company could say, "We value people being treated well because we know that treating you well equals better cognition, which equals more innovation, which in this economy, in our business, equals more dollars and revenue." We can choose to act as if that is true, and that choice and that action is what builds the world in which it is true. So I'm saying this, like, I live in an industry where everyone's like, "We're changing the world." I'm like, "You're shooting a rocket into space. Someone did that already." Not to diminish that it's an incredible feat of engineering to get a rocket into space. It's incredible, but it's actually less incredible than being like, "Maybe we should treat our employees like full humans who are deserving of dignity." Like, that doesn't seem that bananas to me.Zach: Well, it doesn't though because you're rejecting white supremacy and patriarchy, like, full-stop.Aubrey: Because it's lame and it diminishes--[?] I could drive, like, what, a Lamborghini because I look white? Like, my soul is not better off. Other beings aren't better off. Sorry, I'm going off on a tangent, but white supremacy diminishes everyone, even those of us who benefit from it. Obviously those of us who benefit should do more work full-stop.Zach: Right. I feel you. I also think it's wack, but that's the reason. So what about this time right now scares you, Aubrey, mathpath, white-presenting woman, complex background. Like, is there anything right now that you feel more in the spotlight or more pressured?Aubrey: The thing that I'm, like, deeply afraid of in this moment, to be specific, is I know what the United States does to people who don't identify as white in history, and I'm afraid that white America won't take the signals that we're deep down the road to genocide seriously enough until we all start dying in higher numbers. That is actually what I'm afraid of, that white people don't think it's urgent enough to burn [BLEEP] down over, because the fact is, like, there are children in cages. This has been happening forever. We have police forces gunning down innocent civilians of all colors, although we know some communities experience that disproportionately. So what scares me? People wanting to lull themselves into a sense of security because they want the world to be better than it is.Zach: Yeah, it's scary. I think about where we are right now and just the death count because of COVID-19, and I think the fact that "defund the police" is still becoming such a--people are still pushing back so hard. I say, "Y'all, the data's right here. They're not solving crime. They're bleeding communities dry because the budgets are way too hard. We are underserved in these other service areas." And yet that's still, like, a radical, crazy idea. We're still pushing back against, like, the idea of reparations. Folks are still sending kids to school, right now, in the middle of a pandemic. Like you said, kids in cages. You're right. It's scary because--I don't know. There's a certain level of awareness that's been really cool to see. Kind of weird, to be frank. As a Black person it's kind of strange. But at the same time I'm looking everything and I'm just like, "Yo, this is--" Just talking about the pandemic alone, like, we haven't even hit the second wave, and so it's just like, "What are we doing?" So I hear you, that's a fear of mine too.Aubrey: That was the honest answer. It wasn't an upper, but [?] all of these things are under people's control, to pay attention, to advocate [?], and that's what I was going to link it to. Like, if that's not the world you want to see, refuse to live in it.Zach: Right, no, 100%. Okay, so let's wrap it up on this one. If you had to give three things executive leaders should be keeping in mind when it comes to engaging and retaining Black talent specifically, and in general a more socially conscious workforce--you think about Gen Z--like, what would those three things be?Aubrey: #1: You need to go to therapy to deal with your own self-esteem, control and power issues. They will absolutely come out in the workplace. #2: You must educate youreslf, and the Google machine is an incredible resource.Zach: And it's free.Aubrey: Free! There are so many people from Gen Z and the Black community that have put their thoughts and life experiences online you do not have to go bother someone who works with you. #3: What you value is not what they value, and they are coming to power. You need to learn how to gracefully evolve with the world. Those would be my most heartfelt pieces of advice to make what is an inevitable transition something that you can participate in and bring into the world as opposed to something you can fight and that will be painful.Zach: That's something that just kind of happens to you, 'cause it's going to happen, right?Aubrey: I mean, like, [?] is destiny. We know where this is going, so you can either be a part of that change and come into that new world or you can kick and scream, but it's coming, and it can either be fun or not fun, and that's really up to you.Zach: I mean, first of all, this has been fire. We haven't done sound effects in a while, but I still have them. Sound Man gonna put 'em in right here. And a Flex bomb too. There you go. Okay. So this has been incredible. You know what? I'm calling it right here. Aubrey Blanche, you are a friend of the show. Culture Amp, y'all are welcome here any time. This is not an ad. Culture Amp, what's up?Aubrey: Thank you for creating this space. I'm really grateful for this space to get to unpack these things. I guess my hope is other folks who have some life stories similar to mine get some wisdom and inspiration out of it so that they can do something that makes the world more incredible. So thank you so much for creating this space. I'm really grateful.Zach: Look, I appreciate you. This is great. Y'all, this has been Zach with the Living Corporate podcast. You know what we do. We have these conversations every single Tuesday, and then on Thursdays we have Tristan's Tips, and on Saturdays we have See It to Be It with Amy C. Waninger. So we have, like, a whole network really on one platform. You just have to check in when you check in, okay? But look, that's been us. Check us out. We're all over Beyonce's internet. Just type in Living Corporate. We'll pop up. I'm not gonna go through all the domains. We got all of 'em except for livingcorporate.com. We have all the other ones, so just type us in and you'll see us over there. Until next time, this has been Zach. You've been listening to Aubrey Blanche, leader, mover, shaker. 'Til next time, y'all. Peace.</itunes:subtitle>
      <itunes:summary>Zach chats with Aubrey Blanche, the Director of Equitable Design &amp; Impact at Culture Amp, about re-imagining tech and belonging. She discusses her complicated relationship with race and identity, talks about how to effectively combat diversity fatigue, and much more. Click the links in the show notes to connect with Aubrey and check out Culture Amp's anti-racism plan!
Connect with Aubrey on LinkedIn, Twitter, and Instagram. 
Visit her personal website.
Check out Culture Amp's anti-racism plan by clicking here.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.

Struggling with your Diversity, Equity &amp; Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. 
Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with <a href="https://bit.ly/2Rqvtwj">Aubrey Blanche</a>, the Director of Equitable Design &amp; Impact at Culture Amp, about re-imagining tech and belonging. She discusses her complicated relationship with race and identity, talks about how to effectively combat diversity fatigue, and much more. Click the links in the show notes to connect with Aubrey and check out Culture Amp's anti-racism plan!</p><p>Connect with Aubrey on <a href="https://bit.ly/2Rqvtwj">LinkedIn</a>, <a href="https://bit.ly/2ZyUha7">Twitter</a>, and <a href="https://bit.ly/35yZvq9">Instagram</a>. </p><p>Visit <a href="https://bit.ly/3mgVEUu">her personal website</a>.</p><p>Check out Culture Amp's anti-racism plan by clicking <a href="https://bit.ly/3mneMQR">here</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p><p>Struggling with your <strong>Diversity, Equity &amp; Inclusion</strong> (DEI) work? <strong>Kanarys</strong>—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From <strong>audits to assessments to data-informed strategy</strong>, we'd love to be the partner you have been looking for. </p><p><strong>Email </strong><a href="mailto:stacey@kanarys.com"><strong>stacey@kanarys.com</strong></a><strong> or learn more at </strong><a href="https://www.kanarys.com/employer">https://www.kanarys.com/employer</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3001</itunes:duration>
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      <title>Quick Updates for Living Corporate</title>
      <description>Zach makes a few quick announcements on this special Monday upload. Click the links in the show notes to sign up for our first live interactive weekly webinar The Access Point and to donate to our Kickstarter! The Access Point kicks off tomorrow night, September 15th, at 7:00 PM CST.
Click here to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.
Donate to our Kickstarter by clicking here. Thank you so much for your support!
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Mon, 14 Sep 2020 10:40:00 -0000</pubDate>
      <itunes:title>Quick Updates for Living Corporate</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>279</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4c9881d6-fc1b-11ea-809e-f717f4c13528/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach makes a few quick announcements on this special Monday upload. Click the links in the show notes to sign up for our first live interactive weekly webinar The Access Point and to donate to our Kickstarter! The Access Point kicks off tomorrow night, September 15th, at 7:00 PM CST.
Click here to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.
Donate to our Kickstarter by clicking here. Thank you so much for your support!
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach makes a few quick announcements on this special Monday upload. Click the links in the show notes to sign up for our first live interactive weekly webinar The Access Point and to donate to our Kickstarter! The Access Point kicks off tomorrow night, September 15th, at 7:00 PM CST.</p><p>Click <a href="https://bit.ly/3mfRFrv">here</a> to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.</p><p>Donate to our Kickstarter by clicking <a href="https://bit.ly/3hv10Ii">here</a>. Thank you so much for your support!</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>663</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>The Link Up with Latesha : Racism in the Workplace</title>
      <description>On the final installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder and CEO of Byrd Career Consulting, takes a deep dive into exploring racism in the workplace. She shares some of the racist experiences she's had throughout her career, outlines action items to take if you find yourself in a toxic work environment, and more. We'd like to extend our deepest gratitude to Latesha for hosting this series - it was an amazing run!
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 12 Sep 2020 10:27:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Racism in the Workplace</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>278</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4cb6e16c-fc1b-11ea-809e-0beafe0a09d5/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the final installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder and CEO of Byrd Career Consulting, takes a deep dive into exploring racism in the workplace. She shares some of the racist experiences she's had throughout her career, outlines action items to take if you find yourself in a toxic work environment, and more. We'd like to extend our deepest gratitude to Latesha for hosting this series - it was an amazing run!
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the final installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder and CEO of Byrd Career Consulting, takes a deep dive into exploring racism in the workplace. She shares some of the racist experiences she's had throughout her career, outlines action items to take if you find yourself in a toxic work environment, and more. We'd like to extend our deepest gratitude to Latesha for hosting this series - it was an amazing run!</p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="https://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, and <a href="http://bit.ly/314Z5lX">FB</a>.</p><p>Check out Latesha's <a href="https://bit.ly/2p74YRU">YouTube</a> channel.</p><p>Connect with Byrd Career Consulting via <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, and <a href="http://bit.ly/2Gwi3tY">FB</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1999</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Adding Your Business On Your Resume or LinkedIn</title>
      <link>https://art19.com/shows/living-corporate/episodes/82fd8db2-58b7-4d14-8f37-c6d2955835bc</link>
      <description>On the eighty-second entry of Tristan's Tips, our amazing host Tristan Layfield talks about adding your business to your resume or LinkedIn profile. However, there's no "right way" to do this - but there are several things that you should consider. Adding your business can have major pros and cons, so if you're unsure, seek some guidance from a resume writer or career coach. Tristan also plugs our upcoming live interactive weekly webinar series The Access Point - check the link in the show notes for more information!
Click here to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.
https://bit.ly/3br7ab4

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 10 Sep 2020 08:37:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Adding Your Business On Your Resume or LinkedIn</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>277</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/4cd3ccb4-fc1b-11ea-809e-071f6af21356/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the eighty-second entry of Tristan's Tips, our amazing host Tristan Layfield talks about adding your business to your resume or LinkedIn profile. However, there's no "right way" to do this - but there are several things that you should consider. Adding your business can have major pros and cons, so if you're unsure, seek some guidance from a resume writer or career coach. Tristan also plugs our upcoming live interactive weekly webinar series The Access Point - check the link in the show notes for more information!
Click here to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.
https://bit.ly/3br7ab4

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighty-second entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about adding your business to your resume or LinkedIn profile. However, there's no "right way" to do this - but there are several things that you should consider. Adding your business can have major pros and cons, so if you're unsure, seek some guidance from a resume writer or career coach. Tristan also plugs our upcoming live interactive weekly webinar series The Access Point - check the link in the show notes for more information!</p><p>Click <a href="https://bit.ly/3br7ab4">here</a> to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.</p><p><a href="https://bit.ly/3br7ab4">https://bit.ly/3br7ab4</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>349</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Marketing, White Supremacy, and Capitalism (w/ Frederick Joseph)</title>
      <description>Zach chats with award-winning marketing professional and author Frederick Joseph about marketing, white supremacy, and capitalism in this wide-ranging interview. Frederick speaks a bit about the nuances of white supremacy, particularly its function in the space that he inhabits, touches on his upcoming book The Black Friend, and so much more. Click the links in the show notes to connect with Frederick - you can pre-order The Black Friend on a variety of platforms!
Connect with Frederick on LinkedIn, Twitter, and Instagram. 
You can find out more about (and pre-order!) his upcoming book, The Black Friend, on a variety of platforms.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Tue, 08 Sep 2020 10:24:00 -0000</pubDate>
      <itunes:title>Marketing, White Supremacy, and Capitalism (w/ Frederick Joseph)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>276</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e10f0e1e-f2a4-11ea-88c4-9b2c1d3bfa29/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach chats with award-winning marketing professional and author Frederick Joseph about marketing, white supremacy, and capitalism in this wide-ranging interview. Frederick speaks a bit about the nuances of white supremacy, particularly its function in the space that he inhabits, touches on his upcoming book The Black Friend, and so much more. Click the links in the show notes to connect with Frederick - you can pre-order The Black Friend on a variety of platforms!
Connect with Frederick on LinkedIn, Twitter, and Instagram. 
You can find out more about (and pre-order!) his upcoming book, The Black Friend, on a variety of platforms.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with award-winning marketing professional and author <a href="https://bit.ly/2R2Bgbt">Frederick Joseph</a> about marketing, white supremacy, and capitalism in this wide-ranging interview. Frederick speaks a bit about the nuances of white supremacy, particularly its function in the space that he inhabits, touches on his upcoming book The Black Friend, and so much more. Click the links in the show notes to connect with Frederick - you can pre-order The Black Friend on a variety of platforms!</p><p>Connect with Frederick on <a href="https://bit.ly/2R2Bgbt">LinkedIn</a>, <a href="https://bit.ly/33eA6iS">Twitter</a>, and <a href="https://bit.ly/35n8Elk">Instagram</a>. </p><p>You can find out more about (and pre-order!) his upcoming book, <a href="https://bit.ly/3bJpFHJ">The Black Friend</a>, on a variety of platforms.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2334</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Insurance Regulator (w/ Sha'Ron James)</title>
      <description>On the nineteenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with Sha'Ron James, an insurance professional with nearly two decades of experience providing forward thinking, strategic and regulatory advice to clients on a number of business and economic development matters. Sha'Ron talks a bit about her unique role as an insurance regulator, her career journey up to this point, and offers some advice for people who are interested in making the jump into the insurance industry.
Click here to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.
Connect with Sha'Ron on LinkedIn and Twitter.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Sat, 05 Sep 2020 11:12:00 -0000</pubDate>
      <itunes:title>See It to Be It : Insurance Regulator (w/ Sha'Ron James)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>275</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e1371b48-f2a4-11ea-88c4-9764dbdea815/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the nineteenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with Sha'Ron James, an insurance professional with nearly two decades of experience providing forward thinking, strategic and regulatory advice to clients on a number of business and economic development matters. Sha'Ron talks a bit about her unique role as an insurance regulator, her career journey up to this point, and offers some advice for people who are interested in making the jump into the insurance industry.Click here to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.Connect with Sha'Ron on LinkedIn and Twitter.Donate to the Justice for Breonna Taylor GoFundMe by clicking here.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Check out our website.TRANSCRIPTAmy: Sha'Ron, thank you so much for joining me today. How are you?Sha'Ron: I'm great. Thank you for having me.Amy: I am so excited to talk to you today because you have a job that most people don't even know exists. So just, yeah, tell us about what it is, your role in the insurance industry.Sha'Ron: Well, Amy, my role in the insurance industry I think is somewhat unique in that I spent the past decade or so as an insurance regulator. And so as an insurance regulator, I was responsible for ensuring that insurance companies maintain the promise that they make to policy holders. And I did that in two different roles that I can share a little bit more about. But just again, in its most basic form as a regulator, I was responsible for ensuring that insurance companies maintain their promise to policy holders.Amy: And that means a couple of different things, right? Because it means on the one hand that they're not denying claims that they should be paying. Absolutely. But on the other hand, it also means that you have a hand in making thing, making sure that these companies are holding enough money back in reserve so that they're going to be around long enough to pay the claims. So can you talk a little bit about what that means?Sha'Ron: Yes. So during my time in state government in the state of Florida was with the Department of Financial Services. In other parts of the country it's different offices of insurance regulation. So I held two roles. Both of them were somewhat unique, but played a really important role in ensuring, again, that that promise was kept. So I spent about six years as the director of the division of rehabilitation and liquidation, which is the division within state government that takes over insurance companies that become financially insolvent. So when our insurance commissioner determines that an insurance company doesn't have the financial wherewithal to pay the claims as they become due, that referral was then made to my division, and I led a team of about 120 people that would oversee the takeover of an insurance carrier. We would run off the claims and transition policy holders to more vibrant financially solvent insurance companies. And then we would also sue to recover assets so that those claims could be paid. That was a pretty fascinating role. Really exciting at times, but also somewhat disheartening because there are times when insurance companies aren't able to make good on their promise, and so policy holders are sometimes left holding the bag with unpaid claims and unfulfilled promises. And so it was a very delicate balance to be able to take care of the policy holder while at the same time essentially shut down an active insurance company.Amy: And so for people not in the industry, not in the insurance industry, I think it's important to understand, you know, the, the, the insurance companies make a promise to pay at some point in the future, but they take your premiums up front, right? So you are paying for that promise and it's up to regulators like yourself to make sure that, you know, if you have a long-tail policy, like I think, you know, probably the most common example is, you know, asbestos claims, right? This right, we have people going into buildings, you know, tearing down buildings. We have policies around, you know, their health and safety working for us. And 20 years from now those employees develop lung cancer because they were working with asbestos. Those employees then go to the insurer to collect for medical bills, for pain and suffering. And it's not just that the employer needs to be there to help handle that, but their insurance company is really the backstop for those lawsuits. So if they've invested with an insurance company that's not around 20 years down the road, these folks, these workers then have, are going to struggle to pay their hospital bills. They're going to struggle to be compensated for the damage that their employers caused them. Is that a good summary?Sha'Ron: That's a great summary. And another example that we have run into is in long-term care insurance where again as you mentioned, policyholders are paying premiums for years. And even in the basic, you know, life context, you're paying policy premiums for years in the hope that when there's a trigger, when something happens in life, the life context, if you pass away or are in a long-term care situation, if you have you know, something, a health episode that triggered you using your long-term care insurance, the hope is that that carrier is going to be there and will make good on that. There's also a hope that over time your premiums will not significantly swing, meaning that you may be paying $20 a month and you're told you'll be paying $20 a month for, you know, the next 20 years. But then 10 years in you find out, "Oh, the insurance company needs more money." Now you have to pay $120. And so in other role as a regulator I served as the state insurance consumer advocate. And Florida has a pretty unique position in that--and other states don't have this, but the state insurance consumer advocate represents the insurance buying public in rate cases and in rate hearings. So if a company is looking to increase their rates or introduce new products into the marketplace, I was responsible for weighing in on whether or not that was a good product or a good rate for consumers. And so again, that also was a really interesting perspective given the landscape of the industry, which you and I know, Amy, is really vast and really complex, and so I was grateful to be able to see the industry from both contexts.Amy: And I think that's an interesting perspective too because there's a balancing act there for people who are unfamiliar with this is you want the insurers to get enough of a rate, right? Enough premium to remain solvent, to pay all of their claims to do all of the work that they need to do. Right? So they have to have enough money coming in, but on the flip of that coin, you don't want them to have rates that are so high that they're gouging their policyholders.Sha'Ron: Absolutely. Rates cannot be excessive. And they have to be justified and they can't be discriminatory. And so those terms to a lay person seem pretty simple, excessive, you know, fair. Non-discriminatory, but all of those terms that make up how a regulator evaluates a rate- in reality, it's really complicated. And again, there are a lot of people, in terms of the team, that really participate in that analysis. So you have an actuary, you have lawyers, you have analysts. And there are so many factors that go into whether or not the rate can be justified. And so again, like you said, you want to make sure that the rate is adequate so that insurance companies have enough money to pay the claims, but you want to make sure that policy holders aren't being treated unfairly, being charged too much, or, in the context of issues about discriminatory rates, you want to make sure that insurance companies aren't taking certain risk factors and kind of extrapolating that risk factor across a broad swath of people. So when you look at zip coding, you look at, you know, race, ethnicity, geography, age, you want to make sure again, that large groups of policy holders aren't being treated unfairly based upon certain certain rating factors, Amy: Right. Because insurance is all about discrimination, right? In the purest sense of the word, right? Higher risk individuals, companies should pay higher premiums because they're more likely to have a claim or to cause a claim. But then, you know, again, there's this balancing act, because in the United States we know that, you know, you can pretty much use zip code as a proxy for race. So, you know, when an insurer says, "Where's the zip code where your car is parked at night," right? You have to make sure that that's really relevant to the property risk of the car and not "We're charging black customers more."Sha'Ron: Absolutely. Absolutely, and similar conversations take place around data and insurance companies' use of, you know, what we call big data and how they capture data and use data for policy holders. So again, all of this is just really to me, very fascinating and very impactful. So again, as you look at the broadness of the industry, the role of a regulator is very important, and it's sometimes often missed when we talk about insurance professionals. Amy: Absolutely. And so that leads me to my next question, which is how did you get into this role? Because I'm guessing this wasn't something that you thought about, you know, when you were in high school or college and said, "Oh, someday I'm going to regulate insurance in Florida," which might be the most complicated job in the world by the way, because Florida has the most regulations of any state.Sha'Ron: Absolutely, and the most risk.Amy: How did you find yourself in that role?Sha'Ron: It was an interesting path, and I think, like most of my fellow insurance professionals that I have relationships with and I've talked with, it wasn't a direct path. It wasn't something that I dreamed about. So I am a lawyer by trade and training, and so I was practicing law with a firm and my practice was primarily--it started as primarily a real estate transactional practice during the height of the real estate market. So I was doing real estate closings and litigation, and my practice shifted away from real estate transactional practice to more of a bankruptcy practice. Because a lot of developers, contractors, banks were--people, you know, just in general were being hit hard when the bubble burst. So my practice in law shifted to bankruptcy, and an opportunity became available in state government to become a part of the division I mentioned, the division of rehab and liquidation, which really is akin to bankruptcy. Essentially it is placing an insurance company into quote-unquote bankruptcy, and because of how companies are regulated--they're regulated at the state level versus the federal level, and so the state oversees that, the takedown, and the unwinding of an insurance company. So my bankruptcy background and my legal background I think was very important in me landing this new role. And also, you know, frankly it was good for me in terms of work-life balance because at that time I had a new child. My daughter's 12 now. It was a good fit to move from the pressure cooker environment of being in litigation to what I consider a more balanced environment for my family.Amy: I think that's such a great story. And you know, like you said, so many people end up in the insurance industry just by happenstance. What surprised you about the industry or about the role that you were in that you did not expect coming into it? Sha'Ron: I really didn't expect to fall in love with insurance like I have. Amy: I understand. [laughs]Sha'Ron: You know, it's kinda like, I just didn't know enough about it and what I knew about it just didn't seem or sound as we say it, you know, it didn't sound sexy. It didn't sound like something that I would want to be involved in for ever. So I was really surprised by that, and once I got involved--and one of the reasons why I didn't think I would enjoy it as much is I really didn't understand the fact that insurance as an industry is a people-oriented industry. It touches people. And so one of the things outside of, you know, my practice of law is that I'm really passionate about being impactful, really passionate about people, and so I always thought that I can only impact people in the social kind of policy context. So education, criminal justice, you know, I had no idea that this industry was out here that is regulated business, but also impactful towards people. So that's surprised me. And once I really realized and found my niche it's been, you know, me in the industry ever since and I'm really committed to making it the best possible industry it can be, not just for policyholders but for insurance professionals as well.Amy: And you raise such an awesome point, because so many people have this call, right? They want to follow their heart and do something good for their communities, good for the world, and they think in their minds--and I know I felt like this too--that to do something good for the world you have to live on, you know, a very paltry salary. You have to have very little means, right? You know, I know so many people that go into social work because that's where their heart is, and there's nothing at all wrong with that, but by the time you've got a master's degree and now you're making just above minimum wage, right, and you're paying off student loan debt, like, that's a big financial hit. I think it's so important for people to realize you can do a lot of good in the insurance industry but also have a middle class income that's sustainable for your entire career.Sha'Ron: Absolutely. And I'll give you an example, and it really kind of I think illustrates--as you mentioned earlier, the role that Florida plays in insurance, Florida is a high-risk state because of our prevalence for catastrophic hurricanes. And so a couple of years ago in my role as insurance consumer advocate, I had the opportunity unfortunately to be involved in the post-hurricane climate that we were in as a state. And so one day I got a call from a woman who said that her parents who were in their 90s were in their home when one of the hurricanes came through and a tree fell on their house. The great thing was they were not harmed, but the insurance company did not want to total loss the home, although the house had actually moved. And you know, this can get real technical and geeky, but the point is that, you know, I was able to weigh in in my role as insurance consumer advocate and assist them and kind of mediate between them and then the insurance company, educate the policy holder on, you know, things in their policy, but at the same time weigh in with the carrier that, you know, these folks are in their 90s. These are factors that aren't in the policy. They're in their 90s, and, you know, they're good people and it will be a great thing to do. And so I was able to help. And so that's an example of, because of my knowledge of insurance, my knowledge of insurance policies, my relationships in the industry, how something--what I thought was technical and boring term turned into an opportunity to help and to serve. And I think that's really important.Amy: Absolutely. So I'm guessing--correct me if I'm wrong--that there's not a critical mass of Black insurance regulators in the state of Florida.Sha'Ron: No, there's not a critical mass of Black insurance regulators in Florida or in the country. [laughs]Amy: Okay, so my assumption is correct. [laughs] So with that being said, where do you go for community? How do you handle or balance or counteract the feeling of being the only in your work?Sha'Ron: That's a great question, and so for me I found that community within NAAIA, the National African-American Insurance Association, and my entry point into the organization started when I became an insurance consumer advocate for the state of Florida. I knew that a part of my role was to outreach, so I immediately wanted to connect with folks that looked like me that had an understanding of insurance to kind of help me get my message out to the rest of the state, and so I did a Google search and I looked for African-American insurance professionals Florida, and it took me to the NAAIA website. Went there, scrolled through, and found that NAAIA did not have a chapter in Florida, which was somewhat surprising because of the role that Florida plays in the insurance landscape across the country. To make a long story short, I started emailing people, anyone who had, like, an email address on the website to find out if this was some oversight or if there was anything I could do, and about 2 years later we chartered a chapter in Florida, a state-wide chapter, and so we created the community. So the greater community was there. I went to the national conference, got connected with some great people across the country that are equally committed to the industry and diversity and inclusion, and we started kind of our road show in the state of Florida, and we now have a chapter with over 50 members. So that's where I go, and sometimes you have to create a community where one doesn't exist.Amy: Excellent point. I think that once you've created that space, right, once you've blazed that trail, it becomes so much easier for other people to walk that path and find you. So what are the membership requirements for joining NAAIA at a chapter and national level so that people understand?Sha'Ron: The requirements are pretty broad. One, the hope is that you would be involved in the insurance industry, you would be an insurance professional, but that's not a hard and fast requirement. We have student members who aspire to be in the insurance industry. You could also be just an associate of the industry. So if you have an interest in insurance, the national organization chapters are really open. It's also a misnomer by the name that you have to be African-American. We have members that are all races and support the mission of the organization, which is to diversify the insurance industry. So if you have an interest in insurance and you have a commitment to diversity and inclusion, then NAAIA membership is open, and we welcome you with open arms.Amy: You know what's so funny? I interviewed yesterday, Omari Aarons, who is the inaugural president of the Boston chapter, and he and I worked together at Liberty Mutual for a while, and as I'm talking to him I'm wondering to myself, "Why am I not a member of NAAIA?" That makes so much sense. So for 24 hours I've been marinating on this, like, "Why am I not?" And so that's why my next step after this call is to go apply to be a member of NAAIA because of course I am an insurance professional who is committed to this work, and I'm embarrassed that it's taken me this long to figure out, you know, after interviewing six people who are on national leadership roles with NAAIA, that it didn't occur to me to go and sign up. Sha'Ron: Well, we would love to have you.Amy: Now you're stuck with me, Sha'Ron. [laughs] So what would you tell somebody--like, if somebody's thinking about "Ooh, this sounds interesting. I like super complicated work, and I want to help people, and I've got a huge brain, and I can process all of this information," what would you tell them about how to get started?Sha'Ron: It depends on where they are in the process. I would definitely say if you're an existing college student and you're not in a major that you think will guide you into insurance that you're probably wrong, in that you can enter into the insurance industry from any major, really any major. So if you're on the business side or communications with marketing and PR, if you're in math and you want to be an actuary, or if you're just liberal arts and you're not sure, the skills that are needed in insurance are wide. So your ability to communicate, written and verbally, is important. Your ability to build relationships. So it just really doesn't matter, and so I think that just start seeking out mentors and opportunities to engage with insurance professionals. You would be surprised at the doors that will open for you.Amy: I have found the industry to be so welcoming of people at the personal level, right? If you reach out to somebody and say, "Hey, I want to learn about your job," people are more than happy to share, but also the industry as a whole--there is such a need for talent, because the stereotypical insurance persona of "old white dude" is not too far off in terms of where the concentration of people is, and so we're looking at an industry that half of the workforce is poised to retire and, you know, there's just a loto f shoes to fill, and without broadening that search into different communities, different schools, different talent profiles, you know, different demographics, different educational backgrounds, you name it, it's an industry that, I fear, will struggle to remain relevant and solvent, and we know from talking to you and talking to others that if the insurance industry isn't there, you know, it's gonna be harder to buy homes, to buy cars, to start businesses. I mean, we really need to keep this industry going for the good of our economy and for the good of society, so thank you so much for the outreach that you're doing. I know that NAAIA is doing a lot of work to reach out to HBCUs and students there. I know you're doing a lot of work in your community to engage and retain the talent that we've already got in the industry, and so Sha'Ron James, thank you so much for your time today, for enlightening our listeners and for sharing your journey. I really appreciate it.Sha'Ron: Well, thank you for the invitation. I appreciate you.Amy: Absolutely.</itunes:subtitle>
      <itunes:summary>On the nineteenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with Sha'Ron James, an insurance professional with nearly two decades of experience providing forward thinking, strategic and regulatory advice to clients on a number of business and economic development matters. Sha'Ron talks a bit about her unique role as an insurance regulator, her career journey up to this point, and offers some advice for people who are interested in making the jump into the insurance industry.
Click here to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.
Connect with Sha'Ron on LinkedIn and Twitter.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the nineteenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with <a href="https://bit.ly/3gXq4Hr">Sha'Ron James</a>, an insurance professional with nearly two decades of experience providing forward thinking, strategic and regulatory advice to clients on a number of business and economic development matters. Sha'Ron talks a bit about her unique role as an insurance regulator, her career journey up to this point, and offers some advice for people who are interested in making the jump into the insurance industry.</p><p>Click <a href="https://bit.ly/3br7ab4">here</a> to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.</p><p>Connect with Sha'Ron on <a href="https://bit.ly/3gXq4Hr">LinkedIn</a> and <a href="https://bit.ly/354Fd7L">Twitter</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1962</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/oy2z6fIWhe2eZ4UXfe3NSvdapQ1-KhfHZXP6OGbk-bY]]></guid>
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    </item>
    <item>
      <title>Tristan's Tip : Starting a New Job Remotely </title>
      <description>On the eighty-first installment of Tristan's Tips, our amazing host Tristan Layfield talks about starting a new job remotely. Since COVID-19 has started many of us began working from home. With more and more companies deciding their workforce will be working from home for the foreseeable future, many new hires will be starting jobs remotely as well. Check out the five tips Tristan suggests to start off on the right foot! Zach also makes a special announcement - click here or the link in the show notes to register for The Access Point, a live interactive weekly webinar that's focused on preparing Black and brown college students and recent graduates for work!
Click here to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.
https://bit.ly/3br7ab4

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 03 Sep 2020 10:00:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Starting a New Job Remotely </itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>274</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e159ab5e-f2a4-11ea-88c4-17393e3a3faf/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the eighty-first installment of Tristan's Tips, our amazing host Tristan Layfield talks about starting a new job remotely. Since COVID-19 has started many of us began working from home. With more and more companies deciding their workforce will be working from home for the foreseeable future, many new hires will be starting jobs remotely as well. Check out the five tips Tristan suggests to start off on the right foot! Zach also makes a special announcement - click here or the link in the show notes to register for The Access Point, a live interactive weekly webinar that's focused on preparing Black and brown college students and recent graduates for work!
Click here to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.
https://bit.ly/3br7ab4

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighty-first installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about starting a new job remotely. Since COVID-19 has started many of us began working from home. With more and more companies deciding their workforce will be working from home for the foreseeable future, many new hires will be starting jobs remotely as well. Check out the five tips Tristan suggests to start off on the right foot! Zach also makes a special announcement - click <a href="https://bit.ly/3br7ab4">here</a> or the link in the show notes to register for The Access Point, a live interactive weekly webinar that's focused on preparing Black and brown college students and recent graduates for work!</p><p>Click <a href="https://bit.ly/3br7ab4">here</a> to sign up for The Access Point! Our first live interactive weekly webinar takes place September 15th at 7pm CST.</p><p><a href="https://bit.ly/3br7ab4">https://bit.ly/3br7ab4</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>512</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Jacob Blake, COVID-19, &amp; Black Equity (w/ Nikole Hannah-Jones)</title>
      <description>Zach speaks with Pulitzer Prize-winning reporter Nikole Hannah-Jones about the state-sanctioned shooting of Jacob Blake, her personal career journey from the high school newspaper to The New York Times, the opposition she's experienced as director of The 1619 Project, and so much more. Click the links in the show notes to find out more about Nikole and The 1619 Project! 
Connect with Nikole on LinkedIn, Twitter, and Instagram.
Check out her personal website. 
Find out more about The 1619 Project by clicking here.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Tue, 01 Sep 2020 09:02:00 -0000</pubDate>
      <itunes:title>Jacob Blake, COVID-19, &amp; Black Equity (w/ Nikole Hannah-Jones)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>273</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e185f5ce-f2a4-11ea-88c4-ff3526d5d917/image/6c96e472cc27bf5488f8353b45e4ee8c.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach speaks with Pulitzer Prize-winning reporter Nikole Hannah-Jones about the state-sanctioned shooting of Jacob Blake, her personal career journey from the high school newspaper to The New York Times, the opposition she's experienced as director of The 1619 Project, and so much more. Click the links in the show notes to find out more about Nikole and The 1619 Project! 
Connect with Nikole on LinkedIn, Twitter, and Instagram.
Check out her personal website. 
Find out more about The 1619 Project by clicking here.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach speaks with Pulitzer Prize-winning reporter <a href="https://bit.ly/31NYHvo">Nikole Hannah-Jones</a> about the state-sanctioned shooting of Jacob Blake, her personal career journey from the high school newspaper to The New York Times, the opposition she's experienced as director of The 1619 Project, and so much more. Click the links in the show notes to find out more about Nikole and The 1619 Project! </p><p>Connect with Nikole on <a href="https://bit.ly/31NYHvo">LinkedIn</a>, <a href="https://bit.ly/32MnFu2">Twitter</a>, and <a href="https://bit.ly/3gJOGmZ">Instagram</a>.</p><p>Check out <a href="https://bit.ly/3hORyAf">her personal website</a>. </p><p>Find out more about The 1619 Project by clicking <a href="https://nyti.ms/2CVwIQl">here</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1939</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/fM0-Ywbp8gMIJ7IT6k5N5-7ys7cpL90WSnMUtyFSbsA]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO3498028033.mp3?updated=1715136597" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Rehabbing Your Career (w/ Kanika Tolver)</title>
      <description>Zach chats with Kanika Tolver, founder and CEO of Career Rehab LLC and author of Career Rehab: Rebuild Your Personal Brand and Rethink the Way You Work, on this special Saturday episode themed around rehabbing your career. A senior project manager with the U.S. Department of the Treasury, Kanika is no ordinary "social-preneur" - she's a rebel entrepreneur and certified professional coach, a serial innovator who's fueled by an extraordinary commitment to social change and helping others create their own "epic lives." True to her book's name, she outlines the importance of rebuilding your personal brand and rethinking the way you work, and she lists some of the telltale signs she experienced when she realized she needed to undergo a career rehab of her own.
Find out more about "Career Rehab: Rebuild Your Personal Brand and Rethink the Way You Work" on Amazon.
Connect with Kanika on LinkedIn, Instagram, Facebook and Twitter.
Check out her personal website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 29 Aug 2020 09:29:00 -0000</pubDate>
      <itunes:title>Rehabbing Your Career (w/ Kanika Tolver)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>272</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e1a4c1d4-f2a4-11ea-88c4-5be181c34e9f/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach chats with Kanika Tolver, founder and CEO of Career Rehab LLC and author of Career Rehab: Rebuild Your Personal Brand and Rethink the Way You Work, on this special Saturday episode themed around rehabbing your career. A senior project manager with the U.S. Department of the Treasury, Kanika is no ordinary "social-preneur" - she's a rebel entrepreneur and certified professional coach, a serial innovator who's fueled by an extraordinary commitment to social change and helping others create their own "epic lives." True to her book's name, she outlines the importance of rebuilding your personal brand and rethinking the way you work, and she lists some of the telltale signs she experienced when she realized she needed to undergo a career rehab of her own.
Find out more about "Career Rehab: Rebuild Your Personal Brand and Rethink the Way You Work" on Amazon.
Connect with Kanika on LinkedIn, Instagram, Facebook and Twitter.
Check out her personal website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with <a href="https://bit.ly/2EIyy80">Kanika Tolver</a>, founder and CEO of Career Rehab LLC and author of Career Rehab: Rebuild Your Personal Brand and Rethink the Way You Work, on this special Saturday episode themed around rehabbing your career. A senior project manager with the U.S. Department of the Treasury, Kanika is no ordinary "social-preneur" - she's a rebel entrepreneur and certified professional coach, a serial innovator who's fueled by an extraordinary commitment to social change and helping others create their own "epic lives." True to her book's name, she outlines the importance of rebuilding your personal brand and rethinking the way you work, and she lists some of the telltale signs she experienced when she realized she needed to undergo a career rehab of her own.</p><p>Find out more about "<a href="https://amzn.to/2EKA0GW">Career Rehab: Rebuild Your Personal Brand and Rethink the Way You Work</a>" on Amazon.</p><p>Connect with Kanika on <a href="https://bit.ly/2EIyy80">LinkedIn</a>, <a href="https://bit.ly/3b4TpP5">Instagram</a>, <a href="https://bit.ly/2YMbFaR">Facebook</a> and <a href="https://bit.ly/2YK3ETU">Twitter</a>.</p><p>Check out <a href="https://bit.ly/3juiRk1">her personal website</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1425</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Building Your LinkedIn Headline</title>
      <description>On the eightieth entry of Tristan's Tips, our amazing host Tristan Layfield discusses one of the critical components of your LinkedIn profile and building your professional brand - your LinkedIn headline. Check out the full tip to find out how to create a headline that will catch the eyes of recruiters, hiring managers, or even potential clients!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 27 Aug 2020 08:49:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Building Your LinkedIn Headline</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>271</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e1d0d65c-f2a4-11ea-88c4-83ffd540dfc6/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the eightieth entry of Tristan's Tips, our amazing host Tristan Layfield discusses one of the critical components of your LinkedIn profile and building your professional brand - your LinkedIn headline. Check out the full tip to find out how to create a headline that will catch the eyes of recruiters, hiring managers, or even potential clients!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eightieth entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses one of the critical components of your LinkedIn profile and building your professional brand - your LinkedIn headline. Check out the full tip to find out how to create a headline that will catch the eyes of recruiters, hiring managers, or even potential clients!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>339</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Biden/Harris, Voting Rights, &amp; COVID-19 (w/ Delegate Lashrecse Aird)</title>
      <description>Zach has the honor of chatting with Virginia Democratic Delegate Lashrecse Aird in a wide-ranging interview about the Biden/Harris ticket, voting rights, and COVID-19. Listen to the full show to find out the greatest challenges Lashrecse has faced being both the youngest woman ever elected to the Virginia House of Delegates and a Black woman! She also implores everyone listening to vote, paying particular attention to making sure you get your absentee ballot as early as possible.
Connect with Lashrecse on LinkedIn, Twitter, IG and Facebook.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Tue, 25 Aug 2020 11:07:00 -0000</pubDate>
      <itunes:title>Biden/Harris, Voting Rights, &amp; COVID-19 (w/ Delegate Lashrecse Aird)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>270</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e1f2fc82-f2a4-11ea-88c4-c3e4c338637f/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of chatting with Virginia Democratic Delegate Lashrecse Aird in a wide-ranging interview about the Biden/Harris ticket, voting rights, and COVID-19. Listen to the full show to find out the greatest challenges Lashrecse has faced being both the youngest woman ever elected to the Virginia House of Delegates and a Black woman! She also implores everyone listening to vote, paying particular attention to making sure you get your absentee ballot as early as possible.
Connect with Lashrecse on LinkedIn, Twitter, IG and Facebook.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of chatting with Virginia Democratic Delegate <a href="https://bit.ly/2YxgGEl">Lashrecse Aird</a> in a wide-ranging interview about the Biden/Harris ticket, voting rights, and COVID-19. Listen to the full show to find out the greatest challenges Lashrecse has faced being both the youngest woman ever elected to the Virginia House of Delegates and a Black woman! She also implores everyone listening to vote, paying particular attention to making sure you get your absentee ballot as early as possible.</p><p>Connect with Lashrecse on <a href="https://bit.ly/2YxgGEl">LinkedIn</a>, <a href="https://bit.ly/3aUoapA">Twitter</a>, <a href="https://bit.ly/2YwZvCx">IG</a> and<a href="https://bit.ly/2D0lHh2"> Facebook</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3374</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Risk Management &amp; Insurance Expert (w/ Lawanda "Elle Michell" Hall)</title>
      <description>On the eighteenth installment of our See It to Be It podcast series, Amy C. Waninger speaks with Lawanda "Elle Michell" Hall, an engaging global Risk Management &amp; Insurance professional with experience in diverse industries. She speaks about how she got started doing this work, who her target client is right now as a coach, and shares what it is she can help people do to manage the risk that comes in having a career. 
Connect with Lawanda on LinkedIn and Twitter.
Check out her website by clicking here.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Sat, 22 Aug 2020 10:46:00 -0000</pubDate>
      <itunes:title>See It to Be It : Risk Management &amp; Insurance Expert (w/ Lawanda "Elle Michell" Hall)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>269</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e21c303e-f2a4-11ea-88c4-dfceac2159b0/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the eighteenth installment of our See It to Be It podcast series, Amy C. Waninger speaks with Lawanda "Elle Michell" Hall, an engaging global Risk Management &amp; Insurance professional with experience in diverse industries. She speaks about how she got started doing this work, who her target client is right now as a coach, and shares what it is she can help people do to manage the risk that comes in having a career. 
Connect with Lawanda on LinkedIn and Twitter.
Check out her website by clicking here.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighteenth installment of our See It to Be It podcast series, Amy C. Waninger speaks with <a href="https://bit.ly/3l7KqkK">Lawanda "Elle Michell" Hall</a>, an engaging global Risk Management &amp; Insurance professional with experience in diverse industries. She speaks about how she got started doing this work, who her target client is right now as a coach, and shares what it is she can help people do to manage the risk that comes in having a career. </p><p>Connect with Lawanda on <a href="https://bit.ly/3l7KqkK">LinkedIn</a> and <a href="https://bit.ly/3hjOsEp">Twitter</a>.</p><p>Check out her website by clicking <a href="https://bit.ly/3aP24EV">here</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1899</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : When to Take Jobs Off Of Your Resume</title>
      <description>On the seventy-ninth installment of Tristan's Tips, our amazing host Tristan Layfield brings us another career tip, this time talking about when to take jobs off your resume. Remember, there's no one right way to write a resume, but the purpose of one is to show the employer how you can help them solve their problem. Drop your attachment to certain parts of experience if they don't fit with where you're trying to go and keep them if they do and simply focus on how you can make yourself relevant!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 20 Aug 2020 08:15:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : When to Take Jobs Off Of Your Resume</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>267</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e24426fc-f2a4-11ea-88c4-cfddeea5018d/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the seventy-ninth installment of Tristan's Tips, our amazing host Tristan Layfield brings us another career tip, this time talking about when to take jobs off your resume. Remember, there's no one right way to write a resume, but the purpose of one is to show the employer how you can help them solve their problem. Drop your attachment to certain parts of experience if they don't fit with where you're trying to go and keep them if they do and simply focus on how you can make yourself relevant!Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.http://bit.ly/2G7d6HKhttp://bit.ly/2XDcp3zhttp://bit.ly/2JEbg1Rhttp://bit.ly/2JCmKTzFind out how the CDC suggests you wash your hands by clicking here or below.https://bit.ly/2Ug4l5KHelp food banks respond to COVID-19. Learn more at FeedingAmerica.org.https://bit.ly/2WD73UkCheck out our website.https://bit.ly/living-corporateTRANSCRIPTTristan: What's going on, Living Corporate? It's Tristan back again to bring you another career tip. This week let's talk about when to take jobs off your resume.Many of us have heard the rule that after 10 - 15 years, you should take experiences off of your resume. I used to give this advice too, but now I don't think the experience you should include on your resume is as cut and dry as that rule tries to make it out to be. In conversations with my clients, I focus less on the time limit and more on relevancy. When we are writing our resumes, we want to focus on providing the most relevant experience and skills in the shortest amount of time.So during my intake calls when we get to those experiences that are 10 - 15 years back, I always ask, "Does this role contain a relevant skillset not already represented by a more recent job?" If the answer is no, then we discuss either completely removing it from the resume or putting it an additional experience section with only the job title, company name, and dates if we still want to showcase the background or career trajectory. But if the answer is yes, then we have a conversation on what skill sets that role showcases that differ from recent experiences, and we keep ONLY that portion and ditch the rest.Now, some people, resume writers and career coaches included, don't necessarily like this advice. They may believe this begins to create gaps in the resume, and to that, I would say that completely removing anything 10 -15 years back already creates a large gap between college and the first employment experience listed. They'll also say if the skillset is 10 -15 years back that it is probably outdated to which I would say if that's the only place that represents the skillset, then why risk the chance of not getting the job because you omitted it?Remember, there's no one right way to write a resume, but the purpose of your resume is to show the employer how you can help them solve their problem. So drop your attachment to certain parts of experience if they don't fit with where you're trying to go and keep them if they do. Simply focus on how you can make yourself relevant.This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the seventy-ninth installment of Tristan's Tips, our amazing host Tristan Layfield brings us another career tip, this time talking about when to take jobs off your resume. Remember, there's no one right way to write a resume, but the purpose of one is to show the employer how you can help them solve their problem. Drop your attachment to certain parts of experience if they don't fit with where you're trying to go and keep them if they do and simply focus on how you can make yourself relevant!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventy-ninth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> brings us another career tip, this time talking about when to take jobs off your resume. Remember, there's no one right way to write a resume, but the purpose of one is to show the employer how you can help them solve their problem. Drop your attachment to certain parts of experience if they don't fit with where you're trying to go and keep them if they do and simply focus on how you can make yourself relevant!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>312</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>HR &amp; #BlackLivesMatter [Part 1] (w/ Chris Michel)</title>
      <description>Zach sits down with Bloomberg LP's American Head of Diversity &amp; Inclusion Chris Michel to discuss this moment of racial reckoning we find ourselves in following the tragic murders of George Floyd, Breonna Taylor, Ahmaud Arbery and others. Chris shares how his personal planning and goals have been impacted coming into a new organization as an executive, talks a bit about what he's excited to achieve at Bloomberg over the next 12 months, and explains why he believes this moment is actually spurring a movement.
Connect with Chris on LinkedIn.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Tue, 18 Aug 2020 10:08:00 -0000</pubDate>
      <itunes:title>HR &amp; #BlackLivesMatter [Part 1] (w/ Chris Michel)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>267</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e2636652-f2a4-11ea-88c4-c371719fad8c/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Bloomberg LP's American Head of Diversity &amp; Inclusion Chris Michel to discuss this moment of racial reckoning we find ourselves in following the tragic murders of George Floyd, Breonna Taylor, Ahmaud Arbery and others. Chris shares how his personal planning and goals have been impacted coming into a new organization as an executive, talks a bit about what he's excited to achieve at Bloomberg over the next 12 months, and explains why he believes this moment is actually spurring a movement.
Connect with Chris on LinkedIn.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Bloomberg LP's American Head of Diversity &amp; Inclusion <a href="https://bit.ly/3497Akx">Chris Michel</a> to discuss this moment of racial reckoning we find ourselves in following the tragic murders of George Floyd, Breonna Taylor, Ahmaud Arbery and others. Chris shares how his personal planning and goals have been impacted coming into a new organization as an executive, talks a bit about what he's excited to achieve at Bloomberg over the next 12 months, and explains why he believes this moment is actually spurring a movement.</p><p>Connect with Chris on <a href="https://bit.ly/3497Akx">LinkedIn</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2311</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Allyship &amp; Privilege (w/ Dr. Lily Jampol)</title>
      <description>Zach chats with Dr. Lily Jampol on this special Saturday episode themed around allyship and privilege. She and Zach discuss the diversity, equity and inclusion space at length, and Dr. Jampol shares her perspective on both where the industry is going and what the next step is to really take it to the next level. Check the links in the show notes to check out the work of several prominent Black authors and thought leaders!
Connect with Dr. Jampol on LinkedIn and Twitter.
Dive into the work of Stephanie Jones-Rogers, Ibram Kendi, Rachel Cargle, and Ijeoma Oluo.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Sat, 15 Aug 2020 10:47:00 -0000</pubDate>
      <itunes:title>Allyship &amp; Privilege (w/ Dr. Lily Jampol)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>266</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e284a25e-f2a4-11ea-88c4-cffe42dd3530/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach chats with Dr. Lily Jampol on this special Saturday episode themed around allyship and privilege. She and Zach discuss the diversity, equity and inclusion space at length, and Dr. Jampol shares her perspective on both where the industry is going and what the next step is to really take it to the next level. Check the links in the show notes to check out the work of several prominent Black authors and thought leaders!Connect with Dr. Jampol on LinkedIn and Twitter.Dive into the work of Stephanie Jones-Rogers, Ibram Kendi, Rachel Cargle, and Ijeoma Oluo.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Check out our website.TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and we're back. Yes, we're back from outer space, having another great conversation with someone who is passionate about amplifying Black and brown voices at work, 'cause that's what we do, right? Like, we exist to highlight and center underrepresented perspectives and experiences and identities at work, and we've been around, shoot, now going on a couple--like, it's almost up to year 2 now, and I'm just really thankful for all the support. So shout-out to all of our listeners. Shout-out to the folks working 9-to-5. Shout-out to the people working 10-to-9s. You know, whatever y'all working, man, shout-out to y'all. And then of course shout-out to our allies, you know? Our Buckys, our White Wolves. So, you know, for those who are not Marvel fans, Bucky was Captain America's sidekick, and then when he had to be rehabilitated because he was brainwashed by Dr. Zemo, Baron Zemo, he then went to Wakanda, and when he went to Wakanda he became "the White Wolf." And, you know, Wakanda's all Africa. You know, it's all a bunch of African people, 'cause it's in Africa so it's all Black people. But he was the White Wolf. Like, he was trusted. You know, he was a true ally of the people. So all of that to say we also engage allies on Living Corporate, right? So this is not, like, exclusive, right? Like, if you are less melanated, then as long as you're down for the Wakandans, hey, we're down for y'all, right? So with that being said, we have a really dope guest - Dr. Lily Jampol. Dr. Lily Jampol helps organizations solve difficult challenges and ensure that their workplaces are happy, productive, and equitable. She primarily works with the diversity, equity and inclusion firm ReadySet based in Oakland, California, and a people scientist and strategist. Dr. Jampol is also a frequent speaker and writes on diversity and inclusion from a behavioral science data perspective. She believes that one of the keys to moving forward is understanding how people think, behave, and relate. Lily, Dr. Jampol, Dr. L, Dr. J, what's up? How are you doing?Dr. Jampol: I'm doing pretty great. I'm almost always doing great. I'm feeling super fulfilled by my work right now, and I'm generally speaking a pretty positive person, so it's all good. I feel like it's a rare thing when the anger and disappointment that you feel about the world and society can be channeled into your actual day job, so I'm constantly grateful for that and all of the other wonderful things in my life.Zach: Man, you know, and you've been a few different places, right? So I know that you're at ReadySet today, but you've had a journey, right? Like, can we talk about your background and how you got into this world of diversity and inclusion?Dr. Jampol: Yeah, definitely. Well, so I've always been a pretty curious person about other people and society in general. I've also taken some non-traditional routes in my career trying to follow that curiosity, and in terms of background I actually grew up in an eco hotel in Costa Rica, and that was a really interesting experience for me. It was the first time that I really saw inequality, and yet also I had to confront how my white privilege played out there even while I felt like an outsider myself. So growing up in a different country and also a hotel made me super curious about just how people relate to each other, how differences play out in society. I also came from a pretty social justice family since they're all eco warriors, so I knew I wanted to do something social justice related. I started off in political science, but I ended up getting my Ph.D in social psychology where I was examining human behavior, specifically gender bias in organizations. So for a while I thought I was gonna be in academia, and I spent 3 years as a professor in London at a business school, but while I really enjoyed my research, I really was also feeling like I could make a bigger impact working to implement that research in organizations, and this all came to a head when I was going through the middle of a pretty nasty divorce and I was like, "Screw everything," so I quit my 10-year [track?] career and joined a tech startup here in Silicon Valley, and after a few months there I realized I wasn't really working as much on issues that felt really socially important, so I transitioned to working with ReadySet, my amazing team, doing diversity, equity and inclusion work, and I've done serious amounts of learning since then. So I came into this work thinking that I was an expert in my field, and I didn't realize how much of a novice I was when it came to actual equity issues. First of all, I barely knew or used the term "intersectional feminism" before starting this work in the field. So part of what I love about my job now is how much I've been able to grow as a person and also help others who are just beginning their journey to be able to do so too, and I really do have my colleagues and my network to thank for that.Zach: That's incredible. And, you know, you talk about your privilege and you talk about, like, you coming to learn things and experience things on your own and develop certain levels of fluency and awareness. I couldn't help but notice myself that you're white, you know what I'm saying? Like, it leapt out to me. [laughs] I'm curious to know about how your whiteness intersects with the work that you do within behavioral and data science and, like, you know, when I say how it intersects with the work you do, like, how does it impact how you show up, and what observations do you have in, like, being in this space?Dr. Jampol: Yes. Right, I am very white, or unmelanated as you put before. I'm literally half-Viking, half-Ashkenazi Jew. Zach: That's incredible actually. Shout-out to both the Ashkenazi Jews and the Vikings. That's--wow.Dr. Jampol: My mom is basically, like, 100% Swedish, Norwegian, so yeah, definitely have some Viking blood in the background. My whiteness really does impact my work in a pretty big way. So when I started my Ph.D I was actually focusing on behavioral economics, and the reason that I'm telling you this background is because I want to explain how my behavior and my work has changed since then. So when I was doing behavioral economics, in that field it's mostly dominated by white men, still is, and when I was doing that work I always felt like I had to prove myself to be taken seriously, and when I started transitioning into looking at gender biases, I was told to stop doing that work by many of my advisers and colleagues because I was told no one was gonna take me seriously as a scientist. Now, of course that made me want to do the work more, but now that I'm a white person and I have a data and quantitative background, I realize how privileged that identity is. So I can come into a room with a bunch of tech executives and lay my Ph.D out on the table, proverbially speaking, talk data with them, and they give me the validation and respect that many of my colleagues who have been doing this work much longer than me and who are not white just don't get, and it actually impacts the way that I play a role on my team, and for good reason. So for example, we had a company who we were working with who were just not taking the CEO of my company seriously, who is a Black woman, and she has a JD from Harvard. She worked as an international human rights lawyer. She's the CEO of her own successful company, has been doing this work for, you know, 5 times as long as I have. You put me in the room, and I had only been working in this space for a few months, and their attitudes just totally changed. They went from, you know, defensive and aggressive to, "Oh, yeah. Of course. You know, this sounds great. What do we need to do to get there?" Zach: Can I pause right there though? 'Cause, like, I'm so--I'm so triggered. [laughs]Dr. Jampol: Okay. I'm sorry about triggering you. [laughs]Zach: No, no, it's not your fault. [laughs] So the reason why I'm pausing is because I think--and we haven't done these studies because of white fragility and the fact that I think academia is still, like, very much so, like, a white space, but I wish--and maybe we have and I just haven't seen it, but I'd love to see a behavioral study done on how the majority tends to treat Black and brown professionals with a certain level of hostility and defensiveness that they don't treat white counterparts, right? Like, your earlier point about the CEOs, like, why--and I've been in situations where I've been on the receiving end or I've observed. Like, "Why are you talking to me like I'm your enemy or like I'm trying to get you?" Like, "Why are we not able to have, like, an actual dialogue?" Like, "Why does everything feel really transactional and, like, a zero-sum game in this conversation," you know what I mean?Dr. Jampol: Mm-hmm. Yeah, no, I totally do, and I think, you know, you're totally reading my mind about wanting to do some behavioral studies on this stuff. I think about this all the time too, and I think you're absolutely right. There is quite a bit of evidence showing that people from underrepresented backgrounds in different domains, including women, have to prove it again and again and again and give more and more legitimacy in order to be taken seriously, but I do think that the aggression and hostility is an interesting component of this, and I have a lot of theories about why, and I think--and I don't want to go too down the rabbit hole, but you got me excited about this topic, so just for a second... so [a study] I've been really playing around with in my head is the entitlement to the good will and patience of people of color towards white people to learn and to get to where they need to be, and I'm talking about not just, you know, average people, but well-meaning, progressive, liberal people who still believe that it is your work, people of color's work, to be able to get them to where they need to be. And it is my job, and it is our jobs as, you know, a company, but I would love to see research showing that there's an entitled expectation to how we're supposed to be doing this work for people and also putting up with them when they don't want to do it and don't want to, you know, put their 50% of the work in. So there's lots of other studies I want to go over, but that's just one I've been playing around with as well, that entitlement aspect.Zach: Yes. So I'm not trying to cut you off, 'cause you're telling a story, so I'm not trying to--ironically--mansplain and jump all over your stuff, so please continue with the story. It's just that you said that and I was like, "Oh," and I wanted to just ask the question. So please continue. So you come into this space. You're relatively new. The CEO, the person who actually built the company and has the education from a fairly elite, recognized institution is not as well-received, but you come in and the whole vibe changes.Dr. Jampol: Yes. The whole vibe changes. Not only that, but we just have more--you know, an easier time getting [?] and actually comvincing people, but I think I also want to talk about one interesting other thing that I observed, and this is something that I've observed in a couple of different companies and situations in that a lot of the people who do this, I think that we have this idea of what that person looks like, the CEO of a company or who sits on the board of a company. White women are very much involved in the same process, and in fact I see this pattern from white women almost more than I see it from white men, and I think there's something interesting in that.Zach: Wait a minute. [record scratch sfx] Say that again.Dr. Jampol: I think that often we see white women putting up the most resistance to doing diversity, equity and inclusion work within companies, especially if they've already achieved a position of power. And, you know, there's a litany of reasons why that happens. A lot of them are psychological. A lot of them are just where women sit in the power hierarchy of society. So they sit in the middle, not at the highest point--which is where white men sit--and not at the lowest point, which is where a lot of people of color sit in terms of how much power and influence you have. So they have a lot to lose, and a lot of the ways that women have managed to achieve a semblance of power is by either mimicking white men or upholding the very systems of oppression that have, well, essentially benefitted them for a long time, but also benefitted white men. So there's a lot to lose by getting rid of that power, but there's also a kind of "pull yourselves up by your bootstraps" attitude of "Well, I got here, so why does anyone else need help to do so?" But I do think that there's something greater in terms of how white women have benefitted from systems of oppression compared to women of color and men of color.Zach: And I wonder, like--and so, you know, I am not a Ph.D, so when I say things like, "You know, I haven't seen this," I'm not trying to say that it doesn't exist. What research or what, like, written work would you recommend, if any, that explores, like, the historicity of white women and their relation to systems of power in America?Dr. Jampol: Yeah. That's a great question, and I also want to, before I continue, just say that I don't have, you know, quantitative research to back that observation up. It's an observation I made. However, this idea that white women uphold systems of oppression can be seen in lots of other data that we have. For example, who is the group that voted Donald Trump into power? We have lots of other data to show that white women are upholding systems of oppression, but I think, you know, we can go back and look at historical data about how this happened. Stephanie Jones Rogers is an amazing academic who wrote about how white women were complicit in slavery, essentially, in the American South, and it really starts there. You know, it starts in other areas of colonialism, but there's quite a few academics who are writing about this, and there's also thought leaders who are writing about this as well. Rachel Cargle. Robin DiAngelo. I mean, she's a white author, but she's written extensively on white fragility. Ibram Kendi, Ijeoma Oluo. Those are all folks that I think are really interesting to read and have [?] a lot more on this than I have.Zach: And again, like, just shout-out to you for, like, highlighting Black authors and other thought leaders in your quick list that you just, like, sprouted off like it was nothing. That's super dope. So let's talk about that then, right? We've talked a little bit about how we've seen, like, power abused or taken advantage of, but I'd like to talk a little bit more about what, like, effective allyship looks like, right? And we've had a few of these types of calls, like, these conversations on Living Corporate. I don't think that, like, they ever get old. I think it's really important that we have advocates and aspirational allies on this platform, because there are a variety of people that listen to Living Corporate. A lot of diversity and inclusion professionals listen to Living Corporate, and I can say that I just--I don't know if I've even seen a lot of programming that is really explicit on what it means to build inclusive behaviors as a leader. I don't know if I've seen training that's really, really intentional in building that fluency or building that capability or that muscle, whatever word you want to use, and so I'm really curious from your perspective, what do you think it looks like, specific to white women, what does effective allyship look like in the workplace? Dr. Jampol: Yeah, that's such a great question, and I think we're talking about allyship more and more, and it's something that we talk a lot about with the organizations we work with. I think that first of all--let's talk about intentions for a minute. I think I feel sometimes when I talk about white women that there is this assumption that there is an intention to be racist, for example. I don't think that that's necessarily true. I think there's a strong desire to be good people, and I think that, you know, women, having been marginalized themselves, feel like they have been victims of that marginalization as well. The problem is that strong desire to be a good person, when they are told that their actions are contributing to racism or they are complicit in a system of white supremacy, it makes us feel threatened that our own progressiveness, our own willingness to help others, our idealism of ourselves as good people is super threatened, and that makes us shut down, and I think that's because we've been--and I'm not the first person to say this obviously as lots of people have written on it, it's what we teach--we have not had to grow up and experience the discomfort of having to talk about race and racism and systems of oppression. And so for a lot of people this is the first time they're even hearing about it. So the first thing is just being comfortable with that discomfort of understanding that it's not about you, it's about systems of oppression that you still might have behaviors and even attitudes that are formed through your experience with the world, with culture, with television, with radio. The way that we learn how to stereotype is just ingrained in our society, and so we have to start slowing down and be able to recognize how we actually are contributing to that. We have to also be careful in terms of allyship with how we show up. So I'm always trying to be conscientious about not taking up too much space and making sure that I'm amplifying non-white voices and work and also listening more than I talk. I think this has been a big change for me over the last couple years. This is also part of the framework that we teach in our Ally Skills workshop, which I co-facilitate with my colleagues Willie Jackson and Kim Tran at ReadySet, and it's really about moving from passive allyship to active allyship, what we call being an accomplice. So it means centering impacted communities rather than yourself, owning your impact when you hurt somebody's feelings over your intentions to not have hurt their feelings, listening and learning and expressing humility and amplifying other people's voices, and it's also about how we demonstrate growth and are humble when we mess up, and we will mess up. So I myself am trying to be a better accomplice in this work. I think in terms of D&amp;amp;I practitioners there's a huge place for white women who are working in this space, and I know a lot of white women are trying to figure out what exactly their role is. I think one of our roles is to be able to do some of the emotional work and the burden of carrying some of these conversations and some of this work forward so that it's not only people of color who are doing it. So there's also--you know, my white privilege as a white person, I can get angry and I can push back in a way that doesn't have the same repercussions for my Black colleagues. I can lend my voice or carry conversations that are triggering or exhausting for people of color to do, for example, convincing white women that they play a part in white supremacy or that feminism has to be intersectional for it to work. So I think there's very specific roles that we can play that can help us be better allies, both personally and to other folks in the DEI space. Zach: And, you know, it's just such an interesting dynamic too when you talk about, like--so, like, the things you're talking about around feeling threatened or feeling attacked or feeling just various levels of insecurity, like, it's really interesting as it intersects with having white women managers, right? [both laugh] Or then, like, being even more complex is having a white woman manager who is, like, supposed to be the czar of diversity and inclusion, and you're working for this person and it's like, "Okay. I recognize that you've been invited to these very, like, exclusive white spaces to sit on a panel and, you know, to word diarrhea on diversity and inclusion and, like, the latest thing that you read in Cosmopolitan, but I also have insights and life experience, and those life experiences mean things, and I know things by merit of my life that you may not understand or you just frankly don't even think about." And it's just interesting to me when I think about, like, this dynamic of, like, the corporatized diversity and inclusion space and how you have often times white women in these positions of leadership in these groups, and they themselves are either--I mean, everybody has blind spots, so it's not, like, even this huge knock. It's not, like, this huge indictment. It's just the reality of you're trying to lead a space that it's critical for you to be empathetic, coachable and humble in, and if you think that you have nothing to learn or you think that everyone around you, especially people of color, Black and brown folks, are just there to do your bidding, like, that is just cruelly ironic, you know what I mean? But I see that though. I see that often, like, in these corporate spaces, where, you know, Whoever is, like, the leader of D&amp;amp;I, and it's like, "Why are you here?" And I know there's tension, right? Like, I've had conversations with Jennifer Brown, and she's talked about, like--I'm not gonna say she's on one side and I'm on the other, but my impression of our conversation was, like, "I feel like we're--" We being white D&amp;amp;I professionals--"are constantly questioned and have to really show and prove that we should be here," and I'm kind of like, "Well, yeah. You should though." I mean, I'm not trying to be, like, a jerk. It's just like, "You should. You should show and prove that you should be here, because we don't have a historical track record of--" Like, I don't know of a model, like, a person, a white diversity and inclusion, one diversity and inclusion that is like, "Wow, this is the model." And I've asked other--you know what I mean? I know I'm kind of ranting, but I'm asking--Dr. Jampol: No, no. I hear you, I do, and I actually really agree with you. It's something that I've thought a lot about, even as I'm thinking about my own career trajectory, right? Because I want to help do this work, but I don't want to occupy a position of power first of all on my own as a white person, like, I don't think I should be the head of diversity and inclusion at a company, at least not right now in this societal context, because I think context really matters too, and I think we often don't think about that. We think in terms of meritocracy, you know, about, like, "Who has worked hard and who deserves to be here and who doesn't?" But we're talking about representation. We're talking about justice. We're talking about repairing harms that have been done over hundreds of years in our society, and right now diversity and inclusion is often one of the places where people of color can have influence and power within a company. And it's important too because--well, I'm not explaining it to you, because I'm hearing all of your points and I'm just saying that I agree with you, because I think you have to be in a position of taking a step back and learning, and I think you can find your niche as a white person in this area--I mean, mine is behavioral science data right now. I'm also still trying to figure that out, but I'm also really focused on learning, 'cause if we're not doing that personal learning, we're just repeating those same things that have happened throughout history, and we're repeating those hierarchies and we're maintaining that status quo. So yes, short, TL;DR, you're right. [both laugh]Zach: It's interesting too. I want to talk about your work, right? I think something we first talked about, like, when we first did an introductory call is I'm curious about what does it look like because--so, like, I've met people who are in D&amp;amp;I and, like, they purport themselves to be, like, data strategists, right? But they don't actually have any actual context--and I'm kind of jumping ahead, because this is a part of a question I'm gonna ask you in a little bit, but they don't really have, like, the empathy or the, like, fluency and, like, understanding of American history that would then inform how they do their work. So in my mind, and this is based off just my very limited experience, right, is it feels to melike you're almost sitting in two camps. Like, you're sitting in, like, this hard, quantitative, scientific, measured space, but then you're also--because of your own background you still do have a passion around, like, connecting inclusion and diversity and equity with justice and the historical foundations of the work itself, as well as the work and writings of Black and brown women and activists and people who came before you, right? So, like, do you feel a duality there? Do you feel as if, like, you're uniquely placed, or do you feel as if your profile is common within, like, this data science and behavioral space that you work in?Dr. Jampol: Yeah, that's a great question. I think about this a lot. I don't think that it's common. I think if it was common we'd see a lot more data scientists doing diversity, equity and inclusion work, and I mean--there's other reasons for that. I mean, I could be making a $300,000 salary if I wanted to do data science in a tech company. We don't do this work for the money. But I do think that I've had different relationships with data and how I approach this work, and I think I do want to start this by saying that it's really because of my team at ReadySet that I have become this hybrid that I feel comfortable [?] and that I am able to do both the quantitative aspects of my job and also the very human aspects of my job. I think when I came into this field I had been taught my entire career that quantitative evidence-based scientifically published data is the only type of data of value. So evidence-based work, evidence-based in general is such a buzzword now. I think everybody hears it, and I think people believe "evidence-based" means that it has to be couched in [?] methods and scientific papers and outcomes calculated in ROI, and I definitely did when I started with this work. So I'll just tell you a quick story. I think in my first week of working with ReadySet I was analyzing data for a company, and I was doing it the way that I had always been taught to, which is trying to find significant statistical difference between groups in a sample, and in order to do that, when you have fewer than 5 people in a sample you usually just take [?] out because it's not gonna be statistically valid, and I remember having this conversation. I think in the room was [?], one of my colleagues, and Kim Tran, and we started this conversation, which was started by them, which was, "Why are we leaving out a small sample?" Now, this sample had been a sample of transgender people within a company, and in my mind I was just like, "Well, we'll just leave them out 'cause they're not a big enough group," and they were--you know, that was how I had been taught, and they were like, "Wait, but the whole point of doing this work is to represent the voices and the opinions and the feelings of underrepresented, small numbers of people within a company," and I was like, "God, that makes total sense," and it's ridiculous that I had even thought in my mind that that was an appropriate thing to do, you know, in terms of getting these major insights. So that's just a story about, you know, how I first started thinking about this, so I really want to give credit to my teammates for helping me get there. I still think that evidence-based research is important, but so much of that research is based on white, Euro-centric idea samples and methods. Quant data can be super useful, let's say if you want to track representation in your company or show that a bias exists, but it should not be necessary for doing this work. It's just that our concept of data, what data is and what kind of data is valid and important is biased, and I've been writing about this a lot recently. I'm trying to publish it soon, but I've just been getting--I feel like this idea is so complex and interesting, but I have noticed that there has been a trend with the people that we work with, and that is people's responses to DEI work in particular, they use data--and data with a big D, I call it--to stall and delegitimize or otherwise reject diversity, equity and inclusion initiatives. Zach: Yo! Yo, wait a second! Golly, Dr. Jampol on here dropping crazy, crazy, crazy Flex bombs. [Flex bomb sfx] Oh, my gosh. And then also--Dr. Jampol: Yeah, and please feel free to, like, stop me whenever. I tend to just go on [?].Zach: Yo! Yeah, I'm trying not to cut you off. I'm trying not to be rude. And also air horns for your team, 'cause I know you shouted them out. [air horns sfx] Okay, so first of all, yo, man, tell me why you're talking about--you said people use big Data, big capital D data, to discount D&amp;amp;I initiatives and--like, say that again.Dr. Jampol: Yeah. So I think that people are using data to basically put off doing the hard work, to delegitimize the work itself or just reject, like, having to do any of that work itself, and I'll explain a little bit why I think this is happening. So I think it's happening in part because the way that people in power use data in relation to diversity, equity and inclusion work is similar to other ways that we inadvertently uphold systems of oppression. It's essentially gatekeeping, and it benefits white people, and I think one of the ways that I've seen this is overly demanding evidence from DEI best practices. So wanting to know, like, what exactly is going to work here in my specific context, but then also refusing to contribute to those best practices by actually being innovative and taking risks in that space so that we can add to the knowledge base. And then another way is through dehumanizing human data by not looking beyond the quote-unquote "hard data," so not wanting to listen to people's stories, not wanting to hear the voices of employees that already exist within their organizations, by not wanting to listen to experts, people like my teammates who have been spending years doing this work, and then finally using data or the need for more evidence to block the efforts to actually go forward on that data. And so often, you know, we'll have a conversation with people that often sounds like, "Okay, here's why we should go forward with this program," and they'll come back and say, "Okay, okay, but do you have any data on whether this is gonna work?" And I'll come back and say, "Look, we don't have a ton of data yet. This is still a pretty new field, and there's lots of different people doing it. It really depends on what your context is. But, like, here's what we know." "Okay, but that's not enough data. Like, we really can't go forward with this until there's something that's not gonna be as risky." So then we'll come back and say, "[We] collected all this data from inside of your organization. Here's this group, this group and this group that are saying, "I'm not happy." Please do these things," and they'll say, "Okay, but how many people actually said it, and can you actually go get us some [?] studies of other companies like mine that have done this so we don't take a risk and don't make people upset?" And then we say, "Which people are you making upset?" And then they look blankly and say, "Wait a second." And we're like, "Yeah, [white?] people." Anyway, I think the reason I put it this way is that I think that data is important, yes, [but?] data is used as a tool to block this work because it is inherently uncomfortable and it involves having to do [?] and it involves having to do some money and some priorities into it, and I think people ultimately just don't think it's that important, and so they're able to use data as this kind of delegitimizing or scapegoating force that they can say, "Well, we don't have enough to do it." That's my thoughts on that in a nutshell.Zach: First of all, again, shout-out to you 'cause, man, that's incredible. You know, I might have to go ahead and drop another Flex bomb... [Flex bomb sfx] 'cause that's incredible. So it's interesting though, because you're talking about how organizations can use quote-unquote "data" to slow down or block efforts to make organizations more inclusive, but I also think, like, there's something to be said about how data itself is reported, aggregated or analyzed, right? So how do we account for, and how in your experience as a data scientist do you account for, the biases that exist within, like, data analytics itself, right? So let's just say you get the data. How do you account for biases on the day that you receive it, and how do you account for any biases that you have, conscious or otherwise, in how you analyze and report that out?Dr. Jampol: Yeah, that's a really great question, and--I mean, there's a lot to be said here, and I think this conversation is happening in other places like AI as well. I think first of all, like, the way that we use--so let's go back to the evidence-based question for a minute. So when people talk about evidence, they're often talking about academic research that has been done. As an academic researcher myself, I know that a lot of this research is really not legitimate for talking about any bit of this work with any kind of intersectional lens, because most of this work has been done using a super white sample at an Ivy League institution in a lab where all of the variables have been held constant except for the one that you're researching, and that unfortunately has translated in a lot of cases to best practices where people say, "Oh, well, we have to change this one thing in our organization because research has shown when you change this one thing, this happens." Of course that doesn't really incorporate a lot of people's experiences, and I want to say also that I am fully guilty of doing this in my past research. So as a gender bias researcher, I often talked about women and men as this very, like, homogeneous group, and really when I'm talking about women and men I'm talking about white women and men, because that's my sample and that's the lens through which I was doing the work. And, like, Black women's experiences are gonna be super different and my affects might totally change. You know, one of my affects that I found is that women--and I should say white women because that was the majority of my sample--are given less accurate performance feedback than man. So even though they're judged to be doing poorly, their managers will tell them that they're doing okay. By the way, this work was done in a lab with a primarily sample of white people who were Ivy League educated and through samples in, you know, Mechanical Turk online. So just thinking about that through an intersectional lens, do I know that that is going to happen in the same way for women of color when we're thinking about different types of women in the workplace? No, and yet we still use these words, you know, "This is a gender bias effect," you know, without really knowing what some of the different groups might experience. So I do think there's that bias. I also think in terms of the data that we're analyzing. This is another really important thing. When we get survey data, often companies just want to rely on that survey data to make decisions, but the problem is there are certain groups--especially the ones that feel less safe in organizations--that do not answer the survey, and so you're leaving out groups of people who are the most important to hear from if you're just looking at one type of information. Instead it's better to go and do a qualitative assessment on top of the data and make sure you're getting down to the bottom of some of the trends that you see, but also you're including voices that wouldn't necessarily participate in a written way. So there's lots of different ways that bias can creep in, and the way that we analyze it and the way that we do that research is really important.Zach: I'm really curious about your opinions on this, and I've shared this on another interview but I want to bring it up here. So your work heavily focuses on partnering with organizations to help them set up their D&amp;amp;I strategies, and when I talked to other diversity, equity and inclusion professionals, a lot of time this work is delivered in the context of office hours or workshops or, you know, trainings. I'm curious though, like, have you helped groups transition from seeing diversity, equity and inclusion as, like, these isolated, singular events to being more of, like, an iterative journey that they're on to develop and grow and, like, partner with them? Like, have you seen that or have you helped any organizations kind of pivot in that way?Dr. Jampol: Yeah. So I think it's hard. I think it's really hard. Most of the work we get is for "check the box" type work. Initially a lot of organizations want to come in and hire us to do a workshop or an assessment and then go from there, which is totally fine. Often the people who are initiating those programs are internal HR and DEI practitioners who have a very limited budget that they're working with and need something to be able to convince stakeholders that this is worthwhile and that there's a desire for it or they just want to get it flowing. So we love doing that kind of work because it allows us to be able to impart important knowledge. For example, we focus a lot on systems bias, not just interpersonal or unconscious bias. We focus on biases that are structural and how those relate to historical systems of oppression. So we do get our education in there, but in order to do this work successfully it has to be integrated with other business objectives and as an outcome itself. So we know, you know, you can make the business case for it. It's tied to ROI. It's tied to innovation. I mean, it's a really important part of culture. I've found that in order to convince stakeholders I often offer the risk side of this as well. It's really risky to not do this work for many reasons. I mean, talent attraction for one, but there's also your culture can fall apart, and that can actually lose tons of money. But ultimately our aim is to get people to see why it's more than a business case, and I think we've had this success with a couple of companies. I'm thinking of one in particular where--and actually this is one that I've mentioned before in some of my stories, where we came in and did a series of conversations with the executive team trying to convince them that, you know, diversity, equity and inclusion is a good way to go, and it took a long time. It took 6 months of really educating people, bringing them in terms of conversation, letting them contribute their thoughts and fears, and really we use, you know, empathy, but also just vulnerability there to understand, like, where the pain point is, and now we've got, you know, a multi-year scope with them, and they have fully understood, and we're working with every single organization and team within their company, and its become a priority, but it did take some time. So I think there's hope to be had, but I think you have to do it really intentionally and really methodically in order to get people there unless you have someone who's on board already.Zach: That really leads me to my next question. What do you think the next step is for diversity, equity and inclusion, like, as an industry, as a corporate for-profit space? And I ask because I see--it's weird, and again, like, I'm not a sociologist, I'm not a psychiatrist, I'm not a behavioral scientist. I'm just a change manager who is also passionate about diversity and inclusion who's doing his own thing and kind of creating his own path. It's almost like you have this growing activist wing and, like, community organizing wing within this diversity, equity and inclusion space. There's also, like, this growing academic wing that is almost, like, a white moderate, but then I see this other group that's almost pushing against the community organizing activist attitudes and sentiments, almost to the point where--'cause I've seen things like this on LinkedIn, no doubt, where I've seen things that people say, "Just because you're a person of color doesn't mean that you should be in diversity and inclusion," right? There's these narratives of, "You're passionate, but your passion doesn't equal education or credentialing." And so I'm really curious about, like, where do you see this space going next, and what do you think is, like, the next step to really take this work to the next level?Dr. Jampol: Yeah. That's a big question, and I'm just gonna kind of share some thoughts. I don't know that I have a perfect answer for you on this, but I think to your comment around--you know, you see these kind of different camps on social media and practitioners and different approaches and ways of doing this work, and I think actually that that's a really important dynamic to have to move the work forward. I think it's the same thing we see, say, like, in the Democratic Party, where there's a more radical left side and then there's the centrist side and then there's this push and pull constantly of, like, "What do we do and where do we go?" And through doing that we're creating new definitions and understandings. And, you know, I get a ton of education from just reading through Twitter on a daily basis of, like, "Oh, I didn't know that word. I hadn't thought about it in that way before," and trying to see, like, where my values align, but I think that in order to progress we need pressure from the outside. We need radical pressure, and we also need the more compromising inside pressure of "Okay, we're gonna take this slow and do this methodically and bring people along," and I think you need both those forces. I think the outside pressure is the social pressure that really validates some of the inside pressure that we're putting on people. So let's say I'm taking a company along, trying to get them to understand using empathy, and they're doing okay, but then they have a PR crisis because something they posted on their social media site gets called out, and those two forces operating together create a really successful way forward, and I think that's also why there's different roles for different people within this space. I do think we should be pushing boundaries, and I do think we should be pushing people to get there, and I think some of the comments that are happening around this stuff is really just evidence that that's happening, and I think the third part of this is just that we need companies to lend more support to actual innovation within this space. Going back to that data conversation, you know, by demanding best practices and more evidence to prove the things that we already know work and to prove that we're actually legitimate in doing this work, it's stifling innovation. We need organizations and leaders who have the privilege of being in these spaces already to put money and time and effort and spaces towards creating innovation in the DEI space. We need more collaboration between academics, leaders, corporate employees, and we all need to work together to be able to create new pathways forward, but I think we have to get out of that head space of thinking about, "Best practices, best practices, best practices," and start taking a little bit more risk, because I think we're seeing risk the wrong way. We're seeing risk as like, "What if I do this work and it goes wrong?" when we should be seeing risk the way that any other company sees innovation and risk, which is sometimes you have to play around with the parameters in order to do the work the most effective way. But I as a data person would love to see data on this, just so we can keep track of what we're doing and what works and what doesn't. I think I would love to see more data like that, but it means that companies have to release their data on what works and what doesn't, and when diversity and inclusion stops being a shameful thing, you know, when companies stop thinking, "Oh, gosh. It's so horrible that I only have 20% women or 5% Black people in our company. Nobody knows, so I don't want to talk about it." Like, everybody knows. Everybody knows. You're a tech company. Like, it's bad. Talk about it and, like, actually publish it and support new ways of thinking about this stuff. I think we need all three prongs of pressure there to move forward.Zach: Man, Dr. Jampol, I have to just thank you again. Like, this has been a super dope conversation. I want to give you the last word. Is there anything else? Like, any shout-outs? Any parting words before we let you up out of here?Dr. Jampol: Thank you. I feel the same way. This has been such a fun conversation. Thank you for letting me nerd out and be on your podcast. I think your podcast is wonderful. Thank you for doing the work that you do. I also just want to give a shout-out to my team again because they're so amazing and I feel grateful for them every single day and for all the authors who have helped educate me to get here. And Twitter. Honestly, like--not Twitter the company but, like, the people who are actually being brave and voicing their thoughts on Twitter and helping educate us, even if it means that they are taking flack for it. I think it's been such an important part of my own growth. So thanks to everybody.Zach: Oh, man. That's beautiful, and yes, we'll make sure that we list all the authors and we'll have all of that content in the show notes, y'all, so make sure you check it out because, again, believe women, listen to women, believe Black women, believe all women. There's a lot of great work that's being done, you know? For those of y'all who are--you know, it's funny. There's an understated, like, expectation or kind of, like, tension around who really deserves to talk about these things, and those conversations don't really happen until Black and brown people start trying to talk about diversity and inclusion, but that's a whole other conversation. But the point is a lot of the work that comes into really educating yourself, what I've been learning is, is about reading the work that Black and brown women have written about this space, right? And so I just want to encourage, like, if you're listening to this and you're passionate about diversity, equity and inclusion, check out the show notes, use that as a starting point, and just start reading. Like, educate yourself something. Like, don't depend on these super Ivy League white institutions to tell you what diversity is. It is one of multiple data points. I would say start with the Black women and then work your way outward from there. All right. Well, cool, cool, cool. Thank y'all for listening to the Living Corporate podcast. You know we do this. You know we're posting content three times a week. We're all over the place, so if you just Google Living Corporate we're gonna pop up, 'cause we got it like that. Ow. We're also on Instagram @LivingCorporate, on Twitter @LivingCorp_Pod, and again, if you want to check us out, if you just gotta--let's say you old school and you wanna type it in the browser, then it's www.living-corporate.com--please say the dash. We're also livingcorporate.co, livingcorporate.tv, livingcorporate.us, livingcorporate.net, livingcorporate.org--Lily, we have all the livingcorporates except for livingcorporate.com, but we have all the other ones. We're trying to--what's that thing when you... SEO. We're trying to take it over, okay? One domain at a time. So we're out here. Let's see here. Until next time, this again has been Zach, and you've been listening to Dr. Lily Jampol, data scientist, behavioral organizational just beast, general researcher, all over super dope White Wolf ally... what else we got? I don't want to say edge-snatcher because, I mean, you're still white. I'm not trying to get you in trouble, but just super cool Viking Ashkenazi Jew hero. How about that? Is that cool?Dr. Jampol: That's awesome, and I'm someday hopefully gonna fit that all in my LinkedIn profile. [both laugh]Zach: 'Til next time, y'all. We'll catch y'all. Peace. [both still laughing]Dr. Jampol: Bye.</itunes:subtitle>
      <itunes:summary>Zach chats with Dr. Lily Jampol on this special Saturday episode themed around allyship and privilege. She and Zach discuss the diversity, equity and inclusion space at length, and Dr. Jampol shares her perspective on both where the industry is going and what the next step is to really take it to the next level. Check the links in the show notes to check out the work of several prominent Black authors and thought leaders!
Connect with Dr. Jampol on LinkedIn and Twitter.
Dive into the work of Stephanie Jones-Rogers, Ibram Kendi, Rachel Cargle, and Ijeoma Oluo.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with <a href="https://bit.ly/2FmmE3T">Dr. Lily Jampol</a> on this special Saturday episode themed around allyship and privilege. She and Zach discuss the diversity, equity and inclusion space at length, and Dr. Jampol shares her perspective on both where the industry is going and what the next step is to really take it to the next level. Check the links in the show notes to check out the work of several prominent Black authors and thought leaders!</p><p>Connect with Dr. Jampol on <a href="https://bit.ly/2FmmE3T">LinkedIn</a> and <a href="https://bit.ly/3iNnO6T">Twitter</a>.</p><p>Dive into the work of <a href="https://amzn.to/2FkZoDq">Stephanie Jones-Rogers</a>, <a href="https://amzn.to/3fYKTBS">Ibram Kendi</a>, <a href="https://bit.ly/3g1Ierb">Rachel Cargle</a>, and <a href="https://amzn.to/2E24jZw">Ijeoma Oluo</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3158</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Know Who You're Connected With On LinkedIn</title>
      <description>On the seventy-eighth entry of Tristan's Tips, our amazing host Tristan Layfield continues to talk about your LinkedIn connections list, this time spotlighting the importance of knowing exactly who you're connected to on the platform. You can't properly leverage your network if you don't know who you're connected to, so take some time to reacquaint yourself with your connections list so you can make the most of it!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 13 Aug 2020 09:42:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Know Who You're Connected With On LinkedIn</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>265</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e2dba572-f2a4-11ea-88c4-2391d2189d78/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the seventy-eighth entry of Tristan's Tips, our amazing host Tristan Layfield continues to talk about your LinkedIn connections list, this time spotlighting the importance of knowing exactly who you're connected to on the platform. You can't properly leverage your network if you don't know who you're connected to, so take some time to reacquaint yourself with your connections list so you can make the most of it!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventy-eighth entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> continues to talk about your LinkedIn connections list, this time spotlighting the importance of knowing exactly who you're connected to on the platform. You can't properly leverage your network if you don't know who you're connected to, so take some time to reacquaint yourself with your connections list so you can make the most of it!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p>]]>
      </content:encoded>
      <itunes:duration>308</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Black Fragility (w/ Mary-Frances Winters)</title>
      <description>Zach and Mary-Frances Winters, the founder and CEO of The Winters Group, Inc., sit back down together to have another conversation, this time themed around the concept of Black fragility. Mary-Frances talks a bit about her upcoming book, Black Fatigue: How Racism Erodes the Mind, Body, and Spirit, and summarizes what we're going through right now from her perspective as a Black woman and leader in the workplace equity space. She also shares how she processes folks saying that they "didn't know" that racism is still a systemic issue in American society.
Find out more about her books on Amazon - click here for her latest release. Interested in preordering "Black Fatigue"? Click here.
Connect with Mary-Frances on LinkedIn, Twitter, and Instagram.
Learn more about The Winters Group on their website.
Check out the Inclusion Solution blog.
You can connect with The Winters Group on LinkedIn, Twitter, and Instagram.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Tue, 11 Aug 2020 12:46:00 -0000</pubDate>
      <itunes:title>Black Fragility (w/ Mary-Frances Winters)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>264</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e2f7acc2-f2a4-11ea-88c4-1f1832ed15bc/image/9b02befb743fb39171a9e230b7f44e8e.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach and Mary-Frances Winters, the founder and CEO of The Winters Group, Inc., sit back down together to have another conversation, this time themed around the concept of Black fragility. Mary-Frances talks a bit about her upcoming book, Black Fatigue: How Racism Erodes the Mind, Body, and Spirit, and summarizes what we're going through right now from her perspective as a Black woman and leader in the workplace equity space. She also shares how she processes folks saying that they "didn't know" that racism is still a systemic issue in American society.
Find out more about her books on Amazon - click here for her latest release. Interested in preordering "Black Fatigue"? Click here.
Connect with Mary-Frances on LinkedIn, Twitter, and Instagram.
Learn more about The Winters Group on their website.
Check out the Inclusion Solution blog.
You can connect with The Winters Group on LinkedIn, Twitter, and Instagram.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach and <a href="https://bit.ly/2Bs8pZB">Mary-Frances Winters</a>, the founder and CEO of The Winters Group, Inc., sit back down together to have another conversation, this time themed around the concept of Black fragility. Mary-Frances talks a bit about her upcoming book, Black Fatigue: How Racism Erodes the Mind, Body, and Spirit, and summarizes what we're going through right now from her perspective as a Black woman and leader in the workplace equity space. She also shares how she processes folks saying that they "didn't know" that racism is still a systemic issue in American society.</p><p>Find out more about her books on Amazon - click <a href="https://amzn.to/33V51lU">here</a> for her latest release. Interested in preordering "Black Fatigue"? Click <a href="https://amzn.to/2DNoDO1">here</a>.</p><p>Connect with Mary-Frances on <a href="https://bit.ly/2Bs8pZB">LinkedIn</a>, <a href="https://bit.ly/2ZXoMYl">Twitter</a>, and <a href="https://bit.ly/3csD9qb">Instagram</a>.</p><p>Learn more about The Winters Group on <a href="http://bit.ly/33pqotq">their website</a>.</p><p>Check out the <a href="https://bit.ly/2yX2quX">Inclusion Solution blog</a>.</p><p>You can connect with The Winters Group on <a href="http://bit.ly/2WrDjtg">LinkedIn</a>, <a href="http://bit.ly/3d69LYh">Twitter</a>, and <a href="https://bit.ly/2XUy6t7">Instagram</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3123</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO6774005311.mp3?updated=1715139139" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>The Link Up with Latesha : Salary Negotiation Mistakes (Pt. 2)</title>
      <description>On the thirty-first entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder and CEO of Byrd Career Consulting, puts the finishing touches on the salary negotiation conversation she started two weeks ago. This half of the episode focuses on different aspects of salary negotiation, particularly compensation packages. Take advantage of Latesha's advice and get what you deserve!
You can find out more about Black Women's Equal Pay Day by clicking here.
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 08 Aug 2020 10:48:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Salary Negotiation Mistakes (Pt. 2)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>263</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e31570a4-f2a4-11ea-88c4-83df93329829/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the thirty-first entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder and CEO of Byrd Career Consulting, puts the finishing touches on the salary negotiation conversation she started two weeks ago. This half of the episode focuses on different aspects of salary negotiation, particularly compensation packages. Take advantage of Latesha's advice and get what you deserve!
You can find out more about Black Women's Equal Pay Day by clicking here.
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirty-first entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder and CEO of Byrd Career Consulting, puts the finishing touches on the salary negotiation conversation she started two weeks ago. This half of the episode focuses on different aspects of salary negotiation, particularly compensation packages. Take advantage of Latesha's advice and get what you deserve!</p><p>You can find out more about Black Women's Equal Pay Day by clicking<a href="https://bit.ly/2ZWenLW"> here</a>.</p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="https://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, and <a href="http://bit.ly/314Z5lX">FB</a>.</p><p>Check out Latesha's <a href="https://bit.ly/2p74YRU">YouTube</a> channel.</p><p>Connect with Byrd Career Consulting via <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, and <a href="http://bit.ly/2Gwi3tY">FB</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1259</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Building &amp; Cleaning Up Your LinkedIn Connections</title>
      <description>On the seventy-seventh installment of Tristan's Tips, our amazing host Tristan Layfield emphasizes the importance of cleaning and building up your LinkedIn connections list. Remember, LinkedIn is all about being seen by the right people, but you can't do that if your connections list is filled with inactive profiles and people who have nothing to do with where you're trying to go!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 06 Aug 2020 09:46:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Building &amp; Cleaning Up Your LinkedIn Connections</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>262</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e34100ac-f2a4-11ea-88c4-b332c39006ca/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the seventy-seventh installment of Tristan's Tips, our amazing host Tristan Layfield emphasizes the importance of cleaning and building up your LinkedIn connections list. Remember, LinkedIn is all about being seen by the right people, but you can't do that if your connections list is filled with inactive profiles and people who have nothing to do with where you're trying to go!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventy-seventh installment of Tristan's Tips, our amazing host Tristan Layfield emphasizes the importance of cleaning and building up your LinkedIn connections list. Remember, LinkedIn is all about being seen by the right people, but you can't do that if your connections list is filled with inactive profiles and people who have nothing to do with where you're trying to go!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p>]]>
      </content:encoded>
      <itunes:duration>362</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Black Comedy &amp; COVID-19 (w/ Roy Wood Jr.)</title>
      <description>Zach sits down with comedian Roy Wood Jr. to discuss Black comedy and the impact of the coronavirus on our working routines. They talk about their shared experiences as Black fathers, and Roy explains some of the difficulties he experiences working from home in the wake of COVID-19. This episode is explicit, so listener discretion is advised!
Connect with Roy on Twitter, Facebook and Instagram. You can also check some of his work out on Comedy Central's website.
Visit his official website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Tue, 04 Aug 2020 11:10:00 -0000</pubDate>
      <itunes:title>Black Comedy &amp; COVID-19 (w/ Roy Wood Jr.)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>261</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e3592f74-f2a4-11ea-88c4-770d99cfcc92/image/9572ebed6c09c413e777bf88715f9be4.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach sits down with comedian Roy Wood Jr. to discuss Black comedy and the impact of the coronavirus on our working routines. They talk about their shared experiences as Black fathers, and Roy explains some of the difficulties he experiences working from home in the wake of COVID-19. This episode is explicit, so listener discretion is advised!Connect with Roy on Twitter, Facebook and Instagram. You can also check some of his work out on Comedy Central's website.Visit his official website.Donate to the Justice for Breonna Taylor GoFundMe by clicking here.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Check out our website.TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate. Really excited for this episode. You know, you probably noticed this week we had two big episodes. We had Ken Miller, CEO in the healthcare industry, and now, you know, we're about to bring you another incredible episode with Roy Wood Jr. Roy Wood Jr., y'all know who Roy Wood Jr. is, man. I mean, if you don't, I'm about to read this crazy bio. I'm gonna read the entire thing. Shout-out to Roy Wood Jr.'s team. His comedy has entertained millions across the stage, television and radio. In addition to stand-up comedy, producing and acting, Roy is currently a correspondent on Comedy Central's Emmy &amp;amp; NAACP Award winning The Daily Show with Trevor Noah. During his tenure, he has used The Daily Show’s brand of satire to shed a light on serious issues like Chicago gun violence, police reform, LGBTQ+ discrimination, ICE deportations and PTSD in the Black community. Wood's recent credits include guest starring roles on the Netflix comedy series Space Force, the AMC series Better Call Saul, and The Last O.G on TBS. Roy expanded his already large role on Comedy Central with a comprehensive “first look” deal and is developing his comedy pilot ‘Jefferson County: Probation.’ In addition, he recently created the Comedy Central series "Stand-Up Playback" in which his fellow comics revisit vintage clips of them performing and see if their old jokes still hold up. Roy also wrote and starred in the Comedy Central web series The Night Pigeon, the story of a Black superhero with minimal powers fighting the biggest baddest gang in his community, The Gentrifiers. Additionally, Comedy Central is committed to produce and air Roy’s third one-hour standup special. His second special, Roy Wood Jr.: No One Loves You, premiered as part of Comedy Central’s Stand-Up Month in January 2019, the network’s highest rated original stand-up premiere since his February 2017 one-hour, Roy Wood Jr.: Father Figure. In 2017, he was also named the new host of Comedy Central’s storytelling series, This is Not Happening. Roy is a graduate of the Florida A&amp;amp;M University with a B.S. in Broadcast Journalism. True to his roots, he is a strong and outspoken advocate for reshaping the image of Alabama and the American South as a whole. In 2018, he penned a New York Times piece on the subject. He is actively working with the Birmingham City Council and the Film Commission to bring more entertainment jobs to the state. During the pandemic, Roy has spent time raising money for the staff of his hometown comedy clubs in Alabama through tipyourwaitstaff.com and Laugh Aid. In October 2006, he made his network television debut on the Late Show with David Letterman. In 2008, he appeared on HBO’s historic Def Comedy Jam, and in 2010 he was selected by America as one of the top three finalists on NBC’s Last Comic Standing. He has appeared on The Late, Late Show with Craig Ferguson, Conan, The Tonight Show Starring Jimmy Fallon, Late Night with Seth Meyers and The Late Show with Stephen Colbert. He has also performed for the troops on numerous USO tours in the Middle East and the Pacific Islands. Prior to The Daily Show, Wood co-starred for three seasons on the TBS sitcom Sullivan &amp;amp; Son. Listen, I read that whole bio. I want you to check this out, okay? We didn't cut this show. It's explicit. We cussin' in there. I'm not cussin', so Mom, please don't--please, y'all, don't get me. I'm fine. I'm not cussin', but we did say "nigga" a lot. Ooh, this might be the first time we've said "nigga" on Living Corporate. But listen, I just need y'all to just prepare yourselves, okay? So there's some listener discretion advised if you're sensitive to that type of language, but I think it's also really important for you to understand how Black folks talk. Some of us, not everybody. Everybody don't say nigga, but I say it often. Let me just go ahead and be transparent. I say nigga a lot. I feel it is liberating, and it affirms me as a person. There's plenty of thought pieces about uses and variations of the N-word within the Black community. You should educate yourself on that. Maybe we'll talk about it another time on Living Corporate with some type of like, I don't know, professor of Black studies or some linguistic person or--I don't know, we'll figure it out, but I just wanted to let y'all know that I'm really excited about this episode. Stay tuned. Here it comes. Peace.Zach: Roy, man, it's an honor. Welcome to the show. I feel like this is a loaded question, but I'ma ask anyway. How are you doing these days?Roy: I'm doing about as decent as I can, you know, considering these quarantine times that we're living in. You know, that's it, man. You know, we makin' it. We makin' it.Zach: Right, and we're gonna get to that a little bit about, like, just the working from home dynamics a little bit later in the conversation, but I've been asking folks this fairly regularly, especially people in my Gen X cohort--you know, I'm not calling you old, I promise, but I think it's important--Roy: [laughs] Nah, I'll wear it. It's fine.Zach: Okay, okay, cool. So, like, regarding the protests and the collective call to consciousness around anti-racism, like, you know, you were around during the Rodney King protests. Like, have you ever seen anything like this?Roy: Ooh, no. No. I mean, for Rodney King though, just to give some perspective, that was my freshmen year of high school, and there definitely wasn't any real rioting going--there was some rioting and protesting in Birmingham. I only remember that because I have an older brother, at the time he was a news anchor, so I just remember his coverage of a lot of that stuff. I'm trying to think, man. I don't think there's a time that's like where we are now in terms of the ripple effect. I'm also feeling like for the first time, as a Black person, feeling heard to a degree. Like, I think that's the biggest issue.Zach: I think what's also been really unique in this moment is, like, seeing so many white folks get beat on camera by the police. I don't--Roy: Oh, yeah. Them white folks. Oh, yeah. I'm trying to think. Yeah, white people getting beat in record numbers, but that's coming because they're trying to protect Black people. If you're trying to protect niggas, you might have to take this billy club. And them white people is like, "Go ahead!" Did you see the white lady butt naked in Portland a couple weeks ago? Man. Just Google "butt naked white lady Portland protests." Zach: She was out there--Roy: Man... as they would say in the Black community, "Bust it wide open."Zach: Oh, no... I gotta check it out, but, you know, that's an important part of allyship. I mean, like, even with that in mind, like, there are a lot of white folks out here putting their capital on the line, you know what I'm saying? It's wild to see, especially in this scope and scale. So okay, let's get right into it. You know, your career started over 22 years ago, right? How would you describe, like, the collective shift that Black comedy has taken since you got started regarding, like, mainstream consumption? Like, is there anything surprising as you kind of look across the landscape today?Roy: I think that there's more diversity in the voices of Black comedians. I don't think it's fair to even say Black comedy is restricted to creatives whose origin points are solely in the performative arts. Issa Rae didn't start in standup or improv as far as I know. Standup for sure she didn't, improv I don't know, but I would consider her a part of the Black comedy diaspora and what they've done over there. That show doesn't get made 20 years ago. I feel like a show like Blackish--like, I think the biggest shift is that there's been a bigger trust in having creators tell the story instead of sort of a network coming in and going, "Hey, we just want to give you a show and plug you in it," you know? I think that someone like Kenya Barris, who dabbled in standup early on but really made his name as a writer. You know, this brother's able to bring a bunch of different comedic voices and a lot of different comedic content out to the world, and so, you know, I think the biggest change in Black comedy is that Black comedians aren't the only gatekeepers of what is funny, you know? You got the young bucks too, you know? A lot of--if this was 10, 15 years ago, a nigga like DC Young Fly woulda had to wait his turn, as they say, you know? Waited, "Do enough standup and then somebody will put you in the show, and then--" No. That boy picked up his phone and, "Fuck you mean just wait?" Into filming television, you know? "Y'all not gonna ignore me. I'm out here. I have an audience," and it's he who has the audience that has the power. [The streets?] don't care where the jokes come from. They just wanna laugh. So if you're out there and you're funny and you find the people who agree, you're gonna have a career, and if you're nice you're gonna have a long career, you know? So I think that there's a real element of--I don't know how to put it. I just think that there's more variety, you know? A Black lady sketch show on HBO, you know? There isn't a single comedian in that cast. Not a standup I think. I would have to check and ask around about Quinta B, but as I recall Quinta B comes from improv. Very funny woman. Ashley Nicole Black is an amazing writer. You know, Gabrielle, like, always been an amazing actress. Can do comedy, can do drama. Robin [?] is an amazing comedic mind, you know? She's been writing--like, her pedigree on the writing side, the comedy writing side of the game, that's a 15-year... I don't want age her, so I'll say 10-year, that's a good 10-year run, you know? I don't know, but her name is rang out with any of the bigger names in comedy. That show probably doesn't get made 20 years ago, or they would take Robin's show and go, "All right, but we gotta put in Monique or [?] or someone who's more forward-facing and prominent, because then we believe people will watch it," where as now networks are like, "Fuck it. If it's Black and it's funny, it's gonna go. We don't care whether or not the faces are familiar." Get to know us. There ain't a nigga on Insecure that was a household name before that show with the exception of Amanda Seales. Yvonne was doing--and I say this lovingly. You know, Yvonne Orji, that's the homie, and she was doing comedy, she was doing standup, but the level of prominence that they had when they got cast as leads on that show comparative to any sitcom you can name in the Black comedy diaspora from the 70s until, like, Martin, you had to have already been a star somewhere else to get the shot, where now if you're talented and it's a good idea, "We're gonna take a chance on you," and I think that's the biggest difference, you know, that I've seen. A show like Atlanta doesn't get made 20 years ago. It's too specific. And they wanted Black comedy to be broader. Black comedy has always had to be this broad thing where now it's like, "No. It is a show about three niggas in Atlanta and their daily struggles." But what's the theme? "Hey, there might be an alligator in one episode. There might be a nigga in whiteface whispering in another episode." But yeah, that only happens if you have network execs that are bold enough to get out of Black creatives' way and let them tell the specific stories that they want to tell, and that's what's finally starting to happen, you know, all over the place, you know? So I know that was a long ass answer, but you asked, so... [laughs]Zach: No, I did. I appreciate it. Thank you. [laughs] To that point though about the execs, like, there are a few different articles right now discussing Comedy Central's programming shift in the content that centers more Black and brown voices, stories and perspectives. Like, do you think I'm overstating that your work on The Daily Show, along with Dulce Sloan's and Jaboukie Young-White and Ronnie Chieng have helped to influence that? Because I feel as if--and the reason I ask is when I think about when Trevor Noah took over for The Daily Show, I mean, I would watch [it] before, but when he took over it was just like--I kind of looked up one day and I was like, "Man, there are a lot of Black folks on The Daily Show." Like, a lot--Roy: Yeah, Trevor snuck 'em in. He snuck 'em in one by one, yeah, then you look twice and you're like, "Wait a minute, where'd all these Black people come from?" I think that the network--The Daily Show has been a great incubator of talent as a franchise full stop. So as Trevor diversifies the show, Comedy Central ain't dumb. "Let's start working with these folks to do more stuff with them." So that's been the cool part of it, you know, is if you can get your foot in the door with The Daily Show--I've had two hour specials with the network. Respectfully, I couldn't get two hour specials with Comedy Central before I got on The Daily Show, and I know because I tried. So there's a different world, just different opportunities open up to you once somebody's able, once you get a look. Half of Black entertainment is just a bunch of talented niggas waiting for somebody to throw 'em the oop. That's it. And once you get thrown the oop, look at all these slam dunks that's comin', that's just been coming down the pipe in Black comedy in the last 5 years. So, you know, Dulce steps in, Trevor threw the oop, boom, now she's working on a half-hour. Dropped a half-hour comedy special. Jaboukie's been writing on animated shows and doing his thing in LA, and Trevor threw him the oop. Boom. Comedy special for him. So there's a lot of other opportunities, but then I think as--I also think part of it is maybe jealousy from network to network. You don't want to be the one to miss out. "Oh, they got some Black shit. Shit, we need to get our Black shit." Now, man, if I could tell you--I can't, but if I could tell you all of the shows and the diversity inquiries that have been coming down the pipeline since the George Floyd and Breonna Taylor protests started, you know, just with regards to people--even if it's just performative diversity, fuck it. I'll take that.Zach: It's an opportunity though.Roy: Yeah. "Hey, Roy. We're looking for Blacks. Do you know any Blacks that can work on our show?" Man, I been recommending niggas left and right for the past month and a half, most I don't even talk to no more. Like, bro, I'm out of Black people. Like, I gotta recommend Black people who I know don't even fuck with me no more, but you right for the job, and I want you to eat because it's a victory for everybody. Ain't no hate in my heart when it comes to making money or watching somebody make money.Zach: Right. I think that leads me into my next question, because there was this article I read today in Black Enterprise about--and it was a critique from a Black lawyer--about how Black Hollywood has a responsibility to have more Black representation within their teams, right? So first of all--Roy: Oh, yeah. Jaia Thomas, the lawyer. Yeah, yeah. I read that.Zach: So first of all let me ask you - is it fair to say you're a member of Black Hollywood, and then two, what has been your approach to how you even, you know, hire folks for your team on the behind the scenes stuff?Roy: Huh. Am I a part of Black Hollywood? Yes, full stop. I almost said some shady shit. I ain't gonna say nothing. I'm gonna be respectful. I'm a part of Black Hollywood. Here's how I put it. If Black Hollywood was the cafeteria in high school, I wouldn't be at the cool kids table. But I'm in the cafeteria, so shut the fuck up. Be blessed and be thankful. Fine. My approach to diversity is it has to be deliberate. I've tried as much as I can when I'm on the road as a touring comedian to take a Black woman comic with me. That choice is usually dictated by the number of tickets you sell in a market in markets where I'm not as popular. I don't have the leverage, so I'm not gonna sit here and act like I've done it every single time, but about 85% of that time, yes, I try to do that. The wonderful, wonderful, highly acclaimed Nina Shaw, Black attorney on the team. Part of the reason why I switched agencies to where I am now was because of diversity, and there was a little bit more diversity on the team that was presented to me at William Morris, and so that was very important to me as I started getting into a place at Comedy Central where I wanted to start selling more television programs, and some of this stuff is specifically Black, and you need someone on your team that understands that. It's just an ease of execution. So having that mix on the team, that's all beneficial, and I think more importantly for me is that I was able to benefit from being with a creative partner in Comedy Central who understood this importance for diversity. You know, I'm talking two, three years ago, man, before everybody was, you know, priding and preening around. I shot a pilot for Comedy Central where I play a probation officer. It's a project that's still in development, but Comedy Central made me roll that bitch straight to Birmingham, and we shot a network television show--we shot an episode of a network television show in fucking Birmingham, Alabama. That's... I can't even overstate how unprecedented that is. There's film production in Alabama, but not a lot of TV. Not scripted. So that's jobs. We shot in the middle of the Civil Rights district. So when the conversation about staffing came up, you know, we're talking 13, 14 roles on the show, everybody Black. Black woman director who went and got a Black cinematographer who went and got a Black VP [?], like, just straight diversity through and through, and that was something that Comedy Central never pushed back on, you know? It's one of those things where, you know, you throw somebody the oop--somebody threw you the oop, so you gotta throw the oop to somebody else. And so I think that's the biggest part of it, you know, and I read that article from Attorney Thomas in Black Enterprise, and I really think that she makes a lot of fair points, because a lot of the power and leverage and control in Hollywood and what gets greenlit comes from that executive side that is still disproportionately white. You just have to be able--the unfortunate thing that most minorities are pushed into, if you're in Black Hollywood but you're not powerful enough yet. I'm not powerful enough yet. I'm not Will Packer. I'm not Lena Waithe. I'm not [?]. I'm not Kenya Barris. So when you're not powerful enough yet, you have to fight harder to get people in there to actually do the job for you, and a lot of people won't listen to you. They straight blow you off. They'll play you to the left, you know what I'm saying? So there's this contingency, and when you say Black Hollywood you're including the whole cafeteria, but really that shift has to start with the cool kids table, with a lot more people who have the power, and a lot of those people in power, they are making those changes. So that's been the cool thing to see, but when we talk about the overall critique of it, just because you're in Black Hollywood doesn't means you have all of the power and leverage just yet. Thankfully I had the leverage because I was with a partner. You know, my show was at a network--I don't know if any other network would have agreed to shoot a television show in Alabama and straight give me all of the inclusion that I was asking for in 2018. They'll do it now because they don't wanna get they ass roasted, but in 2018 I was shocked. Like, I was legit shocked. I was like, "I want to shoot it in Alabama, and I want Black people and real Blackness! And I'll have Black caterers and Black locals and Black actors, and we're gonna hire and we're gonna bring jobs! I want interns to be Black and gay and [?]," and they was like, "Cool." "...Okay. Well, motherfucker, I want a Black woman director! What you think about that?" "Yeah, fine. We'll get you a list. You can choose and go do meetings and meet and choose one." "Oh... okay. Well, then, let's start. Let's start production then." I went into that bitch charged up, bro. I was ready for a fight.Zach: You were ready to demand, and that's a pleasant surprise though. So look, Roy, we're both now comedians. I have a pilot and stuff I'm writing on, but we're both--so different spaces, but we're both fathers. I'm curious, how has it looked for you to manage your time with a toddler and managing such a high-visibility profession and kind of time in your career? Like, what has that been like?Roy: Um... good creative, good father, good boyfriend. Every day, choose two. That's pretty much the deal, you know? Every day I know I can do two of these really well. One of them I'm going to suck at, you know? And that's just what it is. I really underestimated how traveling for standup comedy gave me the alone time I needed to create content. So I struggle sometimes with being alone or trying to be alone, because I have people in my space that I can't ignore because they mean a lot to me. So you can't just--you know, your kid's sitting there coloring, doing backflips, and you're like, "Shut the fuck up! I'm trying to type this shit!" You can't do that. So I've learned how to budget--I've literally learned how to partition my day into activities that can be done in his presence versus the ones that cannot, and so the stuff that I know--like, if I'll catch myself at 11:00 at night doing something I know that I could do around him, I'll switch to a different activity so that I could spend time and kind of burn the candle at both ends, but, you know, it's hard. It's not--this is not ideal. This is not the way that I've ever created anything in 20 years, so it's an adjustment. So you're trying to decide constantly, "All right, well, I need to write." Let's say the goal tonight is to write 10 pages of a script. I got a couple of hours. Can I knock out 10 pages? Let's see. Well, if I'm trying to do that around them all day and it takes 3 hours, I know if I'd have had solitude I could have done it in an hour and a half, you know, or two hours. So then it's like, "Well, I'll just wait 'til tonight," but then now you're not sleeping regularly enough. So now you're groggy around him and her and ain't nobody getting anything done, so that doesn't help anyone. So, you know, it's interesting. It's very interesting.Zach: I mean, let me push a little bit. Like, you kind of alluded to how it's impacted your comedy or how you do the work you do. Do you ever feel anxiety about the world you're raising your child in? 'Cause, like, I'm struggling with that right now, and I'm still trying to--so my daughter's 4 months old, and I'm still trying to deal with--Roy: Ooooh. Zach: Yeah, man. So I'm just trying to deal with the anxiety of--first of all, of course I've been Black my whole life, right, similar to you, so these challenges and anxieties aren't new. They wouldn't have not been here before, but I think with everything happening--you got a pandemic, plenty of people that I know and love have, you know, contracted COVID, so I'm curious, like, if you have those same anxieties considering everything happening in the world as a parent.Roy: Yeah, I definitely have some level of fear of what type of world I'm preparing for. I'm trying to make sure he's not completely unarmed. The biggest thing I struggle with right now is how soon until I have to make my son aware of his Blackness. You know, we're already working on temper tantrums and how to behave in class, because I feel like, you know, Black kids get unjustly disciplined more, you know, stuff like that. So it's definitely a concern, but I think the thing that I'm trying to teach him more about is not necessarily how to solve these problems but how to manage his emotions around these issues, when you get frustrated, when you get angry, how to hold on, how to keep believing, how to continue to fight. That's gonna be the most valuable weapon that I can give my child, because that's what he's going to need by the bucket loads, resolve. "When the police do this do this, and then do this, and then when they tell you this--" Okay, fine, but what if a cop still punches you in the mouth?Zach: Right. You could do everything perfect. Then what?Roy: Yeah, and then what? And that's where trying to manage emotions--that's where all that comes into play.Zach: I feel like there's a certain level of absurdity that we're in right now, that--like, honestly, Roy, there are things that would be funny to me if they weren't simultaneously so sad and terrifying. I know that, you know, The Daily Show--I mean, y'all do a phenomenal job, of course, at, like, pointing out the absurdity and laughing at it, and I think of course there's a certain level of performance to that. I'm curious for you, like, how do you even keep joking in times like this, and has there ever been, especially right now, moments even when you're kind of, like, writing a script or getting ready for the show that, like, you're frustrated? Like, what does that look like right now?Roy: I think on the days where we aren't in a mood to laugh, more than likely America's in the same place. So if that's the case, I think you tap into the outrage of what people are feeling, you know? You're not always going to land every single joke, and sometimes there isn't a time for a joke. Sometimes there's just time for a conversation and a discussion. We were off for the first two weeks of the George Floyd protests, and when we came back, those first two episodes, there were not a lot of jokes. It was just real talk and honest conversation, and I think that was the right thing to have at that time. I think we did a panel on that Tuesday back as well where we just dialogued, and I think that was the right choice, you know? I don't think we're ever in a place to always be funny. I think we're always in a place to add levity and, you know, analysis and reason, and sometimes that's just from a controlled conversation and sometimes that's from jokes. Most of the time it's from jokes, you know, but I think that knowing that, you know, a lot of people turned to us for that. You know, I think that a lot of people, you know, watch The Daily Show to laugh, but I think there's even more people who watch it just so that they can know for sure that they're not alone in feeling the way they feel about the world, and if you feel a little less alone at the end of an episode, we did our job.Zach: I love it, man. You know, you talked a little bit about time to jokes and time to not. I mean, I'm really curious, as a comedian with the commentary you have, are there jokes that you can let fly now that you know you wouldn't have got off, like, 3 or 4 years ago?Roy: Ooh. Well, it's hard for me to say because I was doing stuff 2, 3 years ago that I felt, you know--like, cats was reposting my stuff about... like, I had a joke last year on my hour-long special about getting rid of the National Anthem 'cause it's got a whack beat and we should be singing Bruno Mars as a country, and so when the anthem debate kind of popped up, that was one of the first jokes that I saw recycled, you know, online. I've always been trying to fire away, you know? I do think that the trick now--I think a better way to answer your question is I can be a little more angry in my material now and it's okay, 'cause you know that we're angry, where as before I had to smile a little bit more when I talked about shit that I was angry about. I always felt this impulse where, "Well, I don't want to make 'em uncomfortable, so let me show 'em a little teeth. I'ma still talk about police reform, I'ma talk about some heavy shit, but I'ma try to smile every now and then." And now I just don't. If I don't want to I don't have to, and it's okay. And I really believe that that's probably the biggest difference between pre- and post-COVID comedy is that we have the freedom and autonomy to be upset. Kind of like--it's similar, and I don't know if enough people tracked this but I did because I'm a comedy nerd, but it's similar to what happened around the rise of the #MeToo movement with a lot more women comics being much more outspoken on stage with their material and feeling confident and going, "Nah, this what the hell I'ma talk about, and this is what y'all gonna sit here and listen to." The freedom to be angry is something that, you know, I think is a beautiful thing.Zach: It is, and I'ma tell you, like, that freedom that you're talking about, it translates into the corporate world too, right? So I'm in consulting, and so there's much more space I feel like I have than I'm quote-unquote "allowed to have" without immediate retribution. We'll see what happens with this whitelash, man. I'm still not trusting it. I don't know what's gonna happen in the next 6 months, but for right now we're able to speak, you know, our minds a little bit. So no, it is a beautiful thing. Look, Roy, this has been great, man. You went over time with me. I appreciate you. Roy: It's all love.Zach: I feel it. Before we let you go, man, any parting words or shout-outs?Roy: Nah, man. I appreciate you for doing what you're doing, and just keep bringing some good shit to the folks, man. When I got my little podcast and all my stuff off the ground, man, I'd love to call back in and check in with you.Zach: Oh, man. I'ma hold you to that.Roy: All right, man.Zach: All right, now. Talk to you later. Roy: Yeah, have a good one. Zach: Peace. All right, y'all. That's been Living Corporate. Man, that was a really laid-back, real conversation. First comedian we've had on the pod, and I look forward to catching y'all next time. Until next time, this has been Zach. You've been listening to Roy Wood Jr., comedian, speaker, leader. Peace.</itunes:subtitle>
      <itunes:summary>Zach sits down with comedian Roy Wood Jr. to discuss Black comedy and the impact of the coronavirus on our working routines. They talk about their shared experiences as Black fathers, and Roy explains some of the difficulties he experiences working from home in the wake of COVID-19. This episode is explicit, so listener discretion is advised!
Connect with Roy on Twitter, Facebook and Instagram. You can also check some of his work out on Comedy Central's website.
Visit his official website.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with comedian <a href="https://bit.ly/2DutK5I">Roy Wood Jr.</a> to discuss Black comedy and the impact of the coronavirus on our working routines. They talk about their shared experiences as Black fathers, and Roy explains some of the difficulties he experiences working from home in the wake of COVID-19. This episode is explicit, so listener discretion is advised!</p><p>Connect with Roy on <a href="https://bit.ly/39UjK1v">Twitter</a>, <a href="https://bit.ly/31jUM7M">Facebook</a> and <a href="https://bit.ly/3fpimoY">Instagram</a>. You can also check some of his work out on <a href="https://on.cc.com/30rNf7Q">Comedy Central's website</a>.</p><p>Visit <a href="https://bit.ly/2DutK5I">his official website</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2243</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
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    </item>
    <item>
      <title>Healthcare CEO While Black (w/ Ken Miller)</title>
      <description>Zach sits down with Ken Miller, CEO of Nasco Healthcare, and they talk about being an executive while Black, COVID-19, and advice around navigating corporate America on this special Monday episode.
Connect with Ken on LinkedIn.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Mon, 03 Aug 2020 13:26:00 -0000</pubDate>
      <itunes:title>Healthcare CEO While Black (w/ Ken Miller)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>260</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e36ec6b8-f2a4-11ea-88c4-c7ec65692db4/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Ken Miller, CEO of Nasco Healthcare, and they talk about being an executive while Black, COVID-19, and advice around navigating corporate America on this special Monday episode.
Connect with Ken on LinkedIn.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/2BUtH2D">Ken Miller</a>, CEO of Nasco Healthcare, and they talk about being an executive while Black, COVID-19, and advice around navigating corporate America on this special Monday episode.</p><p>Connect with Ken on <a href="https://bit.ly/2BUtH2D">LinkedIn</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1779</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Career/Inclusion Strategist (w/ Simone Morris)</title>
      <description>On the seventeenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with Simone Morris, an award-winning career/inclusion strategist and owner of Simone Morris Enterprises, a certified woman and minority-owned professional services firm with a focus on providing career expertise as well as solutions for inclusive leadership. Simone shares what developed her appetite and passion for inclusive leadership, offers up some very helpful advice for people who have found themselves out of a job during the coronavirus pandemic, and more.
Connect with Simone on LinkedIn and Twitter.
Check out her website by clicking here.
Interested in booking time with Simone? Click here.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Sat, 01 Aug 2020 09:12:00 -0000</pubDate>
      <itunes:title>See It to Be It : Career/Inclusion Strategist (w/ Simone Morris)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>259</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e395a198-f2a4-11ea-88c4-c7fe38c7887f/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the seventeenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with Simone Morris, an award-winning career/inclusion strategist and owner of Simone Morris Enterprises, a certified woman and minority-owned professional services firm with a focus on providing career expertise as well as solutions for inclusive leadership. Simone shares what developed her appetite and passion for inclusive leadership, offers up some very helpful advice for people who have found themselves out of a job during the coronavirus pandemic, and more.
Connect with Simone on LinkedIn and Twitter.
Check out her website by clicking here.
Interested in booking time with Simone? Click here.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventeenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with <a href="https://bit.ly/33suBPl">Simone Morris</a>, an award-winning career/inclusion strategist and owner of Simone Morris Enterprises, a certified woman and minority-owned professional services firm with a focus on providing career expertise as well as solutions for inclusive leadership. Simone shares what developed her appetite and passion for inclusive leadership, offers up some very helpful advice for people who have found themselves out of a job during the coronavirus pandemic, and more.</p><p>Connect with Simone on <a href="https://bit.ly/33suBPl">LinkedIn</a> and <a href="https://bit.ly/30hEM70">Twitter</a>.</p><p>Check out her website by clicking <a href="https://bit.ly/3fd2qpG">here</a>.</p><p>Interested in booking time with Simone? Click <a href="https://bit.ly/3k17p0g">here</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1800</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : One Way to Reduce Your Competition When Applying</title>
      <description>On the seventy-sixth entry of Tristan's Tips, our amazing host Tristan Layfield shares one way you can reduce your competition when applying online. Remember, the name of the game when it comes to your job search is standing out. If you can’t do it through networking right now, utilize this tip! It's just just one of the small things you can tweak that can impact your job search.
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

This week's tip was inspired by Danielle Holmes, the owner of Career Services by Elle. Check her out on Instagram!
https://bit.ly/30YlLWs

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 30 Jul 2020 09:43:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : One Way to Reduce Your Competition When Applying</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>258</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e3d38062-f2a4-11ea-88c4-3bf7987d33e3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the seventy-sixth entry of Tristan's Tips, our amazing host Tristan Layfield shares one way you can reduce your competition when applying online. Remember, the name of the game when it comes to your job search is standing out. If you can’t do it through networking right now, utilize this tip! It's just just one of the small things you can tweak that can impact your job search.
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

This week's tip was inspired by Danielle Holmes, the owner of Career Services by Elle. Check her out on Instagram!
https://bit.ly/30YlLWs

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventy-sixth entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> shares one way you can reduce your competition when applying online. Remember, the name of the game when it comes to your job search is standing out. If you can’t do it through networking right now, utilize this tip! It's just just one of the small things you can tweak that can impact your job search.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>This week's tip was inspired by <a href="https://bit.ly/30YlLWs">Danielle Holmes</a>, the owner of Career Services by Elle. Check her out on Instagram!</p><p><a href="https://bit.ly/30YlLWs">https://bit.ly/30YlLWs</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>326</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Black Politics, Trump, and Mainstream Media (w/ Dr. Jason Johnson)</title>
      <description>Zach and professor, political analyst, and public speaker Dr. Jason Johnson engage in an extremely timely discussion centered around black politics, Trump, and the mainstream media. Dr. Johnson is a contributor at MSNBC and has appeared as a commentator locally, nationally and internationally, appearing frequently on CNN, Fox Business News, and more. He talks a bit about what it has looked like for him to develop the reach that he has, his experiences regarding black supporters of Donald Trump, and why he's confident Trump will be defeated in November. 
Connect with Dr. Johnson on LinkedIn, Twitter and Instagram.
Find out more about his book "Political Consultants and Campaigns: One Day to Sell" on Amazon.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Tue, 28 Jul 2020 11:33:00 -0000</pubDate>
      <itunes:title>Black Politics, Trump, and Mainstream Media (w/ Dr. Jason Johnson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>257</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e3ed2026-f2a4-11ea-88c4-6be742e038ef/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach and professor, political analyst, and public speaker Dr. Jason Johnson engage in an extremely timely discussion centered around black politics, Trump, and the mainstream media. Dr. Johnson is a contributor at MSNBC and has appeared as a commentator locally, nationally and internationally, appearing frequently on CNN, Fox Business News, and more. He talks a bit about what it has looked like for him to develop the reach that he has, his experiences regarding black supporters of Donald Trump, and why he's confident Trump will be defeated in November. 
Connect with Dr. Johnson on LinkedIn, Twitter and Instagram.
Find out more about his book "Political Consultants and Campaigns: One Day to Sell" on Amazon.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach and professor, political analyst, and public speaker <a href="https://bit.ly/30SfaNo">Dr. Jason Johnson</a> engage in an extremely timely discussion centered around black politics, Trump, and the mainstream media. Dr. Johnson is a contributor at MSNBC and has appeared as a commentator locally, nationally and internationally, appearing frequently on CNN, Fox Business News, and more. He talks a bit about what it has looked like for him to develop the reach that he has, his experiences regarding black supporters of Donald Trump, and why he's confident Trump will be defeated in November. </p><p>Connect with Dr. Johnson on <a href="https://bit.ly/30SfaNo">LinkedIn</a>, <a href="https://bit.ly/30RAp1D">Twitter</a> and <a href="https://bit.ly/2X0XMVo">Instagram</a>.</p><p>Find out more about his book "Political Consultants and Campaigns: One Day to Sell" on <a href="https://amzn.to/2CXmvTR">Amazon</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3945</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>The Link Up with Latesha : Salary Negotiation Mistakes (Pt. 1)</title>
      <description>On the thirtieth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder and CEO of Byrd Career Consulting, touches on a very important subject, particularly ahead of Black Women's Equal Pay Day (Aug 13) - salary negotiation. In this first installment of a two-part series, she focuses on why you should never accept the first offer you get, how to come prepared to the discussion and more. Check back in about two weeks to hear the second part of the show!
You can find out more about Black Women's Equal Pay Day by clicking here.
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 25 Jul 2020 09:45:00 -0000</pubDate>
      <itunes:title> The Link Up with Latesha : Salary Negotiation Mistakes (Pt. 1)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>256</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e409456c-f2a4-11ea-88c4-dfce816939c7/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the thirtieth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder and CEO of Byrd Career Consulting, touches on a very important subject, particularly ahead of Black Women's Equal Pay Day (Aug 13) - salary negotiation. In this first installment of a two-part series, she focuses on why you should never accept the first offer you get, how to come prepared to the discussion and more. Check back in about two weeks to hear the second part of the show!
You can find out more about Black Women's Equal Pay Day by clicking here.
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirtieth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder and CEO of Byrd Career Consulting, touches on a very important subject, particularly ahead of Black Women's Equal Pay Day (Aug 13) - salary negotiation. In this first installment of a two-part series, she focuses on why you should never accept the first offer you get, how to come prepared to the discussion and more. Check back in about two weeks to hear the second part of the show!</p><p>You can find out more about Black Women's Equal Pay Day by clicking<a href="https://bit.ly/2ZWenLW"> here</a>.</p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="https://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, and <a href="http://bit.ly/314Z5lX">FB</a>.</p><p>Check out Latesha's <a href="https://bit.ly/2p74YRU">YouTube</a> channel.</p><p>Connect with Byrd Career Consulting via <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, and <a href="http://bit.ly/2Gwi3tY">FB</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1450</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Recommendations to Shift How You Network</title>
      <description>On the seventy-fifth installment of Tristan's Tips, our amazing host Tristan Layfield discusses some shifts we might want to make in our networking strategies. Most of us have heard that networking is the key to getting the jobs we want, but the large majority of us have not had much success in the networking department. If we make a few shifts in how we network, it could be more fruitful for us and our careers! Listen to the full tip to find out what kind of response rate to expect when you're reaching out to people, why you should always make sure to have a follow-up strategy planned, and more.
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 23 Jul 2020 08:11:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Recommendations to Shift How You Network</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>255</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e41e9ae8-f2a4-11ea-88c4-8fe91c4bd934/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the seventy-fifth installment of Tristan's Tips, our amazing host Tristan Layfield discusses some shifts we might want to make in our networking strategies. Most of us have heard that networking is the key to getting the jobs we want, but the large majority of us have not had much success in the networking department. If we make a few shifts in how we network, it could be more fruitful for us and our careers! Listen to the full tip to find out what kind of response rate to expect when you're reaching out to people, why you should always make sure to have a follow-up strategy planned, and more.
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventy-fifth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses some shifts we might want to make in our networking strategies. Most of us have heard that networking is the key to getting the jobs we want, but the large majority of us have not had much success in the networking department. If we make a few shifts in how we network, it could be more fruitful for us and our careers! Listen to the full tip to find out what kind of response rate to expect when you're reaching out to people, why you should always make sure to have a follow-up strategy planned, and more.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p>]]>
      </content:encoded>
      <itunes:duration>379</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Dissidence &amp; Technology (w/ Mandy Price)</title>
      <description>Zach has the pleasure of sitting down with Mandy Price, co-founder and CEO of Kanarys, to have a conversation centered around the concepts of dissidence and technology. They take a deep dive into both, spotlighting what has changed in part due to recent tragic events, and Mandy talks a bit about the genesis of Kanarys and what initially got her into this line of work.
Connect with Mandy on LinkedIn!
Check out Kanarys.com.
Connect with Kanarys on LinkedIn, Twitter, IG and Facebook.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Tue, 21 Jul 2020 10:28:00 -0000</pubDate>
      <itunes:title>Dissidence &amp; Technology (w/ Mandy Price)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>254</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e484e47e-f2a4-11ea-88c4-b7744c0b5cf1/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the pleasure of sitting down with Mandy Price, co-founder and CEO of Kanarys, to have a conversation centered around the concepts of dissidence and technology. They take a deep dive into both, spotlighting what has changed in part due to recent tragic events, and Mandy talks a bit about the genesis of Kanarys and what initially got her into this line of work.
Connect with Mandy on LinkedIn!
Check out Kanarys.com.
Connect with Kanarys on LinkedIn, Twitter, IG and Facebook.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the pleasure of sitting down with <a href="https://bit.ly/3eOVBdM">Mandy Price</a>, co-founder and CEO of Kanarys, to have a conversation centered around the concepts of dissidence and technology. They take a deep dive into both, spotlighting what has changed in part due to recent tragic events, and Mandy talks a bit about the genesis of Kanarys and what initially got her into this line of work.</p><p>Connect with Mandy on <a href="https://bit.ly/3eOVBdM">LinkedIn</a>!</p><p>Check out <a href="http://bit.ly/2RKwbnQ">Kanarys.com</a>.</p><p>Connect with Kanarys on <a href="http://bit.ly/37k5GMP">LinkedIn</a>, <a href="http://bit.ly/2RjckgH">Twitter</a>, <a href="http://bit.ly/2Rh6exo">IG</a> and <a href="https://bit.ly/3hlip6n">Facebook</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2233</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/vxX1v3xb0YgsmWSDHdV_xdmF7s8bLtGdvcfNHX1TwVM]]></guid>
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    </item>
    <item>
      <title>See It to Be It : Human Resources Generalist (w/ Lisa M. Johnson)</title>
      <description>On the sixteenth installment of our See It to Be It podcast series, Amy C. Waninger speaks with Lisa M. Johnson, an internationally experienced human resources professional who has worked with leaders from numerous industries in the public and private sectors with more than 25 years of proven experience as a human resources generalist. She graciously shares her career journey with us, talks about what surprised her the most about HR work, and discusses both her training and development-focused company HR Know-How LLC and the chapter she contributed to Imagination@Work, a unique collection of insights from business leaders and many HR and OD experts about new ways to imagine what is possible at work, on teams and in our own careers.
Connect with Lisa on LinkedIn, Twitter, Facebook and Instagram.
Check out HR Know-How's website by clicking here.
Interested in Imagination@Work? Click here to order the book.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Sat, 18 Jul 2020 10:03:00 -0000</pubDate>
      <itunes:title>See It to Be It : Human Resources Generalist (w/ Lisa M. Johnson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>253</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e4a48040-f2a4-11ea-88c4-a767fb9d7c2b/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixteenth installment of our See It to Be It podcast series, Amy C. Waninger speaks with Lisa M. Johnson, an internationally experienced human resources professional who has worked with leaders from numerous industries in the public and private sectors with more than 25 years of proven experience as a human resources generalist. She graciously shares her career journey with us, talks about what surprised her the most about HR work, and discusses both her training and development-focused company HR Know-How LLC and the chapter she contributed to Imagination@Work, a unique collection of insights from business leaders and many HR and OD experts about new ways to imagine what is possible at work, on teams and in our own careers.
Connect with Lisa on LinkedIn, Twitter, Facebook and Instagram.
Check out HR Know-How's website by clicking here.
Interested in Imagination@Work? Click here to order the book.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixteenth installment of our See It to Be It podcast series, Amy C. Waninger speaks with <a href="https://bit.ly/2ZDVe15">Lisa M. Johnson</a>, an internationally experienced human resources professional who has worked with leaders from numerous industries in the public and private sectors with more than 25 years of proven experience as a human resources generalist. She graciously shares her career journey with us, talks about what surprised her the most about HR work, and discusses both her training and development-focused company HR Know-How LLC and the chapter she contributed to Imagination@Work, a unique collection of insights from business leaders and many HR and OD experts about new ways to imagine what is possible at work, on teams and in our own careers.</p><p>Connect with Lisa on <a href="https://bit.ly/2ZDVe15">LinkedIn</a>, <a href="https://bit.ly/3jaJBXr">Twitter</a>, <a href="https://bit.ly/398sYqv">Facebook</a> and <a href="https://bit.ly/39k35EB">Instagram</a>.</p><p>Check out HR Know-How's website by clicking <a href="https://bit.ly/2ZEv66d">here</a>.</p><p>Interested in Imagination@Work? Click <a href="https://amzn.to/30l3hPC">here</a> to order the book.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1782</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Two Mistakes You Might Be Making In Your Job Search</title>
      <description>On the seventy-fourth entry of Tristan's Tips, our amazing host Tristan Layfield talks about two huge mistakes you may be making in your job search. He emphasizes the effectiveness of getting as specific as possible with the type of roles you’d like to land and implores potential job seekers to focus more of their energy on building a curated network and engaging with them. 

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 16 Jul 2020 10:16:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Two Mistakes You Might Be Making In Your Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>252</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e4c0d02e-f2a4-11ea-88c4-971ff0a5f436/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the seventy-fourth entry of Tristan's Tips, our amazing host Tristan Layfield talks about two huge mistakes you may be making in your job search. He emphasizes the effectiveness of getting as specific as possible with the type of roles you’d like to land and implores potential job seekers to focus more of their energy on building a curated network and engaging with them. 

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventy-fourth entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about two huge mistakes you may be making in your job search. He emphasizes the effectiveness of getting as specific as possible with the type of roles you’d like to land and implores potential job seekers to focus more of their energy on building a curated network and engaging with them. </p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>424</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Critical Race Theory (w/ Dr. Tammy Hodo)</title>
      <description>Zach sits down with Dr. Tammy Hodo to take a deep dive into critical race theory. Dr. Hodo also talks a bit about All Things Diverse LLC, her educational consulting company that works with organizations to optimize employee productivity through recognizing the value of diversity, equity, and inclusion. Click the links below to check out her website and more!
Connect with Dr. Hodo on LinkedIn and Twitter.
Check out her website, AllThingsDiverse.com.
Sign up for our first live interactive webinar by clicking here!
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Tue, 14 Jul 2020 10:29:00 -0000</pubDate>
      <itunes:title>Critical Race Theory (w/ Dr. Tammy Hodo)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>251</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e4d9ba26-f2a4-11ea-88c4-9f07d844d42e/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Dr. Tammy Hodo to take a deep dive into critical race theory. Dr. Hodo also talks a bit about All Things Diverse LLC, her educational consulting company that works with organizations to optimize employee productivity through recognizing the value of diversity, equity, and inclusion. Click the links below to check out her website and more!
Connect with Dr. Hodo on LinkedIn and Twitter.
Check out her website, AllThingsDiverse.com.
Sign up for our first live interactive webinar by clicking here!
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://bit.ly/3gUQI4f">Dr. Tammy Hodo</a> to take a deep dive into critical race theory. Dr. Hodo also talks a bit about All Things Diverse LLC, her educational consulting company that works with organizations to optimize employee productivity through recognizing the value of diversity, equity, and inclusion. Click the links below to check out her website and more!</p><p>Connect with Dr. Hodo on <a href="https://bit.ly/3gUQI4f">LinkedIn</a> and <a href="https://bit.ly/2BZQ9aI">Twitter</a>.</p><p>Check out her website, <a href="https://bit.ly/306BulP">AllThingsDiverse.com</a>.</p><p>Sign up for our first live interactive webinar by clicking <a href="https://bit.ly/32joSKS">here</a>!</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2741</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>The Link Up with Latesha : Finding A Career Coach</title>
      <description>On the twenty-ninth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder and CEO of Byrd Career Consulting, shares some tips with us on what we should be looking for when we choose our career coach, questions that we should ask as we're making this decision and more. Remember, hiring a career coach is an investment, so make sure you perform your due diligence throughout the process by following the five pieces of advice Latesha offers in the show!
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 11 Jul 2020 10:29:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Finding A Career Coach</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>250</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e4f33e38-f2a4-11ea-88c4-fb6dcac8d713/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-ninth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder and CEO of Byrd Career Consulting, shares some tips with us on what we should be looking for when we choose our career coach, questions that we should ask as we're making this decision and more. Remember, hiring a career coach is an investment, so make sure you perform your due diligence throughout the process by following the five pieces of advice Latesha offers in the show!
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-ninth entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder and CEO of Byrd Career Consulting, shares some tips with us on what we should be looking for when we choose our career coach, questions that we should ask as we're making this decision and more. Remember, hiring a career coach is an investment, so make sure you perform your due diligence throughout the process by following the five pieces of advice Latesha offers in the show!</p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="https://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, and <a href="http://bit.ly/314Z5lX">FB</a>.</p><p>Check out Latesha's <a href="https://bit.ly/2p74YRU">YouTube</a> channel.</p><p>Connect with Byrd Career Consulting via <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, and <a href="http://bit.ly/2Gwi3tY">FB</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1462</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Practice Your Interviewing Skills</title>
      <description>On the seventy-third installment of Tristan's Tips, our amazing host Tristan Layfield graciously shares an offer to help you practice your interviewing skills for free. He's teamed up with AAA's The Auto Club Group to provide FREE 30 to 45-minute VIRTUAL mock interviews for up to 50 people from July 13th through July 17th. If you haven't interviewed in a while, need to work on your interview skills, want to practice virtual interviewing, or just want to receive feedback on your interview performance, check the show notes to sign up. But hurry - it's first come, first served!

Secure your spot now for a virtual mock interview conducted by HR professionals of AAA's The Auto Club Group. Remember, only the first people will receive interview spots!
https://bit.ly/2VYIeBe

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 09 Jul 2020 09:53:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Practice Your Interviewing Skills</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>249</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e50ccd08-f2a4-11ea-88c4-77ffd13ec354/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the seventy-third installment of Tristan's Tips, our amazing host Tristan Layfield graciously shares an offer to help you practice your interviewing skills for free. He's teamed up with AAA's The Auto Club Group to provide FREE 30 to 45-minute VIRTUAL mock interviews for up to 50 people from July 13th through July 17th. If you haven't interviewed in a while, need to work on your interview skills, want to practice virtual interviewing, or just want to receive feedback on your interview performance, check the show notes to sign up. But hurry - it's first come, first served!

Secure your spot now for a virtual mock interview conducted by HR professionals of AAA's The Auto Club Group. Remember, only the first people will receive interview spots!
https://bit.ly/2VYIeBe

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventy-third installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> graciously shares an offer to help you practice your interviewing skills for free. He's teamed up with AAA's The Auto Club Group to provide FREE 30 to 45-minute VIRTUAL mock interviews for up to 50 people from July 13th through July 17th. If you haven't interviewed in a while, need to work on your interview skills, want to practice virtual interviewing, or just want to receive feedback on your interview performance, check the show notes to sign up. But hurry - it's first come, first served!</p><p><br></p><p><a href="https://bit.ly/2VYIeBe">Secure your spot now</a> for a virtual mock interview conducted by HR professionals of AAA's The Auto Club Group. Remember, only the first people will receive interview spots!</p><p><a href="https://bit.ly/2VYIeBe">https://bit.ly/2VYIeBe</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p>]]>
      </content:encoded>
      <itunes:duration>317</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>White Supremacy Culture at Work (w/ Dr. Tema Okun)</title>
      <description>Zach sits down with activist Tema Okun, author of "The Emperor Has No Clothes: Teaching About Race And Racism To People Who Don't Want To Know," to have a chat geared around white supremacy culture at work. She and Zach take a deep dive into a piece she wrote on the subject, dissecting several of the named characteristics present in the document. Check out the show notes to reference the piece and to find out more about her work!
Connect with Tema on Twitter.
Read her "White Supremacy Culture" piece by clicking here.
Interested in her book, "The Emperor Has No Clothes?" Check it out on Amazon.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Tue, 07 Jul 2020 12:24:00 -0000</pubDate>
      <itunes:title>White Supremacy Culture at Work (w/ Dr. Tema Okun)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>248</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e52ebe40-f2a4-11ea-88c4-1798efbab0c7/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with activist Tema Okun, author of "The Emperor Has No Clothes: Teaching About Race And Racism To People Who Don't Want To Know," to have a chat geared around white supremacy culture at work. She and Zach take a deep dive into a piece she wrote on the subject, dissecting several of the named characteristics present in the document. Check out the show notes to reference the piece and to find out more about her work!
Connect with Tema on Twitter.
Read her "White Supremacy Culture" piece by clicking here.
Interested in her book, "The Emperor Has No Clothes?" Check it out on Amazon.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with activist Tema Okun, author of "The Emperor Has No Clothes: Teaching About Race And Racism To People Who Don't Want To Know," to have a chat geared around white supremacy culture at work. She and Zach take a deep dive into a piece she wrote on the subject, dissecting several of the named characteristics present in the document. Check out the show notes to reference the piece and to find out more about her work!</p><p>Connect with Tema on <a href="https://bit.ly/38zKe7P">Twitter</a>.</p><p>Read her "White Supremacy Culture" piece by clicking <a href="https://bit.ly/31WrZZ1">here</a>.</p><p>Interested in her book, "The Emperor Has No Clothes?" Check it out on <a href="https://amzn.to/2VWoMoq">Amazon</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3057</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/LSK8NpZxVzewS_-I_paY119d8sCPYa4QM3BTnY_etHA]]></guid>
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    </item>
    <item>
      <title>See It to Be It : Property &amp; Casualty Underwriter (w/ Rose Zilinskas)</title>
      <description>On the fifteenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with Rose Zilinskas, a results-generating personal lines underwriting professional with experience in positions of increasing levels of responsibility. They talk about her introduction to the insurance industry, what kind of degree is best suited for pursuing a career in underwriting, and the importance of self-advocacy at work. Check the links in the show notes to connect with Rose!
Connect with Rose on LinkedIn.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Sat, 04 Jul 2020 10:32:00 -0000</pubDate>
      <itunes:title>See It to Be It : Property &amp; Casualty Underwriter (w/ Rose Zilinskas)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>247</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e5622ac8-f2a4-11ea-88c4-571b332876f9/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fifteenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with Rose Zilinskas, a results-generating personal lines underwriting professional with experience in positions of increasing levels of responsibility. They talk about her introduction to the insurance industry, what kind of degree is best suited for pursuing a career in underwriting, and the importance of self-advocacy at work. Check the links in the show notes to connect with Rose!
Connect with Rose on LinkedIn.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifteenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with <a href="https://bit.ly/3grd39j">Rose Zilinskas</a>, a results-generating personal lines underwriting professional with experience in positions of increasing levels of responsibility. They talk about her introduction to the insurance industry, what kind of degree is best suited for pursuing a career in underwriting, and the importance of self-advocacy at work. Check the links in the show notes to connect with Rose!</p><p>Connect with Rose on <a href="https://bit.ly/3grd39j">LinkedIn</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1742</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Common Outreach Mistakes</title>
      <description>On the seventy-second entry of Tristan's Tips, our amazing host Tristan Layfield talks about how to correct some of the common outreach mistakes you might be making. With unemployment levels being so high the market is quite competitive, so networking is an even more vital part of your job search. Watch out for these mistakes and make some adjustments in your outreach to increase your chances of a response!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 02 Jul 2020 10:32:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Common Outreach Mistakes</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>246</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e580bf6a-f2a4-11ea-88c4-7f0e93662986/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the seventy-second entry of Tristan's Tips, our amazing host Tristan Layfield talks about how to correct some of the common outreach mistakes you might be making. With unemployment levels being so high the market is quite competitive, so networking is an even more vital part of your job search. Watch out for these mistakes and make some adjustments in your outreach to increase your chances of a response!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventy-second entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about how to correct some of the common outreach mistakes you might be making. With unemployment levels being so high the market is quite competitive, so networking is an even more vital part of your job search. Watch out for these mistakes and make some adjustments in your outreach to increase your chances of a response!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>306</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Organizational Models + White Supremacy (w/ Dr. Caitlin Rosenthal)</title>
      <description>Zach has the honor of speaking with Dr. Caitlin Rosenthal, an Assistant Professor at University of California, Berkeley and author of 2018's "Accounting for Slavery," in an episode themed around organizational models and white supremacy. She and Zach touch on everything from violence and technology to reparations to the problems with the "business case for diversity." Check the show notes to connect with Dr. Rosenthal and order her book!
Learn more about (and buy!) Dr. Rosenthal's book "Accounting for Slavery" on Amazon.
Connect with Dr. Rosenthal on LinkedIn and Twitter.
Click here to find out more about The 1619 Project.
Visit our website.</description>
      <pubDate>Tue, 30 Jun 2020 13:44:00 -0000</pubDate>
      <itunes:title>Organizational Models + White Supremacy (w/ Dr. Caitlin Rosenthal)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>245</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e59f054c-f2a4-11ea-88c4-8f40db7e207f/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of speaking with Dr. Caitlin Rosenthal, an Assistant Professor at University of California, Berkeley and author of 2018's "Accounting for Slavery," in an episode themed around organizational models and white supremacy. She and Zach touch on everything from violence and technology to reparations to the problems with the "business case for diversity." Check the show notes to connect with Dr. Rosenthal and order her book!
Learn more about (and buy!) Dr. Rosenthal's book "Accounting for Slavery" on Amazon.
Connect with Dr. Rosenthal on LinkedIn and Twitter.
Click here to find out more about The 1619 Project.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of speaking with <a href="https://bit.ly/38lQeRK">Dr. Caitlin Rosenthal</a>, an Assistant Professor at University of California, Berkeley and author of 2018's "Accounting for Slavery," in an episode themed around organizational models and white supremacy. She and Zach touch on everything from violence and technology to reparations to the problems with the "business case for diversity." Check the show notes to connect with Dr. Rosenthal and order her book!</p><p>Learn more about (and buy!) Dr. Rosenthal's book "Accounting for Slavery" on <a href="https://amzn.to/3dKVgZ3">Amazon</a>.</p><p>Connect with Dr. Rosenthal on <a href="https://bit.ly/38lQeRK">LinkedIn</a> and <a href="https://bit.ly/2ZlvANj">Twitter</a>.</p><p>Click <a href="https://nyti.ms/2CVwIQl">here</a> to find out more about The 1619 Project.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3176</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/GXwdQiJnZa9yzwt1ZhjC69jflcfV7Rx94A7oTGZ4t4Y]]></guid>
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    </item>
    <item>
      <title>The Link Up with Latesha : Life Design &amp; Training For Your Next Season</title>
      <description>On the twenty-eighth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, touches on the concepts of life design and positioning, and she offers up several pieces of advice to help you prepare and train for your next season. She also talks a bit about her free webinar coming up on June 29th entitled "Black Women Breaking the Black Ceiling at Work: Don't Just Tell Me You Stand With Me, Give Me My Coin." Over 1,100 people have registered to attend so far - check the links in the show notes to add your name to the list today!
Wanting to sign up for Latesha's free webinar? You can do so by clicking here. Don't miss it!
Interested in Latesha's Career Chasers Members Club? Click here for all the information. Membership will be reopening very soon, so join the waiting list!
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 27 Jun 2020 10:58:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Life Design &amp; Training For Your Next Season</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>244</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e5bb5b16-f2a4-11ea-88c4-eb730e590650/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-eighth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, touches on the concepts of life design and positioning, and she offers up several pieces of advice to help you prepare and train for your next season. She also talks a bit about her free webinar coming up on June 29th entitled "Black Women Breaking the Black Ceiling at Work: Don't Just Tell Me You Stand With Me, Give Me My Coin." Over 1,100 people have registered to attend so far - check the links in the show notes to add your name to the list today!
Wanting to sign up for Latesha's free webinar? You can do so by clicking here. Don't miss it!
Interested in Latesha's Career Chasers Members Club? Click here for all the information. Membership will be reopening very soon, so join the waiting list!
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-eighth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, touches on the concepts of life design and positioning, and she offers up several pieces of advice to help you prepare and train for your next season. She also talks a bit about her free webinar coming up on June 29th entitled "Black Women Breaking the Black Ceiling at Work: Don't Just Tell Me You Stand With Me, Give Me My Coin." Over 1,100 people have registered to attend so far - check the links in the show notes to add your name to the list today!</p><p>Wanting to sign up for Latesha's free webinar? You can do so by clicking <a href="https://bit.ly/384ULI5">here</a>. Don't miss it!</p><p>Interested in Latesha's Career Chasers Members Club? Click <a href="https://bit.ly/3fX710y">here</a> for all the information. Membership will be reopening very soon, so join the waiting list!</p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="https://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, and <a href="http://bit.ly/314Z5lX">FB</a>.</p><p>Check out Latesha's <a href="https://bit.ly/2p74YRU">YouTube</a> channel.</p><p>Connect with Byrd Career Consulting via <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, and <a href="http://bit.ly/2Gwi3tY">FB</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1230</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Negotiate Your Worth</title>
      <description>On the seventy-first entry of Tristan's Tips, our amazing host Tristan Layfield explains how to effectively negotiate your worth. Don't regret taking a role and not asking for what you are worth! If a company wants to hire you to boost their diversity profile, don't feel bad about it. Leverage their white guilt and make the situation work for you. Negotiate your worth, gain those skills, and position yourself for something better!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 25 Jun 2020 08:39:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Negotiate Your Worth</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>243</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e5dcea4c-f2a4-11ea-88c4-8b8cf0c1b3a0/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the seventy-first entry of Tristan's Tips, our amazing host Tristan Layfield explains how to effectively negotiate your worth. Don't regret taking a role and not asking for what you are worth! If a company wants to hire you to boost their diversity profile, don't feel bad about it. Leverage their white guilt and make the situation work for you. Negotiate your worth, gain those skills, and position yourself for something better!
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventy-first entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> explains how to effectively negotiate your worth. Don't regret taking a role and not asking for what you are worth! If a company wants to hire you to boost their diversity profile, don't feel bad about it. Leverage their white guilt and make the situation work for you. Negotiate your worth, gain those skills, and position yourself for something better!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>405</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Centering Black Experiences (w/ Dr. Janice Gassam)</title>
      <description>Zach welcomes Dr. Janice Gassam, Ph.D. back to the podcast to talk about the concept of centering Black experiences. She and Zach discuss the tremendous impact of enduring continuous emotional labor and implore any and all aspiring allies and/or white executives to compensate Black people when they're asked to speak about their feelings, and Dr. Gassam also shares a bit about both her podcast and new book, both titled "Dirty Diversity" - check the show notes if you'd like to find out more!
Learn more about (and buy!) Dr. Gassam's book "Dirty Diversity" on Amazon or Audible.
Interested in the Dirty Diversity podcast? Check it out on her website.
Read Dr. Gassam's "Dear Companies: Your BLM Posts Are Cute But We Want To See Policy Change" piece on Forbes.
Connect with Dr. Gassam on LinkedIn, Twitter, and Instagram.
Visit our website.</description>
      <pubDate>Tue, 23 Jun 2020 12:02:00 -0000</pubDate>
      <itunes:title>Centering Black Experiences (w/ Dr. Janice Gassam)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>242</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e6018f14-f2a4-11ea-88c4-bb7ed710b029/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Dr. Janice Gassam, Ph.D. back to the podcast to talk about the concept of centering Black experiences. She and Zach discuss the tremendous impact of enduring continuous emotional labor and implore any and all aspiring allies and/or white executives to compensate Black people when they're asked to speak about their feelings, and Dr. Gassam also shares a bit about both her podcast and new book, both titled "Dirty Diversity" - check the show notes if you'd like to find out more!
Learn more about (and buy!) Dr. Gassam's book "Dirty Diversity" on Amazon or Audible.
Interested in the Dirty Diversity podcast? Check it out on her website.
Read Dr. Gassam's "Dear Companies: Your BLM Posts Are Cute But We Want To See Policy Change" piece on Forbes.
Connect with Dr. Gassam on LinkedIn, Twitter, and Instagram.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="http://bit.ly/2Up2RXi">Dr. Janice Gassam, Ph.D.</a> back to the podcast to talk about the concept of centering Black experiences. She and Zach discuss the tremendous impact of enduring continuous emotional labor and implore any and all aspiring allies and/or white executives to compensate Black people when they're asked to speak about their feelings, and Dr. Gassam also shares a bit about both her podcast and new book, both titled "Dirty Diversity" - check the show notes if you'd like to find out more!</p><p>Learn more about (and buy!) Dr. Gassam's book "Dirty Diversity" on <a href="https://amzn.to/2BtJrJo">Amazon</a> or<a href="https://adbl.co/2zTPfey"> Audible</a>.</p><p>Interested in the Dirty Diversity podcast? Check it out on <a href="https://bit.ly/2B19yHB">her website</a>.</p><p>Read Dr. Gassam's <a href="https://bit.ly/2YYa8hn">"Dear Companies: Your BLM Posts Are Cute But We Want To See Policy Change"</a> piece on Forbes.</p><p>Connect with Dr. Gassam on <a href="http://bit.ly/2Up2RXi">LinkedIn</a>, <a href="http://bit.ly/2UnVD5J">Twitter</a>, and <a href="http://bit.ly/2SfeFss">Instagram</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3143</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Organizational Change Manager (w/ Vonda Page)</title>
      <description>On the fourteenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with Vonda Page, an organizational change leader at PayPal, about her entrance into the tech space and her experience being the only in many job settings, and Vonda talks to the fact that even individuals without a STEM background have spaces for them in technology. Check the links in the show notes to connect with her!
Connect with Vonda on LinkedIn.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Sat, 20 Jun 2020 10:43:00 -0000</pubDate>
      <itunes:title>See It to Be It : Organizational Change Manager (w/ Vonda Page)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>241</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e62055ca-f2a4-11ea-88c4-f3c5ec21c619/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fourteenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with Vonda Page, an organizational change leader at PayPal, about her entrance into the tech space and her experience being the only in many job settings, and Vonda talks to the fact that even individuals without a STEM background have spaces for them in technology. Check the links in the show notes to connect with her!
Connect with Vonda on LinkedIn.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fourteenth entry of our See It to Be It podcast series, Amy C. Waninger speaks with <a href="https://bit.ly/3fIu52l">Vonda Page</a>, an organizational change leader at PayPal, about her entrance into the tech space and her experience being the only in many job settings, and Vonda talks to the fact that even individuals without a STEM background have spaces for them in technology. Check the links in the show notes to connect with her!</p><p>Connect with Vonda on <a href="https://bit.ly/3fIu52l">LinkedIn</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1863</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Advocating for Yourself in the Workplace</title>
      <description>On the seventieth installment of Tristan's Tips, our amazing host Tristan Layfield talks about advocating for yourself in the workplace. With everything going on in the world, many professionals are trying to find a way to make their voice heard, whether it be on the discomfort returning to the office during COVID-19 or challenging systemic issues linked to racism. It’s difficult to speak up, especially when you depend on your job so you can pay your bills and live your life. Remember, no one knows you better than you. It’s necessary that you speak up for yourself, your ideas, and your concerns!

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 18 Jun 2020 10:25:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Advocating for Yourself in the Workplace</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>240</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e641b184-f2a4-11ea-88c4-033a91d43566/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the seventieth installment of Tristan's Tips, our amazing host Tristan Layfield talks about advocating for yourself in the workplace. With everything going on in the world, many professionals are trying to find a way to make their voice heard, whether it be on the discomfort returning to the office during COVID-19 or challenging systemic issues linked to racism. It’s difficult to speak up, especially when you depend on your job so you can pay your bills and live your life. Remember, no one knows you better than you. It’s necessary that you speak up for yourself, your ideas, and your concerns!

Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventieth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about advocating for yourself in the workplace. With everything going on in the world, many professionals are trying to find a way to make their voice heard, whether it be on the discomfort returning to the office during COVID-19 or challenging systemic issues linked to racism. It’s difficult to speak up, especially when you depend on your job so you can pay your bills and live your life. Remember, no one knows you better than you. It’s necessary that you speak up for yourself, your ideas, and your concerns!</p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>325</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Dying of Whiteness (w/ Dr. Jonathan Metzl)</title>
      <description>Zach has the honor of speaking with Dr. Jonathan Metzl, a psychiatrist and author of "Dying of Whiteness," about the concept of just that. Dr. Metzl shares a bit about his professional training, he and Zach delve into why he chose that title for his latest book, and they confront a couple criminally unjust ways in which black and brown people are classified in relation to their white counterparts. Check the links in the show notes to check out Dr. Metzl's books and more!
Check out Dr. Metzl's books on Amazon and connect with him on Twitter.
You can read the Toni Morrison piece Zach quoted by clicking here.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Tue, 16 Jun 2020 09:29:00 -0000</pubDate>
      <itunes:title>Dying of Whiteness (w/ Dr. Jonathan Metzl)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>239</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e65ef82a-f2a4-11ea-88c4-97d17b0eeded/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach has the honor of speaking with Dr. Jonathan Metzl, a psychiatrist and author of "Dying of Whiteness," about the concept of just that. Dr. Metzl shares a bit about his professional training, he and Zach delve into why he chose that title for his latest book, and they confront a couple criminally unjust ways in which black and brown people are classified in relation to their white counterparts. Check the links in the show notes to check out Dr. Metzl's books and more!Check out Dr. Metzl's books on Amazon and connect with him on Twitter.You can read the Toni Morrison piece Zach quoted by clicking here.Donate to the Justice for Breonna Taylor GoFundMe by clicking here.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Visit our website.</itunes:subtitle>
      <itunes:summary>Zach has the honor of speaking with Dr. Jonathan Metzl, a psychiatrist and author of "Dying of Whiteness," about the concept of just that. Dr. Metzl shares a bit about his professional training, he and Zach delve into why he chose that title for his latest book, and they confront a couple criminally unjust ways in which black and brown people are classified in relation to their white counterparts. Check the links in the show notes to check out Dr. Metzl's books and more!
Check out Dr. Metzl's books on Amazon and connect with him on Twitter.
You can read the Toni Morrison piece Zach quoted by clicking here.
Donate to the Justice for Breonna Taylor GoFundMe by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of speaking with <a href="https://bit.ly/2zBKDJX">Dr. Jonathan Metzl</a>, a psychiatrist and author of "Dying of Whiteness," about the concept of just that. Dr. Metzl shares a bit about his professional training, he and Zach delve into why he chose that title for his latest book, and they confront a couple criminally unjust ways in which black and brown people are classified in relation to their white counterparts. Check the links in the show notes to check out Dr. Metzl's books and more!</p><p>Check out Dr. Metzl's books on <a href="https://amzn.to/37x9ifr">Amazon</a> and connect with him on <a href="https://bit.ly/2zBKDJX">Twitter</a>.</p><p>You can read the Toni Morrison piece Zach quoted by clicking <a href="https://bit.ly/2UM7aeq">here</a>.</p><p>Donate to the Justice for Breonna Taylor GoFundMe by clicking <a href="https://bit.ly/2Y7snkY">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1651</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>The Link Up with Latesha : Dear Corporate, Black Employees Are Ready to Throw In the Tile</title>
      <description>On the twenty-seventh entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, provides some guidance on how you can really navigate the workplace politics and the antics and the performative allyship right now. Check the show notes to put your name on the waiting list for Latesha's Career Chasers Members Club, and don't forget to read her piece on Medium.
Interested in Latesha's Career Chasers Members Club? Click here for all the information. Membership will be reopening very soon, so join the waiting list!
Check out Latesha's Medium article titled "Working While Black In the Midst of Crisis &amp; Injustice."
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 13 Jun 2020 09:13:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Dear Corporate, Black Employees Are Ready to Throw In the Tile</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>238</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e69178a4-f2a4-11ea-88c4-d7ef3aef0253/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-seventh entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, provides some guidance on how you can really navigate the workplace politics and the antics and the performative allyship right now. Check the show notes to put your name on the waiting list for Latesha's Career Chasers Members Club, and don't forget to read her piece on Medium.
Interested in Latesha's Career Chasers Members Club? Click here for all the information. Membership will be reopening very soon, so join the waiting list!
Check out Latesha's Medium article titled "Working While Black In the Midst of Crisis &amp; Injustice."
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-seventh entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, provides some guidance on how you can really navigate the workplace politics and the antics and the performative allyship right now. Check the show notes to put your name on the waiting list for Latesha's Career Chasers Members Club, and don't forget to read her piece on Medium.</p><p>Interested in Latesha's Career Chasers Members Club? Click <a href="https://bit.ly/3fX710y">here</a> for all the information. Membership will be reopening very soon, so join the waiting list!</p><p>Check out Latesha's Medium article titled "<a href="https://bit.ly/3cVSEqU">Working While Black In the Midst of Crisis &amp; Injustice</a>."</p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="https://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, and <a href="http://bit.ly/314Z5lX">FB</a>.</p><p>Check out Latesha's <a href="https://bit.ly/2p74YRU">YouTube</a> channel.</p><p>Connect with Byrd Career Consulting via <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, and <a href="http://bit.ly/2Gwi3tY">FB</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1565</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Authenticity's Impact On Your Job Search &amp; Career</title>
      <description>On the sixty-ninth entry of Tristan's Tips, our amazing host Tristan Layfield discusses the impact of authenticity during your job search and career. A 2016 study published in the Administrative Science Quarterly showed that 25% of Black candidates received interview callbacks if their resumes were scrubbed of racial cues whereas only 10% of Black candidates got calls when they left ethnic details intact. While scrubbing your resume clearly produces results in securing jobs, if a company rules you out because of your name, your natural hair, or your Black organizational affiliations, or any other reason related to your race... is that really a company you’d want to work for?
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 11 Jun 2020 07:41:00 -0000</pubDate>
      <itunes:title> Tristan's Tip : Authenticity's Impact On Your Job Search &amp; Career</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>237</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e6b0fca6-f2a4-11ea-88c4-2385f6558cae/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixty-ninth entry of Tristan's Tips, our amazing host Tristan Layfield discusses the impact of authenticity during your job search and career. A 2016 study published in the Administrative Science Quarterly showed that 25% of Black candidates received interview callbacks if their resumes were scrubbed of racial cues whereas only 10% of Black candidates got calls when they left ethnic details intact. While scrubbing your resume clearly produces results in securing jobs, if a company rules you out because of your name, your natural hair, or your Black organizational affiliations, or any other reason related to your race... is that really a company you’d want to work for?
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixty-ninth entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses the impact of authenticity during your job search and career. A 2016 study published in the Administrative Science Quarterly showed that 25% of Black candidates received interview callbacks if their resumes were scrubbed of racial cues whereas only 10% of Black candidates got calls when they left ethnic details intact. While scrubbing your resume clearly produces results in securing jobs, if a company rules you out because of your name, your natural hair, or your Black organizational affiliations, or any other reason related to your race... is that really a company you’d want to work for?</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p>]]>
      </content:encoded>
      <itunes:duration>385</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/KCOG8w5hTmbQgYKGWYXH6cHwOnBUowzomu7RVXxUY64]]></guid>
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    </item>
    <item>
      <title>The Historical Failure of D&amp;I (w/ Pamela Newkirk)</title>
      <description>Zach has the honor of sitting down to chat with award-winning journalist and author Pamela Newkirk to discuss the historical failure of diversity and inclusion. They talk a bit about her 2019 work "Diversity, Inc.: The Failed Promise of a Billion-Dollar Business," and Pamela explains how and why transparent metrics across the board are the first step to actively addressing any diversity problem. She also implores institutions that truly want to embrace diversity to just stop doing what they've been doing and lean into the successful models that can be readily replicated that already exist out there. Check the links in the show notes to find out more about Pamela's work!
Connect with Pamela on LinkedIn, Twitter, Instagram and Facebook.
Interested in Pamela's books? Click here to read more about them on Amazon.
Find out how the CDC suggests you wash your hands by clicking here or below.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Tue, 09 Jun 2020 10:20:00 -0000</pubDate>
      <itunes:title>The Historical Failure of D&amp;I (w/ Pamela Newkirk)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>236</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e6ca4b34-f2a4-11ea-88c4-5f96c18870fd/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of sitting down to chat with award-winning journalist and author Pamela Newkirk to discuss the historical failure of diversity and inclusion. They talk a bit about her 2019 work "Diversity, Inc.: The Failed Promise of a Billion-Dollar Business," and Pamela explains how and why transparent metrics across the board are the first step to actively addressing any diversity problem. She also implores institutions that truly want to embrace diversity to just stop doing what they've been doing and lean into the successful models that can be readily replicated that already exist out there. Check the links in the show notes to find out more about Pamela's work!
Connect with Pamela on LinkedIn, Twitter, Instagram and Facebook.
Interested in Pamela's books? Click here to read more about them on Amazon.
Find out how the CDC suggests you wash your hands by clicking here or below.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of sitting down to chat with award-winning journalist and author <a href="https://bit.ly/2YjByh5">Pamela Newkirk</a> to discuss the historical failure of diversity and inclusion. They talk a bit about her 2019 work "Diversity, Inc.: The Failed Promise of a Billion-Dollar Business," and Pamela explains how and why transparent metrics across the board are the first step to actively addressing any diversity problem. She also implores institutions that truly want to embrace diversity to just stop doing what they've been doing and lean into the successful models that can be readily replicated that already exist out there. Check the links in the show notes to find out more about Pamela's work!</p><p>Connect with Pamela on <a href="https://bit.ly/2YjByh5">LinkedIn</a>, <a href="https://bit.ly/2XMsene">Twitter</a>, <a href="https://bit.ly/2XJ67ho">Instagram</a> and <a href="https://bit.ly/3f3ZE6h">Facebook</a>.</p><p>Interested in Pamela's books? Click <a href="https://amzn.to/3dPIFom">here</a> to read more about them on Amazon.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3304</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/rk-KD6zLVCWX9_DXmK_HFgDB6LITW8Whs_JXMq2z86g]]></guid>
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    </item>
    <item>
      <title>Working While at War (w/ ESPN's Howard Bryant)</title>
      <description>Zach has the honor of welcoming Howard Bryant back to the podcast on this special Saturday episode. He and Howard touch on several elements of our current civil rights protest, and Howard graciously explains why he disagrees with the sentiment that white folks are just now really understanding and seeing the evils of racism. Check the links in the show notes for ways to pledge your support!
*This episode features occasional explicit language.*
Connect with Howard on Twitter, Instagram, and LinkedIn, and don't forget to check out his website.
Learn more about Howard's latest book, Full Dissidence, by clicking here.
Interested in finding out more about Howard's other books? Click here to be redirected to his Amazon page.
Donate to Black Lives Matter by clicking here.
Split a donation between 70+ community bail funds, mutual aid funds, and racial justice organizers by clicking here.
You can pledge your support to a variety of institutions by clicking the following links: Know Your Rights Camp, NAACP Legal Defense and Educational Fund, and Campaign Zero.
Check out our website.</description>
      <pubDate>Sat, 06 Jun 2020 11:32:00 -0000</pubDate>
      <itunes:title>Working While at War (w/ ESPN's Howard Bryant)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>235</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e6eb2b6a-f2a4-11ea-88c4-cf786d2522d3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of welcoming Howard Bryant back to the podcast on this special Saturday episode. He and Howard touch on several elements of our current civil rights protest, and Howard graciously explains why he disagrees with the sentiment that white folks are just now really understanding and seeing the evils of racism. Check the links in the show notes for ways to pledge your support!
*This episode features occasional explicit language.*
Connect with Howard on Twitter, Instagram, and LinkedIn, and don't forget to check out his website.
Learn more about Howard's latest book, Full Dissidence, by clicking here.
Interested in finding out more about Howard's other books? Click here to be redirected to his Amazon page.
Donate to Black Lives Matter by clicking here.
Split a donation between 70+ community bail funds, mutual aid funds, and racial justice organizers by clicking here.
You can pledge your support to a variety of institutions by clicking the following links: Know Your Rights Camp, NAACP Legal Defense and Educational Fund, and Campaign Zero.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of welcoming <a href="http://bit.ly/2P17Sl2">Howard Bryant</a> back to the podcast on this special Saturday episode. He and Howard touch on several elements of our current civil rights protest, and Howard graciously explains why he disagrees with the sentiment that white folks are just now really understanding and seeing the evils of racism. Check the links in the show notes for ways to pledge your support!</p><p><strong>*This episode features occasional explicit language.*</strong></p><p>Connect with Howard on <a href="http://bit.ly/37Azq7v">Twitter</a>, <a href="http://bit.ly/2SzFyZo">Instagram</a>, and <a href="http://bit.ly/2P17Sl2">LinkedIn</a>, and don't forget to check out <a href="http://bit.ly/2ST5jmf">his website</a>.</p><p>Learn more about Howard's latest book, Full Dissidence, by clicking <a href="https://amzn.to/2V4mBQ7">here</a>.</p><p>Interested in finding out more about Howard's other books? Click <a href="https://amzn.to/2uXxeJM">here</a> to be redirected to his Amazon page.</p><p>Donate to Black Lives Matter by clicking <a href="https://bit.ly/2XMAi5R">here.</a></p><p>Split a donation between 70+ community bail funds, mutual aid funds, and racial justice organizers by clicking <a href="https://bit.ly/30lGkgG">here</a>.</p><p>You can pledge your support to a variety of institutions by clicking the following links: <a href="https://bit.ly/3cCEzyj">Know Your Rights Camp</a>, <a href="https://bit.ly/3cKw2JW">NAACP Legal Defense and Educational Fund</a>, and <a href="https://bit.ly/30brvxn">Campaign Zero</a>.</p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2078</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Stay Engaged with Company Statements</title>
      <description>On the sixty-eighth installment of Tristan's Tips, our amazing host Tristan Layfield talks about why you need to keep an eye on statements made (or not made) by your current employers and any potential employer you are considering. As Tristan says, "It’s necessary for our sanity and well-being that we position ourselves in spaces where we are welcomed, appreciated, and allowed to show up as our true selves so we can thrive." 
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 04 Jun 2020 10:38:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Stay Engaged with Company Statements</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>234</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e70b3b62-f2a4-11ea-88c4-03bbdb04f23d/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixty-eighth installment of Tristan's Tips, our amazing host Tristan Layfield talks about why you need to keep an eye on statements made (or not made) by your current employers and any potential employer you are considering. As Tristan says, "It’s necessary for our sanity and well-being that we position ourselves in spaces where we are welcomed, appreciated, and allowed to show up as our true selves so we can thrive." 
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixty-eighth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about why you need to keep an eye on statements made (or not made) by your current employers and any potential employer you are considering. As Tristan says, "It’s necessary for our sanity and well-being that we position ourselves in spaces where we are welcomed, appreciated, and allowed to show up as our true selves so we can thrive." </p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p>]]>
      </content:encoded>
      <itunes:duration>493</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/UGM6-KLjX3Dl_OCuBmLvoZOxXltte3TDT2Z3T0tJ-_E]]></guid>
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    </item>
    <item>
      <title>Black Equity and Power (w/ Mary-Frances Winters)</title>
      <description>Zach has the honor of sitting down to chat with Mary-Frances Winters, the founder and CEO of The Winters Group, Inc., about black equity and power. Mary-Frances shares some of the top things she believes that majority leadership groups are doing today that undermine their own workplace equity efforts and explains her perspective on why chief inclusion/people/culture officers are typically white folks. Check the links in the show notes to find out more about The Winters Group!
Connect with Mary-Frances on LinkedIn, Twitter, and Instagram. Links in order:
https://bit.ly/2Bs8pZB
https://bit.ly/2ZXoMYl
https://bit.ly/3csD9qb

Learn more about The Winters Group on their website. 
http://bit.ly/33pqotq

Check out the Inclusion Solution blog.
https://bit.ly/2yX2quX

You can connect with The Winters Group on LinkedIn, Twitter, and Instagram. Links in order:
http://bit.ly/2WrDjtg
http://bit.ly/3d69LYh
https://bit.ly/2XUy6t7

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Tue, 02 Jun 2020 14:20:00 -0000</pubDate>
      <itunes:title>Black Equity and Power (w/ Mary-Frances Winters)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>233</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e72e8068-f2a4-11ea-88c4-ff6cc719848b/image/9b02befb743fb39171a9e230b7f44e8e.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of sitting down to chat with Mary-Frances Winters, the founder and CEO of The Winters Group, Inc., about black equity and power. Mary-Frances shares some of the top things she believes that majority leadership groups are doing today that undermine their own workplace equity efforts and explains her perspective on why chief inclusion/people/culture officers are typically white folks. Check the links in the show notes to find out more about The Winters Group!
Connect with Mary-Frances on LinkedIn, Twitter, and Instagram. Links in order:
https://bit.ly/2Bs8pZB
https://bit.ly/2ZXoMYl
https://bit.ly/3csD9qb

Learn more about The Winters Group on their website. 
http://bit.ly/33pqotq

Check out the Inclusion Solution blog.
https://bit.ly/2yX2quX

You can connect with The Winters Group on LinkedIn, Twitter, and Instagram. Links in order:
http://bit.ly/2WrDjtg
http://bit.ly/3d69LYh
https://bit.ly/2XUy6t7

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of sitting down to chat with <a href="https://bit.ly/2Bs8pZB">Mary-Frances Winters</a>, the founder and CEO of The Winters Group, Inc., about black equity and power. Mary-Frances shares some of the top things she believes that majority leadership groups are doing today that undermine their own workplace equity efforts and explains her perspective on why chief inclusion/people/culture officers are typically white folks. Check the links in the show notes to find out more about The Winters Group!</p><p>Connect with Mary-Frances on <a href="https://bit.ly/2Bs8pZB">LinkedIn</a>, <a href="https://bit.ly/2ZXoMYl">Twitter</a>, and <a href="https://bit.ly/3csD9qb">Instagram</a>. Links in order:</p><p><a href="https://bit.ly/2Bs8pZB">https://bit.ly/2Bs8pZB</a></p><p><a href="https://bit.ly/2ZXoMYl">https://bit.ly/2ZXoMYl</a></p><p><a href="https://bit.ly/3csD9qb">https://bit.ly/3csD9qb</a></p><p><br></p><p>Learn more about The Winters Group on <a href="http://bit.ly/33pqotq">their website</a>. </p><p><a href="http://bit.ly/33pqotq">http://bit.ly/33pqotq</a></p><p><br></p><p>Check out the <a href="https://bit.ly/2yX2quX">Inclusion Solution blog</a>.</p><p><a href="https://bit.ly/2yX2quX">https://bit.ly/2yX2quX</a></p><p><br></p><p>You can connect with The Winters Group on <a href="http://bit.ly/2WrDjtg">LinkedIn</a>, <a href="http://bit.ly/3d69LYh">Twitter</a>, and <a href="https://bit.ly/2XUy6t7">Instagram</a>. Links in order:</p><p><a href="http://bit.ly/2WrDjtg">http://bit.ly/2WrDjtg</a></p><p><a href="http://bit.ly/3d69LYh">http://bit.ly/3d69LYh</a></p><p><a href="https://bit.ly/2XUy6t7">https://bit.ly/2XUy6t7</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p>]]>
      </content:encoded>
      <itunes:duration>3117</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>On Death, Life, This Work, and What's Next (w/ Zach Nunn)</title>
      <description>Our very own Zach Nunn steps in for Latesha and Amy today and delivers a powerful statement regarding the recent deaths that we've been forced to engage and encounter. He also implores white diversity, equity and inclusion leaders to ask how they can decenter themselves in their own efforts, stating definitively that "You should not be the face of your diversity, equity and inclusion work."
Sign the Change.org petition "Justice for George Floyd."
Sign the Change.org petition "Justice for Tony McDade."
Sign the Change.org petition "Justice for Breonna Taylor."
Donate to Black Lives Matter by clicking here.
Show your support for Regis, Tony, and Ahmaud by donating to their GoFundMes.
We also recognize and mourn the senseless and tragic deaths of Nina Pop and Monika Diamond, but regretfully there are no fundraisers to link in their honor.

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk
Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Sat, 30 May 2020 12:52:00 -0000</pubDate>
      <itunes:title>On Death, Life, This Work, and What's Next (w/ Zach Nunn)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>232</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e756c686-f2a4-11ea-88c4-373b45359161/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Our very own Zach Nunn steps in for Latesha and Amy today and delivers a powerful statement regarding the recent deaths that we've been forced to engage and encounter. He also implores white diversity, equity and inclusion leaders to ask how they can decenter themselves in their own efforts, stating definitively that "You should not be the face of your diversity, equity and inclusion work."
Sign the Change.org petition "Justice for George Floyd."
Sign the Change.org petition "Justice for Tony McDade."
Sign the Change.org petition "Justice for Breonna Taylor."
Donate to Black Lives Matter by clicking here.
Show your support for Regis, Tony, and Ahmaud by donating to their GoFundMes.
We also recognize and mourn the senseless and tragic deaths of Nina Pop and Monika Diamond, but regretfully there are no fundraisers to link in their honor.

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk
Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Our very own Zach Nunn steps in for Latesha and Amy today and delivers a powerful statement regarding the recent deaths that we've been forced to engage and encounter. He also implores white diversity, equity and inclusion leaders to ask how they can decenter themselves in their own efforts, stating definitively that "You should not be the face of your diversity, equity and inclusion work."</p><p>Sign the Change.org petition <a href="https://bit.ly/3gEiSBl">"Justice for George Floyd."</a></p><p>Sign the Change.org petition <a href="https://bit.ly/3ch3EyA">"Justice for Tony McDade."</a></p><p>Sign the Change.org petition <a href="https://bit.ly/2XIvNtl">"Justice for Breonna Taylor."</a></p><p>Donate to Black Lives Matter by clicking <a href="https://bit.ly/2XMAi5R">here.</a></p><p>Show your support for <a href="https://bit.ly/3ezJvWg">Regis</a>, <a href="https://bit.ly/2Xyd18W">Tony</a>, and <a href="https://bit.ly/2XGHLU8">Ahmaud</a> by donating to their GoFundMes.</p><p>We also recognize and mourn the senseless and tragic deaths of Nina Pop and Monika Diamond, but regretfully there are no fundraisers to link in their honor.</p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1144</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO3891944944.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Tristan's Tip : You're Waiting Too Long to Start Your Job Search</title>
      <description>On the sixty-seventh entry of Tristan's Tips, our amazing host Tristan Layfield talks about how you’re waiting too late to start your job search. For those of you saying you’re going to wait for the coronavirus pandemic to blow over, Tristan would strongly recommend you reconsider that strategy - listen to the full tip to find out why, and if you’re ready to get all your ducks in a row, land three times as many interviews and have options, apply for a suitability call with Tristan! Check out the show notes to find out more. 

Interested in applying for a suitability call? Find out more by clicking here or below:
https://layfieldresume.lpages.co/careerlevelup/

Connect with Tristan on LinkedIn, IG, FB, and Twitter! Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 28 May 2020 10:03:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : You're Waiting Too Long to Start Your Job Search</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>231</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e779361c-f2a4-11ea-88c4-5f0589fad4a6/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixty-seventh entry of Tristan's Tips, our amazing host Tristan Layfield talks about how you’re waiting too late to start your job search. For those of you saying you’re going to wait for the coronavirus pandemic to blow over, Tristan would strongly recommend you reconsider that strategy - listen to the full tip to find out why, and if you’re ready to get all your ducks in a row, land three times as many interviews and have options, apply for a suitability call with Tristan! Check out the show notes to find out more. 

Interested in applying for a suitability call? Find out more by clicking here or below:
https://layfieldresume.lpages.co/careerlevelup/

Connect with Tristan on LinkedIn, IG, FB, and Twitter! Links in order.
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixty-seventh entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about how you’re waiting too late to start your job search. For those of you saying you’re going to wait for the coronavirus pandemic to blow over, Tristan would strongly recommend you reconsider that strategy - listen to the full tip to find out why, and if you’re ready to get all your ducks in a row, land three times as many interviews and have options, apply for a suitability call with Tristan! Check out the show notes to find out more. </p><p><br></p><p>Interested in applying for a suitability call? Find out more by clicking <a href="https://bit.ly/35WCQSV">here</a> or below:</p><p><a href="https://layfieldresume.lpages.co/careerlevelup/">https://layfieldresume.lpages.co/careerlevelup/</a></p><p><br></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>! Links in order.</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>406</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/ZG5QBwg5Abwyryhjc1gPHT-6LAlyT6LhaRAIvigGa_A]]></guid>
      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO1395021345.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Organizational Equity During COVID-19 (w/ Dr. Erin Thomas)</title>
      <description>Zach has the honor of having a conversation with Dr. Erin L. Thomas, Head of Diversity, Inclusion &amp; Belonging at Upwork, about organizational equity during the COVID-19 pandemic. She graciously shares some advice regarding what organizations can do during this time to at the very least reduce harm for their black and brown employees and talks a bit about how her perspective and focuses at work have shifted as this pandemic has continued. Check the links in the show notes to connect with Dr. Thomas!
Link up with Dr. Thomas on Twitter! She's also on LinkedIn. Links in order:
https://bit.ly/3c0BXKh
https://bit.ly/3c7qhFE

Learn more about Upwork on their website. You can view their open positions by clicking here. Links in order:
https://bit.ly/2TEC8Vn
https://bit.ly/2A5X00W

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Tue, 26 May 2020 12:28:00 -0000</pubDate>
      <itunes:title>Organizational Equity During COVID-19 (w/ Dr. Erin Thomas)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>230</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e79483c2-f2a4-11ea-88c4-87b98b88a80c/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of having a conversation with Dr. Erin L. Thomas, Head of Diversity, Inclusion &amp; Belonging at Upwork, about organizational equity during the COVID-19 pandemic. She graciously shares some advice regarding what organizations can do during this time to at the very least reduce harm for their black and brown employees and talks a bit about how her perspective and focuses at work have shifted as this pandemic has continued. Check the links in the show notes to connect with Dr. Thomas!
Link up with Dr. Thomas on Twitter! She's also on LinkedIn. Links in order:
https://bit.ly/3c0BXKh
https://bit.ly/3c7qhFE

Learn more about Upwork on their website. You can view their open positions by clicking here. Links in order:
https://bit.ly/2TEC8Vn
https://bit.ly/2A5X00W

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of having a conversation with <a href="https://bit.ly/3c7qhFE">Dr. Erin L. Thomas</a>, Head of Diversity, Inclusion &amp; Belonging at Upwork, about organizational equity during the COVID-19 pandemic. She graciously shares some advice regarding what organizations can do during this time to at the very least reduce harm for their black and brown employees and talks a bit about how her perspective and focuses at work have shifted as this pandemic has continued. Check the links in the show notes to connect with Dr. Thomas!</p><p>Link up with Dr. Thomas on <a href="https://bit.ly/3c0BXKh">Twitter</a>! She's also on <a href="https://bit.ly/3c7qhFE">LinkedIn</a>. Links in order:</p><p>https://bit.ly/3c0BXKh</p><p>https://bit.ly/3c7qhFE</p><p><br></p><p>Learn more about Upwork on <a href="https://bit.ly/2TEC8Vn">their website</a>. You can view their open positions by clicking <a href="https://bit.ly/2A5X00W">here</a>. Links in order:</p><p>https://bit.ly/2TEC8Vn</p><p>https://bit.ly/2A5X00W</p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p>https://bit.ly/2Ug4l5K</p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>https://bit.ly/2WD73Uk</p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p>https://bit.ly/living-corporate</p>]]>
      </content:encoded>
      <itunes:duration>3020</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO2408906506.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>See It to Be It : Insurance Program Management (w/ Traci Adedeji)</title>
      <description>On the thirteenth installment of our See It to Be It podcast series, Amy C. Waninger speaks with Traci Adedeji, the AIO program lead at AIPSO and president elect of the Rhode Island Chapter of the CPCU Society, in a wide-ranging interview about her unique role, her unconventional journey into the insurance industry, and so much more. Traci espouses the importance of establishing mentoring relationships at work and shares some advice on how to foster a very strong professional network on LinkedIn. Check the links in the show notes to connect with her and find out more about the CPCU Society!
Connect with Traci on LinkedIn.
http://bit.ly/2T9giYR

Find out more about the CPCU Society on their website. They're also on LinkedIn, Twitter, and Facebook. Links in order, beginning with their website:
https://bit.ly/3cWpbh7
https://bit.ly/3giUQeG
https://bit.ly/2WUwfFu
https://bit.ly/3e6nON4

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org:
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Sat, 23 May 2020 11:15:00 -0000</pubDate>
      <itunes:title>See It to Be It : Insurance Program Management (w/ Traci Adedeji)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>229</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e7b8b382-f2a4-11ea-88c4-5bc93c6ab601/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the thirteenth installment of our See It to Be It podcast series, Amy C. Waninger speaks with Traci Adedeji, the AIO program lead at AIPSO and president elect of the Rhode Island Chapter of the CPCU Society, in a wide-ranging interview about her unique role, her unconventional journey into the insurance industry, and so much more. Traci espouses the importance of establishing mentoring relationships at work and shares some advice on how to foster a very strong professional network on LinkedIn. Check the links in the show notes to connect with her and find out more about the CPCU Society!
Connect with Traci on LinkedIn.
http://bit.ly/2T9giYR

Find out more about the CPCU Society on their website. They're also on LinkedIn, Twitter, and Facebook. Links in order, beginning with their website:
https://bit.ly/3cWpbh7
https://bit.ly/3giUQeG
https://bit.ly/2WUwfFu
https://bit.ly/3e6nON4

Find out how the CDC suggests you wash your hands by clicking here or below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org:
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirteenth installment of our See It to Be It podcast series, Amy C. Waninger speaks with Traci Adedeji, the AIO program lead at AIPSO and president elect of the Rhode Island Chapter of the CPCU Society, in a wide-ranging interview about her unique role, her unconventional journey into the insurance industry, and so much more. Traci espouses the importance of establishing mentoring relationships at work and shares some advice on how to foster a very strong professional network on LinkedIn. Check the links in the show notes to connect with her and find out more about the CPCU Society!</p><p>Connect with Traci on<a href="http://bit.ly/2T9giYR"> LinkedIn</a>.</p><p>http://bit.ly/2T9giYR</p><p><br></p><p>Find out more about the CPCU Society on their <a href="https://bit.ly/3cWpbh7">website</a>. They're also on <a href="https://bit.ly/3giUQeG">LinkedIn</a>, <a href="https://bit.ly/2WUwfFu">Twitter</a>, and <a href="https://bit.ly/3e6nON4">Facebook</a>. Links in order, beginning with their website:</p><p>https://bit.ly/3cWpbh7</p><p>https://bit.ly/3giUQeG</p><p>https://bit.ly/2WUwfFu</p><p>https://bit.ly/3e6nON4</p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a> or below.</p><p>https://bit.ly/2Ug4l5K</p><p><br></p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>:</p><p>https://bit.ly/2WD73Uk</p><p><br></p><p>Check out <a href="https://bit.ly/living-corporate">our website</a>.</p><p>https://bit.ly/living-corporate</p>]]>
      </content:encoded>
      <itunes:duration>2121</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <enclosure url="https://www.podtrac.com/pts/redirect.mp3/pdst.fm/e/traffic.megaphone.fm/WWO1529825675.mp3" length="0" type="audio/mpeg"/>
    </item>
    <item>
      <title>Tristan's Tip : Why Your LinkedIn Isn’t Gaining Traction</title>
      <description>On the sixty-sixth installment of Tristan's Tips, our amazing host Tristan Layfield explains why your LinkedIn profiles alone won't get recruiters or hiring managers in your inbox. He runs through a couple pieces of advice to help your LinkedIn gain some traction and really stresses the importance of being actively engaged on the platform - remember, LinkedIn is all about developing organic relationships, but you can't do that if you aren't interacting with other people's content. Looking for a coherent strategy on how to unlock the power of LinkedIn? Utilize the link in the show notes to book a suitability call with Tristan!
Interested in applying for a suitability call? Find out more: https://bit.ly/35WCQSV
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</description>
      <pubDate>Thu, 21 May 2020 10:47:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Why Your LinkedIn Isn’t Gaining Traction</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>228</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e7e05d6a-f2a4-11ea-88c4-776a43649303/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixty-sixth installment of Tristan's Tips, our amazing host Tristan Layfield explains why your LinkedIn profiles alone won't get recruiters or hiring managers in your inbox. He runs through a couple pieces of advice to help your LinkedIn gain some traction and really stresses the importance of being actively engaged on the platform - remember, LinkedIn is all about developing organic relationships, but you can't do that if you aren't interacting with other people's content. Looking for a coherent strategy on how to unlock the power of LinkedIn? Utilize the link in the show notes to book a suitability call with Tristan!
Interested in applying for a suitability call? Find out more: https://bit.ly/35WCQSV
Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order:
http://bit.ly/2G7d6HK
http://bit.ly/2XDcp3z
http://bit.ly/2JEbg1R
http://bit.ly/2JCmKTz

Find out how the CDC suggests you wash your hands by clicking below.
https://bit.ly/2Ug4l5K

Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
https://bit.ly/2WD73Uk

Check out our website.
https://bit.ly/living-corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixty-sixth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> explains why your LinkedIn profiles alone won't get recruiters or hiring managers in your inbox. He runs through a couple pieces of advice to help your LinkedIn gain some traction and really stresses the importance of being actively engaged on the platform - remember, LinkedIn is all about developing organic relationships, but you can't do that if you aren't interacting with other people's content. Looking for a coherent strategy on how to unlock the power of LinkedIn? Utilize the link in the show notes to book a suitability call with Tristan!</p><p>Interested in applying for a suitability call? Find out more: <a href="https://bit.ly/35WCQSV">https://bit.ly/35WCQSV</a></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>. Links in order:</p><p><a href="http://bit.ly/2G7d6HK">http://bit.ly/2G7d6HK</a></p><p><a href="http://bit.ly/2XDcp3z">http://bit.ly/2XDcp3z</a></p><p><a href="http://bit.ly/2JEbg1R">http://bit.ly/2JEbg1R</a></p><p><a href="http://bit.ly/2JCmKTz">http://bit.ly/2JCmKTz</a></p><p><br></p><p>Find out how the CDC suggests you wash your hands by clicking below.</p><p><a href="https://bit.ly/2Ug4l5K">https://bit.ly/2Ug4l5K</a></p><p><br></p><p>Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.</p><p><a href="https://bit.ly/2WD73Uk">https://bit.ly/2WD73Uk</a></p><p><br></p><p>Check out our website.</p><p><a href="https://bit.ly/living-corporate">https://bit.ly/living-corporate</a></p>]]>
      </content:encoded>
      <itunes:duration>374</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Recognizing Power In Digital Communities (w/ God-is Rivera)</title>
      <description>Zach has the honor of sitting down to chat with God-is Rivera, Twitter's first ever global director of culture and community, about recognizing power in digital communities. She talks about how her passion for journalism and storytelling led her to her role at Twitter and shares the ways she sees people creating a sense of community on the platform today. She also comments on the trends she sees happening in digital community building over the next year or so. Check the links in the show notes to connect with God-is!
Connect with God-is on Twitter. She's also on LinkedIn and Instagram.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Tue, 19 May 2020 11:38:00 -0000</pubDate>
      <itunes:title>Recognizing Power In Digital Communities (w/ God-is Rivera)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>227</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e80c0bb8-f2a4-11ea-88c4-23f45493fef3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of sitting down to chat with God-is Rivera, Twitter's first ever global director of culture and community, about recognizing power in digital communities. She talks about how her passion for journalism and storytelling led her to her role at Twitter and shares the ways she sees people creating a sense of community on the platform today. She also comments on the trends she sees happening in digital community building over the next year or so. Check the links in the show notes to connect with God-is!
Connect with God-is on Twitter. She's also on LinkedIn and Instagram.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of sitting down to chat with <a href="https://bit.ly/2Zif8yU">God-is Rivera</a>, Twitter's first ever global director of culture and community, about recognizing power in digital communities. She talks about how her passion for journalism and storytelling led her to her role at Twitter and shares the ways she sees people creating a sense of community on the platform today. She also comments on the trends she sees happening in digital community building over the next year or so. Check the links in the show notes to connect with God-is!</p><p>Connect with God-is on <a href="https://bit.ly/3e2GmxY">Twitter</a>. She's also on <a href="https://bit.ly/2Zif8yU">LinkedIn</a> and <a href="https://bit.ly/2ZefaYR">Instagram</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2623</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/oa_AGC9zamiTICc3ZUU2ihrDJRvAHftJuZgdzBMqiIk]]></guid>
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    </item>
    <item>
      <title>The Link Up with Latesha : Reducing Anxiety While Interviewing</title>
      <description>On the twenty-sixth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, offers some helpful advice on how to reduce your anxiety when it comes to interviewing. She talks about the importance of practicing and preparing for an interview beforehand and breaks down the differences between both processes. Check out the show notes to read her piece on Money about how to crush your next virtual job interview!
Interested in Latesha's Career Chasers Members Club? Click here for all the information. Membership will be reopening very soon, so join the waiting list!
Check out Latesha's Money article on how to ace your next virtual interview.
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 16 May 2020 12:28:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Reducing Anxiety While Interviewing</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>226</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e825530c-f2a4-11ea-88c4-c3f0d539585c/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-sixth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, offers some helpful advice on how to reduce your anxiety when it comes to interviewing. She talks about the importance of practicing and preparing for an interview beforehand and breaks down the differences between both processes. Check out the show notes to read her piece on Money about how to crush your next virtual job interview!
Interested in Latesha's Career Chasers Members Club? Click here for all the information. Membership will be reopening very soon, so join the waiting list!
Check out Latesha's Money article on how to ace your next virtual interview.
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-sixth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, offers some helpful advice on how to reduce your anxiety when it comes to interviewing. She talks about the importance of practicing and preparing for an interview beforehand and breaks down the differences between both processes. Check out the show notes to read her piece on Money about how to crush your next virtual job interview!</p><p>Interested in Latesha's Career Chasers Members Club? Click <a href="https://bit.ly/3fX710y">here</a> for all the information. Membership will be reopening very soon, so join the waiting list!</p><p>Check out <a href="https://bit.ly/2zEU0bw">Latesha's Money article</a> on how to ace your next virtual interview.</p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="https://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, and <a href="http://bit.ly/314Z5lX">FB</a>.</p><p>Check out Latesha's <a href="https://bit.ly/2p74YRU">YouTube</a> channel.</p><p>Connect with Byrd Career Consulting via <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, and <a href="http://bit.ly/2Gwi3tY">FB</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/living-corporate">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1607</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Taking Back Control of Your Job Search</title>
      <description>On the sixty-fifth entry of Tristan's Tips, our amazing host Tristan Layfield is back with some career advice geared around taking back control of your job search. Listen to the full tip to hear what Tristan believes to be the key to doing so, and if you’re tired of going through the same old process to get the same results and you want a cohesive and coherent job search strategy that will guarantee you 3x more interviews, apply for a suitability call using the link in the show notes!
Interested in applying for a suitability call? Find out more by clicking below:
https://bit.ly/35WCQSV
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</description>
      <pubDate>Thu, 14 May 2020 11:50:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Taking Back Control of Your Job Search</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>225</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e84828d2-f2a4-11ea-88c4-6fd5ff949894/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixty-fifth entry of Tristan's Tips, our amazing host Tristan Layfield is back with some career advice geared around taking back control of your job search. Listen to the full tip to hear what Tristan believes to be the key to doing so, and if you’re tired of going through the same old process to get the same results and you want a cohesive and coherent job search strategy that will guarantee you 3x more interviews, apply for a suitability call using the link in the show notes!
Interested in applying for a suitability call? Find out more by clicking below:
https://bit.ly/35WCQSV
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Check out our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixty-fifth entry of Tristan's Tips, our amazing host Tristan Layfield is back with some career advice geared around taking back control of your job search. Listen to the full tip to hear what Tristan believes to be the key to doing so, and if you’re tired of going through the same old process to get the same results and you want a cohesive and coherent job search strategy that will guarantee you 3x more interviews, apply for a suitability call using the link in the show notes!</p><p>Interested in applying for a suitability call? Find out more by clicking below:</p><p><a href="https://bit.ly/35WCQSV">https://bit.ly/35WCQSV</a></p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Check out <a href="https://bit.ly/3doyAOm">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>351</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tackling Systemic Inequity (w/ Debra Gore-Mann)</title>
      <description>Zach has the honor of speaking to Debra Gore-Mann, president and CEO of The Greenlining Institute, about tackling systemic equity. She graciously shares her unique career journey with us and talks a bit about what it looks like to manage the wide array of philosophies, motivations and personalities she engages with in an effort to shift and create systemic change. Check out the show notes to connect with Debra and for more information on The Greenlining Institute!
Connect with Debra on LinkedIn and Instagram.
Interested in learning more about The Greenlining Institute? Check out their website.
They're also on social media - follow them on LinkedIn, Instagram, Facebook and Twitter.
Read Debra's piece mentioned in the episode by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Tue, 12 May 2020 12:51:00 -0000</pubDate>
      <itunes:title>Tackling Systemic Inequity (w/ Debra Gore-Mann)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>224</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e8612b34-f2a4-11ea-88c4-ff1a4670e5d9/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of speaking to Debra Gore-Mann, president and CEO of The Greenlining Institute, about tackling systemic equity. She graciously shares her unique career journey with us and talks a bit about what it looks like to manage the wide array of philosophies, motivations and personalities she engages with in an effort to shift and create systemic change. Check out the show notes to connect with Debra and for more information on The Greenlining Institute!
Connect with Debra on LinkedIn and Instagram.
Interested in learning more about The Greenlining Institute? Check out their website.
They're also on social media - follow them on LinkedIn, Instagram, Facebook and Twitter.
Read Debra's piece mentioned in the episode by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of speaking to <a href="https://bit.ly/2LnrON6">Debra Gore-Mann</a>, president and CEO of The Greenlining Institute, about tackling systemic equity. She graciously shares her unique career journey with us and talks a bit about what it looks like to manage the wide array of philosophies, motivations and personalities she engages with in an effort to shift and create systemic change. Check out the show notes to connect with Debra and for more information on The Greenlining Institute!</p><p>Connect with Debra on <a href="https://bit.ly/2LnrON6">LinkedIn</a> and <a href="https://bit.ly/2SWyCp5">Instagram</a>.</p><p>Interested in learning more about The Greenlining Institute? Check out <a href="https://bit.ly/2LnrpKk">their website</a>.</p><p>They're also on social media - follow them on <a href="https://bit.ly/3bn8jyx">LinkedIn</a>, <a href="https://bit.ly/35Qg52U">Instagram</a>, <a href="https://bit.ly/35WHUXd">Facebook</a> and <a href="https://bit.ly/3cpT61b">Twitter</a>.</p><p>Read Debra's piece mentioned in the episode by clicking <a href="https://bit.ly/3bt5vjo">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="https://bit.ly/3doyAOm">website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3283</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Real Estate Industry (w/ OJ Gordon)</title>
      <description>On the twelfth entry of our See It to Be It podcast series, Amy C. Waninger speaks with OJ Gordon about his entering the real estate industry from the insurance industry and the unique role he's taking on in doing so. OJ also suggests that people interested in getting started or learning more about the industry look into getting involved with the local chapter of their National Real Estate Investors Association (REIA). Check out the show notes to find out more!
Click here to find your local National REIA chapter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 09 May 2020 11:56:00 -0000</pubDate>
      <itunes:title>See It to Be It : Real Estate Industry (w/ OJ Gordon)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>223</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e897e9da-f2a4-11ea-88c4-ff06262669d0/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twelfth entry of our See It to Be It podcast series, Amy C. Waninger speaks with OJ Gordon about his entering the real estate industry from the insurance industry and the unique role he's taking on in doing so. OJ also suggests that people interested in getting started or learning more about the industry look into getting involved with the local chapter of their National Real Estate Investors Association (REIA). Check out the show notes to find out more!
Click here to find your local National REIA chapter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twelfth entry of our See It to Be It podcast series, Amy C. Waninger speaks with OJ Gordon about his entering the real estate industry from the insurance industry and the unique role he's taking on in doing so. OJ also suggests that people interested in getting started or learning more about the industry look into getting involved with the local chapter of their National Real Estate Investors Association (REIA). Check out the show notes to find out more!</p><p>Click <a href="https://bit.ly/3dye9Pk">here</a> to find your local National REIA chapter.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="https://bit.ly/3doyAOm">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2241</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Preparing for Pandemic-related Job Interview Questions</title>
      <description>On the sixty-fourth installment of Tristan's Tips, our amazing host Tristan Layfield discusses how we can prepare for the pandemic-related questions we may get during job interviews. He breaks down four different questions you could be asked relating to COVID-19 and shares how he would answer them if he were in our shoes. Since the onset of the coronavirus, the pandemic has made a cameo in the majority of conversations that we’ve had. With that being the case, there’s no reason to think that our job interview won’t be another area where it will rear its head!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Thu, 07 May 2020 11:02:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Preparing for Pandemic-related Job Interview Questions</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>222</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e8bcb012-f2a4-11ea-88c4-ff9f89e68bef/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixty-fourth installment of Tristan's Tips, our amazing host Tristan Layfield discusses how we can prepare for the pandemic-related questions we may get during job interviews. He breaks down four different questions you could be asked relating to COVID-19 and shares how he would answer them if he were in our shoes. Since the onset of the coronavirus, the pandemic has made a cameo in the majority of conversations that we’ve had. With that being the case, there’s no reason to think that our job interview won’t be another area where it will rear its head!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixty-fourth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses how we can prepare for the pandemic-related questions we may get during job interviews. He breaks down four different questions you could be asked relating to COVID-19 and shares how he would answer them if he were in our shoes. Since the onset of the coronavirus, the pandemic has made a cameo in the majority of conversations that we’ve had. With that being the case, there’s no reason to think that our job interview won’t be another area where it will rear its head!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>356</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Taking Time (w/Arlan Hamilton)</title>
      <description>Our very own Amy C. Waninger has the honor of chatting with Arlan Hamilton, founder and managing partner of Backstage Capital and author of "It's About Damn Time," which was released TODAY! Arlan went from homeless in three years to running Backstage Capital, a venture capital firm that solely invests in companies founded by women, people of color and LGBTQ entrepreneurs. She graciously shares a bit about why she started her fund and wrote her book, talks about what it is about under-estimated talent that she thinks makes them a great bet in business, and she tells us how she gets herself into the right mindset to walk in and own really intimidating rooms. Check the show notes to find out more about her book!
Interested in her new book? Check out ItsAboutDamnTime.com.
Connect with Arlan on LinkedIn, Twitter, Facebook, and Instagram.
You can find out more about Backstage Capital on their website. They're also on FB, IG, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Tue, 05 May 2020 11:43:00 -0000</pubDate>
      <itunes:title>Taking Time (w/Arlan Hamilton)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>221</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e8d79166-f2a4-11ea-88c4-038d49c0e03f/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Our very own Amy C. Waninger has the honor of chatting with Arlan Hamilton, founder and managing partner of Backstage Capital and author of "It's About Damn Time," which was released TODAY! Arlan went from homeless in three years to running Backstage Capital, a venture capital firm that solely invests in companies founded by women, people of color and LGBTQ entrepreneurs. She graciously shares a bit about why she started her fund and wrote her book, talks about what it is about under-estimated talent that she thinks makes them a great bet in business, and she tells us how she gets herself into the right mindset to walk in and own really intimidating rooms. Check the show notes to find out more about her book!
Interested in her new book? Check out ItsAboutDamnTime.com.
Connect with Arlan on LinkedIn, Twitter, Facebook, and Instagram.
You can find out more about Backstage Capital on their website. They're also on FB, IG, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Our very own Amy C. Waninger has the honor of chatting with <a href="https://bit.ly/3fl11yD">Arlan Hamilton</a>, founder and managing partner of Backstage Capital and author of "It's About Damn Time," which was released TODAY! Arlan went from homeless in three years to running Backstage Capital, a venture capital firm that solely invests in companies founded by women, people of color and LGBTQ entrepreneurs. She graciously shares a bit about why she started her fund and wrote her book, talks about what it is about under-estimated talent that she thinks makes them a great bet in business, and she tells us how she gets herself into the right mindset to walk in and own really intimidating rooms. Check the show notes to find out more about her book!</p><p>Interested in her new book? Check out <a href="https://bit.ly/2YzTk1r">ItsAboutDamnTime.com</a>.</p><p>Connect with Arlan on <a href="https://bit.ly/3fl11yD">LinkedIn</a>, <a href="https://bit.ly/3b3mitm">Twitter</a>, <a href="https://bit.ly/2xEGhRq">Facebook</a>, and <a href="https://bit.ly/2WpeBIy">Instagram</a>.</p><p>You can find out more about Backstage Capital on <a href="https://bit.ly/3b5jWtV">their website</a>. They're also on <a href="https://bit.ly/35CoVBk">FB</a>, <a href="https://bit.ly/2z79EMx">IG</a>, and <a href="https://bit.ly/2xAwYSq">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1429</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Equity &amp; COVID-19 (w/ Dr. Brian Williams)</title>
      <description>Zach welcomes Dr. Brian Williams back to the platform on this special Saturday show themed around equity and COVID-19. He graciously shares his perspective on the reality of young black and brown folks continuing to be susceptible to this disease and discusses several sobering statistics that illustrate clear long-standing inequity.
Connect with Dr. Williams via LinkedIn or Twitter, and check out his personal website by clicking here.
Read his Chicago Tribune op-ed titled "COVID-19 and gun violence are devastating black Chicagoans".
Interested in his podcast Race, Violence &amp; Medicine? Follow this link to listen on a variety of platforms.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 02 May 2020 11:05:00 -0000</pubDate>
      <itunes:title>Equity &amp; COVID-19 (w/ Dr. Brian Williams)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>220</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e8f7c15c-f2a4-11ea-88c4-53904289d94e/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Dr. Brian Williams back to the platform on this special Saturday show themed around equity and COVID-19. He graciously shares his perspective on the reality of young black and brown folks continuing to be susceptible to this disease and discusses several sobering statistics that illustrate clear long-standing inequity.
Connect with Dr. Williams via LinkedIn or Twitter, and check out his personal website by clicking here.
Read his Chicago Tribune op-ed titled "COVID-19 and gun violence are devastating black Chicagoans".
Interested in his podcast Race, Violence &amp; Medicine? Follow this link to listen on a variety of platforms.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="http://bit.ly/2PFnmvG">Dr. Brian Williams</a> back to the platform on this special Saturday show themed around equity and COVID-19. He graciously shares his perspective on the reality of young black and brown folks continuing to be susceptible to this disease and discusses several sobering statistics that illustrate clear long-standing inequity.</p><p>Connect with Dr. Williams via <a href="http://bit.ly/2PFnmvG">LinkedIn</a> or <a href="http://bit.ly/2wlCR50">Twitter</a>, and check out his personal website by clicking <a href="http://bit.ly/2IiCFWI">here</a>.</p><p>Read his Chicago Tribune op-ed titled <a href="https://bit.ly/35w3eTq">"COVID-19 and gun violence are devastating black Chicagoans"</a>.</p><p>Interested in his podcast Race, Violence &amp; Medicine? Follow <a href="http://bit.ly/39uB2l7">this link</a> to listen on a variety of platforms.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1298</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/F9BaPULb-2Iz_U0-UDMd5PD4N4Un1Y5NoCzatqqiU_U]]></guid>
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    </item>
    <item>
      <title>Tristan's Tip : What To Do If You Get Laid Off</title>
      <description>On the sixty-third entry of Tristan's Tips, our amazing host Tristan Layfield talks to us about what to do if we get laid off. Since the beginning of the coronavirus pandemic, over 26.5 million Americans have filed for unemployment. We are seeing numbers that we haven't seen since the Great Depression. Losing your job is never an easy thing to go through, but remember that there is nothing to be ashamed about. This is only a small part of your story and it won't last forever!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Thu, 30 Apr 2020 10:41:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : What To Do If You Get Laid Off</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>219</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e914c428-f2a4-11ea-88c4-aba02d003751/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixty-third entry of Tristan's Tips, our amazing host Tristan Layfield talks to us about what to do if we get laid off. Since the beginning of the coronavirus pandemic, over 26.5 million Americans have filed for unemployment. We are seeing numbers that we haven't seen since the Great Depression. Losing your job is never an easy thing to go through, but remember that there is nothing to be ashamed about. This is only a small part of your story and it won't last forever!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixty-third entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks to us about what to do if we get laid off. Since the beginning of the coronavirus pandemic, over 26.5 million Americans have filed for unemployment. We are seeing numbers that we haven't seen since the Great Depression. Losing your job is never an easy thing to go through, but remember that there is nothing to be ashamed about. This is only a small part of your story and it won't last forever!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>405</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/fl5IxkQmrOv7MVCv2ci-07fwOAMhV_1y4cQTiiGulkQ]]></guid>
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    </item>
    <item>
      <title>The Psychology of Impostor Syndrome (w/ Dr. Richard Orbé-Austin)</title>
      <description>Zach sits down to chat with Dr. Richard Orbé-Austin, a psychologist and a partner of Dynamic Transitions Psychological Consulting, LLP, about the psychology of impostor syndrome. Dr. Orbé-Austin breaks down the concept of impostor syndrome itself and talks a bit about how gaslighting can tie into and even exacerbate it. He also shares several practical ways impostor syndrome manifests in the workplace. Listen to the full show to learn a handful of methods to combat it on a personal level.
Connect with Dr. Orbé-Austin on LinkedIn and Twitter.
Check out DTPC's website by clicking here.
Follow DTPC on social media. They're on LinkedIn and Facebook.
Interested in Lisa and Richard's book? Find out more about it on Amazon.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Tue, 28 Apr 2020 13:00:00 -0000</pubDate>
      <itunes:title>The Psychology of Impostor Syndrome (w/ Dr. Richard Orbé-Austin)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>218</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e93b42ec-f2a4-11ea-88c4-530e915a56a2/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down to chat with Dr. Richard Orbé-Austin, a psychologist and a partner of Dynamic Transitions Psychological Consulting, LLP, about the psychology of impostor syndrome. Dr. Orbé-Austin breaks down the concept of impostor syndrome itself and talks a bit about how gaslighting can tie into and even exacerbate it. He also shares several practical ways impostor syndrome manifests in the workplace. Listen to the full show to learn a handful of methods to combat it on a personal level.
Connect with Dr. Orbé-Austin on LinkedIn and Twitter.
Check out DTPC's website by clicking here.
Follow DTPC on social media. They're on LinkedIn and Facebook.
Interested in Lisa and Richard's book? Find out more about it on Amazon.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down to chat with <a href="https://bit.ly/3cPH54E">Dr. Richard Orbé-Austin</a>, a psychologist and a partner of Dynamic Transitions Psychological Consulting, LLP, about the psychology of impostor syndrome. Dr. Orbé-Austin breaks down the concept of impostor syndrome itself and talks a bit about how gaslighting can tie into and even exacerbate it. He also shares several practical ways impostor syndrome manifests in the workplace. Listen to the full show to learn a handful of methods to combat it on a personal level.</p><p>Connect with Dr. Orbé-Austin on <a href="https://bit.ly/3cPH54E">LinkedIn</a> and <a href="https://bit.ly/2y7iNV5">Twitter</a>.</p><p>Check out DTPC's website by clicking <a href="https://bit.ly/2yOU8F2">here</a>.</p><p>Follow DTPC on social media. They're on <a href="https://bit.ly/3eYkXXN">LinkedIn</a> and <a href="https://bit.ly/2SfA4lS">Facebook</a>.</p><p>Interested in Lisa and Richard's book? Find out more about it on <a href="https://amzn.to/3aHyDmQ">Amazon</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="https://bit.ly/2JyhwbD">our website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3868</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/qVF3Y1L-VIjxTqxB0Gs3opaKnkgxSYE7pyKal0o8J6k]]></guid>
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    </item>
    <item>
      <title>The Link Up with Latesha : Bouncing Back From Career Crisis During COVID-19</title>
      <description>On the twenty-fifth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, speaks on the topic of recovering from career crisis during the COVID-19 pandemic. Remember, jobs may be lost, but hope is not! Be sure to utilize Latesha's advice, and don't forget to check out the Forbes article she mentions to learn about 10 career growth questions you probably aren't asking yourself. 

Click here to read "10 Career Growth Questions You Probably Aren't Asking Yourself" on Forbes.
You can refer back to Latesha's episode regarding building a career toolkit by clicking here.
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 25 Apr 2020 10:43:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Bouncing Back From Career Crisis During COVID-19</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>217</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e96dcbc2-f2a4-11ea-88c4-8bacd24ef1c0/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-fifth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, speaks on the topic of recovering from career crisis during the COVID-19 pandemic. Remember, jobs may be lost, but hope is not! Be sure to utilize Latesha's advice, and don't forget to check out the Forbes article she mentions to learn about 10 career growth questions you probably aren't asking yourself. 

Click here to read "10 Career Growth Questions You Probably Aren't Asking Yourself" on Forbes.
You can refer back to Latesha's episode regarding building a career toolkit by clicking here.
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-fifth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, speaks on the topic of recovering from career crisis during the COVID-19 pandemic. Remember, jobs may be lost, but hope is not! Be sure to utilize Latesha's advice, and don't forget to check out the Forbes article she mentions to learn about 10 career growth questions you probably aren't asking yourself. </p><p><br></p><p>Click <a href="https://bit.ly/2y0DjXo">here</a> to read "10 Career Growth Questions You Probably Aren't Asking Yourself" on Forbes.</p><p>You can refer back to Latesha's episode regarding building a career toolkit by clicking <a href="https://bit.ly/3bGWmoo">here</a>.</p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="https://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, and <a href="http://bit.ly/314Z5lX">FB</a>.</p><p>Check out Latesha's <a href="https://bit.ly/2p74YRU">YouTube</a> channel.</p><p>Connect with Byrd Career Consulting via <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, and <a href="http://bit.ly/2Gwi3tY">FB</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1617</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Get Selective In Your Job Search</title>
      <description>On the sixty-second installment of Tristan's Tips, our amazing host Tristan Layfield explains why you need to get selective in your job search. He also shares his three main steps to an effective job search. Be sure to follow them - doing so gives you more control over the process, and you’ll land more interviews and ultimately the role you want!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Thu, 23 Apr 2020 09:18:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Get Selective In Your Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>216</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e98787ba-f2a4-11ea-88c4-b36bbd83b7c9/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixty-second installment of Tristan's Tips, our amazing host Tristan Layfield explains why you need to get selective in your job search. He also shares his three main steps to an effective job search. Be sure to follow them - doing so gives you more control over the process, and you’ll land more interviews and ultimately the role you want!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixty-second installment of Tristan's Tips, our amazing host Tristan Layfield explains why you need to get selective in your job search. He also shares his three main steps to an effective job search. Be sure to follow them - doing so gives you more control over the process, and you’ll land more interviews and ultimately the role you want!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>330</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Creating a Great Place to Work (w/ Michael C. Bush)</title>
      <description>Zach has the honor of speaking with Great Place to Work CEO Michael C. Bush about GPTW itself and the process of creating a great place to work. Michael generously shares what he believes executives should be thinking about when it comes to building better trust within organizations and talks about where he sees Great Place to Work continuing to grow and expand to capture more marginalized voices and experiences.
Connect with Michael on LinkedIn and Twitter.
Check out Great Place to Work's website. You can review their most recent lists by clicking here.
Follow GPTW on social media. They're on LinkedIn, Twitter, Instagram and Facebook.
Interested in Michael's book? Find out more about it on Amazon.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Tue, 21 Apr 2020 10:56:00 -0000</pubDate>
      <itunes:title>Creating a Great Place to Work (w/ Michael C. Bush)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>215</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e9a2edac-f2a4-11ea-88c4-5bdd49367783/image/cd2753b12cbd061723ee25b88a7df7da.png?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of speaking with Great Place to Work CEO Michael C. Bush about GPTW itself and the process of creating a great place to work. Michael generously shares what he believes executives should be thinking about when it comes to building better trust within organizations and talks about where he sees Great Place to Work continuing to grow and expand to capture more marginalized voices and experiences.
Connect with Michael on LinkedIn and Twitter.
Check out Great Place to Work's website. You can review their most recent lists by clicking here.
Follow GPTW on social media. They're on LinkedIn, Twitter, Instagram and Facebook.
Interested in Michael's book? Find out more about it on Amazon.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of speaking with Great Place to Work CEO <a href="https://bit.ly/2XV6YvM">Michael C. Bush</a> about GPTW itself and the process of creating a great place to work. Michael generously shares what he believes executives should be thinking about when it comes to building better trust within organizations and talks about where he sees Great Place to Work continuing to grow and expand to capture more marginalized voices and experiences.</p><p>Connect with Michael on <a href="https://bit.ly/2XV6YvM">LinkedIn</a> and <a href="https://bit.ly/2RPu7vV">Twitter</a>.</p><p>Check out Great Place to Work's <a href="https://bit.ly/2Ko6Zk4">website</a>. You can review their most recent lists by clicking <a href="https://bit.ly/3cyUSfP">here</a>.</p><p>Follow GPTW on social media. They're on <a href="https://bit.ly/3cutKyC">LinkedIn</a>, <a href="https://bit.ly/3bqdVZT">Twitter</a>, <a href="https://bit.ly/2wUG38g">Instagram</a> and <a href="https://bit.ly/3eFPEB2">Facebook</a>.</p><p>Interested in Michael's book? Find out more about it on <a href="https://amzn.to/3cyOV2E">Amazon</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2488</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>See It to Be It : Insurtech Industry (w/ Bobbie Shrivastav)</title>
      <description>On the eleventh installment of our See It to Be It podcast series, Amy C. Waninger speaks with Bobbie Shrivastav, co-founder and CPO of Benekiva, about her personal journey that led to the insurtech industry, and Bobbie graciously shares where she goes for support among other women and people of color in the insurtech space. 
Connect with Bobbie on LinkedIn, Twitter and Instagram.
Find out more about Benekiva. They're also on LinkedIn, Twitter, Facebook and Instagram.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 18 Apr 2020 10:38:00 -0000</pubDate>
      <itunes:title>See It to Be It : Insurtech Industry (w/ Bobbie Shrivastav)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>214</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e9c31a5a-f2a4-11ea-88c4-a7e52f1b0ae9/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the eleventh installment of our See It to Be It podcast series, Amy C. Waninger speaks with Bobbie Shrivastav, co-founder and CPO of Benekiva, about her personal journey that led to the insurtech industry, and Bobbie graciously shares where she goes for support among other women and people of color in the insurtech space. 
Connect with Bobbie on LinkedIn, Twitter and Instagram.
Find out more about Benekiva. They're also on LinkedIn, Twitter, Facebook and Instagram.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eleventh installment of our See It to Be It podcast series, Amy C. Waninger speaks with <a href="https://bit.ly/2yoZ5UG">Bobbie Shrivastav</a>, co-founder and CPO of Benekiva, about her personal journey that led to the insurtech industry, and Bobbie graciously shares where she goes for support among other women and people of color in the insurtech space. </p><p>Connect with Bobbie on <a href="https://bit.ly/2yoZ5UG">LinkedIn</a>, <a href="https://bit.ly/3ahRRzg">Twitter</a> and <a href="https://bit.ly/2xEeFMc">Instagram</a>.</p><p>Find out more about <a href="https://bit.ly/2xDZ0wn">Benekiva</a>. They're also on <a href="https://bit.ly/3ctSXcq">LinkedIn</a>, <a href="https://bit.ly/2yp03At">Twitter</a>, <a href="https://bit.ly/2KiUUwc">Facebook</a> and <a href="https://bit.ly/2xEeFMc">Instagram</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1798</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Build &amp; Maintain Co-worker Relationships During COVID-19</title>
      <description>On the sixty-first entry of Tristan's Tips, our amazing host Tristan Layfield talks about how you can build and maintain relationships with co-workers while we work from home during the COVID-19 pandemic. One of the hardest things to do when you and your team aren’t in the same location is to build and maintain relationships - let's be real, it's difficult enough when you're all in the same office. Actively cultivating those relationships could help you position yourself as a valuable player on the team though, so make sure you listen to the full show and utilize Tristan's advice!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Thu, 16 Apr 2020 10:49:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Build &amp; Maintain Co-worker Relationships During COVID-19</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>213</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/e9ee0170-f2a4-11ea-88c4-9f8745f07e55/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixty-first entry of Tristan's Tips, our amazing host Tristan Layfield talks about how you can build and maintain relationships with co-workers while we work from home during the COVID-19 pandemic. One of the hardest things to do when you and your team aren’t in the same location is to build and maintain relationships - let's be real, it's difficult enough when you're all in the same office. Actively cultivating those relationships could help you position yourself as a valuable player on the team though, so make sure you listen to the full show and utilize Tristan's advice!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixty-first entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about how you can build and maintain relationships with co-workers while we work from home during the COVID-19 pandemic. One of the hardest things to do when you and your team aren’t in the same location is to build and maintain relationships - let's be real, it's difficult enough when you're all in the same office. Actively cultivating those relationships could help you position yourself as a valuable player on the team though, so make sure you listen to the full show and utilize Tristan's advice!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>303</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Truth, Influence, and Equity (w/ Ellen McGirt)</title>
      <description>Zach chats with Fortune senior editor Ellen McGirt about her journey to writing on race and leadership and what fuels her to do this work, and she graciously details the dynamic of what it looks like for her to talk about these topics with majority-white executive leaders while breaking down how it works for her as a journalist. Ellen's reporting has taken her inside the C-Suites of Facebook, Nike, Twitter, Intel, Xerox and Cisco and on the campaign trail with Barack Obama - check out all of her information in the show notes!
Connect with Ellen on LinkedIn and Twitter, and check out her Fortune.com newsletter raceAhead.
Follow Fortune on social media. They're on LinkedIn, Twitter, Instagram and Facebook.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Tue, 14 Apr 2020 13:33:00 -0000</pubDate>
      <itunes:title>Truth, Influence, and Equity (w/ Ellen McGirt)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>212</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ea04abe6-f2a4-11ea-88c4-3b461b7dea59/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach chats with Fortune senior editor Ellen McGirt about her journey to writing on race and leadership and what fuels her to do this work, and she graciously details the dynamic of what it looks like for her to talk about these topics with majority-white executive leaders while breaking down how it works for her as a journalist. Ellen's reporting has taken her inside the C-Suites of Facebook, Nike, Twitter, Intel, Xerox and Cisco and on the campaign trail with Barack Obama - check out all of her information in the show notes!
Connect with Ellen on LinkedIn and Twitter, and check out her Fortune.com newsletter raceAhead.
Follow Fortune on social media. They're on LinkedIn, Twitter, Instagram and Facebook.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with Fortune senior editor <a href="https://bit.ly/2K4wNBw">Ellen McGirt</a> about her journey to writing on race and leadership and what fuels her to do this work, and she graciously details the dynamic of what it looks like for her to talk about these topics with majority-white executive leaders while breaking down how it works for her as a journalist. Ellen's reporting has taken her inside the C-Suites of Facebook, Nike, Twitter, Intel, Xerox and Cisco and on the campaign trail with Barack Obama - check out all of her information in the show notes!</p><p>Connect with Ellen on <a href="https://bit.ly/2K4wNBw">LinkedIn</a> and <a href="https://bit.ly/2RBqhGm">Twitter</a>, and check out her Fortune.com newsletter <a href="https://bit.ly/3aevPNT">raceAhead</a>.</p><p>Follow <a href="https://bit.ly/2VaeSQm">Fortune</a> on social media. They're on <a href="https://bit.ly/3dPTTt8">LinkedIn</a>, <a href="https://bit.ly/346Doo8">Twitter</a>, <a href="https://bit.ly/3aDAytb">Instagram</a> and <a href="https://bit.ly/2UDNMkb">Facebook</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3210</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/6oTZ7MlOBvIq3ef4djgGq2cNOTkf6P2Ifq5lCOoRwYw]]></guid>
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    </item>
    <item>
      <title>The Link Up with Latesha : Should I Keep Applying For Jobs?</title>
      <description>On the twenty-fourth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, addresses a pressing concern - whether or not to continue applying for a job during the COVID-19 pandemic. She emphasizes that not all hope is lost and shares a handful of effective tips to help you set yourself apart from other candidates during this trying time. She also talks about her newly-launched Career Chasers Members Club - check the show notes for more information!
Interested in Latesha's Career Chasers Members Club? Click here for all the info.
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 11 Apr 2020 09:55:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Should I Keep Applying For Jobs?</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>211</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ea2e262e-f2a4-11ea-88c4-7f642c7dc3f9/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-fourth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, addresses a pressing concern - whether or not to continue applying for a job during the COVID-19 pandemic. She emphasizes that not all hope is lost and shares a handful of effective tips to help you set yourself apart from other candidates during this trying time. She also talks about her newly-launched Career Chasers Members Club - check the show notes for more information!
Interested in Latesha's Career Chasers Members Club? Click here for all the info.
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.
Find out more about Latesha on the BCC website or connect with her through LinkedIn, IG, Twitter, and FB.
Check out Latesha's YouTube channel.
Connect with Byrd Career Consulting via LinkedIn, IG, Twitter, and FB.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-fourth entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, addresses a pressing concern - whether or not to continue applying for a job during the COVID-19 pandemic. She emphasizes that not all hope is lost and shares a handful of effective tips to help you set yourself apart from other candidates during this trying time. She also talks about her newly-launched Career Chasers Members Club - check the show notes for more information!</p><p>Interested in Latesha's Career Chasers Members Club? Click <a href="https://bit.ly/3b2QIwn">here</a> for all the info.</p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="https://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS.</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, and <a href="http://bit.ly/314Z5lX">FB</a>.</p><p>Check out Latesha's <a href="https://bit.ly/2p74YRU">YouTube</a> channel.</p><p>Connect with Byrd Career Consulting via <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, and <a href="http://bit.ly/2Gwi3tY">FB</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>.</p>]]>
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      <itunes:duration>1412</itunes:duration>
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    <item>
      <title>Tristan's Tip : Identifying Companies That Are Hiring During COVID-19</title>
      <description>On the sixtieth entry of Tristan's Tips, our amazing host Tristan Layfield is back to talk about how to figure out which companies are hiring during the coronavirus pandemic. Make sure to take advantage of the resource Tristan mentions - it's a new tool that is tracking the hiring status of over 5,000 companies. Check it out in the show notes!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Utilize the tool Tristan mentioned in the episode by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Thu, 09 Apr 2020 10:05:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Identifying Companies That Are Hiring During COVID-19</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>210</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ea4a038a-f2a4-11ea-88c4-af138d002f95/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixtieth entry of Tristan's Tips, our amazing host Tristan Layfield is back to talk about how to figure out which companies are hiring during the coronavirus pandemic. Make sure to take advantage of the resource Tristan mentions - it's a new tool that is tracking the hiring status of over 5,000 companies. Check it out in the show notes!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Utilize the tool Tristan mentioned in the episode by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixtieth entry of Tristan's Tips, our amazing host Tristan Layfield is back to talk about how to figure out which companies are hiring during the coronavirus pandemic. Make sure to take advantage of the resource Tristan mentions - it's a new tool that is tracking the hiring status of over 5,000 companies. Check it out in the show notes!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Utilize the tool Tristan mentioned in the episode by clicking <a href="https://bit.ly/39Zoql3">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
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      <itunes:duration>342</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Discussions Over Dinner (w/ Saira Rao &amp; Regina Jackson)</title>
      <description>Zach chats with Race2Dinner co-founders Regina Jackson and Saira Rao about the genesis of Race2D, how exactly its dinners take place, their experiences running it and so much more. This episode features explicit language. Listener discretion is advised!
Connect with Saira on LinkedIn, Twitter and Instagram, and connect with Regina on Twitter.
Interested in learning more about Race2Dinner? Check out their website.
Follow Race2Dinner on Facebook, Instagram and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Tue, 07 Apr 2020 12:56:00 -0000</pubDate>
      <itunes:title>Discussions Over Dinner (w/ Saira Rao &amp; Regina Jackson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>209</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ea76a2dc-f2a4-11ea-88c4-eb9ffb7e68f3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach chats with Race2Dinner co-founders Regina Jackson and Saira Rao about the genesis of Race2D, how exactly its dinners take place, their experiences running it and so much more. This episode features explicit language. Listener discretion is advised!
Connect with Saira on LinkedIn, Twitter and Instagram, and connect with Regina on Twitter.
Interested in learning more about Race2Dinner? Check out their website.
Follow Race2Dinner on Facebook, Instagram and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with <a href="http://bit.ly/2OUsL1n">Race2Dinner</a> co-founders Regina Jackson and Saira Rao about the genesis of Race2D, how exactly its dinners take place, their experiences running it and so much more. <strong>This episode features explicit language. Listener discretion is advised!</strong></p><p>Connect with Saira on <a href="https://bit.ly/2XgzpUP">LinkedIn</a>, <a href="https://bit.ly/2UO1RLR">Twitter</a> and <a href="https://bit.ly/2Riaso5">Instagram</a>, and connect with Regina on <a href="https://bit.ly/2x05Wnp">Twitter</a>.</p><p>Interested in learning more about Race2Dinner? Check out their <a href="http://bit.ly/2OUsL1n">website</a>.</p><p>Follow Race2Dinner on <a href="http://bit.ly/2tVFcTk">Facebook</a>, <a href="http://bit.ly/2OTjl6c">Instagram</a> and <a href="https://bit.ly/3aOSIIx">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>.</p>]]>
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      <itunes:duration>3111</itunes:duration>
      <itunes:explicit>yes</itunes:explicit>
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      <title>Managing COVID-19 Induced Stress (w/ Tonya Kinlow)</title>
      <description>Sheneisha sits down to chat with wellness lifestyle enthusiast and author Tonya Kinlow in this special Sunday episode themed around managing COVID-19 induced stress. They talk a good bit about the practice of meditation, Tonya offers three tips about what we could be doing to help manage our wellness during the pandemic, and she also talks some about the impact this outbreak will have on our minds following its eventual end.
Connect with Tonya on LinkedIn, and check out her website, remarkablewellness.us.
Interested in finding out more about the TKI Remarkable Wellness Journey? Learn on Facebook, Instagram, and YouTube.
You can click here to browse Tonya's books on Amazon.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sun, 05 Apr 2020 12:30:00 -0000</pubDate>
      <itunes:title>Managing COVID-19 Induced Stress (w/ Tonya Kinlow)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>208</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ea932092-f2a4-11ea-88c4-4f76400753ab/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Sheneisha sits down to chat with wellness lifestyle enthusiast and author Tonya Kinlow in this special Sunday episode themed around managing COVID-19 induced stress. They talk a good bit about the practice of meditation, Tonya offers three tips about what we could be doing to help manage our wellness during the pandemic, and she also talks some about the impact this outbreak will have on our minds following its eventual end. Connect with Tonya on LinkedIn, and check out her website, remarkablewellness.us.Interested in finding out more about the TKI Remarkable Wellness Journey? Learn on Facebook, Instagram, and YouTube.You can click here to browse Tonya's books on Amazon.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Visit our website.TRANSCRIPTSheneisha: What's up? Sheneisha here with Living Corporate, and today we'll be discussing managing COVID-19-induced stress. We have a very special guest. Our guest is a Wellness Lifestyle Entrepreneur, A Woman in Technology, a Certified Health &amp;amp; Wellness Coach, a Blogger, and an Author. Her three books, A Year of (ME) Mindful Eating to Improve Wellbeing, The 10 Days- A Wellness Retreat for Personal Transformation and A Wellness Journey are all dedicated to health and wellness through mindful living. She writes a weekly blog, Mindfulness Matters, raising awareness for living a holistically healthy life. An avid foodie and mindfulness enthusiast, she left Corporate America in 2016 to launch the UGottaEat app, creating a virtual marketplace providing much needed fresh and healthy meals into local communities, and a platform for food sharing. UGottaEat is dedicated to improving the overall health and wellness of society. She also launched TK Inspirations offering Remarkable Wellness Transformation Coaching, group Wellness Journeys and inspirational meditations talks based on discovering wellness through purpose, and how we together can improve the overall health and wellness of our world. Before becoming an entrepreneur, our guest was a Finance Executive with a corporate career spanning over 26 years. A crippling car accident involving her children led to the awakening of her spiritual journey. She takes great pride in being from Washington, DC and a graduate of THE Florida A&amp;amp;M University. Her greatest joys are her children, Evan and Taylor, and her husband, Chef Craig Stevens. Let’s welcome our special guest Tonya Kinlow! Tonya, welcome to the show.Tonya: Thank you. Thank you for my introduction.Sheneisha: It is fabulous, as it only should be being a Rattler.Tonya: Yes! Oh, that's so exciting. I love my FAMUly. Absolutely.Sheneisha: Yes, and it's so good to have you. So how are you?Tonya: I'm good. You know, I'm like everybody else, surviving this virus, a new way of life, but, you know, I really try to keep it positive and be a light for other people. So in that way I'm doing well, healthy and happy.Sheneisha: Yes, I love that. See that? A whole 'nother logo. There go another business, Tonya. [both laugh] Tonya: Let me write that down... [laughs]Sheneisha: So Tonya, I've given the intro. Can you tell us - who is Tonya Kinlow?Tonya: So, you know, many years ago I probably would have said just what you said. I would have said what I do, things like that, but now--it's funny because one of the first questions I ask when I do my morning meditations is "Who am I?" You know? "What do I want? What is my purpose?" These essential questions. "What am I grateful for?" So it's not what I do but who I am. So I can say I am a spiritual being living a human experience, and I am a seeker, you know, seeking truth and wisdom and ultimately happiness and inner peace, and in that way we're all alike, you know? We all want the same things. I think I just sort of transitioned and transformed over time to sort of when I got out of corporate and started thinking about life in a bigger way that it just became my goal. Like, who doesn't want to be happy? Like, I think everyone's goal should be one of happiness. So I've started to focus more on the spiritual part of me versus just the human part, which is where there's a lot of power. So I would say, aside from what you just presented about me and my background and where I went to school and where I'm from, who I am is a spiritual seeker. I'm looking, and my job, my role, my purpose is to use my gifts to make the world a better place. So I'm uniquely me. I'm a woman, a mother, mentor, entrepreneur, spiritualist. I practice compassion. I'm funny. I got a loud laugh. I am really smart, people tell me, and I'm just a little bit of a diva, and that's me. [laughs]Sheneisha: And you know what? I love all of it, all of it, and I love how you made the point, or emphasis, on the difference between who you are and what you do. That's important. That's so, so important. I think a lot of times we get that mixed up. Could you share more insight about TK Inspirations? Like, how did you enter this space of wellness transformation? But let's start first with tell me about TK Inspirations.Tonya: So TK Inspirations is only a year old and we've done a lot. About a little over a year, maybe a year and a half ago, I was finishing my second--my second and third book, because they sort of accompanied one another, and it's called The 10 Days. So I was talking about these seven intentions, a way of living life, that I have discovered over my lifetime that really can help you overcome any circumstance that comes before you. Like, it just takes your mindset, your way of living, and it's a practice, and so I developed these seven intentions and I wrote a book about it, and at the same time I decided to get a certification for being a health coach, because I felt like I wanted that, you know, certification behind my name and the technical aspect, and that was more, like, about, you know, your insulin levels and carbohydrates and proteins, the really more practical, so I was able to combine, as I do now with everything, right, the practical human side with the spiritual side, and they both--and then align them. I did that. So they were coming out. We self-published and then got it on Amazon, and we were okay, and I went on--last March, a year ago--on a cruise with my sorority sisters. I had a big anniversary celebration and I led the morning meditations and they--we started having a conversation and they loved the idea. They said, "Everybody needs to know this now." So from there I started doing wellness journeys and coaching and just talking to people about these principles and teaching these things, and I did two wellness journeys last year. They're, like, each 60 days long. I do a talk every week. So it just grew, it just blossomed, and meditation is one of the intentions, and it's just been very liberating. I actually have now--I feel like I have, through these intentions and through this journey, created the life that I want. Because I've gone through divorce, as you mentioned my kids had a really bad car accident. I've had some very tough things, as we all have had. The beauty is though when you learn how to overcome these things. I've learned. I've survived, like we're gonna survive this virus. I've survived. I know how to overcome things, and I was able to say, "Ah, here's the things that got me through," and now I just love to help other people make that same connection. So it's all inspirational, all transformational, and so it's about remarkable wellness. So that's how we got that going. And so that's TK Inspirations. Really, actually I didn't even think about it, like, we're celebrating an anniversary right now. A year old.Sheneisha: Well, happy anniversary. If I could sang, I would definitely you hit that with that "It's my anniversary." [both laugh] I would, but congratulations on TK Inspirations's anniversary, and thank you so much for entering this space and giving us something to help us even go beyond surviving, and with that being said, Tonya, I'd like to dive into this COVID-19-induced stress. That's what I'm calling it, y'all, COVID-19-induced stress. So what are the symptoms of stress, and how can we manage it during a time like this?Tonya: So stress manifests itself in a million ways, but some of the really obvious or major ones are--so the physical ones are headaches. A lot of people are tired now, even though they're not even really doing anything, you know? Fatigue, lethargy. Just something not being right. That's sort of the physical thing. Sometimes people break out in hives. The emotional piece is more you can recognize it when you're overthinking, your mind is racing, you have fear and guilt, you know? There's, like, this anxiety, this edge, and just a lack of motivation and a lot of uncertainty. When you're feeling this way, that is stress. And then there's also some really unique things I wanted to point out that people may not be aware of. Anything that's sort of off-kilter or that's different, it's stress, which is an indicator where, if you're paying attention to it, then you can manage it or you can learn how to live with it. So for instance, for me I've been having time shifts, and I've talked to two other people this week who are having the same issue. Like, the time... time doesn't make sense anymore. I think only 15 minutes has gone by and it's been an hour and a half, or I think it's been 3 hours and it's only been 20 minutes. Well, that's an exaggeration. An hour and a half, you know? Or I'd wake up in the middle of the night and I'd close my eyes and wake back up, I think it's 15 minutes, and it's time to get up, right? So these feelings of, like, nothing is the same, that is also an indicator of stress. Not as harsh or harmful as, you know, migraines and things like that. That's just sort of a wake-up to remind us that everything is changing right now. So I think that's interesting. I don't know if people think about time shifting or if you can't recognize--like, people don't look the same to you. Like, if you've ever looked in the mirror and said, "I don't recognize myself anymore," you know? Times of high stress, things just don't seem--it's like a vertigo or an imbalance. Those are all indicators of stress, so those are things to look out for. Anything off, anything that's not working out. And then the question is, as you said, what do you do about it? And the first thing is to be aware of it. So I have to be aware that I'm being stressed out. "I'm thinking too much. I'm getting these headaches," and then you can do something about it. So the first step is, like, just checking out your own body, checking out your own behavior. Oh, I forgot to mention short tempers, you know? Attitudes. Some people just don't handle stress well, and those things, you have to find it in yourself, see it, and then you can react to it. That's the first thing. If people just walk around blind, it is awareness. So I would say the big one thing is to think about what you think about. That is the first thing. What are you stressed out about? What is it doing to your body?Sheneisha: That is a really good tip. I didn't even think about what to think about.Tonya: Mm-hmm. It's awareness, right? Because stressors are--we just let our bodies run wild, you know, with thoughts and worries and fears, but if you start to think about what you're thinking about, there's an infinite amount of things you could be thinking about. Why just choose the negative ones? Once you start recognizing that, it just makes a world of difference.Sheneisha: A big, big difference, especially if there's so many things already being projected on you from family and friends and just this whole ordeal right now from what you see in the media. It's easier to revert to the panic like everyone else when you can honestly just take a moment for yourself and have that carved out time where you meditate and reflect on things that are impacting you. I know a lot of people right now are probably going crazy sitting in the house with their families and their loved ones. You can look at this side of it and just say, "Hey, this is that vacation. It may not be exactly the vacation that we wanted, but this is that time when we can really embrace one another and learn some things about your family that you never knew before," you know?Tonya: Yes, exactly. And that's another thing, when people are getting a little of, you know, that cabin fever, and so within--it builds, the stress builds, because then what? People start to overeat or eat whatever they can get their hands on because they don't want to go out, you know? Or drink too much or binge watch TV, you know? So there's some things that we might do without awareness that are just negative, it just sets us back. It stresses us out more. Now we may have gained weight. Sheneisha: Ooh. I have to manage this. I done went on Amazon and got all this stuff for a home gym. Like, Lord, keep these pounds down. And it goes even into my next question. Like, what are three tips you would like to share to those during this quarantine? Like, what should we be doing?Tonya: Yeah, okay. First is to give yourself a break. Now, this is overarching. This is overarching. We're all in the same boat. None of this is anyone's fault. So the ability to pay bills, the inability to go outside, all of those, this is--we've never felt the oneness of the world and the universe before. We should feel it now. So one is to just give yourself a break. Let the guilt go. Let the fear go. It's all going to be okay in the long term. So that's just, like, a big mindset, but for practical things also to do at home that, you know, we can't use--I always say we can't just use the same things that got us here, so we, as humans, we focus on our five senses, but we are spiritual beings. There is a bigger power that this is the time to tap into. This power is changing the entire world right now. Like, there's a virus spreading. People are working together, you know? People are being kind to one another. There's a whole shift that's happening. You know, tragedy breeds kindness sometimes. It's a shame that it has to be a tragedy. So there's a lot. So creativity is the first thing. We don't have to be competitive now. We're not at work, you know, competing for that next promotion or racing home 'cause we gotta beat the traffic, you know, to get home and make dinner for our kids. This is the time where you can let that competitive side go and bring out the creative side. So do some home projects, do some do it yourself. I've been making shea butter. I just sent my best friend a package with some whipped shea butter with lavender. It's beautiful, you know? And it's something nice to do in the afternoon and I could send it to someone. Journaling, you know? Do things internal or find, you know, something creative. Then the second thing is positive thinking. I just said there's a million things you can think about, so instead of focusing on "Oh, there's no toilet tissue," well, there's facial tissue? You know? Sheneisha: See, I told y'all about this toilet paper. Nobody is listening to me. People are going crazy about this toilet paper. But yes, please proceed.Tonya: Yeah, it's crazy. I literally went to six stores one morning. I really needed it, like, last week. Like, six stores, and then finally I found--I waited for a truck to deliver. It's crazy, but I wasn't mad. Like, I don't understand. I don't understand. I guess I do understand the psychology a little bit, but I tend to say, "Well, I was just picking up some more packs of facial tissue. I just need some tissue." [laughs] You know? Or anti-bacterial stuff. I looked up how to make it. I made some at home. Like, instead of angry and upset about the negative, it's about shifting your mindset to a positive space, to a creative space. You can find solutions, and if you don't it's still gonna be okay. And then the third thing is the biggest thing, and this is one of the seven intentions - meditation, and I mentioned it before. It's one of the biggest things you can do to calm your mind. So what produces stress is this chemical, cortisol. Meditation calms--it blocks the production of cortisol. So the things that we do, the spiritual things align with our bio-chemistry, with our body, and when we are aware, when we start to recognize and manage those things... if you meditate in the morning, it will make your whole day go better. I mean, that stillness and time with spirit, God, the universe, however you call it, will cover your whole day, and it brings that awareness to you. So those three things, those three tips. It's a shift for people because we're so busy and crowded throughout our days that we don't take the time to be creative, to pick back up that hobby, to read a book, you know? To think about creative solutions instead of complaining about problems. So these three things--and the meditation thing, if you can just do one thing, start a meditation practice. That's a stress reliever. It's physical and spiritual. It's, like, a magic elixir.Sheneisha: Yes, meditation, and this meditation goes into - how do we stay focused, right? So we're meditating, right? How do we stay focused while experiencing a pandemic like COVID-19? And even things outside of just this, 'cause there's so many things that can impact your day and induce stress. How do we stay focused during this time? Would meditation be the key?Tonya: Medititation would be one of the keys, one of the main keys, to healthy--because when you start to... and I talked about those seven intentions, when you start to be able to overcome any situation, that means any situation. We all have deaths and relationships and sicknesses and illnesses. That is how life goes. People come into our lives, people leave. So we always have these. The question is how do we overcome them? What are the tools? How can we be equipped? Meditation is one of--it's the biggest--and to me that's the alignment of the physical and spiritual, but there's other things. You know, exercise, self-care, journaling, getting enough rest, but the one thing that you can do to stay focused, I'd say on the practical side, is you set your mindset. It's all about a mindset shift. Again, now, the mind works--there's this executive function, so whenever you put yourself in the context of a situation, you make better decisions and that situation is easier. What do I mean by that? When you're at school, you know you're at school. It's about the teachers, your friends, your homework, what are your assignments. That's what you're thinking about. You're not thinking about your family reunion when you're at school. When you're at your family reunion, hopefully you're not thinking about work. You're meeting your cousins, you're cooking out, you know? "What are we gonna eat?" You're all in that context. Right now we need to be in the context of health and wellness. So everything that--if you can just focus everything that you're doing, bring it back to "Is this good for me?" Is it "Am I washing my hands? Am I keeping a good distance? Am I being mentally healthy?" Everything will naturally come back to the context of health and wellness instead of putting everything in context of the virus. That's gonna make you fearful. It's gonna make you stressed out and depressed. So yes, the virus is part of it, but the main context, the main focus is health and wellness. "How do I stay healthy?" Not "How do I avoid sickness?" "How do I stay healthy?" It's the same thing, but that positive outlook and energetic transference is in your mindset. So everything--we're not at school. We're not at work. We're living our lives. We're in our home. But we are in the mindset of health and wellness. That will go so far, awareness to health and wellness.Sheneisha: So with this health and wellness and it taking us so far, what impact do you think the coronavirus will have on our minds following this, like, months beyond, hopefully when all of this is over and it's resolved. What impact do you think it wil leave upon the minds?Tonya: I think we have a great opportunity to find ourselves, find the world, in a better place. I think we would be missing an opportunity. Once we get through this, it's gonna be like spring. Like, we're going through a winter. We're going through a setback. It's like the world has the flu or the world is going through a divorce. The globe is going through a tough time, but like every time, once you get over it there's an emergence, and I think that we're gonna find that we're gonna work together, we're gonna have a lot of compassion for one another, because a lot of us are suffering losses financially, physically, people, and we all feel bad for one another, so what's gonna happen is there's gonna be a lot more compassion for one another, and that in and of itself is gonna make the world a better place. We're gonna be cleaner. We're gonna be more caring about our fellow man, all of those things, after we get through it, but we can get through it positively. I always say, "You create the future in the present." What we do now determines the world that we're gonna be in. If we start wars now, fighting over beds and, you know, things, if we begin a war, it's gonna take a lot longer. If we go negative and close our doors to helping other people it's gonna take a lot longer, but what I see right now is a lot of compassion showing up, and if we can learn how to get over this hump positively, the world will be a better place on the other side.Sheneisha: Yes, it definitely will. It definitely will be a better place, and that can start with y'all stop withholding all that toilet paper, how about that? Let's start there. #1. [both laugh]Tonya: I went to the store today. I told you I made shea butter. I also made hand sanitizer, and when I was at this little store, the guy, he said "I'm almost out of hand sanitizer, oh, my goodness," so I took him a bottle today and I just gave it to him. He's like, "What do I owe you?" I said, "Nothing." I felt so good.Sheneisha: See? Look at that, y'all. It's things like this, you know, to show that oneness that you spoke of earlier. There was a need, and you went and used the resources you had to help meet that need, and hopefully that can just be paid forward to so many others. And you know what? That plays into your wellness lifestyle. So what are some misconceptions that people of color about wellness lifestyle?Tonya: Oh, my goodness. So many from different places. I can say, you know, on the spiritual aside, because I'm talking about--and I call it remarkable wellness. It is your body, your soul, your spirit, your emotions. It's everything, because it's all interwoven. So, you know, if someone says, "Oh," you know, "I'm not into that wellness of the spiritual side," they think you're trying to take them away from church, you know, or something. That's why I say, you know, "If you don't believe in God, or if you do, or if it's the universe, however your words are," but we get real protective and scared around that, so that keeps us limited sometimes. When it's working out, it is--sometimes people just don't want to get their hair sweat out. [laughs] We gotta get away from that. Like, a healthy body is meaningful, but people have a conception--they feel like it's not fun, and being healthy and strong and energetic is fun, you know? It's like, if you gotta go upstairs to get to your bedroom, that's just what you gotta do. It's not good or bad. So we have these sort of notions around just not wanting to change what we have, and I think this is a good time for us to start getting past that, you know? People say, "I don't have time to work out. I don't have this, th--" We've got time now. There's plenty of time, and this would be a great--what if we all came out on the other side of this in--I'ma just say four months. Who knows how long it's gonna take? Three or four months--healther than when we went in because we actually had time to sleep, to walk, to whatever? So I think that we just need to change, we just need to sort of break some falsehoods, and my main thing is it's all about awareness. I mean, once we start focusing on the negative side of everything and start focusing on the positive, it sort of takes care of itself. If you have a wellness mindset like we were talking about, then you're gonna want to work out. It's only 30 minutes, you know, 45 minutes. It's because of your mindset. You know it's gonna reduce your stress. It's gonna make you feel good. You're gonna be in that wellness space. So those are a few things that I think we gotta sort of turn the switch on.Sheneisha: Yes, turn the switch on to this awareness, this health, being in this space, and talking about being in this space, can you speak to the live meditations? Like, you've done recently a few live limitations, and they've held impact that has helped change the community.Tonya: Yeah. So I mentioned meditation a few times, and I'm not, you know, a master or anything, but I'm very connected, and so I know how good it makes me feel. What I tend to do is bring people together. So the last meditation was on protection and healing, because that's what we need now. And, you know, wherever two or more gather there's a lot of power. so the live meditations, bringing people together. I did a Facebook Live, and I'll try to do them weekly. When you bring people together in that oneness, in that energetic space, it's powerful. It's really powerful when you do it by yourself anyway, but when you bring people doing these things together [?] it makes all of the difference. And what meditation does for me is it makes me more connected. So everything is energy. Everything is vibrational, you know? Whether you can hear it or not, like a dog hearing a whistle or radio vibrations, you know, everything is actually that energy that we transfer. It's what sort of connects us. So examples of how this invisible or spiritual or whatever we want to talk about energy works. You know when someone's staring at you from across the room. You know when someone's standing too close to you behind you, when someone walks on you. You know when you call someone or when you think of someone and then they call you. Those things aren't coincidences. That is how the energy works. And so with meditations and those practices, you learn how to control some things. You learn how to control your thinking. Because you only want positive energy to come to you, so therefore you only put positive energy out, and that's what I do in my meditations. I am putting out positive energy, and sort of we're all lifting the world. We're building a sacred space, almost like protection. Like, you can almost just envision, like, a bubble around you, and it's just the light of God. It's all things good. No conflict. Peace. Inner peace. Happiness. Wisdom. Fulfillment. That's all we need. That's all we want. And so when you can continue to practice energetically, how does that feel? How does that feel when you give that out to other people? How does it feel when you receive it back? These are the live meditations. So we create a sacred space of health and protection and, again, if I'm happy and I can make you happy and then you make someone else happy, we've just made the world a better place just like that. So that's what I try to do in my meditations, and we'll keep up pretty much topically. Right now it's clearly all about protection and health, but I think it's also about transformation. We're going through a transformation, and I think we can do it positively.Sheneisha: Yes, we can. How can we join y'all on Facebook? What's the Facebook page where people can tune in?Tonya: TK Inspirations, and I have [?] on Instagram, but we definitely did the Facebook Live, and I think we're gonna just definitely do it weekly. So definitely join my page, follow me, and it's TKIRemarkableWellness on Facebook, and it's @Remarkable_Wellness on Instagram. And I just started a YouTube channel too, and I will be doing some meditations on there, and we talk about these seven intentions more and daily affirmations, everything positive. So whichever gets your, you know, mode of social media, I try to show up in different ways.Sheneisha: And speaking of showing up, what's the YouTube channel?Tonya: TKInspirations. Yep. Tonya Kinlow TK Inspirations. That'll bring me up. And we just launched it right before this started, this virus started, so it's very new, so I would love to have more conversations on there. Sheneisha: Yes, guys. Make sure you check out TK Inspirations YouTube, TKIRemarkableWellness on Facebook. Tune in. And Tonya, are there any key takeaways you'd like to share with our listeners?Tonya: Yes, that I think the biggest thing that we're gonna take from this is what I would call whether it's the law of attraction or, you know, giving and receiving. Stay mindful of that, because what you put out you definitely always get back, and so that's why it's important to put the stress away. Let it go, because what you're wanting is a clean, healthy experience, and we're all connected, so just that connection, positivity, positive energy. With that and practicing that every day, you can overcome anything. And again, I talk about seven intentions, and when you put them together in a certain way they are so powerful. Each of them by themselves is powerful, like meditation or exercising, but when you put them together in a certain way it is extremely powerful. All positive things, no negatives. Always positive.Sheneisha: Yes, all positive. All positive vibes all 2020, please.Tonya: All day long.Sheneisha: Yes, I love it. I love it. Tonya, do you have any shout-outs? Family, friends, YouTube, Facebook? Any shout-outs?Tonya: Yeah, I want to shout-out to all of my wellness journeyers. I want to shout-out though to all of the people on the front lines right now. The health care workers, pharmacists, doctors, PAs, RNs, everybody. The policemen, everything. Just the oneness, and then all of our families. Certainly I shout-out FAMU. We on the phone, right? [both laugh] And to my family, my kids and my husband for sure. And I just want to say that we are about to launch a new wellness journey, so I want to shout-out the TKI Wellness Journey. Like I said, we did two last year. It's 8 weeks. Every week we talk about one of the intentions. I do a one-on-one coaching with everybody, and it's interactive. We do it on Zoom so people can ask questions. So when people are thinking about what to do at home, this would be great. Like, take the wellness journey with me, and we're gonna launch it... it's gonna start April 13th. And the other thing we didn't say is my website. All the information is on remarkablewellness.us. So that's coming. I would love to see more people be a part of it. And during that we do this 10 days--it's like a retreat. We're working together. I'm doing guided meditations. Like, we're just doing a wellness retreat at home. So I think it would be a great time for more people to participate in a wellness journey. That's my big shout-out.Sheneisha: Yes, y'all. Make sure y'all participate. Be active, especially in a time like this. Oneness, positive vibes, being united, helping each other out, just putting forth all things positive going forward.Tonya: All things positive, and there's no need to be bored. Like, this will be a great, positive addition, and again, we all come out on the other side better than we went in.Sheneisha: Yes, so much better. So much better. And thank you again for highlighting all of those on the front line, our nurses, physicians, pharmacists--all my fellow pharmacists, physical therapists, respiratory therapists. All of those on the front line, thank you guys so much for what you all are doing. Police officers. Even those at Auto Zone. Shout-out to Auto Zone, you know? Helping those out when they need things. So just thank you guys in this, everyone. Thank you all so much.Tonya: Oh, my goodness. The people at the grocery store. The cashiers. Oh, my goodness.Sheneisha: Yes, cashiers. All grocery stores. Thank you, Wal-Mart. Thank you.Tonya: Stockers, yes.Sheneisha: Yes, everyone. Truck drivers, thank y'all, because I need my food and my tissue. Everybody, thank y'all. UPS, FedEx.Tonya: We're a thankful people. This energy, and this--it's just gonna make it better, and I'm so thankful for you for having me on here. I'm very happy about this. Thank you for having me. It was a great conversation. I feel good hearing you.Sheneisha: You know, and vice versa. Thank you so much, Tonya. We greatly appreciate it. And that is our show. Thank you for joining us on the Living Corporate podcast. Be sure to follow Tonya Kinlow on LinkedIn and her website, Remarkable Wellness. You guys heard her YouTube channel. Make sure to follow in. And her Facebook page, TKIRemarkableWellness. Make sure you guys follow her. All things positive energy. And make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have questions you'd like for us to answer and read on the show, make sure you email them to us at livingcorporatepodcast@gmail.com. This has been Sheneisha, and you've been listening to Tonya Kinlow, founder of Remarkable Wellness, TKI. Y'all, check her out. This is great, great energy, and just thank you again, Tonya, for being here with us today. Thank you.Tonya: Thank you. Thank you so much.</itunes:subtitle>
      <itunes:summary>Sheneisha sits down to chat with wellness lifestyle enthusiast and author Tonya Kinlow in this special Sunday episode themed around managing COVID-19 induced stress. They talk a good bit about the practice of meditation, Tonya offers three tips about what we could be doing to help manage our wellness during the pandemic, and she also talks some about the impact this outbreak will have on our minds following its eventual end.
Connect with Tonya on LinkedIn, and check out her website, remarkablewellness.us.
Interested in finding out more about the TKI Remarkable Wellness Journey? Learn on Facebook, Instagram, and YouTube.
You can click here to browse Tonya's books on Amazon.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha sits down to chat with wellness lifestyle enthusiast and author <a href="https://bit.ly/2xSzweE">Tonya Kinlow</a> in this special Sunday episode themed around managing COVID-19 induced stress. They talk a good bit about the practice of meditation, Tonya offers three tips about what we could be doing to help manage our wellness during the pandemic, and she also talks some about the impact this outbreak will have on our minds following its eventual end.</p><p>Connect with Tonya on <a href="https://bit.ly/2xSzweE">LinkedIn</a>, and check out her website, <a href="https://bit.ly/3bTn3WF">remarkablewellness.us</a>.</p><p>Interested in finding out more about the TKI Remarkable Wellness Journey? Learn on <a href="https://bit.ly/2UH1AKS">Facebook</a>, <a href="https://bit.ly/2JG16OF">Instagram</a>, and <a href="https://bit.ly/3bMaxYS">YouTube</a>.</p><p>You can click <a href="https://amzn.to/2wV70sJ">here</a> to browse Tonya's books on Amazon.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2529</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>See It to Be It : Higher Education Industry (w/ Dr. José I. Rodríguez)</title>
      <description>On the tenth entry of our See It to Be It podcast series, Amy C. Waninger chats with Dr. José I. Rodríguez, a professor at California State University, Long Beach, about how he got involved in academia and what about it appealed to him, and he graciously shares the biggest surprise he had arriving into the industry. José also names several programs that are available for persons of color to help them feel supported and connected within the higher education space. 
Connect with José on LinkedIn, Twitter and Instagram, and check out his website by clicking here.
Learn more about the programs José mentioned, BUILD, the Mellon Mays Undergraduate Fellowship, and RISE.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 04 Apr 2020 12:54:00 -0000</pubDate>
      <itunes:title>See It to Be It : Higher Education Industry (w/ Dr. José I. Rodríguez)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>207</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/eabeac26-f2a4-11ea-88c4-1777862c9190/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the tenth entry of our See It to Be It podcast series, Amy C. Waninger chats with Dr. José I. Rodríguez, a professor at California State University, Long Beach, about how he got involved in academia and what about it appealed to him, and he graciously shares the biggest surprise he had arriving into the industry. José also names several programs that are available for persons of color to help them feel supported and connected within the higher education space. 
Connect with José on LinkedIn, Twitter and Instagram, and check out his website by clicking here.
Learn more about the programs José mentioned, BUILD, the Mellon Mays Undergraduate Fellowship, and RISE.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the tenth entry of our See It to Be It podcast series, Amy C. Waninger chats with <a href="https://bit.ly/2JDvd9x">Dr. José I. Rodríguez</a>, a professor at California State University, Long Beach, about how he got involved in academia and what about it appealed to him, and he graciously shares the biggest surprise he had arriving into the industry. José also names several programs that are available for persons of color to help them feel supported and connected within the higher education space. </p><p>Connect with José on <a href="https://bit.ly/2JDvd9x">LinkedIn</a>, <a href="https://bit.ly/3dWdbNt">Twitter</a> and <a href="https://bit.ly/2R8TpEI">Instagram</a>, and check out his website by clicking <a href="https://bit.ly/2JCiZOp">here</a>.</p><p>Learn more about the programs José mentioned, <a href="https://bit.ly/39InbXi">BUILD</a>, the <a href="https://bit.ly/2yyMsGM">Mellon Mays Undergraduate Fellowship</a>, and <a href="https://bit.ly/3dNgFBY">RISE</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2855</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Tristan's Tip : Give Yourself Grace</title>
      <description>On the fifty-ninth installment of Tristan's Tips, our amazing host Tristan Layfield is back to talk about how the struggle is real and how we all need to give ourselves grace as we navigate this pandemic. While work may be a coping mechanism for many, there are quite a few of us that feel overwhelmed and stuck. We're all experiencing something that the majority of us have never experienced in our lives and hopefully never will again. Remember, resilience is not time-bound. In stillness, we can find peace.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Thu, 02 Apr 2020 10:20:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Give Yourself Grace</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>206</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ead9a300-f2a4-11ea-88c4-570d3a59ab98/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the fifty-ninth installment of Tristan's Tips, our amazing host Tristan Layfield is back to talk about how the struggle is real and how we all need to give ourselves grace as we navigate this pandemic. While work may be a coping mechanism for many, there are quite a few of us that feel overwhelmed and stuck. We're all experiencing something that the majority of us have never experienced in our lives and hopefully never will again. Remember, resilience is not time-bound. In stillness, we can find peace.Connect with Tristan on LinkedIn, IG, FB, and Twitter.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Visit our website.TRANSCRIPT﻿Tristan: What's going on, Living Corporate?! It's Tristan of Layfield Resume Consulting, and I'm back to bring you not necessarily a tip but more of a personal testimony. This week, I want to talk about how the struggle is real and how we all need to give ourselves grace (shoutout to my best friend who has said this to me at least 100 times the last week or so).As a self-diagnosed hypochondriac, COVID-19 has my anxiety on 1,000. I’ve struggled getting started in the morning, my focus is at record lows, and all I’ve wanted to do is sit and process. Over the last couple of weeks, the narrative we’ve all been hearing from LLC Twitter and Instagramprenuers is that now is the time to be productive. Each time I logged in, no matter the platform, I felt this overwhelming sense of shame. Like I wasn’t doing enough or not taking advantage of this time enough. But I literally have not had the energy to continue with business as normal.⠀⠀⠀⠀⠀⠀⠀⠀⠀So, I’m calling BS. While I get that work may be a coping mechanism for many, there are quite a few of us that feel overwhelmed and stuck. We're all experiencing something that the majority of us have never experienced in our lives (and hopefully never will again). It’s okay to give yourself grace.⠀⠀⠀⠀⠀⠀⠀⠀⠀This pandemic has thrown us into a whirlwind of uncertainty, and many of us are experiencing loss in more ways than one.⠀⠀⠀⠀⠀⠀⠀⠀⠀I'm here to tell you; it's okay to grieve…⠀⠀⠀⠀⠀⠀⠀⠀⠀…that graduation…that job you lost…that opportunity you lost…your dwindling savings…your birthday plans…that trip you had planned…physical contact…that person you lost…your freedom...all of those things⠀⠀⠀⠀⠀⠀⠀⠀⠀Grief is not a linear process, and I encourage you to take the time to sit still, feel the feels, and process your thoughts. Being still right now doesn't mean you are wasting this time, in fact, I think that many of the people who are acting as if it is business, as usual, are doing so because they don’t know how to process or handle stillness. All of us have been ingrained with a sense of urgency and have tied productivity into our worth. This may be the first and only time in our lives where we as a collective can sit, process, reflect, and just be.⠀⠀⠀⠀⠀⠀⠀⠀⠀Create time and space for you to unpack and process what’s going on and how it is affecting you. Once I gave myself that time, I’ve found it has opened up more mental and emotional space to be productive because I’ve been able to focus on the things I can control.Remember, resilience is not time-bound. In stillness, we can find peace. Be kind to yourself, stay inside, and stay safe.If you want to connect with me, check me out on Instagram, Twitter, and Facebook @LayfieldResume or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the fifty-ninth installment of Tristan's Tips, our amazing host Tristan Layfield is back to talk about how the struggle is real and how we all need to give ourselves grace as we navigate this pandemic. While work may be a coping mechanism for many, there are quite a few of us that feel overwhelmed and stuck. We're all experiencing something that the majority of us have never experienced in our lives and hopefully never will again. Remember, resilience is not time-bound. In stillness, we can find peace.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifty-ninth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> is back to talk about how the struggle is real and how we all need to give ourselves grace as we navigate this pandemic. While work may be a coping mechanism for many, there are quite a few of us that feel overwhelmed and stuck. We're all experiencing something that the majority of us have never experienced in our lives and hopefully never will again. Remember, resilience is not time-bound. In stillness, we can find peace.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
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      <title>White Fragility (w/ Dr. Robin DiAngelo)</title>
      <description>Amy C. Waninger fills in for Zach to interview Dr. Robin DiAngelo, author of "White Fragility," about just that. She helpfully unpacks the concept of whiteness and what it means in the context of American society, defines the term white solidarity and discusses its impact on black and brown people at work, and talks about what it looks like for white people to take responsibility for being less fragile. She also touches on the topic of diversity of thought and explains why she believes that it is the way that homogeneous groups protect their hold on institutional power.
Connect with Robin on social media! She's on LinkedIn, Twitter, Facebook, and Instagram.
Find out more about Robin's book "White Fragility" on Amazon.
Check out her website.
Read her piece, "Nothing to Add: A Challenge to White Silence in Racial Discussions," by clicking here.
Visit our website.</description>
      <pubDate>Tue, 31 Mar 2020 11:58:00 -0000</pubDate>
      <itunes:title>White Fragility (w/ Dr. Robin DiAngelo)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>205</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/eafa9704-f2a4-11ea-88c4-d3e56e878d10/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Amy C. Waninger fills in for Zach to interview Dr. Robin DiAngelo, author of "White Fragility," about just that. She helpfully unpacks the concept of whiteness and what it means in the context of American society, defines the term white solidarity and discusses its impact on black and brown people at work, and talks about what it looks like for white people to take responsibility for being less fragile. She also touches on the topic of diversity of thought and explains why she believes that it is the way that homogeneous groups protect their hold on institutional power.Connect with Robin on social media! She's on LinkedIn, Twitter, Facebook, and Instagram.Find out more about Robin's book "White Fragility" on Amazon.Check out her website.Read her piece, "Nothing to Add: A Challenge to White Silence in Racial Discussions," by clicking here.Visit our website.TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and look, really good news. First of all--the first thing. The first thing, right, 'cause I have two things. The first thing is my wife and I have welcomed our first child into the world. Her name is Emory, and she is great. In fact, her full name is Emory Jean Nunn. Beautiful. Gorgeous. I don't post pictures of my kids on social media, so if you don't really know me like that, if we're not really close, you're not going to get a picture from me. But that's okay, 'cause you don't have to see her. You know? It's okay. It's kind of like--who doesn't post pictures of their kids? Oh, no, Sia doesn't show her face. But, like, you know how Sia doesn't show her face? Like, that's how I'ma do my kids. Like, you know, you'll never see her face, but, like, she'll be covered up with, like, a lamp or something like that. But anyway, really excited about the fact that I'm a father. Really thankful for my wife. I was in the delivery room when she had her daughter, when she had our daughter, and man, just the most beautiful thing I've ever seen. Shout-out to you, Candis. You're beautiful. Really thankful and appreciative to you for making me a girl dad, and yeah, that's the first thing. Like, that's the headline, okay? And then the second thing, far distant but still pretty cool news, we were able to get a very special guest today, and her name is Robin DiAngelo, Dr. Robin DiAngelo, and, you know, it was interesting because I was supposed to be the person who was to interview Dr. DiAngelo, but the date that we had to interview directly interfered with me welcoming my daughter into the world. So I was still in the hospital during my interview date. So I was able to prep Amy C. Waninger, wonderful consultant, subject matter expert, executive coach and member of Living Corporate and founder of her own company Lead at Any Level. She actually facilitated this conversation in my stead, and I just think that's really cool for a couple different reasons. One, Living Corporate has now gotten to the size and scope that we're able to attract a Dr. DiAngelo, but also our team is so capable that, you know, someone can check in the game and I can check out without there being a huge issue, and so shout-out to you, Amy. Thank you so much for facilitating this conversation. I know you all are gonna love this conversation, so make sure you check it out, and I'll catch y'all next time. Peace.Amy: Robin, welcome to the show. How are you?Robin: Well, I'm overall well in a very uncertain and frightening time.Amy: So let's get right into it, Robin. So before we talk about white fragility, can we unpack the concept of whiteness? Which is something we don't talk about a lot, and what that means in the context of American society?Robin: Yeah. So let's hold that note that you just made, that we don't talk about it a lot, because it's a key way that it stays intact and protected. So I'm gonna use Ruth Frankenberg. She's a sociologist, and she makes three points about whiteness, three dimensions. So it's a location of structural advantage, a position if you will within society, within institutions. It's a standpoint from which white people look out at ourselves, at others, and at society, and it's a set of cultural practices that are not named or acknowledged, right? And so to say that it's a standpoint is to say that it's a significant aspect of white identity, to see one's self as an individual outside or innocent of race, right? Just human. For most white people it's the last thing. [laughs] We'd have to be prompted to include being white in a list of, you know, "What you need to know about me," right? Characteristics of myself, things that have shaped my life. We're rarely going to name race as one of those things and yet, you know, before I took my first breath, the fact that my mother and I are white was shaping the trajectory of my life, and certainly the outcome of my very birth, right? So all of these things come together to create what you think of as whiteness, kind of the water that we interact within.Amy: I like that you called out "it's unnamed cultural norms," and I know in your book, and we'll talk about this in a minute, but naming those cultural norms, it violates the norms.Robin: It's this odd kind of tension if you will, right, that in talking about whiteness, of course, we're centering whiteness, right? We're kind of, you know, as always, positioning white people in the middle of the conversation, but in a very curious way whiteness stays centered by not being named, by not being acknowledged, and so to disrupt it you have to expose it. You have to make it visible. We can see this with patriarchy, right? The kind of unmarked, unnamed norm is "male" and then everything else is named as a specific position so that maleness is just human, and then femaleness is a variation and a deficient one of that, and the same of race. White is human, and everything else is a particular kind, and to be honest, a less than version of that human, and so by never naming that center from which we're proceeding you protect it.Amy: Absolutely. And I want to be sure and call this out right now, because when Zach asked me to stand in for him, you know, he knew that this interview was happening around the time of the birth of his daughter, and he called me and asked me if I would step in and sub for him, and I laughed and I said, "Really, Zach? You want a white woman--the only white woman on your team--to interview a white woman on a podcast for black and brown people?" You know? And I said "Are you sure that's what you want to do?" And he said, "Lean into that, go with it, and don't be afraid to call it out," and so I want to make sure that the audience knows that I know that I'm white, Robin and I both know that.Robin: Oh, I'm acutely aware.Amy: And yet we are recording this, you know, with the intent of sharing this conversation with a predominantly black and brown audience, and so I want to really, like, unpack this and do this justice, because I think we have such a unique opportunity here. You've used several times, in your book and in your talks, the term "white solidarity." Can you explain to us what that term means?Robin: Yeah. Maybe a couple of remarks about what you had just acknowledged, right? First of all, I actually think people of color know what it means to be white, know about dynamics such as white fragility to a degree that I never will, because they've been navigating it their entire lives. I think about it as it comes from me, not at me, right? And as an insider to whiteness, you and I do have something to offer, right, that people of color can't know or understand, and one piece of what we can offer is just to freaking admit to this, right? I mean, that in and of itself, you know, helps with the gaslighting, right? But I also want to be clear that--and I'm pretty sure this speaks for you too--we were not raised to see ourselves as white. Right now us acknowledging that, it's taken, you know, 20 years of my life's work to come to understand that I am white and that it shapes everything that I do. So it's not something that we are set up to understand at all, which of course is part of how it stays protected. And then to not name this, right? Audre Lorde has a beautiful quote about the master's tools. "How do you dismantle the master's house when you only have the master's tools?" So as you and I are two white people having this conversation, of course we're reinforcing whiteness, right? But for me to not use this position, this platform, this voice, this automatic granting of credibility and benefit of the doubt, to not use that to interrupt whiteness is to really be white. [laughs] And I'd like to be a little less white. And I always want to be really clear. What I mean when I say a little less white, I am not gonna tell you or tell white people that the answer to racism is to claim our ethnic roots, right? I'm not gonna say, "Let's all go and be Italian-American and Irish-American." No, for me to be a little less white means to be--to put it bluntly--a little less racially oppressive, a little less racially ignorant and yet arrogant in my ignorance, right? A little less certain and complacent and apathetic and silent and a little more humble and curious and breaking with white solidarity. So that leads us to that question. I see white solidarity as the unspoken agreement amongst white people that we'll keep each other comfortable around our racism, that we will privilege one another's saving face over actually being in our integrity and interrupted racism. So you say something, I'm cringing, right? I'm like, "Ugh," but I don't want to embarrass you so I'm not gonna say anything, plus I'm so relieved that it wasn't me, right? "It was you, not me!" You know, there's that individual piece where I think "Hey, as long as I didn't say it I'm not complicit with it," but of course my silence is complicit with what you just said, right? Yeah, so it's that dynamic of protecting one another, protecting our positions within this system. No matter how we rationalize it, that is what we're doing through white solidarity. Kind of pulling ranks.Amy: Mm-hmm. And there are real consequences for breaking with white solidarity, just like there are real consequences for not being white, and so as white folks we can either choose to remain protected by standing in solidarity with people that we maybe disagree with or have made us uncomfortable or we can choose to shed that protection and shed some of that privilege, but then we're also opening ourselves up to the same kinds of in the moment--not universally, but in the moment the same types of social outcasting we might receive if we were in fact other.Robin: Yes. You know, let's be really clear. There are consequences to white people for breaking with white solidarity. I mean, the term race traitor has an origin, right? And so that's in large part why we often don't break with it, but I also want to distinguish the differences, right? We're in this moment, right? We're at the dinner table. Uncle Bob says that thing. Everybody's cringing. Nobody wants to ruin the dinner. And I often ask, "Jeez, why would interrupting racism ruin the dinner and not interrupting racism not ruin this dinner," right? And yet, you know, i t's gonna erupt in conflict and so we keep quiet. So, you know, there are consequences, such as being dismissed, being trivialized, "You ruined the dinner," but it doesn't rest on a history. It doesn't trigger a history of harm, right, that it does for people of color when they break that silence, right? So that's one piece, and another piece is I am probably not going to lose my job. I am probably not going to be criminalized. I am probably not going to be institutionalized. But those threats and those fears are out there kind of circulating around people of color when they challenge white people, right? This is very real. The consequences are real.Amy: Absolutely. So let's talk about how white solidarity shows up at work, and specifically what are the impacts to black and brown folks at work when white people are engaging in white solidarity?Robin: Well, one of the ways it shows up is privileging white people's feelings over racism, right? So all of this, you know, tiptoeing and tying people in knots to, you know, make sure that white people are comfortable in this conversation, and we have to create a safe space, and we can't go too fast, and, you know, "Let's not call it racial equity. Let's call it D&amp;amp;I and D&amp;amp;E and DEI and everything, you know, vague other than racial justice, right? Because we need to keep white people comfortable," right? Let's get everything on the table. Well, how does that function? By getting everything on the table you can't do justice to anything, and you certainly can't do justice to race, right? So those are some really common ways that institutions privilege and protect white people's delicate sensibilities over the very real pain that people of color in primarily-white organizations are experiencing daily.Amy: Absolutely, and I want to be very clear about this. So it seems like the higher up people are in the organizational food chain, if you will, the more fragile they are, and the more power they have the more fragile they are in terms of conversations about race, the more they cling to that power and weaponize it. Do you think that's a fair take?Robin: Yes. Certainly, I mean, you see white fragility across, you know, wherever you have white people, but the impact of it is greater the higher your status is, right? So my training is in sociology, and it's just been invaluable to me, right? And there's a question that's just never failed me in my efforts, right, to unpack, you know, how do we keep getting these outcomes despite all the things that white people are gonna claim? And that question is not is this true or is this false, is this right or is this wrong, but how does it function? Who does it serve? So how does it function and who does it serve when the people with the most institutional power are the most fragile? Well, they certainly have the most to lose in a way, right? They are protecting their positions and their status. They likely feel the most threatened by a question, and I'm gonna offer they likely feel the most entitled to what they have, and so they have no ability or stamina to withstand questioning what they have, right? I mean, you're up against now idealogies of meritocracy, that "I have what I have because I'm the cream of the crop, and cream rises, and I've worked hard, and, you know, I'm special, and I went to the finest schools." You're questioning all of that idealogy when you challenge those at the top. Maybe there's something more going on here than just the cream rising. And I just have to say I grew up in poverty, so I didn't go to college until I was in my 30s, and I really did think that the smartest kids went to college. And then I got to college and I was dumbfounded, quite frankly, and then I went on to teach college, and I can assure you that the cream does not rise, that the smartest kids don't go to college, and that Ivy League schools are not filled with the best and the brightest. It's about access and opportunity, but that's a hard thing to look at when all your life you've been told how special you are.Amy: Absolutely. Now, in your book you said--and I'm quoting from your book here--"It's white people's responsibility to be less fragile. People of color don't need to twist themselves into knots trying to navigate us as painlessly as possible," and this seems to fly in the face of a lot of, you know, diversity and inclusion work that's being done in corporations right now. You alluded to this earlier, right? We call it everything but anti-racism, we call it everything but racial equity, and, you know, there seems to be a lot of making people comfortable, you know, setting ground rules so no one gets upset when we have these conversations at work, and kind of the prevailing notion or the unwritten, unspoken rule is "Both sides need to put in a lot of emotional labor to make this change happen." So let me ask you - what does it look like for white people to take responsibility for being less fragile? How do we do that?Robin: Let's back up a little bit and talk about that dynamic, right, where everyone's equally responsible. That does not account for the difference in power, in structural and institutional power. So that's like saying, if we're looking--I draw from patriarchy and sexism a lot. I'm a cis woman. You know, she/her pronouns. I'm white. And it's just so clear when I think about it. Well, both men and women have equal responsibility to dismantle patriarchy. Well, we all play a role, but who controls the institutions, right? Who holds that power? And so the weight of that responsibility I believe is in the hands of those who have more institutional power. And people of color of course have a role to play, in the same way that women have a role to play in challenging sexism and patriarchy, but it's a very different role. In a lot of ways it's about developing critical consciousness. It's about surviving the dynamics, supporting each other, getting away--getting space away from white people. I mean, these are the kinds of things that people of color--that have been in my life--have shared that they need to have, right? This is how they can kind of survive this whiteness that they're embedded in all the time, is to surround themselves with people who understand their experiences and share their experiences, right? So what are some of the things that white people can do? We simply cannot get where we need to go from the current paradigm, which is--this is the average white person's definition of what it means to be racist, right? A racist is an individual who consciously does not like people based on race and is intentionally mean to them. Individual, conscious mal-intent across race. That's racism, or a racist, and I don't know that you could come up with a more effective way to protect systemic racism than that definition, because it absolves virtually all white people. Most of the racism--I would say actually all of the racism--I have perpetrated in my life has been unintentional and unaware. That does not mean that the impact of it hasn't been harmful and painful, right? So you pretty much guarantee defensiveness and denial when that is what you think it means to be racist. You know, the average white person--I mean, I've been asking this question for 20 years - "What does it mean to be white?" - and most white people can't answer that question, and that's not benign or innocent or neutral. You know, the collective inability of white people to answer that question creates a hostile environment, because if I can't tell you what it means to be white, I cannot hold what it means not to be white, right? I'm gonna have no critical thinking on that. I'm gonna have no skills to navigate the conversation, and I'm gonna have no emotional capacity to withstand the discomfort of that conversation, and what that means is that people of color in primarily white environments can't be their authentic selves. They can't talk to us about what they're experiencing because things tend to get worse for them, not better for them, when they challenge us, right? So we white people have to stop thinking about racism as just people walking around saying the N word, you know, and going to rallies in Charlottesville. That's real too. That's another conversation, but again, it's the more--I'm gonna put air quotes around it--"subtle," but it's that inability to understand our own racial perspective and positions that creates that climate for people of color working with us, right? And that leads to this idea that racism is their problem, right? I mean, I was raised to see race as what--oh, let's name somebody. Van Jones has race, right? I don't have race, right? I'm just regular, you know? In my day we said things like "I'm just white bread," "I'm just Heinz 57," right? They have race, and so they also have the problems associated with race, and so you get this idea that they'll have to work that out, but thank goodness I'm not a part of that. I'll never forget a student--I used to always start my classes with that question, you know, how has your race shaped your life? And a white student wrote, "Well, I was really lucky. I grew up in an all-white neighborhood, and so I've never learned anything about racism." Amy: They've learned everything.Robin: Just in that one sentence, I mean, we can unpack--I could teach a whole freaking seminar on that one sentence it's so loaded. We could do some beautiful discourse analysis, right? But this idea that we're innocent of race, that white space is unracialized space and that we've absorbed nothing in that space--Amy: And I think that we're not missing anything by being in that space, right? [?] anything that would benefit us by staying in those, you know, all-white neighborhoods that are privileged, you know? It's just such a sadness to me. It's such a sickness that we have, that we think that by excluding ourselves from the conversation we are in some way privileging ourselves, when I believe the exact opposite is true.Robin: Yeah. I actually think the deepest message of all, of white supremacy--and let me just pause for a minute, because that's a charged term for a lot of white people. Yes, it includes people wearing white hoods. You know, that's how I was raised to understand the term, but it's actually a highly descriptive sociological term for the society we live in, one in which elevates white people as the norm for humanity, a lot of what we've already been talking about, and I think one of the deepest messages of white supremacy is this idea that there's nothing of value lost in white segregation, and in fact, that segregation is what we use to define that space as good. The whiter it is, the more it will be perceived as "good," valuable, safe. The profundity of that message is so deep. I just wish white people would just sit with it for a minute. "Wow," right? To call white segregated space good, right? We just came out of February, which was Black History Month, where we talk about the tragedy of enforced segregation of blacks in the Jim Crow South, and every day we talk in celebratory terms about white segregation. Those are very deep messages that we have to look at. Again, it's not the N-word for somebody like me, but it's that. Amy: Right, it's the coded language of good schools, good neighborhoods, low crime, you know, nice areas of town, good parts of town, right?Robin: Mm-hmm. "Oh, I'm shocked that crime happened here." Well, where is it supposed to happen?Amy: Right, or we don't even define it as crime when white people do it. White collar crime is its own kind of crime because certainly people who are in white collar jobs who are white people are not engaged in normal crime, right? Normal crime is for other people. And yeah, the vernacular around this, we could go on forever, but I want to get to Zach's questions because he's my boss. Robin: Yeah. Well, I want to say something about the ground rules. You mentioned ground rules, right? 'Cause we're talking about corporate settings. So you have these seminars and workshops and, you know, these guidelines for having a conversation, but they always assume equal power relations, right? There's no one set of guidelines that will ensure a quote-unquote "safe space" for everybody. Usually what they are all about is niceness, and a culture of niceness is just kind of deadly in terms of racial justice because challenging racism, naming racism, will not be perceived as "nice," right? "You've hurt my feelings," you know? "How could you assume I would be racist?" And so as long as everybody has to be nice, we can have no conflict or no strong feelings and we can't express ourselves in any kind of strong way. And so usually those ground rules function to stifle authentic conversation, authentic expression of pain that people of color are often in in primarily white spaces, particularly primarily white-controlled spaces.Amy: Well, it becomes another form of gatekeeping that white people do on conversations that don't center them. And so we keep those conversations to a minimum, we make sure that we reframe it so that it's palatable for the people that pay our salaries and that sort of thing, and, you know, I think to me one of the things that we can do as white people is to put ourselves less often in gatekeeper roles where we are, you know, less responsible for things like merit decisions or, you know, pay decisions, promotion decisions, content or tone decisions, right? Where we're not policing those things, we are handing that off to someone who is, you know, superbly capable of doing it from a completely different perspective, and I think especially in those kinds of conversations where we're in racial equity conversations, I think it's incumbent upon white folks, just like when you're in a performance review and your boss gives you feedback you don't like, you don't argue with them and cry and throw things and, you know, tell them, you know, "I can't believe you thought I did a bad job on that report," right? We don't do that because it would be ridiculous to do that in any other professional context, but then somehow we put ourselves in the position of gatekeeping on those conversations again through the weaponizing of our emotions in those conversations.Robin: Yeah, it reminds me of--as a woman in a male-dominated environment, I am not going to cry. No way. I might go in the bathroom and cry, but I am not gonna cry in front of those men. And yet, white women, how free do we feel to cry in front of people of color when charged with racism, right? When held accountable for our behavior, which is very revealing about our understanding of where the power lies, right? What is the difference between my tears in each of those contexts, right? And so your question about, you know, "How do we get there?" And I was saying we can't get there from the current paradigm, right? We just have to start from the premise, white people have to start from the premise, that we have been thoroughly indoctrinated and socialized into white supremacy and into ways of seeing and being that uphold white supremacy, and once you start there it's actually incredibly liberating, right? It's just transformative. I can stop defending, denying, debating, you know, and start just getting to work trying to unpack, well, how is that indoctrination into white supremacy manifesting in my life, in my work? It's such a different question because it rests on a very different premise, right? And so when you talk about white people kind of turning over some of those decisions in the workplace, I want to put in a plug here for, you know, if you're gonna put people of color on committees and, you know, token representation, they need to be paid more for that work, right? They need to be compensated for the psychic, emotional and intellectual labor that they're doing and the expertise that they're bringing that the rest of us don't have, right? And tart acknowledging--Amy: And not just one person of color on that board. You need a critical mass of people who can, you know, almost be a block of voices, because one person cannot do that work alone. I mean, that's violent to put one person in that position.Robin: Yes, yes.Amy: So let me ask you this while we're on the subject of corporate America and the way that we talk about diversity concepts. You know, we hear a lot about--so there are a couple places I want to go with this. The first is "Well, what about diversity of thought?" And I have so many things I'd love to save about that, but the other is, you know, this focus on gender as if gender equity is one thing. And so I want to leave that there and kind of get your response to those two terms. Robin: So we might as well just go for it. Diversity of thought is ridiculous - ridiculous. That is the way that homogeneous groups protect their hold on institutional power, right? "Yeah," you know, "There's all kinds of things," you know? "Somebody likes soccer and somebody likes volleyball." There are many forms of difference between us, but those seem, like, personality kinds of things, right? Race is very, very real. Racism is very, very real. That lack of representation is very real. We have to get real about it, right? Hold on, though. The other piece you asked--Amy: The gender equity piece.Robin: Yeah, I have to be careful here. So I think there's--Amy: Stop there for a second. I want to know, why do you feel you have to be careful there?Robin: Because there's a lot of social power behind the push for acknowledging gender binaries and gender diversity as you call it, and I do believe that there's a reason that that has spread. Look, I do not want to downplay patriarchy and sexism and heterosexism and transphobia. I don't want to downplay those things, and I think there's a reason that that has flourished in a way that you're gonna see on people's signatures their gender pronouns, but you are not going to see their race, and I'd like to see their race on there too. I'd like if, before we start a meeting, we go around the room, we say our gender pronouns, sure, but we also say our race, so we start noticing who's at this table and who's not at this table, you know? What decisions are being made at this table and who are they going to impact in what ways, and how do we know, and who's missing? So I think, again, I want to acknowledge that all of those variations of that oppression are real, but there's still a reason that that has become more widespread and acceptable, and I think it's because everyone pretty much knows somebody who is queer or non-binary. They're your brothers, your sisters, your family members, your cousins. So there's a human face to that, but most white people live profoundly racially segregated lives, and so we don't see that humanity in the same way.Amy: I think that's fair, and I think, you know, a lot of the gender equity focus, like, when a lot of companies do diveristy initiatives in their companies or inclusion initiatives, they start with gender because gender seems the most safe thing or the most relatable thing, and typically the beneficiaries of those initiatives are white women only, because what works for white women in corporate settings doesn't work for black women, Indian women, you know, Chinese-American women, indigenous women, Latinx women, right? And it's another way, I believe, of reinforcing the primacy of whiteness in the space as opposed to really making gains broadly in diversity and inclusion. Would you agree with that?Robin: Well, I see a lot of white gay men in positions, you know, head of diversity and equity in organizations, and I also notice that many of them have no racial analysis. So again, you want to use your oppressed experience, right, your oppressed identities, as a way in, not as a way out, right? So how can you use that understanding to see, "All right, well, where am I complicit in somebody else's oppression?" And I move back to gender and patriarchy a lot because I've thought about it most of my life. I was in my 30s before I ever considered how I was complicit with somebody else's oppression. So great, a white, gay man who has a strong anti-racist analysis? That's fantastic, but without that you're just gonna reproduce the same kind of daily agony for the people of color in your organization.Amy: Right, absolutely. Absolutely. And I want to get into this just a little bit, Robin, because, you know, we do similar work in that we are trying to, you know, build a more equitable culture, build more inclusive cultures within organizations, within our communities, within our country. You know, there is this fine line that people like you and I walk in speaking truth to power and getting paid, and I'm curious, because I know that that's a struggle not just for us, right? And we are maybe a little--it's maybe a little easier for us to do that because of our whiteness, but folks who really want to speak truth to power but have value to offer an organization and, you know, expect to be paid for their work, how do you balance that? What advice do you have for folks who are out there every day kind of balancing on that razor's edge?Robin: Yeah. Well, the first thought is relating to--we were just talking about who tends to be in these positions, right, and I want to be really clear that I don't think it's automatically people of color should be leading all of the diversity efforts. I think that's also problematic, right? We put them in those positions. We'll cover everything else, and we'll give them race work, even as they're not going to be listened to and heard in the same way. So it's not a given, right? So again, a white person in that position with a very strong anti-racist analysis can be incredibly effective, in some ways more effective in certain areas. My ideal is interracial teams that you actually put the resources behind, an interracial team at the head of your diversity initiative, because each member of that team can bring something and challenge something differently than somebody else, right? So I used to be a co-director with a black woman of equity at an organization. You know, there were things that I could push that she couldn't, and there were things of course that she could bring that I couldn't, and so that's for me a much more ideal than any just one person, 'cause that's a setup, you know, regardless. How I have reconciled that dilemma, right, in various ways. So first of all, sometimes people say "You're being paid for racism," and I would basically say, "Well, I'm being paid for anti-racism." My work is anti-racism, and we could make a case that everybody--if you are not anti-racist, you are racist, right? So as Ibram Kendi beautifully says, "The opposite of racist isn't not racist. It's anti-racist." So in a society in which racism is the norm, not an aberration, all of us are contributing to that if we're not explicitly challenging it, right? So the one way that I think about what I do, when I come into an organization and I give a presentation on whiteness and white fragility, I'm tilling the soil, if you will, as an outsider, as somebody with a lot of credibility behind my name and as a white person, there's a way in which I can challenge white people that I couldn't if I was inside that organization and that people of color are not gonna be able to, so let me come in and do that really hard, say that really hard stuff and soften the soil in a way that then people can hear the people of color inside that organization, right? And the white people inside that white organization. That is one of the ways I think about what I do, but let me name some of the ways that I seek to be accountable. I donate a percentage of my income to racial justice organizations that are led by people of color. I channel work to people of color. I promote the work of people of color. I have a platform to do that. When I am presenting more than a few hours I co-present in an interracial team. I have white people in my life with a strong anti-racist analysis that I consult with and work through my feelings with. You know, I'm not saying I don't get called in and have feelings about it and need to work through those feelings, but I also have a circle of people of color coaches who have agreed to coach me, to be there for me if I need to work through something, and I pay them for their time. That is critical. It is not something that I turn to them and expect for them to give me. And this is another challenge in organizations, is that labor is just expected with no sense of compensation. So I pay them for that time. Now, occasionally the people of color in my life say, you know, "We're friends, I'm not taking your money," and I say, "Great. I'm donating for the hour you just spent with me to a racial justice organization." I also pay rent in Seattle to the Duwamish people, who are the original peoples. This is the ancestral territories of the Duwamish, and I pay rent to the Duwamish people because they have yet to be federally recognized in the Seattle area. So I could go on, but those are some of the ways I seek to be accountable.Amy: Thank you for that, and, you know, I think that as we look at, you know, it is so easy to not be held accountable, right, as white people in this work and in this society. So one of the things that I've noticed--and Zach and I were talking about this the other day--you know, if certain things that I wrote in my book or that you wrote in your book that you say to white people, you know, is really ground-breaking, right, in an all-white room. Like, people are like, "Oh, my God. That's so radical. I can't believe we're having this conversation," right? They've never heard it before, you know? They've gotten to their mid-fifties and they've never heard somebody say some of these things before, and this is dinner time conversation for black families, right? And so one of the things I've noticed is a lot of times white people can't hear it if a white person doesn't say it, but--and I'll say that out loud, I'll say that in a group of people, and, you know, I'll see women of color especially nodding their heads, but, you know, how much of this work do you feel you're creating something new versus--and I don't mean this as a criticism. I think about this a lot myself. How much of this is you're creating something new versus you're taking what's being said around dinner tables in black families every day and just saying it in a different space where no one's heard it before?Robin: Yeah. Well, so the first thing I think about is that there's simply no clean space. In other words, there's no place outside of this. This is always going to be a [both and?]. You know, as we seek to de-center whiteness, we're centering whiteness, right? Again, we're in it. We're inside this construct. So you do your best to be as accountable as you can, but I don't know that we can ever get it exactly right, right? And the way that I think about what I do, absolutely, years and years and years of mentorship from people of color, years and years of being in rooms and hearing and bearing witness to the testifying of people of color, you know? Years of studying the works of people of color and years of self-analysis, self-reflection, talking to other white people. I do have the ability to take fairly high-level academic concepts and make them very accessible, right? I did put language to something that pretty much everybody recognizes, right? I mean, even people who are fragile around whiteness kind of recognize once you give language to it, and a lot of people of color have said, "Thank you for that language. I absolutely see this. I've dealt with it. I didn't even know how to express it," right? So I have something to contribute, and yes, I stand on the shoulders of countless people of color, right? I can't live with not expressing this, right? I can't live with being silent because of those dilemmas. I try to be as much in my integrity as I can. I try to get it as right as I can as often as I can by as many as I can. [laughs] And I'll never get it right by everybody. It's way too loaded. It's way too charged. It's way too messy.Amy: Absolutely, and I think too in the work of anti-racism it's a moment by moment choice for so many of us, right? That we're either actively deconstructing racism in this moment or we are actively not, and it's something that, coming from a place of privilege, we can choose to do or not, right? We don't have to do that work. No one will think less of us if we don't except that we'll think less of ourselves for those of us who are committed to this kind of thing, but at the same time it is--there's a balance there, right, of taking up space when it's needed and taking up space that we should or should not, and I think there's a lot of calculus that we need to do there, and I see you doing a lot of that in your work. Robin: Yeah. You know, I have a piece called "Nothing to Add: The Role of White Silence in Cross-racial Discussions." You know, I think silence from a position of power is a power move, right? So that's not the alternative either, and one of the things that I'm arguing in that piece is that any way that I engage that is a default, right, like, "Okay, I'm not gonna say a word in this conversation," right? "I don't want to get it wrong. I don't want to make a mistake. I don't want to dominate." Whatever my rationale is, "I'm just gonna listen." Or the other end, right? "I'm gonna speak up whenever I feel moved to speak up." Those are defaults. Those are not "I'm paying attention in every moment, and in each moment I'm asking myself what's happening in the room right now? What are the dynamics at play? What is my position within those dynamics? And given that, what would be the most strategic, constructive, anti-racist move?" And sometimes it would be silence, and sometimes it would be speaking up, and I'm not going to get that call right by everybody in the room, but that's the call I need to be constantly making. Paying attention and, to the best of my ability, using my position in strategic, anti-racist ways, right? Any default is problematic, I believe. Any kind of just--Amy: I agree, yeah. Because once you stop making conscious decisions, you're making decisions without realizing it, and making decisions without realizing you're making them is always a problem.Robin: Well, they tend to function for your own comfort. The "I'm not gonna say a word in case I make a mistake," come on. You don't want to take any risks. You know, you're looking to save face. "I don't want to show myself," right? "Lest you think I'm racist," and I always like to laugh. "Look, I already think you're racist, all right? I start from that premise." Let me just go there - all white people are racist in the sense that all white people have been socialized into a racist world view because we were born into a racist culture in which it's embedded, and we're back to just start from that premise and then get to work trying to impact how you were socialized into it and how you might challenge it rather than this constant denial, you know? That just because you don't want to be means you aren't.Amy: Right, absolutely. So I want to go back to this notion about people of color twisting themselves into knots to avoid, you know, weaponized whiteness so to not be punished. So recognizing of course that we're both white women having this conversation, you know, what do you think is left for people of color to do?Robin: Honestly? Like, survive this, navigate this in as healthy a way as possible. You know, I always feel a little uncomfortable, a little sheepish around telling people of color what is there for them to do, but Glenn Singleton, he is a black man who founded Courageous Conversations, and I've done a couple presentations for him at his conferences, and he has, like, a principle that everybody has a role, and he pushes me to speak to that very question. So with Glenn, I'll imagine him standing beside me saying "Go for it, Robin." [laughs] I mean, my work is to challenge white people, right? But there are a couple of very sensitive questions I do offer people of color, and one is what does anti-blackness look like among your group? Because anti-blackness runs across the spectrum of race, and anti-blackness runs amongst people of color. It runs amongst black people. So what does it look like amongst your group, and who have you aligned with? In particular for Asian heritage people who are often more likely to be comfortable for white people. This does not mean they don't experience racism, but the reality is that white people are more comfortable, in some ways because of our particular racism, because of the invisibility, some of the stereotypes we project onto Asian heritage people, but nonetheless, we are more comfortable overall, right? So I would offer that question to Asian heritage people in the workplace. Who have you aligned with? Have you taken up with the struggles of African-Americans in this country or have you aligned with whiteness, and what have been the rewards, and what has been the price that you paid for that alignment? So there's that work. There's the work of challenging the messages, you know? For white people, we need to challenge the messages of internalized superiority, and there's an opposite message for people of color to look at, and also just, like I said earlier, to get away from white people and build community in people of color spaces, you know? I'm a big believer in affinity work in the workplace, right?Amy: Mm-hmm, yes, and I would like to add to that if I may. I think it's incumbent upon people of color, when you find an ally, hold us accountable.Robin: Oh, yes. Thank you. Mm-hmm.Amy: Because we need that, right? We don't always see, and we may not be holding ourselves to a high enough standard, and, you know, if you have someone you consider a true ally, please, you know, call me on it. I want to know. And, you know, I will do my best to process it in a way that doesn't involve you, right? [laughs] But, you know, please hold us accountable as allies in this work, because, you know, if we aren't getting it right, we have, you know, a pretty poor shot of helping anyone else get there.Robin: Yeah, and what I would add is that then we also have to help each other as white people to hold each other accountable, because it's a tall order for people of color, right? Not only, you know, are there risks that we will respond well, but, you know, we're all inside this construct, so in the same way that, sure, I can seek as a woman to hold men accountable for sexism, half the sexism that's going around me I don't even see because I've been conditioned to collude with it, right? So if you just put it on my shoulders--you know, sometimes you can imagine a man saying, "Hey, just let me know if I do anything sexist," and then he's covered, right? Off he goes, and now I get to carry that, right? So we have to watch that piece of it, right, where a lot of white people will say, "Hey, let me know if I do anything," and now we can relax because they'll let us know. Well, that's a pretty tall order, right? So we have to do our work and hold each other accountable too, develop the capacity so that I can also call myself in, I can realize that I just stepped in it. I'm not completely dependent on people of color helping me with that.Amy: Absolutely, and, you know, there will be times when we step in it with each other, and there will be times we step in it when we're not around for each other, and so I think it's a team sport here, accountability is. So, you know, it's election year again here in 2020, and, you know, Zach says, you know, we're gonna relive the same frustrations and feelings of hopelessness and ostracization that black and brown folks felt in 2016. In addition to that, we have generational shifts coming in the workforce. We have a lot of changing demographics, right? We're at a tipping point demographically in this company in a lot of different fronts. Do you see this as a unique point in time, and if so, what are some things that leaders can do to capitalize on this moment in history to build more equitable outcomes for the future?Robin: Yeah. I think yes, I see it as a unique time in the sense that it's so much more explicit than it's been in a while. So what this is helping us see is that history is not just this arc of progress the way that I was taught to see it, that it's cyclic, and that you can never rest and never be complacent, right? So even the Voting Rights Act has almost been dismantled, something that you'd like to take for granted but you cannot take for granted. So this kind of "We're post-racial because we had Obama as a president," we're done with that nonsense, right? I mean, nobody pretty much that I'm working with is in denial. It was actually harder to do my work during the Obama years because so many people used that as their evidence that we were post-racial. Well, you know, we're so far from post-racial right now, so the explicitness of it, the permission that I actually think the resentment about Obama brought to the surface--it was always simmering under there, but there wasn't permission to express it, you know, post-civil rights. Well, you know, from the highest point we have that permission now, so that has exposed both the enduring nation of white hostility, white resentment, the cyclic nature of history so that we can never be complacent. And in the same way that it has made it more acceptable to be openly racist, it has put on--I never thought in my lifetime, on a debate stage, people would be talking about reparations for African-Americans, right? So there are also ideas that have been given air and legitimacy that we could never bring up before. So it's kind of this push/pull, right, that's going on. As far as the generational shift, I think one of the things we're up against with younger people is they believe that they are post-racial because "Oh, I'm fine with black people. I was on a sports team in school and it's no big deal," and so they have this really simplistic idea, again, of what it means to be racist, and one of the things that stood out to me--I did a year of intensive workshops for a large tech company that for some legal reason must remain unnamed, and what really struck me was that most of the employees there were under 30, and when we would have these workshops and people of color, black people in particular, would share the pain that they were in, their white colleagues under 30 years of age were dumbfounded. They were, like, flabbergasted that their colleagues were in so much pain. They simply had no idea, which means they have no critical thinking and they have no skills and they have no awareness even as they say, you know, they party on the beach with their black friend. That doesn't mean they're able to engage with what their friend is experiencing. This is a challenge we have with the new generation. And so organizations have to truly demonstrate that they're committed to this. They have to put some teeth behind their claim that they value diversity and take a stand, right? If you're gonna work for this company, you have to be able to engage with some complexity and nuance in this conversation, and if you can't you are not qualified to work here. If it was a qualification to be able to engage with some nuance in conversations about race, most of the people leading the organizations that are listening right now wouldn't have their jobs. Let's be honest. It doesn't mean you can't gain that, but you better show some capacity to gain that nuance and complexity or you're not qualified to work here. That's what I would love to see in corporate America.Amy: That would be beautiful. And with that, Robin, I thank you for your time. I thank you for joining us on Living Corporate. On Zach's behalf, I'd like to thank you for being here, and I know that he's thrilled to be home with the baby right now, but I know that he was so disappointed that he had to pass this off, so. It has been an absolute honor and privilege to talk to you today. Thank you so much.Robin: Well, you are so welcome.</itunes:subtitle>
      <itunes:summary>Amy C. Waninger fills in for Zach to interview Dr. Robin DiAngelo, author of "White Fragility," about just that. She helpfully unpacks the concept of whiteness and what it means in the context of American society, defines the term white solidarity and discusses its impact on black and brown people at work, and talks about what it looks like for white people to take responsibility for being less fragile. She also touches on the topic of diversity of thought and explains why she believes that it is the way that homogeneous groups protect their hold on institutional power.
Connect with Robin on social media! She's on LinkedIn, Twitter, Facebook, and Instagram.
Find out more about Robin's book "White Fragility" on Amazon.
Check out her website.
Read her piece, "Nothing to Add: A Challenge to White Silence in Racial Discussions," by clicking here.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Amy C. Waninger fills in for Zach to interview <a href="https://bit.ly/3ax0iHP">Dr. Robin DiAngelo</a>, author of "White Fragility," about just that. She helpfully unpacks the concept of whiteness and what it means in the context of American society, defines the term white solidarity and discusses its impact on black and brown people at work, and talks about what it looks like for white people to take responsibility for being less fragile. She also touches on the topic of diversity of thought and explains why she believes that it is the way that homogeneous groups protect their hold on institutional power.</p><p>Connect with Robin on social media! She's on <a href="https://bit.ly/3ax0iHP">LinkedIn</a>, <a href="https://bit.ly/2WWiE0T">Twitter</a>, <a href="https://bit.ly/2wHnx3n">Facebook</a>, and <a href="https://bit.ly/2JuLNZb">Instagram</a>.</p><p>Find out more about Robin's book <a href="https://amzn.to/3bQhLeH">"White Fragility"</a> on Amazon.</p><p>Check out her <a href="https://bit.ly/2QYyBjb">website</a>.</p><p>Read her piece, "Nothing to Add: A Challenge to White Silence in Racial Discussions," by clicking <a href="https://bit.ly/2JEO44d">here</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>3578</itunes:duration>
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      <title>The Link Up with Latesha : Working From Home + Maintaining Your Peace</title>
      <description>On the twenty-third installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about how to deal with your co-workers and bosses as you work from home during the COVID-19 pandemic. She also stresses the importance of setting boundaries to help ensure you get your work done and maintain your peace. Listen to the full episode to find out why she's a big advocate for over-communication and a lot more!
Learn more about Latesha on the BCC website or connect with her through her socials. LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com. Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!
Check out Latesha's YouTube channel.
BCC's socials: LinkedIn, IG, Twitter, FB
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Sat, 28 Mar 2020 11:25:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Working From Home + Maintaining Your Peace</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>204</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/eb1869be-f2a4-11ea-88c4-733eedd63d75/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-third installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about how to deal with your co-workers and bosses as you work from home during the COVID-19 pandemic. She also stresses the importance of setting boundaries to help ensure you get your work done and maintain your peace. Listen to the full episode to find out why she's a big advocate for over-communication and a lot more!
Learn more about Latesha on the BCC website or connect with her through her socials. LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com. Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!
Check out Latesha's YouTube channel.
BCC's socials: LinkedIn, IG, Twitter, FB
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-third installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, talks about how to deal with your co-workers and bosses as you work from home during the COVID-19 pandemic. She also stresses the importance of setting boundaries to help ensure you get your work done and maintain your peace. Listen to the full episode to find out why she's a big advocate for over-communication and a lot more!</p><p>Learn more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials. <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>. Click <a href="http://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!</p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel.</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1155</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Pivoting Your Job Search During COVID-19</title>
      <description>On the fifty-eighth entry of Tristan's Tips, our amazing host Tristan Layfield shares some helpful advice with us to help pivot our job searches during the pandemic. With COVID-19 changing the way that we do pretty much everything, that means that we are constantly having to shift and adjust right now. One of the major areas impacted will be your job search, so let’s jump into a few tips on how to shift.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</description>
      <pubDate>Thu, 26 Mar 2020 09:37:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Pivoting Your Job Search During COVID-19</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>203</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/eb5646b2-f2a4-11ea-88c4-4784ec1f46ec/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fifty-eighth entry of Tristan's Tips, our amazing host Tristan Layfield shares some helpful advice with us to help pivot our job searches during the pandemic. With COVID-19 changing the way that we do pretty much everything, that means that we are constantly having to shift and adjust right now. One of the major areas impacted will be your job search, so let’s jump into a few tips on how to shift.
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifty-eighth entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> shares some helpful advice with us to help pivot our job searches during the pandemic. With COVID-19 changing the way that we do pretty much everything, that means that we are constantly having to shift and adjust right now. One of the major areas impacted will be your job search, so let’s jump into a few tips on how to shift.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>362</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Intersectional Identities (w/ Bärí A. Williams)</title>
      <description>Zach sits down with former StubHub and Facebook alum Bärí A. Williams to chat about intersectional identities. Bärí also talks about her upcoming book "Diversity in the Workplace: Eye-Opening Interviews to Jumpstart Conversations about Identity, Privilege, and Bias" dropping March 31st. She shares what inspired her to write it and talks a bit about the challenge she faced in efficiently categorizing so many intersectional identities when it came to the 25 people she interviewed for the book.
Pre-order Bärí's book on Amazon.
Connect with Bärí on LinkedIn, Twitter and Instagram. Check out her personal website by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.</description>
      <pubDate>Tue, 24 Mar 2020 12:30:00 -0000</pubDate>
      <itunes:title>Intersectional Identities (w/ Bärí A. Williams)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>202</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/eb83ed1a-f2a4-11ea-88c4-77e88a642f0d/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with former StubHub and Facebook alum Bärí A. Williams to chat about intersectional identities. Bärí also talks about her upcoming book "Diversity in the Workplace: Eye-Opening Interviews to Jumpstart Conversations about Identity, Privilege, and Bias" dropping March 31st. She shares what inspired her to write it and talks a bit about the challenge she faced in efficiently categorizing so many intersectional identities when it came to the 25 people she interviewed for the book.
Pre-order Bärí's book on Amazon.
Connect with Bärí on LinkedIn, Twitter and Instagram. Check out her personal website by clicking here.
Find out how the CDC suggests you wash your hands by clicking here.
Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with former StubHub and Facebook alum <a href="https://bit.ly/39c4gE9">Bärí A. Williams</a> to chat about intersectional identities. Bärí also talks about her upcoming book "Diversity in the Workplace: Eye-Opening Interviews to Jumpstart Conversations about Identity, Privilege, and Bias" dropping March 31st. She shares what inspired her to write it and talks a bit about the challenge she faced in efficiently categorizing so many intersectional identities when it came to the 25 people she interviewed for the book.</p><p>Pre-order Bärí's book on <a href="https://amzn.to/33HYQQ8">Amazon.</a></p><p>Connect with Bärí on <a href="https://bit.ly/39c4gE9">LinkedIn</a>, <a href="https://bit.ly/2vQ9x6U">Twitter</a> and <a href="https://bit.ly/3bkODvE">Instagram</a>. Check out her personal website by clicking <a href="https://bit.ly/2UhsWHk">here</a>.</p><p>Find out how the CDC suggests you wash your hands by clicking <a href="https://bit.ly/2Ug4l5K">here</a>.</p><p>Help food banks respond to COVID-19. Learn more at <a href="https://bit.ly/2WD73Uk">FeedingAmerica.org</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2978</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Attorney (w/ Kelly Charles-Collins)</title>
      <description>On the ninth installment of our See It to Be It podcast series, Amy C. Waninger sits down to chat with Kelly Charles-Collins, who is an attorney and HR legal expert. Kelly talks a bit about how she became an attorney and what about the job appealed to her, shares a few tips for anyone wanting to be a lawyer, and lists a handful of bar associations that seek to help people of color feel supported and connected in the legal industry.
Connect with Kelly on LinkedIn, Twitter, Instagram and Facebook, and check out her website by clicking here.
You can find more about the associations she mentioned by clicking the following links: National Bar, Hispanic National Bar, Gwen S. Cherry Black Women Lawyers, Virgil Hawkins Florida Chapter National Bar, Asian American Bar, South Asian Bar, Caribbean Bar
You can click here to view Kelly's book "ACE Your Workplace Investigations" on Amazon.</description>
      <pubDate>Sat, 21 Mar 2020 11:27:00 -0000</pubDate>
      <itunes:title>See It to Be It : Attorney (w/ Kelly Charles-Collins)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>201</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/eba07020-f2a4-11ea-88c4-0f08e65108a3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the ninth installment of our See It to Be It podcast series, Amy C. Waninger sits down to chat with Kelly Charles-Collins, who is an attorney and HR legal expert. Kelly talks a bit about how she became an attorney and what about the job appealed to her, shares a few tips for anyone wanting to be a lawyer, and lists a handful of bar associations that seek to help people of color feel supported and connected in the legal industry.
Connect with Kelly on LinkedIn, Twitter, Instagram and Facebook, and check out her website by clicking here.
You can find more about the associations she mentioned by clicking the following links: National Bar, Hispanic National Bar, Gwen S. Cherry Black Women Lawyers, Virgil Hawkins Florida Chapter National Bar, Asian American Bar, South Asian Bar, Caribbean Bar
You can click here to view Kelly's book "ACE Your Workplace Investigations" on Amazon.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the ninth installment of our See It to Be It podcast series, Amy C. Waninger sits down to chat with <a href="https://bit.ly/2WEiE5H">Kelly Charles-Collins</a>, who is an attorney and HR legal expert. Kelly talks a bit about how she became an attorney and what about the job appealed to her, shares a few tips for anyone wanting to be a lawyer, and lists a handful of bar associations that seek to help people of color feel supported and connected in the legal industry.</p><p>Connect with Kelly on <a href="https://bit.ly/2WEiE5H">LinkedIn</a>, <a href="https://bit.ly/2WvxpYa">Twitter</a>, <a href="https://bit.ly/3bgAcc1">Instagram</a> and <a href="https://bit.ly/3a4wHFn">Facebook</a>, and check out her website by clicking <a href="https://bit.ly/33zkzcU">here</a>.</p><p>You can find more about the associations she mentioned by clicking the following links: <a href="https://bit.ly/2J5bTSd">National Bar</a>, <a href="https://bit.ly/2vDDWVM">Hispanic National Bar</a>, <a href="https://bit.ly/2vHHGWo">Gwen S. Cherry Black Women Lawyers</a>, <a href="https://bit.ly/3acxiEU">Virgil Hawkins Florida Chapter National Bar</a>, <a href="https://bit.ly/3bdLqOs">Asian American Bar</a>, <a href="https://bit.ly/2vElhZX">South Asian Bar</a>, <a href="https://bit.ly/39aydo9">Caribbean Bar</a></p><p>You can click <a href="https://amzn.to/2Umeah8">here</a> to view Kelly's book "ACE Your Workplace Investigations" on Amazon.</p>]]>
      </content:encoded>
      <itunes:duration>2290</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Coronavirus &amp; Work Special (w/ Deidre Wright)</title>
      <description>Sheneisha chats with Deidre Wright about working remotely in the wake of the coronavirus, and Zach and Ade discuss how they've been handling the pandemic while celebrating Living Corporate's two-hundreth episode. Latesha follows up at the tail end of the show to talk about how your job search will be impacted by COVID-19 and shares which industries are getting hit the worst by these complications. 
Connect with Deidre on LinkedIn, Twitter, Facebook, and Instagram.
Click here to check out her Remote Work resources page.</description>
      <pubDate>Fri, 20 Mar 2020 10:28:00 -0000</pubDate>
      <itunes:title>Coronavirus &amp; Work Special (w/ Deidre Wright)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>199</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ebb86dce-f2a4-11ea-88c4-47757c06bddf/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha chats with Deidre Wright about working remotely in the wake of the coronavirus, and Zach and Ade discuss how they've been handling the pandemic while celebrating Living Corporate's two-hundreth episode. Latesha follows up at the tail end of the show to talk about how your job search will be impacted by COVID-19 and shares which industries are getting hit the worst by these complications. 
Connect with Deidre on LinkedIn, Twitter, Facebook, and Instagram.
Click here to check out her Remote Work resources page.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha chats with <a href="http://bit.ly/2Okk0Om">Deidre Wright</a> about working remotely in the wake of the coronavirus, and Zach and Ade discuss how they've been handling the pandemic while celebrating Living Corporate's two-hundreth episode. Latesha follows up at the tail end of the show to talk about how your job search will be impacted by COVID-19 and shares which industries are getting hit the worst by these complications. </p><p>Connect with Deidre on <a href="http://bit.ly/2Okk0Om">LinkedIn</a>, <a href="https://bit.ly/2vBNbWt">Twitter</a>, <a href="https://bit.ly/2QvfH3g">Facebook</a>, and <a href="http://bit.ly/2XMzEFe">Instagram</a>.</p><p>Click <a href="https://bit.ly/3dkbIk6">here</a> to check out her Remote Work resources page.</p>]]>
      </content:encoded>
      <itunes:duration>4917</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Working From Home Productivity Tips</title>
      <description>On the fifty-seventh entry of Tristan's Tips, our amazing host Tristan Layfield is back to help us maximize our productivity if we're working from home. COVID-19 has flipped the way we work on its on head. Many places are shutting down and the majority of those that aren’t closing are moving to a work from home model, and transitioning to working from home can prove to be a much more difficult task than you may think, so be sure to listen to the full show to hear all of Tristan's advice!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Visit our website.</description>
      <pubDate>Thu, 19 Mar 2020 09:38:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Working From Home Productivity Tips</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>199</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ebd4eff8-f2a4-11ea-88c4-ef4e7a7e7321/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fifty-seventh entry of Tristan's Tips, our amazing host Tristan Layfield is back to help us maximize our productivity if we're working from home. COVID-19 has flipped the way we work on its on head. Many places are shutting down and the majority of those that aren’t closing are moving to a work from home model, and transitioning to working from home can prove to be a much more difficult task than you may think, so be sure to listen to the full show to hear all of Tristan's advice!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifty-seventh entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> is back to help us maximize our productivity if we're working from home. COVID-19 has flipped the way we work on its on head. Many places are shutting down and the majority of those that aren’t closing are moving to a work from home model, and transitioning to working from home can prove to be a much more difficult task than you may think, so be sure to listen to the full show to hear all of Tristan's advice!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>411</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Decolonization and D&amp;I (w/ Brittany J. Harris)</title>
      <description>Zach chats with Brittany J. Harris, the Vice President of Learning &amp; Innovation at The Winters Group, and they take a deep dive into the concept of decolonization. In her role, Brittany is responsible for curating and facilitating learning experiences that shift perspectives, change hearts, and empower action in service of equity, justice, and inclusion. She talks about the role that power plays in how it impacts black and brown people being afraid to speak up for themselves, shares with us what it looks like to pursue justice in a capitalistic context, and discusses some of the challenges she's faced throughout her career journey in the diversity and inclusion space.

Connect with Brittany on LinkedIn and Twitter, and find out more about her by clicking here.
Check out TWG's website and connect with them on LinkedIn, Twitter, Facebook, and Instagram.
Read the piece by Dafina-Lazarus Stewart mentioned in the show by clicking here.
Interested in Pamela Newkirk's books? Click here to check out her Amazon page!
Visit our website.</description>
      <pubDate>Tue, 17 Mar 2020 12:36:00 -0000</pubDate>
      <itunes:title>Decolonization and D&amp;I (w/ Brittany J. Harris)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>198</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ebf7f476-f2a4-11ea-88c4-0ff8e9e85fab/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach chats with Brittany J. Harris, the Vice President of Learning &amp; Innovation at The Winters Group, and they take a deep dive into the concept of decolonization. In her role, Brittany is responsible for curating and facilitating learning experiences that shift perspectives, change hearts, and empower action in service of equity, justice, and inclusion. She talks about the role that power plays in how it impacts black and brown people being afraid to speak up for themselves, shares with us what it looks like to pursue justice in a capitalistic context, and discusses some of the challenges she's faced throughout her career journey in the diversity and inclusion space.

Connect with Brittany on LinkedIn and Twitter, and find out more about her by clicking here.
Check out TWG's website and connect with them on LinkedIn, Twitter, Facebook, and Instagram.
Read the piece by Dafina-Lazarus Stewart mentioned in the show by clicking here.
Interested in Pamela Newkirk's books? Click here to check out her Amazon page!
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with <a href="http://bit.ly/2Wmveq6">Brittany J. Harris</a>, the Vice President of Learning &amp; Innovation at <a href="http://bit.ly/2WrDjtg">The Winters Group</a>, and they take a deep dive into the concept of decolonization. In her role, Brittany is responsible for curating and facilitating learning experiences that shift perspectives, change hearts, and empower action in service of equity, justice, and inclusion. She talks about the role that power plays in how it impacts black and brown people being afraid to speak up for themselves, shares with us what it looks like to pursue justice in a capitalistic context, and discusses some of the challenges she's faced throughout her career journey in the diversity and inclusion space.</p><p><br></p><p>Connect with Brittany on <a href="http://bit.ly/2Wmveq6">LinkedIn</a> and <a href="http://bit.ly/2vpfRBU">Twitter</a>, and find out more about her by clicking <a href="http://bit.ly/3d9ezfl">here</a>.</p><p>Check out <a href="http://bit.ly/33pqotq">TWG's website</a> and connect with them on <a href="http://bit.ly/2WrDjtg">LinkedIn</a>, <a href="http://bit.ly/3d69LYh">Twitter</a>, <a href="http://bit.ly/38WQxkz">Facebook</a>, and <a href="http://bit.ly/3b6amHM">Instagram</a>.</p><p>Read the piece by <a href="http://bit.ly/2x4EFzw">Dafina-Lazarus Stewart</a> mentioned in the show by clicking <a href="http://bit.ly/39Zj1v9">here</a>.</p><p>Interested in <a href="http://bit.ly/33mJvo6">Pamela Newkirk</a>'s books? Click <a href="https://amzn.to/38XzcYT">here</a> to check out her Amazon page!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>4203</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>The Link Up with Latesha : Virtual Interviews</title>
      <description>On the twenty-second entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, discusses how to approach virtual interviews. In the wake of the coronavirus companies will be moving to 100% virtual interviews, so it's imperative for any of us seeking a new job or opportunity to begin preparing for our eventual interview taking place over video. She shares what she believes to be the most challenging part of being interviewed virtually and offers a handful of effective tips to help ensure that the interview goes great. If you are in the process of searching for a job some changes likely will be taking place, so make sure to utilize her advice!

Interested in Latesha's free LinkedIn Challenge? Find out more and sign up here! It begins this coming Monday.
Learn more about Latesha on the BCC website or connect with her through her socials. LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com. Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!
Check out Latesha's YouTube channel.
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website.</description>
      <pubDate>Sat, 14 Mar 2020 10:34:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Virtual Interviews</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>197</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ec0c9822-f2a4-11ea-88c4-c365a317658a/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-second entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, discusses how to approach virtual interviews. In the wake of the coronavirus companies will be moving to 100% virtual interviews, so it's imperative for any of us seeking a new job or opportunity to begin preparing for our eventual interview taking place over video. She shares what she believes to be the most challenging part of being interviewed virtually and offers a handful of effective tips to help ensure that the interview goes great. If you are in the process of searching for a job some changes likely will be taking place, so make sure to utilize her advice!

Interested in Latesha's free LinkedIn Challenge? Find out more and sign up here! It begins this coming Monday.
Learn more about Latesha on the BCC website or connect with her through her socials. LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com. Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!
Check out Latesha's YouTube channel.
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-second entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, discusses how to approach virtual interviews. In the wake of the coronavirus companies will be moving to 100% virtual interviews, so it's imperative for any of us seeking a new job or opportunity to begin preparing for our eventual interview taking place over video. She shares what she believes to be the most challenging part of being interviewed virtually and offers a handful of effective tips to help ensure that the interview goes great. If you are in the process of searching for a job some changes likely will be taking place, so make sure to utilize her advice!</p><p><br></p><p>Interested in Latesha's free LinkedIn Challenge? Find out more and sign up <a href="http://bit.ly/2IIvPdB">here</a>! It begins this coming Monday.</p><p>Learn more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials. <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>. Click <a href="http://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!</p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel.</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1486</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Work Tips for the Coronavirus (COVID-19)</title>
      <description>On the fifth-sixth installment of Tristan's Tips, our amazing host Tristan Layfield addresses a handful of work-related issues we should think about as we combat the coronavirus (COVID-19) pandemic. He implores us to discuss corporate emergency policies with our employers, check our sick and paid off time totals, and wash our hands frequently. Make sure you listen to the full show to hear the rest of what Tristan has to say!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Visit our website.</description>
      <pubDate>Thu, 12 Mar 2020 10:09:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Work Tips for the Coronavirus (COVID-19)</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>196</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ec28dd16-f2a4-11ea-88c4-5320107ec04b/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fifth-sixth installment of Tristan's Tips, our amazing host Tristan Layfield addresses a handful of work-related issues we should think about as we combat the coronavirus (COVID-19) pandemic. He implores us to discuss corporate emergency policies with our employers, check our sick and paid off time totals, and wash our hands frequently. Make sure you listen to the full show to hear the rest of what Tristan has to say!
Connect with Tristan on LinkedIn, IG, FB, and Twitter.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifth-sixth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> addresses a handful of work-related issues we should think about as we combat the coronavirus (COVID-19) pandemic. He implores us to discuss corporate emergency policies with our employers, check our sick and paid off time totals, and wash our hands frequently. Make sure you listen to the full show to hear the rest of what Tristan has to say!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>312</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Equity's Place in the Future of Work (w/ Ruchika Tulshyan)</title>
      <description>Zach chats with Ruchika Tulshyan, award-winning author &amp; CEO and founder of Candour, about equity's place in the future of work. Ruchika explains to us what it is about the diversity, equity and inclusion space that had her commit so much of her life to it, and she ties her breadth of experience back to her childhood in Singapore, where she grew up with people of all different nationalities, cultures and religions. She takes us through her career journey and graciously shares her struggles and triumphs along the way.

Connect with Ruchika on LinkedIn, Twitter and Instagram.
Visit her personal website. You can find out more about Candour by clicking here.
Check out Ruchika's Harvard Business Review contributor page and get reading!
Read the pieces mentioned in the show, If You Don't Know How to Say Someone's Name, Just Ask and Women of Color Get Asked to Do More “Office Housework.” Here’s How They Can Say No.
Learn more about the books Superior and So You Want to Talk About Race.
Visit our home page!</description>
      <pubDate>Tue, 10 Mar 2020 11:25:00 -0000</pubDate>
      <itunes:title>Equity's Place in the Future of Work (w/ Ruchika Tulshyan)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>195</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ec496dec-f2a4-11ea-88c4-0be5e7b54715/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach chats with Ruchika Tulshyan, award-winning author &amp; CEO and founder of Candour, about equity's place in the future of work. Ruchika explains to us what it is about the diversity, equity and inclusion space that had her commit so much of her life to it, and she ties her breadth of experience back to her childhood in Singapore, where she grew up with people of all different nationalities, cultures and religions. She takes us through her career journey and graciously shares her struggles and triumphs along the way.

Connect with Ruchika on LinkedIn, Twitter and Instagram.
Visit her personal website. You can find out more about Candour by clicking here.
Check out Ruchika's Harvard Business Review contributor page and get reading!
Read the pieces mentioned in the show, If You Don't Know How to Say Someone's Name, Just Ask and Women of Color Get Asked to Do More “Office Housework.” Here’s How They Can Say No.
Learn more about the books Superior and So You Want to Talk About Race.
Visit our home page!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with <a href="http://bit.ly/2vKKHFz">Ruchika Tulshyan</a>, award-winning author &amp; CEO and founder of Candour, about equity's place in the future of work. Ruchika explains to us what it is about the diversity, equity and inclusion space that had her commit so much of her life to it, and she ties her breadth of experience back to her childhood in Singapore, where she grew up with people of all different nationalities, cultures and religions. She takes us through her career journey and graciously shares her struggles and triumphs along the way.</p><p><br></p><p>Connect with Ruchika on <a href="http://bit.ly/2vKKHFz">LinkedIn</a>, <a href="http://bit.ly/2vWPLX8">Twitter</a> and <a href="http://bit.ly/2IBO9Fe">Instagram</a>.</p><p>Visit <a href="http://bit.ly/2ICqJ2y">her personal website</a>. You can find out more about <a href="http://bit.ly/2Iwhr8d">Candour</a> by clicking <a href="http://bit.ly/2wIgYwT">here</a>.</p><p>Check out Ruchika's Harvard Business Review <a href="http://bit.ly/333Czfs">contributor page</a> and get reading!</p><p>Read the pieces mentioned in the show, <a href="http://bit.ly/2Q3smdt">If You Don't Know How to Say Someone's Name, Just Ask</a> and <a href="http://bit.ly/2TRNLaN">Women of Color Get Asked to Do More “Office Housework.” Here’s How They Can Say No</a>.</p><p>Learn more about the books <a href="https://amzn.to/3aL4EKS">Superior</a> and <a href="https://amzn.to/2NlHYHb">So You Want to Talk About Race</a>.</p><p>Visit <a href="http://bit.ly/2JyhwbD">our home page</a>!</p>]]>
      </content:encoded>
      <itunes:duration>3147</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Public Accountant (w/ Uso Sayers)</title>
      <description>On the eighth installment of our See It to Be It series, our amazing host Amy C. Waninger sits down to chat with Uso Sayers, CISA, an IT Audit Professional with over 14 years of public accounting experience who currently works as a managing director at Johnson Lambert LLP. Uso graciously shares a bit about how she got involved in public accounting and what about it appealed to her, and she names a couple organizations that help people of color feel supported and connected within the public accounting and IT audit field. She also discusses what surprised her about this work that she didn't expect going in, and she and Amy emphasize the importance of finding the place where you're different and going to listen.
Connect with Uso on LinkedIn.
Learn more about the National Association of Black Accountants.</description>
      <pubDate>Sat, 07 Mar 2020 12:38:00 -0000</pubDate>
      <itunes:title>See It to Be It : Public Accountant (w/ Uso Sayers)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>194</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ec70a39e-f2a4-11ea-88c4-27ece7555788/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the eighth installment of our See It to Be It series, our amazing host Amy C. Waninger sits down to chat with Uso Sayers, CISA, an IT Audit Professional with over 14 years of public accounting experience who currently works as a managing director at Johnson Lambert LLP. Uso graciously shares a bit about how she got involved in public accounting and what about it appealed to her, and she names a couple organizations that help people of color feel supported and connected within the public accounting and IT audit field. She also discusses what surprised her about this work that she didn't expect going in, and she and Amy emphasize the importance of finding the place where you're different and going to listen.
Connect with Uso on LinkedIn.
Learn more about the National Association of Black Accountants.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighth installment of our See It to Be It series, our amazing host Amy C. Waninger sits down to chat with <a href="http://bit.ly/2TusovU">Uso Sayers, CISA</a>, an IT Audit Professional with over 14 years of public accounting experience who currently works as a managing director at <a href="https://bit.ly/2VQLVcQ">Johnson Lambert LLP</a>. Uso graciously shares a bit about how she got involved in public accounting and what about it appealed to her, and she names a couple organizations that help people of color feel supported and connected within the public accounting and IT audit field. She also discusses what surprised her about this work that she didn't expect going in, and she and Amy emphasize the importance of finding the place where you're different and going to listen.</p><p>Connect with Uso on <a href="http://bit.ly/2TusovU">LinkedIn</a>.</p><p>Learn more about the <a href="http://bit.ly/2TJZrMK">National Association of Black Accountants</a>.</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3210</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Think of Yourself as a Product Throughout Your Job Search</title>
      <description>On the fifty-fifth entry of Tristan's Tips, our amazing host Tristan Layfield talks about why you should think of yourself as a product throughout your job search. He explains how the process that companies use when marketing their products to us is no different from the job search process and stresses the importance of building your own unique career value propositions showcasing how you are the solution to your potential employer's issue.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 05 Mar 2020 09:19:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Think of Yourself as a Product Throughout Your Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>193</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ec94159a-f2a4-11ea-88c4-f37ece36cd89/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fifty-fifth entry of Tristan's Tips, our amazing host Tristan Layfield talks about why you should think of yourself as a product throughout your job search. He explains how the process that companies use when marketing their products to us is no different from the job search process and stresses the importance of building your own unique career value propositions showcasing how you are the solution to your potential employer's issue.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifty-fifth entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about why you should think of yourself as a product throughout your job search. He explains how the process that companies use when marketing their products to us is no different from the job search process and stresses the importance of building your own unique career value propositions showcasing how you are the solution to your potential employer's issue.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>322</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/_0XC7CoKnv9Dw12yevH2H4ypnCg2ue9aX0xk0Wawde8]]></guid>
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    </item>
    <item>
      <title>Building Effective Partnerships (w/ Dr. Brian Williams)</title>
      <description>Zach speaks with Dr. Brian Williams, an accomplished surgeon and highly sought-after public speaker who shares his insights on racial trauma, resilience, and social justice. Thrust into the national spotlight in July 2016, Dr. Williams became a voice for racial reconciliation after a Dallas sniper shot 12 police officers at an anti-police brutality protest. At a press conference days after the tragedy, he voiced his concerns as an African-American man with regard to racial injustice and simultaneously decried violence targeted at law enforcement. He now travels nationally inspiring audiences about resilience and social justice at the intersection of race, violence, and medicine. He walks us through his actions that tragic day, talks a bit about his experience with the Dallas Citizens Police Review Board, and offers several pieces of wisdom for young professionals seeking to build effective partnerships for their personal and professional development and journey.

Connect with Dr. Williams via LinkedIn or Twitter, and check out his personal website by clicking here.
Interested in his podcast Race, Violence &amp; Medicine? Follow this link to listen on a variety of platforms.
Visit our website.</description>
      <pubDate>Tue, 03 Mar 2020 11:14:00 -0000</pubDate>
      <itunes:title>Building Effective Partnerships (w/ Dr. Brian Williams)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>192</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ecb6bd48-f2a4-11ea-88c4-3b4443164334/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach speaks with Dr. Brian Williams, an accomplished surgeon and highly sought-after public speaker who shares his insights on racial trauma, resilience, and social justice. Thrust into the national spotlight in July 2016, Dr. Williams became a voice for racial reconciliation after a Dallas sniper shot 12 police officers at an anti-police brutality protest. At a press conference days after the tragedy, he voiced his concerns as an African-American man with regard to racial injustice and simultaneously decried violence targeted at law enforcement. He now travels nationally inspiring audiences about resilience and social justice at the intersection of race, violence, and medicine. He walks us through his actions that tragic day, talks a bit about his experience with the Dallas Citizens Police Review Board, and offers several pieces of wisdom for young professionals seeking to build effective partnerships for their personal and professional development and journey.

Connect with Dr. Williams via LinkedIn or Twitter, and check out his personal website by clicking here.
Interested in his podcast Race, Violence &amp; Medicine? Follow this link to listen on a variety of platforms.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach speaks with <a href="http://bit.ly/2PFnmvG">Dr. Brian Williams</a>, an accomplished surgeon and highly sought-after public speaker who shares his insights on racial trauma, resilience, and social justice. Thrust into the national spotlight in July 2016, Dr. Williams became a voice for racial reconciliation after a Dallas sniper shot 12 police officers at an anti-police brutality protest. At a <a href="http://bit.ly/38ip78j">press conference</a> days after the tragedy, he voiced his concerns as an African-American man with regard to racial injustice and simultaneously decried violence targeted at law enforcement. He now travels nationally inspiring audiences about resilience and social justice at the intersection of race, violence, and medicine. He walks us through his actions that tragic day, talks a bit about his experience with the Dallas Citizens Police Review Board, and offers several pieces of wisdom for young professionals seeking to build effective partnerships for their personal and professional development and journey.</p><p><br></p><p>Connect with Dr. Williams via <a href="http://bit.ly/2PFnmvG">LinkedIn</a> or <a href="http://bit.ly/2wlCR50">Twitter</a>, and check out his personal website by clicking <a href="http://bit.ly/2IiCFWI">here</a>.</p><p>Interested in his podcast Race, Violence &amp; Medicine? Follow <a href="http://bit.ly/39uB2l7">this link</a> to listen on a variety of platforms.</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1909</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Super Tuesday (w/ U.S. Senate Candidate Amanda Edwards)</title>
      <description>In this bonus episode, Zach chats with Amanda Edwards, a Democratic candidate for the U.S. Senate, about her journey in electoral politics and the importance of voting ahead of Super Tuesday.
Connect with Amanda on LinkedIn, Facebook, Instagram and Twitter, and check out her website by clicking here.
Visit our website.</description>
      <pubDate>Mon, 02 Mar 2020 15:50:00 -0000</pubDate>
      <itunes:title>Super Tuesday (w/ U.S. Senate Candidate Amanda Edwards)</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>191</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ecdb2426-f2a4-11ea-88c4-fbfecca39dce/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In this bonus episode, Zach chats with Amanda Edwards, a Democratic candidate for the U.S. Senate, about her journey in electoral politics and the importance of voting ahead of Super Tuesday.
Connect with Amanda on LinkedIn, Facebook, Instagram and Twitter, and check out her website by clicking here.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this bonus episode, Zach chats with <a href="http://bit.ly/2IaOXRh">Amanda Edwards</a>, a Democratic candidate for the U.S. Senate, about her journey in electoral politics and the importance of voting ahead of Super Tuesday.</p><p>Connect with Amanda on <a href="http://bit.ly/2IaOXRh">LinkedIn</a>, <a href="http://bit.ly/2wnoHAa">Facebook</a>, <a href="http://bit.ly/38lydBv">Instagram</a> and <a href="http://bit.ly/39gGdF3">Twitter</a>, and check out her website by clicking <a href="http://bit.ly/2VDmcUY">here</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1680</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>The Link Up with Latesha : Intentional Transformation (Pt. 2)</title>
      <description>On the twenty-first installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, picks up where she left off when it comes to discussing the six I's of transformation. Remember, the first three I's were intentionality, initiative, and investment in improvement. Listen to the full episode to hear what the final three I's are! She also talks a bit about the three values she's established for her coaching business - clarity, confidence, and control.
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</description>
      <pubDate>Sat, 29 Feb 2020 12:03:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Intentional Transformation (Pt. 2)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>190</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ecf608f4-f2a4-11ea-88c4-07106174d062/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twenty-first installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, picks up where she left off when it comes to discussing the six I's of transformation. Remember, the first three I's were intentionality, initiative, and investment in improvement. Listen to the full episode to hear what the final three I's are! She also talks a bit about the three values she's established for her coaching business - clarity, confidence, and control.
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-first installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, picks up where she left off when it comes to discussing the six I's of transformation. Remember, the first three I's were intentionality, initiative, and investment in improvement. Listen to the full episode to hear what the final three I's are! She also talks a bit about the three values she's established for her coaching business - clarity, confidence, and control.</p><p>Learn more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="http://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!</p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p>]]>
      </content:encoded>
      <itunes:duration>1277</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Reaching Out for Informational Interviews</title>
      <description>On the fifty-fourth installment of Tristan's Tips, our amazing host Tristan Layfield adds on to last week’s tip by discussing the types of people you’ll encounter when you're reaching out for informational interviews and how you want to approach them. He lists the three kinds you'll generally run into and offers up a couple great pieces of advice, such as to ensure that at least 50% of the words in the email you send are about the person you're speaking with. People love to discuss themselves and their careers, so don't hesitate to take advantage!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 27 Feb 2020 10:27:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Reaching Out for Informational Interviews</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>189</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ed148cfc-f2a4-11ea-88c4-4f5ed6adf599/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fifty-fourth installment of Tristan's Tips, our amazing host Tristan Layfield adds on to last week’s tip by discussing the types of people you’ll encounter when you're reaching out for informational interviews and how you want to approach them. He lists the three kinds you'll generally run into and offers up a couple great pieces of advice, such as to ensure that at least 50% of the words in the email you send are about the person you're speaking with. People love to discuss themselves and their careers, so don't hesitate to take advantage!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifty-fourth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> adds on to last week’s tip by discussing the types of people you’ll encounter when you're reaching out for informational interviews and how you want to approach them. He lists the three kinds you'll generally run into and offers up a couple great pieces of advice, such as to ensure that at least 50% of the words in the email you send are about the person you're speaking with. People love to discuss themselves and their careers, so don't hesitate to take advantage!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>313</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>The Complexity of Inequity (w/ Dr. Oni Blackstock)</title>
      <description>Zach welcomes Dr. Oni Blackstock, the assistant commissioner for the Bureau of HIV/AIDS Prevention and Control for the NYC Health Department, to the podcast to discuss a wide variety of topics, ranging from her unique career journey to dismantling white supremacist constructs, and she graciously offers a couple points of recommendation regarding how to get started when it comes to advocating for yourself to get the health-related help that you may need at work.
Connect with Dr. Blackstock on LinkedIn, Twitter, and Instagram!
Visit Living-Corporate.com.</description>
      <pubDate>Tue, 25 Feb 2020 12:51:00 -0000</pubDate>
      <itunes:title>The Complexity of Inequity (w/ Dr. Oni Blackstock)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>188</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ed296384-f2a4-11ea-88c4-6bc2b99c8ab3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Dr. Oni Blackstock, the assistant commissioner for the Bureau of HIV/AIDS Prevention and Control for the NYC Health Department, to the podcast to discuss a wide variety of topics, ranging from her unique career journey to dismantling white supremacist constructs, and she graciously offers a couple points of recommendation regarding how to get started when it comes to advocating for yourself to get the health-related help that you may need at work.
Connect with Dr. Blackstock on LinkedIn, Twitter, and Instagram!
Visit Living-Corporate.com.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="http://bit.ly/2v6OLQ6">Dr. Oni Blackstock</a>, the assistant commissioner for the Bureau of HIV/AIDS Prevention and Control for the NYC Health Department, to the podcast to discuss a wide variety of topics, ranging from her unique career journey to dismantling white supremacist constructs, and she graciously offers a couple points of recommendation regarding how to get started when it comes to advocating for yourself to get the health-related help that you may need at work.</p><p>Connect with Dr. Blackstock on <a href="http://bit.ly/2v6OLQ6">LinkedIn</a>, <a href="http://bit.ly/32ob5k8">Twitter</a>, and <a href="http://bit.ly/2viELmP">Instagram</a>!</p><p>Visit <a href="http://bit.ly/2JyhwbD">Living-Corporate.com</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2021</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Voting in 2020 (w/ Texas State Senator Royce West)</title>
      <description>Zach welcomes Texas State Senator Royce West, D-Dallas, to the podcast in this very special episode! Senator West discusses why he thinks Texas is ready to shift blue and what makes him the right choice to accelerate that process, and he also shares what he believes needs to happen for the next generation to have any reasonable chance of inclusion in this new economy. Additionally, he stresses the massive importance of voting in 2020. Remember, the reality is that our vote is our voice, so make sure your voice is heard this year! 
Connect with Senator West on Twitter, Instagram and Facebook, and don't forget to check out his website.
Visit Living-Corporate.com.</description>
      <pubDate>Sat, 22 Feb 2020 11:36:00 -0000</pubDate>
      <itunes:title>Voting in 2020 (w/ Texas State Senator Royce West)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>187</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ed44eef6-f2a4-11ea-88c4-2794d7de8d2b/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Texas State Senator Royce West, D-Dallas, to the podcast in this very special episode! Senator West discusses why he thinks Texas is ready to shift blue and what makes him the right choice to accelerate that process, and he also shares what he believes needs to happen for the next generation to have any reasonable chance of inclusion in this new economy. Additionally, he stresses the massive importance of voting in 2020. Remember, the reality is that our vote is our voice, so make sure your voice is heard this year! 
Connect with Senator West on Twitter, Instagram and Facebook, and don't forget to check out his website.
Visit Living-Corporate.com.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="http://bit.ly/2T6QQU4">Texas State Senator Royce West, D-Dallas</a>, to the podcast in this very special episode! Senator West discusses why he thinks Texas is ready to shift blue and what makes him the right choice to accelerate that process, and he also shares what he believes needs to happen for the next generation to have any reasonable chance of inclusion in this new economy. Additionally, he stresses the massive importance of voting in 2020. Remember, the reality is that our vote is our voice, so make sure your voice is heard this year! </p><p>Connect with Senator West on <a href="http://bit.ly/2HJbq7t">Twitter</a>, <a href="http://bit.ly/2v9egjv">Instagram</a> and <a href="http://bit.ly/2PeoJkI">Facebook</a>, and don't forget to check out <a href="http://bit.ly/2T6QQU4">his website</a>.</p><p>Visit <a href="http://bit.ly/2JyhwbD">Living-Corporate.com</a>.</p>]]>
      </content:encoded>
      <itunes:duration>1768</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Finding Contacts to Request Informational Interviews</title>
      <description>On the fifty-third entry of Tristan's Tips, our amazing host Tristan Layfield discusses how you can find contacts to request informational interviews so you can hopefully land that referral. Remember, 80% of recruiters and hiring managers agree that referrals are the best way to find a qualified candidate - but what happens when you don't have a connection at the company or companies that you want to work for? That's where informational interviews can come in handy, so make sure to listen to the full episode to learn about both methods Tristan recommends when it comes to finding and reaching out to someone to request one! 
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 20 Feb 2020 09:10:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Finding Contacts to Request Informational Interviews</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>186</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ed67075c-f2a4-11ea-88c4-a7ab8e803c06/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fifty-third entry of Tristan's Tips, our amazing host Tristan Layfield discusses how you can find contacts to request informational interviews so you can hopefully land that referral. Remember, 80% of recruiters and hiring managers agree that referrals are the best way to find a qualified candidate - but what happens when you don't have a connection at the company or companies that you want to work for? That's where informational interviews can come in handy, so make sure to listen to the full episode to learn about both methods Tristan recommends when it comes to finding and reaching out to someone to request one! 
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifty-third entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses how you can find contacts to request informational interviews so you can hopefully land that referral. Remember, 80% of recruiters and hiring managers agree that referrals are the best way to find a qualified candidate - but what happens when you don't have a connection at the company or companies that you want to work for? That's where informational interviews can come in handy, so make sure to listen to the full episode to learn about both methods Tristan recommends when it comes to finding and reaching out to someone to request one! </p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>364</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Full Dissidence (w/ ESPN's Howard Bryant)</title>
      <description>Zach has the honor of speaking with Howard Bryant, an award-winning author and senior writer at ESPN, about what prompted him to write his latest book, Full Dissidence, and how he landed on the title, and Howard also talks a bit about some of the differences between power and money. Howard also touches on his coverage of Colin Kaepernick's workout, and he graciously shares his concerns about the direction of this country, particularly in the area of journalism.
Connect with Howard on Twitter, Instagram, and LinkedIn, and don't forget to check out his website.
Learn more about Howard's latest book, Full Dissidence, by clicking here.
Interested in finding out more about Howard's other books? Click here to be redirected to his Amazon page.
Visit our website!</description>
      <pubDate>Tue, 18 Feb 2020 09:31:00 -0000</pubDate>
      <itunes:title>Full Dissidence (w/ ESPN's Howard Bryant)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>185</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ed975182-f2a4-11ea-88c4-8b443a99cd1e/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the honor of speaking with Howard Bryant, an award-winning author and senior writer at ESPN, about what prompted him to write his latest book, Full Dissidence, and how he landed on the title, and Howard also talks a bit about some of the differences between power and money. Howard also touches on his coverage of Colin Kaepernick's workout, and he graciously shares his concerns about the direction of this country, particularly in the area of journalism.
Connect with Howard on Twitter, Instagram, and LinkedIn, and don't forget to check out his website.
Learn more about Howard's latest book, Full Dissidence, by clicking here.
Interested in finding out more about Howard's other books? Click here to be redirected to his Amazon page.
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the honor of speaking with <a href="http://bit.ly/2P17Sl2">Howard Bryant</a>, an award-winning author and senior writer at ESPN, about what prompted him to write his latest book, <a href="https://amzn.to/2V4mBQ7">Full Dissidence</a>, and how he landed on the title, and Howard also talks a bit about some of the differences between power and money. Howard also touches on his coverage of Colin Kaepernick's workout, and he graciously shares his concerns about the direction of this country, particularly in the area of journalism.</p><p>Connect with Howard on <a href="http://bit.ly/37Azq7v">Twitter</a>, <a href="http://bit.ly/2SzFyZo">Instagram</a>, and <a href="http://bit.ly/2P17Sl2">LinkedIn</a>, and don't forget to check out <a href="http://bit.ly/2ST5jmf">his website</a>.</p><p>Learn more about Howard's latest book, Full Dissidence, by clicking <a href="https://amzn.to/2V4mBQ7">here</a>.</p><p>Interested in finding out more about Howard's other books? Click <a href="https://amzn.to/2uXxeJM">here</a> to be redirected to his Amazon page.</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>3305</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>The Link Up with Latesha : Intentional Transformation</title>
      <description>On the twentieth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, discusses the first three I's of transformation - intentionality, initiative, and investment in improvement. She also talks a bit about how success can be scary and how to combat that fear.
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</description>
      <pubDate>Sat, 15 Feb 2020 10:10:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Intentional Transformation</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>184</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/edda8d6c-f2a4-11ea-88c4-d759343af9be/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the twentieth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, discusses the first three I's of transformation - intentionality, initiative, and investment in improvement. She also talks a bit about how success can be scary and how to combat that fear.
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twentieth entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, discusses the first three I's of transformation - intentionality, initiative, and investment in improvement. She also talks a bit about how success can be scary and how to combat that fear.</p><p>Learn more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="http://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!</p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>1876</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Why You Need More Than Just a Resume</title>
      <description>On the fifty-second installment of Tristan's Tips, our amazing host Tristan Layfield talks to us about why we need more than just a resume when we're looking to make moves in our career. While technology has made certain portions of job searching easier, it has also significantly increased the competition and thereby our ability to stand out. That means that we have to go beyond simply applying online, to do something that gets us noticed, and only relying on our resume is not enough.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 13 Feb 2020 07:59:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Why You Need More Than Just a Resume</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>183</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/edfeac1a-f2a4-11ea-88c4-ebce16e4f1e3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fifty-second installment of Tristan's Tips, our amazing host Tristan Layfield talks to us about why we need more than just a resume when we're looking to make moves in our career. While technology has made certain portions of job searching easier, it has also significantly increased the competition and thereby our ability to stand out. That means that we have to go beyond simply applying online, to do something that gets us noticed, and only relying on our resume is not enough.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifty-second installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks to us about why we need more than just a resume when we're looking to make moves in our career. While technology has made certain portions of job searching easier, it has also significantly increased the competition and thereby our ability to stand out. That means that we have to go beyond simply applying online, to do something that gets us noticed, and only relying on our resume is not enough.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>326</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Engagement + Inclusion (w/ Pamela Fuller)</title>
      <description>Zach has the pleasure of chatting with FranklinCovey's Pamela Fuller in this episode themed around the topics of engagement and inclusion. She shares with us why she thinks that we're often talking about unconscious bias rather than just bias, and she also gives us a practical example of what it means to tie inclusion to performance. Listen to the full show to hear Pamela's definition of employee engagement and a whole lot more.
Connect with Pamela on LinkedIn and Twitter!
Find out more about FranklinCovey via their website or socials: LinkedIn, IG, Twitter, Facebook
Visit our website!</description>
      <pubDate>Tue, 11 Feb 2020 11:15:00 -0000</pubDate>
      <itunes:title>Engagement + Inclusion (w/ Pamela Fuller)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>182</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ee1c0ef4-f2a4-11ea-88c4-6787d435cd91/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the pleasure of chatting with FranklinCovey's Pamela Fuller in this episode themed around the topics of engagement and inclusion. She shares with us why she thinks that we're often talking about unconscious bias rather than just bias, and she also gives us a practical example of what it means to tie inclusion to performance. Listen to the full show to hear Pamela's definition of employee engagement and a whole lot more.
Connect with Pamela on LinkedIn and Twitter!
Find out more about FranklinCovey via their website or socials: LinkedIn, IG, Twitter, Facebook
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the pleasure of chatting with FranklinCovey's <a href="http://bit.ly/2USEMIH">Pamela Fuller</a> in this episode themed around the topics of engagement and inclusion. She shares with us why she thinks that we're often talking about unconscious bias rather than just bias, and she also gives us a practical example of what it means to tie inclusion to performance. Listen to the full show to hear Pamela's definition of employee engagement and a whole lot more.</p><p>Connect with Pamela on <a href="http://bit.ly/2USEMIH">LinkedIn</a> and <a href="http://bit.ly/2HfuSc0">Twitter</a>!</p><p>Find out more about FranklinCovey via their <a href="http://bit.ly/38kDaeC">website</a> or socials: <a href="http://bit.ly/2ULokJZ">LinkedIn</a>, <a href="http://bit.ly/2Shp4F6">IG</a>, <a href="http://bit.ly/2w843UM">Twitter</a>, <a href="http://bit.ly/2uCxxJR">Facebook</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>4967</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Black History Month (w/ Ade &amp; Zach)</title>
      <description>Ade and Zach sit down and have an entertaining discussion geared around Black History Month, and they both share their experiences in being frustrated by an employer's mismanagement of the celebration. Ade also talks a little bit about the body butter company she started, and she and Zach spend some time reflecting on how far Living Corporate has come since its launch in early 2018. Thank you all so much for your support! We owe it to you.
Ade's body butter company soft-launches soon, so make sure to follow them on Twitter and Instagram. Congratulations, Ade!
Visit our website!</description>
      <pubDate>Sat, 08 Feb 2020 10:17:00 -0000</pubDate>
      <itunes:title>Black History Month (w/ Ade &amp; Zach)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>181</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ee3ca79a-f2a4-11ea-88c4-a3189183a33e/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Ade and Zach sit down and have an entertaining discussion geared around Black History Month, and they both share their experiences in being frustrated by an employer's mismanagement of the celebration. Ade also talks a little bit about the body butter company she started, and she and Zach spend some time reflecting on how far Living Corporate has come since its launch in early 2018. Thank you all so much for your support! We owe it to you.
Ade's body butter company soft-launches soon, so make sure to follow them on Twitter and Instagram. Congratulations, Ade!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Ade and Zach sit down and have an entertaining discussion geared around Black History Month, and they both share their experiences in being frustrated by an employer's mismanagement of the celebration. Ade also talks a little bit about the body butter company she started, and she and Zach spend some time reflecting on how far Living Corporate has come since its launch in early 2018. Thank you all so much for your support! We owe it to you.</p><p>Ade's body butter company soft-launches soon, so make sure to follow them on <a href="http://bit.ly/2viDJXK">Twitter</a> and <a href="http://bit.ly/37fs21i">Instagram</a>. Congratulations, Ade!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>2555</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Three Mistakes to Avoid When Applying For Jobs</title>
      <description>On the fifty-first entry of Tristan's Tips, our amazing host Tristan Layfield calls out three mistakes we might be making while applying for jobs. Remember, there’s no one right way to land a job, but there are plenty of ways to make sure the process to land one is much more effective and efficient for us.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 06 Feb 2020 09:04:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Three Mistakes to Avoid When Applying For Jobs</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>180</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ee61e348-f2a4-11ea-88c4-6709caaf7904/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fifty-first entry of Tristan's Tips, our amazing host Tristan Layfield calls out three mistakes we might be making while applying for jobs. Remember, there’s no one right way to land a job, but there are plenty of ways to make sure the process to land one is much more effective and efficient for us.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifty-first entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> calls out three mistakes we might be making while applying for jobs. Remember, there’s no one right way to land a job, but there are plenty of ways to make sure the process to land one is much more effective and efficient for us.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>353</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Discussing Emotional Labor (w/ Dr. Janice Gassam)</title>
      <description>Zach has the pleasure of sitting down to chat with Dr. Janice Gassam, Ph.D. in an episode themed around discussing emotional labor. She and Zach touch on the concept of self-care, and Dr. Gassam shares a few ways she believes that organizations, aspirational allies, and leaders can help ease the emotional labor lift for black and brown folks in majority-white spaces.
Connect with Janice on LinkedIn, Twitter, and Instagram.
Check out her articles on Forbes!
Visit our website.</description>
      <pubDate>Tue, 04 Feb 2020 12:55:00 -0000</pubDate>
      <itunes:title>Discussing Emotional Labor (w/ Dr. Janice Gassam)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>179</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ee8a4694-f2a4-11ea-88c4-737dd20f4763/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the pleasure of sitting down to chat with Dr. Janice Gassam, Ph.D. in an episode themed around discussing emotional labor. She and Zach touch on the concept of self-care, and Dr. Gassam shares a few ways she believes that organizations, aspirational allies, and leaders can help ease the emotional labor lift for black and brown folks in majority-white spaces.
Connect with Janice on LinkedIn, Twitter, and Instagram.
Check out her articles on Forbes!
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the pleasure of sitting down to chat with <a href="http://bit.ly/2Up2RXi">Dr. Janice Gassam, Ph.D</a>. in an episode themed around discussing emotional labor. She and Zach touch on the concept of self-care, and Dr. Gassam shares a few ways she believes that organizations, aspirational allies, and leaders can help ease the emotional labor lift for black and brown folks in majority-white spaces.</p><p>Connect with Janice on <a href="http://bit.ly/2Up2RXi">LinkedIn</a>, <a href="http://bit.ly/2UnVD5J">Twitter</a>, and <a href="http://bit.ly/2SfeFss">Instagram</a>.</p><p>Check out her articles on <a href="http://bit.ly/2Uk7i5D">Forbes</a>!</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>4097</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Diversity and Inclusion Strategist (w/ Kristina Smith)</title>
      <description>In our seventh See It to Be It podcast interview, Amy C. Waninger chats with Kristina Smith, a diversity and inclusion strategist who assists organizations to exceed expected business results through designing and implementing diversity, inclusion and engagement strategies. Kristina explains to us how she got into her field of work, and she also shares a few resources and organizations that seek to aid any aspiring professionals in the diversity and inclusion, consulting, or training and development spaces.
These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals.
Connect with Kristina on LinkedIn.
Find out more about the Association for Talent Development.
Interested in the Institute for Diversity Certification? Click here.
Be sure to utilize the resources offered by SHRM.
Visit our website.</description>
      <pubDate>Sat, 01 Feb 2020 11:41:00 -0000</pubDate>
      <itunes:title>See It to Be It : Diversity and Inclusion Strategist (w/ Kristina Smith)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>178</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/eeaf327e-f2a4-11ea-88c4-27f79fa83634/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In our seventh See It to Be It podcast interview, Amy C. Waninger chats with Kristina Smith, a diversity and inclusion strategist who assists organizations to exceed expected business results through designing and implementing diversity, inclusion and engagement strategies. Kristina explains to us how she got into her field of work, and she also shares a few resources and organizations that seek to aid any aspiring professionals in the diversity and inclusion, consulting, or training and development spaces.
These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals.
Connect with Kristina on LinkedIn.
Find out more about the Association for Talent Development.
Interested in the Institute for Diversity Certification? Click here.
Be sure to utilize the resources offered by SHRM.
Visit our website.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In our seventh See It to Be It podcast interview, Amy C. Waninger chats with <a href="http://bit.ly/31feXDy">Kristina Smith</a>, a diversity and inclusion strategist who assists organizations to exceed expected business results through designing and implementing diversity, inclusion and engagement strategies. Kristina explains to us how she got into her field of work, and she also shares a few resources and organizations that seek to aid any aspiring professionals in the diversity and inclusion, consulting, or training and development spaces.</p><p>These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals.</p><p>Connect with Kristina on <a href="http://bit.ly/31feXDy">LinkedIn</a>.</p><p>Find out more about the <a href="http://bit.ly/366ppyJ">Association for Talent Development</a>.</p><p>Interested in the Institute for Diversity Certification? Click <a href="http://bit.ly/2uQVCfS">here</a>.</p><p>Be sure to utilize the resources offered by <a href="http://bit.ly/2SctKel">SHRM</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>.</p>]]>
      </content:encoded>
      <itunes:duration>2093</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Prepping for Behavioral Interview Questions</title>
      <description>On the fiftieth installment of Tristan's Tips, our amazing host Tristan Layfield talks to us about preparing to answer behavioral interview questions. He lists five common lead-in questions to be aware of, and he also teaches us the PARK method - find out more by listening to the full show!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 30 Jan 2020 08:59:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Prepping for Behavioral Interview Questions</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>177</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/eedd713e-f2a4-11ea-88c4-5f0add591aed/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fiftieth installment of Tristan's Tips, our amazing host Tristan Layfield talks to us about preparing to answer behavioral interview questions. He lists five common lead-in questions to be aware of, and he also teaches us the PARK method - find out more by listening to the full show!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fiftieth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks to us about preparing to answer behavioral interview questions. He lists five common lead-in questions to be aware of, and he also teaches us the PARK method - find out more by listening to the full show!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>370</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Creating Inclusive Leadership Cultures (w/ Michelle Kim)</title>
      <description>Zach chats with Michelle Kim, co-founder and CEO of Awaken, in this episode centered around effectively creating inclusive leadership cultures. Michelle shares her journey into social justice work with us, including what led to the creation of Awaken, and she explains why she and her organization prioritize the needs of the most marginalized people in the room.
Connect with Michelle - she's on Twitter, Instagram, and LinkedIn!
Check out Awaken's website and social media pages! Twitter, IG, FB, LinkedIn
You can read Awaken's Medium blog by clicking here.
Want to learn more about Build Tech We Trust? Here's their website and Twitter!
Click here to read the Salon piece mentioned in the show.
Visit our website!</description>
      <pubDate>Tue, 28 Jan 2020 11:53:00 -0000</pubDate>
      <itunes:title>Creating Inclusive Leadership Cultures (w/ Michelle Kim)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>176</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ef053854-f2a4-11ea-88c4-2bb67c5c9d79/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach chats with Michelle Kim, co-founder and CEO of Awaken, in this episode centered around effectively creating inclusive leadership cultures. Michelle shares her journey into social justice work with us, including what led to the creation of Awaken, and she explains why she and her organization prioritize the needs of the most marginalized people in the room.
Connect with Michelle - she's on Twitter, Instagram, and LinkedIn!
Check out Awaken's website and social media pages! Twitter, IG, FB, LinkedIn
You can read Awaken's Medium blog by clicking here.
Want to learn more about Build Tech We Trust? Here's their website and Twitter!
Click here to read the Salon piece mentioned in the show.
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach chats with <a href="http://bit.ly/2tUZRa0">Michelle Kim</a>, co-founder and CEO of Awaken, in this episode centered around effectively creating inclusive leadership cultures. Michelle shares her journey into social justice work with us, including what led to the creation of Awaken, and she explains why she and her organization prioritize the needs of the most marginalized people in the room.</p><p>Connect with Michelle - she's on <a href="http://bit.ly/2uzZzW9">Twitter</a>, <a href="http://bit.ly/2O2NSyg">Instagram</a>, and <a href="http://bit.ly/2tUZRa0">LinkedIn</a>!</p><p>Check out Awaken's <a href="http://bit.ly/2RyKfSQ">website</a> and social media pages! <a href="http://bit.ly/2U2ZF37">Twitter</a>, <a href="http://bit.ly/3aNIUPB">IG</a>, <a href="http://bit.ly/30Zk2Qp">FB</a>, <a href="http://bit.ly/2GqRUw6">LinkedIn</a></p><p>You can read Awaken's Medium blog by clicking <a href="http://bit.ly/2Gv56A2">here</a>.</p><p>Want to learn more about Build Tech We Trust? Here's their <a href="http://bit.ly/3aJ1icp">website</a> and <a href="http://bit.ly/37AmCij">Twitter</a>!</p><p>Click <a href="http://bit.ly/2U39YV9">here</a> to read the Salon piece mentioned in the show.</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>3636</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>The Link Up with Latesha : Knowing When to Grow or Go</title>
      <description>On the nineteenth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, explains why it's important for us to understand when it is time to grow or go at work. This episode was inspired by an article posted on Zora titled "When Black Women Go From Office Pet to Office Threat" by Erika Stallings. Latesha delves into the piece and relates some of her invaluable experience dealing with micro-aggressions and the like at work.
Interested in Latesha's premium LinkedIn masterclass? Click here to find out more details!
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</description>
      <pubDate>Sat, 25 Jan 2020 10:08:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Knowing When to Grow or Go</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>175</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ef261c54-f2a4-11ea-88c4-87b819c3b615/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the nineteenth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, explains why it's important for us to understand when it is time to grow or go at work. This episode was inspired by an article posted on Zora titled "When Black Women Go From Office Pet to Office Threat" by Erika Stallings. Latesha delves into the piece and relates some of her invaluable experience dealing with micro-aggressions and the like at work.
Interested in Latesha's premium LinkedIn masterclass? Click here to find out more details!
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com! Click here to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the nineteenth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, explains why it's important for us to understand when it is time to grow or go at work. This episode was inspired by an article posted on Zora titled <a href="http://bit.ly/2uvWsi5">"When Black Women Go From Office Pet to Office Threat"</a> by Erika Stallings. Latesha delves into the piece and relates some of her invaluable experience dealing with micro-aggressions and the like at work.</p><p>Interested in Latesha's premium LinkedIn masterclass? Click <a href="http://bit.ly/2quR6Sx">here</a> to find out more details!</p><p>Learn more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Click <a href="http://bit.ly/2Q7kLdd">here</a> to check out Latesha's shop, and don't forget the 60% discount code GETTHECOINS!</p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>1602</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Things to Consider Before Relocating</title>
      <description>On the forty-ninth installment of Tristan's Tips, our amazing host Tristan Layfield walks us through three things we should consider before relocating. While reinventing yourself and your career in a new city can be fun, it can also be really stressful. Make sure you're prepared!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 23 Jan 2020 08:57:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Things to Consider Before Relocating</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>174</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ef599dfe-f2a4-11ea-88c4-c7924182bab2/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the forty-ninth installment of Tristan's Tips, our amazing host Tristan Layfield walks us through three things we should consider before relocating. While reinventing yourself and your career in a new city can be fun, it can also be really stressful. Make sure you're prepared!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the forty-ninth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> walks us through three things we should consider before relocating. While reinventing yourself and your career in a new city can be fun, it can also be really stressful. Make sure you're prepared!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>330</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Grit, Faith, and Humor (Season 3 Kickoff)</title>
      <description>Season 3 officially kicks off with a special premiere episode! Our incredible hosts Zach and Ade spend some time catching up and talking about what they did over the holidays, and they also chat about a few things to get excited for in the upcoming season. More features, more profiles, more highlights - there's a lot to look forward to in the future! This show's a two-in-one, so be sure to listen to the whole episode. Ade graciously shares some very impactful content that she recorded themed around her career journey and eventual job offer, so you don't want to miss it.
Click here to read the piece Zach mentioned titled "Democracy Grief is Real."</description>
      <pubDate>Tue, 21 Jan 2020 10:09:00 -0000</pubDate>
      <itunes:title>Grit, Faith, and Humor (Season 3 Kickoff)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>3</itunes:season>
      <itunes:episode>173</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ef7701dc-f2a4-11ea-88c4-f7b66ef6196d/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Season 3 officially kicks off with a special premiere episode! Our incredible hosts Zach and Ade spend some time catching up and talking about what they did over the holidays, and they also chat about a few things to get excited for in the upcoming season. More features, more profiles, more highlights - there's a lot to look forward to in the future! This show's a two-in-one, so be sure to listen to the whole episode. Ade graciously shares some very impactful content that she recorded themed around her career journey and eventual job offer, so you don't want to miss it.
Click here to read the piece Zach mentioned titled "Democracy Grief is Real."</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Season 3 officially kicks off with a special premiere episode! Our incredible hosts Zach and Ade spend some time catching up and talking about what they did over the holidays, and they also chat about a few things to get excited for in the upcoming season. More features, more profiles, more highlights - there's a lot to look forward to in the future! This show's a two-in-one, so be sure to listen to the whole episode. Ade graciously shares some very impactful content that she recorded themed around her career journey and eventual job offer, so you don't want to miss it.</p><p>Click <a href="https://nyti.ms/30NdeW0">here</a> to read the piece Zach mentioned titled "Democracy Grief is Real."</p>]]>
      </content:encoded>
      <itunes:duration>4416</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>See It to Be It : Risk Management (w/ Robert Cartwright Jr.)</title>
      <description>In our sixth See It to Be It podcast interview, Amy C. Waninger speaks with Robert Cartwright Jr., a division manager of Bridgestone Retail Operations in the Northeast Region, about all things risk management. Robert is highly skilled and knowledgeable in risk management and is a very well-respected mentor and leader in the space. Additionally, he serves as chair of the Diversity and Inclusion Advisory Council of RIMS. They talk a bit about how he got into the field, and Robert explains to us how risk management intersects with just about everything.
These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals.
Connect with Robert on LinkedIn and Twitter!
Find out more about RIMS - they're on Instagram, Twitter, Facebook, and LinkedIn.
Visit our website!</description>
      <pubDate>Sat, 18 Jan 2020 11:26:00 -0000</pubDate>
      <itunes:title>See It to Be It : Risk Management (w/ Robert Cartwright Jr.)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>172</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/efa88ba8-f2a4-11ea-88c4-5731c28b9b66/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In our sixth See It to Be It podcast interview, Amy C. Waninger speaks with Robert Cartwright Jr., a division manager of Bridgestone Retail Operations in the Northeast Region, about all things risk management. Robert is highly skilled and knowledgeable in risk management and is a very well-respected mentor and leader in the space. Additionally, he serves as chair of the Diversity and Inclusion Advisory Council of RIMS. They talk a bit about how he got into the field, and Robert explains to us how risk management intersects with just about everything.
These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals.
Connect with Robert on LinkedIn and Twitter!
Find out more about RIMS - they're on Instagram, Twitter, Facebook, and LinkedIn.
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In our sixth See It to Be It podcast interview, Amy C. Waninger speaks with<a href="http://bit.ly/38jsVqg"> Robert Cartwright Jr.</a>, a division manager of Bridgestone Retail Operations in the Northeast Region, about all things risk management. Robert is highly skilled and knowledgeable in risk management and is a very well-respected mentor and leader in the space. Additionally, he serves as chair of the Diversity and Inclusion Advisory Council of <a href="http://bit.ly/2NFCk3D">RIMS</a>. They talk a bit about how he got into the field, and Robert explains to us how risk management intersects with just about everything.</p><p>These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals.</p><p>Connect with Robert on <a href="http://bit.ly/38jsVqg">LinkedIn</a> and <a href="http://bit.ly/2FY2BWK">Twitter</a>!</p><p>Find out more about <a href="http://bit.ly/38b7B6q">RIMS</a> - they're on <a href="http://bit.ly/38pfsNX">Instagram</a>, <a href="http://bit.ly/2R3ha1w">Twitter</a>, <a href="http://bit.ly/2TC3cVW">Facebook</a>, and <a href="http://bit.ly/2NFCk3D">LinkedIn</a>.</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>2235</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Reflecting On Your Value at Work</title>
      <description>On the forty-eighth entry of Tristan's Tips, our amazing host Tristan Layfield guides us through reflecting on the value we provide at work. Listen to the full show to hear the three questions he recommends asking to help us in figuring out where we’ve created value in the workplace!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 16 Jan 2020 10:02:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Reflecting On Your Value at Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>171</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/efbd4390-f2a4-11ea-88c4-5f17e61056b4/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the forty-eighth entry of Tristan's Tips, our amazing host Tristan Layfield guides us through reflecting on the value we provide at work. Listen to the full show to hear the three questions he recommends asking to help us in figuring out where we’ve created value in the workplace!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the forty-eighth entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> guides us through reflecting on the value we provide at work. Listen to the full show to hear the three questions he recommends asking to help us in figuring out where we’ve created value in the workplace!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>321</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>STEM While Black (w/ Anthony D. Mays)</title>
      <description>Ade chats with Anthony D. Mays, a software engineer at Google and the founder of Morgan Latimer Consulting, in this episode themed around helping people who are interested in breaking into the STEM fields, particularly tech. Anthony shares his unique career journey with us and talks about how he transitioned from consulting to writing to Google. He and Ade also discuss how to both assess personal progress and adjust when you feel you're not making as much progress as you should. Listen to the full episode to hear some great advice for first-time conference attendees and so much more!
Connect with Anthony on LinkedIn, Twitter, and Instagram!
Find out more about Morgan Latimer Consulting at MorganLatimer.com. Check out their socials: Twitter, Instagram
Visit our website!</description>
      <pubDate>Tue, 14 Jan 2020 12:16:00 -0000</pubDate>
      <itunes:title>STEM While Black (w/ Anthony D. Mays)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>170</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/efd1d7d8-f2a4-11ea-88c4-d7250a2da840/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Ade chats with Anthony D. Mays, a software engineer at Google and the founder of Morgan Latimer Consulting, in this episode themed around helping people who are interested in breaking into the STEM fields, particularly tech. Anthony shares his unique career journey with us and talks about how he transitioned from consulting to writing to Google. He and Ade also discuss how to both assess personal progress and adjust when you feel you're not making as much progress as you should. Listen to the full episode to hear some great advice for first-time conference attendees and so much more!
Connect with Anthony on LinkedIn, Twitter, and Instagram!
Find out more about Morgan Latimer Consulting at MorganLatimer.com. Check out their socials: Twitter, Instagram
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Ade chats with <a href="http://bit.ly/2NrQzJf">Anthony D. Mays</a>, a software engineer at Google and the founder of Morgan Latimer Consulting, in this episode themed around helping people who are interested in breaking into the STEM fields, particularly tech. Anthony shares his unique career journey with us and talks about how he transitioned from consulting to writing to Google. He and Ade also discuss how to both assess personal progress and adjust when you feel you're not making as much progress as you should. Listen to the full episode to hear some great advice for first-time conference attendees and so much more!</p><p>Connect with Anthony on <a href="http://bit.ly/2NrQzJf">LinkedIn</a>, <a href="http://bit.ly/2u1vVIU">Twitter</a>, and <a href="http://bit.ly/2Rm2LN0">Instagram</a>!</p><p>Find out more about Morgan Latimer Consulting at <a href="http://bit.ly/30jDp6l">MorganLatimer.com</a>. Check out their socials: <a href="http://bit.ly/3a6Cs5P">Twitter</a>, <a href="http://bit.ly/383V58B">Instagram</a></p><p>Visit <a href="http://bit.ly/livingcorporate">our website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>3619</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>See It to Be It : Newspaper Journalism (w/ Barrington Salmon)</title>
      <description>In our fifth See It to Be It podcast interview, Amy C. Waninger chats with Barrington Salmon, an award-winning journalist and writer with over 30 years of experience in the newspaper journalism field. They talk a bit about how he got into journalism, and Barrington offers a few pieces of advice for aspiring professionals looking to break into this industry. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI blogs we've posted while you wait for the next episode!
Connect with Barrington on LinkedIn or Twitter!
Read the blog post here!
Visit our website!</description>
      <pubDate>Sat, 11 Jan 2020 11:15:00 -0000</pubDate>
      <itunes:title>See It to Be It : Newspaper Journalism (w/ Barrington Salmon)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>169</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/eff8fe44-f2a4-11ea-88c4-c79665c13c14/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In our fifth See It to Be It podcast interview, Amy C. Waninger chats with Barrington Salmon, an award-winning journalist and writer with over 30 years of experience in the newspaper journalism field. They talk a bit about how he got into journalism, and Barrington offers a few pieces of advice for aspiring professionals looking to break into this industry. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI blogs we've posted while you wait for the next episode!
Connect with Barrington on LinkedIn or Twitter!
Read the blog post here!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In our fifth See It to Be It podcast interview, Amy C. Waninger chats with <a href="http://bit.ly/37TzOOW">Barrington Salmon</a>, an award-winning journalist and writer with over 30 years of experience in the newspaper journalism field. They talk a bit about how he got into journalism, and Barrington offers a few pieces of advice for aspiring professionals looking to break into this industry. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI <a href="https://bit.ly/2Qo4kej">blogs</a> we've posted while you wait for the next episode!</p><p>Connect with Barrington on <a href="http://bit.ly/37TzOOW">LinkedIn</a> or <a href="http://bit.ly/36KfsHF">Twitter</a>!</p><p>Read the blog post <a href="http://bit.ly/2R4fsvy">here</a>!</p><p>Visit <a href="http://bit.ly/livingcorporate">our website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>1768</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Making Your Presence Known at Work</title>
      <description>On the forty-seventh installment of Tristan's Tips, our amazing host Tristan Layfield talks to us about making our presence known at work. With many of us trying to advance our careers, it’s necessary that we make ourselves known in the workplace. Remember, we can’t expect to be considered for opportunities if no one in the workplace even knows who we are or what value we provide.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 09 Jan 2020 09:51:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Making Your Presence Known at Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>168</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f04e4dd6-f2a4-11ea-88c4-9f675944919c/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the forty-seventh installment of Tristan's Tips, our amazing host Tristan Layfield talks to us about making our presence known at work. With many of us trying to advance our careers, it’s necessary that we make ourselves known in the workplace. Remember, we can’t expect to be considered for opportunities if no one in the workplace even knows who we are or what value we provide.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the forty-seventh installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks to us about making our presence known at work. With many of us trying to advance our careers, it’s necessary that we make ourselves known in the workplace. Remember, we can’t expect to be considered for opportunities if no one in the workplace even knows who we are or what value we provide.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>297</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Layoffs While Black (w/ Crystle Johnson)</title>
      <description>Sheneisha chats with Crystle Johnson in this episode themed around being laid off and how to manage. Crystle shares her personal experience with regards to being laid off and also offers up several helpful tips that can ease the process. She also answers a burning question: when is the best time to apply for unemployment? Listen to the show to find out!
Connect with Crystle on LinkedIn, Twitter, and Instagram!
Visit our website!</description>
      <pubDate>Tue, 07 Jan 2020 11:34:00 -0000</pubDate>
      <itunes:title>Layoffs While Black (w/ Crystle Johnson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>167</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f0978488-f2a4-11ea-88c4-eb594c93c0aa/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha chats with Crystle Johnson in this episode themed around being laid off and how to manage. Crystle shares her personal experience with regards to being laid off and also offers up several helpful tips that can ease the process. She also answers a burning question: when is the best time to apply for unemployment? Listen to the show to find out!
Connect with Crystle on LinkedIn, Twitter, and Instagram!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha chats with <a href="http://bit.ly/2ZVjhY4">Crystle Johnson</a> in this episode themed around being laid off and how to manage. Crystle shares her personal experience with regards to being laid off and also offers up several helpful tips that can ease the process. She also answers a burning question: when is the best time to apply for unemployment? Listen to the show to find out!</p><p>Connect with Crystle on <a href="http://bit.ly/2ZVjhY4">LinkedIn</a>, <a href="http://bit.ly/2T6KgyB">Twitter</a>, and <a href="http://bit.ly/2N4FRrQ">Instagram</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>2223</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>The Link Up with Latesha : Getting Ahead with Relationships</title>
      <description>On the first Link Up with Latesha of 2020, our incredible host Latesha Byrd, founder of Byrd Career Consulting, shares a career game changer: getting ahead with relationships. She explains why she thinks now is the perfect time to shore up your relationships with your bosses and/or coworkers and a whole lot more. Remember, we cannot get ahead at work on the quality of our work alone!
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com! Interested in her salary negotiation masterclass? Click here! The 60% discount code mentioned in the episode is GETTHECOINS!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</description>
      <pubDate>Sat, 04 Jan 2020 09:37:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Getting Ahead with Relationships</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>166</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f0b6befc-f2a4-11ea-88c4-9bb9e1aaaa8d/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the first Link Up with Latesha of 2020, our incredible host Latesha Byrd, founder of Byrd Career Consulting, shares a career game changer: getting ahead with relationships. She explains why she thinks now is the perfect time to shore up your relationships with your bosses and/or coworkers and a whole lot more. Remember, we cannot get ahead at work on the quality of our work alone!
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com! Interested in her salary negotiation masterclass? Click here! The 60% discount code mentioned in the episode is GETTHECOINS!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the first Link Up with Latesha of 2020, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, shares a career game changer: getting ahead with relationships. She explains why she thinks now is the perfect time to shore up your relationships with your bosses and/or coworkers and a whole lot more. Remember, we cannot get ahead at work on the quality of our work alone!</p><p>Learn more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Interested in her salary negotiation masterclass? Click <a href="http://bit.ly/2Q7kLdd">here</a>! The 60% discount code mentioned in the episode is GETTHECOINS!</p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>2498</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Career Change in 2020</title>
      <description>On the forty-sixth entry of Tristan's Tips, our amazing host Tristan Layfield discusses a couple of things that will help us make that career change in 2020. While switching jobs can be difficult, with a little patience, preparation, and determination we can definitely land the role we want. Listen to the full show to hear all four pieces of advice Tristan offers to help the process go smoothly!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 02 Jan 2020 10:49:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Career Change in 2020</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>165</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f0fd8878-f2a4-11ea-88c4-6f9c3bcafb41/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the forty-sixth entry of Tristan's Tips, our amazing host Tristan Layfield discusses a couple of things that will help us make that career change in 2020. While switching jobs can be difficult, with a little patience, preparation, and determination we can definitely land the role we want. Listen to the full show to hear all four pieces of advice Tristan offers to help the process go smoothly!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the forty-sixth entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses a couple of things that will help us make that career change in 2020. While switching jobs can be difficult, with a little patience, preparation, and determination we can definitely land the role we want. Listen to the full show to hear all four pieces of advice Tristan offers to help the process go smoothly!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>346</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Body Image for Women of Color (w/ Dr. Nikki Coleman)</title>
      <description>Sheneisha has the pleasure of chatting with speaker, educator, and founder of the Dupee Deep podcast Dr. Nikki Coleman in this episode exploring the concept of body image and its impact for people of color, especially women of color. Dr. Coleman shares her thoughts on the emotional impact body image has upon women of color and talks a bit about a very helpful resource centered around mental health.

Connect with Dr. Coleman on LinkedIn, Twitter, Facebook, or Instagram!
Listen to her podcast on Spreaker! It's also available on iTunes, iHeartRadio, and Stitcher!
Check out Melanin and Mental Health!
Visit our website!</description>
      <pubDate>Tue, 31 Dec 2019 10:34:00 -0000</pubDate>
      <itunes:title>Body Image for Women of Color (w/ Dr. Nikki Coleman)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>164</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f11ce308-f2a4-11ea-88c4-5333c17ed0d8/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha has the pleasure of chatting with speaker, educator, and founder of the Dupee Deep podcast Dr. Nikki Coleman in this episode exploring the concept of body image and its impact for people of color, especially women of color. Dr. Coleman shares her thoughts on the emotional impact body image has upon women of color and talks a bit about a very helpful resource centered around mental health.

Connect with Dr. Coleman on LinkedIn, Twitter, Facebook, or Instagram!
Listen to her podcast on Spreaker! It's also available on iTunes, iHeartRadio, and Stitcher!
Check out Melanin and Mental Health!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha has the pleasure of chatting with speaker, educator, and founder of the Dupee Deep podcast <a href="http://bit.ly/2MG49Ir">Dr. Nikki Coleman</a> in this episode exploring the concept of body image and its impact for people of color, especially women of color. Dr. Coleman shares her thoughts on the emotional impact body image has upon women of color and talks a bit about a very helpful resource centered around mental health.</p><p><br></p><p>Connect with Dr. Coleman on <a href="http://bit.ly/2MG49Ir">LinkedIn</a>, <a href="http://bit.ly/2SMSIT8">Twitter</a>, <a href="http://bit.ly/2szWvIY">Facebook</a>, or <a href="http://bit.ly/37q68c8">Instagram</a>!</p><p>Listen to <a href="http://bit.ly/39C1lWW">her podcast</a> on Spreaker! It's also available on iTunes, iHeartRadio, and Stitcher!</p><p>Check out <a href="http://bit.ly/2Qd2DA3">Melanin and Mental Health</a>!</p><p>Visit <a href="http://bit.ly/2JyhwbD">our website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>3061</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Figuring Out Your Professional Brand</title>
      <description>On the forty-fifth entry of Tristan's Tips, our amazing host Tristan Layfield shares a few questions we can ask ourselves to help figure out our professional brand. Our professional brand is what we’re known for and what we utilize to sell ourselves to future employers - make sure yours is figured out going into 2020!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Sat, 28 Dec 2019 10:00:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Figuring Out Your Professional Brand</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>163</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f1396f5a-f2a4-11ea-88c4-af2abb59bbe7/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the forty-fifth entry of Tristan's Tips, our amazing host Tristan Layfield shares a few questions we can ask ourselves to help figure out our professional brand. Our professional brand is what we’re known for and what we utilize to sell ourselves to future employers - make sure yours is figured out going into 2020!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the forty-fifth entry of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> shares a few questions we can ask ourselves to help figure out our professional brand. Our professional brand is what we’re known for and what we utilize to sell ourselves to future employers - make sure yours is figured out going into 2020!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>302</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Marketing Keynote Speaker (w/ Chris N. West)</title>
      <description>In our fourth See It to Be It podcast interview, Amy C. Waninger chats with Chris N. West, an opening keynote speaker and seminar leader on digital marketing. His talks have been presented to teams in Germany, Canada, and the UK. His career has taken him to 48 states. He is the Founder of LR Training Solutions, a corporate training company based in Houston, Texas. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI blogs we've posted while you wait for the next episode!

Connect with Chris on LinkedIn and check out LR Training Solutions!
He also has Twitter and Instagram!
Visit our website!</description>
      <pubDate>Thu, 26 Dec 2019 08:12:00 -0000</pubDate>
      <itunes:title>See It to Be It : Marketing Keynote Speaker (w/ Chris N. West)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>162</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f15cae16-f2a4-11ea-88c4-d3fdf64d9847/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In our fourth See It to Be It podcast interview, Amy C. Waninger chats with Chris N. West, an opening keynote speaker and seminar leader on digital marketing. His talks have been presented to teams in Germany, Canada, and the UK. His career has taken him to 48 states. He is the Founder of LR Training Solutions, a corporate training company based in Houston, Texas. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI blogs we've posted while you wait for the next episode!

Connect with Chris on LinkedIn and check out LR Training Solutions!
He also has Twitter and Instagram!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In our fourth See It to Be It podcast interview, Amy C. Waninger chats with <a href="http://bit.ly/39cyjNk">Chris N. West</a>, an opening keynote speaker and seminar leader on digital marketing. His talks have been presented to teams in Germany, Canada, and the UK. His career has taken him to 48 states. He is the Founder of LR Training Solutions, a corporate training company based in Houston, Texas. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI <a href="https://bit.ly/2Qo4kej">blogs</a> we've posted while you wait for the next episode!</p><p><br></p><p>Connect with Chris on <a href="http://bit.ly/39cyjNk">LinkedIn</a> and check out <a href="http://bit.ly/39hMFfx">LR Training Solutions</a>!</p><p>He also has <a href="http://bit.ly/2MoS1vx">Twitter</a> and <a href="http://bit.ly/35Z7k5I">Instagram</a>!</p><p>Visit <a href="http://bit.ly/livingcorporate">our website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>1780</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Professional Development (w/ Dr. Jacquelyn Malcolm)</title>
      <description>Sheneisha sits down and chats with Dr. Jacquelyn Malcolm, the CIO and VP of Enrollment, Marketing &amp; Communications at Buffalo State College, about the non-traditional route she took to get to where she is and a whole lot more. Remember, you don't have to take the cookie-cutter format or strategy that is laid out before you. You can navigate and go into different realms!
Connect with Dr. Malcolm on LinkedIn!
Visit our website!</description>
      <pubDate>Tue, 24 Dec 2019 11:23:00 -0000</pubDate>
      <itunes:title>Professional Development (w/ Dr. Jacquelyn Malcolm)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>161</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f1ba0c6e-f2a4-11ea-88c4-1bde7db69396/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Sheneisha sits down and chats with Dr. Jacquelyn Malcolm, the CIO and VP of Enrollment, Marketing &amp; Communications at Buffalo State College, about the non-traditional route she took to get to where she is and a whole lot more. Remember, you don't have to take the cookie-cutter format or strategy that is laid out before you. You can navigate and go into different realms!
Connect with Dr. Malcolm on LinkedIn!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Sheneisha sits down and chats with <a href="http://bit.ly/3996Cov">Dr. Jacquelyn Malcolm</a>, the CIO and VP of Enrollment, Marketing &amp; Communications at Buffalo State College, about the non-traditional route she took to get to where she is and a whole lot more. Remember, you don't have to take the cookie-cutter format or strategy that is laid out before you. You can navigate and go into different realms!</p><p>Connect with Dr. Malcolm on <a href="http://bit.ly/3996Cov">LinkedIn</a>!</p><p>Visit <a href="http://bit.ly/livingcorporate">our website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>3644</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>The Link Up with Latesha : 5 Career Mistakes You May Be Making</title>
      <description>On the seventeenth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, digs into the five career mistakes that we could be making that we will not want to carry forward with us in 2020. She also shares what she believes to be the biggest thing that's holding us back from achieving what we want to in our careers and how to combat it.
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com! Interested in her salary negotiation masterclass? Click here! The 60% discount code mentioned in the episode is GETTHECOINS!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</description>
      <pubDate>Sat, 21 Dec 2019 10:01:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : 5 Career Mistakes You May Be Making</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>160</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f1df3cc8-f2a4-11ea-88c4-97bf4f656cdd/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the seventeenth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, digs into the five career mistakes that we could be making that we will not want to carry forward with us in 2020. She also shares what she believes to be the biggest thing that's holding us back from achieving what we want to in our careers and how to combat it.
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com! Interested in her salary negotiation masterclass? Click here! The 60% discount code mentioned in the episode is GETTHECOINS!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventeenth entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, digs into the five career mistakes that we could be making that we will not want to carry forward with us in 2020. She also shares what she believes to be the biggest thing that's holding us back from achieving what we want to in our careers and how to combat it.</p><p>Learn more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>! Interested in her salary negotiation masterclass? Click <a href="http://bit.ly/2Q7kLdd">here</a>! The 60% discount code mentioned in the episode is GETTHECOINS!</p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>1444</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Setting 2020 Career Goals</title>
      <description>On the forty-fourth installment of Tristan's Tips, our amazing host Tristan Layfield discusses setting our 2020 career goals. When it comes to setting goals for our career, we want to have a process, a step-by-step plan to help us get to where we want to go. Listen to the show to find out the three things Tristan believes we should set our goals around!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 19 Dec 2019 08:36:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Setting 2020 Career Goals</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>159</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f1fd808e-f2a4-11ea-88c4-33129fc92b85/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the forty-fourth installment of Tristan's Tips, our amazing host Tristan Layfield discusses setting our 2020 career goals. When it comes to setting goals for our career, we want to have a process, a step-by-step plan to help us get to where we want to go. Listen to the show to find out the three things Tristan believes we should set our goals around!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the forty-fourth installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> discusses setting our 2020 career goals. When it comes to setting goals for our career, we want to have a process, a step-by-step plan to help us get to where we want to go. Listen to the show to find out the three things Tristan believes we should set our goals around!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>332</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Building Learning Communities (w/ Brian Hampton)</title>
      <description>Zach discusses building learning communities with ChangeNerd CEO and founder Brian Hampton. Brian talks a bit about ChangeNerd, a digital learning community that supports change management practitioners and inspires innovation, and he also offers some advice for black and brown folks who are looking to build a learning community of their own.
Connect with Brian on LinkedIn!
Check out ChangeNerd's home page and follow them on LinkedIn!
Want to become a member of the community? Click here!
Visit our website!</description>
      <pubDate>Tue, 17 Dec 2019 10:11:00 -0000</pubDate>
      <itunes:title>Building Learning Communities (w/ Brian Hampton)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>158</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f21a4f70-f2a4-11ea-88c4-47a79a36d88d/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach discusses building learning communities with ChangeNerd CEO and founder Brian Hampton. Brian talks a bit about ChangeNerd, a digital learning community that supports change management practitioners and inspires innovation, and he also offers some advice for black and brown folks who are looking to build a learning community of their own.
Connect with Brian on LinkedIn!
Check out ChangeNerd's home page and follow them on LinkedIn!
Want to become a member of the community? Click here!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach discusses building learning communities with ChangeNerd CEO and founder <a href="http://bit.ly/2PW7Tq2">Brian Hampton</a>. Brian talks a bit about ChangeNerd, a digital learning community that supports change management practitioners and inspires innovation, and he also offers some advice for black and brown folks who are looking to build a learning community of their own.</p><p>Connect with Brian on <a href="http://bit.ly/2PW7Tq2">LinkedIn</a>!</p><p>Check out ChangeNerd's <a href="http://bit.ly/36JdpmM">home page</a> and follow them on <a href="http://bit.ly/2Pr07FI">LinkedIn</a>!</p><p>Want to become a member of the community? Click <a href="http://bit.ly/2Eoix3H">here</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>1370</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>See It to Be It : Holistic Living &amp; Wellness Expert (w/ Lynnis Woods-Mullins)</title>
      <description>In our third See It to Be It podcast interview, Amy C. Waninger chats with PraiseWorks Health and Wellness founder Lynnis Woods-Mullins, a holistic living and wellness expert who focuses on helping women ages 40 and over embark on a successful journey to total wellness for their mind, body, and spirit using holistic practices, nutrition, and fitness. She shares with us how she navigated the transition from corporate America to where she is now and a lot more. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI blogs we've posted while you wait for the next episode!
Connect with Lynnis on LinkedIn and Facebook! She also has Twitter and Instagram!
Check out the PraiseWorks website!
Read about "Power Up, Super Women: Stories of Courage and Empowerment" on Amazon!
Visit Living-Corporate.com!</description>
      <pubDate>Sat, 14 Dec 2019 08:23:00 -0000</pubDate>
      <itunes:title>See It to Be It : Holistic Living &amp; Wellness Expert (w/ Lynnis Woods-Mullins)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>157</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f2500ee4-f2a4-11ea-88c4-cf29f527ddb4/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In our third See It to Be It podcast interview, Amy C. Waninger chats with PraiseWorks Health and Wellness founder Lynnis Woods-Mullins, a holistic living and wellness expert who focuses on helping women ages 40 and over embark on a successful journey to total wellness for their mind, body, and spirit using holistic practices, nutrition, and fitness. She shares with us how she navigated the transition from corporate America to where she is now and a lot more. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI blogs we've posted while you wait for the next episode!
Connect with Lynnis on LinkedIn and Facebook! She also has Twitter and Instagram!
Check out the PraiseWorks website!
Read about "Power Up, Super Women: Stories of Courage and Empowerment" on Amazon!
Visit Living-Corporate.com!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In our third See It to Be It podcast interview, Amy C. Waninger chats with PraiseWorks Health and Wellness founder <a href="http://bit.ly/2Pk9dUR%20">Lynnis Woods-Mullins</a>, a holistic living and wellness expert who focuses on helping women ages 40 and over embark on a successful journey to total wellness for their mind, body, and spirit using holistic practices, nutrition, and fitness. She shares with us how she navigated the transition from corporate America to where she is now and a lot more. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI <a href="https://bit.ly/2Qo4kej">blogs</a> we've posted while you wait for the next episode!</p><p>Connect with Lynnis on <a href="http://bit.ly/2Pk9dUR%20">LinkedIn</a> and <a href="http://bit.ly/2EhbrOA%20">Facebook</a>! She also has <a href="http://bit.ly/2qMHjqW%20">Twitter</a> and <a href="http://bit.ly/38CTnfC%20">Instagram</a>!</p><p>Check out the <a href="http://bit.ly/2PkU1qE%20">PraiseWorks</a> website!</p><p>Read about "Power Up, Super Women: Stories of Courage and Empowerment" on <a href="https://amzn.to/2Pkajjd%20">Amazon</a>!</p><p>Visit <a href="http://bit.ly/2JyhwbD">Living-Corporate.com</a>!</p>]]>
      </content:encoded>
      <itunes:duration>2043</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : The Importance of Reflecting On Your Career</title>
      <description>On the forty-third installment of Tristan's Tips, our amazing host Tristan Layfield talks about the importance of reflecting on your career. If you're looking to make some major career changes, start identifying things that relate to where you want to go - those will be the things that help sell you as that best candidate!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 12 Dec 2019 09:15:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : The Importance of Reflecting On Your Career</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>156</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f2674794-f2a4-11ea-88c4-abe498e78d2b/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the forty-third installment of Tristan's Tips, our amazing host Tristan Layfield talks about the importance of reflecting on your career. If you're looking to make some major career changes, start identifying things that relate to where you want to go - those will be the things that help sell you as that best candidate!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the forty-third installment of Tristan's Tips, our amazing host <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about the importance of reflecting on your career. If you're looking to make some major career changes, start identifying things that relate to where you want to go - those will be the things that help sell you as that best candidate!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>345</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Continual Reinvention (w/ Angela L. Shaw)</title>
      <description>Zach welcomes Angela L. Shaw back to the podcast to talk about what it looks like to both create opportunities for yourself and model inclusive behaviors as a leader and more. She also offers people of color three points of advice on how they can navigate the process of creating your own opportunities.

Connect with Angela on LinkedIn!
Visit our website!</description>
      <pubDate>Tue, 10 Dec 2019 07:57:00 -0000</pubDate>
      <itunes:title>Continual Reinvention (w/ Angela L. Shaw)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>155</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f2842c42-f2a4-11ea-88c4-4f20ed04fa84/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach welcomes Angela L. Shaw back to the podcast to talk about what it looks like to both create opportunities for yourself and model inclusive behaviors as a leader and more. She also offers people of color three points of advice on how they can navigate the process of creating your own opportunities.

Connect with Angela on LinkedIn!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="http://bit.ly/2RCyFGs">Angela L. Shaw</a> back to the podcast to talk about what it looks like to both create opportunities for yourself and model inclusive behaviors as a leader and more. She also offers people of color three points of advice on how they can navigate the process of creating your own opportunities.</p><p><br></p><p>Connect with Angela on <a href="http://bit.ly/2RCyFGs">LinkedIn</a>!</p><p>Visit <a href="http://bit.ly/livingcorporate">our website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>1099</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>The Link Up with Latesha : Signs It's Time to Move On From Your Job</title>
      <description>On the sixteenth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, shares a few signs of how to know when it's time to leave your job. We spend over a third of our lives in our careers, so the importance of feeling valued and respected at work cannot be overstated.

Interested in attending Latesha's free masterclass? Click here for more information!
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</description>
      <pubDate>Sat, 07 Dec 2019 10:08:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Signs It's Time to Move On From Your Job</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>154</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f2a1e7b4-f2a4-11ea-88c4-436d4ac220bf/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the sixteenth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, shares a few signs of how to know when it's time to leave your job. We spend over a third of our lives in our careers, so the importance of feeling valued and respected at work cannot be overstated.

Interested in attending Latesha's free masterclass? Click here for more information!
Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixteenth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, shares a few signs of how to know when it's time to leave your job. We spend over a third of our lives in our careers, so the importance of feeling valued and respected at work cannot be overstated.</p><p><br></p><p>Interested in attending Latesha's free masterclass? Click <a href="http://bit.ly/2quR6Sx">here</a> for more information!</p><p>Learn more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>!</p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>1561</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : 10 Things to Negotiate For Besides Salary</title>
      <description>On the forty-second entry of Tristan's Tips, our special guest Tristan Layfield lists ten things we can negotiate for besides salary. Negotiating can be difficult because many of us feel like we should just be grateful for the opportunity and accept the first offer we’re given, but the reality is that mindset leaves money or perks on the table. Next time, make sure you at least ask for something.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 05 Dec 2019 08:42:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : 10 Things to Negotiate For Besides Salary</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>153</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f2c16db4-f2a4-11ea-88c4-3755fb17a9cc/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the forty-second entry of Tristan's Tips, our special guest Tristan Layfield lists ten things we can negotiate for besides salary. Negotiating can be difficult because many of us feel like we should just be grateful for the opportunity and accept the first offer we’re given, but the reality is that mindset leaves money or perks on the table. Next time, make sure you at least ask for something.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the forty-second entry of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> lists ten things we can negotiate for besides salary. Negotiating can be difficult because many of us feel like we should just be grateful for the opportunity and accept the first offer we’re given, but the reality is that mindset leaves money or perks on the table. Next time, make sure you at least ask for <em>something</em>.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>373</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Disabled While Other Pt. 2 (w/ James Roberts)</title>
      <description>Zach sits down with two-time Paralympian James Roberts to continue and expand upon our discussion centered around being disabled while other. He talks about the role that sports and physical activity played in helping him become more of himself and transition to navigating the professional world. He also emphasizes the importance of being authentic to yourself and so much more. 

Connect with James on LinkedIn, Twitter, Instagram and Facebook, and visit his website!
James has a podcast - click here to check it out! You can also subscribe to his YouTube!
Stop by Living-Corporate.com!</description>
      <pubDate>Tue, 03 Dec 2019 08:55:00 -0000</pubDate>
      <itunes:title>Disabled While Other Pt. 2 (w/ James Roberts)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>152</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f2e62758-f2a4-11ea-88c4-df18731e9c62/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with two-time Paralympian James Roberts to continue and expand upon our discussion centered around being disabled while other. He talks about the role that sports and physical activity played in helping him become more of himself and transition to navigating the professional world. He also emphasizes the importance of being authentic to yourself and so much more. 

Connect with James on LinkedIn, Twitter, Instagram and Facebook, and visit his website!
James has a podcast - click here to check it out! You can also subscribe to his YouTube!
Stop by Living-Corporate.com!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with two-time Paralympian <a href="http://bit.ly/2rMh2JA">James Roberts</a> to continue and expand upon our discussion centered around being disabled while other. He talks about the role that sports and physical activity played in helping him become more of himself and transition to navigating the professional world. He also emphasizes the importance of being authentic to yourself and so much more. </p><p><br></p><p>Connect with James on <a href="http://bit.ly/2rMh2JA">LinkedIn</a>, <a href="http://bit.ly/2DRwOWx">Twitter</a>, <a href="http://bit.ly/2OHwNKM">Instagram</a> and <a href="http://bit.ly/2RfJApq">Facebook</a>, and visit his <a href="http://bit.ly/2LfLMJZ">website</a>!</p><p>James has a podcast - click <a href="https://apple.co/2LfgJ0G">here</a> to check it out! You can also subscribe to his <a href="http://bit.ly/2rOijzX">YouTube</a>!</p><p>Stop by <a href="http://bit.ly/2JyhwbD">Living-Corporate.com</a>!</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1588</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>See It to Be It : Career Optimization Consultant</title>
      <description>In our second See It to Be It podcast interview, Amy C. Waninger chats with Regional Consulting founder Juanita Hines, a career optimization consultant who focuses on helping students and professionals learn how to discover and communicate their intrinsic value, effectively transition from high school to college and college to the professional sector, and a whole lot more. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI blogs we've posted while you wait for the next episode!

Connect with Juanita on LinkedIn, Instagram, and Twitter!
Learn more about her book on Amazon!
Check out Regional Consulting's website!
Visit our page!</description>
      <pubDate>Sat, 30 Nov 2019 09:38:00 -0000</pubDate>
      <itunes:title>See It to Be It : Career Optimization Consultant</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>151</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f308e87e-f2a4-11ea-88c4-83232377ed48/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In our second See It to Be It podcast interview, Amy C. Waninger chats with Regional Consulting founder Juanita Hines, a career optimization consultant who focuses on helping students and professionals learn how to discover and communicate their intrinsic value, effectively transition from high school to college and college to the professional sector, and a whole lot more. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI blogs we've posted while you wait for the next episode!

Connect with Juanita on LinkedIn, Instagram, and Twitter!
Learn more about her book on Amazon!
Check out Regional Consulting's website!
Visit our page!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In our second See It to Be It podcast interview, Amy C. Waninger chats with Regional Consulting founder <a href="http://bit.ly/2svMV9G">Juanita Hines</a>, a career optimization consultant who focuses on helping students and professionals learn how to discover and communicate their intrinsic value, effectively transition from high school to college and college to the professional sector, and a whole lot more. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the <a href="http://bit.ly/2Qo4kej">SI2BI blogs</a> we've posted while you wait for the next episode!</p><p><br></p><p>Connect with Juanita on <a href="http://bit.ly/2svMV9G">LinkedIn</a>, <a href="http://bit.ly/34B4PGf">Instagram</a>, and <a href="http://bit.ly/35Mr9Ne">Twitter</a>!</p><p>Learn more about <a href="https://amzn.to/2rDjWAo">her book</a> on Amazon!</p><p>Check out <a href="http://bit.ly/2OwDRK9">Regional Consulting</a>'s website!</p><p>Visit <a href="http://bit.ly/2JyhwbD">our page</a>!</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1644</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Maximize Your Holiday Break</title>
      <description>On the forty-first installment of Tristan's Tips, our special guest Tristan Layfield talks about how you as a job seeker can maximize your holiday break. Since many of us get a little more time off around the holidays, it’s a great opportunity to get all your ducks in a row to make some major moves for next year!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 28 Nov 2019 08:25:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Maximize Your Holiday Break</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>150</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f3280236-f2a4-11ea-88c4-3326bbb2372e/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the forty-first installment of Tristan's Tips, our special guest Tristan Layfield talks about how you as a job seeker can maximize your holiday break. Since many of us get a little more time off around the holidays, it’s a great opportunity to get all your ducks in a row to make some major moves for next year!Connect with Tristan on LinkedIn, IG, FB, and Twitter!Visit our website!TRANSCRIPTTristan: What is going on, y'all? It's Tristan Layfield of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week let’s talk about how you as a job seeker can maximize your holiday break.For many us, searching for a job is a tiring chore when you’ve already been working for 8, 10, or 12 hours. But the holiday season offers us a couple of breaks that we can fully take advantage of to be ready to hit the ground running on our job search next year. Here are a few things you can do to leverage that downtime.First, update your resume. Review and edit everything - your contact info, your summary, your education, the way you sell the results you’ve driven or the value you’ve provided, etc. This is also a great time to analyze a couple job descriptions to identify and incorporate keywords. Since many of your friends or family are off from there jobs this is a prime opportunity for you to get another set of eyes on the document to make sure things sound good and to correct any spelling or grammar errors. If you need help, check out my free resume update checklist at the link in my Instagram bio.Next, update your LinkedIn and build your network. Make sure that your profile represents not only what you’re currently doing and the results you’ve driven but also what you are looking to do in the future. Check out the job seeking settings they have, I talk about these on episode 141 on this podcast. Also, go beyond just your profile. The key to LinkedIn is engagement. That means you should start posting your own posts as well as liking, commenting, and sharing other’s posts.Lastly, take the time to reach out and reconnect with lost connections who may be home or visiting. The holiday season is a great time to rekindle connections with people you may have lost touch with since they may travel back home or back to the area. These people can provide you with a wealth of knowledge as I talked about in my tip on episode 138. They typically have access to knowledge and information that our immediate circles aren’t privy to.Since many of us get a little more time off around the holidays, it’s a great opportunity to get all your ducks in a row to make some major moves for next year!This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook at @layfieldresume or connect with me, Tristan Layfield, on LinkedIn!</itunes:subtitle>
      <itunes:summary>On the forty-first installment of Tristan's Tips, our special guest Tristan Layfield talks about how you as a job seeker can maximize your holiday break. Since many of us get a little more time off around the holidays, it’s a great opportunity to get all your ducks in a row to make some major moves for next year!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the forty-first installment of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about how you as a job seeker can maximize your holiday break. Since many of us get a little more time off around the holidays, it’s a great opportunity to get all your ducks in a row to make some major moves for next year!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p><p><br></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>316</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Leadership Profile (w/ Deidre Wright)</title>
      <description>Zach has the pleasure of speaking with storyteller and strategist Deidre Wright about effectively building a leadership profile. Deidre shares what her leadership journey is looking like so far and talks about how staying true to her values helped her become the leader she is today. She also offers her thoughts about what some black and brown folks are doing that could be hindering them in their leadership development journey.

Connect with Deidre on LinkedIn, Twitter, or Instagram!
Check out her website!
Visit Living-Corporate.com!</description>
      <pubDate>Tue, 26 Nov 2019 12:17:00 -0000</pubDate>
      <itunes:title>Leadership Profile (w/ Deidre Wright)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>149</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f3486e04-f2a4-11ea-88c4-e3808c33dbd1/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the pleasure of speaking with storyteller and strategist Deidre Wright about effectively building a leadership profile. Deidre shares what her leadership journey is looking like so far and talks about how staying true to her values helped her become the leader she is today. She also offers her thoughts about what some black and brown folks are doing that could be hindering them in their leadership development journey.

Connect with Deidre on LinkedIn, Twitter, or Instagram!
Check out her website!
Visit Living-Corporate.com!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the pleasure of speaking with storyteller and strategist <a href="http://bit.ly/2Okk0Om">Deidre Wright</a> about effectively building a leadership profile. Deidre shares what her leadership journey is looking like so far and talks about how staying true to her values helped her become the leader she is today. She also offers her thoughts about what some black and brown folks are doing that could be hindering them in their leadership development journey.</p><p><br></p><p>Connect with Deidre on <a href="http://bit.ly/2Okk0Om">LinkedIn</a>, <a href="http://bit.ly/34mDd7n">Twitter</a>, or <a href="http://bit.ly/2XMzEFe">Instagram</a>!</p><p>Check out <a href="http://bit.ly/2DfIS3m">her website</a>!</p><p>Visit <a href="http://bit.ly/2JyhwbD">Living-Corporate.com</a>!</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2607</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>The Link Up with Latesha : Performance Reviews</title>
      <description>On the fifteenth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, covers the crucial topic of performance reviews. They can literally make or break your success at the organization that you work for, so make sure you're prepared for your next one!

Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</description>
      <pubDate>Sat, 23 Nov 2019 05:49:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Performance Reviews</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>148</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f36203fa-f2a4-11ea-88c4-1b6a3f6b834c/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fifteenth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, covers the crucial topic of performance reviews. They can literally make or break your success at the organization that you work for, so make sure you're prepared for your next one!

Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifteenth entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, covers the crucial topic of performance reviews. They can literally make or break your success at the organization that you work for, so make sure you're prepared for your next one!</p><p><br></p><p>Learn more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>!</p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>1362</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : The Importance of Building A Professional Brand</title>
      <description>On the fortieth entry of Tristan's Tips, our special guest Tristan Layfield shares with us the importance of building a professional brand. If we find the things that we are good at and love to do, we can leverage that to begin building a name for ourselves which will in turn make finding a new job a breeze!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 21 Nov 2019 08:11:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : The Importance of Building A Professional Brand</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>147</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f3808168-f2a4-11ea-88c4-d7ffc2db3356/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the fortieth entry of Tristan's Tips, our special guest Tristan Layfield shares with us the importance of building a professional brand. If we find the things that we are good at and love to do, we can leverage that to begin building a name for ourselves which will in turn make finding a new job a breeze!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fortieth entry of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> shares with us the importance of building a professional brand. If we find the things that we are good at and love to do, we can leverage that to begin building a name for ourselves which will in turn make finding a new job a breeze!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>313</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Black Women in Leadership (w/ Alicia Wade)</title>
      <description>Zach sits down with Alicia Wade, a results-driven leader who works as a district manager at Banana Republic, to speak about black female leadership. Alicia shares her career journey with us and offers some advice for young black and brown women entering the professional space. She and Zach also discuss the concept of proactive feedback and how to effectively solicit it at work.

Alicia is the CEO of The HR Source - check it out!
Connect with Alicia on LinkedIn and Twitter!</description>
      <pubDate>Tue, 19 Nov 2019 11:25:00 -0000</pubDate>
      <itunes:title>Black Women in Leadership (w/ Alicia Wade)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>146</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f39cf29e-f2a4-11ea-88c4-eb817c568868/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach sits down with Alicia Wade, a results-driven leader who works as a district manager at Banana Republic, to speak about black female leadership. Alicia shares her career journey with us and offers some advice for young black and brown women entering the professional space. She and Zach also discuss the concept of proactive feedback and how to effectively solicit it at work.

Alicia is the CEO of The HR Source - check it out!
Connect with Alicia on LinkedIn and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="http://bit.ly/2qhVapd">Alicia Wade</a>, a results-driven leader who works as a district manager at Banana Republic, to speak about black female leadership. Alicia shares her career journey with us and offers some advice for young black and brown women entering the professional space. She and Zach also discuss the concept of proactive feedback and how to effectively solicit it at work.</p><p><br></p><p>Alicia is the CEO of <a href="http://bit.ly/2NYbiVH">The HR Source</a> - check it out!</p><p>Connect with Alicia on <a href="http://bit.ly/2qhVapd">LinkedIn</a> and <a href="http://bit.ly/2qi4SrG">Twitter</a>!</p>]]>
      </content:encoded>
      <itunes:duration>2800</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>See It to Be It : Global Diversity &amp; Inclusion Consultant (w/ La'Wana Harris)</title>
      <description>In our first See It to Be It podcast interview, Amy C. Waninger chats with La'Wana Harris, a global diversity and inclusion consultant, author and coach who has dedicated her career to aligning performance with business strategy. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI blogs we've posted while you wait for the next episode!

Find out more about La'Wana's book, Diversity Beyond Lip Service, on Amazon!
Learn more about the organizations she mentioned, WOCIP and HBA!
Connect with her on LinkedIn and Twitter!</description>
      <pubDate>Sat, 16 Nov 2019 09:37:00 -0000</pubDate>
      <itunes:title>See It to Be It : Global Diversity &amp; Inclusion Consultant (w/ La'Wana Harris)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>145</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f3bbb94a-f2a4-11ea-88c4-5f8dc185ed4b/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>In our first See It to Be It podcast interview, Amy C. Waninger chats with La'Wana Harris, a global diversity and inclusion consultant, author and coach who has dedicated her career to aligning performance with business strategy. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the SI2BI blogs we've posted while you wait for the next episode!

Find out more about La'Wana's book, Diversity Beyond Lip Service, on Amazon!
Learn more about the organizations she mentioned, WOCIP and HBA!
Connect with her on LinkedIn and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In our first See It to Be It podcast interview, Amy C. Waninger chats with <a href="http://bit.ly/2Qkj1iy">La'Wana Harris</a>, a global diversity and inclusion consultant, author and coach who has dedicated her career to aligning performance with business strategy. These discussions highlight professional role models in a variety of industries, and our goal is to draw attention to the vast array of possibilities available to emerging and aspiring professionals, with particular attention paid to support black and brown professionals. Check out some of the <a href="http://bit.ly/2Qo4kej">SI2BI blogs</a> we've posted while you wait for the next episode!</p><p><br></p><p>Find out more about La'Wana's book, <a href="https://amzn.to/32QLGyl">Diversity Beyond Lip Service</a>, on Amazon!</p><p>Learn more about the organizations she mentioned, <a href="http://bit.ly/33V4oGu">WOCIP</a> and <a href="http://bit.ly/2rRNDhj">HBA</a>!</p><p>Connect with her on <a href="http://bit.ly/2Qkj1iy">LinkedIn</a> and <a href="http://bit.ly/2Ols1kT">Twitter</a>!</p>]]>
      </content:encoded>
      <itunes:duration>1465</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Creating Value at Work</title>
      <description>On the thirty-ninth entry of Tristan's Tips, our special guest Tristan Layfield shares with us three ways we can create value at work. Opportunities to provide value in the workplace can sometimes be right under your nose, so definitely take advantage of these useful pointers!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 14 Nov 2019 09:14:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Creating Value at Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>144</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f3d68b1c-f2a4-11ea-88c4-bbd8f8e20b86/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the thirty-ninth entry of Tristan's Tips, our special guest Tristan Layfield shares with us three ways we can create value at work. Opportunities to provide value in the workplace can sometimes be right under your nose, so definitely take advantage of these useful pointers!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirty-ninth entry of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> shares with us three ways we can create value at work. Opportunities to provide value in the workplace can sometimes be right under your nose, so definitely take advantage of these useful pointers!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>313</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Strategic Networks (w/ Melanie Akwule)</title>
      <description>Zach speaks with the founder and CEO of MINWO, Melanie Akwule, about effectively supporting women, specifically black and brown women, in the workplace. Melanie shares her experience as a black woman in corporate America and talks about MINWO's origin and its vision. She also offers up three points of advice for women of color who are looking to get into entrepreneurship and a whole lot more.

Check out MINWO and connect with them on social media! LinkedIn, Twitter, IG, Facebook
Visit Melanie's personal page and network with her on LinkedIn!
Stop by our website!</description>
      <pubDate>Tue, 12 Nov 2019 09:37:00 -0000</pubDate>
      <itunes:title>Strategic Networks (w/ Melanie Akwule)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>143</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f3f07e82-f2a4-11ea-88c4-973931d4c3cb/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach speaks with the founder and CEO of MINWO, Melanie Akwule, about effectively supporting women, specifically black and brown women, in the workplace. Melanie shares her experience as a black woman in corporate America and talks about MINWO's origin and its vision. She also offers up three points of advice for women of color who are looking to get into entrepreneurship and a whole lot more.

Check out MINWO and connect with them on social media! LinkedIn, Twitter, IG, Facebook
Visit Melanie's personal page and network with her on LinkedIn!
Stop by our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach speaks with the founder and CEO of MINWO, <a href="http://bit.ly/2NEWVWc">Melanie Akwule</a>, about effectively supporting women, specifically black and brown women, in the workplace. Melanie shares her experience as a black woman in corporate America and talks about MINWO's origin and its vision. She also offers up three points of advice for women of color who are looking to get into entrepreneurship and a whole lot more.</p><p><br></p><p>Check out <a href="http://bit.ly/2KPkV7H">MINWO</a> and connect with them on social media! <a href="http://bit.ly/34Ty07c">LinkedIn</a>, <a href="http://bit.ly/2KcJURr">Twitter</a>, <a href="http://bit.ly/33Hfgro">IG</a>, <a href="https://www.facebook.com/MINWOLLC/">Facebook</a></p><p>Visit Melanie's <a href="http://bit.ly/2Czum6n">personal page</a> and network with her on <a href="http://bit.ly/2NEWVWc">LinkedIn</a>!</p><p>Stop by our <a href="http://bit.ly/2JyhwbD">website</a>!</p><p><br></p>]]>
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      <itunes:duration>1113</itunes:duration>
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    <item>
      <title>The Link Up with Latesha : How Therapy Made Me A Better Entrepreneur</title>
      <description>On the fourteenth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about how therapy has made her a better entrepreneur, a better professional, a better friend, and better to herself. Having a relationship with yourself is crucial to your growth and development, and it will allow you to build self-awareness as you are constantly improving and working towards achieving your goals. Let's normalize the conversation of going to therapy!

Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</description>
      <pubDate>Sat, 09 Nov 2019 08:58:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : How Therapy Made Me A Better Entrepreneur</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>142</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f402dfb4-f2a4-11ea-88c4-2381a3e24e9e/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the fourteenth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about how therapy has made her a better entrepreneur, a better professional, a better friend, and better to herself. Having a relationship with yourself is crucial to your growth and development, and it will allow you to build self-awareness as you are constantly improving and working towards achieving your goals. Let's normalize the conversation of going to therapy!Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBStop by LateshaByrd.com!Check out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBVisit our website!TRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha on Living Corporate. This podcast is for young professionals that need some real advice, tips, and resources to navigate corporate America and dominate their career. If you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you are in the right place. I'm your host, Latesha Byrd. So let's get into today's episode. I'm so excited to just share this very important topic with you all today. I am going to be talking about how therapy has made me a better entrepreneur, a better professional, a better friend, and better to myself honestly. [laughs] So, you know, as working professionals or entrepreneurs that are highly driven and ambitious, we have a hard time with giving ourselves grace. I hope that you can relate to this, [laughs] because our mental health is so, so crucial to success. Having a relationship with yourself is crucial to your growth and to your development, and it will allow you to build self-awareness as you are constantly improving and working towards achieving your goals. So what I'm gonna be sharing with you all is my journey with therapy, why I started going to therapy, how I started going, and how it has essentially changed my life. If you follow me on Twitter, I am always talking about therapy. I love going to therapy. It's not easy, now. [laughs] It's not easy. It's not, like--I don't know if I would categorize or label my therapy sessions as fun, but I enjoy going because it stretches me and makes me uncomfortable and makes me call out the biases and the lies [laughs] that I'm telling myself. So I'll start with why I started going to therapy. Actually, let me just--before I talk about why I started going to therapy, I want to just share that, you know, PTSD is real from working as the only person of color, or one of the few, in a predominantly white workplace. I've talked to women particularly--and there's some men as well--you know, black women that have been discriminated against, that are treated unfairly, that are blamed for things that they have--that they've never even touched before. I've heard of women being, you know, let go for things that their co-workers maybe just got a little slap on the wrist for, you know? I have heard stories of us feeling uncomfortable walking into work or feeling like if we share a little bit of ourselves, they will take that and use that against us. I've heard all of your stories, and I've--it really, really hurts, and it angers me to hear the experiences of the trauma, you know, that we have to deal with in the workplace, and I do think that is why going to therapy is extremely important. Know one that you are not alone. You are not alone in this, and it's important to have someone that you can talk to about it. Now, my personal reasons for going to therapy--I'm not going to get into too much detail as to why I started going, but it was really for me based on some deeply rooted issues within my family that I had been experiencing and the trauma that I went through as a child, as a young adult, in college and even, you know, post-graduation from college, and hell, I'm still dealing with some [BLEEP]. [laughs] But we cannot, you know, choose our family, but I also kind of grew up thinking "Okay, well, your family is your family. You have to respect them. You gotta just deal with them, even if it's your parent, because that's how it's supposed to be. You gotta respect 'em." You know? And so I just thought, like, I had to deal with a lot of BS because they, you know, were my family members. So that's why I started going to therapy, just to kind of figure out, you know, how I can relieve some of the stress and the heartbreak that I have experienced. I have a--just to share a little personal anecdote, I have a very distant relationship with my mother because of a marriage that she's--a very toxic marriage that she's been in for about 10 years. So I very--I rarely see her. Actually, I haven't seen her in years. Honestly, I don't talk to her. I want to be in her life, but I have been shunned. And I grew up in a single-parent household. She raised me. So that has been so hard for me to just get--to get through, you know? I love her, and I will be there whenever she needs me, but I've realized in conversations with friends that they said, "Yo, like, your situation, that's not normal, and that's not okay, and we need you to really get some help." There is a stigma in the black community that if you are, you know, going to therapy you're quote-unquote "crazy," right? Or that means that something is wrong with you, but it is so important for us to--and I'll be honest, I thought that. I mean, it was literally ingrained in me, and so I was conditioned to think that if you go to therapy, "What? What's wrong with you?" You know? [laughs] But I've been going now for--let's see, starting in May, so about six months, and it has literally changed my life. So without further ado, let me just tell you all what I have learned from therapy. It has--one, I've learned that I need to give myself more grace, giving myself grace, and also working on self-compassion. My first therapy session I was super nervous. I didn't know what to expect. I was like, "Okay, what if she doesn't like me? What if I don't like her? What if I--" Like, I just had no clue what to expect. [laughs] So, you know, I kind of went in there and she said, you know, "What made you come to therapy?" And I'm like, "Wait, what? I don't--I don't know. I'm here." And she's like, "Okay. Well, just tell me about yourself." So that's kind of how we started. The first thing--the advice that I would give about going to therapy is you definitely will have to be vulnerable and transparent if you want to get the most out of it. Vulnerability is something that I also struggle with as someone that is a leader. Naturally I have a lot of people that look up to me, and my clients and friends, and so showing weakness, showing that you don't have it all together, ooh, you can't do that, right? I have learned though, from watching Renee Brown--I probably have talked about her a lot on previous episodes, but I've learned a lot from her about vulnerability. So check out her TED Talk. She also has a Netflix special, and she talks about, you know, that--she talks about how vulnerability is bravery. So I am learning to be vulnerable, but anyways, in that first session, the main thing that came out was self-compassion and having a relationship with yourself. And I did not have a relationship with myself. Like, I did not. I was kind of going through the day-to-day, going through the motions, you know? Going to my office and talking to clients and working, coming home and working more, and not really checking in with myself to actually ask myself, "Hey, are you happy? How are you feeling?" You know, "How is your energy?" Right? And so that was the first thing I learned was one, I had to give myself self-compassion and know that, one, I'm not going to be perfect. [laughs] The people around me are not going to be perfect, and see, because I did not practice self-compassion, I also wasn't compassionate with others. With my team, you know? With friends. I didn't give other folks grace because I did not lend that to myself. So I've had to learn how to be kinder with the words that I'm speaking to myself and also make sure that I'm constantly checking in to see how I'm feeling, and if I need--maybe I'm working too hard or going too hard and I need to take a break, you know, or maybe I'm having, you know, some negative thoughts. That means that I need to take a step back and say, "Okay, why am I feeling this way?" So it's been really interesting, you know? I love learning more about myself. I feel like I am coming into myself, and I think that becoming is better than being, and I learned the difference between being and the difference between becoming. I journal all of the time now. That took me some time to actually get used to. I mean, I've journaled before in the past. Like, in the morning--I have a stoic journal that was gifted to me by a friend where we have guided journal questions or prompts, but I have now transitioned more into self-reflection, journaling my emotions throughout the day, journaling how I feel about my relationship with myself and then with others. So I've learned to give myself self-compassion. That has, you know, allowed me to be more compassionate with others. That's allowed me to be more empathetic. The way that this has helped me to change my life and business, or business specifically, is because I would go into therapy sessions, and the first thing I would say--when she'd ask me how things were going I would say, "Oh, man. You know, entrepreneurship is so hard." [laughs] Which it is. Like, real talk. Everybody knows it's hard. But I was like, "Man, business, running a business is just hard," and she looked at me and she said, "You understand that this is your business, right?" Like, it's your business. This is what you wanted. This is what you signed up for. You are in control here, so I'm going to need for you why or what's making it so hard and go ahead and start working on making some changes. And she asked me why it was so hard, and I was telling her about the workload, and, you know, she told me how she ended up, you know, just kind of downsizing, and she thought that she wanted to grow a very large company and realized that that's not what she wanted. And it made me take a step back because I was working--I mean, there's 24 hours in the day and your girl was working about 17 hours, sleeping and getting up and working again, going to the office, going to meetings, speaking, you know? I also teach at a university. And, I mean, I would--I was driving myself crazy, and I was unhappy. I was so unhappy. My team was stressed out. And I ended up changing my whole business model, because I realized that I did not want a company where I had to work myself to death and my team had to as well. So the shift that I made, I'll tell you about that. Originally, you know, when I started my company, if you listened to the episode a couple weeks ago, I talk about how I started my company, where it was mostly doing resume writing, and now it's shifted into career coaching. So I've pretty much changed the business model. 75% of my business, approximately 75%, is solely 1-on-1 career coaching and business coaching. Prior to that--and I made the shift a few months ago. Prior to that, you know, it was focused on resume makeovers, LinkedIn makeovers, interview coaching, and we had about 30 to 40 clients--whoo, just the thought of that gives me--[laughs] just the thought of that just kind of gave me a real quick headache. 30 to 40 clients a month. I was keeping my prices somewhat low so they could be competitive in the market, and that's fine if that's how you want your business model to operate. Lower price point means more clients, right? Well, I don't want to say that that's exactly what it equates to, but that was my thought process. And so we were working with about 30 to 40 clients, you know, probably about 15 to 18 simultaneously, and it was hard. Like, it was very hard. I was stressed out. My team was stressed out. It was hard to keep up with everyone. And then I had to take a step back and ask myself, "Is this truly what I want?" "Is this really what I want?" And sometimes you do have to do that, you know? Check in with yourself regularly. And I realized that it wasn't, and so because of that I shifted my business model to career coaching. I had a launch strategy. I built a brand new website. I did that on my own, which I am so proud of, on Squarespace. Check it out - LateshaByrd.com. I'll probably link it in the show notes as well. And so--now don't--I know there's a lot of listeners out there in the tech industry, so if y'all have some tips on my site let me know, okay? I am not [laughs] a coder, but I worked very hard on it. So anyways, I shifted my business model. I had a launch strategy, and I ended up getting 15 coaching clients to start coaching with me from October to December. Most of them paid me upfront for the three months, but I had my revenue goals, and I said, "If I can charge this amount, if I can hit this number of coaching clients, I'm good," and that's what I did. Everything has been so wonderful. I do have a three-month coaching program, so now I will have recurring coaching clients every quarter. So I'll have new coaching clients starting in January. So going from January to March, the next group going from April to June, and starting again in July and then October. I love that because I didn't have that level of organization and efficiency in my business the way that I have now where before I would just enroll coaching clients whenever they wanted to start, and so now everyone is on the same schedule, they're going through the same type of information, and so it has been wonderful. I have gotten so much of my time back, and I also realized that if I am preaching to other people about just living the lifestyle that you deserve but I'm over here stressed out, you know, I'm kind of being a hypocrite, right? And so I had to take a tough look at myself, and I fundamentally decided this was the best thing for me to do. I have gotten so much time back, and because my business is now at this level of, you know, organization, I am able to focus on other areas of my life. So now I'm focused on my physical health, going to the gym and eating healthy. Still working on that. [laughs] And, you know, I think I said my budget, so I'm just trying to work on my finances as well, but because now I have this one area of my life in order, it has allowed me to focus on other areas. Hopefully for those business owners out there that are listening to this, if you don't go to therapy, I highly recommend it. Let's normalize the conversation of going to therapy. Let's talk about what we learned. You know, let's just all focus on mental health, you know? We get a lot of negative content kind of fed to us on a daily basis, and there's a lot of the--you know, we all kind of compare ourselves to each other on social media, things of that nature, but get your mental health in order please, because that is going to hold you back from really just being your fullest and truest and happiest and your best self. Other things that I learned outside of self-compassion - giving myself grace, you know? Asking myself the tough questions and checking in with myself, and making changes was, again, just taking that ownership, you know? Taking that ownership and understanding that I cannot change other people. I can only set boundaries. So I'm working on setting boundaries. Communicating my needs and my expectations in all of my relationships. You can't control what someone else does. You can tell them how you want to be treated, and if they act accordingly or not, then you will know what it is that you need to do. So that is my spiel. If you have any questions about therapy, let me know. You know, this is a very important just time in our lives as we're growing in our careers to make sure that we do have a relationship with self. If you don't have a relationship with yourself, then let's start there, because that's gonna be, you know, the #1 factor to building, as I mentioned earlier, that self-awareness. You have to know who you are, what you need to work on, and who you want to be so that you can know what changes need to be met and so that you can also know where you want to go professionally. All right, guys. I hope this was helpful. I look forward to hearing your feedback and your comments about this. Again, therapy has changed my life. It has made me a better entrepreneur, has made me a better friend, and I'm so incredibly grateful to be on this journey, and I'm really excited to share this with you all. So talk to you all next week.</itunes:subtitle>
      <itunes:summary>On the fourteenth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about how therapy has made her a better entrepreneur, a better professional, a better friend, and better to herself. Having a relationship with yourself is crucial to your growth and development, and it will allow you to build self-awareness as you are constantly improving and working towards achieving your goals. Let's normalize the conversation of going to therapy!

Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Stop by LateshaByrd.com!
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fourteenth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, talks about how therapy has made her a better entrepreneur, a better professional, a better friend, and better to herself. Having a relationship with yourself is crucial to your growth and development, and it will allow you to build self-awareness as you are constantly improving and working towards achieving your goals. Let's normalize the conversation of going to therapy!</p><p><br></p><p>Learn more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Stop by <a href="http://bit.ly/2NTKZyT">LateshaByrd.com</a>!</p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1369</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Tristan's Tip : Three LinkedIn Settings for Job Seekers</title>
      <description>On the thirty-eighth installment of Tristan's Tips, our special guest Tristan Layfield covers three job seeking settings on LinkedIn that anyone looking for a job should turn on. LinkedIn doesn’t do a great job advertising these options, but toggling them could help you land that next opportunity. We definitely suggest you take advantage!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 07 Nov 2019 08:48:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Three LinkedIn Settings for Job Seekers</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>141</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f43b0c40-f2a4-11ea-88c4-538593606f34/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>On the thirty-eighth installment of Tristan's Tips, our special guest Tristan Layfield covers three job seeking settings on LinkedIn that anyone looking for a job should turn on. LinkedIn doesn’t do a great job advertising these options, but toggling them could help you land that next opportunity. We definitely suggest you take advantage!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirty-eighth installment of Tristan's Tips, our special guest Tristan Layfield covers three job seeking settings on LinkedIn that anyone looking for a job should turn on. LinkedIn doesn’t do a great job advertising these options, but toggling them could help you land that next opportunity. We definitely suggest you take advantage!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>306</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Jopwell (w/ Porter Braswell)</title>
      <description>Zach has the pleasure of speaking with Porter Braswell, co-founder and CEO of Jopwell, to learn more about the company and to hear his story behind its creation. Jopwell is the leading career advancement platform for Black, Latinx, and Native American students and professionals - check them out! Porter shares a bit about the work Jopwell is doing to encourage inclusive cultures within institutions that black and brown folks are trying to enter and a whole lot more.
Connect with Porter on LinkedIn, Instagram, and Twitter!
Check out his book, Let Them See You: The Guide for Leveraging Your Diversity at Work, on Amazon!
Learn more about Jopwell at their website, and connect with them on social media! LinkedIn, Instagram, Twitter, Facebook</description>
      <pubDate>Tue, 05 Nov 2019 12:44:00 -0000</pubDate>
      <itunes:title>Jopwell (w/ Porter Braswell)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>140</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f46cc51e-f2a4-11ea-88c4-3f1411234600/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle></itunes:subtitle>
      <itunes:summary>Zach has the pleasure of speaking with Porter Braswell, co-founder and CEO of Jopwell, to learn more about the company and to hear his story behind its creation. Jopwell is the leading career advancement platform for Black, Latinx, and Native American students and professionals - check them out! Porter shares a bit about the work Jopwell is doing to encourage inclusive cultures within institutions that black and brown folks are trying to enter and a whole lot more.
Connect with Porter on LinkedIn, Instagram, and Twitter!
Check out his book, Let Them See You: The Guide for Leveraging Your Diversity at Work, on Amazon!
Learn more about Jopwell at their website, and connect with them on social media! LinkedIn, Instagram, Twitter, Facebook</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the pleasure of speaking with <a href="http://bit.ly/2NGjmsW">Porter Braswell</a>, co-founder and CEO of <a href="http://bit.ly/36uBeQ9">Jopwell</a>, to learn more about the company and to hear his story behind its creation. Jopwell is the leading career advancement platform for Black, Latinx, and Native American students and professionals - check <a href="http://bit.ly/2WMb5ba">them</a> out! Porter shares a bit about the work Jopwell is doing to encourage inclusive cultures within institutions that black and brown folks are trying to enter and a whole lot more.</p><p>Connect with Porter on <a href="http://bit.ly/2NGjmsW">LinkedIn</a>, <a href="http://bit.ly/2NiTYdW">Instagram</a>, and <a href="http://bit.ly/2WINqbo">Twitter</a>!</p><p>Check out his book, Let Them See You: The Guide for Leveraging Your Diversity at Work, on <a href="https://amzn.to/2PZ0Kr1">Amazon</a>!</p><p>Learn more about Jopwell at their <a href="http://bit.ly/2WMb5ba">website</a>, and connect with them on social media! <a href="http://bit.ly/36uBeQ9">LinkedIn</a>, <a href="http://bit.ly/36DdvNt">Instagram</a>, <a href="http://bit.ly/2NhYIAf">Twitter</a>, <a href="http://bit.ly/34w0eEM">Facebook</a></p><p><br></p>]]>
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      <title>The Link Up with Latesha : Unleashing Your Career Potential In 2020</title>
      <description>On the thirteenth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, speaks about effective career planning - working on your career versus in your career. With 2020 right around the corner, this is a great opportunity for all of us to make some fundamental shifts that we have been maybe kind of putting off in our careers or in our businesses. Hear the five questions Latesha suggests asking yourself that are key to unleashing your career potential next year!

Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</description>
      <pubDate>Sat, 02 Nov 2019 09:37:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Unleashing Your Career Potential In 2020</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>139</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f492f428-f2a4-11ea-88c4-ff9c057078ad/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the thirteenth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, speaks about effective career planning - working on your career versus in your career. With 2020 right around the corner, this is a great opportunity for all of us to make some fundamental shifts that we have been maybe kind of putting off in our careers or in our businesses. Hear the five questions Latesha suggests asking yourself that are key to unleashing your career potential next year!Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBVisit our website!TRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha on Living Corporate. This podcast is for young professionals that need some real advice, tips, and resources to navigate corporate America and dominate their career. If you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you are in the right place. I'm your host, Latesha Byrd. So let's get into today's episode. Today on The Link Up with Latesha we are talking about effective career planning - working on your career versus in your career. Now, if I have any entrepreneurs listening, I'm sure you all are very familiar with the term of working in your business versus working on your business and how many entrepreneurs get caught up working in their business--meaning just handling the day-to-day tasks of actually running the business versus actually working on the business, which is centered around, you know, strategizing, planning, really thinking about the future of the company, thinking about scaling strategies and et cetera. However, this is a really important topic for entrepreneurs, but what about working professionals? This is why I wanted to talk about this. I've never heard someone use it in the terms of working in your career versus working on your career, but it's super, super similar, and I've realized through my coaching, as a career [and life?] coach, [that] most of us--I don't want to say most and make that assumption or generalization, but many of us don't really work on our careers, we work in our careers. That being said, we typically just go through the day-to-day of getting the work done, you know? Getting the work done, doing our jobs, going home, right, and then when it actually comes time for evaluations, promotions, talking about, you know, longevity with the company or upward mobility with that company, we could be a little confused or maybe a little bit unclear as to what our future with our company or even in our careers and what that looks like. Now, this can be dangerous, and I think that there should be a balance of 1. having a plan in place, but 2. also being flexible, you know, and knowing that, hey, your desires, your dreams, your goals, those may change over time. So there is a fine line of okay, having a plan, you know, having that being structured, but also having some willingness to change if needed. So how do you actually effectively plan your career, A.K.A. how do you actually effectively work on your career versus working in your career? So I think it's important to 1. just kind of differentiate the two. Working in your career is, you know, essentially going to work each day and doing your day-to-day tasks, completing projects, working with clients, responding to emails, putting together deliverables, you know, implementing processes. Examples of working on your career is again around that career management, career planning. Setting goals, long-term goals. Understanding what it actually takes to be successful in your role. Understanding what it actually takes to get to that next level that you would ultimately like to go in, and that's different than sending out some emails or working on a deliverable. It takes a different--it takes a different mind muscle, if I can say that, meaning you're really gonna have to think strategically about your career from a long-term standpoint than "Okay, what do I have to get done today? What do I need to get done by the end of the week?" So I hope that makes sense, and I wanted to 1. just talk about how do you actually begin to work on your career. You don't want to, you know, work work work every day, and months down the road you look up--or years down the road, to be honest, and look back and say, "First of all, why am I still at the same point?" [laughs] "Why am I still at the same salary 5 years later? Why have I not been promoted? Why are there others that have came in after me at lower levels that are now at higher levels?" Right? That's because you have not taken the time to work on your business. So how do you do that? I want to make sure that you feel that you have complete ownership over your career, that you are in control, and that it's not up to these employers or these companies to tell you what, when, how, where to move. This should all be within your control, and you should be able to understand, like I said earlier, what it takes to get to that level that you want to get to, what do you need to do, but actually what does that level look like. So that takes me to the first thing: I want you to ask yourself, "Where do I see my career in 5 years?" So we are embarking on a new year very, very soon, 2020, which is a new decade. I am super excited about this new decade and this transition in life and age and time in the world. I'm super excited about it. This is a great opportunity for all of us to make some fundamental shifts that we have been maybe kind of putting off in our careers or in our businesses. So thinking about where do you see your career in 5 years, in 2025. What do you see for yourself, for your professional self? Do you see yourself in a leadership role? Do you see yourself traveling the world? You know, do you see yourself leading global teams? Do you see yourself retiring? [laughs] Do you see yourself retiring? Launching that business? Maybe taking that side hustle to a full-time hustle. Hopefully if you are an entrepreneur you listened to my last episode on how I actually took my side hustle to full-time. So then thinking about where you see yourself in your career in 5 years is important, okay? And then hey, maybe 2 years. So 2025, 2022. What about 2021 or by this time next year? So by November of 2020, where do you see yourself in your career? I am going to loop you all in on a secret--it's not really a secret. It's moreso of a method [laughs] that I follow with my clients. So, you know, my objective as a career coach is to help my clients get three things, which I call the three Cs. #1 is clarity, getting clarity on what you actually want for your career, what you want out of your life, how you actually show up, meaning, well, how you want to show up professionally. When you are operating at your best, truest, highest self professionally, getting clarity on what that actually looks like. And then also, once you get that clarity, getting clarity on what it actually takes to get there. So working through that strategy plan, you know? Really putting some goals down and knowing that "Okay, I gotta do Step 1 here first, then Step 2, then Step 3." So having a strategy, having a plan that actually makes sense and is not overwhelming so that you can start to move forward. That's the first C, clarity. So clarity on what it is that you want, and then I would say the other part of this clarity is clarity on what companies are looking for, employers are looking for, based on where you want to go, so that you know what you actually need to do within yourself to actually make that transition happen to land your dream job. So that's for clarity. The second C is confidence. So building up confidence in your skills and your experiences and understanding how what you have previously done and what you currently do is aligned with where you actually want to go and fully believing in that and owning that, because if you are not confident in yourself--I probably say this every single episode, [laughs] but if you're not confident in yourself, these employers are not going to be confident in you. These recruiters are not going to be confident in you. Your team--if you are a leader, your team won't be confident in you. So, you know, #1 clarity, #2 confidence, and then #3 is control. You guys know I love to talk about having that control, feeling empowered, having ownership over your career and really feeling like you have a good pulse on where you're going and what it takes to get there. So those are the three Cs. But in my coaching program--I'm going to break down five key steps that I follow or walk my clients through. So the first thing I already mentioned. Where do you want to be? So thinking about where you see your career in 5 years, in 2 years, even a year from now, okay? And then #2 is where are you right now? And really coming to grips with where you are. If you aren't where you want to be that's okay, but you really have to take a step back and say, "Okay, where am I in my career? Am I in a company that I see myself growing with?" Or "Am I in a toxic work environment and have I just been putting up with BS just because of this paycheck?" You know, you really have to come to reality with that understanding of where you are now. Based on where you are now, what do you need to get to where you want to be? What are those resources that you need? For example, are there certain certifications that you need? Are there certain skills that you need to develop? What about your social capital, you know? Who's in your network? Who do you need to know? This is important to think through in and out of the workplace. In your current company, if you see yourself moving up there, staying there for, you know, the long haul, you need mentors and you really need sponsors. I will be talking about mentors versus sponsors in a future episode, and I was just reading an article last night that was talking about how black women are mentored--we got mentors, but we are not getting sponsored. So, you know, we are not getting promoted to these leadership levels that we should be. However, we are coming in knocking it out the park. Killing it. Most educated, you know? But we aren't getting to those levels of leadership that our white male counterparts are because we are not being sponsored. So more to come on that, but it is important to think about who do you need in your network. You need sponsors. What about outside of your company? You need to know people in your industry outside of work. That's important, because you want to make sure 1. you are staying ahead of the curve in terms of skills that are needed to be innovative in your industry, and you also want to make sure that you are staying competitive. So, you know, again, #1 - where do you want to be? #2 - where are you now? #3 - what do you need to get there? What resources do you need to tap into? Who is in your network that maybe you have not reached out to in a long time, or who is that person you have been stalking on LinkedIn or stalking on social media because they're doing something that you know you want to do or you want to be in that place. Why haven't you reached out to them? Social media makes it super easy to build relationships with folks. It's so important to be super intentional about 1. how you are establishing yourself and your brand online, but how you're going about developing relationships. I have gotten so many clients through Twitter. Follow me at Latesha_Byrd. I tweet a lot of career advice. I've gotten so many clients through Twitter. I've gotten friends through Twitter and even LinkedIn. Instagram not so much for me. Instagram, you know, people I follow I've known since college or, you know, maybe over, you know, the years being involved here in the Charlotte community as an entrepreneur, but a majority of my clients come from Twitter and they come from LinkedIn. That's where I ultimately spend most of my time in the online world. But saying all that to say think about who do you need in your network. We can't do anything without people, and I'm realizing that relationships probably are the most undervalued thing [laughs] when it comes to effective career planning and management. Okay, so what do you need to get there, all right? What are the roadblocks? This is #4. What are the roadblocks that are keeping you from getting there? What I mean by that is--let's say you have a manager that is an ineffective leader. They don't know you. They don't care about you. [laughs] Y'all don't have a good relationship, but your manager is a decision-maker in getting you that promotion. That is a roadblock. Or maybe you know you want to get this certification, you've been planning on taking it, but it's the money thing. Like, you just don't want to dish out, you know, that 1,500, that 2,000, 5,000. Some certification are very, very expensive. Maybe it's money that you need to get certifications or certain classes that you want to take, you know? Conferences that you want to attend. Or maybe it's mental. Maybe it's the mindset. You know, what is holding you back? What are those roadblocks, mental, financial, you know, emotional, spiritual? What are those roadblocks that are keeping you from getting there? If you can identify those roadblocks, then you can start to think through "Hm, what do I need to do to overcome these roadblocks? What do I need to do to knock down these roadblocks?" If your manager--going back to this example--if your manager is not an effective leader, but you know that your manager is a decision-maker, you know what? You may have to really work on establishing a better relationship, and you may have to do some intense managing-up. Maybe there's other folks within the organization that you need to start establishing relationships with. You need sponsors. Maybe you should identify who could be some potential sponsors in your organization that you could start to build those relationships with. Going back to the example of money, maybe it's money, okay? Like, you might have to start saving up. [laughs] Putting away, you know, 100 bucks a week. That might be, you know--for, you know, ladies, maybe we don't--I don't even want to say this 'cause it hurts my heart, but, like, maybe we don't, you know, get our nails done for just a little bit of time. [laughs] When I first quit my full-time job to focus on full-time entrepreneurship I stopped getting my nails done. But, you know, think about where can you cut from a financial standpoint if it is that money that you need. Start saving. Thinking about where you can cut. Maybe you don't go shopping. I love me some Nordstrom, and I really try to stay out of Target 'cause Target is really on the up-and-up with the quality of their clothes and just the prints and just how it--I just love Target. [laughs] You know, I know we see this posts online where it says you go into Target and you come out with a whole cart full. Like, that is so me, so I try to stay out of Target. Maybe, you know, try staying out of Target. That might be the answer to this. [laughs] But seriously, think about what resources do you need to tap into that can help you with overcoming those roadblocks. Get a career coach. I mean, hey, I'm a career coach if you don't know any. [laughs] But seriously, get a career coach. The two most important investments I have made in my career was getting a career coach and then getting a therapist. Actually, getting a therapist was the best decision I've made in my entire life. [laughs] But, you know, start thinking about what do you need to invest in to help you. So I'm gonna run through this 5-step process again, or 5 questions. Like I mentioned, this is a process that I follow or take my clients through. #1 - where do you want to be? Where do you see your career in 5 years, in 2 years, next year? #2 - where are you right now? And being very honest and real with yourself. #3 - what do you need to get to where you want to be? So if you think about a diagram--if you're a visual learner maybe you can draw this out somehow, you know? #4 - what are the roadblocks that is keeping you from getting what you need to get there? And #5 - how do you overcome these roadblocks? One more time. #1 - where do you want to be? #2 - where are you now? #3 - what do you need to get there? #4 - what are the roadblocks that's keeping you from getting there? And #5 - how do you overcome these roadblocks? Last thing I will say here is to set some goals, all right? Start setting them for 2020. I'm not saying that you need to set some goals for, like, Monday of next week, but, you know, take some time this week, over the next couple of weeks, maybe in the morning when you first wake up and you're refreshed, [and] just kind of journal. I'm a huge, huge fan of journaling. I take my journal with me everywhere, and I will legit be, like, in the middle of, you know, reviewing a client's LinkedIn and "Let me pull out my journal real quick," 'cause I have a lot of thoughts and things running in my mind, so I'll just pull it out and whip it out any time, but [laughs] journaling is big for me. It helps me to just kind of get my thoughts all out and do a brain dump so I can kind of try to organize what I'm thinking. But, you know, start thinking about how you want to show up in the world professionally in 2020. Visualize and mentally place yourself into the position of success that you want to be in. In order to do that, you have to know what success looks like to you. It may not be a title. That's perfectly okay. Maybe you don't want to be in this high, visible, you know, leadership role where you're managing large teams, and you may have to come to terms or come to grips with that. I know at one point for me as an entrepreneur, I thought I wanted to, you know, scale my business by having multiple locations and having a team of 50 people and different career coaches and different resume writers, and I realized that that was not how I wanted to define success for me and that wasn't the only way that I could define success for me as an entrepreneur. So I'm scaling my business in other ways - by creating digital products, by building an online brand. The goal is, in 2020, to have a full-fledged online career shop with courses and e-books and guides that will help you navigate your career. And I'm okay with not having a team of 50 people, but you have to think about what success looks like for you, and it's okay to redefine success as needed. Maybe it's not a certain, you know, salary amount. You know, maybe it's the feeling of being able to empower your patients, if you're in healthcare, you know, or being able to empower your clients. Maybe it's just that feeling of knowing that you made a difference in the world. I know that sounds a little cheesy, but seriously, you know? Money is not everything, and so you just want to make sure that you know what success looks like for you. And also - for you, okay? Not what your mom, what your parents, you know, what society is telling you in order to be successful. And when I think about success too, I equate that to happiness and being emotionally stable and happy. Seriously. So I hope that this was helpful. Again, in 2020, we are working on our careers, not just working in our careers. So let's get it, and I will talk to you all soon. Peace.</itunes:subtitle>
      <itunes:summary>On the thirteenth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, speaks about effective career planning - working on your career versus in your career. With 2020 right around the corner, this is a great opportunity for all of us to make some fundamental shifts that we have been maybe kind of putting off in our careers or in our businesses. Hear the five questions Latesha suggests asking yourself that are key to unleashing your career potential next year!

Learn more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirteenth entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, speaks about effective career planning - working on your career versus in your career. With 2020 right around the corner, this is a great opportunity for all of us to make some fundamental shifts that we have been maybe kind of putting off in our careers or in our businesses. Hear the five questions Latesha suggests asking yourself that are key to unleashing your career potential next year!</p><p><br></p><p>Learn more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
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      <itunes:duration>1575</itunes:duration>
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      <title>Tristan's Tip : Reach Out to Old Connections</title>
      <description>On the thirty-seventh installment of Tristan's Tips, our special guest Tristan Layfield talks about networking in a way that most of us don’t consider or sometimes downright avoid - reaching out to old high school, college, and work friends that we've lost touch with. Tristan shares how they can open up whole worlds we didn't even know existed and more.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 31 Oct 2019 08:09:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Reach Out to Old Connections</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>138</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f4acaeb8-f2a4-11ea-88c4-ff8e9e1dc024/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the thirty-seventh installment of Tristan's Tips, our special guest Tristan Layfield talks about networking in a way that most of us don’t consider or sometimes downright avoid - reaching out to old high school, college, and work friends that we've lost touch with. Tristan shares how they can open up whole worlds we didn't even know existed and more.Connect with Tristan on LinkedIn, IG, FB, and Twitter!Visit our website!TRANSCRIPTTristan: What’s going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, let’s talk about networking, but in a way that most of us don’t consider or sometimes downright avoid.Often times when we hear the word “networking” it brings up images of rooms filled with people that we don’t know and the anxiety of having to participate in small talk for the next two hours. But what if I told you there another way to connect with people that is not only a bit easier for most, but research shows tends to be more beneficial?Many of us overlook the value in reaching out to old high school, college, and work friends that we’ve lost touch with. These connections are known as dormant connections. But the research shows that reaching out these people can open up a whole new world of resources. Just think about it, these people aren’t running the same circles as you which means that they more than likely have access to information and resources that you and your current circle aren’t privy to! They've been meeting different people and learning different things in the last few years, so they can open up whole worlds you didn't know existed.Also, you typically already have had a relationship with these people so it tends to be easier to reach out to reconnect. Just don’t dive into asking for favors right away, take some time to research what they’ve been up to, try to find a way to be of service to them, and simply ask for insight. You’ll be amazed at what they may come back with!This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook at @layfieldresume or connect with me, Tristan Layfield, on LinkedIn!</itunes:subtitle>
      <itunes:summary>On the thirty-seventh installment of Tristan's Tips, our special guest Tristan Layfield talks about networking in a way that most of us don’t consider or sometimes downright avoid - reaching out to old high school, college, and work friends that we've lost touch with. Tristan shares how they can open up whole worlds we didn't even know existed and more.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirty-seventh installment of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about networking in a way that most of us don’t consider or sometimes downright avoid - reaching out to old high school, college, and work friends that we've lost touch with. Tristan shares how they can open up whole worlds we didn't even know existed and more.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>279</itunes:duration>
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      <title>Diversity Strategy (w/ VMware's Glenn Newman)</title>
      <description>Zach has the pleasure of speaking with Glenn Newman, VMware's Global Diversity &amp; Inclusion Program Manager, in this episode focused around all things D&amp;I. Glenn is a professional with over seven years of diversity and inclusion, campus recruitment, and talent management experience. In his current role at VMware, Glenn is working to take VMware's Power of Difference communities (PODs) to the next level by helping them achieve business and D&amp;I program objectives. He shares with us what he's most excited about when it comes to his role and VMware in 2020 and so much more. 

Check out Ijeoma Oluo's book, So You Want to Talk About Race, on Amazon!
Connect with Glenn on LinkedIn!
Visit our website!</description>
      <pubDate>Tue, 29 Oct 2019 10:55:00 -0000</pubDate>
      <itunes:title>Diversity Strategy (w/ VMware's Glenn Newman)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>137</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f4cc3da0-f2a4-11ea-88c4-e77c38e88644/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach has the pleasure of speaking with Glenn Newman, VMware's Global Diversity &amp;amp; Inclusion Program Manager, in this episode focused around all things D&amp;amp;I. Glenn is a professional with over seven years of diversity and inclusion, campus recruitment, and talent management experience. In his current role at VMware, Glenn is working to take VMware's Power of Difference communities (PODs) to the next level by helping them achieve business and D&amp;amp;I program objectives. He shares with us what he's most excited about when it comes to his role and VMware in 2020 and so much more. Check out Ijeoma Oluo's book, So You Want to Talk About Race, on Amazon!Connect with Glenn on LinkedIn!Visit our website!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and you know what we do. I say a little thing, I go on with a joke, and then I say something about how we amplify the voices of black and brown people at work. Shout-out to all of our listeners, our first and last time listeners, you know what I'm saying? The millennials, the Gen X'ers. The--what's after the Gen X'ers? The Baby Boomers, and then also some of y'all Gen Y--them Gen Z's, rather. Excuse me. Gen Y is another word for millennials. You know what I'm talking about. If you're new here, you know what we do. We do this through--we amplify voices through authentic, accessible discussions with black and brown leaders. Today is no different as we have Glenn Newman with VMware. Hold up, now. Glenn Newman with VMware? I gotta go ahead and give just one quick air horn for that. [air horn sfx] Yes. We out here. We out here. We out here. Glenn is a D&amp;amp;I and talent professional with over seven years of diversity and inclusion, campus recruitment, and talent management experience. In his current role at VMware, Glenn is working to make VMware's power of difference communities - they call those pods, y'all - to take them to the next level by helping them achieve business and D&amp;amp;I program objectives. He is also focused on building inclusive manager and leadership capabilities as the company works to increase representation of underrepresented minorities and women by fostering a more inclusive culture, okay, where employees feel like they belong and they can bring their authentic selves to work every day. Okay, now listen, y'all, that was a whole bunch of, like, corporate talk to say Glenn is out here trying to make it better for black and brown folks at VMware to do what they do, okay? That's all that that was saying. But, you know, they gotta--in this D&amp;amp;I space, we have to kind of pretty things up with these, like, really flowery and colorful languages, but that's what he's doing, okay? Now, look, previously Glenn managed the overall recruitment of associates and consultants for BCG--okay, what's up, BCG? Hold up. ["ow" sfx] But this ain't a BCG podcast. I'm just saying. He also had a talent in D&amp;amp;I roles at Travelport, Accenture, Visa, Google--as a contractor--see, I like... you know what? Glenn is an honest dude, man. So he sent me over this copy, right, and on the copy it says "contract" in parentheses. Glenn, you ain't gotta be that honest.Glenn: [inaudible, both laugh]Zach: And he began his career as a communication and change management analyst at Towers Watson. Man. With all of that being said, Glenn, man, welcome to the show. How are you doing? [kids cheering sfx]Glenn: Thank you, thank you. I'm good, I'm good. How about yourself? Zach: Man, I'm doing really well. I'm excited to have you here. You know, we had to take some time, you know, but you back in town and we're having a conversation. I'm excited about it. So let's--you know, we did a little brief intro about you where I kind of gave, you know, your LinkedIn picture, but what else would you like to tell us about yourself?Glenn: I mean, I guess honestly you captured most of it in terms of, like, the bio and kind of what I'm working on at VMware. I mean, outside of that I'm an Ares, so I'm a hothead.Zach: I got you, I got you.Glenn: I like to ask the difficult questions, and I feel like anybody who has worked with me before would definitely tell you that I have a tendency to ask difficult questions, but also ask the questions that other people feel like they probably shouldn't ask or they don't want to ask, and I feel like I help keep people accountable, you know? So I think it's important to be that voice and to have that voice and to push the envelope a little bit. So hopefully I can disrupt for the betterment of others.Zach: Come on, now. Disrupt? I love that, man. So you said you're an Ares. So I'm a Virgo. Actually, you know, Beyonce and I have the same birthday. Glenn: I did not know that. I did know she was a Virgo though.Zach: I'm saying. So, you know, I'm out here as well. I'm trying to disrupt things as well. So okay, okay, okay, so you're a global diversity and inclusion program manager. What does that mean practically, and what prompted you to take this role at VMware?Glenn: Yeah. So I mean, quite frankly, I was looking for a role where I could have an impact, and I really--so a lot of my career has been in campus recruiting and diversity campus recruiting, right, and I really wanted to pivot from more of the acquisition side and the talent attraction into the, you know, development, the retention, promotion, engagement, et cetera, right, of underrepresented groups, and so I was looking for opportunities, and I was interviewing for a few, but quite frankly I wanted to stay in Atlanta, and the good thing about--one of the good things about the VMware role is it allowed me to stay in Atlanta, and I'm thankful for that. I'm always grateful, because I get to work in tech, I get to work at a pretty large, pretty well-known tech company, but I get to do it in Atlanta, and I don't think a lot of people can say that same thing. I think the other part of it is I was really looking to have a seat at the table, and I can honestly say that, you know, my manager who's a director and [my?] VP. Like, they want to know what I think, I mean, but they want to know what everybody else on the--what everybody on the team thinks, and so, like, that's important to me because I've been in places before where my voice didn't matter or it was overshadowed by people who were more senior or people in the business. I mean, you know, you've worked in personal services, so you definitely probably know what that's like. [Well?,] you've worked in personal services, so you know what that's like. And so I think, you know, just throughout my interview process it felt like the right fit for me for a number of reasons. And so yeah, that's what prompted me to join, and I think, you know, since joining, I feel like, you konw, my expectations have been managed well, but I think I have been set up for success and I'm actually doing the work that we talked about doing in the interview, which is good.Zach: That is good, man, 'cause, you know, sometimes it's like you get a job and you think--especially in these D&amp;amp;I roles, right? And I've had these conversations, like, with other folks on the podcast, right? We've talked to Jennifer Brown and we've talked to Amy Waninger. We've talked to other people, right? We've talked to even DeRay Mckesson, and we talk about how, like, these D&amp;amp;I spaces are--they're slowly becoming decolonized, but, like, there's still a lot of, like, work to do to, like, really get stronger representation in these spaces, right? And you end up thinking--you know, you're over here like, "Oh, snap, I got this job, and they're about to, you know, really put me at the seat of the table and give me a voice," and you turn around and you're talking about ["haha" sfx] Like, not. Joke's on you, you know what I'm saying? You don't even have no seat.Glenn: It's so [?] though, and I think, like, just given my personality, and--I mean, I attribute this to professional serv--like, I grew up in professional services, right? Like, from Towers Watson, from working at Accenture for over two years, from the BCG. I mean, those organizations move quickly, right, and they're all about, like, high-caliber work, high-quality work, quick turnarounds, and so I think coming to VMware and industry in general--industry is a bit slower, right? And so I think I have to manage my expectations around what I can get done, what we can done, what the business is ready for, and so I think I'm definitely learning those lessons, you know? And I'm still working to manage my own expectations. [laughs]Zach: That's real. No, no, no. That's real, and it's crazy--it's crazy, man, 'cause sometimes, like I said, it just takes time. I think there's a lot of--and I've had this conversation multiple times too, like, I think it's easy if you don't have, like, black and brown people, like, in these roles, like, it's easy to forget, like, the emotional labor that it takes to do this type of work, right? Like, it's not just like--Glenn: [?]Zach: Right? It's human. Like, you're dealing with human beings, and you're dealing with human beings that look like you, have similar stories to you, that you're really trying to impact, so I definitely get that, and managing expectations is always important. Let's talk about this. Let's talk about this. You know, D&amp;amp;I continues to be, like, an area where organizations are focused on, especially in tech, so what do you believe, right, has been the motivation for VMware to continue to expand their D&amp;amp;I office? Because, like, I feel as if--I don't know. Like, you know, we've had some research--we have whitepapers, you know, on our website, like--oh, by the way. Hey, y'all. Check us out, y'all. We got whitepapers. Like, don't play with us. [straight up sfx] Okay? We got whitepapers. [both laugh] And in our research, everybody knows that a common statistic is that $8 billion a year is being spent, and I would argue wasted, in D&amp;amp;I today and that we're not really seeing tangible results. And especially as you think about, like the economy as it stands today. Like, why do you think, in this point in time, VMware is still expanding this space?Glenn: Well, I feel like a lot of the times we hear about, like, "It's the right thing to do" and "We're doing it for the business," right? So I hear that a lot, and not--and not specifically at VMware, but just in general, and I say that to say I think those are the reasons we're doing it, right? Like, we're doing it because we genuinely believe, right, across the company, especially from a leadership perspective, that it's important and that specifically, like, we call our pods that I mentioned earlier, the power of difference communities--like, we believe the power of human difference allows us to be better, to develop better products, to build better products, to better serve customers, to be better partners, right? And then to innovate. So I think there's definitely a business reason behind it, but then I also genuinely feel like there are leaders who think it's the right thing to do. And I think it's interesting because--you know, like, there's the winning the hearts and minds of change, right? So I think you have to [hit?] people with the pathos for the people who, you know, they relate to that, but then you have to have, you know, the practicality in the business perspective for others as well. [?] The data had showed that people--like, once they connect emotionally to diversity and inclusion, they're better able to kind of buy into it as opposed to just connecting to the business. So I think we definitely we have some more of that, work to do, to continue to pull at people's heartstrings, but then also make it real for them so that they genuinely buy in ,and not just because it's the right thing to do from a business perspective but it's the right thing to do from a human perspective.Zach: That's a really good point, and I do think it's both and, right? I think organizations often fail when they try to do one or the other, because, like, the reality is some folks are just not gonna care, right? But then you got other folks who are like, "Okay, I'ma care as much as it benefits my bottom line, so if you can point to me, like, how this can benefit my bottom line, then I'm all for it," right? I think the challenge--the challenge that I think, something that has yet to be quantified, is, like, the amount of time organizations waste in, like, really calculating turnover. So, like, we know the turnover data is bad, like, in tech. But, like, those numbers have yet to really be fully published. Like, I don't think any one organization has really, like, really, really gone into, like, the comparative analytics on their turnover data, but, like, I think if really one was to look at those numbers alone, they'd be like, "Ayo, we gotta do a better job, 'cause, like, this is crazy." I mean, it's just over here like [chaching sfx] But, like, opposite. Like, in reverse, you know what I'm saying? Like, it would be like that sound, but, you know. [both laugh]Glenn: Like a whomp-whomp-whomp. [both laugh]Zach: Right? You know what I mean. And then over time, you know, organizations are so, like, monolithic. They're so white. They're so straight. They're so male. You know, I'm looking on my job board--I'm looking at the job board, I might see a job--let's just say, like, I'm a person of color, I'm on the job board--because I know that this place isn't inclusive--I'm looking at that job like ["i don't know who this man is" Keke sfx]. [Glenn laughs] You know, sorry to this man. I don't even recognize--man, listen, Glenn, I've been so excited to use this soundboard, man. I've got some new [?]--Glenn: I love that. Oh, my gosh. If you knew how many times I say that, like, in a week. "I'm sorry. I don't want to sound foolish."Zach: "I don't want to sound ridiculous. I do not know who this is." And so let me pivot, right? So you talked about the power of difference and these communities. I really want to--now, look, I'm not trying to have you spill any secret sauce out, you know what I'm saying, but I want to learn more about the strategy of these power of difference [communities] and really--frankly, I want to talk more about this offline too. Like, what's the strategy with these pods? Like, what are y'all trying to achieve? What is this looking like? Like, how did this come about, and what--practically speaking, like, how does it fit into y'all's D&amp;amp;I strategy?Glenn: Yeah. I mean, like, honestly [in our?] D&amp;amp;I strategy overall there are three kind of key pieces. There's the representation piece, where we talk a lot about increasing representation and focusing specifically on underrepresented minorities and women, and what I often tell people is just because we're--just because we're saying we're focusing on does not mean--it doesn't mean that we aren't also working to increase representation of other underrepresented groups, and I say that because I really think it's important for people to know that we're doing both. So it's a yes and, and again, these things are not mutually exclusive. The other part of it is building a culture of inclusion, right? So focusing on culture and what that really means, and then the third piece is thought leadership. So how are we tapping into podcasts like this to let people know that "Okay, VMware is an inclusive place to work," and we're working to make it an even more inclusive place to work, right? And then how are we sharing what we're doing and the impact of the diversity and the inclusion that is having on the business? So I say all of that to say our pods, the power of difference communities, are really our ERGs, right? So employee resource groups or business resource groups, and I think we are at a place where we are really trying to take those ERGs, known as pods, to be more BRGs, right? So how are they [?] business? Meaning how are the programs and the initiatives and the sponsorships and things like that contributing to the business? Whether that be in terms of professional development, of underrepresented groups, so that they develop and have talent moves and move into different roles and are contributing more to the business, whether that means we are attending various recruiting conferences and thinking about building pipelines in STEM and in tech of underrepresented groups, whether that be, you know, high school, college, what have you, you know, experienced professionals, or is that we're partnering with other non-profits in the space to, like, you know, talk about what we're doing and help other companies and partner with other companies? And then--or, you know, like, a lot of companies, especially companies who are B to C, right? So we think about, like, big consumer goods or just any product that sells products directly to consumers, they think a lot about and have a lot of conversations about "How do our products reflect our consumers?" Right? So if you think about some of the large consumer goods or CPGs or those companies, they're really thinking about those things, and so I think for us it's "How are we making sure that we're getting the opinions of our employees who are underrepresented or in underrepresented groups, and how are we leveraging that thought leadership, that knowledge, that know-how, to further develop relationships with our customers to build better products to innovate, right? And so I think ideally we want to get our pods to a place where we're doing more of those things.Zach: That's a really exciting vision, right? Like, so you're thinking--so basically these pods, I mean, they're almost like little--I mean, they're genuinely--if effectively strategized around and activated effectively--are real difference makers, and you have them basically stratified across the business. That's pretty exciting, man.Glenn: Right, right, right. Yeah, and I think--you know, I think it's easier for people in general to make that connection when you're walking into, like, a grocery store and you're picking up a product on a shelf and thinking, "How are people who look like me or are like me thinking about buying this product or consuming this product?" And so for us it's different because, again, we're B to B, and we have to think about it differently. So I do think it's--I do think it's ambitious, but I think it can be done, especially when you think about relationships and building relationships and, then again, innovating.Zach: 100%. Okay, so what are you most excited about when it comes to your role and VMware in 2020?Glenn: That's a good question. I think what I'm really most interested in is--so quite frankly we have--and this is public knowledge--so we have closed the acquisition of Carbon Black, and we are working to close the acquisition of Pivotal, so as a result of that our diversity and inclusion team is gonna be growing, and so I think what I'm--what I'm looking forward to is the growth of our team, which means 1. we can do more, and I think also I'm looking forward to the opportunity to partner more with the business and be more of a diversity business partner. So a lot of tech companies have started developing or creating these diversity business partner roles that sit in the business and/or [audio cut] plans that they then work with the business to execute those plans, right? So I think you can think about it from, like--there's a D&amp;amp;I engagement piece, which is around the pods, and then there's, like, the education piece around unconscious bias and how we--how are we educating our managers, our leaders, our employees, around inclusion and topics like privilege and microaggressions and things like that, right? And then there's sitting in the business and working with business leaders and managers to develop plans to actually move the needle, right, in a different way than on the--you know, the education and the engagement, that side. So I think that's what I'm looking for, to have an opportunity to really partner more closely with the business in 2020 as a result of our team growing.Zach: My goodness gracious. I gotta give you a Flex bomb for all that though. That sounds incredible. [Flex bomb sfx] That sounds awesome, yeah. So I was trying to play the "what it do, baby" before, but it was just too loud, so I'm gonna go ahead and do it right now based off of the fact that what you just said is incredible. [Kawhi "what it do baby" sfx] And shout-out to your acquisition as well. [both laugh]Glenn: Right.Zach: Okay, okay, okay. So, you know, you're talking about what you've been doing at VMware, you're talking about some of the strategic visioning around the pods. Again, it does sound really ambitious, but, like, I don't think--when I say ambitious... sometimes people say ambitious and they're really just hating, right? It's kind of like, "It sounds a bit ambitious, don't you think?" [both laugh] But I mean it's ambitious like, "Wow, this is very positive." Like, this is incredible, and I'm really excited for what y'all are trying to drive. This is my question though. What advice would you have for organizations really at the beginning of their D&amp;amp;I journeys, right? Like, maybe they don't even have ERGs or BRGs. And then what have been the lessons learned for you? That's kind of, like, the B part to that question.Glenn: Yeah. So I think, like, advice, I think for companies who are just starting, I don't know, I think it's like--I don't know. I always go back to, like, the change management, right, part of it, right? So, like, thinking about how are you really pulling in leaders, how are you having it--how are you having your efforts so that they are leader-led, right, and it really sits in the business and leaders are held accountable for. So I think that accountability is super important. And not just leaders, right? So it's like--if VPs and above are the only people who are held accountable, then what happens to other people who are directors, [?], et cetera, who lead teams and [audio cut] they're not held accountable? So I think accountability is big, and I think for companies who are just starting out in general, like, just starting out the company by having an inclusive culture and kind of ingraining that into people and educating people from the time that they join the company, but even before they join the company, like, through the onboarding and through the talent acquisition piece, right? So I think that's the advice I would have, and then really just kind of walk the talk, right? Because I'm one of those people--I really, really value honesty, and I think I'm really good at sensing BS, right? A lot of us are, and I think we know [someone, audio cut] is being honest with us and when they're just kind of, like, giving us the "Well, this is what we're working on," and it's like, "Mm, that's not really what you're working on. Just be honest with me," right? If you have room to grow, say, you know, "These are the two things we're doing. However, we need to be doing these five, and we're working on it," right? Like, I'd rather somebody tell me that than to say, "Oh, well, we have these amazing initiatives," and it's like "Mm, do you really have those initiatives or are you just talking about it and is it just lip service?" So that's my advice. And I think--in terms of, like, lessons learned for me personally, we talk a lot about, like, people of color and underrepresented minorities and black and brown people, right, in corporate America, but, like, I'm not--yes, I'm a black man at VMware, but I'm not just a black man. Like, I'm a gay black man at VMware who is a part of a global team that is not just thinking about bringing in and developing and retaining and promoting more black and brown people, but we're thinking about underrepresented groups more broadly and thinking about making VMware a place where everyone can come and thrive and, I like to say, be safe, seen and connected, or feel safe, seen and connected, right? So I say that to say that a lot of the things that I've learned personally [audio cuts]--I advocate for people who don't look like me or who don't--or who I don't identify with from a, you know, race, ethnic background or other parts of my identity, right? And it's just really interesting because I think by being vulnerable and by being empathetic, I am really able to do that. But it's just interesting how, you know, I can be on a call with people who have a completely different identity than me, but I'm advocating for them. And so I'll give you a real example. A lot of people don't know about the model minority myth, right? So I've read this book by Ijeoma Olu called "So You Want to Talk About Race." I love the book. It's amazing. I would completely, like, totally recommend it. And she has a chapter where she talks about the [model minority myth,] and I think it's important because a lot of people--what the model minority myth is, and, you know, I'm not, like, speaking verbatim here, but it's really around the fact that people think about those who are Asian-American or Asian as the model minority, and they have all of these stereotypes about Asians to include--like, they're super smart. They're really--like, you know, they want to be in, like, STEM. They're really good at math. Like, those kinds of things. A lot of people might think they have a lot of money, but that's not the case. Like, when you look at the data, especially of some Asian-American or Asian cultures, that's just not the case. Like, the degrees or the degree attainment from some of the Asian cultures, those numbers are significantly less than Hispanic/Latinx or African-American and black cultures and black identities, right? So I think that's one of those things, by me just kind of educating myself, reading that book, and then I was on a call, and I literally had to stop someone and say, "Well, you know, actually, the model minority, this is what it is, this is why it exists, and this is why we need an Asian at VMware's power of difference community." It's important because there are also people in this community who aren't rich, who aren't, you know, science, math, STEM, et cetera, majors, and who didn't come from a home where both of their parents were doctors, lawyers, you know, computer scientists, et cetera, and that's what a lot of [audio cuts]--for me and having the opportunity to really advocate for people who aren't like me.Zach: Man, I love that, and you're 100% right. So I'm just gonna start at the top of what you said. So you were talking about the fact that you're not just one thing, right, like, you're not just one identity, and I think a lot of times, like, we really do fail to be, like, intersectional in our D&amp;amp;I work, and, I mean, we just had Lionel Lee, who is a diversity leader over at the Zillow Group, and we were talking about the fact that, like, when you look at a lot of work today in these D&amp;amp;I spaces, they're mostly, like, focused on gender. So, like, even the fact that, like, we're talking about race and gender to me is a win, because a lot of times we'll say things like--we'll kind of dismiss race and then say things like "diversity of thought" or just other--like, just generalized things, but I think you're absolutely right, especially when it comes to the LGBTQ space, because--Glenn: Exactly.Zach: This is what I've learned. So I'm a cishet black dude, right? And as I've been having conversations--and this was, like, earlier, like, last season. We were talking to Janet Pope, who is the diversity and inclusion leader over at Capgemini, and we were talking about how, like, it's important to make sure that you're being intersectional with the LGBTQ spaces, because if you're not, those spaces can end up being, like, largely white, and, like, you end up missing out on a lot of different black and brown experiences within that space.Glenn: You're so right. I mean, like, think about--again, like, going back to a gay black man who works in tech, like, there's not a lot of us, right? Especially when you think about the LGBTQ community in general. So I was at the Pride parade in Atlanta for the first time, and, I mean, it was just interesting for me to, like, think about being the only in a place where there are a lot of people like me, right? So whether there were LGBTQ or allies or what have you, I was still the only black man there, right? Like, and so--and when I say there, I mean specifically with the company who came out to the parade. Like, I'm sure there are others there. There may or may not be, so I don't want to falsely assume, but it was just interesting again, like, looking around and being like, "Okay, Glenn, you're still the only in this group of people who are like you because of intersectionality," right? And I think lately there has been a lot of conversation around intersectionality in terms of, you know, you looking at women of color, specifically black women, and looking at Asian women, for example, and then also again, from an LGBTQ perspective, there has been a ton of conversation lately around the importance of intersectionality, and I was telling the team--because last week, like, one of the reasons we had to postpone this was because I was at Out and Equal, which is an LGBTQ workplace summit. It's, like, a huge--it was amazing. I loved it, and I think there was this undercurrent of people getting on stage and really being advocates and allies and talking about how trans women of color are being murdered and no one is doing anything about it. I don't think enough people are having those conversations. So it will be interesting to see the shift in how people are having more conversations, but then also taking action over the next few years.Zach: Man, this has just been a super dope conversation, man. I really appreciate the fact that you took the time to join us. Before we let you go, any shout-outs? Parting words?Glenn: [laughs] Shout-outs and parting words? Hm. I don't know. Like, honestly, in all seriousness, I would encourage people to read that book - "So You Want To Talk About Race" by Ijeoma Oluo. Like, I think everybody should read it, no matter how you identify, because, like, again, going back to, like, a lesson learned, like, I literally--I mean, of course I knew I had privilege. Like, I'm able-bodied. I'm educated. I went to a really good school. Like, I've had the opportunity to go to really great schools, you know, even in middle and high school, and so I reached out to one of my friends and I was like, "Girl, we got privilege," and, you know, we were having a conversation about it, right? So, like, even though you might be an underrepresented minority or a member of an underrepresented group, I think just realizing those things and being self-aware are helpful. So I would encourage people to read that book and just start to have conversations with people who are not like you to increase your understanding.Zach: Y'all... my goodness, y'all. I just--you know what, man? I gotta--let me see here. Let's see here. What are we gonna do, man? We gotta--I just gotta give a [raucous applause sfx] I gotta thank you, man. I just gotta let you know, bro, 'cause I'ma tell you the truth, man. Sometimes, you know, I have some of these conversations with some of these D&amp;amp;I leaders, and they--you know, they really--and not on Living Corporate though. I make moves, so I talk to people, right? Let me tell you, they'll be talking to me, and in the back of my mind I'm over here like [fraud sfx, Glenn laughs]--it's a fraud. Glenn: Yeah.Zach: But I appreciate you being authentic [and] taking the time to, like, really share a bit, right? Not just about VMware, but about yourself. So yeah, man, so blessings to you, and that does it for us, y'all, on Living Corporate, you know? You know what we do, man. We post this stuff, like, three times a week. We've got these regular interviews, then we've got Tristan's Tips, and then we've got The Link Up with Latesha, all really to amplify black and brown voices at work. Make sure you check us out on Twitter @LivingCorp_Pod, on Instagram @LivingCorporate, and then, you know, just Google us, you know what I'm saying? We out here, right? Like, we--you know, Glenn, like, we're really making moves, man. We got livingcorporate.co, livingcorporate.tv, livingcorporate.org, livingcorporate.net, you know? Livingcorporate... what else? We've got pretty much all of the livingcorporates except livingcorporate.com. Now, livingcorporate.com is owned by, like, Australia, right? So I don't know. I don't know what's going on with that one, but we also have living-corporate--please say the dash--dot com. So just check us out. We out here. Let's see here. What else? Housekeeping, housekeeping. Shout-out to Ellen, who was on mute this entire time, but Ellen was here to make sure that I didn't get Glenn or VMware sued, so shout-out to you, Ellen, and yeah. This has been Zach. You've been listening to Glenn Newman, mover, shaker, D&amp;amp;I leader at VMware. 'Til next time, y'all. Peace.</itunes:subtitle>
      <itunes:summary>Zach has the pleasure of speaking with Glenn Newman, VMware's Global Diversity &amp; Inclusion Program Manager, in this episode focused around all things D&amp;I. Glenn is a professional with over seven years of diversity and inclusion, campus recruitment, and talent management experience. In his current role at VMware, Glenn is working to take VMware's Power of Difference communities (PODs) to the next level by helping them achieve business and D&amp;I program objectives. He shares with us what he's most excited about when it comes to his role and VMware in 2020 and so much more. 

Check out Ijeoma Oluo's book, So You Want to Talk About Race, on Amazon!
Connect with Glenn on LinkedIn!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the pleasure of speaking with <a href="http://bit.ly/2qM1ULF">Glenn Newman</a>, VMware's Global Diversity &amp; Inclusion Program Manager, in this episode focused around all things D&amp;I. Glenn is a professional with over seven years of diversity and inclusion, campus recruitment, and talent management experience. In his current role at VMware, Glenn is working to take VMware's Power of Difference communities (PODs) to the next level by helping them achieve business and D&amp;I program objectives. He shares with us what he's most excited about when it comes to his role and VMware in 2020 and so much more. </p><p><br></p><p>Check out Ijeoma Oluo's book, <a href="https://amzn.to/2NlHYHb">So You Want to Talk About Race</a>, on Amazon!</p><p>Connect with Glenn on <a href="http://bit.ly/2qM1ULF">LinkedIn</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
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      <title>The Link Up with Latesha : Making Your Side Hustle Your Full-Time Hustle</title>
      <description>On the twelfth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, throws out some tips, tricks, and strategies for making your side hustle your full-time hustle. She also talks a bit about some of the tools and programs she utilizes that help maximize her efficiency at work.
Check out the book Latesha mentioned, The E-Myth Revisited, on Amazon!
Below is a list of programs and services that Latesha herself uses to run her business:
Scheduling: Calendly
CRM: Dubsado
Task Management: Trello
Client Storage: G Suite
Marketing: Canva, CreativeMarket
Accounting: PayPal, Bench Accounting
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</description>
      <pubDate>Sat, 26 Oct 2019 08:18:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Making Your Side Hustle Your Full-Time Hustle</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>136</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f4ea435e-f2a4-11ea-88c4-ff3345ce14c2/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twelfth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, throws out some tips, tricks, and strategies for making your side hustle your full-time hustle. She also talks a bit about some of the tools and programs she utilizes that help maximize her efficiency at work.Check out the book Latesha mentioned, The E-Myth Revisited, on Amazon!Below is a list of programs and services that Latesha herself uses to run her business:Scheduling: CalendlyCRM: DubsadoTask Management: TrelloClient Storage: G SuiteMarketing: Canva, CreativeMarketAccounting: PayPal, Bench AccountingFind out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBVisit our website!TRANSCRIPTLatesha: Today we are talking about making your side hustle your full-time hustle. I know so many entrepreneurs who are hustling on the side and working a full-time job but their goal is to be their own boss. Now, there are some that like doing both the side hustle and the full-time hustle, and to be honest that's what I thought I was going to do. It didn't happen like that. A part of me being able to take my side hustle and make it a full-time hustle was a lot of crying [laughs] and praying and strategizing and believing. I would say that believing, for me, was the hardest thing, and then once I actually really started to believe in myself, in my business and what I was doing, and I was starting to operate at a higher level, that really changed the mold for me. So I thought this would be a cool topic to talk about. A lot of my coaching clients actually have side businesses or are looking to transition from a side hustle to a full-time hustle. I also coach entrepreneurs, and so, you know, I know that I speak mostly on career development and I'm big on career empowerment, career ownership, but I love talking about entrepreneurship, and I thought "Why not start to talk a little bit about business, building a business?" I know some of you all are listening to this podcast where, yes, you are working a corporate job, but you also have your business on the side. I've been there, and I know how that felt, and I just thought I would come on here and share with you all my story of how I was able to turn my side hustle into a full-time hustle, and then just kind of throw out some tips and tricks and strategies that you can start to implement if you do have that side hustle and your goal is to turn it into a full-time hustle. So just to tell you all a little bit about my story - I honestly started my business as a hobby as a career coach. It was something that I was passionate about doing, and the reason or how it came about was that when I was in college I had five internships. I grew up in a single-parent household, so we didn't have a lot of money, so I came to college with a goal in mind that I was going to work my butt off and I was going to take advantage of every single opportunity because I didn't really feel that I had that safety net. There was--for me at least there was no going back home, and so I got really involved on campus [and] had a lot of internships. I went straight into grad school and had a job offer waiting for me post-grad school, so, you know, from I guess the outside looking in, a lot of folks kind of looked at me and said, "Okay, this chick kind of knows what she's doing. She has this internship. She has a job offer, school, everything." Then I would start to get questions. [laughs] Once people kind of caught on to just what I had started to--the brand, I guess... I didn't even know I was building a brand, but the brand that I was building, the reputation I was building for myself, and people started coming to me for career advice. They started coming to me for assistance with getting into graduate school, with help with getting a job, so I started looking at resumes, giving advice, and I realized that this was something that I could monetize, and I said, "All right, the next person to ask me for help, boom, charging them." [laughs] So that's how my business started. It started as a hobby, a passion. I realized I could monetize it, and so I did. Now I've learned so much along the way in terms of getting the skills and the trainings and the experience, the lessons, and just expanding my own skill set or diversifying my own skill set to be able to run a business. You know, those were thing that I of course had to be extremely intentional about as I was building my business. If I could recommend one book to anyone that is really thinking about entrepreneurship and taking that thing all the way, The E-Myth Revisited. For me, it was such a game-changing read, such a game-changing book, because it talks about how a lot of us may start businesses based on a hobby, based on a passion, based on just doing something, and we realize "Oh, this is something that I could monetize," but you don't really learn the fundamentals of actually growing a business, of running a business, and so that book really breaks it down on how to actually do that, how to scale your business, how to really run your business as the CEO that you are. Now, I mean, there are many people as well that don't just start businesses based off of a passion or a hobby. You know, some folks are extremely intentional about solving a business need or solving a business problem, but The E-Myth, such a really great read, you know? We don't learn a lot about entrepreneurship, really nothing at all about entrepreneurship in college, so it is important to think about all of the different skills that are needed to run a business. So kind of going back to, you know, my story, that's how I started my business. Over the last 4.5 years, we've worked with close to 900 professionals in a variety of industries. Business has grown from just a team of one, me, [laughs] to a team of five. Everyone on my team are resume writers, career coaches. I have an assistant. I have someone that helps with business development as well, and, you know, I have so many clients that I've coached over--not just domestically, but also overseas, in Paris, in France--or Paris, France, [laughs] and in Ghana, in Canada, and all over, you know, the U.S. And so in terms of my revenue goals, you know, I have been able to--huge accomplishment on my end, but to exceed six figures last month and, you know, still the goal for my business--I'm being extremely transparent at this moment--the goal for my business is to hit 150K. You know, could I do more? Yeah, but I think that's pretty good, you know? Fourth, fifth year, you know, getting into it. My goal next year is to focus on profit and then cutting as many expenses as possible. Anyways, going back to the first thing that I really had to adjust as I was really thinking about taking this thing all the way in terms of my business. First thing was mindset. It was--you have to think about it in terms of "Is this something I really want to commit to? Am I ready to be fully committed to doing this?" You have to be sure. You know, this really isn't a trial-and-error thing, meaning going from just side hustle to full time is--you know, you want to be pretty sure about it if you are anything like me. Now, I've had friends that have just taken the leap. They've taken the jump. [laughs] But I was really strategic, and I had a plan in place. I am a planner. I've always liked to kind of be in control of my future and, you know, I don't like surprises. [laughs] So I had a plan in place. For me, I knew this was something I had to be fully committed to, and understand that, you know, going from--I think the biggest change for me going from a side hustler to a full-time hustler is that, you know, your lifestyle fundamentally changes. Everything about your lifestyle changes. When you are in charge of yourself, you are in charge of your schedule. You have to decide when you work, where you work, who you want to work with and who you meet with. There's also a lot of decision fatigue that goes into entrepreneurship, so that's something to think about. It takes a lot of energy to run a business, not just from, you know--let's say you are someone that is in, you know, marketing, right? You know, you are developing marketing materials. You may be even doing marketing strategy or SEO strategy for a company, you know? They are likely--maybe you're doing it in-house for a company, or maybe you are working with a company that serves different clients. You know, either way, the company has those processes, systems, tools in place for you to get the work done, or even if you are, you know, managing communication with different teams and groups and clients, you know, these things are being managed by your company. When you are out on your own, there is no middleman, you know? You have to think through those processes and getting all of that in order in terms of dealing with clients, you know? Dealing with, you know, your team. And as an entrepreneur, you're not just doing that work anymore that you were doing with said company. I mean, you are doing--you are the operations person. You are HR. [laughs] You are legal. You are finance. You are customer service, you know? You are the communications person. I mean, of course you will most definitely want to for sure get a lawyer or an attorney, and also make sure you get an accountant, for sure, but there are times where you will need to--you have to know all of the things that are going on with your business until you get to a point where you are starting to hire talent to take on some of that work for you. So what I'm saying there is it takes a lot of energy, maybe a different level of energy, a different level of discipline and motivation, and also self-accountability that goes into entrepreneurship. Now, when you get to a point where you have decided--maybe you started your business on the side [and] you're getting it to a place where you have steady income coming in and you're really thinking about leaving your current workplace. One thing that I want, you know, you all to think about if this is you is what more can you milk from your current job? [laughs] What I mean by that is what are those relationships that you need to nurture, clients maybe you need to make sure you are connecting with again? What are those skills that you want to develop? What about the networking? Who's in your network, or who can you get closer to in your network based on where you are or the access that you have? Just what are those different opportunities? What more do you need from your job? I really was--so when I left corporate, I was actually in a recruiting role, and I managed recruiting for five offices for a public accounting firm up and down the East Coast, and I absolutely loved that job. I thought recruiting was a wonderful field to be in. It was fast-paced. There was a lot of travel, which I loved. I was able to work with a lot of young professionals and give career advice, and I really learned how--how 1. a company actually hires and develops and recruits and trains talent. I had a say so in it, and I was able to help drive strategy in terms of not only how they got talent but how the organization was able to get diverse talent. So I loved that job because I was able to add a lot of value and be a thought leader there, but I was also thinking about "What do I need to get out of my company? What do I need to get out of this job that will make me a better entrepreneur?" You know, more of an expert for my clients? And so I started, you know, asking to attend more conferences, one for networking, but also to develop more skills just in terms of the different sessions that were being offered at the conferences I was going to. Like, one conference I went to in Chicago was a women's conference, and there was a session on public speaking, which was great, because I wanted to do more public speaking. My goal was to become--to brand myself as a speaker. And with that being said, another opportunity for me was to do as many speaking engagements as possible. And so, you know, before I left, whenever a team member needed a speaker for a recruiting event, I always raised my hand to go. So I was able to go to different universities and, you know, do speaking engagements on, you know, any type of career development topic that they wanted the firm to offer, but I also kind of used that under my speaking toolkit and said "Hey, I was in front of this audience," right? And I was kind of building up my speaking brand as much as I could. So that's something to think about. What more can you milk from your current job or just from your current situation? And then I have three things to think about in terms of getting very serious about being more efficient in your business. I'll go ahead and name those three. The three areas are time management, fiscal management, and process management. So starting with time management. You will want to determine how much time you want to spend working in your business versus working in your day job, so keep in mind that you have family responsibilities, and just think about the way your schedule is now, whether it's family obligations, you know, work obligations, volunteer obligations, you really have to get tight with your schedule and know how much time you want to be working in your business, working your day job, and also working on your business, 'cause working in your business and on your business is different. So then in terms of--another piece under time management would be service, products, and offerings. How much time is it taking you to actually do or to put out the offer or to provide that service, you know, that you are monetizing your business off of? You know, for example, you know, thinking about building a course. I did a salary negotiation course last month on--well, I already said it - salary negotiation. But even though that webinar itself was only two hours long--it was about an hour and 45 minutes--whoo, y'all, when I tell you - there's so many steps that go into actually building out a course, and that I learned. So not only did I have to, you know, create the course, I had to create the outline, you know, figure out what the goals were. What did I want? And thinking about what I wanted my audience to walk away with. With all of that being said, you know, building out the outline, thinking about--doing the research, you know? Making sure I'm pulling in industry and relevant data to back my support, to back my findings, you know? Putting it into a PowerPoint or--I didn't use PowerPoint, I used Canva, but--putting it into a presentation template, putting together a workbook. You know, you have the copy that has to go out, and you have to send that out to your audience. So there's so many different steps, and sometimes we don't take into account every single step and, you know, every single moment we're spending to get these things done. So time management. Next is fiscal management, and this is the process that I kind of--that I do actually walk my coaching clients through for those that are looking to launch businesses or thinking about--or looking to scale their business. So fiscal management is the second one. You have to have revenue goals. You have to have revenue goals for your business. It's so key, especially if you're thinking about taking it from a side hustle to a full-time hustle. You know, that's nothing to play with. You want to make sure that you are continuing to bring in money and revenue for your business, so it is important to set some revenue goals, okay? And don't sell yourself short, you know? Also take into account the lifestyle that you want, that you are living, and, you know, one thing that I did is I actually wrote out a budget. I really thought about--or not thought about, but I outlined, you know, my expenses, how much money I am spending on bills, but not only fixed expenses but also variable expenses - food, shopping, entertainment, nails, hair. You know, as a woman, those things matter. We want to look cute. We can't be, you know, taking a discount on [laughs] on that, and so I've really had to think through "How much money do I need to be bringing in each month to keep the lifestyle that I want to live?" I was fully prepared to, you know, be okay with living less, you know, or spending less if I had to--maybe not getting my nails done for a bit, which I actually did stop doing for quite some time. But, you know, other things like that. You may have to make sacrifices, but either way you have to know those numbers. Know how much does it cost for you to live the lifestyle that will make you happy. Happiness is important. And then based on that, you will need to have revenue goals so you can bring in enough to support your lifestyle, right? Especially if you have, you know, a family and children, you will need more money than someone that is single. So you have your revenue goals. You will want to also break those down by services or the products that you are offering, so if your revenue goal is $10,000 and you have something that is--a product that is, you know, $100, you need to make sure that quantity that you're selling is 100, you know? So it's important to think about your revenue goals, break it down by service or products that you are offering, you know? Or maybe you have a multitude of different service offerings or different products, but break your revenue goals by each thing that you are offering. How many customers do you need to be bringing in for that said service or product? That way you also know how you need to be spending your effort in terms of marketing, where you should be marketing or who you should be marketing to. So the first was time management, second was fiscal management, and the third brings us to process management. You have to have systems and tools in order to scale your business. So I know I've mentioned that a couple of times, scaling your business, scaling your business, and some may say, "Well, what does that mean?" So scaling your business--I'm just going to read a definition that I found online, but it means setting the stage to enable and support growth in your company. It means having the ability to grow without being hampered. It requires planning, some funding, and the right system, staff, processes, technology, and partners. When companies scale, they add revenue at a faster rate than they take on new costs. A company that is scaling may gain 50,000 in new revenue, from which they spent only 5,000 on marketing automation tools, versus hiring someone and paying them a $50,000 salary to actually come in and do the work. So it basically means making sure you are operating at your most efficient capacity and capabilities. Scaling is something that is extremely important, especially if you are a company of one, you know? And maybe you don't have a large team in place. So it's important to think through how can you scale or grow your business, because if you are a company of one, you can't do it all. You may need to automate, put those systems in place and tools in place so that way you can get your time back and be able to spend it a little bit more efficiently. So anyways, when it comes to process management, you have to have systems and tools in order from start to finish. I recommend my clients actually write out the steps, write out the steps of an initial contact. So when a client is initially interested in working with you and they want to work with you, where do they go? What do they fill out? What do they complete? How do they get in touch with you? And having a process from the initial contact all the way to, you know, closing the deal or making that sale, providing the service, and then, you know, if there's any follow-up or things of that nature that need to happen post-providing that service, you want to make sure that you have all of those steps in order and think about what are the things that you may be doing over and over and over again that are a little bit recurring that maybe you can--that's something you can automate? What are some canned emails that you are--what are those emails that you are sending over and over again to your clients? So creating some canned emails. I think about, you know, the processes and how can I be more efficient in my business all of the time, and with process management, or for the systems I used, I have a task management tool I use called Trello. It's great. It helps me and my team really stay organized. Sometimes we work with up to 15 clients for, you know, the resume work that we do, and then from, you know, my agency, but then for the one-on-one coaching that I do where I take on about 15 clients, no more than 15 clients at a time, I have to stay organized with that. So Trello [for] task management. I use Dubsado for my CRM. Love, love, love my CRM. And then Google Drive. I am in Gmail. You know, [laughs] Google anything. Google Forms. I--listen... Google. Hey, Google, [laughs] put me on the team. But no, seriously, I use Google for everything. Those are the main systems that I use. The last thing I will say is that once you do make the leap, don't jump right into it. Take a break if you can. You know, take some time off from being in that corporate setting so you can just sit back and--I don't want to say sit back and relax, but just so you can take a breather, you know? We have the rest of our lives to work. You may feel like you want to jump right into it, but you definitely will want to take a break just to kind of get your mind in order and get it clear so that you can be more creative. The last thing that I'll say is make sure you also set some goals. 30-day, 60-day, 90-day goals at the minimum for your business. Be very intentional with that. How many? How much money do you want to work? Of course those revenue goals. How many clients do you want to bring in? Who do you want to--you know, where do you want to spend your money? You know, just being intentional about that and setting some goals. So I hope this was helpful. Like I said, this was all about just entrepreneurship, pursuing your full-time hustle or making your side hustle your full-time hustle. Hopefully you found this helpful. If you want to be your own boss, let me know. If you have questions about entrepreneurship, let me know. I'm happy to really just start exploring more and talking more about entrepreneurship as well as we continue to talk about career development. So that is all I have today for you all on The Link Up with Latesha. You can find me on social media, @Latesha_Byrd, and I will talk to you guys next time. Bye.  </itunes:subtitle>
      <itunes:summary>On the twelfth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, throws out some tips, tricks, and strategies for making your side hustle your full-time hustle. She also talks a bit about some of the tools and programs she utilizes that help maximize her efficiency at work.
Check out the book Latesha mentioned, The E-Myth Revisited, on Amazon!
Below is a list of programs and services that Latesha herself uses to run her business:
Scheduling: Calendly
CRM: Dubsado
Task Management: Trello
Client Storage: G Suite
Marketing: Canva, CreativeMarket
Accounting: PayPal, Bench Accounting
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twelfth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, throws out some tips, tricks, and strategies for making your side hustle your full-time hustle. She also talks a bit about some of the tools and programs she utilizes that help maximize her efficiency at work.</p><p>Check out the book Latesha mentioned, <a href="https://amzn.to/2Nd4Ng5">The E-Myth Revisited</a>, on Amazon!</p><p>Below is a list of programs and services that Latesha herself uses to run her business:</p><p>Scheduling: <a href="http://bit.ly/2pTldCm">Calendly</a></p><p>CRM: <a href="http://bit.ly/2BNIvMw">Dubsado</a></p><p>Task Management: <a href="http://bit.ly/31JJw33">Trello</a></p><p>Client Storage: <a href="http://bit.ly/2p5FMvy">G Suite</a></p><p>Marketing: <a href="http://bit.ly/2pVrcqc">Canva</a>, <a href="http://bit.ly/2PigyEC">CreativeMarket</a></p><p>Accounting: <a href="http://bit.ly/2qM9ru5">PayPal</a>, <a href="http://bit.ly/367Le1v">Bench Accounting</a></p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
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      <title>Tristan's Tip : Three Things Holding Up Your Job Search</title>
      <description>On the thirty-sixth entry of Tristan's Tips, our special guest Tristan Layfield covers three common mistakes you might be making that could be holding up your job search. Many of us apply to dozens upon dozens of jobs only to find ourselves still without an offer - be sure to adapt these points of advice into your job search strategy to help improve your chances!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</description>
      <pubDate>Thu, 24 Oct 2019 08:32:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Three Things Holding Up Your Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>135</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f514abda-f2a4-11ea-88c4-c776927051d6/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the thirty-sixth entry of Tristan's Tips, our special guest Tristan Layfield covers three common mistakes you might be making that could be holding up your job search. Many of us apply to dozens upon dozens of jobs only to find ourselves still without an offer - be sure to adapt these points of advice into your job search strategy to help improve your chances!Connect with Tristan on LinkedIn, IG, FB, and Twitter!Visit our website!TRANSCRIPTTristan: What is going on, y'all? It's Tristan Layfield of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week we’re going to discuss a few things that might be holding up your job search.Have you ever been or are you currently feeling stuck in your job search? Many of us apply to dozens upon dozens of jobs only to find ourselves still without an offer. Well there are 3 common mistakes that you might be making that could be the reason why you employers aren’t calling.The first thing is that you’re not clear on what you want. With the name of the game being tailoring, you have to be pretty clear on what you’re looking for. You can’t just take the same resume you’ve been adding to since college and send it to hundreds of jobs. That type of resume spamming very rarely ends in landing a role. On the flip side, if you narrow down what type of job you want, you can tailor your resume, brand yourself on LinkedIn, and ensure you’re communicating exactly what you’re seeking while networking.The next thing is that you’re applying to jobs you don’t want. Believe me I get it. Sometimes the job search is so rough and you just need a win so you start applying to jobs you don’t want to do. Odd are, if you know that, eventually the hiring manager will too. The last thing is that you aren’t being proactive. You’ve probably heard that the best time to find a job is when you don’t need one. While it’s cliché, it’s also quite true. Making connections and finding the right opportunity is easier when you don’t absolutely need it. You’re free to take your time to build relationships and vet out opportunities rather than making blind requests and taking positions that aren’t in alignment with what you want to do.A job search without a strategy is like throwing a dart with your eyes closed, sometimes you might get a bullseye but most of the time you’re just hoping for one. If you want to land a great role, you have you’re going to have put some action behind that hope.This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook at @layfieldresume or connect with me, Tristan Layfield, on LinkedIn!</itunes:subtitle>
      <itunes:summary>On the thirty-sixth entry of Tristan's Tips, our special guest Tristan Layfield covers three common mistakes you might be making that could be holding up your job search. Many of us apply to dozens upon dozens of jobs only to find ourselves still without an offer - be sure to adapt these points of advice into your job search strategy to help improve your chances!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirty-sixth entry of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> covers three common mistakes you might be making that could be holding up your job search. Many of us apply to dozens upon dozens of jobs only to find ourselves still without an offer - be sure to adapt these points of advice into your job search strategy to help improve your chances!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
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      <itunes:duration>298</itunes:duration>
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      <title>Millennials at Work (w/ Brittani Hunter)</title>
      <description>Zach has the pleasure of chatting with Brittani Hunter, founder and CEO of The Mogul Millennial, and they discuss how to go about effectively using your voice at work. They also talk about The Mogul Millennial platform in general, what she's looking forward to in the future, and what initially led her to its creation.
Connect with Brittani on Twitter and Instagram!
Check out The Mogul Millennial website and follow them on Twitter and Instagram!</description>
      <pubDate>Tue, 22 Oct 2019 11:08:00 -0000</pubDate>
      <itunes:title>Millennials at Work (w/ Brittani Hunter)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>134</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f530059c-f2a4-11ea-88c4-bba2e1e2538b/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach has the pleasure of chatting with Brittani Hunter, founder and CEO of The Mogul Millennial, and they discuss how to go about effectively using your voice at work. They also talk about The Mogul Millennial platform in general, what she's looking forward to in the future, and what initially led her to its creation. Connect with Brittani on Twitter and Instagram!Check out The Mogul Millennial website and follow them on Twitter and Instagram!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and again, look, y'all know what we do. We have incredible guests all of the time. Now, this guest is pretty interesting, because, you know, as I've been--as we. Shout-out to Ade, shout-out to Sheneisha, shout-out to Tiffany, shout-out to Tara, shout-out to Taylor, shout-out to Tristan, you know what I'm saying? These are all sounding like random names, but these are all people that actually I work with on Living Corporate. Shout-out to Amy, okay? I see you. We have all--as we continue to really build out Living Corporate, folks, there's one name that continues to come up. Like, "Have you talked to this person? Have you talked to this person? Have you talked to this person?" And I'm like, "Yes, I have. Yes, we've made a connection. Yes, we still need to interview. Yes, but I do know who that is," and it is this individual, and this person is a LinkedIn Top Voice. They're an entrepreneur. They're a writer. They're an educator. They're a public speaker. They're a mover. They're a shaker, you know what I'm saying? They're a snatcher of edges, you know what I'm saying? They out here is my point, and this person is Brittani Hunter. Brittani, welcome to the show. How are you doing?Brittani: I'm doing really good. Thanks for having me.Zach: No, no, no. Thank you for actually being on the show. In fact, let me go ahead and just--just a very modest, you know what I'm saying, cheer, just to welcome you, you know what I'm saying? [cheers sfx] Nothing too crazy. Just something to kind of get us started. For those of us who don't know you--I know I kind of gave a little bit, but would you mind telling us a little bit about yourself?Brittani: Yeah. So like you mentioned earlier, I'm an entrepreneur and also a LinkedIn Top Voice. I am also a proud HBCU grad, so if you went to PVAMU, shout-out to you. I am based here in Texas, Dallas to be exact, and I've been in the entrepreneur space for about 3.5 years, but full-time since January of this year. So January of 2019.Zach: Okay, now, wait, you're not gonna shout-out your HBCU?Brittani: I did. You didn't hear me? Prairie View A&amp;amp;M University. So PVAMU. ["ow" sfx]Brittani: [laughs] Yeah. It's the best HBCU in my opinion, so yeah, shout-out to you if you are a PV grad as well. Zach: Shout-out to the HBCUs. It's so funny, 'cause, you know, no one ever goes, "Shout-out to the PWIs!" But, you know, it's cool. Shout-out to education, and definitely shout-out to HBCUs. My dad went to Jackson State, and my mom [was Miss?] Tougaloo back in the day, you know what I'm saying? Yeah, I came from good stock is what I'm trying to say. [jokingly] You're not the only person out here flexing in your complexion, that's all. Okay, so look, today we're talking about using your voice effectively. You talked about being a LinkedIn Top Voice. First of all, what does it mean to be a LinkedIn Top Voice?Brittani: So every year, LinkedIn, they'll select people that currently use the LinkedIn platform--hence the name LinkedIn Top Voice--and what it is is people that they recognize that are making an impact through the platform, and so an impact on the platform through their content. So yeah, to become a LinkedIn Top Voice essentially means that you're recognized as someone who has influence and a heavy impact on the users, on the thousands and millions of users that are on LinkedIn.Zach: Let's talk about you being selected. Like, what did that process look like?Brittani: It was actually a surprise. So I was literally at my old 9-to-5, um, not doing work, checking my personal email on my phone, and I saw that I had an email from one of the editors. And so LinkedIn has several editors that specifically focus on different subjects, and so the editor reached out and was pretty much saying that they love all of my content, that they, you know, on the back end they've been seeing how much engagement and all the high impressions that my content has been getting, whether that was my blog content--'cause, you know, LinkedIn has the publishing platform that you can publish blogs on. So whether it was that or just my normal, you know, short-form or long-form posts, and they were wanting to see if I was interested in being a part of their LinkedIn Top Voice selection. And so it was pretty much--that was really it. They required for me to write a post, so once they released the list of all of the LinkedIn Top Voices in the different categories--and by the way, I was selected in the category for Management and Culture. So yeah, once they released the article with everybody that was selected, they also released a series of articles from each LinkedIn Top Voice that was selected.Zach: That's really, really cool. You know, what's really interesting about what you shared is that, you know, you said you weren't even expecting it. You were just doing what you were doing, and then it just happened, right?Brittani: Yeah. A lot of people think that there is, like, some type of formal application or if you, like, reach out to someone that works at LinkedIn that you can get it, but it doesn't work like that. If you just keep doing what you're doing and just be focused on--and you're just, like, focused on actually putting out great content, then you'll be noticed, and if you're lucky they'll select you as a Top Voice.Zach: You know what? I just--I just think it's really incredible, and like I said from the top, everybody that I talk to, as I've been talking about Living Corporate, they're like, "You know, you really need to talk to--have you talked to anybody from The Mogul Millennial?" And I'm like... but it's just been, like, an ongoing conversation, and, you know, since then, and really frankly to this day, I'm just really excited that we were able to make this connection, you know what I mean? [to this day sfx]Brittani: Yeah. [laughs] I love the soundbites. I love it, I love it. Zach: No, I appreciate. So look, on your platform you share real talk, right? So the latest piece that I personally read was about black leadership at Fortune 500 companies being at its lowest, yet black celebrity partnerships are booming--and it's so interesting because, at the time of this recording, of this podcast, you know, Jay-Z just announced that partnership that he has with the NFL for the social justice movement thing. Anyway, in it you assert that while exploring the direct and subtle implications of that fact, right? So basically you go into it, right? A lot of your pieces do this, where you have, like, this fairly, like, strong initial statement, and then you really go into the nuances and the implications of whatever you stated, right? As black creatives who are focused on content centered around business, I think there's a line we have to decide when we're going to, like, not cross, right? Like, and show how honest or raw that we're being. What has that journey looked like for you specifically and how you've balanced, like, discomforting truths with managing a brand that extends far beyond your family and close friends?Brittani: Yeah. So I think, for me, what I just try to, like, you know, work at towards every day is just, like, living my truth. When you're not living your truth, you know, you're the one that's mostly impacted, and so whether that was--you know, whether that's me right now as an entrepreneur or me back when I was working the traditional 9-to-5 in the workplace, I'm not going to downplay, you know, what I think or try to sugarcoat, like, my thoughts and my feelings because of someone else, and so I think it's important that when we speak on our truths it also empowers other people to do the same. So specifically through Mogul Millennial, I like to have those types of conversations and so that way, you know, the issue at hand isn't ignored or it's not--you know, it's not watered down.Zach: And so how do you feel like that philosophy could be applied to, like, black and brown professionals in their day-to-day jobs and how they use their voice?Brittani: I think, you know--it's funny. So it makes me think about--like, a really quick story. When I was working at one of my last 9-to-5s, it was a predominantly white workplace, and one of my coworkers who was black, she would just, like, literally turn her personality all the way off, even from, like, the foods that she ate.Zach: Wait. Whoa, whoa, whoa. Hold on. Whoa, whoa, whoa. [record scratch sfx] What you mean the food that she ate?Brittani: Yeah! So she wouldn't eat things like chicken in the office or really be, like, really careful on the types of fruit that she would eat.Zach: The types of--oh, so she wouldn't eat, like, a banana is what you're trying to say?Brittani: That, watermelon. You know, like, the traditional, like, things--[haha sfx, both laugh] Yeah, like, you think about, like, black people, and it was weird. So we would have, like, potlucks at work, and if people brought chicken she would say that she was allergic to chicken, but she loved chicken.Zach: She would say that she was allergic to chicken?Brittani: Yeah. It was like, "Girl, why are you doing this? Just be yourself and people will like you for it," you know?Zach: Can we have, like, a real conversation about this though? Okay, so I was talking to my--my wife and I were talking about this. We talk about this often, and Dave Chappelle did a whole stand-up skit about it, but you know how, like, just racist--anti-black racism is so lazy. So it's like, you really think that chicken and watermelon are, like, exclusive to black people? Do you know delicious watermelon is? Do you know how delicious chicken--like, do you know how many cultures enjoy chicken? We all love chicken. Mm-mm-mm-mm-mm. So she would not eat watermelon. She would not eat bananas. Bananas are--you know, they're a lot of sugar, so if you're watching your weight and you're trying to, you know, kind of cut down on your calories, I can understand--Brittani: Yeah, the carbs and everything. Yeah, I get it, but, you know, from that to, you know, purposely not listening to music that she wanted to in her own personal office.Zach: She had a personal office?Brittani: Yeah. It was just crazy. Like, do what you want to do. Like, be yourself. And so she would say all of the time, like, "Well, Brittani, you're gonna listen to this type of music in the office?" Yes. This is my office. You know, I've earned my role. I'm just as qualified as the next person, and I'm not gonna feel uncomfortable at work and not do things that are true to myself, but the person next to me is, just because we're two different skin colors, come from two different backgrounds, and, you know, upbringings. You know, it doesn't mean that they can do something that I can't. And so one of the things that I learned is that, you know, when you're true to yourself, people, they like the real you. They want to know the real you. You don't have to whiten it to be accepted. So yeah, I highly encourage people in the workplace to not, like, you know, whiten or change who they are just to quote-unquote "fit in," because, you know, people can recognize bull**** and they know that it's not the real you anyway.Zach: That's right. Now, look, this is a clean podcast, but, you know, I respect you, you know what I'm saying?Brittani: Oh, I'm sorry.Zach: No, no, that's okay, but when you said it I was like--[Metal Gear Solid surprised sfx]--you know what I'm saying? Like, "Okay, wait." But no, no, you're absolutely right, people can recognize it, and you just want to be yourself, you know? It's interesting. We had a conversation on Season 1. It was, like, our first episode, with Fenorris Pearson, who was--he was, like, an executive with Motorola and Dell, and he talked about the fact that he went on this plane ride, right, with, like, this very senior white executive, and he said, "Look, we can tell when y'all are putting on airs, and, like, it's fake." Like, "We hate that. It's annoying. We can see right through it. It's awkward. It's clearly not authentic," right? Now, I don't want to shame anybody, because we've been classically--we've been conditioned to put on coverings and participate in respectability politics as a means of survival, so I'm not shaming anybody for doing those things, but at the same time--not but, and we also live in a time when, look, you have a voice. Use it and be yourself, right? Like, if you want to listen to Rick Ross, you know what I'm saying, do that. You want to smoke a Black and Mild on your smoke break? Go ahead and do that. Like, nobody's gonna stop you. Like, it's okay. It's all right. Maybe not a Black and Mild. [both laugh] I'm trying to think of the last time I've seen somebody smoke a Black and Mild, like, in a work setting.Brittani: Oh, God. I don't think I've ever seen that. That's funny.Zach: Like a 'rillo. That'd be like, "Ooh, what's going on?" [both laugh] No, no, no, but anyway, let's talk a little bit about Mogul Millennial, right? You've talked about the fact it's been going on for three years. What have you been most proud of so far, and what are you looking forward to most in the next, like, six to twelve months?Brittani: You know, when I think about, like, everything that I've experienced in these three years, the thing that I am mostly proud of was getting out of my [?] and realizing that I literally cannot do everything. At my last job, I was--I've always been in management roles, so I'm used to being, like, head over something, you know?Zach: Hold on a second. So wait, wait, wait. You said you've always been in management roles?Brittani: Yeah.["ow" sfx]Zach: Okay, I got you. Keep going. Brittani: [laughs] Yeah, so when I started, you know, The Mogul Millennial, it was, you know, just, like, a side project in the beginning since I couldn't dedicate all of my time and resources to it, but yeah, once I decided that I was gonna go full-time with it, I knew that, "Okay, well, Brittani, you can't, like, grow this company. You can't, like, really be as profitable as you want to be, and you're doing everything." So you're doing all of the social media. You're writing all of the blog posts. You're the one trying to pitch yourself and your company to different brands and partners, so you can't do it all, or you can but it's not gonna be really worth anything, or it won't be as good as it could be and as impactful as it could be. And so I really didn't want to at the beginning, I decided to put out a post asking for help, and once I did that, like, our traction increased. I felt like the content got better because we just had, you know, more diverse opinions and thoughts from--like, black millennials literally all over the world were contributing, and so I think that's what I've been most proud of, you know, recognizing that I don't know everything, and that's fine, 'cause now I have people that help me out day-to-day that are so much more better at certain things and more knowledgeable on certain topics, and I've learned a lot as well from those people.[straight up sfx]Zach: No, I feel you. Like, it's tough when, you know, you're at a point, you're grinding, and you feel like you're doing everything, right, like, to the point you're just at your wit's end. You're looking at 'em like ["what more do you want from me?" sfx] You know? It's just like, "I can't." Like, "I have to reach out." That's really important. So, you know, you not only used your voice to create your platform, but you used your voice to extend and expand your platform, 'cause you had to actually use your voice to ask for help.Brittani: Mm-hmm, absolutely. So right now--it was crazy, 'cause when I put out the first post--so since I'm... I have the highest, like, influence on LinkedIn, so, you know, I went to what I know I'm good in. So I put a post on LinkedIn, and literally within the first, like, two weeks, we had over 150 people who were like, "I want to write!" And it was so overwhelming. So between--and remember, I was still working at my 9-to-5. So in-between meetings, like, literally as I was going to, like, meetings, either, like on-site at my job or off-site, or during my lunch break, anything--on the way to the restroom, I was having interviews with these people. 'Cause some people, you know, I had to--I wanted to be accommodating as well, 'cause I wanted to help, and so yeah, it's been good. It's been really good.Zach: So what does it look like, right, to continue and build out this platform, and--actually, let me take a step back. What did it look like when you actually left your full-time job? Like, what did that conversation look like?Brittani: So I had actually planned to leave and was really strategic. So I--I think you and I had talked before and I mentioned that I lived in Houston for a short period of time.Zach: For a little bit of time, yeah.Brittani: Yeah. So originally I'm from Dallas, and I went to school at PV, which is by Houston. Went to PV, came back to Dallas, and was working at a university that's, like, north of Dallas in a small--well, not small... well, yeah, small, but it's [?]. So I was working there at UT Dallas and I remember being approached by my boss's boss--well, no, my boss's boss's boss. So, like, three people above me, to work at the property at the University of Houston, and I denied them, like, three or four times, because the pay wasn't right and I was like, "No, you're not gonna pay me [?]," and I have to move and uproot my life, and so eventually we negotiated back and forth. I got the rate that I wanted plus more, and we--and so yeah, I specifically took that role because I knew that I wanted to quit within a year so that way I could work on Mogul Millennial full-time, 'cause we were doing really well with the site, and so--so yeah, I literally only took the promotion--well, it was like a lateral promotion, so it was the same role but different duties. Zach: But you had got that [cha-ching sfx].Brittani: Exactly, exactly. Making extra money, so I took it knowing that, "Okay, well, I can save money even faster and, you know, quit and be way more financially comfortable."Zach: I got you. So you were, like, kind of scheming on the low, but, like, you know, for yourself though.Brittani: Yeah. I mean, they do it all of the time with us, with [?]. So I had no regrets, no shame. [laughs]Zach: Oh, no, no. Hey, I'm not shaming you, I'm just chuckling 'cause, you know, you negotiated that deal and you're in the background, you know, you're shaking his hand and you're talking about ["hehehe" sfx, both laugh]Brittani: Yep. So no, like, I literally stayed, like, long enough as well. So the year was special because, you know, within a year you can really do--if you're dedicated and persistent you can do some really good damage--well, not damage, but some good improvement. Zach: No, you said what you said. It's okay. [both laugh]Brittani: And then also with the relocation fee, you know, that's why it's important that you read everything. I read in the contract for the relocation [?] I was given that you need to stay for a year. So yeah, I left within a year, and then--so it really just looked like, you know, within that time period for me working at the other location in Houston, was to just save and grow my team, and then also focus on, like, upcoming products and plan out different projects that we're gonna actually be releasing this year, so I'm really excited about that, but it was a lot of hard work. So at my last company I was literally working, like, sometimes, like, 60, 70 hours a week, 'cause I worked in a very busy industry, but at the same time, you know, having a team was really helpful, and then I just worked crazy hours on the weekends, on my lunch breaks, before work, things like that.Zach: That's a blessing. It's a blessing to find folks who are, you know, engaged and willing to support, right? You know, I think we probably need to have you back just around, like, the principles of building a team and getting started, because I think a lot of times, and I'll say this for podcasting, podcasting is notorious for people, like, starting off really big with a splash and then being done after, like, 2.5 months, because the load of, like, getting content, researching, producing, it can get, like, tiring over time, so, like, a lot of podcasts don't even last a year, you know what I'm saying? Let alone--Brittani: It's a full-time job.Zach: It's a full-time job, and so, you know, it's tough. So that's incredible. I'm so excited. I'm so thankful that you've been able to be on this, on our platform. Now, look, again, Brittani, you're the first LinkedIn Top Voice that we've had on Living Corporate. How does that make you feel?Brittani: You know what? It makes me feel good, but it won't be the last. I believe in you guys.Zach: Ow! Had to do my own Cardi B "ow," goodness gracious. Thank you so much, I appreciate that. And, you know, I've gotta give you a Flex bomb just because you've been dropping casual just--[Flex bomb sfx] It's just ridiculous. Like, it's just incredible, but, like, I'm just so thankful that you're able to be here. Before we let you go, any parting words or shout-outs?Brittani: Yeah. So of course shout-out to my team. My editorial assistant, Alex, she came up with the name Mogul Mob and I love it, so shout-out--Zach: Oh, The Mogul Mob? Yeah, Mogul Mob be up in that WordPress putting content together like [Cardi B "bratbratbratbrat" sfx] You know what I'm saying? We out here.Brittani: [laughs] Yeah, so shout-out to them. They are all amazing, even--like, in their own individual lives they do so many great things, from being startup entrepreneurs, small business owners, freelancers, et cetera. Corporate bosses. They are just amazing. But the only other thing that I want to also shout-out or mention is that we gonna be launching our own online course platform through Mogul Millennial. It's called Mogul Genius, so look out for that. It will be released to a private group of people in October, but after that we'll be releasing it to the general public, so yeah.Zach: Look at you. Come on, now. Well, first of all, again, you know what, just shout-out to y'all. I've gotta go ahead and drop these air horns right here--[air horns sfx]--for The Mogul Millennial and, you know what, for Brittani Hunter. Thank you so much for being on our show. Y'all, that does it for us on the Living Corporate podcast. Make sure you check us out on Twitter @LivingCorp_Pod, on Instagram @LivingCorporate, and on our website at living-corporate--please say the dash--dot com. Now, look, if you have any questions or any shout-outs you'd like to place on the show, you can contact us through the website or you can email us at livingcorporatepodcast@gmail.com, or you can just DM us 'cause the DMs are wide open. Now, look, you can check us out online if you just Google Living Corporate. We're at all of the domains. Brittani, do you know we have every single Living Corporate variation besides Living Corporate dot com?Brittani: That's a smart way to go. A lot of people don't do that. I'm so glad that you do so somebody [can't?] steal it.Zach: Thank you. So we've got livingcorporate.net, livingcorporate.tv, livingcorporate.org, but we don't have livingcorporate.com because Australia has livingcorporate.com. They've got, like, some apartment renting company out there.Brittani: Oh, my God.Zach: I'm saying, right? Now, look, one day though the brand is gonna be brolic enough we're gonna go and we're gonna get that domain. I just don't know when that's gonna be, but it's gonna happen. I'm speaking it.Brittani: They'll [?] forget to pay their renewal.Zach: They'll mess up. Yeah, real talk. Playas mess up, and they'll mess up too. [both laugh] You know what I'm saying? We've talked about Australia a little bit. I'm really trying to be careful 'cause I don't want to create no international beef, but I very much so do want the domain, so I'm trying to figure out, like, what the best strategy is. Maybe you and I could have a conversation offline about that.Brittani: Yeah, yeah. I could tell you a story about that. Zach: [laughs] All right, y'all. Well, look, this has been Zach Nunn, and you've been listening to Brittani Hunter, CEO and founder of The Mogul Millennial. Until next time. Peace.</itunes:subtitle>
      <itunes:summary>Zach has the pleasure of chatting with Brittani Hunter, founder and CEO of The Mogul Millennial, and they discuss how to go about effectively using your voice at work. They also talk about The Mogul Millennial platform in general, what she's looking forward to in the future, and what initially led her to its creation.
Connect with Brittani on Twitter and Instagram!
Check out The Mogul Millennial website and follow them on Twitter and Instagram!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach has the pleasure of chatting with <a href="http://bit.ly/35YwNfZ">Brittani Hunter</a>, founder and CEO of <a href="http://bit.ly/2BzZ5j7">The Mogul Millennial</a>, and they discuss how to go about effectively using your voice at work. They also talk about The Mogul Millennial platform in general, what she's looking forward to in the future, and what initially led her to its creation.</p><p>Connect with Brittani on <a href="http://bit.ly/2p70uuT">Twitter</a> and <a href="http://bit.ly/2oTDZtq">Instagram</a>!</p><p>Check out The Mogul Millennial <a href="http://bit.ly/2BzRwJi">website</a> and follow them on <a href="http://bit.ly/2PaxeOk">Twitter</a> and <a href="http://bit.ly/2PbwlVQ">Instagram</a>!</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1559</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>The Link Up with Latesha : Mental Health Day at Work</title>
      <description>On the eleventh entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about how to take mental health days at work, what that actually means and looks like, and the benefits of doing so. According to a 2018 Glassdoor study, the average American only takes about 54% of their available time off in the previous 12 months - don't hesitate to take yours!
You can read Latesha's interview on Forge!
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</description>
      <pubDate>Sat, 19 Oct 2019 09:41:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Mental Health Day at Work</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>133</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f54d8d6a-f2a4-11ea-88c4-871b0378ffc8/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the eleventh entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about how to take mental health days at work, what that actually means and looks like, and the benefits of doing so. According to a 2018 Glassdoor study, the average American only takes about 54% of their available time off in the previous 12 months - don't hesitate to take yours!You can read Latesha's interview on Forge!Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBVisit our website!TRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha on Living Corporate. This podcast is for young professionals that need some real advice, tips, and resources to navigate corporate America and dominate their career. If you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you are in the right place. I'm your host, Latesha Byrd. How are y'all doing today? I hope that you have had a wonderful week. It is pretty cold here in Charlotte, North Carolina, where I am. It seems that we went straight from summer to winter. So--[laughs]--no cutesy letter jackets, no. You know, we're straight winter coat, peacoat with the scarf and gloves mode, so hope you all--if you love the cold, love the winter, good for you, but I am definitely missing the heat. Anyways, today we are talking about something that is extremely, extremely important, and this is on thinking about our mental health at work and doing what is best for us to make sure that we are really, you know, taking control of our mental health and making that a priority. I was recently asked to be interviewed for Forge. If you are unfamiliar with Forge, it is a personal development publication by Medium. It's pretty cool. Check it out. Forge. And the topic was how to ask for a mental health day. You know, we just celebrated or recognized Mental Health Awareness Day, and so I thought it would be a great idea to just share of the tips and go into a little further detail about, you know, the conversation that we had and some of the things that were actually discussed. And I think that now in 2019, you know, we are understanding, or more so normalizing, you know, the conversation around mental health, you know? It has been a stigma in the black community that if you are going to therapy or if you are depressed or if you are dealing with mental health issues, then, you know, something is wrong with you, right? But, you know, I just started going to therapy this year. It has completely, completely changed my life. I have learned to really build a relationship with myself, and it's allowed me to be a better coach, a better businesswoman, a better friend, a better mentor, a better boss and leader and all of the above. So mental health is something I'm really passionate about, especially as we think about how our mental health affects how we actually show up in the workplace. So I wanted to share just some stats with you all, talk about how to actually take mental health days, what that actually looks like--like, what that actually means and the benefits of it. So I was reading an article on CNBC, and it said that among Americans that are currently employed, 13% say they plan to take a quarter of their vacation days or fewer this year - according to a poll of nearly 2,600 U.S. adults conducted by Bankrate, which also finds that 4% of Americans aren't planning to take any vacation at all, even though their employers offer it. Another stat that was shared from Glassdoor in 2018 was that the average American only took about 54% of their available time off in the previous 12 months. I want you all to take your PTO. Please. You don't have to go on a vacation to take time off. This is where these mental health days can come in. Our mental health is just as important as our physical health. When you think about your mental health, there's a few things that go into that: anxiety, right? That is something that I have had to really try to overcome, especially as an entrepreneur. Stress. That leads to burnout, you know? And it's not just about at work, you know? Dealing with this at work. You know, especially for women, we are the caretakers. We are taking care of everybody, our kids, our parents. Who's taking care of us? It's funny, I was actually scrolling on Instagram this morning, and I saw a really, really interesting quote, and it said, "We expect women to work like they don't have children and raise children as if they don't work." So women, you know, I know we are Superwoman. We play Superwoman really, really well, but we have to take those days off for our mental health. Now, in terms of thinking about your mental health, you know, it's important to understand where the burnout, where the stress--where it's coming from and what may be depleting your energy. For me, I've really started to focus on managing my energy versus managing my time. So I know when I'm best during the day and when I'm not, and I will structure my work around those times where I have the most energy, or the least energy. So if it's something that is requiring a lot of creativity, some innovation, a lot of critical thinking, I will do--I will work on those things when my energy is at the top top top, and I'll save some of those lower-level thinking activities [like], you know, doing administrative work, for when I have, you know, lower energy. It's also important to know what work you're doing maybe that's causing some of the stress. How can you prioritize your work, you know? Is it certain people you're working around? That can be contributing as well to depleting your energy. It's important to understand, you know, the sources and where that is actually coming from. I am not, you know, a mental health professional, so it is important to--you know, I always recommend, again, therapy. Talk to a therapist, you know? Talk to a professional that can help you get, you know, the resources that you need to figure out where it's coming from and how to overcome it or, you know, just how to, you know, live more energetically, especially, you know, as we're thinking about the workplace. So, you know, coming back to the topic of taking a mental health day. I just want to make this clear. Your company is not obligated to know that you are taking a mental health day. To be honest, I don't really think it's any of their business. Now, if you have a very close relationship with, you know, your boss or your manager, and they're extremely supportive, and everyone talks about mental health and they really, really value mental health, yeah, maybe then it's worth a conversation, but you don't need to feel obligated. You can just say that you need to take a day off. If you are in a workplace where, whenever you take a day off, you know, they go, "Well, why do you need to take a day off? What are you doing?" Like, what? Mm-mm. I'm not here, so why are you asking? [laughs] So understand that taking a day off, you're not obligated to tell them, you know? That is up to your discretion, but I will say is that you need to take time off to recoup. Understand the PTO policy for your company. You know, as I shared those stats, a lot of us don't take time off. We also don't take--we don't max out on our time off. Now, if your company has a "use it or lose it" policy I'm gonna need you to use it, [laughs] but it is important to know "If I don't use all of my PTO by this day, will I run out of PTO?" Or I guess not run out, but will it not roll over to the next year? Some companies will let you roll over your PTO to maybe the next fiscal year if you don't use it. Sometimes that amount is capped as well. So definitely understand that, and then just start (booking?) time off regularly. I think something that holds us back from taking time off is that we feel like we have to go on a vacation. Like, we only take time off if we are going out of town, if we're going somewhere, and then we say, "Well, I don't want to spend money," you know? Taking time off could just be sitting at the crib--[laughs]--sitting at the crib not doing anything. Sometimes, you--like, vacations are great, right, but man, y'all know that time when you... sometimes you need a vacation from the vacation, you know what I'm saying? So sometimes vacations are great--well, not sometimes. Vacations are great, you know? It's great to get away, to get out of where you currently are and try something new, new experiences, you know, immerse yourself into a new culture, but I'm telling you, that transition period from coming back from vacation to getting back into the workplace can be a little bit challenging. But all I'm saying is it is good to just take time off and really not do anything. Just schedule days where you just stay at home or where you just don't do much of anything at all. You know, I recommend to set some restrictions for yourself. When you decide to take a day off--no vacation, maybe you're staying at home, but you're taking that mental health day. Don't set up any meetings, don't set up any calls--unless it's, you know, maybe with an old friend or with a family member that you just love and you want to catch up with. Maybe a little grocery shopping here and there if you must, but relax and rest as much as possible. Catch up on your shows. Listen to music. Read a book. Go to a museum. Go to a park. Walk around a park. If you live near a lake go to a lake, or, you know, maybe you could just lay up on the couch and watch your favorite movie with a bottle of red wine. Just do something that doesn't require a lot of energy. Taking that time away will allow your brain to also recoup. You'll see that once you take time off you will come back to work even more productive, you know? Maybe your creativity, your innovative ways of thinking have been a little bit stifled. This is where that taking the time off and not doing anything and giving your brain will help you to come back even stronger. Now, this tip is super important, and that is setting boundaries. Set boundaries with your coworkers. When you are off, they should not be calling you, okay? They should not be texting you. It's important when you're taking time off to just make sure that your work is handled beforehand, having--if you must, you know, have conversations with those that can maybe pick up work for you or just let everyone know--not everyone, but let the right people know where you are with your work, what needs to be done, who needs to contact who, who you're waiting to hear back from, et cetera. You know, it's important to be a little bit more proactive, 'cause you don't want to come back from your day off and then, you know, everything's on fire. So you can be as proactive as possible, that way you can also make sure that things are taken care of while you're gone so you won't have to deal with calls and emails and texts--and if I were you, I would not even respond to them anyways. [laughs] A little bit harder for me since, you know, I run my company and my team needs me all of the time, but I do tell them when I go out of town or if I'm taking a day off like, "Hey, I am off work. If it is not an emergency--if anything is not on fire, please don't call me. Put it in an email. I will get back to you when I can, but other than that..." And they have been great with respecting those boundaries, but you will need to set some boundaries, you know, not only with your coworkers, but also with yourself, you know? So don't do too much where you're exerting a lot of physical energy either. Really, just relax. We're in this society where we feel like we need to be productive all of the time, right, and our productivity and what we achieve is tied to how we identify success, but understand that taking that time off for you will allow you to come back even better. So I hope that this helped. If you want to check out the piece by Forge on Medium, you can find it on my social media - @Latesha_Byrd. So that's all I have for you all, so have a great, great week, and I will talk to you later. Bye!</itunes:subtitle>
      <itunes:summary>On the eleventh entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about how to take mental health days at work, what that actually means and looks like, and the benefits of doing so. According to a 2018 Glassdoor study, the average American only takes about 54% of their available time off in the previous 12 months - don't hesitate to take yours!
You can read Latesha's interview on Forge!
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB
Visit our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eleventh entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, talks about how to take mental health days at work, what that actually means and looks like, and the benefits of doing so. According to a <a href="http://bit.ly/2BC0aXP">2018 Glassdoor study</a>, the average American only takes about 54% of their available time off in the previous 12 months - don't hesitate to take yours!</p><p>You can read Latesha's interview on <a href="http://bit.ly/2pvBcGL">Forge</a>!</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p>Visit our <a href="http://bit.ly/2JyhwbD">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>1091</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Tristan's Tip : How to Tailor and Strengthen Your Cover Letter</title>
      <description>On the thirty-fifth installment of Tristan's Tips, our special guest Tristan Layfield adds to some of the previous tips he's given us on cover letters by discussing three tips to help tailor and strengthen your cover letter. Unlike resumes, cover letters provide an area to get a little bit more creative, so use that to your advantage to make a lasting impression!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Check out our website by clicking here: Living Corporate</description>
      <pubDate>Thu, 17 Oct 2019 10:05:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : How to Tailor and Strengthen Your Cover Letter</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>132</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f56d0c9e-f2a4-11ea-88c4-c3fe0fdb5d58/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the thirty-fifth installment of Tristan's Tips, our special guest Tristan Layfield adds to some of the previous tips he's given us on cover letters by discussing three tips to help tailor and strengthen your cover letter. Unlike resumes, cover letters provide an area to get a little bit more creative, so use that to your advantage to make a lasting impression!Connect with Tristan on LinkedIn, IG, FB, and Twitter!Check out our website by clicking here: Living CorporateTRANSCRIPTTristan: What is going on, y'all? It's Tristan Layfield of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week we’re going to add to some of the previous tips I’ve given you on cover letters by discussing 3 tips to tailor and strengthen your cover letter.Similar to your resume your cover letter should be tailored for each position you’re submitting it to. Since I know most people hate writing cover letters, that’s easier said than done. So I wanted to provide a couple of tips to make tailoring and strengthening your cover letter a little easier.First, use portions of the job description. If you want to get a job, you have to be able to talk to the talk. Take the time to identify and incorporate keywords and phrases from the job description to you ensure you’re speaking their language. Often times you can pick up on which points relate to your experience just by reading the job description.Next, try to tie in the company’s mission or core values. Doing this shows that you’ve done your homework. That you’ve researched and you understand WHY you want to want for this company or organization. It also displays how your skills and experience fit into the larger context of the organization and by proxy how YOU fit into the company or organization.Lastly, try to tell a story. The path you took to gain the relevant skills for this role is unique which is a selling point for you. Use your highlights and accomplishment to build a compelling narrative showcasing how your interest in the role or company came about. Just be careful not to go too farin-depth.Unlike resumes, cover letters provide an area to get a little bit more creative so use that to your advantage to make a lasting impression.This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, twitter, and facebook at @layfieldresume or connect with me, Tristan Layfield, on LinkedIn!</itunes:subtitle>
      <itunes:summary>On the thirty-fifth installment of Tristan's Tips, our special guest Tristan Layfield adds to some of the previous tips he's given us on cover letters by discussing three tips to help tailor and strengthen your cover letter. Unlike resumes, cover letters provide an area to get a little bit more creative, so use that to your advantage to make a lasting impression!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
Check out our website by clicking here: Living Corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirty-fifth installment of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> adds to some of the previous tips he's given us on cover letters by discussing three tips to help tailor and strengthen your cover letter. Unlike resumes, cover letters provide an area to get a little bit more creative, so use that to your advantage to make a lasting impression!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p>Check out our website by clicking here: <a href="http://bit.ly/2JyhwbD">Living Corporate</a></p>]]>
      </content:encoded>
      <itunes:duration>290</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Cognizant Leadership (w/ Maureen Greene James)</title>
      <description>Zach welcomes Cognizant's Maureen Greene James to the show, and she shares what she thinks are the biggest frustrations in the diversity and inclusion space today. In addition to speaking about her unique role as an inclusion leader who's jointly focused on leadership development, she also offers up three points of advice for executives looking to create an inclusive workforce.
Connect with Maureen on LinkedIn and Twitter, and check out Cognizant's website, Twitter, and Instagram!
Check out our website by clicking here: Living Corporate</description>
      <pubDate>Tue, 15 Oct 2019 08:57:00 -0000</pubDate>
      <itunes:title>Cognizant Leadership (w/ Maureen Greene James)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>131</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>Zach welcomes Cognizant's Maureen Greene James to the show, and she shares what she thinks are the biggest frustrations in the diversity and inclusion space today. In addition to speaking about her unique role as an inclusion leader who's jointly focused on leadership development, she also offers up three points of advice for executives looking to create an inclusive workforce.Connect with Maureen on LinkedIn and Twitter, and check out Cognizant's website, Twitter, and Instagram!Check out our website by clicking here: Living CorporateTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate. Now, look, you know what we do, right? I come on here, I say, "What's up, y'all?" And I say it in this smooth way, right? And then I say we're a platform that amplifies the voices of black and brown people at work, but just for those of you who don't know, we are a platform that amplifies the voices of black and brown people at work. Now, if you're new to the space you may say, "Well, how do you actually do that?" Let me tell you how we do that. We do that by having pointed, accessible, and real, authentic interviews with black and brown executives, leaders, movers and shakers, influencers, public servants, educators, activists, creatives, artists, you know what I'm saying? With everybody. And we also interview non-black and brown folks too, for those who are fragile and feel not involved. We got y'all too. You're welcome as long as you are an advocate for black and brown people. And so, look, we do this, and today is no different. We actually have a great guest like we do every episode, but I'm saying this episode really for real. 'Cause sometimes I have a guest and y'all send me messages like, "Okay," but no, but really, this time a super, super dope guest. Our guest is Maureen Greene James. What's up? Sound Man, give me some air horns right here. [air horns sfx] Okay, thank you. Now, look, Maureen, she is an HR professional whose background, experiences and expertise include HR leadership, talent development, diversity &amp;amp; inclusion, employee engagement, communications AND change management. Maureen serves by bringing expertise and experiences in HR leadership, diversity &amp;amp; inclusion, talent and leadership development, employee engagement and change management to Cognizant, serving as the leader--y'all, check it out. Whoa, whoa, whoa. The leader of Diversity &amp;amp; Leadership Development for North America. So all of the states, right? Including the little states on the side. For those of y'all who weren't too good at geography, Alaska and Hawaii. Those spots too, right? She is in charge of all of that, right? Now, to further enhance Cognizant’s commitment to diversity, she plays a key role in the company’s efforts around executive talent &amp;amp; leadership development while staying focused on building a diverse, high performing pipeline of strong women leaders. Maureen has been recognized for her professional accomplishments in Black Enterprise magazine--come on, Black Enterprise--and in 2014 received the “Most Powerful and Influential Woman Award” by the National Diversity Council. I mean, come on. I mean, what can we really say here? I gotta drop at least one Flex bomb. [Flex bomb sfx] Maureen, welcome to the show. How are you doing?Maureen: I am great, Zachary. How are you?Zach: I am really, really well. So, you know, a little bit of behind-the-scenes tea, I'm really glad we're able to sit down. We've been so busy.Maureen: We have. There's been a lot of stuff going on. I've been doing some travel for work. But, you know, it's all good. I'm staying busy, staying focused on all things inclusion and diversity within my organization, as well as, you know, within other organizations that I have the opportunity to be in front of and share my knowledge and expertise [with].Zach: Okay. Well, hold on. So you say you've been traveling, you know, and again, you said your organization as well as, you know, other organizations, so... ["ow" sfx] You know, can you talk a little bit about some of the other organizations that you've been able to share your knowledge and expertise with?Maureen: Sure. So I often have the opportunity to really utilize my platform and my voice to speak with other organizations at conferences and inclusion summits. I've had the opportunity to be in front of MetLife as an organization just to talk about diversity and inclusion. I actually hosted a panel around inclusion not too long ago. I also had the opportunity to work with PwC, which is an organization that obviously I'm familiar with because that's where I was for the past I would say about 11.5 years. So I do spend a lot of time really focusing on diversity and inclusion, obviously within Cognizant, but also making sure that I am sharing the knowledge and expertise as well as learning from other organizations too around what we're doing, what we're all doing in this space to really build an inclusive work environment.Zach: Well, I mean, I just think it's incredible, and that's why we're so excited to have you on the show today. So, you know, I gave a bit of an introduction and we talked about--and just now you talked about some of the speaking you've been doing. I talked about your professional background. But for those of us who don't know you, is there anything else you think you'd like to share about yourself?Maureen: Yeah. So for anyone that doesn't know me, [know] that I'm a really passionate--I don't like to say HR leader, even though that's probably what it says in my bio, but I'm a people leader, you know? Like, I like to get in touch with the people. I like to know what's going on with the people within an organization and what makes them tick, what makes them get engaged with the organization that they work for, and what allows them to feel like they are working within an organization that has a very strong culture of belonging? So those are the things that are, you know, really important to me and the things that I'm passionate about professionally. I recently had the opportunity to speak at an inclusion summit for an organization called ATG - Advanced Technology Group - and, you know, one of the questions that they asked me was around, you know, "So what are the things that people don't know about you?" And I said, "Well, you know, there's some things you don't know about me. I like to kayak. I like to read. I like to learn. I like to hang with my family." And of course my favorite thing in the world is I like to spend time on the beach. But I try to mix all of that, the business and the pleasure together, so taht I have what I like to call work-life--like, some kind of work-life equality. Not necessarily balance, because there's no such thing as work-life balance.Zach: Listen. Now, we could have a whole 'nother podcast about that. I sometimes--[both laugh]--'cause it's not true, right? I think--ugh, anyway... no, no, I'm gonna go ahead and say it! [both laugh] So I sometimes talk about, like, work-life blend, right? And I've even had, like--this was back when I was, like, 23, 23 or 24. I wrote an article on LinkedIn about--I said work-life balance is a myth, 'cause it is, right? Like, we live in a capitalistic society, and the rate of pay has not gone up with the rate of work. So whether you want to accept it or not, right, like, you are--people are now working more than they ever have before and not getting paid commensurate with just the hours. Not even talking about, like, the thought leadership or the quality, just the hours of work that you put in. People at large are not getting paid for/in direct with that, right? So this idea of work-life balance, like, I know the workforce of the future is this whole new topic around, like, just how people are gonna be working differently, because this cannot continue at the rate that it is, and so this whole idea of work-life balance, like you said, I just--I don't think it's real either. So that's awesome though.Maureen: It doesn't exist. Yeah, doesn't exist.Zach: It doesn't exist. And, you know, people will call you pessimistic or whatever, but it's not. It's like, it doesn't--that's not necessarily good or bad, it's just like--but you want to be honest, that way you can actually start creating some boundaries and kind of, like, just start determining what your atmosphere is gonna be. Maureen: Exactly.Zach: Yes, ma'am. So look, let's just get into it, okay? Now, with Trump as president, I'd say we have a stronger focus on diversity and inclusion than ever before, but I'd argue that we've seen a sort of colonization of space where discussions around race are dismissed as elementary, right? Like, gender is amplified and diversity of thought is a north star. So what, if anything, do you think can be done to include more black and brown folks, particularly black and brown women, in these spaces?Maureen: Yeah. So that's a great question, Zachary, and one of the things I see is that when we're talking about diversity and inclusion, we have to really be thinking more broadly around "What does the diversity lens look like?" Right? So there was a point in time when the diversity lens looked like it was all about race and ethnicity, right? And so now women are a bigger and much larger part of the conversation, as it should be, but then there's also the opportunity for us to really be thinking more broadly around, like you say, black and brown folks and black and brown women. So we know that at leadership levels within organizations we don't see enough of us, but there are some things I think that can be done to ensure that we really have a bigger seat at that table. For example, I'd love to see black and brown women really put themselves in positions to be front and center, to be leaders, and that sometimes means for us stepping a little bit out of our comfort zone, right, and putting ourselves in places and in opportunities and on projects where we may not necessarily have every single requirement that let's say is in the quote-unquote job description, but we have a good percentage of it, and so then why wouldn't we go for it? And that's typically something that women on a whole don't necessarily do. And so just think about it from a black and brown perspective. We do it even less because we feel like we shouldn't be doing that, we shouldn't put ourselves front and center for some of those things. So I think that we need to make sure that we're putting ourselves front and center. I also think that we need to be seeking out mentors and sponsors, and the reason I mention both is because there's a difference, right? So a mentor is somebody who's going--you're going to go to for advice and counsel on your career and is it going the right direction and that kind of thing, and people need that. Everybody needs that, especially if you're an emerging manager within an organization, but then if you're at a higher--a little bit of a higher level but not necessarily at that C-Suite level, then you need a sponsor. You need somebody who is going to talk about you when you leave the room in a really good way. You know, not dishing all your business, but talk about you in a really good way to say, "I know that Maureen can do this because I have seen her do XYZ. I know that she can win that client over because she has the skills to do this based on the work that she's done with a similar client, and I have been privy to that." So you really need to have that sponsor who's going to pound the table for you and say, "Hey, this is the woman that you need front and center." So I don't want to spend a ton of time on it, I mean, 'cause I could go on for days, but those are some of the things that I think are really critical for black and brown women to focus on. Zach: So let's do this then, right? And it's interesting 'cause I was just--you know, you see a lot of these thinkpieces out lately, but I was just actually listening in on Dr. Janice, right, and she was talking about how leaning in doesn't always work, right, because, like, what do you do--so, like, we just had you, Maureen Greene James, inclusion and diversity extraordinaire, leader of people, speaker, snatcher of edges, you know what I'm saying? You out here. You just gave us great wisdom and insight on what should happen and what we should do, but what happens when--first of all, how do we do that? How do we have those conversations and put ourselves out there? And then what advice then would you give to the people who are in power, right, which is basically white men and women, on how they can be effective sponsors. Like, how does that happen?Maureen: That's a really good question. So advice I would give to people who are looking for sponsors, what I would say is that you look for someone who doesn't even remotely look like you or sound like you, walk or talk like you, and that's a hard thing to say, right? That's a hard thing for somebody to get their mind wrapped around. So I'll give you a quick story. So when I was working for PwC, there was a point in time where I was looking for someone to really--I wasn't looking for a mentor. I was truly looking for a sponsor, right? Somebody that I knew was going to give it to me straight, that was gonna tell me "Yeah, Maureen, you're not doing a really good job at this," or "Yeah, you're doing great at this, and here's what else you can do to improve in that particular area." And I was also looking for somebody to talk about me behind closed doors when I wasn't in the room. And so I really decided to put myself completely outside of my comfort zone, and I went and had a conversation with somebody who I previously did not necessarily get along with, and I had the conversation for two reasons: one, I wanted to understand what it was about this individual that, for whatever reason, we just rubbed edges. So I needed to understand that just for my own personal understanding, and two, I wanted to understand it from the standpoint of saying, "Okay, so now that I have an understanding of what that is, is this the person that could really be my sponsor?" And so I invited him out to lunch, and we had a great conversation. We talked about that one moment where we bumped heads. It was a few years before, but he remembered it very well and I definitely did not forget it, and at the end of that conversation I simply said to him, "Here's what I'm looking for, and I would like you to be this person to help move me along in my career, to be that person who is going to step in and really be that person pounding the table for me," and he was completely taken aback and surprised but elated at the same time that I asked. And when I tell you, Zachary, that he was probably one of the best individuals that I have had work with me in my career. He was straightforward with me when he needed to be, and he was at the table, you know, singing my praises one, but two really talking about what it was that I could do, how I deliver, how he's seen me deliver. So I really think it's important that we step outside of our comfort zones and we don't look for people who look like us or think like us or who have worked in the same organizations or even in the same industry and sector. This person didn't work in HR. Did work for the company, but didn't work in HR, didn't have an HR understanding, didn't necessarily want it, and that's why they were so critical, because they can give you a different perspective, something that you don't yourself necessarily see because you're in that space all of the time. So that's one of the things I would definitely say is critical. Step outside your comfort zone and look for somebody different.Zach: I love that. And so then on the other side, right, so when you put yourself out there, what advice would you give to your non-melanated, right, counterparts, on how they can make themselves available to be sponsors?Maureen: [laughs] I love "non-melanated." [both laugh] Zach: You like that, huh?Maureen: I love that. I love that. So one of the things I would say is--so I'm going to, you know, really try and step into their shoes for a second, even though that's not necessarily an easy thing to do. I would say it's very difficult for them to feel as though they can put themselves out there. And so the one piece of advice I would give them is just get to know someone. At the end of the day, Zachary, we're all human beings, you know what I'm saying? I mean, we do a lot of stuff alike, okay? We're really not that different, and I really think it's important that we are encouraging our non-melanated counterparts to feel like they can have a conversation with us, but to make them feel like that we have to treat them the way we want to be treated. So in other words, we can't necessarily roll up on them with any kind of, you know, negative thinking around how we think they're going to treat us or how we think they're going to approach us. Just have a conversation with them like you would anybody else. And honestly, you'd be surprised at how open and willing they are to really working with you, but sometimes they feel like they need to be given permission to know you. And I want to go back to something that you said earlier with Trump as president. I think that has created a lot of friction in terms of the way that people just approach each other on a daily basis, right? You know, non-melanated people may think that they can't approach black and brown people, right, or that they shouldn't, but before Trump did we really think that? Did we really have that going on, or were we comfortable just kind of saying, you know, "What's up? Can we talk?" Zach: I wasn't, but, you know, I do believe that it's definitely been more heightened now, right? Like, I think it all depends, right, on your background, right, on your story, kind of where you came from. I know just based on--so my family, coming from the South and, like, horrific experiences that they had, you know, they've really been comfortable, like, in certain situations, and in experiences I've had as well and just in my life. Not even just singing my parents' song. There's always been a bit of hesitation. I definitely believe though--to your point I believe is that it's definitely been--like, it's way more pointed now than it's been in a while, yeah.Maureen: Yeah, which is very unfortunate, because I think people--you know, most people are inherently good and really want to help and want to engage, you know, but I think that, you know, they don't necessarily feel like they can or they should, and so they don't, and so it's almost like they want permission from us. And I think we, black and brown people, need to give a little permission. And it's hard. In this day and time, that's a really hard thing to do. Zach: It is, right? 'Cause, like, there's so much emotional labor, and I think--I know that you know this, but I think it's a huge blind spot, and I think it actually goes into our next question, which is around, like, D&amp;amp;I programs and organizations when they think about diversity and inclusion. I don't think that organizations are effectively factoring in, like, just the emotional labor that goes into being other in majority-white spaces, nor do I think that people really understand--so, like, just black tax, right? Like, we're recording this on the day of Amber Guyger's sentencing, right? And, like, black and brown folks who have been looking at the trials, specifically black people, looking at the trial and, like, seeing this person who was convicted of murder, so... so okay, she did murder this person. [She was] crying, like, crying fake tears--crying what many people felt were fake tears, and, like, that could be triggering to a lot of different folks, the body cam footage being released and, like--so, like, just dealing with all of that and the PTSD-like symptoms that just seeing black death or constant coversage of black death causes. Like, those people still have to go to work, right? Those people still have to interact with people who may shrug their shoulders at that stuff. So I just think, like--to your point about it being hard, I think that it's really easy to undermine or dismiss--I don't think that you can overstate how hard it is to make yourself available. I'm not saying that you shouldn't or that you can't, but I'm just saying, like, I wish that--for me, right, so I know I'm interviewing you, but this is me just talking to you as someone who is in a position, right, as an executive, I wish that organizations would be more thoughtful to that, right? And I think there's just so much work to do. I'm curious to know though what you believe organizations could still be--are still missing when they talk about diversity and inclusion and you have these conversations on the big stages and also in the smaller rooms. Like, what are some themes that you're seeing around organizations and kind of what they still could be developing when it comes to their programming?Maureen: Yeah. So that's a great question. I think some organizations are doing a fairly good job, and then there's some organizations that are, you know--they're trying to get there. They're doing--I'll say they're doing the best they can, right? So one of the things I think is very commendable and courageous is having those bold and courageous conversations, right? I think that that is something that is innovative, it's fresh. It invites everyone to the table to have the deep discussion. At times, they can get really real and dig deeper than anyone wants to go, and they can create emotions out of people that no one expected, but that's necessary to have an understanding of what everyone on all sides of the coin across the entire spectrum of diversity is thinking and feeling. I think where organizations fail--so organizations that do that, I think they're doing great, but I think where those same organizations fail is that after they do that work, what happens next? So what are you supposed to do with those conversations? What are the expectations for the people that are sitting in as a part of those conversations? "Okay, great. We got it." "Okay, I understand how you feel," because this woman was just, you know, convicted of murder. She's gotten 10 years. And yeah, I understand that, but what am I supposed to do with this? There needs to be an afterwards. There needs to be an understanding of "Okay, so here's the way I feel, but here's the reason why I feel this way." And then there should be opportunities for people to bring that into the thinking around how we work, how we hire people in organizations, right? So are we thinking about talent of all colors, or are we thinking about talent of just one color? So in other words, you have to take the conversation from just, you know, engaging people and saying, "Yeah, here's what we did. We brought everybody together. We had a really good conversation, and now the organization is better for it." The organization is okay, but it's not better for it unless the people--unless everybody in that conversation walks away with, "Okay, what can we do next?" And that's the thing I think is missing.Zach: No, I agree with that, right? And I think--so when you talk about D&amp;amp;I programming as a whole, like, it's just not restorative. It's not restorative, and it's also not policy-driven. It's not data-driven, and it's not results-oriented by means of policies being updated. So, like, all of the things you just said--so okay, we had the conversation. Cool. "This is how we feel." Okay. "Now this is what we're gonna do about it, and this is how we, as an organization, are gonna change, and this is what accountability is gonna look like, in light of the conversation and the insights that we gathered." Like, that then makes the emotional labor worth something, but, like, if you're putting in emotional labor and not getting anything in return, like, not only is that, like, exhausting on the inset, but then it's defeating on the outset, right? So that's huge, and again, it really leads us into the next question. Okay, so you're the first--so we've interviewed some folks, right? I'm not a name-dropper. You can go on Living Corporate's podcast--ow--y'all check it out. Y'all can see the people that we've talked to. And we've talked to folks who have been in, like, these global or national positions around inclusion and diversity, but I think that you're the first person we've spoken too who is, like, in their title integrating inclusion with leadership. And so can we talk about--yeah, so that's pretty cool, and I believe that's, like, the next--I really believe that's the next level or the next phase when you talk about kind of reclaiming D&amp;amp;I. I do see, like, more black women and black and brown people being in these positions of inclusion and diversity much more than I have in the past, I don't know, seven or eight years, right? I've seen an uptick. So when I was talking about, like, kind of decolonizing D&amp;amp;I and [I] talked about, like, reclaiming the space, that's part of what I mean. So can we talk a little bit about how you've led the strategy for Cognizant to drive the intersection of those two spaces, and then also what you're continuing to do?Maureen: Sure. So at Cognizant I've had the opportunity to, as you've mentioned, be on both sides, right? So diversity and inclusion as well as leadership development. So within Cognizant, the global leadership development team is really focused on growing leaders at the director and above level, and within doing that it's also focused on making sure that our people at those levels are very diverse across the board. What I would say, Zachary, is that we have a long way to go, right? I don't think we're different from many other organizations out there. We do have a very long way to go in terms of "How do we continue to build this inclusive strategy specifically for our directors and above?" And so while I am focused on everybody across the organization regardless of level, obviously, my leadership development role is only focused on our directors and above, but I make sure to keep a diversity and inclusion lens on that population of people because when individuals see diversity at the higher levels of the organization, it attracts more people, it allows us to retain more diverse people, because now they're able to see levels and opportunities and projects and roles that they can aspire to, and it helps us to grow and develop that population. So it helps to grow the diversity that we do have at the manager and below level into those leadership levels. So it's--we like to say it's a cyclical win-win, right? The attract, retain, and develop pillars, but what I will say to you is that our focus, primarily for the past year and a half or since I've been there, has been around gender diversity. And so I bring a different lens to it, because I'm not thinking about just, you know, "Let's just bring any women in." I'm thinking about "What do the women look like? Where do they come from? Where have they been? What industries? What sectors?" All of those things, but I'm really also making sure that we're building into this diverse lens. So we have some black and brown people, you know, at the higher levels, so we make sure that we're incorporating individuals with disabilities at those levels, right? All of those things. So we're incorporating our LGBTQ+ community. We need to be able to have people at those levels who are going to be th epeople that other individuals in the organization aspire to or other individuals outside of the organization see and now say to themselves "Well, if So-and-so can be a leader in this organization, there's an opportunity for me here. There's an opportunity for me to start somewhere." So that's what the strategy has really been built around, you know? Making sure that 1. we're focused on gender diversity, but we're looking at it across a lens of all of the components of inclusion.Zach: You're bringing intersectionality to the table.Maureen: Absolutely. All day every day. All day every day.Zach: And I think, Maureen, like, for me--everything you said, of course, 100% spot on - I think what organizations don't realize is, for me anyways, right--when I come into organizations, and I've been in a few different places, so I've seen a lot. Like, I've seen a variety of cultures, but I always--when I come in--I consider myself about, like, an A- employee, okay? I feel like I'm great. I'm not, like, the best, but I'm very, very, very good. 'Cause I have other things going on. I've got Living Corporate. I ain't got time... like, I got other stuff, but with all that being said--[both laugh]Maureen: I hear you.Zach: You know what I'm saying. You know, I'ma keep that extra plus for me, but my point is I'm a very strong employee, so when I come into organizations, you know, I have aspirations, I have goals. I typically, without even, like, actively trying to do it, I just end up kind of zooming in on, like, the senior-most black people, and I look and see how they're treated, and I use that as a gauge to feel like "Okay, let me just think. Okay, so this person has a doctorate and an MBA, international experience, interned with the UN, can speak three languages, two more than me, and they're still being treated like this." So what does that then mean for my prospects as someone who's looking to build a five, six, seven-year roadmap here, right? So 100% right in that the treatment--how you treat... I mean, people see those things, right? So let's pause for a second though, 'cause I want to go back to something you said. You talked about the director level, director and up. Have you noticed a pattern of black and brown folks kind of, like, climbing a ladder and getting to the director level or, like, senior manager level even, and just kind of stalling out?Maureen: Yes.Zach: What's the reason behind that?Maureen: Yeah, I wouldn't say--and that's an every organization thing. It's definitely not, you know, a Cognizant thing or--Zach: Exclusive, yeah.Maureen: Yeah, yeah. No, definitely not. What I would say the issue behind that is that people in those roles tend to stall out because the higher you go within the organization, a lot of times you don't see people who look like you, so the people who have the power--Zach: And social capital.Maureen: Yes, to make the decisions to therefore promote a black or brown person into those high level roles aren't necessarily there, so they're looking through one lens, and their lens is typically people they know, people they've worked on projects with before, people they went to school with, people that they're in the same social circles with, those kinds of things, and black and brown people aren't necessarily always in those places. And so I think that that is part of the problem. I think the other problem is we, as black and brown people, sometimes tend to hurt ourselves because we don't necessarily put ourselves in those positions. I can speak from experience. I did it to myself and, you know, almost derailed my career years ago when I decided I didn't want to attend an event that I was invited too. But I responded and said I would, and then at the last minute [I] said, "You know what? No one is going to notice if I don't show up," and so I declined it at the last minute, and sure enough next day I walk into the office and the person who invited me says, "Maureen, we missed you last night." Now, this was not someone who looked me. It was somebody who I thought really wasn't even paying attention to me, but obviously he was, and I made the really poor executive decision to not go because, and you heard me say it, I thought I was not going to be missed. "No one is going to notice if I'm not there." And this man--I don't even know if he even remembers this story, and I always say one of these days I need to remind him, but this individual, when he invited me, he invited me for a reason. So that's why I say we can derail ourselves. You know, if you get an invitation like that--and this was a senior leader--take advantage of that, you know? Absolutely. Don't ever think--and that's the other thing. Don't ever think that people aren't paying attention to you. They are. They are, especially if you are doing great work. Like you said about yourself, you're an A- employee, which I'm sure you're an A++. Even if you remotely think you're an A- player, somebody is paying attention to you, you know? So I think we need to do a better job of putting ourselves in places where we can be seen, but that all goes back to the point of being on those high-visibiliity projects and how do we get there. There has to be somebody at the top that's pounding the table for us to get there. So it's kind of cyclical. It's kind of like you're almost, like, stuck in a...Zach: A loop.Maureen: Yes. Yeah. It's a challenge.Zach: No, it is. It is. Now, you know, we've talked a little bit about programming. We kind of had a meta discussion about D&amp;amp;I, but then, like, I'm curious, right, from a leadership perspective, if you were to give, like, five key traits of inclusive leaders, like, five key behaviors, like, what would they be?Maureen: That's a good question. I would say definitely someone who--an inclusive leader is someone who's a good listener, and I don't mean someone who's just gonna kind of listen and say, "Uh-huh, uh-huh, uh-huh. Okay, next," but someone who's really going to listen to what you have to say, someone who's able to replay that back to you, right? Recap that and say, "Okay, I understand. So tell me, what would you like me to do next? How would you like me to proceed?" So not just listen, but then understand. Get to understand what needs to happen next. Second thing is be a great giver of feedback. It's really, really important to give feedback, because feedback really, truly is a gift, but it's also important to get feedback. So I always encourage leaders that I work with not to feel like they're--because they're in a quote-unquote "leadership role" that they're just supposed to be the people that give feedback. No, it has to be reciprocal, and they have to not only ask for feedback, but then they have to ask follow-up questions so that they can understand what is it that they're doing well or not doing so well so that they themselves can change and evolve their own behaviors. The third thing I would say is an inclusive leader should be somebody who's able to pay it forward. So be able to reach back, reach to the sides, reach wherever and pull somebody along, take somebody along for the journey that they're on, because it helps that individual learn and grow in their own respect, and, you know, I always tell leaders, "You didn't get here by yourself." Let's just be real about some things. You took the same journey that now this individual behind you is also trying to take. So do the right thing, and if you've got somebody that you know wants to move in the same career path or maybe they want to do something different but could use your guidance and expertise, pull them along with you. The fourth thing I would say is an inclusive leader should be somebody who is able to truly bring a team together, and, you know, bring them together--I'm not saying bring them together for lunch. I'm talking about bring them together so that they have a good understanding of who they are as a team, what are the team goals, what are they striving for, and most importantly, as a team, understand what each of them individually are able to contribute and bring to the table, because it is the individual nuances that we all bring to an organization or a team that helps us to be a successful team. That's how we create inclusive products, inclusive services for our clients, is by bringing those innovative and inclusive voices to the table. So an inclusive leader should definitely be somebody who is able to bring a team together. And then the last thing I would say is that an inclusive leader needs to be very mindful of the fact that they are the ones who have the ear of the C-Suite, and so they need to be individuals who can listen and hear what's going on on the ground--so across their teams and other teams--and be able to articulate that and bubble that up to the top so that any issues or concerns that may be rising are things that they're able to squash before it becomes a bigger issue. They've got to listen in on what's happening at the ground level and be able to help manage, to help do some kind of change management or navigate the conversation so that it doesn't become a bigger issue. But if it's getting there, they should be the ones who are able to bubble it up to the top and then say, "Okay, so what can we do to mitigate this?" I think that's really it. Zach: Wow. Yeah, no, absolutely. Thank you so much. You know, you're just dropping bombs, dropping coins, as it were. Maureen: [laughs] Coins, yep. Mm-hmm.Zach: It's really helpful. I was trying not to cut you off 'cause I had, like, a couple of these... [Mario coin sfx] But I was like, "Let me just let her finish." [both laugh]Maureen: I'm sorry, I'm just going on forever.Zach: No, no, no. It's great. No, it's absolutely great. This has been a wonderful conversation, and thank you so much for hanging out with us. I know we went a little bit long. Before we let you go, any parting words, shout-outs?Maureen: Parting words and shout-outs? Parting words are, you know, just be the best human being that you can truly be, you know? Never take for granted where you are, because again, you didn't get here on your own. Really, really important to reach back and help others. And then any shout-outs I would give are simply to all of the people who are in the position, as you are, Zachary, to help get these kinds of messages out. Kudos to you, because this is not easy, you know? Doing what you do is not easy. Having these kinds of deep and courageous conversations isn't easy, so kudos to you, and then shout-outs to all of the people who are driving diversity and inclusion within their organizations, because, you know, we've got some work to do. People love to say to me, you know, "Well, you know, in your role, you're gonna have a job forever. It's job security." Here's the thing - I'm not sure I want to live in a world where the need to have a diversity and inclusion leader is job security, because that means that we are--that means two things. One, the world's continuing to evolve and, you know, the components of diversity continue to change. That's good. But two, it means that we're not doing everything that we could and should be doing to make this a more inclusive and global environment, and so I don't know if I want that job security. I want it to be where it's just very organic, you know? That we're not thinking about, "Well, you know, how do we hire black and brown people? Where do we go to get them?" No! It shouldn't be that way, and I know I've probably gone on way too long, but shout-outs to you, shout-outs to my peeps who are doing this day in and day out and are leading the charge right along with me, so.Zach: Come on, now. Let me get these air horns right here for that. [air horns sfx, both laugh]Maureen: Love that. Love it.Zach: Man, this has just been great, Maureen. Thank you so much. And listen, y'all, that does it for us on the Living Corporate podcast. You make sure you check us out on Twitter at @LivingCorp_Pod, Instagram at @LivingCorporate, and then, you know, you've got our website living-corporate--please say the dash--dot com. We also have livingcorporate.co, livingcorporate.org, livingcorporate.tv, livingcorporate.net. Maureen, we have all of the Living Corporates except livingcorporate.com. We have all of 'em, you know? You know, it's market dissemination. We're really out here. We're trying to make sure we get them SEO clicks.Maureen: Do your thing.Zach: Come on, now. We're trying to. Now, listen, y'all, y'all hear these conversations that we have. If y'all ever have questions y'all want to send in and, like, have us, us being the hosts or our guests, answer them, just send 'em on in. YOu know, DM us, email us at livingcorporatepodcast@gmail.com, you know, and we can just get it poppin' like that. Now, look, if you can't remember all of the different places I just said or where we are and where we're at and what we're doing, just Google Living Corporate. We out here like that. It's been, like, 130 something odd episodes, so we're now at the point where if you just Google Living Corporate, we'll pop up, okay? So you check us out, and until next time, this has been Zach, and you've been listening to Maureen Greene James, D&amp;amp;I leader for North America at Cognizant. Until next time, y'all. Peace.</itunes:subtitle>
      <itunes:summary>Zach welcomes Cognizant's Maureen Greene James to the show, and she shares what she thinks are the biggest frustrations in the diversity and inclusion space today. In addition to speaking about her unique role as an inclusion leader who's jointly focused on leadership development, she also offers up three points of advice for executives looking to create an inclusive workforce.
Connect with Maureen on LinkedIn and Twitter, and check out Cognizant's website, Twitter, and Instagram!
Check out our website by clicking here: Living Corporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes <a href="http://bit.ly/2Mg7bn1">Cognizant</a>'s Maureen Greene James to the show, and she shares what she thinks are the biggest frustrations in the diversity and inclusion space today. In addition to speaking about her unique role as an inclusion leader who's jointly focused on leadership development, she also offers up three points of advice for executives looking to create an inclusive workforce.</p><p>Connect with Maureen on <a href="http://bit.ly/2ME1luK">LinkedIn</a> and <a href="http://bit.ly/2VK6bLi">Twitter</a>, and check out Cognizant's <a href="https://cogniz.at/2MKQhvJ">website</a>, <a href="http://bit.ly/2pjzo3o">Twitter</a>, and <a href="http://bit.ly/32lkTL2">Instagram</a>!</p><p>Check out our website by clicking here: <a href="http://bit.ly/2JyhwbD">Living Corporate</a></p>]]>
      </content:encoded>
      <itunes:duration>2787</itunes:duration>
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    <item>
      <title>The Link Up with Latesha : Get Back In the Game</title>
      <description>On the tenth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, helps us effectively approach getting back into the job search game by sharing five tips that help manage the process a little better. On average, it takes five months to land a position. Don't give up, and keep pushing through the uncertainty!
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</description>
      <pubDate>Sat, 12 Oct 2019 07:58:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Get Back In the Game</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>130</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f5be27fa-f2a4-11ea-88c4-2fd84d2bbac3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the tenth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, helps us effectively approach getting back into the job search game by sharing five tips that help manage the process a little better. On average, it takes five months to land a position. Don't give up, and keep pushing through the uncertainty!Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBTRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha on Living Corporate. This podcast is for young professionals that need some real deal advice, tips, and resources to navigate corporate America and dominate their career. If you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you are in the right place. I'm your host Latesha Byrd, so let's get into today's episode. So today we are talking about getting back in the game. For those that are searching for their next opportunity, I know just how hard and challenging it can be to push through the uncertainty. I often times relate job searching to the dating world. Like, for instance, let's say you go on a first date, you really hit it off, but he or she has not called you back. So you are sitting there wondering, "What the heck happened?" You know, "We had a good conversation. We have a lot of commonalities." You know, "We just really hit it off. Good vibes, good connections, all of that," but you are still uncertain about whether you should hit that person up or do you wait? You know, do you text first? You don't want to seem too interested, but maybe they're waiting for you, right? And so--[laughs]--dating is a whole game in itself, but the job search process is so similar to it, and so I know from experience--and also as a career coach and a former recruiter--just how hard it can be to really get back into the game and to get focused and to, you know, push through the unknown, you know? When it comes to searching for a job, you are having to just constantly put yourself out there and talk to different companies and, you know, some of them you may hear back from, some of them you may not, or you may, you know, interview, and you get really great feedback, and then it's crickets, right? But for some of those that maybe haven't applied or interviewed or had to search for anything, you know, in a really long time, the question is where do you start and how do you start? What do you need to start? You know, there are so many questions and things that go into it. So I'm here to tell you to, you know, don't give up. Don't give up. Keep pushing. Keep working through the uncertainty. Push through it anyways. On average, it takes five months to land a position. I've done a lot of research on this, on Forbes and CNN Money and all of those sites. The average amount of time that I'm seeing that it takes to land positions is five months. Now, some of my clients are able to land jobs pretty quickly, you know? In a month or two months, but for some, you know, it takes a little bit longer. And it's challenging because waiting to hear back from someone who literally has your future in their hands can be so painful, no matter how well you did in that interview, no matter how bomb your resume is, no matter how bomb your career coach is or even how great your network is. When it comes to landing a position with the company, that is something that you simply won't be able to control. And it likely will take a lot longer than you think to find something, and I'm not saying jumping at the first job offer that you get, but actually finding something worth value, something that is aligned with where you want to be professionally or grow professionally. So I have just a few tips that I wanted to share to help you manage this process a little bit better and to fully get back in the game. #1 - have you tapped into all of your resources? Have you tapped into all of your resources? Take an inventory. Take an inventory of your resources. Often times, we don't tap into people that we already know, such as family, our friends, college classmates or college professors. What about those professional associations or those organizations that you volunteer with in the community? Your peoples at church. [laughs] Your neighbors. The list goes on here, but sometimes we don't think about who we already know, 'cause you never know who knows someone else. So let's say I want to find a job as a management consultant, okay? So my neighbor may not be a management consultant or work for a management consulting firm, but what if his wife's cousin's--I don't know, I'm just--you know, y'all know how that whole wife's cousin's baby momma's hair dresser thing goes, right? [laughs] You just never know who knows someone. And this is a little bit unrelated to the job search, but in terms of a situation that happened to me recently, I was actually tapped for a speaking engagement with a TV or media news company in Virginia, and that connection came from my--this is gonna sound a little tricky, y'all [laughs]--but this came from my father's ex-wife's brother's ex-wife. Right? I didn't even know that she was watching, you know, what I was doing in my business. We had been connected on social media for, you know, a few years now, and it was one of those things where I said, "Man, you never know--" First of all who's watching you, and then number two you never know who knows who or who that person is that could be, you know, get you the key to the gate. So think about who you already know, and you've gotta tell people. Like, you have to tell people that you are actually seeking employment. Let the pride fall where it may, right? This is about utilizing your social capitol. You're not using people. You're not using your friends. You're not using, you know, those folks in your network, because this means that if--if they're able to help you land a job, you could probably help them in some way down the line in the future. So let the pride go and use your connections and ask for help. Ask your connections, as well, to match you with other connections. This is specifically related to LinkedIn. If you all have used the LinkedIn job board for your job search--which I highly, highly recommend, and this is why--because LinkedIn is gonna give you a lot more intel than literally any other job search platform out there. So for instance, if I'm looking--and I'm based in Charlotte, y'all. So, you know, big banking center here. So let's see you're looking at jobs at Wells Fargo and you find a position at Wells Fargo on LinkedIn. LinkedIn will show you who you are connected with that works at Wells Fargo, or it will show you who you're connected with that's connected with someone that works at Wells Fargo. That's why I freaking love the LinkedIn job board, for those connections solely. I had a client actually a couple weeks ago ask me to connect her with a talent acquisition manager at Credit Karma, which is also here in Charlotte. And she just reached out and said, "Hey, I see you're connected with..." She named the gentleman's name and said, you know, "Would you mind facilitating a connection?" And I was like, "What, girl? Heck yes." I have no problem with doing that. I didn't even know him. Now we are acquainted. We just happened to be connected on LinkedIn, but what she did is she was looking at particular companies she wanted to target, and I'm believing she looked for folks in talent acquisition or recruiting and was looking for mutual connections and saw that we were connected. So I was able to facilitate that connection. I reached out to him. I said, "Hey, I have a client who is an accounting operations finance executive. She is wanting to get connected for potential opportunities. Do you mind if I connect her to you?" And he responded immediately, like, "Yes, no problem at all." It is that simple. So #2 - don't be afraid to make new friends or make new connections. This is normal on LinkedIn. This is what LinkedIn is for. Again, LinkedIn is a social networking platform, so you should be socially networking. Look up recruiters. Look up talent acquisition managers. Look up people that are in positions you would ultimately like and just reach out to 'em. You may or may not hear back. It will, you know, take a lot of courage to reach out to them, you know? To say, "Hey, I'm actually interested in working for your organization," and, you know, what have you, because that shows a sign of vulnerability, right? When you have to ask someone for help. That's showing a sign of vulnerability, because that's a quote-unquote weakness, when you need help. I love, love, love Renee Brown. I love her books. I love her TED talk. I love her Netflix special. I just love everything about her. And she talks about vulnerability, and this is something that I talk to my coaching clients about all of the time. You know, vulnerability is--and the way Renee Brown says it, it's like getting in front of a crowd with no clothes on. [laughs] Getting in front of a crowd completely naked, and you are not sure how they are going to respond, but in that vulnerability there is a lot of courage, you know? There is a lot of bravery, because you're pushing through the fear, and you're doing what it takes anyways without even knowing what type of response it is you're gonna get back. So you gotta be brave here. #3 - be specific in what you're looking for. Don't keep it super broad when you're searching for opportunities. Like, for instance, if you are looking at marketing positions, get clear on what type of marketing positions, because there's a whole lot of marketing jobs out there. For example, is it public relations? Is it communications? Is it integrated marketing? Digital media? Et cetera. Quality over quantity is key. If you keep your job search broad or if you are looking for a broad range of roles, because you're not being specific in the key words you're utilizing, whoo--you're gonna be looking at thousands and thousands and thousands of jobs, and that can get really challenging. Well, not challenging, but overwhelming. So be as specific as possible. #4 is get deeper in your craft. Take time to develop more skills. Think about online courses. I love Lynda on LinkedIn. You know, there's Coursera. There's Udemy. There are so many, you know, ways that we can continue to get deeper in our craft and expand our knowledge, you know? I am a--I have a Ph.D from YouTube University, [laughs] so I am always, always, always looking up how to do things or how to develop certain skills on YouTube. It takes some time to get deeper in your craft while you are searching. #5 - brand yourself online. You know, as you are networking socially on this social networking site called LinkedIn, you've got to make sure you're branding yourself. That's gonna bring more attention back to your page. You know, my recommendation is to post three times a week. One of my clients, she is in HR, and she has been posting pretty regularly on LinkedIn, and her tweets--not tweets. Wow, I'm thinking about Twitter. [laughs] I love Twitter, y'all. Follow me. @Latesha_Byrd. But LinkedIn, she posts about three times a week, and some of her LinkedIn posts have gone viral, and through that--through the virality, she gets a lot of attention from recruiters reaching out to her, which is exactly what she wanted. So brand yourself online. You don't have to post, like, you know, all of these long, thoughtful, deep messages, you know? Just start posting articles related to what's going on in your industry, posting questions to kind of get folks thinking. You know, post a quote. You know, again, just post regularly. Start to brand yourself online. Set some boundaries with yourself. I promise you you don't have to spend two hours every single day looking at job boards. Those jobs are not going to grow legs and run away. So if you take a day off from searching for jobs, it is going to be okay. So set some boundaries with yourself. Maybe you only search for jobs three days a week - Monday, Wednesday, Friday. Maybe you do 30 minutes in the morning, you do 30 minutes at night. So, you know, don't go too hard, right? Because that job search fatigue is real and we've talked about that before. Get an accountability partner as well, someone that can hold you accountable, to make sure that you are applying to jobs, that you are networking, that you are posting online. Be very specific in the goals that you share with them, and you need someone that is actually really going to hold you accountable and that's going to encourage you and build you up. The last thing that I want to say here is be patient. Be patient with yourself. I am actually in the process of searching for a home. I'm looking to buy fairly soon, and if you have ever bought a home before, you know just how hard that process could be. And I had a friend that told me, "Delayed is not denied," you know? So again, just be patient with yourself. Finding your next best thing, it really will take some time, and I want you all to make sure that you are giving yourself some grace in this process and not taking every "no" you get or, you know, the silence, don't let that get to you and don't take it personal. You know, sometimes these jobs are filled internally. Another thing is that sometimes jobs are posted as a formality in the process, even though they already know who they are going to hire. They may have to just interview some folks, you know, to show that there was no bias, right? And so just know you never know. You really never know what's going on on the other side. So give yourself some grace. Be patient with yourself. Know that your job is out there. You have to--you have to--believe. So I hope that these tips helped you all today. Remember to push through the uncertainty. Just get out there. And I am always rooting for your success. I hope that you are able to land your dream job soon. And that is all I have. So I wish you all the best of luck as you are applying. If you enjoyed this topic, if you have any questions at all, if there's anything you actually want to hear on this podcast, then hit me up. I'm really easy to find - @Latesha_Byrd. L-A-T-E-S-H-A underscore B-Y-R-D. You can find me on Twitter. You can find me on Instagram. LinkedIn, Facebook, all of the things. So thank you guys so much, and I will talk to you next week. Bye.</itunes:subtitle>
      <itunes:summary>On the tenth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, helps us effectively approach getting back into the job search game by sharing five tips that help manage the process a little better. On average, it takes five months to land a position. Don't give up, and keep pushing through the uncertainty!
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the tenth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, helps us effectively approach getting back into the job search game by sharing five tips that help manage the process a little better. On average, it takes five months to land a position. Don't give up, and keep pushing through the uncertainty!</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1347</itunes:duration>
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    <item>
      <title>Tristan's Tip : Ways to Advocate For Yourself Professionally</title>
      <description>On the thirty-fourth entry of Tristan's Tips, our special guest Tristan Layfield shares a few ways to effectively advocate for yourself professionally throughout your career. Remember, closed mouths don’t get fed in this day and age. If we don’t advocate for ourselves in the workplace, who will?
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Thu, 10 Oct 2019 08:22:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Ways to Advocate For Yourself Professionally</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>129</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f5d5301c-f2a4-11ea-88c4-836093708d7d/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the thirty-fourth entry of Tristan's Tips, our special guest Tristan Layfield shares a few ways to effectively advocate for yourself professionally throughout your career. Remember, closed mouths don’t get fed in this day and age. If we don’t advocate for ourselves in the workplace, who will?Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: What is going on, y'all? It's Tristan Layfield of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week we’re going to talk about a few areas where it’s essential for you to advocate for yourself throughout your career.In my coaching program, I talk to many clients who are unhappy with their careers but after asking a few questions I realize they aren’t taking ownership of their careers. Often, we get into roles and think that all of our work is going to speak for itself. Unfortunately, that’s a pretty big mistake. Managers are not only responsible for you but they’re also responsible for all of your colleagues and their own careers. So a big factor in the trajectory of your career is taking ownership so you can show why you deserve that raise, promotion, or new role.One of the things you can do to start advocating for yourself is to sell yourself on your resume. Employers look to your previous employment experience to determine what their return on invest in you is going to be. But if you can’t convey your value, how can you expect anyone else to understand what you’re bringing to the table? In order to do this, you have to start keeping track of your career highlights and accomplishments so you can translate the value of those in your resume.Another area where you can advocate for yourself is by asking for what you’re worth and believing it. Whether you’re negotiating your starting salary or requesting a raise, you have to BELIEVE you are worth that amount. Do your research and factor in your experience so you can have your own back. But also, once you get the job make sure to keep track of the work you’ve done so you can leverage it during your annual review which impacts your raise!The last area I’m going to highlight when it comes to self-advocacy is asking directly for what you want or need. When it comes to business, I find that directness is kindness. So if you’ve started a job and you’re still confused on certain processes, ask for more training. If you’re assigned a project but you’re unclear on what you’re responsible for, ask targeted questions about expectations and timelines. If there’s a position open that you want, ask for it or what you can do to land it.Remember, closed mouths don’t get fed in this day and age. If we don’t advocate for ourselves in the workplace, who will?This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, twitter, and facebook at @layfieldresume or connect with me, Tristan Layfield, on LinkedIn!</itunes:subtitle>
      <itunes:summary>On the thirty-fourth entry of Tristan's Tips, our special guest Tristan Layfield shares a few ways to effectively advocate for yourself professionally throughout your career. Remember, closed mouths don’t get fed in this day and age. If we don’t advocate for ourselves in the workplace, who will?
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
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        <![CDATA[<p>On the thirty-fourth entry of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> shares a few ways to effectively advocate for yourself professionally throughout your career. Remember, closed mouths don’t get fed in this day and age. If we don’t advocate for ourselves in the workplace, who will?</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p>]]>
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      <itunes:duration>330</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Black Men at Work (w/ Lionel Lee)</title>
      <description>Zach speaks with Lionel Lee, Zillow Group's Head of Diversity Engagement, and they discuss his unique personal career journey up to this point. Lionel details what influence and coalition-building look like in his position, and he also shares some of the things that he's been able to do at Zillow that he believes have helped to improve the sense of belonging and inclusiveness for black and brown folks in the workplace.
Connect with Lionel on LinkedIn!</description>
      <pubDate>Tue, 08 Oct 2019 09:48:00 -0000</pubDate>
      <itunes:title>Black Men at Work (w/ Lionel Lee)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>128</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f5f821bc-f2a4-11ea-88c4-97c6b8ecb45c/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach speaks with Lionel Lee, Zillow Group's Head of Diversity Engagement, and they discuss his unique personal career journey up to this point. Lionel details what influence and coalition-building look like in his position, and he also shares some of the things that he's been able to do at Zillow that he believes have helped to improve the sense of belonging and inclusiveness for black and brown folks in the workplace.Connect with Lionel on LinkedIn!TRANSCRIPTSheneisha: Hey, y'all. Sheneisha here with Living Corporate. As you know, we're about having real talk in a corporate world. With that in mind, before we get into this amazing discussion with Lionel Lee, we want to let you know this content makes mention of violence, which may be upsetting, so if you're listening with some little ones, discretion is advised. Zach: What's up, y'all? It's Zach with the Living Corporate podcast, and of course you know what we do. We have interviews, conversations, right, that serve to amplify the voices of black and brown folks at work. And what do I mean by that? I mean we typically have black and brown folks, leaders, executives, creatives, entrepreneurs, you name it, on the show, having real conversations about real topics, and today is no different. We actually have with us today a very special guest. I'm very excited to speak with this person. I've been in contact with him for a little while, and I'm excited just to, like, get him on the show, 'cause, like, we've been texting, and then we talk on LinkedIn, and then, you know, we've been trying to coordinate. Even today we were coordinating back and forth. Lionel Lee. Lionel Lee is the head of diversity engagement at Zillow Group. He provides career development support to underrepresented employees and works with executives to develop equity and belonging policies to improve employee experiences. He also serves as a connecter between employees and community organizations. Prior to joining Zillow Group, he worked in talent acquisition, sourcing candidates across technology and banking industries. Okay, so really quick y'all, all of that to say he's by the people, for the people, you see what I'm saying? Okay. Helping communities has always been a constant throughout his life. Lionel has created and developed community groups that promote health and wellness. He's worked with HIV/AIDS education groups, substance abuse/addiction organizations, as well as health groups for youth. Lionel immigrated to the United States from Korea at age 5. His experiences growing up in south-central Los Angeles and later in the projects of Honolulu, Hawaii--I'm gonna ask a question about that in a little bit--helped nurture his passion for community building. With all that being said, Lionel, welcome to the show. How are you doing?Lionel: I'm doing well, man. Thank you. Appreciate it.Zach: Now, look, you know, of course I've got all of these questions for you and everything, but the first thing I gotta ask - you talked about the projects of Honolulu. Hawaii has projects?Lionel: Yeah. Oh, yeah. Yeah, Honolulu has projects, and growing up there in the '70s and partial '80s, yeah, it was kind of rough, 'cause most people don't know about that, 'cause what they see about Honolulu and hear about Honolulu is it's just a paradise, but it's not really a paradise for all. You know, the level of poverty there, still to this day, is [amazing?], but back then it was like--where I grew up, in Kalihi--Kalihi is a town right outside of Waikiki, and it's--the projects are called Kuhio Park Terrace. We call it KPT, or Killer Park Terrace. Kill People Today. That's what it was, and I lived on the 16th floor, and I had to actually walk up the stairs to get to my apartment because there was a young lady that got her head cut off in the elevator, so the parents and kids, you know, catch the elevator. And then, you know, you have the same stuff that you have in a lot of different projects. You know, you have a lot of drug abuse, and, you know, you have people defecating in the stairwells. So that was the smell you walked into every single day. The crazy thing is that the dude that cut off the woman's head lived two doors down from me. And he kept it. Kept the head. Zach: What?!?!!!!!!????????????Lionel: He kept the head. But, um...Zach: Whoa, whoa, whoa. I'm sorry. Wait, wait, wait. You said he kept the head?Lionel: He kept the head. He was--he was a Cambodian dude, and he was just mentally disturbed, you know? He just had some serious stuff going on, and he kept the head, and we found out, like, you know, two weeks after it had happened, you know? That was--it was a very different kind of place. Very violent. You can still look up--actually, you can go on YouTube and look up videos from Kuhio Park Terrace, and they'll show you videos of what it's like at KPT to this day.Zach: To this day. That is--that is--wow, that is shocking. I'ma tell you, you know, Lionel, in your short 3 minutes of being on the Living Corporate podcast, you have given us the most gangsta introduction we've ever had. And I'm not making light of anything. I'm just taken--I'm very taken aback by this. Wow.Lionel: Yeah, I don't have the typical--you know, I don't have the pedigree of someone that's in my position, definitely. I'm not--you know, I just wasn't raised like that. I wasn't--you know, I didn't think I was gonna go to college. I didn't go to college. I didn't get a degree. You know, I had to work and do all of that kind of stuff. It's just I was given certain opportunities and took advantage of every single one, you know? Made the very best that I could, and I've always had a tremendous work ethic, you know? Just, you know, been out of my house since I was 17 years old. I've lived in my car for, like, three days, just so I can be out here, you know, just doing my thing. You know, just doing my thing and just trying to keep it moving.Zach: Wow. Well, kind of to start there, let's talk a little bit about that. So you've started on that path, but kind of talk to us about your journey from Hawaii to the head of diversity and engagement at Zillow. What did that look like?Lionel: I was a gogo dancer at one time. That was pretty weird. I've done everything, man. Like, I can do stuff around my house--like, right now I'm remodeling my house, and my kids will be like, "Where'd you learn how to do that?" And I'm like, "Man, it wasn't nothing about learning. I just had to survive." Zach: Wait, wait, wait. So let's take a step back. You said you were--you were a what dancer?Lionel: I was a gogo dancer for a little bit. [Zach laughs] Yeah, when I was, like, young, you know, and that kind of stuff. So I was raised extremely religious. My grandfather is a Baptist minister, and I was raised in the church, so we didn't go out and do that kind of stuff a lot, you know? And I went to, like, school dances every once in a while, and I always liked to dance, so as soon as I got out of my house and, you know, I didn't have nobody telling me what I could and could not do, you know, I got caught up in the dance club scene for a while, and I was going there a lot, and the dude that owned the club, you know, he asked me one day if, you know, I'd want to just come in and, you know, get paid for it, right? But it was like--I don't know if you remember. I don't know how old you are, but--Zach: 29.Lionel: There was this one dance that I was really good at. It was The Prep. I don't know if you remember what The Prep is.Zach: Nah, what's The Prep?Lionel: It's just a dance that, you know, like, a lot of black folks did, you know, back then. You know, I'd have to show it to you in order for you to know what it was, but people around my age group, they know what that dance is, and I was really good at it. You can be extremely creative with it, you know? So the dude just kind of, you know--and I didn't paid, like, a lot. It was--like, that was my part-time gig. My full-time gig was, you know, managing the Church's Fried Chicken, which was down the street from the club, right? So after work at Church's Fried Chicken I would shoot over there, and back then they would throw some, you know, neon sweater or some shit on me, and then I'd get on there and, you know, do my thing. [both laugh] So yeah, that's a snippet of my background, but the way that I got into where I'm at now is--the funny thing is I met a dude on a basketball court, right, like, when I was in my late twenties, and it was one of those stereotypical things, you know? I got into a fight with this dude on the basketball court, you know? Like, you know, you get into a fight on the basketball court, they find out you can fight, and then all of a sudden everybody wants to be your friend, right? So dude wanted to be my friend. He was a white dude, and I had never had too much interaction with white people honestly, and definitely not on a personal, you know, like, friendship level. That just wasn't the way I was raised. So I was kind of cautious, and at that time I worked for an organization called Street Outreach Services, and it was an HIV/AIDS prevention organization. It was led by this amazing sister from Brooklyn. Her name was Amani Wood. She recently passed, like, a couple years ago, and I consider her one of the strongest individuals I've ever met and was lucky enough to have her as a mentor for a very large portion of my life. But anyway, she and I were working together, and then I came up with this crazy idea that what we should be doing is we should be documenting, you know, crack addicts and crack dealers under the age of 18, 'cause that's a group that we were not capturing. So the city of Seattle liked the idea. My organization liked the idea. So I ended up doing that for about 2.5 years. So I was going into crack houses and stuff, like, you know, at 3:00 a.m., you know, 4:00 a.m., and dealing with a whole bunch of kids, and I dealt with the kids--I mean, I had one sister, her name was Beautiful, literally, and she was 13 years old, you know? She was 13 years old with a baby and she was a crack addict, and she was a crack dealer. So, you know, I had to deal with that, and that kind of stuff is emotionally extremely taxing, and the--I just couldn't do it as--I couldn't put as much of myself into it as I was, so I was starting to get burnt out, and dude--you know, he was a recruiter, this white dude that I had met, right? He was like, "Hey, you ever thought about, like, recruiting?" And I was like, "I don't even know what that is, man." And he brought me up to his office to show me what he did, and, like, a lot of young black men and young black women and kids that come from, you know, lesser economic areas, you know, when I saw a computer I thought, "Nah, I can't do that," you know? 'Cause, you know, "Computers are magic, right?" They're not meant for me. They're meant for, like, geniuses, right? You know, "Black kids can't do math." You know, "Black kids can't do this kind of stuff," and I bought into a lot of that. I bought into a lot of that kind of stuff. But I had a two-year-old child, so I had to do something, you know? 'Cause I wasn't making enough money, and I wanted him to have a better lifestyle than I did growing up. So I took him up on it, and, you know, I shot across the bridge over into Bellevue from Seattle, and then--I don't know if you know Seattle, but in Seattle you have east side and west side, and when you go across that bridge, man, it's completely different. Extremely affluent. Very, very white. You know, as a brother back in the, you know, '90s, you couldn't be on that side if you weren't an athlete, right, or somebody else, you know, that they recognized, because if you were a black person that they didn't recognize, the cops would give you a hard time. Like, literally. They would follow you around and stuff, right? But I went over there and I interviewed, and I interviewed with, like, nine blonde-haired, blue-eyed women, man, sitting around the table. I was like, "Man, I don't know if I want to do this," and they offered me the job, you know? And I was like, "Whoa, what do I do now?" And at that same time I was actually interviewing with the fire department, and walking out of that office--I drove, like, this beat up 1984 Volvo, you know? And when I say it was beat up, I mean it was *beat up*. There was 100 and something thousand miles on it. The paint was peeling, you know? That kind of stuff, you know? I put on the best clothes that I had at that time.Zach: That was a bucket.Lionel: It was a bucket. Man, it was a buck-et. And I'm walking out, and every car in the parking lot was like Mercedes, Audis, BMWs, you know, that kind of stuff, and I was like, "I don't know, maybe I can do this." And so I accepted and started there, and struggled, man--I struggled a lot. I mean, I struggled so bad the first three months. There's a very large organization. It's called EDP Contract Services. Now I think they're called TAC Worldwide, and it's one of the largest recruiting organizations in the world. At that time, I forget exactly how many people they had, but I know that at one time I was ranked, like, something like 2000th or something out of the company of recruiters, and by the time--I had to make a decision at one point because--you know, because I was basically told that I could be pretty successful in this if I got the street out of my voice, right? So I started [?]--you know, I went home and was, like, frustrated over it, you know? And my girl at that time, she was pretty hood too, so she was like, "[BLEEP] them. You know, we can sue them. Blah, blah, blah, blah," you know? But I went to bed with my two-year-old son, you know, and I was like, "Man, I've got to do something." So I made up my mind. You know, I made up my mind that okay, well, this is what I'm gonna do, and I walked into the office the next day--I got there at 6:00 in the morning. Nobody was there. And I didn't leave until, like, 8:00 at night, and then I did that for, like, a whole year, and I became #2 in the company, and my income went up something like 300% in a year. Zach: Goodness gracious.Lionel: Mm-hmm. And so I figured out that yeah, I can do this. And then I went to--excuse me, sorry. I went to San Francisco right after that. I got recruited by a staffing firm there. I didn't like them too much, so I started my own staffing firm. We did $2.5 million in our second year of business, and that was just, like, you know, three of us, right? And then we added some people on and that kind of stuff. Then I came back to Seattle and, again, you know, got recruited by another company and became the manager for recruiting for a startup during the dot-com era. I was killing it there, then the dot-com bubble burst, and then I went to Washington Mutual as their diverse executive recruiter, and that was probably one of the worst work experiences I've ever had, 'cause what happened--what happened was they wanted this person, but one of the head people in this department didn't want this person. They didn't feel the need for a diversity executive recruiter. So they waited for her to go on maternity leave and then, behind her back, hired me, right? So my first day of work I'm walking down the hall and this woman walks up to me and she goes, "Who are you?" And I said, "Oh, I'm Lionel Lee." And she goes, "Well, what do you do?" And I said, "Well, you know, I run diversity executive recruitment here," and she just looked at me, and I got this, like--it was chilling. Like, this look was crazy, and then the next thing I know, man, like, seven months later or eight months later, you know, maybe close to a year later, you know, the whole group was disbanded and we all had to leave and, you know, go do our own thing. And it was kind of crazy too. The way that they told you was, you know, they asked you to come in for an early morning meeting. I went in for an early morning meeting and they had HR there, and they said it's disbanded.Zach: So where does Zillow come into play?Lionel: 2007 hit, man. 2007, 2008, 2009, you know, and I went through all of my money, and I had to get back to work, you know? So I joined a really small recruiting firm that was, you know, bullshit. They didn't know what they were doing. [both laugh] But then there was this other recruiting firm that I really wanted and I went and joined them, and they were amazing, and--that's one of the crazy things too, the dude that hired me--he's, like, this really young--comparatively. I think he's, like, you know, close to 40 now--Republican white dude, right? And he hired me on to the company, and I go in there and I'm on the phone the first day, and he said "Hey, Lionel, can I [?] you for a second?" And I was like, "Yeah, what's up?" And he goes, "Man, who the hell is that on the phone?" And I was like, "What are you talking about?" He goes, "Do you know you sound white?" And I was like, "What?" He goes, "Yeah. When you talk to me normally, you know, we're fine, but whenever you get on the phone you sound white," and it's because of what I learned in the earlier part of my career.Zach: Code switching, man. Yeah.Lionel: I was code switching. And I told him, "Well, you know, that's how--" And he goes, "Nah, man. I don't think that's why you're successful. I would really love to see you be you. I got enough white dudes in my office. That's why I hired you." [Zach laughs] And I was like, "Oh, okay," and then I started really, like, trying to understand what just happened, and the reason I ended up here at Zillow Group--I stayed there for, like, five years, six years, right? And I ended up killing it there. I was always either #1 or #2. And the reason I ended up here is that the person who had hired me on at Washington Mutual, she became the vice president of talent acquisition here at Zillow, and she--I started my own company after a while, again, right, and she was one of my clients, and she asked me to come in, and she said, "Lionel," you know--this was, like, 2016. "Lionel, we're really trying to do this diversity thing, man, but we don't know what we're doing." You know, "Would you want to help us?" And I said, "Well, I can put something together." You know, I talked about it with them a little bit. They wanted me to do it. I couldn't dedicate time to it 'cause I had my own staffing firm at that time and my staffing firm was doing extremely well, but what happened was that it kind of grabbed a part of me that I didn't know really existed. My experience in tech as a black man was horrible. I mean, it was horrible, so I decided that, you know, by doing this I would be given an opportunity to better the experiences of other people that are underrepresented in the tech space, right? 'Cause when I was starting out, you know, there was no other. You know, there was me. There was me, and I was probably the only one that I knew with the exception of, like, one or two that worked in other agencies. But it was me, right? And it was horrible. I hated it. I mean, I couldn't--there was no way that I could tell somebody that "Yeah, this is a good day." I woke up every single day begrudging going to work, and eventually I was able to push down to the point where I didn't realize that, you know, there was a part of me that was always anxious, right? And that's when I got a chance to change, you know, within this organization, and then what I'm hoping for is that this organization will be--you know, will be, like, a beacon for others to take a look at, right? Like, "What did they do to make a difference?" Right? 'Cause we did. We changed how we are as a company. We've changed the way that we're perceived. You know, people want to come to work here, you know? That kind of thing, and, you know, the brown and black folks here are much happier now than they were. We know that because I'm very data-driven, and we took some surveys and things like that that let us know that the things we're doing are working. But that's how I ended up in this position. And I was a consultant at first, and they--you know, we talked about 20 hours a week. 20 became 40. It became 60. It became an obsession, you know? Because I--you know, I was like, "Ooh, I get a chance to--"Zach: Really move the needle in some way, yeah.Lionel: Yeah. Not just move the needle, but, you know, just--you know, we talk a lot in those kind of terms, right? Like, "move the needle," you know, that kind of stuff, and the way that I looked at it was never really like that, you know? The way that I was looking at it was, you know, "Improve the day-to-day experience of the underrepresented worker going into the tech space." That was my--that's my driver, right? The way that I describe what I do is that my job is to make sure that everybody that comes to work is happy and feels like they belong. That's my job. That is my job, and I--I don't like to say I love my job, because I don't think in that way, but I'm extremely proud of what we've done here at Zillow Group. I'm extremely proud, and I'm hoping to continue on this path and, you know, continue to make us an employer of choice.Zach: [applause sfx] I mean, what can I say? I mean, I hear you. This is incredible. Look, I have another question, but I want to get into this really quick though. You talked about some of the things that y'all are doing here and, like, they've been serving well. What are some of those things that you've been able to do at Zillow that you believe have helped to improve the sense of belonging and inclusiveness for black and brown folks? Lionel: Well, that was the thing, right? 'Cause one of the things that they had asked me to do was go out and find best practices, and the crazy thing is that there were no best practices 'cause nobody was really killing it. Nobody's numbers said that they were killing it, right? So I had to come up with my own stuff, but what that gave me was green fields. So I could do a couple things. So one of the first things that I did is I was walking through the office one day--and we had this wall of speakers, right? And the speakers--I looked at that wall, and it's a pretty big wall of all of these, you know, headshots of all of these speakers that we've had come into the office, and I was like, "Damn, every single person on there is white." Like, literally. Like, every single person on there is white except for one brother that we had, and of course he was a football player, right?Zach: Of course. Of course.Lionel: Right? And I was like, "Come on, man." You know? So I changed that immediately. That was one of my goals, to change that, and I did that. You know, we brought in people like Van Jones. We brought in people that were from the Islamic community. We brought in people from the Latinx community. Totally changed that whole landscape, right? And then we started talking about, like, just simple things like events, you know? Because that's one of the things that tech companies are known for, right? We have these crazy-ass parties where everybody has a good time, but not everybody gets down like that, you know what I mean? Like, I didn't grow up that way, you know? I don't go out and--you know, I'm not one of those people that like to [imbibe?] in that way and that's how I party. That's not how I do. I like the music. I like to dance. I like that kind of stuff, you know? And I'm not saying that we're all the same, but there are certain foundational pieces that make us a little bit the same. [?], right? And so we started throwing, like, parties, but I would tell the dudes that came in--I started going out and creating relationships with external organizations that were representative of underrepresented groups within our company. So we had professional organizations that I went and made agreements with, and then they would come in and they would throw the parties. And they asked me, they said, "Well, how black do you want this to be?" [both laugh] And I was like, "I want it to be as black as you want to make it."Zach: Right. It needs to be black black, with a Q.Lionel: It needs to be, 'cause you have people here from, you know, predominantly black areas, right? You've got a kid that grew up in a predominantly black area. He goes to an HBCU, you know, does really well there, and then all of a sudden he's thrown into this, right, where he's one of--I think we're at, like, 9% or something like that, right? We're still improving in that area, right? And then he's just got to, like, hang out and do what these guys do? You know, why don't we give him some of what he had back home? You know, why don't we create a sense of community for him, you know what I mean? And we did that, and then we started taking a look at some of the things--and it's all from my own experience, right? One of the things that really bothered me is, like, when all of the brothers was getting shot, you know, I felt completely alone in the office, and I had nobody to talk to about it, right? And what we did is we started--we created a forum here where people can--when things like that happen, for example when the El Paso shooting happened recently, you know, we had a forum here inside the office where people from the Latinx community could get together, along with people that were not from that community but allies that were in positions of power and strength here at the company, we all got together and we had a conversation, and we, you know, basically video-taped everybody in from all the other offices, and we had this, you know, straight up conversation about what this feels like, and that made a difference in people's experience, right? And then we talked about "How do we do our recruiting?" We started taking a look at--I started taking a look at how we do the recruiting in the first place, right? Many of our people that come on board come on from internships, so how do we effect that? Well, we start creating more relationships with organizations that are representative of us. So we started a relationship with NSBE, the National Society of Black Engineers. We started a relationship with SHPE, Society of Hispanic Professional Engineers, right? And then we put into practice talking to the CTO, the chief technology officer, who is just--you know, he's cool, he's just really cool, and I gave him an a-ha moment when I took him to AfroTech, like, two years ago.Zach: Oh, yeah. Shout-out AfroTech. Shout-out Blavity. Yeah, yeah, yeah.Lionel: Yeah, by Blavity, right? And I took him--he was one of the only white dudes there, and I was like, "Look, you know, I'm gonna introduce you to some people. You're gonna have some good conversations, and then we're gonna talk about it afterwards," and he was like, "Cool," but he walks in and there's THOUSANDS of black people, man. Where people were telling him, "Oh," we can't be found, which is bullshit. Zach: It is, man. No, it is. It is so annoying, Lionel. Well, it's annoying and it's insulting and it's racist, right? So you said, "Well, we can't find this talent"--like, we're all over, and, like, look, AfroTech is an obvious one, but man, there are also, like, a lot of, like, local, like, groups, right? Like, there's all--if you go to any major city, there's some grassroots coding group that is black and brown, right? And honestly, even if you just take the time and look in the PWIs that you're recruiting, if you just look one more time, they're there too. Like, we're here. Lionel: Right, right. So what we did--he saw that, and we came back and he was like, "What do we do?" And I said, "Well, let's figure out some strategies," and what we started doing is we started making--'cause Boeing has doing been this forever, but Boeing's been going to NSBE and making offers on the spot, right? And so it was like, "Okay, well, let's do that," and we started doing that, and we started increasing our numbers because of that, right? And then those kids that were coming in as interns, we started converting them to full-time, and then on top of it their experience as workers here is real cool because, like, I'll walk by, you know, and I'll talk to 'em and be like, "Hey, what's happening, brother?" You know? "How you doing?" And they'll look at me like--Zach: Even that alone, which is small, right? It's huge to them.Lionel: It's small. It's really, really small, but it's so important, right? People gotta feel like they feel belong. People gotta feel like they're appreciated, right? That's what has to happen, and that's what we started doing. That's one of the things. I could go on and on, man. We've done--when I say I'm proud of the work that we've done here, I'm extremely proud of the work that we've done here.Zach: Rightfully so.Lionel: Yeah. The executives have been fully on board. You know, we also do this other thing where we understand the C-level, the C-Suite, has to be on board. So we do a thing called the MB Learning Series, which is twice a month. You know, we get together, myself, the senior VP of community and culture, and some other key individuals that are well-versed in this space. We'll get together with a bunch of people from the C-Suite, and we'll sit down and we'll talk for about an hour, an hour and a half, about whatever it is, right? It could be a current event that has impacted an underrepresented group, or it could be about something that they've encountered themselves, right, that they want to know more about, right? So we work with them, and they get to learn, they get to learn what's happening, and it changes their perspective and it changes the way that they go out and approach things and make decisions, right? We have our CEO--our CEO is, like, one of the only CEOs where, you know, in his signature file, you know, he has his pronouns, right? Because that's important, you know, to understand that not everybody identifies in that way. Understanding that people identify differently is extremely important, 'cause it puts you in a different place in your learning, in your journey, and that's how we got here. I mean, there's--you know, I could go on and on, but that would take up your whole segment.Zach: No, no, no. This is great, and look, Lionel, we'll just have you back. It's not a problem, man. We'll just have you--[both laugh] You'll just come on back. But it's interesting, really quickly, about the pronoun point, right? So, you know, some research that Living Corporate has been doing, you know what I'm saying, on our whitepaper--if you check us out on the website, you know, you'll see us on there, and we talk about the fact that, you know, 14% of millennials identify as trans or non-binary, right? So it's a real statistic.Lionel: Oh, it's a real statistic. It's real. And, you know, there's so many different groups of other people that do not feel like they belong. You know, they just--you know, especially with the current climate in our country today. That kind of stuff, the divisiveness of our country today, and, you know, we just--we want to make sure, in our company--and we've been voted, like, one of the best places to work forever, right? ["ow" sfx] Forever. But what was not being considered was that not everybody felt that way. It was not the best place to work for everyone. We found that out through our data, you know? We pulled some data that showed us that. So our goal is to make this the best place to work for everyone, and we don't--I mean, we look at everyone and make sure that they're taken care of. And we started our ERGs here two years ago. We dedicated a lot of resources to it. It has its own program manager that manages everything. That's his full-time gig. That's what he does to make sure that, you know, they're good. You know, we have all of the infrastructure in place for that. They're fully capitalized. Yeah. We do--you know, we do a lot of stuff here that a lot of companies don't do, and I think a lot of it just has to do with the fact that we've been following best practices. 'Cause, like I said, we didn't find any, so we had to create our own.Zach: No, that's incredible, and you're absolutely--this is the thing. It's so interesting because as commercialized and, I'm gonna say it, colonized as diversity and inclusion has become, right, like, as a space, when it comes to actually delivering and doing the work, we're still very much so in our infancy, right? Like, there's not a blueprint for anything.Lionel: No. No, there isn't, and that's--yeah, I would agree with you that there is a lot of stuff in our space that, you know, I kind of, like, look at three or four times too, you know? Like, "Really? That's what we're gonna do now?" [Zach laughs] But that's the thing, you know? Let's be creative, you know? Let's figure it out, and for me it was very personal, you know? That's why, you know, a lot of the stuff that we did here was me imagining me, you know, sitting there at work. You know, what would I want? You know, when I first started in this stuff, what would I want? I'd want to be able to come into work and feel like I can be the best me possible, right? But I don't have to, like, play by nobody else's rules about how I talk, how I walk, and all of those kinds of things. I don't believe that people should or can bring their whole selves to work. I don't believe in that. I think that, you know, there's some shit you need to leave at home, right? [both laugh] I don't believe--you know, like, my grandmother used to tell me, you know, "Tell some. Keep a lot." You know what I mean? You don't need people knowing everything, right?Zach: Yeah, keep going.Lionel: You should be able to be comfortable when you go to work. You shouldn't have to code switch as much. You shouldn't, you know, have to wonder about your place there as much, you know what I mean?Zach: I do. You're 100% right, yeah. Lionel: Yeah, that's what we did. Zach: You said, "Share a little bit. Keep a lot." But you're right though, and some of that, Lionel, is cultural, right? So, like, I would say black and brown folks--and I'll just speak for my experience. Like, I was raised, you know, you keep your business to yourself, right? Like, there's certain things, where as then, you know, there's stereotypes that white folks love to just tell everything they got going on. They'll talk about the medication they're taking, if they're depressed, you know? They'll share everything. But you're right, like, I'm not tripping on--I don't necessarily--my quote-unquote "whole self," like, I don't have to do that, but I should feel comfortable--right, I should not feel uncomfortable and dread going to work or feel like, man, just so otherized to the point where I can't even function.Lionel: Exactly, and being othered is real, and it's difficult for people to see that, you know? Like, "Oh, we're paying you," you know? "I don't know why you don't feel appreciated," you know? It's that kind of stuff, and it's like, "Man." You know, if I'm coming into work and I can't wait to get home--not because, you know, I just don't want to be at work for whatever reason, but just because I don't feel comfortable and when I get home is when I feel comfortable? Or I'm dreading going to a company event because I don't feel comfortable? You know, that's a problem. That's a problem. That's why there's more brothers and sisters that are consultants than full-time employees in the tech space.Zach: Man... listen. Oh, my goodness. So look, Lionel, you gonna have to come back, because I've got, like, four more topics we can talk about, [laughs] but you're 100% right, right? Like, you think about, like, it's these temporary, transient roles, right, that give you space, but then also, like--they give you space to kind of move around and not get too uncomfortable in these environments. Man, not to mention the pattern where I'm seeing a lot of black and brown folks are in these, like, non-client-facing positions. Like, they'll typically in, like, the security tech roles, but let me not even--let me not step on too many toes today. Let's keep going though. I want to respect your time. Let's get into how you and I connected. So of course, you know, I'm on LinkedIn. I'm active active on there, but I seen you on there, and you sent me a link about a project you're working on, which really got my attention, and I'd love to--I'd love for you to talk a little bit about that as well as--and just kind of your passion and interest as to why you're doing the work that you're doing on it.Lionel: Yeah. I think you're referring to the microaggressions survey that we sent out.Zach: That's right. Lionel: So Rebekah Bastian is the VP of Community and Culture here. She's my boss, right? I have a direct line to her and then a [?] line to the chief people officer. She and I sit right next to each other. It's an open kind of space. And she's a contributing writer for Forbes. So she was writing this thing on microaggressions, and I was like, "Let me read that," and I read it, and it talked about microaggressions towards women, right, and more microaggressions towards women, and I was like, "Man, that's crazy," you know? Because we suffer from microaggressions. And she was like, "You do, I know that." And I was like, "Yeah, I know you know that, but, you know, there's no data around it. Why don't we do our own survey?" You know, 'cause we couldn't find no data, right? We did the research and whatever, and she was like, "Yeah, I would love to write something on that, but, you know, I can't find any data," and I said, "Well, let's create our own data, you know?" So she put a survey together, and I sent it out to my network, which is pretty broad, and then many of my--that's one thing I want to thank everybody for, including yourself, you know? Many of them sent them out to their networks too. Like, "Hey, you know, this is happening. Let's talk about this." Right? And yeah, I came back and--I think we're gonna try and do this, like, yearly, and try to go even deeper, 'cause I think that it was a great introduction, but I think that we could have covered a couple areas that, you know, people really don't want to cover. But it's important, right? 'Cause I know that I suffer for them still today on a daily basis. I have to check somebody in a meeting or, you know, I also have to be mindful about certain things, right, you know, that they don't have to, you know? When I say them, I mean, like, white folks that are in my same position or at the same level that I'm at, right? And yeah, we still go through it, and it's difficult. You know, it's difficult, and we had to put that information together ourselves 'cause we couldn't find any.Zach: Well, to that point though, why do you think that I&amp;amp;D programs--so I have a bevy of my own theories, right, but why do you think, when we talk about diversity, equity, and inclusion, we don't zoom in on black male or brown male experiences specifically?Lionel: I don't think people really want that wake-up call yet, you know what I mean? I think that people want to imagine that "Hey," you know, they got to this particular spot in their career, you know, they're making this particular amount of money, you know, they should be happy, right? But they don't know that for a lot of us--I mean a lot of us, man, a lot of us--you know, we have to deal with [BLEEP] on a daily basis that they never have to deal with, they never have to deal with. But nobody really wants to put light on that, you know? 'Cause then that would mean that we have to do some more work, and I think people don't want to do that, you know? I think that, you know, people try and find the easiest and fastest way to get to a certain point, right? But when we're talking about something that's this complicated and this nuanced, it's gonna take some work. It's gonna take some serious work, and--what is it--the implicit bias trainings and all of those kinds of things, you know, that's, like, the tip of the iceberg. Nobody wants to.Zach: No, they don't. And it's aggravating too, because even--so I've talked to--so in my current job, and then at previous jobs too, but, like, I have mentors here, and I've [?]--you know, what I find frustrating about us always running into implicit bias is that it makes the presumption that all bias is accidental or unconscious, right? And it's like, "No." Some of y'all actively don't want black and brown people here. Like, come on. It is 20--it is the age of our Beyonce, 2019. We know the deal. [both laugh] We know where people align politically. Like, more than ever we have direct insight into political idealogies, beliefs, and points of view on race, gender, sex, religion, sexuality. Like, we know all these things, so, like, let's not act like everything is "Oh, I stumbled across this racist thing." Like, come on. That's not the reality. So let me ask you this as we kind of wrap up. What are some of the challenges that you've come across as a black executive leader within an I&amp;amp;D space? 'Cause you're the second person. You're only the second person in one of these positions that I've met that is a black man. So you're in this position, right? Typically I see folks in this position are white women and maybe even white women who identiy as LGBTQ, right? As a black man, what does influence and coalition-building look like in your position?Lionel: Influence and coalition-building in my position? Well, one is--you know, one, you've got to have allies. I don't believe that we're in a position right now, that we have the power right now, to be able to make the change that we need to make without powerful allies, right? But at the same time, those powerful allies are working with biases themselves, so you need to make sure that you're training them up, mentoring up with them, to make sure that when they are supporting you that they're supporting you effectively and they know where it's coming from. I agree with you in many ways that, yeah, I don't necessarily think--well, let me change that. I don't believe that bias is a strong enough word for one thing. Two, I don't believe that it is all implicit. I do think that some people are just that way, and they just believe, you know, all of the propaganda and rhetoric that has been going on in the United States forever about us, right? And coalition-building really means getting rid of some of that, you know? Doing the, you know, behavioral change and thought change is important, you know? That kind of thing has to happen before people can really try to support you, because they have to understand that they are being affected, and their actions are being affected, by things that they've been taught for most of their lives in the United States, you know? The United States, man, we're--this is a country built on racism. This is a country that's, you know, built on the backs of us, you know? Whether you're Asian, Latino, Native-American, you know, that's what this country is built on. [to this day sfx]Zach: Straight up.Lionel: To this day.Zach: To this day!Lionel: To this day, right? To this day, and we have to get to a place where we recognize that. We have to get to a place where we're not okay with it. It is something that we're ashamed of, but it's something that we're gonna admit, right? That this is what's going on with us, and we need to move forward from here. That's coalition-building, you know? Getting people to really understand the mistakes that were made. Fess up to them. Own up to them. Make some changes, right? [?]Zach: [Flex bomb sfx] Man, I love it. And, you know, this is the thing--you're the first person who I've had a conversation with who talks about the fact that coalition-building is not only bringing things in but also pushing things away, right? It's both. I love that. I love that. Well, look, let's do this. If you had three points of advice for any leader seeking to specifically recruit and engage black men, what would they be?Lionel: Make sure that what you want to invite them to is welcoming of black men. Do that, right? I mean, don't ask me to come to your house if your house is falling apart. Don't do that. Like, make sure your outline's right first, right? Make sure that you work with recruiting to help them to understand that, yes, they are out there, you're just gonna have to work a little bit harder. Make sure that you work with your executive staff to make sure that they're on board with whatever programs that you put in place so that you can make sure that you keep people once they get there. Zach: I love it. Just like that. And listen, y'all, you heard Lionel's advice, so we looking at you now. So you're gonna come around trying to invite black and brown men to your organizations, and we're looking back at you like [haha sfx]. Look, don't play yourself. Pay attention. This has been great, Lionel. Before we get out of here, any parting words or shout-outs?Lionel: No, man. Thank you for having me. You know, we've got a lot of work to do. You know, we're nowhere near where we could be, and a lot of this is about the economic divide, the wealth gap, and it's just gonna get wider and wider and wider. We've got to get on, you know, our bikes, man. We've got to get to work, you know, 'cause--we've got to get to work. We've got to get to work.Zach: Well, they're projecting that the median wealth of black families from a household perspective will be zero dollars, like, by 2050 or so, so you're absolutely right. We gotta--man, Lionel, this has been--like, no shade to everybody else, y'all, this has been top two dopest conversations we've had on Living Corporate. Thank you so much for being a guest. We very much so want to have you back. We'll talk about that offline. Until next time, y'all, this has been Zach. You've been listening to Lionel Lee at the Zillow Group. Make sure you check out all of his information. Links in the show notes. Catch y'all next time. Peace.</itunes:subtitle>
      <itunes:summary>Zach speaks with Lionel Lee, Zillow Group's Head of Diversity Engagement, and they discuss his unique personal career journey up to this point. Lionel details what influence and coalition-building look like in his position, and he also shares some of the things that he's been able to do at Zillow that he believes have helped to improve the sense of belonging and inclusiveness for black and brown folks in the workplace.
Connect with Lionel on LinkedIn!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach speaks with <a href="http://bit.ly/30S2Iex">Lionel Lee</a>, <a href="http://bit.ly/2MqRZm3">Zillow Group</a>'s Head of Diversity Engagement, and they discuss his unique personal career journey up to this point. Lionel details what influence and coalition-building look like in his position, and he also shares some of the things that he's been able to do at Zillow that he believes have helped to improve the sense of belonging and inclusiveness for black and brown folks in the workplace.</p><p>Connect with Lionel on <a href="http://bit.ly/30S2Iex">LinkedIn</a>!</p>]]>
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      <itunes:duration>2911</itunes:duration>
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      <title>The Link Up with Latesha: 5 Things to Consider When Pursuing Your Dream Job</title>
      <description>On the ninth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks to us about five things she thinks we should consider when pursuing our dream job or just that next best move we can make. You're bringing a lot of things to the plate - your experience, your expertise, your skills - so it's important to make sure that these companies are really delivering that value right back to you!
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</description>
      <pubDate>Sat, 05 Oct 2019 08:42:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha: 5 Things to Consider When Pursuing Your Dream Job</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>127</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f6163b3e-f2a4-11ea-88c4-3b67c118d454/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the ninth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks to us about five things she thinks we should consider when pursuing our dream job or just that next best move we can make. You're bringing a lot of things to the plate - your experience, your expertise, your skills - so it's important to make sure that these companies are really delivering that value right back to you!Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBTRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha. I am your host Latesha Byrd, and this podcast is for young professionals that need some real deal advice, tips, and resources to navigate corporate America and dominate their career. If you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you are in the right place. I am here with Living Corporate, and today we are talking about five things to consider as you are pursuing your dream job. That's right, talking about pursuing your dream job or your ideal job or the next best move that you can possibly make or--for any type of job opportunity or career path that you are considering, here are five key tips. And this is extremely important because I realized that so many of us really go about this job search process all wrong. For instance, we get our degree--I'll just choose marketing as an example. We'll get our marketing degree, then we just are looking for marketing jobs without thinking about "Is this something that I will actually enjoy? Will it fulfill me? Will I love it?" We're just out here applying to the jobs that we think we can get an interview for, things that, you know, we meet the qualification for, but do these careers actually qualify us, or should we be qualifying them? When you are thinking about the job search process and as it relates to landing an opportunity, it is a transactional relationship. With that being said, you are being paid for your experience, your expertise, your skills. If you have listened to this podcast, you know I've preached on this all of the time, but you're bringing a lot of things to the plate, so it's important to make sure that these companies are really delivering that value right back to you. So as you are thinking about what your next job will look like, I have five tips for you, and the first one is - will this company allow you to live the lifestyle that you ultimately want to live? With that being said, do you want to be able to work flexible hours? I'm a very independent person, just thinking about my personal work style. If you give me something, you give me a task, I'll take it, I'll run with it. Now, you have some others that, like, really emphasize collaboration every step of the way. Not saying that I'm not collaborative. [laughs] I just kind of like doing my own thing, and I'll explain that a little bit later. So just thinking about the type of lifestyle that you want. Do you want to work flexible work hours? I actually don't even really buy into this "work from home" thing anymore. I like the "work from anywhere" model, you know? So let's say I'm traveling [and] I want to go--me and my friend, we actually went to Chicago for a week in August, and, you know, she was--she wanted to go out of town for a week. Her job was flexible and allowed her to do that. So, you know, I'm an entrepreneur. I typically can kind of go and choose to work where and how I please, and so I said, "Hey, girl. I'm coming on this trip with you to Chicago," and we just went to Chicago for a week and, you know, got an Airbnb and just worked, just for a change of scenery. Will your job allow you to kind of live that lifestyle if you do like to be on the go-go-go. With that being said, if you do like to travel, get a job that will give you those travel opportunities, you know? When I worked in recruiting--and that was what I did prior to becoming a full-time entrepreneur. As I was growing my coaching practice I was a recruiter for an accounting firm, managing recruiting for about five offices up and down the East Coast, and through that job I was able to travel up and down the coast, from D.C., Virginia, Atlanta--I went out to Vegas for a few conferences. So a very, very cool experience, and I love to be able to travel. So think about the lifestyle that you want. Will that company, will that job, allow you to do that? We all know that there are certain positions that are a little bit more--that are travel-based, you know? Maybe you have clients all over the states or you have clients internationally that will you require you to have some face time with your clients. So, you know, if you like to travel, that might be a type of job that you would want to consider. You know, consulting, there's so much travel involved in that, and a lot of other types of, you know, opportunities out here that will allow you to do that type of trouble. The second is D&amp;amp;I, or I'll say DE&amp;amp;I. Or is it DEI? [laughs] Diversity, equity, and inclusion. We hear this talk about company culture, right? Making sure that, you know, "You need to be with a company that has a great culture and everyone likes each other." I really think it boils down to "Does this company have innovative DEI initiatives, practices? Are they not just talking the talk, but are they walking the walk?" If a company is really focused on that, their culture is going to be reminiscent of or reflective of, you know, the effort that they actually put behind it, and that's extremely important to me. You know, thinking about--I am a black woman. I want to see black women in leadership roles. It would be great to see them in roles that I aspire to. And, you know, not just black women, but I want to work in teams where I get to work with folks of all different ethnicities and genders and sexual orientations and, you know, all of the things that make us different, because I've realized that as I start to learn from other people from different backgrounds, it actually makes me a more well-rounded individual. And, you know, from a diversity perspective, companies do perform better if their teams are diverse. And I don't want to just emphasize on that diversity piece, but the culture has to be inclusive, and that's a lot more than doing an unconscious bias training once a year. Number three is the team. When you're interviewing with these companies, make sure that you are meeting people that you would like to--that you would be working with. Maybe if you don't have the opportunity to connect with someone who works on that team while you are interviewing, see if you can at least have a conversation with them throughout that process, even if it's over the phone or for something casual. Let's say you interview, you get the offer, and you still don't know who you're working with. Ask them if you can actually speak with those individuals before you make your ultimate decision. You know, it is so important--[laughs]--it is so important to actually like the people that you work with. Do you like them? Do you vibe with them? Is the energy good? You know, these are things to pay attention to as you meet them. What is their working style, you know? Do you have a team that likes to meet every other day to talk about what they're working on? Or if you're like me, where you're a fairly independent worker, hey, maybe "I have my work here, you have your work there. We come together when we have the ultimate team or a larger-scale project that we're working on," but for the most part I'm good, you know? That was one thing that I really enjoyed about being in recruiting, I had my own territory that I managed. The other recruiters on my team, they had their territories that they managed, and we would come together to plan, you know, company-wide recruiting events, initiatives, things of that nature, and I really enjoyed the independency piece of it, but also the opportunities to collaborate as needed. Number four - the work itself. [laughs] Will you actually enjoy the work that you're doing? You know, before I was in recruiting--now y'all are gonna be like, "How many jobs did this girl have?" I had three, okay? I went from accounting to recruiting, and now I am a career coach. [laughs] So I started my career with KPMG in Audit. It was a wonderful opportunity, a wonderful company. I had several internships with them, but as I--and I guess I didn't really think through if I would actually like it until I started working post-graduate school and said, "Wait, is this what I--wait, this is what I signed up for?" You know? As an intern, I was just happy to be collecting a check and to be working with a large organization that had such a great brand recognition. So I realized that I did not enjoy being an auditor, you know? I kind of felt like, man, my clients didn't love seeing me. I wanted to feel like I'm actually making a difference or I'm making an impact where I'm helping, and, you know, folks when they see me, they'd be like, "Ugh, what do you want today?" [laughs] They were actually great. They were fine, but it was sometimes a little harder as an auditor to get what we needed. You just had to kind of, you know, win your client over a little bit, and then it was good, but I ultimately realized that not only that, I just did not enjoy the work, and that become something that was, you know, pretty important, but it's not all about me. I meet a lot of women every day that don't love the work that they do and they are scared to, you know, pursue something else because of the pay, because, you know, maybe this job that they're at right now is giving them some flexibility, or maybe they're just scared, you know? Maybe it's just fear, but if you don't enjoy the work, I promise you there is a job out there where you can enjoy it and you can get all of the other things that you want and more. Number five is growth and training opportunities. Are you interested in growing with the company? Now, success--we should always be reevaluating what success looks like for us from a professional landscape, but, you know, when it comes to growing, do you want to actually grow into a leadership role, a management role? You know, if not, then that's cool too, but depending on how you want your future to look, you need to make sure that the organization is willing and able and has the capacity and is fully vested in your growth and they are going to provide you with training opportunities and development opportunities that will allow you to grow into that professional being that you ultimately want to be. So I hope that these five key things help. Make a list. You know, make a list of all of these things and get as specific as possible. I have all of my coaching clients create a list of at least 30 things that they are looking for in their next role. These are some things to consider. Now, I didn't cover every single thing that's out there, but to me those are the five key things. You have to think about what's most important to you. So that's all I have today. Just to run through those tips again or those keys. Remember, it was five key things to remember as you are considering your next position. One is lifestyle. Two is culture or DEI, diversity, equity, and inclusion. Number three is the team. Do you actually like them? Do you vibe with them? Number four is the work itself. Will you actually enjoy what you are doing? And the last is growth and training opportunities. So that's all I have today. Thank you all so much for listening to The Link Up with Latesha on Living Corporate. If you have any questions or comments or, you know, you have some thoughts, please reach out to me. You can find me on social media, on Instagram and Twitter, at Latesha--that is L-A-T-E-S-H-A underscore Byrd, B-Y-R-D. I'll catch y'all next week. Peace.</itunes:subtitle>
      <itunes:summary>On the ninth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks to us about five things she thinks we should consider when pursuing our dream job or just that next best move we can make. You're bringing a lot of things to the plate - your experience, your expertise, your skills - so it's important to make sure that these companies are really delivering that value right back to you!
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the ninth entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, talks to us about five things she thinks we should consider when pursuing our dream job or just that next best move we can make. You're bringing a lot of things to the plate - your experience, your expertise, your skills - so it's important to make sure that these companies are really delivering that value right back to you!</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p>]]>
      </content:encoded>
      <itunes:duration>967</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : 3 Things All Professionals Should Schedule Regularly</title>
      <description>On the thirty-third installment of Tristan's Tips, our special guest Tristan Layfield talks to us about the three things he believes all professionals should be scheduling regularly. The best time to find a job is when you're not looking for one, so be sure to implement these strategies to set yourself up for when you do need that new job!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Thu, 03 Oct 2019 08:01:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : 3 Things All Professionals Should Schedule Regularly</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>126</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f62dd294-f2a4-11ea-88c4-ef41b79a71df/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the thirty-third installment of Tristan's Tips, our special guest Tristan Layfield talks to us about the three things he believes all professionals should be scheduling regularly. The best time to find a job is when you're not looking for one, so be sure to implement these strategies to set yourself up for when you do need that new job! Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: What is going on, y' all? It's Tristan Layfield of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week let’s talk about 3 things I think ALL professionals need to schedule regularly.Do you know when the best time to find a job is? …. Well let me help you out, the answer is when you’re not looking for one. Searching for a job can be stressful. Think about it. Trying to not only remember what you did the last 4 years of your career but also having to write it down in a compelling way. Attending a ton of events in a short amount of time to try to make new connections in hopes that the uncomfortable first interaction leads to a career. Connecting with people on the internet thinking that maybe, just maybe someone will reach out with an opportunity.All of that induces a ton of anxiety and honestly doesn’t position you for success in your job search. That’s why I think there are 3 things that ALL professionals, no matter if they love or hate their job, should schedule on their calendars to help them in landing their next role:The first thing is time to update your resume - As I said earlier, trying to update your resume after 4 years of not touching it is the worst. Especially if you find that application that’s due tomorrow or someone says, “Hey, shoot your resume over to me now and I’ll see what I can do.” If you put 30 mins on your calendar every month to update your resume while everything is pretty fresh in your brain, you’ll keep yourself out of those binds because your resume will ALWAYS be ready.The second thing that should be on your calendar is time for LinkedIn - Being active on LinkedIn can build up your network which, in turn, can help you in your job search. But being proactive about this allows you build genuine, authentic connections that makes those people more likely to help you in whatever way they can. There are a few things I suggest you get on your calendar when it comes to LinkedIn First, I suggest scheduling time to update your profile monthly around the same time you update your resume. Second, make some time to create posts and engage with other people a couple of times a week, at least.The third thing is time to network - since most jobs are filled through referrals, this is key. The best time to build and warm up your network is when you don’t need them. But remember, networking doesn’t always mean going to events, it also means warming up connections you haven’t talked to in a while. Since old connections run in different circles they tend to provide different information than what you or your inner circle have access to AND you two already have previously established rapport so they are more likely to help you. Oh, and yeah you should go to events too and be sure to always follow up! Having these three things on your calendar at regular intervals will help you remain accountable and also set you up for when you really need that new job!This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, twitter, and facebook at @layfieldresume or connect with me, Tristan Layfield, on LinkedIn!</itunes:subtitle>
      <itunes:summary>On the thirty-third installment of Tristan's Tips, our special guest Tristan Layfield talks to us about the three things he believes all professionals should be scheduling regularly. The best time to find a job is when you're not looking for one, so be sure to implement these strategies to set yourself up for when you do need that new job!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirty-third installment of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks to us about the three things he believes all professionals should be scheduling regularly. The best time to find a job is when you're not looking for one, so be sure to implement these strategies to set yourself up for when you do need that new job!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p>]]>
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      <title>Publishing While Other (w/ Kori Hale)</title>
      <description>Zach speaks with Kori Hale, CEO of CultureBanx, about CultureBanx itself and her personal career journey. They also discuss the concept of producing content, particularly while other, and Kori offers some great advice for professionals who are afraid to make a jump or do something new in their career.
Connect with CultureBanx through their website, Instagram, and Twitter - and check out their content on Spotify!
Connect with Kori on LinkedIn, Instagram, and Twitter!</description>
      <pubDate>Tue, 01 Oct 2019 09:30:00 -0000</pubDate>
      <itunes:title>Publishing While Other (w/ Kori Hale)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>125</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>Zach speaks with Kori Hale, CEO of CultureBanx, about CultureBanx itself and her personal career journey. They also discuss the concept of producing content, particularly while other, and Kori offers some great advice for professionals who are afraid to make a jump or do something new in their career.Connect with CultureBanx through their website, Instagram, and Twitter - and check out their content on Spotify!Connect with Kori on LinkedIn, Instagram, and Twitter!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and we are here again. More fire for your head top, more content, more real discussions with black and brown people or people that affirm the identities and experiences of black and brown people to center--that's right--black and brown people. And today is no different, 'cause, you know, we're coming to y'all with really good conversations, often times with a special guest, and we have such a guest today - Kori Hale. Kori, welcome to the show. How are you doing?Kori: Hi, Zach. I'm great. How are you?Zach: I'm doing really, really well. I appreciate the fact that you were able to take the time to be on the show. For those of us who don't know you, could you talk a little bit about yourself?Kori: Yes, I can, but before I do, I noticed in the opening you said this show is also for people who affirm the identities of black and brown people, and I was wondering if that included Rachel Dolezal. [laughs]Zach: Oh, goodness. You know what? If Rachel wants to--here's the thing about Rachel. I--it's so confusing, 'cause she could have done so much more as an actual white woman and, you know, given and used her privilege as--you know, and given it away. Instead she chose to, I don't know, handicap herself, but then also take a bunch of, like, praise? I don't know. Maybe. I don't know. What do you think? You tell me.Kori: Yeah, I don't know. It is a tough one. However, homegirl can definitely braid some hair based on that Netflix documentary that I saw, 'cause I'm like, "Yo." I mean, normally white people just have less-textured hair, so it's much harder to actually, you know, braid in extensions, and I ain't ever even seen anyone iron some hair like that before. [both laugh] She was teaching me some stuff! So I was like, "Oh, girl, I didn't even know you could do all that."Zach: That's so funny. But you know what? I think this is a really good segue into what you do and your platform, but I'd love to hear more about your journey and kind of--so let's just get it out there. You're the CEO and founder of CultureBanx, which is a media platform for black folks, for black and brown--I'm gonna say black folks, and I'll let you kind of get into it, but let's talk a little bit about your journey and kind of how you got there and then really more about what CultureBanx is.Kori: Yes. So my journey is--well, as I like to say, the path that we're all on in life is not easy, nor is it paved in gold, and that's a lot like my story. I started out as an investment banker, first internationally at a Swiss bank in London, and then I moved back to the States and I was with Goldman Sachs for several years and just really realized, right, that there wasn't anyone that looked like me delivering high-level business financial news in a way that really would resonate with my community, with my core values, and so I was like, you know, "If I can't figure this out, let me maybe try and go work at some of the big networks," specifically business news networks, right, and figure out how can I maybe inject some diversity, because I think that a lot of us, when you work in corporate America, the main thing that you want to do is feel like--and I really actually hate when people use the word "safe places" or "safe space." Like, there's no safe space when you get up and you go to work for somebody else every day, right? Because it's their company. So, like, that doesn't exist, even if they want to create some employee resource group or whatever. Like, the head of the employee resource group still reports to somebody that doesn't look like them, [?] like, up to the CEO of the company. And so I thought I was gonna be able to inject diversity at networks like Bloomberg and CNBC, and even when I was a news anchor down on the floor of the Stock Exchange and actually didn't even know until I was down there that I was the first African-American woman to ever anchor a daily news show from the floor of the New York Stock Exchange in its 200+-year history, and I thought, "Well, that's odd." Like, "What's going on here? Why has that never been a thing until I worked at this media startup?" But through that transition of investment banking to then getting into media, what I really realized was that there was no outlet, broadcast, print, or digital, that was gonna deliver the type of content that I was looking for. So if a former investment banker journalist can't create this sort of company for communities that need it the most, then no one else is gonna go out there and do it, and that really brings us more to the present day and CultureBanx, the media company, and what we do is create business news for hip hop culture, and essentially all of our articles have music attached to it that then spins out into different curated Spotify playlists. So it's pretty dope if I do say so myself, because I--Zach: Aye. [laughs]Kori: I mean, it is. I look at music as that sort of underlying theme throughout all communities. It's an easy way to engage, an easy way to see a reflection of yourself, and what if we took that same approach to information and content and not keep pushing just entertainment and sports and celebrity and that sort of stuff to minority communities? Because we think--and by we, the people that are actually even pushing the content towards these communities aren't even from those communities, but they're trying to say, "Oh, this is what they want. This is the only thing they care about," but that's not true. It's just that you're putting it in a, as I like to say, razzle-dazzle sort of way. If you did the same thing but you talked about stocks and mergers and acquisitions, what a difference you might see in those communities.Zach: No, you're absolutely. And I mean, I think the other piece is, like, also acknowledging the work that those communities are already doing, right? So there's more and more black tech spaces that are coming up organically, right? Like, you think about--there's multiple of these types of pods, like, within the coastal cities, the DMV, LA, Oakland, Houston, the Midwest and Chicago. Like, there's all types of just organic things happening. Healthy living co-ops. There's all types of activities that are happening in these--again, like, in these black and brown communities, but there are larger, I think, like--I don't know, just larger narratives and systems in place that minimize those stories. And also there's a lack of funding, right, and marketing awareness for those organizations that are already in place. What I think I hear you talking about is really exciting because you're pushing more content, and then I also believe CultureBanx provides opportunities, or at least opens up a lens to what is actually happening today in those spaces, right?Kori: Yes. We definitely provide people with what we call the culturally-attuned perspective in those spaces. I mean, it's easy to see a headline--to your point--about minority maybe co-working spaces or different companies or organizations, institutions, that are focusing in the STEM fields as it relates to minorities. What we really try to push over at CultureBanx are the everyday stories though. So not just [whatever?] falls in the minority bucket 'cause it mentioned something about the Latinx or Asian or black community, but this story is the headline on all of these platforms, and this is information you need to know, but they're not gonna tell you exactly why it's relevant to your community, why you should personally care about something like that. And Zach, can I go ahead and give your listeners a quick example here?Zach: Come on.Kori: So last year, Michael Kors--the company, the retail brand--bought Versace, a very famous Italian luxury retail brand, for $3 billion. You would think on the surface, "Okay, well, that's interesting I guess, if you're into fashion," or even if you're not into fashion, but no one is telling you why that deal is really a play on urban culture. And the reason that Michael Kors really wants a bigger stake in Versace is because of Versace's long-standing love affair with hip-hop, hip-hop and the community, and hip-hop of course being the #1 genre of music for the past decade.Zach: In the world.Kori: Right. Hip-hop leads these trends, and the majority of hip-hop artists are African-American. We've seen a huge rise, right, with Latinx performers in the hip-hop community as well, but still all in that, you know, minority category, and just that spending power alone of African-Americans is currently at $1.3 trillion, making the spending power of this community larger than the economy of Mexico.Zach: Come on, now. [Flex bomb sfx]Kori: Y'all gotta feel me when I say we have more spending power than the entire country of Mexico just as an African-American community, a subset of the bigger U.S. population, but it's more powerful than entire countries. And so to get in front of that audience, right, is something that most brands want, and no one is gonna talk about that the way we're gonna tell you "This is why this is important," right? This market move by Michael Kors to acquire Versace is much bigger than them trying to perhaps get into more of the luxury business and much bigger than Versace trying to figure out how it can get into more stores. It's like, "Hey, we know their main audience, the people that are spending money." I mean, think of all of the free advertisement that Versace gets in hip hop songs?Zach: Oh, no, 100%. 'Cause part of me--I was talking to my wife about this. I was like, "Dang, I wonder if any of these rappers--like, do they have deals that they don't talk about?" Right? Like, when Migos made that song "Versace," right, like, did they have some secret deal, like, a marketing agreement, and, like, did Drake get a piece of that? 'Cause, like, it's just wild that--like, we do that though. Like, we'll talk about Polo, Versace, Gucci. Like, we love high-end brands. We talk about Pateks. Like, we talk about--anything that's, like, European and very expensive, like, they end up in rap songs, and I just ask myself--and maybe I'm a little bit more conspiratorial than I should be. I'm always thinking about, like, there's just some grander scheme here--like, I just wonder, like, is there some, like, larger agreement that maybe even some of these record labels have with these European brands to then create this content? 'Cause you're absolutely right. Like, we promote it at crazy levels. Like, I wouldn't have wore Polos when I was in middle school like I did if it wasn't for Kanye, and I wouldn't have wore--like, there's just a bunch of clothes that I just wouldn't have purchased without--like, without rap influence, you know what I mean?Kori: No, I completely understand what you're saying. I think that that's what makes this so fascinating and so interesting, that other businesses, industries, sectors, they really value, right, the trendsetting and the taste-makers that come from minority communities moreso than we will value our own, you know, power, and that's the problem, because sometimes I don't think that we really immensely understand the power that we have. So when things are not going right, let's say on the negative side--racism, sexism, those sort of things--like, how valuable withholding your dollars from certain brands can be to move the needle.Zach: Yes, you're absolutely right. And, you know, it's interesting because, you know, these insights that you're having around media production--like, the business insights that you're having and that you're bringing to this space, I mean, I think it comes from your business journey, right? Like, you've had a few different jobs, and you don't really give the impression of someone who's afraid to change. So, like, can we talk a little bit about where you started, and then, you know, what advice you would give to professionals who are wherever they are for whatever reason and they're afraid to make a jump and to do something new? Kori: Yes. I actually really love kind of telling this particular part of my journey, but I'ma take it back a little bit before I actually started working and shout-out my undergrad university, Hampton University, out there in the Hampton Roads area right outside of Virginia Beach. And going to an HBCU is a very great experience, but for me personally, growing up in Houston, Texas, I grew up knowing and being around affluent African-Americans, so that wasn't, like, a stretch for me, to see black people that had real money, not the--you know, the kind of clout money as they say. That wasn't really a stretch for me, but going to Hampton University and really getting a full scope and breadth of black people from across the country, like, that was very eye-opening for me, and what it instilled was really the value of appreciating what we can do as a community and, you know, us being a part of that talented [?] and what that would mean for the future of our community. And after Hampton, when I moved to London and started investment banking at the Swiss bank UBS, I was like, "Huh. Well, this is also odd, because now I'm back in this super minority--" I call it a double-minority status, because I'm not just, like, a black person living abroad--I'm a black person and I'm also an American, so it was just a lot of things to have to work through. But coming back to the States from London and working at Goldman, I kind of got a better sense of the way that corporate America worked, and I wanted--at the time I thought the ultimate goal was to become a partner, right? That's what you kind of train for, that's what you kind of work up--"what you should be," as the company will tell you, should be aspiring towards. [cha-ching sfx] And I'm like, "Okay, so let me sort out this path." And I figured out what that path was about two years after I started at Goldman. I stayed another couple of years, but after those first two years when I figured it out, I also got into the mindset of "Okay, I pretty much know what it's gonna take and how long it's gonna take me to get there." Like, "That can't be the mountaintop," so to speak, because there's got to be more to life than this. And I really just took those next two years where I was at the firm to kind of navigate what I wanted to do. Like, if you would have told me at the time that I started at Goldman that I would one day be running my own media company, like, I would have laughed at you, because I had no aspirations to be in media. I didn't know anything about journalism. Matter of fact, the day I left Goldman Sachs, I did not know one person that worked in media. I'm talking about not even an assistant, even a doorman at a building, security officer at a news room, nothing. Like, I literally knew no one that actually worked in any news corporation, but I felt like God spoke to me when I was at Goldman and said that this is what I should be doing. I just kind of decided to stick with it, and some of the partners that were mentors and sponsors for me, I ran this idea by them, that I, you know, was gonna leave Goldman and go to journalism school and try and become a business news journalist--they were very supportive, and they told me basically, like, you're young--I was around 26 at the time--and if it doesn't work out, you can always come back here. Like, "You can always come back to GS if it doesn't work out," but a lot of them were basically like, "Don't be like us." Like, "Don't buy into," essentially drinking the company corporate Kool-Aid, so to speak, and stay here because you've figured out the path and it seems safe and secure, because you'll always look back and say, "But if I would have given this other thing a shot, even if I failed, at least I would have known I tried." And going back to a respectable organization like GS isn't a terrible fallback plan for anyone. Luckily I haven't had to tap into that fallback plan, but you never know what the future holds. [laughs] So we can always see, but that's kind of how that transition happened.Zach: You know, it's just incredible because--I'll speak for myself, right? Like, you know, I didn't think that I would get here, where I am, in my job, you know? I didn't think that I would be--I didn't think I'd be working here. Like, I remember when I was in high school I said, "I think I want to be a consultant one day," and my high school counselor said, "You're not gonna be a consultant," right? You know? And then after that, before I became a consultant I was trying to pursue a career in HR. I had folks who look like me saying, "You're not gonna be an HR manager," right? So, you know, for me, because of that and not having a lot of people that look like me in these spaces, getting to one of these jobs seemed to be the mountaintop, right? But the reality is that there's more to life than just working for somebody else. And, you know, no shame to anybody who wants--like, who wants to be a career... career person, but there's more than that. You know, how did you navigate some of the--like, the fear and anxiety that came with, like, making that jump? So you came--I'm not gonna get into your pockets, but I would presume, I could be wrong, that perhaps your career at Goldman Sachs gave you a little bit more financial flexibility to, like, make certain moves and take certain risks that other people couldn't take. Is that a wrong assumption, or is that--you know, did any of that come into play in terms of, like--do you feel like, because of your job, you were able to--you had more space to kind of take that leap?Kori: I think my job gave me--and, like, the money I made while I was there, it definitely gave me the flexibility to be able to go to Syracuse's Newhouse School of Communication and figure out, like, "Could I make this journalism career a thing?" I think it definitely gave me that because I had the confidence to know that if, for whatever reason, it didn't work out, I would be able to go back and have, you know, a very good-paying job, but also, like, enough money, for the most part, to help me at least get through, like, the schooling part.Zach: So then--so let's talk a little bit about the concept of producing, right? So you're a content creator. You're a producer. It's a term though that's thrown around quite a bit, right? Especially, like, in today's digital age. What does it really mean in your mind to be a producer in the media space today?Kori: I look at content producers in general as people that are creating new original, authentic shows, articles, media content in general. So not the companies that are aggregators of information. Like, there are a lot of companies out there that are basically just pulling stuff from other people's websites, but they're not actually holistically creating something that was not there before, and that's really a major differentiator in the space, because--to your point about a lot of different, like, black and brown minority-based concepts popping up, you've got to be able to stand out on your own and be creating in a space that no one else is already creating in. I think that we definitely need minority spaces, but we shouldn't divide and conquer, right? We're stronger together. We don't necessarily need 50 different versions of co-working spaces for people of color. I'm not saying that we only need one, but would it make more sense to pool our efforts together in order to create something bigger? Zach: No, you're absolutely right. It's interesting though because it's--like, so kind of going on the co-working space thing and, like, other ideas, one, because, like, our networks--I don't know, our networks are just different, and also, like, because sometimes we come into spaces late, or we--and when I say come into spaces, I mean we don't have the same amount of support to, like, be early adopters in the spaces that we may see our white counterparts do. So, like, we'll come into a space, and we'll come into the space at the same time, and so it looks oversaturated, right? But I actually--like, I don't know. So talk to me more about--so you zoomed in on co-working spaces twice now. Like, talk to me a little bit more about what you're seeing in that space and why--like, what's your point of view on it? 'Cause, like, I think they're really cool. I'm a consultant, so I have a co-working space all of the time because of, like, just the nature of my job. Like, I can just go to any home office, like, through the firm that I work at, but I think that they're a pretty cool idea, and they seem to be used, but, like, I'm not really as plugged in. So, like, I'd be open to you educating me on it.Kori: Yeah. So, I mean, I don't--I have a co-working space as well, but I don't really use it that much, and it's not a co-working space at a place for people of color, but specifically on that front, like, I do know a couple of founders that are trying to launch their own versions of, like, specifically of women of color, others specifically for founders of color in a particular sector, like, that sort of thing. I actually feel like that is a very fragmented marketplace, almost much in the way of The Wing, which is a very popular all-female co-working space that WeWork has actually invested in, and I definitely think there's a space where, you know, women want to be, but one of the main issues with the WeWork is that there are no men allowed, which, if you're a smaller business--which most people that use co-working spaces tend to be--you don't always want to have to go outside of your co-working space for a meeting. And I think that there are other ones that have popped up along the way. Like, there's one for women executives, right, where it's also fragmenting the market, but it's fragmenting the market in a way that makes people feel like they're being part of an elite club, if you know what I mean. Like, "Oh, you have to be at a certain level at whatever your organization is to be invited to be a member here." I think that sort of way of strategically planning out how you roll out different co-working spaces for people of color is a better strategic roadmap to success than just saying, "We're opening up a place for people of color."Zach: What is the--what would you recommend as the approach to, like, unify and desegment that space?Kori: Right. I think the best way to look at it is like, "This is the community that we're trying to get in front of," or that we're trying to help, and really pinpointing "What are the most important things to those people?" And I can actually liken that back to CultureBanx, like, and going into roadmapping out how do you deliver content to this so-called new woke generation in a way that they can actually identify with and see a reflection of themselves and their community with? And when you think of co-working spaces, like, what is it that's most important to the community of potential co-working clients and users that makes the most sense? And back to CultureBanx, for us it was everything that tends to be pushed that does really well in front of minority audiences has something to do around entertainment, music, celebrity. So it's how do we bring that to what we do so that it doesn't seem like it's such a far off leap for people to be interested?Zach: So then what does it look like--you know, let's talk about, like, the professional who--maybe they're not looking to start their own company, they're not looking to--they're just trying to survive at their job, right? Let's talk about, like, the concept of producing and, like, bringing these--and, like, the principles that you're talking about with CultureBanx, and how do you think those principles can be applied to a black and brown professional at work? Because ultimately there seems to be a certain level of purposefulness and intentionality. That's the better word. A certain level of intentionality and strategy that it comes to really producing effectively and really kind of managing brand. Do you think any of that could be effectively leveraged, utilized, for folks in their 9-to-5 jobs? Kori: Yes, but I think it always starts with figuring out--like, knowing your end goal and working backwards. So as I mentioned earlier, when I thought my end goal was to become a partner at Goldman, it was "Okay, well, I want to become a partner. I'm only a senior analyst now." Like, "Let's scale back from partner and work our way backwards and see what it takes to get there," to your point, like, your own self brand management at work every day. And funny enough, this is something that a lot of people don't know about me, I actually left Goldman about two months after I got promoted, which is--but I had already been--but this is when I talk about the planning. I had already been planning, like, my strategic, like, exit. As you all know, I'm sure, that are listening right now, you know, you apply to a school, you have to wait to get in, that sort of thing. You know, take the tests or whatever tests you need to be admitted to these universities. So, like, I had already been strategically planning that, but I had also still been working on that plan of "If I do stay and try to navigate my way to someday becoming partner--" I was still working that plan too and, you know, just came to that crossroads of "Huh, do I--" Even after I got promoted I almost decided that I was gonna stay and not even pursue this whole journalism path. I'm like, "Oh, this happened sooner than expected." So, you know, I was on the high-performing track as they call it at some companies, the fast track to moving up. Like, there was no real reason for me to want to leave other than I felt like my life's purpose and calling was greater than what I was currently doing. And when you are constantly in this strategic mode of planning out "What does it look like in my 9-to-5 every day to be able to push to the next level?" Everything about what you do has to be very heavily managed, as a person of color especially, and I know that in corporate America people try to heavily, like, push this whole concept of mentorship and sponsorship. I will tell you I'm not a huge fan of mentors, and every time I say that people will, like, give me their pushback, which is fine. You're entitled to your own opinion. But especially in corporate America, sponsorship is significantly more powerful than mentors, because mentors, they can also be sponsors, but you know how much more effective it is if you come to somebody with a game plan already and say, "Would you be willing to help me navigate executing this plan or this strategy?" As opposed to going to a mentor and being like, "You know, I'm really trying to figure out what role I want," or "I'm moving to the next department and thinking through--" Like, show up with some skin in the game already. Like, "I've already done X, Y, and Z, and it would be great if you could help facilitate." Now, obviously most people don't want to--I shouldn't say they don't want to. Most people want to feel like they're imparting their wisdom and knowledge on you, but if you're in a position where you can make that person look good by helping them or by them getting you to the next level, that only sets you up for more success.Zach: No, you're absolutely right. I also do think that there's a certain level--I don't know. I'm not trying to, like, pathologize nobody, and I'm not a psychologist, [but] I do believe that there is a meta-narrative of, like, non-minorities paternalistically trying to tell black and brown folks what to do, and they kind of revel in, you know, putting people in their place or just raising them in some way. [laughs] So I 100% agree with you. I think a lot of that stuff is often, like, self-aggrandizing and ego-centric. To your point around--like, I think it's more about the relationships you can build and what value you can directly say that you helped somebody else with to help them be successful. That's the way that I've seen people really climb up, right? It's not necessarily being like, "Oh, this person pulls me aside and gives me things to work on, and that's how I got promoted so fast." That's not really the case, 'cause you and I both have seen folks, you know, in an industry who have no business being in the position that they're in, and yet, you know, they're there, you know?Kori: Yeah. I mean, I think we all see that in this country, starting at the very top at 1600 Pennsylvania Avenue.Zach: Oh, wait a minute. Hold on now. [and i oop sfx]Kori: Not getting deeply into politics, but just saying, like it or hate it, if you agree with his politics or not--'cause people could say the same thing about 44, President Obama. Like him or hate him, you could argue one way or another and say maybe he didn't deserve--purely based on a resume, not basing on anything else. Purely basing it on so-called skills and qualifications for the role, you could make a case that he wasn't necessarily qualified, and it could be justified. You could make the same case for the current president, that he is not qualified for some of the same on the opposite end of the spectrum. I look at Barack and I say--excuse me, let me put some respect on that man's name. I look at President Obama--Zach: Come on, now.Kori: [laughs] And say that--it would be easier for people to say, you know, he doesn't actually have any business experience. He hasn't been serving in public office for any lengthy amount of time. Like, things that you would call into question for someone who would be taking the office of president. And on the other end of the spectrum you have president Trump, and you can say, "Yeah, he's run some corporations." They, on the outside, seem successful, but as we all know, when you dig in there are lots of question marks and, you know, missing documents, but you would say, "But he's never served in public office. What does he know about actually serving people essentially that aren't, you know, paying customers in that way?" Outside of the taxes that we pay. And you would question whether or not that someone is fit for that position. So yes, to your point, we all find that. "Why is this person in this position?" Well, most of the time it comes down to a likability factor. It doesn't come down to skill sets. And that's really my point, is that it's proven at the highest level. Like, something that my mom would always say to my older brother Kenan and I--primarily it started when we were in college--she would tell us, "You can either network or not work." Like, you going into work every day and doing your job that you're hired for, that's only 50% of your job. The other 50% needs to be you networking with people, because you don't know where your next opportunity is gonna come from, and your next opportunity, the likelihood that it comes from what you're doing sitting at your desk every day is very slim. It mostly comes from that person that you got coffee with once every two or three months.Zach: And I think this is the--so I don't know. I feel like you and I should actually have, like, another conversation. This isn't, like--you know, we don't typically do, like, in-depth conversations about different points of view on, like, whiteness or just, like, privilege, but, like, I'm curious to get your point of view on, like, even that. Like, that right there, the idea that you're building relationships off of the people that you're getting coffee with. Like, there are barriers to making sure that you even get that coffee, you know what I mean? Like, there are certain people that get invited to get coffee and then some people who don't, right? And then there's--and then as you even get to, like, the executive levels, you know, so many sales relationships are built on historical relationship equity that black and brown people just don't have 'cause they haven't been in these spaces. And so, like, I'm curious as to, like, your point of view on what does it look like--when you talk about relationships, when you talk about, like, navigating--and we kind of strayed away from the concept of producing, but I still think we're there. Like, what does it look like to use those tools to then, like, create those connections as much as you can?Kori: Yeah, getting invited to coffee versus, you know, kind of pushing your way in, I think that as a minority myself and other minorities especially working in corporate America need to take that ownership of organizing, of basically being like, "I'm gonna set up this sort of coffee situation." And I can give you all an example of my own personal story. So I worked at a media startup called Cheddar before I launched CultureBanx, and I actually knew the founder of Cheddar for a year or so before he ever even launched that company because he used to be the president of BuzzFeed, and then after that he was the CEO of The Daily Mail, and I knew him because I would book him as a guest to come on this show I used to produce for called Squawk Alley on CNBC. [owww sfx] And I used to just, you know, book him, and you kind of just build relationships, right, from being a producer, with different people, and that is essentially how I got that next role. So it had nothing to do with the fact of what I got up and went into work to do every day. Zach: Right. And again, what I continue to hear is just the willingness to put yourself out there. It's just so interesting, because, like, with non-whiteness I believe comes a certain level of unfamiliarity, right? So, like, you have the--if you don't look like somebody, even if--so let's just say there's two white people, right? They may have completely different backgrounds. Like, they may have completely different religious, socio-economic, even, like, cultural backgrounds, but that, like--the benefit of looking like somebody, there's certain grace that's given and space that's made to, like, more easily build relationships, where as if you're a person of color, like, what I'm hearing a lot--even though you're not saying it explicitly, Kori--is, like, you had to put yourself out there. You had to be enterprising. You had to connect the dots. You had to be much more strategic and intentional with your time and with, like, even how you present yourself and the things that you're doing and what you offer, right? Like, you had to really come--you had to really be thinking of a position of value creation, and that's great for you. Like, you're clearly a beast, right? Like, you've been--you've made moves moves, but what does it look like for--like, teaching that to somebody who isn't wired that way. Right? That could be challenging.Kori: It definitely is, and I am in no way a master of teaching it to other people. I know I have personal friends that say, "Kori, you're really great at public speaking," or "You're really great at going in and selling yourself or whatever it is that you're doing to other people." This is what I will say - it's a learned skill. Like, I didn't come out of the womb, like, doing this. There's definitely certain personality traits that are more akin to being able to just pick up these sort of things and these sort of characteristics, but it's a learned skill day in and day out, and it can start very basic. Going back to the coffee thing. Like, getting comfortable--which I know this is overused--with the uncomfortable, with making yourself uncomfortable. And if you're not the type who's gonna send a random email--which I love when people say to me, "Well, I mean, what am I gonna say?" I'm like--to your point about it kind of being a bit narcissistic with mentorship and that, people do love to talk about themselves. So just put it out there that, "Hey, you know, I'd like to talk to you. I'd like to learn more about what you do." And make it more about them. Normally, like, if you're in a relationship and you break up with somebody, you give them the "It's not you, it's me" speech. In business, give them the "It's not about me, it's all about you" speech. Like, when you send the email, like, "Hey, this whole thing is about you," right, "'cause you're so great, you're so fantastic. I just want to know about what you're doing." As a way to soften the introduction or the awkwardness that you think lies there, because you might not really know someone, even though that's something that you eventually might want to do or an area that you might want to move into. You have to do more, because you didn't go to boarding school with So-and-so, you know what I mean? You probably didn't go to all of the right Ivys, and even black people that have gone to Ivys, like--Zach: Listen, I've heard. Yeah, I've heard the experiences are different.Kori: Yeah. Like, if you didn't grow up in that world, like, you're still not necessarily accepted. So I think it's just you have to put yourself out there because they're not gonna know to contact you. Like, your parents, you know what I'm saying, y'all don't go sell off, you know, Martha's vineyard [?]. You didn't grow up going to summer camp for two months after you left boarding school, so basically you only saw your parents on holidays, and you're not even in college. You're only in the seventh grade. Zach: Right. You didn't go to Vermont to make artisanal pickles, you know what I'm saying?Kori: No, you didn't do any of that. So they already have 10--and that's just, like, at your level. Now you've got to think about how connected these parents are. Like, you're fighting a major uphill battle, and you can't go in every day and say, "I'm heads down. I'm gonna do a great job," which is something that they try to preach to you, right? Like, "Just go in. Work hard. Excel at your role." Like, "That's how you're gonna see opportunities."Zach: That's not true. Like--[laughs]Kori: You know why you're not gonna see any opportunities? Because your head is down at your desk or on the computer screen.Zach: And meanwhile we're upset. We're over here like [what more do you want from me? sfx] You know? It's just like--we're doing everything we can. So I 100% hear you and I agree with you, right? And not that I need to agree with you - this is a space of open ideas, you know? So diversity of thought is not real, but we do appreciate diversity of thought as it pertains or intersects with lived experiences of black and brown folks. So this has been super cool. Look, we've talked about CultureBanx, we've talked around CultureBanx. One thing we haven't done is talk about where people can learn more about CultureBanx, so please drop the info in here. We'll make sure to put it in the podcast notes and everything, but please let us know.Kori: Yes. Check us out at CultureBanx.com. You can find all of the content on our website. Sign up for our newsletter, daily newsletter, bringing you the latest, greatest, most important business news for the culture, as we say, every single day. You can also listen to the CultureBanx daily news briefing on any smart speaker device and also on Spotify. Everything is @CultureBanx on social media. Luckily we got in. There's no other company called CultureBanx, so it's the same--Zach: Aye. People underestimate how powerful that is. If you have the only name and you've got the domains--'cause let me tell you something. I've got--no, keep going. I'm messing your plug up. Keep going.Kori: [laughs] No, you're not, but it is important. Like, everything is literally just @CultureBanx. With an X, people. Don't forget.Zach: Please say the X, you know what I'm saying? Hold on. [Flex bomb sfx, both laugh] Oh, my goodness. Well, look, this has been super dope, and, you know, we just really appreciate you. Before we let you go, any parting words or shout-outs?Kori: Parting words? I think the main parting words I would have is something that we say on our show, which is just keep building for the culture. Zach: Come on, now.Kori: We gotta do it for each other.Zach: [straight up sfx] You're absolutely right. Now, look, this has been a dope conversation. Thank you all for listening to the Living Corporate podcast. Now, look, y'all know--I wasn't trying to mess up Kori's plug, but y'all know we got all the Living Corporates, okay? We got livingcorporate.co, livingcorporate.org, livingcorporate.net, livingcorporate.us. We don't have livingcorporate.com. We have living-corporate--please say the dash--dot com, but we don't have livingcorporate.com. Australia has livingcorporate.com. Believe it or not, Kori, Australia, and they're selling corporate stuff. But see, the SEO looking kind of brolic out here, 'cause now when you type in Living Corporate--they used to be at the top. Now they're like, you know, in 8th or 9th. You know what I'm saying? Like, we applying pressure, you feel me? One day the brand will be brolic enough where we're gonna go to Australia and we will politely, respectfully, yank that domain right on back, and we're gonna have all the livingcorporates, and we're gonna just sit on a mountain of domains, you know what I'm saying?Kori: Which is not a bad idea. I'm actually helping out this other startup that's trying to modernize central banks, and the name of the company--which I won't throw out there right now--is so generic, and the person, the founder, has been using, like, different versions of the name of the company to try and set up, you know, different social accounts, and they have--even the website's name is not what she calls the actual name of the company, and I'm like, "This is too confusing. Like, people don't know where to go."Zach: 100%. People be having, like, the dopest ideas and be like, "Oh, we're gonna launch Bread.com." Like, yo, fam, you gotta figure out something else. Like--Kori: Right. You had to launch Bread.com when the internet first started. Like, the late '80s, mid-to-late '80s. Like, that's when you needed to launch that, but at this point no.Zach: Straight up. Man, this is funny. This is, like, the first, like, interrupted outro we've done, but it's really good. I like it, and we might have to start doing this moving forward. All right, y'all. Look, you can check us out. We're everywhere. In fact, just Google Living Corporate at this point. That's right. Stunt. That's right. Lowkey flex, but it's an honest flex. So Google Living Corporate. We out here. If you have questions you want to email us, check us out at LivingCorporatePodcast@gmail.com. Hit us up on the DMs. Twitter is @LivingCorp_Pod, Instagram is @LivingCorporate, and until next time, this has been Zach, and you have been talking to Kori Hale, CEO and founder of CultureBanx. Peace.</itunes:subtitle>
      <itunes:summary>Zach speaks with Kori Hale, CEO of CultureBanx, about CultureBanx itself and her personal career journey. They also discuss the concept of producing content, particularly while other, and Kori offers some great advice for professionals who are afraid to make a jump or do something new in their career.
Connect with CultureBanx through their website, Instagram, and Twitter - and check out their content on Spotify!
Connect with Kori on LinkedIn, Instagram, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach speaks with <a href="http://bit.ly/2nlU0Y7">Kori Hale</a>, CEO of <a href="http://bit.ly/2o9NQdy">CultureBanx</a>, about CultureBanx itself and her personal career journey. They also discuss the concept of producing content, particularly while other, and Kori offers some great advice for professionals who are afraid to make a jump or do something new in their career.</p><p>Connect with CultureBanx through their <a href="http://bit.ly/2o5SB8d">website</a>, <a href="http://bit.ly/2oaIwGN">Instagram</a>, and <a href="http://bit.ly/2mAHJyK">Twitter</a> - and check out their content on <a href="https://spoti.fi/2mw1Lu5">Spotify</a>!</p><p>Connect with Kori on <a href="http://bit.ly/2nlU0Y7">LinkedIn</a>, <a href="http://bit.ly/2mvKZv8">Instagram</a>, and <a href="http://bit.ly/2oTgGPX">Twitter</a>!</p>]]>
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    <item>
      <title>The Link Up with Latesha : Turning Interviews Into Business Meetings</title>
      <description>On the eighth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, helpfully informs us of one technique to use in our interviews to ensure that we have a great one - turning them into business meetings.
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</description>
      <pubDate>Sat, 28 Sep 2019 07:29:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Turning Interviews Into Business Meetings</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>124</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f66bfa60-f2a4-11ea-88c4-2b47f348ab85/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the eighth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, helpfully informs us of one technique to use in our interviews to ensure that we have a great one - turning them into business meetings.Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBTRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha. I am your host Latesha Byrd, and this podcast is for young professionals that need some real deal advice, tips, and resources to navigate corporate America and dominate their career. If you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you are in the right place. I'm here with Living Corporate, and today we're talking about one technique to use in your interview to have a bomb in-ter-view. The number one challenge I see with people doing well in the interview is not being confident. Lack of confidence will have you in an interview sweating, nervous, looking unprepared, just looking like you're not ready and you're not a good fit for the job. If you are not confident in yourself and in your abilities, why would you think the interviewer would be confident? You can have a bomb resume - I'm talking about with MBA here, Master's degree here, you know, years of experience, all of these skills and qualifications, you've led teams, but if you go into this interview and you are acting scared [laughs] or you're shy or you're timid, that interview is not going to go over well. I have so many clients and people that reach out to me every day. If you've been listening to this podcast, then you know I'm a career coach. I have so many folks that reach out to me because they're like, "I don't know why I'm not getting the job. I'm getting the interview. My resume is great," but then we actually do interview coaching and they're nervous, and I'm like, "Wait, what happened to this person with all of this great experience on paper?" And when we talk to you in person it's completely, completely different. You cannot walk into these interviews acting shy or scared or timid. You have to be confident, you have to be bold, and you have to walk in there like you know what the hell you're doing. So how can you do this? And this kind of brings me to the tip I wanted to share today. Start turning the interview into a normal business meeting. That starts with being solutions-focused and also showcasing or demonstrating that you are a problem solver. I had one of my client students, she was interviewing for an internal role - now, it will be a little easier to do something like this if you are interviewing for an internal role, but you can still do it if you're new to that company. So she works in learning and development for--excuse me, she is an instructional designer for a university, and she was interviewing for a promotion, and she went into the interview, she turned it into a normal business meeting, and by the end of it she asked, "So what are our next steps in the interview process?" And the interviewer looked at her and said, "Oh, my gosh. I forgot this was an interview." Y'all, this is a really positive and great thing, so I wanted to provide just some quick tips on how you can start to do this, and I want you all to think about how you actually plan and prepare and facilitate meetings in your current job. #1, you go into this meeting with an agenda. What is your agenda? What are the topics of discussion, right? What are those things that you need to know? Things about the company, things about the position, things about the person that you are talking to. I'd say the most important thing with an agenda is having an actual purpose, right? So what is the purpose of you going into this interview? And don't think, "Okay, it's to get the job." No, no, no. The purpose of you going into the interview is to present yourself as the best possible candidate for this role, and you want to think through how to do that. Of course you will need to review the job description in detail. What I recommend is going through the job description line by line by line, and for each responsibility you need to have some clear examples in your current or previous experience in how you demonstrated and how you demonstrated those responsibilities. What else do you do? You need to understand the challenges. Again, you need to make sure you are solutions-focused. Make sure you're solutions-focused in this interview, and that will come with understanding that team's challenges, understanding that company's challenges. You can turn it into a meeting by making it a conversation and asking questions throughout the interview and not asking questions like, "Well, tell me about the day-to-day here," or, you know, "What is the culture like?" Ask some hard-hitting questions, such as "Tell me about the biggest challenges your team is facing right now as it relates to X, Y, and Z. Tell me about some of the challenges that you all are having as you implement these new technologies, as you all are going through this merger and acquisition, as you all are working with these clients in this particular industry?" Ask very specific questions. So understand those challenges. Ask what they have tried in the past. So they will tell you what their challenges are. [laughs] I've never--in my days as a recruiter, if someone were to ask me, I never had an issue with speaking to that 'cause, like, you know, when we have these challenges at work and you give us a chance to talk about it and complain a little bit, you know? Now, if you are interviewing with someone and they're like, "Oh, everything's perfect. We don't have any challenges here." Run. Just run. [laughs] Just run. So understand the challenges. Ask what they have tried in the past. Provide recommendations. Now, this is where you're going to come in as the best candidate for the job, because you are going to be able to ask questions such as "Have you all tried X, Y, and Z?" Right? But you need to actually go into this meeting already kind of knowing what those challenges are. If this is your second interview, your third interview, your fourth interview, best believe you have got to carry forward those conversations that you had in that first, second, or third round interview, because by the time you get to the last round or those couple last rounds, you gotta go in there like you are already on the team. Like, "Put me in the game, Coach. Seriously." So providing these recommendations, this is where your research comes in. You should be researching information about the company online, asking questions, networking--talking to people that work at that company internally, and it would be great if you knew someone on that team specifically. If you don't know anyone at the company, you should still try to have these conversations with folks that are in that industry that are in that particular role, even at another company. So this is where networking will come in handy. You have to make sure that you are getting to know professionals that are in your industry, particularly professionals with the job title of the positions that you are going after, and it also would be great to know some leaders and executives in that industry as well. They typically have been around a lot longer. They can tell you some of the trends, things to be mindful of as it relates to the challenges, as it relates to solutions and recommendations on how to move, you know, the team forward that you can use in that interview. So come into the interview with a 30-, 60-day, 90-day plan and get their thoughts on it. You have to completely own it. And, with that being said, I'll give you all an example. So I am a former recruiter. I spent some years managing recruiting for a public accounting firm headquartered in Charlotte, and I managed recruiting for two offices in Charlotte - an office in New York, an office in Jacksonville, Florida and Tampa, Florida, and I had about seven universities that I managed recruiting for. Now, I'll tell you all my full story one day of how I got this position. [laughs] I'm gonna save that for another episode because it was by--mm--luck. I don't even want to say luck. It was because I had proven myself, but I had one particular person that was rooting for me, and that was literally all I needed. But I actually came from the public accounting industry. I was an audit for a Big Four firm. So I didn't know that much about recruiting, I'll be honest with y'all. [laughs] I can say that now since I did get the job and I'm not, you know, doing that anymore, but I went into that interview with a whole recruiting strategy, with a whole recruiting plan. I asked very specific questions around "Tell me about your metrics. How do you all measure the success of your recruiting efforts here? How are those metrics being tracked? Who's tracking those? How is leadership staying engaged with what's going on as it relates to recruiting? Who is the person responsible for updating leadership? What are some of the loopholes in communications? What are some of the communication challenges with the candidates that you all are recruiting. What are the challenges as it relates to the universities that you are recruiting at?" So by the time I got this information, I would go into the next interview and I would bring up those very same things, but I would bring it up with solutions and ideas and, you know, recruiting ideas and different ways to keep leadership engaged, different ways to keep the universities engaged that will keep the firm at top of mind. So by the time I left those interviews, I literally got a call probably about--I was still in the car. I was still in the car leaving that interview, probably going back to my other job, when I had got the call that said, "Yes, you got the offer." That's because I went in there and I owned it and I was confident and I used my network. I talked to a lot of other recruiters, so I knew what it would take to actually be a very strong recruiter and how to add value. So if you're going into these interviews a little shy and timid, "Well, I don't know, I just hope I prove myself, and I hope I do a good job, and I don't want to say anything too crazy," you know, that, to me, is going to be a lack of confidence. Now, I get it, we want to be humble. We want to show humility, but when you go into that interview, like I said before, you gotta act like you're already on the team. So what else do you do after the business meeting? You follow up. So follow up as you would a business meeting, you know? "Points that we talked about. Here are some of the challenges we talked about. Here are some of the solutions we talked about, and here are the next steps," right? And then sometimes we will ask, "Well, can you tell me what the next steps are?" Look, you could say, "Hey, based on what we've talked about today, I think these should be our next steps. If I were to step into this role, these are some of the things that I would like to do." Now, this also needs to come with an agreement, so as you're giving your recommendations, solutions, ideas, et cetera, you want to make sure that other person--you know, you're getting that buy-in, so you kind of have to manage or, you know, respond to them based on how they're responding to you, right? So if you make a recommendation and they say, "Oh, that's a great idea. Yeah, we should--I like that," right? That needs to be the main point in your follow-up. So I hope this was helpful. You know, try to restructure these interviews as business meetings. Like I said, be confident. Be bold. Walk in there like you know what you're doing. Have an agenda. Understand their challenges. Understand what they've tried in the past. Provide recommendations. Create a 30-, 60-, 90-day plan and get their thoughts on it. Completely own that interview, and then follow-up. So I hope this all was helpful today. Again, thank you for listening. My name is Latesha Byrd with Living Corporate, and you can find me on social media, Instagram and Twitter, at Latesha, L-A-T-E-S-H-A, underscore Byrd, B-Y-R-D. That's all we have, and I will talk to you all next week.</itunes:subtitle>
      <itunes:summary>On the eighth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, helpfully informs us of one technique to use in our interviews to ensure that we have a great one - turning them into business meetings.
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, helpfully informs us of one technique to use in our interviews to ensure that we have a great one - turning them into business meetings.</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p>]]>
      </content:encoded>
      <itunes:duration>1097</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Determining Resume Length</title>
      <description>On the thirty-second entry of Tristan's Tips, our special guest Tristan Layfield helps us to determine the length of our resumes. With the average job posting getting 200+ applicants and recruiters scanning resumes for 6 seconds on average, getting to the point is definitely necessary, but he thinks that there is another factor we need to take into consideration - relevancy.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Thu, 26 Sep 2019 08:51:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Determining Resume Length</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>123</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f68db024-f2a4-11ea-88c4-8bf22f288363/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the thirty-second entry of Tristan's Tips, our special guest Tristan Layfield helps us to determine the length of our resumes. With the average job posting getting 200+ applicants and recruiters scanning resumes for 6 seconds on average, getting to the point is definitely necessary, but he thinks that there is another factor we need to take into consideration - relevancy.Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: What is going on, y'all? It's Tristan Layfield of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week let’s talk about the length of your resume.Have you ever been told that your resume has to be 1-page? I get so many questions during my consultations on how long can their resume be. I think getting your resume to one page is definitely a good goal but I also understand that sometimes that’s just not possible.I definitely understand the logic behind a 1 page resume. With the average job posting getting 200+ applicants and recruiters scanning resumes for 6 seconds on average, getting to the point is definitely necessary, but I think there is another factor we need to take into consideration and that’s relevancy.I always tell my clients that there are a two things you want to consider before adding a second page. First, when it comes to things older roles, awards, certifications, and more try to be honest with yourself, are these things adding skills or experience that aren’t already represented by more recent roles OR are you holding on to it due to an emotional attachment. If it’s adding value, then keep it. But if you want it there because you think it brings you some sort of clout then I would reconsider keeping it on your resume because it may land you in the no pile. The second thing you should ask yourself is can you fill an entire page. I’m by no means a 1-page advocate but I do believe that if you are going to use a second page it needs to be filled with relevant content. If you have anything less than three quarters of a page, I would suggest you try to figure out a way to condense. While I can definitely see the benefit of a second page, I don’t recommend adding pages beyond that. Remember, this advice is for resumes. If you have a CV, that’s a little bit of a different story.This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, twitter, and facebook at @layfieldresume or connect with me, Tristan Layfield, on LinkedIn!</itunes:subtitle>
      <itunes:summary>On the thirty-second entry of Tristan's Tips, our special guest Tristan Layfield helps us to determine the length of our resumes. With the average job posting getting 200+ applicants and recruiters scanning resumes for 6 seconds on average, getting to the point is definitely necessary, but he thinks that there is another factor we need to take into consideration - relevancy.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirty-second entry of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> helps us to determine the length of our resumes. With the average job posting getting 200+ applicants and recruiters scanning resumes for 6 seconds on average, getting to the point is definitely necessary, but he thinks that there is another factor we need to take into consideration - relevancy.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p>]]>
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      <itunes:duration>301</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Raising Your Voice (w/ Jacinta Mathis &amp; Netta Jenkins)</title>
      <description>Zach speaks with the founders of Dipper, Jacinta Mathis and Netta Jenkins, about the value of your personal voice. They also share their journeys that led them to create Dipper and talk about their plans for the platform in 2020.
Connect with Jacinta and Netta on LinkedIn!</description>
      <pubDate>Tue, 24 Sep 2019 08:13:00 -0000</pubDate>
      <itunes:title>Raising Your Voice (w/ Jacinta Mathis &amp; Netta Jenkins)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>122</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>Zach speaks with the founders of Dipper, Jacinta Mathis and Netta Jenkins, about the value of your personal voice. They also share their journeys that led them to create Dipper and talk about their plans for the platform in 2020.Connect with Jacinta and Netta on LinkedIn!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and you know how we do, right? We come on, I say something like "What's up, y'all? It's Zach with Living Corporate," and then I maybe remind y'all that we're a platform that amplifies the voices of black and brown people at work, right? You should get the drift now. We're at, like, episode a hundred and something. Now, as you also should know by now, I'm bringing to y'all some more fire for ya head top, some dope guests. Now, this is really only the second time in the history of Living Corporate that we've interviewed two people at the same time, so, you know what I'm saying, shout-out to us for that, and I'm just really excited 'cause we're getting--I don't want to say two for the price of one 'cause that's kind of cheesy, right? But I'm saying we have two incredible guests, Netta Jenkins and Jacinta Mathis. Jacinta: Hey.Netta: Woo-hoo!Zach: What's up, y'all? Now, look, we're just gonna get straight into it. I'm not even gonna go through the whole intros 'cause y'alls bios, if I was to try to do it, you know what I'm saying, I'ma take up all the time. [Jacinta and Netta laugh] So for those of us who don't know y'all, please share a little bit about yourselves.Netta: Yeah. Jacinta, would you like me to start off? Or--Jacinta: Go for it, girl. Go for it.Netta: Okay. Well, I guess I'll start off with something fun. So I'm an Afrobeats living room dancer. Love Afrobeats.Zach: Oh, turn up. Come on, Afrobeats.Netta: [laughs] But aside from that, I'm the author of Self-Advocacy &amp;amp; Confidence for a Fearless Career, a Liberian-American woman. I'm a wife, a mom to a four-month-old baby boy and a six-year-old, and I'm also co-founder of Dipper. You know, by night, and vice president of global inclusion for Mosaic Group and Ask Applications by day in a full-time capacity. And I'd say, you know, in my full-time role I focus heavily on breaking systemic gaps and publicly challenging the notion of simply adding diversity doesn't equate to an inclusive and equitable work environment. And I'm just really excited about our Dipper platform that, you know, helps guide professionals to a better workplace, whether good, bad, or indifferent, and we're really, you know, giving people of color a voice, and we're holding companies accountable and helping them to be improved at the same time.Zach: Well, come on now, Mrs. Jenkins. I appreciate you.Netta: Hey, hey, hey. [laughs]Zach: Come on, now. Wait a minute, now. Let me give us this Flex bomb. [Flex bomb sfx] You know what I'm saying? That was incredible.Jacinta: That was well-deserved. Well-deserved.Zach: Well-earned, absolutely. Okay, now go on, Jacinta. You got it.Jacinta: Yeah, so I am Jacinta Mathis. I am a Floridian who's stuck in New York. I've been here for about 11 years, and I don't think I'm leaving any time soon. I'm a data-driven performance marketer. I also focus on product growth and really feel like that's my specialty. And, you know, I'm working on building amazing products and then telling people about them. That's a lot of what I do. I'm also an evolving executive at an amazing tech company and co-founder of Dipper with Netta that we feel is revolutionary in providing this digital safe space for people of color that we have, you know, formed ourselves, with our own network. We're just making it something that can exist at scale and reach millions of people. And also I am, you know, a life partner and a mother to my amazing little family.Zach: Wait a minute, now. [Cardi B "ow" sfx] You know what I'm saying? [all laugh] So let's do this, let's do this. You talked a bit about who you are, but what's been y'all's journey, right, in becoming the entrepreneurs, public speakers, educators, corporate leaders, you know, and advocates that y'all are today? Like, how did y'all get to this place where y'all came together to really create Dipper? 'Cause I want to talk about Dipper as we talk about really, like, the value of your personal voice, but, like, how did we get here?Jacinta: Yeah. I think this is how Netta and I connected, because we were both raised--like, somebody nurtured us, watered us, so that we could become the sisters we are today, and really I think our legacy and what has happened before we even existed really helped mold the journey that we live today. And so, you know, I moved to New York to be a writer, and I ended up working at interning--when you could intern for free and it was legal--at PR agencies. I also worked in a restaurant, and I also had a gig at Target, and through working in a restaurant I met someone who was a media seller and kind of told me how ad agencies in the city work and really helped mentor me into a role at an ad agency, and that was kind of how my media buying, kind of advertising and marketing career really kicked off. And then when everything became digital I kind of literally fell into a tech company that ended up not being successful, but then I ended up at a really successful one where I met Netta and really helped build my career. And I think from there I realized, you know, tech would be a big part of everything that I did, and really this kind of experience and providing a safe place was something that I looked for everywhere I worked, and so when--just talking to Netta, it was like, "We have to make this a thing." Like, "It's something we have to do together."Netta: Yeah, absolutely. I think for me, when I start thinking of the journey, it dates back to when I was much younger, and so, you know, my African parents, they really stressed the importance of education and confidence at a very young age. So while kids were on their summer vacation or playing outside, I was the one reading books and creating goals. And I read a lot. I asked a lot of questions. Sometimes teachers were a little overwhelmed. Like, "Damn, she's asking too many questions." And then also being able to hear my parents tell me, "Listen, you have the ability to create change," really gave me the confidence to do anything that I had set my mind to. And so it started off by me becoming president of the freshmen class, where I was one of only three black people in the school at that time, to heading off to college, graduating in three years instead of four. Just, like, really being ambitious in all of my goals and then starting a casting company in college, and really that was to create a safe space for women to model and act in the entertainment industry. Because obviously it's very--it's, like, predominantly male-driven when it comes to, you know, the clients. And then business led me to Boston, where I completed my MBA, and off I was after that to New York, because predominantly a large amount of my clients were located in New York. But unfortunately there came a point where, you know, my business that I had grown in college and had expanded was no longer sustainable, and so I started looking at technology recruiting contract opportunities because I just couldn't see myself in a full-time opportunity immediately after owning my own business. I'm like, "How am I gonna be able to report to somebody?" So that whole concept in my head, I just couldn't wrap my head around that, but I've always been passionate about technology like Jacinta, and data, and specifically providing opportunities for people. Love seeing people win, and that led me into my contract recruiter role with the current company that I'm with today. That turned into a full-time opportunity, and I was able to jump from level to level in a matter of four years, and now at a VP level--[cha-ching sfx]--uh-oh. Cha-ching. [both laugh] But, you know, I think what it is is there's a lot of people that ask me, like, "Netta, how were you able to get to the level that you're at so quickly?" And it's really about building meaningful relationships. I think executives were able to trust me. Executives saw that the employees trusted me. They liked the boldness, sort of the non-sugarcoating attitude in "We're not gonna have quotas here." You know, "We really have to dig deep and deal with some of these systemic gaps." And then just simply the ability to empower employees to create change, and I always say that the key to success has been persistence, working smart, and really never quitting, and I'm really, really excited that I'm working alongside with Jacinta. We worked together at the same organization for many years, and she's phenomenal. So to be able to have, you know, a teammate that you can learn from every single day is truly inspiring, and so I'm happy that we're in this place where we're at now.Zach: Well, come on, then. You know, I just--this is dope, and you've already kind of touched on it a little bit, but you said earlier about, like, using technology to help people. I'm really curious about, you know, your passion around that, because there's been multiple studies shown that even though the world is becoming more and more technically advanced and we're seeing--like, we're seeing opportunities open up within these tech spaces, [but] we're not necessarily seeing opportunities for black and brown people growing at an equal rate, right? Like, we're still seeing a bit of like, "Hm." I don't want to say segregation. We're not seeing, like, any type of uptick when it comes to opportunities and employment and progression and succession, and so I think that's really awesome that we have people in these spaces who are advocating for those voices and those people. So check this out. Today we're talking about--I said all of that as a digression in this mug. Okay, so now, today we're talking about the value of your personal voice. So, like, when did each of you realize that your voices mattered, especially within the workplace? Like, was there ever a moment where you were like, "Man, wait a minute. I can actually speak up and it mean something."Jacinta: Netta, do you want to go first? Or do you want me to? [both laugh]Netta: No, you go for it.Jacinta: I think--I feel like it's fortunate and unfortunate it took other people recognizing it before I really recognized it. I think Netta kind of touched on this a little bit too. Like, people will talk about you when you're not in the room, right? And hopefully those people are sponsors and will advocate for you, and I think it really became a point where it was like, "Oh, Jacinta should be here." Like, literally getting grabbed and brought into a meeting, you know? Or someone saying, "Oh, we think we should run with this product change. What does Jacinta think?" Or, you know, really wanting to understand your input and value, and then when you present something seeing people jump into action or, you know, really seeing change happen. I think that's when I realized--I was like, "Oh, wait. People hear me. Like, they're really listening to me, and they're really taking what comes out of my mouth as word and that it's something that we should do," and I think sometimes, especially as a black woman in a corporate space, you may tell yourself to, like, mute your voice a little bit, but I was finding that what is kind of the stereotype was what people wanted me to embrace in my own way, especially--'cause sometimes you're in a room and nobody's saying "This is wrong." So they're like, "Oh, we know Jacinta will call it a spade," you know? [both laugh] So it's really having people around me that helped empower me to realize, like, my voice mattered and that people were hearing me, and then I just got more--you get more comfortable in that, and then having your network--like, I had Netta, and sometimes we would talk to each other, and I would bounce an idea off of her or show her a presentation before it went before the executive team or the board, just because I was like, "Well, what do you think about this?" And that helped me strengthen my voice too in the workplace.Netta: Yeah, absolutely. I think Jacinta's spot on with that. It's really about, you know, being able to lean on those people within the organization that you trust that empower you to have that voice, you know, to be bold, to speak up for yourself, to advocate for yourself and advocate for others. And so, you know, Jacinta was definitely that sounding block for me, and she still is even as business partners. We're always bouncing ideas off of each other, work-related situations like, "Hey, how should we get through this? How should we handle this?" And it's easier that way, right? It's harder when you're alone, and that's how come I think Jacinta and I both use the line "It really takes a village to create change and to get things moving." And Jacinta is my village, [laughs] so I'm thankful for that. I also feel early on as well I started noticing that I had a little voice and my voice mattered somewhat. Like I mentioned before, I was one of three in high school, and in middle school I was, like, one of two black people, and I remember just, you know, a whole bunch of racial slurs said. We were the only black family in that neighborhood at the time. It was a pretty, like, affluent neighborhood, and I remember going home to my mom and crying about some of the things that were said to me, and the one pivotal thing that my mom said to me is, "I didn't bring you on this earth to cry. I brought you here to create change." And I kid you not, that has been the most powerful line for me throughout my life, 'cause I always think about that. I'm like, "Wait, hold on. My mom brought me on this earth to create change." You know? And so when I got into high school, that's the reason why I ran for president of the freshmen class, because I wanted to create change. I knew of, you know, the inequities and the challenges that were going on. I was tired of them just putting up a picture of Martin Luther King and thinking like, "All right, we're done with Black History Month!" And then that's it, you know? I was really ready to challenge that, and I did, and I think that really prepared me for the work that I do now.Zach: So then let's talk a little bit about the work, right, that y'all are doing now, and about Dipper, right? And, like, by the way, the website is super fire. I very much so enjoyed the layout. I liked it a lot. But, like, how did this passion that y'all have and this realization, this self-realization of your voice and it mattering, play into the creation of Dipper?Jacinta: Yeah. It's so weird. I feel like every answer we're gonna be talking about our parents, right? [both laugh]Zach: That's fine.Jacinta: Yeah. So my dad was a chief diversity and inclusion officer for--I would say in the early '90s, before, like, diversity and inclusion was a thing--Zach: Your dad?Jacinta: Yeah, my father.Zach: Wait a minute. Wait, wait, wait. So you said your father was a chief inclusion and diversity officer in the '90s? [record scratch sfx, all laugh]Jacinta: You're like, "Whoa, whoa, whoa." Yeah. And so, like, before it was really a thing. He was a Fortune 500 company and pushing them to make strides to create these more inclusive workplaces, not only for their employees but also for their vendors, and just seeing a lot of those, like, conversations happen at our dinner table--my mother was an attorney at a law firm, and I think she was one of the only black attorneys, and she was also a female. And so just kind of--these are the conversations that you would come home to for dinner, and just hearing about the things that they were dealing with and how, you know, how they would get through it and how they would grow and maybe even how they decided to exit, you know? And then working with Netta and really seeing how we built this village and this corporate space to talk to each other about raises, promotions, breastfeeding advice, whatever, you know? We were leaning--although it's important to lean in, sometimes you also have to lean on somebody, [and i oop sfx] and so we had to lean on each other, you know? So we met--I think it was lunch. I don't want to be cliche and say it was brunch. And we were just, you know, articulating how this needed to become something that other people could participate in, and with our backgrounds in tech it just seemed like the right path. It seemed like the thing that we should do. And I think in my heart I wanted Netta to be like, "That was a horrible idea," [laughs] but she was like, "Girl, yes. We have to do this," and, you know, immediately we connected with a company that we knew--he actually went to college with me and is an alpha, and [I'm an AK?], and so I reached out to him immediately and was like, "We need a dope website," and they were able to work with us to create that. And I really feel like it's been, like, this catalyst that has helped us launch and helped us reach so many people. Zach: Well, shout-out to the Divine Nine, you know what I'm saying? [they laugh] I respect how you slipped that in there. You know, I'm a [?], but I always respect my--Jacinta: [laughing] It was not intentional.Zach: No, no, no, but it just comes out, you know?Jacinta: This is true. It just leaps out, yes. [laughs]Zach: Can you--I know we're gonna get to Netta's side, but I just want to pause really fast. I'm gonna respectfully ask that you tell your sister, Kamala Harris, to promote this episode when it comes out. We won't use any type of logos, so don't sue us please. But if you could just--[all laughing]Jacinta: I will [?] her right now. I will slide in her DMs. [laughs]Zach: Please. If you could. We'll even--I was about to joke and say we'll even put, like, some [?]--but I don't want any type of [Law and Order sfx], you know? No issues.Jacinta: Yes, I respect that.Zach: Okay. Well, cool, I appreciate the answer. Netta, please go ahead.Netta: Yeah, no, I--oh, my gosh. I don't have much to add other than Jacinta was definitely spot on. That's exactly how it happened, and we're really excited about this--you know, overall excited about this platform because it gives people a chance to really share their experiences, and also it gives us a chance to hold companies accountable if they are not doing it right. It gives us a chance to guide professionals of color in the right direction. It's funny - I'm a part of, you know, many different Slack channels. One in particular, Black Tech Women, and just today there were a couple of people that were just talking about, "Hey, I wish I could gain insight on this particular company," or "Do you guys know what's happening to this technology company?" You know, "How's the culture there for people of color?" And I'm like, "Listen, head to ourdipper.com, because we definitely provide that type of insight." So there's a lot more people that's looking for that. They don't want to waste their time in organizations that aren't going to value them, and we're really excited to be, you know, launching something like this that can push professionals of color in the right direction.Zach: I know we're kind of talking, like, around it. Like, we're saying, like, you know, at a high level what it is, but, like, from what we talked about, Netta, in our conversation--like, help me understand. If we were to, like, kind of compare it to something, is it almost like Glassdoor but, like, for the black people? And brown people?Netta: I don't want to say Glassdoor, right? We could say maybe, like, if Glassdoor, Yelp, and Black Lives Matter had a baby. Zach: Oh, snap. Okay, got you. I got you.Jacinta: That was good.Netta: Can I get a boom or a bang?Zach: Oh, hold on. Hold on, I apologize. Hold on, hold on, hold on. [Flex bomb sfx] You know what I'm saying? Hold on. [kids applause sfx] You know what I'm saying? Hold on. [kids applause sfx] You know what I'm saying? I got y'all. I got y'all. I was gonna make, like, a really bad joke and say, like, "Is it like Vibraniumdoor?" Jacinta: [laughs] And it's really focused--I think Netta and I--and this is all based on the type of people you have in your network, but, like, I know with my girls, like, you can complain--we can complain to each other. We can vent, but after you're done talking, they're gonna be like, "So what are you doing?" Like, "What are you doing? What are we doing? What are you doing different?" Like, "Are you gonna make a move?" And I think that's where we saw the gap. It's like, "Yes, we want you to vent, we want you to have a safe space," but we also think it is time and there needs to be a space for someone to ask an organization, "What are you doing? "What are you doing to fix it?" "What are you doing to make this better?" "What are you doing to retain these talented people who are exiting, and they all happen to be brown?" You know, just really addressing critical issues and making that information, you know, accessible to them but within reason. Accessible and actionable, you know? 'Cause this is a safe place, and it is an anonymous platform, you know? And that is the key. We want people to feel protected, because they are, and I think a lot of times we don't speak out. And Netta often talks to me about this, like, "People aren't speaking out because they don't feel safe." And so that was very important to us, that this community is our top priority, and, like, that is where we want our goal to be.Zach: So it kind of sounds--again, while keeping people safe, it's like you really got receipts on people. So let's just say, like, if--I don't know, I ain't tryna mess up my sponsorship dollars so I'm not gonna say a company, but let's just say Insert Company Here was like, "We're mad inclusive," and y'all come back with the receipts looking like [haha sfx]. Like, "No, you're not," you know what I'm saying? We got all these people saying there's some issues you need to shape up. But we also talked about the fact that, like, it's not just for airing organizations out. It also can be a place where people are also giving positive feedback and stories, right?Netta: Right.Jacinta: Absolutely.Netta: And overall, we want these companies improved, you know? If they're not doing well, we want to be able to provide them with the solutions to solve that issue. We're not leaving them high and dry, and, you know, I think that's the difference with other platforms or a Glassdoor or a Yelp. ["stupid" sfx plays in the background] We're looking to improve these companies. Jacinta: Mm-hmm. And you want to know where--like, you want to know if some place is a good place for you to go to, and we get--just as many bad reviews as we get we get good ones, and, you know, we get people who are like, "I've had a great experience here. I've been able to grow. I've been developed. I have an amazing mentor. I want more people who are brown and more people of color to come here. I don't want to be the only one." You know? So I want to see them here more and know about the opportunities here. Zach: No, it's really cool, and I do hear your point around, like, you're not just gathering the data just to gather the data. Like, there's a consulting play to it too, right? Where you then say, "Look, this is what people are saying good and bad. Here are our recommendations," and then you're able to actually come alongside them to your point and actually, like, be a partner. And I think it's interesting because there's so many organizations out there, even as we have these group meetings and Slacks and folks are venting and stuff, [and] there really has yet to be one central location where we'll be like, "Mm-mm. Dawg, don't go over there. Mm-mm." You know what I'm saying? But it should be like that. Like, you know, the Lion King remake came out. People want to act like the Lion King remake wasn't fire. I thought it was great, but whatever. So remember, like, when Mufasa was, like, looking over the cliff, right, and he was talking to Simba, and he was like, "Everything the light touches is your kingdom," and Simba was like, "Oh, snap. What about over there?" He said, "That is the elephant graveyard. You don't ever go over there. Relax." That's pretty much like--you know, that's an opportunity for Dipper too, but, like, we don't really have that. We don't have a collective, you know, Pride Land overview of the workplace as it were.Netta: Yeah, and companies--I believe it was last year, McKinsey and Company did a study, and, like, companies are spending more than $8 billion on diversity and inclusion efforts. And we're like, "Who is that benefiting?" Zach: It ain't benefiting nobody. We've still got blackface on company pencils.Jacinta: Exactly. We're not on your board of directors. Few and far between of us are CEOs of the Fortune 500, 1000 companies, and, you know, we get pings--Netta and I get pings all of the time, especially in, like, the VC world, of people saying, "Do you know somebody who could be my chief of operations? Do you know somebody who could be my chief of people?" And we're like, "Absolutely." Like, I will respond to people with a list, LinkedIn profiles connected, you know? Because we feel we are here, we exist, and there just really needs to be this space for us. And there are people also who have done this before us, you know? There are people who may have been peers to my father [kids applause sfx] and they have a lot of insights to share, but they don't have a place to share them, you know? So it's kind of like we can't all go to the conference, we can't all go to the talk, but you could participate in our website and go to ourdipper.com.Netta: Right, and I think companies definitely have this warped perception of that "Okay, well, if we have a few black and brown faces, we've won," you know? "Let's put out the PR," and obviously it's much deeper than that like Jacinta was saying. There's the equity piece. Are we giving people the access and the exposure to not only move up but to have a voice and are able to lead, you know, in their own way? A lot of the times, when we hear about black and brown folks' experiences that are in high-level positions, they're still kind of oppressed, right? They really don't have that power to lead and that confidence. So, you know, those are key data points that we definitely want to bring out and share, again so that these companies are improved.Zach: Man, you said a lot right there, you know what I'm saying? I'm not trying to, like, wear out the Flex bomb, so I'ma just give it a little break. [all laugh] And you know--this is the thing, right? There is a--I don't know. I feel like sometimes, you know, these companies, they think they've just done SO much when they put, like, two black people in charge, you know what I'm saying? And we're like, "Yeah, but there's nobody else." And then these two--like you just said, these two black people, like, they're not really doing anything, or you just kind of shuffle 'em out there and they just kind of say some canned message that you wanted them to say. They're not really moving the needle in no kind of way. You talk to 'em and they're looking back at you--you know, they're looking back at you like that blank face on Get Out, you know what I'm saying? You go in for the dap, they grab your fist. You're like, "What happened?" Like, what's going on, you know what I'm saying? So--Jacinta: Or they sometimes don't have the support. They really don't have that support, so they're feeling alone, you know? Even if there's just two, two of you, it's like you may not have that guidance that you need to feel confident to really make those moves that you may want to make, and I think that happens with a lot of people.Zach: No, you're absolutely right. 'Cause I'ma tell you for me, like, you know, I'm in a position--and often times I'm one of the only ones in these spaces, but if I see one--if I see somebody that looks like me but maybe is, like, I don't know, my dad's age, I'm like, "Oh, snap, what's going on?" And they don't say anything back to me or they kind of give me some, you know, guarded response, I go--now, outside I'm smiling, but on the inside I'm like [damn, damn, damn sfx] You know what I'm saying? Just, like, what's going on?Jacinta: Yeah, and that's--and I wonder too, like, how many times are we, in these leadership roles and scared, you know, to--'cause I know I've walked in meetings, and this is me jokingly, like, you know, if there are more than three of us gathered, I'm gonna make an announcement. [laughs]Zach: What you gonna announce?Jacinta: Like, if we're at work and I walk in a meeting and there's three of us, I'm like, "Oh, we're meeting." You know, "This is happening." You know, I'm excited about it, but I do think there's definitely a category of people who are kind of working in fear, but part of that is just--like we were talking about earlier, knowing your voice, feeling confident and being able to use your voice, and that's part of it. Like, you're just at a place where you don't feel like it's safe enough for you to even have a voice.Netta: Right. I mean, I've even had people say to me they've been nervous to connect with, you know, another black or brown person in the workspace because they didn't want others to feel like they were trying to take over, right? So it would be--like, they would do a little silent text, like, "Meet me outside," and I'm like, "What?" You know? And so that happens a lot too. Zach: No, it does, and I think--how much of that, I wonder, is, like, also generational though? 'Cause, like, it gets to a certain point--and what excites me about Dipper and what I'm hearing is it kind of, like, removes the excuse of white gaze, right? Like, I'm not--white GAZE. G-A-Z-E, y'all. Gaze, you know what I'm saying? White gaze. Yeah, so just the idea of, you know, you needing to kind of, like, be performative in some way or hide a part of who you are, right? Because, you know, come on. Like, really? I mean, you know, we was kings and stuff, but I'm saying, like, two of us can't take over an entire Fortune 50 company. Like, come on now. Like, I should be able to have a conversation with you in the elevator without, you know, y'all thinking we plotting the revolution, right? Stokely Carmichael is not in here. Huey P. Newton is not here.Jacinta: I'm also like, "So what if we are?" [all laugh]Zach: I'm saying. I'm looking back at them like [Cardi B hehe sfx], you know what I'm saying?Jacinta: Because some of it is part--you know, what I think I have kind of lived by in the workplace is if I'm exceeding my performance metrics, if I am busting my tail to, like, meet goals, is there really a boundary? I mean, if I'm doing what I'm supposed to be doing, is there a boundary? Now, sometimes there are hurdles for you being able to successfully do what you're doing, and that needs to be addressed, but, you know, I think if you have a team full of people who are brown, but they're the top team in the company, nobody--people see green, you know? And nobody is going to say anything. I think the problem is when there's a board seat available, people see their friends in their immediate network, and those people all look alike, and so it's like, "How do we get into that flow?" And really we have to do it working together, you know? It can't just be the one person. It really is going to take a lot of us working together. 'Cause who's gonna tell you--like, wh's gonna give you the heads up that, like, "Oh, I know that's your salary, but every other president in the company is making five times that." [laughs] You know? Like, you're going to need those types of insights, and sometimes you're not going to know that if you don't have [?]--Netta: [? drive that?].Jacinta: Yeah, exactly. Zach: So let's talk a little about 2020, right? Like, what are y'all most excited about that Dipper is gonna be doing, like, in 2020? Like, what has y'all, like, really going?Jacinta: Mm-hmm. For me, because I love tech and I love data, that's what I think about almost every night, and I think in 2020 our product is really going to evolve. You know, right now we have the ability to go onto our site, write a review, share their experience, and in 2020 it'll be even so much greater and so much more, and that is something that really excites me about what's to come. You know, the more people who are joining our community, the more in-depth we can make that community experience, and the things that we want to do to provide people with insights on, you know, like we said, salary, available jobs, are just really exciting to me, and all of that data and information that people will have at their fingertips just makes me really looking forward to the new year.Zach: So this has been a dope conversation and we appreciate both of y'all being here. Again, you know what I'm saying, shout-out to everything that y'all are doing. Shout-out to Dipper, you know what I'm saying? I really enjoyed this conversation. I've enjoyed the soundbites. Have y'all enjoyed the soundbites? I've enjoyed my own soundbites - have y'all enjoyed the soundbites?Netta: Yes.Jacinta: Absolutely.Zach: Okay, great. You know what we haven't done, you know what I'm saying, we have not really given y'all the respect of, you know, these air horns, so Sound Man, go ahead and put these air horns right HERE. [air horns sfx] You know, it's just a compliment. It's a thing that we do. It's customary, you know what I mean? It's been over--it's almost, like, two years, and we've been playing these air horns for the good guests. Now, we haven't had any bad guests, but I'm just saying, sometimes we play the air horns just a little bit louder, you know what I mean? And y'all are on the louder side, so we appreciate y'all. Before we go, any shout-outs or parting words?Netta: Yeah. Well, first and foremost, thank you so much for having us on this platform. This was awesome. We're really excited about, you know, the partnerships, the meaningful relationships that we're creating, you know, with different organizations, and we're really excited about our full dynamic platform that's gonna be revealed to the world. This is truly gonna be game-changing and helpful for people of color that are really looking to be guided in the right direction.Jacinta: Absolutely, and I mirror that sentiment exactly. We're so thankful for this opportunity and to be able to speak with you and your audience, and, you know, really just shout-out everybody, all of you who have left a review, who have sent us your feedback and cheering us on, patting us on the back, and even those of you that have challenged us--and maybe even shaded us a little bit--you know, it's all fuel.Zach: Big up to our haters one time.Jacinta: [laughs] We love it, yeah. You can't live without 'em, and, you know, it's been an amazing ride, and it's just the beginning, and, you know, we're just incredibly thankful.Zach: Well, first of all, look, we appreciate y'all. And look, y'all, if you're listening to this--I want everybody to stop, okay? If you're in your car, you know what I'm saying, pull over to the side of the road, okay? Put your hazards on and go to ourdipper.com. This is not even an ad. It's just for the love, you know what I mean? Like, y'all didn't pay us nothing, you know what I mean? It's just off the muscle. So go to ourdipper.com. And you go ahead and just scroll down, you know what I mean, and at the bottom what you're gonna see is--it's gonna say "Need advice? Please take a few moments to provide some insights about your current workplace and experience." Now, look, some of y'all know that Kathy in accounting has been getting on your nerves, okay? Some of y'all know y'all ain't been getting that raise that you need, and some of y'all know you're not having a great experience. Take the time. Go on ourdipper.com. Provide the input. You're not only helping yourself, you're helping everybody that looks like you. And maybe some folks that don't look like you, you know what I'm saying? But lift as you climb. Okay, now, look, this has been a dope episode. Y'all know you've been listening to the Living Corporate podcast. You can check us out anywhere on LivingCorporate--we're on all the platforms. iHeartRadio, Spotify, Soundcloud, YouTube, you know, Pandora. What's another streaming--Google Play, you know what I'm saying? We out here is my point. We active, you know what I mean? Jacinta, 'cause you said you were an [fraternity/sorority], right? [all laugh] We active, you know what I'm saying? You know, we ain't just show up on Homecoming Week, you know what I'm saying, giving people problems. Like, we actually--Jacinta: No t-shirt wearing. [laughs]Zach: Exactly. We're not no [?], you know what I'm saying? We earned ours, you know what I'm saying? We went through the [?]. Don't play with us. [both laugh] So the point is, you know, we appreciate y'all. Check us out on Twitter @LivingCorp_Pod, Instagram @LivingCorporate. If you have any questions you want to email us, you know what I'm saying, livingcorporatepodcast@gmail.com. You can also just DM us if you have any questions and you want to shout us out. If you want us to shout somebody out for y'all, hit us up. Let's see. Website? Living-corporate--please say the dash--dot com. Now, you also could do livingcorporate.co, livingcorporate.tv, livingcorporate.org, livingcorporate.net. We've got all of the livingcorporates, y'all... we don't have livingcorporate.com, though. Not yet. Not yet.Jacinta: Soon come.Zach: Soon come, hey. [both laugh] Let's see here. That's it. You've been listening to Zach, and of course you've been listening to Netta and Jacinta, co-founders and movers and shakers of Dipper and Edge Snatchers. Peace.</itunes:subtitle>
      <itunes:summary>Zach speaks with the founders of Dipper, Jacinta Mathis and Netta Jenkins, about the value of your personal voice. They also share their journeys that led them to create Dipper and talk about their plans for the platform in 2020.
Connect with Jacinta and Netta on LinkedIn!</itunes:summary>
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        <![CDATA[<p>Zach speaks with the founders of <a href="http://bit.ly/2mH8Zep">Dipper</a>, Jacinta Mathis and Netta Jenkins, about the value of your personal voice. They also share their journeys that led them to create Dipper and talk about their plans for the platform in 2020.</p><p>Connect with<a href="http://bit.ly/2kENKcy"> Jacinta</a> and <a href="http://bit.ly/2l6266f">Netta</a> on LinkedIn!</p>]]>
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    <item>
      <title>The Link Up with Latesha : Stop Settling</title>
      <description>On the seventh entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, graciously shares ten pieces of advice regarding changing your mindset to stop settling in your career. We have to stop doubting that we're good enough for the jobs that we ultimately desire!
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</description>
      <pubDate>Sat, 21 Sep 2019 08:03:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Stop Settling</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>121</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f6d5de94-f2a4-11ea-88c4-5713dd34c281/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the seventh entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, graciously shares ten pieces of advice regarding changing your mindset to stop settling in your career. We have to stop doubting that we're good enough for the jobs that we ultimately desire!Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBTRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha. I am your host, Latesha Byrd, and this podcast is for young professionals that need some real deal advice, tips, and resources to navigate corporate America and dominate their career. If you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you're in the right place. I'm here with Living Corporate, and today we're talking about changing your mindset to stop settling in your career. If you all have been listening to the previous episodes, you know that I am a career coach. I've worked with hundreds of professionals over the past few years, just helping them identify what their dream careers are and how to actually go out and secure them, and one thing that I have realized over the course of being a coach is that a lot of us really struggle with changing our mindset around what we deserve and knowing what we truly deserve and not settling in our career. If you are settling in your career and you know it, this podcast is for you. There's a few tips that I have on how I want you all to think about what your life would look like if you were actually doing something that you truly loved. The main thing that you'll hear when you tell someone that you are looking for a new job is "All right, you've got to get your resume together, make sure you get your LinkedIn together, and go and reach out to these recruiters," right? Like, that's the advice we typically hear, but no one truly talks about your mindset and being mentally prepared to actually think about looking for a new job, going about the job search, thinking about and putting energy and effort and time into figuring out what it is you want to do. Then on top of that you have to go and talk to people, you've got to apply to these jobs, sit around and wait for interviews. I mean, it is a whole thing. It's not just as easy as "Boom, get my resume done. Boom, get my LinkedIn done." Right? And one thing that I've heard a lot of people say recently, and my clients have said this before--and they know I will always get on you if you say this--"I'm hoping this job will give me a chance." If you've ever said that before, this is for you. I want you to change your mindset around that. You have so much more control over your career than you give yourself credit for. So instead of asking yourself or telling yourself "I hope this job will give me a chance," ask yourself "Do I want to give them a chance?" Okay? Again, you went to school for your degree, your Master's degree. You have the qualifications. You have skills. You have experience. No one can take that away from you, you know? It is yours, and we have to stop doubting that we're good enough for this career that we ultimately desire. We are quick to talk ourselves out of applying to jobs if we don't meet all of the requirements. You know, we talk ourselves out of things that we deserve, and we spend over a third of our lives at work. So we have to make sure that we are operating at our highest, highest power. This I have seen more with women, and it has been, you know, statistically proven that women will actually not apply to positions--or I will say they are less likely to apply to positions if they don't meet all of the requirements, where as men are more inclined to apply to positions, whether they meet, you know, 50% or 60% of them. So again, just know that you have so much more control over your career than you're giving yourself credit for. So I just have ten tips that will help you with just changing your mindset. One is know that this whole thing is bigger than you. I ended up leaving corporate to--and I was a recruiter--but I ended up leaving to focus on, you know, leading and growing my career consulting agency, because I realized that I could make much more of an impact if I were out, you know, doing this on my own than being held back by that position that I was in. I thought about who would not be helped or who would not be impacted if I didn't take that leap of faith. So just know that, you know, your career, what you are set to do, is so much bigger than you. It is also about the lives that you will change, you know, the difference that you will make. So ask yourself. If staying in that role that you feel is holding you back won't get you to actually make that difference that you are meant to do. The other thing as well is if you are, you know, a parent, or if you have children, if you have people that are looking up to you and looking to you for guidance and looking to you for support, are you--by not doing something that you love in your career, is that affecting how you operate at home as a wife, as a husband, as a mother or father? So just know that if you are actually doing something that you love, that will--and your professional life is going well--that may in turn create a more advantageous lifestyle, personal lifestyle, and will allow you to show up and show up for others much more differently and also healthier. Number two. I hear this a lot. "I don't know what my passion is." Right? And so that one thing might keep you a little bit stagnant. Just know that a lot of us don't really figure it out until later in life. Don't beat yourself up about not knowing your passion, but think about the things that you daydream about. Think about the things that you do outside of work, you know? Think about where your mind goes, and start paying attention to your thinking patterns at work. Where do you see yourself really being in your zone, you know? What do your coworkers always compliment you on for doing a great job at, you know? What do your family and friends come to you for for help? Even outside of work. You may not know what your passion is just yet, but that doesn't mean that it's not out there. It just hasn't yet been discovered, but we are still, you know, growing, even throughout our 20s, throughout our 30s, so your passion may change over time. But don't let that hold you back from settling in your career. Number three - envision the life that you want. What would your ideal day look like if you were doing something that you loved? You know, we don't allow ourselves the opportunities to dream anymore, you know? Dreaming was something we did as children I guess, right? And then we graduate and start working, and corporate America just beats us down and--[laughs]--we kind of forget to dream and just get excited about our future and our career. So this is something that I have all of my clients do is write a vision statement down. Envision that life that you want. What would be your ideal day? This is going to sound a little cheesy, but visualization exercises are great. Close your eyes. Think about who you would be with, what you would be doing, who you would be working with. Who would you be doing it for, right? And really push yourself to get out of your comfort zone as you're thinking about this, and write down what you see. I had a career coach that I had been working with, and we recently got reconnected earlier this year, and he actually asked me to do this while were on the phone. And I kind of laughed and was like, "What? I'm not closing my eyes and dreaming. What are you talking about?" He was like, "Girl, just do it." [laughs] So it kind of took me a few seconds to get into it, but then, as I started to really allow myself to dream, I saw myself speaking in front of hundreds of thousands of people internationally and, you know, to be honest, that's something that I've always wanted, but because I haven't really dreamed, I've been so stuck in the just day-to-day of the work and just trying to run the business, you know? I haven't really dreamed about what I want for my life, you know, a year or months down the road. And ever since I envisioned that, one I've been more intentional about, you know, getting speaking opportunities, and I'm starting to get so much more nowadays. So visualize that. Write it down, okay? Number four. Write down what you want in your next job. This is something that I have all of my clients do as well. I call it your career values. Just do [?] a list of what you want in your next job. What type of benefits do you want? Do you want a flex schedule? Do you want to work remote? Do you want to travel 50% of the time? Do you want to lead a team? You know, do you want to--if you don't want to lead a team, do you want to be a sole contributor, you know? But write down what you want in your next job. That will allow you to make sure that you're asking the right questions and you're being very intentional about the companies, the jobs that you're focused on, but think about what you really want, you know? If you are just applying to jobs that you think, you know, "Well, I meet the qualifications. Let me just apply without really taking into consideration if that job is right for [me]," that may allow you to settle again. So think about what it is that you want. I have all of my clients do this, and they all kind of struggle with it, you know, at first, because no one really asks you, like, "What is it that you want," you know? So I love to hear what are some of those things that you come up with, and if you can get that list up to 30 or 40, that would be awesome. Number five: practice bragging out loud and get confident in that. Men do this all of the time, [laughs] particularly white men. So practice bragging out loud, but first do an inventory. Do an inventory of all of your accomplishments over your career. You know, start tracking that, you know, every single week or every single month throughout your career. I call it a brag sheet. And if you ever start doubting your greatness or who you are and what you deserve, you can always go back and reference that brag sheet. That will allow you to just increase your confidence so that you know, "Look, I did all of this stuff right here. I'm definitely much, much deserving of my dream job." Think about the barriers that are holding you back. This is number six. Think about the barriers that are holding you back, and when I say holding you back I mean holding you back from going after your next job, going after your dream job, that's holding you back and keeping you in that position of settling, keeping you stagnant. I will hear this from my clients [?]. "They promised me a promotion six months down the road, twelve months down the road." Just think about what you could be missing out on, what you could have already gotten, if you were to step out and try something new, a new role. Let's say--it's September now, right, and you're waiting on a bonus in December. If that bonus is $5,000, I promise you when you are going after your next job, negotiate. Tell them, "Hey, I really want to work here. However, my current job is giving me a bonus. I'm expecting to receive it in December. It's $5,000. What can we all do here to compensate for this bonus that I will be missing out on?" Right? Problem solved. So write down what those barriers are, and if you can write down those barriers, you can start to identify some solutions. Number seven: practice doing some things out of your comfort zone unrelated to your career. And sometimes I'll just tell my clients like, "Hey, just drive a different way home from work. Go to a new restaurant. Go to a new park. Try a new hobby." You know? "Go to a meet-up." Do something out of your comfort zone so that you can get comfortable with being uncomfortable. Another thing you can do is get clear on another area of your life. Maybe it's finances, you know? Getting clear on your finances, getting in control of that. Maybe you're needing to clean up your space, your living space. What are those other areas of life not tied to professional goals where you could use some organization, you could use some control? And that may help you to kind of clear your mind when it comes to your career. Number eight: communicate what you want and what you're looking for when you're networking. Think about your career values, as you're going to write down, and just know that, and tell people, like, "This is the type of job that I want. I want to be able to travel. I need a remote environment. I need a flex schedule." Right? Like, just be bold and state your needs. Be clear and specific. And the other thing that I would say here too is if you don't know what you want, you're closer to figuring out what you do want. Number nine: know that doing it with fear is better than not doing it at all. You don't want to live with regrets in your career, and if you have been regretting, you know, staying in this job for so long and not looking at something new, then do it afraid. Number ten is the last thing here. It's work with a career coach that focuses on mindset. Now that I have been coaching for quite some time, I have added a mindset component into my program because I'm realizing that we have to get our mindsets all the way together first, because that is essentially the thing that will keep us stagnant and settling. So, you know, work with a coach. Shameless plug. [laughs] But you do need to really think about your mindset, knowing that you deserve it. We all doubt ourselves. I have clients that earn well over six figures. They have Master's degrees. They have Ph.Ds in this and that, and they still struggle with this doubt, with impostor syndrome, with feeling like they're settling. So you need someone that's gonna help to pull that out of you and help you to step into your greatness. So I hope this was helpful. Feel free to reach out to me. I would love to hear feedback on this. And if you are going to take any of these tips, if you try 'em out, you know, just let me know. You can find me on Instagram and Twitter @Latesha_Byrd, L-A-T-E-S-H-A underscore Byrd. So hit me up. I would love to hear how it goes. So that is all that I have for today, so thank you all for listening, and I will see you next time. </itunes:subtitle>
      <itunes:summary>On the seventh entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, graciously shares ten pieces of advice regarding changing your mindset to stop settling in your career. We have to stop doubting that we're good enough for the jobs that we ultimately desire!
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventh entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, graciously shares ten pieces of advice regarding changing your mindset to stop settling in your career. We have to stop doubting that we're good enough for the jobs that we ultimately desire!</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p>]]>
      </content:encoded>
      <itunes:duration>1181</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : How to Excel During Your First Week</title>
      <description>On the thirty-first installment of Tristan's Tips, our special guest Tristan Layfield shares a couple of things you can do to set yourself up to have a great first week on the new job. The first week of work can be an exciting and fun time, but it can also be anxiety-inducing. Hopefully these tips help ease the transition into your new role!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Thu, 19 Sep 2019 07:37:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : How to Excel During Your First Week</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>120</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f6f2cfcc-f2a4-11ea-88c4-6f049bd2e42f/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the thirty-first installment of Tristan's Tips, our special guest Tristan Layfield shares a couple of things you can do to set yourself up to have a great first week on the new job. The first week of work can be an exciting and fun time, but it can also be anxiety-inducing. Hopefully these tips help ease the transition into your new role!Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: What is going on, y' all? It's Tristan Layfield of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week let’s talk about a couple of things you can do to set yourself up to have a great first week on the new job.The first week of work can be an exciting and fun time but it can also be anxiety-inducing. A new place to navigate, new people to remember, and a whole new set of responsibilities to learn. There are a few things that I’ve done each time I’ve started a new job that have made my transition a little easier, and I hope they can help you kill it on your first week.Take notes, in fact, keep a small notebook near you as much as possible. During the first week on the job so much information is thrown at you that it’s difficult to remember it all. Onboarding tasks, names, meetings, new processes, and so much more. The more you document, the more you’ll have to refer back to later.Take some time to get familiar with the office. There’s nothing worse than the sudden panic when you have a meeting in a minute but you don’t know where the conference room is. Take the time in the first couple of days to feel out the space and learn where your team typically meets.If you can, find an office buddy. Pairing up with someone who’s been in the office and is at or around your level of seniority, will help you acclimated and help get your questions answered.Last, but definitely not least try to learn the names and positions of the people you see or interact with often. It’s the worst when people greet you by name and you don’t have a clue who they are or what they do. Committing this info to memory not only makes the office feel more like home, but it reduces anxiety and helps you figure out who to go to when you need help with certain things.Hopefully these tips help ease the transition into your new role.This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, twitter, and facebook at @layfieldresume or connect with me, Tristan Layfield, on LinkedIn!</itunes:subtitle>
      <itunes:summary>On the thirty-first installment of Tristan's Tips, our special guest Tristan Layfield shares a couple of things you can do to set yourself up to have a great first week on the new job. The first week of work can be an exciting and fun time, but it can also be anxiety-inducing. Hopefully these tips help ease the transition into your new role!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirty-first installment of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> shares a couple of things you can do to set yourself up to have a great first week on the new job. The first week of work can be an exciting and fun time, but it can also be anxiety-inducing. Hopefully these tips help ease the transition into your new role!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p>]]>
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      <itunes:duration>301</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Respect &amp; Work (w/ Dr. Avis Jones-DeWeever)</title>
      <description>Zach sits down with award-winning author and race and gender empowerment expert Dr. Avis Jones-DeWeever to talk about identity, self-advocacy, and resistance in the context of the workplace. Dr. Avis also shares some advice for black and brown women who are still struggling to find their voice and advocate for themselves at work.
Connect with Avis on her website and through social media! Twitter, IG, Facebook, LinkedIn
Check out her book, How Exceptional Black Women Lead, on Amazon!
Read her piece on NBC BLK! Black Women, Work and the Normalcy of Disrespect</description>
      <pubDate>Tue, 17 Sep 2019 08:39:00 -0000</pubDate>
      <itunes:title>Respect &amp; Work (w/ Dr. Avis Jones-DeWeever)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>119</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f7156ab4-f2a4-11ea-88c4-b7cc402896ba/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach sits down with award-winning author and race and gender empowerment expert Dr. Avis Jones-DeWeever to talk about identity, self-advocacy, and resistance in the context of the workplace. Dr. Avis also shares some advice for black and brown women who are still struggling to find their voice and advocate for themselves at work.Connect with Avis on her website and through social media! Twitter, IG, Facebook, LinkedInCheck out her book, How Exceptional Black Women Lead, on Amazon!Read her piece on NBC BLK! Black Women, Work and the Normalcy of DisrespectTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate. Now, look, every episode we try to bring y'all something special, right? We either have an influencer, an educator, a speaker, an author, you know, a mover, a shaker, you know? And today we're actually blessed to have all of those things and more with our guest, Dr. Avis Jones-DeWeever. Dr. Avis Jones-DeWeever is an Award-Winning Author, International Speaker, Political Commentator, and Race &amp;amp; Gender Empowerment Expert. As a serial entrepreneur, Dr. Avis is the founder of the Washington DC Boutique Consulting Firm, Incite Unlimited, along with The Exceptional Leadership Institute and World Changers Media, LLC. Dr. Avis’ organizations offer leadership, diversity &amp;amp; inclusion, entrepreneurship and media training along with communications strategy development and the implementation of impactful research. Her clients include major corporations, non-profit organizations and governmental entities based both domestically and abroad. So that's everywhere, okay? Now, look, some of y'all probably have already seen Dr. DeWeever 'cause she's had--she's been seen on a variety of platforms, including CNN, Fox News, PBS, C-SPAN, TV One, BET, BBC, NPR, Sirius XM Radio--come on, now--the Washington Post, the Atlantic, Essence, Ebony, and many, many more. She currently serves as a Contributor to The Huffington Post, Black Enterprise and NBC BLK. Now, look here. I gotta get something for that. [Cardi B "ow" sfx]. Okay, now look, Dr. Avis also serves as a member of the Board of Directors of the Voter Participation Center, Women’s Voices. Women’s Vote, and the National Coalition on Black Civic Participation. In addition, she’s the Sr. Public Policy Advisor to the Black Women’s Roundtable, an Affiliated Scholar to the Institute for Women’s Policy Research, and a member of the Closing the Racial Wealth Gap Initiative. But in her most important role, she serves as a mother to two magnificent young men who will one day, undoubtedly, change the world. Dr. DeWeever, welcome to the show. How are you doing?Avis: I am doing [laughs]--I'm doing great. Thanks for having me.Zach: Oh, no, thank you for being here. Now look, I've got all these questions for you, but the first question, which I recognize has to be the question on top of everybody's mind... which one of these sandwiches is better? Is it the Chick-fil-A sandwich or is it the Popeyes sandwich?Avis: [laughs] Okay. Well, you know, everybody was talking about the whole Popeyes thing, so I just had to try it 'cause, you know, I'm just like, "What is all the commotion about?" Zach: Of course, of course.Avis: And I'm not a big Chick-fil-A person either, so--I have to be honest, I've never even tasted Chick-fil-A’s sandwich 'cause I'm not really that much into chicken sandwiches. I don't really get the purpose of putting the chicken in-between two pieces of bread.Zach: [horrified] Oh, no...Avis: I don't know. To me, the Popeyes chicken--okay, unpopular opinion, it was so darn crunchy I didn't really hardly get a taste. All I tasted was the outside.Zach: Oh, the skin.Avis: I try to stay away from fried stuff anyway, so.Zach: Well, good for you for taking care of yourself. You've got to manage your temple. Avis: Exactly.Zach: You know, it's a long-term investment.Avis: You ain't lying there. [both laugh] Hey, listen. If I would've had--if I had the metabolism I had 20 years ago, I'd be all the way in on a chicken sandwich. Since I don't, I'm leaving it alone, right?Zach: [laughs] Hey, I definitely understand. Now, I have yet to try it--well, let me take it a step back. I've yet to try the Popeyes sandwich, but I just--I don't know, man. It's hard. And this is not an ad, you know, and of course Chick-fil-A has their own problematic points of view as well, but I don't know. I just don't know, Doc. I don't know if I can get with that Popeyes. I don't know, but, you know, it's the total experience. Anyway, look, let's--all jokes aside, [both laugh] today we're talking about--we're talking about a few things, 'cause you have so much to offer, right? So we're gonna talk about a few things. We're talking about identity, self-advocacy, and resistance in the context of the workplace. Now, you've written a number of works that encapsulate perspectives and frustrations of black folks, specifically black women. Can you speak a bit about some of the works that you've written and how those challenges don't stop when you get to work?Avis: Absolutely. So I think probably my most significant work in this area is my book, "How Exceptional Black Women Lead," and with that I interviewed over 70 black women across the nation who--and some internationally--who are absolutely extraordinary in what they do, have ascended to amazing levels in terms of leadership success across a variety of different career platforms--or areas I guess is a better way of saying it--and I have to say, still all of them faced the double whammy, the double barrier, of being black and being a woman and having to sort of navigate the intersections of that all along the way to get to where they were, and I think the bottom line is that we all face, no matter where we are, no matter what industry we're in, whether we're corporate, whether we're non-profit, you know, whether we're entrepreneurs, those same--there are different rules that seem to be in play when it comes to us as compared to the other guys, and the bottom line is that we just--we recognize that as the reality, but we cannot let those bumps in the road become road blocks. We have to figure out how to navigate around them, and so what I've found inspiring by speaking with these amazing women is that they found a way to break through those road blocks, to get over those humps and bumps, and still make a way to the top. And if they can do it, other people can do it too.Zach: No, 100%, and it's so interesting too. I think that, you know, it's so easy--well, on my side, 'cause I'm a man, so I participate in patriarchy and male privilege, and I think about the more and more that I talk to--of course my mother as I've just gotten older and just, like, kind of think back about times when I was a child and some of the things she experienced at work, as well as just my black female colleagues. When I talk to them, just the amount of trauma and abuse and disrespect that, like, y'all endure and just casually put up with, right?Avis: Yeah. Oh, God.Zach: Right? And it's--like, every time I meet a black woman at work, she always has at least one extra degree more than I do, right? You know, you and I were having this conversation on Black Women's Equal Pay Day, and it just--there's a pattern here of black women being underpaid and overeducated, overqualified for the roles, and underpromoted, right? Undersponsored. You know, just to the point you're looking at 'em like [what more do you want from me? sfx] [both laugh] You know? Just, like, "What's going on?" [both laugh]Avis: Oh, my god. That was perfect. [both laugh] Oh, it's so true. And in fact, you know, actually I wrote a piece for NBC BLK called Black Women and the Normalcy of Disrespect, and it talks exactly about this issue. Everything that you mentioned, plus on top of that the issue of often times having your brilliance basically gentrified by other people in the workplace, right? So doing the hard work, not getting the credit, seeing other people that you basically trained leapfrog over you, it has in many ways become normal, and I think--and that also is related to another fact, that black women are the leading demographic in the nation just to say "Bump this," and start their own businesses, right? Because I think many of us come to the realization that "If my brilliance is not gonna be respected here, why am I giving away my pearls for this? To this?" Right? "Why not cast my pearls in my own favor?" And so a lot of us are making that transition to entrepreneurship because we understand that the work that we do in the workplace often times is disrespected, is not--does not really lead to the same sort of outcomes that other people face, and so because of that we think about, well, we don't want to spend our lives in that situation. Why not see what we can do in terms of turning our intellectual capital into a good--not just for somebody else, but for ourselves.Zach: Amen, Dr. Avis. And look, those little Biblical references, you're not sleeping on me. I heard you. I got one for you too - 'cause sometimes you gotta just, you know, shake the dust from your feet, you know what I mean?Avis: Exactly. [laughs]Zach: So you just gotta make it happen, you know? But no, you're absolutely right, and I think there's also--so I'd love for you and I to talk about this in a separate conversation, but, you know, Living Corporate, what we're really trying to do right now is do some research to talk about and connect the reality of work trauma, work-related trauma, with--like, the mental health impacts of work-related trauma to black and brown folks at work, because there's something that I believe--and again, I don't have a Ph.D, okay? I'm not out here hanging out with Roland Martin like you, Dr. DeWeever, but I do believe--[both laugh]--I do believe that there's some mental--I do believe it impacts your mental health to be the person who's putting all the thought leadership in, but then someone comes in, quote unquote cleans it up, and then they get all of the credit for it, right? I think that that's--that does something to you over time.Avis: It can be traumatic, and dealing with a daily sort of barrage of microaggressions and macroaggressions and not seeing other people sort of stand up and acknowledge what it is and call a thing a thing is also traumatic. I just had a conversation with a client last night who is a tenured professor at a university, went to an event at her university where there was a guest speaker, and apparently the guest speaker--white--used the N-word, and--[record scratch sfx] And she was shocked. She was insulted. And just as much as she was shocked and insulted, she was also hurt that none of her white colleagues said anything. Zach: No, that's terrible. That's terrible.Avis: So in essence she felt betrayed, right? So, you know, it is traumatic. It can be traumatic to continue to suffer those indignities every day, which is basically a coded behavior in our society that says that--that tries to tell us the lie, basically, that we don't belong, that we are not important, that we're not valued, and I think a lot of the work that I do, whether it be through my writing, whether it be through my sort of coaching with women around these issues, is really about saving our souls from that daily assault that we face in the workplace and figuring out strategies to navigate it in a way that maintains our self-dignity and allows us to put ourselves in situations where we do garner respect, whether or not that means navigating those spaces within that environment in a way that changes that dynamic so that you are treated with the respect that you deserve, or in some situations it may mean finding a better environment that is healthier for you, because it does not do you any good to stay in a workplace that is constantly assaulting your dignity. It will impact your health. It will impact your peace of mind. And let me tell you, no check is worth that.Zach: Oh--listen, hold on. Hold on. [straight up sfx] You're absolutely right. Listen, 'cause--and this is the thing. I think we're in a really interesting intersection of increased awareness--if I'm gonna go by social media, and if I look at, like, the wellness trends today, especially within, like, the black and brown community, we're in an interesting intersection of millennials being more and more prominent in the workplace and mental health being, like, more and more openly discussed, and I think that, you know, we've seen trends now that people--like, my generation will leave. You know, they're talking about "This ain't working?" You know what I'm saying? They'll say, "Well, you know, if you're not gonna be able to work these crazy hours and be treated like this, you're gonna have to find a new job." We'll be like [Shannon Sharpe "that ain't no problem" sfx]--it's not a problem. Like, we will transition, you know? [both laugh]Avis: I would be like, "Deuces!"Zach: Deuces. Like, goodbye.Avis: But you know what? That in and of it self is a good strategy. You know, I think we need to acknowledge the wisdom of that in a couple of different ways. I mean, not only are you saving your soul from those stressors that, as I mentioned, impact your physical health and your mental health, quite frankly your strongest point of negotiation when it comes to salary is when you have a new job opportunity. So moving to that next opportunity and that next opportunity and that next opportunity in a relatively short period of time helps you to be able to exponentially grow your earning power a lot more than individuals often times who choose to spend long periods of time in one place and get stuck and have a hard time moving up that ladder. [cha-ching sfx] So I think often times people talk about millennials in very disparaging ways, and I think in many ways some of those folks need to sit back and watch y'all and learn from what you're doing, because that makes nothing but sense to me.Zach: Oh, listen. If you look at my little LinkedIn--and I'm not leaving a job every couple months, don't get me wrong, but I've zig-zagged. I've got a little positive zig-zag action going on, and you just gotta keep your eyes open, 'cause I'll show up to a whole new job talking about [Kawhi "what it do baby?" sfx] Like, I will leave. Like, I will--boy. Anyway, [both laugh] let's keep it going. You know what? And this is the thing, Dr. DeWeever. You're making me laugh more, so then I'm using more of these sound effects, but that's fine. I appreciate the encouragement. Let's talk about the role that intersectionality plays in the work that you do, right? And so Incite Unlimited, you know, you're a D&amp;amp;I expert--you're a diversity, equity, and inclusion expert. What does it look like to discuss race and gender and engage white women, who may assume that your challenges and lived experiences are either if not the same highly similar?Avis: That's a problem. [both laugh, haha sfx] That's a huge problem. But in all seriousness, honestly, these days, I'm so frustrated with where we are in the D&amp;amp;I space period, DE&amp;amp;I space. I'm frustrated because many companies--and I talk about this a bit in my book--for years now, actually, have made the decision--they've made the calculated decision to preference gender diversity over racial diversity in their efforts and in their focus and programming as it relates to looking at DE&amp;amp;I and how it is lived out in their companies. And as I show in my book, what we've seen--and it's interesting, 'cause this dates back to 2008--we start to see a shift in who gets promoted to leadership positions in corporations, and it's interesting. It's as if there was this collective decision among corporations that "Okay, there's a black president, so black people have made it, so let's stop focusing on black folk." Right?Zach: Yes.Avis: And so what we see, if you look at the data about who actually gets promoted to management positions, is we see an exponential increase in the number of white women who get those positions, and at the same time we've seen a mirrored effect of a decrease in the number of people of color of both genders who get those positions. So now, even though we're in a time right now where corporations are, you know, every time, you know, you see them, any time you hear anything around corporations around this issue of diversity, a lot of them have a good, you know, shtick to sell. All of them know what to say. They always talk about the importance of diversity, equity, and inclusion, but when you actually look at the numbers, you actually have corporations that are getting whiter and whiter, even though they tend to tout the language of diversity, but they're just checking that box with white women instead of with people of color. So in many organizations you end up having what I call an organizational apartheid, where the leadership structures now are increasingly white, even though now you have more of those leaders wearing skirts than you did in years past. But you have even more whiteness at the top now than you did, say, 10 years ago.Zach: Listen, I had a--I was on the job, and I was talking to somebody, and they were talking about diverse the group was. And I was like, "The group is all white women." What do you mean "diverse?" Like, diverse in what way? Diverse in, like, that they're all not blonde? Or--like, what is this? And you're 100% right, and I--so look, this is the thing, right? So I am in--I'm actively in corporate America, right? Like, I'm in this space. I work for a large consulting firm. And it's increasingly frustrating, because you're absolutely--I 100% agree with you. I'm looking at the content and I'm looking at the way that things are framed, and they are often framed in very binary terms, right? They're framed in very, like, "men versus women," and it's like, "You're really going--" Like, it's insulting. Like, it's not only just ahistorical, right? It's an intellectually dishonest discussion. Avis: Absolutely.Zach: Right? It's intellectually dishonest, because in 1865, in 1845, all men were not doing the same things, okay?Avis: Absolutely not.Zach: Right? And all women were not doing the same things. And so it's like, "Okay, what does it look like to have an honest conversation about this?" You know, we actually had Lionel Lee, who--he's an inclusion lead for the Zillow Group, and I asked him, I said--like, we're just now getting to talking about black women from time to time, and we've yet to--I haven't really been a part of a lot of programs that explicitly talk about black male experiences, right? And I'm like--and look, I don't even do it and D&amp;amp;I is a large part of my job. I don't even do it because I recognize that I need to use my platform and my privilege to help my sisters, and--not but--and at the same time I'm like, "Dang, why don't we ever talk about the reality and nuanced experience of black men?" Like, yes, we benefit from patriarchy, and yes, we have--we have privileges that black women do not have. We're also seen as a threat at work. We're also often times patronized in a way, and it's a unique--but we don't even talk about that kind of stuff. And you're right--Avis: You're exactly right, and I would say you also suffer wage gaps. Zach: Right.Avis: People talk about wage gaps as if it's just a gender thing. It's not. It's a race and a gender thing. So just as, you know, black women, for example, suffer a double wage gap as compared to white men--which, as you mentioned, we're recording this on Black Women's Equal Pay Day. You know, black men have a pay gap with white men of similar educational backgrounds, and so black men aren't paid fairly either. And then if you look within the women's population, black women suffer a wage gap as compared to white women. Right? So no one really talks about these realities. It's not as simple as just a gender dynamic. You're exactly right. In this nation, race, color, is--no pun intended--everything. Everything. Yet, you know, there is only a sense of urgency around talking about this issue of gender at work and addressing those issues. And, you know, my theory behind that is, you know, it--let's just be real. I mean, this white men who stand at the top of the hierarchy in these spaces have white mothers. They have white wives. They have white daughters. So there is a natural alliance there that they tend to be more sensitive to than they are to black male issues, black female issues, or issues of any people of color. And so, you know, I think it's important that we acknowledge that reality, and until DE&amp;amp;I becomes serious about taking off the blinders and having an honest conversation around--and not just conversation, honest actions around really creating equity at work through both a race and gender lens, it will really be nothing in many ways but a farce in many organizations, where they can do a little something, have a few programs on a few special days, but when it comes to really making [?] change they cower, much like the rest of this culture. It's very hard--I wouldn't say it's hard. The normalcy of white privilege in our society creates a situation where whiteness does not want to take responsibility for its actions. As we're recording this, not only is it Black Women's Equal Pay Day, I'm actually in Hampton right now about to attend [?] activities around the 400th anniversary of the first Africans who came to America. In slave ships. I'll put it like that. And we still--you see what happened when the New York Times published the 1619 piece, where you have all of these supposedly legitimate, quote unquote, voices on the right come out, and they simply deny the reality of the history of this nation. Yeah, so we have a relatively easy time in America at least acknowledging issues of sexism. Like, we don't deny facts when it comes to, like, you know, the history of sexism, right? But to have people act like the reality and the brutality of what slavery was, to call that propaganda, to me, serves as a great example of the level of dysfunction that we are in this nation when it comes to really being honest around the oppressive nature of racism, not just in the past. We can't even cop up to what happened 400 years ago. That really puts a spotlight on why it's so important and why it's so hard for people to cop up to what's happening right here in the here and now.Zach: [Flex bomb sfx] Had to give you a Flex bomb. You're absolutely right. You're dropping straight facts. Now, look, I want to respect your time, so let's keep going. One topic that Living Corporate has discussed in the past has been respectability politics. Now, I'm a firm believer that respectability still shapes a large amount of the ways that we, as black and brown folks, show up in any space. What has been your experience with respectability politics in the realms that you engage?Avis: Yeah. I mean, that is--it's a big thing. It's a big thing, where people have to make the choice, in many ways, like, how do you navigate situations at work where there are sensitivities around institutionalized racism. Do you sort of call it out at the moment, or do you try to play the game and hope that it will make--you know, things will improve over time? I really think--I personally have a problem with respectability politics, and it may just be that I'm a rebel--[both laugh]--but really, logically I'm thinking, "What are you really gaining when you're sacrificing your soul?" Really, what are you gaining? And then what are you changing, right? What you're doing is you're legitimizing the unfair behavior when you contort yourself in a way in which you have to minimize who you are in order to be accepted. I'll give you a brief example. When I--you know, I've had my locks. I have locks, and I've padlocked my locks now for well over 20 years. I started them when I was in graduate school, well before it became cool, okay? [Cardi B "ow" sfx, both laugh] And so when I started my locks, I remember my mom told me at the time, "Oh, my God. You'll never get a job," you know? But at the time I told her, and it has borne out to be true, that, you know, if someone does not want to hire me because of what's on my head versus what's in my head, then that's some place I don't want to work, right? Because that tells you something about that environment, right? And so to me that's just an example of respectability politics. If I have to change who I am to fit in with you, then I don't need you, boo-boo. I don't need that. You're not the only place on earth. Really.Zach: Absolutely not. [laughs]Avis: And that goes for relationships too, but that's a whole 'nother story.Zach: Oh, my goodness. You're gonna have to come back for that one. You're 100% right though. Okay, so now--[both laugh]--do you believe that respectability has increased or decreased in this era of Trump? And I'm gonna say era of Trump because come on, now. First of all, this is my podcast. I'll say what I want to say. But two, it's the reality of, like, the fact that we live in an era that is, in certain ways--so I'm not one of the people that thinks like, "Oh, it's so much more racist now." America has been racist since its inception. However, or with that being said, there is a certain level or spirit of boldness that is in the atmosphere that is, I would say, unique to this time, but not exclusive to this time. With all of those different exceptions we said at the top, do you believe respectability has increased or decreased in the era of Trump, and what role do you predict it playing for the next generation of black and brown folks at work?Avis: Mm-hmm. I think respectability has decreased in the era of Trump, precisely because of what you previously mentioned. I mean, in this time we are seeing a space where, even though racism has always been around, it's not been new to America, it's been here from the very beginning, we are experiencing a moment where there is greater social acceptability, or at least perceived social acceptability, for overt racist acts, right? And so because of that, people are engaging in more racist actions in broader society, which includes in the workplace, okay? And I think that it's also created sort of a counter-reaction, where people are also becoming more activists in terms of resisting those behaviors. Now, people find different ways to fight back, but I do think that where there is an action there is an equal and opposite reaction, and in this moment, while we're seeing a rise in hate crimes, a rise in hate groups all across the nation, we're also seeing [?] and activism to fight against it. And so if there is, hopefully, a silver lining that we might find behind this moment, it is my hope that what it has done is it has awakened people who maybe had been lulled into a sense of false security under the Obama administration to say, "You know what? We haven't gotten as far as I thought we've gotten. In fact, we're starting to move backwards." And I just can't go along to get along anymore. The time has now come to fight back, and I'm hoping that's what more and more people are doing, and from what I see that seems to be the case.Zach: I 100% agree with you. 'Cause, you know, as an example, Dr. Jones-DeWeever--so I used to kind of, like, take a break--you know, like, let's say, like, in Obama's time, you know, I would walk outside, just take a nice little stroll, but see, now, in the era of Trump, I feel extra black. So I take--I got my menthols, and I just smoke right outside. Maybe I take some Black and Milds. You know, it's nothing, right? I might even put on a durag, because I'm like, you know? You ain't about to stop me.Avis: Put on one black glove.Zach: I put on one black glove as I roll a Newport, okay? [both laugh]Avis: Boy. Man, you'll be scaring folks.Zach: At my desk. While listening to "Strange Fruit" in the background. Listen--[both laugh] I'ma let you go. We're almost done, I promise. Here we go. Your voice is a critical part of everything you do, right? So you're a writer. You're an advocate. You're an activist. You're an educator. You're also a speaker, and you're a political commentator in major mainstream media and independent media. What advice would you give to black and brown women who still struggle to find their voice and advocate for themselves at work?Avis: That is such an excellent question and such an important question, and I think it's first critical--it's interesting. I had a conversation with a client about this today. First of all, you have to realize that you do have a voice. It's there. No one has the right or the ability to take away you, what's inside of you and what's for you, right? And so I think just acknowledging that your voice is there and that your voice has value is the first critical step that every black woman has to take. And then you have to say, "How can I best use this to create better outcomes for me?" Right? It's about speaking up when someone takes your idea and tries to pass it off as their own. It's about making sure that you negotiate when that offer is made to you and you don't just take the first number that's thrown your way, you know? It's about speaking up in that meeting and making sure that your perspective is heard. So it's about not shrinking in those moments, and it's then remembering the powerful being that you are and that you deserve to be there and that, 9 times out of 10, you're probably more qualified than everybody else in that room, so lean into that. And that's the only situation where I would ever use the term "lean in," because I will say that, generally speaking, we all know that black women have been leaning in forever, right? But what I really want us to do is understand our power and to vocalize that power and to not feel ashamed about vocalizing it. And if you do get to a situation where you feel that the environment that you're in does not respect you, does not want your contribution, tries to minimize you or silence you, then I think you should definitely look at other opportunities, because this world is replete with opportunities, other job opportunities and opportunities that you can create independently for yourself. And so lean into the beauty of the brilliance within you, and don't let anyone else convince you that it's not there.Zach: Y'all, let me just go ahead and give some air horns for that real fast. [air horns sfx] 'Cause those were all big facts. My goodness gracious. Okay, look, this has been a great conversation. I've had a wonderful time. I also believe--I'm not trying to impose--I believe you've also had a wonderful time, and--Avis: I have! This has been great. Thank you.Zach: Before we let you go, any parting words or shout-outs?Avis: I just want some more sound effects, that's all. I'm just, like, really all about the sound effects.Zach: We're right here. Listen, I got 'em all. Look, me and Aaron--I'll listen to something on YouTube and I'll be like, "Aaron, go ahead and take that and drop it in the Dropbox." He's over here--he'll take them little downloads and put 'em in our little folder like [Cardi B "bratbratbrat" sfx] You know, we got all kinds of content, okay? So we're ready. [both laugh, Cardi B "hehe" sfx]Avis: I love it. [laughs]Zach: All right. Okay, listen, y'all. Thank you so much for joining the Living Corporate podcast. Now, look, we're everywhere. I used to say all of the little places that we're at, Dr. Avis Jones-DeWeever, but I don't do that anymore. I just say "Google us" at this point, you know what I'm saying? 'Cause God has enlarged our territory, okay? We are continuing to expand and grow, okay? And so if you just Google "Living Corporate," you will find us, okay? We're on every streaming platform. You can check us out on Instagram @LivingCorporate and look for us on Twitter @LivingCorp_Pod, okay? We're out here. If you want to listen and make sure that you actually can check out all of Dr. Avis Jones-DeWeever's books and speaking engagements and where you can contact her more, check out the show notes. We got 'em all right there. Until next time, this has been Zach. You have been listening to Dr. Avis Jones-DeWeever, speaker, educator, activist, mother of two, and all-around dope person. Catch y'all later. Peace.</itunes:subtitle>
      <itunes:summary>Zach sits down with award-winning author and race and gender empowerment expert Dr. Avis Jones-DeWeever to talk about identity, self-advocacy, and resistance in the context of the workplace. Dr. Avis also shares some advice for black and brown women who are still struggling to find their voice and advocate for themselves at work.
Connect with Avis on her website and through social media! Twitter, IG, Facebook, LinkedIn
Check out her book, How Exceptional Black Women Lead, on Amazon!
Read her piece on NBC BLK! Black Women, Work and the Normalcy of Disrespect</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with award-winning author and race and gender empowerment expert <a href="http://bit.ly/2kDScsi">Dr. Avis Jones-DeWeever</a> to talk about identity, self-advocacy, and resistance in the context of the workplace. Dr. Avis also shares some advice for black and brown women who are still struggling to find their voice and advocate for themselves at work.</p><p>Connect with Avis on <a href="http://bit.ly/2kl4cP3">her website</a> and through social media! <a href="http://bit.ly/2kNbQSz">Twitter</a>, <a href="http://bit.ly/2lXkzly">IG</a>, <a href="http://bit.ly/2kj4XYU">Facebook</a>, <a href="http://bit.ly/2kDScsi">LinkedIn</a></p><p>Check out her book, <a href="https://amzn.to/2ko38Kr">How Exceptional Black Women Lead</a>, on Amazon!</p><p>Read her piece on NBC BLK! <a href="https://nbcnews.to/2mlq4KU">Black Women, Work and the Normalcy of Disrespect</a></p>]]>
      </content:encoded>
      <itunes:duration>2240</itunes:duration>
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      <title>The Link Up with Latesha : Make a Move</title>
      <description>On the sixth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, shares five signs that tell us it's time to leave our job, and she lets us know that the right opportunity is out there for us - we just cannot settle.
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</description>
      <pubDate>Sat, 14 Sep 2019 08:14:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Make a Move</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>118</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f72de68e-f2a4-11ea-88c4-ffc07ca51fe3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the sixth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, shares five signs that tell us it's time to leave our job, and she lets us know that the right opportunity is out there for us - we just cannot settle.Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBTRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha. I am your host, Latesha Byrd, and this podcast is for young professionals that need some real deal advice, tips, and resources to navigate corporate America and dominate their career. So if you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you're in the right place. I am here with Living Corporate, and today we are talking about "Make a Move: 5 Signs That It's Time to Leave Your Job." This is an extremely important topic, because as a career coach, I talk to people every single day that are extremely unhappy with their jobs. Either they're not passionate about the work that they're doing, they feel that they are not in the best environment that suits, you know, their own professional needs, maybe they don't like their boss. It really just comes down to they don't like the work. They don't like the work they're doing. They don't like the company they work for. And that can present a lot of challenges, not just in the professional life, but also in the personal, especially for those that are working in fields where they feel like their life is just passing them by and they're just going with the day-to-day. That's not healthy, you know? That's not okay, and I want you all to know that the right opportunity is out there for you. You just cannot settle. We spend, on average, over 90,000 hours at work. That is a long time. I mean, that's a lot of hours, and we spend a third of our lives at work, right? There's 24 hours in a day. If we're working 8 hours a day, okay, that's one-third. A lot of us don't even work just 8 hours a day. So essentially you probably are spending more time at work than you are with friends, than you are with spouses, with your children. And if you're unhappy with your career and the way that it's going, that's going to spill over into your personal life, into your relationships with your spouse, with your children, with your friends. I see it every day. I have a lot of folks that I have spoken with where their unhappiness at work has led to anxiety, it's led to depression. Again, you're never stuck, all right? So if you have been on the fence about looking for a job, if you're not sure if you're doing what you are destined to do, I'm gonna give you some things to think about today so you can actually go out and realize that "You know what? Maybe it's time for me to make a move." I've been there. If you have followed my story or if you've heard anything about my past, I did not just jump into entrepreneurship. I did not just become a career coach and have been doing that forever. In my former life, I was in accounting. I worked in auditing for a public accounting firm, a Big Four public accounting firm. No shade to anyone that is in public accounting or working with the Big Four. It really is a wonderful, wonderful industry to be in with a lot of opportunity. It just wasn't for me. As an auditor, you know, I kind of felt like the IRS, you know? My clients didn't love seeing me. Whenever I asked them for some type of documentation, they were like, "What do you need this for? Why do you need it?" You know? [laughs] So it was not just that. It was just a challenge for me, because I am a people person. I love helping people, and I felt that every time I talked to my clients I felt like I was just bothering them, you know? And then on top of that, you know, looking on my computer, looking at numbers all day, like, my brain would literally be fried. Now, I'm so thankful for that experience, because, you know, I do believe that accounting is the language of business, so it has allowed me to be very numbers, metrics-focused. That just has helped me so much in my career, even in working through helping my clients think about tangible results and many, many, many other things. So again, just know that everything that you've done up to this point in your career, I'm sure that it has a purpose and a meaning and it's going to be a part of your story and your testimony one day, but you are not stuck. You are never stuck, and it really saddens me that I see so many talented individuals that, you know, are unhappy. You have so much potential. You have so much life. You have so much purpose within you that not only are you setting yourself back by saying or feeling stuck, but think about the many lives that you could impact and that you could change if you were to step out on faith, all right, and really offer those contributions to the world that you're meant to based on your passion, your skills, the things that you care about, the things that you love. So let's go ahead and get into some of the things to think about when it is time to make a move. #1 - you aren't feeling challenged by the work at your job. You aren't feeling challenged by the work at your job. Simply put, you're bored. [laughs] You're bored. Maybe the work is too easy. Again, you want to make sure that you are in a position where you're able to do your job well, but not to the point where you are just kind of twiddling your thumbs and you're uninterested in the work. Being challenged at work is healthy, just from a mental perspective. Now, when I say challenged, I mean challenged to the point where, you know, you are excited to learn something new. You're excited to develop a particular skill set or to learn more about a particular topic - with the adequate training though. I don't mean challenge meaning that you are set to do something that is literally impossible, but having a good balance or a healthy level of challenge is definitely going to just allow you to grow professionally. #2 - if you are unsatisfied with your company's work environment, it's time to make a move. If you are in a toxic environment, meaning that, you know, people are yelling at each other, you have been yelled at at work, you've been called names. There's a lot of gossip going around. People don't respect you. They don't respect each other. The other thing you want to think about too is all right, maybe no one is saying anything to your face, but if you are around a bunch of other coworkers that are talking about each other to you, I promise you they're probably talking about you, just not to your face. So I could go on and on and on about this, because I know we have all dealt with some type of toxic work environment. I just want you to know that that's not normal, that that's not healthy, and that's not safe. When you are in a toxic work environment, that can lead to anxiety. That can lead to depression. That can feel like you aren't good enough, when it's really not you, it's them making you feel that way, and if you stay in that type of environment for long enough you may start to internalize some of the messaging that you are receiving. If you're getting blamed for things that you have no control over, that you are not a part of, again, that is a toxic work environment. #3 - if you aren't satisfied with your salary or your pay, it's time to make a move. We don't have time to, you know, just sit around, hoping that more money's gonna fall out of the sky. Now, let's say that you have had conversations with your manager, right? And that's what I recommend. Let's say you're not satisfied, okay? So you talk to management and you say, "Hey, look, I have been working my ass off here." You know, you go run them through your brag sheet. You tell them how you've been able to add value and that you're looking for--you'd like to discuss the opportunity for a raise or a promotion, and that conversation was a year ago or two years ago and you haven't heard anything, and whenever you do bring it up again they kind of brush it off like, "Okay, let's talk in the next six months." "Oh, well, we have a lot of things going on here internally at the company, so let's hold that thought." Again, listen, that money is not going to fall out of the sky, so you may want to look for a job that's actually going to pay you what you deserve. The cost of living is not going down, right? But your skills, your experience, your expertise, that value is going to continue to go up as you continue to work and lead new projects and work with new initiatives and new clients. So you need to make sure that you are being compensated fairly and adequately for what you are offering back to them. This kind of goes along--#4 kind of goes along with #3. If there are no opportunities to move up in your company, it may be time to make a move. Now, again, let's say that you've had these conversations with your manager about wanting to move up, and they brush you off, right? Or let's say you don't even have a level or a position at your current company that you aspire to. Maybe you do see some folks that are in a management role, but you don't want that. You don't want that type of management role. It's going to take you realizing that, "Okay, I don't want to move up here," but you want to continue to move up in your field. You've got to get out. Try another company, all right? #5 - oh, and the other thing I want to say about #4, [laughs]--I had a friend I had reach out to me about this, but she had a conversation with her manager, and her manager--well, she told the manager, like, "Hey, what does my future look like here at this company?" And the manager said, "Oh, just keep doing what you're doing. Yeah, just keep right on. Keep doing that thing." That is a sign that you need to make a move, because if your company is not invested in your growth or not invested with your future moving up in that company, then you gotta go, you know? And the other thing that I would say too--'cause I have some clients that are going through this right now--maybe there's not an opportunity for you to move up at the company, but you still want to just kind of diversity your skill set a little bit as you continue to look for opportunities. Maybe try a lateral move. Maybe try a transition into a new group, a new department, something new, just to, again, make sure you are being challenged, stimulated professionally from a mental perspective as you continue to look for opportunities. #5 - let's say the company's values are unaligned with your own. It is time to make a move. If your company is doing some type of unethical practices--maybe they're treating consumers, clients, even employees ways that you think are a little bit unfair and you have this uneasy feeling about it. You may want to think about making a move. I just did a presentation on working with millennials in Generation Z in the workplace, and through my research I've found that that is something that millennials and Gen Z really look for, is finding a company that has strong ethical practices and that they have values that are aligned with their own. Think about that. Think about that, because the company that you work for, that is most definitely a part of your brand, and if you don't feel comfortable, you know, really repping for your company, that just is definitely something to think about. Why would you want to continue to stay there to help that company grow when you aren't sure that they are, you know, doing work in an ethical fashion? So those are my five things. I could go on and on and on about this, but the other thing I wanted to say here is just trust your gut. Trust your gut. You are not stuck. Don't play it safe. That is self-defeat. There are a lot of other companies that would be more than happy to hire you. Again, you are skilled, you are qualified, and the other thing is that it doesn't hurt. Like, it really doesn't hurt to just look and see what's out there, you know? It doesn't hurt to apply and interview every six months just to kind of see "Do I still got it?" You know, just to kind of see what these other companies have to offer you. The grass may not always be greener on the other side, but you won't know unless you jump the fence or unless you peek through the gate, right? And I kind of see staying in a not-so-great work environment the same way that we talk about staying in a relationship. It can be emotionally, even physically, abusive, right? You might be losing sleep over not loving your job. Sometimes, you know, in those relationships, your partner may have you thinking, "You're not gonna find anything better than me. You're gonna be single forever," right? I'm not saying that companies are saying that, but I'm sure you all can relate to hearing something or thinking something very similar or even witnessing that. So again, don't let that self-defeat take over. Just see what's out there. Just because you're looking at jobs, just because you're applying, doesn't mean that the company's gonna call you tomorrow and say, "Hey, we got this offer for you, and we're ready for you to start. Can you start right now?" That's not how it works. It definitely takes time, but you're gonna have to push yourself a little bit out of your comfort zone to get there. So I hope that these tips are helpful. I want you all to be happy and passionate and just love the work that you do every day. I know I do, and I wish everyone in the world could feel that feeling that I feel. So if you have any other questions for me, feel free to reach out to me. I am on Instagram and Twitter @Latesha_Byrd - L-A-T-E-S-H-A underscore Byrd, B-Y-R-D. So hit me up. I hope these tips were helpful, and I want you all to just have a great day. Thanks.</itunes:subtitle>
      <itunes:summary>On the sixth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, shares five signs that tell us it's time to leave our job, and she lets us know that the right opportunity is out there for us - we just cannot settle.
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, shares five signs that tell us it's time to leave our job, and she lets us know that the right opportunity is out there for us - we just cannot settle.</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p>]]>
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      <title>Survivorship (w/ Liz Sweigart)</title>
      <description>In this special episode, Liz Sweigart sits down with Noah, a Latinx trans man, who brings us an incredible story of survivorship. He graciously shares the variety of experiences he's had over time and talks about how his identity over the years has impacted and influenced his family.</description>
      <pubDate>Thu, 12 Sep 2019 10:21:00 -0000</pubDate>
      <itunes:title>Survivorship (w/ Liz Sweigart)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>117</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f751743c-f2a4-11ea-88c4-33da078548a4/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>In this special episode, Liz Sweigart sits down with Noah, a Latinx trans man, who brings us an incredible story of survivorship. He graciously shares the variety of experiences he's had over time and talks about how his identity over the years has impacted and influenced his family.TRANSCRIPTAde: What's up, y'all? Welcome back to Living Corporate. My name is Ade. So today, this conversation is going to be between Liz and Noah. We beg your patience - the audio quality is not the greatest, but it is an incredibly important conversation, and we hope you give it a listen. The conversation today is between Liz, who many of you are familiar with, and Noah, who is a Latinx trans man, and Noah spends some time exploring his different experiences over time, and Liz has a great conversation with Noah about what it means to be a first-gen trans man as, you know, he did not originally begin his interactions in corporate spaces as simply a queer person. His transition followed the course of his career. His transition happened concurrently with his career. It's an important conversation. I think it's an interesting one to listen in on, and I think it's also important for anyone who identifies as an ally to understand what life is like and what it means to exist at all of these different intersectionalities or all of these different intersections of identity and how that might affect your work experience. In particular, Noah illustrates his point with several anecdotes about his experience in the workplace and juxtaposes his experience with, you know, what others might have experienced or what they did experience in comparison to what the reaction was to his behavior in the workplace. And I think it's so important that as we--particularly for folks who manage others--that as we function within corporate spaces that we understand what it means to hold space for others, what it means to be allies, what it means to manage others responsibly. And with that, I'm gonna let Liz and Noah take it away. We hope you enjoy the conversation. Please send any questions or comments our way. We would love to hear from you. Thank you for listening. This is Living Corporate.Liz: Thanks for joining the podcast. I'm here today with Noah. Noah brings us an incredible story of survivorship. We've talked about how being labeled, being boxed in, and finding your place on the spectrum [?]--his story is so rich in terms of [it crosses?] race and gender and ethnicity that come together and create [an environment?] that is particularly challenging to navigate, and so I'm really happy for you to introduce yourself, please, to the group.Noah: Awesome. Well, first of all it's an honor. Yeah, I'm excited to [?]--you know, I always forget that [?] others' experiences, because it's inevitably [?] every person out there. So yeah, thanks again for having me. My name is Noah. Full disclaimer: Liz and I met in [college.] We did go to Rice University together way back in the day, right? [both laugh] So I'm originally from--I was born to Mexican immigrants, born and raised in Houston. Obviously did university there at Rice, and yeah, I feel like I've lived three lifetimes [in the time that I've] been on this earth. Went from, you know, coming out as queer in college to eventually moving across the country. I'm now in [?], and I am in my late thirties. I started my medical transition just a few years ago. I consider myself a female-to-male transgender man, and yeah, I moved up [?] for graduate school, and yeah, I've had a whirlwind of an experience the last few years.Liz: Yeah, "whirlwind" is probably the right [term]. [Over] your life you've had a diversity of career experiences. I mean, you're an educator as well as a scholar. You have--you know, you've done so many different things over the course of your career. How have you found that your expression of self has changed in terms of presentation across those different environments?Noah: It really, really has changed over the years. Yeah, I began my professional life--during college, after, we're talking the mid-2000s, and I was at the time out as a lesbian, and when I was working in a certain job--I actually started my career in the corporate world, before I became an educator, and, you know, I was seen as a quote-unquote "butch lesbian." I [tend to] dress in more masculine clothing. That's how I've always felt comfortable. But also because of the way that I would be looked at by bosses and supervisors, you know? I felt very uncomfortable even just trying to dress and present as myself. When I began teaching middle school and high school, my presentation didn't change. I was also out at that time as genderqueer. I was very afraid of students and their parents Googling me and, you know, finding articles about my gender identity, gender queerness, and how that would impact me at work. I, you know, obviously wasn't at the point of, you know, wearing ties to my job, but, you know, [?] or khakis and a dress shirt--when a feminine person wears them versus when a person who isn't feminine wears them, you know, it really does change, you know, the way you carry yourself if you're looked at as the capital O "other." But I have medically transitioned. I'm pretty much cisgender-passing, and I'm currently looking for work--I feel like the way that I dress professionally, you wouldn't blink an eye at me, where it used to be this just huge, huge deal. And I have a really funny story about a temporary job I had right out of college. I was working for a software company, and--I was doing data entry and data analysis for the sales department, and I was pulled, you know, from my little cubicle and asked to speak to the manager for a moment, and he went into this really long spiel about my presentation, about dress code, and--he [used?] the feminine words. He was like, you know, "You're a very colorful person. You are very visible." I mean, these are quotes I will never forget, and then finally, at the end of that conversation, I said, "Well, sir, what would you like me to do?" And I was thinking to myself [?]. And he said, "Well, could you take that extra earring out?" I asked him, "What exactly do you want out of this?" You know, I had an extra earring back in my, you know, cartilage [?] part of the ear. So I took that out and said, "Okay, are we done here? Can I go back to work?" And he said okay. I think I just made him nervous about what it was really about, you know? So yeah, that's a very interesting question, because obviously I've been through this really [straining?] gamut of experiences just for wearing collared shirts and slacks to work.Liz: And, you know, it seems like the most mundane thing, right? Putting on pants and a shirt to go to the office. Noah: Literally putting [?], yeah.Liz: And it's so fraught for people in our community, and it's something I think about as well in terms of "How do I express my own identity?" I've always--you know, I've always identified as a woman. I've always identified femme [at center?], but certainly an aspect of my identity has been that I'm not high-femme. And it's so interesting to see how we navigate this impression management [?] and, in some senses, for ourselves. There was a period of time certainly, [?] in my early 20s, where I know that I was dressing for me because I was trying to--I was trying to do something to feel like I belonged, because instead I was spending a lot of energy fitting in, and it was not working for me.Noah: Understandably, yeah.Liz: So, you know, I find it really interesting that you now, as you say, you really pass a cisgender male, and if anyone were to pass you on the street they wouldn't give you the second glance. Because you do present certainly masculine [at center?] I'm curious, you know, as somebody who was--you know, had a genderqueer identity, somebody who has always had the ability to appreciate and revere the benefits of the feminine--not necessarily identify with the feminine, but certainly to embrace the feminine. Do you feel that you're in any way now boxed in by the way in which you're read, or have you achieved--Noah: Interesting question. Yes, [?]--when I come out to people, you know, [?] the non-binary--I don't want to say the center, because that's--you know, outside the realm of, you know, the binary ones and zeroes. I do feel sometimes pigeon-holed as to, you know, what people expect of me. Do I [?], even in professional settings, to wear your typical masculine clothing? Of course, you know, but in my day-to-day life, you know, to be super restricted--not that I certainly want to wear, you know, hyper-feminine clothing earlier, but restricted as to what is masculine, what is feminine, you know, it brings to mind a lot of, you know, past experiences on what is acceptable of the feminine person to wear versus the masculine when you look at the same articles of clothing. And it's interesting that our conversation has already kind of developed over to just clothing, but, I mean, it's a very visible part of our community, and so it's a huge part of our expression. I'll give you another great firsthand example. When I was an educator, I one day went into the teacher's lounge to make some copies as, you know, we were often doing, and I was teaching summer school, and I was wearing, you know, simple khakis, collared shirt, and a pair of, you know, Converse sneakers. It was summertime and, you know, we weren't dressed as hyper-professionally as usually. I had noticed during the week that one of the female-identifying teachers was wearing a nice skirt and blouse with some matching Converse, which I thought was an adorable look, and that was no big deal. I wear, you know, a very similar outfit on the masculine end of the spectrum, and as I am making copies this day, the school director walks in, stands next to me, puts his hands in his pockets, looks down at my feet, and just stands there until I noticed him - which is a very typical managerial tactic in corporate or in any organization to let the employee know what you think without saying anything, which I've always found very strange. You know, he just stared at my shoes until I looked at them and looked at him, and he noticed I acknowledged what he was looking at and walked away. And I thought, "Well, this is so strange." The same simple article of clothing is okay for a woman to wear at work, but because at the time, you know, I was presenting as a masculine woman, there was a different reaction. And to this day I just find that so very strange and wonder, you know, now that we've progressed a little bit as a society, would that still have been a big deal today, you know? So again, that's just, you know, one [?] example, but should I today--let's say I, you know, end up teaching high school again for example. If I were to walk in, now that I'm cis-passing, with the standard male--you know, masculine professional outfit, if I wore [?] mascara and eyeliner, for example, because I felt comfortable doing that that day, would that be acceptable, or would that also cause, you know, [?]? I don't know.Liz: I think that's such a fair question, and I think it's one that many people are grappling with as they come to identify and find their gender expression as not fitting one of society's particularly rigid rules. Noah: Right. And again, we're just talking clothing so far. You know, we haven't even gotten into what it would be like to change your hair style or, you know, to do the makeup thing, whether you are a male-identified person or--you know, there's so many different factors at play when it comes to gender presentation, and that's just, again, gender presentation. We haven't even gotten into queer identity. There's so many factors at play that we could go into, so I'll let you guide the conversation. [laughs]Liz: Well, I so appreciate you bringing that up though, 'cause that's--that really to me is at the heart of our conversation, the incredible richness of the experience, but also all of the nuance and all of the texture. And the [?] of it--I mean, again, I'm gonna go back to the clothing, because I think one of the areas that I know I have seen--frankly I've seen bias is around clothing, and clothing that [?] to be worn by, you know, [?], right? Like, I've seen--I've certainly seen stereotypes played out, and it is a form--[?] What I'm interested in is your perspective on, you know, [a] son of immigrants, having a very strong Latinx identity yourself, one that I know you're very proud of for good reason, and wanting to express yourself, not just in terms of your gender identity but also in terms of your cultural identity. How do you see the interplay of those two things? Because for me it seems like an incredible challenge, particularly in communities of black and brown folk who are battling, you know, multiple biases and stereotypes around presentation of their queerness. And so I'm curious what you think and feel about that.Noah: Right. [?] A specific example of that intersectionality would be our hair, you know? Which has become a hot-button issue, even in the news recently, you know? You've got, you know, black folks who have dreads, and in certain companies or school districts or businesses [they're] told that they have to cut off their hair, which is a clearly, clearly racist request of them, you know? And so the intersectionality of being a black and brown person and, you know, presenting in a way in which, you know, you're proud of your own race and who you are on top of being queer just makes things, you know, 1,000 times more difficult. You know, when--for example, if a masculine lesbian was to, you know, have longer hair and then cut it after, you know, having been employed for a while by the organization, you know, that's something that I feel is still an issue depending on the part of the country that you're in. You know, to be a woman [that?] can take on a masculine hairstyle and to be a woman of color definitely affects the way that that person is gonna be perceived at work, as well as--you know, again, because I had the previous identity of a quote-unquote "lesbian" who had short hair, depending on how my hair was done, I would get different reactions from my bosses, whether it was in corporate America or in education, you know? If my hair reflected my black and brown culture--[I love to go to?] a barbershop, get my edges done, you know? These are things that people of color, you know, love to do, when we have short hair and we're, you know, masculine at center. Those kinds of hairstyles would, you know, make a manager or boss's eyebrow pop up, and I feel that those are those subconscious racial biases that a lot of folks don't realize that they have, you know? And like I said, you have that happening, plus it's a person of queer identity. You know, at that point--again, depending on [where?] you are, it [?] a can of worms with a lot of people's unconscious biases.Liz: I'm totally with you on unconscious bias around hair, and you talked about makeup and clothing, presentation, especially, as you said, as it pertains to those in the communities of color, because, again, you're in a heavily--typically a heavily white-dominated environment, and there is not necessarily a whole lot of tolerance for the other, and that is something where I think it's particularly striking to me when, you know, you Google, you know, "unprofessional hair," and you see pictures pop up, again, of dreads and braids, and--some of the most beautiful people I've ever seen, and yet the comfort of the majority requires the silence and suppression of the minority.Noah: Absolutely.Liz: So one of the things that you've never been shy about is your activism. [both laugh] And it's one of the things that I've always admired most about you, and, you know, I think [?] you've always looked for ways to really bring your story out and to make things very personal, and it goes back, I think, to something that--I think it was a joint class we might have been in together, and one of the underlying themes was that when you're trying to convince people of something, right, when you're trying to change behavior, the way to do it is to get people to believe in stories and to get them connect with people, to get them to connect with facts. And so, you know, when I think of your personal story and how much of your story you've put out there, I'm curious, you know, as the son of--as the son of immigrants, as a first-generation American, how comfortable has your family become with, you know, the part, in a sense, that they play in your activism? They may not--you know, it's not necessarily active with signs in the street, but they certainly are a huge part of your life and a huge part of who you are and how you express who you are. So can you talk a little bit about how your identity over the years has impacted and influenced your family?Noah: Absolutely. My folks are really, really amazing people. Shout-out to Mom and Dad. My mom especially has been my biggest supporter. Everything that I've done, you know, both professionally and socially, I--you know, I feel like a part of my activism, besides literally going into the streets and holding up signs at certain protests, has always been just to educate. I'm one of those people that strongly believes educating the masses has got to be the foundation of any activism. We're not gonna get anywhere without teaching people about who we are. I hate to use this word, but sadly personal connection trumps facts sometimes. If you know a queer person, if you know a trans person of color, if you know lesbians next door, all of a sudden, you know, you see a lot of cishet people realize that these issues are important because they affect real, real people. But yeah, when I came out to my parents--obviously I came out a couple of times, initially as queer at 19 in college, and, you know, my dad's initial reaction, verbatim, was "Whatever you do, don't let this ruin your life," and I thought that was a very strange phrase for him to use. And, you know, I talked to my mom about it later, and I realized what he meant by it was to not allow my identity be something that affects me at work or be something that, you know, causes me to be hurt by someone or to become depressed. Unfortunately, while that was a very well-meaning thing to say, it did impact me in all of those ways, you know? My father's brother, my uncle Ezekiel, was gay himself in a very small town in Mexico. He died just a few years ago, about seven years ago, of alcohol-related illnesses, which I believe was partially because of him being queer in a very, very small town in rural Mexico, you know? So my father was very aware of the impact socially that being queer could have on someone, you know? So he's been a big part in just kind of being protective. He's fully accepting of my identity, but again, he's a very practical man and has always been concerned about how my identity will impact me scholastically, at work, in just general society. My mom, on the other hand, has always had more of a--not necessarily a hands-on approach to supporting the activist part in me, but I'll give you a great example. I was interviewed about my genderqueer identity back in maybe 2006, 2007, and this was in one of the local papers. And she went to the grocery store to pick up a couple of them, and, you know, one of my friends was on the cover of this magazine--this newspaper was just, you know, walking out of Kroger, picking up these newspapers, and she said someone looked at her really funny, because the title, you know, was very obviously a queer article. And she [?] this person, and she said that--she said, "Well, my child is in this magazine," and just, you know, picked up a bunch more and walked away. Little things like that that show support, you know, socially, which I think--you know, little things like that make a huge impact, you know? Whoever was looking at her, [?] at her or picking up this particular magazine, probably changed their mind a little bit. You know, like, "Oh, gosh, I didn't realize." Like, "That's the reason why this woman was picking up a bunch of these newspapers." [?] in this article. That's a big thing, you know? And to this day, you know, whatever I'm doing regarding, you know, school stuff, [inaudible] graduation, getting back into the workforce. You know, my mom has been very scared for me as well as very proud. You know, as you know, I recently, you know, survived a traumatic brain injury, and speaking to my mom about that in person, you know, she was really very scared, you know? Her family was very impacted by that. To this day we don't know if it was a hate crime or not. You know, there was no video evidence. All of this was investigated by local police to narrow down any suspects and arrest anyone. So, you know, this assault is just gonna be part of my history that is--you know, it's gonna be this horrible mystery of "Who may have done this?" But on the other hand, you know, I'm so grateful to be here, to, you know, tell that story, to be able to, you know, teach my parents what it's like to be a queer person in a [?] world and to see them grow and change, [to?] grow and be [?] accepting and be, you know, just the model of [trans?] parents. I think it's what keeps me optimistic. At the end of the day, [?]--today for example. I'm, you know, never again gonna be in the closet. I'm never again want to work for an organization [that doesn't?], you know, go out of the way to make sure, you know, queer folks at this organization or place of employment feel safe, feel just as valued and a part of the team. You know, I don't see myself doing anything different. I can't even imagine, you know, being employed again at any place where I'd have to be in the closet or hide who I am, 'cause all that does is, you know, hurt not only myself, but it hurts the rest of the community, you know? Anyone in our community not able to be visible, you know, that reverberates out into the rest of the community. We feel that.Liz: Absolutely. And again, you know, I'm always struck by the passion with which you speak, because I know that 1. it just comes from so deep within you, but also I know how much you have loved other people who have had similar--you know, similar challenges. Maybe they did not necessarily have supportive families the way that you did and they struggled with, you know, academics, they struggled to find employment. And again, I'm grateful and appreciative to you for bringing up your [?], and I'm so sorry that you had to go through that experience. I am curious, having had that experience and knowing what the statistics are like for--[?] frankly around the world for violence against trans persons, [?] particular trans people of color--what do you think needs to happen from a societal mindset shift and change? What is the--what is going to be the tipping point when you think this will really be [battled?] in society?Noah: I think it's--the solution has--[because?] people of color in general, you know, sadly [?] part of those statistics, which, you know, infuriated me, but at the same time, you know, once I was well enough to rationalize things mentally, I was not that surprised. So I think the solution has to be at least two-fold. Trans women of color, especially black trans women, are the most statistically likely, and some of them are sex workers, because it is very difficult in this society to be a trans person of color--again, especially a black trans woman--and look for gainful employment without the discrimination that's rampant out there, so some people turn to sex work as part of a way to combat poverty. You know, it's a survival tactic, so we've got to look at poverty. We've got to look at systemic racism and transphobia in the workplace, how that impacts queer and trans folk--especially queer and trans folk of color--and their ability to just simply go out, work, and making a living? So we're looking at, you know, the need for--in my opinion, we've got to have a federal equality legislation put in. It can't be just state-to-state anymore. There's got to be a federal bill outlawing discrimination on the basis of sexual orientation and gender identity in the workplace, and that in and of itself will be huge in helping, like I said, trans folk of color working. You know, having [?] and helping with poverty. And on the other hand, you know, we've got to keep educating society, and keeping queer and trans folk in the history books, keeping queer and trans folk in mind when you're teaching anything, from musical history to, you know, American history, we've got to keep queer and trans folk in mind, not only in, you know, traditional high school, college education, but also, you know, in the workplace. Are we, you know, not only having these--I think the word "diversity" lately, but are we having, you know, diversity or educational workshops in our organizations? You know, are we teaching teachers, for example, to better understand their trans and queer students? You know, so it's got to be--you've got to have a nuanced approach to solving the issue, but at the end of the day it all starts with legislation and education. Liz: That is a very powerful statement, and I so am with you in terms of the issues with poverty and lack of accessibility of gainful employment and job opportunities. Because when you take away the opportunities for people to pursue legitimate work, then you literally leave them with no other options, and that is--I mean, that's just an untenable position in which to place people as a civilization, as a civilized society.Noah: Right. Now, you said the word legitimate, and I just want to emphasize that, you know, sex work is also work. I am pro-sex worker rights, and I think that should also be legalized in order to help people who are in sex work and don't want to be in it anymore, be able to get out of it freely, and also for people that are victims of sex trafficking, to be able to go to authorities and say what's going on without fear of being arrested for sex work. So that's a whole other issue, but it is, you know, unfortunately very, very related to trans folk who are in poverty and go that route. Does that make sense?Liz: That totally makes sense, and that's actually--I really [admire?] you calling [me out on that]. Help me. How should I draw the contrast? How else can I describe it?Noah: I mean, I think it's simply a matter of people finding the work that they really [?] to do. You know, if somebody wants to be a sex worker in the realm of, let's say, [?], being part of [?] or, you know, even--you know, if it's [?] boudoir photography. There are many, many different things that are sex work besides prostitution, so we have to look at it, you know, again, in a [?] way, and, you know, just look at things in the matter of "Why do people sometimes end up in jobs they don't like?" Well, it's not just--it's not just sex work obviously. Some of us end up in cubicles doing hum-drum, super monotonous things just because we want to have some sort of income to pay the [light bill?], you know? So just looking at it more broadly, I just feel like sex work as a whole needs to be destigmatized and looked at it as, again, something that some people do because they absolutely want to and something that others do, just like any other job, because they're just trying to find a source of income. So looking at it in a way that takes the shame out of it. Does that make sense?Liz: That totally makes sense, and thank you for that and for educating me on that. You've talked about your own search for employment. I mean, I know now you recently finished your graduate degree and very unfortunately, tragically, your next steps were put on hold by your assault and your injury, but now you are getting yourself back out there and you are looking for and pursuing new opportunities. You talked a little bit earlier about how you are specifically, you know, looking for organizations where you can be yourself, where you [?], because that's--you're out of the closet. And so I'm curious, how have you been evaluating potential places of work? Is that a privilege--is being able to do that a privilege? Going back to the topic that we were just on.Noah: Mm-hmm. Yeah, great question. I do take into account the fact that I do have privilege in certain areas. I have educational privilege that I know a lot of my peers, you know, just weren't able to have, either because of their grades in high school, not being able to go to college, or financially not being able to even, you know, get to the college they were accepted to. Graduate school, that obviously makes me, you know, hyper-privileged as far as education is concerned. So I'm very, very grateful to have been able to attain these things in my life. Again, I currently live in New England. I'm in Massachusetts, and another piece of my privilege that a lot of people don't have is the ability to decide if I'm gonna go home, back to my home state of Texas, and work, or if I'm gonna stay in this particular state. Right now my journey is keeping me here in Massachusetts #1, first and foremost, because, you know, ironically enough, I feel safer here, despite the TBI. I feel safer as far as [?] treated at a place of employment, whether I end up at an organization or end up at an institution of higher learning or back in public education. We just passed Proposition 3, which was legislation--going back to legislation being important. Massachusetts now has it in the books that it is illegal to discriminate in public spaces. If someone's gender identity or sexual orientation, military status, or so many factors--any of those things, all of those things, are now protected under Massachusetts law regarding, again, public accommodations, as well as employment. So as far as that goes, I'd feel safer if I were to work up here in Massachusetts, versus Texas where--and people forget this--you can still be fired for being gay. You can still be fired for being queer, being bisexual, transgender. You can still be fired in Texas [for those]. So that's been a huge part of my decision-making as far as geographically where I'm gonna stay. And also looking at, you know, different organizations. I've been looking at nonprofits, [?], and, you know, again, I'm blessed that most [employment?] where I could [?] are much more progressive, as far as, you know, treatment of employees. Not to say that New England is perfect by any means, you know? We've got our issues up here that we're constantly dealing with, hence, you know, continued activism and literally getting out on the streets and protesting, you know, awful things when they happen, but, yeah, like you said, I do consider my privilege. Also, now that I'm cis-passing, you know, I go to an interview now, [and] people listen to me rather than kind of look away like they used to when I was a masculine at center presenting woman versus now. And that's an entirely different conversation, the difference of how I get received and how much more people listen when you have a male voice versus what it was before.Liz: Yes. I think the patriarchy is an entirely different conversation.Noah: Oh, absolutely. [laughs] An entirely different one.Liz: So Noah, looking toward the future and thinking about, you know, your legacy and what, you know, what you want to create and [?] in this world and what, you know, what the imprint that you're going to make is, where do you see--the arc of your career, your activism, your journey--where do you see that going, and what is your--what's your hope for the future and for those listening who are still not able to be living their fully authentic selves in the place that they're in? What words of encouragement do you have?Noah: That's such a beautiful question. I do want to have children at some point. You know, when you said the word "legacy," I immediately thought of not just the physical things that I'll leave behind and not just, you know, words I'll leave behind, but I actually do want to have children at some point, and, as corny as it sounds, leave them with a better world than what I came in with, you know? A school I used to teach at, we had this statement - we'd always leave a place better than we found it, and I would teach the kids--usually just me walking into the cafeteria and, you know, picking up trash, or, you know, going on a field trip and making sure to wipe your shoes before you walk in and step on carpet. You know, it's more than just that. It's literally "let's leave this entire planet better than we found it," and so I've kept that as a mantra with me. So, you know, as far as that goes, I would love to--I have one book I've written of short stories that I'm seeking to get published. I want to leave some writing behind. I've been debating on whether or not to write a memoir or whether or not that would be--if I would be doing it for the right reasons or being visible for the sake of others and not ego, then I may pursue that in the future, but I want my personal legacy to be education [?], whether it's, you know, just teaching students, high school and college level, and impacting their lives in that way, or whether it's through my writing or through my activism. I want to leave more knowledge behind and more visibility for queer and trans folk. As far as, you know, this next generation, I'm actually so super hopeful when I look at Generation Z, which I think is what they want to be called. I'm not sure.Liz: We'll let them self-identity.Noah: We'll let them self-identity. Exactly. [laughs] Where we come, what I call the "Oregon Trail" generation, you know, growing up, we experienced so many beautiful things after Stonewall, but we weren't there yet regarding, you know, certain things, like marriage equality. Okay, we've got marriage equality. What's the next step? Well, we're looking at, again, you know, having a federal anti-discrimination bill that includes gender identity and sexual orientation. You know, it's been 50 years since Stonewall. I don't want it to take another 50 years for me to be--and my words of encouragement, you know, folks that are still in the closet and for the younger folk coming out as queer, trans, non-binary, keep fighting the good fight. There's so much left to be done, despite all of the things that we've accomplished. We can't stop. We can't get comfortable. That's when things regress. So we've got to keep fighting the good fight, and again, we need legislation [and] we need education.Liz: Well, I [?] on that. When I hear the word "fight," I definitely think of you and carrying the fight forward, and I can't tell you how much I appreciate your willing to be so open and candid and authentic with me and with our listeners on this podcast and for really sharing so many of your stories, because that is how we are going to really get to know each other, and when we do that we'll actually really see each other.Noah: Thank you so much for having me. It really is an honor. Liz: Thanks so much.</itunes:subtitle>
      <itunes:summary>In this special episode, Liz Sweigart sits down with Noah, a Latinx trans man, who brings us an incredible story of survivorship. He graciously shares the variety of experiences he's had over time and talks about how his identity over the years has impacted and influenced his family.</itunes:summary>
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        <![CDATA[<p>In this special episode, <a href="http://bit.ly/2kGKUnu">Liz Sweigart</a> sits down with Noah, a Latinx trans man, who brings us an incredible story of survivorship. He graciously shares the variety of experiences he's had over time and talks about how his identity over the years has impacted and influenced his family.</p>]]>
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      <title>Diversity Recruiting (w/ Cedric Chambers)</title>
      <description>Zach sits down with Cedric Chambers, the founder and CEO of JUMP Recruits, to discuss the definition of the term "diversity" and the concept of diversity of thought. Cedric also offers a few recommendations to CEOs and chief HR officers who want to see their organization become more diverse.
Check out JUMP Recruits and connect with Cedric on LinkedIn!</description>
      <pubDate>Tue, 10 Sep 2019 08:53:00 -0000</pubDate>
      <itunes:title>Diversity Recruiting (w/ Cedric Chambers)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>116</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>Zach sits down with Cedric Chambers, the founder and CEO of JUMP Recruits, to discuss the definition of the term "diversity" and the concept of diversity of thought. Cedric also offers a few recommendations to CEOs and chief HR officers who want to see their organization become more diverse.Check out JUMP Recruits and connect with Cedric on LinkedIn!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and today is another day, another dope interview. Y'all know how we do, okay? So this is not--okay, like, we're coming up on--shoot, actually, let me say this. By the time this episode drops, we might be past 100 episodes, you know what I'm saying? Might have already hit the century mark. In fact, let me go ahead and hit these air horns just--you know, just in case we hit it already by the time this one drops, you know what I'm saying? [air horns sfx] You know, for those who don't know, Living Corporate amplifies the voices of black and brown folks at work. We interview executives, influencers, creatives, movers and shakers, the next folks up. You know, the real ones, you know what I'm saying? Come on. Like, all skin folk ain't kinfolk, okay? That's another podcast from the day. Those who know know what I'm saying. But we interview the real ones, okay? And today is no different with Cedric Chambers. Cedric is dedicated to enhancing the presence of diversity and inclusion in the workplace one client at a time. As the founder and CEO of Jump Recruits, Cedric partners with talented professionals and leading employers to diversify and improve the workforce culture within leading industries and growing sectors. Sound Man, you know what? We gotta drop some more air horns for Cedric. Come on, now. [air horns sfx] And I gotta add one of these Cardi B "ow"s, you know what I'm saying? ["ow" sfx] Just because. Cedric, welcome to the show, man. How are you doing?Cedric: I'm doing wonderful, Zach. Man, you are amazing. That was the best intro I probably ever heard. [both laugh]Zach: Man, I know I gave you a little intro, but for those who don't know you, would you mind telling us a little bit about yourself?Cedric: Yes. Well, look, to give kind of the full but be quick about it--so I'm originally from Georgia. Not Atlanta, Columbus, Georgia. And so--actually a little small town about two hours southwest of Atlanta. Grew up, played football, went to college, did my undergrad playing football, graduated from Savannah State with a business degree. I did a little work, you know, in the industry for about a year or so, went back and got my master's at THE Ohio State University, majored in labor and human resources, but then immediately after I got my degree I went into corporate America, spending almost 10 years in HR in various areas in a few different industries, including aviation, medical device, life sciences, pharma. You know, I've had the--over that time I've had the pleasure of traveling all over the world, and I've had opportunities to live in a few different places across the Midwest and Northeast of the United States, and so, you know, what I do and the experiences I bring, right, I believe are one of the values that I hold. I have a wonderful family, a beautiful wife of five years and two incredible kids. And as you mentioned, I am the founder and CEO of Jump Recruits, and so just to give a brief, Jump Recruits is a full-service diversity and inclusion technology start-up, and it's dedicated to and about inclusion, opportunity, and successful career outcomes for diverse professionals and employers seeking quality diverse talent. And I've been on this journey for almost three years, actually three years, and like Charles Dickens said, "It's been the best of times, it's been the worst of times," but to be honest, through it all, I wouldn't change anything.Zach: First of all, man, you were talking about I gave one of the best intros. That was one of the best, you know what I'm saying, guest intros. It was just--it was, you know, comprehensive, right? You gave a little bit of the sensitive side with the family tip. You gave some of your vulnerable side on the journey with Jump Recruits, and then you gave a bit of, like, just the history of kind of where you're from and what you did. As a side-note, shout-out to the Georgia boys. I was actually born in Rome, Georgia.Cedric: There you go. Look there, you're country too, man. [laughs]Zach: Oh, listen, with a K. [both laugh]Cedric: And that's the one thing--look, we can talk about it as we get into it, right, but I've been in different environments and, you know, traveling across, and I have a deep Southern dialect, and when I go into different places people immediately, you know, hear that. And so we'll probably get into that a little bit later, but, you know, it's all good, right? Embrace where you come from and just be authentic.Zach: Oh, no doubt, man. And, you know, it's just interesting because for me--just because of my exposure. So I went to--I was in Georgia, and then I went to Dallas, and then I went to Minnesota. So, like, my accent kind of comes and goes, or the drawl of my Southern--like, my Southern drawl kind of will recede or kind of extend during--just depending on the situation, right? But at the same time it don't matter about that part. I tell people all the time. I say, "Listen, don't let this pocket square fool you, okay? I'm very country. Don't play with me." [both laugh] Cedric: I'm with you.Zach: Yeah, man. So look, we're talking today about diversity. It's a super common term, right? And honestly a lot of folks use the term "diversity and inclusion" in a broad swath of ways, right? So, like, for you though, what does diversity mean?Cedric: Yes, great question. So, you know, I would say that, you know, when I think about diversity and the term, right, to me, what I pull from it is uniqueness in every way. You know, whether that be race, ethnicity, gender, sexuality, perspective, et cetera. You know, when I think about diversity, I think about the setting and context in which it's being applied and the term, because diversity can have different meanings in different places depending on where you're applying it, right? And so, you know, I've lived around. And so living in Atlanta, diversity can be different than living in Wisconsin, where I've lived, can be different than living in Boston, where I've lived, can be different than living in Ohio, where I've lived, but that commonality that I think of is uniqueness and what are you bringing that's unique, what are you bringing that is one yourself authentic as I said before, but I always think about that is when we want to use this word "diversity" and think about "Yes, things are different," but in a different way, you know, how are you unique, and how are you bringing that uniqueness, you know, to everything that you're doing?Zach: You know, and it's interesting, right? Because a lot of times when we talk about diversity I think, like you just said, it's, like, uniqueness in every way. In every way, right? Checking a variety of boxes, right? Just what does it look to be non-standard or non-default? And so with that being said, I'm curious, do you have any particular thoughts around the concept of diversity of thought, and have you ever gotten that pushback in your work with Jump Recruits--they'll be like, "Okay, I see you have all of these, you know--" "You know, ethnic diversity is the only diversity. [?]. Diversity of thought." Like, what do you--[both laugh] When you hear that, like, what is your response?Cedric: Oh, man. I'm not gonna make it through this interview. [both laugh]Zach: Nah, I'ma keep it a bean with you. I'ma keep it a bean with you, right? Because when people say "diversity of thought" to me--I don't know how long you've been rocking with the Living Corporate podcast, and I'm actually surprised we didn't get canceled off of this joke, [Cedric laughs] but one time--and I'ma say it again so y'all have the opportunity to cancel me again. I said that white people made diversity of thought in the same lab they made crack. [both laugh] So you know--so now you know the Living Corporate official position, and yes--look, there's nobody y'all can complain to. Y'all listening to the podcast, if y'all got a problem the emails are gonna come to me and Ade, okay? So be mad, all right? Anyway, back to this interview. So Cedric, what your thoughts on diversity of thought, man? [laughs]Cedric: Look, and perspectives, right? You know, I hear a lot of things, and perspective, right, you've got to understand people's perspective, right? And even what you said, like, you know, I can see the perspective, right, and that's the one thing. You've got to come with an open mind and an open heart into situations, but, you know, thinking about diversity of thought--so, you know, unfortunately I have heard "diversity of thought" and have, you know, seen it used as a pushback, and when I hear it it's typically used in the context of either/or, and what I mean is when I'm having these discussions, and, you know, we could be talking about, you know, diversity, we could be talking about ethnicity and these things, and they bring up diversity of thought. They're saying that either I focus on having diversity of race, gender, sexuality, or I focus on having diversity of thought, which is not the way it should be looked at, right? And so it should be viewed as an and, meaning, like, yes, you should value diversity of thought, and then addition value diversity of background," i.e. race, gender, sexuality, et cetera. But so many people take that position of, you know, "I can't value both, and so I'ma go with the safest way out and say I value diversity of thought as a whole," and depending on how long you let those people talk, right, you can get down into the rabbit holes of, you know, the common terms of "I don't see color," X, Y, and Z, right? So, you know, that's a whole podcast by itself. [both laugh] But, you know, when I've encountered it as a pushback, you know, whether it be clients, prospects, or just in general casual conversations, I usually approach it from the perspective of "Hey, look, you're right. Diversity of thought is important and critical to the success of the team, organization, and relationships," but then I always follow up in that discussion with the question of "Well, then how do you acquire diversity of thought?" Because how a person thinks is heavily based on experiences and backgrounds, and if you aren't pulling from different pools and different backgrounds which have different experiences, then how do you achieve this goal of diversity of thought you're ultimately looking for? And I typically at this point get blank stares, [both laugh] which is great for me because now the real conversation can start, and we can start on even ground to say, "Okay, now let's talk through it and work this out."Zach: Man, you know, that's a great answer, and, you know, I'll tell you what I typically say, right? So, for background, right, I'm in change management. Like, I'm a consultant, so, like, I'm having these conversations where people say "diversity of thought," I'll say something like, "Well, you're absolutely right. Diversity of thought is important, and it directly intersects or it is correlated with diversity of race, gender, sexuality, so on and so forth." Those things are not mutually exclusive, right? On the outside they're giving me the blank stares that they give you, but on the inside I know they're doing a [“and I oop” sfx], you know what I'm saying? [both laugh] They trying to figure out like, "Okay, what do I do?" You know what I'm saying? So I definitely get that. So let's do this then. What are some of the biggest excuses you've heard organizations give as to why they don't have black and brown folks in their organizations? I'm talking black and brown disabled people, black and brown LGBTQ people, black and brown immigrants, black and brown--like, just why? Why is that? What are some of the biggest excuses you've heard?Cedric: You know, I'd probably go with the biggest that I've heard, seen, and I think everybody kind of rallies around, but the biggest is that there's an issue with the pipeline and that there isn't enough qualified black and brown talent for those companies to pull from. Which is totally false, right? Zach: Yeah, man.Cedric: And it's like--I'm not gonna go into why do we keep listening to that lie, [both laugh] so--Zach: Well, I think--let me shoot you some bell, right? I think for me it's challenging because it's like--one, I don't think people, like, really examine or really have examined how offensive and insulting that is, right?Cedric: Yeah. Yeah.Zach: Like, fam, come on, man. Like, we've been here. Like, so--Cedric: It's like you're doing what you can do, you're pushing out the best, and then someone says, "Well, I still don't see you."Zach: Come on, man.Cedric: And that's where it's coming from. Like, it's like we got so many great, you know, whether it be engineers graduating, you've got so many great doctors, you've got so many great scientists, right? We're doing so many things in the news, and it's still, like, this message of "I still don't see you."Zach: And we're all over here like [what more do you want from me? sfx] [both laugh] You know what I'm saying? Like, God. Cedric: Exactly, exactly. And look, I won't be naive to think that there are as many people of color as there are non-people of color, so I won't bet that, but for instance, like, we know that, for a fact, there are less black and brown engineers that graduate for college every year than their counterparts, and the National Society of Black Engineers have done a lot of great research in this area, and they actually have campaigns going on now to increase that number of black engineers graduating every year, black and brown. But what we also know is that from having these discussions daily with corporate leaders as I do, these same organizations are not going to the places and communities where black and brown people are, and they are not effectively attracting and hiring the great talent that's already in the market today. And if I could provide an illustration for you real quick - look at it like this. If I want to go catch a fish, I can't possibly do that by casting my line on land. I must cast in the water where the fish are, and that's what is happening today. Many companies--not all, and I will say not all, but many are casting in the wrong places, and as I see this conversation over and over and I hear this excuse, the question that I often ask myself or that, you know, we must ask is "Are companies knowingly casting in the wrong places because they don't want black and brown talent, or are they misinformed on where to cast?" And honestly I think it's both.Zach: That's a--hold on, hold on. Wait a minute. [Flex bomb sfx] That's a Flex bomb. Yeah, no, you're right. I think it's both. I don't think it's one or the other, and I think really when you talk about these topics, it's often a case of both/and, right? It's rarely ever one versus the other. Because I've had conversations, and I'm--look, I have a nuanced opinion on this, right? Like, when you talk about sourcing candidates--and so, like, you know, you'll hear organizations say, "We're gonna just recruit at all HBCUs." Okay. Yes, you should definitely recruit at the HBCUs, but there's also black and brown folks at the PWIs too, man. [both laugh] Like, all of the black people--like, man all of the black people are not just flocking to HBCUs. HBCUs are expensive. Like, I love me some HBCUs. Ayo, please, y'all, do not cancel me. We love y'all. PV, I see you. Okay? Prairie View, we see you, okay? Texas Southern, we see you. Cedric: Savannah State. Let's go. [laughs]Zach: Savannah State, we see you. Morehouse. Listen, we love y'all, okay? I'm just saying I went to a PWI, and there were many black and brown folks in my space who did not know what they was doing when they graduated, right? So there's talent there. They're in the same rooms with Becky and Keith and whoever else. Like, it's both, man, and I don't know why, but when I hear, like, "pipeline strategies," I hear--I hear--when we talk about minority talent, ethnic minority talent, it's like we're not even trying to think about how we plug into the PWIs. We just say, "Oh, we're just gonna go with the HBCUs." It's like, "You can do both. You can plug into the HBCUs and then look for and look at the student programs," 'cause every PWI has one, right? Every PWI has some program where the black and brown folks have huddled together to say, "Pick us." [laughs] So, like, you just gotta plug in.Cedric: You know, that's right, and it's--the word I'm going to say, for lack of better terms, is laziness. That's what it is, and it's the--you know, being in corporate, right, I've done HBCUs, I've done the PWI. There is a stark difference between the two as far as the resources and opportunities between the two, where I was in a career fair at, you know, HBCUs to where you're talking 20 to 30 companies, a lot of 'em banks and local banks, a lot of 'em militaries--the military is trying to recruit, but then go to PWI, and, like, you're talking about 200 of the Fortune 500 companies in here vying for spots, right? So the opportunity and resources--and then on top of that, when you engage with HBCUs and HSIs and the communities--and let's say this quickly--it's that it's more than money. That's what happened. It's "Hey, let's go give scholarships. Hey, let's go out and let's see, you know, what we can do from a recruiting effort." It's just transactional the entire time, and when you think about big schools, right, to where--whether it's the PWIs, and you think about some of these big companies. One of the biggest differences--if you want to come to an HBCU or an HSI, I need you to look at this long-term, and I need you to look at this and say, "We're talking about money, but not just money, we're talking about resources," i.e. training and development, and there are many institutions--predominantly white--where large companies are staples on their campuses, teaching them the skills and knowledge needed to be successful, not only today but in the future. I mean, these companies have offices in their career development office, right, and they're talking about data analytics, A.I., machine learning. And these companies even have--some of their senior officers are subject matter experts at these campuses teaching the classes. Zach: Man, they be in there. They be hitting up--they tapping every avenue of that relationship like [Cardi B "brat" sfx]. [both laugh] You know what I'm saying? They light that thing up.Cedric: Exactly, exactly. And so when you think about all of those resources, then you turn around and say, "Well, look, let's give a scholarship to somebody," or "Let's go out and let's go to this career fair," and then they don't see you again for another 12 months. It's how d you expect to build that pipeline? How do you expect to build that relationship, that brand and all of the little things that come along with it, if you're not invested? Now, I'ma say this, that's not all, but there's definitely a lot that's [?].Zach: Man, you're 100%. So look, I'm also gonna say something else. Cedric, I don't know, man, what [it is] about this interview, but I just feel like I gotta keep it a buck today. We keep it a buck on Living Corporate generally speaking. Like, don't get me wrong. We be dropping heat on here, okay? Hold on. Wait a second. Shout-out to my team, 'cause, like, we really be doing this, you know what I'm saying? [Kawhi "what it do baby" sfx] You know what I'm saying? We out here, okay? [both laugh] But this is my biggest thing. This is another personal pain point, right, is like we gotta make sure that when black and brown folks--like, when we go out to these HBCUs and, like, we're doing this stuff, like, we have to also bring this thought leadership and take it to the folks who are in charge, right? So, like, we gotta be talking to the recruitment teams, 'cause a lot of times--I'll say in consulting, right? I'm not gonna say the firm. I've been at a few. So I was at a firm, and, like, there was this common narrative that there was an HBCU that we did not hire for, like, the client-facing stuff. We only hired them for the technical stuff, and the reason was because they don't really have the skill set, right? And, like, we would, like--I'm saying, like, the black folks, like, we would lean into that narrative, like, "Yeah, they don't have the skill set. They're just not really--" And it's like, "Okay, first of all, what are you doing? Like, why would you--don't parrot that out loud." Like, let's figure out ways we can help our people. And then two let's, like, just ask the deeper why and think critically about "Well, why don't we believe they have that skill set, and what can we do to help develop that skill set?" And all of the things that you're talking about are 100% facts, but I think it takes a--it's gonna take a joint effort, right? And I 100% agree with you. So let's do this, 'cause I know we're coming up on time. So multiple whitepapers state that before organizations can seek to diversify their organizations, they should seek to diversify leadership and build an inclusive culture. What's your point of view on that, and what does it practically look like for you to help organizations be more inclusive at the leadership level before you start bringing in, like, the campus level undergrad, direct hire talent?Cedric: Oh, man, great question. I think--let's see if I can get both of these. So when it comes to diversity and inclusion, my perspective and point of view is that they have to have it at the same time, and I think that there are different levels at which they happen at. Like, you could float heavy to inclusion but then still do diversity and recruitment and things of that nature and vice versa, but it depends on the organization in which you're in, the culture and what's going on. And I start with inclusion first just to kind of go into it and say, "Let's think this for a second and say, "How do you build an inclusive culture if you don't have any representation, i.e. diversity, from the groups in which you're aiming to affect?" And so--and without this representation, this means that there's nobody from these groups that are able to input on the design of this diversity and inclusion strategy. And so when you talk about this inclusive culture, you have less than 1% of [?] in the organization, you know, less than 20%, you know, women in your organization, how are you gonna go and effectively--and on a leadership level it's definitely not there--how are you gonna go in and actually do this if the representation is not there? And so when you think about diversity, you gotta "Okay, are we bringing leadership in at the same of building that inclusive culture and doing those things at the top and then pushing it down?" As it relates to leadership, look, I would agree, but it goes back to representation, right? How can you effectively have a diversity and inclusion strategy driven from the top down when the top has no representation from the diverse groups in which you're designing for? And so I also say this. We surveyed candidates that had been hired and had received offers from companies. 87% of those candidates that we surveyed say that one of the first things they do when researching the company they're interviewing with is go to the leadership page and see who on the page looks like them. And then--Zach: Keep going, keep going. Preach.Cedric: And of that, 60% of that group say that that was a major factor on whether they accepted the job or not. And if you'll allow me to go just a step further, one of the things we do in our consulting area looks at, like, Maslow's Hierarchy of Needs, and when you think about the top of that pyramid, and we get to self-actualization, the definition of self-actualization is "the realization of one's full potential." So let's think about this. How can I realize my full potential within an organization when I go to the corporate leadership page and I see no one that looks like me? And then how can that help me see myself as rising my career aspirations when I can't see myself on the website, I can't see myself in leadership, you know? I didn't see myself in the interview process with the people that I interviewed with. How can I actually see myself thriving in this organization? I can't.Zach: [straight up sfx, both laugh] No, you can't. Cedric, man, it's so funny. So what I've been doing--'cause I'm coming up on 30, right? Like, you know what I'm saying? Whatever.Cedric: Big time.Zach: Man, listen. It's different, man. Things creaking now, you know what I'm saying? Knees be sore for no reason. It's weird.Cedric: I know. It starts raining and your knee hurts, right?Zach: Right. It's like, "What's going on?" Cedric: Yeah, it's coming. It's coming.Zach: [both laugh] But you're 100% right. Like, lately when I do--like, when I interview, right, when I have the opportunity and people reach out, whatever, I'll always ask, like, "How imperative is your inclusion and diversity strategy at your organization?" They'll say, "Oh, it's very imperative. It's super important. Blah blah blah blah," and I'm like, "Okay, cool." So then I go, you know what I'm saying, I go to the little executive page, right, and, you know, the board looks like--you know, the first, you know, seven, eight presidents like [haha sfx]. I'm like, "Come on, man. Y'all not seeing this, man? This is crazy. This looks like a bunch of dollar bills up here." Like, this is crazy.Cedric: [laughs] Exactly, but that's representation, and so that's diversity, you know, from a recruitment aspect, adding them to the mix, and then inclusion is working on the other hand, trying to make it work. And so you're trying to do both, right? It's almost like--you know, in some cases, right--I mean, I'm from the country, right? And so there's certain cases and certain things where you need to mix and you need to pour stuff in at the same time to get that evenly distributed, and that's the diversity, right, man? You pour the diversity in while you're stirring the inclusion, and you're doing it at the same time, with both hands, because you need for it to evenly get into the mix so that when you look at the cake mix and batter it's something that you can go in and move forward with, right? It's not clumped up. It's not over here. It's not--I'm not gonna say segregated or whatever the case may be, right? You know, things are mixed in together, but they still have their identity, man. So it's--you know, it's interesting.Zach: Let me go ahead and saute on that metaphor, that analogy you got right there. So it's interesting, because even when you make a cake--'cause honestly I thought you were gonna go with, like, a sweet tea analogy, but either way, with sweet tea or cake, right, you gotta make sure you add heat to that jaunt so that way it actually, like, actually comes together, because--and even though that heat might be uncomfortable or may seem uncomfortable, you've got to put on some gloves or whatever and you've got to put it in the oven. You've got to wait, but it's gonna all congeal for the cake--or you gotta turn up the dial on the stove to make sure it gets hot enough so everything can come together, so it can actually merge into one thing that you can actually consume, that you can actually enjoy. It's the same thing, man. In that mixing process, you've got to add some heat to that. That heat might be, you know, accountable conversations, you know? True planning around how we're actually gonna make all this happen, how we're gonna mobilize our inclusion strategy, what does it mean to, like, really build a culture of sponsorship for your organization, and then that creates that culture that you're talking about.Cedric: There you go, there you go. I'm with it. I'm with it. [laughs]Zach: Now, look, let me respect your time. I got one more question for you.Cedric: Go for it, man. I'm here.Zach: What recommendations would give to the average white executive/power holder who wants their organization to be more diverse but isn't getting the talent they're looking for--they're not seeing the talent, you know, at the executive level?Cedric: Oh, man. That's a loaded question. You said white executive/power holder. [both laugh] I'll say this, and I'll say this for all senior executives, not just white--and I'ma primarily speak to CEOs and chief HR officers on this one--look, if you've decided that diversity and inclusion is imperative to the success of your organization, then I think you need to take this approach. First, go out and hire you a chief diversity officer. That's step one. Step two: for the first five to seven years on this journey, that chief diversity officer needs to report directly to the CEO. Not HR, not strategy, not social responsibility or impact. Have them reporting directly to the CEO. This not only will have a visual impact, but it will solidify that just like finance, just like strategy, just like engineering, just like HR, that diversity and inclusion is imperative to the business and it has a direct line to the highest of the high. And I believe it was Steve Jobs that said this, and he said it in the context of design. It's that "If a part of your business is so important to the CEO, it must report to the CEO," because then only can that organization place the same importance on it as the CEO does, and so you're going out and you're saying, "Hey, we believe in diversity," but then the diversity officer is four layers down in the organization [train?] and doesn't have any say-so, power, or ability to go make things happen. But now when that person reports directly to the CEO, and we're talking top-down--they say, "Hey, this is the move, and this is where we're going," and that person is right there, direct communication can get things signed off, accomplished, done quick. That puts you in a better position to be able to accomplish that goal.Zach: Man, I love that. And, you know, it's interesting because I think that kind of transitions--that transitions that D&amp;amp;I space from being just, like, another thing that's, like, in the compliance piece into something that becomes, like, a strategy imperative for the enterprise, right? A lot of times when we think about diversity we're just thinking about ways to avoid, you know, this sound, right? [Law and Order sfx] You know, just trying to make sure you don't get in trouble, you know what I'm saying? [both laugh]Cedric: Oh, man. And also, look--so I was in HR, right? In every organization that I supported, you got the business leader, you got the HR person, you got the finance person, you got quality, you got engineers, but they're in that organization. And so HR is in every organization. Finance is in every organization, right? And so diversity is in every organization. The same way you look at diversity of people, you should be looking at diversity of suppliers. The same way you're looking at diversity of marketing, the way you're looking at diversity and how you're looking at your strategy, where you're going--like, diversity is embedded in every one of those, and if it doesn't have that same vertical as the strategy/HR/finance organization, then how can it have the horizontal piece to where it cuts across all to be able to have that impact and show up in the every day workings and doings of how people act and how they work and how they do their jobs?Zach: No, 100%, man. You know what? You've been dropping bar-bar-bars, man. Like, just [Mario coin sfx x2]. You know what I'm saying?Cedric: [laughs] I love it, man. I love it.Zach: Man, I love it. Now, this has been a dope conversation. Before we go, do you have any shout-outs or parting words?Cedric: Oh, man. Look, I would say one, you know, shout-out to Jump Recruits, right? You can go find more information at JumpRecruits.com. Look, you know, the team, shout-out to my family and my wife, and look, I would say shout-out to all of the leaders, the employees, the janitors, whoever it may be that's out there actively pushing diversity, out there actively pushing inclusion, whether it be in your small circle and you're influencing those around you or whether it's at a large, large scale. Congrats, and I thank you, and I ask you to continue, to continue to push and continue to be--you don't have to be an activist, but you do have to be active. And so, look, continue to do great things, and I just--I love it.Zach: Wow, man. Yo, shout-out--man, round of applause, man, for Cedric, man. [applause sfx] My goodness gracious, man. This has been great, man. Thank you, and thank you for joining us on the Living Corporate podcast. Make sure you follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com, please say the dash, you know what I'm saying? Look, we've got livingcorporate.co, livingcorporate.tv, livingcorporate.org, livingcorporate.net, livingcorporate. all of 'em except livingcorporate.com, Cedric, believe it or not, 'cause Australia's still got livingcorporate.com, and I'm like, "Man." So I don't know what we gotta do--Cedric: All of that. We're coming to talk to you, Australia. We're gonna have a conversation. 20/20. We need that. We need that.Zach: We need that. We need that. Look, man, if you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been listening to Cedric Chambers, CEO and founder of Jump Recruits. Peace.</itunes:subtitle>
      <itunes:summary>Zach sits down with Cedric Chambers, the founder and CEO of JUMP Recruits, to discuss the definition of the term "diversity" and the concept of diversity of thought. Cedric also offers a few recommendations to CEOs and chief HR officers who want to see their organization become more diverse.
Check out JUMP Recruits and connect with Cedric on LinkedIn!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="http://bit.ly/2lLTFN6">Cedric Chambers</a>, the founder and CEO of JUMP Recruits, to discuss the definition of the term "diversity" and the concept of diversity of thought. Cedric also offers a few recommendations to CEOs and chief HR officers who want to see their organization become more diverse.</p><p>Check out <a href="http://bit.ly/2kBoST7">JUMP Recruits</a> and connect with Cedric on <a href="http://bit.ly/2lLTFN6">LinkedIn</a>!</p>]]>
      </content:encoded>
      <itunes:duration>2033</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>1st Gen Professional Pt. 2 (w/ Dr. Kennetth Joseph)</title>
      <description>Sheneisha speaks with Dr. Kennetth Joseph about what it's like to be a first-generation American or immigrant working in corporate America right now. He shares his unique insight and experiences with us and more.
Connect with Kennetth on LinkedIn and IG!</description>
      <pubDate>Sat, 07 Sep 2019 09:35:00 -0000</pubDate>
      <itunes:title>1st Gen Professional Pt. 2 (w/ Dr. Kennetth Joseph)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>115</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f79d677a-f2a4-11ea-88c4-23bd4d24410a/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Sheneisha speaks with Dr. Kennetth Joseph about what it's like to be a first-generation American or immigrant working in corporate America right now. He shares his unique insight and experiences with us and more.Connect with Kennetth on LinkedIn and IG!TRANSCRIPTSheneisha: What's going on, family? It's Sheneisha of Living Corporate, and today we're gonna have that conversation. We're gonna have that conversation of "What is it like to be a first time/generation American or immigrant in America right now working in corporate?" "What is it like to have a seat at the table?" And not only have a seat at the table as a person of color, but to have a seat at the table carrying the torch for your family, for your generation - being the first to do it. What are those experiences like? And today we have Dr. Kennetth Joseph, who is a pharmacist--a strategic pharmacist working for one of the biggest pharmaceutical companies in America right now. Kennetth is going to share his insight on what it's like to be the first, what has been his experience, what has he been exposed to, and his outlook on being the first-generation American within his family to work at a corporate capacity. And if you guys haven't already--I don't know why you haven't, but--go ahead and give us 5 stars for the podcast, as well as follow us on Instagram. I hope you guys enjoy the conversation that is being had between Kennetth and myself, and just stay tuned. All right, Ken. So how do you identify yourself? We're speaking on first-generation American immigrant in corporate America. How does Kennetth--Dr. Kennetth Joseph--identify himself?Kennetth: Great question. I mean, first and foremost I feel like being "the famous first," as what my family likes to call it, it's just a blessing and an honor, and if it wasn't for them I wouldn't have made it this far, because they [?] me along the way. Now, in regards to how I identify myself, I am a Haitian-American. You know, my parents came here in the '80s from Haiti, and the rest is history.Sheneisha: All right, all right. I hear you. [?] '80s. All right. [laughs] Okay, so as a first-generation Haitian-American, how do you identify yourself in corporate America? Do you still identify yourself as a Haitian-American, or are you just black American, American--like, how do you identify yourself in corporate?Kennetth: Yeah. Good color and clarity to the question, because it's still the same. I make a good point at work, even in a corporate capacity, to make sure folks know that I am Haitian-American. Everybody knows I'm from South Florida. There's palm trees on my desk. Everyone knows I'm Haitian first and then American. I speak Creole. You know, at the times we play music at work I play some kompa (konpa), so I really try to embrace my culture and not let corporate America dictate who I am as a person and where I came from.Sheneisha: I definitely think that's major. I know a lot of times we can have the whole identity crisis in corporate America, trying to conform to what they would like us to be or what they would assume that we should be in that capacity. It's almost as if you identify as anything else outside of just black, African-American, then it's almost as if you're challenging the culture. Or am I a little bit too far off to the left?Kennetth: Well, I'll say yes [?], right? So when you think about [?], that's a bucket of everyone with more pigmentation to their skin, right? Some folks even put the darker-toned Indians or Mexicans under the bucket of "black" just because it's a color, right? The reason why I call out Haitian-America is because that's my culture, you know? Toussaint Louverture led the rebellion in the Caribbean that led to the rebellion in America by way of the Louisiana Purchase. So there's a lot of rich history and culture, so I use that to anchor myself, because it's that courage that I use, [?] my ancestors fought, that I continue to fight and, you know, kind of pave the way for the legacy I'm trying to leave on this earth. Sheneisha: That's real, that's real. Do you feel challenged by this when you're at work? Do you feel challenged when you walk the halls or sit at your desk or sit in a conference room?Kennetth: I do, honestly, to a degree. I'll say that, you know, working in corporate America, especially in pharma, you know, I have a [?]--I am a pharmacist by trade, but I'm the only pharmacist in my division. I'm the only black male in my division, and I'm the only Haitian [?], you know? So there's a lot of layers that I feel like I have to make sure I'm cognizant of, but I also try to [?] others within, you know, the layers of me, you know? Because being of a diverse background in a majority-white capacity, or majority Caucasian, for lack of a better word, you know, you must take it upon yourself to educate the masses. I feel like, you know, ignorance is a state of unawareness, right? So we use any opportunity to educate folks about our culture, be it African-American, be it Haitian-American, Jamaican-American, or even [pure?] thereof. That's why I really make a point of it. So if you asked anybody from the VP all the way down to the janitors, they all know I'm Haitian-American. Sheneisha: And then a first-generation American. So what influence does this have on your day-to-day interactions with your colleagues, being a first-generation Haitian-American? What influence do you think this has?Kennetth: I think it gives a greater sense of urgency. You know, like I said, my parents came to the states in the '80s. I'm the youngest of five. My parents actually had two kids that were in Haiti. Before they left, the kids were of age. They made the decision--my oldest siblings, my oldest brother and sister, they made the decision to stay in Haiti, so my mom and my dad came to South Florida. Once they got packing, made it to the area, and had to my two older brothers--excuse me, my older brother and my older sister and myself, for a total of five, that's when it really hit me, you know? Every time I think back to it. Like, "I'm my mom's last hope. I'm my dad's last hope." And, you know, it's funny when you go from the first--excuse me, from the last to the first. So that's why, you know, my family, they have the [notion of?] "the famous first," you know? So now I segue into being the first in my company as a first-generation Haitian-American, being the first black pharmacist on my team. It's a lot of newness, so it's--I don't know. It boggles my mind, but it also fuels me, and I think that knowing that I'm the first I have to continue to fight. So going back to that sense of courage, because, you know, walking into work every day when you're the only one that looks like you, walking into work every day where no one truly understands or sometimes even appreciates your background, but, you know, you take pride in it because that's your identity, that's who you are. So once again, that's why I try to educate folks, and any opportunity I have, you know, stopping by the bathroom, you know, walking to the bathroom or a quick drink of coffee, you know, having lunch, I always try to insert a little bit about my background, about my heritage, to better edify folks so they understand who I am, not just as an employer or coworker but as a person.Sheneisha: That's deep, that's deep. So you said before, and you mentioned I think, like, twice, about having to fight. What exactly are you fighting in corporate America as a first-generation American or immigrant? Like, what are you fighting against?Kennetth: Well, I guess I used the term fight because that's what life is, right? Life is a battlefield, and, you know, I have a competitive spirit, and I think [?] unlocks that competitive spirit when I use that type of word choice. So I'm very meticulous when it comes to word choice, 'cause words are the precursor to actions, but the fight itself is really just trying to understand how to navigate, you know? I'm big on mentorship as well, because I've been mentored throughout my entire life, throughout my matriculation in the College of Pharmacy and even thereafter, and I, you know, gave back in the same sense. So, you know, I'm a mentor to, you know, pharmacy students, business students, just folks across the nation either directly, by way of my alma mater [?], or folks just reaching out on LinkedIn. We hit it off, and they continue to come to me for insight and guidance, but the fight comes when, you know, the story changes, right? There's different phases in life, so growing up it was easy to get that guidance because there was always somebody willing to help, right? Call it more of a community-type ideal, right? It takes a village. So there's always somebody in the village that's willing to help, but that village you come from is people that look like you, come from the same backgrounds as you, have the same type of fight in themselves as you. You know, if it's an older individual, you know, they try to live vicariously through you, so they want to see you succeed. In corporate America, you know, it's more--it's almost like a lonely fight, you know, because since there's so little folks that look like you, let alone any [?] depend upon, you know, the division, the capacity, so on and so forth. You know, you may not interact with anybody who looks like you or understands you to that degree on a day-to-day. So for me it is a different sense of urgency and a fight, if you will, because it's a battle, right? And being the quote-unquote "famous first" in my family, I choose to fight. It's a noble fight, you know, because I came from a long legacy of fighters, going all the way back to the Haitian-American culture and heritage of Touissant Louverture, who led that rebellion once again. You know, I always make mention of that because it reminds me to rebel against the norm, you know? It's not every day that you see a first-generation Haitian-American go and get a terminal degree, leave South Florida, which is a comfort zone, you know, for my heritage and my background, go to Chicago where--although Chicago was actually founded by a Haitian Frenchman, there's not much Haitians in Chicago. So it's a neverending fight, but like I said, I use that term to kind of trigger myself to have that sense of courage and perseverance. Sheneisha: You mentioned about mentorship and being in corporate America and having a mentor. I want to do a shameless plug and talk about your Manhood on the Go foundation, where you are mentoring others as well--which I know you mentioned pharmacy students, business students, and those who reached out to you on LinkedIn. How did you come about being a part of Manhood on the Go? I want to do that brief segue. So how did you get into doing Manhood on the Go? Was it inspired, again, by you being a first-generation American?Kennetth: Yeah, and I would say because the actual founder is Iman Sandifer, a good friend of mine from South Florida as well. He is not Haitian. He is African-American, but it's once again that commonality of being from South Florida, being a first-generation, you know--I'll save his story for another day. Maybe he can share it through this platform, but it's that commonality when you're in the village, being that he came from where I came from. We had a lot of similar thoughts, you know? We were like-minded individuals trying to obtain that common goal. That common goal was, you know, breaking the barriers of the past and making sure that we're capitalizing on the opportunities of life. So I met Iman on the campus of Florida A&amp;amp;M University, and we just hit it off, you know? One of our greatest passions was mentorship, and I actually first met him while we were mentoring for a research program that was funded by Florida State University that had a research product that they were, you know, trying [?] comparative analysis on "at-risk youth," is what they call it, but it was basically kids that grew up like him and I grew up. So when he started the foundation and, you know, asked me to a part of it, you know, it didn't take much for me to just jump in full-heartedly and give it my all, because that's one of the places where we mesh well and we have that same goal. So now we just want to help folks that came from where we came from and are trying to head to, you know, bigger and better things like we are.Sheneisha: Look, that's powerful, to get out there and share what you've been given and to make sure that you're encouraging others to do the same and to go after things and having that passion and that drive. I think that's dope. That's dope. That's super dope.Kennetth: Yeah. I mean, it's reach as we climb, and each one teach one, right? So [?] came up with that name, Manhood on the Go. It's like--as a young black man in America myself, you know, I'm Haitian-American, himself a young African-American, but once again [?] is the notion of a black man, you know? We're always grinding, right? You know, we have that saying, [?], you know? It starts off in the village, if you will, and then once you go into your--whatever [?] you take but for others [?], right? So I remember I was going to class and class and then going to the extracurricular organizations, being in a fraternity, [?], myself being on a wrestling team, being a part of all of these different organizations on-campus, off-campus and the community. Always on the go, always on the go, but one of the things that we do is we put manhood first, because that's one of the biggest things for us, because we want to make sure that we keep that spirit up because there are [?] men looking at us. You know, there's qualities in him and I that other young men are looking for mentorship on, you know? So we always make sure that we're cognizant of that. You know, you never know who's looking at you. You never know who's aspiring to be like you, and, you know, folks may not always reach out for help, but you'd be surprised how much of an influence you could have, both indirectly and directly. So, you know, when folks reach out, it's a humbling experience for myself and for them, because, you know, that's how that connection is made, but even for those individuals who are just looking from afar, you know, that's that indirect influence that we're still keen on.Sheneisha: So speaking on influence, how do your culture impact your work ethic? Your work ethic, your relationships. Let's talk about that. How does your culture impact that?Kennetth: All right, we're going there. [laughs]Sheneisha: [laughs] Let's go all the way. Since we're here, let's go all the way.Kennetth: [laughs] I'll start off with work ethic. So, you know, both of my parents are, you know, extremely hard-working individuals. You know, going back to my upbringing, they have--well, I guess society would call it a blue-collar background, right? And I just remember my dad working tirelessly throughout the days, 'cause he was in construction. Like, it's a different beast when you have to wake up at 3:00 in the morning, be at work at 4:00, and you're not getting off until 7:00, you know? My mom worked at a hotel, and I remember growing up--while we were at school she was at home, and then while we were at home she was at work. So she'd work the evening shift because, you know, there's not much jobs for refugees so you have to get it how you live. And I remember her walking, you know, 10 miles to get to work during the hot sun, at the peak of the hot sun, and then walking home at night, you know, [through] crazy areas of South Florida. So it's a different--it's a different bite, if you will. You know, you gotta have that bite. I feel like I take those same work ethics with me to corporate America. You know, I'm not afraid to go in extra early, to leave extra late, just to make sure that I'm giving it my all, you know? I consider myself a subject matter expert in the area that I work in, and it's because I put in those hours that once I got to that point where I had that confidence to be considered a subject matter expert, that's when I put that knowledge to work, you know? It's always taking things to the next level. So to answer your question more directly, I think that's what my culture is as far as my work ethic. It's that grind, you know? No matter what your capacity is, because [?] a white-collar worker, but having that blue-collar background, that's what really feels--to me is the best part of being who I am, because it's a dangerous combination, but in a good way. Now, relationships... culturally? I mean, Creole is a combination of French and African dialects, so it's a combination of languages, and I feel like that French side of the culture is where the relationship aspect comes from, because, I mean, my parents were--my parents were lovers, you know? My dad was a lover and a provider. My mom was a lover and a nurser, and myself, I consider myself [?], you know? But I think that passion transcends into relationships as well. So I love hard, you know? Going back to that fight, you know, I'm always in a sense of the battle, right? Like I said, it's word choice. It's a play on words to kind of trigger myself to make sure I'm doing my best and my due diligence, but even in relationships, you know, I don't waste time fearlessly, you know, going out on dates and meeting folks. I take relationships seriously, because once again it goes back to the legacy I'm trying to leave, right? And knowing that, coming from where I came from and being where I am today, it's a blessing, you know? It's a powerful opportunity to maximize on this thing called life and all of the blessings that come with it. Sheneisha: Okay, okay. So how does that transcend your work relationships with your management, with higher-ups, with your colleagues. Those work relationships, how does your culture impact them as well?Kennetth: I think it's a good impact because my work relationships are strong, you know, industry-wide and within my company. In my previous capacities, when I was working for one of the largest pharmacy chains in America, I had more of a client-facing role. In my current role on the pharma side I'm more on an in-house capacity, but my previous role is where I built my industry relationships. You know, I was in a national position. I traveled all over the country, and now going to the pharma capacity, coming from the pharmacy world, it's a newfound appreciation for true pharmacy operations. And all the relationships that I built is based off my credibility and ability to be that subject matter expert. So they're confident in me and what I bring to the table, so building that relationship is natural. Also, you know, they often rely on me as, like, the consultant when it comes to things that fall under my niche, which is [?] pharmacy. So to answer your question more directly, 'cause I know I get to it roundabout sometimes, I feel like my culture, and just coming from that hard work ethic background, really provided me the opportunity to do my due diligence on the front end early in my career that allowed me to more easily establish relationships, you know, on the clock and off the clock. So I'm a genuine person. It doesn't matter the parameters or the confines or the time of the day, you know? Ken that you meet between the hours of 9-5 is the same Ken that you're gonna meet between the hours of 5-9, so.Sheneisha: Yeah, I definitely believe you should always, you know, be yourself regardless. I know it's kind of hard sometimes in that setting to be you when you're hard-pressed on every side and they want you to conform to the culture or what they have built and created, but going into that, you know, when does the switch happen? You know, when does the switch happen for you? I know sometimes they say we have the voice that we put on when we're at work or when we're around our colleagues, but when does the switch happen for Ken? To be you or to be who they want you to be in the work setting?Kennetth: Hm. So I'll share a funny story with you. When I graduated and got an opportunity to relocate to Chicago from Florida and work in a corporate capacity at the pharmacy headquarters, that's when the switch happened, because it--you know, I didn't always have this confidence in myself professionally. I didn't always have this confidence in my ability to [?] and, you know, try to edify folks with my culture, my background. It was a shock, you know? I grew up in South Florida, went to Florida A&amp;amp;M University [?]. HBCU, so, you know, came from a diverse set of people in South Florida. You know, HBCUs are known for being diverse with rich black cultures, you know, of all types. And then I moved to the suburbs of Chicago, where it was zero--and I looked it up on Wikipedia--it was 0.03 black.Sheneisha: Oh, wow.Kennetth: It was a shock, you know? It was one of the greatest learning lessons of my life, because it was at that time I had to make that decision - you know, do I switch to something new, or do I switch up the [swag?] of what folks do in that capacity. You know, black folks being surrounded by people who don't look like them, and try to conform to the environment. I chose to stay true to myself, you know? I call it my [enrollment campaign?]. Transform, not conform, and I made sure that I transformed into a new version of myself but stayed true to who I was at the core, and then that just continued on throughout the rest of my career up to date and hopefully until, you know, the end.Sheneisha: That's real, that's real. 'Cause I know a lot of times we get into the whole "impostor syndrome" or when you answer the phone, you know, in my environment, it goes from--if one of my friends calls me, "Hey, yo, what's up?" to if one of my colleagues call me, "Hi. Yes, you've reached Sheneisha." You know? [laughs] "Sheneisha speaking. How may I help you?" It's difficult, it's difficult, but I definitely believe you should always be who you are. And I love what you said. You know, transcend or conform to switch up the swag of who you are in this setting, to do it a different way and still be real authentic and what we call "keeping it 100," right? Keeping it a hunned. [laughs]Kennetth: Absolutely. And I will say, you know, there's a time and place for everything, right? So if I'm presenting different things of that nature, I will probably, you know, pull out some thesaurus words or--[laughs] the better jargon, if you will. Like I said, I'm myself to the core, and I feel like that genuine spirit is what has been the greatest precursor and potentiator of everything that has happened since leaving the highs of Florida A&amp;amp;M University.Sheneisha: That's real, that's real. So you're in Chicago now. You're working for Big Pharma, right? What has been your experience as a first-generation immigrant in corporate America?Kennetth: What has been my experience?Sheneisha: Yes. What has been your experience thus far? First-generation.Kennetth: I would say it's been amazing, you know? It hasn't all been sunshine and rainbows, [?] and cream, but like I said, when you have that thought process of that fight, that noble fight, and also that bite, that due diligence bite--that's my South Florida coming out--you can maximize on the opportunity and have not just the faith but the optimistic spirit [mustard seed?], you know? So I'm not hard to please, you know? Like I said, I came from humble beginnings. I'm not used to making the money I'm making today. I'm not used to [having] a lot of access to certain things and just the ability to have the opportunities that I have today. I'm not used to it, you know? So I thank God for it through it all, and my experience has been remarkable, you know? I feel like it's a breath of fresh air because--they say it's lonely at the top, right, and I'm nowhere near the top mind you, but as I continue to try to climb this ladder of life, you know, I just thank God for all of the people that's in my life, you know? Surrounding me with great friends, a family that supports me more than anybody that I can ever imagine. You know, my family goes above and beyond in making sure that I feel whole, making sure that I feel loved, making sure that I don't let the stressors of back home preclude me and my progress in life. So I would say that the experience has been amazing, you know? Like I said, there's been ups and downs, but during those downtimes it's real minor compared to what it could be, you know? It's very humbling when you really reflect on situations, and you're looking at--you know, you could be complaining about something that seems so big to you in the moment, but when you really pause and consider and think about where you came from, going back to my heritage, to think about if I didn't make the decision to go off to college, if I didn't make the decision to pursue that pharmacy degree, if I didn't make the decision to leave the nest of Florida and come to Chicago for a new challenge, my complaints would be waaaay worse and probably more [?]. So even in my haste to continue to grow into the person that God called me to be, you know, life is good through it all, you know? I praise Him, I worship Him, and I give Him honor, because clearly I feel like I'm walking down the righteous path that was predestined for me. So that's why things seem to be working easier and easier as time goes along, but I continue to fight through it all, that way if, you know, somebody could throw a curveball, you know, the enemy tries to come after me, I will persevere through whatever case is thrown [because] it's just in me to do so.Sheneisha: Speaking of, [for] you to do so, having that fight, being in corporate America now as a first-generation American, what challenges do you face? I mean, we all have that upside, but then there's times too where we have the not-so-up, right? So what challenges do you face, and then how do you overcome or navigate those challenges, being a first-generation American in corporate?Kennetth: Got you. So one of my biggest challenges at times in corporate America is corresponding through the phone. I have a very notably deep, black voice, [laughs] and for folks who aren't used to receiving that type of baritone voice on the other side of the line for certain requests and, you know, for certain actual--what's the word, given directives as well, it becomes a challenge. You know, I've been--what's the word? I've been a telemarketer at times. You know, folks be like, "Wrong number," hang up. I'm like, "Uh, it's Ken from the other building." "Oh, oh, oh! Sorry about that. I thought--hey, what's going on?" [laughs] You know? Yeah, so it's--and that's kind of living experience in itself because, you know, no matter how far you go, no matter what you look like on paper, if you're a black male or female in America, that's who you are, you know? And then, once again, that's the bucket of everything that falls under black, myself being Haitian-American. You know, folks don't even know about your culture, so that's a challenging conversation at times. But like I said, I force that challenging conversation so folks can be receptive to it. So when May 18th comes, Haitian Flag Day, Haitian Independence Day, you know, folks know why I'm wearing red, white, and blue, and it's not because of the American flag. It's because of the Haitian flag. But that's a minor challenge if anything, but, you know, at the beginning it was kind of a slap in the face because it's like, "Okay, when is this gonna stop? When are folks gonna realize that you don't have to have that voice?" That notably Caucasian voice. You don't have to put on your Caucasian voice. There's a movie that I reference a lot called "Sorry to Bother You," where the guy in the movie, he had to put on his what they call "the white voice" in order to appease customers, and ironically enough he was a telemarketer. [laughs] But, you know, I just feel like it's 2019, you know? There's no need to do that anymore. A lot of ignorance, ignorance being a state of unawareness, as it pertains to black culture and even Haitian-American culture is being debunked because of, you know, small efforts of mine, when you just talk about yourself, talk about your background. And I don't force my background on folks, and I don't force my history on folks. I use that as a conversational starter, and then I ask them about theirs, 'cause, you know, there's a lot of time we jump to judgment that, you know, the white person in front of me is just white. They could be from France, you know? And that gives us a commonality right there. They could be from Russia, you know? They could have some Asian descent, but, you know, watered down throughout the years and through the generations, and you'll never know until you have that conversation with them. So the same energy I give in trying to edify folks and educate folks, I try to learn more as well about different individuals. I don't put them in that same bucket that it seems like society likes to put, you know, all people of black descent.Sheneisha: That's real, that's real. Education and enlightening is very much needed. I'm gonna navigate to asking this last question to you, and hopefully you can shed some light on this and encourage and empower the other first-generation Americans, but what advice do you have to give them? For the first-generation Americans listening, young, the first in their families to do it--as you said with "the famous"--what was it? Kennetth: "The famous first."Sheneisha: "The famous first." What advice do you give to the famous firsts or first-generation Americans or immigrants who are listening right now?Kennetth: The advice I would give--the first advice I would give is connect, right? We're in 2019. There is no reason why you should feel like the first and the only in any way, shape or form. You know, LinkedIn, social media. I mean, I can't really plug Instagram and Facebook as much, as I would say LinkedIn is the best--from a professional perspective anyway. I would say connect yourself, you know? If you're working in pharma and you feel or you are the only black person within your organization, your company or whatever the case may be, or one of few, connect with others like you within your company and outside of your company, in different companies, because it's important, you know? It takes a village, right? I feel like as we grow through life sometimes we lose that "village" mindset and think "Oh, we made it," or "Oh, we can take it from here," but it's a neverending thing, you know? There's always gonna be somebody that is in need of help, and there's always gonna be somebody that's willing to help. So whichever, you know, arm you fall under, be that person. So if you need help, search for it. If you're willing to help, help those who need it from you. That would be my biggest advice. Words of encouragement? Just [keep up the good grind?], you know? [Keep fighting?] the noble fight, because being the first, it's not--there shouldn't be a moment of contentment, because the moment you feel content is the moment you start growing, and I'm a firm believer that like God put the seeds on this earth, he put us on this earth to grow, so we have to continue to fight, continue to grow and reach new heights, and if that moment ever comes where we stop growing up, that's where we start growing out and supplying the world with new seeds, and that's where that mentor spirit comes. So for every question that you edify, help, and just guide along the way, they'll pay it forward, and that'll be a cascade in the right direction. So those are my words of encouragement and advice.Sheneisha: Thank you so much, Ken. Thank you so much. Listen though, guys, this was Dr. Ken Joe and myself, Sheneisha White, giving you the advice that we have here for first-generation Americans in corporate. I hope that you found this to be enlightening and that you can take this and add to yourself, but Ken, thank you so much for your time. I know you're super-duper busy, and you're so Florida. [laughs] So thank you so much for just speaking to us today and just giving us some enlightenment on being a first-generation American in corporate. Thank you.Kennetth: No pressure, and thank you guys for the opportunity. Hopefully it encourages somebody else or opens somebody else's eyes and that positive energy just comes through.Sheneisha: And Ken, can we go ahead here--we're gonna put your LinkedIn information down below, but how can people reach out to you if they would like to know more about Manhood on the Go, being a first-generation American in corporate--shout-out some of your information here and your businesses so people can reach out to you.Kennetth: Well, you know, I grew up in a generation that used to listen to Mike Jones, and he did something bold. He just threw his number out there, because, you know, some people may call and hang up, and some people may call and actually use it. So [feel free?]. The best way to reach me is area code 561-503-[?]500. I may not pick up the first or second time. I may not pick up at all. [laughs] But I definitely want to be [?]. Like I said, I'm willing to help within the confines of my schedule. I do get busy, so if you don't hear back from me right away just know I'll return your call, I'll return your text, or just try again, you know? Don't stop until you get it.Sheneisha: How about your LinkedIn and Insta?Kennetth: My LinkedIn you can search Kennetth Joseph PharmD, and that's Kennetth with two Ts. So funny story behind that, there is two Ts in my first name. It's not a typo. And what was the other?Sheneisha: And your Instagram.Kennetth: Not really on it, but it's still out there. So K3nJo3y with 3s for the Es. So K3nJo3y. That's K3nJo3y with a 3 for the Es. Sheneisha: All right, K3nJo3y with the 3 for Es. Thank you very much. We're signing out.Kennetth: All right, no problem. Thank you.</itunes:subtitle>
      <itunes:summary>Sheneisha speaks with Dr. Kennetth Joseph about what it's like to be a first-generation American or immigrant working in corporate America right now. He shares his unique insight and experiences with us and more.
Connect with Kennetth on LinkedIn and IG!</itunes:summary>
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        <![CDATA[<p>Sheneisha speaks with <a href="http://bit.ly/2kxFyec">Dr. Kennetth Joseph</a> about what it's like to be a first-generation American or immigrant working in corporate America right now. He shares his unique insight and experiences with us and more.</p><p>Connect with Kennetth on <a href="http://bit.ly/2kxFyec">LinkedIn</a> and <a href="http://bit.ly/2lJl9D1">IG</a>!</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2490</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Making the Case for a Raise</title>
      <description>On the thirtieth entry of Tristan's Tips, our special guest Tristan Layfield talks about how you can make the case for something we're pretty sure all of us want - a raise. Take the time out to really build your case before marching up to your boss and demanding more coins.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Thu, 05 Sep 2019 05:56:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Making the Case for a Raise</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>114</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f7bafd58-f2a4-11ea-88c4-bb45a649f572/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the thirtieth entry of Tristan's Tips, our special guest Tristan Layfield talks about how you can make the case for something we're pretty sure all of us want - a raise. Take the time out to really build your case before marching up to your boss and demanding more coins.Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: What’s going on, y'all? It's Tristan Layfield of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week let’s talk about how you can make the case for something I’m pretty sure all of us want - a raise.Have you ever been in a job and felt like you deserved a raise? Well, you can’t just ask for a raise because you feel like you deserve one, you have more bills, or you’re just in a financial bind. If it was that easy we’d all be making bank. In order to persuade your boss that they should give you more money, you have to make your case, and to do that, you have to keep track of the things you’re doing or have done in your role. If you’re sort of lost on where to start with that, check out Episode 96 for my 25th tip on this podcast, Living Corporate, called “Keeping a Career Journal.”Now let’s discuss a few ways you can make your case to get more coins.Has your job grown beyond the job description you signed up for but it hasn’t been defined as part of your duties? In the project management realm, we call that scope creep. It’s a very common factor in why many of us think we need a raise. We get into a role, we become really good at things outlined for our position, and then we begin to take on other things to help the team, help our boss, or help the overall business. While all that is great and definitely things you should seek to do, you should also be compensated accordingly. Now, I’m not talking about the random one-off tasks your boss asks you to do as those are probably going to be covered under the “other duties as assigned” portion of your job description. I’m talking about the consistent recurring tasks that you’ve taken on that are outside of the scope of your role. When using this route, make sure to clearly identify and showcase the differences between your original job description and what you are currently doing to your manager to make your case.Have you exceeded your sales goals every month? Have you driven your projects to completion early and under budget? Did you streamline processes that generated more revenue or other business results? These are great examples of adding value to your company, and they are also great points to make when requesting a raise. When companies consider giving you a raise, they want to know how you have directly contributed to their overarching organizational mission. Document these accomplishments and how they relate to the larger company goals to show your manager the value that you’ve added to the company.This last option is a bit risky, and I would only use it as a last resort. Test your value in the market, and what I mean by that is apply to other roles, interview, and try to get an offer. If you land an offer that is higher than your current salary, use that as leverage with your employer to negotiate. Depending on your delivery, this could leave a bad taste in your employer’s mouth or your employer could decide not to budge at all. This is why I call this option risky, but I’ve also worked for companies that wouldn’t even consider giving you a raise until showed them another offer proving your expertise was worth more elsewhere. Sidenote: If your company is like that, you might want to just accept the new offer.Making the ask for a raise can be difficult, especially if you don’t arm yourself with the reasons why you deserve the raise. Take the time out to really build your case before marching into your boss’ office demanding more coins.This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook at @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the thirtieth entry of Tristan's Tips, our special guest Tristan Layfield talks about how you can make the case for something we're pretty sure all of us want - a raise. Take the time out to really build your case before marching up to your boss and demanding more coins.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirtieth entry of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> talks about how you can make the case for something we're pretty sure all of us want - a raise. Take the time out to really build your case before marching up to your boss and demanding more coins.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p>]]>
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      <itunes:duration>383</itunes:duration>
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      <title>Exploring What D&amp;I Means (w/ Jennifer Brown)</title>
      <description>Zach speaks with Jennifer Brown, founder and CEO of Jennifer Brown Consulting, and they take a deep dive into exploring what diversity and inclusion means. They also talk about what it really means to be inclusive as a leader, and Jennifer shares a bit about her latest two books. 

Check out Jennifer's books! They're titled "Inclusion" and "How to Be an Inclusive Leader."
Connect with Jennifer on the following platforms: Twitter, IG, Facebook, LinkedIn
Put your name on the mailing list at JenniferBrownSpeaks.com!</description>
      <pubDate>Tue, 03 Sep 2019 08:35:00 -0000</pubDate>
      <itunes:title>Exploring What D&amp;I Means (w/ Jennifer Brown)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>113</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f7fe9400-f2a4-11ea-88c4-dbd561040a3b/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach speaks with Jennifer Brown, founder and CEO of Jennifer Brown Consulting, and they take a deep dive into exploring what diversity and inclusion means. They also talk about what it really means to be inclusive as a leader, and Jennifer shares a bit about her latest two books. Check out Jennifer's books! They're titled "Inclusion" and "How to Be an Inclusive Leader."Connect with Jennifer on the following platforms: Twitter, IG, Facebook, LinkedInPut your name on the mailing list at JenniferBrownSpeaks.com!TRANSCRIPTZach: What's up, y'all? It's Zach with the Living Corporate podcast. Now, look, y'all know what we do, man. [laughs] Y'all know. Listen, man, we try to drop--come on, Sound Man. Give me them air horns right here. [air horns sfx]. More fire for your head top, and look, today is no different. I ain't even gonna get into a huge, long kind of, like, intro before I get into the interview, 'cause our interview was kind of long, but I really want y'all to hear all of it. I interviewed someone who is a strong--seriously, like, one of the leaders within the D&amp;amp;I space when you talk about, like, presenting content around intersectionality, diversity, inclusion. Her name is Jennifer Brown. She's a facilitator. She's a public speaker. She's a consultant. She's an educator. She has a background in change management, so there's a lot of symbiosis between the both of us, and we had a really dope discussion just about what it really means to be inclusive as a leader, and then we had a conversation--like, kind of a meta discussion about the D&amp;amp;I space as an industry. If y'all remember--this was, like, way back in Season 1--we had Amy C. Waninger, and then we had Drew, A.K.A. Very White Guy, on the show, and Drew talked a little bit about the--, like, D&amp;amp;I as a business, right, and kind of, like, the capitalistic or corporate nature of D&amp;amp;I and, like, what that looks like, and we had a conversation about that too. It was really interesting. So anyway, what you're gonna hear next is the discussion between Jennifer Brown and myself. She's great people, definitely can't wait to have her back on the show. Make sure y'all check out the show notes. You can look and see all of her information, including her latest two books, okay? So make sure y'all check it out, and we'll catch y'all next time. Peace.[pause]Zach: Jennifer, welcome to the show. How are you doing?Jennifer: Oh, thanks. I'm doing great. Trying to stay cool in this July.Zach: Man, it is hot out here.Jennifer: Yeah. Global warming. [laughs]Zach: [laughs] For real. Look, I gave a brief intro, but for those who don't know you, would you mind telling us a little bit about yourself?Jennifer: Of course, yeah. I--let's see. I'm an author. I'm a keynoter. I'm a CEO and an owner of a consulting business, all of which is focused on building more inclusive workplaces for all kinds of talent to thrive, and it's a passionate, personal mission that I have because I've been out since I was 22, and I'm in my 40s now, but the workplace was a place where I couldn't really bring my full self to work. And I want to say it wasn't just being LGBTQ. I mean, the workplace has all sorts of inclusiveness problems when it comes to people like, you know, us, and, you know, most people actually. Anyone that's not a certain mold, and so as somebody who has--I have a master's degree in opera, believe it or not. I came to New York to be an opera singer, and that did not work out.Zach: Wow.Jennifer: Yeah, I know. [laughs] It's crazy. Luckily I reinvented as a corporate trainer, because it's all this--it's like being on the stage, you know, and connecting with audiences. It's just the topic is different. So I reinvented into that field, which remains really my field to this day. So we're really--we're a strategy and training company, and we're working across the Fortune 1,000, I would say, on a daily basis. My team is all over the country. They're amazing. They're so talented at what they do. They have a lot more patience for client work than I do. [laughs] And yeah, we can talk about that if you want, but I've been a consultant in the trenches for a long time, and I'm actually really thrilled now to kind of be more living the keynote and author life. I just--I like it a lot. I love performing. I love big audiences. I like the challenge of thinking on my feet. I like having to write books on this topic and figure out, like, "What does the world need me to write next, and how do I take what I hear and learn and put it in a way that's digestible for people?" Because it's really--it's kind of, like, a life-or-death situation from an inclusion perspective, and I deeply feel that, for myself and many, many others.Zach: Wow. Well, thank you for that. Awesome. I'm already--like, my shoulders are kind of bouncing up and down. This is gonna be a dope conversation.Jennifer: Woo! Yeah. [both laugh]Zach: So today we're talking about inclusive leadership, and before we get too deep into it, can we get some definitions on these terms? Like, from your point of view. Diversity, inclusion, and intersectionality. 'Cause in a lot--in your content and in your IP, both written and your presentations, like, you use these terms a lot, and frankly your content is centered around these terms. For our audience, I'd love it if we could just, like, level-set what these things actually mean.Jennifer: Yes, and you need to consider the history of the conversation. So in the corporate and workplace context, diversity is really--has been traditionally the "who," right? The demographics, the representation in your workforce. Typically it's [counted with?] gender, right? Which is where it started, and race and ethnicity. It wants to count LGBTQ and people with disabilities, but, you know, a lot of those folks can hide who they are, right? We are very good at hiding who we are and not checking boxes. So diversity has really been that representation, the mix, the complexion of the workplace [with a small C?]. And then inclusion really is the "how." So "How do I make that mix work?" You know? "If diversity is the "who" in the mix, how do I make the mix work?" To quote my friend Tyrone Studemeyer, who is, like, a great chief diversity officer. He always uses that example. In fact, he brings a glass of milk on stage and pours in chocolate sauce, and then he stirs it, and he has this bit that he does. So it's making the mix work, and honestly's that's really where behaviors come into play. And so it's how--once you have that talent around the table, how do you make them want to stay? How do you include them, and how do you make them feel that they're valued? And so inclusion is the how and the behaviors. And then intersectionality, something totally different. It is the mix, I guess, of diverse identities that make some of us who we are and kind of present unique challenges. Traditionally defined by Kimberle Crenshaw, of course, it's the mix of multiple stigmatized identities that one person may carry. So why that's important is that I think, you know, anyone who looks at gender issues, for example, as a white women's topic, is not taking into consideration how women of color are impacted differently, how being an LGBTQ woman may mean that you're not only dealing with your gender and all the headwinds that come along with that, but you're dealing with the headwinds relating to sexual orientation. Or say you have, you know, a non-binary gender expression, or you are a woman of color and some of those things at the same time, or a woman with a disability. So it just goes on and on, and that's a very helpful thing for the rest of the world, I think, to help people understand the levels of--and I would use privilege with a small P. I know that word sets some people off, you know, but I think we have to be realistic about some of us walking through the world feeling a lot safer and a lot more protected, a lot more supported. You know, right? Like, a lot more--that others are more comfortable with us because they're relatively more familiar with us, and the sort of further you get away from I guess the straight white male norm that is, like it or not, the whole of the top leadership in the business world. The further you get from that, I think the more difficulty you have in kind of seeing yourself in workplaces, in being supported, grown, invested in, welcomed, proactively fostered. You know, all of the things that really, like, pull you up in an organization. So, you know, when you're different in multiple ways, it's kind of difficult to ever feel that you're in that--in the place you should be in the machine that is the workplace. So, you know, this is where people fall out. They quit. They can't stand it anymore. [laughs] You know, they go and become entrepreneurs, which is great, you know, but sad for corporations and large employers because, of course, you know, you're bleeding out all of your diverse talent because your culture is sort of something that people can't stand. That's a problem. [laughs]Zach: [laughs] No, you're absolutely right, and it's interesting, right, because I was just having a conversation with a couple of close friends this morning, and I was talking about the fact that a lot of times, you know, when we talk about D&amp;amp;I in the most common contexts, it almost feels like some--like, really a competition between white men and [white women] for number one, and then kind of everybody else falls to the wayside. Right? Like, we don't necessarily have, like--I don't know if I'm necessarily always hearing, like, truly intersectional discussions around identity. I don't know, and I don't know if black women are often centered in those discussions. Of course in the past couple years we've seen, like, more and more content come out about it, so don't get me wrong. I'm not trying to be a debbie downer, but at the same time--Jennifer: [laughs] But you're right.Zach: [laughs] I mean, here's a great example, right? So I think it was--yep, Indeed. So Indeed just dropped a commercial, and there was a--the setting was, like, a board room, right, and in the board room, a white man was in the front and he was getting a promotion, right? And, like, the boss was shaking his hand, and everybody was clapping, and then there was a white woman, and she was just kind of standing there, and it was clearly--like, by the framing, right, of the commercial, that she was passed over for this promotion and that the white man got the promotion over her, right? And I was like, "Okay." And so then she looks down at her phone, and she kind of smirks because she gets a notification she's getting an interview, you know, somewhere else, right?Jennifer: [laughs] Oh, my gosh.Zach: Right? So she's like, "I'm leaving," and then it said, "Indeed." You know? I was like, "Okay, cool." So great commercial, but what's interesting about that commercial was behind the white woman--and I don't believe they did this intentionally, but maybe they did--and if they did, yo, they are super cold--but there was a black woman and a black man out of focus right behind them. And so it was, like, super interesting.Jennifer: [sighs] Oh, goodness. Wow. Oh, somebody needs to give that feedback. I'm sure they've heard about it already. [both laugh]Zach: But, like, the idea that a lot of times we talk about D&amp;amp;I, right, it's often centered around gender. We're not having really authentic discussions outside of that. And so a question for you - you know, in your book "Inclusion: Diversity, the New Workplace &amp;amp; the Will to Change," you discussed the nuances of privilege. And you just talked about lower-case privilege, lower-case P privilege. And to make an effort not to vilify white men who have, quote, "seemingly won the privilege lottery." Is it possible to manage the egos of leaders who are in the majority while also having frank and accountable discussions about empowering black and brown professionals or just non-white professionals in the workplace? You know, in your work, what does that process look like? To establish trust for those discussions.Jennifer: Yeah. I mean, that is really the work, and it's--I think it's, like, the third rail, honestly. It's funny - being in the LGBTQ community, there's a level of--strangely, a level of comfort and acceptance of talking about being "I'm a proud ally," you know, or putting that rainbow sticker on your desk or in your email signature. And it's fascinating to me because--by the way, the LGBTQ conversation is also not properly intersectional, right? So there's privileged dynamics playing out in my--this community. I was going to say "my" community. One of my communities, you know, that women's voices aren't well-heard. People of color and the LGBTQ community, trans people, are not well-heard and are not represented in leadership positions in the workplace when it comes to affinity groups and things. So each community has its kind of diversity within its diversity challenges. [laughs] So I just wanted to make that point, because--I often say, "Just because you carry a marginalized identity, or even two, does not make you an inclusive leader."Zach: That's so true.Jennifer: Like, I wish it were true, but it's not, and it's been proven to me over and over again that, you know, I've made that assumption, and I've kind of been wrong. Like, I've been shocked by what people say. So, like, these--like, a lack of that intersectional lens and that inclusive lens can live in all of us, by the way. Elitism and, you know, that blindness and bias. Unchecked. Anyway, that's one point I wanted to make. So how do we center more black and brown voices when the leadership of so many companies--and when you say they are the majority, we always have to clarify. I say majority in leadership positions, because if you look at the aggregate in most companies, of course, women are the majority. Zach: That's absolutely correct, yeah.Jennifer: Right, and then a lot of ethnic diversity lives in different functional areas of the business and, you know, whatever, right? But it just totally thins out, like, when you go up the org chart, right? So the problem is all the power lies with a sort of very homogeneous group, and so the onus is on that group to acknowledge that the world is more and more black and brown, right? That they have to build that confidence and cross those bridges of understanding, and they have to know how to build trust with their workforce. Both current and future, by the way, which is most likely not going to look like them. And then they've got to do it in such a way that they--that then their employee and their leadership base looks like the world that they serve, which is increasingly female, right? Think about the buying decisions. Think about the exploding buying power of the black community. The LGBTQ community is now a trillion-dollar buying power. I mean, it's massive. So any brand that's worth anything, and any leader that's worth anything, must look at this, should look at this, and say, you know, "My demographic group--maybe it was okay for me not to understand what keeps people in the organization I'm a part of or keeps people on my team or how to be a good colleague and sort of step out of my shoes and think about what the other person's experience is like, but I better search and pay attention to this." So my argument is always I throw the business case to people, the demographic argument to people. Sometimes it's a moral argument. Sometimes somebody, you know, has kids of a different race than they are. Sometimes they have lots of daughters. Like, sometimes, you know, they have a unique view on all of this, and so when you, you know, [see?] somebody that looks like a white, straight guy, you know, you just never know what their diversity story might be, and I've been just shocked and reminded that, you know, I can--I can walk in a room and people assume I know nothing about this topic, you know? And that's happened to me. I've been on the receiving end of that. And there are things I don't know, for sure, but I desperately want people to listen to me and somehow kind of wedge my way in and make them listen and convince them and all of those things. So being LGBTQ helps with that. So I'm this interesting hybrid of, you know, being of an identity that people are more comfortable with, like, based on maybe what they see, but then coming out and challenging them to the point where, like, you can hear a pin drop when I do that, and that's kind of--let me tell you, it's pretty uncomfortable when you're standing there in front of, like, 1,000 mostly men in, like, light blue shirts and khakis. You're like, "How is this gonna go?" [laughs] So it takes--for all of us, you know, I think it takes bravery to show ourselves. For some of us with invisible aspects of diversity, it takes kind of a unique kind of bravery to be like, "No." Like, "Make no mistake, this is actually who I am." And particularly if it's a vulnerable aspect of who you are. It can feel really risky. That could include, like, divulging about a disability or, you know, mental health and addiction issues, or age, you know? There's just this, like, widespread hesitation to bring our full selves to work on so many counts, but when you are black and brown of course the issue can be "I can't opt not to show who I am." Like, "Who I am is often visible," and it will trigger the biases if those are there, right? And so it's a conversation we always have about--it's not the pain Olympics, and that's so important to remember. Like, that it's not--it's not a race to the--through the oppression hierarchy to say--Zach: Right.Jennifer: Right? Because that's a useless conversation. I think we have to think about, like, what are the--what's the damage that happens when, you know, we feel shame, or we feel compelled to downplay who we are, even if it's very visible to others? And how can we support each other's voices and create that safety for each other? And that's what I think about every day. Like, if I have been given some kind of privilege with a small P [in] several ways that has been totally unearned by me--my obsession is, like, what responsibility and opportunity does that come with? Which is interesting, because I'm in the LGBTQ community, which is so used to needing that allyship, right? We think about--we struggle to bring our full selves and be comfortable, and we hide, you know? And so allies really bring us out, you know? They stand alongside us and say, "Hey, I'll tell your story. I'll be next to you. I'll have your back." It feels amazing to have that, and I know what that feeling feels like, and so I am turning around and, like, trying to do that for others with my people, which often is my lovely, often good-hearted, you know, white, straight male executive clients, you know, to say, "How can we help you bridge to the future?" Because opting out is not--that's not an option, you know? I think--and the more clued-in ones know this, and I think people are mostly feeling just, like, really--like, wanting to do more, very awkward, very afraid. I know in the light of MeToo, just purely a gender conversation, the--you know, that lean-in research that came out a couple months ago that says that, like, male leaders are, like, even more afraid now to be in these one-on-one scenarios with female mentees or colleagues, and it's really discouraging, and it's definitely going in the wrong direction, but I think that fear is probably bigger than just cross-gender. I think that it's just kind of any moves you might make to say, "Hey, I want to be an inclusive leader. I'm gonna mess up. I'm gonna say the right thing. I really, really want to be better, but how am I gonna learn this thing that I'm gonna get wrong, and where am I gonna learn it? And how am I gonna know that I'm getting it wrong? And then how am I going to be given a chance to develop better skills?" And that's a very legitimate question. So I think we've got to all kind of give each other a lot of berth and also proactive support these days to learn, and we've got to do that in partnership with each other, because otherwise we're learning in a vacuum, and that's hard to do.Zach: It's so complex though, right? Because it's like--like, there has to be space for grace, and then there also has to--like, on both sides, because there's grace for you to learn--there's grace for me to give you space to learn, but then there's also--there has to be humility for you to receive that learning, right? And then there needs to be empathy on the person who is learning for their teacher in that there is a level of emotional labor, right, that goes into me even talking to you about this at all, right? I had a conversation with some colleagues, like, about a month or so ago, and I was like, "Look." Like, something happened, and, you know, it was an educational discussion, and in part of my conversation I said, "Hey, you know, I don't talk about this because it's exhausting." I said, "But being in these majority-white spaces--just me being here is exhausting," and I explained that to them, and I said, "It's not just me. It's exhausting in some way or form or shape for someone in a minority to engage in majority spaces." Like, it is, and so, like, for the people that are doing the work to educate and train and teach or even partner--like, that's--like, there needs to be some empathy on that part, you know what I mean?Jennifer: Yeah. Well, we talk a lot about compassion fatigue, and I think that--and then us being asked to step forward and represent an entire community and their experience, which you and I know is never gonna be accurate. You're just one person talking about your experience. Zach: Right. Not [?], right.Jennifer: Right, but what you're talking about is something--what I say in my next book, right, "How to Be an Inclusive Leader," is that you need to do 80% of the emotional labor yourself before you ask someone to help you on your journey. Zach: Oh, I love that.Jennifer: It's so important, yes. And so for me, what that looks like is I intentionally consume certain media, for example. I listen to certain podcasts. I watch certain films. I acquaint myself with cultural norms across communities that are not mine, right? And in some cases it's a struggle through some of that media, because that media is not built for you. It's not a conversation for you, right? [both laugh] And I've had white friends, and I talk about, like, a podcast we may love. Like, one I love called "Still Processing." I don't know if you know it.Zach: Oh, yeah. Oh, yeah. "Still Processing" is fire. Shout-out to y'all, yes.Jennifer: Oh, it's so good. So good. And they're queer too. Like, I just love them. I mean, talk about intersectional. They're brilliant. And anyway, I sometimes have a hard time keeping up with it, but also getting all of the cultural references--and sometimes even I will feel, "Gosh, I'm such an outsider, and this is so uncomfortable for me, to try to hang in with the conversation." And then I say to myself--and this is what I say to leaders--"Notice the discomfort, because this is what other people feel every single day in majority-white spaces." Every day of their lives, right? Zach: Right. [laughs]Jennifer: Like, you're uncomfortable for one second, right? Like, get used to it. Like, you should be putting yourself in this discomfort all of the time, because this is the competency. Like, this is the skill that you need to learn so that you get some iota of empathy for what it feels like every single day for other people. The other thing I wanted to say is we just had an LGBTQ--we called it LBTQ. It was just for women actually, so we dropped the G. [laughs] Which was--you know, people can have issues with it, but we dropped the G. It was just meant for Q-identified women. And we had this big conference, and we asked--we had a TON of diversity on the stage, which was my commitment, and we had a couple activists that were trans women of color, and they said, "I will come, but I want you to know, like, Pride is exhausting for me." It was in June. "It's exhausting for me. It's exhausting for me to walk into corporate spaces, to educate, to be that voice on stage, and I'm sort of doing this, but I want you to know it's, like, a lot of labor for me," and I want I guess for all of us that put panels together, for all of us that are speakers and on panels--it was such a learning for me to understand that when you ask someone, you're trying to be inclusive, but it is so seen through this lens of "Oh, I can take the day and go speak at this conference 'cause I work for myself," or, you know, "I'm an activist or an advocate." Like, an activist doesn't always look the same or have the same level of privilege or income. What is the lost income from taking a day out to go into a space you're not comfortable in and educate people about your experience? Like, it was really humbling. And what we ended up doing, by the way--and this may be helpful advice--is for all the speakers, that day we had 30 speakers, we really want to intend that we take up--we have a stipend and honorarium for people who take the time out to come into that space. There's a question of real money, you know, to offset that time and that labor. And again, this was another kind of learning for a lot of privileged people of the privilege that allows them to come in and speak all of the time on things that have a full-time job, you know, that have benefits, you know, that aren't witnessing, you know, the really, really painful reality of certain parts of our community every day. I just thought it was a really interesting demonstration within a marginalized community of sort of the gulf in our experiences, right, even within LBTQ women. So I think being mindful of intersectionality all of the time, it's incumbent--it's incumbent on anybody who has that platform, that voice, that comfort to whatever degree, to ensure spaces are diverse, to ensure voices are elevated, to center stories that aren't our own, and to make sure that those stories are given the proper platform and that people aren't overly requested to give up their time and education. But that means that each white person, each man, you know, when they support gender equality, I would ask, like, "What are you reading? What research do you have under your belt?" Like, "How are you exercising your muscle to show up in allyship, and what are you doing?" And then, and only then, can you ask for tweaks and feedback from people in affected communities. You know, "Did what I say resonate?" "Did the story--did I do this justice?" "Did I use my voice in the right way?" "What more could I have done?" Like, "What feedback would you have for me?" That can be asked, but so much has to be done and earned before that. And then--you know, and then bring somebody in to give you that feedback and make you better, because, you know, without that feedback I can promise you people aren't gonna get better, and they're just gonna keep stumbling, and stumbling is not good for anyone. [laughs] It's humiliating.Zach: No, you're absolutely right. [laughs] The thing about it is there's nothing--so I think the only thing worse than being loud and wrong is being really polished and wrong, right?Jennifer: Ooh, that's interesting.Zach: Right? It's like, you know, you're talking, you got the presentation, and, you know, you got your little clicker, and you got your three points and your--[both laugh] And your pantsuit looks great, but you are wrong.Jennifer: Oh, my gosh. It's in the corporate speak.Zach: Right, it's in the corporate speak, but--Jennifer: People can see through it.Zach: But you're absolutely wrong. And your earlier point about Pride, yeah, and, like, this past year was so big because it was the 50th anniversary of Stonewall, and it's interesting 'cause you talked about--you were talking just a bit about, like, the dissonance there and, like, the emotional labor for everyone who is a minority, but then specifically we're talking about trans activists, and it was so interesting because--I believe it was on the 30th. Like, right at the end of Pride there was a situation at Stonewall Inn where, you know, there was a desire from a trans women to speak up. She wanted to talk a little bit about the day and just reflect, and she was shouted down.Jennifer: No.Zach: Yeah, by gay men who were there in names of, "Hey, we just want to party. We don't want to hear all of that," and then eventually she was able to speak, and she spoke for about 12 minutes, but it was just really interesting. She read the names of the black trans women who died and facts and the disproportionate abuse and oppression that black trans women have and continue to face, and so you're absolutely right. Like, and I think it's incredible. I have yet to have the privilege to directly interview a black trans activist. Like, that's actually a serious [goal] of mine.Jennifer: I can hook you up.Zach: Well, let's do it. Let's talk about that after the interview. For sure.Jennifer: [laughs] Yeah, for sure. So yeah, it's been such a learning for me. And this is why I feel so--the ally energy in me these days, even in the LGBTQ community technically that I'm in, I feel so activated as an--and I don't even want to say, like, "I am an ally," because we're only allies when others give us that--give us that name and that honor, right? But I'll tell you, whether it's me as a cis woman--you know, I spend my time on the keynote stage asking people in the audience, "How many of you know what I mean by sharing our pronouns and why it's important? And how many of you know what cisgender means?" And sharing my identity and coming out as cisgender so that--and sharing my pronouns so that I'm not acting like heterosexuality and cisgenderness is normal, you know? We have to make it visible in order to even point out to people that this--we shouldn't be assuming this is normal, and you shouldn't be walking around every day assuming everybody shares your identity. Like, and we've that. I mean, so many of us have been so comfortable and--you know, I'll share it. You know this statistic probably, but it's so startling that 1 out of every 5 people under 34 is non-cis and non-straight. So 1 out of 5. So as you walk around your life, as you hire people, as you work with teams, as you meet customers, 1 out of 5, and yet the chances are that they're hiding that from you and they're not comfortable for you. So what can you do to say, "Hey, this is a safe place. I am someone that you can bring your whole self to me, around me, and I will see you, and I will be not only just open to it, but I will be embracing of it, and I won't assume that you're like me." You know, "I will give you the chance to self-identify," and I will self-identify. I will be brave in doing that, because, like, I'm not gonna put all the burden on you to talk about your experience, but I'm not gonna remain silent and not talk about mine." It's funny, because I get a lot of questions afterwards. People come up to me and say, "How do I start that conversation with someone?" To say, "Hey, I'm doing my work. I'm trying to learn. I want you to feel comfortable. What would you like me to know?" And we sort of walk through, like, "How do I even start that conversation?" Because people are really--they just don't know how to begin, and they don't know whether it will come across as authentic, and they're worried they're gonna be out of their depth really fast. [laughs] Which, by the way, they will be. [laughs]Zach: [laughs] You're absolutely right, but I think it's the internal getting yourself comfortable with being uncomfortable and being comfortable with being ignorant, and ignorant truly meaning just not knowing, and seeking to learn, right? Like, MLK Jr. talked about this. Like, he was quoted saying something like, "White people, as part of their superiority, think that they have so very little to learn when it comes to--" Like, just race, matters of race, and I think that can be extended and expanded, right? That if you're a part of a majority, a part of a privileged class, it's easy for you to think that you just--you don't need to learn, but being curious, right, and seeking to understand is, like, one of the greatest signs of humility, and really it's endearing. Like, the right people, in my experience--when I come to people and I say, "Hey, I really just want to understand. I want to learn from you. I genuinely want to learn." Those discussions go well, because they--Jennifer: They do.Zach: Right? They go well, because you're humbling yourself to listen and to receive. You talked about the statistics, about 1 in 5 today, [and] I think that really leads me well into the next question. So a good deal of your book discusses the future of work and the role inclusion will play. What are your predictions on how organizations will need to adapt to attract future diverse talent in the next 10 years?Jennifer: Oh, my gosh. Well, they're all, like, woefully behind already and have been. [laughs] It's like the ostrich with its head in the sand. I think, you know, when business is good and the economy is good, it covers--it's like high tide, you know? It covers up a lot of things that low tide reveals. And I think a lot of people are too comfortable. You know, I just think that business leaders in particular--and to your point that you just made, right? If life is working out for me, like economically I'm comfortable, I'm not afraid of, you know, being pulled over, you know, as I'm driving. I'm not afraid for my child in the world. You know, all of those things that are blind spots for some people. You can kind of sail on through life and through your work in being a leader, believe it or not, and not really be held accountable for a lot of these things. People deny that it's an urgent situation, but I see it as a really urgent situation, that the fact that, you know, the number of women and people of color at certain levels in companies--which I'm kind of obsessed with the mid-level, because the mid-level is where people--they're really tired of hanging on, like, white-knuckling it up the pipeline, trying to, you know, get supported, get promoted, get--you know, have somebody take an interest in them, have somebody run interference for them. You know, when you're undermentored and undersupported, and then you're underrepresented as well, and you look around, and you look up, and you don't see anyone that--you know, we say "you've got to see it to be it." You know, you get tired, and it's no wonder to me that the numbers and the representation of anyone who's not a straight white male have been kind of really flatlined, you know? And even the best and most progressive companies are really struggling to hold onto people, to raise them up to the level where I want to see them, right? Which is the executive level, because then they can make all--a whole world of difference, you know? An executive leader can, with one signature, you know, create a policy or address the pay gap, you know? They have so much power. Or hold a customer accountable, or take a stance on a political issue in social media. And so if people can't make up there, and we decide to bail out because it just proves too arduous and we're just, like, physically tired, and we're emotionally tired, and the compassion and fatigue and the emotional labor and all of it, being the spokesperson for an entire community. It becomes too much, and, you know, then we leave and we create our own businesses, which is a great solution, which was, you know, the thing I did. [both laugh] You know, 'cause I was like, "This is not gonna work for me." But that's a loss, because not everybody is set up to be an entrepreneur. You know, you need a lot of capital. You need--we talked about privilege. You know, you need certain things in place in order to make that work, and it's just not tenable for most people. So workplaces have to work for people, for all of us. So the future of work, you know, I get asked a lot about quotas and targets. I personally--I hesitate to say this, like, super publicly because companies are really twitchy about requirements and quotas, and you get a lot of pushback, but I'm honestly--I'm at a point where I feel like if people are left to their own devices change doesn't happen, and if change does happen it's slow and it's not widespread, and it's too slow to make a meaningful difference in the short amount of time we have to really see change.Zach: Absolutely.Jennifer: I mean, I think the house is on fire. [laughs] You know, I think economically people are falling behind. They're not getting promoted. They're therefore missing out on economic growth and opportunity and wealth, and, you know, I'm just not seeing it, when the world is changing so fast and companies are not keeping up with it. And so is the bottom line impacted? Is ROI measured? You know, we really--we have to have, like, an honest conversation about losing customers and clients and people leaving the organization, and companies have to wake up and say, you know, "If we don't do something really serious about this, we're gonna be sitting in the same exact place in 10 years." So, you know, I'm all for the more radical solutions. You know, I think--honestly, I think slates, interview slates, need to have a required number of women on them and a required number of people with diverse ethnicities. LGBTQ is tough because we don't disclose. So the companies I work with struggle with something called self-identification. We don't trust our companies--and this just speaks volumes--we don't trust our companies enough to check a box about who we really are, so we can't be counted. [laughs] So we--so, you know, there has to be, like, faith that we exist in organizations upwards of maybe 10% of the population, because we're only--on paper, we're only recorded at, like, 1%.Zach: Yeah, and that's just not accurate, right?Jennifer: No, it's not accurate, but we're doing that because we're terrified, you know? We're terrified of losing our job. We're just--even in the best companies. And that's true for people with disabilities too, but I think [some] companies have to [?], and I think they're gonna get pushed back. If they roll things out like this, they're gonna get a lot of pushback. People are gonna say, "I don't want to be forced to--" You know, "I believe in a meritocracy, and I want to hire the best person for the job, and you can't force me to hire a candidate that's less than," and my answer to that is if you did a good job of having enough of a pipeline of all kinds of talent, it wouldn't just be one candidate you're looking at and you're feeling like somebody, you know, is forcing you, holding your feet to the fire to hire them. You would have lots of choices. And so we've got to do a better job of filling that pipeline, keeping people in the pipeline, not letting them leave, and investing in them so that they feel they can thrive at a company long-term instead of wanting to bail out because they can't stand it out anymore, you know? That's just a sad commentary on workplace culture, but unfortunately I think it's the experience of tons of people that I talk to.Zach: The thing about it is the challenge with it is like--your earlier point around change, like, not--you know, that if left to its own devices will happen so incrementally, so small, that it won't be--it won't have--Jennifer: So slowly. It won't be meaningful. It won't even be big enough, yeah.Zach: And I think when you look at American history and you look at the history of civil rights in this country, it's really--I don't know if we have, like, a tangible example of truly radical sustained change from a culture perspective in this country. I think when you look across--especially when you look at, like, this current presidency, it's actually forced a lot of people to really, like, look at the history of race relations in America, especially if you want to examine, like, the past 55, 60 years, and you look at--and if you look at, like, the economic positioning of blacks today versus blacks in 1967, you know, you don't see the needle moving much at all. In fact, in a lot of areas you see the needle moving down. So it's interesting, so I 100% agree with you that there needs to be some genuinely radical--I'm gonna use the word again, radical--change in thought in terms of just what it's gonna look like, because--and we talked about this in another interview too. We talked about the future of work and we talked about the future of learning and education. You know, as the economy shifts and changes and more and more folks are not going to school, because school is going to continue to get more expensive and--like, all of that, it's gonna create a completely new environment that I don't know if we're really taking the time to really examine and consider. Jennifer: I know. We're still having the conversation with managers to say, "Hey, don't hire from the school you went to. That's bias." Zach: Right. [laughs]Jennifer: You know, literally that's where we are. But you're talking about, like, the 3.0, which is literally that people are not gonna have these traditional college degrees or any degree. They'll go to trade school or whatever it is. Like, they're gonna have completely non-traditional backgrounds. They will have been, you know, previously incarcerated. They will be, you know, of different statuses, and we have to figure out--like, workplaces need all the talent they can get, and yet they're completely behind in terms of how they seek that talent, where they look. People, like, throw their hands up so too easily, you know? They just say, "Oh, we just couldn't find anyone." [laughs] You know, it's just, like, endless, the stories I hear. And I don't know. It's laziness. It's--I don't even know. I mean, it depends on the day, like, how cynical I am about it all, but I don't know. [laughs] I just am like, "Really?" Like, if you really wanted to find people, they're there, and I--believe me, 'cause I'm on Twitter, and, like, Black Twitter is on fire. Like, you know, the number of angel investment groups, the number of VCs, the number of start-ups, the number of black girls who code. Like, there's such a great community to recruit from, and I just--I wonder, like, what is it--what is it that people aren't doing or won't do? Like, what is the hold up?Zach: Oh, no, 100%. You know what, Jennifer? I'ma say this. Hold on. You know what? You're a real one. I appreciate you. That's a really good call-out, 'cause you're absolutely right. Like, Black Twitter is poppin,', and, like, there's so much--there are so many pools, right, of talent for you to engage in. There's Black Code Collective, like, in D.C. Like, there's all types of stuff. Like, there are people--and, like, to your point around, like, how people are learning today, there are people who went to culinary school and then, like, are now learning how to code, and, like, they're good at it, right? There are communities now that will welcome you in for free. You will--you can learn, and you can genuinely understand and learn how to code. And so there's plenty of opportunity to deepen your pipeline, so yeah, that's a really good point. There are things that people either aren't doing or are choosing not to do, but the talent is definitely out there. You know, you talked about cynicism. I think that really leads to my next question. Like, can we take a step back and just talk about, like, D&amp;amp;I, or I&amp;amp;D, as an industry, right? Jennifer: Oh. [laughs]Zach: [laughs]Jennifer: Speaking of cynicism, I think I know where you're going with this. I'm ready to go there with you too, so I think I know. [both laugh]Zach: So there's a growing sentiment, right, that the largest voices who are advocating for diversity and inclusion in highly-visible or corporate/corporatized spaces are themselves members of the majority and, by relation, have some inherent blind spots within the subject matter that they espouse expertise in. Do you find any merit to that concern? And, like, what have you done to challenge your own blind spots? You spoke to this a little bit earlier, but I'd love for you to expound on that and if you have any other advice you would give to others.Jennifer: Hm, that is such an interesting observation. It's funny, because I could make the counter-argument that I think we're in a time--like, you ask any white diversity leader right now, and their credibility is questioned on a daily basis to be in the role they're in. Like, that is the truth. In fact, they get, like, threats.Zach: Really?Jennifer: Yeah. I've seen some people get some serious heat just for having the audacity of even having the position or accepting the position.Zach: Oh, wow.Jennifer: Yeah. So there's many stories, right, on all sides of this issue, and like I said, I think--I don't know if I said it earlier, but when you're a marginalized community, it also doesn't mean that you're a great leader on inclusion necessarily. Zach: That's true, yeah.Jennifer: Because I've seen plenty of--you know, like, we were talking about white gay men at Stonewall who were--you know, can be, like, very misogynistic, very racist, very--and so, you know, that can carry forward into a diversity leader role, but that doesn't mean that all of them are totally, you know, not effective practitioners, and it also doesn't mean because you're a person of color that you're an effective practitioner, right?Zach: That's right.Jennifer: So to me--and you respect this--it's a skill set, you know? It is a skill set, but it is also your identity, right? And it's how you deal with your identity in the world, and it's how you integrate those two things that makes you an effective voice. But also you've got to be an incredibly savvy change agent to have these roles. I mean, they're very difficult roles. They're some of the most complex roles that exist, I think, in business, because it's part influencing, it's part executive, you know, believability, credibility. It's passion. It's change agility. It is storytelling, right, and being, like--but incredibly data-oriented and, you know, convincing, and knowing the business so that you can make the business case, right? So you need to know the business you're in in order to make the argument for D&amp;amp;I, and you've got to be able to do all of those things. And by the way, you're probably part of a marginalized community, and you're dealing with all of the biases personally, like, that you're getting, at the same time as you're leading an entire institution, like, through this morass, you know? Through these really difficult, tense, and, you know, complex times. So it's really, like, one of the toughest roles, and I have so much respect--I worry about our practicioner community, both on the consulting side but really our internal--my internal clients, 'cause they're just--they're holding up, you know, this planet, you know, these giant organizations. Anyway, but to answer your question [of] "Who's allowed and who has permission to do this work?" It's a very good question. I mean, I've even questioned--you know, 'cause somebody hasn't dug into who I am and has judged me just based on what I look like, and that's okay. I mean, I would say, you know, it hurts me, but whatever. Like, that doesn't matter. It's most important, I think, for us not to judge each other, I think for us to look at the skill set objectively, but I do think the optics of people in these roles are important. You have to be, like, a really amazing, humble leader. Like, you have to be--you have to be really deep in the work, I think, to take on that role as a majority identity. If you're a--say you're a white guy. I don't know a lot of white straight guys in these roles. I do know white gay guys, and they--every day their privilege is pointed out to them. Every day. Nobody lets them forget, you know, that they are--that they have an enormous responsibility in that role and that, like, they have a lot of work to do. And if you talk to any of them--and I know some of my clients are of that identity, and it's a tough lift for them. I know some straight white women, and again, they are pretty enlightened people, and they're very humble, and they're very, like--they've been studying this for a long time. Some of them have sort of really personal relationships. I know a lot of gay white women actually in these roles, and they--and sometimes I know gay women of color in these roles, and they're amazing. I mean, amazing amazing. Like, and the intersectionality they can bring to it is deep, and I find--not to say, you know, certain combinations of identities are, like, more important, but to be able to speak to so many different identities in your workforce in a direct way, you know, there's kind of--that's a wonderful shortcut, to be able to do that and on top of that be, like, somebody who's, like, been in HR for 20 years, you know, and is super savvy about playing the politics and all of the other things you need for the role, but I would like to think that we can all--we all have a role to play, and some companies are more embracing of--I will tell you some inside baseball. Sometimes I get asked to send, you know, a white man to a consulting engagement, and--that is true, you know, and talk to anyone in the work that I do, and they'll tell you that's [?]. And we will push back. We will say, you know, "We're not sure that's the right answer," and "Let's talk about it," and, you know, sometimes strangely it is the right answer for certain groups who have been really, really recalcitrant and resistant, and the messenger matters sometimes more than the message. Like, certain people can be heard in certain ways, and we know this is true. So we--that's why we have such tremendous diversity on our consulting team, because we just--we have to get creative sometimes and make sure that we build a pairing, for example, that's gonna be in front of a room that maybe the client is really, really struggling to be heard in front of this business unit or this team or this, you know, office in a certain region in the country, and we'll need to switch it out. You know, we'll need to put a different voice in front of people to see, you know, and sadly the messenger is something that needs to be considered. And I wouldn't let it rest, and I wouldn't not challenge it, but I do think we--we've got to use every change tool in our arsenal, particularly with those who are really resistant and really stuck and I think experiencing a lot of bias per the messenger that they're hearing the message from. And it's funny. You know, I have to be really careful. I can't be the angry--I have to be careful to not be the angry woman and the angry gay person, and I can't imagine what it would be like delivering that truthful message that I do and also being a person of color, right? I'm very aware that I have a lot more latitude for my quote-unquote passion to come through, right, and to be--and not to have it seen as being threatening, you know? Zach: Absolutely. And, you know, your point around, like, changing up the messenger and mixing it up, it's really interesting because in the work that I have done, I have a similar strategy--and it's interesting, because I do that without even being asked. Like, I'll just be like, "Look, I know that for this I just need to have a really approachable white face to deliver this message," and they're partners for me in that. And honestly, Jennifer, I do that even just at work. Like, if I have a big meeting--Jennifer: Of course. [laughs]Zach: [laughs] If I have a big meeting or, like, you know, there's just something going on and it's like, "Okay, I really want to share this thing, but I know that if I say it, then it's gonna get an eye roll or it's not gonna be heard, so let me go ahead and mobilize this white woman or this white guy."Jennifer: Your allies.Zach: Yes, and then I'll have them say it, or I will let them know that I'm about to say it. Jennifer: I wish that weren't true.Zach: Say that again?Jennifer: I just wish it weren't true, like, that you have to do that, and to me that's, like, the extra tax that we pay. You know, that's extra labor. You have to literally not only have the brilliant idea, but you have to, like, strategize about who is, like, sitting next to you or, you know, backing you up when you have a brilliant idea, or who's gonna echo your--you know, women deal with this, and we all know this is, like, a fact of life. But I appreciate what you're bringing up, that it's a universal experience for so many of us, and it's just--if we look at it on the bright side--let's, like, look at it as a glass half-full, which I always do. [laughs] You know, I think this all makes us really savvy, like, very emotionally intelligent, right? Because as limited as our audience might be in terms of seeing us, doesn't this make us--it sort of sharpens our saw. I mean, I think when you have to think about "How am I gonna get this group over the finish line?" Like, how am I going to get them to listen to me, to believe in what I say and to give me the credibility when I'm walking in the room and I know what they're thinking about me?" You know, "How am I gonna do that?" And to me it's, like, a--you know, it's a brain twister, but it makes you be very creative. And by the way, I hope in enlisting those allies that they know why they're being enlisted and that it really raises their awareness [of] the permutations that so many of us go through in the workplace to be heard. You know, that's--I hope that they're noticing that. Like, that's a really important learning, to be approached by someone--to say, "Hey, would you have my [back?] in this meeting? I'm gonna bring this up," and, you know, to me that is, like, such a sad commentary, and at the same time it's such a demonstration of how far we have to go for people to be heard and the space that we have to learn to hold for each other. Like, we've got to do that--you know what? We need to do that without being asked. That's where I really want to get, right? So that if I'm in this meeting and I hear you bring up this brilliant idea, you don't even need to ask me to have your back. Like, I am gonna instinctively know if you're talked over or if somebody steals your idea or somebody poo-poos it that I'm gonna intervene, and I'm gonna know what's going on, and that to me, that would be sort of nirvana in the workplace, that those pre-conversations, that pre-planning that you just described doesn't even need to happen because everyone knows it's an issue and everyone's on guard for it. Like, can you imagine? Like, if we were all like, "Oh, no, no." You know, "She is not gonna be talked over," or "His idea is not going to be dismissed," you know? "And I'm gonna quote it, and I'm gonna bring the attention back to him and, you know, his idea." It's like the women in the Obama cabinet. I love that story, where they literally decided, like, that this was not gonna happen anymore, and they all banded together and made the plan.Zach: Yes, I loved that.Jennifer: And then they went into--I know. And then they went into the meeting, and they all, like, echoed each other's ideas and mentioned each other by name and made eye contact with other women in the room. So they sort of redirected everybody's attention. I'm still--believe it or not, if I go into a meeting with my male colleague, they will talk to him. Like, it still happens to me. Oh, yeah. And I'm a CEO, and he works for me, you know? [both laugh] So yeah, it's still a thing. And he's really good, because he'll, like, redirect back to me. Zach: "Um, actually, Ms. Brown, what do you think?" [laughs]Jennifer: Yes. Well, he'll say, "Well, as Jennifer always says," right? "As somebody who is an acknowledged expert." I love that. [laughs] But yeah, we need to do that [?], and that would be nirvana. So I really talk about that a lot in my book. Like, the emotional labor of having to ask for help, I really, really wish more of us would know that help is needed. Like, we would know the data. We would know the research. You know, for God's sake, like, read the McKenzie report on women that they do every year. Zach: Oh, it's so good.Jennifer: Yeah, it's so good, and you'll realize that women of color have different headwinds than white women. Just that, you know? And if you go into meetings and you see this dynamic and you have any level of privilege, any level of positional power where you're listened to in a different way, you need to activate that so that you change those numbers and those outcomes. Like, you must do that. And it's such a small thing. This takes two seconds. Like, that's the thing when people are like, "Ugh, inclusion takes so much time, and I'm so busy, and I don't know how--it competes with the business priorities, and I have a long list, and, like, I'm already strapped for time." All of that--I don't think this takes a lot of time. It just takes a moment of attention to [bias?] your own others, a quick conversation to check in with somebody, a request for feedback, a "Hey, you know, I wanted to follow up with you after that meeting." Like, "I really thought your idea was great. I want to support you. How can do I do more of that?" That, like, takes two seconds to say, and like you said earlier, it's so welcome. Like, I think that's the--people are like, "I don't know how to start that conversation." [laughs] It's like, "Most of these conversations are, like, a gift to so many people who are never asked these questions to begin with," right? So please approach me. Ask me how can you support me more differently. What could you say in a meeting? What could you say after a meeting to someone when I'm not around? You know, I think that's the other piece, right? Like, give feedback to people that look like you. Like, I always say, you know, "Men listen to other men in a very different way." And so, you know, if you've got the privilege of being listened to. You know, the messenger, not just the message, and you can take the burden off of my shoulders to have a hard conversation with somebody, to say, "Hey, that joke made me uncomfortable." Like, that's a very risky move for me to do, 'cause I--you know, that is drawing attention to my difference. I have no idea how that person is going to react. And so I really--as a woman, I really appreciate men who proactively are like, "What can I do to--" Really it's kind of protect you in a way, and it's not protect in a sort of damsel-in-distress kind of way. It is literally--like, it could be protecting an idea. It could be making sure you don't fall victim to politics in the office. It could be that I represent you when you're not in the room and I talk about how brilliant you are, you know? It's that kind of thing, because otherwise we're sort of hanging out in the wind. And one of the things I always say is diverse talent is undermentored and very undersponsored, which means that we're not--we literally aren't looked after, like, informally. We are not--like, somebody's not like, "Well, let me have that career conversation with her to make sure that she's up for that role, so that she has P&amp;amp;L experience, so that she's then positioned so she can get that promotion," because there's all of these, like, unspoken and unwritten rules that we're not privy to when you're not in the power structure. So I often task people I speak to, like, "Look at the people you mentor. Look at the people you sponsor. Do they look like you?" You know, if they do, and you are a certain demographic, like, you must remedy that. Like, you've got to be mentoring across difference, sponsoring across difference, and--by the way, it should be reverse mentoring as well. It should be mutual so that you're learning--to your point earlier, like, how are you getting your learning about cultural differences? It's in the context of these really, really important one-on-one relationships. So wherever you can power share, wherever you can be influenced or learn somebody's experience, as a senior executive, your biggest risk is that you're isolated from all of this, and therefore you're not an effective leader. You're not positioning yourself for the future. You're harming your company, because you're setting this vision every day, but you--there's so much you don't know. So, you know, I think that's a good wake-up call for people usually. And if that doesn't work, [laughs] I don't know. I give up.Zach: [laughs] I don't know.Jennifer: I'm like, "I've given you now two books to read." You know, 63 podcast episodes. You know? Come on. [laughs]Zach: [laughs] "What more do you want more from me?"Jennifer: What more do you need? It's writing on the wall. Wake up, you know? Get with--get on the train, you know, and be willing to make mistakes as we were talking about earlier, and, you know, even know how to do a good apology, 'cause, you know, I think there is a real art to a real apology. I think you said earlier [that] there's nothing worse than somebody who, like, says all the right things but, like, in this really authentic kind of faux, polished way.Zach: Yes. You know what? We're gonna have to have you back just to talk about the topic of apologizing [?]. Like, for real.Jennifer: Yeah, right? I love that apology. I mean, I love that topic. Sorry.Zach: No, no, you're good.Jennifer: But a good apology can make up for everything, and it's almost like a required skill set, particularly for those in the majority, because things are gonna happen. Like, you're gonna mess it up. You are. And so being comfortable with uncomfortable, comfortable with hard feedback, and, to me, not slinking away into the corner but saying, "Thank you so much for that, and I'm gonna try it again, and I'm gonna do it differently." Like, wouldn't that resilience be really neat to hear and see in our leaders?Zach: It would. It would be great, and I think--you know, believe it or not I'm actually a little bit encouraged coming out of this conversation. This has been really good.Jennifer: [laughs] Really?Zach: Yeah, I am.Jennifer: Oh, that's good, 'cause we talked about some cynical stuff. [laughs]Zach: We did, we did, but it was real though.Jennifer: Yeah. Yeah, it is. It's such a mixed bag, but like you said earlier, like, we're living in really interesting times of awakening, and you're right--like, I think ever since the 2016 election I would say is when so many people and so many companies were like, "Oh, my goodness," you know? MLK Jr., "The arc of the moral universe is long, but it bends towards justice." One of my favorite quotes, but guess what? We have to bend the arc. Like, the arc, it ain't gonna bend itself.Zach: Right? It don't just bend by itself. Right. [laughs]Jennifer: Like, that's the thing. So to me we've got to take that and bend it, and I think what we've realized is it's not this destiny, you know? Things aren't gonna happen without--and they aren't gonna happen because of good intentions. They're not gonna happen because we have maybe progressive values. They're not gonna happen because "Oh, I'm a male leader and I have daughters, so therefore, like, I am an expert on gender equality." No. Zach: Right. [laughs]Jennifer: No. Like, you have to do something, and you have to do something publicly, consistently, constantly. I used an example in a book of Marc Benioff, who is the CEO of Salesforce, who discovered he had a huge pay gap and literally wrote a check for $3 million, like, right away and was like, "I'm gonna gross up pay for people, because I'm not gonna let this stand another day, then we're gonna do the harder work," right? Which is rooting out, like, why did this happen in the first place. And then as he's done this--he does it every year now--they've discovered, by the way, pay gap--not just gender but ethnicity pay gaps. Not surprising.Zach: Right.Jennifer: And then they've acquired so many 10s of companies that also had pay gaps as Salesforce acquired them, and they had to do a new audit, you know, and to look at their pay gaps and, you know, gross it up. So, you know, literally there are people that are--that are just being relentless on this, because under their watch they're not gonna let this persist. And so I do see a lot of courage amongst leaders, and that leaves me really hopeful. I wish I saw it more, and I wish I saw it more publicly. I think there's a lot of really interesting conversations going on with privately with lawyers and, you know, the board and, you know, sometimes I'm privy to those, and I'm really, really heartened by the interest I see in the C-Suite. I have to say, people are getting it, and I think their question now is "How do we change it?" And that's a much harder question to answer when you're dealing with a giant organization that does business all over the world and has to contend with laws in various parts of the world, and, you know, it's hard to know where to start, and I think that's where people are at, that they want to start, and that's a relief to me. I mean, it makes my job easier because I'm not fighting the "Why is this important?" battle all of the time. I am now able to--we're able to, like, roll up our sleeves and consider, you know, "Okay, let's get started." And it doesn't need to be perfect. We're not gonna accomplish everything in the first year. I love that you want gender parity, you know, next year, [both laugh] but please don't shout that from the rooftops and promise it to your board, 'cause, you know, you have some problems, and you don't just want to fix things cosmetically. You really want to build it to last, you know? So I am hopeful too. I mean, otherwise I wouldn't be in this space. It'd be just too damn frustrating. [laughs]Zach: No doubt. Jennifer, this has been an amazing conversation, and I feel like we could keep on going, but before we go, do you have any parting words or shout-outs?Jennifer: Oh, my gosh. Well, can I give people the info about where to find me and my work?Zach: Do your thing. All of that. Let it go. Jennifer: Awesome. Awesome, awesome. Okay, so my new book is coming out August, "How to Be an Inclusive Leader." That's my second book. My first book is called "Inclusion," and it came out, as I said, in 2016. Good timing, at the end of the year. My podcast is called The Will to Change, and--I call it True Stories of Diversity and Inclusion. I've had some really amazing people on there. And on Twitter I'm @jenniferbrown. Yes, I've been on Twitter for ten years. I got my own name. It's pretty awesome. And I love--I love Twitter. I learned--like we talked about earlier--learned so much, so much, from those long threads where everybody's arguing about things. Like, read them, study them, listen a lot. You know, start to study your language and get ideas for how you should approach things. Twitter is great for that. And disturbing for all of the reasons that we know. @JenniferBrownSpeaks on Instagram, and then Facebook and LinkedIn I think I'm Jennifer Brown Consulting, but, you know, if people are interested in getting on our mailing list, please go to JenniferBrownSpeaks.com, and right on the homepage you can join. And please pick up a copy of the second book, which is really about the conversation that we had today. It's honestly about folks who are kind of sitting on the sidelines. How can you get into the fray, but in a thoughtful way, in a way that doesn't cause more labor for others? How do you get ready to apologize, because you probably will need to? [both laugh] But get in to the game, you know, even if it's in a very small way, even if it's in a private way. You know, just begin, and I think that if I could have more leaders sort of be less intimidated about the whole process and show a way forward--it's like, "Come in, the water's warm. You won't get--" "I hope you won't get hurt." [laughs] I know there might be some high feelings, but everyone is needed because the task is enormous. And so that's my goal, to kind of make it more comfortable for people to do more.Zach: So Jennifer, first of all, two things--we're gonna make sure we have all of the information in the show notes, so we'll make sure everybody goes there, and then we also on the website have our Favorite Things, and we'll make sure to have both of your looks listed as Favorite Things. So we got you. Jennifer: Oh, you're the best. Thank you.Zach: Yeah. Okay, well, Jennifer, we definitely consider you a friend of the show, and we can't wait to have you back. We'll talk soon. Jennifer: Count me in. Always. Thank you.Zach: All right. Peace.Jennifer: Peace.</itunes:subtitle>
      <itunes:summary>Zach speaks with Jennifer Brown, founder and CEO of Jennifer Brown Consulting, and they take a deep dive into exploring what diversity and inclusion means. They also talk about what it really means to be inclusive as a leader, and Jennifer shares a bit about her latest two books. 

Check out Jennifer's books! They're titled "Inclusion" and "How to Be an Inclusive Leader."
Connect with Jennifer on the following platforms: Twitter, IG, Facebook, LinkedIn
Put your name on the mailing list at JenniferBrownSpeaks.com!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach speaks with <a href="http://bit.ly/2ltnUZi">Jennifer Brown</a>, founder and CEO of Jennifer Brown Consulting, and they take a deep dive into exploring what diversity and inclusion means. They also talk about what it really means to be inclusive as a leader, and Jennifer shares a bit about her latest two books. </p><p><br></p><p>Check out Jennifer's books! They're titled "<a href="https://amzn.to/2k1kTiw">Inclusion</a>" and "<a href="https://amzn.to/2lAtclv">How to Be an Inclusive Leader</a>."</p><p>Connect with Jennifer on the following platforms: <a href="http://bit.ly/2kpEnxm">Twitter</a>, <a href="http://bit.ly/2lu8P9M">IG</a>, <a href="http://bit.ly/2lAQzeI">Facebook</a>, <a href="http://bit.ly/2ltnUZi">LinkedIn</a></p><p>Put your name on the mailing list at <a href="http://bit.ly/2luv2Va">JenniferBrownSpeaks.com</a>!</p>]]>
      </content:encoded>
      <itunes:duration>4253</itunes:duration>
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      <title>The Link Up with Latesha : Job Search Fatigue</title>
      <description>On the fifth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, touches on the subject of job search fatigue. Is it a real thing? The answer is yes. She shares a handful of helpful tips to keep your stamina up while job searching and more. 
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</description>
      <pubDate>Sat, 31 Aug 2019 06:00:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Job Search Fatigue</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>112</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f81ce694-f2a4-11ea-88c4-4743ae6f5418/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the fifth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, touches on the subject of job search fatigue. Is it a real thing? The answer is yes. She shares a handful of helpful tips to keep your stamina up while job searching and more. Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBTRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha. I am your host Latesha Byrd, and this podcast is for young professionals that need some real deal advice, tips, and resources to navigate corporate America and dominate their career. So if you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you are in the right place. I'm here with Living Corporate, and today we're talking all about job search fatigue. Is it a real thing? The answer is yes. Job search fatigue is real - so, so, so real. So I want to give you all some tips on how to keep your stamina up during the job search. Some of you may be in the midst of looking for a job right now, and I'm sure you may be ti-red. After filling out 100 job applications, you finally get that one interview--and yes, it may take 100+ applications to get that one interview. And then check this out - by the time you finally get that interview, you're already worn down and tired and have no energy for the freaking interview. [laughs] Has anyone been there before? I know that I have. So job search fatigue is most definitely a real thing, and unfortunately it happens to the best of us. You can be extremely educated, qualified, great skill set, and still have to put in application on top of application on top of application just to get one interview. I really, really wish that this process was easier for all of us, but I think it is important to find healthy ways to cope with handling the job search and to understand that for some of us it takes a shorter time to find a job and for others it takes longer. As a career coach, I've had clients that have landed jobs in just a couple weeks to one month to even six months. So the first thing that I want you all to think about, especially if you are looking at jobs or applying to jobs right now, is identify what's causing that fatigue. Where is it coming from? Can you pinpoint the issue? Maybe, just maybe, it's the time of day you're applying. You know, if you're working a 9-to-5, and you come home from work and you just jump right into applying for jobs, you're probably tired from work and not really taking a break from getting off of work to going home and relaxing a bit before jumping into it. Or are you laying in bed, you know, up until midnight, 1:00, 2:00 in the morning, just scrolling the job boards on your phone? So that's something to think about. What is the time of day that you're applying? Can you maybe apply to jobs before you go to work? Or maybe, you know, during your lunch break. Not at your desk. [laughs] I know how some of y'all do. Y'all be right at the office, at your desk, applying to jobs. [laughs] Maybe you're spending too much time. Maybe you're spending too much time applying to jobs. Yes, there is a thing as spending too much time applying to jobs. I'll talk about that in just a few moments. Maybe you're getting a lot of no's, you know? Maybe you're getting really discouraged and that's what's causing that fatigue. You're getting no after no. Sometimes you're not hearing anything back, or maybe you're hearing back from a job you applied to 2,000 years ago, right? And that can be extremely disheartening and discouraging. So I want to give you all some tips, just a few tips, on how to make this process just a little more easier. The first thing you want to do is you want to get organized in your job search. So when you're ready to start looking for jobs, when you have decided "You know what? I'm tired of this job that I have right now. I'm ready for something new, so let's do this thing," what is the first thing you do? Is the first thing you do go on these job boards and start looking at jobs and putting in applications? No. [laughs] The answer is no. You have to get organized first. When I say get organized first, I mean making sure you have the basics, right? Like, the basics that you have to submit for your application. That is your resume. If you need a cover letter--I do recommend cover letters as a career coach. It doesn't hurt to include one. They're not going to not give you the job if you don't include a cover letter, but most definitely the resume. You'll need to make sure your LinkedIn profile is updated, and you need to have an elevator speech, or what I like to call your career brand, identity, or story. Who are you? What about your experience makes you stick out amongst all the other candidates that are likely applying to the same job as you? But this is the most important thing you can do before you really jump right into the job search - know what jobs you actually want to apply to, and get specific. Get specific. For example, if you are in the, you know, finance industry, there is a million to one different types of jobs that fall under finance. [laughs] So it's important to know specifically what type of jobs that you're interested in, because if you just put in the keyword search "finance jobs," okay, you're gonna be getting a little bit of everything. So can you get more specific? Financial analyst. Maybe there's a specific type of financial analyst. Maybe you want to do financial planning, financial reporting. So it's important to think specifically about those job titles and those key words that you want to search for. If you want to even get more specific, maybe there's specific industries that you want to focus on. So if you can narrow it down, it's going to be super important. And another example is if you're in HR, there's a million in one jobs in HR as well. So do you want to be an HR generalist? Do you want to be in diversity, inclusion, and equity? Do you want to mostly focus on compensation and benefits? You know, these are things that are really important to know. How specific can you get? So once you get organized, you want to stay organized. What I mean by that is keeping up with your job search, with the jobs you're applying to, keeping track of your progress. One thing that I have my clients utilize during their job search is a job search tracker. Essentially, that is a spreadsheet--who doesn't love a good spreadsheet? [laughs] A job search tracker is a spreadsheet--or maybe you could use, you know, Google Docs or Microsoft Word or, you know, just something that will help you to keep up with the jobs you're applying to. The type of information that you will want to keep up with is the job title, the company name, the date you applied. You need to actually save the job description down, you know, like, in your own files. Copy and paste it into a Google Doc, a Microsoft Word document or something. Don't just bookmark the job description, because--and I may have mentioned this already, but what could happen is--let's say, you know, a company's only taking up to 100 applicants. Once they get that 100 applicants, they may close the job board and the job posting is down. So make sure you save it in a separate--in a separate file or folder for yourself. Anyways, in that job search tracker you'll have company, job title, date you applied. If you know the recruiter's contact information, keep up with that as much as possible, because what you don't want to happen is the recruiter calls you and says, "Hey, Joe. You know, I'm a recruiter with Such-and-such, and we're calling you about this job that you applied to," and then you've already applied to, like, 50+ jobs in the past day, so you may be on the phone like, "Uh, wait... who is this? What company? Can you tell me the job again?" [laughs] Right? That is definitely a turn-off to a recruiter. I'm a former recruiter, so I know. And that could be a sign of lack of interest if you don't remember. And I get it. Sometimes we're just out here applying to jobs because we just need a job, but you do definitely want to stay organized. You know, the other thing that you'll want to keep up with is your contacts, your relationships. Think about who's in your network, and go directly to the decision-makers, recruiters, the hiring managers, folks in HR that maybe know the recruiter. Or if you have a good referral at a company, that's great as well, but definitely start to keep track of, who you're talking to, what company they work for, what they do. Did they say they would put you in touch directly with someone? Do you need to follow up with them in a week or in a couple of weeks? The accountability is on you. It's not on your referral. So you definitely want to just know who you're talking to when you're talking to them and keep up with when you need to reach out and follow up again. You know, maybe you could include a reminder on your calendar to say, "Okay, let me make sure I touch base with Such-and-such at this company on this day." Put it in your calendar, right? So after you stay organized, or as you continue to stay organized, I want to talk about utilizing job boards. You don't need to use 10 different job boards. I promise you they may all have the same jobs. If you see that you're looking at the same jobs over and over and over again, it could be a few different things. Do you need to look at Indeed, Monster, Career Builder, Glassdoor, all of these sites? Do you need to look at all of them, or can you narrow it down to maybe two or three job boards? My personal favorite--well, I have two personal favorites, but my first personal favorite is Google. This is a new job board tool that they rolled out maybe just over a couple of years, where you can actually search in your Google Search bar the job title, the city, and it essentially will pull jobs from various job boards, that way you're not spending all of your time looking at multiple job boards. Google's great, and of course I love, love, love LinkedIn, because on LinkedIn it's going to connect you or show you who you can connect with who works at that company. So now that we've talked about utilizing the job boards, let's talk about alerts. Do you need to set up daily alerts, or do you need to set up weekly alerts? I promise you that these jobs are not going to grow legs and run away. Setting up daily alerts, especially if you're using multiple job boards, can be a little bit overwhelming, so maybe you set up daily alerts on just one or two job boards and maybe weekly on another, just to make sure that you're not missing anything. But just be mindful of that. The other thing with job boards is that you can search usually by two methods. You can search by relevance, and you can also search by date posted. If you find yourselves seeing the same jobs over and over and over again, maybe change your search from relevance to actually date posted. Depending on the job board that you're looking at, you can also search by jobs posted in the last 24 hours or in the last 48 hours. So that's something to think about. Next is find a hobby or launch a side project or learn a new skill. Just do something else outside of solely searching for jobs, or you will drive yourself crazy. It is important to have balance in this process, so find something that you actually enjoy doing that will allow you to take your mind off of the search just for a little bit, maybe even if it's volunteering. And get off of the computer. Go meet some folks in person. Do you ever sit in the house too long? I know that I do that, especially being an entrepreneur where I can work from wherever I want and I don't feel like going into the office. I may work from home three or four days in a row, and then I start to feel crazy because I need to be around people or I need some sunlight. [laughs] So get off the computer. Go meet folks in person. Get out of the house. Set boundaries with yourself. Give yourself certain times to apply to jobs. You don't need to look at jobs every second of the hour, and you can become obsessed with this to a point where it is unhealthy. Maybe there are certain locations in your home that you do not search for jobs in. I know for me I try really hard--[laughs] key word is try, but I try really hard to not work if I'm dead. You know, so when I get up, I make my bed, and--especially when I'm working from home, you know, I'll get dressed. I'll sit at my desk or at my table, and that is where I will work. So definitely set those boundaries with yourself. And then most importantly here is days. Take some days off. Like I said, these jobs aren't growing legs and running away from you. I guarantee you if you take one day off, even two or three days off, you won't be missing out on a job. Now, if a company is really posting a job and they take it down in 24 hours or in 48 hours, that probably wasn't the best job for you, but I promise you most of these companies out here are not putting jobs up that quick and taking them down. The only time where I've seen where companies have put up a job like that is because they have to do it for compliance reasonings and they may already know who they actually want to give the role to. So set those boundaries with yourself, as well as with those days. Make sure you take mental health days. Give yourself time to recharge, re-energize, refresh. Don't rush the process or stress yourself out. I promise you your job is coming, and when that job comes, you will know. So please be patient, be strategic, and--most importantly--stay positive. So that is all I have for today. Hope you all enjoyed it. If there's ever anything that you want me to talk about on here, from anything--career development, professional development, personal branding-related, feel free to reach out to me. You can find me on social media at @Latesha_Byrd. That is L-A-T-E-S-H-A underscore Byrd. Well, thank you all, and again, this is The Link Up with Latesha and with Living Corporate. We'll see you next time. Thanks.</itunes:subtitle>
      <itunes:summary>On the fifth entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, touches on the subject of job search fatigue. Is it a real thing? The answer is yes. She shares a handful of helpful tips to keep your stamina up while job searching and more. 
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifth entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, touches on the subject of job search fatigue. Is it a real thing? The answer is yes. She shares a handful of helpful tips to keep your stamina up while job searching and more. </p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p>]]>
      </content:encoded>
      <itunes:duration>1285</itunes:duration>
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      <title>Tristan's Tip : Why LinkedIn Is So Important</title>
      <description>On the twenty-ninth installment of Tristan's Tips, our special guest Tristan Layfield walks us through why LinkedIn is such an important platform for the modern professional and anyone trying to get into or grow within their field. He also shares a handful of statistics that help illustrate that fact.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Thu, 29 Aug 2019 08:15:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Why LinkedIn Is So Important</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>111</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f838db88-f2a4-11ea-88c4-231b8ba4d600/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twenty-ninth installment of Tristan's Tips, our special guest Tristan Layfield walks us through why LinkedIn is such an important platform for the modern professional and anyone trying to get into or grow within their field. He also shares a handful of statistics that help illustrate that fact.Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: What’s going on, y' all? It's Tristan Layfield of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week let’s talk about why LinkedIn is so important. Over my time doing this work, I’ve noticed that prior to working with me, many of my clients never fully understood LinkedIn and how it can help them. But if you talk to any career coach or resume writer they are going to tell you that you not only HAVE to be on LinkedIn but you have to have a BOMB profile and engage throughout the platform. So let’s walk through a few of the reasons why LinkedIn is so important. LinkedIn is the largest professional networking site on the internet boasting around 610 million members with around 121 million of those members using the site daily. According to a UMass Dartmouth study, 92% of Fortune 500 companies use LinkedIn. And LinkedIn states that there are around 90 million senior-level influencers and 63 million decision makers that use the platform. Based on those stats alone, I think it’s pretty clear that LinkedIn is a great place to not only grow your network, but your overall brand and thought leadership. No matter what company you want to work for, there is more than likely someone on the platform that works there or has worked there and that person could be a resource for you during your quest to land a job.To take this a little bit further, according to Jobvite, 77% of recruiters use LinkedIn for their social media–based recruitment efforts. While that number is down from 92% in 2017, that is still a TON of recruiters who are scouring the platform to find the perfect candidate for the jobs they’re trying to fill. You can easily miss out on all of those opportunities if you aren’t on the platform or if your profile isn’t updated often! Now, the last point I’m going to make is that LinkedIn is not only a networking site but it has its own job posting board with over 20 million jobs. There are also job search filters you can take advantage of to narrow your search by industry, function and experience. LinkedIn can also help you discover new jobs with instant job notifications, job title highlights and salary tools. Not to mention, quite a few jobs allow you to apply using your LinkedIn profile so you can say goodbye to all those crazy long job applications! Another great feature that many people aren’t aware of are the job seeking settings that LinkedIn has that allow you to let recruiters know you’re open to opportunities in various ways. I know I’ve thrown a lot at you, but these are only a handful of the reasons why LinkedIn is an important platform for the modern professional and anyone trying to get into or grow within their field. If you want to discuss how you can make your LinkedIn profile work for you, book a free consultation with me and let’s chat! This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook at @layfieldresume or connect with me, Tristan Layfield, on LinkedIn!</itunes:subtitle>
      <itunes:summary>On the twenty-ninth installment of Tristan's Tips, our special guest Tristan Layfield walks us through why LinkedIn is such an important platform for the modern professional and anyone trying to get into or grow within their field. He also shares a handful of statistics that help illustrate that fact.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-ninth installment of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> walks us through why LinkedIn is such an important platform for the modern professional and anyone trying to get into or grow within their field. He also shares a handful of statistics that help illustrate that fact.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p><br></p>]]>
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      <itunes:duration>363</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Inclusive Leadership (w/ Tamara Fields)</title>
      <description>Zach speaks with Tamara Fields, the Austin Office Managing Director at Accenture. She details her career journey to this point and offers her perspective on how organizations can make conversations and examinations around gender more intersectional and inclusive.

Connect with Tamara on LinkedIn and Twitter!
Search open positions at Accenture.com.
Check out Accenture's Inclusion and Diversity Index!
Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube</description>
      <pubDate>Tue, 27 Aug 2019 08:22:00 -0000</pubDate>
      <itunes:title>Inclusive Leadership (w/ Tamara Fields)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>110</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f86a16b2-f2a4-11ea-88c4-430147a519f3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach speaks with Tamara Fields, the Austin Office Managing Director at Accenture. She details her career journey to this point and offers her perspective on how organizations can make conversations and examinations around gender more intersectional and inclusive.Connect with Tamara on LinkedIn and Twitter!Search open positions at Accenture.com.Check out Accenture's Inclusion and Diversity Index!Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTubeTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate. Now, look, I've got some good news, I've got some great news, then I've got some sad news, okay? So if you didn't know, Living Corporate has been partnering with Accenture to present to y'all a leadership series, okay? These are the most experienced North American black and brown managing directors, okay? This is what I'm saying. If you look at North America for Accenture, and you were to say "Hm, where are all the executive leaders who are black and brown and, like, who is the most senior in that group, and what are their stories?" Living Corporate would be able to say, "Oh, you mean these people right here? We got 'em." So that's the good news. That's the great news. The sad news is this is the last entry for now of this leadership series, okay? And my hope is that you--first of all of course you listen to this one, but [that] you'll listen to all of them, because we've been honored to have some amazing guests, and our last guest is no less amazing - Tamara Fields. Tamara Fields is the Austin Office Managing Director at Accenture, where she is responsible for bringing innovation to clients, recruiting and retaining top talent, and strengthening Accenture’s relationship with the community. She has over 20 years of experience in the health and public service sector, driving creative, strategic, and transformative solutions for federal and state government clients via multilateral project management, contract management and HR and financial transformation. My goodness, gracious. Sound Man, give me the Flex bomb. Just give it to me right here. [Flex bomb gets dropped] My goodness, gracious. An advocate for inclusion and diversity, Tamara serves as the U.S. co-lead for Accenture’s women’s employee resource group and the inclusion and diversity lead for the Accenture office in Austin. Tamara also serves as a coach and mentor in and outside of Accenture, helping people find their voice and preparing them for career advancement. She speaks at conferences and summits, like Culturati and Texas Conference for Women, and was recognized with the 2018 Central Texas DiversityFIRST award for her commitment to I&amp;amp;D. She is Accenture’s executive recruiting sponsor for her alma mater, the University of Texas, and sits on the Red McCombs School of Business Advisory Council as well as the boards for the Texas Conference for Women and Paul Quinn College, a historically black college in Dallas. So shout-out to our historically black colleges in Dallas. So I'ma go ahead and put the air horns right here [they drop], and I'ma give you that Cardi B "ow" right here as well [Cardi B “ow”], because shout-out to y'all. Love y'all. Now, look, with that being said, the next thing you're gonna be hearing is the interview that I had with Tamara Fields.[pause]Zach: Tamara, welcome to the show. How are you doing?Tamara: I'm doing great. Thanks very much. I appreciate being on.Zach: Oh, yeah. No, no problem. Look, for those of us who don't know you, would you mind sharing a little bit about yourself?Tamara: Of course. I'm just a Texas girl. Born and raised in Austin, Texas, which I feel like [?] is a unicorn--[both laugh]--with how Austin has grown, but yeah, I'm from Austin, Texas, and I currently work for Accenture. I am our Austin office managing director, so I'm responsible for our Austin office, and I'm also a key executive and managing director in our health and public service practice. So that means I spend quite a lot of work working with non-profits and higher education and with states. I went to the University of Texas at Austin, so I am a Longhorn - to all those proud Longhorns out there. And I think that's probably my quick summary on myself.Zach: Well, you know I gotta go ahead and give you some air horns for all of that, 'cause that's an amazing profile. [I drop 'em]Tamara: Ooh, I like the air horns. Can we have more?Zach: Oh, yeah.Tamara: [?]Zach: Oh, I got way more sound effects. I was trying to say--'cause this is what I'm trying to do. So as a side-note, Tamara--so, you know, Living Corporate has been around for a little over a year, and we add sound effects on the backend, but what I'm trying to do--we've got a soundboard now, so I'm over here trying to, you know, mix it up, add a little pizzazz. I was telling Rah that the last interview [that I was], you know, just trying a few different things out. So, you know, you may hear a few different things as they are appropriate in this conversation, okay?Tamara: Well, appropriate is always very important, so I appreciate that.Zach: Timing is everything.Tamara: And I will not be alarmed by your sounds, all right? Because I believe in disruptive innovation, so let's see what we can do.Zach: Oh, look at you. Look at you flexing. I see you now. Okay, all right. All right, now I'm activated. I appreciate that. [both laugh] So you've been with Accenture for over 20 years. Two sets of 10. Two.Tamara: Yeah. Are you trying to make me feel old? What exactly--[laughs] Yes, yes. Two sets of 10. Thank you, Zach. [both laugh]Zach: No. Well, the reason I bring it up--not to make you feel old. Can we talk a little bit about your journey and what it's looked like for you not just to survive but thrive in consulting, right? Because I've seen--in my experience in consulting and outside of consulting, black professionals--black and brown professionals, a lot of times they will get right up to either that manager or senior manager level and just kind of stay there for a while, and so it's rare--that I've seen, in my experience--many of us break into, like, the true executive-level leadership, and so--you know, it just seems like such a hyper-political space. I'd love just to hear about what your path has been.Tamara: Yeah, absolutely. I mean, I think it's very interesting. I mean, I think one of the very first reasons why I came to work for Accenture, which at the time was interested in consulting when I graduated, was because I saw people who looked like me. It's really that simple. I initially had a marketing background, so I wasn't even in the technology space at all, or the consulting space. I wasn't focused on that. And one of my friends signed me up, and I went to an interview, and as I was going through the interview process, I started to run into individuals and greeters that they had there, and a couple of people who were friends of mine, who had graduated a couple of years before, were like, "Come on, Tamara. Come try this out." So I did, and it's been interesting to me, because I think that that aspect is what's really helped my career. I think that consulting can be intimidating. There's a lot of work associated with it. You're always having to spend time to stay up on trends and skills and capabilities and technology, and you're always in learning mode at the same time as you're guiding your clients, but what I found most intriguing about it is the fact that it's not a product, it's about people, and it's a team-based activity, and I think, for me, that was important, because I like connection with people. And so I think what's really helped me navigate my career, to be honest with you, has been relationships, right? It's a diverse world, and I think you have a lot of opportunity to own your path and own your career, but you have to do that with having the right people with the right opportunities with your right skill set, and those three things have to match up, and early in my career I didn't really understand that. I thought if you just worked hard, surely you're gonna get patted on the back and get promoted. [laughs] So very quickly you realize that's not the case, and so I really had to learn a couple of key points that I'll share. One is advocacy. It is important, right? And understanding your contribution and what you bring to the table and being able to articulate that, not in a boastful way, but in a way that helps everybody understand the work that you're performing and how you're contributing. That's important, and that was [anti?] to my culture and my world, right? I was raised in a very--in a background that believed in servant leadership. You know, if you do a good job, that's good enough, right? And so it was really hard for me to advocate and really to tell my story and be able to represent my story. And the second thing that was important is you need relationships at all levels - those that work for you and above you, and understanding the ecosystem that you work in, the organization structure that you work in and understanding the key players in that are important, and you need to take the time to understand where you work, how you work, who you're working with. You need to understand how they contribute and leverage that network, and I know people utilize "network" very freely, but it's exceptionally important. Like, you have to have sponsors or a key sponsor, and that sponsor is only a sponsor if they are well-positioned in the company to be able to advocate on your behalf. So that goes back to that first statement of advocacy, and so I had to learn how to navigate that, and I had to learn how to navigate that with individuals who didn't look like me, right? Because when I first came into the company there were a lot of African-American females, and even now, right, that's something that we're committed to, and I'm really thankful to work for a company that's committed to inclusion and diversity, but overall in the technology space, the percentages of African-Americans or Hispanics or women, right, that's still a number that has to grow, right? And so the reality of that means I have to have mentors and sponsors who may not be my makeup, but they're still committed to my success, and I had to learn how to get past my own unconscious bias to reach out and to leverage them and leverage those relationships in telling my story to navigate my career to success. And that was hard for me on multiple levels, one because we all suffer from impostor syndrome at some time. We all doubt ourselves. I wasn't used to talking about myself in that way. Learning how to establish relationships differently, at different levels and in different ways, and so I really had to embrace that in order for me to see, you know, my career path grow.Zach: Wow. So look, you know, it's been a theme, right? I've been talking to y'all, and when I say y'all I'm talking about y'all Accenture MDs. And so I keep on dropping this Flex bomb, but I gotta do it again. [Flex bomb sfx] You know what I'm saying? 'Cause golly. You're dropping real stuff. But, you know, jokes aside, it all boils down to vulnerability, and that's hard, right?Tamara: So hard. [both laugh]Zach: It's hard to practice vulnerability with folks that look like you, let alone folks that don't look like you, especially if you've been burned a couple times by some of those folks who don't look like you. Then it's like, "Well, dang, okay. Not only are my feelings kind of hurt, I also need to figure out a way to preserve myself. So what does it look like for me to just exist here," you know what I mean? So I definitely understand, 100% agree, with every point you made, and I just--[coin sfx]--you know, I just want to--I really do appreciate you sharing those points, because it is true that a lot of times, like, we--I'll speak for myself, 'cause your point around servant leadership resonated with me. That's definitely, like, my background as well. It's, like, the whole just "Okay, look, lead with humility. Look out for those before you look out for yourself," and that framework, while I'm not saying it isn't--I still believe in it, but it creates challenges in spaces where everyone is so very much so looking out for themselves. So what does it look like to practice servant leadership, but at the same time tactfully, professionally, honestly advocate for yourself? Like, those are--that's a hard balance to find, you know what I mean?Tamara: It is, and I think what we think is sometimes they have to be mutually exclusive, and that's not the case, right? What I had to learn was--and I was actually coached on this. And this was hard, right? I was very used to always saying "we did this," and "we did this," and "we did that." What they really want to understand [is] "What did you do, Tamara, as part of this collective," you know, success or project that you're talking about. Because they understand that you didn't deliver the project by yourself. [both laugh] [?] leadership, right? What they're trying to understand is what piece of the pie did you have, and how did you influence that? What ingredients did you add into that pay to help that pie taste wonderful, right? And so I had to learn how to use the word "I," which was hard, and at the same time use the word "team." So I would have to say things like, you know, "I directed the team to do this, and this is how the team executed this." You know, "We set up this collaboration method or this design session," you know, and "I facilitated that, and the team came up with some really innovative ideas. I helped the team work through how to deliver that." You know, "I delivered these pieces of the effort, and I honed this client relationship, and I helped the client interact with these team members in this way." But it was really about making sure that we clarified how I personally contribute, and then at the same time also talk to the team objective. So you can do both, and I don't--and I think that's where people miss, right? It's not to negate what the team does, but that team is working for you. [coin sfx] They're helping you be high-performing. Absolutely give them credit for that, and you need to definitely talk about that, but you're a part of that team. You're directing that team. You're providing leadership to that team. Those aspects of what you're doing shouldn't be ignored, and you can share that and still share in that team's success, because your success is the team's success and vice versa. And so recognizing that fact I think was key in my ability to start understanding how to speak to how I contributed and how the team contributed and how we did it together.Zach: Amen. Come on, now. You know what? And something else can we talk about for a second is--'cause you talked about using the word "I" and, like, what it is you did. Can we talk a little bit about--in terms of looking to progress and thrive in these corporate spaces as a leader, as a person of color, as a--let me be more specific, because sidenote--and we're gonna get to this later in the questions--Tamara, does it ever annoy you when people use, like, the term "person of color," like, as a catch-all as opposed to being more explicit and saying, like, "black and brown?" And it's okay if--I'm just curious.Tamara: That doesn't bother me so much. I just think that what--what probably bothers me even more than that is I think that people should not be afraid to use terms, right? I am an African-American, and if you're concerned about what to ask, then ask me what my preferred term is and I'll share it, right? Because I think it's important to put out. It's just in the same way that when people say "I don't see color." I don't understand what that means, right? Because the reality is I am a person of color. I am an African-American, I am a woman, and I don't want to ignore these facts. They bring uniqueness to my personality, being a female, being an African-American, being a Texan, being a UT grad. They're all just aspects and characteristics that I bring to the table that I think is unique, and that's what brings that innovation to the conversation. So you don't need to ignore it, and a lot of times, if I'm presenting at an I&amp;amp;D conference or any type of meeting, I will say that just right off the bat, because sometimes you just need to take out the concern, the tension, the fear around these conversation points. I think it goes back to being authentic. You know, early in my career, it was hard for me to fully embrace some of these topics courageously, right? And I had to come to my own place of "This is who I am at 100%," and I had to represent me, and if I'm going to be an authentic leader--and I really think when I made that shift is when I actually started to see a lot more success a lot faster in my career, because I fully embraced who I was. And that doesn't mean everybody has to like it, but they need to respect it and understand what I bring to the table. And so I thin kit's really about the fact that you need to know who you are, fully accept who you are, bring that fully all-in from an authentic point of view, and you're gonna have success when you do that.Zach: I love it. So I paused and asked you a side question before I got to my real question. So my real question is can we talk a little bit about, as a leader, why it's important to make sure you're doing the right kind of work, and I share that because for me--I'm a newer manager. I've been a manager, like, maybe two years or so. I think this will be my second year just being a manager. I was coming from another firm. Now I'm at a new firm as a manager, and coming into this new firm, I've been--I've got the feedback that, like, "Look, Zach, as a manager--as a leader, your job is not to quote-unquote get things done. Your job is to actually lead the team." And so I know for me, I think just the way that I--maybe just my background, how I've been coached, I've felt like there's always been a pressure to prove myself and show that I'm actually doing something, as opposed to what does it look like to actually facilitate the team and drive results through the team that I'm leading. Can you talk a little bit about, like, your journey in pivoting from being, like, a person who just got a lot of tasks done very well to really influencing and driving results for a group of people?Tamara: Yeah, absolutely. I mean, I think I've had-- I think I've had two major what I would call crossroad points where that occurred, right? So just like you, when you, you know, made that point, from consultant to manager, you're--you know, and those are terms we utilize in my Accenture consulting world. It's that difference of you're part of the team and you're doing the work to you need to direct what the work and strategic vision needs to be, and you need to own that and direct the team and manage that, and manage the deadlines, the deliverables, et cetera. And I think really what that is about is understanding that you can't do all things and you need to prioritize your time and be effective, and it's hard for you to provide proper oversight to the team and manage the quality deliverables they're generating if you don't do that. What really helped me is, you know, we have various trainings, right? And we talk about what it really means--what are the expectations of a manager versus a team member, right? And I think that a lot of times we get these promotions, we don't always spend the time to understand what are the requirements and the new expectations for that new role. And so the first thing I would tell people is you need to just be straight up with your boss. "Help me understand what you expect." [laughs] "What do you expect me to do?" And when you start to write that down, then you've got to th ink about how you're gonna deliver that, and if you start to deliver that and you're at 80 hours a week, then you know somewhere there's a problem.Zach: You're absolutely right.Tamara: It's that practical at times, right? The other thing I would say is you--I believe in this mentorship concept and having people above you who can see how you're working and what you're doing, because sometimes we don't see, and you need to constantly be getting the 360 feedback, right? I believe in the 30/30, right? 30 days and 30 minutes, right? And you need to ask your leadership, right, "Am I operating at the level you expect? Where do you see those changes? What do you want me to do less of and more of," right? And you need to be asking those questions on a regular basis so that you're learning through that, and then you need to observe those above you, what they're doing, how they're doing it, and how they're working, right? It's a natural inflection point that when you switch to leadership you've got to delegate more. You've got to trust your team, and you've got to be able to balance when you dig in and when you don't, and you need to have the time available to dig in on the real issues and ignore the rest, and you can't do that if you're not at that right level of ownership, oversight, and digging in, right? But if you're always in the weeds you can never see--you know, if you're always in the trees you can never see the forest, right? And so you have to work on that strategic view. The second inflection point, which was really a bigger one for me, was really when I switched to becoming a managing director, and what was interesting about that was not so much about the work, because as a senior manager at Accenture, you're already managing pretty large teams and pretty large efforts, and they did a good job in giving us trainings. We even have special inclusion and diversity trainings for African-Americans and Hispanics. You know, we're very committed to that, and so, you know, I felt like I had plenty of exposure and understanding and coaching and development and leadership training, right? What I hadn't always understood is that [soft?] skill change that has to happen as you move up that ladder, right? [laughs] By nature I'm very direct, and, you know, how you have conversations at one level versus how you have to the conversation when you are truly in charge, leading an entire portfolio or a set of work or a set of people's shifts, and sometimes you do need to be more sensitive about how you share and communicate information and how you interact with individuals, because there's an expectation there of leadership that comes with that. And so, you know, when I first kind of made that transition, I was still somewhat operating in my previous, you know, method of operation. And I had a sponsor come set up a meeting with me, and I didn't know what--I thought we were gonna talk about this one thing and he was like, "Hey, Tamara, I've noticed something," and what was good about that is we already had the relationship. We already had the relationship, so he already knew he could setup the meeting. And because we had the relationship and because he was one of my sponsors, he just really wants me to be successful, and he knew--and because we had that established relationship, he knew he could have a direct conversation and say, "Hey, I don't think you handled this meeting correctly. You're now X. This is how I would expect you to handle the meeting. You need to think about that." And it was really hard, it was really impacting, but it was right, and so it really helped me to make that soft skill adjustment that I didn't even realize needed to happen. And when you have the right people in your world, and the right relationship with them, they're gonna help you be successful in that way.Zach: No, I love it. And it goes right back to what you were saying at the top, right, about relationships and trust and vulnerability, right? Like, if there wasn't a focus--if there wasn't that time spent in the beginning building those and practicing vulnerability and building those relationships, then you may not have had that conversation.Tamara: That's exactly right, and I think that hurts a lot of people because vulnerability is important, and you have to be willing to be humble. You have to be willing to be [?], to receive constructive feedback, and you have to have the kind of relationships where you are allowed and able to do that exchange. You know, I think that what people would say about me is honesty and authenticity matters to me 100%, and I tell them from the get-go, like, "I want to know. I can take it. I want to hear. Help me to understand, help me to grow, help me to be better," because the reality is I don't know all the answers. I don't know how to execute always and always in all positions, and I don't [?]. I need to still--you should always be in learning mode, and you should always recognize there's someone to learn from and something to learn about.Zach: Absolutely. So I think this is actually a really good transition point to my next question. You know, in your Essence Magazine feature--[Cardi B "ow" sfx]--you share a bit about how you've made it a part of your role to champion diversity.Tamara: Oh, yeah.Zach: Okay. So now, Tamara, so--you know, you don't know me, I don't really know you like that, but I'ma tell you - I'm a pretty gregarious person, and in a part of that gregariousness comes an ability to build relationships and have a lot of real talk sessions with black and brown senior leaders, right? So I've spoken to quite a few of them, and they're nervous about championing diversity because they don't want to be pegged as the "black person whisperer," or pigeon-holed in a space that is like, you know, away from business. So what are your thoughts on that, and how do you combat that perception?Tamara: Yeah. I mean, I think it's a fair concern, and I think you always have to [?] for the company you're in. You know, for myself--let me just tell you straight up that I am passionate about inclusion and diversity period, and it doesn't matter what everybody thinks about it or how they--you know, if there's gonna be a negative or positive perception. I think that you have to do what is right for you and what is your moral code, and I believe that I have that responsibility, right? I was the, you know, first African-American female to be an OMD, right? The first female to be an OMD in the Austin office, right? I was one of the first black females to be promoted in Texas even, into a managing director role. I absolutely have a responsibility to represent and push I&amp;amp;D so that other people can see me, and if I'm not out there, you know, present for them to see, then they may not believe that that's an opportunity in this company, and I want them to know that it is, right? Because if I can get there, so can you. And so I just feel like--I feel very passionate about that. I'm not blind to that concern, right? And so I think the difference for me is I am in the business, right? I'm still managing a large portion of our business. I have a responsibility for a large, you know, P&amp;amp;L revenue responsibility, profitability responsibility, and I feel like I can do that job and still manage my career success and be committed to inclusion and diversity. Now, I will say that it's easier for me because I work at a company that is committed to I&amp;amp;D period, right? We were the first company to publish our numbers out there in the market in our space, and that was a pretty big deal. So we believe in it. We have accountability around it. You know, I have a CEO for North America who is female who has made a commitment to, you know, gender parity across our industry groups, right? I work in an industry group where we've already hit gender parity, in health and public service within the U.S., and that's a big deal. So this is not something they shy away from. It's a part of our responsibilities as managing directors, right? We have accountability for it, and so I feel that. So I feel like I am in a position to champion something that's important to me and at the same time deliver on the business, but I think you've got to do both. In the same token, right, I have an I&amp;amp;D role in my public service entity group, because I want people to know that this is important to me and I feel I need to represent that conversation. Equally however, I have just as many conversations about the business, my skill areas, around my clients, around technology trends. So people know me for an expert in so many different ways that I'm not just I&amp;amp;D. That's never going to be the conversation for Tamara, because Tamara has put herself out there around innovation and back office and front office and public service and--do you know what I mean? So my thing is you need to have more than just that dialogue. You need to have multiple dialogues absolutely, but you can do that. Incidentally though, there was a role that was offered to me that I chose to not take that was a +1 role in I&amp;amp;D, because I said, "You know what? We need to give back to someone else, 'cause I'm going to be doing I&amp;amp;D no matter what," right? I'm going [?]--I used to be the [?] sponsor of special, you know, trainings and learnings. I'm gonna show up at the conferences I think I need to show up. I will do that. I will make the extra time in my schedule to do that 'cause I'm passionate about it. Let's make sure other people are going down that path. I wasn't interested in being an I&amp;amp;D practitioner, 'cause that's not that I believe my role was. I wanted to be a managing director in the business, and I did that. [laughs] And so now that I've done that, I see it as an opportunity to be a strong influencer about where we move in that space, how we move in that space, how we're successful in that space, and I can influence that on my teams and in every way and be courageous enough to have those conversations. And I believe we have to be courageous about what's important, because the reality is we don't have enough brown and black people, so to speak, in this space, in technology. I want to change that, right? And so, you know, that's a decision I made. I think you have to make personal decisions. But what I would challenge people is, you know, "Why would you want someone else's path to be harder or more difficult than your own path? You should want it to be better and easier."Zach: Right. No, you're absolutely right, and, you know, I love your point around the fact that having multiple specialties--you know, not that you're gonna be a jack of all trades and a master of nothing, but if you have a handful of things that you're very, very skilled at--because let's say if you are passionate about I&amp;amp;D, and then you also have these other specialties, well, then you can then weave I&amp;amp;D into your domain, because I&amp;amp;D is ultimately focused on making sure that everyone feels involved, included, and empowered, and whatever you're talking about, especially in the tech space, is gonna involve people. So it's--I&amp;amp;D really isn't, like, sequestered over to something on the side. If you have a specialty, some type of depth of knowledge in something else, it's easy to then infuse that with I&amp;amp;D.Tamara: That's correct. I think that's right, and I think that you can have a huge impact on this space by just getting to a place of leadership, right? You can have a huge impact on the conversations that are being had and making sure that, you know, the right decisions are being made and the right opportunities are being offered for all people. At the end of the day, what we believe in is inclusion, right? We have this "Inclusion Starts With I" video that I absolutely love, 'cause it's not just about gender and ethnicity. It's about so many different aspects. It's about everyone having a voice at the table, and I think that's what's most important.Zach: Absolutely, and that's, again, a really good segue. So last year you were featured on The Daily Texan, where you gave your perspective on gender equality. Now, taking a step back, what I often see is when we look at--we really do look at gender in, like, binary terms, right? We don't really consider race as an intersect between gender, and we don't often include trans identities in these discussions. What is your perspective on how organizations can make conversations and examinations around gender more intersectional and inclusive?Tamara: Oh, absolutely. So I'm a huge fan of employee resource groups. [laughs] So we have a--so it's interesting that you say that, right? So again, it's about your personal choice to get involved, but I'm the co-lead for our United States Women employee resource group for all of the United States, and it's an awesome opportunity, right? 'Cause it really gives me a landscape to do so many different, interesting things, and I have a full team underneath me as the executive sponsor. And it's so interesting that you bring this up, because this year we talked about "What are the topics out there that we want to have," right? And one of them was around this concept of intersectionality with various groups and topics that don't come up, and interestingly, like, we just scheduled a Women of Color Voices of Leadership call in July, right? And I'm gonna sit down with our North American inclusion and diversity lead, and we're gonna talk about some of the metrics that we see women of color in corporate America and what does that mean. What does that mean, and how do we address some of the gaps that we see in corporate America? What are the key concerns that are impacting them that might be different from other groups? And what can we do about it? How do we help everybody be successful? And so I think it's really about leveraging your employee resource groups to bring the conversation to the table, whether you're doing that through a national kind of Voices of Leadership call or whether you're doing that individually in your cities, 'cause we're fortunate in that we also have employee resource groups at every city location. And so we have them dial into the sessions. Sometimes they host their own sessions. We do leadership panels around these topics, and we've done them around all of these dimensions that you're talking about. And, you know, we have LGBTQ employee resource groups. We have men's. We have military. And people are really active in them, and they're very important. We do cross-pollination across our employee resource groups, with our African-American one and our Women one, because we think that's important, to have this dialogue and talk about what it means. You know, there was some really interesting national-scale stories going on last year that were impacting people, and we will do calls on them. And they're voluntary. People don't have to join in. And we can talk about "How are people feeling about that? What did it mean to come to work when that news story broke last night? How are you feeling?" Right? We think it's important to have courageous conversations and put that dialogue out there, and we do that through the employee resource groups so that 1. you recognize there's legal and HR concerns and you want to do that appropriately--excuse me--but it's the right forum, because that's where the people are and that's where the conversation should occur.Zach: No, 100%. And to your point around--I believe you're talking about some stories--you're alluding to death by police of black people and other, like, stories around--just tragedy and loss regarding black and brown folk in the media?Tamara: Yeah. Like Black Lives Matter or things around immigration, right? These are things that impact certain cultures in a very strong way and impact, you know, how they feel about--because we can act like we can completely ignore that, but we bring our whole selves to work, right? And we don't know what people are dealing with in relation to that, no different than when we talk about those who are having to provide elderly care, right? Or they're the main provider for their children, or, you know, they're dealing with sickness or illness, right? All of these matter--all of these things matter, and so we think it's important that those conversations be out there to deal with, because that helps people cope, and that's important.Zach: It is. It's really important, and I think one thing I'm really curious about--I'm certain that some organization is going to do some research and make it, like, a formal report, but there's a certain level of just emotional labor that goes into being a non--a member of the non-majority, right, in the workplace. Like, there's--you know, we've [seen], you know, on The Root and other articles in the past. We've called it, like, "Calling In Black," and we've kind it made it, like, a joke, but also there's a lot of realness behind that in that just existing in some of these spaces, existing as you are, seeing some of the things on the news, interacting in these spaces where you're one of few can be exhausting. And so I 100% agree that ERGs are a really strong help, and then also having leadership that looks like you is a help, but I'm also really just--I'm personally curious, like, just from a health perspective, what the mental toll is for black and brown folks in the workplace, because it's a--when you see some of these things in the media, folks that look like you or that remind you of a family member or remind you of yourself, that has to have some type of impact on you, you know what I mean?Tamara: Yeah. I mean, I think that all of us have these additional +1 emotional labor situations, emotional things, but I think that for myself, right--I feel like this has been our world before I even came into corporate America. So I feel like, right or wrong, people can think what they think about it. I believe this additional layer that you're speaking to, this additional burden, however you want to call it--that extra understanding that comes when you are the non-majority in a world. And I especially feel that in Austin, because--you know, African-Americans in Austin right now is, like, 6%, right? [laughs] So it's a very small percentage, and so, you know, I always went to, you know, schools that did not look like me, and I was the only one. And so, you know, and then the conflicts of that versus my weekend world with my family and my church that might be all-majority African-American, for example. I think that we always have that emotional toll, and, you know, just like anything, I leverage my family and my friends to manage against that, right? And what I have to be careful with is to make sure I'm reading situations correctly and not putting something in there that isn't, and then sometimes it really is what I think it is and how to best navigate that with either courageous conversations or raising it up through the chain, right? And we have to do that, and we can't be afraid to do that.Zach: 100%. No, 100%. Okay, so I've got a couple more questions for you. This has actually gone really well. I appreciate you. This is one of our longer conversations in this series, and this has been great. A large part of your role involves talent recruitment. Can you share your predictions about what organizations will need to do to attract talent in the next 10 to 15 years?Tamara: Oh, my goodness. Absolutely. I mean, I think--for one thing, if they haven't already, they should be spending time--there's a lot of new companies out there that consult around the new generations and what's important to them, so the millennial generation, Generation Z, Generation Y, and what's important to them and how they operate and how they make decisions around company culture, and we've already done a lot of adjustments, and we're still doing that. I mean, we're pretty fortunate in that we're a consulting firm, so it's our nature to disrupt and understand trends for the future, right? We do that with [?] trends and our technology vision, but what we have found--and we've already gotten--I've gotten a lot of training around this already, but some of the ideologies, for example, for the millennial generation is very different than a baby boomer generation or even a Generation X, and so people need to spend time in understanding that. So for example, millennials are very civic-oriented, right? The percentage that they give, whether in time or money, is a lot higher, right? Sometimes they're more concerned with short-term versus long-term benefits. So example, in the past, right, if you were talking to a baby boomer generation, you would have spent a lot of time talking about pensions or talking about retirement and profit sharing or matching and all those things. Those same type of conversations don't immediately appeal to millennials. They really want to understand how they're gonna be valued, how they're going to move through the organization. They also want to know how the organization is giving back. They want to understand the corporate culture of the organization. And that's new, right? In the past, you didn't really spend so much time talking about corporate culture, culture fit or culture add, right, but these are terminologies that are gonna be utilized today, and so, you know, that organization has to spend time figuring out what is their culture, and what is the key messaging that they're presenting in that, so that people can make an interpretation of whether or not that's a good fit for them. You know, they're gonna want to see that that company is moving and changing with the world, you know? I think--when we presented as part of--a couple of years back, our technology vision that every company was a digital company, people were like, "What? What are you talking about?" Right? But the reality of today, I think everybody understands every company--it doesn't matter who you are or what you're doing, from oil and gas to higher education, you're digital, right? Because people interact today from a digital point of view in every regard, from payroll to, you know, those who are in the service industry to those who are not, right? And so you have to have a presence socially. You have to have a presence from a web perspective. You have to have an internal presence for how you communicate, chat, with individuals. So every aspect matters, so companies have to understand that. They're gonna have to take a strong perspective on their work schedule and their flex schedules, you know? We have fully embraced truly human at Accenture, and I think that that's important, right? It's important for us to have flex schedules. It's important for us to have paternity leave. It's important that we have, you know, extended [?] maternity leave considerations. These things matter to the millennial generation, and they ask. They want to know, as a company, what are we sponsoring at a national level from a corporate perspective? What are we doing on the local level from a corporate perspective? They want to understand how you're going to train them and keep them up to date on skills, and so what are you offering around that? So I think, like, companies today have to be exceptionally dynamic. They're gonna have to spend time leveraging profiles, and again, what's gonna be a good profile that would fit and learn and do well in their environment. You're already seeing that with artificial intelligence. You're already seeing people trying to leverage AI as a way to do screenings initially on what is the right candidate pool for a company. So they have to adapt digitally, right? Because it's already starting, and that's going to be the path longer-term, right? So just--and having a really strong, you know, recruitment cycle from where they're pulling in and how it goes through that automated process. The time frames by which people get through the cycle has to be faster, because people aren't gonna wait, and the market is really demanding right now. What are they gonna concentrate on from a higher institution? What's the type of profile? So, you know, I think today companies really have to be on it. It's really competitive, and it's really hard, but my recommendation is they need to spend some time at first just studying who it is they're hiring. The largest work generation today is the millennial generation already, right? And so they need to understand that profile.Zach: All right, now, companies. Y'all hearing Tamara talking to y'all, okay? And we gave this to y'all for free. Y'all gonna be over there trying to get everything--y'all gonna be out here thinking y'all's company is all set up, you know, that y'all got everything going on, y'all got the latest and greatest, you know, DOS computer, and us millennials, we're looking at you like [haha sfx]. You know, you need to pay attention. That's all I'm trying to say. Tamara, this has been great. This has been great. My heartfelt thanks goes to you for just being here.Tamara: Oh, thank you. Thank you for allowing me to have my voice out there on stuff that I'm really passionate about. I really appreciate that.Zach: Oh, no, no. This is dope, and I know the people, they're gonna love this. Before we go--and you've been dropping jewels this entire conversation, but I want to just give you one more spot to wax poetic if you need to. Any parting words or shout-outs?Tamara: Yeah. You know, what I would tell y'all out there is to be you and fully accept who you are, and spend some time knowing who you are. You know, early in my career I spent so much time on my insecurities, and I allowed that to direct my actions, my communication, my lack of communication with people. If people didn't invite me to lunch, I just sat there being depressed versus being like, "Hey, do you want to go to lunch with me?" Right? And a lot of that centered around impostor syndrome and being uncomfortable in a space because it didn't look like me and with people who didn't look like me. When I really embraced who I was and that I was proud of who I am and what I represent and really understood what I brought to the table, then I recognized I can control that dialogue. I can control the stories that are out there about me, and I want to own those stories, and that, you know, fully embrace you. Be your authentic self and be all of you, from your hair to your clothes into the environment into the story, into the conversation, and do that unapologetically, at the same time with a spirit of humility and respect.Zach: [straight up sfx] Tamara, this has been incredible. We consider you a friend of the show. Again, we thank you for your time, and we hope to have you back.Tamara: I would love to come back, absolutely.Zach: All right, we'll talk soon.Tamara: Thank you.Zach: Peace.</itunes:subtitle>
      <itunes:summary>Zach speaks with Tamara Fields, the Austin Office Managing Director at Accenture. She details her career journey to this point and offers her perspective on how organizations can make conversations and examinations around gender more intersectional and inclusive.

Connect with Tamara on LinkedIn and Twitter!
Search open positions at Accenture.com.
Check out Accenture's Inclusion and Diversity Index!
Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach speaks with <a href="http://bit.ly/2NAPYWG">Tamara Fields</a>, the Austin Office Managing Director at <a href="http://bit.ly/2LNDE55">Accenture</a>. She details her career journey to this point and offers her perspective on how organizations can make conversations and examinations around gender more intersectional and inclusive.</p><p><br></p><p>Connect with Tamara on <a href="http://bit.ly/2NAPYWG">LinkedIn</a> and <a href="http://bit.ly/2Zr6Lh7">Twitter</a>!</p><p>Search open positions at <a href="https://accntu.re/2knNej5">Accenture.com</a>.</p><p>Check out Accenture's <a href="https://accntu.re/2knEYQ9">Inclusion and Diversity Index</a>!</p><p>Connect with <a href="http://bit.ly/2PcAB9d">Accenture</a> on the following platforms: <a href="http://bit.ly/2LNDE55">LinkedIn</a>, <a href="http://bit.ly/2OrHqU4">Twitter</a>, <a href="http://bit.ly/2LNG8k0">IG</a>, <a href="http://bit.ly/2yr4eIs">Facebook</a>, <a href="http://bit.ly/2ZlxT1C">YouTube</a></p>]]>
      </content:encoded>
      <itunes:duration>2812</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>The Link Up with Latesha : Salary Negotiation</title>
      <description>On the fourth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about the importance of salary negotiation - get your coins, sis/sir! She dispels a couple salary negotiation myths and offers up a few tips of her own to help you get what you ask for, not what you deserve.

Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</description>
      <pubDate>Sat, 24 Aug 2019 08:42:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Salary Negotiation</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>109</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f8868cde-f2a4-11ea-88c4-0754c78ef6fb/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the fourth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about the importance of salary negotiation - get your coins, sis/sir! She dispels a couple salary negotiation myths and offers up a few tips of her own to help you get what you ask for, not what you deserve.Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBTRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha. I am your host Latesha Byrd, and this podcast is for young professionals that need some real deal advice, tips, and resources to navigate corporate America and dominate their career. If you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you're in the right place. I am here with Living Corporate, and today we're talking about salary negotiation. Get what you ask for, not what you deserve. Also, get your coins, sis or sir. I know we have some male listeners, but this is a special episode because this past week we celebrated a holiday--well, I don't know if it's, like, a celebration or if it's more so of a recognition type deal, but this past week there was Black Women Equal Pay Day. Very, very important day, just to really bring awareness to this gender diversity pay gap. Listeners, this is not a drill. Black women make 65 cents on a dollar what a white man earns in a year, and white women bring home 81 cents. This epidemic is so real that this Black Women Equal Pay Day was launched really so that everyone could recognize some of the challenges that black women are facing as it relates to getting our coins. To break it down even further, it would have taken us working the whole entire year of 2018 and then some--like, up to this past week in August of 2019--to make the same amount as a white man in 2018. So I want to say that again - we can let it marinate a little bit. So essentially, for black women, we would have had to work all of 2018, plus up to this week of August 2019, to make the same amount that a white man made solely in 2018. Ladies, we are overworked, we're underpaid, and we're tired. We deserve more. That's why this Black Women Equal Pay Day is so important and also why I wanted to talk about salary negotiation, so we can really get our coins. Let's normalize salary negotiation. That's something that I think is really a normal part of the application or the hiring process that, especially for women, is seen--it can be seen as intimidating. So studies show that women actually negotiate less than men. The majority of women accept their salary on the first offer, while studies show that men are less likely to accept on the first offer. If you've been listening each week, you know my background. I've spent some years in recruiting, and I always noticed how men were so much more confident when negotiating their salary offer when the women that negotiated seemed very, very nervous. And the other thing that I noticed as well is that it was always men that would ask for more money. Even when they weren't, you know, fully-qualified to deserve, they would just ask just to ask, whereas women, I mean, we have degrees on top of degrees, we have all the experience, we have all of the qualifications, you know, yet we are less likely to negotiate. I even made this mistake very early on in my career. So I was--I'm not gonna name any companies [laughs], but I actually was really ready to leave this company, like, desperately ready to leave, and I interviewed, and I got through the final phase, knocked it out the park, it went really, really well, and about a week after that interview the recruiter called me. Completely, completely off-guard. I was at a conference. I was changing real quick to go to a session, not even really thinking about, "Oh, okay, what if the recruiter calls me?" And she just randomly called me, and she said, "Hey, we want to give you this offer, and this is what we're paying. So yay, we're so excited. Welcome to the team. What do you say?" Man, when I tell y'all I was just so damn happy--like, so happy to be getting out of my job, and I felt really pressured because she was just like, "Yeah, sis." Like, "What's good?" Like, she was like, "Here it is. What are you gonna do about it?" So I was like, "Okay, yes. I accept. I am so excited. Thank you." Whoo, when I tell y'all I realized that my colleague who actually kind of referred to me was making more than me, whoo... I learned my lesson. And of course now I coach a lot of professionals on how to negotiate for what they--for what they deserve, for what they desire, and just never do that. Please don't do that. Don't make the same mistake that I did, and just know that recruiters will call you at any time of the day and they will give you that job offer, and they will try to pressure you into "Hey, what do you say?" You know, "We're excited." No matter how desperate you feel, no matter how excited, even excited, you are about the actual offer, don't ever accept on the spot. You always want to say, "Hey, I really appreciate this offer. Thank you so much. I would actually like to see the full compensation package so I can look at everything that's being offered," and even if you want to throw, you know, this little tidbit in, for those who do have families and it is likely important to say, "Hey, I would like to see the full compensation package, and I would like to actually go over this or talk through this with my family," you know? Or "with my husband" or "with my wife," you know? But don't ever accept on the spot, and always, always, always ask 1. to see it in writing, and then 2. to see the full compensation package. So I have some salary negotiation myths that I wanted to share with you all. 1. You should ask for less to get in the door and work your way up. I hope that you out there listening are like, "Ooh, no." [laughs] That is the right answer. You should never ask for less to get in the door and work your way up, and here's the reason why. When you are accepting an offer that is lower than what it is you know you deserve based on your qualifications and your experience, that's actually hindering or holding you back from getting more money later down the road. That's literally limiting your future earning potential, because as you all know, when you get with a company, your promotions, your raises, all of that is based on your current pay. So if you already go in at a lower salary, and you didn't ask for more money, you just accept what they give you on the spot. Yeah, they may be giving you raises or bumps, you know, year over year, but that little 3% raise that you're getting each year could be a lot more if you had asked for that 10%, that 20%, that 5% increase to what they originally offered you. So you never want to accept less just to get in the door. The second myth? "Companies will be offended if you ask." This is not true. Like I said earlier, negotiating your salary or just, you know, negotiating for a better package, it's really a part--it should be a part of the conversation. It's just another step in the process. And most recruiters and companies are actually prepared to have that conversation with you, so they may be expecting you to ask for more money. That's why they're kind of going in at a lower offer, so that you can negotiate your way up to what it is that you should get. Companies literally save millions of dollars each year because we are not asking for more money. Next myth? "Compensation and salary are one in the same." Hey, these are different. These are different. So salary is one part of this negotiation. I know we talk about salary negotiation, but it probably would be better to think of it in terms of compensation negotiation or full package or full benefits package compensation negotiation. There is so much that you can negotiate outside of salary. You can negotiate for a signing bonus. You can negotiate for a performance bonus. You can negotiate for relocation, you know, better benefits--insurance benefits, dental, vision, all of that. More PTO, professional development. If you want remote--the option to work remotely or a flexible work schedule--let's say you have children, you know? And that standard 9-to-5 won't really work for you because you have to pick your kids up when they get out of school around 3. These are things that you can ask for. Lay it all out on the table and really think about the type of lifestyle that you want to live and how this new position can help to actually benefit you and to allow you to live that lifestyle that you want. So another myth--well, I'm just gonna throw out a fact. It doesn't matter what you made before. Now, depending on where you live, you will want to look into this law where in some states it is actually illegal for a recruiter to ask you what you've made in your last role. I live in North Carolina unfortunately. [laughs] It is very much so legal here, but depending on where you live, this is totally something worth looking into. I want to break this down a little bit more. So let's imagine that you are going to the dealership to buy a new car, and you want to trade in your car. You want to trade in your car. When you are trading in your car, they're not thinking about what you paid for this car when you first bought it. They're looking at the fair market value, meaning what that car is currently worth. I know we have some finance, accounting, consulting listeners out here, so we all know about depreciating value, right, of assets. So, you know, typically the value of the car goes down, right, as soon as you take it off the lot, but keep this in mind - they're looking at the market value of that car, not what you paid for it. The difference here is that as you, you know, matriculate throughout your career, your value is going to increase. So what your pay should be based on is your current market value of your experience, of your education, of your certifications, of your skills, of your leadership. Just, like, the bomb, dope person that you are now, that's what they're paying for. So that's why it doesn't matter what you made in your most previous role. So I want you to think about that. Also, you will want to do some research. Definitely do research on what salaries are being offered for the type of jobs that you are going for. My favorite resource is Glassdoor. LinkedIn, if you have a LinkedIn Premium account--which I highly recommend--you can also see some salary details. There is also PayScale. There's Salary.com. So check those out. They may not be extremely accurate, like, right on the dot, but at least it gives you some type of basis so you can kind of gauge what the pay would be. You also would want to look by location as well, because of course, you know, my cost of living here in North Carolina is much, much, much lower than the Bay, you know? Or much lower than New York. So that's important to keep in mind, but before you really start this interviewing process, you will want to know what type of salaries are being offered for your experience, for that job title, in your location, because not only will recruiters ask you what you're looking for, they may even ask you this in the very first conversation. This happens much more than it actually used to, so be prepared to have that salary discussion even on the first call. All right? So my advice for that, if you are asked, is to not give a range, you know? Some sources say that you should give a range. I've never really understood that, because of course if you give a range, they may come back and just offer you a salary at the lower range that you give. My thought is to have three numbers in mind, all right? That top number will be your dream salary. Like, you would be ballin' out of control if you could get this salary. That is a salary that you would love to get. That second number is--this is what you actually would want. [laughs] Maybe a little more realistic, but, like, that's the salary that you want, and then that third number is your settle number. Like, "If I had to." Maybe you just love the job, you love the environment. Maybe it's in an industry where the pay's a little bit lower but the culture is great, there's a lot of room for, you know, potential, and you know that they're just not bringing in as much money, like working for a non-profit versus working for a for-profit, you know? So just think about that settling number. So those are the three numbers that you have in mind, that way if they throw out a number you won't get thrown off by them 'cause you will already have those numbers in mind of what you want. And you won't want to ask for that number that you truly want. You'll want to ask for something that is much, much, much higher so that you can kind of negotiate down if need be. But, like, let's say you want 75,000, right? Like, you don 't want to tell the recruiter, "Oh, I'm really looking for $75,000," because they may come back and say, "Well, here's 65," right? So actually ask for 85, you know? Ask for 90. Then they can--you know, maybe they'll throw out "Okay, we can't do that. We can do 70," and you can kind of work up to that 75 figure. When you're asking for the salary--well, the other thing I'll say is try to ask--try to get a number from them first. I actually had a client who used this method, and she said that she asked the recruiter--and this is a question that you ask. You ask the recruiter, "What would you typically offer for someone with my experience and my skill set for this particular role?" And see what they say. Just ask, you know? Sometimes they may not want to tell you, or they may kind of seem like, "Um, can't really say. You've just gotta give us a number first," and at that moment you'll just have to kind of give them a number. But, you know, just throw the question out there. My client did this, and she said that her mouth dropped to the floor because what she actually was going to ask for was significantly lower than the number that recruiter gave her. So put the ask out there. If not, you have your numbers in mind. You want to make sure that you're confident. You want to make sure that you're confident, and you want to back up this by facts, factual actuals [laughs] of your experience, of your skills, of what it is you bring to the table and how you can add value, not your personal circumstances. Like, "Oh, I've just got so many bills to pay, and I've got these kids to feed, and I gotta take care of my family, you know? My parents are sick and I'm helping." Like, no. No, no, no. No personal circumstances. Trust me. You have the experience, you have the qualifications to back it up. So you get what you ask for, not what you deserve. I just want to make sure that you guys--if you don't take anything else away from this, just know that ask--just put the ask out there or you may live with regret. Trust me, I've been there. My clients have been there. Ask for the amount. You deserve it. So that's all I have for today. I hope you enjoyed it. If you have any questions, thoughts or comments, you can find me on Instagram and Twitter @Latesha_Byrd, L-A-T-E-S-H-A underscore Byrd. Thanks for listening to The Link Up with Latesha with Living Corporate. I am your host Latesha Byrd, and until next time--and also repeat after me - you get what you ask for, not what you deserve. Bye.</itunes:subtitle>
      <itunes:summary>On the fourth installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about the importance of salary negotiation - get your coins, sis/sir! She dispels a couple salary negotiation myths and offers up a few tips of her own to help you get what you ask for, not what you deserve.

Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fourth installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, talks about the importance of salary negotiation - get your coins, sis/sir! She dispels a couple salary negotiation myths and offers up a few tips of her own to help you get what you ask for, not what you deserve.</p><p><br></p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1390</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Networking Follow-up Strategy</title>
      <description>On the twenty-eighth entry of Tristan's Tips, our special guest Tristan Layfield speaks about having an effective networking follow-up strategy and introduces us to the four-step approach he personally uses. Implementing these tips will surely help foster more valuable connections from your networking experiences!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Thu, 22 Aug 2019 06:25:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Networking Follow-up Strategy</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>108</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f8a93950-f2a4-11ea-88c4-3bd19ae60c29/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twenty-eighth entry of Tristan's Tips, our special guest Tristan Layfield speaks about having an effective networking follow-up strategy and introduces us to the four-step approach he personally uses. Implementing these tips will surely help foster more valuable connections from your networking experiences!Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, we're gonna talk about having a networking follow-up strategy. We've all gone to really cool networking events, connected with a few people, and ended up exchanging business cards, then we go home and toss them in the ever-growing pile of rectangular paper and move on with our lives. If this how you approach networking, you probably haven't made too many fruitful connections. If we want to build a solid network to lean on when we need them, then it's gonna take a bit more than crossing our fingers and hoping they reach out to us. We have to be proactive and take the first steps to connect outside of the event we met them at. Now, there are many ways to follow-up after an event, but I utilize a four-step follow-up strategy that I'd like to introduce you to that has proven to be quite effective for me. First, send them an email within 24 hours of the event. Remind them of who you are, where you met, and something you all spoke about. Tie it all together by asking them to grab a coffee or lunch, and even sweeten the deal by making it your treat. Number two, connect with them on LinkedIn directly after sending your email. This helps them remember who you are by attaching a face to the name. Number three, find a way to be a service to them. This can happen in the email if you've identified some ways while you connected at the event, or it can happen after you've met up. Remember, networking isn't just about what they can do for you, so no matter which route you go, be sure to lead by giving and initially expecting nothing in return. The fourth, and quite possibly the most essential, of the steps is to maintain the relationship by setting reminders on your calendar to catch up. This might sound silly, but otherwise you might not do it, and that network connection becomes what we call a "cold connection," meaning if you reached out to ask for something, it would seem like it's coming out of left field and that you're simply trying to use that person. Implementing this proven follow-up strategy will surely help foster more valuable connections from your networking experiences. Remember, it's necessary to not only build a network, but keep it warm by continually engaging with the people you've connected with. This trip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the twenty-eighth entry of Tristan's Tips, our special guest Tristan Layfield speaks about having an effective networking follow-up strategy and introduces us to the four-step approach he personally uses. Implementing these tips will surely help foster more valuable connections from your networking experiences!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-eighth entry of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> speaks about having an effective networking follow-up strategy and introduces us to the four-step approach he personally uses. Implementing these tips will surely help foster more valuable connections from your networking experiences!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p>]]>
      </content:encoded>
      <itunes:duration>318</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>1st Gen Professional (w/ Jorge Corral)</title>
      <description>On today's show, Zach sits down with Jorge Corral, Accenture's Office Managing Director for Dallas/North Texas. He speaks about his experiences as a first-generation professional and what fuels his passion for Latinx representation in the STEM fields, and he also shares three points of advice for Latinx professionals.

Connect with Jorge on LinkedIn and Twitter!
Search open positions at Accenture.com.
Check out Accenture's Inclusion and Diversity Index!
Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube</description>
      <pubDate>Tue, 20 Aug 2019 08:05:00 -0000</pubDate>
      <itunes:title>1st Gen Professional (w/ Jorge Corral)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>107</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f8bb07f2-f2a4-11ea-88c4-b7403506a57d/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On today's show, Zach sits down with Jorge Corral, Accenture's Office Managing Director for Dallas/North Texas. He speaks about his experiences as a first-generation professional and what fuels his passion for Latinx representation in the STEM fields, and he also shares three points of advice for Latinx professionals.Connect with Jorge on LinkedIn and Twitter!Search open positions at Accenture.com.Check out Accenture's Inclusion and Diversity Index!Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTubeTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and look, if you didn't hear the last time or the last time before the last time, I gotta share something with y'all, okay? Living Corporate has partnered with Accenture to feature some of their most experienced black and brown North American managing directors to share their journeys. My hope is that you check these out and you peep the links in the show notes to learn more about each of them, including our next guest, Jorge Corral. Jorge Corral is the Accenture office managing director for the Dallas/North Texas region. He is the global lead for Accenture's sourcing and procurement business for the products industry and also leads Accenture's Southwest retail practice. Hold on. So look, he got both of these places, right? He got both of 'em, okay? Jorge serves as a senior business advisor to many senior global Fortune 500 executives and has helped a wide variety of large retail and consumer goods companies to drive top-line growth and to improve their profitability through transformational change. He has spoken as an expert at various retail, shared services, inclusion and diversity, and procurement conferences. He is a board member of the United Way of Metropolitan Dallas and the Dallas Regional Chamber. Jorge was recently profiled in the D CEO Magazine list of the most powerful business leaders in Dallas-Fort Worth. Listen, the most powerful business leaders. Not the most powerful Latinx business leaders, not the most powerful leaders of color. One of the most powerful business leaders period, okay? Check that out. Sound Man, go ahead and give me them air horns for that right there. [air horns sfx] You know what I'm saying? And no disrespect to the--you know, making sure that you have the specifications around identity, but what I'm saying is he's just cold, right? He's just--he's that guy, okay? [laughs] In 2018, Jorge was recognized as one of the top minority business leaders by Dallas Business Journal and was also a finalist for D Magazine's 2018 Latino Executive of the Year. With that being said, the next thing you'll be hearing is the interview I had with Jorge Corral.[pause]Zach: And like I said right before the break, we have Jorge Corral with us. Jorge, how are you doing? Welcome to the show.Jorge: Thank you. Thanks for having me, Zach. It's a pleasure.Zach: Man, it's a pleasure all mine, trust that. So, you know, I just want to go ahead and just give a little bit of cheers--[children applause sfx]--for the fact that you're here. We appreciate that. For those of us who don't know you, would you mind sharing a little bit about yourself?Jorge: Yeah. My name is Jorge Corral. I'm the Dallas office managing director at Accenture, which means I lead an office of more than 2,000 people in the Dallas-Fort Worth region, and my job is to really bring the services of Accenture and everything Accenture has to offer to solve business problems for our Dallas clients. And it's also about connecting Accenture more broadly to the DFW community. I also work in Accenture's management consulting practice, helping companies transform their businesses in different ways. I studied engineering and have two graduate degrees in mechanical engineering, and I also have a master's in business administration. And on a personal level, I have four kids and a wonderful wife. I was raised in a large Hispanic family in California, in Southern California to be specific. I was raised with five awesome siblings in a very large extended family, and frankly I think that's what set me up for success in the world I live in now, in consulting, because at the end of the day consulting is all about relationships, and I certainly learned plenty about relationships and relationship skills growing up in a big extended family.Zach: That's incredible. So, you know, you're talking about the fact that you came from relationships, and then that--and like you said, that translates into the relationships you now manage, not only internally within your Dallas office, but also externally in your community building and relationship building, which we're gonna talk about today. But, you know, you had a bunch of flexes within your bio. You talked about your professional background. You talked about your educational background. You talked about your family. You know, I can't really say congratulations on every single thing 'cause, you know, we only have, like, 30, 45 minutes, but I can drop some air horns. So let me just go ahead and--[air horns sfx]Jorge: [laughs] You are too nice. Thanks.Zach: No, no, it's not a problem at all. Now, in an interview with The Business Journals last year, you talked about better integrating the Accenture Dallas office with the Dallas community, and you expounded on some corporate partnerships that you helped build and amplify. Can you share more about the role of influence and relationships that they play in an executive position, particularly as a member of the Latinx community?Jorge: Yeah, I mean, I--I'll share to begin with that I like to live by one of the principles I learned from many people along the way, including my parents, and that's I really believe we're all responsible for making the world a better place, today and for the future. So for me, I personally didn't get to where I am by accident. I got a lot of help, directly and indirectly, along the way, and I recognize that many people broke a path so that I could have my opportunities. So I'm happy to find a way to give back, and in my Accenture role, you know, I'm really lucky and truly fortunate to be able to give back in different ways. So an example, over the last couple of years I've been able to join the board of the United Way of Metropolitan Dallas, and two years ago, we, Accenture, were able to commit to being the presenting sponsor of their Social Innovation Accelerator program. That really helps accelerate and mentor new non-profits that are providing support for our communities in different ways and solving problems that are around education, income, and health for our DFW community. So I've also been able to speak to Latinos on various platforms is another thing that I've had the opportunity to do, and that's both internally and externally. So internally as part of the Hispanic-American employee resource group leadership and externally at places like the University of Texas-Arlington's Center for Mexican-American Studies, where I've gotten just a lot of reward from being able to mentor Hispanic youth with a lot of promise. And I also have had the chance in the local community to serve on different panels, and one of the panels that I'm able to serve on from time to time is, you know, where we bring in 200+ middle school and high schoolers, and I just share some of my life stories and my life experiences up on the stage. And it's less about the story I tell you and more about sometimes when you're young, just looking up on the stage and seeing somebody that looks like you, sounds like you, that alone makes things possible. So I'm happy to give back in whatever way I can.Zach: Jorge, that's all facts. You're absolutely right, you know? It's interesting, because for me, you know, I thought about getting into consulting, and I--for me, I didn't even know it was something possible until I was in college and I just happened to see a black man who told me he worked at Accenture. And I was like, "What is--" You know, "What is that?" Right? And it went from something, you know, abstract and kind of esoteric to something actually very practical and possible, right? So 100% agree there. And speaking a little bit more about sharing your story, right? You came from humble beginnings as a son of Mexican immigrants. So not only you are a first-generation corporate professional, you're also a first-generation American as well. So what do you think are some experiences that are exclusive to first-generation Americans of color, and what advice do you have for those who are also the first in their family to really enter corporate America?Jorge: Well, I'll say that's a big, big question. I'll share my--I'll share my life story and a little bit about myself in hopes that, you know, some of that would--people could relate to it and maybe get something out of it. So I would just say that I feel really lucky and privileged in my background, because I'm part of a connected, large, loud, proud, loving, bilingual, bi-cultural family, and for me that is--I can't imagine a different life for myself. And for me I was very lucky 'cause I had very good role models. Like a lot of immigrants, my parents had an ambitious vision and were willing to put in a lot of hard work and invest the bulk of their lives so that their kids could have big, big opportunities. My parents were big, big into education as the way to advance us, and they sacrificed a lot for me. And, you know, in a lot of ways they didn't just talk about it, they lived it. So I'll tell you a quick side story. My mom went back to college at age 40 when I was 12 years old with six kids at home and a part-time job. So, you know, you can't imagine a better role model, right? And I also had smart, ambitious siblings who helped me too. So, you know, I've been really lucky in a lot of ways with my family life, and I'm also really grateful 'cause I've got a lot of help from different mentors along the ways in different ways and different ones over time. People helped me as I went through my education. People helped me as I entered the workplace and continue to help me, and I've been lucky to navigate the workplace because a lot of times--a lot of times you just don't know, and if you're first-generation and you're learning as you go, a lot of times you just need a little help with navigating. And, you know, we talked about before with sometimes just seeing somebody out there that's done it before that looks like you is helpful, but it's also--and it's also helpful for people to just give you a little bit of coaching along the way and tell you--maybe it's just a little nugget of information, maybe it's just a little bit of support, but all of those things kind of add up to a lot. So I would just say--when you ask me some of the different things, I'll just share a couple. First, I do think you need to be willing to work hard and also be willing to adapt to new things when you're going through experiences new. So if you're first-generation, things are new, and you just have to adapt and be flexible, and it's hard to be at first, so you just need to try to do your best to be the best you can, and then learn fast in terms of school, work, whatever. And then, as I mentioned, just get help along the way and really ask for help. And then second, I think you have to be tenacious, and maybe sometimes even a bit stubborn, and not let things get in the way, 'cause there's times when maybe you get frustrated or discouraged, but one thing I learned from my parents was not to give up, and I think it's a strength of our culture and just the immigrant culture in general.Zach: Man, I love that, and I--you know, it's interesting, because, you know, you're talking about immigrant culture, and you keep alluding to your family--and I love that, Jorge. That's so dope. You know, Living Corporate really is a space for black and brown professionals in the workplace, but transparently--I'm just keeping it a buck with you, right? Like, we have had some challenges in engaging minorities that are not a member explicitly of the African diaspora, right? So, like, what advice would you have for how black and Latinx professionals can be better allies and supporters for one another in the workplace? I mean, is there any--one, of course, any insights you have directed to that, but then have you had any experiences within your ERG on how you work with other ERGs at Accenture and how y'all practice community or allyship there?Jorge: Yeah. I mean, I think I would just begin by saying a lot of people of color--people of color share some experiences. Not all experiences, but a lot of experiences. I think we all would agree that we need a diverse world where everyone participates and feels included, but I think we all know that that's not always the world we live in. And it's hard to feel successful when you feel excluded. So I do think that while different groups are different in their own way, many of the experiences are similar, and there's a lot to learn from each other, and we all need to help each other. I would say in my life I've learned, and maybe had to learn, that everyone is different in their own way, but when you're a kid--you know, when I think back on it, on my childhood, when you're a kid you just want to fit in and not be different, and that follows you in different ways throughout your life, but I would also say that over time you grow and you learn, and I've learned that what makes you different is really what makes you special. But even today, I mean, if I'm being honest, if I'm being real with you, at times I find myself in situations where I look and sometimes feel different from everyone else, and when I do I remind myself that everyone, regardless of who you are, where you come from or what you look like, sometimes feels isolated, excluded, removed, alone, and it's simply a shared human experience. But it feels very--very personal. So in those moments I need to get past it, and so we all need constant reminders and maybe some help to remember, particularly if you're a person of color. So, you know, at Accenture I'm fortunate to work at a place, at a company, that's a leader in the market around inclusion and diversity, and we spend a lot of time collaborating across the African-American and the Hispanic-American ERGs so that everyone can learn from each other. We have summits together, and I like to think we share pretty well and help each other.Zach: [Flex bomb sfx] Just a light Flex bomb. Nothing too crazy. I love that. You're absolutely right, right? Like, when you--and the reason why I ask is because I think it's easy for us, in our differences, to sometimes, like, huddle up, and then in those huddles we then create, like, factions, and we kind of miss the point, right? Like, ultimately, all of us--while, yes, the experiences are not uniform by any means, we have a lot of shared experiences, and it's in those experiences that really should create some empathy that we have for one another. And I--you know, and I think that's really, really powerful. So you're passionate about Latinx representation within STEM, and you've alluded to some of that at the beginning when you talked about yourself a bit. What fuels your passion in this space?Jorge: Yeah. I mean, I'll just--I reflect on my life and, you know, unfortunately, many times in my life I've been one of the few or maybe the only Latino in many work, school, and professional situations, and I'm encouraged because over time I like to think it's gotten better, and now when I look at the people we're recruiting into Accenture, there's more people that look like me, and there's more people that come from diverse backgrounds. But it's not enough, you know? We're not there yet. And rest assured we'll continue to push for better representation, more diversity, more equality, et cetera, and it's important because we know when it comes to STEM that STEM jobs are one of the fastest-growing segments with a lot of opportunity, and STEM businesses are also influencing our society, but when you open up a business or tech magazine you still see very few Latinos, and as I've said, for us to grow and solve our world's problems, we need everyone to be included. So yeah, I think it's really important. I think STEM's really important, and for me, having a STEM education has helped me in many ways and I think opened the door to many of the opportunities that I have. So I want that for my community and for our extended communities.Zach: I love that, and if you could give three points of advice to Latinx professionals--just three big ones, 'cause I know you have a ton of experiences and insight and just points of success and things that you've done, but if you could boil all of that into, like, three nuggets, what would they be?Jorge: I'll give you three that come to mind, and I think these would probably change if you ask me tomorrow, or they may be nuanced or different a little bit, but I just think--the first one I would say is something I try to remind myself, and that's "just think bigger." I think we all limit ourselves. We limit ourselves in, you know, our day-to-day lives. We limit ourselves in our long-term goals, and I think we all just need to remember to think bigger. You can do more than you think you can. I think--I shared earlier one of the big things that I've learned and live by is just to be tough and keep going. Sometimes just being stubborn and having a goal and just keep pushing for it is the important thing. Just be tenacious. And then finally I would just say remember to give back as you advance your life, as you advance your career. I think we all have a responsibility to help others and to give back in whatever way you can. Those are three that come to mind for me.Zach: I love it. Thank you so much, and those are really powerful, so I appreciate that. And of course this has been incredible, and I just want to thank you again for taking the time and speaking with us today. Before we let you go, do you have any parting words or shout-outs?Jorge: No. I mean, I agree. It's been an incredible experience. I appreciate it. I thank you for having me. It's been really a pleasure to spend time with you today, Zach, and I appreciate the opportunity. Thank you.Zach: Hey, man, thank you. The pleasure is all mine, and we definitely consider you a friend of the show and would be honored to have you back.Jorge: Thank you.Zach: All right, peace.</itunes:subtitle>
      <itunes:summary>On today's show, Zach sits down with Jorge Corral, Accenture's Office Managing Director for Dallas/North Texas. He speaks about his experiences as a first-generation professional and what fuels his passion for Latinx representation in the STEM fields, and he also shares three points of advice for Latinx professionals.

Connect with Jorge on LinkedIn and Twitter!
Search open positions at Accenture.com.
Check out Accenture's Inclusion and Diversity Index!
Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On today's show, Zach sits down with <a href="http://bit.ly/2zbOqK5">Jorge Corral</a>, Accenture's Office Managing Director for Dallas/North Texas. He speaks about his experiences as a first-generation professional and what fuels his passion for Latinx representation in the STEM fields, and he also shares three points of advice for Latinx professionals.</p><p><br></p><p>Connect with Jorge on <a href="http://bit.ly/2zbOqK5">LinkedIn</a> and <a href="http://bit.ly/2Zh8pBG">Twitter</a>!</p><p>Search open positions at <a href="https://accntu.re/2knNej5">Accenture.com</a>.</p><p>Check out Accenture's <a href="https://accntu.re/2knEYQ9">Inclusion and Diversity Index</a>!</p><p>Connect with <a href="https://accntu.re/2MoGBbL">Accenture</a> on the following platforms: <a href="http://bit.ly/2LNDE55">LinkedIn</a>, <a href="http://bit.ly/2OrHqU4">Twitter</a>, <a href="http://bit.ly/2LNG8k0">IG</a>, <a href="http://bit.ly/2yr4eIs">Facebook</a>, <a href="http://bit.ly/2ZlxT1C">YouTube</a></p>]]>
      </content:encoded>
      <itunes:duration>1289</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>The Link Up with Latesha : Know Before You Go</title>
      <description>On the third entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, lists seven things that you need to know before you go into your next interview - know before you go!

Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</description>
      <pubDate>Sat, 17 Aug 2019 07:24:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Know Before You Go</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>106</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f8d11880-f2a4-11ea-88c4-7bcf5f6971bd/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the third entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, lists seven things that you need to know before you go into your next interview - know before you go!Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBTRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha. I am your host, Latesha Byrd, and this podcast is for young professionals that need some real deal advice, tips, and resources to navigate corporate America and dominate their career. So if you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you are in the right place. I am here with Living Corporate, and today we're talking all about interviews, our favorite thing ever. So I am going to be giving you all seven things that you need to know before you go into your next interview. Literally know before you go. And these seven things are things that you can go to the recruiter about directly. I spent a few years as a recruiter, and it was always interesting the candidates that would actually utilize me to help them in their interview process versus those that didn't. So if you are working with a recruiter during your job search, it's best to build a solid relationship as you go throughout the interview process. Those recruiters are on your side. They are the gatekeepers, and they can become one of your biggest advocates and an important accomplice to you, as the recruiter typically knows the ins and outs of the company, and the majority of the time the recruiter wants to see you win, you know? At the end of the day, as a recruiter, for any candidate that a recruiter brings in, that candidate is definitely a reflection of the recruiter. So why not use the recruiter? Because if you win, they win. [laughs] If you look good, the recruiter looks good. So with that being said, the recruiter wants to bring in the best of the best people for the job, and best believe if they're calling you in for an interview, you are that person. So I'm gonna go ahead and hop straight into it. These are a list of things, just seven things, that you have to know before going into the interview. Know before you go. If you don't know this information, ask the recruiter, ask your contact at that company, but you never want to walk into an interview blind, right? So number one--well, I'll tell y'all a funny story [laughs] about an interview that I had that was actually terrible. I did not get the job. And this was before I actually became a recruiter myself, okay? I was very young in my career. Very early on, before this whole career coaching thing came about, I was not the best interviewer, and there was one particular interview that I had. It was the day after I got back from a wonderful vacation, and I did not prepare. I didn't know anything about the job. So please don't make that mistake. And I was late to the interview. Yep, yep. I was late to the interview. We all know - never, ever, ever be late. It was downtown, and I had to go pay for parking, and I had to find a building, and I had to walk. So I'm, like, literally sweating and late walking in because I did not realize that, "Oh, yeah, I may have arrived 15 minutes early, but it's gonna take me 10-15 minutes to actually get to the right place." So I was late, and man, I got into the interview, and guess what? The printer was down. So they looked at me like, "Hey, you have copies of your resume, right?" Didn't have it. Didn't have it. So--[laughs] Yes, like I said, I did not get the job. However, I've moved way past that now, and I coach people every day on how to do very, very well in their interview. And it definitely takes practice, you know? You may have to learn from your mistakes, but I'm hoping that, through some of the things that I share with you today, you won't make these mistakes anymore. So again, like I said, seven things you need to know before you go into the interview. Know before you go. Number one is who is interviewing you? You should never walk into an interview without knowing who that person is. You need to know their name. You need to know their job title. And once you get their name, go and look them up on LinkedIn. Get some insight into their background, where they went to school, what their career path was, how long they've been with the company, what they did before they got with that company. The best thing about doing research on interviewers prior to the interview is that hopefully you can find some common ground between you and the interviewer, and if you can establish that common ground, it will create a connection and a long-lasting impression that will be hard to get. No, it does not seem stalkerish--[laughs]--if you're looking them up. I mean, I would hope that you would look them up because those could be people that you would work with every day, and we spend just as much time, if not more, with folks at work as opposed to our loved ones, our kids, our family. So I do think we should all do our due diligence with those people that we'll be working with and that will be interviewing us. Number two. What is the interview format? So the interview setup can vary depending on industry, company size, and location, but I do have a question - have you ever made the assumption that you're interviewing with one person only to find out it's a panel interview? You don't want to be that person, because that can bring in some nerves or bring up some nerves that you really weren't expecting. So be prepared. And you need to know "Is it one-on-one? Is it a panel interview?" Are they taking you out to lunch before or after? Does it include a case study or a presentation? There are so many different types of interviews now. You want to know exactly what the interview format is so you can set yourself up for success. Number three - what is the interview process? You probably will start with a phone interview, but then after that phone interview, do you have to do a panel interview and then a final interview with the executive of the group? Not only do you need to know the process, but you need to understand or find out about the timeline as well. "How quickly are they looking to fill the role?" is something that you should always know, or you can ask, 'cause that will give you some time to plan out your life accordingly. If they want to fill the role quickly, they are going to move a little bit quicker in the process. If they want to take their time, then that guarantees, on your part, that you may want to interview with other companies and not just sit around and wait, especially if you're in a rush or if you are, like, at your wit's end at your current job and you need to get out. So understand the interview process and the timeline. You can always ask for that. All right, number four - location and parking information. As I alluded to earlier, depending on where you are--like, if you're in a big city and the interview is either downtown or uptown, then you likely will have to park in a parking deck, maybe on the street somewhere. Again, it could be hit-or-miss depending on the time of day, but you may actually have to walk from your parking deck to another building, to another building, then you may have to go up some stairs. You may have to check in at the lobby. I mean, these are things that you have to know, so give yourself some cushion. And you will want to know this information upfront. Ladies--ladies, ladies. Listen. I know we love wearing our heels walking into these interviews. It makes you feel more confident, at least I know for me it does, but look, I don't want to park, like, half-a-mile or a mile away from the interview and have to walk in heels, okay? So just be mindful of where the closest parking is and give yourself some time to get there accordingly, but you have to know that. Number five - salary information. You need to know what salary--what the ideal salary of the position is, or at least what the salary is that you're looking for, even before the very first interviews--before the very first interview. I've had a few clients recently that have said, "I mean, I got on my first phone call with the recruiter, and they just asked me straight up, like, "What salary are you looking for?" And I was not prepared." So you need to know that even--like, once they call you for an interview, you need to know that before your very first interview. What is that salary? You don't want to be in a position where you kind of lowball yourself, because once you throw a number out there it's kind of hard to say "Oh, you know what? I didn't really mean to say that number. This is what I meant to say." So just do your research upfront. You need to know that before the first interview. Number six is the job description. You should never, ever, ever walk into an interview without the job description. And when I say, you know, know the job description, I mean know it. Study it, read it, highlight, underline, take notes. What I recommend is going through that job description line by line and actually writing out what you've done in your prior work experience that is directly related to that specific responsibility. You know, there's typically two parts to the job description - responsibilities and then qualifications, so go through the responsibilities. Try to mirror from your current role or previous roles what you've done that's very similar to that, and then even looking at those qualifications. If they're looking for certain skills--you know, public speaking skills, right, or presentation skills, write out certain times or periods in your career where you've had to present to a client, where you've had to present to executive leadership, because you may get that question "Tell us about your presentation skills. Tell us about the last time you presented something." And you will need to be able to speak to that. Number seven - basic company information. [laughs] Some companies will provide a link to things to know about the company before the interview. Read that in detail. You can even print it and bring it to the interview with you, and allow that to guide the discussion. Now, if you don't receive that type of, you know, information, then go to the company's website. Read the About Us page. You can look at recent news, you can look at what's going on with their social media, but you will want to have some type of knowledge about the company before you go into that interview because some interviewers will actually ask "Well, what do you know about us?" You know? Or a question that 9 out of 10 we typically get in interviews is "Why do you want to work here?" And don't just say, "Oh, this just seems like a great place. Everyone seems so happy." Like, what? You know, make it as specific as possible. Show that you've done your research. So those are the seven tips. Just to run through those seven things again, the Know Before You Go. Who is interviewing you? What is the interview format? What is the interview process? Location or parking, salary information, job description, and basic company information. Lastly, use the recruiter for help. The recruiter is there to help you. Again, if you look good, they look good. And the last tip I want to throw in here about interviews is make it personal. If you know someone at the company that you've had a conversation with about their experience, bring that into the interview just to kind of show that you have a little bit more knowledge about the company and the culture, the team. Anything that can kind of show that you know more, and you will definitely want to speak to how you can add value to them specifically through those conversations that you've had. That would be great. And the other thing with that too is--let's say you move through multiple interview rounds. Take what you've learned--what was discussed in the first interview, take that to the second interview, you know? When you're in that next interview you can say, like, "Oh, yeah. I had a great conversation with Sally, and these were some of the things that we talked about, and this is directly related to that question that you just asked me." So you want to show, as you continue to matriculate through the process, your knowledge of what they're looking for and being able to clearly speak to it. So, again, these are things you have to know before you go. Don't be afraid to ask the recruiter. Let's say there's not a recruiter. You don't know the recruiter. Like, reach out to whoever that person is that invited you in for the interview. These are questions that recruiters [and] people are used to candidates asking, so don't be afraid. Know as much as you can before going into the interview. And I hope this helps, and I'll see you guys next time. Bye!</itunes:subtitle>
      <itunes:summary>On the third entry of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, lists seven things that you need to know before you go into your next interview - know before you go!

Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the third entry of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, lists seven things that you need to know before you go into your next interview - know before you go!</p><p><br></p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p>]]>
      </content:encoded>
      <itunes:duration>1115</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Tristan's Tip : Be Aware of Your Online Presence</title>
      <description>On the twenty-seventh installment of Tristan's Tips, our special guest Tristan Layfield of Layfield Resume Consulting emphasizes the importance of being aware of your online presence. He shares several steps you can take to ensure potentially inappropriate items don't fall into the hands of future employers.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Thu, 15 Aug 2019 06:45:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Be Aware of Your Online Presence</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>105</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f8e689a4-f2a4-11ea-88c4-57c8846fa5fa/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twenty-seventh installment of Tristan's Tips, our special guest Tristan Layfield of Layfield Resume Consulting emphasizes the importance of being aware of your online presence. He shares several steps you can take to ensure potentially inappropriate items don't fall into the hands of future employers.Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, let's discuss your online presence. Have you ever Googled yourself and found pictures of you wasted at a college tailgate or homecoming? Thirst traps from Photobucket waaay back in the day? Or even posts from that one reckless friend that they keep tagging you in? I definitely have. I've done my fair share of craziness on the Internet. We all have, but it's imperative that we clean up our online profile to ensure these items don't fall into the hands of future employers. So let's talk about some of the steps that you can take. First, make a list of all of your accounts. This may be difficult, but it will help you understand what you have out there. If there are some accounts that you no longer use, then delete them to reduce the risks of hackings and identity theft. Second, remove all of the inappropriate items. Remember, at the end of the day, you decide what's inappropriate to you. I'm not telling you to hide yourself from your future employer, but just review the material on your profile and make sure you're okay with the images portraying. Third, review and change your security settings. If you don't want recruiters or hiring managers to see what you're posting, then use the enhanced privacy settings for personal accounts, but remember - nothing is ever truly safe or private when you post it online. Even after taking all of these steps and cleaning up everything, you never know what might make its way onto the Internet or what might resurface, so it's imperative that we keep an eye on our online presence so we're aware of what's out there. Here are two tips to maintain your efforts. First, search for yourself on several search engines at least once every three months. This helps identify anything you might deem non-professional quickly so you can work to get it removed. Second, set up Google alerts with your name. Make sure to set up alerts with variations of your name so you're kept in the know about what pops up on the Internet about you. Nowadays, thanks to the Internet, people feel like they know you before they actually do. It's up to you whether you control that narrative. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the twenty-seventh installment of Tristan's Tips, our special guest Tristan Layfield of Layfield Resume Consulting emphasizes the importance of being aware of your online presence. He shares several steps you can take to ensure potentially inappropriate items don't fall into the hands of future employers.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
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        <![CDATA[<p>On the twenty-seventh installment of Tristan's Tips, our special guest <a href="http://bit.ly/2G7d6HK">Tristan Layfield</a> of Layfield Resume Consulting emphasizes the importance of being aware of your online presence. He shares several steps you can take to ensure potentially inappropriate items don't fall into the hands of future employers.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p><p><br></p>]]>
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      <title>True Transformation (w/ Rah Thomas)</title>
      <description>Zach sits down with Rah Thomas, a managing director in Accenture's Infrastructure Operations practice with over 15 years of experience. They discuss his role with the company and what it looks like to create access for other black and brown folks that are coming behind him. Rah also shares a few points of advice for today’s young leaders.

Connect with Rah on LinkedIn and Twitter!
Search open positions at Accenture.com.
Check out Accenture's Inclusion and Diversity Index!
Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube</description>
      <pubDate>Tue, 13 Aug 2019 07:21:00 -0000</pubDate>
      <itunes:title>True Transformation (w/ Rah Thomas)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>104</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f8ff82ec-f2a4-11ea-88c4-ab614b9fe7bd/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach sits down with Rah Thomas, a managing director in Accenture's Infrastructure Operations practice with over 15 years of experience. They discuss his role with the company and what it looks like to create access for other black and brown folks that are coming behind him. Rah also shares a few points of advice for today’s young leaders.Connect with Rah on LinkedIn and Twitter!Search open positions at Accenture.com.Check out Accenture's Inclusion and Diversity Index!Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTubeTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate. Now, look, again, y'all know what it is. Y'all should know by now, okay? We've been doing this thing for a few weeks, but again, if you don't know, you're about to know. Living Corporate has partnered with Accenture to feature some of their most black and brown--senior black and brown managing directors to share their journeys. My hope is you listen to these, check 'em out, and you peep the links in the show notes to learn more about each of them, including our interview for the day, today, Rah Thomas. Rahnold, Rah, Thomas is a managing director in Accenture's infrastructure operations practice with over 15--that's right, 15--years of experience. His primary focus is digital workforce transformation and infrastructure transformation to the cloud. Okay, that sounds, like, super fancy, I recognize, you know what I'm saying? But just come on. Vibe with me. Rah is also the national co-lead for the African-American employee resource group. He works across all inclusion and diversity workstreams, meeting with senior executives to improve recruitment, progression, and retention of top talent, okay? So this interview is gonna be dope. Listen, okay? He got the insight. He got the juice. He has the technical know-how, the background, and he's plugged into these spaces to have the real conversations, okay? That's why I'm really excited to talk to Rah today. The core to both of these positions is seeing past the optics and standard view of people, process, technology, and then streamlining that into maximizing the real underlying value, okay? With that being said, let's get to it. [pause] Zach: Rah, welcome to the show. How are you doing?Rah: Man, I'm feeling great out here, man. Feeling blessed, feeling blessed.Zach: Amen, amen. So look, for those of us who don't know you, would you mind sharing a little bit about yourself?Rah: Yeah, yeah, yeah, man. I'm from the Bronx. New York.Zach: Okay, okay. Yerp. Let's go. [both laugh]Rah: I think by day I'm a managing director or partner for Accenture. I lead some of our diamond clients in technology and innovation, and then I also run the national African-American employee resource group for Accenture. So I'm helping shape our major diversity initiatives.Zach: That's incredible. So look, can we talk a little--can you unpack that a bit? Like, you have--you just said that you're one of the major partners for your diamond clients, and then you said you're the national lead for the African-American ERG. So those are two huge roles. Can you talk a little bit about both of those and what those actually mean?Rah: Yeah. Definitely. Definitely, man. I think--I think that being--on the technical side, I think that's sort of my craft, right? So I do cloud, right? I do service management, digital workplace automation, sort of helping do innovation for our clients. I have about four or five diamond clients that I help sort of push the line of innovation, which is a great segue into what I do from a diversity and inclusion perspective because I help our people of color--I mean, I'm the African-American lead, but I work with the Latinos, I work with our Pride, I work with all of our diversity and inclusion folks, and I help sort of shape that. You know, like, what is it from our targeted's perspective? You know, how do we handle things like escalations [and] things of that nature? So I go across the gamut nationally for all of that.Zach: That's incredible. You know, I love that because--when you talk about the fact that you're working across, because I think while every experience, every non-white experience, is unique, there's commonality in the fact that--and there's commonality in being some type of--just having a non-white experience, a non-majority experience, and so the fact that you're working across there is beautiful. And in fact, what I also think is interesting--and I'm late to the game, Rah. I didn't really learn until I was, like, in high school and college that the black diaspora is spread so far. So, like, when you talk about partnership across the Latinx spaces, so many Latinx folks are also black, right?Rah: Yes. Yes, yes, yes. Well, so my wife is Ecuadorian, and my kids--so, like, trying to sort of help my children grow up and stuff like that, it's fierce out here.Zach: It is. It is. Yeah, yeah, for sure. So let's talk about a panel you were on last September for Black Enterprise. You participated in--what they called it was "a real conversation about succeeding while black and the dangers of truth and perception in corporate America." So, again, you keep dropping bombs, and that's kind of been a--that's been really, frankly, a theme across all of these leadership interviews, but can you talk about what brought that discussion and what that discussion was really about? Can you unpack that a bit?Rah: Yeah. I mean, I think--so I know you can't really see me out here, you know, but, I mean, I am a black man with dreadlocks.Zach: Yes, sir.Rah: And I am a partner at the #1 consulting firm in America. Globally actually, right? So the challenges that I had to sort of come against--you know, I got kicked out of board rooms. I've had some real real experiences, and I had to talk about sort of some of the authenticity that I had to bring to the table. Being unapologetically black, however still giving way for comfortability for people to understand my point of view and helping them innovate and move their bottom line. So it was really a dialogue about, you know, how do you do that while trying to break the glass ceiling? Which keeps changing. Glass ceiling, rubber ceiling, concrete ceiling. You know, it keeps changing on you, right? So you're trying to unpack all of that. So it was--it was a good discussion with a lot of successful black men where we delved into that.Zach: Now, wait a minute. Now, you know, Rah, I can't let you just slide that by. You said you got kicked out of a board room?Rah: [laughs] Yeah, man.Zach: You gotta--I need to hear that. I gotta hear that.Rah: Oh, you're [?]? [laughs]Zach: I mean, you--you opened the door. I'm trying to understand how you got kicked--I want to hear that story.Rah: Well, I mean, it was just--you know, I think I'm one of the best at what I do, and I'm confident, and I walked in with my client and I was like, "Listen, this is what we got," and, you know, my client's boss, who was a C-level executive, was like, "What are you doing in the board room here with dreadlocks?" And I'm like, "Well, you know times are changing," you know? And then I started my presentation and he was like, "Listen, you sit down." He was like, "Actually, don't say another word or you'll never work for this company again," and I was like, "What?" And my client was like, "Yo, Rah. Hey, back down a little bit. Back down." So I let it ride, but--and that experience, which was crazy, wasn't the crux of [?]--I mean, it had an experience on me, but it was how my company responded to it that really pushed me to be like, "Yeah, this is what I need to do," because what happened was after that, then my company then came to me and said, "Hey, Rah. If you don't ever want to work in this space again, we don't have to do that. We know you're good at what you do. We know that you can change the world and innovation, so if you don't want to work with this client anymore, we don't have to." And I was like, "Wow, man, that's powerful."Zach: Dang, that's crazy. So the client was talking to you crazy, and then Accenture was looking back at the client like [haha sfx].Rah: Yeah, just like that. Exactly like that. [laughs]Zach: "Haha." [both laugh] That's wild. So okay, okay. Well, look, I know that was--well, it really wasn't a non-sequitur, because you opened the door, and I wanted to hear about how that happened. Okay. So in my experience, in the instances where there are black and brown folks who make it to senior executive roles, they're often leading in, like, a technical specialty, right? So they solve--this is from what I've seen, Rah. I'm not saying this is the way of life. I'm saying this is something I have observed. So they observe a particular problem, and they solve a particular problem in a particular way. So I believe your role is a little bit different in that you're having to lead strategic conversations and work to connect the dots across a variety of specialties to deliver the most effective solutions. Can we talk a little bit about your experiences in such a connected and integrated role and what you've learned in navigating these spaces?Rah: Yeah. I mean, I think the biggest thing about it is--right now I think folks can't see the future. Folks cannot see the future right now, and if you look at it, 50% of the Fortune 500 companies over the past 15 years have gone bankrupt. So right now they're all scrambling, right? Normally they'd like to look around 5, 10, 15, 20 years in advance, and they can't see that. At any given time, a Google or an Uber can pop up and change the game. So right now all of these senior executives are really looking and saying, "Hey, we need to absolutely tap the best of people. We need to tap the best talent period. We don't care if it is white talent. We don't care if it is black, Latino, Puerto Rican, Asian, whatever," right? "We need the best talent, because we don't know where that next idea is gonna come from." So that's primed for diversity right now, right? That's where we live. So I think that that's sort of at the crux of where we're at right now. So yes, I understand from a technical perspective I'm good at what I do and what I have to--I have to reinvent myself every three or four years, so I gotta keep being on the edge of things, but more than ever I have to--I wear the extra hat to inspire other people to be authentic so that they can unpack that untapped potential, because they might have the next great idea, and it might come from a hard-working single mother who's been doing 15 years working at Target trying to, you know, do 1-2-3 at Target as a manager, raising three or four kids in the Bronx, and that single mother might come up with the great new idea that runs the world. So it's, like, understanding that. You have to think differently about how you do business.Zach: Now, that's incredible. You're so right, because with technology brings a certain level of, like, a democratization of innovation, right? Like, it's not--it's not just gonna be reserved for this certain group over here. The access is opening up, and I really--I'm curious about this. What does it look like for you, being in the position that you are, to--what does it look like for you to create access for other black and brown folks that are coming behind you? Like, what does it look like for you to lift as you climb, and how does that practically work in your position?Rah: I mean, I think--yeah, I mean, like I said, I started the call with "I'm blessed," right? I mean, I'm blessed because God has given me the opportunity to actually have the ability to create opportunities for people, right? I mean, which is--it's amazing, and I actually--you know, I got put on--I advise corporate CEOs, and I'm advising our CEO, I'm advising our C-suite and letting them know, "Hey, listen, you know, this is what a population is feeling, and this is how a population wants to evolve," and they're, like--and they're listening. They're actually coming to the table, and they're like, "Wait, we had no clue," and I'm like, "Yes." So it's enlightening. It's enlightening and humbling.Zach: That's incredible. That's awesome. So, you know, it's interesting--to that point--we're seeing shifts in how we're being represented. I would say as millennials continue to expand their corporate footprint. We're seeing the largest group of black and brown leaders in the workplace, right? So, like, millennials, we're not the youngest, sexiest kids on the block no more--sexiest kids? That's mad problematic. You know what I mean though. What three points of advice would you give to young leaders today?Rah: Hm. All right, so I would say--three things? I would say be authentic, be vulnerable, and have the dialogue, okay? But I almost have to unpack that, right?Zach: Please.Rah: So I say "Be authentic." You gotta say it with your chest, right? Be unapologetic. Be black or Latino. Be whoever you are, because it is--it is that thing that might propel you to the next--you know, next plateau. "Be vulnerable," because sometimes when you share some of these deep stories and you work through--I started sharing stories about my family, and all of a sudden I got--you know, a Jewish person in Middle America is just like, "Wow, wait a minute. That same thing happened to me." I'm like, "Whoa, really?" So you start doing that. You start connecting with people. And then have the dialogue, 'cause--I'll bet it might be uncomfortable, but you have to have the conversation. We owe it to our ancestors to have the conversations and build these connections, because sometimes people don't actually know. That's what ignorance is. The definition of ignorance is not knowing, right? So people don't actually know, and if you could sit down--if you can muster within yourself to sit down and have that dialogue, man, you can really, really change the world.Zach: Man. "We owe it to our ancestors." Hold on. [Flex bomb sfx]. I had to drop that. Man. Come on, man. "We owe it to our ancestors," man. That's real, man. So let me pause for a second, 'cause we have these questions--you said earlier about being unapologetic in who you are. Do you have any practical examples of coaching that you've given somebody--I'm not asking you to out nobody--around, like--what is some advice you would give in terms of how folks can be more unapologetic? Because we've had episodes--and the reason I ask is we've had episodes in the past where we talk about respectability politics, right? Like, the concept that if you behave, dress, speak a certain way, that majority folks will forget that you're not in the majority, that in some way that is some type of covering or camouflage for you. What does it look like for you when you give coaching and advice and direction and guidance to black and brown folks at Accenture? What does that look like for you to encourage them to actually be themselves? 'Cause you've talked about a little but, but I want to hear--Rah: You want the meat, right?Zach: Please. Please.Rah: [laughs] You know, I think it's--it's actually different, right? And I'm learning. I want you to--you know, I'm not the full expert on it, because I think that I have to be humble and learn on it, but I think that there's--it's different for black, and it's different for Latino, right? For black, which is one in the same, that--it's more about the visual aspect, right, and bringing your authentic self from a visual perspective, and then from Latino, you have to recognize that it's bringing your authentic self from a listening and an audible perspective, right? So I try to make sure that as I'm coaching folks I try to take in multiple lenses, but I feel like me doing what I do can unconsciously give you the ability to do what you do, and I think--I was a keynote for one of these speakers at a women's empowerment conference, and I went there, and I wore my Ecuadorian jersey, and I had my suit coat on, and people were like, "Wait, what is he doing?" And I'm like, "No, I'm being me. I'm wearing my Ecuadorian jersey, and I'm wearing my suit coat, and I got my [?] on, and I'm me," right? But it was so amazing. I even--I talked about my father being in prison. I talked about some of these crazy things, and people were like--you know how many people came up to me and were like, "Wow! Wait, you're in corporate America and you've got family members that are in prison?" Or "Wait, you're in corporate America and--" Pow. I mean, I had transgender, I had everybody come up to me saying, "Wow." Like, "I want to talk to you about my situation," and I was like, "Pow." But it was me being able to be myself that unlocked other people's ability to be themselves, if that makes sense.Zach: No, it does, and you're absolutely right, Rah. So I know for me, coming in--I'm one of the first men in my family, on my mom's side of the family, to start and graduate from college, and I'm one of the few people in my entire family in corporate America. So not really seeing a model of what--how to practice authenticity, you know, in my immediate familial circle, coming into the workplace and seeing an example of that, it is empowering. And, like, you will never forget--you'll never forget those experiences or those--when you see it, and so that's incredible. This has been dope. Now--Rah: I was gonna say it's almost like the line, you know, "when keeping it real goes wrong."Zach: Yes.Rah: We have to almost combine that with recognizing [?], like, "when keeping it real goes right."Zach: Real talk. Well, a lot of us--a lot of times we think that, you know, if we do something too wrong it's gonna be like [record scratch sfx], right? You know what I'm saying? Like, [?], right?Rah: Yeah. [laughs]Zach: But it's not, right? Like, we actually have--we actually have a lot more power than I think we've been in some ways conditioned to believe, right? Rah: Mm-hmm, mm-hmm.Zach: Okay, so last--so I got just a couple more. Now, you've also talked about the fact that you sit down with executives. You're having these conversations. They're actually listening to you. Based on your experiences, what would you say that organizations who are seeking to improve their engagement with black and brown talent--what are some things that they need to be thinking about and considering as they--if that's a pivot or a move they're trying to make as they seek to be more diverse and inclusive?Rah: Yeah, definitely. So I think the first thing is there is a lack of trust from the black community with corporate America across the board. So I think the first thing that you need to do in order to start building that trust is transparency. So when we start talking about the demographics, we start talking about compensation, we start talking about numbers, we start talking about, you know, what are our targets to make sure we can change things, that level of transparency is the start of a conversation, right? It's not the end all, like, "Hey, we published numbers and demographics. We're there." It's really around the start, and then the next thing is that we need to start talking about "Hey, what does good really look like?" "What does the utopia of the world really look like in corporate America, and how do we really achieve that?" And making sure that we're--we just did a leadership conference this past week, and I learned something completely new about transgender and the fact that they're struggling with bathrooms. And I'm like, "Wow." Wasn't even thinking about it, right? So it's--like, we have to listen to our people. So yes, be transparent and publish your information and start getting that level of transparency, but then second is sit down and listen. And when you start listening, "What?" [both laugh]Zach: No, you're absolutely right. And it's funny because--and by funny I mean it's frustrating, and often times infuriating, that, you know, when black and brown folks--when non-white cis heterosexual folks, when they're sitting down--able-bodied, non-able-bodied, disabled people--when folks in the minority speak up and they share their experiences, like, there's a huge level of emotional labor that comes with that. So I agree with you. It's imperative that if you're gonna have folks who have the courage to share something, it's not enough just to kind of nod and be like, "I empathize." It's about "Okay, well, how do we meet you and figure out ways to actually make sure that our culture is inductive to you being comfortable and thriving here," right?Rah: Yeah. So can I drop--I'm gonna drop one more on you right here.Zach: Come on. [both laugh]Rah: You're pulling me out. "Bring him out, bring him out!" [both laugh] So I think that it's not enough to be unapologetically black. You have to also accept those that are authentic in their world when it conflicts with yours. Okay, I'ma throw that back one more time.Zach: Say it one more time.Rah: [laughs] Right? It's because you can't let other people's inability to comprehend your greatness define how you're gonna be great, but you have to give them a way to be themselves as well. Because if we can't understand their opposition, they will never be able to understand our plight. So we have to come down to the table and say, "Listen, I need to talk to you, and I understand that everything you stand for is against what I stand for, but let's sit down and have a conversation." And when you do that you're like, "Wait, we've got more in common than we have apart," and that's when you start building bridges and connections.Zach: I love that. And I would imagine, Rah, because of the role in which you sit--you know, you're a MD for diamond clients, so you're having to work with all types of folks every day.Rah: Yes, sir. Yeah.Zach: And so it's about that relationship building. I'm gonna go off script one more time. [both laugh] So when I think about your brand--and I know what you look like, right? I looked on LinkedIn. I've seen the video where you talk about your hair and you talk about your faith. You know, what does it look like to manage--to manage relationships with folks who are not expecting a Rah when you walk through the door? And really what does it also look like when you--considering your position and your influence and your authority, what does it look like to really manage relationships with folks who might not be comfortable with a black--I'ma just say, frankly, with a black man telling them what to do or telling them what he thinks frankly. Like, what does that--what does that look like? How do you--like, I'm really curious about that, because I worked at Accenture some years ago--and I only knew, like, a handful of MDs at the time, and none of them were [?], so I'm really--like, this has been a question I've actually been wanting to ask just for myself. I've been wanting to know this personally. Like, what does that look like? 'Cause I'm just--I just believe that the folks that are running the diamond accounts--I'm sorry, the folks that are these executives, they're not used to--I just don't think that they're used to a black person telling them what they should be doing. So I'm just--I want to know. I really do.Rah: Yeah. So I gotta answer that in two ways, right? So first I gotta say sometimes I walk into a room, and I sit down, and I try to plug in my laptop, and I crawl under the desk and plug in my computer, and you get up, and I've had people be like, "Hey, can you go fix the projector for me?" And I'm like, "Wait, I'm actually the dude who's presenting." Right? [both laugh] You know? Right? So you have to--you can't get discouraged by that part, right? So that's the one hand that you have to experience, and you have to--you can't be like--you can't get mad and get your aggressions out. You can't do that, right? Because then I've also experienced a white male Catholic, you know, dudes that invite me to a male empowerment in the middle of America, and I went in there--I was like, "Wait, why is he asking me to go here? This could be dangerous." Zach: Straight up.Rah: [laughs] Right?Zach: They'd be like, "Hey, we'll go meet you out in the middle of the woods." You'd be like [never have the chance sfx].Rah: [laughs] Right? But I went out there, and I walked into this meeting, and there was about 20, 25 white males, and they walked up to me and they gave me a hug. And I was like, "What? What is--" I'm from New York. "What's going on here?" Right? And they started sharing stories, and they started giving me insights in my life. Like, I travel a lot, and they were like, "Yo, hey, if you travel a lot, you know, you should call your daughter on FaceTime so that she doesn't get disconnected from you." I'm like, "Wow," and I'm like, "Wait, why am I connecting with these white male Catholic Middle America Republican folks more than I'm connecting with some of these people that are in the hood that are trying to do different things," right? So I'm like, "Wait." You have actually have to sit down and have the dialogue. Zach: Hm.Rah: Pow. [both laugh] Zach: Rah, man, you are fun, man. I'm loving this. [both laugh] Okay, this has been dope. Before we get out of here, any parting words or shout-outs?Rah: Yo, this is dedicated to the youth, respectfully dedicated onward and upward. [?]! Sorry, had to throw that out there. But yeah, man, I just--I appreciate it. I do this for the people, and, you know, I just appreciate you having me on the show man.Zach: Man, I appreciate you as well, and man, look, we gotta--you know, we dropped a couple of Flex bombs. You know, I've been working on this soundboard, Rah, so I'm trying to, like--I'm trying to, like, add a little pizzazz to the show, you know what I'm saying? So I'm also gonna drop these real quick. [air horns sfx]Rah: Oh! [both laugh] Oh, man.Zach: Oh, man. Rah, we consider you a friend of the show, and man, I hope we can have you back.Rah: Definitely. Definitely, man. Thanks for having me, man.Zach: All right, peace.Rah: All right, peace.</itunes:subtitle>
      <itunes:summary>Zach sits down with Rah Thomas, a managing director in Accenture's Infrastructure Operations practice with over 15 years of experience. They discuss his role with the company and what it looks like to create access for other black and brown folks that are coming behind him. Rah also shares a few points of advice for today’s young leaders.

Connect with Rah on LinkedIn and Twitter!
Search open positions at Accenture.com.
Check out Accenture's Inclusion and Diversity Index!
Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="http://bit.ly/2yWCBaI">Rah Thomas</a>, a managing director in Accenture's Infrastructure Operations practice with over 15 years of experience. They discuss his role with the company and what it looks like to create access for other black and brown folks that are coming behind him. Rah also shares a few points of advice for today’s young leaders.</p><p><br></p><p>Connect with Rah on <a href="http://bit.ly/2yWCBaI">LinkedIn</a> and <a href="http://bit.ly/2KuJ8Qw">Twitter</a>!</p><p>Search open positions at <a href="https://accntu.re/2knNej5">Accenture.com</a>.</p><p>Check out Accenture's <a href="https://accntu.re/2knEYQ9">Inclusion and Diversity Index</a>!</p><p>Connect with <a href="https://accntu.re/2MoGBbL">Accenture</a> on the following platforms: <a href="http://bit.ly/2LNDE55">LinkedIn</a>, <a href="http://bit.ly/2OrHqU4">Twitter</a>, <a href="http://bit.ly/2LNG8k0">IG</a>, <a href="http://bit.ly/2yr4eIs">Facebook</a>, <a href="http://bit.ly/2ZlxT1C">YouTube</a></p><p><br></p>]]>
      </content:encoded>
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      <title>The Link Up with Latesha : Career Readiness Toolkit</title>
      <description>On the second installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about the importance of having a career readiness toolkit. She also lists the five things she considers a must when building your own. If you stay ready, you don't have to get ready!
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</description>
      <pubDate>Sat, 10 Aug 2019 19:11:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Career Readiness Toolkit</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>103</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f9168a14-f2a4-11ea-88c4-73bfc6385d7d/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the second installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about the importance of having a career readiness toolkit. She also lists the five things she considers a must when building your own. If you stay ready, you don't have to get ready!Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBTRANSCRIPTLatesha: What's up, everyone? Welcome to The Link Up with Latesha. I am your host, Latesha Byrd, and this podcast is for young professionals that need some real deal advice, tips, and resources to navigate corporate America and dominate their career. So if you're looking to upgrade your brand, get the knowledge you need to level up professionally for your future, you are in the right place. I'm here with Living Corporate, and today we're talking about your career readiness toolkit. So first off, what is a career readiness toolkit? Essentially it is what you need to be ready for your career at any moment, change, or event that could occur and significantly impact the trajectory of your career. So let me ask y'all this question. How many of us are living life on autopilot? What I mean by that is we are living life on a routine. I'm talking waking up in the morning, getting dressed, going to work, coming home, dinner, bed, maybe a little TV before bed, and then we do it all over again. There's no planning, there's no goal-setting. We are just moving on autopilot. Now, that happens to the best of us, where we can get into those routines and get comfortable. We may become a little stagnant. But when it comes to thinking about and handling your career in this manner, it could get a little dangerous. Now, I will explain why, but, you know, don't get me wrong. Living in the moment and enjoying the present is important, but being prepared for the future is even better, and you can do both. So if you guys have listened to the first couple of episodes you know that I am a career coach, and I talk to hundreds of people 24/7 about their career and their goals and what's going on in their workplace. Now, 90%--over 90%, actually, of my clients that come to my company for a resume makeover or a LinkedIn makeover, it's because they need a job ASAP. Like, by yesterday, and they should have gotten their resume and LinkedIn updated a long time ago. But you gotta start somewhere, right? [laughs] Let me be clear here, because this is gonna sting a little bit--you can be great at your job. I mean, I'm talking about killing it. Closing deals, getting ish done. Like, really doing your thing, and you can still get let go. So, again, you could be killing it at work and still be let go. I've seen this happen so many times. Now, I don't want to project any negativity or fear on anyone's career. That's not my goal here, but I want everyone to take accountability for your career and to--not to leave your future in someone else's hands. If you stay ready, you don't have to get ready. So going back to this idea of career readiness. You know, we hear the term "career readiness." It's more so related to doing career readiness programs for you, right? Helping them, young people, get ready for college so that they can transition into a career, but this was the challenging part for me. Career readiness is something that should be continued throughout your career and throughout your life. We should never stop preparing for our careers. I've coached people at the age of 23 to 25, 28, 30, 40, over 50. Our career is not just a one-and-done thing that we should just be ready for and stay ready for forever. That's not how it works, because our career, for most, changes over time. It doesn't stay the same forever. Now, this is important, because as the industry is changing and growing and emerging, and there's all these new trends, all these new technologies and tools, mergers and acquisitions, these new hiring practices, you know, with technology that's coming about. Nothing really stays the same. So our career is not really a linear path for most, so you have to make sure you're ready at all times. And there are things that may happen that's out of your control, so you've got to be prepared. You've gotta stay ready so you don't have to get ready. Another thing I want to note here is that--do you know anyone in your network, or maybe it's even you, who was poached for an opportunity when you weren't even looking for a job? You know, some of the best jobs come about when you're not even looking, especially if you are a high-performer. So it's something to keep in mind. The other thing too is that, you know, some jobs aren't really posted, or by the time they're posted they already know who they're going to hire for that role. So how can you build your career readiness kit? Or a better question is "What even comes in this career readiness kit?" So I have five things here that I want to share. The first in this whole kit is a resume. Now, I know you may be thinking, like, "Duh. Already know that." But I mean an updated resume. You know, you should keep your resume updated, really at least quarterly, you know? What happens sometimes is that we wait to update our resume, you know, when we just are in dire need. We may do it in a rush, you know? And then the other thing too is that it is hard to remember what you did in a position two years ago, three years or five years ago, or heck, even last year, so making sure that you're keeping it updated on a regular is gonna be extremely important. Second is a LinkedIn. Now, I'm sure you're like, again, "Duh. I know that." But not just a LinkedIn where you have a--you log in and then boom, there's your profile and your picture, but I mean a well-built-out LinkedIn that is SEO-optimized, every section is complete, there are recommendations, your skills and endorsement sections are updated. Like, your LinkedIn should be a 10. Now, the reason why this is important is because your LinkedIn can be just as impactful in your career, if not more, because people may see your LinkedIn profile before they even see your resume. You know, it's one of those things where, now in 2019, over 90% of recruiters are using LinkedIn to source talent, and so they may see your profile first before they even see your resume, but you have to make sure that your resume is--excuse me, you have to make sure your LinkedIn is the bomb so that when they reach out they will request your resume. So they kind of go hand-in-hand. You need your LinkedIn just as much as you need your resume. Now, the third is a network. Again, if you are living life on auto-pilot or if you are comfortable at your job you may not be in the practice of networking regularly, so you definitely want to continue to make sure you're building your network, not just within your organization but within your industry. When it comes to finding a job, people hire people. This is something that I really harp on. People hire people. So what I'm saying there is if you're in this job search game, if you are just applying to jobs online that you find, you're doing it wrong. Go out and meet people. Get out of your comfort zone, and get to know those in your industry that could be some great contacts for you. You never know who you may need in the future or how you may be able to help them. So the fourth thing is your brand. It's important to have a clear brand. Someone should be able to, one, see you online, right, or talk to you even in person and understand clearly how you show up in the workplace. How do you contribute to, you know, society through your career? That should be clear, and you have to make sure people know "Oh, okay, yeah, this is Sam over here. He is a bomb software engineer. He's doing X, Y, and Z." Boom. Someone should know what your brand is, right? Because your brand is what people say about you when you're not in the room. The last thing in this toolkit is confidence. So why is confidence important? Listen, I'm a former recruiter, and so I've met some really great--really great rock stars on paper, but then when we talk, you know, via an interview, they're very nervous, or they can't really elaborate or clarify, you know, about their work experience confidently. So listen, if you're not confident in yourself, who's gonna be confident in you? All right. So let me just kind of go down the list again in this toolkit. One is a resume, updated resume. Two is a bomb LinkedIn. Three is your network. Four is having a brand, and then five is having confidence. So that's all I have. Again, this is The Link Up with Latesha with Living Corporate. Thank you guys so much for listening, and have a great day.</itunes:subtitle>
      <itunes:summary>On the second installment of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, talks about the importance of having a career readiness toolkit. She also lists the five things she considers a must when building your own. If you stay ready, you don't have to get ready!
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the second installment of The Link Up with Latesha, our incredible host <a href="http://bit.ly/2MmliaT">Latesha Byrd</a>, founder of Byrd Career Consulting, talks about the importance of having a career readiness toolkit. She also lists the five things she considers a must when building your own. If you stay ready, you don't have to get ready!</p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p>]]>
      </content:encoded>
      <itunes:duration>893</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>An Ode to Toni Morrison</title>
      <description>Ade and Zach remember and honor the life and work of Nobel and Pulitzer Prize-winning author Toni Morrison, who passed away on August 5th, 2019, at the age of 88.
Immerse yourself in her bibliography on Amazon.</description>
      <pubDate>Thu, 08 Aug 2019 06:53:00 -0000</pubDate>
      <itunes:title>An Ode to Toni Morrison</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>102</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>Ade and Zach remember and honor the life and work of Nobel and Pulitzer Prize-winning author Toni Morrison, who passed away on August 5th, 2019, at the age of 88.Immerse yourself in her bibliography on Amazon.TRANSCRIPTAde: "So the literature you live and write asks and gives no quarter. When you sculpt or paint, organize or refute, manage, teach, nourish, investigate or love, you do not blink. Your gaze so lovingly, unforgivingly, stills, agitates, and stills again. Wild or serene, vulnerable or steel trap, you are the touchstone by which all that is human can be measured. Porch or horizon, your sweep is grand." That was an excerpt from Toni Morrison's letter "A Knowing So Deep." Toni Morrison can best be described as a writer for a generation, for a millennia. As a black woman, Toni Morrison did one of the most unique things I've ever seen in literature - she centered us. Rest in power. This is Ade, and you're listening to Living Corporate.Zach: What's up, y'all? It's Zach.Ade: And it's Ade.Zach: And you're listening to Living Corporate. As you know, we're not really, like, a current events podcast. We don't create content that way, right? Our content is fairly evergreen, and that's just the way we do things, but with that being said, there are instances where there are things that happen--if you recall, I think this was in Season 1, when Botham Jean was murdered by police we talked about that, you know? So there are instances that cause us pause to really do, like, something more targeted, or something more current rather, excuse me, and today is one of those times. And, you know, you heard Ade's introduction. Ade, why don't you talk a little bit more?Ade: Sure thing. So, as Zach said, we're not really a current events podcast, but when you lose someone as--and I don't want to use the term "lose." At 88, Toni Morrison lived a full, fulfilling, long life, but when someone as impactful as Toni Morrison leaves to join her ancestors, there's a significant tremor, I think, that we all feel, and I think it's important to put something like that to words. Now, at the time of this recording, Toni Morrison left this earth last night according to her reps, and I think--it shook me enough that I had to leave work and, like, have a chat, kind of talk to everyone else who might be feeling the same way, and even if you've never ever in your life picked up a single Toni Morrison book, it's never too late to start. Now, the reason that she's so significant might elude a lot of people, not necessarily because they've never read Toni Morrison and felt the weight of her words, but beyond how amazing she was as an author--which is deeply important--she was also an editor. She also contributed in a massive way to black history as it is being recorded, and it is so important that we're able to recognize and build on legacies like that. I'm gonna stop saying "um." I'm mostly just emotional. Toni Morrison had a way with words, which I think is the most singularly underwhelming statement I've made in all of 2019. You have to respect the sort of person who was able to craft an entire universe and prose, but you also have to respect the sort of person who kind of moves others to do the same. Like, there are writers and then there are leaders. I've never been a writer, but Toni Morrison charged all of us with the mantle of writers, insisted that if you have a story, tell it, take control of your own narrative in ways that I don't think we were empowered to do, told black stories from the perspective of black people in ways that I don't think it occurs to other people as necessary to do, right? Like, when you are systematically erased and made invisible in your own country, and then you dare to center your own narrative, there are a lot of questions, and some of you may remember the interview she had way back when--I think it was in the '90s or the 2000s--somebody asked her if she ever thought to write about white people meaningfully, of the lives of white people meaningfully, and that's sort of the question that we wrestle with on a regular basis, whether or not we realize it, is that as people of color, as people with marginalized identities, we are often asked to center the reality of others above our own, and what Toni Morrison did was powerful in that not only did she say "I'm not going to do that," it almost didn't even occur to her to do that, because the life you live is yours, and the life I live is mine, and the story that I choose to tell about myself is mine, and it is powerful because I own it, and the significance of that for me just speaks to authenticity. And I'm not one to wax poetic about authentic blackness, because I don't believe blackness is a monolith, therefore yada, yada, yada. I could insert all of the sociology prose here, but what I know to be true is that I don't often walk into a world that lets me just be. I am labeled and categorized and othered in a lot of different ways that really have nothing to do with who I am. It's everybody else's context of me, but reading Toni Morrison's works validated for me what I've always known in that I'm an individual and I'm allowed to be. Yes, I believe in my community, I believe in the strength of the community, I believe that we're stronger together. I ride harder for black women than anybody else in the world because we all we got, but what Toni Morrison stood for was our rights and not center other people's concerns about us, and it's the single most liberating concept, because once you stop caring what other people think about you, once you stop caring about, you know, being black in a public space where other people might not like your hair, your clothes, your skin color, your dialect, you get a lot freer, and you get a lot more mental real estate to care about the things that really matter, and that's just invaluable. I feel like I've been waxing poetic for hours. I'm sorry, Zach. Would you like to go over--Zach: No, no, no. It's all good. I relate to your feelings despite me not being--not being a black woman. Toni Morrison, like, she really carries the mantle and continues the tradition of black women really being the true North Star of human consciousness, or at least--especially American consciousness, in that she spoke the truth consistently, and she spoke the truth that wasn't just truth for black women or black folks. She spoke the truth, you know? There's a passage in--there's a passage in the Old Testament talking about wisdom, and the writer personifies wisdom as a woman, and the writer says, "Wisdom cries in the streets and lifts her voice in the square," and the imagery there is that there's wisdom in the streets and in the square speaking to be heard, crying out to be understood, and she's being ignored by fools, and Toni Morrison encapsulates that in so many different ways. For me it's just so timely, right? Like, when we talk about Toni Morrison--she did live a health--she lived a life, right? She did not die at an exceedingly young age, and we were blessed to have her for 88 years. Ade said so much. You said so much there that I'm not aiming to, like, be redundant. I know for me though, when I think about her quotes--not just her quotes and what she wrote, but, like, some of the things that--just the interviews that she had. Like, so from "Beloved"--I'm reading this one right here. "He licked his lips and said, "Well, if you want my opinion--" "I don't," she said. "I have my own."" Right? The reality of "Look, I don't--I don't need to bend my perception and my reality to yours," right? "My experience is valid because it is mine. My life is valid because it is mine, and to think my words and my truths are true," and that's powerful. We live in a day and an age, especially in corporate America--and I've had my own challenges, and I continue to have my own challenges, pains, both present, recent, and past that are really often built around not bending my knee to the fragility, to the entitlement, and to the insecurities of others, and Toni Morrison being a full-grown black woman her whole life--just lived her life without apology, and she wrote content that was without apology, and she carried herself with such matter-of-factness in her intellect and her genius. It was just incredible. It was absolutely incredible, and it's inspiring, and it's that type of attitude and it's that ethos that I believe really inspires Living Corporate, right? Like, we have--I have a mentor. I'm just gonna shout him out, Matamba. His name is Matamba Austin. Matamba Austin--and I'm also gonna shout-out Liz Sweigart. They're mentors of mine at my current job, and they encourage me with Living Corporate because--they say, "Zach," like, "Living Corporate is incredible because you're not beholden to anybody," right?" Like, "Y'all just do what y'all want," and, you know--come on. Like, Ade, we're not out here going crazy. We don't have too many gunshots on the podcast, anything like that, right?Ade: No thanks to you.Zach: No thanks to me, absolutely. You know, we have a few sound effects from time to time, but, you know, the point is we're not going all the way nuts, but we live in a world that is so built on control and, frankly, white comfort, that speaking truth in any modicum--speaking any modicum of truth rather, excuse me, is deemed as radical, and that's sad, and it's sad that we've lost someone who--or that someone has passed that embodied that so, but what I'm excited about and what I'm thankful for is that she has left a legacy of black and brown truth speakers. She has created a legacy, and she is one of the people who we can look to as one of our founders, right, of just black thought leaders, and that is incredible. And yes, she does stan. I do stan, rather. She is incredible. She is one of multiple--her, my mother, and Candis are some of the main reasons that I just--I have to stand for black women. Like I said from the top, black women are the--I do believe black women are the guiding star for human consciousness--like, for decency and consciousness in America for sure. And across the world, but I can speak to America as I live here. Any time you want to see the truth or you want to hear the truth, you just need to listen to a black woman, and Toni Morrison is a great example of that.Ade: Just a second that there's, like, a phrase--I don't know who the author was of this phrase, but I heard it a lot in my sociology class, Sociology of Education in particular because it's apropos. It's "We stand on the shoulders of giants," and it's so important that we recognize that because--I come from a very communal culture, and it's very easy to lose that in the U.S. because it's so very--we're so very, like, individualistic, but Audre Lorde, James Baldwin, Toni Morrison, Maya Angelou, all belong to this genre of truth tellers, like you were saying, who, in their own way, in however medium they chose to share it, they just told the truth, and they told the truth in a way that centered the black experience, and we all are spawning from that well of wisdom. And so here's to Toni Morrison. Have a sweet journey home. Zach: So, you know, we could continue to go on and on. One quote that I really want to read, out of the thousands that we could, is that--there's one that just sticks out to me, and it's one that I think about often, so I'm gonna read it here. So it starts this way. "When you get these jobs that you've been so brilliantly trained for, just remember that your real job is that if you are free, you need to free somebody else. If you have some power, then your job is to empower somebody else," and that is so much so the foundation on which Living Corporate stands and, beyond Living Corporate, on which I stand philosophically.Ade: Yeah, yeah.Zach: You know, I think that we live in a day, right, that--so white supremacy is still alive and active, and we still work in organizations and corporations that are built around white comfort and built for and by white people. So, be it malicious or not, that is the reality of the world in which we live. At the same time--not at the same time--no, at the same time. Hm. At the same time, black and brown--Ade: Look at you discovering grammar.Zach: Look at me. Black and brown people are in more positions of relative power in these corporate spaces than ever before, and it is imperative that--it is imperative that we use our power to empower others, you know? A friend of mine, he quotes this--and I don't know if it's his quote or if he read it somewhere else, you know, but he says, like, "A candle loses none of its light by lighting another candle," right? And so this quote about, you know, your job being to empower someone else, your role is to help--to give to others, that's applicable not only to those who are in positions of authority and privilege and power and access, it's also applicable to us. There's something that all of us can do to utilize our voice, to utilize our access, to utilize our privilege, to utilize our power, to utilize our skill set to help somebody, you know? I'm not gonna go on some rant about black economics or anything like that, but I do--I believe that there are practical, every day ways that we can empower one another and that we can uplift another, that we can support one another. There are plenty of very clear ways that, again, those in the majority can help and empower underrepresented and underprivileged groups. And again, there's also ways that we can empower one another, and Living Corporate exists to empower. Living Corporate exists to amplify the voices of black and brown people in the workplace. Living Corporate exists to tell the truth without apology and without caveat. Living Corporate exists to speak truth to power and not to be beholden by anybody. So yes, we're gonna do partnerships with Accenture and these other large brands, and we're also gonna keep it a buck while we do it. That's our goal, and that's why we exist, and so I just--Ade: A buck fifty.Zach: A buck fifty, you know what I'm saying? So, you know, that--I don't have anything else to say. I have nothing else to add here. I'm just--I'm sad, but I'm thankful. I'm reflective of course, and I'm just--I'm glad that we're here. I'm glad that it was because of Toni Morrison that platforms like ours, including ours, is able to even exist and even be appreciated in any dynamic.Ade: Yeah. I think the beauty of a person like Toni Morrison is that we don't need any more words. She's said them all. And I think, on that note, thank you for listening to this B-Side. Thank you for joining us. If you know anyone who's never read a work by Toni Morrison, pick something up for them. I love "Beloved," as you should, "Sula," any of her letters, any--like, anything by Toni Morrison. Pick something up and read. It's a beautiful--it's a beautiful time to be reflective and truly start to get back to understanding what matters. And love your family. Hold them close. You've been listening to Living Corporate. I am Ade.Zach: This is Zach.Ade and Zach: Peace.</itunes:subtitle>
      <itunes:summary>Ade and Zach remember and honor the life and work of Nobel and Pulitzer Prize-winning author Toni Morrison, who passed away on August 5th, 2019, at the age of 88.
Immerse yourself in her bibliography on Amazon.</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Ade and Zach remember and honor the life and work of Nobel and Pulitzer Prize-winning author Toni Morrison, who passed away on August 5th, 2019, at the age of 88.</p><p>Immerse yourself in her bibliography on <a href="https://amzn.to/2M8qkss">Amazon</a>.</p>]]>
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      <title>Climbing Higher (w/ Michelle Gadsden-Williams)</title>
      <description>Zach sits down with Michelle Gadsden-Williams, the managing director and North American inclusion &amp; diversity lead at Accenture, to discuss her role at work and why inclusion is placed first in her job title. They also talk about her book, Climb, and how she sees organizations shifting in the next decade to be more inclusive to trans people.

Read Michelle's full bio on AIT, and check out her book on Amazon! Connect with her on Twitter!
Search open positions at Accenture.com!
Check out Accenture's Inclusion and Diversity Index!
Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube</description>
      <pubDate>Tue, 06 Aug 2019 08:08:00 -0000</pubDate>
      <itunes:title>Climbing Higher (w/ Michelle Gadsden-Williams)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>101</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f97030f0-f2a4-11ea-88c4-73b7ac6bed78/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach sits down with Michelle Gadsden-Williams, the managing director and North American inclusion &amp;amp; diversity lead at Accenture, to discuss her role at work and why inclusion is placed first in her job title. They also talk about her book, Climb, and how she sees organizations shifting in the next decade to be more inclusive to trans people.Read Michelle's full bio on AIT, and check out her book on Amazon! Connect with her on Twitter!Search open positions at Accenture.com!Check out Accenture's Inclusion and Diversity Index!Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTubeTRANSCRIPTZach: What’s up, y’all? It’s Zach with Living Corporate, and I’m really excited to share something with y’all, okay? Now, I shared this last week, but just in case you missed it last week I’ma share it again. Living Corporate has partnered with Accenture to feature some of their most experienced North American black and brown managing directors and share their journeys, okay? My hope is you check out this and you peep the links in the show notes to learn more about each of them, including our next guest, Michelle Gadsden-Williams. Michelle Gadsden-Williams is the managing director [and] inclusion and diversity lead for North America at Accenture. Previously, she was the co-founder and chief operating officer of women’s empowerment initiatives and diverse entertainment investments, based in New York City. Michelle Gadsden-Williams has acquired a number of community service awards and accolades for her work as a diversity practitioner. More recently, she has been recognized as a 2015 Ebony Magazine Power 100 Honoree. Over the span of her career, Gadsden-Williams has been profiled in Black Enterprise Magazine, Diversity Inc., Diversity Executive, Ebony, Essence, Fortune, History Makers, Heart &amp;amp; Soul, Jet, New Vision—listen, y’all. Y’all get it, right? Okay, I’ma put the whole bio in the show notes. The point is Michelle has it going on. She’s killing it, okay? Beast. Straight up. [straight up sfx] And you know what? Also put one of those “owww”. [owww sfx] Like, this is crazy. I’m just so, so impressed. Her other notable tributes include being named the 2010 recipient of the Maya Way Award for Diversity Leadership by the incomparable Dr. Maya Angelou, receiving the 2008 recipient of the Harvard Black Men’s Forum Businesswoman of the Year Award, accepting the Rainbow Push Coalition’s Bridge Builder Award by the honorable Rev Jesse L. Jackson, and being recognized with an honorary Doctorate of Humane Letters Degree from Kean University for her outstanding personal and professional accomplishments in the field of diversity and inclusion. In 2013, Gadsden-Williams was appointed as a member of the Global Advisory Council on Gender Parity for the World Economic Forum in Davos, Switzerland. Y’all… do y’all understand—like, come on. Give me the air horns right here. [air horns sfx] Like, this is incredible. I am just impressed. I mean, look, man, I’m over here—we grindin’. Like, like, like… [what more do you want from me?] Look, with that being said, the next thing you’re gonna hear is my interview with Michelle Gadsden-Williams. Check it out.Zach: Michelle, welcome to the show. How are you doing?Michelle: I am doing very well. How are you?Zach: [applause sfx] Doing really well, really excited to have you on the show. For those of us who don't know you, would you mind sharing a little bit about yourself?Michelle: Sure. My name is Michelle Gadsden-Williams, and I am the managing director and lead for inclusion and diversity in North America with Accenture and the author of the award-winning book "Climb."Zach: Come on, now. [both laugh] Now--I love it. I love it from the jump. We'll be talking about Climb--we're gonna get there a little bit later in this conversation. Let's talk a little bit about the first thing you said, about the fact that you're the North American lead for I&amp;amp;D. And your title is I&amp;amp;D and not D&amp;amp;I. Can we talk a little bit about why inclusion has been placed firstMichelle: And this is a phenomena that's been happening, I'd say, over the past few years, where a lot of organization and diversity practitioners are starting to think of this notion of diversity as being--being a standalone entity is no longer enough, that inclusion is extremely paramount as having a culture of inclusion. So diversity is the invitation to the party, and inclusion is being asked to dance, as we say. So in my view, I&amp;amp;D is an essential component of everything that Accenture does, and we aim to be the most inclusive organization in the world, and so we recognize that inclusion and diversity foster greater creativity and innovation. So that's one of the reasons why we've decided to reverse it and have big I and big D.Zach: I love it, I love it. You know, and it's interesting, because a piece from Take the Lead, where you were featured, starts like this. It says, quote, "When Michelle Gadsden-Williams started working in human resources in 1990, the mission in her field was called affirmative action." And, I mean, that's really interesting, right? 'Cause we talked a little bit before we started the show--we talked a little bit about your tenure, right, and the breadth and depth of your experience, and, you know--so you started in 1990. Despite it being almost 2020, there are still folks who believe I&amp;amp;D efforts are some version of affirmative action. So, like, how do you, as an executive leader, navigate the fears and frustrations of those who look at I&amp;amp;D as a zero-sum game?Michelle: Yeah, that's an interesting question, and I'm going to go back to a piece of research that Accenture conducted a short time ago. And one of the things that we've done, earlier this year, is to take a step back and think about, you know, what is this impact of I&amp;amp;D in the workplace, and so we conducted a survey of about 18,000 employees of companies around the world, and we asked two very important questions, one of which was "How inclusive is your culture?" The other was "How willing are you to innovate?" And so while diversity factors very much into--and has a significant impact on--the innovation mindset, a culture of equality is the multiplier, and that's what's really going to help companies maximize innovation. So when I started doing this work many years ago, and actually it was just before 1990--yes, it was called affirmative action, and the strategy was really more about "So how many individuals of difference do you have?" So it was basically a headcount exercise. It had nothing to do with culture. It had nothing to do with inclusion. It had nothing to do about what we're talking about today. So fast forward to current day. This notion of inclusion and diversity has evolved, and now many organizations are really starting to see the true power of what this work represents, that it's not just about counting heads. It's about making those heads count and ensuring that every single individual, regardless of their difference, has an opportunity to realize their potential, realize their ambition, have a seat at the table, and to reach their career aspiration, whatever that may be.Zach: That's a really powerful point, because--it's interesting. I've been having conversations with folks who talk about inclusion, and I've asked individuals and leaders of organizations, like, "Look, how do you actually define inclusion?" And people will say, "Well, making sure everybody feels included." And I was like, "Okay..." [both laugh]Michelle: Well, that's interesting.Zach: And I'm like, "Okay..." But what I think is paramount when we talk about inclusion is the fact that inclusion from my perspective--and this may sound--maybe I'm framing it radically, but there's some type of distribution of power, right, to individuals so that they actually have a true voice. Like, I don't--I don't see a voice at the table absent some level of authority or power. And so when you talk about, like, career development and making sure that they're growing and that folks are progressing and things of that nature, what I'm hearing is--and I'm not trying to put words in your mouth, so help me, keep me honest--what I'm hearing is is that part of that inclusion definition also comes with some level of--if it's, like, promotion or positioning them, positioning folks, so their voice can actually be heard in ways that make sense, right? It's not just about, you know, nodding and smiling, but making sure that they're actually empowered.Michelle: That's exactly right. We all--like, we're all sitting around a table, that it's allowing individuals the place and the space to allow their perspective or their point of view to be voiced. So we all have a responsibility to ensure that that happens, whether or not people recognize that or not. I believe that's what true inclusion is all about, ensuring that people who have a seat at that table, they believe that they matter, that their perspectives and opinions and points of view--that they matter.Zach: No, I love that. I love that, and it's so--I really do believe--and I recognize your point in that where Accenture is in their journey, in their I&amp;amp;D journey, but I would challenge that--as I've had multiple conversations with other leaders, HR practitioners, other folks who ascribe themselves as I&amp;amp;D leaders or D&amp;amp;I leaders--that definition of inclusion, it always falls a little bit short to me. And maybe my bar is a little too high, but I'm like, "Okay, at what point are we actually empowering these folks who have been historically disenfranchised and under-represented in these spaces with actual power and, like, authority, so that they can actually, to your point, have the space and the breadth at the table to speak and actually actualize something?"Michelle: Exactly. And I think to your point, organizations are just simply not seeing inclusion as the right thing to do anymore. It just makes all the sense in the world, especially when you're talking about creating a culture of equity and empowerment where every voice counts and all of those kinds of things. This is the action that's behind all of that.Zach: Absolutely. And speaking of action, this year marks the 50th anniversary of Pride, and our workplaces are increasingly diverse, and in that diversity, trans individuals are working in the corporate space at larger numbers than ever before, along with black and brown professionals and, of course, intersect--we can't ignore the reality of intersectionality, that we have black and brown trans professionals also in the workplace. And so how do you see organizations shifting in the next decade to be more inclusive to trans individuals, particularly trans women of color?Michelle: I believe it all goes back to culture first and for organizations to look at building cultures where every single individual feels included and where they can bring their whole selves to work. Things like the Pride celebration--we had a week-long celebration here in New York, which was amazing, and I'm still recovering from all of the celebrations--Zach: Yeah! I had some friends out there.Michelle: Exactly. I just think that it's really about focusing on the individual, their needs and wants and desires, and a lot of us have very different lived experiences outside of the workplace, and a lot of societal burdens, we bring those things into the workplace unfortunately. And so when we talk about inclusion, when we talk about intersectionality and all of those things, none of this works unless the culture is such that it encourages and fosters an environment where authenticity, where being your true, authentic self in ways that invites others to be curious about your lived experience, all of this helps an individual to be a lot more innovative, productive. They will, by nature, feel included. I just think that all of this resonates, and all of this will ensure that, you know, individuals, they will feel truly valued for their differences and to be--and feel free to be exactly who they are, that they're not just there to check a box and that they're empowered to contribute in many ways. So I just think that the underpin of all of this is around culture. It's around innovation mindset. It's about the appreciation of the differences that we all bring to the table and the understanding and awareness that we all don't experience the world, our workplaces, in the same way, and that's what intersectionality is all about.Zach: 100%. You're spot on, Michelle. It's interesting, because what your point reminds me of--we just had a conversation with Tamara, the MD out of Austin--Michelle: Oh, Tamara Fields? Yes.Zach: That's right, Tamara Fields.Michelle: [?] a friend of mine, yes.Zach: Yes, and we were talking to Tamara about the reality of emotional labor. Like, there's a level of emotional labor involved in just existing as a non-white person in a majority-white space, right? So, you know, you see something in the news--like, because we were talking about seeing whatever atrocity you want to choose from--and not to sound flippant or dismissive, but if you're looking at the border crisis or you're looking at a police shooting or whatever the case may be, absorbing that type of content and then coming into a space that is uniquely alien to you can be exhausting. And to your whole point around, like, culture, what I'm reading--and I'm not saying you're saying this. What I read that as is that organizations will--organizational culture will change as the majority allows it to change, right? Meaning that if the majority of a space are adaptive to a particular culture, then the organization will shift, but if there is collective push-back against whatever the initiative may be, then things will slow down, right? And I think we see that, not just at a macro level--or at a micro level in our working perspective, but we also see it, like--we've seen it in the history of America, and so I think that really leads me to ask, like, when you think about--when you talk about culture and culture shifting, what advice or--what are things that you've seen executives do, organizational executives do, to facilitate cultural change for more inclusive workplaces?Michelle: Well, I think there are several things that leaders must do, the first of which is they have to make I&amp;amp;D, inclusion and diversity, a priority. There needs to be established diversity objectives and priorities, equal pay, advancement goals. Like, all of that needs to be established in order to shift the culture to the desired state. The second thing I would say is making leaders accountable, holding individuals' feet to the fire, and we have to track progress and really have some tangible consequences where if a leader does not--is not on board, then there needs to be some sort of--and maybe it's not a consequence. Maybe that is a strong word, but there needs to be some accountability in terms of ensuring that diversity and inclusion is priority #1 if we are to create the ideal culture that we're talking about here. I also think encouraging risk taking and ensuring that employees know that they have the freedom to experiment, to ideate, to innovate, and that's what helps us all learn and grow as professionals. So I just think all of these things will help us get to that ideal state and also create a culture--you talked about the freedom to fail. I think all of this helps in that regard.Zach: No, you're absolutely right, you're absolutely right. So, you know, earlier this season we had Chris Moreland. Chris Moreland is the chief inclusion officer at Vizient, and he was on the show. He talked a bit about covering and the actions that non-majority folks in the corporate space participate in to feel safe. I think the concept of covering--I know that you're fairly, if not deeply, familiar with it, as it's been--it's a fairly established concept. We see it in a lot of whitepapers from McKinsey to Deloitte. I believe Accenture's even talked about the concept of covering within the topic of D*I or I&amp;amp;D. What are some of the key covering activities you believe non-majority members commit in the workplace?Michelle: Let's see--okay, so say that again. So what are some of the--Zach: What are some of the key covering activities--what are some of the key ways that you see black and brown folks covering themselves in the workplace?Michelle: Oh. I would say things like not being active or involved in workplace activities like employee resource groups and things that can be perceived as polarizing. Sometimes people of color tend to opt out of things that might look or--at least from their perception--might look [like it's] nonsensical. So for example, I'm sure you're familiar with the employee resource groups or business resource groups depending upon which company you work for, and I've had individuals not engaged because they're like, "I don't need to be a part of that. I would much rather spend my time being part of the majority population." So that's a form of covering. I've worked with Hispanic colleagues who will change their name so that it's more Anglo-Saxon-sounding versus Latino-sounding. So for example, I worked with a gentleman named Juan Guzman, and he changed his name to John Guzman, because in his view it sounded less ethnic. That's a form of covering. So, you know, the list can go on and on, but I just think that when people cover--I don't think it serves anyone well. I don't believe in pretending. I don't believe in being something that you're not. You are who you are. Be proud of who you are. We are all individuals that have a gift and talent to bring to the table, regardless of what youre last name is, regardless of if you're wearing natural hair, regardless of if you are--if you have a thick accent and you're trying to get rid of that. I just think that the more in which these environments that we're working in are receptive and appreciative of the differences that we all bring, the better off we all are and the more productive we will be.Zach: No, absolutely. I love it, I love it. And it's interesting too because I think--so I was having a conversation with--I was having a conversation, just about some strategy pieces, with a colleague, and we were talking about "How do you determine, like, the members of your D&amp;amp;I space?" And the conversation was around "Well, we've got to make sure they actually go to events, right? They need to go to events." And I was like--and I was trying to explain to them. I said, "Look, I would not boot people out of a group, of an ERG or whatever you call it, right, in your respective organization--I would not boot them out of something because they don't physically attend an event." I said, "Some folks genuinely don't feel safe," right?Michelle: Right. That's true. And sometimes we just have to meet people where they are, right? Because everyone is not going to be on the I&amp;amp;D train, majority or not. So I just think sometimes you have to meet people where they are, explain to them what the benefits are of being part of these what I think are extremely beneficial infrastructures and organizations. It's support systems. It's infrastructures. It's, you know, an informal network of individuals who look like you, and you can talk about things that are unique and specific to your lived experience. So I think the more of which we can educate the non-majority members who don't feel safe being a part of these infrastructures--we just need to continue to work on them, but some people are not gonna get on board. I mean, at the end of the day, everyone is not going to be on the I&amp;amp;D train.Zach: No, 100%, and, like, I think the thing is--like, my point is I've been to some--so even when I worked at Accenture, right, like, there were happy hours and things, and the events--the events were great and people showed up and things like that, but I didn't always just--maybe I had a long day, maybe I felt like it was gonna be something else I was gonna have to kind of perform at. Maybe I was just nervous. Who knows whatever reason? That doesn't mean that I didn't want to be included in the group. It's just that that is not, at that point in time, something I felt like I had the emotional bandwidth to engage in. That doesn't mean that I might still not want to talk to somebody in that group or read whatever emails y'all send out. I just--it's different, and I think it's that--I think it's really considering that--especially when you have folks who are not black or brown or whatever that, you know, depending on that diversity dimension, overseeing the group. Like, sometimes there can just be some gaps because you just have genuine blind spots, right? And just understanding, like, "Hey, this is a different space," right? You know, this is not a technology implementation where you're coming to learn about the project or coming to learn about how this software, this SAP implementation, impacts your job. This is a space that's really meant to foster empathy, authenticity, and trust, and that's a different--to me a different level of measurement, right? And you can't just be so, you know, binary with it.Michelle: Yep, fully agree.Zach: [laughs] Okay, so let's do this. Now, you already kinda--you already kinda let a little bit of the dip on the chip, but can we talk about your book Climb? I'd love to hear about the inspiration behind it and why it should be something that professionals of color--and just really anybody, frankly--should have on their reading list.Michelle: Absolutely. So the inspiration behind the book was--I've always had the intention at some point in time in my career to write a book, and it wasn't until I was at Newark Airport in the United Airlines club lounge and a young woman walked up to me and she said, "Are you Michelle Gadsden-Williams?" And I said yes, and she said, "We used to work together many years ago at Novartis, and I've followed your career and all of the wonderful things that you've done. You know, have you ever thought about writing a book like Sheryl Sandberg or Carly Fiorina or Carla Harris at Morgan Stanley?" And I said, "Yes, but I just didn't have the time to do it." And she said, "You know, you should really make the time to do it, because you have an exceptional story to tell." So it wasn't until that young woman gave me that nugget, that idea to really take the time to do it, that's when I really thought seriously about putting pen to paper and telling my story. And so the act of climbing has been defined as the act of rising, to ascend, to go upward with gradual or continuous progress, and it's a term that I've used to describe my career over the years as a woman, as a woman of color, and as a diversity practitioner, and as you and I were talking about earlier, there's some individuals who have an easy go of it and can take the proverbial elevator up to the C-Suite, and then others not so much. They have to take the stairs with a backpack and no air conditioning. There's no smooth ride to the top for any of us, and so no matter how you ascend there is a journey that we each experience which, you know, ebbs and flows and it twists and turns, but with every step you get that much closer to achieving your highest aspiration, your North Star, whatever that might be. So my book Climb speaks volumes about my professional journey, and one of the things that I'm extremely passionate about--and this hasn't changed over the years--is helping people of color to maximize their full potential in corporate America, no matter where they are, no matter what profession or industry they're in or wherever they're employed. I've used myself as the subject, the protagonist, to candidly describe my jorney, and that would be the good, the bad, the ugly, and everything else in-between. And what I wanted to do was to focus on tackling some of today's most pressing workplace issues that people of color typically run into, but more importantly I wanted to offer some pragmatic solutions. So that's why I decided to write the book. It's my version of "Lean In" through my lens, the lens of a woman of color.Zach: I love that. So you talked about some of the challenges--and again, I'm not asking you to give the sauce away for free, right, but when you talk about some of the most common challenges that you're seeing black and brown folks face in the workplace, like, can you give us an example of one of those challenges?Michelle: Oh, sure. You know, working twice--being twice as smart, twice as good, but getting half as far. You know, that's the old adage that most of us, at least those of us of color, we've heard that growing up in our households. You know, this is not, you know, just jargon that we hear on television. It's our lived reality. And so, you know, the bar is simply at a higher level for those of us of color, and most of us know that.[straight up sfx]Zach: No, you're absolutely right.Michelle: Exactly, and most people of color are over-mentored and under-sponsored.Zach: Hold on. Wait a minute, wait a minute. Whoa, whoa, whoa. [record scratch sfx] Say that again.Michelle: Most people of color are over-mentored and under-sponsored.Zach: We gotta break that down. Unpack that.Michelle: We can have mentors all day long, people to show us the lay of the land and how to navigate and all of those things. We don't need that. We have a lot of that. We have plenty of that. We need individuals who are going to have a seat at the table, who are gonna be our advocates and champions and our, you know, sports agents sitting at that table, negotiating for us, putting our names up for promotion and for those stretch assignments where it counts. That's what we need.Zach: That is--that is so true. I've never heard it framed that way, but you're 100% right, because frankly I do believe--and in my work experience this has been the case, right? So this was the case when I was at Accenture. It was the case when I went to Capgemini as well and as I've progressed onto my current firm. There are black and brown folks around me--there are minorities around me who would show me how to do something, right, or give me the real from time to time. I was blessed with that, but what I didn't always have--and I had it more than others, to be clear. ['Cause] I have gotten promoted. Like, I've been able to progress in my career a few times, but the people fighting for me, right, the people who are really advocating for me in the same way or just even in a percentage of the way that they may advocate for someone who doesn't look like me who's doing half as much as I'm doing, right? And that's just a really good point. And it's so interesting, because when I talk to--when I talk to black and brown folks, particularly black women, the conversation often comes with a point of like, "Look, I'm working this hard, and I'm doing--I'm going above and beyond every day, and the response when I'm doing all this work is "Well, that's what you're supposed to do," but then if someone who doesn't look like me is doing, like, half of that--" To the point you talked about earlier, the old adage, which is based on history and reality. They do half of what I'm doing. They're getting their praises sung from the highest rafters, right?Michelle: Exactly. And so I think most of us who have been working in corporate spaces and places, we just understand that there's just more scrutiny on our performance, and a lot of this can lead to, you know, just lower performance, you know? Our self-esteem goes down. You know, lower ratings, lower wages, and sometimes job loss, because you're just not happy. So I just say all of this to say that yeah, the bar is simply at a different level for mostly women, but moreover [more] people of color.Zach: And you know what? So that last little point of distinction you made--and I promise I'm not trying to keep you forever, but it reminds me about the fact that you also--in the book you talk about intersectionality, and I feel like that point you just made just now was kind of an example of that. Could you unpack why you broke that out and you said "women," then you paused and you said, "Well, people of color."? Like, what was the--what caused that pause?Michelle: Well, that was just in my research for the book. Women and/or people of color, we do have similar challenges. Not quite the same, and this intersectionality that we're talking about--and this is such a topic that I have a lot of passion around, you know? I was just having a conversation with a majority female colleague of mine yesterday who just happens to be a peer, and she said to me, you know, "Michelle, we as women, we have the same challenges and we have the same barriers, don't you think?" And I had to pause for a second, and I looked at her--and I can't play poker, so I probably gave her, you know, a "Are you crazy?" kind of look. You know, as a woman and as a woman of color, my lived experience is vastly different than yours. So basically [what I said] to her is that, you know, "When I stand in my drive-way in Somerset County, New Jersey--that's not diverse at all and one of the most affluent counties in the state--but I'm standing in my drive-way and I'm holding my neighbor's child, who happens to be of the majority population, and the FedEx guy pulls up and wants to deliver a package to my home, that he automatically assumes that I'm the help and that she owns the house." You know, how often does that happen to you, colleague? How often is it when I walk into an elevator that the purse clutch scenario happens? And it happens to men of color too. So I could break it down for you in a lot of different ways, but, you know, my lived experience as a woman and as a woman of color, there's the double bind. So it's an interesting dichotomy, but it's real.Zach: [Flex bomb sfx] It is an interesting dichotomy, but it is real. Absolutely, and that's why I had to give you the Flex bomb, 'cause you're dropping straight facts. [both laugh] Okay. So look, this has been a great conversation. I'm honored and just very excited about the fact that you're here and that you joined us today. Before we go, any parting words or shout-outs?Michelle: Oh. This has been a terrific conversation, so I thank you for inviting me to be a guest on your podcast. Any parting words? You know, one of the things that my father would say to my two sisters and I growing up is, you know, "You are not here on this earth to take up space. You're here to make a difference, and it's up to you to determine what that difference is. All that I've given you is the tools, the education, and the rest is up to you." So all I will say to your listeners is you have to figure out what your passion is, what your purpose is, and determining how you plan to exert your power. You know, what are some of the kinds of things that give you fulfillment? You know, what feels natural to you? What qualities or attributes do you enjoy expressing to the world? And then just go for it. Anything is possible. Anything is. We just need sponsors, mentors, and others, other allies, who are gonna help us get to that next level. And if there's anyone out there who thinks that they can do it alone, I believe that they're sadly mistaken.Zach: And that's absolutely right, 'cause if you think--if you really think that in this space, as a black or brown person, that you're gonna navigate these historically-white spaces by yourself? Hey, I'm looking at you--Michelle: Exactly. I mean, we're working in institutions that weren't historically built for us.Zach: Absolutely.Michelle: We were not welcome, so therefore we have to be twice as good, twice as smart, Ivy League-educated or whatever the case is. We know that we need to do alllll the extras in order to get to where we want to be.Zach: No doubt. And I was just trying to say that if you really think you can do it by yourself, I'm looking at you like [haha sfx].Michelle: Exactly. Exactly.Zach: Well, Michelle, I just want to thank you again, you know? At some point in the episode we typically drop some Jamaican air horns, because--[Michelle laughs, Zach laughs] Out of thanks or out of exuberance, and I'm just gonna say I'm gonna drop these out of thankful exuberance right here... [air horns sfx] because this has been a dope, dope episode, and I look forward to having you back. Thank you so much.Michelle: Absolutely. I look forward to coming back and wishing you all of the success in the world.Zach: Thank you. Peace.Michelle: Peace.</itunes:subtitle>
      <itunes:summary>Zach sits down with Michelle Gadsden-Williams, the managing director and North American inclusion &amp; diversity lead at Accenture, to discuss her role at work and why inclusion is placed first in her job title. They also talk about her book, Climb, and how she sees organizations shifting in the next decade to be more inclusive to trans people.

Read Michelle's full bio on AIT, and check out her book on Amazon! Connect with her on Twitter!
Search open positions at Accenture.com!
Check out Accenture's Inclusion and Diversity Index!
Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="http://bit.ly/33eDiKe">Michelle Gadsden-Williams</a>, the managing director and North American inclusion &amp; diversity lead at Accenture, to discuss her role at work and why inclusion is placed first in her job title. They also talk about her book, Climb, and how she sees organizations shifting in the next decade to be more inclusive to trans people.</p><p><br></p><p>Read Michelle's full bio on <a href="http://bit.ly/2YKEiSQ">AIT</a>, and check out her book on <a href="https://amzn.to/2T924aj">Amazon</a>! Connect with her on <a href="http://bit.ly/2MI7asT">Twitter</a>!</p><p>Search open positions at <a href="https://accntu.re/2knNej5">Accenture.com</a>!</p><p>Check out Accenture's <a href="https://accntu.re/2knEYQ9">Inclusion and Diversity Index!</a></p><p>Connect with <a href="https://accntu.re/2MoGBbL">Accenture</a> on the following platforms: <a href="http://bit.ly/2LNDE55">LinkedIn</a>, <a href="http://bit.ly/2OrHqU4">Twitter</a>, <a href="http://bit.ly/2LNG8k0">IG</a>, <a href="http://bit.ly/2yr4eIs">Facebook</a>, <a href="http://bit.ly/2ZlxT1C">YouTube</a></p>]]>
      </content:encoded>
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    <item>
      <title>The Link Up with Latesha : Selfies Are Not Headshots</title>
      <description>On the very first episode of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, lets us know that selfies are not headshots, and she graciously shares a few tips that help take a great one. 
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</description>
      <pubDate>Sat, 03 Aug 2019 09:21:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Selfies Are Not Headshots</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>100</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f9975ffe-f2a4-11ea-88c4-cf921bd51af3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the very first episode of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, lets us know that selfies are not headshots, and she graciously shares a few tips that help take a great one. Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBTRANSCRIPTLatesha: What's up, y'all? Welcome to The Link Up with Latesha. I am your host, Latesha Byrd, and I'm here to help you find your calling, clarity, and confidence to level up professionally for your career, and today we're talking about why selfies are not headshots. I tweeted about this recently, and my timeline was literally blowing up with DMs and mentions about it. Now, the tweet says, verbatim, "Selfies are not headshots. Now, repeat after me. Selfies. Are Not. Headshots. Now let's say it all together. Selfies are not headshots." When I tweeted it, honestly I was just sick and tired of seeing selfies as headshots over and over and over again. It was funny, but all jokes aside, it has to stop. As a career coach and a former recruiter, I spend a lot of time on LinkedIn, and we've all seen this time and time again where someone's profile picture is just downright weak sauce. It's not professional. It just doesn't work. It's bad. Now, specifically, talking about LinkedIn, your profile picture is the first thing people will notice. Statistics show that LinkedIn members with a photo receive far more engagement, 21 times more profile views, and 9 times more connection requests. That's just one of the many reasons why it's so important to have a quality headshot. As a former recruiter, I would look up every single person on LinkedIn--yes, every single person--before I interviewed them, and I can attest that all other recruiters do the same thing. Your online professional presence is important, and your picture is the first impression. So let me ask you this. Do you want to make a bad impression or a good one? Selfies. Are. Not. Headshots. Say it with me. [laughs] So I want to talk about what else is not appropriate in a headshot. There are other people cropped out of your photo. This is always super awkward, where you can tell that clearly there was someone cropped out of the picture, because guess what? You can see a hand on the shoulder. You can see maybe an arm around the shoulder. It's weird, and it's distracting. Other things. If you have on a tux, or if this is a picture from your wedding... I know you look nice. That was probably the best day in your life, right? But that's doing a little too much, okay? Now, blurry or fuzzy photos, that really has to stop as well. [laughs] Or we've all seen this, someone has a picture of them on the beach. They're on vacation. You know, you can see the water in the back, you can see the sunset. Now, unless you are, like, a professional traveler, not the best picture to use. Other things I've seen is if the picture is too dark and it's kind of hard to make out who the person is in the picture, or--we've all seen this--where someone is holding a drink. Definitely no drinks in your picture. There really should be nothing in your hands. And then the other thing is your headshot should not really be showing your hands at all. So let's talk about what actually is some things that make a headshot good. Now, let me just say this - professional headshots are the way to make sure that it gets done right and it gets done well, but I do understand that paying for professional headshots can be a little bit costly, right? So I want to give you guys some tips and tricks on how you can actually use your phone to get a really good headshot. First off, you want to make sure you get in front of a plain wall, and just get a friend, you know, or a family member to take the photo of you. Again, a plain wall is good, or even just a bright plain background. Outside will do. The lighting is always so great outside, typically, but you don't want the background to be too distracting, which is why everyone recommends a plain background. In terms of that background, you don't want to wear something that kind of blends into it, right? So if you decide to wear a yellow top, you don't want to take your picture in front of a yellow wall. Make sure you dress up, you know? Make sure you look nice. Ladies, throw a little make-up on. Some light jewelry, fellas, you know? Make sure you have a fresh cut. You know, those things that we all do to make ourselves feel good and look good. Now, some people will say "Make sure you wear solid colors." I typically love just bright colors and prints. So just wear something that is representative of you and your profession where you feel confident. You can kind of feel that confidence through the picture. Now, make sure that you smile, all right? Not just with your mouth, but smile with your eyes too. Make sure the lighting is bomb. Bright photos do pop more on LinkedIn. And make sure it actually looks like you. You know, ladies, we love to switch up our hair styles, but we usually all have that signature look, so you want to make sure that someone can actually recognize you from seeing your picture online versus actually seeing you in person. Just some other quick tips. You can always get some equipment, you know? They have those tripod stands. You can buy a backdrop. You can buy something for lighting. Amazon--Amazon is my best friend, so I'm always looking for things on Amazon. Check out Amazon for just some cheap equipment that will get the job done for you, especially if you don't have anyone to take the photo of you. So use an app like VSCO, or V-S-C-O. It's an app that's free, and it allows you to edit photos to make them look like they are professionally done. The iPhone portrait mode is fire, so don't be afraid to use the portrait mode. Now, kind of going back to the whole professional headshot thing or working with professional photographers. Again, that is your best route. Some professional events offer free headshots. For any college students, most career centers, they do offer free headshots to you. And honestly there's just a lot of dope photographers out there, so I would encourage you to look up some photographers and challenge yourself to actually get behind the camera and let someone take that hard work out for you. I do recommend getting new headshots on an annual basis. I have seen where people have headshots from 5, 10 years, 15 years ago, and it doesn't even look like you anymore. So, you know, really think about it. Invest in yourself. Again, having a good headshot will really enhance your professional brand. So that's all for today. I hope you enjoyed it. If you have any questions, thoughts, comments, you can find me on IG and Twitter @Latesha_Byrd. That is L-A-T-E-S-H-A underscore Byrd, B-Y-R-D. Thanks for listening to The Link Up with Latesha. I am your host, Latesha Byrd. Until next time. And repeat after me. Selfies are not headshots.  </itunes:subtitle>
      <itunes:summary>On the very first episode of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, lets us know that selfies are not headshots, and she graciously shares a few tips that help take a great one. 
Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the very first episode of The Link Up with Latesha, our incredible host Latesha Byrd, founder of Byrd Career Consulting, lets us know that selfies are not headshots, and she graciously shares a few tips that help take a great one. </p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p>]]>
      </content:encoded>
      <itunes:duration>679</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Addressing Conflict at Work</title>
      <description>On the twenty-sixth entry of Tristan's Tips, our special guest Tristan Layfield of Layfield Resume Consulting talks about the measures he takes to address workplace conflict. Conflicts with coworkers are inevitable, always uncomfortable, and typically left unresolved, so be sure to utilize the three-step approach he shares! 
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Thu, 01 Aug 2019 05:48:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Addressing Conflict at Work</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>99</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f9cd2576-f2a4-11ea-88c4-cfe6b794b3b0/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twenty-sixth entry of Tristan's Tips, our special guest Tristan Layfield of Layfield Resume Consulting talks about the measures he takes to address workplace conflict. Conflicts with coworkers are inevitable, always uncomfortable, and typically left unresolved, so be sure to utilize the three-step approach he shares! Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: What's going on, Living Corporate fam? This is Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, we're gonna talk about the steps I take to address workplace conflict. Conflicts with coworkers are inevitable, always uncomfortable, and typically left unresolved. Often times, this has an impact on our desire to show up and our ability to do our job each day. While this is always difficult territory to navigate, I typically take a three-step approach to address conflict head-on at work and to also cover myself. First, assuming the person isn't hostile, try speaking with the person directly in a face-to-face conversation, and if you're not in the same office, then get on the phone. Things can be easily misconstrued over email as there's no way to decipher someone's tone, so try to avoid addressing conflict over email wherever possible. Reaching out to meet or get on the phone is a simple gesture that shows you are invested in resolving this. It also helps ensure they actually are aware of what the issue is. Always follow up the meeting with an email outlining the conversation so anything that you or the other person said isn't misrepresented if you need to take it up the chain. Second, if that doesn't resolve the issue, make your boss aware of it and your attempts to resolve it directly with the person. This conversation can happen during a 1-on-1, or if it's truly a pressing matter, then get on their calendar. Use the email or emails you sent in step one to help shed light on the situation and even forward them to your boss if necessary. One quick note: if the conversation with your boss happens face-to-face or over the phone, be sure to follow it up with an email as well. Third, if your boss doesn't address the issue or the situation persists, then I suggest getting Human Resources involved. Very similar to what you did with your boss, inform them of the steps you've taken to attempt to resolve the issue, provide the documentation, and inform them of the impact of such actions on your ability to do your job. While I know it's difficult to speak up in these situations, it's imperative that we address these situations quickly and advocate for ourselves throughout the process. Just be sure to document every step along the way so when it comes time you have receipts. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the twenty-sixth entry of Tristan's Tips, our special guest Tristan Layfield of Layfield Resume Consulting talks about the measures he takes to address workplace conflict. Conflicts with coworkers are inevitable, always uncomfortable, and typically left unresolved, so be sure to utilize the three-step approach he shares! 
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-sixth entry of Tristan's Tips, our special guest Tristan Layfield of Layfield Resume Consulting talks about the measures he takes to address workplace conflict. Conflicts with coworkers are inevitable, always uncomfortable, and typically left unresolved, so be sure to utilize the three-step approach he shares! </p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p>]]>
      </content:encoded>
      <itunes:duration>324</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Mixing Politics + Work (w/ Nigel Stephens)</title>
      <description>Zach sits down with Nigel Stephens, the director of government relations for Accenture Federal Services, to discuss the mixing of politics and work. Nigel breaks down the real definitions of economics and politics and details his role as the primary liaison with members of Congress and policy makers for AFS.
Connect with SCORE on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube, Pinterest, iTunes
Search open positions at Accenture.com!
Check out Accenture's Inclusion and Diversity Index!
Connect with Accenture Federal Services on the following platforms: LinkedIn, Twitter
Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube</description>
      <pubDate>Tue, 30 Jul 2019 05:18:00 -0000</pubDate>
      <itunes:title>Mixing Politics + Work (w/ Nigel Stephens)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>98</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/f9e3abac-f2a4-11ea-88c4-a71c55585802/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach sits down with Nigel Stephens, the director of government relations for Accenture Federal Services, to discuss the mixing of politics and work. Nigel breaks down the real definitions of economics and politics and details his role as the primary liaison with members of Congress and policy makers for AFS.Connect with SCORE on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube, Pinterest, iTunesSearch open positions at Accenture.com!Check out Accenture's Inclusion and Diversity Index!Connect with Accenture Federal Services on the following platforms: LinkedIn, TwitterConnect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTubeTRANSCRIPTZach: Nigel, welcome to the show. How are you doing?Nigel: I am doing well. Thank you very much for having me. I appreciate the invitation.Zach: I appreciate you being here. For those of us who don't know you, would you mind sharing a little bit about yourself?Nigel: Well, I'm a bit of a local in the Washington, D.C. area. I was actually born in Jamaica, but my family came here in the '80s. I grew up in Maryland and still reside in Maryland. I'm in Prince George’s County. I've been involved in political campaigns since I was a child. My parents were very active in the community. My mother was a teacher at Montgomery College for decades, and my dad was an entrepreneur. He was an accountant and ran his business out of our basement for a number of years. So he was very active in the community, and that was just a part of my upbringing. So part of this discussion about being in government relations, I've been in government or government relations as a professional for over 20 years.Zach: Wow.Nigel: Yeah, and I--you know, I love politics, and I love the role of government as it plays a role in everyone's life. The negotiations--there's an old saying--the negotiations of and maneuvering of politics dictates almost every aspect of your life, whether you like it or not, from the safety and quality of the food you eat and the air you breathe to the education you receive, to whether or not your favorite sports team gets the stadium or not, you know? Negotiations in politics controls all of that. It determines all of that. When I was a senior in high school, I was blessed enough to get an internship with Senator Ted Kennedy from Massachusetts, the Lion of the Senate, and it was there that I really got an education and learned the real definition of the terms "economics" and "politics," right? Economics is the distribution of scarce resources, and politics is simply the method by which we determine who gets what, when, and how. So once learning that I fell in love with the place, and I have never left Capitol Hill since. I've worked in it, on it, or related to it every way I possibly could since that time.Zach: And you know what? It's that profile, Nigel, why we're so excited to talk to you today, 'cause as you know, we're talking about politics at work, and I'm excited to talk to you today because in a large sense, I mean, really, politics is your work. Can you talk a little bit about your role as Accenture's primary liaison with members of Congress and policy makers? Like, what does that--what does that mean?Nigel: For me, I lead Accenture Federal Services' government relations team. So I am an advocate for all of the work that we do for the federal government as a client. I really like that, 'cause it's my way of giving back while still having a professional career. I mean, when I'm doing--when I'm having conversations with new joiners, I really try to get them to keep things in perspective of what they do, whether you're a technologist, you're a coder, you're a strategist, whatever it is. What is the big picture of what you're doing? I mean, we provide services to clients and help individuals get their student loans processed. Healthcare. You know, all of those types of meaningful things that make a real difference in real people's lives, and my direct role in government relations really falls into four categories. Strategic advisor, facilitator, translator, and educator. So I provide the strategic advice based on what's happening with authorizations and appropriations and funding of programs to my business team so they can provide better service to their clients. A facilitator to try to promote communication and coordination between the private sector and industry and the government. As a translator, I--so I'm not a lawyer. I went to business school, so I was trained in--I went and got an MBA, so I was trained in that. Communicating and translating the thoughts and intents of business to the government, to legislators, and vice versa, and then finally is educator. There's a lot of--any given day, members and their staff are dealing with hundreds of different issues, and they can't be subject matter experts in every single one. So part of my responsibility--I think the largest part of my responsibility is really serving as an educator to those on the Hill about what the art of the possible is, about what's happening in the private sector, about what industry is doing, about what new things are happening in technology and how that innovation can really help them meet their real core goal, which is providing service to citizens.Zach: Nigel, now, you know what I love? Is that you out here just--you casually, casually dropping bombs, right? Right? Like, I got to give you the [Flex bomb sfx]. I got to give you the Flex bomb. It's crazy. I mean, my goodness gracious. Okay, that's dope.Nigel: Did you for real just drop the Funkmaster Flex bomb?Zach: I did. I got a whole soundboard over here, man. I be like [haha sfx], you know? Nigel: [?] You're doing it.Zach: I got all kinds of stuff over here, man, but look, I really appreciate the answer. It leads me to the next question. Now, has there ever been a situation where your own life experience has shaped how you approach a policy discussion? Like, how do you decide when and where you, you know, flex and let people know, "Hey, actually, I know what I'm talking about," versus where you decide to kind of lean back and let things play a little bit.Nigel: Take it to a bigger picture. It's not so much on a specific policy area, but for my life experience, I think the lesson would be to be vigilant about building your skills and have confidence in your abilities. When I was starting out my career, there were your veteran rock star African-American lobbyists, right? Your Vernon Jordans. Your Toni Cook Bushs. Your Ben Johnsons. They were another upper echelon of influence, but there weren't that many at just the general corporate level, right? Even more, there wasn't really a clear path to where I wanted to go, which is at that corporate level. So I had to really build a diverse set of skills. You know, whether it be political management, financial management, an MBA, where do I get the diverse skills that I'm going to need to piece together to be effective in the role that I want to get to, and then have confidence that I'm building the capabilities to bring my best self to the table? Now, applying that to the policy realm, you know, Accenture's about technology and innovation, right? How is tech being used and how can it be leveraged in the federal government, and how can those best practices in the commercial sector be applied in the federal government to help them bring those services to citizens more effectively? And then even more, in our current atmosphere, at a cheaper price. Now, in government they may not always see the vision, right? They may not be on the tip of the spear of innovation, and unfortunately sometimes inertia and, you know, "We've always done it this way," "This is the safest way of doing it," can be the worst enemy to progress, regardless of how much that progress is needed or regardless of the benefits that could occur, right? But we have to be vigilant as policy makers and as a company trying to provide services to the policy makers. You've got to be vigilant about building those skills and capabilities. You know, what's that new--is it AI? Automation? Machine learning? Is it migrating things to the cloud? Is it ERP systems? What are those innovative things that are happening in the commercial sector? Building those skills and capabilities, and then also being confident in that what we're offering to the client is in the best interest of the client.Zach: Man, I love that. And, you know, again, it's almost like--it's almost like, you know, you've been doing this for two decades, Nigel. [both laugh] I would imagine that your role demands a certain level of intellectual [?]. You have to know what you're talking about when you're coming in and you're advocating for the services that Accenture provides, but also at the same time a certain level of emotional and social intelligence in actually--in how you actually engage those topics with your audience. Can you talk a little bit about the role that emotional and social intelligence play practically in your role day-to-day?Nigel: Yeah. There's always the requirement of learning, lifelong learning. You've got to be committed to it, right? I was telling some colleagues the other day that my kitchen table is covered with books that I never felt my kitchen table would be covered with, about AI and coding and automation and those kinds of things, because I have to really understand the subject matter even though we have subject matter experts that will be exponentially smarter in these things than I ever will be, right? They live it, but for me with the emotional and the social intelligence, you know, as a lobbyist, I always try to keep in mind that elected officials and their staff are always primarily focused on outcomes. They're always focused on meeting the needs of the real people that they represent, right? We may not agree on all of the politics, we may not agree on all of the policy, but I have to keep in mind that your whole purpose of being there, working these long hours for the pay that you get, is because you care about the constituents that you're representing and you're really trying to make a difference for them. So keeping that awareness is, you know, essentially keeping things in perspective, even during the most heated policy debate, right? And then essentially a part of my job is--the main requirement is to pay attention to the nuances of government, you know, and the people in the government, and you can't fake that, right? It's not what you necessarily see on television every day, right? That's the upfront, you know, constant barrage of social media and the 24-hour news cycle. There's a lot of nuance [in] those individuals, what they're working on, what they're passionate about, and how you're gonna play a role in all of that, and you really have to pay attention to that.Zach: Expand a little bit about that. When you say, like, the upfront, like, what do you mean by that?Nigel: Well, there's the stuff that you--that professionals report on, right? That's the high-level news that you see, but at any given time when I walk into an office, a member or a staffer is dealing with a number of different personal and professional issues. You have to look at a staffer--when I was on the House side I was working for a congressman from Maryland, Congressman Albert Wynn. My portfolio included environment, health care, education, transportation, small business, and telecommunications, and I was also the staffer for the Minority Business Task Force for the Congressional Black Caucus. Now, at any given time, I was dealing with issues from, you know, building roads on one side, and then that meeting would end, and I would quickly have to transfer over to satellite communication technology, right? That discussion--you have to keep in mind that these are human beings that are working long hours and that their minds are focused on all of these different things, so having that type of--that emotional intelligence for the challenge that they're facing every single day allows you to approach the conversation in a certain way so it's the most effective use of their time and yours and you can actually make a difference.Zach: Nigel, you're a political relationship subject matter expert, so you know the difference between good and bad, quote unquote, politics, right? Can you give us some examples? And I kind of want to--I want to really take your insight and experience in Capitol Hill and talk about office politics a little bit, 'cause I know you've seen it. You've seen it all, right? 'Cause you don't just--you don't just live in Capitol Hill, you also have to go into the office, you have to--you know what I'm saying? Like, you flex between a variety of different environments, right? So can you give us some examples of, like, tacky office politics and things that all employees, but especially employees of color, should avoid?Nigel: Okay. Well, there's an old adage in government relations and lobbying that "there are no permanent friends or permanent enemies, only permanent interests." And instead of "enemies," "permanent opponents, only permanent interests." And you also have to keep in mind "What is your permanent interest, and does getting involved in petty office politics help your movement towards your interest, or is it creating unnecessary risk?" Right? The shorter version of that is "Keep your eyes on the prize." I would strongly recommend--my personal opinion is don't get involved with that, office politics, because the deck chairs are always gonna shift, right? The only consistent thing in life and in business is change, so there are always gonna be people spending a disproportionate amount of their time worrying about those types of things. I try my best to avoid it. I recommend that people try their best to avoid it. Maintain positive and, even more so, positive and strategic relationships, and focus on delivering your best every single day. You do that and then, you know, the other stuff will play itself out, and often times, you know, you're in a steady state, you will find that you will actually progress moving forward in a straight line, in a linear fashion, versus, you know, losing your focus and getting engaged in other things that aren't gonna help you.Zach: So let's shift gears a little bit. You know, you serve on the board of directors of SCORE, a non-profit organization and national partner to the U.S. Small Business Administration dedicated to entrepreneur education and the formation, growth, and success of small business nationwide. What was your reason for engaging in this space? And at the board level, right? There's plenty of things that you could be doing, Nigel, with your time and with your various talents. What was it about this space that got your attention and your passion? Nigel: Well, I have a long history with small business. As I mentioned before, you know, my dad ran his business out of our basement for years, right? So I've seen--I've got a number of family members that are entrepreneurs and small business owners, and so I've witnessed first-hand the impact small businesses have, not only on a household but on a community in general, right? The positive impact that that can have. I said before, when I was on the Hill, on the House side, the first time I was the staffer for the Minority Business Task Force for the Congressional Black Caucus. When I sent to the Senate to work for Senator Carey on the Senate Small Business Committee, you know, I was working on policy issues that would promote and advance the cause of small businesses and entrepreneurs, and SCORE was one of those organizations that I worked very closely with as a Hill staffer. And then when I got the opportunity to join the board I jumped at it. I mean, these organizations--this is an organization of 11,000 volunteers that are former executives. So these are retired corporate executives and former entrepreneurs themselves who are willing to share their wisdom FOR FREE. Let's say that again. FOR FREE.Zach: For free.Nigel: For free. So if anyone is listening, and you're running a business now or you're interested in starting a business and being an entrepreneur, I strongly encourage you to reach out to SCORE. [straight up sfx] I strongly encourage it. It is a wonderful opportunity. But at the board level, I think I get an opportunity to really provide strategic advice and guide the organization in a way that I can make a difference. The decisions I'm making now and the input that I'm providing now is gonna lead the organization into the future 10, 20 years from now, right? So what are they doing with regards to investments in the organization and building it out, and what are they doing with regards to reaching out to diverse communities and reaching out to the new generation of entrepreneurs, which may be your millennial-aged individuals. What does that mean? What does that mean for women and minorities who are disproportionately creating new businesses faster than other communities? Like, how are we serving all of those communities in such a way that it's really making a difference? And these guys are serving everyone from Mom and Pop sandwich shops all the way up to your innovative technology companies. So how can we help--how can I help play a role in that organization doing its best to reach all communities?Zach: Well, that's incredible. You know, what I think is really powerful about you being in that position is, as we know, there are systemic and structural challenges that come with economic self-empowerment and advancement and really participating on these stages--and when I say we I mean, like, black and brown folks in these spaces--so you having that insight and giving your point of view in how--not just your point of view, but your strategic wisdom I believe is very much so invaluable, so that's powerful. Because a lot of this stuff, like, we don't really know--a lot of us don't really know where to start, right? It's not--it isn't, you know, your grandfather's space anymore, you know? It's more complex. There are different hurdles to jump and spaces to navigate. So that's really incredible. This has been an amazing conversation. Before we let you go--Nigel: Thank you.Zach: Yeah, nah. Hey, I appreciate you. Before we let you go, any parting words or shout-outs?Nigel: Well, I just want to thank you very much for having me. I really appreciate the invitation, and I appreciate the opportunity to have this conversation. It's really made me think about, you know, the context of what I do and what--there are a number of others in the Washington, D.C. metro area that are making a real difference in the lives of individuals and really in what governments are doing and what industry is doing and what our overall community is doing. So I thank you for the platform. I really appreciate the invitation, and I look forward to having many more conversations.Zach: I look forward to it too, Nigel. Man, look, we definitely consider you a friend of the show. We can't wait to have you back. Now, look, Nigel, I don't know how much of the Living Corporate podcast you've listened to, but every now and then we've got to drop some air horns, okay? So I gotta put 'em in here right... here. [air horns sfx]Nigel: There we go.Zach: I'm saying. I just got to it. And I hope it's not culturally insensitive. I recognize [you/your family are] from Jamaica. I love air horns.Nigel: I love it.Zach: All right, cool. [laughs]Nigel: I love it. [laughs]Zach: Well, all right. Nigel, 'til next time, we'll catch up, man. I appreciate you. Nigel: Thank you very much. Have a great day.Zach: Peace.</itunes:subtitle>
      <itunes:summary>Zach sits down with Nigel Stephens, the director of government relations for Accenture Federal Services, to discuss the mixing of politics and work. Nigel breaks down the real definitions of economics and politics and details his role as the primary liaison with members of Congress and policy makers for AFS.
Connect with SCORE on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube, Pinterest, iTunes
Search open positions at Accenture.com!
Check out Accenture's Inclusion and Diversity Index!
Connect with Accenture Federal Services on the following platforms: LinkedIn, Twitter
Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTube</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="http://bit.ly/2MoFMQd">Nigel Stephens</a>, the director of government relations for Accenture Federal Services, to discuss the mixing of politics and work. Nigel breaks down the real definitions of economics and politics and details his role as the primary liaison with members of Congress and policy makers for AFS.</p><p>Connect with <a href="http://bit.ly/2LO3h5I">SCORE</a> on the following platforms: <a href="http://bit.ly/2Y82bZc">LinkedIn</a>, <a href="http://bit.ly/2YxqTxL">Twitter</a>, <a href="http://bit.ly/2K3n2ED">IG</a>, <a href="http://bit.ly/2OB2Kqm">Facebook</a>, <a href="http://bit.ly/2ZiLoiB">YouTube</a>, <a href="http://bit.ly/2SNUJMW">Pinterest</a>, <a href="https://apple.co/2YrcfaX">iTunes</a></p><p>Search open positions at <a href="https://accntu.re/2knNej5">Accenture.com</a>!</p><p>Check out Accenture's <a href="https://accntu.re/2knEYQ9">Inclusion and Diversity Index</a>!</p><p>Connect with <a href="https://accntu.re/2YeZmph">Accenture Federal Services</a> on the following platforms: <a href="http://bit.ly/310P5dm">LinkedIn</a>, <a href="http://bit.ly/2Yuxs3X">Twitter</a></p><p>Connect with <a href="https://accntu.re/2MoGBbL">Accenture</a> on the following platforms: <a href="http://bit.ly/2LNDE55">LinkedIn</a>, <a href="http://bit.ly/2OrHqU4">Twitter</a>, <a href="http://bit.ly/2LNG8k0">IG</a>, <a href="http://bit.ly/2yr4eIs">Facebook</a>, <a href="http://bit.ly/2ZlxT1C">YouTube</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1433</itunes:duration>
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      <title>The Link Up with Latesha : Trailer</title>
      <description>Zach welcomes career designer, speaker, career coach and business coach Latesha Byrd of Byrd Career Consulting to the podcast, and they announce a new weekly show called The Link Up with Latesha! She'll be sharing real deal advice on how to level up professionally in your career every Saturday, so don't forget to check back on the weekend!

Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB

Read the Flexin' In My Complexion story!</description>
      <pubDate>Sat, 27 Jul 2019 07:46:00 -0000</pubDate>
      <itunes:title>The Link Up with Latesha : Trailer</itunes:title>
      <itunes:episodeType>trailer</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>97</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fa134448-f2a4-11ea-88c4-e748a724c86f/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach welcomes career designer, speaker, career coach and business coach Latesha Byrd of Byrd Career Consulting to the podcast, and they announce a new weekly show called The Link Up with Latesha! She'll be sharing real deal advice on how to level up professionally in your career every Saturday, so don't forget to check back on the weekend!Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FBCheck out Latesha's YouTube channel!BCC's socials: LinkedIn, IG, Twitter, FBRead the Flexin' In My Complexion story!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and look, this is when I typically say "You know how we do," I say something like, "You know what we got going on. So excited to have y'all today," "Ah, ah, ah," "Yearp." I do something, right? But, you know, I'ma keep it a bean with y'all. I'ma have a whole bunch of sound effects. We're gonna have a great time. This is a random Saturday podcast. We don't drop episodes on Saturdays. So we want y'all to have a good time with us, you know what I mean? So we're gonna have a good time. I've got the soundboard, you know, and of course who would I be--that's right, you know it's coming--if I didn't have a special guest? Today we have the one and the only L.B., A.K.A. your favorite coach's favorite coach, A.K.A. I've been on TV a few times, A.K.A. I do this full-time, A.K.A. I have my own podcast setup, I don't really need nobody's help, A.K.A. Ms. Independent, A.K.A. Latesha Byrd.  Latesha: What's up, Zach?Zach: What's up, Latesha? How are you doing today? Welcome to the show. Latesha: I'm doing well.Zach: Oh, my goodness. Well, look, you know, I gave a little quick intro, but for those of us who don't know you, why don't you tell us a little bit about yourself?Latesha: Yeah. So my name is Latesha Byrd. I am a career designer, speaker, career coach, business coach, but I like to call myself a career designer because what I'm passionate about is helping my clients design lives that will allow them to show up in their best and truest and fullest selves at work and beyond, so--yes. Yes, yes. So I started a company, Byrd Career Consulting. It is a consulting agency focused on professional development resources for professionals that are in the corporate space. So we provide resume writing, LinkedIn writing, interview coaching, salary negotiation, strategy sessions, but most importantly career coaching. So I provide career coaching to professionals of color that helps them to just level up professionally. What I'm passionate about is making sure that everyone is happy at work, that they are fulfilled, but not only that but they're able to, like I said, bring their truest selves--show up as their fullest self to work, get paid, and be able to live the life that not only they want, but the life that they deserve. So I am extremely intentional with helping my clients through self-discovery, career empowerment, and then also personal development. I started my company about four years ago. We work with over 800 professionals in a variety of industries. Some of my clients have landed at some pretty great companies such as LinkedIn, Google, Amazon, Deloitte. Just a few to name, and I've had clients that have even gotten over $60,000 salary increases. So before--yes, cha-ching--so before I started my company I worked in recruiting, and I managed recruiting for a public accounting firm headquartered in Charlotte, North Carolina, where I'm at. Shout-out to QC. Zach: Shout-out to QC.Latesha: Yes. And as a recruiter, I manage recruiting for about five offices up and down the East Coast, making sure that the companies had innovative recruiting strategies, that they were out getting top talent. I worked directly with leadership as well on a lot of diversity and inclusion initiatives. And as a recruiter, I realize that there is a huge disconnect--there is a huge disconnect between top talent looking for good for jobs, and also good companies that are having issues that--that they claim they were having issues with finding top talent. We've all heard where companies or recruiters will say they can't find good talent, specifically good diverse talent, right? Which we all know is not true, and so I said, "You know what? Why do I meet so many professionals with great skill sets, with great work experience, that are just dope, and they're having issues with getting connected or getting their foot in the door with these companies? Why are companies complaining about not being able to find good talent?" So I started my company really as a way to bridge the gap between those dope professionals with these companies that were claiming that they had a hard time with finding good talent. So that's pretty much me in a nutshell.Zach: I love that. And, you know, what I'm hearing is you're doing a little bit of everything, right?Latesha: Just a little bit. [laughs]Zach: Just a little bit, you know what I'm saying? And it's interesting, 'cause a lot of us, we think, you know, "I'ma quit this job," and, you know, "I'ma do this," "I'ma do that." You know, "I'ma get what I need to get," without any type of help, and, you know, meanwhile--you're seeing all this in your resume and your online brand, you know, they're looking back at you like [haha sfx], right? Like, you need some help, okay? Like, you need to figure out how you're really gonna get all of this together, and that's where, you know what I'm saying, Latesha--where you come in.Latesha: Yeah, that's right. I meet a lot, a lot of talented people, and when they're telling me about their experience and when I look at their resume I'll just be like, "Hold on, now. Hold on, Holiday." Like, "You're leaving out so much great experience." A lot of times--this is what I've realized, is that we are taught that we should not brag, we shouldn't boast, we shouldn't really talk about what it is that we bring to the table, but when it comes to going after these jobs and getting these coins, you have to make sure that you're really setting yourself up for success and, with that being said, investing that--investing back into yourself, because that's gonna pay off dividends in the future. So you're right. It is important to have some assistance as you are looking to level up professionally, whether it's a career coach, whether it's a resume writer, or whether it's investing your time, you know, and listening to podcasts such as Living Corporate. Shameless plug.Zach: [straight up sfx] You're absolutely right, and, you know, it's a really good point, because a lot of us I think--and we talked about this a few different times over through various guests and topics around the idea that, like, you know, sometimes we think if we get an education, we get an extra degree, then people are gonna look at our resume and go, "Oh, he has XYZ, or she has XYZ in this subject field. We're gonna automatically hire them." That's just not the way it works. Latesha: Not at all.Zach: Right? Meanwhile, we're spending, like, all this time and money and energy getting all of these certifications, but we're not--we're not telling our story well, right? We're not telling our story well. We're upset. We're looking over at our job market like [what more do you want from me sfx], you know? And I-- [both laugh] But yeah, no, you're absolutely right that, like, it's more than a degree, right? And it's more than just having it. You have to figure out a way to present yourself.Latesha: Right, right. And you have to. You have to figure out a way to present yourself and position yourself in a way, whether it is in person or online, and be able to speak to what it is that you bring to the table in a way that will resonate with recruiters, hiring managers, or just your network in general. One thing that I tell my clients all of the time is that people hire people, so if your job search strategy is just about applying to job after job after job, you're not doing enough. You've got to get from behind the computer and really build your network and actually reach out to people. The best way to get a job--well, I won't say the best way. The quickest way, or the most popular way, that positions are filled is first through employee referrals. All day. So if I decide I want to go work at a company like Google, I need to get connected with some people that work at Google, and that might take you not just applying online and praying that, you know, they find your resume in the stack of 300, but actually reaching out to people that work at that company. So when it comes to my coaching, I always, always, always first ask my clients to be able to, like you said, tell your story. Being able to tell your--what I call your career--figure out what your career brand identity is, and how do you communicate that? And then once you figure that out and you get that confidence in who you are and what you bring to the table, that will then allow you to actually be able to reach out to those or build relationships with those or go a little extra mile to get into those positions that you are truly interested in, and that you deserve too.Zach: [Flex bomb sfx] Dropping bombs, yo. Listen, y'all, real Flex bombs are not the ones that are multi-syllabic, you know what I'm saying? Got you looking like Michael Eric Dyson. Real Flex bombs come from real talk. Latesha, thank you so much. Big facts all around for your head top, as it were. Okay, so, you know, you and I have been chopping it up, having a good time, whatever, you know what I'm saying? You're talking about what you got going on, but, like, what--and yes, what you're talking about is all facts of course, Flex bomb worthy, all of that. You know, whatever whatever, [but] it's a Saturday though [and] we're dropping this podcast. Like, what's going on? I feel like you got some news for me. I feel like I got some news for our listeners. Like, let's get to it. What's the deal? Why don't you tell 'em?Latesha: So I will be launching a segment on Living Corporate called The Link Up with Latesha, where [air horns sfx]--aye. Where I'll be sharing some real deal advice to all of the listeners on how to level up professionally for your career.Zach: Yes! Now, look here, what are we talking about on The Link Up with Latesha? Like, what, like--like, what's the format? What's going on?Latesha: So it's gonna be really a variety of things, and this is gonna be coming from a career coach and a former recruiter's perspective on how to get through the job search process, how to find your personal value--I don't want to say how to find it, but how to identify it, how to go after your dreams, how to really think about the life--how to think about the life that it is that you want to live and how to actually go out and get that, but from a recruiter's perspective, I'm gonna be sharing a lot of things that I've seen job seekers do wrong, not just from applying to interviewing to negotiating salary, but also for new employees. When you're starting your career, how do you show up to become a high performer? But I'm gonna be bringing, you know, kind of my own style to it. I'm very, very direct. I'm real all day long. I don't know how to sugarcoat, so I'm just gonna give it to you straight.Zach: I love it. So look here, this is what Latesha is really saying. Latesha's got the inside scoop. She knows what she's talking about. She knows what these businesses want, and also as a consultant she knows what these businesses need to be doing, so you're getting the best of both worlds, you know what I'm saying? She's gonna help you take your brand from [who? sfx] to [Kawhi "what it do baby?" sfx], you feel me? Like, she's gonna take you from, you know, one side to the other. Latesha: Right.Zach: And I love that. I'm so thankful to have you on the show, have you a part of our team, have you a part of this--have you a part of this platform, and, you know, y'all need to make sure y'all pay attention on Saturdays. Every Saturday, the crack of dawn, it's gonna be the show. It's gonna be Latesha. Y'all are gonna be checking her out, okay? So every Saturday be sure to check out--Latesha: I said every Saturday. And Zach, can I just share, like, some of the topics I'm gonna be talking about?Zach: Oh, absolutely. Do your thing.Latesha: Yes, yes, yes. So just a few things I want to talk about is "That's Not My Job, how to set boundaries at work, how to love your job when you actually hate it, how to play the playing field--like, why you should be looking for a job even if you're happy, how to keep your stamina up while job searching, [and] how one of my clients actually got a new job in three months, and she only applied to 12 jobs. So these are some of the things that I want to talk about. What to do if a recruiter ghosts you, 'cause that's a common thing, right? Ghosting is real, not just in the dating life but also in the professional life.Zach: That's facts.Latesha: And what to do if your company isn't taking your desire for growth seriously. Like, I had a friend that said she had a meeting with her boss and basically asked "What does my future look like here at this company?" And the boss said, "Oh, just keep doing the same thing." Needless to say, she is no longer with that company, but, you know, this is gonna be about career empowerment, career growth. Like I said, really leveling up self-discovery, just finding who you are, being true in that, going after what it is that you truly deserve. So that's, you know, a little bit about what I will be talking about on The Link Up.Zach: All right, y'all. Y'all heard it here first. We got a new show. Just to recap, we got a new show hosted by Latesha Byrd, career coach, former recruiter and D&amp;amp;I extraordinaire, okay? Resume writer, branding/personal branding extraordinaire. That's right.Latesha: All the things.Zach: You know what I'm saying? All the things. She's flexing in her complexion and on y'all and on me.Latesha: Ooh, I like that. Flexing in my complexion. Did you just make that up?Zach: No, no, we got--that's a whole business. You know, you got the black girl--in fact, y'all, look in the show notes. We're gonna have the story about the woman--the young girl rather, excuse me--who made a whole fashion company with the phrase "flexing in my complexion." It's very cute, very great, and empowering to our mocha sisters out there and to all of our black and brown women out there. Anyway, thank y'all for listening to the Living Corporate podcast. Make sure you check us out. The only way you're gonna be able to check out the Living Corporate podcast--excuse me, the only way you're gonna be able to check out The Link Up with Latesha is on the Living Corporate podcast, so make sure you follow us on Twitter @LivingCorp_Pod, on Instagram @LivingCorporate, and really just anywhere that podcasts are--if you just Google Living Corporate, you know what I'm saying, we're popping up, okay? We out here. We out here, okay? We in that--Latesha: We outchea.Zach: We in that--we outchea. We in that SEO like [Cardi "blat blat blat brrr" sfx], okay? We letting everybody--we hitting everybody, okay? We're on every podcasting platform.Latesha: Errbody.Zach: Errbody, okay? And yeah. So look, we got the domains, okay? So you go online, livingcorporate.co, livingcorporate.org, livingcorporate.net, livingcorporate.tv, okay? Livingcorporate.--we've just got all the livingcorporates except livingcorporate.com, 'cause Australia just--they're not letting it go. Australia, we love y'all. One day we're gonna have enough flex to actually come and get that domain. One day. I don't know, maybe.Latesha: No, no, no. Like, legit going to Australia.Zach: But go to there though? Yes, we're gonna go to Australia.Latesha: We're gonna pull up.Zach: We're gonna pull up, you know what I'm saying? But yeah, so we out here is my point. Latesha out here. You know, she's--she and I got this new thing going on, so I'm trying to give her something. She's giving me something. We're kind of doing, like, this give and go thing. It's really fun, even at the end of the show. So what else we got going on? Oh, yeah. Make sure--Latesha: [inaudible] shout-outs.Zach: Oh, yeah, we do got shout-outs! That's right. Okay, so--'cause I'm trying to do this new thing, right? Like, every now and then. Like, not every episode, but I just want to give a shout-out to those people that listen to the show and, you know, people being in the Living Corporate DMs talking about, "Keep doing what you're doing." People hit us up on LinkedIn. People talking about, "You know, we just love what you got going on." So shout-out to the engineers and the accountants and all the STEM folks. Shout-outs to my people out in the DMV. Shout-out to our top five demographics. So we're seeing you New York, Chicago, Houston, Atlanta, you know what I'm saying? Dallas. We appreciate y'all, you know? Shout-out to the West Coast. You know, we're not really popping out there like we want to so, you know, somebody out there come on--like, the tech people, y'all show us some love, man. You know, we be out here. We be making moves, you know what I'm saying? We're not--you know, I'm not drinking kombucha every day. It's not--you know, it kind of unsettles my stomach, but I like it, you know? So, like, give us some love.Latesha: It's good.Zach: It's delicious actually. It's just--it just doesn't sit well with me. Anyway, shout-out to all of our hustlers and entrepreneurs. Shout-out to our creatives, you know what I mean? Shout-out to my college students. Shout-out to the Gen Z'ers, you know what I mean? Latesha: [?].Zach: Uh-huh. Shout-out to the Buckys, you know what I'm saying? The White Wolves. The allies, okay? For those who don't know Marvel, like, you know what I'm saying, like, the folks out there who are not as melanin-rich as some of us but still care and empathize, you know what I'm saying, with the black and brown people and [?].Latesha: We love our allies.Zach: We love our allies, you know what I'm saying? Where would we be without allies, okay? We're a minority. We need people. We need help, okay? We need help. Help me, you know what I'm saying? Like, you gotta--we need it, so shout-out to y'all. Shout-out to, you know what I'm saying, the older white people, you know, who listen to the show, you know, trying to figure out just what's going on. Maybe they got a little nervous, they wanted to check it out. Shout-out to my coworkers. If y'all are listening to this right now, shout-out to y'all. I appreciate y'all. And shout-out to the people that give us 5 stars, you know? Shout-out to the educators. Who else am I missing? Who am I missing, Latesha?Latesha: I think you said entrepreneurs, but side hustlers. Like, those that have a 9-to-5 and a 5-to-9. We see you. I was there. I know how it is. And then--so shout-out to them.Zach: Yeah, shout-out to y'all, man, and shout-out--you know, just shout-out to all the listeners. We appreciate y'all, excited for y'all to venture with us on this new leg of our journey, and we'll catch y'all next time. Until next time, this has been Zach.Latesha: And Latesha.Zach: And you've been listening to Living Corporate, and make sure y'all come back and check us out on--now we've got--my goodness, we've got episodes on Tuesdays, we've got episodes on Fridays (editor's note: Thursdays), and now we're gonna have episodes on Saturdays because we've got the new show, The Link Up with Latesha. Aye. Catch y'all next time. Peace.</itunes:subtitle>
      <itunes:summary>Zach welcomes career designer, speaker, career coach and business coach Latesha Byrd of Byrd Career Consulting to the podcast, and they announce a new weekly show called The Link Up with Latesha! She'll be sharing real deal advice on how to level up professionally in your career every Saturday, so don't forget to check back on the weekend!

Find out more about Latesha on the BCC website or connect with her through her socials! LinkedIn, IG, Twitter, FB
Check out Latesha's YouTube channel!
BCC's socials: LinkedIn, IG, Twitter, FB

Read the Flexin' In My Complexion story!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach welcomes career designer, speaker, career coach and business coach Latesha Byrd of Byrd Career Consulting to the podcast, and they announce a new weekly show called The Link Up with Latesha! She'll be sharing real deal advice on how to level up professionally in your career every Saturday, so don't forget to check back on the weekend!</p><p><br></p><p>Find out more about Latesha on the <a href="http://bit.ly/30ZK19a">BCC website</a> or connect with her through her socials! <a href="http://bit.ly/2MmliaT">LinkedIn</a>, <a href="http://bit.ly/2SLneuP">IG</a>, <a href="http://bit.ly/2SN6LpV">Twitter</a>, <a href="http://bit.ly/314Z5lX">FB</a></p><p>Check out Latesha's <a href="http://bit.ly/2p74YRU">YouTube</a> channel!</p><p>BCC's socials: <a href="http://bit.ly/2KbXR1p">LinkedIn</a>, <a href="http://bit.ly/2YsHWoz">IG</a>, <a href="http://bit.ly/2K5ZLjX">Twitter</a>, <a href="http://bit.ly/2Gwi3tY">FB</a></p><p><br></p><p>Read the <a href="http://bit.ly/2YkLKE3">Flexin' In My Complexion</a> story!</p>]]>
      </content:encoded>
      <itunes:duration>1448</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Keep a Career Journal</title>
      <description>On the twenty-fifth installment of Tristan's Tips, our special guest Tristan Layfield suggests keeping an underutilized gem - a career journal. It can be an effective tool if you struggle to update your resume/LinkedIn profile or feel like you have nothing to write when you have to do your self-assessment for your performance reviews.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Thu, 25 Jul 2019 07:11:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Keep a Career Journal</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>96</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fa34ff5c-f2a4-11ea-88c4-67577d75e24e/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twenty-fifth installment of Tristan's Tips, our special guest Tristan Layfield suggests keeping an underutilized gem - a career journal. It can be an effective tool if you struggle to update your resume/LinkedIn profile or feel like you have nothing to write when you have to do your self-assessment for your performance reviews.Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: Hey, Living Corporate fam. This is Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week we're gonna talk about an underutilized gem - a career journal. Do you struggle to update your resume or LinkedIn profile? Have you thought about negotiating your salary but wasn't sure how you would make the case? Do you ever feel like you have nothing to write when you have to do your self-assessment for your performance reviews? Well, if you answered yes to any of those questions, you are not alone. In working with clients, one of the things I've realized is that it's incredibly difficult for us to remember our accomplishments we've had throughout our career. During my intake calls, quite a few of my clients struggle because they've been in their jobs so long that the wins start to blend in with the day-to-day. One way to combat that is to keep a career journal. Each time you have a win, you write it in there. When you get pulled into projects, you write those in there and what your role was. If you're measured against any metrics or receive stats based on your performance, write them in there too. This journal can be physical or virtual, whatever works for you. You just want to make sure that you're documenting wins, both big and small, projects you've worked on, departments you've worked with, any goals you've achieved, and any other thing you think is valuable. If the journal is physical I would suggest some type of bound notebook, and if it's virtual I would suggest keeping everything in the same file. This ensures that you're keeping the information in one place for easy reference. Think about how all of that information will come in handy in situations where you need to sell yourself, whether that be your performance review, negotiating your salary, or even just updating your LinkedIn profile and resume. Having a career journal will make it that much easier to be your own biggest advocate in your career. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the twenty-fifth installment of Tristan's Tips, our special guest Tristan Layfield suggests keeping an underutilized gem - a career journal. It can be an effective tool if you struggle to update your resume/LinkedIn profile or feel like you have nothing to write when you have to do your self-assessment for your performance reviews.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-fifth installment of Tristan's Tips, our special guest Tristan Layfield suggests keeping an underutilized gem - a career journal. It can be an effective tool if you struggle to update your resume/LinkedIn profile or feel like you have nothing to write when you have to do your self-assessment for your performance reviews.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p>]]>
      </content:encoded>
      <itunes:duration>297</itunes:duration>
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    <item>
      <title>Sleeping at Work (w/ Khaliah Guillory)</title>
      <description>Zach sits down with Nap Bar founder Khaliah Guillory to discuss the concept of being well-rested at work. They also talk about the genesis of the Nap Bar and the workforce of the future. Additionally, Khaliah shares a few interesting statistics relating to the topic.

Check out the Nap Bar! Connect with them on their socials here: LinkedIn, Twitter, IG, Facebook
Connect with Khaliah on a variety of platforms! LinkedIn, Twitter, IG, Facebook
Read the WSJ article mentioned on the show!</description>
      <pubDate>Tue, 23 Jul 2019 08:13:00 -0000</pubDate>
      <itunes:title>Sleeping at Work (w/ Khaliah Guillory)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>95</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fa6172e4-f2a4-11ea-88c4-c77b7728ec8d/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach sits down with Nap Bar founder Khaliah Guillory to discuss the concept of being well-rested at work. They also talk about the genesis of the Nap Bar and the workforce of the future. Additionally, Khaliah shares a few interesting statistics relating to the topic.Check out the Nap Bar! Connect with them on their socials here: LinkedIn, Twitter, IG, FacebookConnect with Khaliah on a variety of platforms! LinkedIn, Twitter, IG, FacebookRead the WSJ article mentioned on the show!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate. Now, look, check it out. Y'all know how we do, okay? We have real talk in a corporate world. We try to center the experiences of black and brown voices and identities in the workplace, and we do that by talking about evergreen topics, but we just want to make sure that we're talking about them from a non-white point of view. So that's where you got me, you got Ade, and of course you have our guests, and who would we be if we didn't have a great guest today like we always do? Khaliah Guillory. Khaliah, welcome to the show. How are you doing?Khaliah: Yo. What's going on, Zach? Thank you so much for having me on. I'm absolutely honored to be here with the Living Corporate crew. Thank you for the invite.Zach: Oh, no, no, no. Thank you. Thank you very much. Now, look, for those of us who don't know you, would you mind telling us a little bit about yourself?Khaliah: Sure. So I am a lover of humanity. Love me some people. I love to connect with people. I love '80s music. I have it on rotation, in the catalog, on a regular basis. I am absolutely obsessed with sunglasses, watches, and socks. If I could get away with just wearing that all day, especially in Houston in the middle of summer, I would. Zach: Wait a minute. Hold up now. [sound effect]Khaliah: Oh, we're gonna have so much fun. And I--you know, that's what I do, and I always like to lead with who I am from a personality standpoint. And the meaning of my name means Chosen One, because that ties into what I do. I think sometimes and often times we get caught up into what we do and we think that's who we are, but if we don't lead with who we are, then how can we really be able to connect the dots to understand what we do? So, like, I mentioned my name is Khaliah Oni Guillory, and that means "The Chosen One," and I have chosen to transition from a C-level executive position at a Fortune 500 company as of November 18th of 2018 to really solve the 411 billion--yeah, I said a b--billion dollar U.S. economic loss that the U.S. suffered due to sleep deprivation. Zach, just guess how many days that was. If you equated--I know you've got a consultant brain, so if you can quantify how many days--working days that is--how many would you guess it was?Zach: You said 400 billion?Khaliah: Uh-huh, with a b.Zach: Hours?Khaliah: Days.Zach: Days.Khaliah: How many days?Zach: I don't know. Like, maybe 7--500. 700. 700's my final answer.Khaliah: Try 1.2 million. 1.2 million days Americans called off because they were tired and they were sleep deprivedZach: Now, look here, y'all, I don't want y'all judging me for that terrible math, okay? I'm a change management consultant. I have Excel and other tools to help do the math for me, and--Khaliah: You've gotta use your tools. You've gotta use your tools.Zach: You know, 'cause you asked me on the spot. I kind of halfway understood the question. I'm excited. You know, I've got all the energy around me. Y'all don't be judging me. Sound Man, keep this in. Don't this edit either. I want y'all to see me in my--you know what I'm saying, my vulnerability, okay?Khaliah: Listen, that's what it's about, man. That's what it's about, but look, you jumped out there. You were close.Zach: I was not at all close. I said 700, and I didn't understand the question. You looking at me talking about [sound effect]. I'm like--you said 1.3 milly.Khaliah: 1.2. Zach: Oh, my goodness. And see, I'm wrong again. But anyway--Khaliah: It was probably 700 in a small town like Sugarland. Boom. See? See how we just changed the narrative? You've just gotta change that narrative.Zach: Okay. So okay, look, all the jokes aside, give us the stat again. Give us the stat again.Khaliah: $411 billion is the total amount the U.S. suffered due to sleep deprivation for economic loss. So from an economic loss, the U.S. lost $411 billion due to sleep deprivation, and that equated to 1.2 million working days that Americans called off because they were tired. Zach: Wow.Khaliah: So we can peel the onion back a little bit more. I'm doing the air quotes. Remember when it was "on trend" to take mental health days? And it probably still is. I was one of those people that took--I said, "Man, this is smart. Once a month [?], and it's a mental health day, and I'ma do whatever I want to do, and basically what that meant is that I slept all day because I was exhausted. I was working 80 hours a week, and that was the one day of the month that I gave myself permission to actually rest, which is the craziest thing in the world because we should be able to rest every single day.Zach: Absolutely. And so--so then let's talk about that. So that's your passion, right, and I think it's a really--just a really good segue into our topic for the day, right? Our topic is wellness, and specifically this time the topic is around the concept of being well-rested. And considering your passion and the research that you've done around the lack of restfulness that we have in American culture, you know, what have you been doing with that passion? I know you haven't just been crunching numbers. Like, what have you done? Like, what's the--what's been the output of you doing this research? And, like, what are you--you talked about the fact that you're passionate about solving this problem. What are you doing to solve it?Khaliah: Yeah, man. So it's this thing called Nap Bar. It's the first white-glove napping experience in Texas that offers on-site and in-suite napping services for communities that we serve. And so this really came about April of last year. The wife and I were both--she's still in corporate, but I was in corporate at the time, and we both had and still have side hustles. I changed my side hustle to my main hustle. She still has a side hustle, but if we can, we would carpool into the city, and this particular day we had about an hour and a half to kill between our meetings, and I looked at her and I was like, "Man, this is my nap time," because I'm an avid napper. I nap in my car on a regular basis, and my nap was kind of--it was gonna be a little strange. So she looked at me and was like, "Why don't you Google "naps in Houston?" It's Houston. There's got to be a place where you can pop in and take a nap." I was like, "You know what? You're right. That's dope. I'm sure there's a place." A two-minute-later search? Zero. Zilch. Nada. And I looked at her, like, in disbelief, like, "How is it this is the fourth-largest country in the world, and we're the most innovative--one of the most innovative cities--" I said countries. "The fourth-largest city in the country, and we're one of the most innovative cities, hence we've got this Innovation Corridor that's being curated, but yeah, we don't have a place for people to rest? Wow." And she looked at me and was like, "Well, why don't you create it?" And I was like, "Yeah, okay." So the next day I go to Facebook, 'cause that's what you do. You go to Facebook and you ask your friends. I created a poll and I was like, "Yo, how many people out there napping during the day? Like, in your car or in an unused conference room or, heck, in, like, the--just wherever you can find some peace and quiet," and 99% of my friends, who are a hodgepodge of professionals, entrepreneurs, stay-at-home parents, these cats admitted to napping at work.Zach: Oh, yeah. At work?Khaliah: At work, and I was like, "Boy, they're savages." The savagery is real. So then I was like, "Okay, that's just my scope," right? "That's my lens." So then I started doing more research, and I tell you, Zach, I just kept going and going and going, and I found [?] sleep. There's a sleep foundation that does a ton of research of sleep, and 52% of Americans surveyed--like, 10,000 cats were surveyed last year, and they admitted--52% of them admitted to napping at work. Now, imagine how many people who were napping, but they just was like--Zach: Oh, yeah. You know they're lying.Khaliah: "Yeah, I'm not admitting this. They're gonna find out and they're gonna come get me and fire me." Like, imagine. So then I just continued to do my research, and then I stumbled upon--the CDC had a stat out there talking about, you know, driving drowsy is equivalent to driving under the influence. So I just kept going and going and going. I was like, "Okay, clearly I'm not just solving a problem. I'm solving the root of a problem with Nap Bar."Zach: You are, and you know what? You know, it's wild because, like you said, there's a stigma against, like, even talking about the fact that you might be sleepy, right? You know, you're over here thinking like--you know what I'm saying? You don't want them--you know, you turn around, [and] you slip out in a moment of weakness that you--you know, you might take a nap from time to time, and then you've got the [sound effect]. You know, they're coming for you. And it's just--it's wild though, because I also think really honestly--like, shout-out to you, because really believe it or not--and I'm sure you already know this--like, you're actually pushing against, like, the capitalistic, like, culture and, like, foundation that we work on, because part of just this work-centric culture that we have is just pushing your body until you break, right? Like--Khaliah: Yeah. And you know what's odd about that? Like, this is Living Corporate, so I'm sure people will get this line I'm about to say, but it combats everything--the fabric of people's culture, corporations' culture that they say that they do, and I'll give you an example. Corporate social responsibilities. How many--if you Google that word, and you Google--or you do a Ctrl+F and find how many times they put "people-centric approach" and how their employees mean the world to them, but if they really adopted a people-centric approach, well, then why are people being criticized for taking PTO? And why are people getting down to the last week of the year and they have a whole month of vacation that's unused and they're gonna end up losing it because they can't roll over but 10 days to the next year? Like, if we really, truly took a step back in our culture as a whole, as a society, then why aren't we pushing the envelope back on that? And that's exactly what I'm out to do. I'm out to be that little voice that's gonna be loud and obnoxious and ferocious so that we can pivot and transition into a true, true-true-true holistic approach to the meaning of living. There shouldn't be a reason why I don't enjoy going into work, and there shouldn't be a reason why studies show that the first four hours of Mondays are the most unproductive, because people have the Sunday blues. They think about what they have to do on Monday and then they check out, [then?] they end up staying out too much late on Sunday Funday.Zach: There was an article that just released on The Wall Street Journal about that that said, like, Sundays are the new Mondays, right? It's, like, basically the anxiety of--we'll make sure to put that in the show notes too, but, like, the anxiety of your work week, it, like, bleeds over into your Sunday to the point where you can't even enjoy Sunday anymore. And I'll just be transparent that, like, typically for me Sundays are like--are really like a mini-work day, 'cause I'm prepping for the week, right?Khaliah: Yeah, right, and that shouldn't be the case. You should be able to--you should be able to prep for your work week while you're at work. And I get it, we gotta get ahead and we have to do what we need to do, but it would be so much sweeter if you were prepping on a Sunday for your work week but if you knew on Monday you would be able to get that time back because your employee, or your employer I should say, included in your employees benefit package a health and wellness that includes a nap every single day for 26 minutes, and it's up to you to decide if you want it or not.Zach: Straight up. You're absolutely right, and it's so funny, right? Because, you know, companies are--companies right now, like, if you notice, like, in the conversation of work-life balance--and this has been--like, this discussion has been happening for, I don't know, like, the past six or seven years, but it's, like, transitioning from work-life balance to, like, work-life blend or work-life optimization or work-life harmony, and, like, really what they're trying to do is, like, just have your life be more and more just about work, right? Like, you're having a good time, but you're working. Like, "Hey, we want you to have a good time as you--you know, as you work." [both laugh] You know, "We want you to take care of your family and, you know, shoot, go on vacation, you know? [?]"Khaliah: Yeah, but, like--but even think about that too, Zach. Like, I remember going on vacation, and going on vacation for a week was, like, death the next week when you got back to work because you had--you're in email jail. You can't even send any emails because your mailbox is full, and then you don't even want to consider checking your voicemail because you're already getting those stomach-aches thinking about all that you are so behind on. Now you're regretting taking your vacation, which you earned. Like, we've got to reposition and reverse engineer our thought process around how we work. Like, there's a thing called intentional work, and there's some innovative companies that are doing it just right now. You know, you've got the Googles of the world that have napping pods. You've got Ariana Huffington, who nearly died because she passed out and hit her--like, passed out and hit her head on her desk due to sleep deprivation. So you have these advocates, but then we're still so far behind the 8-ball on how do we really truly pivot. And then, you know, it's funny because I had a call, a conference call, with a Fortune 5 company before this call, and I was telling them like, "Hey, we've got to get Nap Bar on site." I've got this calculation I walked them through, and it showed that annualized nationwide, based on 3,300 employees, they are losing $16.5 million of unproductive loss of work per employee. So that's the total roll-up per employee. That's how I got that number. And they're sitting here saying, "Well, I don't know how we can afford to get the nap [zone?]." I'm like, "Did you not just hear me?"Zach: Nah, you can't afford not to have these nap [zones?]. And wait a minute. And you said--hold on, now, 'cause you're not gonna just slide past that. You said you were on a phone call before this interview with a Fortune 500 company?Khaliah: I mean, listen, I'm out here taking my shots, man. I'm out here taking my shots.Zach: I see you.Khaliah: I'm out here taking my shots. 'Cause, you know, you get this. It's just--it's just basic math. I just need one person to say yes, you know, and then my demand is gonna outpace my supply, and then I can add another zero, and then another zero, and then another zero.Zach: I'm saying. Listen, I'm right there with you, okay? You're preaching to the choir. I just wanted to make sure that the people heard what you said, 'cause I heard you, okay? [both laugh] Okay, okay, okay. So check this out. We've been talking around this a bit, right, but, like, workplace pressure, like, it's real for everybody, and it's even more real for people in America and of course abroad who are in an ethnic minority and may be battling impostor syndrome, even harder than those who feel the need to prove themselves. And to be clear, like, I'm them. I'm people. But the reality is if you're not getting rest, you won't be good to anybody. So even if--so let's just say this, right? So, like, even if taking a nap is not immediately possible for some of the folks who are listening to this podcast episode right now, what advice would you give to professionals of color to practice restfulness in those 10- or 11-hour work days?Khaliah: You know, I think the biggest piece is we have to be the change that we want to see in the workplace. So it's vocalizing, being an advocate for rest in the workplace. There is a ton of research. People can hit me up. They can email me. I will gladly send over what I've collected. I'm in the middle of a business case with another company here in Houston that's gonna really result some telling data. It's almost gonna slap people in the face if they say "No, we don't want to give our people naps at work." I mean, this business case is gonna be--it's constructed in such a way to where it's gonna be hard for people to say no, but I would say how I got to this business case and a collaboration with this particular organization is because an employee, who had only been there for 3 months, a minority man--he was in his 1-on-1 with his manager and his manager said, "Hey, how has the past three months going?" And he said, "Man, it's been quite an adjustment, coming from college to the corporate world, and I'm working 60, 70 hours a week, and, you know, it's been quite an adjustment. I wish there was a time I could just, you know, take a nap." And his manager said--well, I'll say he wasn't a manager, because this was a leader comment. You know, managers manage people. Leaders lead. And this leader said to him--after he said that he said, "Hm. Well, why don't we discuss that on your next 1-on-1? Do some research, and let's talk about it next week." And so he did, and I had a meeting with him two days ago. What's today. Today's Tuesday? I had a meeting with him yesterday to button up the business case and the pilot. So I think the biggest advice I could give is just real life experience that I just experienced just as early as yesterday is we have to be vocal about what we want. And of course we have to be professional in the way that we deliver it, and I always--when I worked in corporate I always prided myself--when I presented a problem, it's to have the solution in my back pocket. So when my leader said, "Hey, okay, well, how are you gonna solve it? Boom, here it is, and here's all the research," right? And, you know, that's why I can say I have 10,000+ hours of research. Malcolm Gladwell says if you--if you want to call yourself a subject matter expert, you have to have at minimum 10,000 hours of research in your respective field. So when I said--as I mentioned, like, I can rattle off stats from here between here and Tokyo, where they do have napping pods, but I don't have to because I think we are as a society, when people hear the word "rest" and "nap at work" they'd initially be like, "Oh, my God. That would be awesome," but then they'd immediately think, "Well, is that gonna hold me back? Am I not gonna get up for a promotion because I'm taking a nap at work?" No. That's a shift that me and my team will come in, because it's more than just a nap. It's an experience. But on the flip side of it, we educate on why--what are the indicators for sleep deprivation. So going back to your original question, Zach, we just have to be more vocal about what we want. We need to present a--not just a problem, but also a solution, and not be afraid to get creative with it.Zach: Okay. Now, listen here, y'all. Y'all heard it straight here from Khaliah, A.K.A. KG Speaks, A.K.A. [?], A.K.A. Your Favorite Sock Wearer, okay? I'm gonna give you that Flex bomb right here. You know what I'm saying? Okay, no, you're absolutely right. In that story though--it's interesting. So you said a black man. Did he have a--was the boss a white dude? Khaliah: I don't know the ethnicity of the leader, but no, the employee, he wasn't black. He was a minority. He was an Asian-Pacific Islander. Zach: Yo. Shout-out to the--man, listen here, shout-out to the Asian-Pacific Islander, the person of color raising his voice, and just to keep a bean with you, I need to go ahead and have that leader on this--on Living Corporate too, 'cause I'm kind of shocked that he turned around and said, "Well, do some research," 'cause, I mean, that's not--I don't feel like that's a common experience. That's dope that he did that, and I absolutely believe that we should be speaking up and using your voice. I think that's an incredible story.Khaliah: We need more of that, and that's why I shared it, because we need more of that on both sides of the table. We need more of that from a leadership standpoint and more of that empowerment from an employee standpoint, because--you're right, and not only that, he sent me an email--the employee said, "Hey, it's a go, and my actual--my leader wants to come and check it out too," and I was like, "Please. Let's go. Tell me when and where. Tell me what time." I know where, just tell me when. [laughs]Zach: Boy, 'cause let me tell you--let me tell you just my experience. Khaliah, let me walk up in somewhere and tell my often-times-not-minority boss that I want to take a nap at work. Boy, they'd look at me like [sfx]. It's like, "What?"Khaliah: You are killing it with these sound effects. Like, I want to come over and see, like, what software you're using, 'cause you are killing it. Zach: Man, I be looking--I'm serious though. You just looking at them like [sfx], you know what I'm saying? Khaliah: But you know what's interesting too is that, you know, from a leader standpoint, for the leaders who are listening on the phone and who can even--you know, who can low-key share this with the leaders who perhaps might need to hear this, but here's a stat that perhaps will change people's minds. Millennials will be occupying, by 2025, 75% of the workplace. 75% of the workplace in five years and some change will be occupied by millennials. And what do we know about millennials? Well, out of the survey that I saw, 53% of them stated that they value health and wellness above work, spirituality, and even their friendships. Health and wellness #1 over work, spirituality, and their friends. So if I'm an executive at a corporation, and I know in the next five and a half years that folks I have on my bench right now, that I'm grooming, they don't--they value work, but it's not more than their health and wellness. I need to put in place Nap Bar today so that when they're in the C-Suite in five years we're already advanced into VR. We've got virtual reality going in Nap Bar. I mean, there's so many different things that companies can do today to set them up to win in 2025 when 75% of their workforce will be millennials.Zach: No, you're absolutely right, and, you know--and that's the thing--so as you know, I'm a consultant, and one of the things I've really been passionate about at my job is the workforce of the future, and we're talking about, like, dealing with the workforce of the future. First of all, the workforce of the future is happening--is today, but the idea of the fact that, like, folks will leave--this generation of people, and not even thinking about Gen Z's gonna be doing. I don't know what they--Khaliah: Listen...Zach: Listen. Ayo. My siblings in Gen Z. I be looking at them like I don't know--I'm scared. I'm scared of y'all. Like, y'all--ooh. But, you know, we will leave--Khaliah: They're reckless, but they're courageous with it.Zach: Oh, no. I love it. No, it's not a knock. It's just, like, a "Wow." Like, I'm really--I'm not prepared. [both laugh] But, like, you know, millennials though--and I would venture to say it's gonna be even more so with Gen Z--like, we will quit a job, you know what I'm saying?Khaliah: In a heartbeat. In a heartbeat.Zach: They'd be like, "Hey, Bobby, if you don't stop taking these naps, we're gonna have to let you go." He'd turn around talking about some [sfx]. You know?Khaliah: Yeah, you know why? Because they were already researching on their phone the companies that are innovative and progressive that probably already have nap pods. Zach: Listen, they're gonna be pulling up just like that Indeed commercial that just dropped with that white lady. She got passed over for that job, and--I don't know if you've seen it yet. It's wild. It's crazy. But anyway, she gets passed over for the job, and, you know, everybody's clapping. It's clear that she got passed over for a job. She's over here smirking at her phone. Indeed app already talking about "Interview secured." I said, "Ooh." And I oop. [sfx]Khaliah: That's funny. Now that's funny.Zach: It's super funny, but you're right. You know, it's going to be a critical--you know, it's gonna be a pillar of human capital management, of talent management, this wellness piece, and it can't just be "Hey, you know, you can take time off, but you've got to come work--" No, like, it needs to be explicit, intentional, purposed policies that reinforce true wellness.Khaliah: Totally.Zach: Okay. Now, look, this has been a dope conversation, and you know you've already been a friend of the show, and I didn't even--you know, I didn't even give you your air horns at the top for the dope piece that you wrote back in Season 1 about coming out of the proverbial closet. Man, shout-out to you. [sfx]Khaliah: Aye. [imitating sfx]Zach: You know what I'm saying? Like, we didn't even give you your props at the top. So, you know, again, you're a friend of the show. You're appreciated here. Before we let you go, any parting words or shout-outs?Khaliah: Man, shout-out to the tribe, the folks who show up, the folks who--and here's the thing. People show up. They don't have to show up, so when they do we have to ooze with gratitude for that. So I'm absolutely oozing with gratitude for my tribe for showing up, and not just for showing up, but for also holding me accountable for the likes, for the shares, for the--just the "atta girl"s, I mean, those things matter when you literally jump off the cliff and you have no idea how to open your parachute, but you can trust that your tribe, your network, will catch you before you fall. So shout-out to all of the folks who have ever liked, commented, shared, sent me an encouraging DM. I appreciate you so much, and I'm sending that vibe and that love right back out to you. And for those of you who are sitting on a billion-dollar idea that's gonna solve a trillion-dollar problem, I say "Go." Just go. You're not gonna have it all figured out, but you'll be able to figure it out along the way. And assemble yourself an advisory board team yesterday, because that's gonna be the people who will be in the trenches with you, that will roll up their sleeves with you and fight 'til the end to make sure that--that they believe in not just you, but in your vision.Zach: Come on, now. Khaliah: Yeah, man. That's the motto. That's the motto, man.Zach: I don't even have anything. I just got finger snaps, you know?Khaliah: That's the motto. Like, my legit motto is "Why duplicate mediocrity when we can borrow genius?" So why not surround yourself with genius all around who have access to the things you don't have access to or who have embarked on a journey that you're looking to embark on. Hey, it's the--it's the clear definition of working smarter and not harder.Zach: No, absolutely. Now, of course we're gonna have all of your information in the show notes, but why don't you go ahead and let us know where we can find you, where we can connect with you, where we can learn more about you?Khaliah: Bet. So for Nap Bar-specific, go to www.napbarnow.com. There you can also follow us on Twitter @NapBarNow, Instagram, LinkedIn, Facebook we're at NapBarHou, and for anything and all things KOG Speaks, which I am a certified diverse speaker, and I speak on diversity and inclusion, performance, leadership, change management. You can catch all of my work there at www.KOGpassion.com, and then my handles on LinkedIn, Instagram, Twitter, Facebook is KOGSpeaks. Zach: Come on, now. Now, look, this has been great, and that does it for us, y'all. So thank y'all for joining us on the Living Corporate podcast. Make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. Now, please say the dash. Now, look, Khaliah, it's wild because, you know, we own actually all of the Living Corporate variations. So, like, livingcorporate.tv, livingcorporate.co, livingcorporate.net. We've even got, like, livingcorporate.org. We don't have livingcorporate.com 'cause Australia still has livingcorporate.com. Khaliah: They ain't letting it go. You're not gonna negotiate the 5,000--Zach: I don't know how brolic the brand would need to be for us to walk up to a continent and be like, "Ayo, come off that domain." I don't know, but maybe one day. That's a go. I feel like the day that we can--we can Deebo Australia for our domain, that's the day--Khaliah: That's when you've arrived.Zach: That's when you've arrived.Khaliah: That's the day you've arrived.Zach: Right, I'm saying. Okay, okay. So look, if you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com, or you can just DM us on anything, you know what I'm saying? Our DMs are wide open. Like, we're just trying to talk to you, you know what I'm saying? Now, look, this has been Zach, and you have been talking with Khaliah Guillory, okay? Founder and CEO of the Nap Bar. Make sure you check out all of her information. It's gonna be all in the show notes. Do not forget. Listen, I'm talking to y'all right now. Sound Man, stop the music. Listen. I don't want y'all to listen to this and, like, be like, "Oh, okay, here goes Zach with the sign-off again," 'cause see, y'all see I'm flipping it up. This is not, like, an insert. I'm talking live right now, okay? I want y'all to stop, look in the show notes, okay, and click it. I ain't trying to be aggressive with y'all, okay? I'm not trying to do nothing extra, okay? I'm not dangerous, I promise. I'm just telling you, you know what I'm saying, get the information. Make sure you learn about the Nap Bar, especially if you're in Houston, and get yourself some rest. Am I tripping, Khaliah?Khaliah: Nah, not at all, bro. Not at all.Zach: All right. All right, well, dope. Well, look here. Until next time, talk to y'all soon. Love y'all. Peace.Khaliah: Peace.</itunes:subtitle>
      <itunes:summary>Zach sits down with Nap Bar founder Khaliah Guillory to discuss the concept of being well-rested at work. They also talk about the genesis of the Nap Bar and the workforce of the future. Additionally, Khaliah shares a few interesting statistics relating to the topic.

Check out the Nap Bar! Connect with them on their socials here: LinkedIn, Twitter, IG, Facebook
Connect with Khaliah on a variety of platforms! LinkedIn, Twitter, IG, Facebook
Read the WSJ article mentioned on the show!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Nap Bar founder Khaliah Guillory to discuss the concept of being well-rested at work. They also talk about the genesis of the Nap Bar and the workforce of the future. Additionally, Khaliah shares a few interesting statistics relating to the topic.</p><p><br></p><p>Check out the <a href="http://bit.ly/2SAIeUT">Nap Bar</a>! Connect with them on their socials here: <a href="http://bit.ly/2Svb8G9">LinkedIn</a>, <a href="http://bit.ly/2JKpG1O">Twitter</a>, <a href="http://bit.ly/2Yb9VVA">IG</a>, <a href="http://bit.ly/2JJq5Sa">Facebook</a></p><p>Connect with <a href="http://bit.ly/32Jl6bv">Khaliah</a> on a variety of platforms! <a href="http://bit.ly/2ZcoKIY">LinkedIn</a>, <a href="http://bit.ly/2XZCKcq">Twitter</a>, <a href="http://bit.ly/2YdFIFz">IG</a>, <a href="http://bit.ly/2JZXvdU">Facebook</a></p><p>Read the WSJ <a href="https://on.wsj.com/2LBJ5Eq">article</a> mentioned on the show!</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2029</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Networking in the Office</title>
      <description>On the twenty-fourth entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) talks about networking in a place where the importance of networking is often underestimated. He also shares a few upsides to networking throughout your company. Career success sits at the intersection of personal and organizational goals, so take the time to cultivate relationships throughout your organization to figure out where your goals align!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Fri, 19 Jul 2019 06:53:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Networking in the Office</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>94</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fa82ce12-f2a4-11ea-88c4-b3092b4d7736/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twenty-fourth entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) talks about networking in a place where the importance of networking is often underestimated. He also shares a few upsides to networking throughout your company. Career success sits at the intersection of personal and organizational goals, so take the time to cultivate relationships throughout your organization to figure out where your goals align!Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: Hey, Living Corporate fam. It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, let's talk about networking, but in a place where the importance of networking is often underestimated. When we hear "networking," it usually brings up thoughts of going to events to meet people, but networking happens in many spaces, and one place we tend to neglect is the workplace. There's so many upsides to connecting throughout your company, so let's discuss a few. By developing more relationships, you inevitably discover more highly-visible projects throughout the organization. This allows you to strategize on how you can get involved, and you can begin to volunteer for some of the special projects that align with your goals. Second, if you maintain a diverse network throughout the company, you'll more than likely get the scoop on open positions and departments you may want to work in, not to mention you may possibly get a referral from someone in your network who's on the team. Next, the more you connect, the more opportunity you have to find a mentor or a sponsor. While a mentor helps you navigate your career, a sponsor uses their agency in the company to advocate for your career progression. If you can land someone who's willing to be a sponsor for you, be sure to nurture that relationship as they can help open doors within your organization and potentially within others. Finally, if you're someone who gets anxious about networking, your job can be a great place to start getting comfortable. Think about it. You're already more familiar with the topics that may come up, and you have to be there for at least eight hours anyway. Career success sits at the intersection of personal and organizational goals, so take the time to cultivate relationships throughout your organization to figure out where your goals align. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the twenty-fourth entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) talks about networking in a place where the importance of networking is often underestimated. He also shares a few upsides to networking throughout your company. Career success sits at the intersection of personal and organizational goals, so take the time to cultivate relationships throughout your organization to figure out where your goals align!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-fourth entry of Tristan's Tips, our special guest Tristan Layfield <a href="http://bit.ly/2XDcp3z">(@LayfieldResume)</a> talks about networking in a place where the importance of networking is often underestimated. He also shares a few upsides to networking throughout your company. Career success sits at the intersection of personal and organizational goals, so take the time to cultivate relationships throughout your organization to figure out where your goals align!</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p>]]>
      </content:encoded>
      <itunes:duration>297</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Future of Learning (w/ Mike Yates)</title>
      <description>Zach sits down with Guide co-founder Mike Yates to discuss the future of learning. Mike shares what he thinks are the top three things that are changing within the world of learning. He also lists a few ways he thinks organizations will need to adjust for future workforces.
Connect with Guide! We've got their website and socials: Twitter, IG, Facebook</description>
      <pubDate>Tue, 16 Jul 2019 07:25:00 -0000</pubDate>
      <itunes:title>Future of Learning (w/ Mike Yates)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>93</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fab0805a-f2a4-11ea-88c4-579040e91f64/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach sits down with Guide co-founder Mike Yates to discuss the future of learning. Mike shares what he thinks are the top three things that are changing within the world of learning. He also lists a few ways he thinks organizations will need to adjust for future workforces.Connect with Guide! We've got their website and socials: Twitter, IG, FacebookTRANSCRIPTZach: What's up, y'all? It's Zach, and you're listening to Living Corporate. And today we're talking about the workforce of the future, okay? So you've heard some conversations that we've had with Tim Salau a few times about the future of work, and, you know, it's just a really prominent topic because the workforce is changing, and the dynamics and the cultural makeup--not just from an ethnic perspective or sexual orientation, but from a generational perspective--is shifting, so we're really excited to talk about the future of learning with Mike Yates. Mike taught in a traditional school setting for five years before entering his current role, where he designs curriculum, plans projects, and motivates students to break all of the rules. His passion is in change and finding the next set of large innovations to the classroom through the use of adaptive learning technology and artificial intelligence. The world is rapidly changing and innovating, and it is his belief that schools must follow that trend. So with that being said, Mike, welcome to the show, man. How are you doing?Mike: Thank you so much. I'm really good. I'm excited to be here. I'm actually a pretty--I'm a regular listener, so I'm excited to be on this podcast.Zach: Stop playing. You listen to Living Corporate?Mike: Yeah. I'm a listener. I listen to it through Apple Podcasts, and I love the--I love the podcast. I actually saw stuff about Living Corporate via LinkedIn or Twitter. I cannot remember where I saw it first.Zach: Okay.Mike: Yeah, yeah, but I started listening a while ago. So, like, I've recently listened to the one--like, Ramadan at Work.Zach: Whaaat? Stop playing.Mike: Yeah, yeah. Respectability Politics, yeah.Zach: That's awesome. Okay, well, hey. First of all, we're already--we're honored, but definitely certainly flattered and happy about the fact that you enjoy the show. So look, we gave a little bit of an intro for you from the top. For those of us who don't know you, what would you mind telling us about yourself?Mike: Yeah, yeah. So one of the things--like, I just saw this meme on the internet that said, like, "I wish I loved somebody the way that people from Houston love being from Houston," and I'm one of the people that makes that true. I love being from Houston. That's where I'm from. So, you know, NBA Finals time I'm a little hurt, 'cause I thought the Rockets should have played better, but--Zach: Yeah, man. It was tough, right?Mike: Yeah, yeah. But I'm from Houston. I'm from a family of educators. My mom is a teacher. I basically grew up in school. I grew up in the classroom. I am married. I have four amazing children, an amazing wife.Zach: Oh, man. Congratulations to that.Mike: Thank you, yeah, yeah. Our house is nuts.Zach: I'll bet.Mike: Yeah. [laughs] It is. But that's one of my favorite parts about my life, the grind that I have for them. And so my passion is education. I have tried to avoid the career field for as long as I could, because when growing up I thought to myself "Oh, you know, educators don't make any money," but the gravitational pull of education was too strong for me. I became really curious about it after I graduated from college and I got into planning education programs for the United Way in-between Austin and San Antonio. Once I started doing that, I entered the classroom as a teacher and fell in love with the field. I'm also an educator that is convinced that everybody is lying when they tell you that you can't make money in education, things like that. "You can't be happy in education." "You can't have work-life balance in education." I am seeking to create trends within education that show you that all of those things are possible.Zach: Man, that's incredible. And, you know, I really respect--first of all, you know, there's articles--I feel like you see articles every other month about the importance of even having just black male teachers in the classroom, so shout-out to you, shout-out to educators. Shout-out to my wife who's an educator, as well as my--Mike: Your wife?Zach: Yeah, man. My wife is in education. She's been teaching for some years, and then my mother is a principal of an elementary school. She's been in education for 32 years.Mike: Wow, that's great. That's phenomenal.Zach: Yeah, man. And then, you know, my in-laws, they come from a--there's a deep family of educators there as well. So yeah, man, shout-out to educators. Shout-out to those who, like, reach back and are really trying to shape the future of the world. Like, it's so undervalued and just underappreciated. So yeah, definitely a shout-out to you, and a shout-out to your family, man. That's awesome. So look, let's talk about this. Let's talk a little bit about the future of learning. So in your profile, right, like, when people look you up, you know, you talk about the world changing and, by relation, learning methods along with it. So what would you say are the top three things changing within the world of learning?Mike: So that's a great question, and I think that the #1 thing is--the way I would describe it is the urgency. There is going to be a shift in the way that people attend school, and that's what I mean when I say urgency. Like, how you get information and how quickly it comes to you. So right now, especially through K-12 education and even into college, education is sit and get, right? It's like, you trust that this person has the content knowledge to teach you, and so you sit and listen to lectures and take notes, and hopefully you retain enough to prove that you should get a job later in the future. The future of learning is different. The future of learning is gonna be on-demand. Learning is going to come to the person. The execution that you can see today would be, like, a Western Governors University where all of their courses are online. You can take them at your own pace. You have one mentor that you interact with your entire time, whether you're in undergrad or grad school, and you can get your college degree that way. The second thing that I think is changing in the world of learning is quite honestly students. One of the saddest things to think about in education is the idea that, like, education is the last frontier in the United States of America that remains without innovation. You walk into any public school, you will see desks in rows, you will see--you might even see chalkboards that have been there since the '60s, '70s, '40s in some cases, right? It is a model that is antiquated and has not responded to the change in people, the change in interest, the change in, like, you cannot educate students the way that you used to, right? And then the last thing that I think is changing in the world of education is technology, technology in and outside of the field. You know, artificial intelligence, machine learning, like, we have figured out how to make machines and devices do more for us today than ever before. When we were in school--I don't know if you remember this, but my teacher used to always tell me, "Mike, you have to show your work when you're doing math, because you won't always have a calculator with you."Zach: Yes. [laughs] Wow, wait a minute. Pause right there. Yo, that was a lie. Like [inaudible]--Mike: Right?Zach: The teacher definitely said you're not always gonna have--they'd be like, "What are you gonna do if you don't have a calculator with you?" Like, there's nowhere--you always have a calculator with you now. You have a phone.Mike: Always, yeah. I have a calculator, a media company, a personal assistant. I have [inaudible].Zach: Everything, yes.Mike: Everything, right? And that's what's so beautiful about the future of learning, right? Because up until now teachers tried to prepare students for the existing work world, but now you have a movement of educators and a movement of schools that are trying to prepare students for jobs that don't exist yet, right? And the calculator--you know, the iPhone is the perfect example. Like, no teacher in 1995 would ever believe you if you would have told them there's gonna be a flat glass device that you're gonna touch, and you can call, it can talk to you, it can be a calculator, right? They would never believe that. So I am fortunate to have been raised by an educator, you know, being my mom, who would tell me, like, "We don't know what the world's gonna look like when you go to work, so you have to be in your head. You have to imagine. You have to always look forward." And my mother very much so made me a futurist, so all I do is think about "What's the world gonna be like 10, 15 years in the future?" And that's why I think technology is so exciting, and it's--you know, if I'm talking about, you know, the last major change, you know, adaptive learning technology is going to do more for students than the best teacher ever could, and I--you know, adaptive learning tech is--if you don't know, it's technology that--like, let's say I'm in a math application. If I'm in 6th grade, it will give me a set of questions that are at a 6th grade difficulty. If I do well on those questions and prove to the app that I know 6th grade content, it will automatically move me up to 7th grade math. If I don't know a 6th grade concept, it will move me down to 5th grade until I master that concept, it'd move me back up to 6th grade and let me keep mastering and moving up. That is so much more efficient than even your best math teacher that it will change--in the future, that will change the role of the adult in the room. All of a sudden, you no longer have to disseminate information, but you have to create projects to help students use that information. You have to create real world connections and learning experience. And honestly, it helps teachers get to the part of their job that they love and away from the part of their job that they hate, which is lesson planning and lectures.Zach: Yeah. Man, that's incredible. That's incredible, and it's just so interesting because--so my father also--he also taught math for a little while as well, and, you know, he was on Living Corporate last season, and he talked a lot about the various jobs that he had, and one of the jobs he had was actually--he was a teacher's assistant, and he also taught high school math, and he was talking--he's a bit of a futurist himself. He was talking about, like--this was back in, like, '90. Like, '89, '90, and he's talking to these kids, and he's like, "Y'all, one day you're gonna have machines that are gonna be doing--a lot of these manual processes that we're doing, one day machines are gonna be taking over. They're gonna do these things." And, like, at the time all of his students were like, "What are you talking about?" "No, that's, like, way, way later in the future." And he's like, "I'm telling y'all." And, like, he was just talking about it, but he was just kind of, like, waxing poetic. He wasn't, like, really trying to, like--you know, he was just talking, but he wholeheartedly meant it. You know, it's rare though to have folks who can see, right? So yeah, that's definitely a blessing to have, folks in your life who can talk to you about those things. You know, so what would you say your top three predictions are for how organizations will need to adapt to future workforces in light of--you know, in light of what you're sharing about the future of learning, what ways do you think that organizations, like, you know, professional organizations in any industry--in oil and gas, in technology, in healthcare--how do you feel like these organizations are gonna have to adjust for future workforces?Mike: Yeah. So I think that they're gonna have to be comfortable with remote workers. That's my first big prediction is, like, they're gonna have be comfortable with remote workers, because today's internet allows you to do so much more than ever before. You know, like, now you have IT companies that no longer have to be in the building with you and can take over your desktop or your laptop and y'all are not even on the same Wi-Fi network. Like, that's how advanced we are. So if that's possible, then, you know, oil and gas companies or software companies or even, like, the National Basketball Association, who could be playing a game in Toronto and reviewing replay footage in live-time in Secaucus, New Jersey, right? So I think that they're gonna have to be comfortable with remote. The next big prediction that I have, and this is a really, really big one, is that in the future of work, the college degree will lose value. And I don't mean it will be completely worthless, but I do think because we came up in this generation where everybody sort of forced us to go to college, and I do think that there's somewhat of an oversaturation of bachelor's degrees in the marketplace right now, but what I think is because of things like lambda school and because of things like University for the People, Western Governors, there will be a pressure on any university that is outside of the top 20. If you're not in the Ivy League or if you're not a top 20 school that produces the best doctors and lawyers, you know, all of those positions that require advanced college degrees, then you are going to struggle to get students to sign up for your school after the next economic collapse. Like, things have been going financially, economically in this country pretty well for the last nine years, and my big prediction is in the next five to ten years there will be--economic collapse is the wrong turn, but there will be an economic recession, and when that recession hits--like, my alma mater, Texas State University, I don't know if students will enroll there and take on debt when they could go to a lambda school for free, or they could go to University of the People and get a bachelor's degree for $2,000. Like, you know? So I think that the college degree requirements are gonna have to change, and my last big prediction about what the future needs to adapt to is--it's the scary one. It's not [inaudible]--Zach: [laughs] I hear you hesitating. Go ahead.Mike: Yeah, [laughs] it's robots. Like, it's--there is a robot that can open doors. Like, there are companies, like [Boston?] Dynamics, that are designing robots that can deliver packages, right? And so I think we're gonna have to get used to--and this may be, you know, 20 to 30 years down the line, but there may be a robot that walks up to you and greets you and drops a package off at your door, right? And I think that, you know, direct-to-consumer business is gonna change. I think, like, Amazon--we'll see Amazon finally have to compete with, like, Old Navy and other brands, because everybody's gonna be able to use drone delivery and robot delivery to drop packages off at your door within the hour. So I think that, you know, that big artificial intelligence in that sense, like robots, drones, those are gonna be really, really important in the future of work, and companies are gonna have to start bending and altering the way that they operate.Zach: So, you know, first of all, everything you're talking about--like, Mike--and I'm not trying to poo-poo you--I don't really hear anything crazy in your predictions. Like, I think they're all very realistic. Like, so first of all--especially when you start talking about schools, because we're already seeing that today, right? Like, we're already seeing it, like, in MBA programs. If it's not a top 20, top--lowkey top, like, five, ten to five, you're not gonna get--you know, 'cause some folks think that, you know, you get an MBA--and we talked about this, we talked about this--this was early in season 1. There's a misconception that if you go and you get a graduate degree, then that automatically lines you up for paper, and it's like, "Eh, not necessarily," and it's because--it's because of the economic demand. It's also because of perception, but, like, there's no reason to--there's no reason to not assume that the trend that we're seeing within grad schools, we won't just start seeing that in, like, universities, and we do see that in universities already, right? Like, we already know that there some undergraduate degrees that are worth more than others, right? Like, we know that already, but, like, it hasn't been, like, super stark yet, but it will be one day.Mike: Yeah, it will be. Absolutely.Zach: Man, that's incredible. So, you know, I think this really, like, leads well into your current role as the chief operating officer of Guide. So, like, what can you talk to us about when it comes to Guide? Like, what can you share?Mike: Man, Guide--Guide is amazing. So Guide came together because a couple of people online were all having the same conversation about education. I was--you know, about two months ago, I sort of--you know, this is my first year outside of the traditional school system. I work for--my day job is at a school called Alpha, which is a school that uses adaptive learning technology in place of direct instruction, so we don't have any lecture. There's no classrooms. Our school looks like an open co-working space. It looks a WeWork for kids, right? And once I got out of the traditional school system, I had this opportunity to pick my head up and sort of look around, and I saw, like, there was all this stuff that I was missing. I saw that I was misusing LinkedIn and that I didn't know how powerful it could be. I didn't really know how to build community. So two months ago I started doing that. I went hardcore on LinkedIn. I went all in on, you know, Twitter and community building, and Tim Salau and I sort of started crossing paths because we were both posting about the future of learning, the future of work, sort of interacting with each other on LinkedIn, until one day Tim reached out and was like, "Hey, man, we've got to talk about this thing I'm working on." So Tim, myself, and our third co-founder Taban got on a call and talked about what has now turned into Guide, and Guide is a social learning app that is tailored towards high school students specifically to teach them life skills. We're going to create a new media called Snapshots, which are 30-second courses where a creator, any content creator, can come to our platform and break down transferable life skills into 30-second segments so that students can digest them and so they can remember the steps, go back and rewatch, and start to learn skills that are gonna benefit them in the future of work. So LinkedIn Learning is sort of, like, the adult version of this, but, you know, to get a certificate in LinkedIn Learning you may have to spend 12-15 hours doing that. Students [inaudible]--yeah, students don't have the capacity to think that way.Zach: No, nah-uh. We don't have the capacity to think that way. [laughs]Mike: Right, yeah, so imagine being able to build a course where a student could spend 15 minutes and get the same amount of material, the same amount of value? And now you have high school students, community college students, early college students, that are starting to build up this connection between skill building and the future of work, because--so I think the official number is, like, 65% of all, like, elementary school kids are going to fill jobs that currently don't exist. With that being the future, you have to build up this sort of tool-belt of skills that you can use in multiple ways. Ones like public speaking, ones like community building, ones like adaptability, ones like creativity, that are not as easily taught in skills. So that's what we're doing with Guide, and my role specifically with Guide is obviously managing the personnel that we have. We're sort of--we're in startup mode, so we sort of do it all, but I specifically create teacher content. I manage all of the curriculum on the app. I do strategic partnerships. And so our founders team works really, really close together. You know, Tim is doing most of the UX and user experience design. Taban is our CTO, and he's actually code--like, hard-coding the app and everything like that, so we have a phenomenal team that's ready to do some phenomenal work. So I'm super excited about Guide, and I'm glad you asked me about it.Zach: Man, that's awesome. No, no, no. I'm glad that you guys are working on it, and I'm really excited for what it's gonna be. Where can people learn more about Guide today?Mike: So you can learn more about Guide at guideapp.co. That's our website right now. We have sort of, like, a "Coming Soon" page. Our website is currently under construction. Our communications lead and our content team is working really, really hard to get the website up in the next couple of weeks. You can also follow myself on LinkedIn. You can follow me on LinkedIn or Twitter. My Twitter handle is @justmikeyates, like j-u-s-t Mike Yates. You can also follow and connect with Tim. We are constantly posting about Guide. We're posting resources in the--for all the educators out there, in the coming weeks we will be posting some teacher toolkits and some quick-start guides so that you can use Guide and our Snapshots in your classroom, and we'll sort of, like, break down what a school day would look like with Guide to where you don't have to abandon all of your curriculums trying to teach life skills. You can do it within the course of your math class or your history class or your English class.Zach: Oh, I love this, man. It's so disruptive, but, like, for all the right reasons. It's not like guys from California trying to disrupt, like, your local bodega. This is, like, something that we need. This is awesome. Well, look, man, you know I could keep on going, but let's go ahead and wrap up, man. I want to give you a second though. Do you have any words, any shout-outs for us?Mike: Yeah. So one of the things that--sort of my goal in terms of online communication, the goal that I had set for myself for online communication has been to tell educators out there this very simple message, and that's that you need to be building a personal brand. You need to be on LinkedIn, active, and interacting with other business professionals and other fields as well as professionals in education, because #1 there's a larger conversation being had about disruptive education technology, about the future of learning and the way that that's gonna look. I want you to be a part of that. I want you to be a part of shaping what school looks like in this country forever. The other thing is that school districts all across the country quite frankly are running out of money and teachers are getting laid off. It doesn't pay enough for you to put all of the time and the passion and the heart that you do into your classroom on a day-to-day, so you should have a plan B, and that plan B can be your personal brand, because everybody's looking for expertise that comes from the classroom, it seems like at this point. So I want teachers to know that. And in terms of shout-outs, I want to shout-out my wife, Alex. She holds it down like no other. My wife a stay-at-home mom and we have four kids, so she is--she's working a lot harder than I am. So shout-outs to her and my kids and the whole Guide team. Shout-out to Tim, Taban, Monale, Jonathan. We are doing some phenomenal work.Zach: Man, that's awesome, man. Well, look, that's gonna do it for us, y'all. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been listening to Mike Yates, learning futurist and COO of Guide. Peace.</itunes:subtitle>
      <itunes:summary>Zach sits down with Guide co-founder Mike Yates to discuss the future of learning. Mike shares what he thinks are the top three things that are changing within the world of learning. He also lists a few ways he thinks organizations will need to adjust for future workforces.
Connect with Guide! We've got their website and socials: Twitter, IG, Facebook</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="http://bit.ly/2YVdIrb">Guide</a> co-founder Mike Yates to discuss the future of learning. Mike shares what he thinks are the top three things that are changing within the world of learning. He also lists a few ways he thinks organizations will need to adjust for future workforces.</p><p>Connect with Guide! We've got <a href="http://bit.ly/2JAVV3a">their website</a> and socials: <a href="http://bit.ly/32tGNfx">Twitter</a>, <a href="http://bit.ly/2Y4hQbm">IG</a>, <a href="http://bit.ly/2XIlb0h">Facebook</a></p>]]>
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      <itunes:duration>1656</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Tristan's Tip : Doer vs. Achiever</title>
      <description>On the twenty-third installment of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) talks about the difference between being perceived as a doer versus as an achiever at work. He also shares a few tips on how to stand out as the latter rather than the former.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</description>
      <pubDate>Fri, 12 Jul 2019 09:47:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Doer vs. Achiever</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>92</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fad169e6-f2a4-11ea-88c4-d3430ea8e01c/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twenty-third installment of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) talks about the difference between being perceived as a doer versus as an achiever at work. He also shares a few tips on how to stand out as the latter rather than the former.Connect with Tristan on LinkedIn, IG, FB, and Twitter!TRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Have you ever heard of your resume painting you as more of a doer rather than an achiever? If so, you probably were like, "But what does that really mean?" Well, when it comes to writing the description for both your resume and LinkedIn profile, you have to be cognizant of the picture you're painting. Are you painting the picture of a doer, a person who completes a task, or an achiever, someone who doesn't just get the task done, but drives results? All too often we're painting ourselves out to simply be doers. See, many companies are looking to our previous work history as an indicator of what their return in investment in us can be. It's essential that we show them what we did, not just tell them, and the way that we do that is by highlighting the results and accomplishments we've had while in those roles. In order to switch up the narrative, start adding in numbers, metrics, and outcomes. These help illustrate the value you brought to your organization while in that role. So instead of saying you managed a team, say you oversaw a five-person marketing team. Instead of saying you exceeded the sales goals, say you exceeded monthly sales goals on average by 15%. Adding in that information can sometimes be a little hard. That's why I always suggest keeping a career journal, where you can write down your highlights to use later in resumes, LinkedIn profiles, and cover letters. If you need some help figuring out what you can include now, request a copy of your performance reviews. You or your boss more than likely put a few things in there that you can use. And remember that realistic estimates, not lies, are acceptable if necessary. Just try to be as accurate as possible and consistent whenever you speak about it. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the twenty-third installment of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) talks about the difference between being perceived as a doer versus as an achiever at work. He also shares a few tips on how to stand out as the latter rather than the former.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-third installment of Tristan's Tips, our special guest Tristan Layfield <a href="http://bit.ly/2XDcp3z">(@LayfieldResume)</a> talks about the difference between being perceived as a doer versus as an achiever at work. He also shares a few tips on how to stand out as the latter rather than the former.</p><p>Connect with Tristan on <a href="http://bit.ly/2G7d6HK">LinkedIn</a>, <a href="http://bit.ly/2XDcp3z">IG</a>, <a href="http://bit.ly/2JEbg1R">FB</a>, and <a href="http://bit.ly/2JCmKTz">Twitter</a>!</p>]]>
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      <itunes:duration>301</itunes:duration>
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      <title>Pitching Yourself Effectively (w/ Precious Williams)</title>
      <description>Zach sits down with Precious Williams of Perfect Pitches by Precious to talk about how to pitch for yourself effectively. They break down the basics of a pitch and discuss what most people get wrong when pitching for themselves.

Connect with Precious on LinkedIn or Twitter, and check out her website below!
https://perfectpitchesbyprecious.com/</description>
      <pubDate>Tue, 09 Jul 2019 07:25:00 -0000</pubDate>
      <itunes:title>Pitching Yourself Effectively (w/ Precious Williams)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>91</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/faf107ba-f2a4-11ea-88c4-c712ce0c7c28/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach sits down with Precious Williams of Perfect Pitches by Precious to talk about how to pitch for yourself effectively. They break down the basics of a pitch and discuss what most people get wrong when pitching for themselves.Connect with Precious on LinkedIn or Twitter, and check out her website below!https://perfectpitchesbyprecious.com/TRANSCRIPTZach: What's up, y'all? It's Zach, and you're listening to Living Corporate. Now, look, y'all. Y'all know we have people come through the spot from time to time. We have real conversations about real things, okay? And this episode is no different, okay? We've got Precious Williams with us on the show. Precious Williams is a world-class master communicator who works with successful women entrepreneurs and helps them take their professional speaking skills to the next level. With over 23--count 'em, 2-3, Michael Jordan, LeBron James--years of experience conceptualizing unique branding and marketing techniques, Williams seeks to train individuals and companies on how to remain authentic while marketing concepts and visions to distinctive audiences. Sound Man, you've got to give me a round of applause for that. [he obliges] With that being said--Precious: Oh, let me snap. Snap, snap, snap.Zach: Come on. Come on, snaps. With that being said, Precious, welcome to the show. How are you doing?Precious: I'm good. I'm really good today. I'm living well. I'm living my life like it's golden. "Living my life like it's golden."Zach: Drinking some water?Precious: You know [what?] We do. We drink water all day.Zach: You sound really hydrated right now.Precious: I am hydrated. I'm really hydrated. Come on now.Zach: I can feel it--I can feel it through the ancestral plane.Precious: Okay!Zach: I know I gave a little bit of an intro, but for those of us who don't know you, would you mind telling us a little bit about yourself?Precious: Yes. My name is Precious Williams, proud founder and CEO of Perfect Pitches by Precious. And again, thank you for saying I'm a world-class master communicator, and it is very true. I've been a professional speaker since I was 16 years old, and this year I turned 40. I've appeared on Shark Tank, CNN, Wall Street Journal, FOX Business News, appeared in movies, I've been in television commercials, and I'm a 13-time National Elevator Pitch champion. So that is how a lot of shows got interested in me in the first place, but before we did all of that, we were--I was an unwanted child living in the inner city of St. Louis, Missouri, and my mother didn't like me and beat me up constantly. My father was a drug addict. And so when I look back at my life, I'm always astounded to this day - "How did I make it? How did I not become a statistic? How do I live in the great state of New York?" And I've been here 11 years. Never been raped, robbed, or beaten. Living my dream of being a professional speaker where I work with wonderful, successful women entrepreneurs who struggle with bringing their next big ideas, concepts, brands, products and services, to different markets. So if you need a pitch for an investor, I got you. Need a pitch for media? I got you. You need a pitch at networking events? I got you. That is what I do. And I've also iterated to teaching new and emerging speakers how to successfully build a speaker platform so that they're attractive to conference organizers and event planners. And for professional speakers or seasoned speakers, I teach them how to get paid speaking engagements. So when I tell you we are the art and science of the most killer pitches, we also do not play. I'm not new to this. I'm true to this. I am Precious Williams, the #KillerPitchMaster, and I will help you - what? - #slay all competition.Zach: My God. Sound Man, give me some air horns. [he complies] That's crazy. That's incredible. And honestly, I really want to add one of those '90s "Ow"s. That was incredible. That's incredible. Precious: Thank you.Zach: My goodness gracious. Okay, then. Well, shoot. You did that with that little ol' question, so you're gonna kill the rest of this. Let's start with the basics. What is a pitch?Precious: A pitch is a short, brief introduction to you, your company, your career, your life, that will make you attractive and interesting to an interested party, someone that you don't know but you want to get in front of. So think about getting on an elevator and taking it to, I don't know, the 20th floor. In that time, you should be able to have a pitch good enough to spark attention and make them want to meet with you or take your phone call. So as an elevator pitch master, I have won competitions in 30 seconds, 1 minute, 2 minutes, 3 minutes, 5 minutes, and 10 minutes. When I won Black Enterprise, I won it in 1 minute--I became a finalist in 60 seconds, and I killed it in 30 seconds, and that's how I won in 2013, Black Enterprise.Zach: Wow. Wow, wow, wow. So, you know, we've talked about a little bit about--we've talked a bit. Not a little bit. We've talked a good bit actually about strategic self-advocacy on Living Corporate, right? What would you say most folk get wrong when it comes to pitching themselves?Precious: I find that most people are very boring. Most people have no idea how to introduce themselves in a way that makes them star-quality material. I find that people don't give a lot of thought to it, thinking that you should just wing it, and if [you learn anything] from me, it's preparation is key, practice perfectly, perform perfectly is key. Also, give them some of that funk, that flavor of who you are. So for example, when I went on Shark Tank, I knew they weren't ready for me, 'cause I don't come like anybody else. As a champion, you can't come like anybody else. If you want the basics, you don't have Precious. I'm not a basic chick at all. So I went in with a low-cut canary yellow form-fitting [inaudible] dress--and I was 275 pounds, and my company was Curvy Girls Lingerie, and I was pitching Curvy Girls Lingerie--and so, you know, when you're walking down the hall that music doesn't play. Just so we're clear, that music does not play. When they open up those doors and it's just you and the Sharks, I walked in like "Wait until they get a load of me. They ain't never seen nothing like me." So when I hit that X, I was going IN. Listen, I was in the paint. I was going HARD in the paint, and then I said, "Okay, ladies. Now let's get in formation." The door opened again, and my plus-sized models came through, and I tell you, they had never--I said, "Because I know what I'm doing." If you want to be average, [random?], or ordinary, do what regular people do. If you want to stand out and really make an impact, you have to be different. So I wrote an article a long time ago called "Does Shark Tank Teach You Everything You Need to Know About Pitching?" And there's no way it can, and don't be lulled into thinking that the people who get the investments are actually better than the people who don't. And sometimes your vision is beyond what most people can see. That's why you're called a visionary, and I'm a visionary and a trailblazer. You're speaking to investors. If you're speaking to a network--speaking at a networking event or you're speaking to the media, what is going to make you stand out like no other? And when we talk about self-promotion or self-actualization, all of that, you really need to hone in on what makes you different from everyone else and can you demonstrate that difference even if your products and services weren't in the room. Zach: Yeah. Yeah, yeah. I love that. I love that. This is what we're gonna do. This is a first for the Living Corporate podcast, but I feel like you can handle it. So I'm gonna give you some scenarios, right, where you would pitch yourself. I want you to give me, like, how you would do it. So I got three of 'em, okay? So are you ready?Precious: I'm ready.Zach: Okay, here we go. "You're a mid-level employee who's done the work but keeps getting passed over for a promotion that you've wanted for a while. How do you handle that?" How do you pitch yourself to get the promotion you're looking for?Precious: First of all, I would start making noise and buzz about what it is that I have done. So if you're a mid-level employee, what are your results? What's your value added? What content have you created? What things have set you apart from the others? A lot of the times when you're a mid-level employee you think that just doing the work is enough, but you have to promote what you do. You have to quantify what you do. You have to qualify what you do. You have to show how you being you has increased sales, has decreased problem areas, how you've been invaluable to the company. You have shown loyalty, fidelity, and you want the opportunity to shine on a bigger state in that promotion, but before you can do that, you have to show where you came from and where you took the company from where it was to where it is now, and that means you need to document what it is that you've done, what you've brought to the table, great ideas that have been implemented on, and you definitely want to walk in dressed like the promotion, not what you are right now. Give them something to look at. Give them a visual that they're not ready for.Zach: Yeah. I love it. I'm so excited. Okay, okay, okay. So that's great. This is the second scenario. "You're a new employee, and you're looking for a mentor." Precious: This is where we get into passion, energy, and intensity. So when you're looking for a mentor, one of the greatest tools alive, especially if you're a new employee at a new company, is to go about seeing who are the power players in the organization or in the company. What you want to do is see if you can spend a little bit of time with a few of them and get to know them. You'll ask them [if] they can take on any projects where you get to work closely with them. Let them know that you're always available--within reason, let me put it like that--that you're always available within reason to work on different projects because you want to stay a step above the people that you started with, and you have to show initiative. You have to show focus, grace, ease, and just mercy. You have to show all of that. And so when they see you working hard, they see that you came in that first day and you were strategic about what it is that you're doing. That stands out. When you allow them into your strategic vision and how you see yourself elevating the company or being a very valuable resource to the company, don't be afraid to toot your horn about what you've done in the past and what you plan to do there. And if you're young, man, you can do a lot for a company, as long as you keep showing that dedication and that focus. You can take instruction, but you can also give the ideas that young people always have that are so vibrant and so necessary to an organization in moving forward. That's what I would do.Zach: Amen. I love this, I love this. Okay, here's #3. Here we go. Last one. "You're venturing out to start your own side hustle, and you've found someone you think would be a great fit to join the team."Precious: Mm-hmm. Thinking that they're a great fit before I just jump on the bandwagon, I would vet them, because there are things in peoples' backgrounds that you may not know that might prevent them from being the great asset that you think they're going to be. So I would look them up online. I would--you know, 'cause you can meet a lot of people, and listen, I've been in this situation. I've had a partner that we did not work out. On paper we both looked good together. In person, in reality, we could be at each other's throats. One could be focused on money so much, the other one focused on customer service so much, that you constantly bump heads because you're not in a true partnership. What does that person bring to the table that you already don't have? You vet them, and you also go through a due diligence process. You interview them. You let them know about this great opportunity, but you vet them as they're vetting you. Don't make a decision immediately. You're not thirsty. You're not thirsty.Zach: Yeah. Precious: And since you're not thirsty, you can give it a week. You can give it a little bit of time and do more due diligence. You want to make sure that--even if you're the top person in your company or in your program, what you definitely want to make sure is that you sound off to someone that you trust to make sure that you're not rushing into a decision. That's what I would do as a killer pitch master.Zach: I love that, I love that. Now, look, you know we could keep going. You know this.Precious: I know.Zach: But before I let you go, do you have any parting words or shout-outs? Precious: Yes. I want to say that fortune favors the bold. If you are bold enough, you can make miracles happen with God's grace and mercy. When you step out on that faith, and you've been given a vision, it's time you move towards it. We don't live in the day and age of our grandparents or even our parents. You can really eat what you kill. You can really make a difference and impact walking in your authentic light and in your authentic, God-given purpose. Secondly, if you're someone who is looking for pitching help, I am here, and I am available. I am here to work with you on how to monetize your message, how to turn your mess into your message, and how to really--Zach: Come on, now. "Mess into your message?"Precious: Your mess into your message. Listen, I've been homeless. I've had an addiction. I've had all sorts of things happen to me. I've battled cancer and all of that kind of stuff. It doesn't matter. And I've been living my best life because I was able to face it and move on. Deal with the trauma. So what I want to say to everyone, when you look at someone that you think has it going on, you don't know their backstory, and it's important--and that's why I used to watch Behind the Musics when I was younger, Intimate Portrait, Biography, because I really wanted to know the true story. I didn't want the glitz and glamour story. I wanted to know "What did they overcome?" Because that would give me strength to know that I could overcome too. So get really comfortable with wanting to hear peoples' stories, because that will give you the catalyst to get off of your behind and make moves. Like Future and Drake said, "What a time to be alive." What a time. We can have a Zoom call, a Skype call. You don't have to leave and go to the office. You can just do things as you already are, and you can make a great impact. I've been in Corporate America. I've done that, and now I am a serial entrepreneur, international professional speaker, and just an all-around gal about town, right? All-around gal about town, and I am a full-figured diva on a mission, and that's to take over the world one curvy girl at a time.Zach: Come on. Yo, this has been a great interview. Thank you so much for being here, Precious.Precious: Thank you for having me. I really appreciate it.Zach: No, I appreciate you. So look, that does it for us, y'all. Thank y'all for joining us on the Living Corporate podcast. Make sure you follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com or livingcorporate.co or livingcorporate.org, livingcorporate.net. We've got all the Living Corporates except for livingcorporate.com because Australia has livingcorporate.com, you know what I'm saying? They're not really trying to talk to us yet. I might need to talk to you, Precious, on how we can pitch to them so they can give us that domain, but look--Precious: That's right.Zach: I'm saying, but we got--but if you Google Living Corporate, ayo, we out here. So if you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com, or you could just DM us on any social media 'cause the DMs are wide open. This has been Zach, and you've been listening to Precious Williams, CEO of Perfect Pitches by Precious. Boy, my sound man is gonna have to really work on those Ps, but I love it. This has been Zach, y'all. Chat with y'all soon. Peace.Precious: We out!</itunes:subtitle>
      <itunes:summary>Zach sits down with Precious Williams of Perfect Pitches by Precious to talk about how to pitch for yourself effectively. They break down the basics of a pitch and discuss what most people get wrong when pitching for themselves.

Connect with Precious on LinkedIn or Twitter, and check out her website below!
https://perfectpitchesbyprecious.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with Precious Williams of Perfect Pitches by Precious to talk about how to pitch for yourself effectively. They break down the basics of a pitch and discuss what most people get wrong when pitching for themselves.</p><p><br></p><p>Connect with Precious on <a href="https://www.linkedin.com/in/precious-l-williams">LinkedIn</a> or <a href="https://twitter.com/preciouswesq?lang=en">Twitter</a>, and check out her website below!</p><p><a href="https://perfectpitchesbyprecious.com/">https://perfectpitchesbyprecious.com/</a></p>]]>
      </content:encoded>
      <itunes:duration>1192</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Turning Meetings Into Emails</title>
      <description>On the twenty-second entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) talks about meetings and how you can turn some of those unnecessary ones into emails.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://www.facebook.com/LayfieldResume/
https://twitter.com/layfieldresume</description>
      <pubDate>Fri, 05 Jul 2019 06:55:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Turning Meetings Into Emails</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>90</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fb0b325c-f2a4-11ea-88c4-6762d2b6161c/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twenty-second entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) talks about meetings and how you can turn some of those unnecessary ones into emails. Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://www.facebook.com/LayfieldResume/https://twitter.com/layfieldresumeTRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, we're gonna talk about meetings and how you can turn some of those unnecessary ones into emails. Don't you hate when you have a meeting at work, and by the end of it you feel like you've wasted a ton of time? Most managers can spend up to 50% of their time in meetings, but they consider 67% of the meetings that they attend to be failures. All of those unnecessary and unproductive meetings makes everyone hate them in general, so next time you're the host of one, ask yourself - "Is it necessary to meet in person?" If the answer is no, then consider turning your meetings into an email. There are three main things you need to make sure are in your email. First, logistics. Explain why you're canceling the meeting and set the expectations for the next meeting. The second thing? Action items. List any actions that need to be taken, who is supposed to complete them, and by when. To ensure people notice their responsibilities, make sure to put their names in bold so you know they'll see it. The third and final thing? Updates. If there have been any changes in the information, be sure to provide those updates to the group. If you check my Instagram, @LayfieldResume, you can provide this tip where I also provide an email template that you can use in these instances. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the twenty-second entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) talks about meetings and how you can turn some of those unnecessary ones into emails.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://www.facebook.com/LayfieldResume/
https://twitter.com/layfieldresume</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-second entry of Tristan's Tips, our special guest Tristan Layfield <a href="https://www.instagram.com/layfieldresume/">(@LayfieldResume)</a> talks about meetings and how you can turn some of those unnecessary ones into emails.</p><p><br></p><p>Connect with Tristan on LinkedIn, IG, FB, and Twitter!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p>]]>
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      <itunes:duration>271</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Physical Wellness (w/ Joe Price of GUS)</title>
      <description>Zach sits down with Joe Price, the co-founder and general manager of Grown Up Sports, to talk about GUS Leagues, and Joe shares a few physical wellness tips for professionals, particularly people of color.
Check out GUS Leagues!

Read the articles mentioned on the show:
Why Your Chair Might Be Killing You
Office Exercise: Add More Activity to Your Workday
The Future of Wellness at Work
The Future of Employee Wellness</description>
      <pubDate>Tue, 02 Jul 2019 06:16:00 -0000</pubDate>
      <itunes:title>Physical Wellness (w/ Joe Price of GUS)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>89</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fb442896-f2a4-11ea-88c4-cf2640c36af3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach sits down with Joe Price, the co-founder and general manager of Grown Up Sports, to talk about GUS Leagues, and Joe shares a few physical wellness tips for professionals, particularly people of color.Check out GUS Leagues!Read the articles mentioned on the show:Why Your Chair Might Be Killing YouOffice Exercise: Add More Activity to Your WorkdayThe Future of Wellness at WorkThe Future of Employee WellnessTRANSCRIPTZach: What's up, y'all? It's Zach, and you're listening to Living Corporate. Now, look, Ade and I have had several guests on the Living Corporate platform. We've had, you know, celebrities, musicians, authors, CEOs, but we haven't had my brother on the show. In fact, to be more specific, we haven't had my brother-in-law on the show, okay? And today we actually have a special guest, Joseph Price. Joe, what's up, man? How are you doing?Joe: Hey. I'm doing well, Zach. Zachary. How are you?Zach: I'm doing great, man. So look, today we're talking about wellness, and I think it's just a really great fit for you to be the guest to talk about wellness because of your background, your current passions, and just your level of expertise in physical and personal health. I mean, I'm not saying that you're, like, a doctor, but I'm saying, like, you got--you know what I'm saying? You've got some credentials.Joe: I am not a doctor, that is correct. [laughs] Yeah, thanks for having me. I'm happy to chat a little bit about what I do and my experience in the space.Zach: Man, that sounds awesome. So look, without further ado, why don't you tell us a little bit about yourself?Joe: So for the sake of the podcast professionally, I own and operate an organization called GUS Leagues, which stands for Grown Up Sports Leagues. We're an adult sport and social club. We're based in Houston, Texas. Adult sport and social club means we essentially facilitate sports leagues, tournaments, some corporate wellness and other fun activities around town. So a little bit of sport, a little bit of social, and that's what I do by profession.Zach: That's awesome, man. So look, as you've already alluded to and as I said at the top, we're talking about physical wellness for corporate professionals. Let's talk a little bit about what physical wellness means to you. And I recognize that's a very broad statement, so, you know, you can take that and kind of wax poetic however which way you want.Joe: Yeah. So physical wellness obviously can be pretty broad. What drew me to the space specifically is that I'm into team sports. It's what I've done for fun. I've fostered community throughout my childhood, adolescence, and adult life, and I think that type of engagement is still something that people should do as they get older, and it's a good way to connect with other adults that sometimes can be a useful way to connect outside of just happy hours, drinking, getting dinner. You know, there's a way that you can improve yourself and still connect with people as an adult, and that's been a good way for me and something that I promote to our companies, to our friends, and how I personally connect with people. So that's the part that speaks to me about what we do. I still think it's very important--a good way for people to connect, period.Zach: Man, nah, straight up, and you're absolutely right that every time--well, let me not say every time, right? You don't want to speak in absolutes, but more often times than not, especially in consulting, when you talk about kicking it with somebody or, like, doing something fun, it often revolves around getting a drink, getting something to eat, right? Especially in consulting. They talk about, like, the consulting 15, right? Like, you pick up weight just traveling and eating out all of the time, and so I think that you're 100% right that finding other avenues to connect and build relationships as opposed to kind of, like, staring down a plate of food or staring in-between a bottle. So let's talk a little bit more about Grown Up Sports, right? Like, what's the story behind the company? Why the name? All of that. Just talk to us a little bit about it.Joe: As I alluded, we do grown up sports, and I--we'll just give you a little bit of background about how we even came to call ourselves that, 'cause I find the story interesting. We--me and my business partner, John, started this company about seven years ago. I know John because we both played intramurals at the University of Texas in Austin. That's where we went to undergrad. He worked for RecSports, was a sports management major, and he actually interned for a company that was similar to ours that was based in Austin and helped them with their original expansion out to San Antonio, and so this is something that he was passionate about from when he was forming a passion about anything. So when he was, like, 21. That was his focus. We both moved to Houston. He came here for law school. I came just to start my professional career. My family is from Houston. And we were looking for a similar community to that that we had when we were an undergrad playing intramurals. Couldn't find anything that we felt met that need in the space, and so--he had been wanting to do that for quite some time. We decided--so a little bit of background about me. I was working with an education technology start-up on the side, helping them with an expansion in Houston, so I had a little bit of entrepreneurial experience, and so when he was looking to start this he was looking for a partner, and he comes to me with the idea. We go through his business plan. I tell him it's awesome. I don't have time for it. Some situations arose that made it seem like the time was right, and so we decided that we would try to start this company, and then we decided we wanted to start it--we're both basketball guys, and so this was during the time when the NBA was on a lockout--Zach: Oh, yeah. Yeah, yeah.Joe: Yeah, and so what you're seeing on ESPN at the time is a bunch of leagues, and we wanted to start with a basketball league. Leagues that are becoming popularized with these big names, and it's, like, the Goodman League, the Drew League. You know, something that has a name that pops, something you want to [?], like, name our company. We really wanted to do, like, recreational leagues in Houston, and so we had a name, that was Houston Rec Leagues, and then as we started thinking a little bit more long-term it was like, "Oh, that sounds a little bit limiting." So, you know, [had] a moment of clarity if you will [?], and it's like, "What could we name our company that rolls off the tongue?" And it was like, "We need something that's gonna pop and speak to people like the Drew League," and so I was thinking of what we were planning to provide, grown up sports. GUS. GUS League. You know, "It's gonna--it's gonna roll off the tongue. People are gonna love it," and, you know, it doesn't really work like that, but that was kind of the motivation behind why we [?] named it that, and it also gave us the opportunity if we ever wanted to expand our horizons to other geographic areas that it's not so limiting in scope as Houston Rec Leagues might have been.Zach: I love it.Joe: So that's a little bit about the name, yeah. And even our motivation--so this was--for me, this is how I make--[?] my closest friends, you know, I know 'em through sports. How I met my business partner, I met him through essentially, you know, our company, but for college students and intramurals. So this was just a natural thing for us to do, and it's nice that we've been able to find a way to make some money off something that we actually--we use the product ourselves, and we were looking for a need--the need was something that we were trying to solve for ourselves first and foremost.Zach: Man, I love that. And, you know, it's funny, you talk--and you talked about, like, it doesn't really work that way, but GUS does roll off the tongue, and it's interesting because as someone who lives in Houston, it feels like almost every other person, especially, like, before I joined the current firm that I'm at, like, everyone is either--they've either heard about it or they're a part of it. If I'm with somebody and, like, I can tell that they play basketball--you know the type, right? Either it's their walk or their build. I say, "Do you hoop?" And they'll be like, "Oh, yeah. You know, I do some intramural stuff. It's, like, an adult intramural." I'm like, "Oh, okay. Have you heard of GUS?" They're like, "Yeah, that's what I meant." I'm like, "Oh," and I remember after, like, the fourth or fifth time I was like, "Dang, this mug is real." Like, it's just super funny, but, like, anybody I see somebody with, like, that sore walk, you know what I'm talking about? Like, with the--you know. The limp--Joe: Oh, yeah. Oh, yeah, our knees are aging faster than the rest of us for sure. Zach: It's funny, but it's not funny at all. But I'll see it, and I'm like, "Oh, okay. He probably hoops," and I just--I mean, there's a strong percentage, man, and they'll be like, "Oh, GUS." It's--like, it's smooth, to your point. You talked about building up this business with John, and there was a point in time where you were building this up while you were actually in business school. Like, can we talk a little bit about what that was like?Joe: So I went to the University of Michigan for business school, got my MBA. Zach: [Go] Blue.Joe: Go Blue. Ooh, I appreciate that. And the reason I--I wanted to go to business school for a while before I went and didn't have necessarily a reason, a compelling reason. Like, I didn't know that I necessarily wanted to expand the career that I was in, if I was doing it to grow within the ranks of my current company, but after we started GUS--me personally I have always had ambitions to start a company, manage a company, be--have some entrepreneurial avenue in my life, and after we started GUS [I] had a real thing to actually focus on while I was in grad school. And that was--it was really useful. I think a lot of times you can run into students that are pursuing higher-level degrees, and sometimes it's a check on a box. For me it was a very personal journey. It's about personal development. I knew that maybe the cost of tuition is really high for me to learn about doing something that's more risky, and it--really the natural thing would be to take a more professional route, but I knew that I needed to get a little bit of the business chops if I ever wanted to grow this thing into something worth talking about, and so the business school aspect was really useful for me, being in an environment where I could actually focus on the business side of the company and not just the day-to-day operations, pull back from the day-to-day operations. I thought I was gonna be able to do both at the same time. That was proven very impossible as soon as I got on campus. But also to explore avenues with resources and advisers and mentors that were there to help me formulate my thoughts for what this could be and what I might want to focus on in the future. So the MBA process was wonderful for me, even just to think about more of the business side of starting a company--you know, you start a company. It's cool, it's fun, and then suddenly you get into, like, accounting problems, incentives with your employees and stuff like that, so this isn't [?]--Zach: Collections.Joe: Right. Y'all--oh, my gosh. Yeah.Zach: Yeah. No, that's incredible. Man, I figured I would ask. It was interesting 'cause we--you know, we had Nicaila on the show as well, and she talked about her time getting her MBA, and you're absolutely right, right, that--well, let me back up, 'cause I have not gotten my MBA, okay? So let me not talk and try to false flex, but when I talk to people--when I talk to people who have gotten an MBA, a lot of them will come back and be like, "Man, you know, I was just kind of doing this to check a box," or, you know, "I didn't really know what I was doing. I was just kind of going for it." And there's no shame in that, right? But I remember in talking to you about your journey, you know, you were very purposed in what you were doing, and I remember as I was thinking about getting back into school, that really helped shape me and shape my point of view in terms of "What am I actually doing this for?" Because it's a lot of time, and for many it's a lot of money, so there needs to be--in my opinion there should be some strategy you have, and so what was really cool to me was the fact that you had a strategy behind what you were doing. Okay, cool. Cool, cool, cool. So let's get back to wellness. If you had three physical wellness tips for professionals, particularly people of color, what would they be?Joe: Yeah. So I think just the baseline of staying active is really important. What we do is pretty structured, but on the note of people of color, we have done events with a color cancer foundation start-up by a brother based out of Austin who wanted to start something for people of color that are more susceptible to colon cancer because of physical inactivity. We've done events with them raising awareness, and the events that we did were not around the typical sports leagues that we do. They're, like, fun in the sun-type days, a field day, a bunch of activities - some tug-of-war, a watermelon-eating game, playing some water balloons in the sand. Just things that you're doing for fun with the purpose of reminding people that just being active can be fun and that it's an important thing to do as a part of, like, your daily wellness. And a lot of times your physical wellness can just--it can be preventative of things that could be much worse if you aren't--if you aren't prioritizing your wellness, and so part of it is just staying active period. I read an article around when we started this company that was in GQ that was--I think the title of the article was, like, "Our Chairs Are Killing Us." Yeah. We are dormant by profession, and our desks are actually harming us just by sitting all day, and, so, you know, the primary goal is literally just "Get up. Go do something. Take a walk," you know? Maybe take a 15-minute break every 4 hours. That's what a doctor would tell you. So that's the baseline. I do think--obviously I'm biased, but there's something to be said about continuing to play sports as an adult, team sports. I think some of that can be intimidating, but, you know, the majority of our customers or participants are corporate, and they're corporate groups getting together. They're doing low-stakes activities. They're playing recreational volleyball with us. A lot of it is about team building, team wellness, just getting people to get to know each other, have a good time--get outside of the office and have a good time, but also they're doing something active, and that's--sometimes that can be a good alternative to getting a drink and eating. And so, you know, if you--if you need some accountability, sometimes it's useful to do something like join a team with your office, and that can be--and it can be something low-stakes that's not intimidating, and then the third would be, you know, if you're not into committing to things like team sports, go do something on a one-day. Like, go to a run club if you want to go find some people that do something active but you don't have to commit to anything week in and week out, and sometimes that can be the gateway for you to find out more about, like, people that do this type of thing, but also you can pop in, pop out, do it on your own, and, you know, it might even help you find some other people that can get you into the types of things that are active, 'cause sometimes you just don't have the support system and it's hard to get started. So, you know, those are just a couple avenues to just get the ball rolling, and they're good ways to meet people. Personally--obviously my personal network is a little more active, but you also find that active people are interesting people. Like, they're finding a way to continue to do something, to push themselves, and that's--often times those are interesting people to be around and will make you a more interesting person as well.Zach: I love that. No, you're absolutely right, and man--the one point you made around just, like, getting up, that resonates with me a lot, 'cause man, I got these chairs, right, at my client site. I just be sitting down all day, Joe, so I find--Joe: They're so comfortable. They're ergonomically, like, sound, you know? We have such good executive chairs now. They're tempting to sit all day, and you just need--sometimes you need something to tell you.Zach: But let me keep it a bean with you though. Like, even still, even them ergonomic chairs, you know, like, your behind start getting numb, so what I started--I started getting up, man. I had to start taking my walks downtown, 'cause, like, I can't--I can't do it, man. It's too much. Like, I'm used to feeling all parts of my body. Like, I'm 29 years old. I should feel my body when I'm at work, you know what I'm saying? Like, come on. We gotta get up. So that's real though. I appreciate that. Now, look, don't let me shortchange you. Where can people learn more about GUS?Joe: We--you know, GUS Leagues, if you go to GUS Leagues on any social media channel, @GUSleagues, you'll find us. GUSleagues.com, our website, is pretty informative. You can find out all of the things we do and things you can engage with us. If you happen to be in Houston and you work for a company that's looking to do a team-building activity, check us out. We do that type of thing as well. Yeah, you know, you can--if you type in GUS--if you type in basketball, if you type in adult sports in Houston, you're probably gonna find us.Zach: Oh, that's a lowkey stunt, but I appreciate it.Joe: That was--it was a light flex, but it's typically accurate.Zach: It was a light flex, but it's accurate. That's what make flexing dope, is when, like, you say something that's just, like, it's facts though. You're right. So when you type in "basketball," you type in "adult rec," Grown Up Sports will pop up, y'all. And this is not even an ad, yo. It's true.Joe: No, this is not a paid--it's not a paid spot. [inaudible].Zach: This is not a paid spot, facts. But what we're gonna do, Joe, we'll make sure that we have all of the information down at the bottom. And listen, for those who don't know, we talk a little bit about--a lot of bit, a lot about the future of work, right? And we talk about how teams and groups and organizations are gonna be changing, and listen, y'all, for those who don't know, get in the know. We'll make sure to put some articles in the show links as well, but wellness is gonna be a large portion of how organizations center and manage their teams. It's gonna be a larger point of or part of employee incentives. So the more that you can really learn and understand and get plugged into spaces like this the better. So I'm talking to y'all employees and I'm talking to y'all corporate big wigs, y'all who be making decisions, because I know y'all be listening to this too. Shout-out to the people who be making decisions. What's up? Okay, before we go, Joe, any parting words or shout-outs?Joe: No, just shout-out to you. This is--love the podcast, love what you're doing. I think it's important work, and more power to you. Thank you for having me. I really appreciate it. Thanks for the shout-out too. I'm amongst really good company on this show, and you're an excellent interviewer, so I appreciate the attention to detail.Zach: Aw. Man, so, you know, I don't have my soundboard, but man, if I did, like, I would play, like, the theme song from "My Brother and Me." Remember that show? "My Brother and Me" on Nickelodeon? [I’d like to add it, but I’m unsure if that’s legal]Joe: Oh, my gosh. Yes. So good.Zach: Yeah, yeah, but it's okay. All right. Well, that does it for us, y'all. Thank you for joining us on the Living Corporate podcast. Make sure to check us out on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com, please say the dash, okay? Now, look, it's also livingcorporate.co, livingcorporate.org, livingcorporate.net. We got, like, all the Living Corporates, Joe, except for livingcorporate.com, 'cause Australia got the domain, bro, and they not letting it up. I don't know what's up.Joe: Amazing.Zach: I know, right? If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com, or you can just hit us up on DMs. Our DMs are wide open. Just slide up in there, ask us a question. We'll make sure to answer your question, and we'll call the title--the episode of the show "Listener Letters." We've done 'em a couple of times. We'll continue to do it. Just send us the questions. Now, look, this has been Zach, and you've been listening to Joseph Price, founder--well, co-founder, 'cause no disrespect to Favor. John Favor, what's up? We see you. And CEO of Grown Up Sports, based in Houston, Texas. 'Til next time--Joe: [makes horn-like noises]Zach: Oh, yeah, yeah. Oh, snap. Hold on. Wait, wait, wait. Before we go, I do need to get some--no, no, no. Joe, that's a good point. Sound Man, give me my air horns right HERE. [he does] Okay, and now we're gone. Peace.</itunes:subtitle>
      <itunes:summary>Zach sits down with Joe Price, the co-founder and general manager of Grown Up Sports, to talk about GUS Leagues, and Joe shares a few physical wellness tips for professionals, particularly people of color.
Check out GUS Leagues!

Read the articles mentioned on the show:
Why Your Chair Might Be Killing You
Office Exercise: Add More Activity to Your Workday
The Future of Wellness at Work
The Future of Employee Wellness</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="https://www.linkedin.com/in/josephlprice">Joe Price</a>, the co-founder and general manager of Grown Up Sports, to talk about GUS Leagues, and Joe shares a few physical wellness tips for professionals, particularly people of color.</p><p>Check out <a href="http://www.gusleagues.com/">GUS Leagues</a>!</p><p><br></p><p>Read the articles mentioned on the show:</p><p><a href="https://www.cnbc.com/amp/2014/08/18/why-your-chair-might-be-killing-you.html">Why Your Chair Might Be Killing You</a></p><p><a href="https://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/office-exercise/art-20047394">Office Exercise: Add More Activity to Your Workday</a></p><p><a href="https://globalwellnessinstitute.org/industry-research/the-future-of-wellness-at-work/">The Future of Wellness at Work</a></p><p><a href="https://www.worldatwork.org/workspan/articles/the-future-of-employee-wellness">The Future of Employee Wellness</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1355</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Preparing For Your Annual Review</title>
      <description>On the twenty-first installment of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) shares the method he and his employees use to make review time a breeze. Remember, your annual review is the time for you to be your own best advocate!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://www.facebook.com/LayfieldResume/
https://twitter.com/layfieldresume</description>
      <pubDate>Fri, 28 Jun 2019 05:04:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Preparing For Your Annual Review</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>88</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fb609936-f2a4-11ea-88c4-2779f0032570/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twenty-first installment of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) shares the method he and his employees use to make review time a breeze. Remember, your annual review is the time for you to be your own best advocate!Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://www.facebook.com/LayfieldResume/https://twitter.com/layfieldresumeTRANSCRIPTTristan: What's going on, Living Corporate fam? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, we're going to talk about something that is important for every employee - preparing for our annual reviews. As a hiring manager, one of the most common things I saw when review time rolled around is everyone scrambling to get them filled out because they didn't remember what they had done all year, or better yet, turning in self-reviews with little to no accomplishments listed, expecting their manager to remember what they've done. If this is you, you're doing it all wrong, but I'm here to help. Your review is the time for you to be your own best advocate. Otherwise, everything you've accomplished will more than likely be overlooked. So here's what I used to do and what I taught my employees so review time becomes a breeze. Most reviews require you to set three to five goals that you'll work on achieving throughout the year, so I create an annual review folder and three to five subfolders for each goal, both in my email and on my work computer. Each time I complete a step towards the goal, whether that be completing a project, developing a file, receiving recognition or getting certified in something, I file it in the appropriate folder, either on my computer or in my email. Then, when time comes to write my review, I open up each folder and easily convey my accomplishments. Remember, when you're writing your review, you want to provide your manager with things such as dates, dollars, or whatever details or measurements are needed to let them know not only that you achieved the goal, but you surpassed it. This will help them make the case for giving you that raise or recognition that you deserve. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the twenty-first installment of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) shares the method he and his employees use to make review time a breeze. Remember, your annual review is the time for you to be your own best advocate!
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://www.facebook.com/LayfieldResume/
https://twitter.com/layfieldresume</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twenty-first installment of Tristan's Tips, our special guest Tristan Layfield <a href="https://www.instagram.com/layfieldresume/">(@LayfieldResume)</a> shares the method he and his employees use to make review time a breeze. Remember, your annual review is the time for you to be your own best advocate!</p><p>Connect with Tristan on LinkedIn, IG, FB, and Twitter!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p>]]>
      </content:encoded>
      <itunes:duration>288</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Listener Letters (Pt. 3)</title>
      <description>Ade and Zach reply to more listener letters! Remember, if you have a question you'd like for us to answer and read on the show, feel free to email us at livingcorporatepodcast@gmail.com! You can also DM us on all platforms - they're open! Check them out: Twitter, Facebook, Instagram

Connect with us! http://bit.ly/livingcorporate</description>
      <pubDate>Tue, 25 Jun 2019 06:24:00 -0000</pubDate>
      <itunes:title>Listener Letters (Pt. 3)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>87</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fb823ce4-f2a4-11ea-88c4-63f6a8c8e058/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Ade and Zach reply to more listener letters! Remember, if you have a question you'd like for us to answer and read on the show, feel free to email us at livingcorporatepodcast@gmail.com! You can also DM us on all platforms - they're open! Check them out: Twitter, Facebook, InstagramConnect with us! http://bit.ly/livingcorporateTRANSCRIPTAde: Hey, y'all. It's Ade.Zach: And it's Zach. Hey, look, we did it the other way. How does that feel?Ade: Yuck. I can't stand it.Zach: [laughs] It's also alphabetical, and we're going from A to Z with these listener letters. Yo. Bars. [laughs]Ade: All right. [?]. I'm just gonna let you have it.Zach: Man. Y'all, I might be--yo, I might--I need to take these talents, like, to NBC, man. Like, I need to write for somebody. Like, these are good jokes.Ade: Hm.Zach: Or maybe I'd be, like, a ghostwriter, 'cause, like, this is crazy. I have bars. Like, this is great. Did you hear that? I said alphabetical 'cause you--Ade: No, I got the point.Zach: You know what I'm saying? Come on, man. Don't hate. Okay, so look, we're doing these listener letters today. Now, look, we kind of said it last week. The names y'all put in these letters, we're going to say those names unless it seems a little too specific, then we might, like, just call it something else, right? But, like, just know we're gonna read these letters as you send 'em, right? So, you know, sign your name with what you want to be addressed as, and we'll make sure that we respect that, but, you know, we don't want to, like, go into our fake bag name and then, like, give you a fake name, but that might mess around and be your real name, you know what I mean? So just help us out. Help us help y'all. Yeah? Okay. So look, we got these listener letters. We're gonna go ahead and get going. I'ma read this first one. The subject line is "Too Friendly." Uh-oh. What's that mean?Ade: It sounds like a call to HR.Zach: I'm saying. Like, what you mean too friendly? Relax. Okay. "What's up, Ade and Zach?" Look, they kept it alphabetical. What'd I tell you?Ade: [scoffs]Zach: "I feel--" [laughs] "I feel like everyone else is super close at my job and I'm always on the outside of whatever inside jokes they're telling. It makes me question who I can trust, since everyone is friends with everyone but me. They're always going out after work and will come back from the weekend with their stories of what they did. I just want to come to work, do my thing, and go home. I don't want to give up that much time, but I'm also feeling like the odd woman out. What should I do to feel more comfortable at my job? Thanks." She wrote her name as Tracy. Okay, so what should Tracy do?Ade: Well, Tracy, you can't have your cake and eat it too, friend. I don't know what to tell you. It sounds like you're saying that you don't want to do the things that make--that have made everyone else become closer and, you know, more vulnerable with each other, right? So I understand wanting to come to work and go home and have that be the extent of your responsibilities at work. That being said, it means that you're not going to have a relationship with the depth that you are admiring and coveting. I mean, you can certainly do the things that we encourage. You can ask your coworkers to go get coffee with you, maybe bring donuts, but you can't have the conversations with people, you can't--honestly, if they're having, like, inside jokes because they went to Happy Hour three times and you went zero times, you're not gonna get any of those contexts. Am I missing something?Zach: No, you're not, and I think ultimately to make friends you have to be friendly. That's what my mom always tells me. Right? Like, you have to actually put yourself out there. So looking at your letter, I'm not really sure--I'm imagining, because of our platform, that you're a person of--a woman of color, and if you are--and even if you aren't, like, it can be hard to put yourself out there and--'cause to show vulnerability with, like, a group of people that you don't really--you don't know, to, like, really try to make friends, and it's tough because, you know, like, the cliqueiness and stuff, like, those things don't just stop after high school. Like, there are definitely, like, work cliques.Ade: Correct.Zach: And so I can understand and empathize with you, you know, feeling a certain kind of way, but, like, if you [?] these insecurities, one way to combat those insecurities is to one, just, like, maybe go out every now and then. It doesn't have to be all the time, but just take the time. Like, if you know they go out somewhere every weekend, maybe you go one time with them on a weekend, or just start maybe with baby steps of if you know they're going out to Happy Hour every single week, you know, maybe choose one or two times a month that you're gonna go with them, right? Like, and then that way you can start kind of easing into it, and that way you will feel more comfortable, and then they'll feel more comfortable, and then, like, it'll--barriers will just kind of come down, I think. But I'm not a woman though, and, like, my wife always tells me that, like, women are different. Like, I'll be kind of talking to her about something and she'll be like, "Look, Zach, women are just different." So help me understand, Ade, what I might be missing in this.Ade: I do not want to project things that aren't there. I don't want to project off of my own personal experiences, simply because I don't think that it does Tracy any good to hypothesize about what could be happening. I mean, her letter doesn't say that she's ever been invited. So that to me might be the issue in that it's one thing that they're having all of these, like, Happy Hours or they're going or whatever it is that they're doing outside of work. It also doesn't say how long that Tracy has been there. It doesn't say that she's ever been extended a formal invitation. It doesn't say that they're including her in other ways that don't include these extracurricular activities, so I--there are many, many different things that could be going on, but what I do know to be true is that Tracy herself says that she only wants to come to work, do her thing, and go home. There are ways to develop friendly relationships that don't also require you to be more vulnerable than you want to be at work. So I would say to Tracy kind of what we said last week with I think it was Jamal. Grab a drink with them. Not, like, alcohol, but grab some coffee or grab some tea, or come in in the morning and ask them about the weekend and share a little bit of what you did on your weekend, or "Oh, hey. Did you guys catch Homecoming on Netflix? Really great. You guys should see it." There's so many--yeah, there's so many different ways that you can share cultural contexts that don't require you to be more revealing than necessary. Also, once you start relying on greater cultural contexts, I mean, you don't have to get their inside jokes, because Beyonce, like, crosses all cultural barriers, right? Like, come on. Come on.Zach: "Come on. Come on." [laughs] No, I super agree, and that's a really good point, like, that culture is a big deal. People talk about culture in, like, these really, like, high-brow, generic, 30,000-foot ways, but I think, like, just really practically speaking, like, for people of color, at least I'll speak for black folks, like, if I'm going out for drinks with you after work, like, that means that I'm really cool with you. So, like, it's hard for us--I'll speak for me anyway. It was hard for me to, like, really be like, "Yeah, I'ma go out to drinks with you," after I've already worked 8 hours or 9 or 10 hours with you and I've seen you, you know what I'm saying, all day, and I don't even know if I really like or trust you. So, like, you haven't really shown me, like, any type of trust-worthy characteristics while we work together, but now I'm about to spend extra time and my money with you? Right? Like, those are the things that have gone through my mind. Like, "Okay, I'ma go break these barriers down," but, like--and we talked about this with Deborah Owens, who's CEO of the Corporate Alley Cat. We spoke with her--we spoke with her about this, I believe that was in season 1, but we were just talking about that's part of the job. Like, doing that, extending yourself is part of your job, and getting to know those people is part of--is part of your whole work life. Like, those are working hours for you. Like, that's how you should think about it. If you genuinely just don't do want to do it, it's important for you to make some of that time. Again, it doesn't have to be all the time, but you should not be like, "No, I don't go to anything." Like, you should go to something from time to time, but I also think it's a really good point that, like, you shouldn't have to extend yourself super far. There are small things you can do at work, you know what I'm saying? There are things you can do at work to make sure that people at least know a little bit about you. Maybe there's some more humor you can insert at work. Again, I'm not asking you to be, like, a comedian. I'm just saying, like, there's things that you can do. So I think that's really good feedback.Ade: I think the final comment that I would want to make is that--have you ever seen that graphic of the cultural context? Like, the cultural iceberg?Zach: Nah, what is that?Ade: Okay, so it's this image that shows--like, you know how an iceberg, you really can only ever see the tip of it, and there's so much more depth or so much more that's underneath the waters? At the top, it shows things like food and holidays and language as the things that are easy to see, but underneath the surface there are things like rules of conduct, child-rearing practices, family values, body language, expectations, aesthetics, personal space. There are all of these different things that are a part of your culture that are so much more difficult to articulate. I think there is such a thing as work culture, a similar iceberg in that it's easy to see, like, your dress code, turn-around time for client deliverables, or just all of these different things that are easy to see once you enter the work space, but they're things that are--that are underneath the surface, right? How often you should be going to Happy Hour being one of them, which could be really alienating for people who don't drink for whatever reason, right, or that you have to make your rounds every day to have conversations with people, which is something that I didn't know when I first started working in a lot of corporate spaces. Like, you have to make rounds. You have to go around to people and make conversations in certain--in certain work environments because you're so scattered, and so in order to maintain your working relationships, it's this unspoken rule that you get up at 10:00 a.m. or at 2:00 p.m. and you kind of go talk to other coworkers. These are all things that are a part of that work culture iceberg that might be difficult to see, and once you have fallen on the wrong side of that iceberg, it's very difficult to repair those relationships. Because they're unspoken, people assume that you know that this is the appropriate thing to do, and so they feel as though you've slapped their hand one too many times when they extended it out and tried to be friendly by inviting you out or by asking you to do whatever, whereas your understanding is "I'm just here to work and go home," and so in order to bridge the gap of those two work cultures, I would say that there is no better time than now to start reaching out. And people love talking about themselves. It's not, like, a moral failing. It's simply just human nature. Like, when people start taking interest in the things that you enjoy and the things that you feel proud of, it makes you feel closer to the person asking. So Tracy, I would advise you to--not us asking you to, like, do any social engineering, but getting to know people by asking them about the things that they love and the things that they enjoy, and also with the understanding that we are not saying that that means that you need to go attending Happy Hours or that you need to extend yourself any further than necessary, simply that it is a mark of a good professional to be able to maintain good working relationships, regardless of the depth of those relationships. Does that make sense?Zach: It does make sense, and that's just a really good reminder, even for me. Not even for me, like I'm somebody. For me, because--Ade: [laughs] You are somebody, Zachary.Zach: [laughs] Aw, thank you, Ade. But no, it's important, like, to make time and to, like, do the rounds. 99% of the time--99% of the businesses that we work in are people businesses. There's some type of people element to it, and even if they're not, like, external clients, if they're just, like, your own colleagues, there's relationships that you need to be continually thinking about in how you manage them. So that makes sense to me. I think it's super spot on.Ade: Cool. Cool, cool. Thank you for writing in, Tracy. We hope that you get a resolution to this soon, and we'd love to hear from you, see how you dealt with this, how you handled--how you handled this conversation.Zach: For sure, for sure. Okay, I see this next one. This one is called--the subject line is "Micromanager." Here we go. I'ma go ahead and read it. Actually, no, do you want to read this one? 'Cause I read the first one. Why don't you read this one?Ade: Sure, okay. All right. "Hey, Living Corporate. So I've been at my job for about two years now and recently got a new manager. They're nice enough, but are nonstop with the feedback," ooh, "as if they have something to say about every little thing to do, from checking my work, how I present and lead meetings and my body language. They're also asking me for their feedback, like, every other week to the point where I don't know what to say. I just am feeling overwhelmed. A part of me wants to tell them to back off, but I'm not trying to cause any trouble. What do you think I should do? Thanks. Courtney."Zach: Hm.Ade: Go ahead, Zach.Zach: So they're nonstop with the feedback. "I feel like they have something to say about every little thing I do, from checking my work, how I present, lead meetings, to my body language." So when I read this, and maybe I'm reading this from, like, a manager lens, right, so I could be wrong, it sounds to me like you have someone who's really engaged and they're trying to help you, right? And then when you say "They're also always asking me [?], like, every other week." So every two weeks they're asking you to give them feedback, so they're looking for you to help them, just like they're trying to help you. Are you just not--maybe you're just not used to being managed. Like, this is kind of weird. This is kind of weird to me. How do you feel? You're making all of these noises, and you were making noise when you read the letter, so, like, what am I missing here?Ade: Okay. I wouldn't necessarily say that Courtney is not used to being managed. I think that there are two conflicting styles here of working relationships. I think that Courtney's new manager is used to, to borrow PwC's phrase, "real-time feedback," and Courtney might be a little bit more used to a more hands-off style type of management, and that will--that will create conflict, but I don't know that it's necessarily a bad thing. I don't know that anybody is wrong here so much as miscommunicating, because it can be overwhelming to go from a very, very hands-off managerial style to someone who is seemingly in your face all of the time. That can be a very difficult experience. I know that I would be frazzled. I was frazzled when it happened to me, and I certainly think that--and I'm not saying that the manager is wrong either in saying that, "Oh, hey. I noticed that you do things this way. Maybe you should try this way instead," because ultimately most managers who are worth their salt are trying to help you develop your career and help you grow as an individual. They are not being malicious in their feedback, but nobody likes to be micromanaged, and that's likely what that feels like to Courtney. All that to say that I think that there are ways in which you can communicate that you feel overwhelmed with the deluge of information. Maybe you could schedule checkpoints every two weeks with your manager. Like, "Hey, let's go grab some coffee every two weeks for 30 minutes. We can have a conversation about my progress so far. We can talk about what you think I should be doing differently, but the constant check-ins are distracting, they're demoralizing, and I don't feel that they are actually helpful to me."Zach: That's real. You know, so, I'm looking at this email. Like, every other week the manager's asking them for feedback. 'Cause I don't know Courtney. I don't know if Courtney--Courtney might be a man or a woman, I'm not sure--asking them for feedback, right? So, like, asking them for feedback. Like, maybe that's where they can propose this. Like, that's where they can propose like, "Hey, look." Like, being really transparent, right? Like, "Hey, this is how this is making me feel. We have this time already." Unless it's something that's, like, a serious problem, like, "Unless it's something that's, like, gonna break--make something break, like, could we wait to kind of give me feedback during these points?" Typically, I'll say for me anyway, sometimes when I know that I'm micromanaging somebody, I realize that, like, I'm giving them feedback every little step of the way as opposed to, like, backing up and letting them, like, drive something, and then I can be like, "Oh, wait. I was gonna say this, but you ended up doing this anyway." "I was gonna say this, but you ended up--okay, so I don't even have to say anything about this," right? Like, I think that that makes sense. I think there is definitely opportunity, and if they really are being serious about this 360 feedback, I think that's the perfect place to give it to them then, but that's gonna take some vulnerability and, like, courage on your part, right? And you say in here, "Part of me wants me to tell them to back off, but I'm not really trying to cause any trouble." I don't feel like you're causing any trouble, right? I think it's about just being respectful, and nothing in here, what you've said, is that they've been disrespectful to you, so I'm gonna assume that everything has been above the board so far, that it's been, like, work. But that's what I would suggest, and yeah, I'm not trying to be unfair and say that you're not used to being managed. I guess what I'm saying is because of my work history, I've been in so many situations where, like, my lead does not care. They won't communicate with me. And I'm on a project now where I have a very engaged manager, and they really, really are plugged in, and they care about, like, my growth and my progress, and they give me, like, really poignant feedback, and it has felt at certain times overwhelming, but I had to ask myself, like, "Okay, how much of this is overwhelming because of I'm just getting too much feedback? How much is overwhelming because it's like, 'Wow, maybe I haven't really ever gotten, like, on-the-spot coaching about my performance before and, like, I'm just not used to how this feels.'" Like, maybe it's just a new feeling as opposed to me putting it on somebody else, you know what I'm saying? So that's what I mean when Courtney's like, "Okay, well, is this like--" How much is this just a new feeling for you that you need to navigate and, like, work through? That might take you time, and how much of this are you really feeling like they're micromanaging you? That's my take, but I feel like--I feel like we're still saying something--are we saying something different? Like, what do you think about what I'm saying?Ade: I think that it's entirely possible that it's both in that--I think we're actually saying the same thing actually, that the truth is somewhere in the middle, that Courtney might not be used to this person's managerial style, they might not be used to this instantaneous feedback, and that this manager's feedback might be--managerial style might be a little overwhelming, particularly for someone who has been in their position for two years and is switching contexts between two managers, and so I think that as a manager you do have to be mindful of the context and the role in which you step--like, the people who you're managing have had different contexts over time, and I think that it's only fair that you ramp up not coming with guns blazing. And it might not feel that way to you because you're simply doing what you've always done, which is "Oh, hey, I saw this. We should work on that," or "Oh, hey, I think you'd be a much more effective presenter if you did things this way." Which, fair, that's absolutely what you're supposed to be doing, but to manage up, Courtney, I would say that you should definitely take some time to sit down and figure out truly what are the things that make you the most uncomfortable, and then figure out how to make those things work for you, because if the feedback is meant for you to grow as a professional, there's no way that it can be a terrible thing to hear it. However, it's entirely true that it might be overwhelming for you when you're in the middle of deliverables and also trying to incorporate the last six things that were said to you in the last two days. So I would say that for me it would be much more effective to manage up in putting time on your manager's calendar, like, "Hey, every two weeks, let's go out, get some coffee or grab some lunch, and we can talk through my progress over the last two weeks and some areas you would like to see me improve, and we can iterate over my behavior in that way or my progress in that way as opposed to you sending me a note every, you know, three hours, because that's jarring."Zach: [laughs] Every three hours? No way. No way.Ade: Right, it's a little bit much, and not that I don't appreciate you paying close attention to me and my activities, but it does make me feel a little bit monitored and micromanaged, and I can't succeed in that way.Zach: No, that's real, and I mean, like--I'm agreeing with you, right? I agree with that. I think--and I think what's really cool is that two--every two weeks, that can just be the two weeks I already have set up, and yeah, so that's great. I think that's really good feedback. So Courtney, hope that helps. Let us know how it goes. Keep us updated on the progress. I definitely think the term "managing up" is important, 'cause this is part of it, this is a huge part of it, is you having this discussion with your boss, and it seems as--your lead, your manager, and it seems as if--I don't know. Maybe I'm looking at it through--I'm being biased 'cause I'm looking at it through, like, a manager lens, but it seems as if this person at least--I mean, the communication is there, right? It's not like you're having to create a lane of communication, so hopefully it should work out. We'll see though. Hm. Okay. All right. All right, y'all. Well, that does it for us on the listener letters. Let's see here. So I have one Favorite Thing, and I recognize that we did not talk about this in pre-production, so if you don't have one it's no big deal. But it's been a couple of weeks, right? So I just want to, like, really quickly--so, like, I feel like I can now talk about Avengers: Endgame. Very good, right?Ade: No spoilers.Zach: No, no. Definitely spoilers. It's been two weeks. It's been, like, two or three weeks.Ade: No spoilers. What? No. Don't be a terrible person.Zach: How am I being a terrible person? It's been mad weeks!Ade: No spoilers! None.Zach: Oh, my goodness. Man, I was about to say--I was about to be like, "And when So-and-so did the such-and-such!" I was just--Ade: I require more of you than you are giving me right now, Zachary.Zach: Man, that's real, that's real. Okay, so I'm not gonna get into spoilers. However, great, great movie. In fact, let me tell y'all what happened. So opening weekend, right?Ade: Oh. I was about to be like, "Didn't I just say?"Zach: Nah, nah, nah. So opening weekend, right? I planned on going Thursday night, but then I had a really busy day on Friday, and I was like, "You know what? Let me be wise and just, like, let me be mature, and I will wait," so I waited. I did not go Thursday night. I ended up going Friday night instead, and man, when I tell you that I was so emotionally overwhelmed. Like, I cried. I cheered. I cried again. I cheered again. I gasped, like, multiple times. I was like, "Man." And so I had already, like, proactively got tickets for Saturday AND Sunday, and I was like--'cause I just know I'm gonna want to see it again, and the theaters are sold out, but I was so tired--like, I was so drained by that movie and the multiple conversations I had--again, I'm not gonna get into spoilers. I was so drained. I was just like, "You know what? Let me just not." I've only gone to see it once. Like, that's how drained I was, 'cause I was just--I cried. Like, it was just so good. I've never seen a movie--like, it's just the culmination of more than 20 films, man. Like, come on, dogg. Like, that's a lot of work. It was so good. Like, you saw it, Ade. Am I tripping? Was it not great?Ade: It was amazing. Amazing.Zach: It was so--like, my gosh. It was so good.Ade: Amazing.Zach: Ugh, so good. So anyway, that's my favorite thing. I hope that y'all go see it if you haven't already, and then also, you need to go ahead and just cut the cable and go ahead and get that Disney+, 'cause y'all know all these shows about to come up. And again, I can't get into the spoilers 'cause Ade told me not to, but there's gonna be a bunch of other stuff coming, and--Ade: I'm just gonna--I need your login information, Zach. Thanks in advance.Zach: You are wrong. [both laugh] You know, it's so funny. Like, everybody has Candice and I's login. Like, I go on my little Netflix and my Hulu, I see, like, 17 accounts. I'm like, "Who are these little profiles?" Like, what is this? Come on.Ade: You're the grown up. I don't know what to tell you.Zach: Clearly. My goodness though, and some of them--some of them created profiles when they were, like, you know, in college, but, like, come on, man. Like, we all got money now. Y'all need to go ahead and help. Get your own, you know what I mean? Anyways.Ade: Chip in.Zach: Chip in, exactly. Put in on this, you know what I'm saying? You know, put 5 on it. That's all I'm trying to say. So okay, with that being said, I feel like we're at the end. So Ade, is there anything else?Ade: Nope, that's it. I actually was gonna use Endgame as my favorite thing as well. I've seen that movie several times at this point, and yeah, y'all watch it so we can talk about it in two months.Zach: Straight up. Okay, well, I guess that's that. Thank you for listening to us and joining us on the Living Corporate podcast. We are on all of Al Gore's internet.Ade: Everywhere.Zach: Everywhere. Just type in Living Corporate. Check us out. You type in Living Corporate on Google, we will pop up on every major player. You can check us out on Twitter @LivingCorp_Pod, on Instagram @LivingCorporatePodcast. You can email us at livingcorporatepodcast@gmail.com. And actually, on Instagram it's not @LivingCorporatePodcast, it's @LivingCorporate. Boom. Thank you. If you have any questions, any letters you'd like to send in on the show for us to read them like we did on this episode today, again, just email us, or you can DM us on Twitter and Instagram, 'cause our DMs are wide open. That's right. You don't even have to follow us. You can just DM us, but come on, be polite, 'cause some of y'all be out here wildin', okay? You know who y'all are. I'm not even gonna give you the air time, but you know. Let's see here. What else? What else? What else? Nah, I feel like that's it, you know what I'm saying? Grace and peace, afro grease or whatever else you use to keep your skin and hair lathered. You know, do what you do.Ade: [sighs] So much is happening. Um...Zach: This has been Zach.Ade: ...Yeah. This has been Ade. Y'all pray for Zach. He's going through some things.Zach: [laughs] Not at all, not at all! Listen, okay? Moisturization is important, and we're talking to people of color here. Come on. Like, you gotta--come on, let's go. Carol's Daughter or something. You gotta use something.Ade: [sighs] Goodbye, y'all.Both: Peace.</itunes:subtitle>
      <itunes:summary>Ade and Zach reply to more listener letters! Remember, if you have a question you'd like for us to answer and read on the show, feel free to email us at livingcorporatepodcast@gmail.com! You can also DM us on all platforms - they're open! Check them out: Twitter, Facebook, Instagram

Connect with us! http://bit.ly/livingcorporate</itunes:summary>
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        <![CDATA[<p>Ade and Zach reply to more listener letters! Remember, if you have a question you'd like for us to answer and read on the show, feel free to email us at <a href="mailto:livingcorporatepodcast@gmail.com">livingcorporatepodcast@gmail.com</a>! You can also DM us on all platforms - they're open! Check them out: <a href="https://twitter.com/LivingCorp_Pod">Twitter</a>, <a href="https://www.facebook.com/livingcorporatepodcast">Facebook</a>, <a href="https://www.instagram.com/livingcorporate">Instagram</a></p><p><br></p><p>Connect with us! <a href="http://bit.ly/livingcorporate">http://bit.ly/livingcorporate</a></p><p><br></p>]]>
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      <itunes:duration>2000</itunes:duration>
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      <title>Tristan's Tip : Stop Resume Spamming</title>
      <description>On the twentieth entry of Tristan's Tips, our special guest Tristan Layfield discusses something he thinks we've all been guilty of at one point - resume spamming. He shares a couple steps to help increase your chances of having your resume seen.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://www.facebook.com/LayfieldResume/
https://twitter.com/layfieldresume</description>
      <pubDate>Fri, 21 Jun 2019 06:30:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Stop Resume Spamming</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>86</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fb99e2a4-f2a4-11ea-88c4-13f01256b1c7/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twentieth entry of Tristan's Tips, our special guest Tristan Layfield discusses something he thinks we've all been guilty of at one point - resume spamming. He shares a couple steps to help increase your chances of having your resume seen.Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://www.facebook.com/LayfieldResume/https://twitter.com/layfieldresumeTRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, let's discuss something I think we've all been guilty of at one point - resume spamming. Have you ever been searching for jobs and come across, like, eight positions open at a company you know you want to work for, so you apply to them all? I get the logic. The more you apply to a company, the better chance you have of landing a role with them. Unfortunately, that's what recruiters and hiring managers call resume spamming, and it could result in you not being considered for an interview. Recruiters are usually able to see all of the jobs you've applied to in their system. When you apply to a ton of jobs that aren't even remotely related to each other, you can come off as desperate and like you don't know what you want to do. If you're dying to work at a particular company, there are a couple steps you can take to increase your chances. Start by limiting the number of applications you submit to somewhere around two or three. You want to ensure that the jobs have a common thread so the recruiter or hiring manager isn't thrown off by wildly different job choices. Tailor your resume to each of those roles. While the roles you identified are similar, they still have differences, so make sure the resume you submit for each of them reflects that. We live in a day and age where tailoring is the name of the game. Whether it be your job search or your resume, be intentional so you're not setting yourself up for failure. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the twentieth entry of Tristan's Tips, our special guest Tristan Layfield discusses something he thinks we've all been guilty of at one point - resume spamming. He shares a couple steps to help increase your chances of having your resume seen.
Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://www.facebook.com/LayfieldResume/
https://twitter.com/layfieldresume</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twentieth entry of Tristan's Tips, our special guest Tristan Layfield discusses something he thinks we've all been guilty of at one point - resume spamming. He shares a couple steps to help increase your chances of having your resume seen.</p><p>Connect with Tristan on LinkedIn, IG, FB, and Twitter!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><br></p>]]>
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      <itunes:duration>269</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Pride and Intersectionality (w/ Liz Sweigart)</title>
      <description>In this special episode, educator, mentor, and business leader Elizabeth “Liz” Sweigart interviews Brendon to explore the intersect of sexual orientation, gender and race. They also discuss the difference between the feeling of fitting in and the feeling of belonging and so much more.
Connect with Liz on Twitter, IG, and LinkedIn!
https://twitter.com/amotherofajob?lang=en
https://www.instagram.com/thegreatmissliz/?hl=en
https://www.linkedin.com/in/lizsweigart</description>
      <pubDate>Tue, 18 Jun 2019 07:38:00 -0000</pubDate>
      <itunes:title>Pride and Intersectionality (w/ Liz Sweigart)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>85</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fbaacf06-f2a4-11ea-88c4-03ad25d0c429/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>In this special episode, educator, mentor, and business leader Elizabeth “Liz” Sweigart interviews Brendon to explore the intersect of sexual orientation, gender and race. They also discuss the difference between the feeling of fitting in and the feeling of belonging and so much more.Connect with Liz on Twitter, IG, and LinkedIn!https://twitter.com/amotherofajob?lang=enhttps://www.instagram.com/thegreatmissliz/?hl=enhttps://www.linkedin.com/in/lizsweigartTRANSCRIPTZach:  What's up, y'all? It's Zach with Living Corporate, and wow, we have a really special episode for y'all today. So typically you hear myself or Ade interview a guest, and we ask them a series of questions, and, you know, then we do, like, a wrap-up thing, or it'll be, like, a 1-on-1 and then we wrap up right after the interview. This episode's a little bit different. I have a mentor, a friend, and a colleague named Liz Sweigart, and she is a member of the LGBT community, and she's agreed to have her own guest come on and really talk about queer identity. And so it's really exciting that I'm able to introduce you all to her in this short series that we have in June, and I'm just excited for y'all to hear her. So we're gonna go into break. The next thing you're gonna hear is the interview with Liz Sweigart, and then we're gonna wrap from there, okay? All right. See y'all next time.Liz: Hi, Brendon. Thank you so much for taking the time to visit with me today. How are you doing?Brendon: [?]. Good, how are you?Liz: Very well. Happy Pride.Brendon: Yeah, same to you.Liz: Thanks so much. Well, one of the great things that we've talked about and we have the chance now to talk about a little bit together is identity and experience and how that's translated, particularly for you and your career in Corporate America. Brendon: Sure.Liz: And, you know, as you and I talked in our general conversation about maturity and growth and development, it was so--it was so wonderful for me to hear from you, and it resonated with me so much how, in your experience, you have--you've seen yourself grow over time and seen how not only you identify but also how you present that identity, and then how you respond to the way that others view your identity, and as a--as a queer woman myself, who is in a heterosexual marriage and has negotiated, you know, the spectrum of identity and how that's received, it is--it's so refreshing to be able to feel at home and feel belonging with someone who also recognizes their experience as growth over time. Brendon: Sure.Liz: So I was wondering if maybe, for our listeners, you could recap a bit about, you know, how you've come to identify and know yourself and express that.Brendon: Sure, thank you. So just for the listeners' sake, I'm 40 years old. I am a bisexual African-American male. I am currently unmarried, single, and I'm not currently in a relationship. I guess definitely male. My gender has kind of always been known to me, but from a very young age, I would even say probably around the age of 5 or 6, I always knew that I liked boys as well as girls, but I grew up in an environment--come from a Jamaican family living in the Houston, Texas, area. Extremely conservative, Christian upbringing. I found myself in a lot of spaces where just, you know, expressing a sexual identity that was anything other than straight and hetero-normative was, you know, just unheard of. There were really no examples--in my personal life, no examples of "Hey, here is someone that I personally know, someone [?] who identifies as homosexual and expresses themselves in that way." For me growing up, anything other than that was something you saw on TV. Being gay in particular was something largely associated with white people. I didn't--I didn't know anybody in my personal life or--even in the media there wasn't anybody who you could look at and say, "This is an example of a black gay person," and outside of maybe certain entertainers--who I won't really go on to name because I don't think that's necessary--that may have expressed, presented themselves in a way that people may have, you know, tacitly or openly acknowledged was not the typical, you know, straight, red-blooded, you know, heterosexual male. That just wasn't something that, you know, was a part of my everyday experience.Liz: Yeah, and the way you described that, it's--it really resonates with me, looking--growing up and seeing so few representations of any people of color in the queer sphere, and having grown up in New York City and being raised during the height of the AIDS crisis, and seeing just the depths of inhumanity that people are capable of, it was particularly powerful for me to see how few females were being represented, and there were--there were almost no fem-queers, and so for me, in a way--you know, you were describing your experience as a young child. I remember--I remember similarly being young and realizing that I too liked boys and girls and thinking at a certain point that I only had a choice between the binary, that it was a light switch. It was one or the other. It was on or off. And that--having that kind of awakening that I could define my identity and that I could start to seek out and find role models, that was something that was really powerful for me. So how in your life did that happen for you? Who were--you know, were the people who were early role models for you or early supporters? How did you kind of bridge that point from your adolescence into your adulthood?Brendon: So, you know, I would actually say, you know, from being--some of those internal conversations about, you know, coming to grips with my identity, probably didn't happen for me 'til I would say my 20s. Certainly when I was looking to go to college, I had always told myself I wanted to go somewhere where I was, you know, surrounded by people who didn't look like me, didn't think like me. You know, I wanted to be an engineer. I wanted to work in a space where--well, I knew that I wanted to work in a space where I was likely going to be surrounded by people who didn't think like me, didn't have the same upbringing as me, and I didn't want to--I didn't want to, you know, experience some type of culture shock when I joined the workplace, so I wanted my college experience to kind of prepare me for that. But interestingly enough, in college, while I may have definitely, you know, internally kind of accepted kind of who I was, I certainly wasn't, you know, "open" and "out," as people describe. So in my 20s, you know, I moved--I grew up in the Houston area. In my 20s I moved to Dallas after college. That's where I got my best job offer with a company that I had interned with before graduation, and so I moved up there, and that was kind of probably where I slowly started to accept who I was. I work in the [?] construction industry, on the infrastructure side of the business, and it's very much a conservative [?]--a conservative industry, despite, you know, some of the usual--I guess I would say some of the usual ideals or cultures or values, I should say, that tend to be associated with, you know, conservative people or conservative ideologies. I worked in a larger conservative industry, but the guy who hired me I came to discover was actually a gay man, and he was a vice president in our company, and he was definitely out because everybody at the company knew, and he had actually, you know, hosted, you know, events at his house where people, you know, met his partner, and despite--you know, he was a--he was a Caucasian man, but despite all of that, I still never necessarily felt comfortable to kind of share that with people because, you know, being a black man I think you kind of learn--you know, there's certain sensibilities that you'll develop, especially when you find yourself surrounded by people who don't look like you and think like you in particular, in navigating the Corporate America space. As a large, you know, black man, you kind of learn--you know, you kind of might err on the side of "Hey, I won't reveal too much about my personal life because, you know, you never know what might be used against you," especially if you work in an environment that's cutthroat or, you know, one where you've constantly got people jockeying for position or currying favor, and that was definitely the environment that I worked in, and so I would say in Dallas, while I was also kind of, you know, starting off my career and kind of, you know, being an adult if you will, I also wasn't going to church regularly, and so during that time I really kind of wrestled with some of the things I was brought up to believe as a Christian versus, you know, this identity of mine, this fact that, "Hey, I like men, and that's not going away," and I even went to the trouble of just, you know, not really being unlike myself, but just really not even entertaining conversations about who I'm dating and who I'm interested in or, you know, what the dating scene was like, in an effort to kind of just, you know, keep that under wraps, and despite all that, you know, a rumor developed in the office that I was gay because I didn't openly talk about who I was dating. You know, you wouldn't go to my office or my cubicle and see pictures of, you know, a family or anything like that, and, you know, despite not really--you know, despite not really opening myself up to those conversations, people assumed that I was anyway, and so I think just over time I really just kind of came to realize that "Hey, regardless of what you do, you're kind of damned if you do, damned if you don't, so you might as well just kind of accept who you are." And so recently--you know, I just turned 40 at the top of the year. I guess last year I kind of felt like "Hey, you know, there are people, close friends and family, who probably suspect, just because, you know, [?] it is, still single, no children. Really haven't--you know, haven't really been dating any woman. Certainly never brought any woman around as a girlfriend or, you know, possible marriage material, and it just really didn't feel like--I didn't want to go into my 40s with this being unclear, especially, you know, you have people who are--who are trying to set me up with someone, and, you know, it was just kind of like, "Well, I think I need to let people know, because I need you guys to stop setting me up with, you know, people that I'm not interested in," and so I just said "Hey," you know, "I've gone through this, I've wrestled with this on a personal level, wrestled with this on a spiritual level," because I did find myself back to the church, but I found myself back in communities where it was just kind of like, "Hey, your sexuality is something that you're created with and not something that needs to be repressed, hidden, or kept under wraps for the sake of other people's comfort, and certainly not for the sake of--for being accepted by the Creator." And so I just said, "You know what? I live--the people that know me, anyone who's friends with me knows that, you know, I don't live--I do tend to live out loud. I'm very, you know, forefront with my opinions. I'm not a shrinking daisy when it comes to politics or culture or that type of thing, and I just said, "Hey, you know, it's out there. Just so you know, just so we're clear," and so that's kind of been what the past I guess year and a half has been for me, just kind of saying "Hey, this is who I am," and most people that I talk to are kind of like, "Yeah, we kind of suspected," you know, stereotypes kind of being what they are. You know, I've always been someone who's been creative, someone that's been artistic, someone who's very passionate about certain things and passionate to people of the LGBT community, whereas I guess people thought that I was maybe sympathetic or empathetic with the community, not realizing that I'm actually a part of that community, and when I speak in defense of those people, I'm speaking in defense of myself.Liz: And thank you--you know, thank you for the way, especially, that you put that, especially around how you talk about coming to a feeling of belonging. Something that has always sapped so much of my energy has been trying to fit in and the sense of fitting in versus belonging, and essentially what I heard in your description is many years of fitting in and squeezing yourself into the form and the shape and the space that others wanted to give you, and perhaps as your Happy Birthday 40th present to yourself, it's now belonging and creating that space for yourself.Brendon: Absolutely, absolutely.Liz: So when I think about--you know, you touched on several--first... there's so much there. You touched on the topic early of black masculinity, and again, I clearly--as a cisgender queer white woman, I do not have lived experience. I have--you know, from my observation and what has been shared with me, you know, I recognize that there are--there are stereotypes within the black community, as well as the stereotypes and biases that are forced upon black men from the majority, from white culture, and I'm curious, how have you, as you've come into this identity--in one sense, you and I have both in a way benefited from being able to pass in certain social situations and not be immediately identifiable as queer. I am able to pass in all social situations as white because I clearly am. How have you experienced that difference between--in all spaces clearly being identified, identifying, as black, and then in other spaces not having your identity seen? And how has that dichotomy, how has that tension been for you? How have you experienced that?Brendon: That's a really good question. You know, it kind of hits me in a bunch of different ways. I think, you know, you certainly talked about, you know, black masculinity, and certainly my experience has not only been--you know, not only been informed by the fact that, you know, obviously anybody looking at me is not gonna think that I'm anything other than black, but also there's the additional rub of being an immigrant. My parents, you know, were both born in Jamaica. I was born in Jamaica, and I came over as a baby, and so kind of getting back to what I said, you know, you've got a couple of things working with you. As an immigrant, you know, there's this--there's this desire or this goal or this drive to make it, if you will, to be an American success story, so you come over here and you're presented with images from the culture, white, you know, American culture and say, "Hey, this is what successful people do. This is what immigrants should aspire to." So you've got that playing into, you know, my development, and then you've also got, you know, the unique challenges of being black in the United States. I mean, you know, we can talk all day about, you know, the lived experiences of African-Americans in this country. You know, there's external pressure for, you know, you to not--you know, to live above or to prove the stereotypes that prevail and exist about black people wrong by, you know, being someone who, you know, stays in school and makes good grades and goes to a good school and gets good money and, you know, be this citizen and prove to people that, "Hey, you know, the negative stereotypes of black men on TV are not real," or they don't apply to everyone, and, you know, this idea that "Oh, I'm one of the good ones." You know, "I'm one of the ones who did things the right way and, you know, you can feel safe around me. You can feel comfortable around me, and that's okay," and then of course there's also the Christian, the religious factor. I mean, you've got, you know, pretty much--American Christianity in particular, it's definitely informed by whiteness and white supremacy, and even in religious communities that are mostly black, that's such--white supremacy is so pervasive that even in those spaces presenting as anything other than, you know, a straight, you know, masculine black male, you know, you've got pressure to live up to those stereotypes. And I think, you know, coming up, you know, people would make jokes about "Oh, well, you know, these things men don't do, and, you know, that's a man law violation," and it could be something as innocent as, you know, being the only male clarinet player in a 300-piece band, and just kind of this idea that "Oh, you know, there's a masculine way to do things" that really should not necessarily be masculine or feminine. They're just things that people do, but in this society, you know, any way that we can categorize people and put 'em in boxes and exclude them and feel superior to them, those are the things that, you know, will--whether it's a small group or a large group, we just as, you know, human beings seem to just really have a gift for doing, and so I think one of the--one of the things I kind of realized, especially as I began to find my internal voice and my external voice is that, you know, you really have to live this life on your own terms. You have to be okay with yourself. You have to accept yourself, and you have to be--you know, you have to be comfortable with, you know, the way that you're oriented, and I think, you know, as I've gotten older it's just kind of like, you know, "Hey, I don't--this is my personality. I'm not going to try to appear more butch or try to appear, you know, more or less butch or whatever it is to fit in what people's expectations of me are." I mean, "This is the man that I was created to be." I feel like, the way that I was created, there's a purpose in that. There's significance to that, and in order to realize whatever that significance is, I've got to be my authentic self. And so, you know, whatever that looks like, whatever that presents like, as long as this is 100% authentic me. This is what it is, and you can--you know, you can take it or leave it.Liz: And I love the--I love the authenticity focus of that and how you also expressed, you know, the sentiment I know that you and I have shared in prior conversation, that, you know, we are purposefully and intentionally made, and we are--we're certainly--we're good enough for our Creator and our mom, and everybody else can--everybody else can get in line.Brendon: Sure, sure.Liz: So when you think about how far--you know, in a sense, how far you've come, and listening to--listening to your story--and again, I can't thank you enough for sharing it, trusting me to share it with me and then trusting our, you know, platform and our listeners to share it. I hear--I hear this incredible growth and maturity, and in a sense I also hear a weight being lifted. I hear a liberation coming from--Brendon: Oh, absolutely.Liz: Letting go, in a sense, of the expectations that you can't control, and letting of the stereotypes and the boxes and the labels that others are trying to force on you.Brendon: Right.Liz: And so I wonder, what--you know, as you look to--as you look to your future, as you look now, you know, to--I mean, a strong, you know, nearly 20-year corporate career, and you look toward your legacy and making your mark, what do you--what is your hope for the future, and what--you know, what--in terms of your own personal growth, where do you want to see yourself get to? And what is the--what is the legacy? What is it that you want to create in the space that you're in?Brendon: That's a good question. I just--you know, I think kind of just keeping--you know, this probably sounds cliche, but I--you know, Corporate America has these--you know, these unwritten rules, these unwritten expectations of people, and I've seen so many people kind of not--kind of come into this area not realizing, you know, the inherent politics, the positioning, the jockeying for position and all those things that people do, that some people, certainly people who are privileged to kind of grow--I guess grow up under people who are familiar with the Corporate America space. You know, I'm talking about people who aren't necessarily immigrants. You know, their families have been here for years, and, you know, they've experienced success, and they kind of understand, you know, kind of how the game goes and are able to create more access for their own through, you know, their privilege and then whatever else they're able to accomplish themselves and the opportunities that they're able to create for the people--their loved ones and the people that are coming up behind them. I just--I just want to keep it real, you know? You know, I still work in--I mean, I work in an environment where, you know, I'm kind of--I'm kind of a guarded person just because, you know, I know--I've seen what happens when people kind of get I guess a little too familiar, a little too comfortable, and kind of assume that everyone working with them has their best interest, and, you know, I know that that's really not the case. But, you know, if it were to come up in my, you know, conversations, you know, about who I am and even what I believe and what are these things, you know, I'm at a point to where I don't feel like I need to--I don't need to mince words. I don't need to repress something. I don't need to bite my tongue. Now, do I wear my sexual orientation or my politics or my beliefs on my sleeve? No, I don't, but, you know, I think there's still a tendency to believe that "Hey, in this business everybody thinks the same," and even if, you know, we don't all look the same, this is the general culture," and I think what I'd like my legacy to be is just "Hey, you know, the person that you're created to be shouldn't have to--you shouldn't have to diminish any part of yourself for, you know, professional accomplishment." I think some people might hear that and think, "Oh, well, you know, that means you can come to work and dress any type of way, and you can, you know, say anything you want and do anything you want." That's not what I'm saying, but I still think that even kind of respecting, you know, the rules of Corporate America for your sake and maybe for the sake of the people whose lives you're there to impact, you can still show them that "Hey, you can still be your authentic self and still live in your truth. You can still be excellent," at your craft or whatever gifts you have or whatever your particular calling is. You know, you can still be 100% yourself and still, you know, be a success. You know, you don't have to compromise--you shouldn't have to diminish yourself in any respect just to--just to get ahead. So I hope that, you know, whatever the next 20 years brings for my professional life, whether I, you know, stay in this business or get out of it all together or keep one foot in and one foot out, I would hope that, you know, anybody who's anybody that I mentor, anybody who, you know, in our professional paths I've, you know, been in--we've crossed paths and I've had an effect on them, I hope they think "You know what? Rain or shine, whether things are great or things are bad, you know, you got 100% Brendon. He had his convictions. He had, you know, the things that he believed. He wasn't--he was a rock, but he wasn't also just, you know, stubborn and couldn't, you know, be presented with new information and have his views evolved based on, you know, those things." I just--you know, I think--I think I bring a--professionally I think I bring kind of, like, a quiet strength and, "Hey, you know, Brendon's always kind of there just doing his thing and getting it done and, you know, finding new ways to persevere, but I never thought that he was, you know, fake," or "I never thought that he, you know, pretended that he wasn't who he was or found that he had to act differently around certain people to get where he needed to be." I'm a complex, multi-faceted person, and, you know, while I don't necessarily show all my cards all the time, you know, I want you to feel like, "Hey," you know, "I knew who Brendon was, and what I got was real Brendon, and whether I liked it or not, this is who he was. This is what I got, and, you know, he was always real with it," and I think those that just be yourself, you know, whether it's, you know, loudly or quietly, I think people connect to that, you know? I think we're a bunch of souls, and, you know, whatever light is in each of us knows the light that's in other people--we'll connect to that if you're being--if you're being your authentic self, and so I think that--I hope that's what my legacy is.Liz: I can't think of a better legacy, and frankly, I can't think of more inspiring or encouraging words, not just for underrepresented queers, but for all of those who are feeling marginalized or that they cannot bring their full, true, genuine, and authentic selves to the spaces that they inhabit. So Brendon, I can't--again, I can't thank you enough for sharing your story and for blessing me, certainly, and blessing this audience, just with the accumulated wisdom and also hope, because that's something that we are in short supply of. And, you know, this is Pride Month, and when I think about, you know, what does it mean to be--what does it mean to be proud? What does it mean to be out? You know, something that you said really struck me, and that's that it means to be authentic in all spaces, and so thank you for being that here, and, well, being that every day.Brendon: Oh, no, thank you for the opportunity just to kind of share. I mean, you know, I don't--you know, you never know what a person might hear or might resonate--what might resonate with a person that's listening to your story, so thanks to you for the opportunity to kind of share, and also to--I guess this would probably would be my first Pride Month where, you know, I'm acknowledging it as a part of the community. I can't think of--other than, you know, the typical pride activities that, you know, a lot of people engage in. This is definitely something special, and I'm glad for the opportunity.Liz: Awesome. Thank you again so much, Brendon.Brendon: Thank you, Lizzy.</itunes:subtitle>
      <itunes:summary>In this special episode, educator, mentor, and business leader Elizabeth “Liz” Sweigart interviews Brendon to explore the intersect of sexual orientation, gender and race. They also discuss the difference between the feeling of fitting in and the feeling of belonging and so much more.
Connect with Liz on Twitter, IG, and LinkedIn!
https://twitter.com/amotherofajob?lang=en
https://www.instagram.com/thegreatmissliz/?hl=en
https://www.linkedin.com/in/lizsweigart</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this special episode, educator, mentor, and business leader Elizabeth “Liz” Sweigart interviews Brendon to explore the intersect of sexual orientation, gender and race. They also discuss the difference between the feeling of fitting in and the feeling of belonging and so much more.</p><p>Connect with Liz on <a href="https://twitter.com/amotherofajob?lang=en">Twitter</a>, <a href="https://www.instagram.com/thegreatmissliz/?hl=en">IG</a>, and <a href="https://www.linkedin.com/in/lizsweigart">LinkedIn</a>!</p><p><a href="https://twitter.com/amotherofajob?lang=en">https://twitter.com/amotherofajob?lang=en</a></p><p><a href="https://www.instagram.com/thegreatmissliz/?hl=en">https://www.instagram.com/thegreatmissliz/?hl=en</a></p><p><a href="https://www.linkedin.com/in/lizsweigart">https://www.linkedin.com/in/lizsweigart</a></p><p><br></p>]]>
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      <itunes:duration>2128</itunes:duration>
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      <title>Tristan's Tip : Questions to Ask/Avoid During Interviews</title>
      <description>On the nineteenth installment of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) shares a few good questions to ask and others to avoid when the floor is yours. Remember, impressions are everything throughout the hiring process, and your interview is your first impression. The questions you ask can either help solidify you as a top pick or hurt your chances of getting a call back.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/

Connect with us!
https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 14 Jun 2019 05:38:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Questions to Ask/Avoid During Interviews</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>84</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fbbfa30e-f2a4-11ea-88c4-1379eebd464f/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the nineteenth installment of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) shares a few good questions to ask and others to avoid when the floor is yours. Remember, impressions are everything throughout the hiring process, and your interview is your first impression. The questions you ask can either help solidify you as a top pick or hurt your chances of getting a call back.Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumehttps://www.facebook.com/LayfieldResume/Connect with us!https://linktr.ee/livingcorporateTRANSCRIPTTristan: What's going on, Living Corporate fam? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, let's discuss questions to ask during interviews and a few to avoid. I think sometimes as job seekers we tend to forget that interviews are just as much for us as they are for the company we're interviewing with. Interviews also allow the companies an opportunity to show that they are worthy of having your talents on their team, not to mention one of the best ways of making a lasting impression in an interview is to ask really good questions and avoid a few others until the time is right. So let's discuss a few good questions to ask and others to avoid when the floor is yours. Some great go-to questions can come out of a few different areas. The first would be to gain clarity. Sometimes these questions take the form of "What does a typical day for someone in this role look like?" or "What would define success for someone in this role?" These questions allow you to get a better understanding of what you could be doing and how you would be measured on it. The next area is to offer assurance. Some of these questions include "Do you have any reservations about my background being a fit for this role?" or "What skills and experience would make an ideal candidate?" Now, be careful with that first question. If you aren't able to take criticism and spin it, then I would avoid it, but the second question is a great way to see if what they're saying in the job description and other places is aligning with what you all discuss. The final area I'm gonna cover is asking questions to identify red flags, and they'll sound like "Can you tell me a bit about the corporate culture?" or "What roles have successful candidates previously in this role advanced to?" These types of questions help you feel out more about the company, the advancement opportunities they provide, and overall if the situation would be a good fit for you. Now, just like there are areas you want to make sure you hit on in your line of questioning, there are definitely some areas you want to avoid. Number one, stay away from questions you can find the answer to on the Internet. It's a big sign that you haven't done your research beforehand. Number two, do not ask any questions about salary or benefits in your initial interview unless you are led to that conversation by the employer. By no means am I telling you not to ask, but there's an appropriate time. While I know the money is the motive, it makes you look like you're strictly in it for the money, and that's a turn-off for most companies. Remember, impressions are everything throughout the hiring process, and your interview is your first impression. The questions you ask can either help solidify you as a top pick or hurt your chances of getting a call back. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, at LinkedIn.</itunes:subtitle>
      <itunes:summary>On the nineteenth installment of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) shares a few good questions to ask and others to avoid when the floor is yours. Remember, impressions are everything throughout the hiring process, and your interview is your first impression. The questions you ask can either help solidify you as a top pick or hurt your chances of getting a call back.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/

Connect with us!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the nineteenth installment of Tristan's Tips, our special guest Tristan Layfield (<a href="https://www.instagram.com/LayfieldResume/">@LayfieldResume</a>) shares a few good questions to ask and others to avoid when the floor is yours. Remember, impressions are everything throughout the hiring process, and your interview is your first impression. The questions you ask can either help solidify you as a top pick or hurt your chances of getting a call back.</p><p><br></p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://www.facebook.com/LayfieldResume/">FB</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p><p><br></p><p>Connect with us!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p>]]>
      </content:encoded>
      <itunes:duration>336</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Hustle (w/ Nicaila Matthews Okome)</title>
      <description>Zach sits down with Side Hustle Pro's Nicaila Matthews Okome to talk about all things hustle. She shares her career journey, promotes SHP's Podcast Moguls program, and breaks down the genesis of her Color Noir app. She also illustrates what it looks like to really build authentic relationships in today's space.

Check out Side Hustle Pro!
http://bit.ly/2Zl5c4r

Find out more about SHP's Podcast Moguls program!
http://bit.ly/2WtgG48

Download Color Noir on the App Store!
https://apple.co/2WGZSMg</description>
      <pubDate>Tue, 11 Jun 2019 06:25:00 -0000</pubDate>
      <itunes:title>Hustle (w/ Nicaila Matthews Okome)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>83</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fbe4795e-f2a4-11ea-88c4-87259fbd3991/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach sits down with Side Hustle Pro's Nicaila Matthews Okome to talk about all things hustle. She shares her career journey, promotes SHP's Podcast Moguls program, and breaks down the genesis of her Color Noir app. She also illustrates what it looks like to really build authentic relationships in today's space.Check out Side Hustle Pro!http://bit.ly/2Zl5c4rFind out more about SHP's Podcast Moguls program!http://bit.ly/2WtgG48Download Color Noir on the App Store!https://apple.co/2WGZSMgTRANSCRIPTZach: What's up, y'all? It's Zach, and you're listening to Living Corporate. Now, look, y'all. Y'all know we have some dope guests on the show. Executives, musicians, entrepreneurs, activists. You know, real movers and shakers. I'm not trying to, like, not drop too many names, but I'm saying, like, you know, DeRay Mckesson, J. Prince, Preston Mitchum. I mean, come on. Like, we've got some peop--we've had some people on the show, and look, who would we be if we didn't bring y'all another dope guest, okay, to parlay with us, to kick back, to chit-chat, to lay back, to--you know, to kick it one time for the one time... Nicaila Matthews Okome!Nicaila: Woohoo![both laugh]Nicaila: What a warm welcome.Zach: Oh, no. Oh, I'm just getting started, Nicaila. Nicaila is a Jamaican-born Bronx-bred marketer and side hustler turned full-time podcaster and entrepreneur. Now, listen, y'all. She's Jamaican and she's from the BX, so she be workin' workin', okay?[both laugh]Zach: In 2016, Nicaila created the Side Hustle Pro podcast. Side Hustle Pro is the first and only podcast to spotlight bold black women entrepreneurs who have scaled from the side hustle to profitable businesses. Since the launch, it has been named the quote "perfect entrepreneurship podcast" by Mashable and earned over two million--hold on. [record scratch] Sound Man, give me some reverb when I say millions. So it's like, "Million-million-million-million." Million downloads and amassed a loyal social media following of aspiring entrepreneurs. Oh, yeah. I'm excited just reading the intro. So with all that being said, first of all, 'cause she's from the BX, I'm gonna add a hearty YEARP and--[both laugh]Zach: And I hope it's not culturally insensitive 'cause I recognize that you're Jamaican, but we're gonna add some air horns right HERE [they are dropped] and let these jaunts fly! Let's go! Nicaila, welcome to the show. How are you doing?Nicaila: I am doing amazing. Listen, after that intro, I am on a high, all right? That is, like, the best, most warm intro I've ever received. Thank you, Zach. Thank you for having me in the guest chair.Zach: Ooh. I'm honored, and I'm turning purple--'cause I'm blushing, you know what I'm saying? So for those of us who don't know you, and I know I gave a little bit in the intro, would you mind telling us a little bit about yourself?Nicaila: Sure, sure. So yeah, you covered a lot, but I guess from what you didn't cover--so, you know, at the core, I am a dreamer, I am a storyteller, and when I was young, that looked like me being the little girl who loved, you know, making up stories, just being by herself in her own world, and later in life [it] would manifest in this career in marketing, specifically social media marketing. So I have over 10 years of experience in that lane, and while I was figuring out my life's journey, what ended up happening is--throughout my life I've side hustled and come up with different things a few times, but coming out of grad school I had a hard time finding a full-time role, and that led me back to the side hustle path, but this time I was determined to actually grow it to the point where I could do my own thing. So the side hustle was the podcast, Side Hustle Pro podcast like you said, and I was able to market and monetize it to the level where I was able to quit my full-time job and turn my side hustle into my full hustle, and now I coach emerging podcasters in my Podcast Moguls program because I want other people to be able to have that experience. And since I have a lot of jobs and, you know, that's just in my blood like you said, I'm also an app creator. So my husband and I recently launched the Color Noir app, which is an app devoted to all things melanin and Black Girl Magic. So really excited about that.Zach: Man. So first of all, you've got--you got a lot of dip on the chip, 'cause we was gonna get there, but it's okay. We're still gonna get there a little bit later in the interview. First of all, I love this. Yes, I love the Color Noir app. Definitely in Podcast Moguls. We're gonna talk about that as well. You know, it's interesting, 'cause my--I know that you talked about, like, you know, how you made the side hustle your full hustle. I feel like the scariest part of anything is getting started, right? So you talk about--you talk about kind of not really knowing what you wanted to do after grad school, but, like, plenty of people finish grad school and don't know what to do, and then they figure--you know, they do something. They end up going back to industry, or maybe they teach or something like that. What was the igniter for you to actually launch Side Hustle Pro specifically?Nicaila: So the igniter for me was really rejection. I got rejected so many times in that period between when I graduated from Michigan--I went to the University of Michigan for my MBA.Zach: Shout-out [?].Nicaila: Shout-out. Go Blue. Graduated in May 2015, and [I] didn't end up landing a full-time role until December of 2015. So between that time I had a whole bunch of rejections. I'm talking about--there was one company, I went on an interview--I had six interviews with, and I just knew I was gonna get that role... did not get the role.Zach: Mm-mm! [read: No!]Nicaila: Yeah! So what happened is I started blogging again and interviewing people, 1. because I was trying to figure out, "Okay, what can I do? I know I love writing. I know I love social media. Let me just explore and continue to work on things that bring me joy. I don't know what it means. God, I don't know how to make a career out of this," but I figured that while I don't have a job I should at least nurture those skills. So that was the initial impetus to just start the blog, and I was particularly interested in black women who were side hustling but were able to build out their business on the side, because 1. I was so tired of being rejected I was like, "Oh, I'm done with corporate. Even when I got a job, I gotta do my own thing. I gotta do my own thing shortly after, like, the last job I'm gonna get. No one's ever gonna be able to reject me again." And then 2. I also knew that, again, I was gonna go back to corporate and that anything that I was gonna start would have to start as me building it on the side.Zach: One thing you said that I love is that--what I've observed, especially for, like, younger folks, millennials--millennials ain't really younger no more. We're, like, not the youngest people [?] anymore. What we'll do is, like, you know, we don't know what we're doing, where to start, so we just kind of sit on our hands, and part of your story was you were like, "Look, I'm not getting a job. I'm gonna do something." Like, you took that and you used that energy and put it towards something that eventually manifested into something viable, and that's just--that's so inspiring to me, like, no boost, because I think a lot of times what I've noticed is, like I said, we'll just kind of, like, sit on our hands and be like, "Well, I don't really know what to do, so I'm not gonna do anything." It's like, "Well, no. You could do something," you know what I'm saying? Like, you could do--like, figure out--figure out something. Like, take that energy and put it towards something. Make it--Nicaila: Absolutely, yep.Zach: Yeah, make something--like, do something productive. Man, so that's just super dope. So, you know, we talked about the first scariest thing. I think the second scariest part of doing something entrepreneurial is realizing like, "Oh, snap. This is something I can actually do full-time." So, like, as you were building out Side Hustle Pro and as it was growing, at what moment did you go, "Ayo, this is gonna be me for real"? Like, "I got this"?Nicaila: So, you know, I kind of had two of those moments in my journey. So the first one happened when I was freelancing. So because I didn't have a job I was able to land, like, a freelancing gig with this organization, Management Leadership for Tomorrow, MLT, which prepares, you know, under-represented professionals for the career field and also has a super dope MBA prep program, which I went through, and I also went through it in undergrad.Zach: Yeah.Nicaila: Folks at MLT Family, much love to them, because they gave me a freelance role as a social media marketer during that summer while I was finding my way. That was one of the first moments where I was like, "Yo, I could--you know, worst comes to worst I could maybe start my own social media consulting agency. That's one thing I could do." But I kind of pushed that to the side because I was like--I just didn't know how I would start that, how I would get any clients and what that would look like, and I wasn't sure if that's what I wanted to do. So continued to do that, continued to interview, got my full-time role--which ended up being at NPR, National Public Radio, in Washington, D.C., doing social media for their programming and their podcasts, ironically. So as I was doing that I ended up turning the blog into a podcast at that point, and the moment when I thought "I think I could do this full-time" is when I decided to start going after sponsorships. So within six months of the podcast launching, I pitched my first sponsor, and it just so happened that cold pitching--I landed that first sponsorship contract, and it was $4,000, and it's like, you know, $4,000 living below your means? Like, that could cover me. Like, I could live off that.Zach: Ayo, straight up.Nicaila: So I was like, "Wait a minute." I really went hard. "I could do this full-time." So that was that first light-bulb moment.Zach: Man, that's really cool. The other thing--and your story is, like, just putting yourself out there, right? You took a shot. Like, you had some evidence under your belt that, like, this was something viable with the podcast, and you said "Okay, I'm gonna put something together," and you--and you made it. That's really cool because, you know, people out here trying to pitch and stuff all the time, and I know we're gonna talk about Podcast Moguls in a little bit, but everybody doesn't make it on their first attempt, you know what I'm saying? Like, you hit a full-court--you pulled up from, like, 40, like Steph Curry [?]. And wet. My gosh.Nicaila: It was such a--it was such a good fit, and that's what I try to tell people about sponsorships and pitching anything. Like, you really have to know who you're pitching and what is in it for them. Like, what are you providing? Is your audience a good fit? You have to know your audience too.Zach: You know what? And it's interesting--and I think your marketing background plays a part in this, right? Like, understanding--understanding, like, the mind of your audience and understanding, like, the psychology behind even putting together an effective pitch. And, you know, I've been in Corporate America since 2011, and one thing I've seen is that first-gen corporate professionals, especially black and brown folks, are not the best at really marketing themselves, whether that be, like, to get a promotion or find another job or even to, like, get a side hustle going or get sponsorship and get support for a side hustle. I met folk with genuine passions, and I know, like, part of the TED talk is--[we?] didn't talk about this and all the stuff--in your quick intro, you know what I'm saying, you're still really humble, Nicaila. Like, you didn't talk about the fact that you was on--that you had a TED talk and you [were] talking about multi-passionate professionals and the future of work. But it's okay, I'ma let you make it. But I've met some folks with multiple passions or ideas and aspirations that they've been sitting on for years. Like, they have--like, they have ideas for years. Like, what would advice would you give to folks who don't really know where to start when it comes to amplifying your voice in the working context?Nicaila: First thing I always tell people is you've got to get out your own way, so the first obstacle is your mind and all of the stories we tell ourselves about, "Oh--" And a big thing that holds us back is what we tell ourselves people are going to think, when in actuality none of that matters. Those people--these, like, mystical people that you're making up that are gonna say this or that or these obstacles that are allegedly going to get in your way, let that happen and then deal with it rather than assume it's gonna happen and stop yourself before you even try. So that's #1, get out your way, and #2. Start so ridiculously small. Just by--you can write down everything you think you need to do and then start chipping away at that. So for example with a podcast, I thought about it in 2015. I didn't end up launching until 2016, but that's because I needed to tell myself, "Oh, I'm gonna learn how to do it first." So I spent some time just YouTubing, I spent some time listening to other podcasts to get a feel and doing all that stuff. Like, that was part of my process, but I knew I had an end date in mind, I had a launch date in mind. So start going through the process of launching what it is you want to launch. Invest in experts so that you can learn from the best. I'm not talking about taking endless courses. I'm talking about looking at the top person who you want to replicate and investing--if they have something--investing in learning more from them, whether that be going to a conference that they have, investing in a course that they have, because there's no sense in you, like, sitting around, trying to figure everything out on your own and getting in your own way. So those are my two biggest tips.Zach: That's--man, that's really dope. You know, and it's interesting because I feel like a lot of what you're talking about also comes down to really, like, understanding who you're trying to connect with and building authentic relationships. It's tough though because, like, it feels as if everyone, especially in 2019, is in sales mode on every social media platform, right? I mean, like, no joke. I was on LinkedIn today, and look--you know, Nicaila, I'm a fairly handsome man, okay? My teeth are--my teeth are fine, and yet, like, this dentist hit--a dentist hit me up on LinkedIn talking about "If you need anything, you know, with your dentist needs and you have, you know... use this promo code." I was like, "What?" Why is a dentist pitching me on LinkedIn?Nicaila: I bet you what though. Guess what? Because it's worked for him. I bet you that's why.Zach: I bet, I bet. And I can't knock the hustle. We live in a capitalist society, you know what I'm saying? It's built on the dollar. I get it, you know? Whatever. Different topic for a different day, but with that being said, what does relationship building look like in 2019 when these platforms that were initially built or pitched to us as really, like, relationship building and community building are really being used to kind of always, you know, sell something. And people are fatigued from that, they're wary of that. What does it look like to really build authentic relationships in today's space?Nicaila: Well, you know, I--before I answer that, I do want to say that I don't necessarily think sales is a bad thing. So that's where we can have a dialogue, because I think that's part of the reason why--that stops a lot of us from taking our business from where it needs to go, because we've been taught that sales is a bad word--and don't get me wrong, there are a lot of bad salespeople. There's a lot of practices out there that I'm like, "Come on." For example, when I get a DM that's just, like, selling me. Like, and I don't even know the person. I'm like, "This ain't it. This ain't it."Zach: Yeah.Nicaila: It's like, "This works for you? No, this is not happening." So I know I said the dentist, that might work for him, but honestly most DM pitches are 100% terrible. But at the same time, if you're using your platform to tell people more about your services, like, that's how people are gonna know about it, otherwise no one will discover it. And I've even experienced that with Podcast Moguls, right? You know, because I did a soft launch I wasn't talking about it as much, but when I finally really started to ramp up sharing, sharing, sharing, that's now when I'm beginning to build the level of awareness that I want to get to, because not everyone sees every post. Actually, no one sees every post, so in order to make sure that everyone knows about it you have to continue to talk about what you're doing, and that's what I think of it as - talking. So some people think of sales as pushing and being really aggressive to try to force someone to do something. That's not what I think of it as. I think of explaining to people what you know and leaving--and allowing them to make an informed decision. So that's #1, and #2. I absolutely still think of social media as relationship building. I mean, look at us. I think that--you know, we met via email, right, when you reached out for this podcast, and we continued--even though I couldn't do it at the first moment that you reached out, we continued--you know, [?], might touch base via DM or what have you, and a lot of the people who end up enrolled in any of my programs, whether it's Podcast Moguls or my Master the Gram program, a lot of them follow me on social media, and we have talked multiple times--we've had multiple touch points, and when they're looking and they're ready for an expert to help them with Instagram marketing or launching their podcast, they immediately turn to me and trust me because they know that we have a relationship. It's not just that they saw my ad. Some people it is, but for most people they had some kind of connection with me before they enrolled in my program.Zach: That's real talk, and you know what? Again, I'ma brag for you, 'cause it's--it's funny, because the reason I even connected with you--so I would have likely found you anyway, right, but what accelerated me to connect with you is because there are people in my network, when they knew that I was starting a podcast they were like, "Oh, you need to talk to Nicaila," and so your brand had already established itself enough that I had heard about you in other ways and then kind of--I connected to you through an informal referral.Nicaila: Yeah. [What I'd add?] too about relationship building--so I'm that weird person who, like, I look at Instagram as the same way I would a networking event, and because I'm actually an introvert, because I prefer--I'm a homebody--I prefer social media networking over going to--walking into random rooms where I don't know people. That's just always been my preference, but I'm not a weirdo. Like, I actually--[both laugh] I engage with people's comments. I mean, I will leave a meaningful comment once I start following you. I will--we will have actual, like, meaningful dialogue [?], and so that's how I view relationship building on social media, and then when I have the chance, I do try to connect with people, and I'm doing more of that, especially this year. So there are people who I've talked to on social and Instagram specifically, and I feel like I know them, but I haven't, but then when I go to conferences where I know that, you know, a good amount of these people are gonna be there, that's an awesome moment to kind of cement that relationship. So it started online, and then we make the offline connection, which just helps it to flourish even more.Zach: I love that, and I do appreciate you pushing back and challenging. I do think that it's definitely a space where you can make those connections, and I love the fact that you reinforced that. I think because on my side--and it might be just--you know, that's why I'm in your Podcast Moguls class, and we're about to talk about that in a second, but it might just be because of, like, the level of interaction I get where it's, like, a lot of, just, DM requests about, like, sales-y things, and not necessarily, like, just relational things. So with that being said, let's talk about a little bit more about what you have going on and where people can learn more. I'd like to start with Podcast Moguls because I'm currently in it, and I'm loving it. And then I'd love to talk about the Color Noir app, but I'ma let you wax poetic. You take it where you want to go.Nicaila: Sure. So Podcast Moguls is, you know, one of the major, major things that I have going on, because in 2018 I realized after--speaking of DMs--after years of just, you know--ever since I launched my podcast, after years of just, like, getting DMs, consistent emails, questions, questions, questions about how to do this whole podcast thing and how to grow it to the scale that Side Hustle Pro has grown to, I decided to package my knowledge and actually launch an accelerator program. One was to finally answer everyone's questions in one place, and the second was because when you look at the podcast charts, it is just really lacking in diversity, okay?Zach: It is, it is.Nicaila: And I'm like--I know we have a lot of great things to say and a lot of information, so there's no reason why we shouldn't be up there, but it's not enough to have great content. It's not enough to have valuable content. You have to know the marketing piece, and that's what I realized was my differentiator, my background in marketing. So I started my Podcast Moguls, which is an 8-week accelerator. Essentially I take people through the process of--you can start if you've already launched. So if you've already launched you can go right into working through the [?] steps to scale your podcast, but I also take people through the steps of launching, coming out the gate strong, growing that audience, and then continuing to grow from there. We have weekly coaching calls, so it's really cool because--it's not just a course, it is an opportunity for me to also really learn what people are struggling with so that I can continue to stay on my toes and just refine and refine content and give people information. So it's been a really rewarding experience for me. I think sometimes when we are on this path of entrepreneurship doing very untraditional things--like I said, when I was really exploring blogging I was like, "I don't know where this is gonna lead. This makes no sense. This can't possibly be a job." And I still have those moments where I'm like, "This can't possibly be a job," but I've learned through Podcast Moguls is when I see the results that people are getting, their reactions when they break in the Top 200 charts in their category and break through 10,000, 20,000 and more downloads and land their first sponsor, that has been a light-bulb moment for me to realize, like, "Listen, bloom where you are planted." You never understand exactly why you are doing this thing right now, but keep doing it. One day it will all make sense, because this is benefiting someone. This is providing value. And this is gonna change your lives--just like launching a podcast has changed my life, this is going to change your life. So I really am just so happy that I launched Podcast Moguls, and for anyone out there who's listening and, you know, has an idea for a podcast or started their podcasts and want to take it seriously and not just treat it as a hobby, I definitely recommend you come over to the program. Just go to PodcastMoguls.com. So you said to also talk about Color Noir, right?Zach: I did, but can we just pause for a second?Nicaila: Sure, yes. Yeah, I think we do need to pause, because you're in the program and, you know, you can definitely speak to being a podcaster who has a podcast, was doing your own thing, growing on your own and deciding to join.Zach: Yeah. So first of all I love the passion, right? And so, like, I got this app--see, I ain't trying to be just too--just too ridiculous, 'cause I was gonna play, like, these little "ow"--'cause I felt like you was preaching. Like, "Mmm." Like, "[imitating]," you know? I was like, "Golly, she is going off." But yeah, no, no doubt. You're absolutely right. Living Corporate has been around for about a little over a year, and so we're at a point now where I feel like we are--we're definitely continuing to grow, but I want us to get to that next level, and I'm a little impatient, and I also just--there's a lot of things that I know I don't know, and so what I've loved about Podcast Moguls so far is how open it is and how it really does reinforce community through the social media aspect. I love the content. It's just really--it's just really, like, smartly put together. Like, it's very interactive. It's self-paced, which is really important because I'm a manager at a big four consulting firm, so, like, I don't have time in the regular part of my day. I have to kind of, like, carve out time in my weekend to get in--I just love it. I love it. I'm just now really getting into the marketing aspect of it, but what I've already gone through just to, like, the basics and, like, the background, and, like--I'm loving it. I think it's absolutely great, and I definitely--this is not even an ad.Nicaila: That makes me so happy. Right? That's not even an ad.Zach: This is not an ad, y'all. I am not a corporate shill, okay? I am for the people. Yo, I'm still with y'all. I'm still with y'all. Don't play.Nicaila: No, but that makes me so happy, and also I'm really excited for you because I'm a listener of Living Corporate, and like I said, it's all about--Zach: Stop. Stop.Nicaila: No. It's all about this valuable content [needing to get?] in the right areas. Like, you know how many of us struggle with this? I mean, all of my business school classmates, like, this is our dilemma right now. This is--this is what I see people talking about in GroupMe and these conversations that you're having on the show. So it's all about getting it in front of more people.Zach: Man, I'm so honored that you listen to the show. Dang. I'm, like, really dang cheesin'. Uh, cool. Cool, cool, cool. Let me--[composes himself] All right, cool, so let's talk about this Color Noir app. So before you get going, I love the pictures, right? Like, it's super fire, and, like, Candice, my wife, she's a big--she's a big colorer, so, like, when she--she's in it as well. Like, we're fans. We are fans.Nicaila: Yay! I love to hear that too. So Color Noir, I mean, yeah, I didn't realize how big coloring books was until my husband Muoyo--like, he is--you know, he's the app guy of us, so he has been in the app business for almost ten years, and he kept coming across all of these coloring books. "Coloring books?" And he's like, you know, "I think we should create a coloring book app, but for black people," because as usual, everything that's created is not created with black people in mind. The images, you know? Look at Disney, Disney movies. You talked about Band-Aids in one episode. It's crazy that literally--Zach: We did talk about Band-Aids.Nicaila: Literally everything that's created on Earth was not created for us. So that's a big opportunity, y'all, for those of you out there figuring out what to create, literally look at anything--Zach: [laughs] And make it black.Nicaila: [?] selling it, okay? So, you know, he brought the idea to me. Of course I loved it because I just love seeing myself represented, you know? That's why, as soon as Rihanna launched Fenty, like, I--that's my exclusive makeup line now simply because I love what it represents. So we developed this together, so he worked with the actual developers and, you know, handled the technical side whereas I was all about the look and feel, because I am a user. I am the target customer, so I needed it to be reflective of me. And then one of the smart things that we did, we also created a Facebook group so that as people are using it--when we launched it it was beta, so everyone could use it, give us feedback before we really started marketing it, and so that group gave us really great feedback about skin tones, us needing to add more skin tones, the images, and of course Android, which is coming very soon, so--Zach: Look at y'all. First of all, it's so fire. It's so fire. Like, the designs are so intricate too. These are beautiful stencils.Nicaila: Yeah. So, like, we discuss every image, 'cause it's like, "What is this--" You know, it can't be too complicated that you can't color it, but at the same time we wanted images--eye-catching images that you don't see every day. You don't see a black mom breastfeeding her child in any old app, okay? So that's what we got going on. So check out Color Noir, y'all. N-O-I-R.Zach: Come on, now. And look, Nicaila, you know we got you. We're gonna have all the information in the show notes, so y'all make sure you check [them] out. Now, look, you know that we could keep on going, but let me just go ahead and stop, because we got other things going on. I want to respect your time. Any parting words or shout-outs?Nicaila: Yes. So parting words. First and foremost, I want everybody out there, if you have a passion that you are not exploring right now, start making some time every week just to see--just to see--what it would be like if you actually pursued it, and also if you want that kind of encouragement, definitely come over to the Side Hustle Pro community. We are Side Hustle Pro on every social media platform, so on Instagram, Facebook, just search Side Hustle Pro, and of course I really hope you listen to the podcast if you haven't already to get inspiration from dope black women entrepreneurs who started as side hustlers.Zach: Come on, now. Look, that--this is awesome. First of all, Nicaila, for real, thank you for being on the show. This has been wonderful, and--Nicaila: Thank you so much for having me.Zach: That does it for us, y'all. Thank you for joining us on the Living Corporate podcast. Make sure you follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate--please say the dash--dot com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com, but look, don't play. Our DMs are wide open, so you can go ahead and DM us. We'll make sure that we shout y'all out. Get your letter in that way. This has been Zach, and you've been listening to Nicaila Matthews Okome, founder of Side Hustle Pro, multi-passionate entrepreneur and general snatcher of your edges and mine. Peace.  </itunes:subtitle>
      <itunes:summary>Zach sits down with Side Hustle Pro's Nicaila Matthews Okome to talk about all things hustle. She shares her career journey, promotes SHP's Podcast Moguls program, and breaks down the genesis of her Color Noir app. She also illustrates what it looks like to really build authentic relationships in today's space.

Check out Side Hustle Pro!
http://bit.ly/2Zl5c4r

Find out more about SHP's Podcast Moguls program!
http://bit.ly/2WtgG48

Download Color Noir on the App Store!
https://apple.co/2WGZSMg</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with <a href="http://bit.ly/2Zl5c4r">Side Hustle Pro</a>'s Nicaila Matthews Okome to talk about all things hustle. She shares her career journey, promotes SHP's <a href="http://bit.ly/2WtgG48">Podcast Moguls</a> program, and breaks down the genesis of her <a href="http://bit.ly/2KHMG2u">Color Noir</a> app. She also illustrates what it looks like to really build authentic relationships in today's space.</p><p><br></p><p>Check out Side Hustle Pro!</p><p><a href="http://bit.ly/2Zl5c4r">http://bit.ly/2Zl5c4r</a></p><p><br></p><p>Find out more about SHP's Podcast Moguls program!</p><p><a href="http://bit.ly/2WtgG48">http://bit.ly/2WtgG48</a></p><p><br></p><p>Download Color Noir on the App Store!</p><p><a href="https://apple.co/2WGZSMg">https://apple.co/2WGZSMg</a></p>]]>
      </content:encoded>
      <itunes:duration>1920</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Why Pride Matters (w/ Ade)</title>
      <description>Ade hosts another special episode, this time centered around pride and the origins of Pride Month! She also talks about the infamous Stonewall riots and the series of events they kicked off that have brought us to this point in time.

Find out more about Marsha P. Johnson and Sylvia Rivera!
https://en.wikipedia.org/wiki/Marsha_P._Johnson
https://en.wikipedia.org/wiki/Sylvia_Rivera

Connect with us!
https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 07 Jun 2019 07:15:00 -0000</pubDate>
      <itunes:title>Why Pride Matters (w/ Ade)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>82</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fc1d24a2-f2a4-11ea-88c4-ab53607c6331/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Ade hosts another special episode, this time centered around pride and the origins of Pride Month! She also talks about the infamous Stonewall riots and the series of events they kicked off that have brought us to this point in time.Find out more about Marsha P. Johnson and Sylvia Rivera!https://en.wikipedia.org/wiki/Marsha_P._Johnsonhttps://en.wikipedia.org/wiki/Sylvia_RiveraConnect with us!https://linktr.ee/livingcorporateTRANSCRIPTAde: What's up, y'all? It's Ade, and you're listening to Living Corporate. So today is gonna be another solo run with just me, so welcome. Strap in. Let's have a quick conversation about Pride Month. So as many of you may know, I identify as a member of the LGBTQI community. I've always used the label queer and only recently started to embrace the label of lesbian, which that's gonna be another talking point a little bit later on, the reclamation of the term queer, but for those of you who celebrate, Happy Pride Month. For those of you who do not celebrate, Happy Pride Month. I'ma go and be prideful anyway. So for those of you who don't know, June is Pride Month. It is the month during which members of the LGBTQIA community celebrate history, culture, openness, freedom. There's so much more to it, but this year is actually the fifth year--the fiftieth year anniversary of the Stonewall Riot, which, like, kicked off a series of events that have brought us to this point in time. I'm not gonna do a full historical rundown. I do think that it's important that you know what the Stonewall Riot was, who certain figures were, so I'm going to do a quick exposition of that history, and I'll mention some names, and I strongly encourage you to go look into their stories and the impact that they had. So the Stonewall Riot was essentially this mini-revolution back in the '60s--and well before then, but we're speaking at this point about 1969. At this point, police officers used to go into bars where people who were suspected of being in the community were, and they would go in and essentially conduct raids. They would assault people, round them up, take 'em to jail, physically assault and molest them. If they saw people who were dressed in ways that they felt were not appropriate for their gender they would actually physically strip search them in ways that were humiliating and dehumanizing, and intentionally so. So in 1969, the club at the time, it was called the Stonewall Inn, and it was owned by a mafia family. So in general they would get tips before people--before the police would come, and so they'd be able to, like, disperse the crowd in order to minimize fallout and damage to people inside, but on this particular day they did not get--they did not get that heads-up, and so, you know, police officers came and did their fascist thing, and they ran in and were rounding people up, and at some point--historians differ on what precisely happened, but someone threw a brick. So some people say that that was Marsha P. Johnson, and some people say that it was Sylvia Rivera. Others, you know, aren't--don't necessarily claim to know who the first person was, but somebody threw a brick, and it started this chain reaction of people fighting back. And so that's the first point that I want you to take away, that, you know, in 2019 or in 2018 or whatever pride parade you may be exposed to, you may understand pride as sort of this, like, party and this sort of hedonistic celebration of life, which it is sometimes, but I also never want it to be lost that resistance is at the core of Pride Month, that pride was born from a place of resistance and subversion. I mean, think about it. These are people who were forced out of public spaces, who legislation essentially rid them of all of their human rights. They could be picked up and humiliated and debased for no reason other than they were different than others and they stood up and said, "You know what? Enough is enough. You will respect my humanity. Period. I'm not having it." And I want to make the point that regardless of what you think or what you feel, what your own personal perception of what the LGBTQIA community or is not, people being different from you is not a sufficient condition for you to rid them of their human rights. Period. There is not--there has never been an argument that held water for me, even before I came out, that made sense as to why it is permissible, it is legally permissible, to legally discriminate against any group of people. So let that be that. So since then, after, you know, this very revolutionary period, the community went through periods of growth, of advocacy, of community building, particularly during the AIDS crisis of the '80s and '90s in which pride, again, became a celebration of life. It became resistance, and the entire community just refused to be, you know, subjected to cruelty. Like, "No. We are human beings, and we will have our human rights." Like, having an entire community just refusing to be bound in situations in which people are literally being, like, put in jail for just being in love with someone, or Matthew Shepard--people just being murdered for the way that they exist in and of itself. To me, there is no--there is no better way to explain what pride means to me and why pride matters than to remember that there were people then who looked the entire world in the eye and refused to be ashamed, and there's no reason--no better reason now for why pride matters than the fact that trans women as a whole have an average lifespan of 35 years. In 2019 alone, I believe the count so far is seven trans women have been murdered. That may not sound like a lot to you, especially if you're in a high crime rate city, but imagine that you are such a small percentage of the population and people constantly murder you. And that's not even the daily assault and harassment and the fact that there's no legal protection for your rights, whether it is in the workplace or for your housing security. That leads to an incredible amount of vulnerability and housing insecurity, and choosing to wake up every day and be nothing less than your authentic self requires a level of bravery. That's why pride matters to me. So the other thing that I want to talk about--I was saying earlier about reclaiming the term queer. So in the past, queer had very much been used--and it's still used to this day--as a slur against people in the LGBTQIA community. It's used particularly against masculine-presenting people as a slur, it's a derogatory term, but more recently--and I think spoke about this last year if y'all remember that episode. More recently it has been reclaimed by members of the community who are essentially saying, like, "Hey, in the same way that other communities have reclaimed words that have been used to harm and abuse--" Like, okay, queer means weird. That's fine. Like, I'm perfectly fine with existing outside of hetero-normative norms. I'm perfectly okay with not obeying the terms of the binary. All of that aside, that does not make me any less human or any less worthy of love and respect and a fulfilling life, and that's my understanding of it. If anybody else has a different interpretation of that that does not align or anything like that, we'd love to hear from you about how you feel about that. I noticed recently that there's been more and more of a pushback against that term in particular, and my company was hosting a Lunch and Learn about pride in particular, and an older woman was very, very--like, she had a visceral reaction to it, and it might be, like, a generational divide thing, because I recognize that millennials and younger have a different relationship with queerness, due largely to the work of those who have gone before us, but millennials and younger just have lived--have not lived in a world that is that viscerally hateful, right? Yes, there is a lot of visceral hatred, right? Like, I'm not minimizing or even justifying the vitriol. I am saying though that 2019 is not 1969, and so it's understandable that we have different contexts, the same way that many older black people do not understand and fervently disagree with the reclamation of the N word. I can understand why folks do not understand the reclamation of the term queer. Yeah, I just want to talk through and maybe explore a little bit further what that looks like and what consensus might be around that in the community. And it might just be that there's no consensus, but I am interested in what that conversation looks like. Okay, so I know I've mentioned Marsha P. Johnson and Sylvia Rivera, but it really would behoove you just to be a well-educated person, have a well-rounded understanding of American history. Please look into those two women, Marsha P. Johnson and Sylvia Rivera. They, I think, define for me what it means to be an elder in your community, and just kind of extrapolating into corporate spaces--Marsha P. Johnson and Sylvia Rivera [?], who had very little in the way of resources, and they still found ways to advocate for and support and protect their community. They created housing for young trans youth. LGBTQ youth have extremely higher rates of homelessness, of depression, of suicide, of drug addiction, largely due to the fact that often times coming out means that you are put out of your home, you are ostracized, you are--sometimes it's not even coming out. Sometimes it's just your mere existence in spaces that were not meant for you, meaning that you automatically have these poor markers for your general--your general life expectancy and all of these other things. Like, young LGBTQ youth, after being put out, often have less access to shelters. If they're trans, they turn in high rates to sex work as a means to support themselves, all of which is not beneficial for young minds trying to just find their way. I mean, imagine hitting puberty and also trying to navigate where to sleep and what you're gonna eat in the next day or two. It's difficult. That's why pride matters. Pride to me is about community. There is no better story of fictive kinship and what it means to truly draw your community around you and meet people out of a place of love and compassion than the LGBTQ community. I think that if you explore stories of lesbian den mothers who would, you know, take over the task of caring for sick and dying gay men in the '80s and '90s when their own families abandoned them and when care was spotty at best in these hospitals. For me, it truly redefines what love is. Community and family [during?] pride is an incredibly special feeling. I think that--and this may be speaking for myself, although I do suspect that this is a shared sentiment across the community. I think that finding yourself in spaces where you're not defined by being in this community, it's just "I exist and I'm valid, and look at all the ways in which I can have fun--" It's a powerful feeling, because human beings were not meant to live in isolation, and it can be incredibly isolating when you're the only person in the office using the term "partner" instead of husband or wife or you're the only person in the office whose pronouns are not respected, or you transition in the office and people refuse to use--or they continue to use your dead name. All of those things can feel incredibly isolating and dehumanizing. Pride matters because it is a space in which you can be validated without even thinking about it. Again, incredibly special feeling. So I told you all of the reasons that pride matters, particularly to me. What are the ways in which you can celebrate pride, even if you are not in the LGBTQIA community? I realize now I've been using LGBTQIA and not said anything about what that means. For those who don't know, LGBTQIA stands for Lesbian, Gay, Bisexual, Trans, Queer, Intersex, and Asexual. It is an umbrella term that tries to encapsulate the entire spectrum of folks who are gender-nonconforming, people with diverse sexual orientations, but it is of course not all-encompassing. The umbrella is wide. So what are the ways in which you can help? So of course you can donate. You can find small organizations in your communities that are working to support, especially the youth around you. Providing them with mental health care, with job training, with access to shelters, and maybe just even a safe space. If you are in the Washington, D.C. area, Smile, the D.C. Center, are both great organizations where you can donate money, and your money goes directly to supporting kids or Smile in general. Works with LGBTQIA youth, and the D.C. Center works at large, but they especially have a program for asylum seekers, which is dope. Another thing you can do with these organizations is volunteer your time. Whitman-Walker in D.C. is always taking volunteers to, you know, create bagged lunches, to come volunteer your time, to work with people. I mentioned Smile earlier. I mentioned D.C Center earlier. All of these spaces--this is just for if you're in the DMV area. I can't imagine the gamut of organizations out there doing good work. Volunteer some of your time. Take, you know, an hour out of your month to just spend time with people. It's well worth it. You get to meet new people and truly positively effect the life of others, and if you can't do that, you can call your state and local officials. Advocate on behalf of legislation that supports the LGBTQIA community. The Equality Act passed the House earlier this year. I don't know if it's gonna pass the Senate. God willing the rain--I don't even know how that saying goes. I think it's "God willing the rain don't come," or it's "God willing the sun don't shine." Someone will correct me. Help me with this, y'all. Anyway, support by, you know, calling into your state senators, your local officials, making sure that they know that you are a voter and you care about the rights of the LGBTQIA community, because believe it or not, our rights are still being voted on. Like I said earlier, in something like 29, 30 states, there is zero protection for housing security, for job security. Like, you can legally discriminate against people for their gender performance and their sexual orientation. That's a legal thing. Like, if I got married today and I wanted to put my wife on my insurance, it's entirely feasible that my employer could fire me for that. I mean, of course they're not gonna say "We fired you for this," but... I mean... yeah. Another thing you can do, those of you who are in larger companies--well, not even larger, mid-sized companies--you can encourage your company to host workshops and events and also get your company to meaningfully support some of those organizations that you find in your--in your own neighborhoods. If you find yourself donating your money to an organization near you, challenge your company, your boss, your leadership, to match your donation to that organization or to sponsor that donation for three months, six months, a year. You know, get your company to put their money where their mouth is, to affirm the life of or the lives of people who need support now more than ever, particularly in this climate. So I've been going for a little while now, and I just want to wrap up--I just want to wrap up this conversation by saying two things. One, pride matters because in June 2016 someone walked into a club full of gay people, queer people, lesbians, trans women, bi folks, during Pride Month, at a point in which the club would be full and people would be married and hearts would be joyous in Miami, one of the best gay clubs in town. He walked in there and shot the club up, and I mean that in the least complimentary way possible. His homophobia and his transphobia walked him in there, and he shot an entire club full of people who were just trying to celebrate life. In the aftermath of that rampage, 50 people were killed. Over 50 more were injured, and many people followed that incident by victim blaming, by saying "This is what you get for being different." Remember that pride started in Stonewall with the throwing of a brick. Remember that pride is subversive. It is revolutionary. It is refusing to forget, and it is refusing to break. Happy Pride.</itunes:subtitle>
      <itunes:summary>Ade hosts another special episode, this time centered around pride and the origins of Pride Month! She also talks about the infamous Stonewall riots and the series of events they kicked off that have brought us to this point in time.

Find out more about Marsha P. Johnson and Sylvia Rivera!
https://en.wikipedia.org/wiki/Marsha_P._Johnson
https://en.wikipedia.org/wiki/Sylvia_Rivera

Connect with us!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Ade hosts another special episode, this time centered around pride and the origins of Pride Month! She also talks about the infamous Stonewall riots and the series of events they kicked off that have brought us to this point in time.</p><p><br></p><p>Find out more about <a href="https://en.wikipedia.org/wiki/Marsha_P._Johnson">Marsha P. Johnson</a> and <a href="https://en.wikipedia.org/wiki/Sylvia_Rivera">Sylvia Rivera</a>!</p><p><a href="https://en.wikipedia.org/wiki/Marsha_P._Johnson">https://en.wikipedia.org/wiki/Marsha_P._Johnson</a></p><p><a href="https://en.wikipedia.org/wiki/Sylvia_Rivera">https://en.wikipedia.org/wiki/Sylvia_Rivera</a></p><p><br></p><p>Connect with <a href="https://linktr.ee/livingcorporate">us</a>!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p>]]>
      </content:encoded>
      <itunes:duration>1758</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Goal Setting</title>
      <description>On the eighteenth entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) dives into a goal setting method that will help you achieve your goals through actionable steps called "Boulder, Rock, Sand."

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/

Connect with us!
https://linktr.ee/livingcorporate</description>
      <pubDate>Tue, 04 Jun 2019 06:15:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Goal Setting</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>81</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fc31bec6-f2a4-11ea-88c4-ff30625b2613/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the eighteenth entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) dives into a goal setting method that will help you achieve your goals through actionable steps called "Boulder, Rock, Sand." Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumehttps://www.facebook.com/LayfieldResume/Connect with us!https://linktr.ee/livingcorporateTRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Today we're gonna dive into a goal setting method that will help you achieve your goals through actionable steps. There are many goal setting methods out there, and you really have to find the one that works for you. One that I use and actually uncovered from someone I follow on Twitter is called Boulder, Rock, Sand. It takes SMART goals to a whole 'nother level. Boulders are your overarching, high-level goals or statements. So for example, a Boulder statement would be "I want to become a project manager in 2019." Rocks are your SMART goals that, once you achieve them, accomplish your Boulder. For those who don't know, SMART goals are goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. An example of a Rock statement is "I will take on two projects and complete my PNP certification by December 31st, 2019." Typically you want to have three to five Rock statements for each Boulder you set. It is imperative that these be as specific as possible and actually achievable. So if you set a goal of having your PNP certification by February of 2019 and it's December of 2018, you will more than likely fail because of the need to take the course and gather a certain amount of project hours, not to mention actually taking and passing the test. Now, the Sand statements are the specific actions you will take in order to achieve your Rock statements. So for example, I will 1. have a discussion with my boss about projects I can join, 2. utilize my in-office connections to identify projects in need of assistance, and 3. identify and register for a PNP certification course. You can then put these actions into a card or on a Trello board where you have four columns, Not Started, In-Progress, Blocked and Completed. Each card has a goal deadline date and begins in the Not Started column. Once you begin working on it, you move it to the In-Progress column. Now, the Blocked section is for when life happens and sort of stops your progress on that goal. So if your job requires you to travel for a lengthy, unexpected period of time, the card is moved to Blocked until you are back and able to return to working on that task. Setting up goals on a Trello board in this fashion allows you to visually see your progress, which provides motivation to keep going and achieve your goals. This tip was brought to you by Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn. Thanks for joining me. I'll be talking to you soon.</itunes:subtitle>
      <itunes:summary>On the eighteenth entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) dives into a goal setting method that will help you achieve your goals through actionable steps called "Boulder, Rock, Sand."

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/

Connect with us!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighteenth entry of Tristan's Tips, our special guest Tristan Layfield (<a href="https://www.instagram.com/LayfieldResume/">@LayfieldResume</a>) dives into a goal setting method that will help you achieve your goals through actionable steps called "Boulder, Rock, Sand."</p><p><br></p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://www.facebook.com/LayfieldResume/">FB</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p><p><br></p><p>Connect with us!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p>]]>
      </content:encoded>
      <itunes:duration>331</itunes:duration>
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      <title>Respectability Politics (w/ Trill MBA)</title>
      <description>Zach sits down with the host of the Trill MBA Show, Felicia Ann Rose Enuha, in this special crossover centered around respectability politics. They discuss the importance of encouraging folks to embrace their full selves, noting that only in being your most authentic self can you really be your best at work.

Check out the Trill MBA Show! Part 2 is on Apple!
https://trillmba.com/episodes/
https://podcasts.apple.com/us/podcast/i-am-not-your-negro-respectability-politics-w-zach/id1361878040?i=1000440238742

Righteous Discontent on Amazon
https://www.amazon.com/Righteous-Discontent-Movement-Baptist-1880-1920/dp/0674769783

Connect with us!
https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 31 May 2019 11:34:00 -0000</pubDate>
      <itunes:title>Respectability Politics (w/ Trill MBA)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>80</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fc7c9d4c-f2a4-11ea-88c4-6770c2eb33b3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach sits down with the host of the Trill MBA Show, Felicia Ann Rose Enuha, in this special crossover centered around respectability politics. They discuss the importance of encouraging folks to embrace their full selves, noting that only in being your most authentic self can you really be your best at work.Check out the Trill MBA Show! Part 2 is on Apple!https://trillmba.com/episodes/https://podcasts.apple.com/us/podcast/i-am-not-your-negro-respectability-politics-w-zach/id1361878040?i=1000440238742Righteous Discontent on Amazonhttps://www.amazon.com/Righteous-Discontent-Movement-Baptist-1880-1920/dp/0674769783Connect with us!https://linktr.ee/livingcorporateTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and listen, we have a really special episode. We have a special--and I do mean special--co-host with us today. Please introduce yourself.Felicia: What's up, Living Corporate family? [record scratch]Zach: [?].Felicia: I can't help it. This is Felicia Ann Rose Enuha, A.K.A. the truest MBA you will ever know, and I am the creator, executive producer, and host of the Trill MBA podcast, where my goal is to help you survive and thrive in Corporate America by giving you the truth and being as real as only I can be. So I am super excited to be here with you today, Zach, because I love Living Corporate. I love everything you guys stand for. I love the content you guys are putting out for the people, and so thank you for this opportunity to hang out with you and talk that talk today.Zach: Nah. Definitely the privilege is ours, and we definitely love Trill MBA. You do great content. It was interesting, 'cause in our research trying to figure out, okay, who's doing what it is that we're trying to do, who's out here really trying to have honest, courageous discussions about non-majority experiences in a--in a workplace, and Trill MBA was really, like, the only podcast that we saw that was really focused on that, and it's interesting because we actually had a conversation, like, internally about even, like, progressing and, like, moving forward with the Living Corporate platform, because we wanted to understand if we needed to be here, right? But over time I think what we realized is, like, there's definitely more than enough space for any voices that are aiming to do this, and the fact of the matter is if I look across the entire podcast landscape and I can only see one, then, I mean, that probably means, you know, it needs a little bit more.Felicia: Yeah. We need all different perspectives, 'cause here's the thing. As black people, we are not a monolith. Like, what goes for one black person doesn't go for the other. Hey, guess what? Not all black folks are Christian. Not all black folks are Baptists, you know? You know, like, we're not all the same, but the problem is the media portrays us as that one black friend or that crackhead or that baby momma, and that's what it's been until recently, right?Zach: Until recently, that's true.Felicia: And so we have these stereotypes that we need to fight, and the only way to do that is for many more of us to tell our stories, you know, be real about what's happening to us in different aspects of our lives in corporate spaces. That's just one aspect of, God, so many.Zach: No, that's super true, and I think it's interesting. Even the way that, like, you're framing this, in which I agree, is--I think, like, our vibes are really different, right? Like, our core messages are the same, but our vibes are different. So, like, Trill MBA, you know, y'all are--correct me if I'm wrong. My impression is y'all have been focused on, like, the very visceral experiences of black folks and how to really shed off the BS and really be your full selves at work. Now, Living Corporate, we aim to do the same thing, but we're not just focused on black folks and the framing and the tone in which we take around certain topics are a little bit different, and one could even say it's almost like an exercise in respectability politics in the way that we go about handling our content.Felicia: Yes, which is what we're gonna talk about today, and--Zach: Segue king.Felicia: [laughs] Well, the thing is also, like, I'm very focused on black women, because that's what I know and that's what I understand, and the great thing is a lot of the things that happen to black women in corporate also happen to other non-white males in corporate, but I want to pick out the nuances for black women. So for example, white women in the workplace, they get up in the morning, they'll look in the mirror, and their concern may be, "Okay, does this skirt fit too tight? Because I don't want to draw negative attention or derail my career because I'm coming off too sexy at work," whereas black women look in the mirror and say, "Okay, do I wear my natural hair today, or do I need to put this heat on it and damage it one more again? What meetings I got today?" So it's the same experience in the root of oppression. It just shows itself differently, and that's what I want to bring to the forefront.Zach: It's more than appreciated and needed, but yeah, you're right. We're talking today about respectability politics, and for those--'cause we haven't really said this yet, but we're gonna say it now. So this is, like, a two-parter, y'all. So we're gonna have part one on the Living Corporate side, and then we're gonna have part two on the Trill MBA side. But we just want to kind of give some context in terms of just what it is that we're talking about. So I want to go ahead and give a quick definition of respectability politics, and it's interesting 'cause when you look up respectability politics--like, you, like, Google it, right? So there's a Wikipedia entry, and then there's a couple of, like, posts on Medium, and there's also an article on The Root, but there isn't, like, a super historical breakdown, like, within The New York Times or the Washington Post or even, like, The Atlantic. Like, it's not--it's not necessarily something that we just talk about and really explore it in-depth in the same ways as we have other, like, hot terms, hot button terms, but I do want to talk a little bit about it. So the term "politics of respectability"--I'm reading from the Wiki, y'all, so don't judge me. Ultimately, when you--when you look at the history of respectability politics, it really actually started from the efforts of black women aiming to distance themselves from the negative stereotypes that came with being black in their communities, and it aims to control or really set the terms of behavior to make sure that your behavior kind of adheres to norms, and those norms are typically established by the majority. Stereotypes typically, like, around, like, us being lazy or dumb or violent or immoral, and so a lot of times when you think about, like, respectability politics, think about the difference between Carlton and Will on The Fresh Prince of Bel Air, right? So, like, Carlton was, like, very quote-unquote articulate. He dressed--he did not, you know, sag his pants. He was a respectable guy. He was very intelligent, whereas Will was--he'd sag his pants, he'd laugh, he'd joke. He'd be all loud, you know what I mean? He was--he dated a lot. So, you know, he was not monogamous at all, and so, you know, that's where you see--you definitely see, like, a dichotomy there. And then it says--again, y'all, I'm reading off the Wiki. That's, like, kind of some of the background, but I'm also gonna put the other links in here around some of the other posts that we found, some of the other research that we found. There are research studies that associate part of the high burden of mental health disease for black Americans on assimilationist behaviors. So what does that mean? So the idea or the activity of us aiming to "act white," quote-unquote, puts a mental strain on us, right? Like, the idea that we need to adhere and just, like, behave in a certain way all the time, and that self-policing, that active self-policing, is mentally draining. Researchers Hedwig Lee and Margaret Takako Hicken argue further conversations about respectability politics should always consider the challenge of negotiating every day social spaces as a black American and how this impacts mental health. And then so really though if you want to--if you want to really read more on the origins of respectability politics, check out the book Righteous Discontent: The Women's Movement in the Black Baptist Church, 188-1920, written by Evelyn Brooks Higginbotham. And that's where the term was really coined and created, and it really, again, was to describe the social and political changes in the black community during this time. So this was transitioning from slavery. There was a movement that originated in the black church to really, like, almost reform the black image. This black image was one that was created through oppression, but it was the idea of having the right types of behaviors to be accepted as a functioning member of society. And you see that. Again, like, when you--I remember when I grew up, you know, when I was a little kid, there would be other black people who would be like, you know, "Y'all need to stop acting so black. Y'all need to act white." Right? Or if you're hanging out with your friends, your black friends, they'd be like, "You acting white," if you happen to do well in school or speak well or just reject--like, just reject slang or--it's like, "Oh, you actin' white." It's like, "I'm not acting white. I'm just--" I'm not acting white. Like, that is super problematic, but that's the idea of respectability politics. And then, like--look, so here you go. So y'all want another example? I'm about to say a bunch of buzzwords today. Black Lives Matter. So the Black Lives Matter movement is an example of a movement against respectability politics. The movement was motivated by the shooting death of Trayvon Martin. So we know the story of an unarmed teenager shot by a neighbor. In line with the growth of the Black Lives Matter movement, some celebrities who have typically shied away from the conversations about race have begun to engage the topic. And so we have, like, Shonda Rhimes as an example. Of course we have John Legend, but, like, there's--again, y'all, like, that's the idea. Am I making sense, Felicia? Or am I just kind of all over the place?Felicia: Yeah. I'm over here triggered that--like, that's why I'm like, "Oh, my God, yeah," 'cause I was that kid who was told in elementary school by my elementary school teacher--shout-out Ms. [Sledge?]. Well, I guess she might be married now. [laughs] But, you know, I would come to school and speak in black vernacular from home, and when you're learning, you know how to write sentences and how to write in, you know, "proper English," quote-unquote, you are told then at that point that how you're writing this is wrong. 'Cause I would, like, write things like, "What it is?" [laughs] "How you doin'?" You know? And the teacher's like, "How ARE you doing." "Oh, okay." And yeah, I caught on quickly, and I learned how to code switch without even understanding that's what I was learning to do. It became "This is how you talk at school, and that's how you talk at home." And so for me I also had a nickname, like many black people, and so my nickname is Lisa. And so at home I was Lisa, and at school I was Felicia, and so there began this whole psychological warfare of "Who am I?" [laughs] Or "Who do I need to be?" And always questioning that. So yeah, I'm triggered right now. [laughs]Zach: Well, it's interesting, right? 'Cause basically respectability politics, or adhering to respectability politics, says, "Look, for you to be treated better by those in power, you need to act this way," right? So you need to--you know, at work you need to dress this way. You need to say these things. Your work needs to look like this. Like, and it's so much about quality or even delivery. It's about the methodology of a thing and not necessarily the actual thing itself, and that--again, like, that effort to continue to self-police and tweak and adjust and consider every little thing you do can be genuinely, literally nerve-wracking, right?Felicia: It's dangerous.Zach: It's super dangerous. In my experience in my career, what I've seen is that a lot of times when you have, like, you know, employee resource groups or these types of groups that are, like, basically asking you to huddle around some aspect of shared identity--typically it's race--and for the black ERGs, what I've seen is really just a lot of conversations around respectability, right? So "Hey, when you come to work, you need to, you know, make sure you're dressing like this." "Don't be saying--don't use slang." It's just--it's a bunch of don'ts, right? It's a bunch of--it's a bunch of things for you to assimilate, and I think the biggest thing about respectability politics and just the whole concept of, you know, you need to act this way so that white people approve of you is, look, there's nothing you're going to do--there's nothing you're going to do that is going to dissuade someone from realizing that you're a black person, right? Now, in your mind, I guess if your goal is just to make sure you look like you're one of the good ones, I mean, I guess that's a choice, but ultimately nothing you're going to do is gonna stop them from remembering that you are not white. And it's interesting, because, like, when I talk to older mentors of mine who are the same age as my parents--they've done this for a little while. I say, "What would advice would you give me?" And they're like, "Look, the main thing you need to realize is you will not ever be one of them. Like, ever." Like, that's the--that's the feedback, and, like, that's what they've said over and over and over again is "Hey, you're not them, and you're not ever gonna be them." "So as long as you keep that in mind." He's like "Zach, you know, I know you're doing well and everybody likes you and blah blah blah blah blah, but, like, you're not--you're not gonna be them." And it was just--that hurt my heart. Like, for that to even be--like, for that to be--for that to be the advice that they gave me is--it hurts. Like, it's real, but it hurts. It's like, "Wow, okay." So--Felicia: Hold on. Let's unpack that.Zach: Hm?Felicia: Why does that hurt you and many people? Like, what is it about the fact that you will never be them that you feel--that makes you feel uncomfortable or you feel a certain kind of way?Zach: It's just--it's just sad. Like, it's just really sad, like, because a lot of times when you say, "Well, there is no--there are no races but the human race, and we're all one people," and all this kind of stuff, and it's like, you know, ultimately everybody wants to be accepted, right? Everybody wants to be accepted. So, like, when you're like, "Hey, I don't care what you do, you are always gonna be other. You're always gonna be different." And so it's the--the fact of me always being other and different isn't on its face hurtful. That's not the problem, but what is sad is that, like, the people that I'm talking to who are at the top of their respective fields, they are, you know, again, outside looking in, very respected and highly successful with a huge network of people that don't look like them--that ultimately even they, they go home at their end of their days, or they're in these situations where they still don't feel as if they truly are accepted and belong there. That's sad to me. It hurt. So that's what I mean when I say it hurts.Felicia: Yeah, and that's why I needed you to unpack that, because I didn't want it to be, like, you necessarily want to be them or want to be in the white boy club or want to be a white boy.Zach: [laughs] No.Felicia: [laughs] Right, I just wanted to make that clear.Zach: Definitely not. I'm very--I'm very in love with the skin God gave me. I'm happy with my culture and my identity. It's just more about, like, being other. It's just a different life. It's a different experience, and there's nothing you're gonna be able to do to really--to change that, and not that you should necessarily even want to change that I guess in terms of you being different, but it's just sad. Like, it's just sad to me that, like, I've met people who have been--I mean, they've been working for 40, 50 years. Like, they've been--they've really been putting in all this effort, and you would think at some point they would be truly accepted and truly part of the in group. And there's always gonna be a--there's always gonna be a bit of tension there in terms of "How much do you really belong?"Felicia: Well, and that's the thing, you're not. But we need to realize that that's okay, that it's okay to just live in your truth and be who you are, and I think what's so hard is that as human beings there is a need to feel accepted and to feel like you belong and that you have a place in the space that you occupy, and that rudimentary human need is expressing itself through the nuance of history and culture. You know, basically everything is the fault of slavery, but I think what bothers me the most is that you can't win in this situation of respectability politics because your mentors and those men that were telling you, "Hey, Zach, when you come into this space, you can't do this, you can't do that, you can't do this. You need to be this way." That isn't necessarily a rejection of who you are. What that is is survival, and so something that we have to give our ancestors the benefit of the doubt on is that the reason why they were trying to conform and assimilate is so that they can lessen the negative aspects of life that came from being so different and making white people uncomfortable. And so the idea is that if I show you and prove to you that I'm just as human as you are, that I'm just as good as you have claimed to made yourself to be, then you should treat me better, and you should just let me live, but that's the flaw in the thinking, is that you do this activity, you change yourself, you conform, but they will never see you as human. They will never see you as equal. They will never see you as them because the hate and the wanting to be in power and the wanting to be better than and more runs so deep through generations of the culture of Caucasians that you can do all the respectability politics you want, and it will get you so far--it will help you survive--but it won't help you thrive.Zach: It will, it will. No, it won't. And I think it's just--it's so interesting, because I would say, like, the most respectable person that we've ever seen on a public stage in our generation is Barack Obama, right?Felicia: Oh, God. Poor Barack.Zach: Like, Barack Obama is the most respectable person ever to respectable ever. Like, he is super--Felicia: But yet what I--and see, this is why I love Barack, right? Because, in a very rebellious way, he would let his blackness be known in public. So, like, when you see him greeting, you know, white people, and he's shaking their hands. "How are you doing? Hey. Good to see you. How are you doing?" And then a brother comes in that line, and it's a whole full dap up.Zach: I hear you. I hear you that there would be certain things he would do to let y'all know that he's--he is black, but what I'm saying is that when you look at his overall profile, like, this man has had--he always spoke very well. He went to prestigious colleges. Rarely cursed, like, in mixed company. He always kept his cool, right? Like, he was never angry. People used to complain about the fact that he didn't get angry enough. He dressed very respectably. But ultimately, people still talked to him crazy. People still called--people still attacked and degraded his wife. People still attacked and degraded his children. People still, you know, questioned his--questioned his competence and made a bunch of--a bunch of extremely racist statements. It was interesting, 'cause like, "Wow, man. This dude is the president of the free world. He's the leader of the free world, and yet he can't--"Felicia: He can't win.Zach: He can't win. He can't win. Like--Felicia: He can't win. Can't win 'em.Zach: I want to say like Ta-Nehisi Coates in The Atlantic said. Man, I watched this man, like--he said, like, "walk on ice and never slip once," right? Or something like that. It was like he was--he was squeaky clean, and yet, like--go ahead.Felicia: I was gonna say but then think about if Barack Obama had acted up half as bad--just as half as bad--as this fool, 45, that's in office right now. Can you imagine the David Duke-like person this country would have elected? Because I feel like the current person that holds the office of president--I can't even bring myself to call him president, but that thing in office right now, he is a direct result of Barack Obama's respectability politics and Barack Obama being this entity of a human that had to walk this tightrope line in behavior and manner and actions and, you know, trying to do the best he could with what he had, and they still hated him for it, and they just hated the fact that he was black. And because of that, it was like, "Well, this--" I ain't even gonna say it on your side, but you know what they called him, and now this is the--this is like, "Okay, we got rid of him. We're gonna fix it now," and then, you know, it's, like, swinging the pendulum all the way to the wrong side.Zach: Right. Well, you know, I believe it was in Martin Luther King's--I think it was either Where Do We Go From Here or the Letter from Birmingham Jail, but he talks about--he talks about white backlash to black progression, right, and he talks about the fact that, like, whenever there's something that happens where black folks make some type of progress in being more free, then the white majority--and again, for those who are listening, not every single white person. We're talking about the historical narrative of America--that there's some type of backlash, and I want to say, like, Van Jones--Van Jones, a couple years ago--as problematic as he can be from time to time--he used the term "whitelash," and that's what it is, right? And this is not a political podcast, right, but it's--to me, like, it's the biggest example to me of respectability politics and the narrative of, like, look, like, if they're not gonna listen to Barack Obama, with his very prestigious pedigree and vast intelligence, they're likely not gonna--they're likely not gonna feel you either. So, like, how do you--so then, like, the question to me then is what does it look like to reject respectability politics, reject respectability, and be your best self? Right? Like, that's really what I want to understand. I want to understand what advice it is we have for our listeners who--you know, who have--again, black culture, like, we--especially professional black culture is largely shaped by respectability politics. Like, you're gonna go and show up to these things. You're gonna talk a certain way. You're gonna not do certain things. You're gonna not have certain conversations. You're going to laugh at certain jokes. You're gonna laugh a certain way. You're going to dress a certain way. Like, because of respectability politics, because you want to fit in, and the point that you made earlier about, like, it's not to shame anybody. The origin of respectability politics and the origin of attempted assimilation is survival, right? And that translates today. Like, we act and carry ourselves in a certain way because we want to get promoted or we don't want to get fired or, you know, we want a bonus, or we want--like, there are things that we believe that respectability will earn us, will reward us, and so what I'm really curious about is that conversation. How do we encourage folks to be their full selves, right? How do we encourage people to fully embrace who they are and really be their authentic selves? Because only in being your most authentic self can you really be your best at work.Felicia: Right, and I think we have to really get honest with ourselves and understand that we're operating out of fear. And so this is something that I'll be touching on in my book. I'm working on a book right now to come out at the beginning of next year, and it's focused on career management for black women. And so one thing we've always been taught is that, you know, you need to show up in a certain way, and what I'm finding through my research is that the black women specifically that are doing very well in corporate America--so they're in the pipeline, they have senior-level sponsors. So their sponsors are CMOs, CEOs, CFOs, CIOs. Their sponsors are in the C-Suite, and they are being put into the succession pipeline for higher levels of leadership. Those black women are actually doing well because--they do something that's very unique in that they decide that they're gonna be themselves, but in addition to being themselves, they decide to share their story, one, and two, they also decide to bring their most positive self to work every day. So one thing they still keep I think from the realm of respectability politics is the idea that I have to fight against the stereotype of being the angry black woman. And I honestly think this is okay, because my grandma, she always told me "You catch more flies with honey than vinegar, baby," and that holds true to this day. So when you come into an organization and you face those challenges and the stress people try to cause you, whether necessary or not, when you can come in with your happiest self, your most pleasant self, your most positive self, and still bring the critical thinking--push back in a way that's a win-win for everybody, you know? Tell people about you and who you are and your personality, which we've always been taught "Don't do that 'cause they're gonna use it against you later." When you make that change, that's where you start to see a resonating with the humanity of the people you work with that don't look like you, because now instead of being afraid of you they start to understand you as a human, and you're not just this black entity that they don't know and they're afraid of. And so that's the thing that we need to change. We need to focus more on relationship building and less on conforming and putting our heads down and thinking that our work is going to speak for ourselves, because work is only 10% of the equation in success. So you can do all the great work you want to. The mediocre white man is still gonna get your promotion. Why? Because he has relationships. And so we can now move from this idea of respectability politics, because it's dangerous. It's dangerous to our mental health. It's dangerous because it doesn't help us fight stereotypes the way we think it is. It's like you're trying to call the stereotype as wrong, and first of all, stereotypes are just generalizations that have a bit of truth in them. We all have a Cousin Pookie. Yes, it's true. He might not be named Pookie, but we all have him. You know who your Cousin Pookie is. I got a couple of--Zach: Every family has a Cousin Pookie. Every family, irrespective of race. Right.Felicia: But the thing that we need to get white people to understand is that our Cousin Pookie is their cousin Billy Bob or their cousin Ray-Ray.Zach: Correct. Exactly, yes. Everybody has one. Everybody has a problematic--like, a challenging family member. Everybody has problems in their family. There's--like, the things that are so negatively attributed to black culture and brown culture, those things are happening in all families, all communities, because life happens. Because life happens and we are all human beings.Felicia: Yes! And that's what we all need to understand. This idea of thinking that there's aspects of your life that will make you better than the next person next to you and somehow make them less human than you are, like somehow you're a better human, that's the crux of prejudice and racism and just all of these ideas of you trying to somehow elevate yourself on the backs of someone else, and in order to do that and to somehow keep your conscience, you have to dehumanize the person who you're standing on. And in this country it plays out around race, but, you know, this is a human problem, but the more that we use our intellect to recognize it and recognize that respectability politics was only a way for us to survive in white spaces, that that doesn't work now. And you can try all you want to. You're not going to win. Barack is a very good example of that, and so now what do we do? We tell our stories. We humanize ourselves to the world. We share our culture. We share all of it though. The fun parts, the sad parts, the raw, human parts, the elated, joyful parts, and that's how we start to shift in the minds of the next generations that we are not a people that you can continue to step on and elevate yourself, because we're gonna move, and you're gonna fall on your butt.Zach: And, you know, I'm really appreciative of this conversation. I mean, it's tough because when you think about--I was raised to really believe that "Look, if you just put your head down, you work really hard, you keep your business to yourself, you don't tell your story, then you're gonna go far." And it's like you said, that's not working now. Like, storytelling is the chief medium of connection, and it's growing to be that, especially in corporate spaces. Like, those who can best tell stories, those who can best connect the dots in a way in a narrative form. And not, like, in a bulleted list, but, like, truly how they communicate is effective storytelling. Those are the folks that are making an impact, and that's a different point of direction for us, and it's, like, very much so against the grain of what I believe we've been taught historically will keep us safe.Felicia: Right, but I want you to realize - everything that we've been taught was taught out of fear. So it was "I'm afraid for you to walk in this space, and I need you to keep yourself safe, and so, you know, these are the things you need to do," which is--I mean, but literally it was about life or death, right? Like, if you walked in and you looked at a white man in the eye, you could die, you know? And so respectability politics had its place, but I think now we need to move forward and realize it is a new day, and so for you, Zach, I would encourage you to be more brave, be more courageous, and take those chances that feel, like, risky, like, real risky, and go for it, because those are the--those are the things that get you promoted.Zach: Oh, no doubt.Felicia: When you go to the CEO and be like, "Hey, I'm Zach. I just wanted to introduce myself. How are you doing today?" Now everybody will be like, "You just walked up to the CEO with your black self? And what did you say?" Even your white boss will be in fear. But the thing is, when you do that though, you're humanizing yourself. You're humanizing this person who has this title, and everybody walks around on eggshells around [them,] and now this person wants to connect with you because you opened the door, and they're just humans. And so we need to figure out, as black people, how do we get comfortable in our own skin in the workplace to make those human connections with the white men that are old and stodgy and they have resting bitch face that--nobody ever calls out that old white men have resting bitch face, but, you know, like, how do you get past all of that facade and go talk to them and meet them and learn about them and ask them to learn from them and share with them the things that you know about their organization that they'll never see because they're the CEO?Zach: No, that's real. And, I mean, it's interesting that you'd say that, 'cause even, like--and I haven't really ever shared this yet, but, like, my promotion journey to get to a manager role--and I got promoted at my last firm, and I'm at a new firm now, a new consulting firm now, but it had a lot to do with me telling my story and putting myself out there and connecting and networking with fairly senior folks, and I don't--and I don't think it's exclusive--and I don't think you're saying this, and I recognize Trill MBA's focus, but it's a chance to--Felicia: It's for everybody.Zach: It's for everybody, right? It's for every non-white person.Felicia: It's for white people too--it's for white men too. Like, and that's the thing we need to realize. Like, in some way, respectability politics also plays out from an economic standpoint. So you will have poor white men whose narrative is "I was raised in the back woods of Alabama, and my parents scraped together enough money to send me to Alabama University, and so then I went to grad school, I got into Harvard, and now I've unlocked this world of elitism." And then they hide, you know, their hick family, you know? They feel like they have to fit into this elite people, you know?Zach: That's real.Felicia: So these things happen in different ways, but they happen to all of us, and so I don't want to deny anybody's experience. I just want to call out, "Hey, as black women, this is how this happens for us," in a way that humanizes us and in a way that you can understand.Zach: No, that's real, and so what I want us to do is I want us to go ahead and, for our listeners...Felicia: Oh, it's about to get real. [laughs]Zach: Check us out. We're about to go ahead--and you're gonna listen to part two of this conversation on the Trill MBA show. That's right. So, look, we've got, like, a crossover thing. It's really cool, right? Like, it's kind of like when you have--I don't know, what's all the shows on NBC? You got Law &amp;amp; Order, and then you've got SVU and, like, you know, all the characters kind of cross over. You're like, "Oh, snap. Oh, [?]. They're on the--" You know, so it's kind of like that for your podcasts. For the loyalists over on Living Corporate, y'all get to now hear me on Trill MBA and vice versa, you know what I mean? So it's kind of like that.Felicia: Yeah. You're the Olivia Pope, and then I'm gonna be Viola Davis. I always forget her character's name. I know that's horrible, but she is so ratchet on that show. Like, she killed people and everything, so I don't think--Zach: Oh, you're talking about How to Get Away With Murder?Felicia: Yes! Yes. You know, they did that crossover episode. Annalise Keating! I'm gonna be Annalise Keating, and you're Olivia Pope. So you all statuesque and, like, put together, white knighting it, and then I'm over here breaking laws 'cause I'm a rebel.Zach: Wow. [laughs]Felicia: So if you want to come over and hear us be real black, come on over to the Trill MBA Show, where--what we're gonna break down though, we're gonna give you tangible, tactical tips on how to combat respectability politics for yourself in your workplace over at Trill MBA.Zach: All right, y'all. Well, listen here. Thank y'all for listening to the Living Corporate podcast. You can check us out everywhere at Living Corporate. That's right. So if you Google--that's right, Google--Living Corporate, we'll pop up. We're @LivingCorp_Pod on Twitter. We're @LivingCorporate on Instagram. Livingcorporatepodcast@gmail.com email address, and then we're living-corporate--please say the dash--dot com for the website. We're also livingcorporate.co. We're, like, all the Living Corporates dot whatever except for Living Corporate dot com because Australia is still holding onto that domain. So we're gonna have to see what's going on with the AU so we can get that domain, but yeah. If you have any questions you'd like for us to read on the show or anything you'd like for us to shout out, man, look, our DMs are open, okay? Twitter DM, Instagram DM, Facebook Messenger, and you can email us at livingcorporatepodcast@gmail.com. You can also contact us through our website, which I've already talked about. And make sure to subscribe to our newsletter through our website as well, okay? Let's see here. Shout-out to JJ. Shout-out to all the folks who are checking out the podcast. Shout-out to Trill MBA. You're gonna see us over on the next one. This has been Zach, and you have been listening to myself--Felicia: Felicia Ann Rose Enuha, A.K.A. the Trillest MBA you will ever know.Zach: JJ, drop the air horns right here. Yes, right on the outro. We're gonna put the air horns on here for my girl Felicia. Thank you so much. Thank y'all for listening to us. We're gonna be back. Peace.Felicia: That was so cool. [laughs]</itunes:subtitle>
      <itunes:summary>Zach sits down with the host of the Trill MBA Show, Felicia Ann Rose Enuha, in this special crossover centered around respectability politics. They discuss the importance of encouraging folks to embrace their full selves, noting that only in being your most authentic self can you really be your best at work.

Check out the Trill MBA Show! Part 2 is on Apple!
https://trillmba.com/episodes/
https://podcasts.apple.com/us/podcast/i-am-not-your-negro-respectability-politics-w-zach/id1361878040?i=1000440238742

Righteous Discontent on Amazon
https://www.amazon.com/Righteous-Discontent-Movement-Baptist-1880-1920/dp/0674769783

Connect with us!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach sits down with the host of the Trill MBA Show, Felicia Ann Rose Enuha, in this special crossover centered around respectability politics. They discuss the importance of encouraging folks to embrace their full selves, noting that only in being your most authentic self can you really be your best at work.</p><p><br></p><p>Check out the <a href="https://trillmba.com/episodes/">Trill MBA Show</a>! Part 2 is on <a href="https://podcasts.apple.com/us/podcast/i-am-not-your-negro-respectability-politics-w-zach/id1361878040?i=1000440238742">Apple</a>!</p><p><a href="https://trillmba.com/episodes/">https://trillmba.com/episodes/</a></p><p><a href="https://podcasts.apple.com/us/podcast/i-am-not-your-negro-respectability-politics-w-zach/id1361878040?i=1000440238742">https://podcasts.apple.com/us/podcast/i-am-not-your-negro-respectability-politics-w-zach/id1361878040?i=1000440238742</a></p><p><br></p><p>Righteous Discontent on <a href="https://www.amazon.com/Righteous-Discontent-Movement-Baptist-1880-1920/dp/0674769783">Amazon</a></p><p><a href="https://www.amazon.com/Righteous-Discontent-Movement-Baptist-1880-1920/dp/0674769783">https://www.amazon.com/Righteous-Discontent-Movement-Baptist-1880-1920/dp/0674769783</a></p><p><br></p><p>Connect with <a href="https://linktr.ee/livingcorporate">us</a>!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2748</itunes:duration>
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    <item>
      <title>Tristan's Tip : Preparing for a Networking Event</title>
      <description>On the seventeenth installment of Tristan's Tips, our special guest Tristan Layfield dives into how you can better prepare for networking events and lower anxiety around them.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/

Connect with us!
https://linktr.ee/livingcorporate</description>
      <pubDate>Tue, 28 May 2019 06:13:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Preparing for a Networking Event</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>79</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fca18ac6-f2a4-11ea-88c4-eb395ce066f8/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the seventeenth installment of Tristan's Tips, our special guest Tristan Layfield dives into how you can better prepare for networking events and lower anxiety around them.Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumehttps://www.facebook.com/LayfieldResume/Connect with us!https://linktr.ee/livingcorporateTRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Today we're gonna dive into how you can better prepare for networking events and lower anxiety around them. If you're anything like me, networking events can be a nerve-wracking experience, but growing and activating your network has become one of if not the best ways to find a new job. Over the years, I've found a few ways to better prepare for networking events and reduce my anxiety leading up to them, so let's jump into a few things you can do before your next networking event to be better prepared. First, set some goals around the event. I've found that networking events go smoother when I know I am there. For example, I went to a conference where my goal was to meet three panelists and to connect with ten other entrepreneurs. Number two, if you can, research who may be in attendance. If you know who's going to be there, you can figure out what commonalities you all have and use that to your advantage. Number three, develop your elevator pitch. An elevator pitch is a short and concise statement that explains who you are, what you do, and what type of position you're seeking. Spend some time here and make sure it's good. After all, it's gonna be most people's first introduction to you. Number four, you want to prepare your outfit. Let's be honest. When you look good, you feel good, and there's nothing worse than it being an hour before the event and you find out all your good clothes are dirty. Number five, figure out your contact strategy. You want to think about how you're going to provide your information, receive other's information, and what your follow-up strategy will be. Do you need business cards? Are you gonna show off your knowledge of LinkedIn's Nearby feature to connect? You know, what are you planning to do? Whatever it is, you just want to make sure it's appropriate for the event that you'll be attending. While networking can be intimidating, if you can take these steps you'll feel better prepared, exude more confidence while there, and hopefully land some new and fruitful connections. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn. Thanks. I'll be talking to you soon.</itunes:subtitle>
      <itunes:summary>On the seventeenth installment of Tristan's Tips, our special guest Tristan Layfield dives into how you can better prepare for networking events and lower anxiety around them.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/

Connect with us!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventeenth installment of Tristan's Tips, our special guest Tristan Layfield dives into how you can better prepare for networking events and lower anxiety around them.</p><p><br></p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://www.facebook.com/LayfieldResume/">FB</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p><p><br></p><p>Connect with us!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>308</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Ramadan at Work (w/ Ade)</title>
      <description>Ade hosts a special episode centered around Ramadan on today's show! She lists a few ways to support your fasting co-workers and helpfully breaks down a handful of terms and phrases associated with Ramadan that you might hear this month.

Ibrahim Abdul-Matin's book Green Deen can be found right here on Amazon!
https://www.amazon.com/Green-Deen-Teaches-Protecting-Planet-ebook/dp/B00F9FMYDM

Connect with us!
https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 24 May 2019 09:47:00 -0000</pubDate>
      <itunes:title>Ramadan at Work (w/ Ade)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>78</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fcc15d38-f2a4-11ea-88c4-6f44942b59b7/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Ade hosts a special episode centered around Ramadan on today's show! She lists a few ways to support your fasting co-workers and helpfully breaks down a handful of terms and phrases associated with Ramadan that you might hear this month.Ibrahim Abdul-Matin's book Green Deen can be found right here on Amazon!https://www.amazon.com/Green-Deen-Teaches-Protecting-Planet-ebook/dp/B00F9FMYDMConnect with us!https://linktr.ee/livingcorporateTRANSCRIPTAde: What's up, y'all? This is Ade, and you're listening to Living Corporate. So for those of you who have heard of Ramadan but have never had a co-worker or friend or family member who goes through that process every year, or maybe you do but you don't quite know what it means or you have questions as to what happens, this one's for you. So what is Ramadan? Ramadan is fundamentally two things. One, it is a period that varies from year to year--because the Islamic calendar is a lunar calendar--that Muslims go through in order to fulfill a tenet of the faith. During this month, it's not just about fasting, although that's a significant part of it, from sunrise to sunset. Muslims refrain from eating food and drinking water, but there are also other components of this month that go beyond fasting. So it is also a time of prayer, of spirituality, of reflection, and also of community. Every night when you break your fast or in the morning [?], there is a process in which you spend time with your friends and your family members. Generally it's not uncommon that you're also going through this process alone, which isn't the greatest experience in my opinion. So if you're alone during Ramadan, I hope you're able to find a community near you. So you might have heard your coworkers say that they are tired if they're fasting during this month. That's because, in general, people will wake up around 4:00 a.m. in order to, you know, eat and drink some water, get settled for the day, and pray the morning prayers, and also are staying up pretty late in the evening to break their fast, to commune, to gather their family and friends, but also go to--if they are--I think this is a Sunni Muslim thing only, but if they're Sunni--if [?] is listening, please drop a line. Let us know if I'm wrong. I'm not quite sure, but Sunni Muslims go through this thing called [?]. It's late night prayers essentially. So while fasting itself is obligatory, you don't necessarily have to fast to also observe Ramadan. There are people who can't fast, who are either sick, or--traveling's a big one, or breast-feeding, or for people who have periods. You don't fast during your period. But there are also other components of the month that are special. So you--like I said before, you get to experience these late night prayers. You are also supposed to be--it's this internal time of reflection where you're supposed to be experiencing humility, and you're supposed to be a little bit extra--an extra sprinkle of patience. I mean, imagine that you're going 16, 17, 18 hours without eating or drinking water, which is actually a bigger deal than you might realize. But you're going through all of these things, and you're also trying to empathize with people who, you know, Ramadan is their daily life. You're attempting to extend yourself to others, to be more patient, be kind, be more humble. All of these components are an inherent part of Ramadan. You're also supposed to restrain yourself, right? Like, you don't get to have a lot of the physical pleasures that you experience, and so how does this, you know, reflect on who you are at work? Well, I know for myself I'm a pretty caffeine-reliant person, so imagine me at work at 9:00 a.m. meetings when I'm expected to perform at my best and I don't have, you know, my drug of choice, caffeine. I don't have--I haven't had water in a very long time. My head hurts. I'm probably tired. So part of Ramadan for people who are in Corporate America, in corporate spaces, and in, you know, just general is that you're spending a lot of time setting expectations before and during Ramadan. I know that I had a conversation with my team leads and my manager saying, "Hey, Ramadan's coming up. During the month on Fridays, I will not be here. I will be working remotely so that I can, you know, have that extra time to make it to [Jamaat?] prayers, or I will be, you know, a little bit crankier during the month. You know, not taking my frustrations out on people, but I'll be a little bit less perky essentially. I won't have water, I won't have food, and I certainly will not have caffeine, so be patient with me. And I also am a little bit more diligent during this month with writing everything down, because part of what fasting does is it affects your concentration, it affects your mental acuity, so I try to be extra diligent with that as well. And just being able to say, "Hey, these are the things that I'm experiencing. Thank you in advance for your patience and your support throughout this. This is what I need. This is what I don't need. It's really okay for you to eat in front of me in meetings. I'm not gonna be mad, and I'm not gonna Hulk smash anything." Setting those expectations I think makes them easier on everyone around you. So let's talk about--I'm doing this all by myself so it feels a little odd, but let's talk about what it means to be a supportive co-worker or supportive friend for those who aren't Muslims, aren't going through Ramadan. I also know that there are people who are non-Muslims who like to show solidarity with their partners or their friends or their family members by fasting along, and y'all are dope. So what does it mean to be supportive? I would say if you are in a leadership position, if you are in a management position, I would start by making some concessions. Allow maybe people to work a few extra days remotely this month. I would, you know, not schedule a whole ton of intense meetings, particularly near the end of the day. Closer to the beginning of the day is better, and that's because, you know, if I ate at 4:00 a.m., 12:00 is still a good time to talk to me. 3:00 p.m.? Eh, okay. 4:30 p.m.? You're definitely pushing it, you know? Again, think about this as this person's had not as much sleep as they typically do, they're under--they're working with much less mental stimulation, probably low blood sugar, and they're also making an extra effort at this time to be extra patient and extra kind. So meet them halfway. It's cool. So what are some ways you can support your co-worker at work? I think that, for most people, it's relatively easy to notice the ways in which you can support your co-workers, because it's just about being considerate. Let people work a few extra days remotely if possible. Yeah, just be flexible with their schedule, because it's often easier to come into work earlier than it is to stay later. Don't plan any extra meetings or make meetings extra long, because your concentration is pretty much shot throughout the month providing a space for people to reflect and pray if it's possible, because even if they're not ultra-externally religious over the course of the whole year, Ramadan is an extra special time, and it is a time during which most people that I know personally just take some time to reflect and to just kind of self-check, and it's really nice having a space where, you know, you can retreat while still also being accessible at work. So that's nice. Also, it's okay to still have food-based events. I know that we have birthday cakes for co-workers and things like that. Sometimes there are, like, potlucks during the month, and nobody [?] would ever ask you to stop that during the month of Ramadan. Just because I'm fasting doesn't mean that everybody else needs to. In fact, it's really great if there's--if people are having birthday cakes and they're like, "Save me a slice for later," 'cause I have, like, cake to look forward to, and who doesn't like having cake to look forward to? I'm generally going to say also that it's okay to ask how people are doing. It's okay to ask, you know, how people are holding up, what they're experiencing. It's not okay to say things like--that are condescending or dismissive in general, because, I mean, these are just basic rules of engagement when it comes to working with people, but it's not okay to minimize people. Like, "Yeah, I fasted." Like, "I've been intermittent fasting," or "I've been doing this intermittent fasting for a couple of weeks now. I know what you're going through," because truth is, yes, you have been fasting for several weeks, and not to minimize your experiences, but just to say that we are not experiencing the same thing, and it's okay to recognize that. In 2019 I'm gonna give up saying "um" so frequently. Thank you so much for your patience, y'all. And definitely allowing time to celebrate after Ramadan's done. So Ramadan ends with Eid--I think this year it's supposed to end on the fourth or the fifth of June. We are not sure because, again, lunar calendar, and there's a whole thing. Go ahead and--I encourage you to look into Eid and the end of Ramadan and what that means. Yeah, allow your co-workers to take time off to celebrate the end of Eid. It's often a time of celebration with family members. And think about it. People look forward to this time of year. It's this incredible time where you are exercising more discipline than you've shown during the year. It's like--for me personally I describe it as, like, a spiritual reset, when throughout the year I experience things and life gets more and more overwhelming or I surround myself with things that are not necessarily edifying, and there are things that are often toxic that you don't realize are toxic around you and in your space, and you just get to release all of those things through the things that you read and the things that you recite over the course of the month. I say all of that to say that this is a month of particular thoughtfulness and introspection, and at the end you get to celebrate all of it with friends and family, and your--like, because this is gonna be during the summer. There's gonna be, like, a huge barbecue, and you get to, like, hang out with friends, people you haven't seen in ages. There are often, like, marriage announcements during Eid, or people get married during Eid. Like, there's just, like, a whole ton that goes on, and it would suck if you spent all of Ramadan looking forward to Eid, not necessarily because that's what you're supposed to be doing, but you're looking forward to Eid, honestly, at the end of Ramadan. It's a ton of fun, and you don't get to take that time off. That blows. So if it's at all possible, certainly allow your coworkers or friends that time off to fast. Now, I think the final thing I want to touch on on what you can do as a co-worker to be supportive is I certainly think that because it's okay to ask questions, I would say that, you know, schedule some time after the month of Ramadan is over to grab coffee and say, "Oh, hey, I recall that you did this thing. What is that about?" If you're not asking during Ramadan because of all the reasons I just spelled out, because there's nothing--there's nothing wrong with that. There's nothing wrong with asking questions, and I actually also think that it's okay to say, "Hey, I'm kind of uncomfortable with this, and I don't know if you're comfortable with this, but I do want to ask you XYZ questions," 'cause that's how you get an understanding, I think. Just to recap what we talked about, allow flexibility with your friends and co-workers. That's not to say that we expect that, you know, you doing our work through Ramadan, 'cause Ramadan is so hard, but just allow some flexibility. Allow people to come in a little bit early if they need to. And there's some people maybe who prefer to come in later. That's cool too. I certainly think that it would be better to get a sense as to who's gonna be fasting and all of those things beforehand, and if they've been doing their due diligence, most people will generally call out, "Hey, Ramadan's coming up. Things are gonna be a little different for me. It's not you. It's me. I'm gonna be avoiding certain situations. It's not you. It's me." Your co-workers who will often go on smoke breaks with you, probably not gonna be going on those smoke breaks. That's probably one of the things that they're gonna give up during daylight hours. It's not you, it's them. People are in general often not gonna go to happy hours with you or they're not gonna do those things, and so I think part of--I think what I didn't highlight is just finding other ways to be inclusive, to have social gatherings. If you have any client relationships, maintaining those or helping your co-workers maintain those client relationships in ways that aren't going to exclude them, and by that I mean if you have lunch with your clients every third Thursday or whatever--I'm making that up--but if you have lunch with your clients, give your clients a heads-up. "Hey, Ali's not gonna be coming," or "Ali's gonna be here, but he's not gonna be eating. It's okay. It's not weird. It's just Ramadan." All of these different ways in which you can be allies to your co-workers in that way. And if they do say that they're fasting and they slip up and say something along the lines of, "Oh, I'm so thirsty," don't offer them water. It's coming from a good place, and I know that it's coming from a good place, but being like, "It's okay, you can break your fast 20 minutes early," or whatever, if it's close to the time of breaking fast. That's not actually helpful, and although you're attempting to be helpful, it's not, like, a truly help--like, it doesn't help my spiritual growth to say it's okay to bend your will and your dedication to this thing because I can see you feeling the effects of it. If I didn't know the consequences of my actions I wouldn't be taking them, if that makes any sense. We also said try to insure your meetings are a little bit earlier in the day rather than later. Meetings that are later in the day are painful. I mean, everyone knows that you don't--you don't truly want to schedule meetings well into the afternoon in general in Corporate America, but it's even worse when, you know, you're running low on blood sugar, you've been probably up for a good, long while. It starts to take a toll, and I'm not at my best in those meetings. So I would caution against that as well, and certainly--especially if you have a larger contingent of Muslims on your payroll, when Eid comes around I would expect to cover--I mean, in the same way that you expect that during Christmas people are going to be taking time off and spending time with their family, or during Thanksgiving, it's a similar concept in that we want to be with our families and celebrating, and it's just nice to know that we don't have to--we don't have to, like, steal our spines to negotiate time off work for this. And it's--you know, Eid is a big deal. It's not just a one-day thing. It's, like, a one, two, three, four day thing. Okay, it's actually one to three days. Whatever, but [laughs]--I wish it were, like, a seven-day festival of fun and festivities. I say all of that to say that your friends and co-workers are really going to need that time off, so if you need to, like, swap schedules, if you need to plan a little bit ahead of time, if you need to create some succession plans and insure that there are overlapping responsibilities--people are taking care of those overlapping responsibilities, I would take care of that as well. And also, this is just a really good time to approach your co-workers with some empathy, because people may not necessarily disclose fully what their experiences are, and I've talked a lot about how this is a time of community and a shared understanding, but I also know that there are many people who are very far away from home for whom this is a difficult time, and Ramadan may not necessarily be the happiest time for them. So in that case, or not just in that case, but I certainly think this is a great time to experience or to share some empathy, to extend yourself a little bit, extend grace to others around you in the spirit of Ramadan. One thing I've heard of when my friend was--a couple of years ago for Iftar one day, her team threw an Iftar. She was the only Muslim on the team, and they were all curious, so they all fasted with her for the day. And, again, you don't have to be super allies in this way, but they all fasted with her for the day, and then they broke their fast together, and that was just the cutest thing to me because one they didn't have to, but they extended themselves for her, wanted to put themselves in her shoes, and two, to truly experience a new way of living a world in which they never realized existed until they had this co-worker and extended some grace to her. So I encourage that as well. Let's see, do I have any final thoughts? Just some key phrases that you might be hearing over the course of this month. Ramadan Mubarak, which is, like, "Happy Ramadan." Ramadan Kareem is another greeting that you might hear. Then conversely, at the end of the month when it's Eid, you might hear "Eid Mubarak." Let's see. What are some other words? Iftar. Iftar is the breaking of the fast in the evening. So we typically do that by eating a date and drinking some water. And then suhur is your, like, morning breakfast. That's what you eat before you start your fast for the whole day. What are some other key words or key terms? If you play music at work, throw on some Sami Yusuf. I love, love, love--I personally love Sami Yusuf's music. That's Sami Yusuf. Yeah, take some song recommendations, play some music. Zain Bhikha is a good one as well to just listen to at work if you're in an environment where y'all play music during the day. Yeah, I think that's it for me. I don't have any book recommendations, although I should. I've been reading a few actually. Well, okay. There's a book called Green Muslim. I don't know what the author--I don't quite remember the author's name right now, but I'll be sure to provide that information in the notes. Green Muslim, it's all about being an environmentalist as a Muslim--or is it Green Deen? Goodness. My brain. See? It's all about being an environmentalist as a Muslim and what it means to support sustainability, and so it's a pretty good read so far, and I'm happy to share the name and a link to that in our show notes. Thank you again for listening. I hope this was not too rambly for everyone. Ramadan Mubarak, everyone. This has been Ade. Peace.</itunes:subtitle>
      <itunes:summary>Ade hosts a special episode centered around Ramadan on today's show! She lists a few ways to support your fasting co-workers and helpfully breaks down a handful of terms and phrases associated with Ramadan that you might hear this month.

Ibrahim Abdul-Matin's book Green Deen can be found right here on Amazon!
https://www.amazon.com/Green-Deen-Teaches-Protecting-Planet-ebook/dp/B00F9FMYDM

Connect with us!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Ade hosts a special episode centered around Ramadan on today's show! She lists a few ways to support your fasting co-workers and helpfully breaks down a handful of terms and phrases associated with Ramadan that you might hear this month.</p><p><br></p><p>Ibrahim Abdul-Matin's book Green Deen can be found right here on <a href="https://www.amazon.com/Green-Deen-Teaches-Protecting-Planet-ebook/dp/B00F9FMYDM">Amazon</a>!</p><p><a href="https://www.amazon.com/Green-Deen-Teaches-Protecting-Planet-ebook/dp/B00F9FMYDM">https://www.amazon.com/Green-Deen-Teaches-Protecting-Planet-ebook/dp/B00F9FMYDM</a></p><p><br></p><p>Connect with <a href="https://linktr.ee/livingcorporate">us</a>!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
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      <title>Tristan's Tip : Know Your Worth</title>
      <description>On the sixteenth entry of Tristan's Tips, our special guest Tristan Layfield emphasizes the importance of knowing your worth and how you can keep track of it. He offers a couple suggestions that could help, namely career journaling and a personalized document.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/</description>
      <pubDate>Tue, 21 May 2019 06:40:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Know Your Worth</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>77</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fcdc1e5c-f2a4-11ea-88c4-77ac32548ad2/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the sixteenth entry of Tristan's Tips, our special guest Tristan Layfield emphasizes the importance of knowing your worth and how you can keep track of it. He offers a couple suggestions that could help, namely career journaling and a personalized document.Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumehttps://www.facebook.com/LayfieldResume/TRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Today, let's talk about the importance of knowing your worth and how you can keep track of it. "What's your career story?" This is a question I ask quite a bit in calls with my clients, and initially most of them struggle with it. Many of them will pose the question, "Well, who cares about career stories?" The answer is you. Well, at least it should be. These stories form the core of many of our interview responses and can come in handy when you update or tailor your resume, write a cover letter, or even while networking, but if you don't keep a record of what you've done and don't adequately reflect on that, you'll find out how the experiences you think you'll never forget can easily be forgotten. In today's world, we can't afford that. We have to be our own biggest advocates within our career, and we can't do it if too many pieces of the puzzle are missing. Often times many of us go into negotiations or requesting a raise from our boss, but we haven't taken the time to build a solid case as to why we are worth the amount of money we're requesting. That's not usually due to the fact that we don't have the background that warrants it, but it's typically because many of us don't keep track of the things we've done or accomplished throughout our careers. So here are two suggestions that will help to mitigate this. Hopefully one of them works for you. The first is career journaling. Essentially, it's very similar to regular journaling except you write down names, dates, and significant experiences or achievements from your career. You can highlight things like the amount of money you saved the company, being promoted to manage a team, or any metrics or accomplishment-based things that may be important within your industry. The second thing is simply creating a Google, Dropbox, or iCloud folder and throwing any awards, certificates, certifications or positive feedback in there. You know, create a document in there where you list your accomplishments and career highlights. Save relevant information or documents from projects you were on. Really put anything in there that will help you remember how amazing you are at what you do. There are so many instances where it's important that you know what you've done in order to get further. Resume updates, annual reviews, salary increase requests, interviews, offer negotiations, and that's just to name a few. In each of those areas, it is necessary to have a record of everything that you can review and utilize in developing a compelling career story to make your case. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the sixteenth entry of Tristan's Tips, our special guest Tristan Layfield emphasizes the importance of knowing your worth and how you can keep track of it. He offers a couple suggestions that could help, namely career journaling and a personalized document.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixteenth entry of Tristan's Tips, our special guest Tristan Layfield emphasizes the importance of knowing your worth and how you can keep track of it. He offers a couple suggestions that could help, namely career journaling and a personalized document.</p><p><br></p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://www.facebook.com/LayfieldResume/">FB</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p><p><br></p>]]>
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      <itunes:duration>329</itunes:duration>
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      <title>A Seat at the Table (w/ Minda Harts)</title>
      <description>We have the pleasure of speaking with Minda Harts, the founder and CEO of The Memo LLC, a career platform that helps women of color advance in the workplace. She speaks with us about a number of topics, including her new book coming out later this year titled "The Memo: What Women of Color Need to Know to Secure a Seat at the Table" and some ugly truths she says keeps women of color from securing their own.

Check out Minda on LinkedIn, Twitter, and Instagram, and don't forget to preorder her book from wherever you buy books!

Connect with us! https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 17 May 2019 06:32:00 -0000</pubDate>
      <itunes:title>A Seat at the Table (w/ Minda Harts)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>76</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fcf42bb4-f2a4-11ea-88c4-33b290f845f8/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>We have the pleasure of speaking with Minda Harts, the founder and CEO of The Memo LLC, a career platform that helps women of color advance in the workplace. She speaks with us about a number of topics, including her new book coming out later this year titled "The Memo: What Women of Color Need to Know to Secure a Seat at the Table" and some ugly truths she says keeps women of color from securing their own.Check out Minda on LinkedIn, Twitter, and Instagram, and don't forget to preorder her book from wherever you buy books!Connect with us! https://linktr.ee/livingcorporateTRANSCRIPTAde: Welcome to Living Corporate. This is Ade, and Zach isn't here today, but we do have an interview we had with the wonderful Minda Harts. Minda describes herself as a founder, philanthropist, and seat creator, which--seat creator is incredible to me as a phrase in and of itself, but Minda is a beast. She is an adjunct professor of public service of NYU's Robert F. Wagner's Graduate School of Public Service. That was a mouthful. She's also the founder of The Memo LLC, which actually I got regularly in my inbox, faithfully, before we even had a conversation with Minda. It's a career development company for women of color, and her debut book, which is called The Memo, comes out this fall with the Hachette Book Group/Seal Press. She's been featured in Forbes, CNBC, The Guardian, The Washington Post, and Fast Company. You can also tune in weekly for her career podcast as well for professional women of color called Secure the Seat. So obviously you can see that there's been some overlap in our interests as well as Minda's. Minda has conducted workshops all over the world and keynotes with ad corporations like Time Inc. Y'all may have heard of that little shop. South by Southwest. It's this popular little thing. You may not have heard of it. The Campaign for Black Male Achievement and the New York Public Library. She's also been at universities like Western Illinois University, NYU Stern, North Carolina A&amp;amp;T, and Cornell University. All that said, you may be expecting a few things from listening to this conversation, and what you're gonna hear between her and Zach will be some amazing strategies for women of color. So keep listening. We don't have any Favorite Things for you this week, 'cause y'all know how I am, but got you next week, promise. See you soon. This has been Ade. Peace.Zach: Minda, welcome to the show. How are you doing?Minda: I'm doing great. Thanks for having me, Zach.Zach: Oh, no problem at all. Really excited to have you here. Would you mind--for those of us who don't know you, tell us a little bit about yourself. Minda: Yeah. So my name is Minda Harts, and I am the founder and CEO of a career platform that helps women of color advance in the workplace called The Memo, and prior to The Memo I spent 15 years in corporate and non-profit spaces as a consultant. And I also teach at NYU Wagner and have a book coming out later this year called The Memo: What Women of Color Need to Know to Secure a Seat at the Table.Zach: That's incredible. Now, look, let's kick this off with this question, 'cause I think it's a good preface for this discussion. So you were recently quoted in a piece by the New York Times speaking to the anxieties around the motherhood penalty, and you said, "Because we are often only one or two or few in the company, we strategically have to plan our every move." Could you talk to us a little bit more about what you mean? Not only in the context of bringing your kids to work or having children, but being strategic period as a black woman and, larger, as a woman of color.Minda: Yeah, absolutely. I think that in that article too I also say that, you know, "A joyous day for one mother or father is mental gymnastics for another," and I think that often times, if you are the only ones, dependent upon how you're being treated in the workplace, you may or may not want your child to come to work with you because of how you've been treated in the workplace. And I think when we talk of micro-aggressions and bias and white privilege, I think our counterparts often don't think of what that means for us to show up. So again, you know, the pizza party in the jumpy house might be fun for all the other kids, but, you know, if I'm the only one in the workplace and I'm already dealing with all of this other stuff, you know, do I want to be subjected to that while my child is there with me? You know, so we have to think through. And then if one bad thing happens, our counterpart's child is being cute, but our child is being bad, you know? So we have to think about what those messages are. So each day, whether you have children or you don't, we have to really be strategic and calculate every step.Zach: So let's talk about your podcast also for a second--it's fire--called Secure the Seat.Minda: Thank you.Zach: No problem. What was your journey in, like, creating that space?Minda: Yeah. You know what's funny? I would say I battled myself for almost a year before I started Secure the Seat. I just didn't see myself as a podcaster. I thought, "Well, I have The Memo," the career platform with my co-founder Lauren. "We're fine over here," but what I realized was I was missing out on talking to some of the other issues that I think people of color, women of color, face, and also how can our allies or how can those who don't identify the way we do, how can they be helpful? And I think that part of a seat at the table is it's great to be at the table, but securing it looks much different, and also passing that baton, bringing others that look like us in the room with us, and I think we don't talk about that enough as people of color.Zach: I recognize your entire brand, your entire platform, is really wrapped around or centered around empowering women of color in the workplace and just period, and we know that you have a book coming out called The Memo. Can you talk to us a little bit about what led you to work on this book and write this book? And was it a similar journey to the Secure the Seat podcast? Was there any one moment that really hit you and sparked the fire and made you say, "Hey, I need to write this."?Minda: Yeah. It's interesting, because I had an idea back in 2012. So now, you know, it's 2019, so sometimes we just sit on things for a long time, right? And I knew I wanted to do something, but I didn't know what that something was, and it didn't manifest itself until 2015. And I realized that--what is my legacy going to be in Corporate America? What is my legacy going to be in the non-profit sector? And if there aren't people advocating for women that look like me, for, you know, men that might identify as, you know, people of color, then who--if no one else is gonna do it, then I need to be stepping up to the plate and add my unique slice of genius to this puzzle, because it's one thing to get yourself in the room, but if you're not bringing others along with you or sharing that secret sauce, then what are we doing, right? And so when we think about those who came before us, like the Harriet Tubmans, the Frederick Douglasses, the Malcolm Xs, they secured the seat so we could secure our seat, right? And so I want to be one of those people that played a role, even if it's a small role, in just having people think different. We talk a lot about leaning in, but what we're seeing is a lot of us are leaning out, and that's what I don't want to happen, because we've worked too hard to step away now.Zach: Absolutely. And it's interesting. I read a piece recently saying that leaning in does not work if you're a black woman. If you're a woman of color, like, it doesn't work. And I'm not using women of color and black women interchangeably because those are unique experiences and identities, but what I mean is that, like, even that language and, like, some of the frameworks in which we discuss these things, they are centered around whiteness, and some of these to be looked at or examined differently when you're talking about black and brown experiences. Your whole point around leaning out, that's really interesting. Can you, like, talk a little bit more about what you--like, what do you mean by people are leaning out as others are trying to lean in?Minda: Yeah. So we talk a lot about diversity and inclusion and equity, in terms of marginalized or underrepresented groups, and what we're seeing is that--at least for black women in particular, that a lot of us are leaving Corporate America and starting our own companies, and--which is great, that is to be celebrated, but we're leaving because of frustration, because we're not being invested in, because all of the education that we've obtained is not moving us forward. And so if they're not moving us forward, we're moving out, right? And so we're being cut off from this opportunity on the corporate side to obtain generational wealth in that regard, because the reality is not all of us will be successful entrepreneurs when we leave the traditional workforce. And so I'm saying that we almost have no choice but to kind of lean out of that, and my thing is, like, let's put the pressure on these companies for us to--for them to let us have a stake in the ground and move us up, if they say that's what they want to do. Zach: Now, look, I'm not trying to have you give out the sauce for free, but your website says that The Memo addresses some of the ugly truths that keep women of color from the table. Again, without you giving the whole book away on the podcast, could you talk a little bit about what some of those ugly truths are?Minda: Yeah. So I can't give all the sauce, but you can go and preorder it wherever you like to buy books.Zach: Ow. Yes.Minda: 'Ey. [laughs] Help me secure my seat. But what I will say is a lot of the business books, a lot of the career books, are centered--as you said--around the experience of white people in the workplace, right? And then we read those books, and we take what we can out of 'em and make that one-size-fit-all work for us, and I'm saying no. There are unique experiences that I've had as a black woman and that other women of color have experienced in similar ways, and I want to shine a lot on that "You don't understand what it's like showing up in a--being the one out of 90 employees," being that only person of color. And I know I speak from the lens of being a black woman and a woman of color, but I believe this book is important because as we talk about the future of work, this will require anybody who sees themselves in a management position to understand the unique experiences of their talent, and that requires all hands on deck.Zach: 100% right. And it's so interesting when we talk about the future of work and we talk about how workforces are getting browner, right? The next five to ten, fifteen, twenty years, like, the workforce will look dramatically different than it does today, and it's gonna be more and more important for there to be content and thought leadership around "What does it mean to be other?" Right? And again, as the workforces get browner, that doesn't mean that leadership is necessarily gonna get browner, but it does mean that there are gonna be more non-white folks in these spaces who are gonna, like, be new to these spaces. So what is it gonna mean for them to navigate and really be effective and be successful and not drive themselves crazy, for the lack of a better word, in trying to, like, really navigate and how they can really operate and be successful here. And so really speaking to that--you already alluded to this a little bit, about allyship. So I believe black and brown folks aren't really gonna go far in the corporate space without strong allies. Can you talk a little bit about what good allyship means to you or what allyship looks like to you?Minda: Yeah, absolutely. And that's--and you made a really great point. Just because the workforce itself is becoming more Crayola-like, right? More colors added to the spectrum, but it doesn't mean that the leadership is going to be, and that's the part that I'm like, "No." The future of work requires us to be at that table too, and so part of that allyship, that leadership--at least in my book I talk about shifting the language, because a lot of people are wearing this allyship badge like it's a sticker, right? Like I could go to any local store and just put this badge on and that's--and I'm good, and really I'm saying "Let's shift it to success partners." And I talk about that in my book. It's like, "No, you partner with me on the success." You know, "What is it gonna take for me to be where you are?" Or, you know, you provide a road map for me, an accelerated opportunity. I've been here, I've done the work, and it's gonna require people adding more seats, and when I was in Corporate America I had this one white man--shout-out to Steve. I don't know where you are today, but--Zach: Shout-out to Steve. Put the air horns on for Steve. [imitating the horns]Minda: [laughs] Yes, yes, and he had the privilege. He had the status, you know? He had the agency to be able to say, "I see you," and, you know, "Come through, pull up, and let me give you the shot," and I think more and more people in privileged positions need to be giving others that opportunity, because you'll never know what I'm able to do if I never have that opportunity to do it, and that requires you to partner with me.Zach: Man, 100%, and I can say that there was--there's not been anything that I've been able to achieve in my professional career that has not been, in some level, like, strong support from some white person, right? Like, in the corporate space. Like, I cannot look back and be like, "I did this by myself." I always tell people that I mentor--typically I'm mentoring black folks, also some brown folks, and I'll say, you know, "What's behind every strong black or brown person?" And they'll typically--99% of the time they'll say, "Their parents or their partner?" I'll be like, "No, a white person." And they laugh, but it's true. When you're talking about that sponsorship, allyship--like, when you talk about that support, someone using their privilege so that you can secure your seat at the table, like, you need that. I just don't think that it's practical or reasonable to expect that if you are a minority in these spaces that your very small network on your own is gonna be able to achieve and grow and get everything that you want to have, you know? You need some partnership. You said that--I loved that. "Success partners." So, like, could you just expand on that a little bit more? 'Cause I really like the way that's reframed. Can you talk--just unpack that a little bit more, about success partners?Minda: Yeah. Well, thank you, first and foremost, but I think it's--like you said, the majority right now is, you know, white men and women at these tables, making these decisions, and so they're gonna have to look out of the ivory tower and say, "You know what? Let's identify some people that are not in the room, that have talent, that have the ability if they had the opportunity. Let me partner with them and give them these accelerated career paths," and I think that's the only way we're going to do it, is for them to look around the room, take the time to see who's missing, and go and get them, right? Because we're there. It's not--it's not a pipeline issue, but if we keep leaning out due to frustration, then it will be a pipeline issue. So allyship is great, but now we need to shift into this partnership. So partner with somebody who's missing from the room and bring them up. And it's not charity. It's just giving people an opportunity, because 9 times out of 10 they have the opportunity to get to where they are.Zach: That's the wild part too, is that it's not charity. The people that you're identifying, the people that are out there that are not in the room--there's plenty of people out there that should be in the room more than you should be in there, right? Like, there are people out there that have earned it. But that's a really good point too, but I think--I don't know. I've seen it where--like, I've had people who have been allies to me, and there's a certain kind of sense of charity, right? Like they're doing me a favor. And I take it anyway, Minda, 'cause, like, hey, look, I'm just tryna get to the bag. So, like, hey, if you feel like you're doing me a favor, go ahead and feel like you're doing me a favor.Minda: Exactly, exactly. [laughs]Zach: But, you know, when you talk in terms of just, like, internally, intrinsically, you're not--that's a toxic mindset to have, and it's false, right? And it's kind of racist, lowkey, 'cause it's like, "No, this person has earned it." Like, I've seen--you tell me if you've seen this before, but I've seen in the working space where there's people who have exceled and they'll, like--they're seen as, like, really top performers, and then you kind of just, like, peel back a couple layers--you're like, "You're not that sweet. You're not that good." You know what I'm saying? [laughs]Minda: [laughs] If we were doing some, like, hardcore Inspector Gadget work, I think we would find out that a lot of people who are in that room should not be in that room. I was passed over for a promotion that they were quote-unquote "grooming me" for, right? And they ended up not giving it to me, and I had to--I typically wasn't the type of person to kind of challenge this, but I'm like, "Wait, I've worked here way too long for this to have happened to me," and I respectfully asked, you know, "Why did you decide to bring in someone who had less experience than me, has never really done this job?" And the response--I kid you not, it was, you know, "You're young. You're gonna have more opportunities. He's a good guy with a nice wife."[record scratch]Zach: Wow. Minda: [laughs]Zach: But then, see, if you threw a table or something, they would say you were crazy. That's nuts. Wow.Minda: I was crazy. I was crazy. Okay, but I've been working here 10+ years, grinding, hustling, taking on all of the top projects, and you're gonna tell me that someone who has 2 years experience, doesn't have the relationships I have, but because he's A. a white man--I don't know that that's necessarily why, but he was a white man and is a white man, and he has a nice wife. I'm like, "Okay. That's where we are." And in that moment, I realized that this is not the table I need to be at, because I'm gonna keep working my butt off and doing all of these great things. And I couldn't--I wasn't in a position, to be honest with you, to leave when that happened. I had to stay in that position another year and a half heart-broken while I helped him get up to speed before I was able to leave. And so where do the broken hearts go, right? So yeah.Zach: That's why I'm just so excited. I love the work that you're doing. I love your platform because--obviously I've watched you from afar as like--you're outspoken, you're courageous, you're gregarious, you're relationship-driven, you're a strong networker, all of these different things, but you shouldn't have to be all of those things to get the support that you need at your job, right? Like, there's plenty of people out there--black and brown folks out here who are a little bit more reserved and who aren't as sure and things of that nature, and they're struggling. Like, you just said, "Where do the broken hearts go?" There's plenty of people at work right now who don't want to be there, who don't feel supported, but don't know what to do, and that's just all the more reason why your platform is so important, so I just want to thank you again for even having it. Before we go, do you have any parting words?Minda: Well, first off I want to say thank you, and thank you to podcasts and platforms like yours, because we all need each other, right? When you're successful, you're successful. When I'm successful, you're successful. And there can be so many different ways that we get this information out to all of the broken hearts, right? And I think it's really important that we talk about experiences, and it was a journey. I just want to leave everyone saying that the Minda I am talking to Zach right now, it was a process. It was a journey. It was a process. I was not this outspoken. I was not--I've always been driven, but what I'd say a silent assassin, right? Like, I didn't really do a lot of vocalizing, but I realized that there a lot of people who, like you said, are not in a position to speak for themselves, and if I can help talk about the stuff that they can't in these settings and their bosses hear about it or read the book, then we're winning together.Zach: I love that, and you know what? Also before we go, go ahead and please plug your stuff. Like, where can people learn about you? Where can people preorder the book? Where can we get more of Minda Harts?Minda: Well, thank you. This is really important to me, this book, because when we were pitching it to the publishing houses, my agent and I, we kept hearing that there's not a--there's no one that would want to hear this. There's not an audience for this type of material, and there is, right? And so please go and preorder this book. Let's go and show the powers that be that we matter, our experiences matter. It doesn't matter if you're a woman of color or not, but there are career nuggets in here that will help each and every one of us who are underrepresented in the workforce. So wherever you like to buy books, it's "The Memo: What Women of Color Need to Know to Secure a Seat at the Table," and I'm most active on Twitter @MindaHarts, so find me there.Zach: Ay. First of all, Minda, thank you again, and thank y'all for joining us on the Living Corporate podcast. Make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com, please say the dash. Or you could say livingcorporate.co, livingcorporate.org. We've got all the livingcorporates except for livingcorporate.com, 'cause Australia got that. Australia, we're still looking at y'all. You need to give us that domain. Don't play. If you have a question you'd like for us to answer and read on the show, look, just DM us, right? Like, get in our Insta DMs, get in our Twitter DMs. They're always open, right? Or you can just email us at livingcorporatepodcast@gmail.com. Also, don't forget to check out our Patreon @LivingCorporate as well. And that does it for us on the show. This has been Zach. You've been talking with the--that's right, the--Minda Harts. Catch y'all next time. Peace.</itunes:subtitle>
      <itunes:summary>We have the pleasure of speaking with Minda Harts, the founder and CEO of The Memo LLC, a career platform that helps women of color advance in the workplace. She speaks with us about a number of topics, including her new book coming out later this year titled "The Memo: What Women of Color Need to Know to Secure a Seat at the Table" and some ugly truths she says keeps women of color from securing their own.

Check out Minda on LinkedIn, Twitter, and Instagram, and don't forget to preorder her book from wherever you buy books!

Connect with us! https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We have the pleasure of speaking with Minda Harts, the founder and CEO of The Memo LLC, a career platform that helps women of color advance in the workplace. She speaks with us about a number of topics, including her new book coming out later this year titled "The Memo: What Women of Color Need to Know to Secure a Seat at the Table" and some ugly truths she says keeps women of color from securing their own.</p><p><br></p><p>Check out Minda on <a href="https://www.linkedin.com/in/mindaharts/">LinkedIn</a>, <a href="https://twitter.com/mindaharts">Twitter</a>, and <a href="https://www.instagram.com/mindaharts/?hl=en">Instagram</a>, and don't forget to preorder <a href="https://www.amazon.com/Memo-Women-Color-Secure-Table-ebook/dp/B07L2WRVSW">her book</a> from wherever you buy books!</p><p><br></p><p>Connect with us! <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1500</itunes:duration>
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    </item>
    <item>
      <title>Tristan's Tip : Tailoring Your Resume</title>
      <description>On the fifteenth installment of Tristan’s Tips, our special guest Tristan Layfield relates a personal story to illustrate the importance of tailoring your resume to the job you're applying for. He also shares a few rules to follow when tailoring your own resume.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/</description>
      <pubDate>Tue, 14 May 2019 06:36:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Tailoring Your Resume</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>75</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fd112624-f2a4-11ea-88c4-7fa37f84a62c/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the fifteenth installment of Tristan’s Tips, our special guest Tristan Layfield relates a personal story to illustrate the importance of tailoring your resume to the job you're applying for. He also shares a few rules to follow when tailoring your own resume.Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumehttps://www.facebook.com/LayfieldResume/TRANSCRIPTTristan: What's going on, Living Corporate fam? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, let's talk about why tailoring your resume is so important. Let me tell you a quick story. When I got fired from my first job out of college in 2011, I was frantically looking for employment. I created a resume, had someone look it over, and I went to work. I mean, I sent that same resume to well over 250 employers. I probably only heard back from about 30 of them, 25 of which were like, "Nah, fam, we're good on you." I didn't disclose that I had been fired, so I knew it wasn't because of that, but at the time I couldn't pin down the reason why. Looking back on it, I realize that it more than likely was because I was sending the same generic resume to every company no matter what industry or role it was for. Had I known what I know today I would have been more strategic, but we all know hindsight is 20/20. Before your resume is ever seen by human eyes, it is more than likely scanned by what the industry calls an ATS, or Applicant Tracking Software. This software scans your resume for key words and phrases then assigns you a percentage. If that percentage isn't higher than the threshold set by the employer, then you're automatically thrown into the "no" pile no matter how qualified you may actually be. To take it a step further, studies show that recruiters look at your resume for about 6 seconds--count 'em up, 6 seconds--before deciding if you're moving on to the next step in the hiring process. You have to increase your chances by giving them the information they want to see. The way you do that is by tailoring your resume for each job that you apply for. So here are some general rules. Do a quick review of your resume and take out any expired licenses and certifications, jobs with no transferable skills to the role you're seeking, skills and duties that don't apply to the position that you're trying to land, and trainings that have no role in this job. Then you want to work on replacing them with new and relevant experience that you've gained, key words that you identify from the job description, transferable skills and expertise that would be useful in any industry, and applicable trainings, licenses, and certifications. Tailoring your resume helps to ensure that you at least have a fighting chance to make it past that Applicant Tracking Software and be seen by a recruiter. After that, you have to make sure that your resume is selling you appropriately to make it to that next step. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn. </itunes:subtitle>
      <itunes:summary>On the fifteenth installment of Tristan’s Tips, our special guest Tristan Layfield relates a personal story to illustrate the importance of tailoring your resume to the job you're applying for. He also shares a few rules to follow when tailoring your own resume.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifteenth installment of Tristan’s Tips, our special guest Tristan Layfield relates a personal story to illustrate the importance of tailoring your resume to the job you're applying for. He also shares a few rules to follow when tailoring your own resume.</p><p><br></p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://www.facebook.com/LayfieldResume/">FB</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>328</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Listener Letters (Pt. 2)</title>
      <description>Zach and Ade respond to a couple more listener letters. Keep sending them in, y'all! The topics discussed in this one include being pregnant at your job and finding yourself unable to verbally fit in with your coworkers.

Connect with us on our website!
https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 10 May 2019 08:42:00 -0000</pubDate>
      <itunes:title>Listener Letters (Pt. 2)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>74</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fd37ad80-f2a4-11ea-88c4-67dff715defa/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach and Ade respond to a couple more listener letters. Keep sending them in, y'all! The topics discussed in this one include being pregnant at your job and finding yourself unable to verbally fit in with your coworkers.Connect with us on our website!https://linktr.ee/livingcorporateTRANSCRIPTZach: What's up, y'all? It's Zach.Ade: And it's Ade.Zach: You know what? Wait a minute. Why do we always do me first? What is that about? You never go, "Hey, y'all. It's Ade," and I go, "It's Zach." Like, we always--we always do it like that. What's up with that?Ade: I don't know if that's true. I feel like I have gone first. I don't know. 'Cause I do the countdown, so I expect that you do the--Zach: Well, there you go.Ade: Yeah, I just--Zach: I don't know. I just feel like--I feel like if we're gonna dismantle patriarchy, like, we need to dismantle it at every--you know what I'm saying, every corner.Ade: I feel like you're just using that as an excuse to not go first.Zach: [laughs] Maybe it's 'cause--so when I walk around with people, like my wife, with women at my job, I open the door, and then I push for--I encourage for them to go first, and I kind of feel like it just doesn't rub me right 'cause--it rubs me wrong rather, because it's like I feel like I'm walking through the door first. Anyway, it's okay. Listen, y'all. You're listening to [inaudible]--Ade: Does anybody ever hold the door for you, Zach?Zach: You know what? My coworkers on my current project. They are--they hold the door open, and it's kind of awkward, and they go, "Yeah, that's right, Zach. I'm opening the door for you," and we laugh, and then I walk in the room. Ade: Wonderful. I was about to say I'd open the door for you.Zach: I believe that. I believe you would. I believe you would.Ade: Totally.Zach: Well, look for those listening in, you are listening to Zach and Ade on Living Corporate, and today we have--da-da-da-daaa--more listener letters. What's up?Ade: Sure do.Zach: So it's interesting. It was like--I feel like we've been asking for listener letters, and now they're coming in. Really excited about that. Please continue to send 'em in. We're gonna try to do at least two per episode, like, episodes that we do this, so--and we're trying to, like, churn through them, right, so we can get back to them, so that way y'all know that we're actually responding to y'all's notes. 'Cause y'all do be sending 'em in, and I feel bad--like, some of these we've been sitting on too long, but--[laughs] so I feel bad, so we're gonna start actually being a little bit more--I don't want to use the word aggressive--intentional, right, in getting these back to y'all. All right, well, go ahead. This first one I'm looking at, Ade--I'ma let you go ahead and ride on this one, and I may provide color commentary, but I feel like this is definitely a space that you would probably be better to speak in.Ade: I actually disagree. I think this is one that we should tag team, primarily because I have--I've never been in this dilemma before at least, so I don't know that I have the full range of context and experience, but I think it would be good to share this. Anyway, the subject of today's listener letter--it's called "Bun in the Oven." All right, let's go. It goes, "Hi, Zach and Ade. Thanks so much for this platform. I am dealing with a situation at work and I'm not certain what to do. I work in a relatively conservative area, and I'm pretty far from home. I've been in my industry for three years and in my current position for one. I'm used to working 60-80 hour weeks--whoo--at work, and I'm not alone in this. Most of my team tends to work long hours, but the pay is great and it's really rewarding work. Here's my problem - I recently discovered that I'm pregnant. I do not have a long-term partner, and I'm concerned about my ability to keep up with the pace at work and how my coworkers might react. What should I do here? Any advice welcome. Thanks again. Leah."Zach: Hm.Ade: All right.Zach: So now why do--what commentary or insight do you think I could add in this? I'm curious. What do you--how do you think I could--I could [laughs] provide--what value could I add to this conversation as a man? Like, you help me understand.Ade: I just--I feel as though, as someone who is more senior in their career, you might have more strategic ways of approaching this conversation than I might. You want to take a stab at it?Zach: Oh, okay. Yeah. So, you know, it's interesting. Of course I've been in a variety of situations. I work with folks all the time who get pregnant. I think what I've seen--I'm just gonna talk about what I've observed that I've seen go well is people just being really open about kind of what's going on if they are pregnant, utilizing their resources. So they talk to their leads, they talk to HR, they understand and, like, really explore their benefits, and then they just start making plans and saying, "Okay, well, look. You know, I'm pregnant, and this is gonna be--" "And I'm looking at my benefits so that I can go on leave. This is my work plan up 'til then." Talking, and, like, you know, just kind of being transparent with your leadership about, like, "Hey, because I'm pregnant, my work schedule may need--I need to adjust my work schedule in this way or that way." You talked about the fact that you're used to working 60-80 hour weeks. Like, those things may need to shift or change if possible, but again, I think it's--what I've seen is people who are really just open about it, because the last thing of course you want is stress. So the more things you can do to kind of destress the situation the better, and that's what I've seen--that's what I've seen work.Ade: That sounded like a lot. I don't know why you discounted yourself from the conversation and sharing your knowledge to begin with. Yeah, I just had to fact-check you right quick. Anyway... all right, so, Leah, first of all, thank you for writing in, and congratulations on this new journey on which you're about to embark. I think I would say, first and foremost, that you wrote about a couple of different things here, one that you're in a conservative area, two that you're far from home, three that you're working really, really long hours, and four that you're kind of doing this alone, and I would say that all the more reason to find your allies and your sponsors and your mentors at work and disclosing to them, as you feel comfortable, the situation you're in. Two would be that you don't concern yourself with keeping up with the pace at work. 60-80 hour weeks are great when you are not growing a whole other human being inside your body, but those are the circumstances in which you find yourself. So I don't think that it's wise to put the expectation upon yourself that you'll be able to keep up with 60-80 hour weeks. That's not even something that people who aren't pregnant want to do at a sustained pace for a very long time, let alone someone who's literally sharing resources with another human being. So don't put that pressure on yourself. Don't put that expectation on yourself. Definitely be realistic with what you can and cannot handle, and like Zach was saying earlier, start figuring out what your work plans are, what your contingencies are, and have honest conversations with your leadership about what it's gonna take from now 'til, you know, Baby Drop Day for you to continue being fulfilled and content in your career and also preparing for, again, this new part of your life that you're going to have to deal with. So Leah, the one thing that did concern me about this letter was that you--you mentioned that you were concerned about how your coworkers might react. I feel as though that is not something that should even pop up on your radar. I hope that you feel supported at work, and if you do not I think that it is--this would be the chief time to get some time on your--on the calendar with your HR person or with your allies or with your mentors and get a sense of what it means to split your time or to start removing some things from your plate, and it's OK to do that. It's OK to say, "Hey, I do not currently have the capacity for this at this time, and it's only gonna get--my plate is only gonna get fuller from henceforth, so how do we manage this in such a way to ensure I'm still having a fulfilling career and, you know, not being worked to death?" Leah, take care of yourself. Zach, is there anything else you'd like to add?Zach: You know, I think--the other piece is that you said that you're--you know, you're by yourself. Like, you're far away from home. So, you know, maybe there's an opportunity--and, again, every job is different. I know something that I was told, especially coming into the consulting space--and I don't know if you're consulting or not, but coming into consulting--I think it applies to just jobs in general, but it's like, "Hey, look, you don't get what you don't ask for," and so I wonder if there's any opportunity for you to work remotely on things, like, just for your whole working situation to change. I don't know the context of the role that you have at your job or, you know, how much of that is dependent on you being in the office, but, like, even if, like, a couple months, even before you take, you know, official leave for your baby, you could--you know, maybe there's an opportunity for you to work from home. Like, you know, there's other things. So I guess kind of going back to what I said at the beginning, which is, like, just being really transparent with the people that you trust, with your leadership, so that you can have a plan. I think that's part of it, is, like, being, like--just ask, like, you know, "What options are there for me?" I would also network within your business, right? I'm certain that there's other women at your job--well, let me not say I'm certain. Perhaps there are other--Ade: I was about to be like, "How certain are we?"Zach: "Are you certain?" But there may be other people at your job who have been pregnant and had children and had to navigate, so it's worth, like, networking and asking around as well. So that would be what I'd add, but nah, I think what you said is super spot-on. I agree. Ade: And sort of to pick up on that as well, if there are any employee resource groups at your firm, at your company, for women, I would certainly look into that. I just realized I didn't even, like, finish my train of thought with the whole mentors and et cetera, but also look into what support looks like after you give birth as well.Zach: Oh, that's a good point.Ade: Because again, you're going at this alone, so that means that you're going to have to figure out what childcare looks like, you're going to have to figure out--see, I don't even have a child, so I don't know--Zach: All the things?Ade: All the things. But postpartum care... shoot, I am ill-equipped for this conversation. But, you know, finding out what it means to be both a career woman and mom, that's a whole conversation in and of itself, a whole exploration process, and the more resources, the more conversations, then the more people you have around you who are able to support you in that exploration process, who are able to point you at the resources that you need and who are able to say, "Look, I don't know, but I am going to find out for you." That's the environment that you need--that's the support that you need, and I hope that you're gonna get that, and if you do not, I am hoping that you're able to find a space in which you can be both. And the other thing that I wanted to bring up--I read this post on Fishbowl. This just occurred to me. I read this post on Fishbowl a couple of weeks ago about this senior consultant who had just given birth and her team was already emailing her work to do, and she still has six weeks of leave left.Zach: Mm-mm. [disapprovingly]Ade: Don't ever feel pressured to take time away from your baby for your job, because your job will still be there, and should they ever find reason to fire you--and honestly, if you live in a state that doesn't require reason, then you're SOL anyway--I strongly advocate that you--when you do take time off work, be present entirely and let them figure out, right? No offense, but ABC Corporation will be just fine without you, and you're not gonna get the hours and the days and the weeks after you first give birth back just to just feel like yourself again, to bond with this new human, to breathe. You're not gonna be able to sleep for a little while, per my sister. So just being able to enjoy, step into the fullness of that experience... do not worry about the 60-80 hour weeks that are waiting on you or whatever it is that you left behind in your absence, because everybody else is getting paid for that. Like, they're getting paid to ensure that there is no lapse in the work that goes on, so I wouldn't worry about that.Zach: Yeah, that's a good point. That's a good point for everybody. I think a lot of times we can think that, like, if WE don't do something the whole world is gonna stop. It's like--it's a big company. Like, even if it's not a big company, you're not the CEO. Like, there's other people around. They get paid to help and be thoughtful and strategic on how to solve a problem. Like, you know what I'm saying? It's gonna be okay. It's navigable. Ade: Listen, just take a break. It's okay to say, "You know what? I'm a human being, and I have a life outside of this, and I'm not particularly interested in splitting my attention or my time with something that's not this. Like, this is the most important thing to me right now. You can keep the job."Zach: Yeah, straight up.Ade: It's okay to say that.Zach: It is. Okay. Well, Leah, congratulations as well. I apologize. I did not say that in my little initial response, but congratulations from the Living Corporate fam. Yearp.Ade: We should have a Living Corporate onesie made.Zach: Listen. Actually, I think that's a really cute idea. I just question, like, if we're--if we're big enough. But I would like to make one. If we get big enough and we start making, like, baby merch, we have--we have arrived.Ade: Officially made it. Mama, we made it.Zach: We have made it. We making baby merch? Not even just regular people. Baby merch. What? Anyway, one can only dream. The next letter comes from--oh, here we go--Jamal. Oh! ...I'm not hating on you. I'm not hating on Jamal.Ade: Why did you do that? Nope, now we're gonna--now we're gonna have to have a conversation, Zach.Zach: [laughs] It's just like--no, it's just funny, man. It's tough. It's tough out here, like, just the way that, you know, internalized depression is set up. Like, you know, even I see certain names and I'm like, "Oh, okay."Ade: I can't. We're gonna have to unpack that.Zach: We do. We need to talk about it. We need to talk about it in an episode about respectability politics, right? No, I'm just laughing at the name--I'm laughing at the name Jamal because it's just--it's so stereotypically black, and I love--Ade: In the context of the conversation that he's trying to have?Zach: And in the context of the conversation that he's trying to have. It's just funny. It's just all funny to me. Anyway, so look. Jamal, I'm not hating on your name. My name is Zachary. My mom named me that very strategically. I show up very well on resumes.Ade: You should also say your middle name.Zach: Sinclair.Ade: [laughs] Zach: [laughs] So I'm on the opposite end of the spectrum.Ade: I just also want to say that that was the only, like, American name for, like, a very, very long time. Any time I ever thought about "If I ever have children, what would I name them?" That was the only, like--Zach: Zachary?!Ade: No, no, no. Sinclair. That was the only non-[Yoruba?] name that I ever thought of, and it was because of Upton Sinclair. Zach: Sinclair is a dope name though.Ade: It's a very beautiful name. And then somebody was like, "Okay, but then they'll nickname your child Sin, and--"Zach: That's true. Call him Sini.Ade: Even worse. Even worse.Zach: I know. It's just ridiculous.Ade: Thank you so much for ruining this name for me, Sinclair. All right, let's move forward.Zach: Nah, kids are so mean. Anyway, that's another subject for another time. So this letter is from Jamal, subject line: Finding the Right Words. Finding the Right Words. "LC fam, I'm a new hire, and my team is very casual. Like, they use slang and don't even talk--do not talk very proper at all. They use more slang than I do outside of work. Maybe I'm old-school, but I speak fairly properly at work, to the point where I'm noticing I'm alienating my team. They'll say things like, "Hey, loosen up," but I really don't know how--"Ade: [laughs]Zach: "But I don't really know how. I didn't even know it was a problem until I got here. What advice would you give me to help me adjust? Thanks. Jamal." Oh, Jamal.Ade: Jamal. Jamal.Zach: J!Ade: First of all, my apologies... I just jumped right into that. Zach, is it all right if I go first?Zach: Go ahead.Ade: I am so sorry. I am not laughing at you, Jamal. I am tickled by the situation that you find yourself in. My apologies. I do not mean to be dismissive in which you find yourself. I am not minimizing your feelings. I just--I simply do find it humorous. OK. So Jamal, I want to know precisely what is said, you know? I don't--I do think that--and we've said this before on this podcast that--and Jamal, I'm assuming you're black 'cause I've never met a white Jamal, but--Zach: If we meet a white Jamal, he's coming on the show. I don't care what he does.Ade: If we meet a white Jamal?Zach: If there is a white Jamal--hey, if you're listening to this and you are white and your name is Jamal, email us and you will be on the show. I have never met a white Jamal. I've met a white Jerome. I've met a white Terrell.Ade: I have actually met a white Jerome. I used to date a white Jerome. Zach: Wow.Ade: That may have been too much information for this podcast. Let's move forward. [laughs]Zach: No. Oh, no. JJ, do not cut that.Ade: JJ. JJ.Zach: Was he a Kappa?Ade: Do me--oh, my God. We can discuss this offline. All right.Zach: I feel like--I feel like a white Jerome has a code shimmy. Ade: Can we--can we go?Zach: Go ahead.Ade: All right. Anyway, Jamal, again, I am so sorry. We are acting like plumfuls right now. First and foremost, again, thank you for writing in. Secondly, I feel like I need a little bit more context. What did it--what is it that makes you feel like you're alienating your team? Like, it's one thing for your team--I just have so many questions. One, I feel like there's a context necessary, right? If you work in an ad agency, the culture--or in a startup--the culture is not going to be as formal as if you worked in a bank, and that is not to say that you need to change the essence of who you are to fit into the context of your team, but I do think that it makes you more noticeable when you don't fit into the context of your team. Now, that said, there are fully ways that you can be who you are at work, not change an iota of who you are at work--see, you got me using--anyway, not changing the context of who you are, but also making more of an effort to be more accessible to your--to your team members. We've had this conversation before on an old episode where we were saying that people don't trust who they don't know. If you are inaccessible to your team members, it's harder for them to trust you, feel like they know you, go to bat for you in the same way that they would for other members of their team, regardless of how amazing you are. Like, I don't think that that is necessarily fair, because if you are a perfect coworker you just don't pop up at Happy Hours with the other coworkers simply because you don't drink. There's no reason why that should have an effect on your career trajectory. I do also think that there are other ways in which you can make people more comfortable with you without necessarily feeling out of place or like you're faking it. I think that you can--if you are a coffee drinker, you could invite people out for coffee. So they'll walk out for an afternoon coffee with you or coffee, or bring pictures of your family to put up in your workspace, or taking an interest in your coworkers, asking them questions about themselves so that you can listen to them use their slang and having a full conversation with them, because if that is not who you are, I wouldn't fake it. And I don't think you should have to in order to make anybody else comfortable. I do think that there are ways and strategies that you could employ to simply get to know your coworkers so that it's simply a part of who you are, Jamal, that you say, "I would not like to go to breakfast with you," instead of "Nah, I'm straight." You see what I'm saying? Does that make sense, Zach?Zach: It does make sense, and I do--I do think more context is needed, and I recognize, you know, you're not trying to get into all the details or whatever, but some--it's a challenge, especially, like--and I can really relate to this letter. That's why I was also kind of laughing, just because recently I've been getting feedback that I'm too--you know, that basically--not even too formal, but it's just like, "Okay, I'm getting lost in what you're saying, right?" And so what I have to challenge and what I have to question is how much of this is really me needing to adjust how I speak, because I'm almost 30 years old, and up 'til this point in my life I've been told that I'm a good communicator. I think that's one of the--one of my strengths. So how much of this is things I need to change? How much of this is, like, just personal style? You know, like, maybe what you're not used to? And then how much of this is just, like, you just maybe not being comfortable--like, maybe something about me makes you uncomfortable and there's, like, some unconscious biases there, right? Like, those are all--those are all things that are real, and, you know, when I think about--when I think about being at work and someone telling you to loosen up, it's like, okay, well, if you're communicating and kind of getting the message across, or if, you know, you're just saying what it is and they're still not really hearing you, then talking to someone you trust, right, outside of that team and being like, "Hey, look. Here's the feedback I've gotten. This is what I've been trying to do." You know, "What do you think?" Right? Like, getting some outside feedback I think is gonna be really important, because what you don't want to do is feel like you're having to--I think, like, to Ade's point, like, change your entire self. Like, you're trying to, like, rebuild yourself. Like, you're enough. Like, I imagine that you know how to put words together, so it might just be about making, like, some small tweaks and adjustments, but at the same time I think kind of trusting your gut as well and knowing who you are and then just kind of leaning into that. I think--the other point Ade made which I really like is, like, getting to know people and just kind of, like, building those relationships and then letting them see you, as comfortable as you are let them see you, but yeah. Like, that's what I would do, and then that way when they talk to you and you say, "Yes, I'd rather not," they don't go, "Oh, here you go again." Or maybe they do, but they've seen you, and they've seen you be consistent, so they know you're not putting on some type of, you know, air. That's my take.Ade: Right, and I do think that it's important that you separate who you are at work from who you are in general, and it's okay to not--it's okay to not want there to be an overlap. That's not to say that you have to hide yourself or lie or be unfriendly, and again, that's part of where this context that we're asking for comes in, because it's difficult to tell from this--from this letter whether the issue is that the coworkers don't feel as though they know you and that it comes out in them saying that you need to loosen up or that you are too straight-laced or if the issue is that you're not a culture fit for whatever reason. And I hate that phrase, "culture fit," because it's been used so frequently to exclude people of color, but again, some context is needed here, Jamal. I hope this conversation that we had helped, and if it did not, if you'd like to write in to further explain what's going on, we would love to have you, would love to hear some more from you, and if not, we hope that you get more comfortable, whether it is at this job or a next one. It's okay to be like, "You know what? I'm gonna take me and my suit and tie onto somewhere where we're respected." I think I'm perpetuating that "Break up with him."Zach: You are, you are. Ade: 'Cause I think I've said that about every single letter so far.Zach: You have, and I'm like, "Okay, Ade." I mean, everybody's not gonna just pack up and leave their job. I mean, you know, people do though. People leave. People find new jobs. I don't think this is what he's talking--I don't feel like this is the answer on this one though.Ade: No, I don't--I don't think that it is either. I am saying that it's OK if you feel like you don't want to and you want to kind of just pick up your things and go. The reason I say that is largely because you're a new hire, so I feel as though if they're trying to make you comfortable, singling you out is not the way to do that. And that may not be what they're doing. I fully admit that this letter's a little light on the details, et cetera. I'm just trying to address the full breadth of the experience that Jamal might be having. Since you're a new hire, it might be that they're trying to explain to you what the culture is without necessarily being the most obvious about it, because I know for a fact that I've, like--I've walked into a job in a full suit and the director was wearing jeans.Zach: Yeah, that happened to me recently. Like, I came to work and I was wearing, like, slacks and a blazer, and he was like, "Don't wear those slacks again." Like, it was super casual, you know what I'm saying? It was funny. And I got mad love for him too. He's funny. He's a nice guy. It was just super funny. And I wore a blazer. He wasn't super happy about the blazer, but the blazer has grown on him. I think he was like, "You have to take the slacks off." He was like, "I'ma kind of give you a little bit of a time about the blazer for a couple weeks, and then I'ma let you, but you gotta wear jeans." And so I got some--you know, I got some designer jeans. Anyway. We're on a tangent now, but anyway, I feel you. I feel you.Ade: Yeah, so I'm really honestly just trying to address the entire range of experience that might be going on here. It's entirely possible that they're wilin' and they need to relax and let you be who you are. It's entirely possible that they are trying to say, "Hey, you know what, a three-piece suit is not necessarily the way to go here," and they might also be saying that you're not a culture fit for whatever other reason. Either way, I would like for Jamal to feel comfortable in owning his experiences and in saying that, "Hey, I'm cool with this," or "Hey, I'm not cool with this," and either way, your life is yours, your career is yours, and you are able to make whatever decision you feel is necessary for your own growth and comfort.Zach: That's real. That's real. I gotta snap on that.Ade: Thank you, friend.Zach: You're welcome. You know, something interesting... we're saying these people's real names, and I wonder... should we not? Ade: Hm. You know what?Zach: We might need to do this whole thing over. I don't know.Ade: I feel like if they had wanted us to, like, bleep their names out or give them different names they'd have said so, but if you do write in and you prefer--and there are a bunch of Jamals out in the universe, so I don't--I don't expect--Zach: There's a lot of Jamals.Ade: Right? So if you do write in and you'd prefer that we do not say your actual names or the names with which you sign these letters--because these are just the names that signed the letters, so they may have given us fake names in the first place. Plot twist.Zach: That's real.Ade: But if you do prefer that we don't say your names, please let us know that, and we will do our best to find a repository of fake names to substitute.Zach: There we go. I like that. I like that cleanup. Thank you, Ade. It'd be so funny. What if, like, someone gave a fake name, we go, "You know, we don't really--" You know, "We're not gonna say this name," and then we give a fake name and the fake name is their actual name. Whoa. Ade: The universe really just needed you to say this with your chest then, because the odds of that--Zach: That's tough. That's tough tough.Ade: If you write in here, please note that I'm giving all of you [Yoruba?] names.Zach: Straight up. Okay, so--all Yoruba names, really?Ade: All of them.Zach: I like that.Ade: I mean, I might throw in an [?] name in there or an [?] name, but [?].Zach: Like Oshioke. That'd be dope. Ade: What? Oh, we're gonna have to coach you too.Zach: [laughs] I actually know an Oshioke. That's why that's so funny to me. Goodness gracious.Ade: It was just the way that you pronounced it. Zach: I know. No, I gotta do better. I need to grow. There's some opportunities for growth there.Ade: There are way too many Africans in your life for this to still be--Zach: There are so many. There are so many Africans. Shout-out to all my real Africans out there, but yeah. Okay. Well, look here. It's been--we got about 30 minutes? Okay, not doing too bad. Look, that's two listener letters. I feel like let's go ahead, let's do a Favorite Thing, you know what I'm saying, and then let's get on up out of here. How does that sound?Ade: All right, that sounds good.Zach: All right. What's your Favorite Thing? 'Cause I do have one.Ade: Okay, then you go ahead.Zach: All right, cool. So my Favorite Thing is actually this video, this music video, by this artist named Russ.Ade: [sighs] All right, and we're done. Thank you for listening.Zach: Oh, no. You don't like the video?Ade: I'm just being a hater. Go ahead.Zach: Oh, okay. I was about to say, this video was fire. So I opened up the video, 'cause I love music. For those who don't know, like, my background, before I changed my major, was music, and so I love music. Like, I'm really passionate about it, right? And so I'll listen to--I'll listen to really any genre. So anyway, I'm on YouTube like billions of others on this planet, and I open up a video and there's, like, this beautiful, I mean beautiful black woman, like, very, very dark, very dark-skinned, and I was like, "Man, this is incredible." And, like, the lighting was great, 'cause I'm also--like, I'm also really into photography and videography, so I'm looking at the lighting, I'm looking at the way--I'm just looking at, like, everything. Like, the color pallette. I'm like, "Wow, these are the prettiest black people." Like, on a--for this to be just a regular music video. This isn't, like, Black Panther. This is, like, just a music video. I was like, "Wow, the color--the lighting on the skin is so nice." So anyway, then the music starts playing, and then it's like--you know, it's an African song. Like, it's kind of African style. You help me, Ade, but it's--Ade: I'm gonna let you flounder for a few seconds.Zach: No, it's fire though. So anyway, then this random dude--I guess his name is Russ, I don't really know, so young people, help me out--this random dude, like, petite white man with very long hair is in, like, this really--Ade: Did you just call this grown man petite?Zach: I mean, he's like--he's only, like, 5'1". It doesn't matter. He's like--and he looks very out of place. He's wearing, like, a jersey with, like, baggy jeans, and, like, everybody else around him is, like, Nigerian or Cameroonian or, like, they are clearly, like, African, right? And they're all dancing, and, like, they look great, and he looks, like, super bummy, and the juxtaposition was really interesting, but it was a beautiful song.Ade: You just called this man bummy. You called this man bummy on his own music video? You called him petite and bummy on--are you sure this is your Favorite Thing?Zach: Everybody looks super--everybody looks so regal, but I like the fact that basically--to me, what I got from that was he was being himself, right? Like, I'm being myself. I'm chillin'. He also had, like, some--he also had some Nigerian cuisine references in his song, talking about "mix the jollof with the suya." I said, "Whaaat?" It was crazy. And so I just really enjoyed the video. I really liked the fact that you have, like, this really--apparently after I did some research on the Wikipedias--fairly [?]--on the Wikipedias. He's very popular, and, like, he really, like, centered--he centered black identity and experience in the song. And then the guy who sang with him, Davido... Davido? How do you say his name, Ade? Ade: I'm not doing this with you.Zach: He is cold! He snapped on this song. I said, "Yo, this is a fire song!" And so I sent it to Ade. I was like, "Yo, this is my Favorite Thing." Like, "The next time we talk about Favorite Things, I'm bringing this up." Yo, I loved the video.Ade: Do you know I completely forgot about that? I had to go, but, like, I'm literally watching the video right now as you talk about it. I had to go back to the text to go see what this is. I still can't believe you called this grown man petite, but yeah, he does look a little bit... slight.Zach: Listen, man. If the extra small fits. Like, I'm not trying to be mean. There's nothing wrong with being petite. You can--you can [?]--Ade: You are 6'3". Everybody is smaller than you.Zach: I'm 6'2", first of all. But yeah, I think--I wish I was 6'3". Man, that'd be great. I'm, like, 6'1" 1/2, almost 6'2". If I was, like, 6'3", what? If I was 6'3" with a beard--that's gonna be my next Favorite Thing, beards.Ade: There, so now you're only, like, 9 inches taller than me instead of 12. Great.Zach: There you go. But no, so why are you--why are you hating on the video? Do you not like the video?Ade: I'm not hating on the video actually. I just hadn't seen it, but I had heard a bunch of people, like, talking about it and how amazing it was, but I haven't seen it yet, so I'm just kind of like, "Ugh, God, I don't have anything to add to this conversation." And then you started the conversation about this, calling the man petite, and I had to go look.Zach: It got your attention though, right? See? There you go. Ade: I cannot. Okay.Zach: But what do you think? So you're looking at it. Like, well, how do you--is it not dope or is it not dope? Ade: Well, I haven't actually heard the song accompanying it, but yeah, it looks like a ton of fun.Zach: And don't the people look beautiful?Ade: I mean, yeah, of course. Wait, I think I just saw, like, a gay man in this.Zach: I'm saying. See? No, they're doing it. No, it's dope. Ade: Okay. All right, anyway, let's focus. All right.Zach: So that's my Favorite Thing. So what's your Favorite Thing?Ade: My Favorite Thing? So my Favorite Thing this week is a website called egghead.io. I've been struggling with--actually, two Favorite Things, 'cause, you know, y'all know how I am. Egghead.io is a website that has a bunch of lessons and tutorials for people who are learning programming, and they are, like, super short videos, which is great, because if you have a shrot attention span like I do, there's nothing in the world worse than signing up for sitting down for a 2-hour-long tutorial. It is so painful. And the concepts are [?] and robust, and you often get to, like, code along, so it's fun, for me at least. And then the other thing, my other Favorite Thing, it's the React training course. So I didn't tweet very often about it, but I went to--early last week I got the opportunity to go to a React training. It was on hooks specifically, but they essentially took us through the basics of React all the way through this new concept called hooks which uses [?] context and [?] effect, et cetera, which probably makes no sense to you right now, but I only got to go because I emailed the team behind React training and I just asked them. I was like, "I don't have $1,000 to drop on training, but I'd really like to come," and they said, "Cool, come on." And it's one of the things that I love the most about tech and tech spaces. It's that if you are--if you ask, more often than not somebody will try to find a way to make sure that you can get it. At least the spaces and the people that I have met have been super generous and awesome with their time and are willing to help you learn and help you succeed, and so for people to just go out of their way to support you simply because you say, "Hey, I'm a learner, and I would like the opportunity to attend this training. What can you do for me?" And they go, "Okay. Girl, come on over." It felt really good, and the training was amazing, and I am now using it to build a couple of apps with my friends. So I am--yeah, I'm super thankful for the tech community and thankful in particular for Ryan Florence and Michael Jackson. His name was really Michael Jackson. And Danny [?] over at React training. Yeah, love those guys.Zach: You said--you said his name is Michael Jackson?Ade: It's really Michael Jackson.Zach: Does that not make you nervous? 'Cause he might be so... BAD at his job?Ade: All right. Well, guys. You just had--you just had to get one in. Okay. All right.Zach: [laughing]Ade: Y'all, it was so awesome. Thank you for listening.Zach: Oh, you're not even gonna do your second favorite thing? You're just gonna--Ade: That was my second Favorite Thing, and my first thing was egghead.io.Zach: Oh, right. You just weaved into the next one. I'm sorry. You're right. Go ahead.Ade: You were so focused on your dad puns that you weren't even paying attention to me.Zach: I was paying attention to you. Relax.Ade: You were not practicing your active listening skills, Zachary.Zach: Man. I had some other ones I was gonna say, but I was like, "Dang, nah." 'Cause I don't wanna--you know what I'm saying? I ain't trying to mess the bag up, the future bag, you know what I'm saying? So I was like, "Eh, let me go ahead and not have a problematic joke."Ade: Your dad joke was amazing actually. Thank you.Zach: No, I believe it. I believe it. Okay, okay, okay. I'm sorry. You were wrapping it up. Okay.Ade: Yeah, caught Michael Jackson while he was on tour for once. All right, no, that was even worse. That was even worse than anything you came up with. Okay. Anyway, that's it for us today, guys. Thank you for joining us. Actually, I'm gonna stop saying guys. It's not very inclusive.Zach: I be trying to say. I'm trying to tell you. We need to relax on all these, you know what I'm saying, gender-limiting terms.Ade: You're right. Thanks for joining us, y'all. Next time we will see you--when's the next time we're gonna drop an episode, Zach? Do you know?Zach: I mean, next Friday. Ade: Word.Zach: We drop an episode every week, so.Ade: I've been using a contextual--like, weekly contextual language in this episode, 'cause I said last week, and I didn't know if it was actually gonna be last week by the time they hear this. Anyway, y'all, we're Living Corporate everywhere. We are on your LinkedIn, on Twitter, on Instagram, on Facebook. Wherever you be at we be at, so come check us out. If you would like for us to read one of your letters, please send us an email at our gmail. It's livingcorporatepod--podcast? Oh, gosh.Zach: Yo. It is livingcorporatepodcast@gmail.com. You can also DM us on Twitter and Instagram. You don't know--we're, like, 71 episodes in--or 72, I don't know when this one's gonna drop--you're talking about... goodness gracious. Yes, it's livingcorporatepodcast@gmail.com.Ade: I had "livingcorporatepod" on--Zach: You probably--what you probably did, you was probably thinking about our Twitter, @LivingCorp_Pod.Ade: Yes, that's the one. Uh-huh. I just--I'm not a terrible person. I'm just tired today, y'all. All right. We are on the world wide web at www.living-corporate.com. I got that one right that time.Zach: You did. Good job.Ade: Pats on the back, pats on the back. [laughs] Until next time, it's been Ade.Zach: It's been Zach.Ade and Zach: Peace.</itunes:subtitle>
      <itunes:summary>Zach and Ade respond to a couple more listener letters. Keep sending them in, y'all! The topics discussed in this one include being pregnant at your job and finding yourself unable to verbally fit in with your coworkers.

Connect with us on our website!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach and Ade respond to a couple more listener letters. Keep sending them in, y'all! The topics discussed in this one include being pregnant at your job and finding yourself unable to verbally fit in with your coworkers.</p><p><br></p><p>Connect with us on our website!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2933</itunes:duration>
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    <item>
      <title>Tristan's Tip : Get the Most Out of Where You Are</title>
      <description>On the fourteenth entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) shares a few methods on how to get the most out of where you are in your career.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/

Connect with us!
https://linktr.ee/livingcorporate</description>
      <pubDate>Tue, 07 May 2019 06:56:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Get the Most Out of Where You Are</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>73</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fd59ac00-f2a4-11ea-88c4-6f948c26a88c/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the fourteenth entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) shares a few methods on how to get the most out of where you are in your career. Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumehttps://www.facebook.com/LayfieldResume/Connect with us!https://linktr.ee/livingcorporateTRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Today we're gonna discuss making the most of where you are. Are you eyeing that executive-level role and don't understand why you aren't there already? Are you consistently overlooked for promotions? Are you wrapped up in your side hustle and feel like your day job is getting in the way? So let's be real here. If you said yes to any of those questions, odds are you may either hate your role or you may be slacking a bit and don't even know it. You probably dread going in and are wondering, "Why am I here?" Believe me, I get it. I've been in that same exact spot. Nonetheless, you are in that job, and you need to make the most of it while you're there. Sometimes it's hard to see where the opportunities are, so I'm gonna try to make it plain for you. Is your 9-to-5 boring? If so, listen to educational and business podcasts and audiobooks that may help you get to that next level. Do you need new skills? Utilize the company's learning management system to take courses and learn skills that would be valuable in your current role or for the roles you're seeking. Are you planning on starting your own business? Study your 9-to-5's business concepts, strategies, and tools. It's like free business school. You get to learn from their mistakes. Want to know what another department does? Sit in on meetings if you're allowed to or request some informational interviews of your own. You'd be surprised who will actually say yes. Do you need a certification or another degree to take your career to the next level but you're strapped for cash? Utilize any tuition reimbursement programs or certification programs that the company has as a stepping stone. No matter how horrible we think a job is, we have to stop and realize how we can leverage our current roles to get to our future ones. We have to get out of the habit of asking for more when we haven't mastered less. The resources your current job provides can assist you in getting to that next level. If you treat every day in the office like it's practice, I can guarantee you'll set yourself up for whatever your next move is. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the fourteenth entry of Tristan's Tips, our special guest Tristan Layfield (@LayfieldResume) shares a few methods on how to get the most out of where you are in your career.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/

Connect with us!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fourteenth entry of Tristan's Tips, our special guest Tristan Layfield (<a href="https://www.instagram.com/LayfieldResume/">@LayfieldResume</a>) shares a few methods on how to get the most out of where you are in your career.</p><p><br></p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://www.facebook.com/LayfieldResume/">FB</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p><p><br></p><p>Connect with us!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>306</itunes:duration>
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      <title>House Cleaning</title>
      <description>Zach takes care of a little house cleaning and touches on a few important topics, such as our blog, 5-star reviews, listener letters, and our monthly newsletter. Back to regularly-scheduled programming next week!

Connect with us! https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 03 May 2019 06:31:00 -0000</pubDate>
      <itunes:title>House Cleaning</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>72</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fd6e08b2-f2a4-11ea-88c4-b7bd0b30cf15/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach takes care of a little house cleaning and touches on a few important topics, such as our blog, 5-star reviews, listener letters, and our monthly newsletter. Back to regularly-scheduled programming next week!Connect with us! https://linktr.ee/livingcorporateTRANSCRIPTZach: What's up, y'all? Zach here with Living Corporate. Now, we have some news, okay? We all know from time to time we'll shout-out JJ. You know, we'll ask him to drop a Flex bomb or the Jamaican air horns or some applause. So listen, he's actually married to the woman who y'all hear on the outro. Her name is Kiara. Mind-blown. Crazy, right? I know, I know, I know. Anyway, look, my wife Candace and I are godparents to their eldest child, and we're all pretty close. Like, we've known each other for many years. So they're actually bringing in their second child very soon. In fact, they may even be here by the time you're listening to this podcast episode. So look, I feel like that gives us a healthy moment to pause and shout-out Kiara and JJ on their expanding family, and it gives me a reasonable excuse to give y'all some other updates, right? All right, so boom. First thing is our blog. Y'all, look, we have content coming out nearly every week now, so make sure you check us out on the website, living-corporate.com, and actually share it on your platforms, especially, like, LinkedIn, Facebook. You know, it's a--remember, like, we're Real Talk in a Corporate World, right? So the more that we can share this type of content in professional spaces--quote unquote professional spaces--the better. So I definitely want to shout-out our regular writers and our guest writers. Y'all need to please keep it up, and y'all--that y'all was to the writers. Now, this y'all is to y'all. Check us out, right? Check us out, give us a read, and just share it around. Okay, so second thing is our 5-star reviews. So we talked about this in our Season 2 Kickoff, but we have some giveaways planned for those who show us love on the iTunes, okay? So do this for us. After you give us a 5-star review, screenshot it and email us with your address. You will then get into a drawing where you can win a mug from us. This is a good mug too. Like, this is not, like, a little, you know what I'm saying--this is not your grandma's mug, okay? It might be your grandma's mug if your grandma's mug would be big, right, with a huge cup. This is a big mug, right? It's a good mug. Like, you could almost actually eat, like, a little small thing of cereal out this mug. Like, it's a good mug, so check it out. But for you to get the mug, again, for free, we're just asking that you give us a 5-star review, and we'll definitely shout y'all out on the show, just like we did so many episodes ago. Third thing is listener letters. Now, look, y'all, we're not just trying to talk AT y'all, and I know that's kind of weird since we're a podcast, but we're not, right? Like, we actually want to dialogue with you, and so make sure you keep sending in listener letters. Ade and I have had fun thus far in what we've gone through, but we could always use more. So continue to send them in, and encourage your friends and your people to do the same. Fourth thing is our newsletter. So every month we drop a newsletter on what we got going on. Our latest episodes, our blogging content, giveaways, partnerships, all of that, so make sure you subscribe to the newsletter through our website. We have--I'm not gonna say the exact number. We've got a few thousand, you know, folks on the newsletter list right now, but our goal is to get to 25,000 by the end of this year, and we're coming up on the halfway mark of the year. We've got a little ways to go, but we want--we want y'all to be on this newsletter, so make sure y'all actually subscribe to the newsletter. Okay, cool. So then last thing, shout-out to y'all. There are so many spaces that I'm seeing in, like, these formal corporate contexts that--they try to talk about culture or D&amp;amp;I, but there's just such a thick veneer of, like, respectability and, frankly, an aversion to discussing race and gender in an intersectional way that--long story less long, rant less long--I just am continuing to understand and value what it is Living Corporate is trying to do here. And this is not me tooting my own horn or trying to pat my own back, but really thanking y'all for supporting this journey that we've been going on, right? It's been a little bit over a year. And our goal was just to create courageous, transparent content that talks about and aims to center identities that are not often centered, right? I mean, kind of what I'm speaking to is I've noticed that, even when we talk about race and we talk about gender within the corporate context, it still centers whiteness, right? Like, it rarely actually centers the perspectives and experiences of the people that are actually being marginalized. It somehow makes racism or discrimination or bias either something that is innocent or unintentional, but it doesn't really, like, seek to empathize, again, or center how those experiences make the non-white party feel. And I believe that Living Corporate is an exercise in empathy, right? Like, we're aiming to really drive and put you, our listeners--especially if you're not a person of color--in those shoes of the people who are experiencing these things and having real, honest, transparent conversations about these topics. And, you know, this platform was kind of birthed out of a certain level of frustration. That frustration has not necessarily gone away. It won't go away, but the frustration is not our fuel for Living Corporate. The love that we've gotten and the support that we've gotten from y'all has been our fuel, so again, shout-out to y'all. Shout-out to Kiara and JJ. Congratulations on y'all's little one. Hope to see them soon. And yeah, we'll catch you all next week. Back to regularly-scheduled programming. This has been Zach. Peace.</itunes:subtitle>
      <itunes:summary>Zach takes care of a little house cleaning and touches on a few important topics, such as our blog, 5-star reviews, listener letters, and our monthly newsletter. Back to regularly-scheduled programming next week!

Connect with us! https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach takes care of a little house cleaning and touches on a few important topics, such as our blog, 5-star reviews, listener letters, and our monthly newsletter. Back to regularly-scheduled programming next week!</p><p><br></p><p>Connect with us! <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>558</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Skills Gap Analysis</title>
      <description>On the thirteenth installment of Tristan's Tips, our special guest Tristan Layfield illustrates the importance of performing a skills gap analysis when we find we need more skills, credentials, or experience to position ourselves as the best candidate for the job we want. He helpfully breaks down how to conduct one step-by-step.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/

Connect with us!
https://linktr.ee/livingcorporate</description>
      <pubDate>Tue, 30 Apr 2019 07:15:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Skills Gap Analysis</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>71</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fd8a3d3e-f2a4-11ea-88c4-470181117af1/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the thirteenth installment of Tristan's Tips, our special guest Tristan Layfield illustrates the importance of performing a skills gap analysis when we find we need more skills, credentials, or experience to position ourselves as the best candidate for the job we want. He helpfully breaks down how to conduct one step-by-step.Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumehttps://www.facebook.com/LayfieldResume/Connect with us!https://linktr.ee/livingcorporateTRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Today, we're gonna dive into what a skills gap analysis is and how you can conduct one. When we finally figure out the exact job we want to get, often times we are not qualified right off the bat to apply and get it. We may need to gain new skills, credentials, or experience to position ourselves as the best candidate, but the question is "How do you figure out what skills and steps you need to take?" While this can be answered in many ways, a skills gap analysis is a great place to start, so I wanted to take a moment to walk you through how you can conduct a skills gap analysis to help you figure out what skills you need to develop to get into that new role. Step 1, analyze the requirements. When doing this, there are a few questions you want to consider, for both the job you want and the employer you're considering. For the job you want to ask, "What are the roles and responsibilities? What task will I be performing? What technical skills, language skills, or industry knowledge is needed? And what type of education, certifications, or experience is required?" Now, for the employer you want to ask, "Where is the company headed? What skills do they need, not only now but in the future?" And what are their objectives or values? Now, in the next step, Step 2, you want to do a self-assessment. This step requires you to assess what skills and qualifications you currently have. Now, sometimes it's a little hard for us to really identify the skills and qualifications we currently have, so you may want to consult your manager, your mentor, or your professional network to gain a more holistic view of your skills. You just want to get perspective on what knowledge, skills, and ability you currently have. Step 3, identify the gaps. Here you're going to compare your skills to the skills required by the employer, which you identified in Step 1. You're comparing where you currently are to where you want to be. Anything that is present on the employer's required skills list and absent on your skills list is a gap, and that is where you want to focus for the next step. Step 4, create an action plan. Here you figure out how to bridge those gaps that you've identified throughout the analysis. Some of the items that you can do to bridge those gaps may include things like mentoring, interning, more schooling, online courses, certifications, training programs, conferences, reading, volunteering, et cetera. You want to make sure that the goals that you set here in your action plan are S.M.A.R.T., and when I say that I mean that they are Specific, Measurable, Achievable, Relevant, and Time-bound. Step 5, the last step? Execute. This last step is get out there and get it done. So I thank you for joining me again. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn. I'll be talking to you soon.</itunes:subtitle>
      <itunes:summary>On the thirteenth installment of Tristan's Tips, our special guest Tristan Layfield illustrates the importance of performing a skills gap analysis when we find we need more skills, credentials, or experience to position ourselves as the best candidate for the job we want. He helpfully breaks down how to conduct one step-by-step.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/

Connect with us!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the thirteenth installment of Tristan's Tips, our special guest Tristan Layfield illustrates the importance of performing a skills gap analysis when we find we need more skills, credentials, or experience to position ourselves as the best candidate for the job we want. He helpfully breaks down how to conduct one step-by-step.</p><p><br></p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://www.facebook.com/LayfieldResume/">FB</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p><p><br></p><p>Connect with us!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
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      <itunes:duration>351</itunes:duration>
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      <title>Workforce of the Future (w/ Tim Salau)</title>
      <description>Ade sits down with community builder and career/life coach (and Mentors &amp; Mentees founder) Tim Salau to talk about what it means to take ownership of your career. They also discuss the future of the workforce and what shape it will take in the next 5-10 years.

Connect with Tim on IG, Twitter, or LinkedIn!
https://www.instagram.com/timsalau/?hl=en
https://twitter.com/timsalau?lang=en
https://www.linkedin.com/in/timsalau</description>
      <pubDate>Fri, 26 Apr 2019 09:15:00 -0000</pubDate>
      <itunes:title>Workforce of the Future (w/ Tim Salau)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>70</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fd9acbea-f2a4-11ea-88c4-070627761f4f/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Ade sits down with community builder and career/life coach (and Mentors &amp;amp; Mentees founder) Tim Salau to talk about what it means to take ownership of your career. They also discuss the future of the workforce and what shape it will take in the next 5-10 years.Connect with Tim on IG, Twitter, or LinkedIn!https://www.instagram.com/timsalau/?hl=enhttps://twitter.com/timsalau?lang=enhttps://www.linkedin.com/in/timsalauTRANSCRIPTAde: Hi. Welcome back to the show. If you're listening, this is Living Corporate. My name is Ade. I'm one of your hosts for the show, and with me today we have one of our favs here on this show, Tim Salau. Tim, you want to say hello?Tim: Yeah. Hey, y'all. It's Tim Salau.Ade: How are you doing? How are you doing, man?Tim: I'm doing well, Ade. I'm doing good.Ade: Welcome back. How have you been all of these days? Like, you just dipped off, left Living Corporate Land, haven't, like, shown your face back around these parts.Tim: I've been doing well. Some big, great things have been happening since then. I've recently started working with WeWork, leading product marketing management and focusing on really unleashing the future of work.Ade: Wow.Tim: Yeah, and I continue to grow the Mentors &amp;amp; Mentees community and have onboarded a few brand partners since then, including Living Corporate as one of them. So a lot of great things have been happening.Ade: That's amazing. That was a perfect segue into the conversation that we're having today. When you say the future of work, could you talk a little bit more about that?Tim: Absolutely. So the future of work is this really general, broad view of how, in the next 5-10 years, we're no longer gonna be working in a workforce where things are static, where you only see salaried employees. More so you'll see a mix of freelancers, salaried employees, and even contract workers in the workforce. So it's this very broad view with most of--you know, that looks at how the organizations of the future are gonna look, that thinks about how the gig economy is gonna affect, you know, what the workforce is gonna look like in the future, and most importantly, how will workers have to adapt in this future. And when I think about the future of work, I often define it as, from a worker perspective and a professional prospective, you being able to take control of your career as a worker, as a professional, and I think there are other elements of it where you can look at it from a gig economy perspective, you can look at it from an organizational design perspective and a more business perspective. How do organizations adopt and adopt a leveraging AI and all of these different tools that will allow them to stay digital in an ever-changing digital landscape? But my definition of it is more so taking control of your career as a worker and pursuing the opportunities that are tailor-fit for you.Ade: That's awesome. So question for you, then, to follow up on that. What does taking control of your career look like as an individual? I want to come back to what it means for organizations to make this kind of [C-?] change into the workforce of the future, but as an individual, as someone who's gonna be working for a few years, I want to know what it's like--what taking ownership of my career looks like and what that means for an individual.Tim: Well, you know, there's a lot of elements to that, Ade. I believe that taking control of your career, first and foremost, is starting to invest in what you can control. I think I often talk to professionals, and they don't realize that the future of work you have to be pushing yourself towards being an asset, not a commodity. So really starting to outline what are the strengths, the skills, the unique aspects of you that are fit for a role that you're interested in, right? For example, if you are someone looking to get into product management, right, and potentially work for a media podcast company, you would have to take control of the opportunities or the platforms that allow you to put yourself out there, whether it be a LinkedIn, you're having a website or networking the right circles that give you visibility to that network of media podcast professionals and product managers who are working within that industry, right? So I think that, for a long time, there's been traditional expectations, traditional behavior, that workers have adopted in which we no longer see our careers as in our control, as being proactive and really working towards where we want to be by doing the right things. Instead it's always been you wait to climb the corporate ladder, you wait until your manager says you can get promoted. You wait until, you know, you see the opportunity that comes to you instead of really taking that self-agency and pursuing the right opportunity. So I think that's one element of, you know, you taking control of your career. And I think another element of it is being very clear at investing in your personal brand. I do believe, from a worker's perspective, that personal brands are gonna matter in the future, 'cause your personal brand is what differentiates you. It's what allows people to start seeing you as an asset. Ade: Right. Okay, well, now I have to put some thought into my personal brand beyond, like, jokes and talking about food. Okay, thank you. I'm gonna put that on my to-do list. So you mentioned earlier the Mentors &amp;amp; Mentees community. Let's talk a little bit more about that. What are the top three tips that you give within Mentors &amp;amp; Mentees about the intentionality that you put into your career?Tim: Yeah. I think, first and foremost, it starts with introspection. I don't believe that, you know, you have to force your personal brand. I don't believe that you have to start investing in things, whether it be courses or coaches, who tell you that this is your personal brand, yet it's not. It's not something that you feel is true to you. I believe that one of the best ways, and what I often tell my community, is that you start realizing your strengths, what your gifts are, by really going deep, going deep and evaluating "What are prior roles that I've had that have led me to this point in my career?" "What do people that I spend my time with intimately--family, friends, coworkers--what do they think are some of the unique strengths of me? Let me ask them those questions," and then from there you get to a point where you start--and then you soul-search and say, "Okay, what am I great at? What do I want to be great at? What do I want to be known for?" And then when you take all of those different factors--what your coworkers say about you, your prior experiences, and then you dig deep, you start to see--you start to see some patterns, and you, more importantly, start defining what is it that makes you unique. Is it your cultural background? Is it certain industry experiences that no one else in your domain has? Are there certain skills that no one else wants to do or has acquired that you bring to the table when it comes to being, you know, an employee for a company? You really get that holistic perspective. So I always tell my members of my community and my friends that look, dig deep, right? And then from there, start being a giver. Start finding opportunities where you can give your strengths away, where you can really stand out because you're playing in your zone of greatness. So that's really when your personal brand starts unlocking for you. I'll give you an example. For me, I realized my purpose and kind of what I wanted to kind of be uniquely known for and that I wanted to kind of live day in and day out two years ago when I was at UT Austin pursuing my grad degree. And, you know, I had deep moments of reflection, and I realized, "You know what? If there's anything I want to be great at, it's to strengthen the bonds that people share through compassion and empathic action," and, you know, I eventually found a title for it in kind of an area that I really, really love, which is community building. From that point on, I created a community. I've invested myself in that community day in and day out, and to a degree now people know me as that. That's my brand because people know how great I am at it, right? So I've uniquely differentiated myself, and I also operate within this overlap where I do product management work and I'm in tech, so now I have this really unique characteristic of me where I stand out. I'm not only a community builder, but I'm somebody that can talk to you about product management. I'm someone that can talk to you about how to get into tech, so I get hit up about that a lot. So that's really how you go about saying, "Okay, how do I stand out in such a competitive job market so I can thrive in the future of work?"Ade: Right, and I love the phrase that you used earlier, "zone of greatness." I'm probably gonna--I'm gonna co-op that for my own use a little bit later on. Thank you. Snatched. [both laugh] All right, so before we go--those were some really great points that we're gonna take forward, and I'm probably gonna start sending, like, surveys around to my friends and my family members, like, "Hey, take this three to five question quiz about what I'm good at, 'cause I'm trying to develop my personal brand."Tim: Yeah, and you should. You should.Ade: So if you are my friend and you're listening, please note that you will be receiving a survey within the next three to five business days.Tim: And you know what? The ones that do, Ade, the ones that answer that survey, they care about you. They want you to be great. The ones that don't, you gotta question that relationship. [laughs]Ade: My woes. Listen, if you receive a survey from me and you do not respond to my survey, our friendship is dead. DEAD. [both laugh] All right. So before we go, let's talk about WeWork really quickly. You mentioned at the beginning of this interview that you now have a position or relationship with WeWork. I personally attend a ton of events at WeWork, especially at Flatiron School. Tim: [woos excitedly]Ade: Yeah, I'm a huge fan. So talk to me. What attracted you to WeWork? What are you doing there? How can I get a membership for the low-low? [Tim laughs] Tell me all about it.Tim: So I'll see what I can do about the membership, but to give you a little bit of clarity as to, you know, why I'm really excited to be working with WeWork is that what WeWork does in the community space in terms of their core business, which is, you know, obviously selling space to entrepreneurs and creators who want to, you know, do the best work of their lives and build their business and connect with others. The fact that WeWork is really just a framework for creating community, that's what attracted me to the company, and as a community builder, someone that is obsessed with community and someone that does it day in and day out as my life purpose--it is what I'm building my legacy around, 'cause that's what drives me, I saw that there was a unique opportunity for me to contribute my value, contribute my perspective as a black man in tech, and as someone who's an avid community builder and understands there's strength in numbers, there was great potential in me, I believe, working with a company like WeWork that's really building that next generation of what community will look like, right? Whether it be at work, in cities, and at a global level too, because we work as a multi-national company, and I felt as if, you know, I'm at a point in my career where I want to be able to do the best work of my life, and I know what my strengths are, I know what my gifts are, so the opportunity now for me to really lead the future of work, something I talk about often online with my community, with my friends, and what people know me of, it was a perfect fit. And, you know, that's why I encourage people to think about too--when you think about the future of work and you think about how you want to build what you're known for, you have to think about what are companies, what are the opportunities that are a unique fit for you? Because I could say working with WeWork is a unique fit for me. This role that I'm in, I'm gonna be doing a lot of community building. I'm gonna be doing a lot of evangelizing about the future of work. I'm going to be doing all of the things that really unleash all of the best aspects of me. So when you find that fit, you know, you become on another level.Ade: Right, right. That's awesome. I think an additional thing that I love about WeWork is that as a space it's almost inclined to support interaction, right? Like, you come in, and there are a lot of open spaces. Like, yes, you can find your privacy, and there's some really interesting areas and nooks and crannies that you can hide yourself if you are, like me, not interested in extended human interaction, but there are also times where you walk into WeWork and there are a bunch of people there who are complete strangers, or were complete strangers 20 minutes ago, and they're now talking about their interests and their companies and "Oh, I formed Such-and-such LLC, and I can help you form an LLC," and all of these really amazing conversations, particularly with young professionals in tech, many of whom are transitioning, many of whom aren't even sure what the vastness of the possibilities exist within tech. So yeah, I'm gonna wax poetic about WeWork a little bit more later on, but yeah, thank you so much for sharing that experience and sharing your purpose in that manner. And I especially think, for those of us who are underrepresented in tech in general, no one who wants longevity out of their career goes at it alone. It's one of the things that I discovered when I started self-teaching, is that isolation will hurt you more than it will help. There's some times where you need to shut the entire world off and really, like, buckle down and focus, but more often than not somebody has done what you're doing. They--Tim: Someone has done it.Ade: Right, you're not the first person in the world to be stuck on binary search trees or hash tables. [both laugh] And it's probably a better use of your time to seek out the wisdom of those who have done it before than to kind of bang your head at it for six months at a time, not because there's no utility in teaching yourself those things, but because you're joining a community, you're joining a community of learners and teachers, and there's no better place to be than people who are eager to share their experiences within their understanding with you, which does not minimize your experience as a learner. Again, waxing poetic. All of that to say that WeWork is such an important space, and building a community for yourself is such an important aspect of your career.Tim: I couldn't agree more. You need to come work with us at WeWork. [both laugh]Ade: Is that how I get a space? Tim: That's it.Ade: Because, I mean, I'm down.Tim: You got the job. You got the job! [Tim laughs]Ade: Just like that. See? 2019, getting jobs I didn't even interview for. Look at me. Shout-out to God. Okay. Before we go, Tim, is there anything else that you'd like to add, anything that you'd like to touch on that we haven't spoken about?Tim: Absolutely. For all of y'all listening right now, join the Mentors &amp;amp; Mentees community if you want to take control of your career and achieve career fulfillment. That is the focus of our community. We are in growth mode, and, you know, we are booming. As a community builder, I will welcome you, I will show you love, and our members will do the same. And I also want to share that if you've got a friend that needs a career coach, let them know I am a career coach as well. Aside from all of the things I do--I do a lot of things 'cause I'm living in the future of work literally as I speak about it--so if you need a coach that will take care of your career and help you, position you to thrive in the future of work, that is moi. So, you know, hit me up on LinkedIn. For y'all who are following me on LinkedIn, thank y'all. For y'all who are not, please get to it. I'm also on Instagram and Facebook as well if those are your preferred channels. But connect with me. I would love to continue to carry this conversation with you all.Ade: I just want to add that your hustle is unreal, because, like, I think I've counted--I think I've counted, like, the three positions just now. [Tim laughs] I think the only--like, the only people who work harder than Tim are, like, Jamaicans and Beyonce. Tim: I've gotten that before. "Are you Jamaican?" I said "No, I'm Nigerian. I'm Nigerian-American."Ade: [laughs] That's hilarious, and know you're doing Nigerians proud. Very happy to have you in your corner. Tim: I am happy to be a part of the Living Corporate family.Ade: Thank you so very much for joining us, yeah. So happy to have you. Please don't be a stranger.Tim: Oh, of course not.Ade: That's it from us, guys. We're signing off. Remember, per usual, you can catch us on pretty much, you know, everywhere. If you're on Facebook, if you're on LinkedIn, if you're on Twitter, if you're on Instagram. We are Living Corporate everywhere. You can also catch us at www.living-corporate.com. Tell Australia to free livingcorporate.com for our use. That's it for us today. I was so happy to speak to you today. Thank you so much for joining us, Tim, and until next time, Living Corporate family, go out and be great.Tim: Be great!Ade: Peace.</itunes:subtitle>
      <itunes:summary>Ade sits down with community builder and career/life coach (and Mentors &amp; Mentees founder) Tim Salau to talk about what it means to take ownership of your career. They also discuss the future of the workforce and what shape it will take in the next 5-10 years.

Connect with Tim on IG, Twitter, or LinkedIn!
https://www.instagram.com/timsalau/?hl=en
https://twitter.com/timsalau?lang=en
https://www.linkedin.com/in/timsalau</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Ade sits down with community builder and career/life coach (and Mentors &amp; Mentees founder) Tim Salau to talk about what it means to take ownership of your career. They also discuss the future of the workforce and what shape it will take in the next 5-10 years.</p><p><br></p><p>Connect with Tim on <a href="https://www.instagram.com/timsalau/?hl=en">IG</a>, <a href="https://twitter.com/timsalau?lang=en">Twitter</a>, or <a href="https://www.linkedin.com/in/timsalau">LinkedIn</a>!</p><p><a href="https://www.instagram.com/timsalau/?hl=en">https://www.instagram.com/timsalau/?hl=en</a></p><p><a href="https://twitter.com/timsalau?lang=en">https://twitter.com/timsalau?lang=en</a></p><p><a href="https://www.linkedin.com/in/timsalau">https://www.linkedin.com/in/timsalau</a></p>]]>
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      <itunes:duration>1329</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Tristan's Tip : Preparing For One-on-Ones</title>
      <description>On the twelfth entry of Tristan's Tips, our special guest Tristan Layfield shares why we should prepare for our one-on-ones and how to do just that. No meeting is ever productive without some preparation beforehand, so take 10-15 minutes either the day before or morning of to prepare!

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/</description>
      <pubDate>Tue, 23 Apr 2019 08:22:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Preparing For One-on-Ones</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>69</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fdd4af40-f2a4-11ea-88c4-f7939b4c4726/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the twelfth entry of Tristan's Tips, our special guest Tristan Layfield shares why we should prepare for our one-on-ones and how to do just that. No meeting is ever productive without some preparation beforehand, so take 10-15 minutes either the day before or morning of to prepare!Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumehttps://www.facebook.com/LayfieldResume/TRANSCRIPTTristan: What's going on, Living Corporate fam? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. So today, let's talk about why you should prepare for your one-on-ones and how to do just that. Most of us in Corporate America have bosses who are pulled in many different directions, so we should really be making the most of our one-on-one time with them. No meeting is ever productive without some preparation beforehand, so take 10-15 minutes either the day before or morning of to prepare. By coming prepared to your one-on-one, you can get your questions answered, make sure you're aligned with your boss, and most importantly, show the work you've been doing. So let's talk about some ways you can prepare. First I'd say check your notes from the last time you met. This way if you all didn't get to a topic, you can come back around to it, but you'll also know what follow-ups are needed. Now, that takes me to my next point. Check your follow-up and task list. If your boss gave you some things to follow up on or to do, it's the worst when you get together and realize you didn't complete those tasks. At least now you may be able to get in a few calls and a few emails to say you've reached out. Also, it will refresh your memory on things your boss took away that they're supposed to be checking on, so you can bring those up as well. Next, I would say check any email exchanges you or your boss have had since your last meeting. Maybe there's something in those messages that you didn't understand, and this is a great time to ask. Maybe there's something you know your boss will want an update on, and now you can make sure that you have it. This shows your boss that you're paying attention to their correspondence. Last but definitely not least, review your goals. At the end of the day, everything in corporate comes back to your annual goals. This will allow you to know where you stand, ensure your goals are aligned, and potentially gain feedback if you need assistance. Preparing for a one-on-one can make a world of difference in how your boss views you. Take the time to do so, and I'm sure at the very least your working relationship will improve. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the twelfth entry of Tristan's Tips, our special guest Tristan Layfield shares why we should prepare for our one-on-ones and how to do just that. No meeting is ever productive without some preparation beforehand, so take 10-15 minutes either the day before or morning of to prepare!

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the twelfth entry of Tristan's Tips, our special guest Tristan Layfield shares why we should prepare for our one-on-ones and how to do just that. No meeting is ever productive without some preparation beforehand, so take 10-15 minutes either the day before or morning of to prepare!</p><p><br></p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://www.facebook.com/LayfieldResume/">FB</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p>]]>
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      <itunes:duration>304</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Listener Letters</title>
      <description>On today's episode of the Living Corporate podcast, Zach and Ade read and respond to two listener letters. They provide their unique perspectives and offer up helpful advice on how to best advocate for yourself while encouraging others to do the same.
Connect with us on our website!
https://www.living-corporate.com/</description>
      <pubDate>Fri, 19 Apr 2019 09:52:00 -0000</pubDate>
      <itunes:title>Listener Letters</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>68</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fded935c-f2a4-11ea-88c4-9367b9edc670/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On today's episode of the Living Corporate podcast, Zach and Ade read and respond to two listener letters. They provide their unique perspectives and offer up helpful advice on how to best advocate for yourself while encouraging others to do the same.Connect with us on our website!https://www.living-corporate.com/TRANSCRIPTZach: What's up, y'all? It's Zach.Ade: And it's Ade.Zach: And you know what? You're listening to Living Corporate, and, you know, today--Ade: Yerp.Zach: Yerp. And today--[both laughing] we have listener letters. So for those who don't know, we encourage, at the end of every episode, to send us some listener letters. You can submit them through Instagram DMs, through Twitter DMs, through our email, through our website Contact Us section. Just hit us up. Ask us things and we will provide our perspective. We are not certified coaches. We are just--Ade: Or psychologists.Zach: Or psychologists.Ade: Or counselors.Zach: Or counselors.Ade: Let's just put all of our disclaimers out there. All of this is just from our perspectives, and we love y'all, we care about you, and we want to make sure that you succeed. However, you know, this is not a binding contract. Cool. Let's move forward.Zach: Yep, that's right. We're just two black folks out here trying to help other people of color, you know what I'm saying? That's all we're trying to do. So this is what we're gonna do. We're gonna read a couple of these listener letters. We'll talk about 'em, wax poetic, and then we'll wrap it up. Ade, what else do you think we need to add to this? Ade: Sit back, relax, grab a glass of water if you're listening, and sip with us. Take a sip. Oh, and also, just side-note - this is a thing that my mother has been making me do recently - drink some honey lemon ginger tea or honey ginger lemon or ginger lemon honey tea, whatever combination works for you, to just, like, soothe your throat while you listen.Zach: You got the--you got the recipe? Or--Ade: I mean, I'm not gonna be responsible for my mother's recipe getting out there. Look on the Internet. There's a whole bunch of different recipes. Zach: Okay, so just Google it basically. So they won't be drinking your mom's recipe, but that combination of tea would be good. Okay, I just wanted to make sure we [?]. All right, cool. Okay. Well, look, our first listener net--listener letter--Ade: Listener netter.Zach: Listener netter, which is a new type of listener letter, is coming from Raquel, and the subject is--Ade: Hi, Raquel.Zach: What's going on, Raquel? Also your phone's making noises in the background. Ade: Wasn't me.Zach: Huh?Ade: Wasn't me.Zach: Wasn't you? Was it me? Might have been me.Ade: Probably. Zach: No. Oh, it probably was me.Ade: It was totally you.Zach: Yep, it was.Ade: Narrator: It was actually me.Zach: My bad. [?] [laughs] First listener letter is coming from Raquel. Hi, Raquel. Subject line is "I need a promotion." Here we go. "Hey, guys. End-of-the-year performance reviews are coming up, and I'm really anxious about getting promoted. I've had some serious wins this year and positive feedback from my boss, and I've been bringing up my desire to get promoted. I'm not sure if it's enough though. Performance reviews start in about six weeks. What advice would you give in my final stretch? Thanks." Hm.Ade: Do you want to start, or should I go?Zach: You go.Ade: Okay. First of all, Raquel, thank you for writing in. This is a pretty big one. I think everyone in general is invested in the course of their careers, and feeling as though your review is coming up and you're not quite sure that you can advocate for yourself is a huge deal. So that said, I will give you the advice that my senior, the senior associate on my project, gave me when I first started. It was that you write down all of your wins. Like, in the next few weeks, start taking stock of all of the things that you did really well, all of the pats on the back you got, all of the shout-outs, all of the wins, and then also write down all of the not-so-great situations. All of the sit-down conversations that you had to have, all of the after-action items that you had to take down, so that you have all of the knowledge necessary to advocate for yourself once it's time for those reviews, because it's very, very easy for you to personally recall all of the times that you didn't do so well more than the times when you killed it, like you had a three-hour turnaround time for some huge deliverable or you owned that client meeting and all of the clients left looking at you like you were the second coming of the messiah. Just really take stock of all of the amazing things that you did, because 1. it makes you more confident in these conversations, 'cause you can walk into those meetings like, "Yeah, I am that person." Of course the term I'm using here is not "person," but whatever. But also it's very, very difficult for managers to miss the million, million, million things that you did that were amazing because they're overseeing a whole bunch of people, and so it's easy for some of your big wins to fall between the cracks, and that big win falling between the cracks can mean the difference between a $2,000 bonus and a $10,000 bonus. Maybe not that significant, but you get what I'm saying. What do you think, Zach?Zach: Yeah. So, you know, my experience in getting promoted is all about having more than just one advocate in those rooms, right? So one, to your--everything you said I 100% agree. You have to make sure that you're writing down and that you make it easy for people to advocate for you, and the way that you do that is what you just said. So writing down your wins, writing down your growth, like, documenting those things in something that is easy to read, like a one-pager or a couple of PowerPoint slides that you can quickly just send out and folks can, you know, review and speak to or reference. That's gonna make it easy. And then also, you know, you used the language "my final stretch." It's really important--and, like, again, recognizing where you are, but any time you're thinking about getting promoted or you know that you're looking to get promoted or you're looking for a huge raise, you're looking for--you're looking to get something out of the--you're looking to really progress, you want to--really want to treat your entire performance almost like a campaign run, right? So, like, mapping it out, thinking about who are the folks that you want to connect with, what are the things that you want to accomplish, and then like we've been saying, making sure that you document those things and that you equip the people who you want to be your promoters, your advocates in those rooms, in those spaces, give them plenty of heads-up, right? So you said you have six weeks. I would, like, look across, think about what you've done this past year, think about the people that you've worked with and say, "Hey, I'm looking to get promoted this year. This is my goal." And, like, don't be afraid, right? It's a goal, and ask, "Would you be willing to support me?" If so, if they say yes--depending on how you want to frame it, "If so, would you please review this here?" Or "Would you be willing to write something for me?" Right? So every company has something different. Some companies have kind of, like, in-time reviews. Other people have, like, informal kind of, like, write-ups and positive notes. Other people--like, there's various things, right, that you can--there are various ways you can document, but it's about gathering those points of evidence, and then that way when it's time for your review and people are looking for your--you're basically building a case for yourself, there's a variety of things people can pull from. That's really important. So, like, you said you have six weeks. I would really, like, kind of put your nose to the grindstone, reach out to the people that you know that you've had a positive impact on, have a conversation with them, make it easy for them to advocate for you, and then, again, kind of depending on who it is--if you know who's gonna be the person who's gonna, like, explicitly gonna be talking about, "Hey, this is why this person should get promoted," have a conversation with them as well. Let them know what you're doing. Give them all of that evidence, and then make sure that y'all have a conversation about what it looks like for you to be properly spoken about and advocated for. Ade: That's not to say that this process is easy, especially, Raquel, if you are feminine-of-center, it's not--you're not often taught how to advocate for yourself and how to really push for what you want. It's something that I'm personally learning how to do, and I think that there's no better place to do that than at work, because it's work, so yes, it bleeds into the rest of your life and et cetera, et cetera, but it's really just a microcosm of the greater world around you, and what it means to advocate at work is also what it means to advocate for yourself in your personal lives, in your friendships, in your relationships, and so treat this as a proving ground for--it's not just about work here, right? I would treat this as, "Okay, if I'm able to really push for what I want here, whether or not I get it"--and yes, you will, girl--"Whether or not I get it, I know that I've had the experience of what it means to advocate for myself period, regardless of where I go." So once you get this one out of the way, every successive conversation that you have that might be difficult, that might feel uncomfortable, cannot possibly be more difficult than the very first one. So either way, we got your back. Thank you for writing in.Zach: Yerp. Ade: Did you have anything else you wanted to say, Zach, before I cut this entire conversation off?Zach: Nope.Ade: [laughing] I realize that that's what I did, my bad.Zach: No, it's good. I feel like my contribution was the "yerp." I'm good.Ade: [laughs] I can't stand you.Zach: [laughs] Cool. Yeah, so all--godspeed to Raquel. Definitely excited for you. Hopefully you can give us an update and let us know how it goes.Ade: Right. Drinks on you next time around.Zach: Drinks on you next time, 'cause you ballin'. Maybe one day, you know what I'm saying, we can all work together, you know what I'm saying?Ade: Big ballin', shot callin'.Zach: Right. Right, right. So cool, cool, cool. We have another one here.Ade: Yerp.Zach: Ade, you want to take this one?Ade: Most definitely. All right, so this one, the subject says "GET ME OUT OF HERE!" In caps, so I really had to give it the respect that it was due. So Xavier writes in saying, "Hey, y'all. I am so close to just walking out of work and never coming back it's not even funny." Oh, my. "I seriously need a mental heatlh break, just go on a trip and never come back. JK." He really said that. "JK, I come back. My problem is that even though we have "unlimited PTO" at work, it feels like we're discouraged from taking PTO." Hm. "My co-worker went on a trip a few months back, and she's had to deal with jokes about her work ethic." What?! "She's been made to work really hectic schedules and just overall painted like less of a team player. I don't want to deal with this while at my job. I can't keep living like this. Please help. Frustrated and about to burn out, Xavier." [exhales] Ow.Zach: Oh, man. Xavier.Ade: You want to get started with this one, Zach?Zach: X. Yes. [laughs] Ade: Professor X.Zach: X! Ah, X. Nah, I mean, I've definitely been there, and I feel like I sadly--like, I'm closer to being there than other places, so this really resonates with me. It's tough when you don't feel like you can--you can take off work, right? But at the same time, I mean, when you start getting to the point where it's like, "Man, I'm about to quit," or "Man, I just gotta get up out of here," then I think that's when it comes to making sure that you have, like, really transparent conversations, right, with your boss, like, "Hey, I recognize we're in a really busy time, I recognize what's going on. I am--I am burnt out. I am exhausted. I am--" Just be honest, right? There's ways to phrase it in a way that does not come across like you're whining or that you're being fragile or dramatic, and these are insecurities that I deal with all of the time, 'cause, like, I'm always trying not to be the diva. And I'll say that. I'll be like, "I'm not trying to be a diva. I apologize for bringing this up." Like, there have been things that I've had to raise at work in my career that were perfectly right to raise, but I don't like being the center of that attention, right? But you gotta think about this. Xavier, he's saying--he's saying that he's, like, thinking about not coming back, and he says JK, but, I mean, like, he's not really--he's not really kidding. Like, he wrote this, right? Like, he took the time, wrote it, and sent it, so there's a certain level of seriousness to this. So I would say have a conversation with your boss, be transparent about where you're--why you're feeling this way, and then move forward and take the time off, right? If your job provides you unlimited PTO, and you have a--and you're about to burn out, then take it. I think the only thing is that make sure that whatever work that you need to get done or that you won't be tackling during that time, make sure that you're working with your boss, with your team, with whoever to make sure that those things are covered, right? That's the challenge. So, like, with your co-worker who they were saying, like, people question their work ethic and everything, it's like, some of that is cultural. Like, that might just be, like, just the culture of that space, but also if you're really proactive and you say, "Hey, look, for the next three days I'm gonna be off, 'cause I need to recharge, and these are the things that are gonna be happening in these three days." And again, like, not--I would not give them a day heads-up. I would tell them, like, you know, a couple weeks in advance and say, "Hey, look, these are the tasks. Can--who--" Like, make it very simple. Like, "Hey, these are the things that need to get done. This is the way that you're gonna have get these things done," and that way people can just kind of take it, drive it, and then close it. That way when you come back you're not staring down the barrel of a bunch of work that didn't get done. Your team isn't having to kind of pick up the--isn't having to, like, deal with the impacts of stuff, just the dependencies and anything like that that you--the things that they were depending on you for. You're able just to--you're able to kind of, like, have a clean transition, but if you do that and you're transparent with your supervisor, hey, man, you gotta take the time off and take care of yourself. Ade, what do you think?Ade: Agreed. I think my very first point was that succession plan that you were talking about earlier, creating just an Excel spreadsheet and listening the discrete tasks that are yours, that you own, and who is equipped on your team to deal with them, and then having a come-to-Jesus moment with your--with your boss, because I think of it as a sign of poor management that you would even have to justify you leaving and taking a mental health break. The reason I say that is because if you're experiencing this, like, heavy workload and this hectic schedule and you feel like you're about to burn out, then somebody has noticed. Somebody has noticed. I can say from my own personal experience, like, when it's incredibly hectic at work, my director comes up and is like, "All right, we're taking everybody. Stop what you're doing. We're going for a coffee break. We're just gonna walk and go outside and experience the sunshine on our faces," or my lead goes, "Okay, everyone has to leave at 6:00 p.m. tonight. Nobody needs to be in this building." Like, they're being proactive about caring for you as a person as much as they care for you as a co-worker or as a resource at work, because everybody knows that you are less valuable to them as an institution if you're honestly not on top of your game, and there's no way that you can be on top of your game when you are a ball of nerves and anxiety. That's one. Two, I am genuinely concerned, actually, about your co-worker having to deal with being treated poorly. So it's one thing to leave your team in the lurch and, you know, not have adequate support for all of your--all of the times in your workstream, or your co-workers feeling like you left them holding the bag on several items, but this sounds like she was just punished for--and it might just be your own current perspective based off of how you're feeling currently--but it sounds like she's being punished for having the audacity to leave. To, like, just go and take a mental health break, and I would look into--I know you say you love your job, but I would look into alternate employment, simply because--Zach: [laughs]Ade: I am so serious.Zach: [laughing] I know. I know you're not joking.Ade: I am so serious, because the same way that they find it comfortable to alienate someone just for doing what they say to do--like, a lot of these companies will go, "Yeah, we absolutely--we give you unlimited PTO because we care about you and we want to make sure that you're okay and your life continues, just because--" Yada yada yada yada yada yada. Okay, whatever, but if the truth of the matter is that when you do in fact take this time off and when you do in fact take advantage of all of the perks associated with your job you get treated a type of way for it, that doesn't sit well with me personally. It feels like you're being set up, and again, this may not be the truth of the matter. I'm just reading, inferring from what I see here, but it does feel like, or it does sound like, there is no winning, that you are either going to be working your butt off until you have, like, a sincere breakdown, or you take breaks when and forever long you need them and you're punished for it, and that just in general doesn't sit well with me personally. That seems like a bad practice. It seems retaliatory, that you would take a break and then be given all of these hectic schedules upon your arrival. So yeah, I think in general I advocate that you come up to your boss with full honesty, like Zach said, and a succession plan, and by succession plan I mean literally take every single thing that you do over the course of a week and list them, and also list the people who are able to take on those tasks, 'cause you generally--I don't know about everywhere else, but I know that I don't work in a complete silo so that if I ever have to take a break from work, there are people who know and understand enough of what I do that they're able to take--to pick up the slack in my absence, and it's just--for those of you out there who own your own companies or are senior management in companies, it is such a toxic work culture to create to say that people aren't able to take breaks when they need to, that people are punished for just living their lives. Like, people's lives don't start and end at work, and it's unfair and it's toxic and it's abusive to decide that your employee's whole world should revolve around work, and when it doesn't you punish them for it? That's jacked up.Zach: Nah, I agree, and I was laughing about you saying, you know, "I would really advise you to seek somewhere else to work," 'cause it kind of reminds me of The Read where people will be like, "Dump him." Ade: Absolutely.Zach: "Dump him" is, like, the main thing they'll say.Ade: But also, if you've ever--if you notice, like, people who write into The Read--and this is a complete sidebar, but I have felt this on my spirit for a while--people who write into The Read or the Relationships subreddit generally are, like, at the end of their rope. People don't just go seek advice from strangers for funsies. They're like, "Okay, I really can't talk to anybody else in my life about this. I need some kind of help," and it's usually just, like, a wild situation, and everybody needs to, like, scream at them, "Please leave. Please."Zach: No, that's 100%. You're not wrong. It's just funny, but ultimately, because of the capitalist society that we live in, right, like, life is becoming increasingly about work. There's an unspoken but ever increasing expectation that you're just gonna work, and work and work and work and work, your mental, physical, emotional, spiritual wellness be damned, right?Ade: Right, and you are validated only through your work, and I am here to tell you that that is not it, friends. That's not the truth of the matter. It doesn't have to be the truth of the matter. Please take breaks.Zach: Yeah. No, no doubt. So Xavier, I definitely hope that this helps. I pray that you don't burn yourself out, give yourself the break, and it's crazy because--what's really interesting rather is if you don't give yourself the break, your body will give itself a break eventually, right? Like, you'll pass out, you'll get sick, and, like, you know, that vacation, like, you'll get a different type of vacation. So make sure you--just make sure you take care of yourself.Ade: There are no beaches in hospital beds. I'll tell you that right now.Zach: That's true. [laughs] Oh, goodness. Okay. Well, cool. So we have--you know, we have a few. We try to do two or three listener letters, you know, per each of these episodes. We're not trying to inundate y'all, but we do have more, so we'll be back with more listener letters in another episode.Ade: Yep, and thank you to everyone who wrote in. We hoped this helped. Again, please seek out the advice or help of people who are even more professionaler than we are.Zach: Yes, professionaler. Who are betterer than us.Ade: Who are betterer at us than this, who are able to physically be there for you in a way that we may not be able to. We love y'all. Stay safe. Stay lifted. You have anything else you want to add, Zach? Do you have, like, a Favorite Things? I know I sprung this one on you, but you sprung it on me the--well, a few weeks ago, so.Zach: Nope, nope, fair enough. So my Favorite Thing this week--I do have a Favorite Thing, so that's gonna be crazy socks. So crazy socks are--and when I say crazy socks, I really just mean, like, socks with unique designs. So socks with unique designs, like, they've been kind of, like, in style, like, they've been normalized now, but I still really enjoy them. So I'm not gonna say the website I procure my socks from, but I've been really excited 'cause I recently just got some socks that are, like, pink with, like, little black and white puppy dogs on 'em.Ade: [scoffs] That sounds really cute actually. I was gonna make fun of you, but...Zach: Aw, look at you.Ade: I mean, I'm still gonna make fun of you, but they still sound cute.Zach: Okay. Well, I appreciate that. I respect that. So then I got some, like, lime green ones with, like, some red t-rexes on 'em, but they're, like, cartoony kind of t-rexes. So I love socks. I think it's an easy way to show a little bit of style. People laugh--so I know on my current project people laugh because--like, I'm the only person on the project that wears a blazer, but, like, from a style perspective I think blazers are cool, and so I'm gonna rock a blazer. Like, no doubt, and so--and I also have, like, a little pocket square, and then I have my crazy socks. And it's not like I'm wearing, like, high--what's the word, high-waters? I'm not flooding, so it's not like you're gonna just see my socks, but, like, if people go, "Hey, like, what's the drip looking like?" I'ma be like, "Ayo." I'll pull up the pant leg one time and let you know, like, it's dripping. I'm dripping.Ade: "What's the drip looking like."Zach: [laughs] When my boss--if my boss ever walks up and he says, "Hey, Zach, what's the drip looking like?" I'll be like--Ade: Why in the world--see...Zach: No one ever--no one ever at my job would ever say "What's the drip looking like?" No one would say that.Ade: Yeah, I just--I need--anybody from Zach's job, if y'all are listening to this, I encourage y'all to write in and please tell me the accuracy of this man's statements, not because I think this man is lying, but, like, I just want a first-hand account of his dad jokes at work.Zach: But I have taught my--I have taught my supervisor the concept of drip, and it's funny, like--Ade: On that note, we're gonna roll out of here. That's gonna be--that's gonna be it for us on today. Zach: [laughs] Oh, you're not gonna--you don't have a Favorite Thing?Ade: [whispering] Damn, I really thought I was gonna escape.Zach: [laughs] What's your Favorite Thing?Ade: So my Favorite Thing currently is Victory Lap by Nipsey Hussle. If you've heard of Nipsey Hussle--or if you haven't, Nipsey Hussle was a rapper and an entrepreneur who was murdered recently, and because it was essentially his final project--I don't know if there's anything in his vault that his family will eventually decide to release--it really was a spectacular album. It was nominated for Grammy of the Year, I think. If I recall correctly. If not, then whoops, my bad. But yeah, my Favorite Thing. I haven't been able to stop listening to it, and I encourage you all, if you are a fan of rap, of hip-hop, of storytelling in general, even if it's not a medium you've ever enjoyed, it's a worthwhile album to listen to just because it's such an incredible story. That's it. That's all I got.Zach: That's dope. Well, cool. I guess we're gonna get up on out of here. Thank y'all for listening to the Living Corporate podcast.Ade: Yeah, thanks for listening.Zach: Make sure you follow us on Instagram @LivingCorporate or Twitter @LivingCorp_Pod. Ade's already talked to you about submitting listener letters, but I'm just gonna say it one more time. If you want to submit a listener letter, make sure you get at us at Instagram DMs, Twitter DMs, our email, livingcorporatepodcast@gmail.com.Ade: We're also on Al Gore's Internet at living-corporate.com, because Australia refuses to let us be great.Zach: That's true, but we're also at livingcorporate.co with no dash. We own all of the domains really except for livingcorporate.com. We have livingcorporate.net, .org, you know what I'm saying? We have 'em all. We just don't have livingcorporate.com.Ade: Which is wild.Zach: Which is wild. We have everything else but that. Anyway, appreciate y'all. We'll talk to you all soon. This has been Zach.Ade: And this has been Ade.Both: Peace.</itunes:subtitle>
      <itunes:summary>On today's episode of the Living Corporate podcast, Zach and Ade read and respond to two listener letters. They provide their unique perspectives and offer up helpful advice on how to best advocate for yourself while encouraging others to do the same.
Connect with us on our website!
https://www.living-corporate.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On today's episode of the Living Corporate podcast, Zach and Ade read and respond to two listener letters. They provide their unique perspectives and offer up helpful advice on how to best advocate for yourself while encouraging others to do the same.</p><p>Connect with us on our <a href="https://www.living-corporate.com/">website</a>!</p><p><a href="https://www.living-corporate.com/">https://www.living-corporate.com/</a></p><p><br></p>]]>
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      <itunes:duration>1948</itunes:duration>
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    <item>
      <title>Tristan's Tip : Time Management</title>
      <description>On the eleventh installment of Tristan’s Tips, our esteemed guest Tristan Layfield illustrates the concept of time management and offers up a few of his very own methods to help you get more organized and productive.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/</description>
      <pubDate>Tue, 16 Apr 2019 07:08:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Time Management</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>67</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fe07ddc0-f2a4-11ea-88c4-db47b50ab081/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the eleventh installment of Tristan’s Tips, our esteemed guest Tristan Layfield illustrates the concept of time management and offers up a few of his very own methods to help you get more organized and productive.Connect with Tristan on LinkedIn, IG, FB, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumehttps://www.facebook.com/LayfieldResume/TRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Today we're gonna talk about time management. There are so many things we aren't taught in school that are necessary to be a functioning part of society, including things like career readiness and personal finance, but there's one essential skill that is necessary or everything else might crumble, and it's time management. While there's no one correct way to manage your time, I figured I'd talk to you about a few things that I've tried or currently use to see if you can adopt some of them in hopes that they help. The one thing that has always worked for me is a handy-dandy to-do list. Many people make to-do lists, but quite a few of them do it wrong. They jam their list with tons of things, knowing that they won't get to them all, and then wonder why they don't feel accomplished at the end of the day. Always be smart about your to-do lists. I keep a large list of all of the things I have to or want to do, then I use that to make my daily to-do list the night before, prioritizing items as needed. This helps me know what I'll be focused on on the next day. I also ensure that I look at my calendar to determine how many tasks or how much I can take on. I don't overdo it, because stuffing your to-do list with things you know you're not going to do defeats the purpose. Now, the way I've created my to-do list has varied over the years. I used to use my Notes app, then I tried what's called bullet journaling, next I moved to Trello, and now I use the Google Tasks app. It's clean, it's simple, and I can see my to-do list and on both my Gmail and Google Calendar. This makes my list readily available no matter what device I'm on. So, you know, really the message here is don't be afraid to go out and find the tools that help you do what you need to do, and for those of you who are more analog in a digital world, keep that handy pen and paper out and make your list. Don't try to fit into the mold of what others are doing, especially if you know it doesn't work for you. Lastly, if you're having some issues managing your time, there's a couple things I suggest. First, consider doing an activity log or journal. This is where you keep a record of all the things you do throughout the day and how long you do them for. Not only does it include work tasks, but it also includes things like eating, social media, or even watching TV. This provides an accurate picture of what you do during your day and how you invest your time. Your activity log will help you understand whether or not you're doing your important work during the right time of day, and it also helps you clearly see how much time you're spending on things that aren't getting you towards your goals. So there's some of my time management hacks. Hopefully they help you get more organized and productive. If you try any of them, please be sure to reach out and let me know how it works for you. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the eleventh installment of Tristan’s Tips, our esteemed guest Tristan Layfield illustrates the concept of time management and offers up a few of his very own methods to help you get more organized and productive.

Connect with Tristan on LinkedIn, IG, FB, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume
https://www.facebook.com/LayfieldResume/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eleventh installment of Tristan’s Tips, our esteemed guest Tristan Layfield illustrates the concept of time management and offers up a few of his very own methods to help you get more organized and productive.</p><p><br></p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://www.facebook.com/LayfieldResume/">FB</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><a href="https://www.facebook.com/LayfieldResume/">https://www.facebook.com/LayfieldResume/</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>343</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Diversity &amp; Inclusion (B-Side)</title>
      <description>On today's show, Zach and Ade discuss and expand on last week's D&amp;I episode featuring Chris Moreland. They relate some interesting statistics and share a list of five important things to know to actually have an effective diversity and inclusion strategy.

Connect with us on IG, Twitter, and Facebook!
https://www.instagram.com/livingcorporate/
https://twitter.com/LivingCorp_Pod
https://www.facebook.com/livingcorporatepodcast

Check out our website!
https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 12 Apr 2019 10:46:00 -0000</pubDate>
      <itunes:title>Diversity &amp; Inclusion (B-Side)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>66</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fe2be9e0-f2a4-11ea-88c4-d716e7f0131a/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On today's show, Zach and Ade discuss and expand on last week's D&amp;amp;I episode featuring Chris Moreland. They relate some interesting statistics and share a list of five important things to know to actually have an effective diversity and inclusion strategy.Connect with us on IG, Twitter, and Facebook!https://www.instagram.com/livingcorporate/https://twitter.com/LivingCorp_Podhttps://www.facebook.com/livingcorporatepodcastCheck out our website!https://linktr.ee/livingcorporateTRANSCRIPTZach: Oh, man. What's going on, y'all? It is Zach.Ade: And Ade.Zach: And you're listening to Living Corporate.Ade: Sho are.Zach: [laughs] Yes, they are. Now, listen. It's funny. You know, we've been around for over a year, and--[both laugh] we've yet to explicitly talk about diversity and inclusion. I mean, our podcast is about--essentially about diversity and inclusion, right? But we've yet to talk about it, like, explicitly on this podcast, like, as a subject, and I find that kind of--kind of weird.Ade: Super weird. Super odd.Zach: Okay. Yeah, it's kind of odd. I mean, you would think it's kind of low-hanging fruit. It's, like, right there, you know? You know, we start off with these concepts and, you know, every-man topics, and we didn't really, like, go straight at it, you know? I don't know why we are just now getting into this. I don't know. Anyway, diversity and inclusion. Ade, what is--what is diversity and inclusion? Like, when we use the words "diversity and inclusion," like, what do we typically think of? Like, what are we--what are we talking about?Ade: We're talking about an actual effort by an organization, big or small, to ensure that their workplace, their groups, their team members, are representative of the world at large, that their spaces are not these homogeneous microcosms, and that they are really and truly including everybody in their missions. I think that would be my personal definition of diversity and inclusion.Zach: Well, you know, it's fire because you said homogeneous and microcosms back to back.Ade: Bloop. Get at me.Zach: Bars. [both laugh] No, I agree with that. You know, it's funny though, because often times I do believe that's the definition in theory, but a lot of times the term "diversity and inclusion" is just kind of used to make sure that folks don't get sued, right? Like, "We're not racist and we don't discriminate against people, so we're gonna use the term diversity and inclusion." You know what I'm saying? Like, if you look--I've seen some organizations--listen, I can't go into all of the details, but I've walked into a variety of companies, okay? And organizations can be as homogeneous as a pot of peas, okay?Ade: As a pot of peas...Zach: As a pot of peas. They all look the same. Everybody looks the same. [laughs] That's right. I'm country. I said it. A pot of peas. But on their website, oh, boy... boy, they got all the--all the jargon, all the lingo.Ade: Every stock photo of every [?] you can imagine.Zach: I see the same five black people in all of these diversity and inclusion photos.Ade: I mean, at least they have the common sense to actually have photos of people that they actually employ on their website. I have seen some egregious cases of literally stock photos on these websites.Zach: That's what I'm saying. That's what I've seen. I've seen the same--oh, I see what you--you thought I was saying the same black people on one website. No. Well, I've seen that too, but I'm saying I've seen the same stock photo images across multiple companies.Ade: Wow. Like, have you no shame? Have you no decency?Zach: [laughs] My goodness. There's millions of us out here. My gosh.Ade: There's literally billions, but I think the additional point, though, is that, like, it tells me what you value as an organization when you're willing to put more time and effort into planning your happy hours than you are into truly representing, not just racially but with the gender diversity makeup, the disability diversity makeup, with--like, there's so much that goes into thinking through what it means to have a diverse organization, and y'all will blow your HR budget on beer. And not even good beer.Zach: Not even good beer, lowkey.Ade: It drives me nuts that the conversation that we have about diversity and inclusion is about making it more palatable for everybody else as opposed to being like, "No, let's center this on what the truth of the matter is and what reality is as opposed to let's center this on what makes people comfortable."Zach: That's real. You're kind of jumping the gun a little bit, but I feel you. I feel you.Ade: My bad.Zach: No, you're good. You're good. I'm excited. I mean, like, now I'm activated, you know what I'm saying? I'm here. Let's go. [both laugh]Ade: Get active.Zach: But no, you're absolutely right, and it's interesting because--so I had, like, a crazy idea, right? So we know that companies actively--you know, like, when you look at black and brown unemployment, disabled unemployment, it is drastically higher, right, than majority unemployment. It would be dope though if companies, when they interviewed people and, like, they know--you know you're not about to hire that black or brown person, so you say, "Hey, listen, I'm not gonna hire you, but I'd love to take your picture for some of our diversity and inclusion stock photos."Ade: Excuse me? First of all, lawsuit. I'm not even gonna say anything. I'll just nod, smile, and, like, put Voice Memo on on my phone and just--Zach: [laughing] I couldn't even say that with a straight face, but it's--but you know what, though? There's some money in there somewhere, man. There's some business in there somewhere.Ade: All right. If you're done being ridiculous, let's focus.Zach: No, I'm not--listen, I'm not really being ridiculous, because as an--as an aside, y'all, I just read some article at random about this little 12-year-old white kid who was getting six-figure deals to create dances for rap songs, and then people buy the dances, and then, like, they pay him. But he's not doing--he's not doing new dances though.Ade: These dances he's creating are a compilation of dances that black people came up with.Zach: Black dances. Yes, yes.Ade: I just also--I think this is a separate conversation actually, but I wanted to have a conversation about what it means to monetize blackness divorced of black people.Zach: I'm here for it. Well, this is--so I feel like I'm--Ade: We're going down this rabbit hole.Zach: [laughs] We are, but no, seriously though, the reason I was being--I was, like, making a joke--it's kind of a joke, it's kind of not--is like, people are out here monetizing and getting bread off of this, off of the concept of D&amp;amp;I, without actually doing any D&amp;amp;I, right? And so I'm just saying, like, at least if you did that, you--at least some of these black people who are unemployed that have a little bit more money in their pocket while they look for their next job. I mean, something--I don't know. There's something there, but anyway. Okay, cool. So we've talked a little bit about what we think D&amp;amp;I is. We've done some research, right?Ade: Oh, actually, I also want to have another example of this.Zach: Yes, keep going.Ade: Did you see recently that Twitter Detroit posted a picture of their office space? And all white people. Every single person in that photo.Zach: Mm-mm, did not see that.Ade: Yeah, every single person in that photo was white. Now, I think it later came out that the--all of the black people that they had employed at Twitter Detroit was at NSBE, although I don't quite--I don't quite know the truth of that statement, but it was just a really striking photo, that you are in Detroit, a city that is 84 or 85% black...Zach: Detroit is black black.Ade: Blackity-black as hell.Zach: Detroit's the kind of black that makes other people, you know, kind of uncomfortable. [laughs] Like, it's black. It's a lot of black people.Ade: Kind of. Detroit--up until, like, three, four years ago, Detroit was the kind of black that these type of white people were not going into.Zach: I mean, to be--to be honest, that's true. That's true.Ade: Anyway, I say all of that--Zach: So they said all of the black people was at NSBE?Ade: I don't know if--again, this is not something that I did a ton of research into, because they posted an apology tweet attached to that first image... and I can read the tweet to you actually. It says, "We hear you on the lack of diversity. We're committed to making our company reflect the people we serve, and that includes here in Detroit. We've got a lot more work to do. We have a team at NSBE now, and we look forward to connecting with the amazing people there." I just have two questions. The first is there are three, four, five, six, seven, eight, nine maybe people in here, all of whom are white-presenting. There are a couple of people who are out of the photo or they have their backs turned, so I don't know necessarily how true that is, but it's incredible to me the--because I was able to see that photo, and obviously a lot of people were able to see that photo, and immediately see the problem, but what does it say of your organizations that you are so deeply homogeneous that you don't recognize right off the bat that, "Hey, we're in Detroit. Every single one of us in here is white. What does that say about this organization?Zach: Well, you know what they're gonna say. They're gonna say it's about diversity of thought, Ade. Diversity of thought.Ade: That's cute.Zach: [laughs]Ade: And let me not poo-poo that idea out the gate. Let us treat that as a serious, intellectual argument. Okay, so you were saying that diversity of thought is more important than physical diversity, gender diversity, et cetera, et cetera, ad nauseum. However, what does it say that you think the only diversity that matters, diversity of thought that matters, is the kind of diversity of thought that represents you? Because there's no way you're telling me that you have the exact same thoughts and the exact same experiences and the exact same lens as, say, a black queer man who grew up in Detroit. There's just no--I don't believe that could ever be the case. Like, if you are from--if you're a queer man from midtown Chicago, you don't have the same thoughts as a queer man from Detroit. So I don't understand how that is even an argument that anyone could make, but I say all of that to say that diversity is important. So is inclusion, because it would suck even more if the person taking that photo had been a person of color or had been the only disabled person in the office or had been the only neuro-divergent person in the office, and they're not even included in the photo. You see what I'm saying? Like, there's--Zach: Oh, I hear you. Yeah. I'm letting you cook.Ade: There's so many different--[laughs] there's so many different--thank you, friend--there's so many different layers of complexity to that that on the one hand, why don't you have any of these--any of these types of diversity represented in your office? But also I don't know that it would be a safe space for anybody to walk up and say, "Oh, I'm the only black person in here." Having to represent at all times, that just sounds exhausting. So it's just--it's a very difficult conversation for me to--for me to really think through. Do you have some thoughts, friend?Zach: You know, I do, I do, and I appreciate you actually, like, slowing us down a little bit, 'cause I was gonna say that, you know, we did some research, right, and we've read a few things--just a couple thinkpieces, you know what I'm saying? Some Gallup data from the civil rights movement and some other things, you know what I'm saying? And labor data all around what does it really mean to be diverse and inclusive in an organization. And, you know, we've seen, like, you know, five things organizations are doing wrong, the top three reasons why D&amp;amp;I doesn't work, you know, what makes an effective D&amp;amp;I organization, what makes an effective D&amp;amp;I strategy, da-da-da-da-da, and so, look, as opposed to us reading all of our--all of the findings that we've had and just kind of reading it to you--boring, right--we decided--we, Living Corporate, right, Zach and Ade--decided to give y'all our own list of what you need to know about diversity and inclusion so that you can actually have an effective diversity and inclusion strategy. Yo, JJ. Drop the Flex bomb. Whoa.Ade: Not the flex bomb. [sighs]Zach: [laughs] Boom.Ade: I'm really looking forward to you being a dad, because you're just so equipped, and I'm tired of hearing your dad jokes.Zach: Nah, drop the Flex bomb. [dropping] In fact, JJ, drop it again. Yes.Ade: JJ, please stop. [he stops] Thank you.Zach: Nah, but it's--you know, it's important. So this is what we're gonna do. We're gonna give y'all some game for free. We're gonna give you some of our thought leadership for nothing at all. All y'all gotta do is listen. I mean, come on. I ain't trying to brag, but I'm saying, like, we're pretty dope, right? Am I wrong, Ade?Ade: I mean, no.Zach: Okay, here we go. So how many of these do we have? We've got five, right?Ade: I mean, something like that, but you know we can always expand on our lists if we start riffing off each other, et cetera, et cetera. We got five. We got five on it.Zach: All right, we got five. We have five on it. We're not messing with that endo weed, because it's not federally legal, but we do have five on it. [both laugh] Okay, here we go. First things first. [Ade continues laughing] You're really laughing. That's funny. First things first, diversity and inclusion are two different things. I know.Ade: Bars.Zach: Bars, I know. Diversity and inclusion are two different things. Often enough times, we kind of just throw the terms "diversity" and "inclusion," like, we just smack 'em together, but they're actually very different, right? So a lot of us understand what diversity is. Diversity is the concept of having a variety of experiences, perspectives, in gender representation, ethnic representation, able-bodied representation, sexual orientation representation, right? Like, geographic representation. Having different types of perspectives in a space. Like, that's the concept of--Ade: Pause.Zach: Go ahead.Ade: Pause.Zach: Go ahead.Ade: [?] Sorry.Zach: It's good. Hey, JJ. Just cut all that out. That part is diversity, right? Inclusion though is different, right? Inclusion is not just about--it's not just about having people have a seat at the table, but making sure that those voices are actually heard at the table. And so a lot of times we'll say, "Well, inclusion means making sure people feel included." Inclusion means the power not only to sit at the table but to speak and have your voice equally heard at that table, right? And so it's not just enough to have a variety of voices at a table if only a certain number of voices or a certain type of voice is gonna be heard. Then it just kind of becomes, like, a dog and pony show, right? So no, I mean, that's really what it means, all right? Inclusion is all about making sure that those voices that have a seat at the table actually are heard, and typically, because of the hierarchical natures of these companies, voices that are not high on the totem pole are not heard, right? So it's about making sure that those voices are actually supported and given authority and access so that their ideas can be mobilized, right? I think a lot of times when we talk about inclusion it's like, "Oh, we have you in the room," but you're, like, over in the corner, or you're just kinda--and it also just kind of makes you feel tokenized, right? It's about actually making sure you have a voice. So that's the first one. Diversity and inclusion is--the first one is people don't really understand that diversity and inclusion are two different things, and they don't understand what those words mean.Ade: My turn. So beyond, you know, expanding the table and inviting people to eat--that's one of the phrases that I've used to describe, or that I've heard used to describe, diversity and inclusion, empowering people. I also would like to make the point that it's not the responsibility of marginalized people to diversity your workplace. What I've seen happen time and time again is that these embattled corporations where people realize "Oh, no, we treated diversity and inclusion as an afterthought, and now everybody looks like [trash?]. What do we do?" And they will hire somebody, usually a high-profile person, black person or a queer woman, they'll bring these people in and do nothing to change the fact that the culture that fostered this homogeneity continues, and so--and in so doing make it the responsibility of this person that they invited into this hostile workplace, make it their responsibility to improve everything. And then when said person starts making points like, "Yeah, you really shouldn't be making rape jokes during our lunch hour. You shouldn't be making them at all, but it's especially not appropriate in the work space," or saying things like, "Yeah, I'm actually not gonna let you touch my hair, Karen. I don't want to do that, and you don't have my permission to do that, so great talk." They're treated as though they are the problem, and we don't address the institutional racism. We address the black women talking about the institutional racism. We don't address the institutional--just general lack of respect for people with disabilities, and it's something that you would know if you spoke to the people who are experiencing these things, but it is instead more expedient to pat yourselves on the back for your awesome allyship and employing someone in a wheelchair and doing nothing to ensure that this person in a wheelchair is safe, comfortable, and can do their job without feeling belittled or patronized or outright ignored. So to restate my point, it is not the responsibility of the marginalized person to do the work of diversity and inclusion. It's not their job. It is everybody's job to ensure that the workplace is open and accessible.Zach: That's good. That's good.Ade: Bars.Zach: Bars. [both laugh] You like that. That makes you--that makes you giggle. Bars makes you laugh. I've noticed that over the past few episodes here. Okay, my turn. So in the spirit of your last point, my third--the third entry here is that diversity and inclusion will only go as far as the majority allows it to go, okay? So I'ma say it again. Diversity and inclusion will go...Ade: Bars.Zach: Only [laughs] as far as the majority allows it to go. So what do I mean by this? Let me give y'all some statistics from some Gallup polls back in 1961, in the throes of our U.S. civil rights movement. I'm gonna give y'all a few data points. Here we go. Do you approve--and this is a poll, right, a Gallup poll, given to white folks in 1961, again, in the middle of the civil rights movement. Here we go. "Do you approve or disapprove of what the Freedom Riders are doing?" 22% approved, 61% disapproved, 18% had no opinion. Here's another one. "Do you think sit-ins at lunch counters, freedom buses, and other demonstrations by Negroes will hurt or help the Negroes' chance of being integrated in the south?" 57% said they believe it will hurt, 28% said it will help, 16% said no opinion. Here's the last one, okay? This is the [Survey Research Amalgam?]. This is April, 1963. "Some people feel that in working for equal rights for Negroes, Reverend Martin Luther King is moving too fast. Others think he is not working fast enough. What do you think?" 8% said he's moving too fast. 71% said he's moving at the right speed. 21% said he isn't moving fast enough. And so, you know, when we talk about--when we talk about, like, historically, right, civil rights, not just for African-Americans, but it's the easiest one for us to point to because historically, like, when you kind of--like, there's the most data points around it, and, you know, really, if we were to go by the data and the survey data and what people were really comfortable with, then we would still probably not really be--I mean, we're not really integrated, but we wouldn't have even the civil rights laws we have, right? And I think an uncomfortable reality is when you talk about diversity and inclusion and you talk about creating a truly diverse and inclusive working environment, it can only go as far as the majority is comfortable with it going, right? And when you think about the fact that--like, when you look at the civil rights laws, and you especially look--if you look at our present, right, like, we're fighting to maintain some very basic civil rights laws that we achieved over 50 years ago, just over 50 years ago, like, and we haven't really made, in terms of legislation, much progress since then. In fact, again, we're fighting just to keep what we established 50 years ago, and really, if you think about historically, what we fought to get 50 years ago, we should have already had, like, 50 to 60 years before that. And so, you know, I think that's--like, again, just kind of pointing to your point--like, really reinforcing your point around the fact that, like, it's not--it's not about making people comfortable. It's not about, like, just kind of checking a box, and ultimately, it's gonna take all of us, but the majority, to drive and make sure that we're actually moving forward. It can't be the responsibility of the marginalized to move the needle. We don't have the numbers. We don't have the power.Ade: Facts.Zach: So that's number three. I'm volleying it back to you.Ade: Okay. I think I'm gonna expand on a point that I made at the end of my last--my last rant. So diversity and inclusion is all of our responsibility. It is not a position. It is not--the term Chris Moreland used was a function, and it's also not about how good it makes individual people feel. It's not about the money that it makes for the organization. Like, sure, yes, there are stats out there that show how good it is to have a diverse workplace, but--and I'm starting to realize that it's really not a common thing or a common opinion anymore to do things because they're the right thing to do. There has to be a cost-benefit analysis on this, and that's trash.Zach: That's really trash.Ade: Yeah, I don't--I don't know what's happening. Maybe I shouldn't say that. I know what's happening. It's capitalism.Zach: Right.Ade: But the point is that diversity and inclusion is about you as the individual respecting the whole of other people who are individuals in your workspaces and recognizing when there are individuals who aren't welcome in your workplace and doing something to change that. Even beyond what it means to be an ally. You are actively doing the work of being a good human being and encouraging others in your workplace to do the same. I think I--when we were working on the Disabled At Work episode, I read a story about a guy who got a job working at one of these big tech companies, and he just knew it was gonna suck, right? Because when he had interviewed there, he did not see anybody who was wheelchair-bound as he was, and he had a very large electric wheelchair, and he was like, "I can't turn it down because of the money, but I feel like this is not going to be great." But he then told stories of how everybody was inclusive. They would ensure that he could get his scooter up and down these hills in San Francisco. They would ensure that he wasn't just stuck being wet when it rained or that he could have a standing desk as opposed to the lower desk that wouldn't work for his electrical chair. So there were all of these different parts of what it means to be inclusive, and not just empowering and recognizing the diversity in your coworkers, but also saying--taking it a step further and being like, "I'm right there with you." Like, "Whatever it is that you need in order to feel comfortable in this space, in order to feel human in this space--" Like, we gotta be here at least 8 hours a day, dogg. Like, the least we can do is ensure that you are your whole self while you're here, and I think that is such a significant thing to highlight. It's such a significant thing because it very, very easily goes unspoken that you have a responsibility to your coworkers to not just be kind but be supportive.Zach: You know, I think a large part of diversity and inclusion just comes--like, a large part of it is driven by empathy, right? Like, really--and I know that Chris talked about this too in the interview. It was just about, like, understanding someone's story. Like, building a connection with them. Like, really understanding them. It's challenging for me though, because, like--and I really--I love what Chris is doing, not only at Vizient but with his own start-up--with his own start-up at Storytellers, you know, but I don't have to hear your story, right, like, for me to treat you and recognize that you're a human being, you know what I'm saying? Like, I shouldn't have to. I get it. I get it from a relationship-building perspective. Maybe I need to hear your story for us to, like, really build trust, but I shouldn't have to hear your story for us to, like--for me to just empathize and recognize that you breathe--you're breathing and walking, or--you're breathing and existing and having a human experience just like me. It's heartbreaking, to be honest, when I think about it like that. But okay, cool. So last one. I think I'm--I think it's on me.Ade: Most definitely.Zach: All right. So really kind of pigging--piggy-backing off of my first point, but it's really important. Ayo, if you don't have inclusion, you don't have diddly. Say it again. If you don't have inclusion, you don't have diddly. Listen, it's not enough for organizations just to hire non-majority people, right? Because often times if you look at the turnover rate of non-majority employees, they're significantly higher than majority employees, and if you do a cross-analysis with non-majority turnover and minority representation, you'll see some connections--you'll see some connections there, right? Like, you'll see in organizations that are not truly inclusive, that do not have representation and some level of power, distribution of power for non-majority people, those organizations struggle to retain non-majority talent, and I think something to continue to keep in mind--organizations, I'm talking to y'all--listen, man, these gener--like, millennials and these Generation Z, the people coming behind us, we're aware. Like, we pay attention, and we're sensitive to that. Like, we peep game. Like, we're gonna look and be like, "Oh, there's no--there's none of me here. I don't see myself here. Okay, so I know I probably got only so much time to go before I gotta find somewhere to be," or when something goes wrong or they feel like they're not getting the coaching that they need or they're not getting the development that they need or they're getting passed over for promotion, if they don't feel like they can talk to somebody and they're not represented in the decision--in that pool of people that actually make the decisions and make the company grow and grow, then they're not gonna feel like they can talk to anybody, and they're gonna leave, right? They're gonna be even more discouraged to, like, even try to stay, because they'll be like, "For what? I'ma be the--I'm the only person here." They're not gonna be as comfortable when it comes to networking and trying to build relationships and--Ade: Correct.Zach: Right? Because they don't know who they can talk to. Like--and then, like, many of us, we're the first people from our families in Corporate America. That's my story. Ade, is that your story?Ade: Like, only one.Zach: Exactly. [laughs]Ade: Solo dolo.Zach: Solo dolo, and so, like, ayo, like, inclusion is important, and I guess part B to this one is listen, diversity of thought by itself is not real. Okay? That's right. I'm giving y'all two, so we got six now. Diversity of thought is not--diversity of thought on its own is not real. It's a term that some group of people in some laboratory made up just to kind of pat themselves on the back and create diversity where there really isn't any.Ade: Not a laboratory.Zach: [laughs] They made crack and diversity of thought in the same place. What's up?Ade: I am...Zach: JJ, give me them air horns right here. [laughs]Ade: Okay. Okay, [?].Zach: Nah, but for real though, like, it's not real. Like, so diversity of thought is as relevant as diversity of experience, and if you look at American history, experiences are sharply divided along racial, gender, and sexual orien--lines of sexual orientation. Ade, you got another one?Ade: Just a final thought.Zach: Do your thing.Ade: I think that paying lip service to diversity is almost worse than not doing anything and not paying attention to diversity and inclusion in the first place, because you--when you pay lip service to diversity, you delude people into thinking your workplace is a safe space and that they can come to your jobs and bring their own selves and come and do what they love to do for you. When you don't even pretend, it lets everybody know who to avoid. When you pay lip service and you end up being these ultra-toxic, ultra-just all around disgusting places for people, it's almost heartbreaking, right, because people want to come into these places and do good work and go home and love their families, and instead they come into these places, you gaslight them, pretend that nothing is actually happening when, you know, they're facing all of these micro-aggressions, they are being passed up for promotions, their careers are stalling, and they have no allies and no way out. It's a pretty abusive relationship, I'd call that, and even further than that I would say that, you know, you're actively oppressing them in that scenario. So I say all of that to say that if you know that you have no investment whatsoever in diversity and inclusion and the success of everybody--and the growth, too, of all of these folks, then just leave us alone. Love us or leave us alone. That's all I ask.Zach: No, real talk though. No lukewarm DM--no lukewarm stuff, right? Be hot or cold. Either you're in or you're out.Ade: The man came through with a word from the church for y'all.Zach: [laughs]Ade: Don't think I didn't notice, Zachary.Zach: [laughs] Man, okay. Well, y'all, so this has been a dope B-Side, just sharing our thoughts about the interview with Chris Moreland. Really enjoyed him, and yeah. Ade, anything else? Do we want to do Favorite Things? Are we good?Ade: My Favorite Thing right now--we can if you have something.Zach: I got something. Go ahead, yeah.Ade: Okay. Okay, so my current Favorite Thing is the voice of a young reggae artist known as Koffee. Love, love, love--I have just been listening to her on repeat lately and finding out--finding her music, where I can find her, but amazing. I love her.Zach: That's what's up.Ade: That's it for my Favorite Things.Zach: Okay. Okay, okay, okay. Yeah, you know--Ade: Oh, wait. I lied.Zach: Keep going. Go crazy.Ade: Sorry, one other Favorite Thing. I have this book I'm currently reading. It is the AWS Certified Solutions Architect Study Guide.Zach: Okay. [laughs]Ade: Yeah, it's my second Favorite Thing. It's just a personal--as a reminder to myself to keep working.Zach: I respect that. Okay, okay. I have one Favorite Thing, and this Favorite Thing, it's--you know, it's something that I partake in every day. It's actually a beverage, and this beverage--this beverage is called kombucha.Ade: Oh, I thought you were gonna say water. I was about to be like--Zach: [laughs] No, no, no. I definitely do drink water every day though, and shout-out--ayo, if you're listening to this, go ahead and get yourself some water. I don't care what time it is. Ayo, get some water and take a sip.Ade: Take a sip.Zach: Take a sip.Ade: Take a sip.Zach: Take a sip. Okay, so--[both laugh] Okay, so--Ade: Some ASMR peer pressure for your head top.Zach: That was incredible. Yo, we should actually do an ASMR episode of us just, like, drinking water quietly. [whispering] "Ah." [like his thirst was quenched, laughs]Ade: No. Let's move forward. [laughs]Zach: "Ah, these ice cubes." We could, like--no, but seriously though, 'cause we got these--these mics are pretty good. Like, we could just take--like, make sure the ice hits the glass. Clink, clink, clink. You know what I'm saying? It's, like, all soft. All right, so listen here. Kombucha--and please don't--y'all, don't kill me in the comments if I'm saying it wrong. I'm country. Forgive me. It is a fermented, slightly--only slightly--alcoholic green or black tea drink, okay? It is so good. Like, think about it like--it's like a soda. It's like a healthy soda, right? And there's--Ade: [?]Zach: Say it again?Ade: I wouldn't go that far, a healthy soda.Zach: You wouldn't go that far? It's like a healthy soda.Ade: No, it's not.Zach: It's carbonated. It has some bite to it.Ade: You know what? You're right. Who are me to disagree with your Favorite Thing? My bad.Zach: [laughs] It's so good though, y'all, and it's like--and so, like, you know, it comes in all kinds of flavors. You can--and it's a fermented tea, right? So you take the tea, and it's fermented, and then you put, like--you know, you can put whatever you want in there to flavor it. So, like, I'll--my favorite flavor is ginger-ade. It's like ginger and lemon and honey and fermented, like, fermented with the kombucha. Man, it is so good, and it's low-calorie, right? So, like, a bottle--like, the same amount of this drink that would be, like, I don't know, 200 calories in soda is, like, 50 calories. And it's good for your digestion, so it helps keep you regular. That's right, we're talking about health. We talk about wellness on this podcast, so part of wellness is making sure that you're regular. Come on, Ade. You know what I'm talking about.Ade: Please leave me out of this narrative.Zach: [laughs] But it's important, y'all. It's important. It's important to be regular, and so anyway, kombucha, it helps. It has those live cultures and bacteria for your stomach, and it's just delicious. It's just so good. So yeah, that's my Favorite Thing. I don't have a brand, 'cause we don't have no sponsors for kombucha yet, just like, you know, Capital City Mambo Sauce ain't wanna show us any love, but we still love y'all. It's okay, it's okay, but I'm not giving no more free ads, okay? So I'm not gonna talk about the brand. I'ma just say I like kombucha. Or is kam-buka? What is it?Ade: I'm pretty sure it's kombucha.Zach: Okay, cool. I just wanted to make sure I said it right.Ade: But then you said it really, really wrong, so I really don't know if you saying it right in the first place even counts.Zach: [laughs] Dang, that's jacked up. You're supposed to be my peace.Ade: No, sir, I'm not. Candice would have my head.Zach: [laughs]Ade: I just--first of all, that was a setup. Secondly--I forgot everything I was about to say because I was--I was so startled and taken aback at that--at that statement, wow. Candice, if you're listening to this, I don't want [?]. That is all.Zach: Candice gonna show up--Candice gonna show up to D.C. with that Yao Ming on her all 'cause of me being silly, and I apologize.Ade: All of the choppas just aimed in my direction, and I want none of it. I'm good.Zach: Yeah, nah, 'cause I'm joking. It's jokes, it's jokes. Candice don't listen to this podcast.Ade: Wait a minute. Now [?].Zach: [laughs]Ade: All right, y'all. That does it for us on Living Corporate. Thank you so much for joining us on this podcast. Please make sure to follow us on Instagram @LivingCorporate, on Twitter @LivingCorp_Pod, and please subscribe to our newsletter through www.living-corporate.com. If you have a question for us that you'd like us to read on the show, please make sure you email us at livingcorporatepodcast@gmail.com. We're also taking any wins that you've had lately. We're taking any [refuse?], any thoughts that you'd like to share with us. That's it for us. This has been Ade.Zach: And this has been Zach.Ade and Zach: Peace.</itunes:subtitle>
      <itunes:summary>On today's show, Zach and Ade discuss and expand on last week's D&amp;I episode featuring Chris Moreland. They relate some interesting statistics and share a list of five important things to know to actually have an effective diversity and inclusion strategy.

Connect with us on IG, Twitter, and Facebook!
https://www.instagram.com/livingcorporate/
https://twitter.com/LivingCorp_Pod
https://www.facebook.com/livingcorporatepodcast

Check out our website!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On today's show, Zach and Ade discuss and expand on last week's D&amp;I episode featuring Chris Moreland. They relate some interesting statistics and share a list of five important things to know to actually have an effective diversity and inclusion strategy.</p><p><br></p><p>Connect with us on IG, Twitter, and Facebook!</p><p><a href="https://www.instagram.com/livingcorporate/">https://www.instagram.com/livingcorporate/</a></p><p><a href="https://twitter.com/LivingCorp_Pod">https://twitter.com/LivingCorp_Pod</a></p><p><a href="https://www.facebook.com/livingcorporatepodcast">https://www.facebook.com/livingcorporatepodcast</a></p><p><br></p><p>Check out our website!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p>]]>
      </content:encoded>
      <itunes:duration>2755</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Get It In Writing</title>
      <description>On the tenth entry of Tristan’s Tips, our special guest Tristan Layfield details the importance of getting it in writing. He focuses on three key areas this often comes into play.

Connect with Tristan on LinkedIn, IG, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume</description>
      <pubDate>Tue, 09 Apr 2019 06:03:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Get It In Writing</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>65</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fe4563f2-f2a4-11ea-88c4-83520fb694f8/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the tenth entry of Tristan’s Tips, our special guest Tristan Layfield details the importance of getting it in writing. He focuses on three key areas this often comes into play.Connect with Tristan on LinkedIn, IG, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumeTRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Today let's talk about the importance of getting things in writing, A.K.A. having your receipts. When I started at my current job, my boss said, "You really like to get things in writing, don't you?" And while that question is rhetorical, the answer is "Uh, yes." I've been burnt in the past, so I've learned from my mistakes, and I wanted to make sure that I always had something to refer to. Getting things in writing ensures not only that everyone is clear but that you're also covering yourself. There are so many times where getting it in writing comes into play, but I'm gonna focus on three. Have you ever led or been on a project where people weren't clear about their responsibilities? That is the worst, but imagine if you put everyone's duties in writing and distributed them out to the team. Some of the confusion wouldn't happen, and even if it does, there's more accountability as everyone was made aware of who was responsible for what and had the opportunity to question it. The next situation where getting it in writing could come in handy is during a meeting with your boss. Sometimes these meetings are scheduled and sometimes they're not, but either way, I always suggest sending a follow-up email summarizing the topics of discussion, no matter if you were discussing a new project you'll be taking on, getting their approval for PTO, or even talking about your best sales incentive. If they don't respond, you'll have a record to refer to at any given point in time, and it puts the onus on them to correct anything you may have misunderstood. Lastly, I know when you get that verbal offer for a new job, you want to quit your current job right in that moment, but do not until you receive that offer in writing. I've seen this go wrong one too many times with candidates just like yourself ending up burnt. You don't want to have to retract your resignation and end up looking like a fool. Also, make sure you get any contingencies, like a signing bonus or 90-day bonus in writing, too so you can hold your employer to it. There are so many instances where getting it in writing can not only help you out, but really could save you from so much turmoil. Do yourself a favor and start documenting things a bit more so you can pull out those receipts. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the tenth entry of Tristan’s Tips, our special guest Tristan Layfield details the importance of getting it in writing. He focuses on three key areas this often comes into play.

Connect with Tristan on LinkedIn, IG, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the tenth entry of Tristan’s Tips, our special guest Tristan Layfield details the importance of getting it in writing. He focuses on three key areas this often comes into play.</p><p><br></p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><br></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>317</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Diversity &amp; Inclusion (w/ Chris Moreland)</title>
      <description>We have the pleasure of speaking with Chris Moreland, the chief diversity and inclusion advocate at Vizient. He explains why he puts inclusion first and talks about the top three things most companies are getting wrong when it comes to D&amp;I.
Connect with Chris on LinkedIn!
https://www.linkedin.com/in/chrisjmoreland/
Connect with us!
https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 05 Apr 2019 10:35:00 -0000</pubDate>
      <itunes:title>Diversity &amp; Inclusion (w/ Chris Moreland)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>64</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fe604474-f2a4-11ea-88c4-3769f3da1362/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>We have the pleasure of speaking with Chris Moreland, the chief diversity and inclusion advocate at Vizient. He explains why he puts inclusion first and talks about the top three things most companies are getting wrong when it comes to D&amp;amp;I.Connect with Chris on LinkedIn!https://www.linkedin.com/in/chrisjmoreland/Connect with us!https://linktr.ee/livingcorporateTRANSCRIPTZach: What's up, y'all? It's Zach.Ade: It's Ade.Zach: So listen, y'all, we gonna get straight to it this time, 'cause we have a really special guest. I'm really excited. Today we have the opportunity--we had the opportunity rather to sit down and speak with Chris Moreland. He's the chief inclusion and diversity advocate at Vizient Incorporated, based out of Dallas, Texas, and I'm just gonna read a little bit of his profile so we can kind of talk about what we're talking about today. Known for possessing a contagious regard for winning, a bias for action and a healthy disrespect for insurmountable challenges. A street-smart C-level leader with a diverse industry background, an indispensable partner for innovative organizations, people development, and building teams. Chris is best known for leading organizations through change, developing innovative solutions, and deciphering ambiguity. He established a track record of performance and execution at Fortune 500 icons like Vizient, Microsoft, Expedia, General Electric, Johnson &amp;amp; Johnson, Pepsi, and Mobil, okay? So this person that we got to speak to today, he and I had an amazing conversation about inclusion and diversity, and in the conversation that you're gonna hear, you'll hear why he puts inclusion first, but we're really excited and want y'all to hear the whole interview, and so we don't want to make it too long by, you know, adding to it, so--Ade: We're gonna keep it short and sweet.Zach: That's right, we're gonna keep it short and sweet. So unfortunately, Ade, no Favorite Things this week.Ade: Nope, but we have an amazing, amazing, amazing interview, so it's good.Zach: It's dope. And after the interview, you know, we'll wrap from there, but the next week we've got a B-Side, and it's me and Ade talking about the interview, talking about D&amp;amp;I, and, you know, having fun. Hopefully y'all laugh. Maybe y'all will cry. Maybe you'll laugh and cry at the same time. I don't know. We'll see. Maybe. [strange noise]Ade: What was that noise? [laughs]Zach: It was like a [strange noise]. It was a shrug. That's, like, a shrug if I was to put a noise to it. [again]Ade: I'm gonna pass on your sound effects skills once again.Zach: Man, my sound effects skills are fire, but that's okay. In fact, you know what? Hold on. JJ, go ahead and give me some air horns, one time for ya head top, for Chris Moreland, 'cause he gave us a fire interview. [imitating air horns] Let's go. [JJ drops 'em] I'm giving him the air horns before we even get to the interview. That's how fire the interview was. What's up?Ade: Look, I don't disagree. Shout-out to Chris. Amazing conversation.Zach: Shout-out to Chris.Ade: You on the other hand are a walking dad joke store.Zach: Yo, I really feel like--so watching that movie Us, I really feel as if that character that ya mans was playing was really just me in, like, five years with no beard, but that's me.Ade: Like, Winston Duke's character?Zach: Yes, I feel like that's me.Ade: I have not heard great reviews, so you probably should not--Zach: No, first of all, Us is fire, and we can talk about that later.Ade: Well, not--you know what? Yes, let's close this out.Zach: So shout-out to Chris, shout-out to Vizient, and yo, shout-out to him being the chief storyteller at Storyteller's Consulting. He's gonna talk a little bit about that in the interview as well, and we'll make sure we have all of this information in the podcast notes, but look, until next week, it's been Zach.Ade: And this has been Ade.Zach: Y'all check out this interview. Peace.Ade: Peace.Zach: And we're back. And so as we shared before the break, we have Chris Moreland on the show. Chris, welcome to the show, man. How are you doing?Chris: I'm fantastic. Thanks so much, Zach.Zach: For those of us who don't know you, would you mind sharing a bit about yourself and how you got into your field?Chris: Absolutely. Well, my name is Chris Moreland. I reside in Dallas, Texas, and I am now the chief inclusion and diversity advocate at Vizient. Vizient is basically a supply chain company that does GPO for health care systems. We do about 100--maybe 105, 110 billion dollars worth of hospital spend on an annual basis.Zach: That's awesome. You know, I guess for me--so let me just say as a quick aside, and this isn't even in my questions, but I just wanted to say it--it's really inspiring to see a person of color, and frankly a black man, in such a position of influence, and I'm just really excited to have you here. So I probably should've said that at the beginning. I don't really care. This is our show. I just want to tell you that I'm happy that you're here.Chris: It's good to be here. It's good to be here.Zach: Absolutely. So look, let's get into it. So I'm on this app, right, called Fishbowl, and it's an anonymous posting app for consultants. Every now and then diversity and inclusion comes up, and most are disillusioned by the topic because it's being seen as a lot of talk and very little walk. So what do you think are some of the top three things most companies are getting wrong when they talk about diversity and inclusion?Chris: Right. That's a really good question, Zach, and it's not a simple answer, but I'll try to simplify the answer. There are several things that companies are not getting right, and if you--if you look at the most recent research, I think it points to some very important things that I think, going forward, we really need to focus on. The first thing is that most companies tend to put diversity and inclusion into the bucket of human resources as though it is part of a function which is different than the function of marketing, which is different than the function of, you know, research and development, which would be different than the function of sales. I think that's one of the biggest mistakes, by putting it specifically in a function. The second thing that I think goes wrong often times with the way companies approach diversity and inclusion is around--they use education as a way of changing behaviors, and we can talk about this a lot more later, but education has been proven now as being the least credible way of changing a human being's behavior, okay? And then the third piece, which I think a lot of people get wrong as far as diversity and inclusion, is how they think about diversity and inclusion relative to accountability. It's one thing to talk about it, but it's a whole 'nother thing when no one ultimately is accountable for the changes that they would like to make relative to diversity and inclusion.Zach: Expound upon that a bit more if you could.Chris: Absolutely. So the first piece around which function generally owns diversity and inclusion, and that being human resources. The reason why that normally doesn't vet out very well for companies is that the organization then feels like their [?] human resource officer is ultimately responsible for diversity and inclusion, and that's an error. Diversity and inclusion should be part of every function. It should be part of the culture of the organization. It should not be quarantined off into a specific function, because it should flow just like values, just like goals, just like culture. It should be part of the way we do business. It should be used as an enabler, not as a functionally-constrained part of an organization. You know, the second piece, which points education--education, as you know, is something that people try to use to make different decisions and result in different behaviors, but as you know if you've ever gone to church, if you've ever seen students in school, education doesn't necessarily mean that once a person knows what they should do, knows the right thing to do, understands the impact of certain actions, that they are going to then adopt those habits, those practices. Each of us go to church every Sunday, and we--depending upon what denomination you may be part of, but you can see the same church crowd that sits in the pews on Sunday, they go out and cut each other off in traffic immediately following the service in some cases, and so it's--you know, it's a bad way of thinking that "I'm going to change the behavior by telling you the right thing to do." And in the last piece, which is what I call just accountability, is that, you know, again, if it's in HR, a lot of times HR feels accountable solely, but no one else in the organization feels as though they have any accountability. They feel as though it has been quarantined off and thus there is a function that is accountable for it, but that is the only function that ultimately becomes accountable for it in that instance, so yeah.Zach: Man, that's incredible. When you and I first met, we talked about diversity and inclusion, and you told me--you said, "Zach, you know, a lot of times people get those letters--the order of those letters wrong, and they should be putting inclusion first." So let me ask you this - what does inclusion really mean practically, and how can companies actualize inclusion in the workplace?Chris: Right. So inclusion, in my title and at least at Vizient, we actually put that word in front of diversity, because inclusion has more to do with the actions that you are taking. Inclusion has to do with "Who's in the conversation? Is the conversation being had? Does everyone's perspective, opinions, and backgrounds matter? Is there value seen in my difference?" Not "Am I different?" Diversity, which really comes from a Latin root word meaning "divertere," or "to divert, to separate." It's the differences between us. It's pretty much meaningless in any organization unless you have the inclusion part first, and the inclusion means that I see you, I see your differences, and I see the value in those differences, and ultimately I don't want to move forward with any decision, with any strategy, with any proposal, until I get all different sides of this idea understood and heard, because understanding that when I am inclusive I actually get a much better outcome. It should always precede diversity. Diversity by itself is pretty meaningless unless it is preceded by inclusion.Zach: Yeah. No, absolutely, and so I'm curious - what methods have you seen that are effective when it comes to organizations really leaning into the inclusion piece of their I&amp;amp;D strategy?Chris: Right. That's a great question, because there is a--there is a huge difference. It's like night and day when it comes to organizations and effectiveness of those organizations when you do lead with inclusion. A couple of practices. One, there is--there are very few human beings that I've met thus far who are openly and consciously biased. In other words, open and conscious bias means that I see you, I see your differences, and I am absolutely just going to deliberately exclude those differences from my decisions, from my thoughts, from my practices, from my campaigns and everything else. When I lead with inclusion, what it does is it says I understand that I have this subconscious, this subliminal, this unconscious ability or need or desire to assimilate with those things that look similar to me, and we all have this in our personalities. We all want to assimilate with like things. We want to be around people who look like us, act like us, talk like us, have the same backgrounds as us, because it makes us more comfortable, and there's nothing wrong with that, but in order to actively have an inclusive culture, you have to understand that it's an uphill battle. It goes against our natural tendencies, and so when organizations actually adopt a truly inclusive culture, it doesn't start with just education, making people aware of the subconscious knack to go away from things that are not like you. It actually does more than that. It goes to creating an understanding of what those differences are and why and how those differences can and should be used to create greater value. I'm not talking about, in this case, educating you on unconscious bias. I think you may remember more recently in the news Starbucks had a situation with one of their restaurants, and they shut their stores down for an entire half-day, and what they did was they focused on educating people on unconscious bias. So there was a training that was done around unconscious bias, and the net effect of that training based on all research is that it had a shelf life of about 90 minutes.Zach: 90 min--an hour and a half?!Chris: 90--an hour and a half. It had a shelf life of 90 minutes, but then our natural, innate tendencies go back to exactly the way we were before we were exposed to that education and training. And so the good thing is that they at least acknowledged that there needed to be something done. The bad thing is that they're using the same tools that we used in 1962, in this country, in order to make civil rights the rights of everyone, and you can see, you know, 50 some odd years later, the outcomes are the same. It's because the techniques and the practices are the same. A lot of it is education, and then the second piece to that is legislation. So when you educate and legislate, you believe that, "Oh, things are going to change." They don't change. These are behavioral tendencies that we have to tap into in order to try and counteract things and make people's behaviors actually change.Zach: Well, see, it's interesting that you say that because--in terms of the historical lens by which you're looking through to discuss inclusion and diversity and facilitating change, because I don't necessarily know if I--if I see a lot of the historical narrative being engaged when we talk about effective methods and approaches to really driving inclusion and diversity, and often times, in my experience, these programs rarely even engage the subject of race explicitly, even to the point where they may create, like, different points of diversity. Like, diversity of thought, diversity of education, and yes, I'm not saying that those points don't exist, Chris, but historically, like, those points, they're strongly interwoven with the intersection of gender and ethnicity, right? But I don't know if I necessarily 1. see a lot of invoking of history when we talk about education and effective methods moving forward in the future, and I don't know if I see a lot of--in fact, sometimes I hear diversity of thought or diversity of education or diversity of background really used as replacements for diversity of race and intersection between--intersectionality of gender and race. Have you seen that? And if you kind of see where I'm coming from, why do you think that is?Chris: Yeah. So let me answer both questions pretty quickly, and then I'll get into a little detail. So the answer is yes and yes. Yes, I have seen it happen. Yes, it is very, very frustrating, and yes, I do understand why it is happening the way that it is happening, because--first let's go back to the terms of diversity and inclusion and why most people tend to use the word diversity preceding the word inclusion. It is because it is a lot easier for me to point out all of the differences between, you know, the 7.5 billion people that are in this world. I can tell you there are differences for all of us, and we should all be aware of and appreciative of all of those differences, but let's think about that at a neurological level, because that's where change happens. It happens at a neurological level. So Zach, if you walk into a room, and a person who walks into a room--and you're originally from where, Texas?Zach: Yes.Chris: Okay, so you're originally from Texas. So you walk into a room, and then right next to you a straight Caucasian male walks into the room, and his background just happens to not be from Texas. Let's say he's from L.A., okay? So he has diversity of experience. You have diversity of race. You both walk into the same room, and you're both seen by a group of executives that are sitting around the table that you're about to engage. Sitting around that table, what do you physically think the reaction will be of your presence versus your male straight white counterpart's presence who just happens to be from L.A.? Both having diversity, you know, based on just them walking into the room. And again, the audience--let's say the audience is full of Texans, okay? So if you--go ahead. Please answer that question, and then I can go on.Zach: [laughs] Yeah, I think--I think that if it's all Texans and they are, let's say, all white men, I think they're gonna gravitate and presume that the white--my white counterpart is the more senior, more competent authority in the space.Chris: Exactly. There are a certain set of assumptions that go into your brain, in other people's brains, the second you or I walk into a room. The second you or I walk into a bus, the second you or I walk into an elevator. And again, I do not blame the neuroscience behind the minds of the individuals who make assumptions as soon as you or I walk into a room, but it is very different when I used the word diversity talking about race versus when I use the word diversity and I talk about a person's background or a person's education, because certain people have certain assumptions that are attributed to their physical being. They can't help it. You can't help what I think about when I look at you as you walk into a room. You have no control over that. It's just like the white straight male from L.A. cannot help what I may think about him when he walks into the room, but some of these assumptions, some of these thoughts, some of these implicit biases are nothing--they have nothing to do with who's standing in front of you, okay? So I think--going back to your question, I think a lot of times--in the field of diversity and inclusion we've now migrated away from the cornerstone of diversity and inclusion, which had everything to do with gender and race, and we've migrated now to diversity of thought, diversity of background, diversity of experience, diversity of a lot of different things, and I'm not saying any of those things are wrong, but I am saying that neurologically, when I think about the word diversity, the reason why I believe we have to go back to the cornerstone of diversity, which has everything to do with gender and race, because of that reaction when you walked into the room with your white male counterpart. Until I can get this country and individuals in corporate America past the fact that they have no control over that implicit bias associated with that initial impression, then I cannot move forward and start thinking about other forms of diversity because there is an implicit association associated with just your physical presence that, quite frankly, has a stereotype associated with it, and it has a whole set of thoughts and assumptions associated with just your physical presence, which is where I think the work needs to be done, which is where I think we need to start building from.Zach: So you've made mention about making authentic connections and those neuropathic pathways. I'd love to hear more about that. When we first spoke, like, you talked about that. I'd love to hear more about that, because as you and I know, the real change happens at the executive level. So one, please expound a little bit about those pathways and those genuine, like, connections, and then what methods have you seen be effective in driving that sort of openness to be connected outside of one's comfort zone at, like, the top and highest of levels?Chris: Wow. So big question. [both laugh] I'm gonna start with three words, and then I'm gonna dive into each of those words just briefly so I can uncover some of what you've asked. The first word I want to talk about is a word called covering. The second word, or words, I want to talk about is safe place, and then the third word that I want to talk to you about is change and change management, okay? And these are all different, but they're all connected. So covering, let's start off with that. The reason why men and women who look like you and I, who work in corporate America, spend a large percentage of their time covering is because we understand that there are certain stigmas associated with our physical presence and there's no getting around it. The reason why you or I might not necessarily be as open to talk about some of our childhood experiences in the corporate setting is because we do not feel as though they are appropriate, and so we hide them, we cover them. Covering is an actual term that was coined back in the mid-'60s by a sociologist who talked about stigmas associated with all different types of people, and we all have them, you know? Straight white men also have the habits of covering, but they are a lot deeper when it comes to some of the underrepresented races in this country. So if you're either foreign background or of a heritage that puts you into a category as far as being called brown of some sort or shade in this country, you spend a lot of your physical energy covering, covering up who you authentically are, because you do not feel as though it's appropriate. You do not feel that you will have a good opportunity to assimilate unless you cover. And covering goes across the board. It's everything from how you groom yourself to, you know, as you're getting older, some of us, you know, color the gray hairs that may be popping out of our heads, and others of us cover even things like our bodies. Our bodies are a lot of times covered. There's a--the first billionaire female in this country made a billion dollars by covering women. It's the woman who started the SPANX brand in this country. The first billionaire woman under 40, I believe it is. SPANX. SPANX is nothing more than us having an openly bias toward a thinner physical person, and thus SPANX helps us do that, and so we like to cover the fact that we are not necessarily of a certain physicality, and we hide that through things like SPANX. So covering is where a lot of this starts. Go ahead. You have a question.Zach: I was gonna say--you were talking about SPANX. You know, it kind of reminds me of the first black--the first black female billionaire, Madam C.J. Walker, right?Chris: Absolutely, absolutely.Zach: Right? With selling perms and relaxers, right? Like, that was--I think that kind of falls into the bucket of covering. Please continue though. This is amazing.Chris: Yeah. No, you've hit something that is extremely important. I wasn't gonna talk about it because a lot of us suffer from this, but the reason why weaves, the reasons why straight hair, the reason why the European look for African-Americans in this country has been such a phenomenon and has made so many millionaires and billionaires in this country, is because of this thing called covering. When we view something as being the way that we need to better assimilate, we spend our entire lives trying to fit that image, trying to mold ourselves into the image of what we want to assimilate into. We bleach our skin. We straighten our hair. We change the way our body is shaped, all with an effort to cover who we actually are. So a lot of this starts with the idea of [or phenomenon?] called covering. Let me move to the second piece, which is safe space. Safe space is what your executive leaders at every major corporation in this country need to create in order for other people not to feel the need to cover. A safe space is basically an environment or a culture where inclusion is part of what they just do. Inclusion means that I am going to allow you to show up and be your authentic self because I think there is so much value in that. "Chris, I want you to come to work. I want you to dress, act like, be like, you know, fashion yourself after who you really are versus who you believe we want you to be, because we see value in that. We see and understand the value of your differences. We want to know who you are really, and through that story we're actually going to use it to create a better organization, a better company, a better culture." So the idea of creating a safe space can only be done when senior leaders see and understand the influence that they have on an organization and in a culture. If you've ever been in an organization where you felt like there were certain things you can't do, you can't say, certain ways that you just can't act--and not because they're inappropriate, but just because the leader, who creates the culture, has already deemed certain things as being inappropriate, and if you've been in any corporation in this country you know, depending upon which company you're a part of, there's certain things that are just not allowed, and those certain things often times are usually authentic parts of who you are. They're not abusive. They're not distasteful. They're just part of who you naturally are. One key example is my administrative assistant, who for the longest time had been wearing hair pieces and weaves and wigs and everything else, and she had been working for me for about two years, and she called me one weekend in almost a panic, and I answered the phone and I said, "What's going on? What's happening?" And she just happens to be African-American, and she said, "Chris, I'm going to text you a picture of me, and I want you to let me know if it's okay." I said, "Okay," and I thought it was--I thought it had more to do with clothing that she was wearing. She texted me a picture of her wearing her natural hair.Zach: Oh, wow.Chris: Wearing her natural hair, and she said, "Is it okay if I show up to work on Monday without my wigs?" And I said to her--and I'm not gonna use her name 'cause I don't want to embarrass her on this podcast, but I said, "Oh, my God." I said, "You look beautiful." I said, "You look like my sister. You look like my daughter. You look like my mother. You look like my friend. You look like the person who is my partner at work, and I love your authentic self." I said, "Do not ever feel like you have to cover who you are to show up at work." She says, "Well, I just wasn't sure if it was appropriate," and I told her--I said, "You are beautiful as you are. Please show up just like the picture has you," and again, all she did was allow her hair to be natural, and it was just curly, a little kinky, but it was the cutest, most beautiful picture I have ever seen, and since time she has worn her natural hair every day of the week.Zach: That's beautiful, yeah.Chris: Exactly. I could not make this story up. So as a senior leader, your job, your accountability, is to create a safe space so that people who are different can actually show up as themselves. The third piece that I would talk to you a little bit about is called accountability or change management, and when I say change management/accountability, what that to me says is that's, again, the job of the senior leaders in the organization, and that has more to do with if they show up as what I call Pepsi perfect, then they have already set the standard. If they do not or are not willing to show any humility or vulnerability, then no one else will feel like they can make mistakes or be vulnerable. They set the stage, the culture, for the organization and how the organization is going to evolve, and when they believe that they have to be perfect or show up perfect or set requirements such that there can be no mistakes, then you get very unauthentic, unengaged people showing up. The last piece of your question was methodology, and "Chris, how do you think we can use--what methodology have you used to try to create this environment of safety, this culture of inclusion and the ability for people to show up authentically?" And I'll tell you, it starts at the neurological level, and that is it has everything to do with your ability to articulate who you really are, and I call that story-telling. And the reason why I call it story-telling is because there is actually a neuroscience change that happens in your brain when you hear a person's story. When you take the time to understand a person's background, when you take the time to understand what has gotten a person to where they are in life, you change yourself. The reason why you change is for two things actually. One, the reason you change is because your brain doesn't know the difference between an experience and a story. So if I tell you a--if I tell you about a story, it is the same thing as if you were to experience it yourself. If I talked to you about my story of growing up in Cleveland, Ohio, and basically having to take two buses and a train to get to school every day and some of the experiences that I had going through, you know, high school and college, after I finished my story, Zach, you will neurologically change, because your body--your brain doesn't know the difference between my story and you actually experiencing some of that yourself, and so you get this flood of hormones that go through your body which actually change the neuro-receptors in your brain and make--because your brain has this thing called plasticity, you actually change. You feel different about me, and the reason why you feel different about me is because you see a part of you in me. Because it may be a completely different experience that I had in high school or college or even in the work environment, but as I tell you my story, you see yourself in me, and it brings you and I together. And it's not just you and I, it's me and the CEO. It's me and the chief marketing officer. It's me and the chief operating officer. So as opposed to that person or those people relying heavily on what they physically see when I walk into the room, when I tell them my story and I learn their stories, they can no longer look at me the same way because they have neurologically changed. We have created relationship where was none before.Zach: Wow.Chris: Yeah.Zach: [both laugh] Hold on. You know what I like about you, Chris? Well, I like a lot of things about you, but I like the way that you be--you be hitting, like--you be hitting [?] bars, and then you'll be like, "Yeah." Like, "That was fire and I know it. React to that." [both laugh] No, no, no. There's so much there, and I think--first of all, we're probably gonna--we're definitely gonna have to have a part two to this podcast because I want to get deeper. At the same time I don't want us to go have a two-hour podcast, but I do want to follow-up on something. So then when you're talking about creating these--like, sharing these stories and making these connections, you know, what are ways that black and brown professionals coming into an organization can facilitate that in a way that manages up? Like, what are ways that they could do that and help move the needle forward in their favor? What are ways that they could--they could share their stories and create those connections that would support and help them in their careers?Chris: God, that's a great question. So I'm gonna use a term which is based on education, which I told you at first that education does not necessarily change you, but I want to use this term from education 'cause you can start using it and applying it in your day-to-day. And it's a whole study and science around this thing called emotional intelligence, okay? So emotional intelligence, a quick definition of what it is - it's just your ability to take everything that's going on today in your life, Zach, everything that happened, you know, this morning--you know, you, you know, getting out of bed at a certain time, having to, you know, get certain things done, worrying about certain other things that probably lingered from the weekend--your ability to take all of those things that are just clawing and drawing at your attention and put them to the background and focus on Chris during this podcast. Your ability to do that is the quick definition of what emotional intelligence is. It's all of our ability to take everything that's going on in our lives and put it as a backdrop and to be present and able to listen to and serve the person who is sitting in front of us. So taking ourselves and putting ourselves secondary to another human being, but how does emotional intelligence actually help us as we're trying to create these inclusive organizations, to your point or your question, "How do we manage up?" We do it by being emotionally intelligent, and I'll give you a little bit more definition about how that application actually works at work. First of all and foremost, emotional intelligence is the best-correlated skill set to career advancement that there is. Let me pause and say that one more time. Emotional intelligence has the greatest correlation to career advancement than anything else. It is higher than IQ. You may get a job because of a high IQ. You get promoted because of a high EQ, and in this case EQ is emotional intelligence. And so how does that show up and how does that work? It works like this. As you get into an organization--and let's just say that you are different from an ethnicity or from a race-based perspective--first of all, all eyes are on you, and you probably know that if you've been employed by any of the major Fortune 1500 companies in this country, and because all eyes are on you, you get a lot of exposure that you had not even really anticipated or asked for, but the way you manage that from an emotional intelligence perspective is that you spend all of your time trying to find out and figure out what is going on with other individuals and people around you. One of the first things I did when I came to Vizient seven years ago--this is the truth--is that I went up to the CEO--first of all, I didn't take the job until I got a chance to meet the CEO, and I made that a prerequisite before I even came to the organization because I knew that the CEO creates the culture, and I wanted to figure out exactly what type of culture he had created. The first meeting that I had with him, the first thing that we talked about was his dress, the way he dressed, and the reason why we talked about the way he dressed is because he dressed the way I had always wanted to dress. It was very colorful. He had--you know, custom jeans on. He had designer shoes on. I mean, even to this day I can't afford everything that he wore, but it was so well put together that our first conversation was around his dress. I then wanted to understand how did he progress through the organization, so we had a really long conversation about the fact that he started out as an analyst, you know, 30 something odd years ago and then eventually was promoted up through the ranks of CEO. I found out about his wife and her background and the fact that she started out as a CPA. I also had many, many conversations with him about his son. He only has one son, and his son at the time was just about to enter college, and he had an incredible attraction to African art. I also found out that he spent a lot of time in New Mexico, and the reason why he spent a lot of time in New Mexico is because 1. it gave him a chance to get away from Texas, and 2. he was able to basically walk down the street and people really not know who he was or what he did. So he could kind of not have to be a CEO for those periods of time where he got a chance to get away. The reason why I tell you this story is because I immersed myself in understanding who he is, how he thought, how he worked, what was important to him, what his likes were and what his dislikes were, and as I did that, as I immersed in his life, he then paid the same respect to me. He paid the same respect to me, because he began asking questions about me and my story and what brought me to where I was in my career, in my life, in my work and everything else, and we built a very strong relationship. I'm gonna pause on that word relationship, because a lot of times the things that hold us back in corporate America, especially if we show up either from a gender difference or from an ethnicity difference, is that we don't take the time to form those relationships, and they have to be formed very selflessly. Very purposefully but very selflessly. You cannot walk into a relationship and expect a person to just automatically, you know, ask you about your family or your spouse or your education or anything else like that, even though that's a big part of your story. You have to first start out by asking them about themselves. I always tell people when they're about to go to an interview or if they're about to, you know, have a first conversation with another human being, and I tell them, "Use the 80/20 rule," and the 80/20 rule says that you should only talk 20% of the time, because when you're talking, you're not listening. When you're talking, you're not able to hear the story of the other person who is in front of you, who emotional intelligence tells you should be the center of your attention for that interaction. Does that make sense?Zach: It does make sense. For sure, for sure. So let me ask you this, because I'd like to get, you know, your prediction. Based on your expertise as an I&amp;amp;D subject matter expert, like, what is the future of I&amp;amp;D if it stays its current course?Chris: Yeah. I will tell you if it stays its current course--we've seen the current course trajectory for inclusion and diversity over the last 50+ years. We still have the same representation of minorities in CEO positions and board director positions and females in CEO positions and board director positions that we've had for the last, you know, 30+ years. That course has not changed. We have the same make-up as far as individuals who are moving into C-level jobs. We've got the same make-up that we've had, you know, for the last 35, 40+ years. That trajectory has already been put in place, and it continues to be there even though the demographics of this country have completely changed. As a matter of fact, if you're under the age of 18 right now, the majority in this country have actually become the minority and the minority have become the majority, but it doesn't mean--because the numbers are there, it doesn't mean that there will be change in organizations and corporations and boards of directors and people making key decisions. If you look across the world, we see where that phenomena has happened in other countries, where the minorities in a country are actually still in powerful positions over the majority of people who actually happen to be part of the organization or the countries, because they have not changed. They have not understood how to change the mindsets and really tap into the value of the vast majority of people who actually inhabit the place that they're at geographically. So the current trajectory has already proven out that it will remain the way it is, and the bad side, the down side of that trajectory, is that we don't have the ability to tap into one of our greatest resources, which is the true, rich diversity of people that walk into organizations every day, that walk into churches every day, that walk past you down the streets every day.Zach: Hm. That's a heavy--that's heavy, but this has been a great discussion, Chris, and, you know, before we wrap up, I'd like to know - are there any other projects that you're working on?Chris: Yes. Yeah, so the one--the latest project that is just unfolding at the conclusion here of 2018 has been a small I'll just call it boutique consulting firm that I just decided I'm going to create, because I don't see the current trajectory changing, and I said, "You know what? At the end of the day, one person can make a difference if they just figure it out and start doing it in a very meaningful way," and so I just started a small firm called Storytellers Consulting, and Storytellers Consulting has a lot to do with what we just discussed on this podcast, and that is teaching executives how to tell their stories and how to bring the stories out of the people who they work with and how to create inclusive cultures and how to create safe spaces and how to evolve organizations into becoming more inclusive. If there is nothing that is done at the neurological level, change will not happen, period. So here's my final thought on how change happens and why I know for sure this is true. So January. January is the most important month of the year for a lot of people, because they make a lot of promises to themselves. Most of us--most of us make promises like, "I'm going to lose that 10, 15, 20 pounds that has burdening me for the last, you know, 15 years of my life." That resolution lasts 'til about February 15th. I always give people right up 'til about Valentine's Day, and then the behaviors go back to what they used to be, right? And the reason why the behaviors go back to what they used to be is because change management requires for people to actually change neurologically, and the only way that that happens--let's call it for the sake of losing weight--the only way that you're gonna physically be able to lose weight and keep it off is if something triggers you to know that my behavior has to change or else there's either a consequence or else I see the benefit so much that I'm not gonna go back to my bad habits, and for a lot of people, those changes happen only when you get burdened with something like--something bad is gonna happen to you if you don't lose weight. Like, you get a call from the doc and they tell you the consequence of you not losing the weight. So short of that--because most people are not faced with that--short of that, we've got to change neurologically, which means that in order for me to physically make sure that you're going to stick to your commitments, I've got to explain to you in a way that makes so much sense that you are not gonna go back to your bad habits regardless of the temptation. The reason why this is so important is because, again, for most of us, we get off the diets by February 15th, and the reason being is because we've done nothing to convince ourselves that we have to be on that diet or we have to change our way of living. In diversity and inclusion, that neuroscience change starts with creating a relationship. The same exact thing would happen if you were to--as opposed to telling someone else that you're gonna lose a whole bunch of weight, if you signed up and created, let's say, a partnership with someone and said, "You know what? For the next year, you and I, three times a week, are gonna meet at the gym. We're gonna go together. I'm gonna hold you accountable, you're gonna hold me accountable, and we are going to change our lives together." When there is that partnership, that relationship, that neurological change inside of your head, inside of your body, it has a lot better of an opportunity of sticking, and so that's exactly what we want to do with Storytellers Consulting. That's exactly what we want to do when it comes to change management just in general across the country.Zach: This has been a phenomenal conversation. I just--I really appreciate it, Chris. Before we let you go--I know you just shared some--first of all, you've been dropping sauce this entire conversation, but do you have any final thoughts or shout-outs?Chris: Yeah. I guess the final thought or shout-out I have is 1. I really want to just let people know that one, there is no criticism associated with, you know, where we are today in this--in this country relative to diversity and inclusion. I do not feel like it is anyone's fault. I don't want anyone to, you know, hear this podcast and believe that, Zach, you or I are saying that there are so many social injustices going on in this country that, you know, this is just a throwaway or there is someone to truly blame for everything. That is not the message whatsoever. The message is that most of our current existence, most of our decisions, most of our behaviors, they are so subconscious, unconscious, subliminal, that we're not even aware of it a lot of times, and so all we're doing, all we're saying, all we're advocating for is for people to actually do things that are more consciously driven, and when you do things that are more consciously driven and there's a motivation and a methodology for you to do that, then we can actually make change, and that is exactly what we're advocating for, is that we just really think about this from a historical perspective, realizing certain things have just not been that effective, you know? The legislation that we did back in the '60s and, you know, all of the affirmative action pushes that we've done through the '70s and '80s, you know, as great as they've been, you know, to make people feel better, they really have not necessarily touched on the--on the real metrics associated with businesses and corporations in this country, and our organizations are missing out on an incredible opportunity to tap into what is now going to become the majority population in this country. And so again, my shout-out [?] to take a very introspective look and approach at what are we personally doing right now to build relationships that actually go beyond our racial differences, go beyond our gender differences and create true, meaningful, authentic relationships with other human beings by getting to know them at a neurological level. A lot of times, that is done through stories and through the art of storytelling.Zach: Chris, we definitely appreciate you being on the Living Corporate podcast today, and we consider you a friend of the show, and we hope to have you back, man.Chris: Thank you so much, man. It has been a pleasure and a gift and a blessing. Thank you.Zach: Amen, man. Peace.Chris: Amen. All righty, be well.</itunes:subtitle>
      <itunes:summary>We have the pleasure of speaking with Chris Moreland, the chief diversity and inclusion advocate at Vizient. He explains why he puts inclusion first and talks about the top three things most companies are getting wrong when it comes to D&amp;I.
Connect with Chris on LinkedIn!
https://www.linkedin.com/in/chrisjmoreland/
Connect with us!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We have the pleasure of speaking with Chris Moreland, the chief diversity and inclusion advocate at Vizient. He explains why he puts inclusion first and talks about the top three things most companies are getting wrong when it comes to D&amp;I.</p><p>Connect with Chris on LinkedIn!</p><p><a href="https://www.linkedin.com/in/chrisjmoreland/">https://www.linkedin.com/in/chrisjmoreland/</a></p><p>Connect with us!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3394</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Gain Skills Without Going Back To School</title>
      <description>On the ninth installment of Tristan’s Tips, our esteemed guest Tristan Layfield shares a few tips on how to gain skills without going back to school and potentially running up costly student loan debt.

Connect with Tristan on LinkedIn, IG, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume</description>
      <pubDate>Tue, 02 Apr 2019 06:46:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Gain Skills Without Going Back To School</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>63</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fe829be6-f2a4-11ea-88c4-9bd2a4871e49/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the ninth installment of Tristan’s Tips, our esteemed guest Tristan Layfield shares a few tips on how to gain skills without going back to school and potentially running up costly student loan debt.Connect with Tristan on LinkedIn, IG, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumeTRANSCRIPTTristan: What's going on, Living Corporate fam? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, let's talk about how you can gain new skills without going back to school. Sometimes we utilize the skills we currently have to their maximum capacity or we need to learn something new in order to advance our careers, but we don't want to go back to school. I get it. School is expensive, and it isn't getting any cheaper any time soon, so here's a few ways you can gain some new skills without going back to school. First, consider professional certifications. Maybe you want to get into project management. Consider taking a project management professional PMP course and certification exam, or if you want to get into HR, maybe you can work towards a Professional in Human Resources certification. Next, utilize the internet. Places like Coursera and Skillshare, among many others, offer free and low-cost courses to gain new skills. Also, let's not discount YouTube University. Not only can you utilize YouTube to learn a specific task you need to complete, but there are even whole courses on YouTube. Next, consider entrepreneurship. I think many people discredit the skills you can learn through entrepreneurship. Take me for example. In my business, I didn't just learn more about recruiting and resumes. I learned digital marketing, social media marketing, more operation skills, bits of accounting, sales, and so much more. While this may not have been taken into account previously, this idea of intrapreneurship or having an entrepreneurial mindset while working in corporate is taking off, so skills gained like this are becoming more valuable. You can also utilize entrepreneurship to break into new industries that you've been trying to get into in order to gain some experience. Next, consider internships. I know working for free or at a discounted rate is not usually what we want to do, but sometimes experience is just the best teacher. It can also open new doors if you give it your all. This is also a great way to break into new industries. So those are just a few ways you can gain some additional skills without heading back to anyone's campus and amassing student loan debt. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the ninth installment of Tristan’s Tips, our esteemed guest Tristan Layfield shares a few tips on how to gain skills without going back to school and potentially running up costly student loan debt.

Connect with Tristan on LinkedIn, IG, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the ninth installment of Tristan’s Tips, our esteemed guest Tristan Layfield shares a few tips on how to gain skills without going back to school and potentially running up costly student loan debt.</p><p><br></p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p>]]>
      </content:encoded>
      <itunes:duration>308</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>It's Our Anniversary!</title>
      <description>Zach and Ade celebrate Living Corporate's 1-year anniversary in this very special episode! They reflect on everything that's led up to this point, read a few user reviews, and so much more. Ade also shares her personal journey navigating the STEM field for the first time.
Connect with us: https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 29 Mar 2019 10:34:00 -0000</pubDate>
      <itunes:title>It's Our Anniversary!</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>62</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fea792c0-f2a4-11ea-88c4-d74d28578b09/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Zach and Ade celebrate Living Corporate's 1-year anniversary in this very special episode! They reflect on everything that's led up to this point, read a few user reviews, and so much more. Ade also shares her personal journey navigating the STEM field for the first time.Connect with us: https://linktr.ee/livingcorporateTRANSCRIPTZach: What's up, y'all? It's Zach.Ade: And it's Ade.Zach: And you're listening to Living Corporate. Now, listen, it's a really--what's the word? A special episode, and I feel like there should be, like, some "Tony! Toni! Toné!" playing. Ade: Why though?Zach: It's our anniversary. Not you and I. Well, in certain ways, yeah. Really the anniversary--yeah, but the anniversary of the show, right? Like, we've crossed the 1-year mark as a podcast, as an organization. That's pretty cool, right? Ade: It's pretty dope. I think this is the longest-running creative project I've ever been involved with, which is saying something, so shout-out to us. Zach: Man, super agree. Definitely shout-out to us, and yes, it's definitely been--definitely the longest engagement--I keep on using all of these consultancy words, and it's funny because my boss at my job keeps on talking to me--shout-out Juliet. I see you. Keeps telling me not to use all these consultancy words, but see, what's hard for, like, me to articulate at work is that I genuinely like words, but I'm still kind of--you know, I don't want to say, you know, [Ur-ish?].Ade: I know--I know what you're getting at.Zach: You know what I'm saying, but at the same time though, right, I just like words, but they don't get the "ish" side of me at work because of--because of reasons, right? So it's tough, but anyway, yeah. This is the longest project that I've been a part--creative project that I've been a part of as well, and it's dope. Like, I think it's crazy because if you look, like, over this past year, like, you'll see, like--I think what should make both of us proud is, like, a year of consistent engagement though. Like, it's not like, "Oh, we did it," and then we stopped, and then we did it and we stopped. Like, it's been a year of consistency, you know what I'm saying? Ade: Which is really a shout-out to you, because goodness knows that consistency is something that I lack in spades, but yeah. Without you there would have been very little consistency on my part, because yikes.Zach: Nah, nah, nah.Ade: We'll get into that.Zach: Yeah, we'll get into that. We'll get into that, but nah, actually, I'ma tell you, the crazy thing is that it was--what I was able to see in you and, like, the potential of this space that pushed me to be, like, really aggressive, right? And attentive and, like, not--and kind of unrelenting and neurotic in how we would, like--Ade: I don't know if that gives the right connotation or that has the right--Zach: No, it's conno--no, but I'm saying, like, there were times where I'd know that, like, I would get on your nerves. Like, I'd be like, "Ade, we gotta record. Ade, we gotta record. Let's go. Let's go," and, like, we're recording, like, multiple episodes at a time, and just me working, you know, just being, like, obsessive. Like, there's a certain level of that, right, that was involved in this, and I think when I talk to people who created something and are building something, like, there's a certain lev--like, a certain bit of it. Like, not to the point where it's toxic, but a certain level of just obsessive, like, it's all you're thinking about and doing for a certain season of your life, at least just to get it going. And I don't feel like it's like that now. I feel like we've kind of--like, we've found a certain pace and rhythm and sweet spot, but to get something off the ground takes a lot of effort.Ade: And I think for me that actually works for who I am as a person. I like immersion, and I've found that with anything, I have to live, breathe, swim, eat, everything consume a particular energy if that's what I need to focus on at that time, otherwise it's never gonna get done, and I'm also not the sort of person who gets annoyed by persistence, because it's something that I'm seeking out. It actually attracts me in a way to all of the things that I want, and that people who--in places where I find consistency and persistence and passion, those are the things that inspire me, those are the things that have brought me back to Living Corporate, even when I have not been in the most ideal situations. Because it's very easy to fall into the trap of complacence or just being like, "You know what? Everything is overwhelming, and I would like to just bury myself under the earth's crust and just, like, lay here for a second."Zach: That's real.Ade: But I've found that on the other side of that discomfort is everything that you're looking for, and you just have to keep pushing to get at it, if that makes any sense.Zach: No, it makes a lot of sense, and I feel the same way. And it's funny because, like, when I was talking to Rod with The Black Guy Who Tips--and this was, like, a while ago, but, like, he gave advice on the mic and off the mic, and we were talking about the fact that he said, "Man, you know, the biggest advice I can give you is just to keep going," he said, because so many people will get started with podcasting and, like, you know, they'll, like, do a couple shows and then they'll--you know, they'll get tired and be like, "Oh, I'll catch up next week. Oh, I'll catch up next week," and, like, you look up and they've been gone for, like, three months, or, like, people will, like, really put a lot of effort on the front end to, like, promote the podcast, and then you look up and it's, like--it's only been, like, two months and they're done. And I know for me, part of the reason so far--and again, it's only been a year, right? It's not like--we have time. We're still really babies, right? Like, we have tons--we have a long way to go. [laughs] But I know for me it's--like, the biggest fear kind of going into this was that, like, we would start, and we would, like, start off really big, and then we would fizzle out. So, like, I'm just really excited and thankful that we're here and, honestly, you and I, like, we're kindred spirits in a lot of different ways. Like, 'cause everybody doesn't like someone who's, like, persistent and, like will follow up and, like, hold you accountable and be like, "Hey, let's go." Right? Like, people don't like that, so the fact that, like, your vibe resonates with that is dope, because it's not common. So I'm really excited and thankful, like, for you to be here for real. Ade: Thank you. And just the last thought that I have on that is that I've found--and hopefully this helps somebody, but I have found that when I reach the valleys of my energy reserves and I'm completely tapped out, it helps having somebody like you, almost like a body double, because--I was gonna use a phrase.Zach: Nah, say it. [laughs]Ade: Ain't no punk in my blood. So I will be damned if anybody else, like, next to me is outworking me and we have the same level of commitment, so if you're willing to be up at 10:00 p.m. to record, I'm willing to be up at 10:00 p.m. to record, and if you are willing to cram yourself into a closet space to record, guess what? I too am willing to cram myself into a closet space to record, right? So there's something to be said for having a partner in your commitment who's willing to, like, go the distance with you, and you can sort of measure yourself and keep pace with that person. Not necessarily saying that you have to be down on yourself when you're not capable of being where they're at, but it's almost like having a guidepost as to where you need to be, and even when your heart isn't in it, you're able to, like, mirror somebody else so that at the very least you're going through the motions until your brain remembers what it feels like to win, if that makes any sense.Zach: No, it does, it does, and it's so interesting, right, because--the last part you said, like, really hit me, 'cause, like you said, "when your heart isn't in it"--I think a lot of times, like, when we do things it's like, "Man, if I don't--if I don't really feel like doing it, then I'm not gonna do it," and it's like, "Man, there's a lot of stuff that I don't feel like doing that I just gotta do." So it's just really interesting, like, when you said, you know, "when your heart isn't in it." And it's--like, it's really important because a lot of times when you're doing something, especially if you're trying to do something and build something over time, you don't always feel like doing it, right? But, like, you just gotta do it. I mean, like, the easiest example is working out. I've been working crazy, so I haven't, and that's an excuse, but I haven't been getting up like I want to that I budgeted in my time to actually work out in the morning. Like, I get up. I have an alarm that goes off at 5:30 in the morning. That's for me to work out for 30 minutes every day. I have, like, a kettle bell. I'm, like, supposed to be doing this kettle bell routine, and I don't always feel like doing it, but, like, I'm not gonna get the results I want if I don't get up anyway, right? And it's like--Ade: A word.Zach: A word. [both laugh] A whole word, but it's true, and, like, you know--Ade: You are dragging me in my hunched-over position and this, like, [inaudible] potbelly I have going on right now.Zach: I'm dragging myself, nah. I mean--just shoot, listen. See, this is what happened. So I dropped weight, and, like--so now I'm able to look down--I dropped weight. Now I'm able to look down and see my belt buckle, so I'm like, "Oh, yeah. I can see myself." Like, "I'm good."Ade: Okay...Zach: Right? But it's like, "Nah." Like, there's more goals than just, like, not being able to see your shoes. Like, you should dream bigger than that. So there's another word for you. Some of y'all are just shoe-starers. You need to be bigger dreamers than that. Keep going. Keep driving.Ade: Drag me. Drag me.Zach: [laughs] Man. So while we were talking, right, I had, like, other things that, like, popped up in my head, all right? So tell me if this is, like, a cheesy joke. So first of all, like, we're not--this is not the topic of [inaudible]--Ade: It is.Zach: It is? Okay. Well, I'm gonna say it anyway. So you were talking about being in the closet to record. Ade: Yeah.Zach: Okay. How crazy would it have been had you been in the closet to record the episode--and I think you know what I'm about to say--Ade: I do. All you had to say was closet. No, please. Finish.Zach: Okay. How crazy--[both laugh] how crazy would it have been if you were in the closet to record the episode of being LGBT at work? That would have been nuts.Ade: You are childish, number one. Number two, that would have been brilliant actually, 'cause I think I was still in the apartment with that alarm that wouldn't quit.Zach: Yes, yes. I remember that spot.Ade: I just want to say that if y'all have been here for this long and you've heard me through the apartment with the alarm that wouldn't quit, the house in D.C. where you may have heard random gunshots in the neighborhood, the apartment in Tysons Corner with all of the, like, zooming cars or that one day I was in the golf room and that one guy had a vengeance against golf balls.Zach: He was knocking the mess out those balls.Ade: He was not--like, just straight up assaulting golf balls, and I was concerned. Shout-out to you. We here. We made it. Zach: We made it, dogg. We're here, and like, yeah. So anyway, I'm just thankful for you. I'm thankful for this. I'm thankful for us. I'm thankful for JJ. It's crazy 'cause we didn't even--like, we didn't let any air horns off. Hopefully JJ--hey, JJ. Listen, man. We're not gonna get sued. Just go ahead and put "Tony! Toni! Toné!" at the beginning of this. Maybe let it loop in the background actually. We ain't--Ade: You know, I actually think this is an occasion for celebratory gunshots. What do you think?Zach: Yes. Hey, JJ. Let them thangs go, bro. [he does]Ade: Brrap-brrap.Zach: [laughs] And some air horns. Put 'em in right here. [JJ does] Yes. Let 'em--yes, man. We out here, man. It's been a year. I want to talk about these stats real quick, man.Ade: Aye.Zach: In our first year we've had, like, 40,000 downloads, fam.Ade: Whaaaaaaaaaaaaaaaaaat?Zach: That's not bad. Like, for a grassroots podcast with no--Ade: Okay, first of all, don't give me "that's not bad." That's dope as hell. I just--I think you should celebrate everyone. One of the things that I'm taking away from the situations that I've left behind is that celebratory Milly Rocks are an important part of your growth and your development as a person, because celebrating the little wins and recognizing all of your small accomplishments rolls into the part of you that persists, because failure's really demoralizing, and it sucks, but when you're able to, like, go back to past situations and identify all of the ways in which you won and didn't even realize, recognize, or celebrate those things, you're able to be like, "Well, damn. I really am that [person]." Zach: [laughs] That was super funny. Hey, Aaron. [that's me] So look. You know, we've talked about Aaron in our past, and again, listen, I've--I've called our allies Buckys and White Wolves, and the reason why, for those who don't know--Ade: And don't forget Winter Soldiers.Zach: Oh, and Winter Soldiers. And the reason why, if y'all know anything about Marvel, y'all know that the Winter Soldier's name was Bucky, okay, and that the Wakandans called Bucky "the White Wolf" in Wakandan. So Aaron--Ade: By the way, I heard that attempt at an accent. It, uh...Zach: I really--but this is the funny thing about that.Ade: You've been practicing, huh?Zach: No. So this is the thing--actually I started and I said, "Ooh, this is terrible," and I stopped in the middle, right? I did not--I did not complete it. But anyway, Aaron is a--he's a Winter Soldier, okay, and he's also the person--when you look at, like, all of our social media stuff--and we've talked about him before. We've joked that he's our diversity hire, and so Aaron, when you do the transcript for this and Ade said, "I'm that person," make sure that you put person in brackets so the real ones know what you really meant. [laughs, and done]Ade: All of that exposition...Zach: All of that exposition just for that one piece of direction.Ade: I can't stand you.Zach: And it's funny 'cause he's gonna listen, and he's gonna be like, "Oh, yeah," and he's gonna do it. [they laugh, and that's exactly what happened] Oh, my goodness gracious. Ade: It's been a year of, like, deep sighs with you. Just, like, a--Zach: It's been a year of deep sighs, but look--but, like, you've gotten your [inaudible] out. [laughs]Ade: [utters the deepest sigh ever] A deep Negro spiritual sigh.Zach: A Negro spiritual sigh?Ade: Or it's an Issa Rae. [https://twitter.com/issarae/status/918611371805282305?lang=en]Zach: All the--all the Dad jokes and not nan a child around here. Pure Dad jokes.Ade: Look. Listen, it just means that you are well-prepared.Zach: I'm big ready. [both laugh] But nah. So, you know, I'm kind of at a loss of words because I'm just thinking about--I'm really thinking about what it took to make a year of content. Like, a year of content, and we've been working. Like, we've had full-time jobs, as consultants no less. Like, man, talk about that. Like, you have a whole new consulting job.Ade: 60-hour weeks. I counted it. I counted and averaged my working hours, and I just want to say that whoever said consulting was an easy gig... you are a liar.Zach: Oh, no. They lied. They lied. Well, this is the thing. It's easy I guess if you trash and [in a hushed whisper] if you're not black or brown. [laughs] Can we be honest?Ade: You know, I mean... all these facts. Like, I don't get to be mediocre at my job.Zach: I've never--yo, I'm gonna be honest with you. I've never--[laughs] No, no, no. So let me be clear. I am not saying that--well, I am saying that white privilege makes your job easier. I'm definitely saying that for you, yes. So if you're listening to this, I'm sorry. Be offended. It's cool. [both laugh] What I'm not saying is that, like, everybody who is white thinks the job is easy, 'cause I do know there are some majority people out here who are working very hard in consulting. Like, they work super hard, but every time I meet somebody and they say their job is easy, like, I've never met a black or brown person who says consulting is easy ever. Have you?Ade: Absolutely not.Zach: Like, never ever. Never.Ade: Ever.Zach: Eva eva, but the thing about it is--what I will say to that--you were talking about how many hours you work. So I don't want to say how many hours I work because there are people who, like, mentor me who listen to this podcast. If I told them how many hours I work, they would coach me. They'd be like, "Hey, Zach. You need to relax. You shouldn't be working that hard." So I'm not gonna say that, but I will--Ade: So maybe you need to relax and you shouldn't be working that hard.Zach: I mean, maybe so, but the point is, like, it's been a grind, right? Like, it's work. It's been work--like, we've been working. We've been working full-full-full-full-time. You don't really take a lot of vacation. I don't take a lot of vacation.Ade: Lol at a lot of vacation. Try any vacation.Zach: Lol at the word "vacation."Ade: Right? And obviously that's not to, like, compare struggles or anything like that.Zach: Definitely not.Ade: It's just, like, trying to give an accurate picture of, you know, just how exhausting this past year has been as well. Like, and as much as it's been a year of amazing triumphs and just wins that we didn't see coming, I'm working on a sleep deficit here, even on the weekends, and that's not something I'm trying to continue for very long, because I understand that sleep is a necessary and essential component of life, and I'm even not trying to encourage the culture that says that in order to, you know, be a good worker you have to show up to work on Mondays talking about how sleep-deprived you are. That's trash.Zach: That's toxic. That's super toxic.Ade: That is trash. Your brain needs sleep. But I also recognize that there are periods in your life where you have to take the L, whether it's the social L, sometimes the sleep L, to get to where you need to be in the long run, and so that's the time that we're investing now for later, and I'm sure all of my full-time workers/part-time hustlers understand what we're talking about.Zach: Straight up. I mean, this is the thing. I just don't know of any, like, entrepreneurs, full-time or part-time, who have made something pop, made the shake, without, like, really, really grinding, and I'm definitely not suggesting that you should be working yourself ragged all of the time, but there are gonna be some late nights. And, like, beyond you working late, I would say heart--more than that, you're gonna have to think a lot. Like, you should probably be more mentally exhausted than you are physically exhausted if you're really grinding at this entrepreneurship thing, because it just takes a lot of mental effort, like, to think through and strategize on how you're really gonna get stuff done.Ade: Right?Zach: Think through how you're gonna use your time, right? 'Cause you can't create more time, and you need sleep, 'cause it would be trash if we got on here talking about you don't need to go to sleep when we be talking about drinking water. Matter of fact, since we brought up drinking water, go ahead--I just hiccuped 'cause I need some water. [both laugh] Grab yourself the nearest cup of water, go to the tap--unless you are in...Ade: Washington, D.C.?Zach: Unless you're in Washington, D.C. or any of these other--if you're in a poor black or brown community. Because of the way that racism is set up and white supremacy is set up, your water probably tastes disgusting. So hopefully--Ade: Not only tastes disgusting, it probably has actual contaminants in it. So just don't do that. [inaudible]. Just drink some water.Zach: So don't--yeah, don't do that part, but maybe go get some bottled water if you can afford it, because the way that, again, white supremacy is set up and capitalism inherently built to destroy you and us. But, you know, if you can drink some clean water, go ahead and drink some right now. That's all I was trying to say. It got kind of dark, but I meant it.Ade: All of them caveats, and I just finished a bottle of water while you were speaking. I needed that.Zach: All of them caveats--all of them caveats. [laughs] But nah, for real though. You've got to take care--you've got to take care of yourself. So let's talk about this. Can we talk a little bit about, like, your journey with the STEM and what you've been learning?Ade: Absolutely.Zach: Okay.Ade: This is big trash. [both laugh] No, actually this is top two most challenging things I've ever had to do in my life, and this is not number two. I spent some time thinking through how I've been taught to think about myself as a learner, how I've been taught to think about myself in relation to the world around me. I was one of those kids who always picked up concepts quickly at incredibly high levels of abstraction. I could have--and I was very, very young doing this--I remember that when I was a kid, my great uncle, [inaudible], would sit me down in the morning and hand me the morning newspaper--and I'm, like, five years old during this--and we're just reading through the paper in the morning, and we'd say--and we'd talk about it, and he'd give me a little cup of coffee to drink with him. It's probably his fault I'm short, because everybody else in my family is tall, but we'd sit and talk through these incredibly abstract ideas. We're talking through military coups, we're talking through changes in, like, global structures. I'm being more complimentary of my ability to hold a conversation with a grown man who was in the military about these ideas, but I say that to say that I was always socialized to think of myself as an intelligent person. When you are teaching yourself an entirely new body of knowledge that you've never quite interacted with in the same way--I mean, I took, like, Computer 101 class, so I knew, like, what binary code was or what binary was or what the CPU is. I actually had an interest when I was an undergrad in building my own computer from scratch. I really wanted to, like, put everything together because I thought that was really, really cool. I'm not a very tactile person, so I had never worked with anything in that way before. So those were entirely new concepts to me. I don't think I've ever felt so defeated as trying to understand what a four loop or what a wild loop is and why I would use it, or what data structures are, or what an algorithm fundamentally tries to do, and over the course of the last year I have, like, doubted my intelligence. I have sincerely believed that my brain was just broken, and I've just discovered things that were patched over in an education system that wasn't designed to serve me in the way that my brain functions. And I can go on rants for days about this, but I [inaudible] believe that should I ever be blessed with children I'm not letting them be educated in the United States of America, certainly not in the public education systems in which I was raised, in which I was educated, because those systems don't teach you how to think critically or think creatively about problems. They teach you how to think about solutions.Zach: Man. That's so true.Ade: And frankly, that does you a disservice, because one, you need to think about the problem, not necessarily the solution, because through thinking through the problem you are hitting on and thinking through critically all of the ways in which the problem is structured and you're examining your biases about these different problems. Also the fundamental work of thinking through a problem requires you to think through other perspectives, and I think it gives you a level of empathy for others that we don't necessarily get to learn in traditional educational structures. And I like numbering thoughts because I lose track of things really easily, but now I've lost track of several other thoughts that I had. But the point of what I'm trying to say is that I've learned so much about myself. I've learned about learning. I've learned that I'm not incapable of learning. I might be slower at picking up technical thoughts and high-level extraction in the way that other people may pick them up, but that doesn't necessarily mean that I'm a failure or that I'm broken. And I also--I do this thing where I don't quite give credence to the context and circumstances of my situation, and for those of you who are listening, I've been through some ups and downs, and I found myself recently comparing myself to other people, maybe in the meet-ups that I would attend or just--the D.C. tech circuit isn't that large, and just struggling to articulate why it was taking so much longer than other people to get to a certain level in my education, and I had to give myself a break, recognize not only that I was working with an incomplete set of cards, but also recognize that I'm not working on anybody else's timeline but my own. [? will say (something in a foreign language,)] which means that we don't work by somebody else's watch, right? Like, we're not working on the same timeline, and that's okay. So yes, I've learned a wealth of things about myself, about the world, about learning. Did you know that actually--this may or may not work for you, but it's really helpful when you learn things to not stack your learning every single day. Zach: Nah.Ade: Part of what I struggled with was that I thought I have to crank at this five hours every day forever, and actually if you space out your learning--so doing two days on, one day off, then one day on, one day off, and then three days on, it actually gives your brain time to rest, time to create the synapses that allow you to build the blocks of understanding, and it's a lot easier for you to learn when you are doing, like, three fundamental things. When you are sleeping, which I didn't do for a very long time, when you are working out--because exercising is actually a way of enriching your brain--and when you are giving yourself on and off periods of learning. So it's almost like you feed your brain the information, and then you give yourself a break so that your brain can make sense of the information that you just provided it. Zach: But you know what though? I understand that. That makes sense to me, like, in principle, because when you think about, like, working out any other part of your body, like lifting weights, you have to, like, give yourself time to heal, right? Like you'll lift--you're not gonna work out the same muscle group every single day. Like, you're gonna--your upper-body one day. You can work out your legs the next day. You know what I'm saying? Like, you're not gonna just do--you're gonna give yourself time to heal, and, like, that's really interesting though, because when you think about learning and the way that we talk about learning, it's often in the context of, like, "Man, you just gotta repeat, repeat, repeat," like, over and over and over and over, and the other thing that you said, which is so crazy, and something just hit me just now. You said--like, 'cause public schools don't teach us to, like, really talk about problems, they talk about just, like, creating solutions, and we kind of--like, we praise that, right? Like, as a larger society. We praise not being problem-focused, right? Being solution-oriented and, like, thinking through actionable items to solve things, and it's like, man, there's value in, like, slowing down and really understanding the problem.Ade: Right.Zach: And, like, really ruminating on the problem, and it's funny because the next thing you said, which also hit me, was focusing on the problem can really help you grow in empathy. And, you know, I pride myself--I call myself an empathetic person, but I'm not really good at, like, slowing down and focusing on problems and, like, really, like, thinking through and, like, cycling problems over and over and, like, being like, "Okay, what's really--" Like, really, really slowing down and thinking about the problem, and that's feedback I've gotten on my job recently, and I had to--like, for me, like, that was just a gut-check, you just saying that, 'cause I'm like, "Dang, am I really as empathetic a leader as I think I am if I can't slow down and focus on the problems?"Ade: Right.Zach: So that's real. So look, and all of the things you talked about, all of the things you've been learning and you've been picking up, you didn't talk about why you're doing it. Like, what are you trying to do?Ade: At first it was solely because I wrote this list of 23 promises to myself on my 23rd birthday. I was going through this period--right before my 23rd birthday I went through this terrible break-up. It was with this person that I had a relatively toxic relationship with, but I was trying to find the win. I was trying to sift through the relationship and find all of the bits and pieces that added to my life, because I don't necessarily believe that I have experiences for the sake of those experiences or the sake of just having a terrible thing and then getting past it or whatever. I think that I need to learn from everything that happens to me, even if the lesson is "Wow, that person was terrible. Never again." So in compiling this list of promises to myself, I decided I was gonna learn a new thing, and I had just gone to a class that is held here in D.C. called Hear Me Code, where in a fem-centered space, or for people who are feminine of center, you come in, you learn how to write basic lines of code--so you're not really creating a program. You're just learning how to write basic lines of code. The syntax of Python, which is a really, really easy language to read and conceptualize, and I was like, "That is so cool. I really like that. I'm gonna learn how to code." Knowing now what I wish I knew then, that was a really, really dumb thing to do, because when you create this abstract idea or this abstract goal, it's really, really difficult to hit your mark, right? How do you know that you've learned how to code? Could I technically print "Hello, World" to a console in, like, three different languages? Sure, I could. Four now, whatever, but have I reached the level of mastery that it requires to call myself a software engineer? No, I have not, and the gap between those two ideals is so extreme that I almost set myself up in not thinking through what that meant. It is this character-building exercise now for me in that because I'm having to think through all of these really, really difficult things and all of these really, really high-level concepts, it also almost forces me to daily reassess who I am as a person and what I am dedicated to conveying to myself about myself. Yeah, I hope that answered your question. I have a tendency to, like, ramble, which you can see in my code, but--[both laugh]Zach: We both do. Nah, [inaudible]--Ade: You know, but I'm trying to convey an idea here, dammit. [both laugh]Zach: No, no, no. It makes sense to me. I think--I think for me it's interesting because your reasoning and, like, passion behind it is much more mature and, like, what's the word? Just the desire for you to know yourself through what you're doing rather than you being like, "Oh, I want to do X, so I'm learning this," right? There's a story and there's a journey there. So no, it makes sense to me. It's cool, and it's just--you and I have talked about it offline, but I wanted to make sure our listeners kind of heard the "why" behind it. 'Cause we've alluded to you learning this and spending your weekends and your evenings studying and going to class. I wanted to make sure that people knew a little bit more, and I know we'll continue to share as your journey continues on. Let's do this. What else do we want to talk about? What we got? We got, like, about a little over 35, 36 minutes in. Do we want to do--let's read some of these reviews, yo.Ade: Okay. You're not seeing me. You may be hearing the ash on my hands, but this is the Birdman hand rub.Zach: I hear--I hear the [?]. How are your hands so small and so ashy? That's crazy.Ade: Wow. Wow. Wow.Zach: That mug sound like *shaka-shaka-shaka*.Ade: That attacked my character.Zach: Shaka-shaka-shaka Khan.Ade: Wow. Wow. Wow, wow, wow.Zach: [laughs] That sounds--they're so ashy. Let me see--let me see.Ade: I just want you to know--nope. No, no. You don't need--you don't need to see. I washed--in my defense, dear listeners, I washed my hands before I got on this call because I have been dealing with a brood of approximately fifty-'leven children in this house all day, and, like, half of them were sick and gross. So I had to wash my hands.Zach: Oh, I feel that. That's crazy that you said "brood." Let me--but you know what though? We have these mics. The mics are pretty sensitive, so let me just see. Let me see, 'cause I just put lotion on my hands. My hands really--they should sound like two wet slices of ham rubbing together.Ade: Okay, yuck.Zach: [laughs] 'Cause that's how moist they are. So I said something moist--Ade: Mucho yuck.Zach: And then I said moist. Okay, here we go. Let me see. Nah, that sounded like a little bit of sandpaper running together as well. Okay.Ade: I didn't even hear anything. [same] This is trash.Zach: [laughs] Well, I can hear it in my mic. That's funny. Let me see. Hold on. Y'all hear that? No? [that time I did] Nothing?Ade: Nope.Zach: Oh, yeah. Oh, yeah. That's right. I'm moisturized over here, baby.Ade: Wow. So now I'm going to get on here sounding like Ashy Magoo.Zach: Not Ashy--not Ashy Magoo.Ade: There is--there is no justice in the world honestly.Zach: That's crazy. And can I keep it a buck with you? I haven't actually put lotion on my hands all day. I'm just naturally moist.Ade: All right. Okay, well, that's my time. I have to go. I must go. [?]Zach: [laughs] Let's go ahead and read some of these reviews.Ade: All right, bet.Zach: This one is from--first of all--hold on. Before I just get into reading reviews, right, let me put, like, an actual, like, intro and reason as to why we're doing this. We haven't read one review in the past year, and we have over 100--we have 127 reviews on iTunes, and then we have, like, a handful of other reviews, like, on our other spots where we publish our podcast, and so we just want to, like, thank and shout-out some of these reviews, man. So, like, I'ma read one, and then, Ade, I don't know if you have yours up, you want to read some, but I'ma start--Ade: I'm going there now.Zach: All right, dope. All right, so this one is called "A Breath of Fresh Air." That's the title, and it's from E from D.C. "Definitely a podcast worth listening to. Being a person of color in corporate is sometimes difficult to navigate because you may not know many others like you who have managed to lead a corporate job. You may be the first in your family working corporate, or you're just trying to figure out what your corporate identity is. Thank you for creating this podcast for us." Thank you, E from D.C. Shout-out to you. Thank you so much.Ade: Shout-out to you.Zach: Shout-out to you. Let me--let me read one more, and then I'ma let you go. This one--this one is from Jonathan Jones Speaks. "Built For This." "Their voices are made for podcasting." Uh-oh. "I love how you both feed on each other's energy, bringing on guests that add tangible insights and tangible instructions. Your stories are transparent and transformational. Continue to educate and elevate." Thank you, Jonathan Jones, from the Speak Your Success podcast. Thank you, brother. I appreciate you.Ade: All right. So I'm gonna--I'm gonna go with two that are back-to-back. So the first one is from Lee Cee Dee [?] titled "Amazing Guests and Content." "For a podcast that's fairly new, Living Corporate came out the gate very strong." Thank you. "The topics are so relevant to working millennials, and the guests are amazing. The first episode will always be so memorable and poignant to me, but also check out the mental health and LGBT episode as good places to start." Thank you, Lee Cee Dee. Next one. This is from Mixed Girl Maine. The title starts, "This is for us, being corporate while." It reads, "Thank you for this podcast. I am a former senior [?] manager of HR and an operations manager in the tech field. Being both the only or one of the few [?] managers and typically the only woman in upper management, I have felt for many years there was no community for me." We got you, girl. "This podcast is my community. It speaks directly to me, my experiences, and since my corporate career ended last year with difficulty, I just wish I discovered this well before this week. Keep it up. This is amazing."Zach: Man, I love that. Like, we'll just stop right there. I love--I love the fact that we've created something that people actually listen to and actually find value in. Like, I could tear up. I could cry a little bit to be honest. Like, that's awesome.Ade: This--why haven't we done this before? I truly--Zach: 'Cause we're trash, Ade. [laughs] 'Cause we are wack.Ade: I've never, like, gone looking through--Zach: I've skimmed a few, but I haven't really taken the time to, like, read and [?] on some of these reviews. Like, these are beautiful. There are some others on here that are just so--and some of 'em are long.Ade: I love how Candice came in repping the gang. Like, she was like "gang gang" out here.Zach: She definitely came in gang gang gang. She said, "I might be biased 'cause it's my husband, but yo, this podcast is fire." I said, "Come on, baby. That's what I'm talking about." She's my peace and my reviews.Ade: Oh. Well, then. Look, listen, I hear you.Zach: The "be his peace," that mess gotta stop. I literally--I be wanting to throw stuff when I see those little posts.Ade: I just personally--all right, well, I'm just gonna leave that alone. I'm gonna leave that alone.Zach: [laughs] I saw somebody--so I'ma say--I'ma say this joke because I feel like--'cause we're essentially a D&amp;amp;I podcast. Well, really we're an I--we're an inclusion and diversity podcast, but anyway, that's for another time. I saw some post that say, "My Latinx ladies, instead of trying to Hispanics, you need to be Hispeace."Ade: Oh, my God. First of all...Zach: [laughs] I said, "First of all--"Ade: That is terrible.Zach: That is trash. I was like, "First of all--"Ade: Secondly, [?]. Be Hispanic.Zach: I said, "First of all, please be Hispanic." First of all, Hispanic is not a culture, but please embrace your Latinx roots, whatever those may be. No, you will not sacrifice to be that some dude's peace. No. Ade: So here's the funny thing.Zach: Go ahead.Ade: Set his whole world on fire. I'm joking actually. [?]Zach: [laughs] Set his whole world on fire? That's super--so, like, do the opposite. Be his destruction in this mug. Wow. No, but, you know--Ade: Don't take my advice, y'all. I'm not straight. I have no relationship advice for anybody. All right, moving forward. JJ, cut all of that out.Zach: Moving forward. No, no. He's gonna keep it in. This is gonna be funny.Ade: Oh, boy. Oh, boy.Zach: So what else do we want to do here? So let's go ahead--you know what? You know, we ain't gotta give 'em everything. Let's stop. Let's stop right here, okay? I do have an announcement though before we get up out of here.Ade: Oh?Zach: Yep, yep, yep. So you've been rocking with us--if you've been rocking with us for any amount of time, you know that Living Corporate is not just a podcast. We actually have a blog. We have a newsletter. We have giveaways.Ade: All that.Zach: We have all of that. We have a lot of things going on, and I'm really excited to announce the fact that Living Corporate is now ready to expand our writing platform. So you should be expecting WAY more written content at a much higher and consistent clip than you have in the past. We have a team of writers. Like, these are people who are actively in Corporate America, focused and passionate on diversity and inclusion, focused--they have experiences in just being other in these majority-white spaces. We have some folks--I don't know if y'all remember--y'all should remember--Amy C. Waninger. She came on, and she was our guest for the Effective Allyship episode. She's actually one of our key contributors, key writing contributors, for Living Corporate, and so--Ade: Shout-out to Amy.Zach: Shout-out to Amy, man. Shout-out to Amy, yeah. Like, straight up. Love to all of our writers, and just really excited to tell y'all. So, like, you know, I think it was--I don't know. I guess whenever we had, like, our last random episode. It was, like, in the New Year, I think. I don't know if it was, like, the New Year or if it was, like, a New Year's Resolutions episode, but we talked about "Hey, we got more--we got, like, more content. Like, we have more stuff coming." Or maybe that was the Season 2 Kickoff. Maybe that's what it was. Kind of running together, but the point is we talked about the fact that we had more stuff coming. We were gonna wait until it was ready, and so, like, I'm just really excited to say, like, it's ready. Like, it's almost April. We've been, like, lying in the cut just getting our content together. So for all of my creators, y'all know how it goes. You don't want to just kind of jump out there. You want to make sure you have a little bit in the tuck. So we have it already, and we're just excited, so make sure you check us out on livingcorporate.com--I'm sorry, living-corporate.com, please say the dash, 'cause Australia is still trippin'.Ade: Big trippin'.Zach: They big trippin' to be honest. Yo, also--now, this is not a current events podcast, but yo, my man who busted the egg against my mans head though. Crazy. Ade: Egg Boy for president of some country that's not this one.Zach: Shout-out to Egg Boy. Yo, and also--hold on. So we can make sure that we're being fair, also shout-out to--shout-out to the Muslim woman who confronted Chelsea Clinton in a respectful but intentional way about her showing up at that vigil though. Shout-out to her too.Ade: I--I have some thoughts--oh, let's get offline. I have some thoughts.Zach: You have some thoughts? We need to really actually--we need to actually have a podcast episode very soon about being Sikh and Muslim in the corporate space.Ade: I'm down for that.Zach: Like, we need to--like, we need to, like, really get on that, like, for real. Like, that needs to be an episode that we drop very soon, because the level of just, like--man, just the bigotry, dogg, and, like, I don't think people really understand that, like, Islamophobia is definitely tied into white supremacy. It's just crazy, and, like, I just--man. And it's crazy to say I can't imagine, 'cause I can, which is sad, 'cause we're black. So it's like I can definitely directly understand and empathize and sympathize with how these people feel, 'cause it's like, "Man," but it's just nuts, man. Like, it's just crazy. Like, we've got to talk about this. Okay. Well, shoot. Let's see here. Before we get up out of here, Favorite Things? Ade: Sorry, I had to cough for a second. Um, Favorite Things, Favorite Things, Favorite Things. I didn't realize we were gonna be doing this. So my current Favorite Thing is the console.log function in Javascript. Now, for those of you who do not know, console.log allows you to print something, anything, to the console, which is where you get your feedback about how your code is doing, and I know that debuggers exist, but the way I first learned how to identify where my code wasn't quite working correctly was just by inserting a console.log function into my code, and so shout-out to that beautiful, beautiful, beautiful piece of technology that eliminates the dark for me. How about you?Zach: So my Favorite Thing right now has to be Jordan Peele. He's a beast, dogg. Like, he's super cold.Ade: Have you seen Us?Zach: I did, and actually, let me take that--well, nah--yes, actually, I'm gonna go ahead and still say my Favorite Thing is Jordan Peele, because he gives space to a very chocolate, all-black family in a major motion film. Ade: Which you wouldn't think it would be surprising to see a family that have consistent skin tone amongst them not having one random mixed-race daughter with two black ass parents. That is not the case, as the history of American television has taught us.Zach: I'm saying. Like, and they're so--they're dark. Like, they're dark, and they're--it's just beautiful. So yeah, you know, Jordan Peele is, like--he's my nod for Favorite Things this week because--and I'm not saying Favorite Things as if Jordan Peele is not a person. He's a human being, but what I love about--what I love about Jordan Peele is, and, like, what I really aspire to do is to, like, create platforms for other people to shine. That's, like, really my passion, right? Like, creating platforms for other people to shine. Like, Living Corporate, I love Living Corporate because--and it's my passion, it's my heart, because we're creating this platform to, like, highlight the humanity and, like, the perspectives and affirm the humanity of people that often get ignored. Like, he's doing that with his work, and I did see Us. This is Us. Is it This is Us or is it just Us?Ade: It's just Us.Zach: It's just Us. Goodness. Yeah, This is Us makes me cry. Not the show, just the trailers of the episodes make me cry. That's why I know I can't watch the show.Ade: Hm.Zach: I know. I'm very sensitive. So Us is amazing. Lupita though? Ayo. She bodied that. She KILLED it. Oh, my gosh. But, like, and I knew she was--like, look, I'm not--I knew Lupita was a solid actress. I didn't know she was that cold though, so forgive my ignorance. Ade: You are apparently not forgiven, because here you are.Zach: Man. Yo, when I tell you--that performance though, and I reckon--now, look, she is--she is classically trained. She is a--she is a thespian. Like, she didn't just pop up out of nowhere. Like, she's been--she's been working for years. Like, she's been building her craft for years, so I'm not asleep to that.Ade: Isn't she Julliard-trained too?Zach: Uh, Yale. Ade: Yale.Zach: Maybe she went to Julliard too. We need to get a researcher. We need to get, like, a researcher that we can, like, point to, and they can kind of just mutter stuff in the background and, like, keep us on track, 'cause I don't know. But I do know that she went to Yale. In fact, hold on. I got Google in my hand right now. I'm just finna check it out. Hold on. Did you say Julliard just because, or, like, did you hear that?Ade: I feel like I read something about her being at Julliard.Zach: Well, we about to check it out. Nah, just Yale.Ade: Oh, no. I think it's Viola that was at Julliard.Zach: You right. All right. Well, JJ, cut all of the Julliard stuff out, but the point is--Ade: No, it's okay if I'm wrong.Zach: Okay. [?] Okay, cool, no problem. So JJ, keep all of this wrong stuff in. [both laugh] But no, she bodied that. Like, I was like, "Ooh!" I was shocked. Like, and everybody in the--and, like, you know, when you go to movies with black people--scary movies with black people, you know, it's really not scary and it ends up just kind of being, like, funny.Ade: A whole lot of commentary [?].Zach: A lot of commentary that I was--that for some reason I just thought that I wasn't gonna get this time, as if, like, we all was gonna show up and not be black at the movies, but it was great, and yeah, so that's my Favorite Thing. Okay. Well, cool. Listen, man. Shout-out to y'all for real. Appreciate y'all. Year 1. We are officially 1 years old. We here. I'm not gonna say we're never going nowhere, but we're gonna be here for a while. So get used to us, get comfortable. Lean back. Put your conference line on mute so we don't have to hear you in the background, or unmute yourself to make sure you actually speak up and you're heard. That was--that was kind of, like, a consulting joke, you know what I'm saying?Ade: [not enthused] Yeah.Zach: Yeah... all right, well, thank y'all for joining the Living Corporate podcast! [laughs] We're here every week. You can follow us on Instagram @LivingCorporate, follow us on Twitter @LivingCorp_Pod. You can check us out online at living-corporate.com. Please say the dash. Let me tell you something though. Our search engine optimization is so popping now, you just type in Living Corporate and you're gonna see us. Just type it in. "Living Corporate." We'll pop up. Ade: Yerp.Zach: Yerp, and then--yes, also, yes, real quick, shout-out to all of our guests. Shout-out to JJ, our producer. Shout-out to Aaron, our admin, okay? Okay. Shout-out to Shaneisha [?], our researcher. [long pause] Shout-out to all of our writers.Ade: [sighs]Zach: [laughs] Shout-out to all of our writers. Shout-out to our families and significant others, and yeah, this has been Zach.Ade: And Ade.Zach: Peace.</itunes:subtitle>
      <itunes:summary>Zach and Ade celebrate Living Corporate's 1-year anniversary in this very special episode! They reflect on everything that's led up to this point, read a few user reviews, and so much more. Ade also shares her personal journey navigating the STEM field for the first time.
Connect with us: https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach and Ade celebrate Living Corporate's 1-year anniversary in this very special episode! They reflect on everything that's led up to this point, read a few user reviews, and so much more. Ade also shares her personal journey navigating the STEM field for the first time.</p><p>Connect with us: <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p>]]>
      </content:encoded>
      <itunes:duration>3292</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Finding Jobs in a New Location</title>
      <description>On the eighth entry of Tristan's Tips, our special guest Tristan Layfield touches on the difficulties of finding jobs in a new location. He offers three useful tips to help navigate the process.
Connect with Tristan on LinkedIn, IG, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume

Connect with us!
https://linktr.ee/livingcorporate</description>
      <pubDate>Tue, 26 Mar 2019 07:41:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Finding Jobs in a New Location</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>61</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fec72b12-f2a4-11ea-88c4-8b0b709ddafe/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the eighth entry of Tristan's Tips, our special guest Tristan Layfield touches on the difficulties of finding jobs in a new location. He offers three useful tips to help navigate the process.Connect with Tristan on LinkedIn, IG, and Twitter!https://www.linkedin.com/in/tristanlayfield/https://www.instagram.com/layfieldresume/https://twitter.com/layfieldresumeConnect with us!https://linktr.ee/livingcorporateTRANSCRIPTTristan: What's poppin', y'all? It's Tristan Layfield of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Today we're gonna talk about how to find a job in a new location. Sometimes we find ourselves in a position where we want or need to move to a new city, but one of the hardest things to narrow down is a new job, so I'm gonna provide a few suggestions to get you well on your way. #1, localize your hiring info. Maybe you have an address in the new city or maybe you'll have a friend that will allow you to use theirs. Put that on your resume and application. Recruiters narrow down their searches using geographical locations, and many in larger cities rarely entertain out-of-state candidates, so by changing your address you have a better chance of being seen. This tip also applies to your LinkedIn profile, and if you're worried about your phone number giving you away, then get a Google Voice number with a local area code. #2, attend regional conferences and events. Many organizations that have national conferences typically host regional conferences and events as well. Try to get to the city and attend those, as they will be filled with people who are in your industry and in the city you're trying to move to. So make some connections, and then begin leveraging them by setting up informational interviews, fostering real relationships, and maybe even asking for a referral. #3, spell out your move in your cover letter. So for those who can't localize their info or can't get to those regional conferences and events, you want to spell out your move in your cover letter. Many employers may assume that you just seeking relocation fees, which you might be, or that you're just sending your resume across the country, so you want to make sure that you calm their fears by starting your cover letter with something like, "As I prepare for my cross-country relocation to XYZ City." This is short, sweet, and gets the job done up front. Finding a new job in a new city can be a tad bit difficult, but if you prepare before going on your job search, you can make the process a bit more manageable and potentially land that job in the city where you want to move. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the eighth entry of Tristan's Tips, our special guest Tristan Layfield touches on the difficulties of finding jobs in a new location. He offers three useful tips to help navigate the process.
Connect with Tristan on LinkedIn, IG, and Twitter!
https://www.linkedin.com/in/tristanlayfield/
https://www.instagram.com/layfieldresume/
https://twitter.com/layfieldresume

Connect with us!
https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the eighth entry of Tristan's Tips, our special guest Tristan Layfield touches on the difficulties of finding jobs in a new location. He offers three useful tips to help navigate the process.</p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p><a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p><a href="https://www.instagram.com/layfieldresume/">https://www.instagram.com/layfieldresume/</a></p><p><a href="https://twitter.com/layfieldresume">https://twitter.com/layfieldresume</a></p><p><br></p><p>Connect with us!</p><p><a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>314</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Self-Care Part 2 (w/ Kethlyn White)</title>
      <description>We have the pleasure of speaking with mentor, entrepreneur, and businesswoman Kethlyn White to expand on our Season 1 self-care discussion. She shares both her personal career and hair journey and talks about the business she runs with her friend, Coil Beauty.
Connect with Kethlyn on LinkedIn! https://www.linkedin.com/in/kethlynawhite/
Check out Coil Beauty! https://coilbeauty.com/
Click here for more Living Corporate! https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 22 Mar 2019 08:52:00 -0000</pubDate>
      <itunes:title>Self-Care Part 2 (w/ Kethlyn White)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>60</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fef31ccc-f2a4-11ea-88c4-bfdedf5b83d3/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>We have the pleasure of speaking with mentor, entrepreneur, and businesswoman Kethlyn White to expand on our Season 1 self-care discussion. She shares both her personal career and hair journey and talks about the business she runs with her friend, Coil Beauty.Connect with Kethlyn on LinkedIn! https://www.linkedin.com/in/kethlynawhite/Check out Coil Beauty! https://coilbeauty.com/Click here for more Living Corporate! https://linktr.ee/livingcorporateTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate. Now, listen, check it out. Y'all know by this point in Season 2--wow, that is crazy. It's been over a year. It's Season 2, and y'all know from time to time we'll have, you know, B-Sides where we just kind of have a real talk conversation with a special guest, and listen here, today's special guest is pretty special. She's pretty great, is pretty talented, and I'm excited to have her here. Actually, she was one of the first black women that I ever have worked with in consulting. Great background. She and I met in person, and she has a great story. We talked a lot about, like, strategic change management at the time and just kind of navigating these spaces. She has been a great mentor to me. She's one of the main reasons that I was able to be promoted to manager at my last job, which helped me transition to my new job, and yeah, she's great. I don't want to spoil too much. I'm gonna go ahead and introduce her. She is a mentor, a public speaker, a businesswoman, an entrepreneur, a creative, right? Her name is Kethlyn White. That's right, y'all, Kethlyn. So right, so Kethlyn, right, it's, like, a combination of, like--it's black, but, you know, it passes the resume test. Like, you'll still--you will still interview a Kethlyn, right? So it's a really nice combination there. Kethlyn, what's up? How are you doing?Kethlyn: Hey, Zach. Thanks for having me. I'm glad I--I'm glad I passed your sniff test.Zach: No, no, no. It's not my sniff test you need to pass. You know what--[both laugh] Kethlyn will make it past the resume test. It's not like a LaQuanda is my point. And Zachary of course is very respectable. Like, Zachary--I mean, how many black Zachs do you even know? You live on the West Coast, but, like, do you know a lot of black Zachs?Kethlyn: I don't.Zach: Exactly. So that with being said, today we're talking about black, and we're just talking about self-care and what that really looks like practically. A lot of times, you know, we talk about--we talk about self-care, we talk about--we talk about it from the perspective of natural hair becausae it's an easy entry point into self-care, but I'd like to really, Kethlyn, give you some space to kind of talk about yourself, talk about your journey, talk about some of the things that you've got going on, and then we can go from there. How does that sound?Kethlyn: That sounds good. So tell me where--tell me where you want to start. You know, self-care, especially in the black community, is a very large topic, and it could cover a wide range of things. I probably would need more than just a podcast episode to really dive in.Zach: Big facts.Kethlyn: Where do we want to start?Zach: You know, that's a really good question. How about we start with your journey in terms of, you know, your transition from, you know, adolescence and high school to college to then--you know, again, I don't want to tell too much, but I know that, you know, you spent some time out of the country and you came back, and you've continued to grow, and your personal image and how you manage your image has continued to grow and shift as you've been in Corporate America. I think that would be a really cool story to tell.Kethlyn: Okay. Well, I mean, from adolescence 'til now would probably be, again, another novel, so we could probably cut it back, but I think it is an interesting point to talk about, you k now, how do you grow with yourself, especially within not just what you're doing individually but how you do and how you grow within your job, your entrepreneurial ventures, et cetera. So, you know, for me, you know, I was blessed to go to Spelman College. Well, [I went to] two HBCUs actually. I started at Hampton and I transferred to Spelman, but one of the wonderful things about going to a historically black college is that you really are left with this sense of beauty in all shapes and sizes with people who look like me, who have my skin color and who therefore have very similar experiences. And we all have different backgrounds. We all are completely different people, but leaving an HBCU, you leave with a sense of pride that no one is allowed to take from you, and it gave me--it boosted my self-confidence that I didn't have going to predominantly white schools as I matriculated, you know, teenage years, right, all the way through high school graduation, and it was extremely impactful for me as I started to navigate the corporate world and entrepreneurship, and one of the biggest legs up I found was that, you know, when it comes to self-care, a lot of that starts at the root with how you manage your time and manage your space, and it's not easy to do, because when you start on your first job, when you start taking on and tackling, you know, your first venture, you find that there are a lot of people who don't look like you when you're a black person, and because of that you end up with a lot of different, sometimes negative, experiences. Sometimes it's hard to feel comfortable, it's hard to not feel so challenged. So having that spirit already from the HBCU provided me with a support system that I couldn't pay for, and so it really did--it really did make a big difference for me as I started to do and started to grow into my roles. I started out in consulting, one because I love technology. My mom, who is a boss in the technology space, she was a CEO of a tech company for about 15 years and now sits on the boards of Verizon, Nordstrom, Roper, you name it, right? And the list will go on and continue. So, you know, she was a huge influence to me, as well as with my dad, around making sure that--you know, they always told me I can do whatever I wanted to do, and I knew I wanted to be in technology 'cause it was the space that it was always going to be there, so I wanted to understand it. [?] an engineer. I didn't really have an interest in being an engineer, but I loved how engineers think, right? So I wanted to be in the space, and I went specifically into technology consulting because I was gonna get my hands dirty. That was awesome, and so I enjoyed Capgemini out the gate, and man, do they let you get your hands dirty, and I'm talking about drinking from the fire hose.Zach: Mm-hmm, mm-hmm.Kethlyn: Very quickly. And, you know, so you're balancing and managing how to learn how to do that and start your new job and all that good stuff while also managing your space. So I had to set some rules for myself around how I was going to navigate. I had to make sure that I was networking and getting to know people within, you know, my company while also knowing that there might be some boundaries there that I will have to set for myself because I'm not as comfortable in different areas. So it was an interesting journey, but again, you know, my foundation was set, so from there I really was able to, you know, take it a bit further, and, you know, my self-confidence and my comfort level with who I was as a black woman really made a huge difference as I navigated the workforce, and you can probably ask anyone who I joined and started with. They knew who I was. I commanded every room I went in, and it was not necessarily because of my skills, it was moreso because of--obviously that was a part of it, but it was moreso because of the presence I had in the room, and that presence came from me understanding what my self-worth was out the gate. So no one was going to be allowed to determine that for me. I don't care whether I was taking meeting minutes in a meeting or I was facilitating a session, right? No matter what it was, I commanded that space and that presence, and that allowed me to not only grow very quickly, get promoted very quickly and network really well, it also afforded me opportunities to travel and ultimately move to Australia for an awesome four-year opportunity after I got married. So, you know, that's--I think that's at the root of where a lot of my, you know, self-awareness comes from as a black woman is, you know, what my parents and family instilled in me, plus, you know, the foundation that an HBCU provided me.Zach: So that's really dope, right? And can we--and I want to double down on the part that you said that, like, everyone who--when I was working with you, and I think that, you know, continues forward of course, is that, you know, it's like, "Hey, Kethlyn knows who she is. She knows what she's about, and no one's really gonna shake her from that." Can you talk a little bit about how your appearance and, like, how you managed--how your hair journey, like, came into play with that, like, from--yeah, from graduating Spelman to then, like, I don't know, today.Kethlyn: Sure. Well, I think it's important to mention that, you know, yes, I am that way now, right? I had to grow into that person. It just so happened that going to an HBCU really helped, you know, catapult me into that. But I still had my awkward--all kinds of awkward phases, especially when it came to my hair, 'cause God bless my mom. She just did not know, right, how to do it, because, you know, unbeknownst to most people, all African-Americans, we all have different types of hair, right? We don't all come out with the same type of hair. We have different curl patterns, different textures, different thickness, right? My mom's hair is extremely bouncy, right? It is very bouncy. She's got these big spirals. So when I came out, you know, she was looking at me--I had a huge head of hair. It's definitely tighter curls, but it wasn't just that. It was the fact that the texture was different. So very early on she permed my hair, and it's not rightly or wrong. she didn't know what to do, right? And she--and her mom and her family, they all had--they didn't have that type of hair. They didn't know what to do. So she permed my hair, and it was straight, and for, gosh, all the way up until I went to college, I stayed perming my hair because that just seemed like what I needed to do in order to get it straight, and at that point in time, straight was all I really saw. My mom's hair was wavy, so even when she had her curls [up], her hair was still semi-straight, and because I grew up in fairly monotonous areas, I still saw a lot of straight hair, and even with my family--a lot of the black women in my family, they also had perms or, you know, would press out their hair, et cetera. So I saw never really saw curls in their natural state on different types of people. I just didn't see it. I wasn't exposed. So when I went to school and I kept trying to keep up that perm process, first of all, that stuff is expensive. It is very expensive. I had--you know, there was only so much I was going to be able to do. My parents would side-eye me when they would see some of these bills and they would think--I was absolutely blessed. My parents were able to support me through college, but they were not trying to hear anything about this hair care stuff. They were, "You need to figure that out." So I stopped perming my hair, and then I just got it pressed, and I remember talking to one of my hairdressers in Atlanta once I transferred to Spelman. She was like, you know, "Why did you perm your hair in the first place?" I said, "I don't know. It's just what happened." So then she started showing me how I can do things without perming my hair, so then I was straightening it, right?Zach: Right.Kethlyn: But again, that's just what I did. Fast forward, move to Australia, and I didn't realize how humid Australia was, but I also didn't think about it. I don't know where I was in my mind, right? But I did not consider the fact that there were not gonna be many African-Americans--forget African-American, people of different types of color, right, over there in different parts of the world.Zach: Right, but you have the aboriginals.Kethlyn: Yeah, you do have the aboriginals. They do--they live in specific places, and that's a whole separate podcast conversation, and that is an absolutely an issue in Australia, but I'll have to put a pin in that. But either way, there wasn't a lot of different types of cultures, especially when it came to hair, so I spent a couple months over there just trying to find somebody to even help me with my hair because I didn't know what to do, and, I mean, I had hairdressers come at me with this, you know, fine-toothed comb trying to detangle. I was like, "I don't know what you're doing with that. There is nothing you're gonna do with that on my head, because you're just gonna break it in my hair." And so after about three or four tries of that I just said, "You know what? Forget it, this isn't going to work. Obviously I can't wear my hair straight. I'm gonna have to figure out what it looks like when it's curling. So me and YouTube all day, that's what it was, and one of my favorite, you know, YouTube channels was Natural85, mostly because not only was she making her own products, she made it very easy for me to understand what she was doing. And to be fair, her--I don't have the exact same hair texture she did, right? So I knew I was taking a risk by trying some of the stuff, but I did it anyway, and I made everything. I made the shampoos. I made conditioners. I made gel. I did it all, and because I was in Australia nobody knew what my hair was supposed to look like. I went through this really weird, awkward, "I don't know what my hair is doing" probably for, like, a year and change, and nobody knew any better because they didn't know what it was--people would be like, "Oh, Kethlyn, your hair's so cool." I'm like, "Little do you know I look crazy." But it was--it was definitely liberating, and then once I kind of saw what my hair was doing I was like, "Oh, this is great," right? You know, I could start to see how amazing my hair really is, because it can do all the things. Yeah, sure, I can have it straight, but it can be curly, I can twist it up, I can braid it, I can let it be out, I can [?] it if I want to, and I was like--it was an empowering and inspiring thing for me to just get in there in my scalp and really figure out what was going on. So that's really how my journey came to be with my hair, and it was just an extension of me learning about and embracing my self-confidence and my identity and who I was. It was just another level, right? 'Cause we continue to evolve, right? So this was just another piece of my evolution, connecting more to my hair and my [crown?] in this space, and it was awesome.Zach: It's just incredible for me, Kethlyn, to watch you, 'cause I was like--'cause by the time I saw you, like, you were kind of, like, at the end--not the end, but you were at a different part of your journey when you and I met, right? 'Cause when I met you, you--Kethlyn: Yeah. You mean specifically with my hair and my awareness? Is that what you mean?Zach: Right, right, right. So I saw the glory, but I didn't see all the story--you know, I wasn't there for the story, you know what I'm saying?Kethlyn: Mm-hmm.Zach: And so, like, you know, your hair was all big and stuff. I was like, "Oh, wow. Her hair's just like my wife's. Oh, wow. That's amazing." [?]. That's really what's up. Okay, so now as you've continued forward, you know, let's talk a little bit about some of the business ventures that you're involved in and that you've started kind of, like, as an extension of that. Kethlyn: Sure. So actually, funny enough, when I was in Australia going through this, my best friend Aisha. So Aisha Bates, she went to college with me, she went to Spelman with me, and she came to visit me in Australia. We are--she is definitely my travel partner in crime. So when I was moving to Australia, I mean, she's looking at tickets. She's like, "All right. Well, I'm coming." So she came, and she saw where my hair was at that point in time, and she was like, "You know, Kethlyn, your hair looks great," and I'm like, "Thanks. Honestly, I feel like that this is just the start, and I feel like it's still in this awkward phase, but I'm enjoying figuring this out." Huge caveat here. I had the time, right? It was just my husband and I over there. [?], right? So my hair at that point in time was kind of like my kid. It took a lot of time, so I want to make sure that's clear, because not everybody has all that time to spend, and Lord knows if I had half of what's going on what I do now then it probably would have taken me at least a good 2-3 years to figure it out. So that's just my huge caveat. When she came to visit me, she was like, "You know, I'm gonna try to do this back, you know, in the U.S. Obviously you're having a hard time here 'cause there's nobody, right? And there's no beauty supply stores and no help." So she went back home to Chicago at the time, and she started going through her own journey, and it was struggle, right? She was [?]--she was subscribing to all of the boxes and everything and, you know, just like, you know, a lot of people will tell you, right, they're a product junkie. You know, you open your bathroom cabinet and there's, like, 20 million things in there. And, you know, she remembered--she had a very vivid memory at the time where she went to a beauty school just looking for conditioner. I think she might have gone in there, like, just having washed shampoo out of her head, 'cause she ran out of conditioner. Because, you know, for a lot of people, we use a bottle per condition, depending on how much hair you have, right? And so she walks into the beauty supply store, and, you know, it's a little dingy, a little dark, but whatever. She just needs to get conditioner. And the person who was there supposedly was helping her, right? But who owned the store was really not giving her any information. She was like, "I need some conditioner. This is the type of hair I have," and they're kind of like, "Well, here's the aisle," right? And the aisle has, like, you know, 50 eleven products, and she's like "Which one?" And she started to describe her hair. They had no idea, right? They're like, "There's the aisle," and then before she even leaves the store, you know, they point her towards weave, and she's like, "That's not actually what I want," and, you know, at that moment she really kind of felt something in her spirit. She was like, "This doesn't make any sense, plus I could probably do this better than they can do this. I have all of these products in my cabinet. I could probably sell these to somebody else better than someone else could, because I now understand," so she started Coil Beauty. You know, she--literally she just said, "You know what? Screw it, I'm just gonna do it," and so she created her business. She got a website, all kinds of stuff, right? And she was a couple months into her journey, and we were talking about it. One of the things that she mentioned is she was like, "You know, the problem is I don't know where to begin. I know I have a website, [?], these are all the things that I'm doing, but I'm not quite sure, right, if this is really the right way." [?] and all this stuff, so we started--we started vibing off of that, we started talking, and after a while, not only did, you know, what she talking about speak to me--obviously I lived through it, but there was also a part of me that was like, "You know, we could do this much better. Let's just try." So at this point I said, "Listen, I'd love to join you. I'd love to--I'd love to become a part of this journey," and so I joined her as her COO, and at that point in time I was able to not only help find, you know, a brand manager and a product manager to really help us think through this, right, I was able to bring my obviously IT expertise to it to figure out how we wanted to go through this, right? What journey we were gonna take, and it has been a journey of love and frustration and irritation. We have definitely become closer, but the best part about this is that we've created this space for, you know, African-American men and women who are looking for products that are made with them as the primary idea in mind, right? They are made for them. We carry skin care and sunscreen that's made for people with color--you know, with skin of a darker hue, right? We've gotten nail polish, right, with different colors, and it's vegan, right? Because a lot of our skin can be sensitive, right? So why aren't we thinking about that? So we carry vegan nail polishes because it's super important to us. Same thing with lipstick. We have a lipstick brand that literally all they do is make lipsticks for people who want to see bright tones, nude tones for black skin, right? Everything. And once we started digging in--and she really found a ton of different product lines that were made like that. We said, "Well, let's help them get out there. Let's give them a platform." And so, you know, once I joined her vision, it's--you know, the sky has been the limit. So Coil Beauty is definitely, you know, my love child, and I'm so excited and happy that my best friend was wanting to have me along on this journey with her. But, you know, she has definitely brought her vision to life, and I'm out here executing it for her, and we are continuing to grow, and we love it. And so we're always looking for new brands. We're always excited about what people are building. I think eventually we'll probably have a line of our own, but I think one of the best--one of the best things I've seen is, you know, friends, family, people I meet on the street, when they ask me, you know, what color lipstick am I wearing or what kind is it or, you know, what am I putting in my hair, I tell them, and I say, "Oh, by the way, here's where you can buy it." They're like, "I've never heard of this brand before," and then we give them a place to go. So it's been awesome.Zach: That sounds incredible, and that's amazing. And, you know, it's interesting because I think what we don't always consider or think about is that, like, we as people of non-white identity, we exist in a space that was not created inherently with us in mind, and so--Kethlyn: Correct, especially in the beauty space, right? Because beauty standards were European at best, so all of the stores that sell beauty products were aligned to that, and it's only within a recent year, right? Now, mind you, it's 2019, right? So it's only within the recent year that you've started to see more of a push, and that's because we've got people, you know, like Pat McGrath and Rihanna, you know, people who are taking, you know, their stuff and putting it in your face to say "We exist out here, and we're important." Not only that, "We're the ones spending the money." Zach: Right, they're the ones spending the money. We spend the money on these products that don't even--that aren't even good.Kethlyn: That don't even exist. So we're--like, there's no reason why there's not a shopping experience that doesn't have to be so painful. We want it to be fun. I shouldn't have to go into Sephora and it's, like, really hard to find someone to talk to who I can say, "Listen, I am a black woman, and this is what I'm looking for," and they're like, "Oh, yeah. It might be difficult to match--" No. You come to Coil Beauty, what we wanted to do is make it fun. Shopping is still fun. We like to play with makeup. We like to try new hair stuff. We like to see new things, discover new products, where I know when I'm looking at them, all of them were created with me in mind. So why wouldn't I want to do that, right? That's really where it came from.Zach: No, absolutely. That's amazing. No, that's super dope, and I just think again, like, anything we can do to, like, just further affirm, like, our perspective and experiences and, like, validate those needs, 'cause they're real needs. They're real, valid holes and gaps to close, right? And I mean, even, like, in the simple things around, like, Band-Aids. Like, it took me until I was, like, 23, 24 to realize that, "Oh, the color of a Band-Aid is--like, that's white skin," you know what I'm saying? Like, that's not--like, being the default comes with a myriad of privileges, and I think--and, you know, I think, like, any time we can push up against that by just simply creating platforms, avenues, companies, quote unquote movements to affirm our own identity and perspective and experience and affirm those things, like, all the better. So that's amazing. So Kethlyn, look here. Before we get up out of here, do you have any shout-outs? Anybody you want to, you know, speak to? You want to let the--we'll let the air horns go. Anybody at all?Kethlyn: Shout-out my village. My village is awesome. You know, I have--it's a beautiful thing, you know? I think that we have downplayed how important is the village is in general. So for me, between my parents and my friends and my brother and my husband and my kids, you know, these are--you know, these are all different aspects. My mentors, people I work with, my colleagues. Everyone helps shape me as a person and continues to challenge me in all of that wonderful stuff. Obviously I have to shout-out my, you know, business, Coil Beauty, which I'm so excited about, and all the brands that we carry, you know, from Mielle to [?] to Pear Nova. I love all of them. Soultanicals. There's too many to name, right? I could go on forever, but it has--it has been an amazing journey, and I'm excited to see where we go, and my business partner and, you know, the CEO and founder of my company, Aisha Bates, who's also getting married this year--so excited for her.Zach: Aye. Come on, Aisha. Aye.Kethlyn: Right? And I just--honestly, you know, shout-out to you for creating a platform in, you know, Living Corporate, because I think there's always a need to have conversations about everything. Who knows why and where and what type of impact we'll have on each other and who might listen to this and get inspired and do something else or have a question, and please let your listeners know I'm always open to questions and, you know, figuring this whole life thing out isn't easy, especially when it comes to, you know, self-care and self-confidence. It's not--you know, it's not a 20, 30-minute conversation. It's a lifetime worth of experience and challenges and hardships all rolled into lessons learned.Zach: Man, that's so real. And yes, Kethlyn, we're gonna make sure we have all of your contact information as well as Coil Beauty all in the show notes so people can click it and check it out. Now, listen, y'all. Y'all have been listening to the Living Corporate podcast. I've been your host, Zachary Nunn. You know you can follow us on Living Corporate @LivingCorp_Pod on Twitter. Follow us on Instagram @LivingCorporate, and then you can find us online at living-corporate.com--please say the dash--or livingcorporate.co, livingcorporate.org, livingcorporate.net. We have all of the Living Corporates except for livingcorporate.com. So you know what, Australia? So check it out. Not only do y'all need to do the aboriginals right--this is the second time I've said this, and I'm not playing--you need to do the aboriginals right, and you need to go ahead and give us that livingcorporate.com, 'cause somebody over there, Kethlyn, it's, like, they own it. It's, like--not the country, but, like, there's a company over there that's--like, they rent out, like, corporate space, and they call it livingcorporate.com. I'm like, "Come on, y'all can give that up." You know what I'm saying? Kethlyn: Oh, can they? [laughs] That sounds like you need to work on your negotiation skills, is what it sounds like.Zach: [laughs] Me and Ade were, like, terrifed at the thought of, like, how much money that would actually cost. I'm certain that it--there's, like, livingcorporate.com.au. I was like, "Oh, no." So anyway--yeah, they got it on lock, but anyway, thank y'all. You have been listening to Kethlyn White, mentor, entrepreneur, businesswoman, mother, wife, overall dope individual. Peace.</itunes:subtitle>
      <itunes:summary>We have the pleasure of speaking with mentor, entrepreneur, and businesswoman Kethlyn White to expand on our Season 1 self-care discussion. She shares both her personal career and hair journey and talks about the business she runs with her friend, Coil Beauty.
Connect with Kethlyn on LinkedIn! https://www.linkedin.com/in/kethlynawhite/
Check out Coil Beauty! https://coilbeauty.com/
Click here for more Living Corporate! https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We have the pleasure of speaking with mentor, entrepreneur, and businesswoman Kethlyn White to expand on our Season 1 self-care discussion. She shares both her personal career and hair journey and talks about the business she runs with her friend, Coil Beauty.</p><p>Connect with Kethlyn on LinkedIn! <a href="https://www.linkedin.com/in/kethlynawhite/">https://www.linkedin.com/in/kethlynawhite/</a></p><p>Check out Coil Beauty! <a href="https://coilbeauty.com/">https://coilbeauty.com/</a></p><p>Click here for more Living Corporate! <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1715</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Lateral Moves</title>
      <description>On the seventh entry of Tristan's Tips, our special guest Tristan Layfield talks about lateral moves and debunks some common misconceptions around them. He explains how they can be a great way to expand your skill set, diversify your knowledge of the business, and help you make a name across your organization. 
Connect with Tristan on LinkedIn, IG, and Twitter!
Connect with us on our website!</description>
      <pubDate>Tue, 19 Mar 2019 05:56:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Lateral Moves</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>59</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ff12d59e-f2a4-11ea-88c4-9b1db83fb102/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the seventh entry of Tristan's Tips, our special guest Tristan Layfield talks about lateral moves and debunks some common misconceptions around them. He explains how they can be a great way to expand your skill set, diversify your knowledge of the business, and help you make a name across your organization. Connect with Tristan on LinkedIn, IG, and Twitter!Connect with us on our website!TRANSCRIPTTristan: What's going on, Living Corporate fam? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. This week, let's have a discussion around lateral moves. Just to make sure we're on the same page, a lateral move is where you take a job that is on the same level or in the same band as the role you're currently in. These typically take place within the same company, but that's not always the case. Most people cringe at the thought of lateral moves because there are some pretty big misconceptions out there about them, so join me while we debunk a few of them. So the first one is "I'm not advancing my career." Well, actually, lateral moves give you a greater exposure to the business and therefore more marketability down the road. Gaining an understanding of multiple areas of the company makes you better-suited for executive roles. The next myth is "I have to start all over." So OK, while that is true--your immediate work circle will change--you have an existing network from your old role. Utilize those networking skills to have them introduce you to connects in your new world. Now, the third myth is "I'm going to be making the same amount of money." Now, this isn't 100% inaccurate. You know, lateral moves typically equal the same level, which equals similar pay, but make sure you do your Googles. Sometimes the market value of your new role is higher than your old role. If that's the case, you can use it to negotiate a bump in salary. The next misconception is "This won't be challenging." In theory, moving laterally means the jobs will have some similar aspects, but many times the responsibilities can change drastically. Maybe you're moving from having no direct reports to managing people, or maybe you'll get some larger or more visible projects. I know no one wants to start something new only to feel like they've ended up in the same spot, but I'm telling you, lateral moves can be a great way to expand your skill set, diversify your knowledge of the business, and help you make a name across your organization. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the seventh entry of Tristan's Tips, our special guest Tristan Layfield talks about lateral moves and debunks some common misconceptions around them. He explains how they can be a great way to expand your skill set, diversify your knowledge of the business, and help you make a name across your organization. 
Connect with Tristan on LinkedIn, IG, and Twitter!
Connect with us on our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the seventh entry of Tristan's Tips, our special guest Tristan Layfield talks about lateral moves and debunks some common misconceptions around them. He explains how they can be a great way to expand your skill set, diversify your knowledge of the business, and help you make a name across your organization. </p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p>Connect with us on our <a href="https://www.living-corporate.com/">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>302</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Disabled While Other (w/ Vilissa Thompson)</title>
      <description>We sit down with Vilissa Thompson, an activist and disability rights advocate who is also the creator of Ramp Your Voice!, a disability rights consultation and advocacy organization that promotes self-advocacy &amp; empowerment for PwDs. She created the viral hashtag #DisabilityTooWhite, spurring people to share instances of erasure of people of color with disabilities from media to medicine. 

Connect with Vilissa on LinkedIn:
https://www.linkedin.com/in/vilissakthompsonlmsw/

Learn more about Ramp Your Voice!:
http://rampyourvoice.com/

The RYV Syllabus:
http://rampyourvoice.com/2016/05/05/black-disabled-woman-syllabus-compilation/</description>
      <pubDate>Fri, 15 Mar 2019 10:53:00 -0000</pubDate>
      <itunes:title>Disabled While Other (w/ Vilissa Thompson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>58</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ff3bc0a8-f2a4-11ea-88c4-4f2f6b9b4e3f/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>We sit down with Vilissa Thompson, an activist and disability rights advocate who is also the creator of Ramp Your Voice!, a disability rights consultation and advocacy organization that promotes self-advocacy &amp;amp; empowerment for PwDs. She created the viral hashtag #DisabilityTooWhite, spurring people to share instances of erasure of people of color with disabilities from media to medicine. Connect with Vilissa on LinkedIn: https://www.linkedin.com/in/vilissakthompsonlmsw/Learn more about Ramp Your Voice!:http://rampyourvoice.com/The RYV Syllabus: http://rampyourvoice.com/2016/05/05/black-disabled-woman-syllabus-compilation/TRANSCRIPTZach: What's up, y'all? Now, listen, before we get into the "It's Zach and it's Ade," I just want to go ahead and say Ade, welcome back. I missed you, dawg.Ade: What's good, what's good?Zach: What's good? So listen--and, you know, our topic actually is very serious this episode, but I want to just go ahead and get the jokes out first, because once we get this interview done, I want to go ahead and wrap it right there, right? So, you know, what I love about Living Corporate is we dismantle--we seek, rather, 'cause I'm--let me not say that we dismantle anything, but we seek to at least address openly different stereotypes, challenges, and biases, you know, for people of color and how they really impact folks, especially in the workplace. And I want to talk about colorism really quick. Now, you're gonna be like, where am I going with this? Y'all probably listening to this like, "What are you talking about?" That's cool. So educational point for my non-melanated brothers and sisters out there. My non-Wakandans. My Buckys. My Winter Soldiers, if you will.Ade: Winter Soldiers... okay.Zach: In the black community we talk about colorism, and we attribute certain behaviors to certain black folks of specific hues. Ade: Here we go. Oh, here we go.Zach: A popular myth is that lighter-skinned black people do not answer their text messages. They leave--Ade: Actually, that's very true.Zach: They leave text messages on Read. Their text messages are on swole, as it were. Ade: I can't stand you.Zach: And I want to really recognize Ade.Ade: I only have 250 unread messages. You really can't play me like this.Zach: Ade is--and I'm not gonna--I hate it when people use food to describe women, but Ade is pretty chocolate, okay? She's pretty dark.Ade: You have to fight me after this.Zach: And yet she does not read her text messages.Ade: You're gonna have to run me the fade.Zach: She actually--in fact, just the other day I texted Ade, and she said, "Oh, hey," and I said, "Oh."Ade: It's on sight, I promise.Zach: You want to hit me with the "Oh?" Like, "Funny to see you here." That's what she hit me with, y'all. Like, "Oh."Ade: [sighs] Are you done?Zach: Hey, [in accent] are you done?Ade: [in accent] Are you done?Zach: [in accent] Are you done?Ade: See, you can't even--you can't pull a me on me. Zach: Man, I was so disappointed. I was like--man, I mean, if anything, based on these stereotypes, I should be the one ignoring your text messages. But you know what? For me to ignore Ade's text messages, y'all, guess what? She'd have to text me in the first doggone place.Ade: Wow.Zach: Wow. Whoa.Ade: This is a kind of rude I really did not intend on dealing with on tonight--Zach: So I want to say thank you, because last week we had--well, the last week before last, excuse me, we had Marty Rodgers. You know, it was a big deal. The dude is, like--he's like black consulting royalty in the DMV. You would think Ade would want to be on that podcast episode, you know what I mean?Ade: You're gonna have to fight me. I've decided. I've decided it's a fight to a death.Zach: [laughs] Oh, man. So I'm just thankful. I'm just so--this is me, like, publicly thanking Ade for being here and for texting me back. I don't know--Ade: I just want to say that I'm a good person and I don't deserve this.Zach: [laughs] You know what I think it was? I think it was the fact that we all got back on BlackPlanet for a couple days to check out that Solange content.Ade: Hm.Zach: I think that reset our chakras.Ade: Who is we?Zach: Or our ankhs. I don't know. We don't have--we don't have chakras.Ade: Who are we? I don't--Zach: Us as a diaspora. I feel as if that's--are you not a Solange fan? You didn't enjoy the Solange album?Ade: It has to grow on me, and I understand that that is sacrilegious, but I will say this--Zach: And you're supposed to be from the DMV too? Everybody from the DMV likes Solange.Ade: Let me tell you something. I listened--I waited until midnight. There is a screenshot on my phone of me starting to listen to this album at, like, 12:10, and I think at around 12:20 I was like, "You know what? Some things aren't for everybody." Everything, in fact, is not for everybody.Zach: That's real though.Ade: And I paused and went to sleep.Zach: Really? Wow. You know, I really enjoyed it, but I had to enjoy it 'cause she shouted out Houston a lot on the album. Like, a lot, so I enjoyed it off of that alone. And I'm also just a huge Solange fan, but, you know, I get it. It's one step at a time.Ade: Look, I too--I too am a huge Solange fan. A Seat at the Table is an everlasting bop of an album.Zach: Oh, it is. That's a classic. It's a very good album. It's, like, perfect.Ade: Yeah. This one--this one's just gonna have to pass me by and/or grow on me in 2 to 4 years. I don't know. Zach: You know, it's interesting because--it's interesting because I was used to--based on A Seat at the Table. This is not a music podcast, y'all. We're just getting our fun stuff out the way first. So it's interesting, because as a person who really enjoys Solange's words--like, A Seat at the Table, she had a lot of words. Didn't get a lot of words on this album.Ade: I'm told that it's--the experience is better if you watch the--I don't know what to call it. The visual--Zach: The visual album?Ade: Yeah, the visual album, in conjunction with it.Zach: Yeah, I'm actually gonna peep it. Fun fact. A couple weeks ago I told y'all about me playing Smash Bros., the video game, and I'm in a GroupMe, and one of the guys who I play Smash Bros. with was actually in the visual album.Ade: Oh, really?Zach: That's right, 'cause I got--those are the kind of circles I roll in.Ade: You know famous video players. Video game players.Zach: Yeah. Video game players, yeah. And as a side-note, he is very good at Super Smash Bros., so there. Maybe he'll be on an episode--on the podcast one day. Who knows? We'll see. Okay, so with that, let's do a very hard pivot.Ade: Sharp left turn.Zach: Sharp left, into our topic for the day. So we're talking about being disabled while other at work, and it's interesting because similar to how we brought up the Solange album out of nowhere, I was not really thinking about the fact that we don't really consider the experiences of just disabled people period, let alone disabled people of color at work.Ade: Right.Zach: I'm trying to think. Like, how many times have you worked with someone who was a person of color and disabled at work?Ade: So the thing to also think through here is the fact that there are lots of hidden disabilities.Zach: That's fair. That's a good call-out.Ade: Yeah, so there's a wide, wide range of conditions. Physical disabilities can also be invisible, but there are chronic illnesses, there are mental illnesses, cognitive disabilities, visual impairments, hearing impairments. According to the Census Bureau--apparently the ADA, the Americans with Disabilities Act, applies to or covers approximately 54 million Americans. Of those I'm sure many, many millions are people of color or black people in particular, and so yeah, I don't know how many people--how many people of color I've ever worked with who are disabled or who are living with a disability, but I certainly think that it's important that, as a whole, we think about how to create a more inclusive work culture that empowers people with disabilities that's not patronizing or demeaning or just outright hostile.Zach: No, I super agree with that, and just such a fair call-out to say that there's so many folks that--who do not have visible disabilities but are--who are living with a disability, and it's important that we think about that and we think--we're thoughtful about that too, so again, just my own ignorance, and it was interesting because in preparing and researching for this particular episode, it was hard to find comprehensive data, especially content that was specific to black and brown disabled experiences. I think for me--kind of taking a step back and going back to answer my own question, any [inaudible] I've worked with who have a visible disability--I have not worked with anybody in my career who has had a visible disability, visible to me anyway. And, you know, I think it's interesting. I was reading a piece. It was called "Black and Disabled: When Will Our Lives Matter?" And it was written by Eddie Ndopu. And this was back in 2017. He's the head of Amnesty International's youth engagement work for Africa, and his overall premise was historically black resistance and civil rights and things of that nature has always presented the black body as the point of resistance, right? And ultimately the image of the black form is one of strength and solidarity and able-bodiedness, right? And it's presenting this strong quote-unquote normal body as the ideal to then push up against oppression, systemic racism, and--I'm gonna present this, and I want--I'ma dare you to try to break this form, this body. And in that there's a certain level of bias, because it then automatically erases the idea of different bodies, of disabled bodies, and if that's the case then it's like, "Okay, well, then where do they fit in this narrative? Where do they fit in our story? Where do they fit in our resistance?" And so it's just really interesting to me, because I think it's just kind of calling out our own blind spots. As much as Living Corporate--we aspire to talk about and highlight the experiences and perspectives of underrepresented people in Corporate America. It's season 2 and we're just now talking about being disabled while other at work, and so, you know, it really confirmed for me how little I think about my privilege as an able-bodied person. It's a huge privilege in the fact that we're seen. We think that we're invisible, and in a variety of ways we are, but disabled people of color are even much less visible than we are. Ade: Right, and I also think that now is such a good time to start thinking through the conversations that we should be having, because we live in a time and a space where everyone's rights are sort of up for grabs, and it's especially important that we are holding space and creating a safe space for people who have less privilege than we do, and it's not enough that you give it a passing thought, because then you might as well be sending thoughts and prayers, right? And I think that if you have the ability to do something, it's--and, you know, opinions may vary, but I am firmly of the belief that if you have the ability to do something, it is your responsibility to do something, even if what you're doing is something so simple as having a conversation or amplifying the voice of those who aren't able to have that conversation.Zach: I agree with that, and that's really all the more reason why I'm excited and thankful for the guest that we have today. Her name is Vilissa Thompson. She is a disabled activist, public speaker, educator, consultant, and writer. Yeah, she's putting in the work. And we had a great conversation, and I really want y'all to hear it and check it out, so this is what I'm gonna do. We're gonna transition--wait, you know what? Ade, so I know we said we got the jokes in. We got the jokes in at the beginning 'cause I really wanted to give space for Vilissa, and we're going to. Do we want to come back and do Favorite Things?Ade: Yeah. Yeah, sure. Let's do that. Zach: All right. Cool, cool, cool. So that's what we'll do. So we'll go with our conversation with Vilissa, we'll talk about that, and then we'll get into the Favorite Things.Ade: Awesome, okay.Zach: All right, talk to y'all soon. And we're back. And as we shared before the break, we have Vilissa Thompson on the show. Vilissa, how are you doing?Vilissa: I am doing great.Zach: We're really excited for you to be here. So today we're talking about being disabled and being a person of color. Can you talk a bit about Ramp Your Voice! and where that idea came from and its mission and--just give us the origin story.Vilissa: Yes. Well, Ramp Your Voice! was founded in 2013, you know, as a way for me to discuss my experiences as a black disabled woman, as a social worker, and just the things that I've just noticed with my professional world as well as personally. When I--a year before that I started blogging more as a social worker blogger that was discussing social work through a disability lens, talking about different issues on that front. When[that wasn't really popular as a profession?] at that time, the profession had just started doing more things online, people coming up with different blogs and different platforms. So at the beginning of that, that really kind of helped me get to where I am when it comes to blogging, talking about the disabled experience from many different angles. So getting that experience [at 12?] led me to create my [inaudible] at 13, and we're 5 years now, soon to be going on 6 in 2019. You know, it has really grown into this organizational aspect to where, you know, I'm able to project myself as a voice within the community that really calls out some of the mess, you know, in a light way of saying it, that happens within the disabled community, as well as getting those who are in the broader society to understand that disability, you know, is very much a facet, you know, in the people, as well as their different identities and experiences. For me basically, I like to call myself a rightful troublemaker, because I don't feel that you're really doing good work, particularly if you're doing social justice, you know, if you're not shaking the table, if you're not ticking off somebody.Zach: Vilissa, I was agreeing with you because I think that, you know, when you're talking about topics around race and gender and really any topic around equity, right, and affirming or empowering disenfranchised groups, often ignored groups, right, like the disabled community, the disabled people of color community. If there isn't some type of discomfort there, then there probably isn't gonna be any growth, right? Like, in any other context when we talk about getting better or growing, like, there's some type of discomfort there, right? So, like, professional development or working out and getting new muscles or just growing as a person. You know, like, you have--you have pains. Having a child, there's pains associated with that. So there's just historically, and just as a matter of life, when you change and pain kind of--they go hand-in-hand, and they have historically in this nation as well. So it's just funny how we often try to avoid that, right? Like, we try to avoid discomfort while at the same time seeking to, like, enhance the platform of others, and it's like that doesn't--they can't go hand-in-hand. Vilissa: And I do want to say that sometimes, you know, changing things starts from within. I know that, particularly within the disabled community, there has been a lot of shake-ups due to, you know, the calling out of the racism that's in the disabled community when it comes to leadership, the kind of Good Ol' Boys club that really, you know, reigns true since, you know, when people think about disability, you know, what usually comes to mind is a white face, usually a white male face, and a lot of the leadership are white disabled men who have a lot of racist, sexist views, who resist the change that is needed, and I think there has been this surgance [sp] of disabled people of color to be able to ramp their voice, you know, in a sense, to talk about the issues that matter to them to bring forth a more diverse understanding of disability history that is not just white faces or white experiences. So I think that part of what I have experienced and others who do this activism work, you know, is shaking the table within to really get the change that you want outside, you know, of your own sphere.Zach: Let me ask this, and I find this--I find this genuinely interesting because, again, I don't believe that I considered the perspectives and the experiences of the disabled and disabled people of color. So, like, that entire community. So for able-bodied folks like myself, just people who aren't conscious of that experience, can you explain to me some of the different ways that unconscious bias, bias and racism, rear its head within the disabled community?Vilissa: Yes. One way is, you know, like I was saying, you know, who is disabled? You know, not really considering disabled people of color. You know, when we see the telethons and the marathons and, you know, the call for, you know, charities, it's usually, you know, white faces, and that, you know, visible erasure of representation allows communities of color to not see themselves, when communities of color, particularly black and native communities especially, have high rates of disability. So that erasure alone is very dangerous, you know, when there's certain racial groups who have a prevalence of disability, and then when you break that down further into the communities of color themselves--you know, I can only speak for the black community. You know, we do have a resistance to, you know, identifying as disabled or calling somebody's, you know, condition disabled, you know? We have these kind of cutesy words for it. "You know So-and-so?" You know, they may think like this, or, you know, "So-and-so may be a little, you know, quirky," or anything like that, and, you know, I think that for me, that has really impacted how I look at my black disabled body, you know, as somebody who's been disabled since birth. I really didn't identify as disabled until I started doing this work, because I didn't know that being disabled had its own identity and culture and pride and that there is a community of people that look like me and people that don't look like me and people who are wheelchair users like myself, people who are short of stature or little people or [inaudible], you know? So that invisibility when it comes to media, when it comes to the work that organizations do, really impacts one's ability to connect to an identity that's outside of their race and gender. So I really think that honestly both disabled and non-disabled people, you know, are both heavily disadvantaged due to that disability. I know that, you know, in coming to this space I see a lot of particularly black folks who are disabled, particularly those who have invisible or not apparent disabilities like mental illness, chronic pain. Those are all disabilities, you know? But we don't call those things that, and it can really create this disconnect in one's body and mind and what's going on within one's body and mind, as well as understanding that being disabled is just as strong of an identity as your gender and your race. So for me, connecting to particularly black disabled women [inaudible] is letting them know that it's okay to talk about your disability, you know? It's okay to talk about your mental illness. It's okay to talk about your chronic pain. It's okay to talk about the lack of medical assistance that you get because you are, you know, a [triple?] minority. You know, I really think that that type of visibility allows those open conversations, allows those community resource sharing or just tips shared or, you know, just plain support to occur. So for me I really want us to all kind of take a step back and say that "Hey, you know, disabled people are the largest minority group in the world and in the country," and we all know somebody with a disability, if it's not us ourselves who are disabled. So being disabled isn't just some identity that doesn't reach home in some way, shape, or form. It does, and I think that's the main disconnect that I see, people not understanding a community that is so vast, so diverse, and it's one where we do know somebody, and to not change the perception that we have about disabled people and the lives that we're able to live. So, you know, that's just kind of the things that I notice, you know, when it comes to non-disabled people, able-bodied people, not understanding things, and what disabled people like myself who do activism work, you know, have to kind of teach you all and also happen to bring you all into the fold for those who are actually disabled who may not at this point or for whatever reasons, usually due to stigma or shame, identify.Zach: In that you shared about being a triple minority, you talked about identity. As discussions around inclusion and diversity become more and more commonplace today, and more centered in pop culture frankly, the term "intersectionality" is used a lot. So can you talk to me about what intersectionality means for you? And I ask that because you shared that you being disabled is an entire identity to itself, and it is, right? It's a part of who you are. It shapes how you navigate and move around this world, how you see the world. At the same time, you are a woman. At the same time, you are a black woman. So I'm curious to know, how do you navigate the intersection of those--and of course those are just three. Certainly you have various other ways that you identify yourself. However, how do you navigate the various points of intersection for yourself?Vilissa: Well, I think that--you know, when I talk about intersectionality, I think what's so critical is that people cannot separate my identities because I won't let them. You know, being black is just as important to me as being a woman, as being disabled. You cannot look at me and just simply divide me into three different parts, you know? Each of my identities has interwoven into this, to me, beautiful fabric of my being, and the world reacts to me, you know, in the ways in which my identities present themselves, you know? Some people may not care that I'm black, but because I'm a woman that's a problem. Some people may not care that I'm a woman, but because I'm a wheelchair user that makes them uncomfortable. Some people may not care that I'm a wheelchair user, but because I'm black, that's the biggest issue. So when I go out into the world, I don't know at times which of these identities people are reacting to, or sometimes I can tell. It depends on, you know, if they're very open about what may make them uncomfortable or what they're, you know, I guess quote-unquote offended by, you know? By my mere existence. So for me, the world, you know, looks at me and judges me on those three primary identities that I have, and they make assumptions about my capabilities, my intellect, my social status, my educational status, you know? Just everything about me, and the one thing I always say about assumptions is, you know, the word assumption has, you know, A-S-S at the beginning of it, so you can make yourself look like an--you know, an unintentional [bleep] by making assumptions. So, you know, I really think that those assumptions have really shaped, you know, my experience, and particularly when I learned about the term "intersectionality," it just really, you know, was like a light-bulb moment. Like, "Oh, my gosh, that makes so much sense," because when I look at myself in the mirror, I see a black disabled woman, you know? I see--and I'm a Southerner. I'm from South Carolina, so, you know, I understand what it means to be in a small Southern town, you know, to live in a red state, to have the type of history that is attached to the South. As a woman I understand, you know, sexism and the ways that women are paid less and the harassment and the sexual assaults that women go through, you know, with our bodies and our mere existence, and as disabled, you know, we experience all of those things, you know? Disabled women, particularly those with intellectual disabled, have the highest rates of experience sexual violence. So in that example, you know, we have the connection of gender and disability. You know, when it comes to being a person of color, their people have the highest rates of police brutality. Over, you know, half of police brutality rates are conducted on, you know, disabled people, and there's a portion of those people who have been, you know, either the survivors or victims of police brutality have been disabled people of color. So in that example you have the race and the disability factor. So, you know, just in those type of statistics alone--and I could go on and on about the disparities when it comes to race, gender, and disability--you really cannot separate someone's experience and the disparities that they may encounter because of who they are.Zach: Let me ask this. You know, in the work that you do with your Ramp Your Voice! and of course as a professional, as an adult, can you talk to us a little bit about how to effectively support disabled people of color in the workplace?Vilissa: Mm-hmm. Well, I know that what my particular work journey has been. It's always unusual, you know, when it comes to how non-disabled people may look at it, but for disabled people it's not really unusual at all. As I said, I am, you know, as a social worker. When I got my MSW in 2012, I had wanted to look at traditional social work routes, and the one thing I found is that the requirements for social work positions, particularly those that deal with case management, DCS or CPS, you know, et cetera, requires you to either have a vehicle or be able to go out to homes, and as a wheelchair user I know that the majority of homes are not wheelchair-accessible, and as someone who did not have the ability to obtain a car because I was on SSI at the time, you know, that [inaudible] was there as well. So I quickly realized that if I wanted to make a niche for myself within social work I most likely was gonna have to do a non-traditional social work route, and lucky for me, I went from being micro-focused, which dealt with families, individuals, and groups, into a more macro focus, which is activism, community building, so on and so forth, and that's what kind of got me into writing and got me into Ramp Your Voice! So for me, many disabled people are like myself where we have these barriers. We have these systemic barriers when it comes to the job requirements. Like I mentioned, you know, being a wheelchair user, and you also have systemic barriers when it comes to government agencies as well. You know, with being on SSI, I knew that I would have to have a job that gave me insurance, because my SSI and my health care--because Medicaid--were connected. So if I was to lose the SSI, that means that I would lose the Medicaid.Zach: So let me ask this. What is--for those who don't know, and myself included, what is SSI?Vilissa: SSI is basically social security. There's two types of social security. SSI is what those who have not yet put into the system get, basically those like myself who are born with disabilities. Basically, like, younger kids whose parents make within the I guess income requirements. I was able to get them enrolled on it. And then there's SSDI, so those of us that work, we put into the SSDI system. So for me, I was on the SSI system because I hadn't put into the system yet. So for me, while I was building my brand, I was still looking for, you know, different types of employment. Luckily I lived at home with my grandmother at the time, and, you know, I was able to stay with her. You know, I had lived with her my whole life, so I was able to stay with her and build up this brand, and then when she passed at the end of 2015, I knew that I would have to get some type of employment. So I, you know, was able to get a job by the end of 2016, and that allowed me to get off of social security, 'cause I had health insurance. You know, that's the unique situation that disabled people endure. These are the systemic barriers. Now, some disabled people are not able to get off, particularly Medicaid, because they have comprehensive health care needs, and private insurance would not pay for some of those extensive health care needs that they have, like having a personal care assistant, someone coming to their home, helping them with their activities or daily living like dressing, bathing, so on and so forth, or they may need certain equipment, you know, that private insurance may not cover because it's, you know, very expensive. So some disabled people are not able to get off [inaudible] at all, and they have to be very mindful of how much income they may have to take in, how that can affect it, either their Medicaid and/or social security, particularly if they're both connected, and what does that look like. So this puts disabled people in the [inaudible] of property, because I know that when I was on social security I was getting several hundred and 30 something dollars a month, which is nothing, you know? To live off.Zach: Right. No, absolutely.Vilissa: Yeah, and that's, like, a month. So, you know, just think about that. For some people, that's their rent, you know? That's their rent payment.Zach: And that's some cheap rent too.Vilissa: Exactly. You know, so I think that what non-disabled people really don't realize is that when it comes to employment, disabled people have a lot to consider, and in some cases a lot to lose. That could put their livelihoods, and at times their lives, on the line. So when it comes to employment, you do have to be very strategic about what kind of jobs you take, what kind of money you take. If you can take money, what does that look like? And so on and so forth. I know that for me, I was willing to do some things for free while on social security because I knew the consequences of taking money while on social security, and that was my main source of income. And that's a lot to take into consideration, a lot, and when it comes to disabled people of color, we have the highest rates of unemployment within the disabled community. Disabled black folks have the highest rates of unemployment in the community. So, you know, it's not only us having these hoops to go through, but also people not being willing to hire us when it comes to looking for employment.Zach: So let's get back on Ramp Your Voice! a little bit. I love the writings and the photos and the resources. Where can people learn more about Ramp Your Voice!, and what all do you have going on in 2019?Vilissa: Well, Ramp Your Voice! is gonna be doing some very collaborative work. Right now I have a speaking agent, where I will be doing a lot of speaking gigs, signing up for universities. So if anybody wants me to come speak, you can sign me up for that. Reach out to me and I can connect you with my agent. And that has been a great experience that just occurred this year, to be able to connect with somebody who understands the vision that I have of my work and my voice and what I want to do with that through more writing. I'm in the process right now of working on my children's book, which is a picture book. This has been kind of like my baby for a very long time, and I'm now in the position to work on it the way that I desire to and bring it to life. Right now I don't have a publisher for that, but definitely looking for one. Right now I'm also looking to writing. I love writing about race, gender, and disability, to intersectionality and different things like, you know, pop media, media representation, health care, social work. So right now I'm just continuing to build the brand, continuing to talk about the experiences from a black disabled woman's perspective, and just really continuing to, you know, cause trouble. Like, one of the things I do enjoy doing is educating, you know, non-disabled folk, particularly those who are professionals in the medical field, the [inaudible] professions field like myself with social workers, therapists, really understanding disability outside of the medical model, which is basically, you know, talking about disability from a diagnosis standpoint as well as the [first-person?] language. We're saying "people with disabilities" instead of the identity-first language, which is disabled people, disabled [inaudible], disabled women, and really getting into the social model of understanding disability, which is more about, you know, disability being a, you know, identity, a culture, a community. So that's kind of what I offer for professionals who really want to ensure that if they're trying to engage with disabled people through their work, maybe through recruiting, you know, for their hiring practices, you know, whatever that they're interested in, make sure that they understand the language, because every community has its particular language that you need to know to be able to better relate and engage with those community members so you don't be out of date and, at times, unintentionally offensive by using outdated terms. So those are the things that I offer that I'm really looking forward to doing more of in 2019, as well as a couple other projects that I can't really say just yet, but just really, you know, expanding the brand, particularly since there's so many great disabled voices out there who are doing incredible work, you know, just making sure that what I'm doing is always fresh and always being welcome to reaching new audiences, reaching new professions and new worlds that, you know, disabled people live in, you know? Just because somebody doesn't self-identify as disabled doesn't mean that disabled people aren't in your organization, aren't in your community.Zach: I appreciate you educating me. I'm sure many of our listeners--and I'm curious though, before we get out of here, do you have any parting words? Any shout-outs?Vilissa: Well, I just--you know, I just really want to thank you for allowing me to be on here. Just know that disabled people are here, and we are not going anywhere, and if you don't know a disabled person, you need to step your game up and really--particularly if you are a professional--see the ways in which your organization, your body of work, is being exclusive--you know, excluding disabled people, and how you can be more inclusive of disabled people, and ensuring that if you're going to include disabled people that they represent vast, you know, gender, race, you know, sexual orientation, you know, identities, because we need more disabled people of color, disabled people of color who are LGBT, you know, in those types of spaces.Zach: Vilissa, I have to thank you for being on the show today. Thank you so much, Vilissa. We look forward to having you back on the show. We'll talk to you soon.Vilissa: Thank you.Zach: Peace. And we're back.Ade: That was an amazing interview. Beyond, I think, inspiring, which I don't think is the term that I really want to use there, but pardon my lack of or access to language at this point. I think Vilissa's story is--it's a call to action, right? It is--and I don't know if everyone has gotten the opportunity to go to Ramp Your Voice! and just take a look around, but there's actually an anthology--I was struggling with that for a second there. There's an anthology on Ramp Your Voice! where Vilissa actually did an amazing job at collecting a black disabled woman syllabus, and I did some work and went through and read some of the articles that I hadn't had access to or read before, and it's amazing. It is a body of work that I think everyone should read, not just because it gives you a really--if you can hear something crunching in the background, that's my dog Benjamin. He wanted to be featured on the--on the podcast today, so he has some thoughts.Zach: What's up, Benji? Yeah, we can definitely hear him. It's all good.Ade: Yeah. So this list has important thoughts. Like, The Stigma of Being Black and Mentally Ill, Complexities and Messiness: Race, Gender, Disability and the Carceral Mind, which was an incredibly, incredibly important read. "How I Dragged Myself Out of the Abyss That Is Depression Without A Prescription," Disabled Black People. Just very, very important works and in many, many different formats. So you have music, audio, video, poetry and fiction, books, articles. I say all that to say that there is a treasure trove of really important and interesting work, so I encourage everyone and will include the link to the syllabus, but I encourage everyone to take a look at this work. I don't even remember where I got started with singing Vilissa's praises, but yeah, amazing interview. Zach: No, super dope, and I definitely appreciate Vilissa joining the podcast. We'll definitely make sure to have all of her information in the show notes. JJ, give me some of them air horns for Vilissa. Go ahead, give 'em to me. Put 'em in here.[air horns] Aye. Thank you, thank you. Part of me wants to let off some of them blop-blops, Ade, but, you know, we're a professional podcast.Ade: Again, all I have to say is that celebratory gunshots are absolutely situationally appropriate.Zach: Man, my goodness. One day I'ma have--one day I'ma have the CEO of my current job, he's gonna be on the podcast, and we're gonna let them blop-blops go. Watch. That might be the same podcast we talk about respectability politics too, just to make some of y'all real mad.Ade: I am here for all of that action, all of it.Zach: I'm here for it. Man, so I'm definitely excited. So I have not read any of the pieces on here. I clicked the anthology, and I see--Ade: Any?Zach: I haven't. I haven't read the pieces on here. I haven't, no. Ade: Even the black feminism or the womanism category?Zach: No. I'm being honest.Ade: Oh, you have some homework.Zach: Oh, no. I have mad homework. I have mad homework. So I'm looking at the anthology. The anthology is requesting content, right? It's requesting content, but then I see right here to your point, there's a bunch of stuff on here. The Harriet Tubman Casting Cripping Up Issue, Aunt Vi, #QueenSugar, Black Women, &amp;amp; Our Disabled Bodies: Why We’re Still Whole, Luke Cage: The Black Disabled Superhero We Need, If I Die In Police Custody. I mean, Why Black History Matters. There's great content here, and really there's no reason for y'all not to check this out, just like there's no reason for me not to check it out further. Amen. Okay.Ade: Absolutely.Zach: Okay. Okay, okay. So let's go ahead and get into these Favorite Things. Ade, why don't you go ahead and go first?Ade: Oh, I just want to say one last thing before we move on. I think that it is incredibly important as we amplify the voices of people of color who are disabled, particularly black people, particularly black women who are disabled, I think it's important that we contextualize black history and the black experience within this paradigm, and I had to sit back and think through, for example, Harriet Tubman, who we know historically had seizures. She was injured over the course of her enslavement and had to deal with severe seizures for the rest of her life, which brought on these visions that she attributed to a religious--like, a sacred experience, but I think of how important it is to 1. contextualize these experiences and 2. fully give Harriet Tubman her due, right? Because if we lose the pieces that really and truly make up who she is, we are not truly honoring her, right? And I think that if we acknowledge that, you know, Harriet Tubman was a black woman, an enslaved woman, a disabled woman, in a time that made no space for any parts of her, I think we really and truly start to understand and give honor to who she was as opposed to having honestly a very surface-level understanding of who she was and magnifying her in a shallow way, I would say. So yeah, Harriet Tubman. Amazing woman. Disabled woman. I cannot sing her praises enough obviously. I mean, duh. Harriet Tubman. But yeah, it's so important that we talk about these things, because it's so easy to gloss over the fullness of who a person was.Zach: Okay. So with that being said, now we're ready for our Favorite Things. Ade, what you got going on? What's your Favorite Thing right now?Ade: So my one Favorite Thing right now is this guy who demanded cuddles and rubs, so he is over here face all in my lap while I try to record. I promise you, he is just big ol' face in my lap. His favorite thing--his favorite thing to do is to either jump right on top of my stomach, all 50 pounds of him, when I'm laying in bed and minding my own black business, or he likes to, when I'm sitting on the couch, literally hop on the couch and put his butt in my face. It's, like, his favorite thing. Zach: This sounds abu--oh, this is a dog. This is Benji.Ade: Yes, yes. There isn't a random man running around in my life.Zach: I was like, "Wait, why is he--he's a grown man and he weighs 50 pounds and he's jumping on your stomach? What?"Ade: I would have so, so many more problems if that were in fact the case.Zach: That is crazy. I was like, "Wait, this is too much going on." Okay, so Benji is your Favorite Thing right now?Ade: Oh, and my other Favorite Thing is the CodeNewbie podcast. I stopped listening for a little while because--Zach: What's the name? Say it again?Ade: The CodeNewbie podcast. Zach: Okay, what's that? What's the CodeNewbie podcast?Ade: It is a podcast dedicated to educating folks like me who are either transitioning into tech or even, like, if you're a CS student in college or whatever it may be, a new grad of either an undergraduate, a master's student, if you were graduating from a boot camp, all of it. It just educates an entire community of learners, and I love it so much. It's, you know, after Living Corporate, my favorite podcast to listen to.Zach: Aye. Okay, that's what's up. First of all, shout-out to Benji and to all the dogs out there. Woof woof.Ade: Not woof woof. Did you just--okay, DMX.Zach: No, DMX would be like--I can't even do it. I can't even do it now 'cause you just put me on the spot. [tries] You know what I'm saying? Like, that would be DMX.Ade: Okay, Lil' DMX.Zach: Yes. ZMX, what's up? So also, you know, we need to start doing our shout-outs, so this reminds me - shout-out to the college-aged people who listen to our podcast, shout-out to the Buckys, A.K.A. the allies, A.K.A. the Winter Soldiers out there. Ade: Oh, my God.Zach: Shout-out to the Wakandans, A.K.A. my true Africans. Shout-out to my Jamaican brethren, who allow us to get these pew-pew-pews off every episode. Thank y'all for the encouragement.Ade: Honestly, I think it's [tolerated?] at this point, but shout-out to y'all anyway.Zach: Shout-out to y'all. Shout-out to the corporate gangstas. Shout-out to Wall Street. Shout-out to the folks that don't have nothing to do, they just listen to podcasts all day. Shout-out to y'all.Ade: Shout-outs to those of you who have, in the last 3 days or so, deployed a "per my last email." I see you. I recognize your struggle, and go ahead and CC HR if necessary, [beloveds?]. It's okayZach: Amen. Shout-out to those who drink water every day. Shout-out to y'all.Ade: And if you are listening with us right now, feel free to reach over to a glass of water or a water bottle of some sort and take a sip.Zach: Shout-out to my people--shout-out to all of my black people and all of my white people, A.K.A. all of the people who know they need to wear lotion and all of those who don't really wear lotion like that. Shout-out to all of y'all, and then of course shout-out to all of my co-workers and colleagues who listen to the Living Corporate podcast. Shout-out to y'all. Who else?Ade: You know, it's funny, because I don't really tell my co-workers about our podcast just in case I need to shade them on the podcast.Zach: See? Well, that's what happens when you're not--when you don't live your truth, see? You've got to--you need to tell your co-workers about the podcast. [inaudible]--Ade: So I just need to shade them directly to their faces? Because, I mean, I'm with that energy, it's just that--Zach: You should definitely shade people to their faces, just as a principle in life. Ade: So here's the thing. I struggle with that, because I would love to shade you in person and to your face and very loudly--well, no, that's not quite shade, that's just yelling--however, I also hold the sincere belief that I just work here. It is not my job to educate you about your silliness. So I don't know. There's, like, a spectrum of behavior, and I don't know how willing I am to invest time in raising adults. So I'm gonna continue struggling with that.Zach: I mean, I feel that. I feel that. See, I genuinely love my job. Like, I'm at a very unique place in my career. I love my job. I have a great relationship with all of--everybody in my practice. Like, I love my team, so, like, shout-out to them. And so I have no issue with letting people know that I have a podcast, plus this is a professional podcast. Like, we don't be talking crazy on here. We haven't even let any blop-blops--we haven't even let any blop-blops go.Ade: I hear you. I love my job as well, although on occasion I do sincerely doubt the judgment of some folks.Zach: That's real.Ade: So I don't know. I'm gonna struggle with that a little bit longer and let you know how I feel about it and if I'm deploying a--"Here's a link to my podcast," you know, in an email all thread.Zach: It's a good--it's also good for your personal brand. I mean, I think--you know, it's almost been a year since we've been out. I feel like it's about time you let people know you're on a podcast.Ade: Very true point.Zach: You know what I'm saying? We were in the middle of these shout-outs. Oh, right, so Favorite Things. So my Favorite Thing right now has to be Desus and Mero on Showtime, okay? So, you know, there are a few things that give me inspiration and joy at the same time, and Desus and Mero happen to be one of 'em. I love their style. I love their content. It's super funny, very engaging, and it has a certain level of just comedic timing that I aspire to have. They're wonderful. So I love their show. This is not a paid promo ad. I don't even think we have enough juice to get ad space for Desus and Mero.Ade: No, no, no. Retract that energy right now. Retract it. Retract it.Zach: Yeah, right. I'm gonna take it back, I'm gonna take it back and add a "yerrrrrp" instead. [laughs]Ade: That's how you do it. Yep.Zach: Yes, but--but no, I really enjoy their content, so shout-out to them. And that really leads me to my question before we get into the wrap-up. Do you think we should have, like, some A.K.A.s on the show? Like, not the sorority. Shout-out to y'all, though. [inaudible].Ade: I really was about to be like, "Excuse me?"Zach: No, no, no. Like, A.K.A.s, like, "Zach Nunn, A.K.A. So-and-so, A.K.A. That Guy, A.K.A. Mr. Such-and-such, A.K.A.--"Ade: A.K.A. ZMX?Zach: A.K.A. ZMX, A.K.A. "per my last email," A.K.A. CC Your Boss, CC Your Manager. My wife's looking at me and saying, "No, don't do any of that."Ade: I--yes, I really was about to be like, "Hm, this could escalate very, very quickly, and the only A.K.A. that I am known for is not work-appropriate," so I'm just gonna move on.Zach: [laughs] Yeah, [inaudible] said no.Ade: I'm standing in my truth. I'm sitting. I'm sitting in my truth.Zach: My wife took her laptop, moved it off of her lap to her side, and then moved her head from the left to the right to the left again, to the right again, and then back to the left to tell me no. Okay.Ade: She's a wise woman.Zach: She is.Ade: We have been rambling for so long.Zach: We have, but, you know, this is actually part of our podcast. You know, people--y'all have been saying that we're not--you know, sometimes we come across a little too scripted. Look, we've been kicking it this episode. If y'all like--if y'all kick it with us--you know, actually, this is the last thing before we go. You know how, like, every podcast and/or, like, artist, group, they have something that they call their fans? Like, Beyonce has the Beyhive, right? Like, Rihanna--BTS has, their fans call themselves "The Army." Like, should we have--should we have any type of--Ade: An employee resource group? Sure.Zach: No, no. What we call our fans. You think we should call them an employee resource group? That'd be super funny. No, they have to give themselves an--you know, something like "our Living Corporaters," you know what I'm saying? It has to be something where you give them, like, a name. There has to be a name.Ade: I don't--Zach: Right? So, like, I'm pretty sure--Ade: Let's think through this. Y'all send us some suggestions.Zach: We've gotta think through it, right? Yeah, y'all send us some suggestions. Like, what do y'all want to be called? Y'all can't be called "the Living Corporate hive." That's mad corny. Can't be called the LCers, 'cause that's--again, it's cheesy. But I don't know. Like, we should think about something. I don't know. It'd be funny, like, if we ever had, like, a live podcast and, like, people subscribed in the middle of our podcast, if the noise was [makes noises] "Hi, who just joined?" That would be funny. [laughs]Ade: All right, it's past your bedtime.Zach: It's time to go. It's time to go, y'all. All right, thank y'all for listening to the Living Corporate podcast. You can check us out on everything. We're everywhere. Just Google us, Living Corporate. Check us out on Instagram @LivingCorporate, check us out on Twitter @LivingCorp_Pod. Make sure you check out all of our blogging content, 'cause we have blogs, and we have some new stuff coming. That'll be coming--fresh announcement, independent announcement coming soon on living-corporate.com, please state the dash, or livingcorporate.co or livingcorporate.org or livingcorporate.net. We have all the livingcorporates except livingcorporate.com. Y'all should know this by now because Australia owns livingcorporate.com. Somebody write a note to Australia. Let them know to stop hating. Ade: A strongly-worded letter.Zach: A strongly-worded letter, right? But they're not even doing the aboriginals right, so they definitely not gonna do us right, huh, Ade?Ade: I mean, no. Zach: No, they're not. Dang, we just put some aboriginal commentary in the end of a Living Corporate podcast episode. But I mean it, y'all need to do right by the aboriginals, and frankly y'all need to do right by us and give us the livingcorporate.com domain. I'm tired of it. We've talked about this for a whole 3 or 4 months. Consider this though a strongly-worded note, a message, okay? We do need the domain. I'm terrified to ask how much money it would cost. I have no idea. I have no idea how much money it would cost.Ade: I--I just--all right. Goodnight, bruh.Zach: Thank y'all for listening to the Living Corporate podcast. This has been Zach.Ade: This has been Ade.Zach: Peace.Ade: Peace.</itunes:subtitle>
      <itunes:summary>We sit down with Vilissa Thompson, an activist and disability rights advocate who is also the creator of Ramp Your Voice!, a disability rights consultation and advocacy organization that promotes self-advocacy &amp; empowerment for PwDs. She created the viral hashtag #DisabilityTooWhite, spurring people to share instances of erasure of people of color with disabilities from media to medicine. 

Connect with Vilissa on LinkedIn:
https://www.linkedin.com/in/vilissakthompsonlmsw/

Learn more about Ramp Your Voice!:
http://rampyourvoice.com/

The RYV Syllabus:
http://rampyourvoice.com/2016/05/05/black-disabled-woman-syllabus-compilation/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We sit down with Vilissa Thompson, an activist and disability rights advocate who is also the creator of Ramp Your Voice!, a disability rights consultation and advocacy organization that promotes self-advocacy &amp; empowerment for PwDs. She created the viral hashtag #DisabilityTooWhite, spurring people to share instances of erasure of people of color with disabilities from media to medicine. </p><p><br></p><p>Connect with Vilissa on LinkedIn:</p><p><a href="https://www.linkedin.com/in/vilissakthompsonlmsw/">https://www.linkedin.com/in/vilissakthompsonlmsw/</a></p><p><br></p><p>Learn more about Ramp Your Voice!:</p><p><a href="http://rampyourvoice.com/">http://rampyourvoice.com/</a></p><p><br></p><p>The RYV Syllabus:</p><p><a href="http://rampyourvoice.com/2016/05/05/black-disabled-woman-syllabus-compilation/">http://rampyourvoice.com/2016/05/05/black-disabled-woman-syllabus-compilation/</a></p>]]>
      </content:encoded>
      <itunes:duration>3790</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : Narrow Down Your Job Search</title>
      <description>On the sixth installment of Tristan's Tips, our special guest Tristan Layfield expands on why it's so important to narrow down your job search before setting off in search of new employment. He also offers valuable advice on how best to navigate the job search realm.
Connect with Tristan on LinkedIn, IG, and Twitter!
Connect with us on our website!</description>
      <pubDate>Tue, 12 Mar 2019 06:40:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Narrow Down Your Job Search</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>57</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ff5ddfbc-f2a4-11ea-88c4-0b78e855fef0/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the sixth installment of Tristan's Tips, our special guest Tristan Layfield expands on why it's so important to narrow down your job search before setting off in search of new employment. He also offers valuable advice on how best to navigate the job search realm. Connect with Tristan on LinkedIn, IG, and Twitter!Connect with us on our website!TRANSCRIPTTristan: What's poppin', y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Today we're gonna talk about why it's essential to narrow down your job search. Have you ever decided you were going to search for a new job, so you take your laptop out, you look at your resume, and you think, "Eh, that's fine," and then you head over to your favorite job search site, like Indeed or Monster, to start searching... then 10 to 15 minutes in, you're completely overwhelmed? Well, that's because you didn't go into it with a plan. We often set ourselves up for failure by setting our sights too wide. We say we want to work in HR, but HR is an expansive industry. You can be a generalist, a recruiter, a trainer, a manager, a director, a VP - the list goes on. The name of the game in the job search realm right now is tailoring. Yes, you could adapt your resume to all of the various roles you would apply to on a whim, but you'd be spending an endless amount of time tweaking resumes and cover letters, and that's precisely why you feel exhausted before you've even really gotten started. While many roles inside of an industry require similar skillsets, they each have their own unique requirements. By thinking too large, you tend to miss what skills you can highlight and what skills you need to brush up on to make you the best candidate in the applicant pool. So take a step back and try to figure out one or two areas or jobs that you're interested in, then develop a targeted strategy for each of those areas. This strategy includes signing up on specific job search sites, highlighting different achievements in your documents, attending certain networking events, using certain social media platforms, or even reaching out to particular employment agencies. While this process varies wildly depending on the industry you're trying to break into, by being aware of what you want, you can better prepare yourself to attain it. Remember, it's a process. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the sixth installment of Tristan's Tips, our special guest Tristan Layfield expands on why it's so important to narrow down your job search before setting off in search of new employment. He also offers valuable advice on how best to navigate the job search realm.
Connect with Tristan on LinkedIn, IG, and Twitter!
Connect with us on our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the sixth installment of Tristan's Tips, our special guest Tristan Layfield expands on why it's so important to narrow down your job search before setting off in search of new employment. He also offers valuable advice on how best to navigate the job search realm.</p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p>Connect with us on our <a href="https://www.living-corporate.com/">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>295</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Entrepreneurship While Other (w/ Mike Johnson of Role Tea)</title>
      <description>We have the pleasure of sitting down with Role Tea CEO and co-founder Mike Johnson to discuss the topic of entrepreneurship while other and what building an effective network looks like for underrepresented communities. 
Connect with Mike (and Role Tea) on LinkedIn:
https://www.linkedin.com/in/mikecjohnson1/
https://www.linkedin.com/company/role-tea/about/

Learn more about Role Tea:
https://www.drinkroletea.com/
https://www.instagram.com/roletea/?hl=en
https://twitter.com/getroletea?lang=en
https://www.facebook.com/GetRoleTea/

Connect with us: https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 08 Mar 2019 11:55:00 -0000</pubDate>
      <itunes:title>Entrepreneurship While Other (w/ Mike Johnson of Role Tea)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>56</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ff7689cc-f2a4-11ea-88c4-9bbe3dcd2091/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>We have the pleasure of sitting down with Role Tea CEO and co-founder Mike Johnson to discuss the topic of entrepreneurship while other and what building an effective network looks like for underrepresented communities. Connect with Mike (and Role Tea) on LinkedIn:https://www.linkedin.com/in/mikecjohnson1/https://www.linkedin.com/company/role-tea/about/Learn more about Role Tea:https://www.drinkroletea.com/https://www.instagram.com/roletea/?hl=enhttps://twitter.com/getroletea?lang=enhttps://www.facebook.com/GetRoleTea/Connect with us: https://linktr.ee/livingcorporateTRANSCRIPTZach: My grandfather was born in Mississippi and was a sharecropper on a cotton farm. With only an elementary education, he eventually moved to a small Illinois town to work for John Deere. After working for over 20 years, he established his wealth through entrepreneurship, namely real estate. "Remember," he would say to me as a child, "jobs are to pay your bills. If you want to be successful and make real money, do something else." Though he was successful, his journey was challenging and fraught with various hardship. It actually reminds me of an excerpt from a piece from Inc Magazine authored by Web Smith called "What It Really Means to Be a Black Entrepreneur in America," and I quote, "Regardless of race or ethnicity, entrepreneurs always begin at a disadvantage. However, blacks tend to need to reach levels of traction with our own money since seed money is often unavailable. This contributes to the rarity of URM entrepreneurs. Richard Kirby, vice president of Vinrock, recently compiled a list that reported a total of 23 African-American investors in the U.S. It should be of no surprise that black founders receive less than 1% of institutional capital. As important as money is the ability to realize your potential through mentorship and direction. This begins with confidence, belonging, and familiarity." End quote. Listen to that. Confidence, belonging, and familiarity. Networking is the catalyst for each of these things, but what does building such networks look like for underrepresented communities? My name is Zach, and you're listening to Living Corporate.Ade: So today we're talking about entrepreneurship and what it means to be an entrepreneur as a non-white person.Zach: I'm glad that we're dedicating an episode to this. Living Corporate isn't just about working for someone else, but also we want to explore ways in which you can work for yourself.Ade: For sure, and shout-out to your grandpa. That's an amazing story.Zach: Yeah, it's inspiring for sure, and while it's impressive--you know, he built his empire through real estate in a small Midwestern town after building up decades of social equity by being in the community, right? Like, he bought homes, like, no one else was really wise enough to invest in, then he fixed them himself, then he managed all of his own maintenance on this homes.Ade: Wow. Yeah, I mean, he weaved his own boot straps out of thin air and then pulled himself up by them. Like, he's an amazing success story, no doubt. To your point, in 2019, the world is just way more connected and social, which is cool, but it also creates more invisible hurdles and roles and just stuff to navigate in being a full-time or even moderately successful part-time entrepreneur, right? And those three things that you quoted--confidence, belonging, and familiarity--those are all needed in the hyper-connected world.Zach: It's just funny, 'cause I was telling a colleague that because of that fact that entrepreneurship success is built on access to capital, which lie in relationships, that people of color are well-benefitted by having partners and backing that don't really look like them, and I remember I had this conversation, and you would think this person, like, thought that I had said, I don't know, just something, like, really racist or, like--"What are you talking about? What are you trying to say? I mean, anybody can do anything." I was like, "OK, all right. Yes, we can do anything." And it also helps to know the right people so that we can have access to things, so that we can do the things that we want. I mean, like, let's be realistic. It frustrates me sometimes when we talk about, like, success and striving to do better and building things that we don't acknowledge, like, the very real capitalist structures that exist, right? Not even that we're fighting against, but that we have to plug into to be successful. Like, come on. Like, this is America. Everybody does not--everybody with a great idea does not wake up and then work really hard towards that idea and then somehow, like, become successful. There's plenty of people out there with great ideas who work very hard who are never successful, right?Ade: Right, and because people of color often don't have access to power or the relationships or the rooms in which these bills are being made in these countries to be movers and shakers there's a bit of a disadvantage. Let's look at the most prominent black clothing brand ever, FUBU. Long story short, FUBU popped off by having a relationship with LL Cool J, and yes, that LL Cool J. He is black, but guess who else LL Cool J had a commercial partnership with? Gap. He plugged FUBU in the middle of a Gap promotional commercial, and he did it while he was rapping, so nobody who was on set or was clearing the ad afterwards really noticed.Zach: Right, and it's a crazy story, but people just forget about that and the fact that Damon John, he had a ton of creative methods to promote FUBU, right? Like, he had a ton of different ways he was kind of getting it out on the street, but it was that Gap commercial--that's the one that really got 'em on the map and really--anyone who studies FUBU and studies, like, advertising, they know about the LL commercial, right? Like, it's common knowledge that's--that was the tipping point for that brand, and so, like, the point is entrepreneurship is changing already. Like, the majority of entrepreneurs don't make it, but being someone who doesn't have advantages built on centuries of historical inequity makes it even harder. Not to say it isn't possible. I'm not saying that it's impossible at all, it's just--it's just hard.Ade: Correct. Wouldn't it be dope if we had an entrepreneur with, let's say, over a 15-year track record of successfully launching dozens of new products or services in the food and beverage media and industrial goods industry? In fact, I would love to hear from someone who has experience maybe launching a brand from concept to the shelf of three of the top ten grocery chains in the country.Zach: Oh, you mean like our guest Mike C. Johnson?Ade and Zach: Whaaaaaat?Zach: [imitates air horns, then Sound Man supplies them] Y'all thought we weren't gonna have these air horns this season. Y'all thought. That's right. We still here with these air horns. We are here with these air horns. More fire for your head top. I'm not playing.Ade: This is really all Zach. I'm blaming it on you.Zach: Aye, drop the air horns. In fact, hold on, drop extra air horns, because we had someone who was actually from Jamaica hit us up on Instagram and say, "Please keep the air horns coming, and make them louder."Ade: Make them louder?Zach: Make them louder, so we here for y'all. We here for the people, 'cause we got it like that. We love y'all, okay?Ade: Not surprised. Not surprised in the least. All right, y'all. Keep listening for a really dope conversation.Zach: And we're back. And as we shared before the break, we have Mike Johnson with us. Welcome to the show, Mike. How are you doing?Mike: I'm doing good, man. How are you doing?Zach: I'm doing really good, man. So today we're talking about entrepreneurship. So can you tell me--where did your entrepreneurial itch come from or start with?Mike: Oh, man. I really can trace it back to my early 20s. I had a couple ventures around that time that I went after. I had a website called VirtualREGallery, which was basically a website that displayed virtual tours of real estate listings before virtual tours were pretty popular. I was a realtor for a little while, and I also did some construction on the side. So I've always kind of had that aspiration to somewhat control my own destiny, but I would say what really motivated me to start Role Tea was just as I learned more about marketing and innovation, I always just had this dream to want to turn an idea or a vision to a concept and go start to finish and pretty much have complete control over how that product will come to market. So that to me has been the most gratifying part of entrepreneurship. Even to this day when I walk into a store or restaurant and I see someone, you know, drinking Role Tea and, you know, just randomly, that to this day still makes me a little excited, 'cause I'm like, "Man, 3 years ago that product was just an idea in my head, and now people can actually purchase it and consume it in a store." So that's just probably the most gratifying thing, to have that control over the idea from start to finish.Zach: That's amazing. And, you know, you talking about your previous ventures, it reminds me of another question that--you know, in season 1 we had a guest who brought up the concept of failing forward--failing quickly and failing forward, so can you talk a little bit about that concept and perhaps what some of your biggest Ls--and we'll say Ls are lessons--that you've taken in your entrepreneurial journey?Mike: Yeah, man. That's a great question. The crazy thing for me about failure that I've learned in this experience is that--you know, I've realized that you really only fail at almost anything when you quit. Like, going into this venture, you know, sometimes your mind can play tricks on you. You start thinking about the worst things that could happen and failure and whatnot, but when you get into it you realize that, man, virtually everything that happens to a business can be resolved if you have the fortitude to try to work through it. So, I mean, you know, we're no different. Like, you know, everyone talks about the great side of entrepreneurship, but man, we've had at least four or five near-death experiences with our company in 2 years. Like, you know, from running out of cash, which a lot of startups have that issue with running out of money, to, you know, having key suppliers back out last minute, literally weeks before launching into Wegmans, which is a 95+ grocery chain from Virginia up to upstate New York, to having distributors back out the last minute. I mean, all of these things have taken out other companies, but for us we just looked at it as, you know, "Okay, here's another problem." You know, "What are our options just to get past it?" And you kind of take it on the chin and move forward. So, you know, you really only fail at almost anything when you quit or when you run out of, you know, hands to play. So once you realize that and you realize that, "Wow," you know, "what happens with me and this business is largely up to my control," it's kind of empowering once you realize that. But as far as just lessons in general around business, to me the two biggest lessons that come to mind for me is--the first one is just starting as small as you can until you can completely the validate the concept, and when I say validate the concept I mean that, you know, you have a product or a concept that people are gonna want to buy, where the economics of it will actually be able to create a business, right? There's a lot of ideas out there that you can sell, but you're never gonna get the price point that you need to actually have a business. Making sure that you actually know who the consumer is. You know how to talk to them or the channels to sell to them. Those are all the things that are required to really validate a concept, and it's best to try to do that on a very small scale to start. That's definitely been a lesson that we've learned early on, and then I think the second big lesson that I've learned in this in terms of failure as well is just trying to get the business to a point where it can be self-sustainable as quickly as possible, right? So right now we're going through some pretty, you know, dramatic changes around our operations to get a little bit more margin back in house versus giving it to a supplier or an outsourced vendor, and that's just all in an effort to get our business to a point where it can pretty much eat off of what it kills, right? We can sustain ourselves based on our own selves as opposed to relying too much on outside investments. So that's a piece of advice I would give to any aspiring entrepreneur. Even if you want to raise capital, it's just good to have financial discipline to try to get your business as self-sustainable as possible as quickly as possible. So there's many lessons, but those two stand out the most.Zach: And so, you know, you've talked--you talked a little bit about Role Tea, and we're definitely gonna get into that as we get further along in this interview. I'm curious to know about your ventures. Could you--would you mind walking us through? Typically when I meet--the reason I ask your ventures is because typically when I meet entrepreneurs, they may have, like, one big thing, but they have a few other things kind of cooking around them. So I'm curious to know, what are your ventures right now?Mike: No, yeah, that is very true. We tend to have short attention spans, so it's easy to kind of get involved with different things. You know, we launched Role Tea in December, November timeframe of 2016, so we're right at the 2 years, and to be honest, man, aside from, you know, being a new father, which I actually became a father the same year I became an entrepreneur with Role Tea, that's been my primary focus. Now that Role Tea is a little bit more established in terms of distributors and it doesn't take as much of me doing virtually everything to keep it going, I am starting to get back a little bit into consulting. That's something that I did prior to launching Role Tea, so I do like to work with other startups and help them however way I can, but aside from that, man, the bulk of my focus right now is with Role Tea.Zach: What challenges do you believe that you've had as a black entrepreneur? And I ask that because in the research that Ade and I have been doing, we've noticed that there are some challenges that are unique to being a non-white builder of businesses, and so I'm curious to know, like, if you--have you run into any challenges that you believe are unique juxtaposed to your white counterparts? And if so, what are they?Mike: Entrepreneurship, just inherent in the way it is, is already built with plenty of challenges. White, black, yellow, whatever. So sometimes it can be a challenge to understand, "Okay, is this a challenge that I'm facing because I'm simply an entrepreneur, or is this a challenge that I'm facing because I'm a black entrepreneur?" And that can be difficult sometimes to decipher, but one challenge that I think is definitely tied to us being, you know, African-American [and own a business,] especially in the food and beverage industry. It's just the fact that, you know, we are launching a beverage brand that is--our intent is to scale to 100+ million in sales and potentially exit, so we're treating our business like a true startup, not like a family-owned business where we're just, you know, looking to sell locally and et cetera, and I think that that's a very different thing in the food and beverage industry amongst a black entrepreneur that most people would expect. So I think that just simply not having a whole lot of examples to point to of black-owned food and beverage brands that have been able to do that successfully makes it hard for a lot of people to see the vision and see the potential in our concept, and I think that's especially true primarily with investors. We've actually had, you know, pretty good success with, for example, some major retailers. We've gotten our product onto the shelves of Whole Foods, of Wegmans. Those are two of the top-rated grocery chains in the country. Hy-Vee is another one. You know, but from a business standpoint, I think that's where we've seen most of the challenge in terms of, you know, working with investors and things of that nature, and I think that's largely because there's just not a whole lot of examples of African-American-owned food and beverage brands that have done it to that level, which is what we're aspiring to do. So I'm sure that there is plenty more, but that's definitely one that I can say for certain I think is unique to us.Zach: So what advice would you give to the person who thinks, you know, entrepreneurship is an all-or-nothing thing and it isn't--they're not starting their journey because they're afraid of missing a steady paycheck?Mike: Yeah, man. That's definitely something that is--I find is very common amongst a lot of people. I struggle with that myself. The first thing is you don't have to be all in to be an entrepreneur, right? Don't listen to everything that you see on Instagram and, you know, social media. There's a lot of people out here glamorizing entrepreneurship, and entrepreneurship is great, right? I spent 12+ years in the corporate world, and now I'm 2 years as an entrepreneur, so I can give you the perspective of both sides, and there's definitely a lot of advantages on the entrepreneur side, but there is nothing wrong with side-hustling it for as long as you can, right? That extra paycheck from your job is--it actually can position your business to be more successful, you know? Thankfully I have 12+ years of experience in the corporate world working for other people, learning, collecting that nice six-figure salary so that I can actually build up a savings to even have a chance to do what I'm doing now. So it's all about when is the right time for you, even if you ever want to go all in, right? All in meaning you're full-time with your entrepreneurship venture, but that's the first thing. Don't feel pressured to go all in, right? And when you go all in is another big question that I hear a lot, and it's also one that I--challenge that I dealt with, and, you know, there's no right or wrong answer. Everyone has to lok at their particular situation to know when is the right time, but I will say that there's probably about four or five things that, you know, anyone that's in that situation is looking to do, to transition, to go all in, they should be looking at. Like, the first thing is, you know, what does your business require? Like, for example, if you're gonna launch a catering business versus a restaurant, you know, they're two very different demands and requirements, right? When you're talking about a restaurant, you have to deal with a storefront, which likely comes with remodeling, et cetera. Not the typical type of thing that you can get, you know, to market on the weekends and evenings, right? Whereas a catering service, you can do that evenings, weekends. You can pretty much side-hustle that until you actually get paying customers before you even have to leave your job. So the type of business that you're looking to start a lot of times will dictate largely when you can actually go all in or if and when you can actually cut the 9-to-5 path. The other thing you've got to look at is, you know, what type of support do you have going into it, right? Do you have people, whether it's family members or friends, that can help you out early on without having to get paid, right? I mean, early on there's no cash coming in. To get it stood up, you're gonna need people to help. You're gonna need your team. What type of support do you have? If you have a pretty good support system, you may be able to go all in a little bit sooner. Also you've got to look at, you know, what are your responsibilities in terms of financially and with people, right? Are you 21 years old, no kids, no family, very low bills? You know, that gives you a whole lot more flexibility in terms of what you can do sooner and the risks that you can take, whereas if you are--like, in my situation, I started, you know, Role Tea already in my mid-30s. Like I said, I'm a father, newly father, so I have to move a lot different in that situation.Zach: Congratulations on that, by the way.Mike: Oh, I definitely appreciate it, man. Fatherhood is a lot of fun, a lot of fun. But yeah, you have to move a lot different if you have a lot of financial responsibilities and people responsibilities. Obviously you have to be a little bit more smart about when you go all in. You also might have to look at are there skills that you just don't have yet but you need to develop before you go all in, right? And then lastly, this is probably often times, you know, skipped and not really taken into consideration, but you definitely have to look at what's your appetite for risk and uncertainty, right? Once you pull the plug on that 9-to-5 and you're all in, you know, on the good side is it really motivates you to have a sense of urgency, to move forward fast, but at the same time it can also be stressful by not having that paycheck coming in every week or two or whatever it was you got paid, and that can definitely cause a lot of stress and anxiety, and if you're the type of person that doesn't deal well with that type of uncertainty and stress, #1: you're probably going to struggle as an entrepreneur, 'cause that's gonna come naturally, but that may also dictate you keeping your business as a side hustle a little bit longer. So I never tell someone exactly what to do in that situation, but I would definitely tell you that those are probably the four or five things that you should be thinking about in your situation to determine, you know, when you go all in or if you go all in at all.Zach: And so, you know--and I alluded to this earlier about some of your challenges as a black entrepreneur, but the research I was speaking to specifically had to do with the variance in acquiring capital, right? So venture capital, angel investments, and other types of non-business loan-sourced funding. I'm curious, have you had any challenges in acquiring that type of funding, and really what's been your journey in building those relationships with those with access with the capital to help your ventures?Mike: Yeah, that's a great question. It's definitely one of the bigger challenges that I'm finding with not just our business but other black-owned entrepreneurs, and it's a complex one, which I--I know that this is probably an area of business that's foreign to a lot of people, so I definitely want to make sure I kind of break this down because, you know, I have an MBA, but yet 3 years ago I didn't understand hardly anything about the idea of raising capital. I've had to learn a lot through this venture, and the challenges that are unique to African-Americans is--it's kind of a snowball effect, so let me explain it like this. So investment in startups typically happens in a progression, right? So, you know, the first step is typically money out of your own pocket, right? So that's called bootstrapping, right? Maybe you've worked in the corporate world for a number of years, you've built up some savings. Maybe you got an inheritance. Whatever the case may be, right? But you need some sort of cash to get things going very early on. That's typically the first step. Second step is you look to friends and family, right? "Who do I know in my own personal network?" Friends, family, associates, that have the means to write a $10, 20, 30, 50,000 check or more, right? That's the second step, and then once you get past that, then you get into what's called angel investors, which are typically either high net worth or high-income individuals who choose to invest in startups, right? And then lastly you get to venture capital, which essentially are, you know, funds that investors who are called limited partners, or LPs, invest in, and they then have managers of those funds look for startups to invest in, right? And they can go from $500,000 up to, you know, $100,000,000, right? They write very large checks. So that's the typical progression of a startup raising capital for their business. So let's think about that, right? Now, what we know about African-Americans is we traditionally have a lower income than non-whites. We also traditionally have a lower net worth, which is probably more significant, than whites. So going back to the very first step in that progression, right? Most of us could struggle with having the means to even bootstrap, to have that $20, 30, 50,000 just to get started, right? Because of the points that I just made, right? And if you get past that hurdle, then now you have to find friends and family that also can write that $10, 15, 20,000 check or more. Again, that's a struggle that's unique for African-Americans moreso than others because of the points that I just made. So right out the gate as an African-American entrepreneur you have some disadvantages, right? And VCs and angels, you have to get past those first couple stages typically before they're even interested in looking at your business, right? And the crazy thing about investment, the investment world, that I've learned is investors rely significantly on their personal networks to even be introduced to an entrepreneur to invest in. So they're--again, how many African-Americans have the social network, the connections that people that have that kind of means to write those checks, right? So it's a snowball effect that, collectively speaking, puts us at a disadvantage, and again, that's definitely a challenge that is well-documented. We've experienced it. Other founders that we know have experienced it, but, you know, how you deal with that is--again, I don't want to make it sound simple, but the first thing that we've tried to do is just bridge that gap in terms of relationships, right? And that's really done largely by just putting yourself out there, putting yourself in situations to meet people that can invest in your brand. So, you know, the very first angel investor that we had we met at the Black Enterprise Entrepreneurs Summit last year. We were chosen as a finalist to pitch in that competition, so, you know, we got a lot of visibility at that show down in Houston last year. We met with our first investor there, our first angel investor I should say, and, you know, months down the road after the rapport was established he decided to invest in us, right? So that was an example of where we had to kind of bridge that gap by just going out and making those connections, and then the second thing really is just--you know, you have to have the mindset that you're gonna make your startup undeniable, right? You know, if someone says no now, which we've definitely heard tons of nos, and you're gonna hear nos. Raising capital is very difficult for any startup, so you have to have the mindset that, you know, "Okay, you say no today, but we're gonna build up the traction that we need over the next 6 months to 12 months to the point where if you say no you're basically foolish," right? So you just have to make your startup--you have to make your startup undeniable, 'cause everyone likes to make money, and I think it's a little bit more of a challenge to show that we can do that, but, you know, if you can definitely demonstrate that, people will invest in your startup. It's just a little bit difficult for us for those reasons.Zach: That's just such a great point around--especially when you started--when you talked about, like, the various levels of investment, right? So I'll even use Living Corporate as an example. For us, you know, I'm one of the few people in my family even in corporate America. We don't all have money like that. I certainly would not--I don't even feel comfortable. I mean, and some of that might just be culture too, Mike. I don't feel comfortable walking to a member of my family talking about, "Hey, would you mind investing $10,000 to help us hire writers and videographers and so on, so on, and so forth," and really invest in Living Corporate. Like, what? You know what I mean? Like, just the thought of that, right? And then, you know, we had an episode again in season 1 when we were talking about family [inaudible]--like, the wealth gap. The wealth inequality gap, and there's plenty of research to show that in the next 10, 20 years, that the average value of a black home will be zero dollars, right? So you're talking about the fact that starting up and getting all this capital, for a community who has no money--like, we don't have the centuries of privilege and things of that nature to have an uncle or a second cousin who can write a check, right? And I think that's just a really good point. You know, I'm curious about Role Tea, so let's dig into that a little bit more. So first off, when can Living Corporate get a case of the tea?Mike: I'm always open to giving Role Tea to whoever wants it, so yeah, I'll let you go with the second question.Zach: [laughs] Okay, so we're good on the tea. And then why tea? Why Role Tea, and then what was the inspiration behind Role Tea?Mike: Yeah, yeah. So yeah, we definitely got you on the case. No problem there. As far as the inspiration for the tea, we always say on the--we launched the tea 2 years ago, but the idea for Role Tea really started probably in my early 20s more than 10 years ago where I had the experience of losing 100 pounds, right? So, you know, I'm like 22 years old, and I get that scale shock where I go to the doctor and--I know I'm obviously way too big, but I didn't realize I had actually gone over 300 pounds, and I'm like, "Man," like, "Okay, something's gotta change." So at that point my relationship with food changed, and I learned that, you know, a lot of the traditional foods and beverages that I had consumed, that were, you know, typically less than healthy, right, if I'm creative I can remix those recipes to be better for me, still taste good, and actually serve a purpose to either help me feel better or perform better, and so, you know, over the course of the next 2 to 3 years I lost 100 pounds just, you know, changing the way I ate and exercising more, et cetera. So fast forward to 2015. At this time I was training for a boxing match. I'm a huge boxing fan. I've boxed for several years. Anyone that knows me knows that I'm passionate about boxing just as I am about business, but I was training for a boxing match in 2015, and I noticed--again, now in my mid-30s, you know, after training, what used to take a day or two to feel normal again, not feel sore, not feel stiff, was now taking 2 or 3 days, right? So I started to research beverages that I could drink--you know, not supplements, but just every day traditional beverages--Zach: Natural.Mike: Yeah, natural beverages that I could incorporate into my diet that may help, and so, you know, that's when I learned about ingredients like tumeric and ginger and, you know, green tea and tart cherries, which all have natural anti-inflammatory properties, and so I looked for options in the store, and virtually everything I saw was $6 or $7 bottles of juice, [inaudible] sugar. So, you know, my background is in innovation, new product development and launches, so I immediately saw a business opportunity. I went to a friend of mine named Corey Benson with the idea, and he has an operations background. He was running a manufacturing plant at the time, and he said, "You know what, man? Like, I see people every day that are standing up at the job for 9, 10 hours a day. They're popping Aleves. They're, you know, popping Advils and drinking Mountain Dews to deal with the soreness from just their job," right? So he immediately saw the pain point that, you know, the concept that we were thinking about would address, but he saw it from a regular 9-to-5 job, whereas I was dealing with it from a weekend warrior boxing perspective, right? So we immediately saw, like, "Wow, this whole thing around inflammation and a functional beverage that can help with that has some legs, and it probably could impact a lot of people." So from there we were ready to go. We started to research the industry a lot more in 2015 and 2016. We worked with a development company to take our recipes that we had created with tea and juice and spices, like tumeric and ginger, to basically create a product that could be sold on a shelf. We chose tea because, you know, tea is a very popular drink, and it still is. Shout-out to Guru, even though he talked about lemonade. But tea's a very popular drink, and the great thing about it is, again, you know, a lot of the options before were juices, which is more expensive. Tea is a much less expensive catalyst to use to deliver functional spices and benefits, so we figured we would be able to create a functional drink that's also affordable, right? So we're probably one of the first functional beverages in stores like Whole Foods and Wegmans that was under $3 per bottle, and again--plus I'm a huge iced tea fan, right? So that was a natural ingredient, or product, to use. So, you know, we worked through the recipe process in 2016, and we launched a product literally the night before Thanksgiving in the D.C. Metro area in 2016, and, you know, we started off just very independent, selling out of the trunk of our cars, and, you know, now we're currently sold in over 100 locations, from Virginia up to upstate New York as well as a few states in the Midwest. So right now we're just, you know, looking to continue to grow the business, bring on more partners, bring on more investors, and just see how far it can go.Zach: Man, that's incredible, man. You know, and down the road, once, you know, we get this tea and we drink it, we'll make sure to shout y'all out on the podcast on the part of our Favorite Things.Mike: Definitely. Definitely do that.Zach: Yeah, man. Now, this has been a great conversation. I really want to know where people can learn more about Role Tea and where they can get some.Mike: Yeah, yeah. So Role Tea--and that's R-O-L-E, as in, like, play your role. Role Tea is sold online, so you can see us at RoleTea.com. R-O-L-E-T-E-A dot com. We're also sold on the East Coast, primarily in stores like Wegmans as well as some independent stores in the D.C. Metro area. So yeah, check us out online, RoleTea.com. A lot of good information there. You can order right through that website. Yeah.Zach: That's what's up, man. Now, look, before we get out of here, do you have any parting thoughts or shout-outs?Mike: Yeah, I definitely want to shout-out everyone that has tried Role Tea, everyone that will try Role Tea, including you, Zach. Yeah, everyone that's worked with the brand to help get us this far, to this point, definitely appreciate the support. I definitely want to shout-out my co-founder Corey Benson. Definitely want to shout-out, you know, again, everyone that's listening to this podcast. I didn't get a chance to say this before, man, but when I first heard about this podcast and what you guys are attempting to do as far as help educate people in how to navigate, you know, the world of corporate America, I'm like, "Man, that's definitely something that's needed." Like you mentioned yourself, you're a first-generation corporate professional, right? Did I hear that right?Zach: Right.Mike: Yep, so same here. You know, first in my family to, you know, get a bachelor's degree, master's degree, corporate world and, you know, going into the corporate world I'm thinking, "Okay, I'm ready for success based on my education," but I quickly learned that most of what determines your success in that world is the things that are not taught in the classroom, right? It's the soft skills. It's the implied cultural norms that are often times a little bit different than what we grew up with, so, you know, a lot of us learn those lessons on the job as opposed to being prepared beforehand. So this podcast is doing a great service to help educate young professionals on those waters before they get into them, so kudos to you guys, and again, I'm glad to be a part of this.Zach: Man, Mike, thank you so much for the kind words. Again, the drink, Role Tea--like know your role, R-O-L-E T-E-A, and we're excited to give it a little review. So I appreciate your time. We consider you a friend of the show. Can't wait to have you back, man.Mike: Definitely appreciate it, man.Zach: Peace.Mike: Peace.Ade: And we're back. I thoroughly enjoyed that interview, Zach. I mean, I've known Mike for a little while now. He's been a great friend and supporter. Like, he's always good, not only to listen to you for advice but just listen to his experiences, and how he's been able to grow Role Tea as a brand has been very inspiring, and I'm so glad that we got so much of that in that interview.Zach: No, for sure. In our discussion, and outside of it too, we talked about--just talked about his history and talked about the challenges of building up his brand and really, like, trying and failing at some other things too, but super happy he was on the show, and hopefully we'll get some--we'll get some tea out of this. He told me he'd actually send us a couple pallets. I don't know about pallets, but he said he'd send--Ade: Word?Zach: Yeah. Not pallets, 'cause pallets sounds like--Ade: 'Cause that tea is delicious.Zach: Yeah. No, I've heard it's--I haven't had any yet, but I'm positive that once I have it I'm gonna enjoy it.Ade: Okay. Well, I am keeping an eye out, because Role Tea is amazing. Anyway, awesome. Thank you, and shout-out again to Mike Johnson and Role Tea. I'm looking forward to that tea.Zach: Salute to Mike. Okay, so Favorite Things?Ade: Favorite Things. Let's go. All right.Zach: All right, cool. So look, my favorite thing right now has to be Super Smash Bros. Ultimate. Now, some of y'all are like, "Super Smash Bros.? What's that?" But let me tell you something, those who know--Pusha T voice. "If you know, you know." So look, my favorite thing right now has to be Super Smash Bros. Ultimate on my Nintendo Switch. It's super fun. I play in the evening after a long day at work, and I love it because I can just kind of pick it up. I don't have to, like, sit down in front of a big TV, boot up the game. I can just pick up my handheld, boot it up. And for those who want to know, my favorite--my main character is Chrom. So again, for those who are kind of, like, outside of this whole video game space, Super Smash Bros. is a Nintendo game, right, but it's like you can, like, pick Nintendo characters against each other to fight, right? But, like, not in a, like, super violent Mortal Kombat way. More, like, kind of, like, a cartoonish, fun way, but it's a deep, deep game, right? So you can put Mario against Sonic. You can put Princess Peach against Captain Falcon or Fox or Falco or Ganondorf versus Kirby. You can do all kinds of crazy match-ups, right? Super fun, and so it's been cool. It's a really good stress reliever. That--you know, working out sometimes, you don't want to necessarily want to get up and work out. Forgive me. I don't want to work out all the time. Sometimes I just want to kind of veg out, and it's great. It's great for that. So that's my favorite thing.Ade: Okay, self-care. I see you.Zach: That's right.Ade: So my favorite thing lately has been a book called Cracking the Coding Interview. It's been invaluable, I think. I struggle--for those of you who are just joining us, just in case this is your very first Living Corporate episode ever, I am switching careers, or I'm in the process of switching careers. I'm becoming a software engineer, and part of that process is self-teaching both foundational concepts and computer science, but also understanding algorithms, binary trees. Just how the very technical elements of software engineering, something that you are supposed to pick up in a classroom that I did not have the luxury of doing, therefore I have to teach myself. And there are also books that exist out there that kind of help you through the process of thinking through and developing strategies for coding interviews. I'm discussing it like it's a journal or something like that, [inaudible], but yeah, it's been a really important book, and I've kind of been adding more and more base computer science books and algorithm books to my library, right next to Frantz Fanon and Audre Lorde. So yeah, those are my favorite things.Zach: That's a sick combination though. That's dope.Ade: I want you to know our library in our home consists of tax law code and regulations and vegan chef--vegan cookbooks and regular cookbooks and Sister Outsider. [laughs] And computer science books and data science books.Zach: That's dope though.Ade: Oh, and [Ola had a?] self-help book. So there's no way you can walk into my home and not have something to read.Zach: You're gonna have something. You're gonna learn about something.Ade: There will be something available to edify you. I even have, like, fiction novels, everything from John Green to Grisham to Tomi Adeyemi, which, again, shout-out to her.Zach: Shout-out to her. No, straight up. She's great.Ade: I'm looking up to the next book in the series, by the way. Okay, we have veered so far off track. Did you have--Zach: Good. It's a Favorite Things segment. We're supposed to turn up. It's cool.Ade: You know what? You're right. You're right. Sir, sir. Sir. [Not turning up. Cruise?]. I'm tired. [laughs]Zach: [laughs] [Turn me up. Cruise?]Ade: Nope, I'm tired of you.Zach: Okay. No, no, no, but that's dope. So look, you know, y'all, if it wasn't evident by our kickoff episode, as well as our Supporting Black Women at Work section, the B-Side that we had as well as the full episode, we're here, man.Ade: We outchea.Zach: We're gonna have a good time this season. Make sure you keep checking us out. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. Please say the dahs.Ade: The dash.Zach: If you have a question you'd like for us to answer and read on the show, just email us or hit us on DM, right? We out here. Don't forget to give us 5 stars too. Now, look, some of y'all actually been responding and gave us some stars, but not all of y'all though. That's right, I'm looking at you. That's right. We need those 5 stars, okay? Right? Am I tripping, Ade? Do we need the 5 stars or nah?Ade: We need the 5 stars.Zach: We need the 5 stars. Okay, cool. Look, y'all. That does it for us. We'll catch y'all next week. This has been Zach.Ade: And this is Ade. Free 21 Savage.Zach: Free 21 Savage. Peace.Ade: Peace.</itunes:subtitle>
      <itunes:summary>We have the pleasure of sitting down with Role Tea CEO and co-founder Mike Johnson to discuss the topic of entrepreneurship while other and what building an effective network looks like for underrepresented communities. 
Connect with Mike (and Role Tea) on LinkedIn:
https://www.linkedin.com/in/mikecjohnson1/
https://www.linkedin.com/company/role-tea/about/

Learn more about Role Tea:
https://www.drinkroletea.com/
https://www.instagram.com/roletea/?hl=en
https://twitter.com/getroletea?lang=en
https://www.facebook.com/GetRoleTea/

Connect with us: https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We have the pleasure of sitting down with Role Tea CEO and co-founder Mike Johnson to discuss the topic of entrepreneurship while other and what building an effective network looks like for underrepresented communities. </p><p>Connect with Mike (and Role Tea) on LinkedIn:</p><p><a href="https://www.linkedin.com/in/mikecjohnson1/">https://www.linkedin.com/in/mikecjohnson1/</a></p><p><a href="https://www.linkedin.com/company/role-tea/about/">https://www.linkedin.com/company/role-tea/about/</a></p><p><br></p><p>Learn more about Role Tea:</p><p><a href="https://www.drinkroletea.com/">https://www.drinkroletea.com/</a></p><p><a href="https://www.instagram.com/roletea/?hl=en">https://www.instagram.com/roletea/?hl=en</a></p><p><a href="https://twitter.com/getroletea?lang=en">https://twitter.com/getroletea?lang=en</a></p><p><a href="https://www.facebook.com/GetRoleTea/">https://www.facebook.com/GetRoleTea/</a></p><p><br></p><p>Connect with us: <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p>]]>
      </content:encoded>
      <itunes:duration>2786</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : How to Properly Ask Questions</title>
      <description>On the fifth installment of Tristan's Tips, our special guest Tristan Layfield advises us on what he considers to be the most effective ways to ask a question with 5 helpful tips.
Connect with Tristan on LinkedIn, IG, and Twitter!
Connect with us on our website!</description>
      <pubDate>Tue, 05 Mar 2019 09:32:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : How to Properly Ask Questions</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>55</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ff91cc6e-f2a4-11ea-88c4-4bdc48db5bb2/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the fifth installment of Tristan's Tips, our special guest Tristan Layfield advises us on what he considers to be the most effective ways to ask a question with 5 helpful tips. Connect with Tristan on LinkedIn, IG, and Twitter!Connect with us on our website!TRANSCRIPTTristan: What's going on, y'all? It's Tristan from Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Today we're going to discuss how to properly ask questions. Have you ever asked a question and gotten a response that doesn't make sense? The issue may not lie with the other person but in the way you asked your question. Questions are the cornerstone of communication, and yet many of us don't frame or ask our questions appropriately. Questions allow you to learn, get answers, give answers, mentor people, and ultimately develop a reputation, but that's all only if you utilize them correctly. So here's a few tips on how to ask great questions. Number one, try to stick to one sentence. You may have to give some background, which is okay, but try to limit the actual question to a single sentence. This helps in keeping your questions open-ended. Number two, don't offer answers unless those are truly the only options. In doing so, you limit the other person, which you never want to do, because I can guarantee you've only thought about a few of the possible options. Number three, try not to sway the other person. While you may know the answer, your questions should be answer-neutral, allowing the person to answer them naturally. Number four, keep your talking to a minimum. The entire essence of a great question is to find out what the other person knows. If you ask the question in the right manner, you'll probably learn something. Number five, rinse and repeat for follow-up questions. Keep them neutral, open-ended, and as brief as possible. Asking better questions almost always results in better outcomes. Incorporate these tips when asking questions and start getting the answers that you're seeking. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the fifth installment of Tristan's Tips, our special guest Tristan Layfield advises us on what he considers to be the most effective ways to ask a question with 5 helpful tips.
Connect with Tristan on LinkedIn, IG, and Twitter!
Connect with us on our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fifth installment of Tristan's Tips, our special guest Tristan Layfield advises us on what he considers to be the most effective ways to ask a question with 5 helpful tips.</p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p>Connect with us on our <a href="https://www.living-corporate.com/">website</a>!</p>]]>
      </content:encoded>
      <itunes:duration>284</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>In-Between Jobs (Cubicles and Curls)</title>
      <description>The founder and CEO of Cubicles and Curls Alicia Davis joins the show to discuss a very important topic: what to do when you're unemployed. She also relates her own experience with unemployment and shares effective advice regarding how to handle it. 
Connect with Alicia: LinkedIn, Cubicles &amp; Curls website, IG, Twitter
Connect with us! Linktree</description>
      <pubDate>Fri, 01 Mar 2019 10:58:00 -0000</pubDate>
      <itunes:title>In-Between Jobs (Cubicles and Curls)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>54</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ffba4ff4-f2a4-11ea-88c4-4f7890396ff4/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>The founder and CEO of Cubicles and Curls Alicia Davis joins the show to discuss a very important topic: what to do when you're unemployed. She also relates her own experience with unemployment and shares effective advice regarding how to handle it. Connect with Alicia: LinkedIn, Cubicles &amp;amp; Curls website, IG, TwitterConnect with us! LinktreeTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and you're listening to a special B-Side. For those of you who are new here, B-Sides are essentially episodes we have in-between our more formal episodes, and they are even somehow more lit than our regularly scheduled content. That's right, more lit. Now again, this B-Side is special, because we have Alicia Davis, CEO and founder of Cubicles and Curls. Alicia, please introduce yourself.Alicia: What up? This is Alicia. I am the creator and founder of Cubicles and Curls, which is a blog or blog, you know, platform, for black professionals doing their natural hair thing, doing their career thing. We talk about hair care, we talk about hair styling, we talk about career advice. The whole thing.Zach: Come on, now. That's right, and it's special also not just because Alicia is here--that's plenty special of course, but because we're doing, like, an interview/collab episode. That's right. Alicia, why don't you walk through how we're gonna do this today?Alicia: All right. So today's episode is something that I felt was very important to talk about, 'cause we don't talk about it enough. We're talking about what to do when you are unemployed, and that could be, you know, you got fired, laid off, underemployed, you know, just haven't found a job yet. [Everyone?] goes through it at some point in their life, and we really wanted to get into the whole nitty-gritty of how that feels, what to do, how to look for a next job, and, just, you know, letting you know it's okay and it happens.Zach: That's a great subject. I'm excited about this because--you know, labor statistics show that non-white professionals are more likely to be unemployed and more likely to be unemployed for longer stints of time, so it's really important that we, I believe, have this conversation. Have fun with it of course, but really just address it, and address it courageously, because it's part of your career journey. And there's a quote here. Do you want me to read it or do you want to read it, Alicia?Alicia: Sure, I'll read it if you're talking about the Anna Wintour quote.Zach: Yes.Alicia: So Anna Wintour, who is the editor of Harper's Bazaar--sorry, no, I think she's the editor of Vogue. She used to work for Harper's Bazaar, and she said, "I worked for America's Harper's Bazaar. They fired me. I recommend they all get fired, because it's a great learning experience."Zach: For sure, for sure, for sure. So right, we want to talk about our experiences of losing jobs, what we did during unemployment, and what we did to find a new job. So Alicia, do you want to start or do you want me to start?Alicia: Yeah, sure. So I'll start.Zach: Okay.Alicia: You know, I would like to say that I've probably been unemployed a total of three times, under different circumstances. You know, once when I was in college. You know, another time it was just kind of, like, an issue of lack of work. You know, the company had to downsize. And another time I actually got fired. So, you know, those experiences really resonated with me, because, you know, something that I think we're ashamed of a lot, and one thing--when I was going through that at first I was just so down, but once I got out of it I kind of saw it for the gift that it was at that time.Zach: Yeah. No, for sure. So I was thinking about this--as we met of course and you proposed this topic, I was thinking "Okay, so I don't think I've ever been fired," right? And I haven't really ever been, like, asked to resign or anything like that either, but I do remember in college just not having a job and desperately wanting a job, and that journey of, like, getting into the workforce for the first time for real and trying to, like, prepare myself for a real career after college. I also remember--though I did not get fired and I wasn't asked to resign, I do remember quitting a job because the environment was so toxic, right? It was super racist, and I was getting called out on my name and threatened and things of that nature, which was, like, genuinely a dangerous and toxic environment, and I remember for about 3 or 4 months I was just, like, freelance consulting. I remember that, and that was a major part of my learning journey as well. So I'm excited about this for sure. And so then what did you do to find a job? Like, in those instances--Alicia: [inaudible] fired?Zach: Yes.Alicia: Oh, sorry.Zach: No, go ahead.Alicia: I said not everyone's been fired, but I think everyone faces unemployment, either after college or underemployment, you know? Sometimes things just happen where you're in-between jobs or, like you said, you quit 'cause you just can't take it anymore, and so I think at some point everybody goes through one of these phases where you're just, you know, in-between jobs.Zach: Absolutely. And, you know, something I've also realized is how big--so the gig economy, which is, like, a whole 'nother podcast episode, but in that same vein, contract employment, right, and working through temp agencies and contracting agencies where you're not, like, a--you're not your own boss, but, like, you're working through someone--you're working through an agency that if they don't staff you on a role, then you don't have any--you don't have any paper, right? And there's--that type of work lends itself to being underemployed for months at a time.Alicia: Exactly, and even if you are making paper you don't have benefits.Zach: Right, right. You don't have benefits, right. So yeah, I mean, let me ask you, what did you do--in those seasons of unemployment, what were you doing to find a new job?Alicia: Right. So the first time, you know, when I got laid off, my company was downsizing, you know? It just was a matter of how scared--I had moved out, like, boldly moved out of my mother's house for a year, and I was like, "I have to make ends meet." So, you know, I reached out to, like, my contacts. I was, like, really just kind of nervous about it, you know? And I found a job kind of quickly, just 'cause, like, I needed something to do. So I found a job. It was decent. I was like, "Okay, we can do this." It wasn't really what I wanted to do. It was outside of my field, but it was a job. It had benefits, and I was happy for it until, you know, finally it kind of came out that really that job wasn't gonna be a good fit, and, you know, they agreed it wasn't a good fit. We had to part ways. After that, I was unemployed for a year, but this time moreso voluntarily. I wasn't looking for a job at first because I really wanted to use the time--you know, 'cause prior to that I was unemployed for 2 months, and I was like, "If I ever find myself in that situation again, I'm gonna use the time a little differently." So I used the time to kind of reassess the kind of person I am, what my goals are, work on projects that I didn't get time to do when I was working full-time, and I was really--you know, I had saved up enough, so I was really just working to, you know, get myself ready to work and to come back to the workforce before I started looking for a new job.Zach: So those are great points, and it's interesting 'cause I think, for me, when I took a step away from that really toxic job, I was doing a lot of freelancing, like, contract work and kind of, like, staff agency stuff, and I really had to really take--for me, what I learned and what I really had to really pause and--there was a certain level of intentionality on my side of "Okay, well, before I just throw myself headlong into something else, what do I really need to, like--" 'Cause that was--I probably need to find some healing from that situation, right? And everybody who quits or leaves a job or--you know, it's not that it always is gonna be traumatic per se, but listen, man, leaving a job is hard. Like, even if you leave a job for something else that might be better, you kind of got to wash some of that old stuff off, right? Like, you need to--like, there needs to be a certain part of you that needs to kind of let it go. It's kind of like getting out of a relationship or--to be honest, right? Like, platonic or romantic.Alicia: Yeah, 'cause when I was [single?] I was like, "Am I describing my breakup?" Or "Am I describing when I left a guy?"Zach: And then, you know, also, you know, your living situation and your--you know, your savings and your severance and unemployment insurance, stuff like that. I mean, having those things lined up too. Thankfully for me, when I was doing the contract work and the checks were not as steady because I was freelancing and doing a bunch of different other consulting work, my wife had a job at the time, so--and because of the way that we had budgeted and we lived under our means, you know, nothing went under, by the grace of God, but it's important to think about those things too. So, you know, regardless of what they say, when you resign--when you leave a job, regardless if you leave--if you leave a job for another job or you leave a job just because "I got to leave"--people say "Don't make an emotional decision." Listen, it's always gonna be an emotional decision. You will never be able to, quote unquote, take the emotions out of it. There's gonna be some emotion involved with you transitioning away. At the same time, it's important to think through, like, "Okay, what are my plans once these checks stop," right?Alicia: Mm-hmm, yep. And, you know, to that it's really--one thing I want to tell people is if you're quitting, you need to make sure you have the financial means, but however if you're getting laid off, you might not have had that stacked up, you know? And one of the first things I did when I was laid off, I was like, "Well, can I get--" You know, talked about severance and all that stuff, and I was like, "Can I get unemployment?" And, you know, there's different--I don't know how it works in every state, but, you know, some states you have to have certain reasons. So if you're fired you might not be able to get unemployment, but if you're laid off you could, you know? So really that's a conversation--and it is emotional like you said, but that's really a conversation you do want to have with HR no matter what the circumstances and apply for unemployment right away if you can. If you can't apply for unemployment, you know, what I did too--you know, when I had left the second job that I got after I, you know, was laid off for a year, I actually applied to be an SAT teacher, because I was like, "Well, what other skills do I have?" And randomly I got an email, and it was from Kaplan saying, "Hey, do you want to do SAT teaching?" And I was like, "Oh, I can do that," you know? You might want to--like you said, you tapped into your freelancing. You know, think of some other things you can do with the internet. You know, there's so many opportunities to, you know, make a little money on the side to hold you over until you can find something else. And I really want to stress, you know, utilizing those resources as best as you can. If you're in your home town, you know, you might want to live with your parents. You might want to, like, rent out your apartment, you know, temporarily, Airbnb, whatever you need to do to make sure that you're stable, 'cause if you feel like you're drowning and you're on the verge of, you know, going into bankruptcy, you're not gonna be able to concentrate on getting better and healing.Zach: That's a good point, and it sounds as if really you were having to flex a few different creative muscles.Alicia: Mm-hmm. Yep, that's exactly what happened.Zach: And I think--which leads to another point. You know, not everyone is super creative and, like, industrious in that way, and so I think it's important to talk to people before you decide to leave, or if you know you're about to get fired or let go or there's some type of downsizing, have some trust and confidants around you that you can talk to as things are happening so they can maybe help you kind of navigate or they can point you in the direction of someone who can help you figure out how to--what the next season looks like.Alicia: Exactly.Zach: I know for me--I know for me, when I did leave--and I was depressed. Like, we've talked about mental health and mental wellness on Living Corporate before. I have no shame in saying that. When I quit that job, I was genuinely depressed and ended up gaining a lot of weight, and so--and did not take care of myself, and it took me--it took me some years to, like, lose that weight--and a little bit more, but to lose that weight that I had gained, and it was crazy because by the time, like, another opportunity came up that was, like, a great opportunity, and I got the job, but I wasn't in the best of shape. I wasn't at my best self, and so I think it's important as well, like, when you're in that season, that off-season, quote unquote, that you don't fall off, right? Like, go to the gym. Like, if you have--if you have some type of--whatever your belief system or structure is, pour into your local community. Like, continue to invest in yourself, that way when you show up at the next job you glowed up. Now, again, they hired you, so you have some level of [gold regards?], but for you to be at your best self--'cause I tell you, I regret not being healthier when I started my job, because I would've--you know, I would've enjoyed some things better. When I took business trips, I would have--I would have been more comfortable. I would have been able to explore the cities more, things of that nature, but I wasn't able to because I wasn't--I was not at a healthy--I wasn't physically healthy.Alicia: Yeah. And you know, I want to peel that back a little bit, you know? Like, when I was laid off as well, I was depressed, and, you know, I gained weight. I remember when I did have an interview I couldn't even fit into any of my suits, and I didn't have any money to buy a new suit 'cause I'm, you know, unemployed, but I really want to peel back. You know, a lot of people, when they find themselves in a situation, they do fall into these depressive episodes, and it's really important to--I mean, it's important to let yourself feel the emotions, but you have to tap into your support system, and I think a lot of times why we fall into those depressive episodes is because 1. because of the trauma of what happened and 2. because we assign a lot of self-worth to having a job, you know? I was embarrassed to go to, you know, events or leave the house 'cause I didn't want anyone to ask me "What are you doing? When are you finding a job?" Because I felt so ashamed to just not be having a job for the first time, you know? And I think it's really important. One of the things I did, you know, when I was, you know, unemployed the second time and I was using that me time was detaching my self-worth from what I do to get paid, you know? What my full-time employment is, and I think that's something, you know, a lot of people need their support system and help to get out of, and I think if anything I just really want to stress that part alone, that you are not your job. You're more than your job. Your job is gonna change 20 times over, and you're still gonna be that person you are.Zach: That's so true, and I believe--well, we live in a capitalistic society, and the cost of living is going up, and wages aren't necessarily matching the cost of living as it continues to increase, and so more and more folks are switching from work/life balance to work/life blend, because really our lives have become work, right? By some degree or another. That's why the gig economy is popping like it is. You know, a lot of people are doing full-time jobs and they're also Uber drivers and Favor delivers. Shout-out Favor, shout-out Uber. Y'all are not sponsors, but if y'all hear this, holla at your boy.Alicia: What's Favor? We don't have that here.Zach: So Favor is a food delivery service. It's kind of like--so y'all have Uber Eats, right?Alicia: Like Grubhub?Zach: Yeah, like Grubhub.Alicia: That's what we have.Zach: Okay. Yeah--Alicia: Okay.Zach: Y'all also have DoorDash though, right?Alicia: We do. We just got that.Zach: Listen, they getting all this free pub.Alicia: I know.Zach: But whatever, it's cool. Favor is similar to DoorDash. Anyway, it's hard not to disassociate yourself from what you do that keeps food on your table, but the more you can really align yourself with whatever--your family, your community, volunteer efforts, and things that really keep you going spiritually, mentally, emotionally, that's gonna help you, because if all you are is your job, and you lose your--Alicia: Zach? Sorry, you cut out real quick.Zach: Oh. Can you hear me now?Alicia: Sorry. Yeah, I can hear you now.Zach: Okay, cool. Because if all you have is your job and you lose your job, then what do you have? So it's important that you're always thinking about that, and I think we're in a really interesting season of self-care and mental and emotional wellness. I think those spaces have been rapidly growing over the past 6 or 7 years, especially for black and brown people, and so I think it's important, like, to invest in some things of that nature just while you have a job. Like, invest in those things while things are good, that way you're not scrambling if something changes.Alicia: Mm-hmm. It's all about foundation.Zach: It is, it is. So to your point though about, you know, being laid off or fired, it's not a mark of shame, and really there's only so much about you keeping your job that's in your control, and I think that's the thing about--there's a term when you talk about--oh, yes, job security. Yes, that's the term. So job security is a myth, but most people think "If I have a job, and I'm getting paid a salary, then I'm going to--" Like, "Nothing can happen that's gonna change me from having that job." Like, we are--we buy into a certain level of--we buy into a narrative that our jobs are extremely stable and that having a quote unquote "steady paycheck" is more reliable than, like, being an entrepreneur or whatever the case is, but, you know, the reality is unless you're, like, a VP, like, someone very senior at an organization, you're really only, like, one or two decisions away from you not having a job, right? And it's interesting as I've gotten a little bit older. Like, I'm 29, and as I've gotten a little bit older and I'm kind of moving up the ladder a little bit--I'm a manager, so I'm not in any real--I'm not making no real moves, but I see a few things differently now than I did at--like, when I was an associate or an entry-level employee, because I'm starting to see how things kind of move and push together.Alicia: Behind the scenes.Zach: Behind the scenes, and, like, when I was--and even before my current industry, which is consulting, I was an HR business partner, and I was working with the--like, with the CHRO. I was working with the COO of a start-up, and I was just noticing, "Okay--" There'd be people, like, three or four, five, six, seven levels under him, under me at the time, and in their world they're thinking, like, everything's hunky-dory, it's all great, blah-blah-blah. They don't know, like, their boss is about to get fired. They're about to get moved to a whole 'nother department. And the higher up you go, it doesn't seem like anything to you. Like, you have to really practice empathy as you get higher up because at the higher--it doesn't seem like anything to you, but to them, like, their whole world has changed, and so I'm just thinking more and more about that. Like, if you're an entry-level employee, if you're a non-executive employee, they can make one decision, and you end up moving from Department A to Department G or Department G to unemployment, and it's like that. So there's--it's not in your control. What's in your control is your attitude, your level of gratefulness, and how you show up to work every day, and then--and how flexible you're being and prepared you're being to find that next thing, but I think sometimes, because we buy into the fact that, like, these jobs are promised and that--and that things are just so secure that we can't fathom, or we kind of--I know I did. I'll speak for myself, that I really was shook when I walked away and I was like, "Wait, but I thought this was gonna work out. I thought this. I thought this. I thought that." You know? Am I making any sense?Alicia: Yep, absolutely, and I think that--I really like that emphasis of "it's not in your control," you know? You could have been the best worker, and sometimes it's just a numbers thing, you know? And I feel like once you accept that, you know--if you did your best, fine. If you didn't do your best and you got laid off, you know, really just take time to just learn from, "Okay, what could I change for next time?" I think that, you know, focusing on what you can control really can help prevent you from going into that whole spiral afterwards.Zach: And it takes a while. Like, sometimes it may take--you know, so for me, like I said, I quit that job. I was doing some freelance stuff, and I was underemployed for about 3.5, 4 months, and I've talked to people and they'll be like, "Man, Zach, that is no time." Like, "There are people who are unemployed, you know, 6 months to a year." It happens. Okay, so let's--go ahead, go ahead.Alicia: Well, I mean, speaking of that, you know, we should probably pivot into what do you do when you're unemployed and looking for that next job?Zach: No, that's super true. Okay, so figuring out what you liked and didn't like about your last position and crafting--can help you craft an ideal position and picture for your next job, right?Alicia: Yep. You know, I think a lot of times we either over-romanticize our jobs or over-demonize them, you know? So we're like, "That place was terrible," or "This is the best place I'm ever gonna work," you know? And I think it's really important to really think about what you did and didn't like about that job, and when you're going into interviews or applying to jobs, look for the signs. Again, it feels like I'm talking about a relationship, but, you know, I guess we spend so much time at work it might as well be.Zach: But it is though. You spend more time at work than you do with your family.Alicia: You do, exactly. So, I mean, I guess the same tenets apply here. So, you know, you might have really noticed, "Okay, this is what I enjoy about my position. I enjoy doing these things, and I don't enjoy doing these things." Sometimes I was even able to, like, look at job descriptions, and I could tell "This isn't the place." It wasn't gonna--like, you know, "can work without structure," you know? "Quick on her feet. Doesn't need much direction." And I was like, "So you're basically saying you don't know what you're doing, and you want me to come in and figure it out, and you're not gonna help me at all?" And I was like, "I'm good," you know? Like, you learn how to read in-between the lines after a while. I remember I said to one of my friends, "This job wants me to work 20 hours a day, I can tell." They didn't say it, but I know what "fast-paced environment" and "willing to go the extra mile" means, you know?Zach: Oh, wow. Mm-mm.Alicia: Mm-hmm. They're setting you up to be like, "This is gonna be hard," and if that's not something you want, you know, you've got to read in-between those lines. Even in the interview, you know, we get so scared asking people questions, like, the real questions about these positions, but that's your only chance to figure out if it's gonna be right for you before you get in there. So, you know, ask them, "Why did the last person leave?" You know? "What's the hardest part about this job?" You know? Or "What are the challenges of this job?" Or "Who do you think is gonna be a fit for this?" And be realistic with yourself of if what they're saying sounds right to you.Zach: Those are great--that's just great advice. You know what? Alicia, you should really have, like, a blog or something. Oh, wait! [both laugh] Okay. So no, you're right though, and it's also recognizing what your non-negotiables are, right? So for me, I know--like I said, I quit that one job 'cause it was just super toxic, but I've quit some other jobs too. Like, some of my first--I was working at a major retailer, and I realized that for me--I had to walk away from that job because the scope was way too small. Like, it was focused on a store. That was it. And so I knew that when I quit my--when I quit that job I said, "Okay, I gotta find a new job that's gonna give me more space to be autonomous and be creative and really flex some other muscles that I believe I have," and so a non-negotiable for me was working in the retail industry at a store level. Like, that was a non-negotiable--that was a non-negotiable for me. A non-negotiable was having an extremely limited scope. That was a non-negotiable for me, but you learn that after you reflect and think through what you did and did not like about your last place of employment. There's things I did like from that job, and so I took that things forward as well, but--we're just gonna keep on relationship references. Sometimes we have friends--and if you don't have any friends like this, then look in the mirror and then point at the mirror, and then you're that person--they kind of date the same person.Alicia: Mm-hmm, over and over again.Zach: Right? Over and over again. It's like, "Yo, like, you kinda got, like, a type." "No, I don't. I don't have a type." "Eh, you kind of have a type." And, like, you keep making the same mistakes with this one that you did with this one, so... and I bet your friend, or you if you look--the person looking in the mirror, you probably haven't, like, paused and reflected, "Okay, well, what is it that I like and don't like about this?" 'Cause there seems to be a pattern here. And a lot of us do that in our careers too. It's like--I have people who, like, they are serial careerists. They have--like, they'll take the same job and quit for the same reasons over and over and over and over. So it's really important that you're thinking through what's working and what isn't working.Alicia: Yeah, I agree. I agree.Zach: So this resume/cover letter refresh. Now, that's important.Alicia: Yes. So, you know, I thought my resume was pretty bomb. Like, I think my--I've always had a pretty solid resume, but you know what? I was putting out feelers, and I was getting--like, I was getting phone interviews, but I wasn't getting past the phone interviews, so I was like, "What's going on here," you know? Like, my resume's dope. One job, like, I matched it exactly. Like, and it was a pretty [inaudible] job, so I was like, "How could you not hire me?" Like, I am the one, you know? But what I did was I actually at some point got a career coach, 'cause one I was kind of not--like, I was ready to apply, but I was still feeling a little bruised from, like, you know, past experiences, worried. So, you know, a lot of the times when you're writing these cover letters, it requires you to reflect on your experiences at these past jobs, and sometimes that's causing you to live in the hurt and the trauma all over again, you know? Just writing the cover letter can be an ordeal 'cause you're just like, "Wow, that job was really terrible," and it's coming out into your cover letter how wishy-washy you were about that job, you know? So what I did was I actually got a career coach to rewrite my cover letter for me, you know? Like, I [hired?] her, and she gave me advice. She rewrote my resume, because one thing she said was, you know, "You're listing out the things you've done, but you're not really giving me that, you know, "I'm a star" kind of thing in your resume. You're mostly like, "I did this, I did this," but you're not really telling me "I accomplished this" or, like, "I'm the winner," or, like, "I'm the best 'cause of X, Y, and Z." It wasn't shining, and my cover letter was much of the same, more just listing things that I did but not really, like, spelling out why I stand out, you know? And she was teling me that, you know, I think that comes from a place of you trying to be over-humble, and you're trying to, you know, downplay yourself a little bit because you're bruised. And so, like, getting her to refresh my resume really--honestly, the results were instant in terms of call-backs, in terms of moving on to the next level, in terms of even just changing my interview style, 'cause I realized, yeah, you know, I was kind of--like, I felt like, "Okay, maybe I'm not as good as I think I am," because, like, I had been laid off before, but I was like, "No, I am as good as I think I am, and that was just an isolated incident," you know? And it's really just about your attitude, but sometimes you just need someone else to step in and do that work for you because it's too painful to do it yourself.Zach: Man, I just--I 100% agree. I think the other thing I'd like to add to the idea of a resume/cover letter refresh is a LinkedIn refresh, right? So, you know, LinkedIn is like the--I mean, LinkedIn first of all, as--I'm gonna put my futurist hat on real fast. So as millennials and Gen Z get more into the workforce and they start engaging LinkedIn, it's gonna become--and it has already, if you've noticed, become way more social and, like, almost kind of, like, Facebook in certain ways, good and bad, the point being that it's gonna become an indelible part of your identity, professional and personal. I mean, even if you Google someone's name, their LinkedIn pops up. Their LinkedIn pops up more than their Facebook does, and so, you know, make sure that you have a professional and accurate depiction of who you are and what you want to present on LinkedIn is huge too, because that can have instant results as well. I've seen certain companies--if your LinkedIn isn't popping it's kind of like, "Eh, I don't really know." Like, that can be the difference maker, to your point, between, like, a phone interview and, you know, an actual in-person--Alicia: Yeah, 'cause let's face it, everybody looks everybody up nowadays. As soon as I hear your name I'm looking you up, you know? "What can I find?" [laughs] So either--if you have a generic name you might be safe, but if you don't you better have that LinkedIn popping. And, you know, just real quick on that, you know, make sure your picture is great, or--you know, it doesn't have to be a professional head shot, but it shouldn't be, like, a selfie. It shouldn't be inappropriate. It should look like how you would probably come for an interview.Zach: It really should though. And I'ma say this, at this point--so again, a lot of this speaks to financial privilege and access. Everyone can't afford, like, a professional head shot. At the same time, these cell phones... really?Alicia: Right? [laughs] If you have an iPhone X, just go against a white wall and take that picture.Zach: Take that picture. Get a nice outfit, you know what I'm saying? Get some drip. Okay, side-note, 'cause we're in 2019, and Ade and I, we would insert slang in 2018, but we did not always give context to the slang, and I have--Alicia: Explanatory comma.Zach: Absolutely. And we have aspiring allies and non-black and brown folks who listen to the show, and people will hit me up and be like, "Hey, what does "the bag" mean?" And I'm like, "Oh, the bag is, like, the money and the wealth or the opportunity." Anyway, so drip--for everyone who's listening who doesn't know--so drip is your fit, right? So drip is not to be confused with sauce, which is more influence and swag. One can have swag and sauce but not have drip, and one can have drip but not have swag. So with all that being said, you'll be dripped out, right, in the picture. White background, iPhone X. It'll be great. Now--Alicia: As a friend of mine said, "Drip or drown."Zach: [laughs] Oh, that's funny to me. Yes, drip--Alicia: I think that's my favorite thing I've heard all year. [laughs]Zach: Drip or drown. You better--you're gonna have to drip or drown. That might be the subtitle for this little B-Side, Drip or Drown. That might be the hashtag, #DripOrDrown. And then the last thing, don't let desperation lead you to another job that won't be a good fit. That's real.Alicia: I think that's important, because you know what? I get it. Your bills are coming down. You feel like you need to get a new job ASAP. You really need to take--like I said, just make sure you're making the right decision for you. The money could look good, but, like, if it's something that's gonna make you be working 20 hours a day, and you're not the type of person that likes to work 20 hours a day--if it's something where you're gonna be working from home a lot or you're gonna be traveling, you need to make sure it's a good fit, else you're gonna end up quitting or they're gonna end up letting you go again, you know? Like, you really want to make sure that 1. this next move--a lot of times what people do is they'll start applying to any job. It's not even in their field, you know? But it's like, "Okay, well, I think I can do that." That's when you're getting desperate, and people can tell, you know? You really want to stick to what you want to do, 'cause, you know, you might be at that job for a long time, and if you want to be--Zach: You never know.Alicia: Exactly. If you want to be in consulting but you're taking a job over at hospitality, you imght end up staying there for a year, and now you have a year of something outside of your field on your resume, and you're gonna have to work to explain, you know, how it lines up, 'cause--what I always think is funny is, you know, people are very narrow-minded when they look at your resume, and they're really only looking at your last thing, and you have to do so much explaining. Like, I had a whole major in health care. All of my jobs were in health care except for one, and people only focus on the one that wasn't. And I was like, "I was only there for 3 months," you know? And it's so crazy how things like that--so that's what I'm saying. Being intentional about, you know, your next move, even if it means passing up, like, a bunch of other, you know, could be easy wins, you really want to make sure your next one is gonna move along in your career path and not just pay the bills.Zach: No, I super agree with that. You know, I kind of make--see, now, this is your fault, Alicia, 'cause you brought up relationships, 'cause now I'm thinking about all these relationship jokes. But it's kind of, like, you know, when you--you might have a breakup, but it's cold outside. Like, it's cuddle season, and so, you know, it's like, "Man, I gotta find somebody."Alicia: Oh, no. Yeah, don't get a warm body job.Zach: [laughs] Yo. Don't get anybody. Don't get a rebound joke is my point. Like, you've gotta, you know, find somebody that is going to put a ring on it or that you will put a ring on. I don't know. You know, everybody's proposing to everybody. It's no problem, no judgment, but the point is figure out what is gonna really be stable for you, 'cause--this is two things. First of all, people very much so underestimate time, and underestimate it in terms of how fast it can go by, and the fact that you can't take it back. So to your point earlier, you said about a year in hospitality. Like, you can look up, and you're gonna have--there are people who are like, "I got this job 5 years ago 'cause I just wanted something 'cause I got laid off and I was just trying to find something," and you look up and it's like, okay, this is your job now, and you don't like it, or you've been doing this thing for a year and a half, 6 months to a year, and then you try to interview somebody--you try to interview for what you really want, and people are like, "Okay, well, why were you doing this?" Like, what are you going to say? And not to say that you're stuck. I mean, it happens, but it's gonna take a little bit more work in how you craft your story and convince interviewers that, "Okay, no, I'm really actually interested in this." Now, I would think that folks with a modicum of empathy and logic would recognize that life happens and that we don't always find--land in the jobs that we want, but often times, like you said--like, it's weird. Like, people put on these weird blinders during interviews and don't always think about context and how just things shift and change and everyone isn't the same, but anyway, this has been great, this has been great. Alicia, what else do we have? Before we go--you go ahead.Alicia: Before I go, I just want to ask--the last question was, you know, if you're an interview and it comes up "Why did you leave your last job?" And it's not exactly an easy answer, that's something you want to practice ahead of time, 'cause that's always gonna come up, you know? You know, one of the things I said when I was laid off was, you know, "My company was going in a different direction. We were shifting from the work that I was doing to a different sector, and that's not something I wanted to do, so, you know, we agreed it wasn't a fit and I left." And another job, the one that I was there for 3 months, I told them, you know, it was a temp job, 'cause basically [inaudible]. It just didn't transfer over into full-time, you know? So don't lie, but have some sort of, you know, palatable truth into your interviews, and practice your answers so that you're not coming off nervous or, you know, it feels like there's something shady going on there. I think that's really important, but I do want to stress that most places, at least in New York--you know, your employer--your past employer shouldn't tell your next employer that you were fired, because that would mess up your chances of getting a new job. I think there's some legality to that.Zach: No, that's illegal.Alicia: Yeah. It is, right?Zach: It's illegal, yeah.Alicia: Exactly. So I want you to have that comfort in knowing that, you know, you kind of are getting a fresh slate as long as, you know, you kind of know how you're gonna work it. Don't feel like it's gonna be, like, a scarlet letter that follows you for the rest of your life.Zach: No, that's super true, and it's interesting because you really gotta figure out ways to politicize--not politicize, but politic that answer. So for me, you know, I was at a major retailer for, like, less than a year, and so even now--I'm 7 years into my career, and people will say, "Okay, well, you know, why were you here?" And I'm like, "Well, you know, that really gave me the--" Like, my answer now is "That really helped me baseline some HR knowledge and best practices. However, I realized that the scope of that retailing context was not conducive for my professional development, and so I ended up finding X, Y, and Z," and I just kind of transition. And I think it's also important, now that we're talking about just how you interview and walk through your career, that you have, like, a story and a overarching narrative that you're speaking to. So if you talk about it from that perspective, then you're kind of--you're talking about these jobs as just points in your journey and not necessarily "I was this, I was this, I was that." It's--for me as an example, I'll say something like, "My name is Zachary Nunn. I'm very passionate about people." And so you'll see in my career, as you look at my resume, all of the roles that I have involve people, and then from there I just kind of walk through the story of "I was here, then I was in oil and gas, then I was in pharmaceuticals. Now I'm in consulting," and it makes sense, as opposed to, like I said, having, like, a really segmented story, 'cause that's how people like to--that's an older way of thinking, but just remember we're transitioning now into a much more fluid workforce, and it's okay to be in different places and have different experiences, but--Alicia, to your point, I 100% agree that you have to have some practice and verbiage behind how you're gonna spin that.Alicia: Yep.Zach: Okay. Now, look, this has been dope, and like I said, this is the first one of its kind. This has been pretty fun for me. Have you had a good time?Alicia: I had a great time.Zach: Okay. Before we let you go, where can people learn more about Cubicles and Curls?Alicia: Okay. So you can learn more about Cubicles and Curls on our blog, CubiclesAndCurls.com, or you can follow us on Instagram @CubiclesAndCurls. Sometimes I'm on Twitter, and that's just @CubiclesCurls, but, you know, Instagram is definitely the place where you'll usually find me.Zach: Aye. Awesome. Well, that does it for us, y'all. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com or living-corporate.co or livingcorporate.co, livingcorporate.tv, livingcorporate.org.Alicia: Ooh.Zach: I know. Yeah, that's right, Alicia. We got 'em all. We don't have livingcorporate.com because Australia owns livingcorporate.com.Alicia: Hm.Zach: I know, right? It's crazy. It's crazy. Anyway, if you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been listening to Alicia Davis, founder and CEO of Cubicles and Curls. Peace.Alicia: Peace. </itunes:subtitle>
      <itunes:summary>The founder and CEO of Cubicles and Curls Alicia Davis joins the show to discuss a very important topic: what to do when you're unemployed. She also relates her own experience with unemployment and shares effective advice regarding how to handle it. 
Connect with Alicia: LinkedIn, Cubicles &amp; Curls website, IG, Twitter
Connect with us! Linktree</itunes:summary>
      <content:encoded>
        <![CDATA[<p>The founder and CEO of Cubicles and Curls Alicia Davis joins the show to discuss a very important topic: what to do when you're unemployed. She also relates her own experience with unemployment and shares effective advice regarding how to handle it. </p><p>Connect with Alicia: <a href="https://www.linkedin.com/in/aliciatdavis/">LinkedIn</a>, <a href="http://www.cubiclesandcurls.com/">Cubicles &amp; Curls website</a>, <a href="https://www.instagram.com/cubiclesandcurls/">IG</a>, <a href="https://twitter.com/cubiclescurls">Twitter</a></p><p>Connect with us! <a href="https://linktr.ee/livingcorporate">Linktree</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2669</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Tristan's Tip : Elevator Pitches</title>
      <description>On the fourth installment of Tristan's Tips, our special guest Tristan Layfield discusses what constitutes an effective elevator pitch and shares his advice on how best to come up with your own.
Connect with Tristan on LinkedIn, IG, and Twitter!
Connect with us on our website!</description>
      <pubDate>Tue, 26 Feb 2019 06:41:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Elevator Pitches</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>53</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/ffd98464-f2a4-11ea-88c4-8393823de569/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the fourth installment of Tristan's Tips, our special guest Tristan Layfield discusses what constitutes an effective elevator pitch and shares his advice on how best to come up with your own.Connect with Tristan on LinkedIn, IG, and Twitter!Connect with us on our website!TRANSCRIPTTristan: What's happening, Living Corporate fam? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. So today, let's discuss our elevator pitches. Most of us have heard of what an elevator pitch is, but for those who aren't aware, elevator pitches are short, concise statements that explain who you are and what you do. It's called an elevator pitch because apparently you're supposed to imagine that you get into an elevator with another person, and they ask you what you do, and then you only have that brief moment in the elevator to give them a meaningful response. Now, I don't know about you, but I very rarely talk to anyone in elevators, let alone strangers, but let's flow with it. While most of us may have an elevator pitch, I'm here to tell you that we need to rethink the way that we do them. We've been taught to lead our elevator pitch with process rather than leading with results. When we do that, we leave the other person wanting to know "What's in it for me?" So let's listen to one of my old elevator pitches as an example. I used to lead with "I'm a career coach and resume writer that approaches career development by combining my client's personal brand with their career field through strategic coaching and the development of resumes, cover letters, and LinkedIn profiles marked by their consistency, infusion of key words, and unique formatting that helps my client stand out. Are you looking for help in elevating your career?" While it sounds good, it doesn't lead with results. It doesn't immediately tell the person what's in it for them, and it puts the other person on the spot. In order for us to make faster and more valuable connections, we need to talk about how we create wins for our companies or clients and provide those within the first 60 seconds. By doing this, we don't make the person guess what's in it for them. We give them examples of what could be in it for them. So let's replace the process in my first elevator pitch with some results and see how it transforms. "I'm the head career coach and resume writer at Layfield Resume Consulting. As a result of the coaching, resumes, and cover letters and LinkedIn profiles I provide my clients, they not only landed roles in Fortune 500 companies, but they're better equipped to position themselves as experts and become their own biggest advocate in their careers. I'm looking for individuals who are ready to level up their careers. Can you think of anyone who needs some help?" Which one do you think is better? Reach out and let me know. This tip was brought to you by Tristan of Layfield Resume Consulting. Check out us on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the fourth installment of Tristan's Tips, our special guest Tristan Layfield discusses what constitutes an effective elevator pitch and shares his advice on how best to come up with your own.
Connect with Tristan on LinkedIn, IG, and Twitter!
Connect with us on our website!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the fourth installment of Tristan's Tips, our special guest Tristan Layfield discusses what constitutes an effective elevator pitch and shares his advice on how best to come up with your own.</p><p>Connect with Tristan on <a href="https://www.linkedin.com/in/tristanlayfield/">LinkedIn</a>, <a href="https://www.instagram.com/layfieldresume/">IG</a>, and <a href="https://twitter.com/layfieldresume">Twitter</a>!</p><p>Connect with us on our <a href="https://www.living-corporate.com/">website</a>!</p><p><br></p>]]>
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      <itunes:duration>324</itunes:duration>
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    <item>
      <title>Lifting As You Climb (w/ Marty Rodgers)</title>
      <description>Marty Rodgers of Accenture stops by the show to discuss the concept of lifting as you climb. He also tells us his career journey, from the beginning all the way to his current job at Accenture, and talks about the difference between mentorship and sponsorship.
Check out Marty on LinkedIn and Twitter!</description>
      <pubDate>Fri, 22 Feb 2019 10:50:00 -0000</pubDate>
      <itunes:title>Lifting As You Climb (w/ Marty Rodgers)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>52</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/fff0bfc6-f2a4-11ea-88c4-b72964326515/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Marty Rodgers of Accenture stops by the show to discuss the concept of lifting as you climb. He also tells us his career journey, from the beginning all the way to his current job at Accenture, and talks about the difference between mentorship and sponsorship. Check out Marty on LinkedIn and Twitter!TRANSCRIPTZach: What's up, y'all? Look, I got a question for y'all. I'm kind of talking to--I'm talking to us right now, recognizing that we have allies listening in, we have various types and hues of melanin who check out the podcast, but I'm kind of talking to us right now. Have y'all heard of the phrase "all skinfolk ain't kinfolk?" Have you ever heard of that phrase? Okay, so if you haven't heard of that phrase--this is education for everybody now, so shout out to everybody who listens and checks in with the podcast, but the idea of all skinfolk not being kinfolk means that just because someone looks like you doesn't mean that they're actually out--looking out for you, right? And the whole idea of all skinfolk not being kinfolk is really illustrated and articulated well in corporate America. You know, for me, I think because I am one of the few if--I mean, arguably the only person in my family really actively in corporate America doing what I'm doing, coming into these spaces, and I see other folks who look like me. Initially, early in my career, I would run up on 'em and be like, "Oh, what's going on, man? Da-da-da-da-da. What's going on, brother?" And they'd hit me with, "I'm not your brother. I'm not your pal, buddy. Go find something else to do," right? Like, they hit you, and you'll be like, "Whoa, what is this?" All skinfolk not kinfolk, and so as I had those experiences and disappointments in my professional journey, finding folks who were actually kinfolk became all the more satisfying, right? And so I'm really excited because even though this Black History Month has been trash, with Jussie and Gucci and whoever else making blackface clothes and folks just wiling in general, people having actual--putting on blackface in 2019 or acting as if the '80s was, you know, 89 years ago. This episode is really powerful for me, man. And yeah, Ade isn't here this week. She'll be back next week. So I'm kind of sad, but this is a silver lining, because I got to actually have a conversation with someone who really epitomizes the concept of lifting as you climb. This man, his name is Marty Rodgers. Marty Rodgers is a managing director out of the D.C. offer at a firm called Accenture. Great man. You're gonna hear about his profile, hear about his story, and so I'm really excited for y'all to check this out, okay? So don't go anywhere. The next thing you're gonna hear is us getting into this interview with Marty Rodgers. Now, look, the computer crashed and we had to redo the interview, but I want y'all to know--and I say it in the conversation--he did actually show us mad love at the top of the interview about Living Corporate. He actually checked out the platform and stuff. He's actually a fan. Shout-out to you, Marty Rodgers, and shout-out to all the folks listening. I want y'all to check this out. Talk to y'all soon. Zach: So for those of us who don't know you, would you mind telling us a little bit about yourself?Marty: Sure, absolutely, Zach. So in terms of my background, I've always wanted my career to go back and forth between for-profit, non-profit, and government. I very much believe that all three sectors would be required to come together, to work together, to understand each other, to understand the respective, you know, why each sector exists, what their purpose is, how they're incorporated, what their incentives are, and then all three would have to figure out a way to work together on the greatest issues and challenges of our time. So whether that's the environment or civil rights or education or health care, we've got to find a way to get all three of these sectors to come together to tackle those great challenges. And so when I was coming out of undergrad--I went to the University of Notre Dame, and as I was getting ready to graduate, a guy named Dr. Cliff Wharton became the first African-American CEO of a Fortune 500 company. He became the CEO of TIAA-CREF, and Dr. Wharton had a distinguished career at the UN and also in non-profits before assuming that position, and also as an educator as well, and so he kind of embodied kind of what I wanted my career to be, and so that's very much what I set about the course of doing. So my first row and assignment I started working with Aetna Life and Casualty. I was doing economic research and economic portfolio analysis for a big real estate investment--holdings that the insurance company had. That was really awesome and great, because it happened at a time and a moment in our--in our country when the SNL crisis was happening and properties were getting dumped and affecting our portfolios, and so I'd have to do lots and lots of research on the impact of those--of what government was doing and its impact on the private sector, and so I did that for a while, and I had an opportunity to go to work for one of my mentors in the non-profit space, a woman by the name of Dr. Marian Wright Edelman. She was the president and founder of the Children's Defense Fund, and I originally started and worked for her as her--on her staff as her assistant. That was an awesome experience for me. I got to work directly with her, learn from her, and here was a person that had and is still changing the country. She was the first black woman lawyer in the state of Mississippi and had worked to help create Head Start and a whole variety of other programs for children. That was a great experience. It was the first time I was working really on helping her launch a race-specific campaign for African-American kids called the Black Community Crusade for Children, and we launched that in a whole series of freedom schools all across the country. And then I left there--I kind of had the advocacy bug at that point and went to Capitol Hill. In fact, that was another great experience where I got to work for another mentor of mine, somebody who I'd always looked up to and respected. I went to work for a guy, senator Harris Wofford, who--he's a white guy who had gone to Howard and became one of if not the first graduate of Howard Law School. He went on to work with Dr. King. He went to work with Robert F. Kennedy and John F. Kennedy. He headed up civil rights in the Kennedy administration and [inaudible] the Peace Corps and was the college president of a couple universities, and so, like Cliff Wharton, he was somebody who I had looked up to and wanted to be more like, and so it was a great opportunity to go work for him and with him. He was very passionate, having co-founded the Peace Corps, about the idea of bringing the Peace Corps home to serve American families and American communities, and so that's very much [what we did together?] was--we worked together. I was in charge, as his staff person, of working on the Americorp legislation and creating a program called Americorp to allow young people a chance to make a difference through full-time national community service efforts, and then we also worked together to create in turn--since he was a friend and an adviser to Dr. King, we worked with congressman Louis to turn that holiday into a national day of service, and so that was my time on the Hill, learning, you know, how does legislation work, how does politics work? How do you get things done on the Hill? And then after that, after spending, you know, almost 5 years trying to convince people about the importance of service and giving back and making a difference, I thought it was quite hypocritical that I hadn't served myself, and so I went and I did a stint serving Native-American kids out in New Mexico and then went to grad school, and then it was after grad school that I joined Accenture, and I've been at Accenture for 21 years, and the great thing about Accenture is it's allowed me to continue to do those things that I was passionate about, and that is, again, moving back and forth between for-profit, non-profit, and government. So I started my career at Accenture in the for-profit space, working in our financial services group. I moved over and joined our government practice, then I started our non-profit practice and launched that literally 10 years ago, almost to the month, and then after that I've now moved into our health and public service group, which is a little bit of a combination of both.Zach: So first of all, that's amazing, all of the things that you shared. Of course there's a clear pattern of service and partnership, and I also, think, Marty, what's really interesting about when you share your story and just your introduction, a lot of us, we have a perspective on one of those three spaces, if it's, like, the legislative space or the non-profit space or the for-profit space, but--and I'm certain that you've heard this many times before. I think your perspective in having such dynamic and deep experiences in each of those spaces gives you a unique perspective, especially when it comes to effectively actualizing change and supporting and lifting as you climb. And so as you know, today we're talking about mentorship versus sponsorship. And, you know, before we started recording the call, and we didn't get--we didn't get this because the computer crashed, but, you know, you said a lot of great things about the podcast, so thank you for that. But everywhere I go--so when I joined--when I started with Accenture, and I've been to some other firms, but everyone has either heard of you or they've worked with you or they aspire to work with you, and so I'm excited to talk to you about this topic, because when your name comes up, often times, especially within the black consultative community, there's a desire for you to be a mentor to them or a sponsor for them, and so I'm curious, could you explain a bit in your mind about the difference between mentorship and sponsorship?Marty: Sure, absolutely. And there really are--it's critical to know the difference between the two and to understand the difference between the two, especially as you're navigating your career. So as I think about mentorship versus sponsorship--and they're both important, but again they're both very different--I think it's important to kind of realize that at different points of your journey you're gonna need mentors, and at different parts of your journey you're gonna need sponsors, and in some cases they can go back and forth. You know, you can have a mentor that can be a sponsor and a sponsor that eventually becomes a mentor, but they are fundamentally different, and if I can take a second just to kind of delineate how I think about that. Let me go through that. So first--and again, just for you and the audience, Zach, it's just I think helpful to think of it just really quickly in a couple of kind of compare and contrasts. So first, mentorship is someone who speaks with you, and sponsorship is someone who speaks about you and for you. Mentors advise. Sponsors advocate. Mentors support. Sponsors steer. Mentors are folks that can help you think about life, liberty, and the pursuit of happiness, and that can include work, but it doesn't have to exclusively be about work, whereas sponsors talk about career and work, right? Like, that's the purpose of a sponsor. Mentors help you translate kind of the unwritten rules, whereas sponsors are the rules. Mentors have mentees. Sponsors have employees. Mentors talk about paths. Sponsors talk about trails. And then a couple other last ones as I was kind of quickly thinking through this, mentors are someone you look up to, right? And they're folks you want to be like. So for me it was senator Wofford, it was Marian Wright Edelman, it was Johnneta Cole. It's Cliff Wharton. It's all of those folks, you know, that have shaped who I am and who I want to become and who I want to be like and who I look up to, aspire to be like. Sponsors, that's not a requirement, right? But a requirement of sponsorship is power, right? So my mentors have been my heroes and my sheroes. Sponsors don't have to live up to that high of a status. And then lastly, as I described in the beginning, mentors can be sponsors and vice versa. So that's sort of, like, how I quickly kind of think through the compare and the contrast of all of those.Zach: No, absolutely. You know, I'm curious, what do you think are some of the biggest misconceptions around mentorship? So a lot of times--I rarely ever in conversation, when we have our conversations about our careers and career management with my colleagues and even folks that are non-managers and things of that nature, do I hear people say, "Man, I really want him to be my sponsor." Like, most times we're like, "I need somebody to mentor me." What do you think are some of the largest misconceptions when it comes to black and brown professionals? Or just professionals in general of course, but what you think when you say the word "mentorship" and the expectations. What do you think are some of the largest misconceptions around that?Marty: Well, especially for mentorship, right? Well, let me just actually start with both. So both mentorship and sponsorship are two-way streets, and I think a popular misconception is, you know, it's kind of a one-way relationship, but both--the key thing is that it IS a relationship, right? And there are costs and risks and investments of time, of capital, of attention, on both sides, and both sponsorship and mentorship require kind of nurturing care and feeding, and you can't have a mentorship or a sponsorship relationship where all of the value is going in one direction. It's got to be--it's got to be both ways, and so that for me is the biggest misconception. Like, there's this perception that, "Hey," you know, "I'm gonna get something from my mentor," versus, you know, what are you gonna give your mentor? Or "Hey, I'm gonna get something from this sponsor," versus what are you gonna give your sponsor? I talked earlier about, you know--one of the things I like to say is, you know, mentors can help guide you on a path, right, and talk about paths. You know, like--and again, like, that whole notion of life and liberty and the pursuit of happiness. Your path is a bigger thing than just your career and just your--you know, your work and your job, and a path is--it's something that you're cutting yourself. It's your way of moving forward, and a mentor can talk to you about the ups and downs of that journey and how that happens. A sponsor is really about the trail, right? And when you talk about trails, you're following after someone that's already blazed that trail. You're going--you know, with a sponsor you're sort of the protege. You're the person that they're investing in, that they're expecting something from, that you're gonna be a reflection on them. And again, that's the notion that--for a sponsor, you're an employee, right? And you're somebody that they are investing in 'cause you're gonna do something for them and for the firm, and it's a--it's a transaction. And again, that's not--that's not the same type of relationship that you would have necessarily with a mentor, where a mentor is more somebody you're gonna--you're gonna want to be like and look up to.Zach: That's just so perfect, man. And first of all, Marty, it's 4:00, so are we okay to go for another 10 to 15 minutes?Marty: Yeah, yeah, yeah. We're good. We're good.Zach: Thank you so much. So let me ask you this. What was a moment for you--'cause you talk a lot, again, when you kind of talked through your journey just before grad school and before joining Accenture, you mentioned your mentors a lot and the multiple mentors that you've had. Did you ever have a moment where the difference between mentorship and sponsorship impacted your early career?Marty: Yeah. I mean, I think the story, Zach, that really kind of brings home the difference between mentorship and sponsorship would actually be when I first was made a partner--and maybe we will come back to that at the end, right? But when I was made a partner--now we call them managing directors--you know, I was sort of, to be blunt, kind of clueless. I was potentially--there's far too many of us, as black and brown folks, that--you know, my attitude was not what it should be, and what I mean by that is I was of the mindset of, you know, "Hey, I'm doing what I need to do. They should make me a managing director or a partner, and if they don't, you know, it's not why I get up in the morning, so, you know, their loss," right? Somebody, one of the folks that I was reporting to who, you know, now I would call more of a mentor, said, "You know what? That's probably not how you want to think about it, and if you want to accomplish a lot of the things you want to accomplish for other people, for other causes, for other things you say you believe in, then I need you to care about making it to partner, to managing director." When I started on that journey, I had no clue, you know, what was the process was. I was sort of, to be blunt, almost disinterested in the process. I just kind of figured--again, it would happen if it happened. When I was first up for managing director, for partner, I got what we call the paperwork without even knowing that I was up that particular year. I filled out the paperwork. Not even--you know, kind of rushed. Didn't even really think much about it, and went through the process, if you will, and Zach, the crazy thing was I was brought into meet with one of our executives, who told me that particular year I was not going to make managing director, that I was--hey, I had a good run. Glad I was part of the process, but I wasn't going to make it. And hey, you know, it was one of those things where I was like, "Okay," you know? "No big thing." I wasn't--I didn't even know this process existed. I wasn't sure of the process. I wasn't gonna lose sleep about it, right? 2 weeks later I was called back into that same person's office and was told, "Hey, guess what? You actually are gonna make it." And the difference between that and two weeks later was a sponsor had got the list, didn't see my name on it, and had decided, "Hey, nice list, but it's missing somebody," and that's the difference between a mentor and a sponsor.Zach: Wow. And that's just so powerful, because I've--you know, from mentors that I've spoken with about--the higher that you climb on these ladders and levels of leadership, you know, the more of that type of support you're going to need, right? And that there needs to be more and more consensus on who makes that list. So that's a powerful example. Marty: Absolutely, and in this particular case, right, and this is something more and more corporations are wrestling with, dealing with, and trying, and we do it formally here at Accenture, but this was a person who had been named as my sponsor that I didn't know that they were my sponsor. So they had--they had been kind of assigned to be my sponsor, and I didn't know until much later that they had been formally assigned to be my sponsor.Zach: Wow. And that's also particularly amazing, and I would imagine humbling for you, Marty, in that, to your point, you weren't even super invested in the process at the time, right? Like, your attitude was not one of, you know, "I need to get this." You know? And so for that to be the case, that's just--that's incredible, but I think it also speaks to your earlier piece when you were talking about people being invested in you that sometimes--I know for me, at least in my career, there have been people who have been more invested in me, in me getting to a certain place [that I was?] at a time because they had the insight and wisdom to know what me getting there meant, and that's invaluable.Marty: And that's the key thing for a sponsor, right? A sponsor has to decide, "Hey, I'm going to give some of my capital to you, and the reason I'm going to give you that capital, the reason I'm going to invest in you, the reason I'm going to sponsor you, is because you in turn are gonna be a good reflection on me," and/or "You're gonna be a good reflection on the firm, and net/net." Normally what that means is, in for-profit firms, you're gonna help us make money.Zach: Yeah. So, you know, in my career, I've seen--the folks who go the furthest, they have sponsors, right? Of course. And frankly I've seen people of color attempt to build sponsor relationships and fall flat a little bit, and so I'm curious, what are some tips that you have for black and brown professionals--particularly millennials, but of course Gen X and baby boomers as well--who are seeking sponsors, and what advice do you have for senior leaders and executives who may not be used to engaging professionals that don't look like them and really establishing those types of relationships?Marty: So [that was?] kind of a two-part question there, Zach. So if I take the first part, right, in terms of the black and brown folks that are seeking sponsors. Well, the first should be, again, to remember that it's a two-way street, and there has to be mutual value shared in both directions, right? And you have to know that when you enter into that relationship, you are a reflection of your sponsor, and that bears with it certain responsibilities, right? And you have to help them, and they have to help you, so to speak. Second thing is you have to ask the question, you know, "Where do I find a sponsor," right? And a sponsor ultimately, going back to those original definitions, right, has to have power. They have to have a seat at the table. They have to be in the room when decisions are being made, and that usually means you've got to look at the org chart, and you've got to look at, you know, who has the budget, and who has the chair, and who has the--you know, the P&amp;amp;L statement to--or, you know, who's filling out the final performance reviews, and how high up in the ladder are they doing that, right? So that would be kind of a second point. Like, you've got to know where to look, and make sure that you're actually identifying folks that are at the table. And then the last part of that is--I always encourage folks to--just like with mentors, you've got to have more than one, and you've got to look for multiple sponsors, because--especially in a lot of organizations nowadays, folks are moving around all of the time at the top, and so you never know, you know, who's gonna shift where when, and the worst-case scenario is, you know, you're planning and investing in a certain sponsor that then moves, and that person no longer has influence where you need them to have influence and you don't have any fallback. So you want to have multiple sponsors in multiple different places, multiple different folks that can speak for you at the table and can be at the table as things move and change. And my last thought in terms of our folks as they seek sponsors, I think it is incumbent upon young professionals in particular to put themselves out there and to realize that that takes courage, but you've got to put yourself out there in terms of being willing to sign up for assignments that you might not--you know, that are stretch assignments that have risk in them. You're gonna have to do a lot of networking and additional relationship development above and beyond kind of your day job. The table stakes, the price of admission, is that you're gonna, you know, perform exceptionally well and what you're doing day in and day out. The last part of that is your sponsor is going to--in terms of that relationship, they're going to be helping you remove obstacles and barriers. They're gonna be helping pick you out for certain assignments, and they're gonna in some cases be helping--they'll help you get that promotion, but you're then responsible, not just for what you were doing before. Now you're responsible for achieving in that new role, and that--you know, that's sort of your next test case, and then that relationship will continue to develop or evolve based on how you perform after that, that kind of first reach-back or reach-in. So it's an ongoing evolution, and that relationship and that dynamic will change over time, and so I think sometimes we get into these relationships and we think they're sort of--they're always the same and they're always sort of static in terms of the relationship. What you'll find is those things actually change, especially as you climb and as your relationship and the proximity sometimes between you and the sponsor, that gap, closes. In terms of the second part of what your question--and sorry for being a little bit long-winded, Zach, but in terms of the second part of your question, senior leaders that are--you know, in terms of how they can best engage with young professionals that don't look like them, I always talk about the opportunity to create space and to have grace. So space and grace, and there's really a need for both, whether it's our employee resource groups or it's our offices or whatever profession you might be in, or if it--or even sometimes those senior leaders themselves, to create the space to come together to get to know folks, to have an opportunity to interact with folks and see who those folks that have that promise, that have that ability to rise, are and can be. And so in the case of folks that don't look like them, that creation of space is really essential, where both a person of color, but also they themselves can feel comfortable in that interaction, and then the grace is, you know, there are gonna be some moments where neither of you feel comfortable, but that's okay. It takes a little bit of courage, but that's part of the price of being a leader at your firm.Zach: Right, right. So I'm a new manager at my company, and I've been recently promoted to manager--Marty: Congratulations, that's awesome.Zach: Thank you, Marty. I appreciate it. It's been about--Marty: You see, man? You just keep climbing. It's awesome. And you keep giving back, which is this podcast. Represent.Zach: Right? Man, you're gonna make me blush on this podcast, man. They're gonna see it through the app, man. Thank you. But it's been about a year, but let me be honest. In my career, often times--and I'm gonna have a bit of an inside conversation outside the house, but often times when I see folks that look like us--and this is has been my experience--they're more--they more often act like referees than they are true avenues of support, and so--and interestingly enough, some of the most prominent mentors that I've had, they've shared that some of the biggest roadblocks have been from them being at a junior level and from people who were at a senior level that do look like them, and so I'm curious, you know, what advice do you have for black and brown leaders to better lift as they climb? And what, if any, roles do non-minority leaders play in helping to support that culture? And I know I'm giving you a lot of, like, two-parter questions, but the reason why I'm asking that second part is because I do believe that there's some type of--there's a reason why we don't always lift as we climb. There's some type of factor in that, and so I'm curious to know if there's a greater cultural influence at play for that. So that's the purpose of the B part of my question.Marty: Yeah. So it's a great question, so let me just kind of unpack it. So first, I love the expression "lift as you climb," which comes from Mary McLeod Bethune, right? And ultimately, right, that's what life should be about. I always talk about the difference between ambition and aspiration, and in our world and our society and in way too many of our corporations we talk about them as though they're the same thing, and they're fundamentally different. Ambition comes from the Latin, and it literally--"Ambit" means to walk around, and what it meant, Zach, was back in the day, you were gonna walk around and you were gonna buy votes. You know, you were gonna, like, literally pay people off to vote for you, and it had a very negative connotation. And aspiration is also from the Latin, but it comes from the Latin word that means to breathe, to give air to, to give life to, to give oxygen to, and we have to be people of aspiration, and we need our firms and our companies to be companies of aspiration, right? And fundamentally what that boils down to--when you're ambitious you believe kind of in a scarcity model. You believe "I've got to hold you down so that I can lift myself up," whereas aspiration is about lifting as you climb. It's about abundance. It's about saying, "Hey, I only get lifted up by those coming after me, and it's my responsibility to reach back, give back and make a difference, to pay it forward." And so--and that I'm only there as a result of others that made my being there possible. And so with that mindset it becomes incumbent upon all of us to, you know--especially as leaders of color--to realize that we're sitting in chairs and we're occupying chairs as a result of others that came before, and sometimes we get in those chairs, and there's this sense of, "Well, hey, I'm the only one, and if there's another then they're gonna have to knock me out or knock me down." And again, that's a scarcity model. That's an ambition model. That's not an aspiration model, and we have to realize that, you know, we have to be about the business of lifting others and making a difference in that way. In terms of advice and roles for non-minority leaders, I think the simplest thing can sometimes be just an expectation of something that simple. You know, sometimes there's this whole idea of, you know, "Well, gee, if I'm here--" You know, when I first started and took on a leadership role at Accenture and was leading several of our accounts here, I very consciously wanted to have the most diverse accounts, right? And I believed if I could create the most diverse accountsand if I could create accounts that were the best accounts at the firm that people would be fighting, you know, against each other trying to get on these accounts, and if I had the best talent, then the rest would take care of itself, and some of that has to be the same spirit and ethos that non-minority leaders would have in terms of creating a culture that rewards people that recognize diversity, that bring in diversity, and say to minority leaders themselves, "You know what? You are diverse, and if you bring in more diversity, that's a good thing. And if you're helping advance other diverse leaders, that's a good thing, and we're gonna reward that." And that's a positive thing. It's not a negative thing. It's not a scarcity model. It's an abundance model.Zach: Marty, this has been a great discussion. Before we go, do you have any parting words or shout-outs? In fact, and I don't want to put you on the spot, but I know that--I know that I have a colleague who--this is from years ago, and you might not remember saying this, but she made mention of the fact that you said something like we as a people--that black people, we're, like--we're the blue note. Do you recall that statement? I wasn't there, but she said you had a statement--Marty: I have lots of statements, but yes.Zach: Man, could you just wax poetic on that please? Because--and I don't--the reason why I ask is because I wasn't there, and she wasn't even able to fully articulate what you said, but her eyes glowed when she said it, and I was like, "Man, when I speak to him--" And this was literally 4 years ago. I said, "When I speak to Marty, I'm gonna ask him to talk about this."Marty: Hm, okay. Well, the concept of the blue note comes from jazz, right? And so there's this idea that--and it's something that, you know, in our firms nowadays, and Accenture is no exception, we talk all the time about the need for innovation, right, and the need for creativity and the need for--you know, as things are going along, there might be a disruption, or there might be something that comes along that creates dramatic change, and so really that's the idea of the blue note in jazz, right? It's the moment of improvisation. It's the moment when you don't know where or how the story's going to--the music and the story is going to unfold, and really that is--you know, whether you read Cornel West or Eric Dyson or others, that's really been our history, right? That's our story, of every time we've been on a journey as a country we have served in the role of the blue note, the improvisation that moves our story forward around the realization of those very first principles that were first embedded in the Declaration of Independence and in the Constitution. And so, you know, whether it was--you know, our battle, originally as enslaved people or later in terms of the Civil War and fighting for freedom or the battles for reconstruction or through civil rights, or now even today as we move forward with Black Lives Matter and other movements to more fully recognize the process of more fully recognizing our humanity and more fully recognizing our citizenship has been one that has caused the country to confront and to look at itself and its values in the mirror, and we've been that blue note to help the country evolve its definition and its story as we've gone along.Zach: Man, I love that. I love that, and now it's captured on this podcast. Marty, thank you so much for taking the time to speak with us today. I'm beyond honored. I appreciate your time. We definitely consider you a friend of the show, and we hope to have you back.Marty: All right. Well, thank you, Zach, very much for having me. It's been an honor to be a part of it, and if I can ever be of help to folks on a journey, feel free to hit me up on LinkedIn or Twitter or otherwise. Happy to be of help.Zach: All right, Marty. Appreciate it. Peace.Marty: Take care. Bye-bye.</itunes:subtitle>
      <itunes:summary>Marty Rodgers of Accenture stops by the show to discuss the concept of lifting as you climb. He also tells us his career journey, from the beginning all the way to his current job at Accenture, and talks about the difference between mentorship and sponsorship.
Check out Marty on LinkedIn and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Marty Rodgers of Accenture stops by the show to discuss the concept of lifting as you climb. He also tells us his career journey, from the beginning all the way to his current job at Accenture, and talks about the difference between mentorship and sponsorship.</p><p>Check out Marty on <a href="https://www.linkedin.com/in/martyrodgers/">LinkedIn</a> and <a href="https://twitter.com/MartinWRodgers">Twitter</a>!</p>]]>
      </content:encoded>
      <itunes:duration>2667</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>Tristan's Tip : Career Coaches</title>
      <description>On the third installment of Tristan's Tips, our special guest Tristan Layfield discusses a personal expertise of his: career coaching. He also tells us which three questions we should ask ourselves before we pursue a career coach. Check back next Tuesday for another tip!
Tristan's LinkedIn: https://www.linkedin.com/in/tristanlayfield/
Layfield Resume Consulting: https://layfieldresume.com/
Layfield Resume social media: IG, Twitter, Facebook</description>
      <pubDate>Tue, 19 Feb 2019 06:15:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Career Coaches</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>51</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0019300a-f2a5-11ea-88c4-1714cd5bc261/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the third installment of Tristan's Tips, our special guest Tristan Layfield discusses a personal expertise of his: career coaching. He also tells us which three questions we should ask ourselves before we pursue a career coach. Check back next Tuesday for another tip!Tristan's LinkedIn: https://www.linkedin.com/in/tristanlayfield/Layfield Resume Consulting: https://layfieldresume.com/Layfield Resume social media: IG, Twitter, FacebookTRANSCRIPTTristan: What's going on, Living Corporate fam? It's Tristan from Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all another weekly career tip. So today let's discuss career coaches. The first career coaching firms started back in 1946. Back then and through the '80s, career coaching was largely reserved for CEOs and executives, and career support for workers lower in the ranks typically took the form of apprenticeships. By the time millennials got into the workforce all of that was gutted, and we were left to figure out our careers on our own. Now, fast forward to today, and the times have definitely changed. There are companies now that provide their employees career coaches on day one, not necessarily so they can figure out their next step but so they can make the most of their current step. With job searching becoming increasingly difficult, career coaches like myself have risen to the occasion to try and assist job seekers and navigating them. Now that coaching is on the rise, it's imperative that we have a discussion around who should seek out a coach and why you should be selective about the coach you decide to work with. If you think you need a career coach, you more than likely do, but there are a few questions you need to ask yourself. #1: Do I understand that a career coach won't do all the work for me? #2: Am I ready to put in work to obtain the career I want? And #3: Do I have the budget to work with a coach? If you answered no to any of those questions, odds are you aren't ready for a career coach just yet. Think about a career coach like a basketball coach. They don't play the game, but they help you practice and give you all the tools you need to win. In order for you to take your game to the next level, you have to be zoned in, and you have to be ready to invest in yourself to get there. Most coaches are going to take you through a process that requires Dedication with a capital D. If you aren't ready to execute on your goals, then more than likely you aren't ready for a coach just yet. Also, remember that all coaches do not have the same methods and every coach is not for every person. You should do your research on your coach. Google them, take advantage of any free consultation or exploration calls, and if you want to go further, don't be afraid to ask for a client reference. Believe me, any good coach is vetting you just as much and should encourage you to assess if you all are a fit. After all, you're spending money, and they're spending time, and I'm sure neither one of you want to waste those precious resources. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the third installment of Tristan's Tips, our special guest Tristan Layfield discusses a personal expertise of his: career coaching. He also tells us which three questions we should ask ourselves before we pursue a career coach. Check back next Tuesday for another tip!
Tristan's LinkedIn: https://www.linkedin.com/in/tristanlayfield/
Layfield Resume Consulting: https://layfieldresume.com/
Layfield Resume social media: IG, Twitter, Facebook</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the third installment of Tristan's Tips, our special guest Tristan Layfield discusses a personal expertise of his: career coaching. He also tells us which three questions we should ask ourselves before we pursue a career coach. Check back next Tuesday for another tip!</p><p>Tristan's LinkedIn: <a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p>Layfield Resume Consulting: <a href="https://layfieldresume.com/">https://layfieldresume.com/</a></p><p>Layfield Resume social media: <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://twitter.com/layfieldresume">Twitter</a>, <a href="https://www.facebook.com/LayfieldResume/">Facebook</a></p>]]>
      </content:encoded>
      <itunes:duration>334</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Scheming at Work (w/ Chilla Jones)</title>
      <description>We have the honor of speaking with battle rapper and musician Chilla Jones about his unique career journey, pursuing your dreams, navigating between the full-time and entrepreneurship space, and the difficulty of juggling your passion and your 9-5. 
Check out Chilla's website, IG, and Twitter!</description>
      <pubDate>Fri, 15 Feb 2019 10:21:00 -0000</pubDate>
      <itunes:title>Scheming at Work (w/ Chilla Jones)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>50</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/003476e4-f2a5-11ea-88c4-4b8ee975b7a7/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>We have the honor of speaking with battle rapper and musician Chilla Jones about his unique career journey, pursuing your dreams, navigating between the full-time and entrepreneurship space, and the difficulty of juggling your passion and your 9-5. Check out Chilla's website, IG, and Twitter!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and yes, you're listening to another B-Side. Now, look, we talked about B-Sides in season one. This is season two of Living Corporate. For those who don't know, B-Sides are basically random episodes in-between our larger episodes where we just kind of kick it, you know? Sometimes we have conversations with just me and Ade. Sometimes they're, like, kind of extended monologues, just me or Ade. Often times though, most times, they're conversations with, like, special guests, like, one-on-one discussions, and I'ma tell you, this time--this time this one's special for me, okay? Now, y'all might not know, but I'm actually a huge--I love rap in general, right? I love rap, and I love battle rap a lot. Y'all know those air horns y'all hear in the shows, like [imitating them]? That's actually inspired by battle rap, specifically Ultimate Rap Battle League, URL, and the reason why is because battle rap, to me, it combines public speaking, retention, charisma, improvisation, crowd control, all at the same time, right? And clearly y'all can tell I enjoy talking, so it's obviously a clear intersect for me. Anyway, I was always a big follower of it as a kid, but, you know, life goes on. I kind of let it fade. Well, back when I was in college I stumbled upon a battle rapper who really got me back in the game. If you can imagine Jay-Z but as a battle rapper, that's a crude reduction of who and kind of what this style is, okay? So our guest for today's B-Side is Jerome Jones, A.K.A. Kingpin, A.K.A. Juggernaut, A.K.A. Chilla, A.K.A. Bosstown, A.K.A. your favorite writer's favorite writer, Chilla Jones. Chilla Jones is a musician and battle rapper hailing from Boston, Massachusetts, New England. He has released several projects, but you most likely know him from battle rap. He's traveled all across the world. He's making a name for himself as one of the biggest writers to ever engage the arena. Chilla, how's it going, man?Chilla: My guy. What's going on, man? Peace up. What's good? We out here, man.Zach: We out here, man. Look, man--so look, today, man, we're talking about pursuing your dreams, you know, navigating between your full-time and the entrepreneur space. What was it like for you, and like--and you working your 9-5. When did you start really being like, "Look, I need to pursue this battle rap thing. I want to pursue this music thing."? What has it been like to juggle that? What did it look like when you got started? You know, of course we see you now. You're in--you know, you've gone to London, you've been all over the world. Of course all over the U.S., but [inaudible], you know, you've been to parts in Europe. Of course you've been in Canada often. You know, what has that journey been like for you?Chilla: It's huge, bro, and, you know, back in the day--you know, I'd been, you know, doing the 9-5 thing since I was, you know, fresh out of high school, 18 years old, and so, you know, that's kind of always been a part of my adult life, but, you know, as time went on I really devoted more and more of my personal time into music or into battle rap, depending on the era, and so--it's very interesting having to juggle both because--you know, especially nowadays. I have so many opportunities that present themselves that might require me to, you know, as you said, be in Canada or be in London or, you know, I went to Australia recently, which was a really eye-opening experience, you know? I get offers to go everywhere from, you know, Ireland to New Zealand to Amsterdam to--you know, all off the strength of my talent and my ability, so, you know, I never quite thought that I would get to travel the world and, you know, kind of expand my horizons just off the strength of my God-given talent. It's definitely a blessing, but it definitely is a sacrifice, man. You know, it's definitely--when you're thinking of transitioning from that 9-5 to, you know, doing something you love full-time, or even if you're not doing it full-time, if you're deciding to kind of devote a little bit more time to it than the normal person, you're literally having to decide and juggle between, you know, kind of having that steady income or, you know, kind of--kind of diving into something where you might be eating ramen noodles for a week, you know, waiting on your next gig, you know what I'm saying? And so I've kind of--I've kind of balanced both sides of that, and so, you know, luckily I have a job that is very understanding. They're aware of my career and very supportive, so, you know, they give me all of the flexibility that I might need, whether that's--you know, I might only be at work a couple days of the month because I might be, you know, traveling so much during that particular month, you know? And they support me, and they're very supportive in that, and I'm very lucky to kind of that situation to where I can always know that if I don't have any battles or if I don't have any shows or, you know, if I don't have anything on the rap side that's helping to contribute to my income, I have a job that I can--that I can kind of rely on for that, and, you know, when I do have all of these gigs and stuff like that, I'm not--you know, I'm not having to sacrifice the 9-5 that I have, and so I kind of have a really, really good situation worked out for me right now, but it's definitely--you know, I've been in situations where my job wasn't so supportive, and so I've had to make decisions like, "Okay, I can take this offer and go to Canada for 4 days, and I don't have any more paid time off at work, and I know if I can't make these two shifts, then I might not have a job when I get back. So, you know, I've had to make those decisions and kind of try to--try to do what's best for me in the long run, and so you really just gotta believe in yourself at the end of the day. You really just have to believe that you're doing the right thing, and you gotta follow your dreams, man. There's nothing--there's nothing worse than, you know, feeling like you didn't give it your all, and that's always just kind of what I've--what I've always kind of gone by and stood by, is like I would rather, you know, go for my dreams and fail than to stay stuck at a 9-5 and just always wonder "What if?" Like, you never want to wonder--you never want to wonder "What if," you know what I mean? That's my stance.Zach: Yeah, man. Yeah, and it's funny you talk about your job. That was actually another question I had. So, like, what does it look like, right, when you--so you show up--of course for those who don't know, right, like, who haven't seen you do your thing, whatever whatever. You know, you're a black man, and you're a moderately tall person. You're a--I wouldn't say, like, you're a scary, imposing--you're not, like, you know, sloppy like Suge or nothing like that, but, you know, you're a large black man. Like, what does it look like when you articulate to people, "Hey," you know? When you talk to your employer, "Hey, I'm a battle rapper." Like, how do those conversations go, and how does that--you know, you say they're supportive. You know, what does that--what does that look like, just to kind of, like, broach the topic and then talk about your profession?Chilla: Right. I mean, honestly it was--you know, initially it was something that I--that I hid, you know? And I think a lot of us, us battle rappers, do that, you know? I hid my career from my job, and so, you know, at first I would say "Oh, I'm going out of town for this reason," or that reason, and, you know, "I need to be off. I need to leave on Friday," and, you know, "I'll be back Sunday night or Monday morning," and so I'd name this shift or that shift that I'm scheduled for, and, you know, doing that a couple of times, they really--they really don't trip, but as it--as it happens more often and more consistently, I kind of--I kind of just thought in my head, like, you know, "The only way this is going to work and work in my favor is if I'm honest," and so I actually had just got offered a promotion, and, you know, the promotion was kind of to a lofty position, and they--you know, as we were in the office and we were discussing salary and everything like that, you know, I figured that was a really good time to kind of be honest, and so--you know, I told them I was interested in the position and I would love to the job, but I have a career, and this is what I do, and this is what that looks like, and this is what I need from you if you want me to do this position for you. And so, you know, I need flexibility on your end for me to be able to do A, B, and C, and if I can do that, then when I'm here and I'm working I will give you flexibility on D, E, and F, you know what I mean? And so it's definitely a compromise there, and like I said, they are in support of it. They will even watch my battles, and they'll come to work and quote certain things that I've said, and it's so weird because it's such a--you know, the environment that I work in, you would never expect, you know, to have, you know, 40-year old, 50-year old, you know, Caucasian men and women or [inaudible] with all types of different, you know, backgrounds and, you know, all types of different, you know, places that they've grown up in and things that they're interested in. Like, you know, I don't think anybody where I work is even interested in hip hop to be for real, you know what I mean? It's other things like that, but, you know, they take an interest in it because, you know, they see that I'm good at it, that I have a talent, and they see where it takes me and where I go and how long I'm gone and the kind of money I make when I'm not there, and so it's just a--it's just a really, really beautiful situation, and so, you know, it really, really helps to have the support of your higher-ups, because they, you know, are just so understanding, and they allow you to do what you need to do, and they understand that, although it is a priority, you know, it's just a means to an end, you know what I mean? So that was a--that was a big turning point for me in my career, to have their support and to have their kind of--you know, them behind me in terms of me being able to go after what I'm trying to go after.Zach: Well, I would imagine, man, it's also, like, a weight off your back, right? Because it's one less thing you gotta worry about, right? The more transparently you can move while you do--while you pursue your passions, the more energy you're gonna have for your passions, right? So, like, I would imagine you just being able to just kind of be more of yourself and bring more of yourself frankly to work. Not that you're gonna be scheming on your boss, but you can just kind of--you know, you can be yourself and let people know what you're about. When you leave, you say, "Hey, I gotta go." Like you said, you're not having to kind of create stories and excuses and narratives and things of that nature. So, you know, you talked about--you talked about the travel and the doors that battle rap and your really--again, just kind of beyond just battle rap, your music has opened for you. Would you mind talking a little bit about Drop the Mic? I'm not asking you to share any secret sauce or anything like that, but kind of talk to us about how that opportunity happened. And for those who don't know, y'all, Drop the Mic--when y'all see, like, these celebrities and they're, like, rapping against each other, that's a TV show called Drop the Mic, right? And Chilla Jones is involved in that. So yeah, you go ahead, man.Chilla: Yeah. You know, so the opportunity first presented itself through another battler named Rome, and so Rome at one point was one of the contributing head writers on the show, in the very first season, and so, you know, he had a little leverage and a little leeway to kind of be able to--you know, he and the executive producer by the name of Jensen Karp. You know, Jensen was formally a battle rapper in the California, Los Angeles, scene. And so, you know, he is a big battle rap fan. You know, he knows, like, you know, the sources and the [inaudible] and a lot of those people from back in the day, the early [inaudible]. WRCs, [inaudible], in that kind of era. So, you know, it was very important for Jensen to incorporate some of the new age, you know, battle rappers into the show in terms of having them contribute by, you know, either assisting in the writing process or in coaching some of the celebrities to, you know, make sure when they go on stage they sound as good as possible. And so during that very first season, you know, they both reached out to me in regards to helping and contributing on the show, and, you know, obviously my kind of reputation as, you know, the Kingpin or, you know, one of the greatest writers in battle rap, it kind of seems like a no-brainer to have me involved in that process. And so, you know, they reached out to me. I went out to Hollywood. I was able to work with, you know, Wayne Brady, Jake Owen, Boyz II Men, Rascal Flatts. A bunch of different--a bunch of different people who were all really dope, humble, down-to-earth celebrities, and, you know, I got a chance to work with them and, you know, help them construct their lines and teach them the best ways to rap it or flow it over the beat, and man, I've been on every season since, you know what I mean? And so it's a very dope process. I've got a chance to meet and network with a lot of dope people. I love the concept of the show. I think it's a genius show. Salute to Method Man as well, who had a big hand in bringing me on as well. Method co-hosted my battle with Daylyt in 2014. He's been a big fan as well as a mentor ever since. He always keeps in touch and, you know, he also was somebody who cosigned bringing me on the show as well. So it's just been a really humbling experience, man. That's just one of the many things that battle rap has done for me and has allowed me to do, and it's just--it's really humbling, you know? I never thought that battle rap would lead to so many different avenues, you know, that could [inaudible], you know what I mean? It's just--it's really been a humbling and a wonderful thing.Zach: You know, and speaking of that battle, when you hit that blue meth line in that battle against Daylyt, I saw Method's face in the background and I was like, "Oh, I bet they're gonna be cool after this." Like, that was one of my favorite battles also. Yeah, so let's keep it going. So I'm curious, man, and I don't want to get you in trouble, and this is not a battle rap podcast, but you know I'm a battle rap fan. Let me ask you this. If you had to look at--if you look at the battle rap scene today, who are--out of the new guard, right, who out there is in your atmosphere, right? So are you looking at Loso? Twork? A-Ward? Like, who out there this year are you like, "Yo, you gotta face these bars."? Like, who out there is on your list?Chilla: As far as, you know, people I want to see in the near future, A. Ward for sure is in there. I would love to battle Nitty. I would like to battle Loso, but you know what's funny? Me and Loso, as well as me and A. Ward, we're actually al pretty close, you know what I mean? They're both two guys that are humble. They're smart, they're talented, and, you know, I kind of make it a habit when I come across certain people to reach out and just be like, "Yo, if you need something, if there's anything I can do," you know, any advice I can give you. You know, I always extend myself to the new guard to let them know that, you know, I'm here as a support--as a veteran, as a support system. You know, if there's anything you need, like, you know, I'm here for that, and those are two guys that have both definitely taken advantage of that, but the funny thing is I still want to destroy A. Ward, you know what I mean? Like, me and A. Ward are so competitive that, you know, that battle is still gonna happen, and, you know, it's still gonna be an amazing battle, but on the flip side it's--like, I don't know that I can see myself battling Loso, and it's not even that I'm closer with Loso, but me and Loso just have a different type of--a different type of relationship. I'm not saying it could never happen, but I guess I'm just saying that I'm more anxious and eager to battle A-Ward. But A-Ward, Nitty for sure, Ave--I'm really close to Ave too. I think Ave is amazing. Ave is also on my list. I would love to battle him. I think it would be a really good battle.Zach: That'd be a great battle. Now, you skimmed over Twork. Was that on purpose? Are you--Chilla: Those are the names that come to mind. I think Twork's dope, and I would battle Twork as well, but I don't know. Zach: All right, bet. Bet, bet. So, you know, it's interesting because--so to your point about the people that you named, right, I definitely think--so when I look at, like, that four horsemen group--so of course, you know, you and I have had conversations before, like, when you and Saga battled and you was kind of clowning him about the thing, and I was like, "Aye," you know? Whatever whatever, but out of the four horsemen I actually think A. Ward has all of the elements--like, his pen to me is the most aggressive and impressive in terms of the fact that he can do--he kind of does everything really well, right? Like he has the--he always has a crazy scheme in the second round. He starts off with some nice personals. He wraps it up at the end with, like, a Christian gospel presentation at the end, which of course I find is dope. I'm biased in that way. [laughs] And then of course you got Nitty, who I just think--I really think, man, he's up there, man. Like, I think he would--I really think--so A. Ward would be an entertaining battle, you know? Loso would be cool. I think that Nitty, like, honestly, man, would give you, like--I think Nitty would give you your best challenge though, I do.Chilla: Oh, for sure. No, I agree. I think Nitty--right now, you know, my honest opinion is that me, Nitty, and JC are kind of the three best pens.Zach: I agree with that.Chilla: And so, you know, obviously me and JC have already gone to war and so have JC and Nitty, and so yeah. I agree with you 1000%. If we're talking bar for bar, if we're talking pen for pen, yeah, nobody's gonna give me a tougher match than probably Nitty and, you know, maybe Twork, you know what I mean? If that ever happens.Zach: Yeah, if it happens, if he--you know what I'm saying, if he comes ready and all that stuff, you know, all those various elements, I think--I think what's scary about Nitty is I don't think we've--I think he's had a couple of stumbles, but when you talk about consistency, man, like, he's up there. Like, him, when you talk about--let's take, like, a kind of, like, pivot for a second. So when you talk about consistent battle rappers, it's like, what, him--A. Ward's pretty consistent, but him, DNA, Danny Myers. Like, them cats are, like, very, very consistent, man. You ain't gotta really worry about if he's gonna come at you--not even if he's gonna get his bars out. So being that you never have to worry about him getting his bars out, but sometimes you're like, "Eh, these bars are kind of [inaudible]," but then, like, Nitty it's like--not only do you not have to worry about him getting his bars out, them bars gonna be crazy when they come out, right? And so, you know, it's just--I'm really curious, man. I'm trying to see what's going on, you know? Of course we're all--I follow the news and stuff, and I'm hearing about, you know, people that you might be battling, but I'm really excited to see some of 'em, and I think 2019 is gonna be a crazy year. You've been on top for a while, you know? And you talked just a second about, you know, being a mentor. You know, what--and you say, you know, you offer your services and your time. You know, what are things that you wish folks would have helped you with as you kind of got into it? Like, after you whooped Interstate Flames, and after you beat Gatman Jones, and then after you beat M. Ciddy, and then you beat Cash Eatin. And, like, at what point--at what point was it like, "Okay, can somebody help me?" Like, did anyone kind of help pull you aside and kind of pour into you, or did you kind of have to find out things the hard way? Chilla: For the most part, man, I had to find out things the hard way, you know what I mean? Like, I didn't really--being that, you know, A. I was from Boston, and, you know, there was kind of nobody before me from Boston, and so I--you know I didn't have a path to follow. I had to create one, and, you know, there was kind of nobody that I could reach out to or anything like that. So I'll tell you for the most part I had to kind of learn everything, but I can tell you back in those days, you know, there were some people that helped, you know? Mickey Factz was a big mentor for me, you know, in terms of helping me make certain career decisions, and a great person to spar with, and he's a very, very tough critic as far as you let him kind of hear your material. Stuff that you might think is amazing he might hear and be like, "Eh, you can do better," you know what I mean? And so he was a really, really important part of the elevation of my pen and the, you know, versatility that I began to show over time, but I do wish I had more of that on the battle rap side, you know, from somebody who actually battled back then, because at that time Mickey hadn't really jumped in the ring yet. He was still just, you know, an underground artist that everybody kind of knew about and followed the culture, but I didn't have anybody within, you know, as a battle rapper within the culture really take me under their wing or anything like that, and, you know, leading into the DNA battle and even after the DNA battle, I feel like that's something that that would've been the time where I would've needed it the most, you know what I mean? And I kind of didn't have that, and so that's part of the reason why I extend myself, especially to certain people. Like, when I look at Loso I'm like, "Man, you don't--there's nobody else that I know of from Tampa that's, you know, making as much noise as you are as far as battle rap, and so you probably don't have that person." I mean obviously he has John John, 'cause he came up through BullPen. So I know he definitely has some people in his corner, you know, and it's kind of the same thing with A. Ward. He's from Missouri, so obviously there's the Hitmans, the Verbs, but he's also from Kansas City. He's not from St. Louis.Zach: Right, it's different spaces.Chilla: Exactly, way different spaces, and so, you know for a lot of those guys that I know are coming from maybe some towns or some markets where, you know, they're kind of creating a path for their town or their city, I like to kind of extend myself and say, "Yo, if you ever need anything, if you need to run your bars by someone, if you have any career questions about what battles you should take or anything like that, you know, inside and outside of battle rap, man. Just, you know, in life in general, man. Just know that I'm a resource here for you that you can use whenever necessary." And so, you know, at the end of the day I just--I see it every day, and I think we all see it as black men. We see talent go by the wayside a lot of times, whether that's, you know, people falling victim to the streets or jail or whatever the case, and then, you know, even within battle rap there's a lot--there's a lot of people with extreme talent that we see don't live up to their potential.Zach: So look, man. Let's talk about it. You're absolutely right. Then to your point though around just people in your circle, making sure they're holding you accountable and being like, "Hey, you know that bar wasn't really that great." You know, you can kind of tell if you're a fan and you're listening to the--you're watching these battles, like, who had someone who they sparred with who told them the truth, and then who had maybe just a bunch of yes men or they rushed it and wrote it at the last minute? They didn't really have anyone holding them accountable, and I think--you know, I think in any realm, in corporate, creative, music, whatever the space is, you need someone who's gonna kind of keep it 100 with you, otherwise you walk out here talking about that Surf/Twork battle when he said, "Think witch's parking lot - all brooms." I was like, "What does that mean, sir?" Like, what does that--what does that mean? Like, what are you saying, right? You know? And there's plenty of people we can name. This is not a--it's not no disrespect to nobody, but it's just--like, there's value in that mentorship, and to your point, right, as black men, like, it's obvious when you see talent go by the wayside in a variety of spaces for a variety of reasons, and when you--and it hurts because you can see the potential. You're like, "Man, I know you want it. I know you want to do better than this. I know that you don't want to be rapping like this," right? "I know that you don't want to be performing like this. I know that you want to be the best you can be," and what sucks about battle rap is that it's on such a public stage, right? So it's like you can't--you don't have the luxury of failing in moderate privacy. Like, you're failing in front of, like, potentially hundreds of thousands of people online, right? Well, look--go ahead. No, keep going.Chilla: No, I was gonna say it's--you know, that was what I learned with, you know, the DNA battle and, you know, I mean, even though I feel like I won that battle, I feel like it was [inaudible].Zach: It was a--it was a body bag, but yeah. [inaudible].Chilla: Yeah, but there was a lot to be learned, because that was--you know, I went from battling in front of 400-500 people to battling in front of 3,000 people. I went from getting, you know, 200,000-300,000 views on my battles to 700,000-800,000 views. Like, that was a huge step up for me in terms of name and tier and everything like that, and so coming into the--coming into the sport, you know, the DNA battle was maybe my sixth battle ever, and so it's different--it's different when you look at other people, like, say, John John Da Don. John John Da Don had maybe 12 battles on Grind Time before he even walked onto URL, and so he was able to take that experience with him to a new league and kind of dominate, because he had already kind of worked out the flaws in his style. He had already figured out the best way to memorize his bars. He had mastered performing in front of certain groups of people. And so for me, I had to learn in front of the world, and so it was--it was such a big, different--it was such a different environment for me than for a lot of the other people that we look at as stars today, because they had--they had the opportunity to groom themselves in their leagues and have between 10 and 20 battles before they went to URL. I had the two battles that you had talked about earlier on this podcast, which was the Gatman Jones and the Interstate Flamez. Those were the only two battles I had in this format before I stepped foot on the biggest league in the world. So imagine--so, like, imagine LeBron playing two high school games before he gets called up to the NBA, you know what I mean?Zach: It was a crazy jump, man, because you went from--yeah, you did. So you went Gatman, Interstate, and they were crazy body bags, so then--so the buzz got quick, right? Your stock went crazy up, then you went--correct me if I'm wrong. Was it Cash Eatin then M. Ciddy then JC?Chilla: Yeah.Zach: Yeah. So it was Cash Eatin, bodied. M. Ciddy--you know, at the time classic, whatever whatever, then JC of course a certified classic. Then from there--in that room, how big--how many people were in that room with you and JC? Like, 500? Like, how many people?Chilla: Me and JC was probably like 250, 300. It was a really small room, intimate space.Zach: Small room, yeah.Chilla: Small room, intimate space, but the energy in that room, man, I'll never forget it. Such an amazing energy.Zach: Crazy energy in that room. So you go from a small--and again, a small room battle where everybody's gonna feel the bars more, whatever whatever, to this, like--and admittedly, 'cause I came from--when I was watching battle rap as a kid, Chilla, I was watching it, like, with--you know, of course everybody, every millennial who watches battle rap knows the Serius Jones/Murda Mook battle. So, like, that was the kind of vibe I was used to, [Jin's battles?]. Like, those were the types of the spaces, and so I was even kind of taken aback when I was watching you rap, and I was like, "Dang, okay. This is crazy. This stage is really big." Like, "This is completely different." You got Kevin Durant in the background. You got a huge--it's like an auditorium, right? It's a theater. And so yeah, it's crazy, man. It was a crazy jump, man, but it's interesting, and, you know, I'm trying to take my fanboy hat off, 'cause part of me is like--1. it's great that you chose to learn and grow from that. I've seen--I could see another angle of--and I've seen this in other battle rappers that we don't have to namedrop, right?--where it's like you can be stubborn and be like, "Nah, I was just ahead of my time. Y'all weren't ready at the time. If I was to do that now it would be crazy, and I'm not gonna change," right? But you made a decision to start doing other things, right, what you kind of highlighted in that Prep battle when you talked about you got--you got angles, personals, you know, you have all these different weapons now, and you grew from that. Man, this has been a great conversation. I'm curious, you know, you have a ton of bars, right? Like, you have a ton of schemes, battles, people that you've battled. You know, if you had to say, like, one of your favorite punches, your favorite schemes, you know, what--do you have one that you kind of, like, think about often? If so, would you mind kind of, like, breaking it down?Chilla: Let me think. I mean, recent memory... there's a couple. So there's one in my battle versus Iron Solomon, and it's in the first round, and it's a Celtics scheme. And so it says something--it's something along the lines of--so first I'll do the scheme, and then I'll break it down. So it goes, "My fans strong in the building, of course I'ma sell tics so save the hatin'. You think it's Rozier on this side, but be Smart before you make a statement, 'cause Brown-nosing will only cause more issues. Say the wrong thing and Ks is wavin', that Larkin sparkin'. You'll be taking more shots in Boston than Jayson Tatum." Right, and so it actually starts before that, but I'll get into that in a second. And so how I introduce the scheme is I say something like, "I'm hands on. You came for God, and hey, word. I told him "break a leg" from the jump, just hope his punches don't land wrong. My fans strong in the building." So you came for "God, and hey, word," so that's Gordon Hayward. "I told him "break a leg" from the jump, just hope your punches don't land wrong." So that's about his injury last year when he--you know, he broke a leg when he jumped and he landed wrong. And so then it goes into "My fans strong in this building. Of course I'ma sell tics, so save the hatin'." Sell tics, Celtics. "You think it's Rozier on this side, but be Smart before you make a statement." So that's "you think it's Rozier," Terry Rozier, on this side. "Well, be Smart," Marcus Smart, before you make a statement, 'cause Brown-nosing will only cause more issues. Jaylen Brown. Brown-nosing will only cause more issues. Marcus Morris. "Say the wrong thing and Ks is wavin', that Larkin sparkin'." So back then we had a backup point guard named Shane Larkin. "That Larkin sparkin'. You'll be taking more shots in Boston than Jayson Tatum." So it's like, Gordon Hayward, Terry Rozier, Marcus Smart, Jaylen Brown, Marcus Morris, Shane Larkin, Jayson Tatum. So it's, like, seven or eight Celtics players in that Celtics scheme. So for personal reasons, battling a legend like Iron Solomon in Boston--and I don't get very many battles in Boston nowadays--to be able to do a Boston Celtics scheme while they were in the middle of a crazy playoff run without Kyrie Irving was really, really dope to me. The other scheme that comes to mind [inaudible] that I really like was a scheme I did versus Gjonaj. It was the Super Mario scheme.Zach: Oh, yes, yes.Chilla: Let me see if I remember this one off the top of my head. I wish I could also remember what he said, because he had a line about Super Mario in his third round, but I kind of rebuttaled it with lines of Super Mario 3. "I'm making moves behind the scenes. Who's whistleblowing?" Zach: Oh, I remember that, yeah.Chilla: Yeah, which if you're a Mario fan that's dope. Super Mario 3, you can run behind the level, behind the background, and when you blow the whistle you warp to a different--to a different world. And so in response I said, "I needed talks like this when I got in the game. This is a lot like--" I said, "You're right, this is a lot like Super Mario. I know, I first thought it was strange, but they battle rap 'cause a good job is not in their range, and they don't want to jump up to hit the block for change. Haters will try to put your face on a bullet if they the jealous type. The best advice: she ain't your princess 'cause she let you pipe. Your boo gonna make moves behind your back, having sex at night, 'cause if y'all split, having 1-up on you will give her extra life."Zach: Oh, my God.Chilla: "But the most important thing, love from the fans ain't unconditional. When there's much room for growth, they campaign and they stay with you, but when you get bigger, they'll do anything to belittle you. But win or lose, star power makes you invincible." So the whole scheme is--the whole scheme is, like, all Mario'd out. So "Jump up and hit the block for some change." Obviously if you've played Mario, you jump up, you hit the blocks, the coins come out. "Haters will try to put your face on a bullet." So there are bullets in Mario that have faces on them that fly at you. "The best advice: she ain't your princess 'cause she lets you pipe," so Princess Peach, and obviously in Mario you go down the pipes into the different levels and warp zones and things like that. "Your boo gonna make moves behind your back, having sex at night." So Boo is the name of the ghost that if you run toward it it stays still, and if you turn your back to it it flies towards you to get you. So "Your boo gonna make moves behind your back, having sex at night, 'cause if y'all split, having 1-up on you will give her extra life." So 1-up is the green mushroom that gives you an extra life. "And the most important thing, love from the fans ain't unconditional. When there's much room for growth, they campaign and they stick with you." So when you're an up-and-comer and you're learning and developing, everybody's on your team, but then also in the Mario sense, when you get a mushroom you grow. "When there's much room for growth, they campaign and they stick with you, but when you get bigger they'd do anything to belittle you." So whether it's on Mario when you get hit with a shell or a fireball or a plant or something happens, you get smaller. They'd do anything to belittle you. "But win or lose, star power makes you invincible." When you get the star, nothing can kill you. So the whole--that whole scheme is--yeah, it's just, like, 8, 12 bars of just Mario references, but also relating it to him. Kind of funny it ties into what we were talking about earlier, but it's like I'm almost mentoring him. I'm telling him--you know, the whole thing is me saying, you know, "We battle rap because some of us can't get a good job for whatever reason," so we battle rap because we don't want to go to the streets. We don't want to jump up and hit the block for some change. "Haters will try to put your face on a bullet if they're the jealous type." People will try to kill you for your fame. "The best advice: she ain't your princess 'cause she lets you pipe." Just because she sees you're famous and has sex with you doesn't mean she's really down for you. "Your boo gonna make moves behind your back, having sex at night, 'cause if y'all split, having 1-up on you will give her extra life." She's gonna do you dirty because in the end, if you guys end up breaking up, she wants to feel like she has something on you. "And the most important thing, love from the fans ain't unconditional. When there's much room for growth, they campaign and they stick with you." They love you as an up-and-comer. "When you get bigger, they'd do anything to belittle you." When you hit a certain tier and you stop being the underdog, all fans want to do is see you lose. "But win or lose, star power makes you invincible." So whether or not you're winning or losing battles, if you have that charisma, if you have that star power, you'll continue to grow and [inaudible]. So I was, like, totally mentoring him, but at the same time breaking him down using Mario references. So that's probably one of my favorite schemes ever, but that's from the battle I did with Gjonaj. I want to say this was 2017--Zach: Was it 2016?Chilla: I don't know if it was 2016 or 2017. I want to say it was 2017 to be honest, but--Zach: Oh, right. It just hit 2019. You're right. It was 2017, man. Yeah.Chilla: It was 2017, yeah. So it'll be 2 years in April that that battle came out--that that battle happened, I'm sorry. But yeah, that's easily--especially because he had the Mario line in the third round and this kind of came after it. Easily one of my favorite schemes that I've ever done. Like, the way it's put together, I just think it's so good. So good.Zach: Nah, man. It was phenomenal. I remember that battle, and it was--so my homeboy E. Mike--I'm actually gonna drop his name--we were watching it at his apartment, and man, he heard that, and he had--I think he had his phone, and he threw his phone across the spot. Like, he was shocked. It was so funny. I was like, "That is crazy." See, I thought you were gonna say--first of all though of course, phenomenal choice. Like, how can I critique you on the choices? I asked a question and you gave me your favorite schemes. I thought that you were gonna talk about that third round scheme against JC when you said, "We handle MACs well, so whatever I'm aiming will leave your baby face on that black street." Chilla: Oh, the R&amp;amp;B scheme. Zach: Yes, that was crazy.Chilla: I mean, yeah. I mean, there's so many schemes that I can reference. I mean, obviously that's a really good one. The music instrument scheme in that same battle, the car parts scheme in that same battle. M. Ciddy I had the Out of This World scheme, which was like--there's so many schemes that I could mention. I tried to pick something that was fairly recent.Zach: And they were clean too.Chilla: Yeah, but there's so many, like--man, I probably have 25 to 30 schemes that I could have picked, you know, that I really, really like. Like, I have a--especially over time, man, I've--my standards for schemes have gone up because A. because I have a reputation for them, but also B. because people do them so much that, you know, I have to separate myself. So it would be different if I was the only person doing it. You know, my standards wouldn't have to be so high, but the fact that every battler tries to scheme at some point in their career and at some point in most of their battles, like, I have to--I have to have a--I have to be at a level that shows a clear difference of, like, "That's why they say he's the best at scheming. He's way better than everybody else." And so I try to put it together in a way that gives people that impression.Zach: Well, you know, what I'm excited about, and I'm just happy that you were able to join the podcast, because, you know, we--the type of people we try to interview, right--so we try to interview corporate professionals, social influencers, and then creatives, right? Non-white in all those different spaces, and I think, you know, your space is unique because, you know, there are just very few people who can do what you do, and it's exciting because I feel as if on our podcast, the guests that we have, they all have, like, really unique talents, skill sets, experiences, perspectives. So as I let you go, and before I do that rather, what, if any, projects do you want to shout out? Do you have anything you want to plug? Anything you want to talk about? Any parting words? Anything going on at all?Chilla: So shout-outs, first and foremost King of the Dot Championship, London, England, March 3rd. Make sure you guys tune in. It's Chilla Jones versus Head Ice for the King of the Dot Championship. If you're not into battle rap, if you don't follow battle rap, this is a really good event for you to get started. You can get a pay-per-view and watch it live on your computer, your mobile phone, your Xbox, your PlayStation, your Amazon Fire Stick, your smart TV. However you want to do it. Definitely get involved with the culture. See what we're about. See what I am about. Also I want to give a big shout-out to my bro. Me and my brother have a big project coming out in 2019 musically. I haven't put out a music project since 2014. I'm super, super excited about it. A lot of big features. I got Method Man on there. I got a couple other people on there. Man, I'm so happy with this project. I can't wait to start letting you guys hear it. We're planning on releasing the first single with the Head Ice battle, as that drops on King of the Dot's YouTube channel at the end of March, so be on the lookout for that as well. Otherwise you can follow me on Twitter @ChillaJones. Follow me on Instagram, @ChillaJones as well, or tune into the website, www.ChillaJones.com. I got all types of Kingpin merchandise. You can see all of my battles there. You can read my bio. You can check out my last music project. Anything Chilla Jones-related, I promise you can find it on www.ChillaJones.com.Zach: Man, first of all, again, I'm just--I'm shocked that we were able to get you on the show. We've been scheming trying to--no pun intended--trying to get you on here. We've been plotting this for some months. Chilla: Yeah, for a while, man. I'm happy to be here. Happy to do it for sure.Zach: Yeah, man. Well, look, man, thank y'all for joining the Living Corporate podcast. Of course you can check us out everywhere on living-corporate.com. Please say the dash. We're also at livingcorporate.co, livingcorporate.tv. Just know livingcorporate.com, we told y'all this before, Australia owns livingcorporate.com. I don't know what's going on. They've got, like, some type of apartment selling website over there, so we can't get that domain, but we have every other domain. Like, it's crazy. You can also follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod. This has been Zach. You have been listening to Chilla Jones, A.K.A. Juggernaut, A.K.A. Kingpin, A.K.A. Martin Luther Kingpin, A.K.A. Bosstown.Chilla: Yes, sir.Zach: Peace.</itunes:subtitle>
      <itunes:summary>We have the honor of speaking with battle rapper and musician Chilla Jones about his unique career journey, pursuing your dreams, navigating between the full-time and entrepreneurship space, and the difficulty of juggling your passion and your 9-5. 
Check out Chilla's website, IG, and Twitter!</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We have the honor of speaking with battle rapper and musician Chilla Jones about his unique career journey, pursuing your dreams, navigating between the full-time and entrepreneurship space, and the difficulty of juggling your passion and your 9-5. </p><p>Check out Chilla's <a href="http://www.chillajones.com/">website</a>, <a href="https://www.instagram.com/chillajones/?hl=en">IG</a>, and <a href="https://twitter.com/chillajones">Twitter</a>!</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>2980</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
      <guid isPermaLink="false"><![CDATA[gid://art19-episode-locator/V0/li13UeYMGTxFQbceiF4tRUJ417-nNpnWcoGpPHafLoc]]></guid>
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    </item>
    <item>
      <title>Tristan's Tip : Best Day of the Week to Apply </title>
      <description>On the second installment of Tristan's Tips, our esteemed guest Tristan Layfield discusses the best day of the week to apply for a job. He also cites an interesting study. Check back next Tuesday for another tip!
Tristan's LinkedIn: https://www.linkedin.com/in/tristanlayfield/
Layfield Resume Consulting: https://layfieldresume.com/
Layfield Resume social media: IG, Twitter, Facebook</description>
      <pubDate>Tue, 12 Feb 2019 07:26:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : Best Day of the Week to Apply </itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>49</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/005166b4-f2a5-11ea-88c4-7fec440ddc83/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the second installment of Tristan's Tips, our esteemed guest Tristan Layfield discusses the best day of the week to apply for a job. He also cites an interesting study. Check back next Tuesday for another tip!Tristan's LinkedIn: https://www.linkedin.com/in/tristanlayfield/Layfield Resume Consulting: https://layfieldresume.com/Layfield Resume social media: IG, Twitter, FacebookTRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you all a weekly career tip. Today I'm gonna let you in on a little secret - shh, don't tell anybody. We're gonna talk about the best day of the week to apply to jobs. Do you even think about what day it is when you're applying to jobs? If your answer was "no," then I was like you not too long ago. I used to apply for a new job sometimes during the week after I got off work or on the weekends when I had time. I never really thought about there being a quote-unquote "good time" to apply, but apparently research says otherwise. A study conducted by Bright.com, a job search site, looked at more than half a million job submissions and found that applicants are more likely to advance in the hiring process--A.K.A. receive an interview--if they sent their resume in on a Monday as opposed to any other day of the week. According to the study, one out of three people who applied on a Monday moved forward in the process. I'm sure you're wondering, "Well, why is Monday the best day?" Unfortunately Bright.com's study didn't really have an explanation, but one of their senior analysts hypothesized that recruiters received these resumes at the start of their work week, which means they're more likely to read them while the week is still fresh. As the week continues on, the resumes pile up and get lost in the job searching black hole we know as the recruiter's desk. Now, keep in mind, there are factors in play other than just the submission date or time. These can include industry differences and the length of time the job has been posted, not to mention a significant variable - your professional documents, like your resume and cover letter. So no matter what day or time you're applying, be sure to have your resume, cover letter, and LinkedIn ready so you don't have to get ready. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn.</itunes:subtitle>
      <itunes:summary>On the second installment of Tristan's Tips, our esteemed guest Tristan Layfield discusses the best day of the week to apply for a job. He also cites an interesting study. Check back next Tuesday for another tip!
Tristan's LinkedIn: https://www.linkedin.com/in/tristanlayfield/
Layfield Resume Consulting: https://layfieldresume.com/
Layfield Resume social media: IG, Twitter, Facebook</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the second installment of Tristan's Tips, our esteemed guest Tristan Layfield discusses the best day of the week to apply for a job. He also cites an interesting study. Check back next Tuesday for another tip!</p><p>Tristan's LinkedIn: <a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p>Layfield Resume Consulting: <a href="https://layfieldresume.com/">https://layfieldresume.com/</a></p><p>Layfield Resume social media: <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://twitter.com/layfieldresume">Twitter</a>, <a href="https://www.facebook.com/LayfieldResume/">Facebook</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>294</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Supporting Black Women at Work (w/ Crystle Johnson)</title>
      <description>We're thankful to be able to speak with Mentor and Mentees member Crystle Johnson as we continue with and expand on our discussion of how best to empower and advocate for black women in the workplace and why it's so important. She also talks about her exciting new job and her foundation, The Red Lip Collective!
Connect with Crystle on IG and Twitter!
Learn more about The Red Lip Collective! IG, Twitter</description>
      <pubDate>Fri, 08 Feb 2019 07:18:00 -0000</pubDate>
      <itunes:title>Supporting Black Women at Work (w/ Crystle Johnson)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>48</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/007ca7fc-f2a5-11ea-88c4-4f828b3b17a7/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>We're thankful to be able to speak with Mentor and Mentees member Crystle Johnson as we continue with and expand on our discussion of how best to empower and advocate for black women in the workplace and why it's so important. She also talks about her exciting new job and her foundation, The Red Lip Collective!Connect with Crystle on IG and Twitter!Learn more about The Red Lip Collective! IG, TwitterTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate. We actually have a very special episode, a co-branded, co-sponsored episode between Living Corporate and Mentors and Mentees. We have Crystle Johnson, a member of Mentors and Mentees, on the podcast. We're very excited to have her here today, excited to talk about her story, her journey, as we talk about supporting black women at work. Crystle, how are you doing, ma'am? Welcome to the show.Crystle: Hi, I'm doing great. I'm so happy to be here.Zach: Now, for those of us who don't know you, would you mind telling us a little bit about yourself?Crystle: Of course. So I'm an inclusion and belonging strategist, serial collaborator, and founder of the Red Lip Collective. I believe that our stories cultivate empathy, and empathy is the key to creating inclusive spaces where we can all belong and thrive. So a little bit about me early on in life is that I was adopted at 2 weeks old, and neither of my parents finished middle school. So from a really young age my parents did push me to do well, and they sacrificed a lot to ensure that I had the things that I needed to succeed. My mother was a CNA, and my father worked at the same company for nearly 50 years. The most memorable moment, or I would say example, of someone reaching their goals no matter what was actually my father. He had never learned to read or write well, but with perseverance and commitment he actually passed his CBL exam in his late 50s. He didn't give up no matter what, and I will really never forget that.Zach: That's incredible, and I love the fact that most of us, black or white frankly, but we can look back at someone in our life, in our family, who's had to overcome and persevere. At the same time, because of just the way that America is set up, definitely every black and brown person has some story of someone in their family who had to really overcome something pretty serious to really move forward. I know an example for me, my grandfather, he had--he could not read or write well either, but that didn't stop him from being extremely successful as an entrepreneur in the real estate business. And so it's the fact that we're able to kind of reach back and look at our family, look at our lineage, and see stories of resilience and adaptability, it helps us in our day-to-day to kind of overcome some of the challenges that we have and can help us really kind of keep things in perspective for some of the things that we think are so hard or so challenging. Like, you know what? There are people who came before us who had much bigger challenges who were able to be just as successful if not more successful, so I can do this too. So look, today we're talking about supporting black women at work. Can you talk a little bit about your professional journey? Maybe talk about when you did not feel supported at work and then also when you did feel supported at work and what it did for you.Crystle: Yes, for sure. So my career has been a whirlwind. So in 2013 I earned an MBA with an HR management focus, and over the next few years I would apply for many roles in HR, but because I didn't have any years of experience I was continuously rejected for these roles. And then somewhere along the way I learned that I shouldn't share my dreams or my aspirations, because if they left my lips they would never come to fruition. So at some point I decided to do something a little bit different. I hadn't been sharing my goals and aspirations, and I wasn't getting anywhere, so I decided to flip what I learned on its head and start sharing my goals and aspirations. One of the first people that I shared with was actually a leader at the organization I was working at at the time, and I've always been very ambitious, but he really let me know that I was too ambitious and that I needed to be a little more patient and lower my expectations. And although I accepted the feedback very respectfully from him, I had no intention of following it 100%, but what I did learn from that piece of advice is that I needed to be more patient with myself, because no one's career--most people's careers have not been linear. But a time when I really felt like I was supported was sometime after that I shared these goals with a black woman, who was a leader at that same organization, and she took some interest in me, and she supported me. She shared really practical tips of how I could gain experience, and most importantly she helped me to focus on one thing that was of importance to me, that I felt passionate about. So through those conversations with her I really narrowed down my area of focus as the area of diversity, equity, and inclusion. So not too long after that I landed my first role in this space at Bosch, which is a global engineering organization. I'm also excited to announce some breaking news about my career if you're interested in hearing it, Zach.Zach: Hold up. Breaking news? On the Living Corporate podcast? Come on, now!Crystle: So as of next week I'll actually be starting a new role with Pandora Media as the senior manager of diversity and inclusion.Zach: Whoa! That's crazy. Cue the air horns for that, whoa. That's crazy. Congratulations!Crystle: Thank you so much, Zach.Zach: Who are you gonna be reporting to?Crystle: So I'll be reporting to the chief diversity officer, and I'm super excited to build on the work that Pandora has already done in this space, and if you'd like to learn more about our diversity efforts, there's recently been a post on LinkedIn, actually, about an update about diversity and inclusion at Pandora. Zach: Absolutely. So we'll make sure to get that link, put it in the show notes. That's awesome. Okay, wow. So Pandora? You know, what's really interesting too is that I know that Pandora has a podcasting platform. I know that Living Corporate--we're, like, on every platform, right? Like, we're on iHeart, Stitcher, iTunes, Spotify, Google Play, but I don't think we're on Pandora yet. We need to get over there.Crystle: Yes, absolutely. Pandora actually just launched podcasts, so it would be great to have Living Corporate added as a great addition to the list of podcasts that are there.Zach: Man. Okay, okay. So now let me--let me ask you this, 'cause I thought about this while you were talking about the fact that you met a black woman who kind of helped--not kind of, she helped. She mentored you. She gave you the advice that you needed to help kind of narrow and focus in on what you--on what you wanted to do. What was the emotional impact of seeing a black woman in a position of authority at work?Crystle: Yeah. So I would definitely say that I felt really empowered through her. So throughout my career I hadn't really ever seen very many black women in leadership. Obviously there are lots of women in leadership, but there aren't very many black women or other women of color in leadership. So she really made me feel really empowered, like I could actually do it, and that's why I have this mantra of "representation matters," because you can't be what you can't see. So being able to see myself in her really helped to propel me forward.Zach: "You can't be what you can't see." I love that. That's so true. And, you know, my experience is very similar to yours, Crystle. Like, actually, all of my bosses really, save for, like, one or two, have actually been women, but I haven't had many, if any, women of color who were my--who were my bosses or my leads or my managers in my consulting career or before consulting in industry. I never had that, and yet, you know, when I see--when I see black and brown people in positions of leadership around me, or even if I just see it in the media, I see it represented, I do--I feel more empowered. And I'm a manager now, right? But when I think about if I want to continue climbing the ladder and I want to be, like, a director, or down the road be some type of an executive, seeing people in those positions, it empowers me, right? It makes me feel like there's hope for me, like there's a reason for me to really continue to push and get this, and it makes it seem attainable. It helps me--it encourages me that it's attainable, so that's amazing. What advice would you give to those who say, "I know black women are underrepresented and undersupported, and I want to help them, but I don't really know how or where to start. I don't really know how to, you know, build a relationship or really make sure that they know I'm their friend and I'm here for them." Like, what advice would you give to folks who are in that space?Crystle: Yeah. So definitely I would say that anyone can support black or brown women at work, or women in general at work. So I actually like to call--I like to call this process the "LEO" method. So Listen is for L, E for empathize, and O for offer your support. So when you listen, you actually need to take a step back, take in what it is that the person is telling you about their career aspirations, the opportunities or obstacles that they're facing within their career. Then you need to empathize with them, so you have to realize that your experience isn't the only experience. So don't minimize what this woman has gone through within her career. Just empathize and take it all in. And then third, you want to offer your help. So don't tell her how you can help her, but really just ask the question - "How can I help you to be more successful? How can I leverage my resources?" Or "How can I be an ally for you to assist you with propelling you forward or for you to get through these barriers or obstacles that you're facing?"Zach: That's incredible. And, you know, let me--let me ask this. Yeah, let me ask this. So while it's definitely--there's definitely value in being able to ask, and I think that shares a certain level of humility, right? Because I think sometimes when you--when you don't ask people, like, "How can I support you? How can I help you?" It kind of can turn kind of like maternalistic or paternalistic, where you're treating them like they don't know what they want as if they're kids, but at the same time--at the same time I'm curious. I would challenge that we also need people who will make suggestions on how they can help us, because we don't always know what we don't know, right? Like, we don't know the doors in the rooms that we need to be in, or we don't understand the processes and stuff like that, so we also need people--I mean, you tell me what you think, but I would say that we also need people who are gonna be able to say, "Look, you don't know how to get over here, but I do. This is what I'm suggesting. This is what I think you should do." Like, do you think there's value in that too?Crystle: Yeah, I definitely think that there's value in it, and I think that you should collaborate with that woman that you're trying to assist. So I think it does work both ways, but I think coming out of the gate you should definitely ask the question - "How can I support you?" And then from there collaborate on next steps on how you can get her to the next level.Zach: 100%, absolutely. Okay. Well, this is great. The LEO method. I love this. And you can't see--you can't become what you can't see. Man, you got some gems, Crystle. I see why they got you over there at Pandora. I see you. And you finessed this thing and turned it into a promotion for Pandora, and we're not even sponsored by them. So you finessed me a couple times! This is actually pretty dope, I'm not gonna lie. I'm actually very impressed. So I know we talked about Pandora, but let's talk a little bit more about your group in 2019, and, like, what are you--what are you looking to accomplish this year? What are you excited about? What are the products that you have kind of cooking, and what would you like to--you know, what information would you like for the audience to have that they could kind of look up later after the podcast episode?Crystle: Yeah. So as I mentioned earlier in our conversation, I actually recently founded an organization by the name of The Red Lip Collective. So I founded the organization because the thought just kept pulling at my heart, because when I wear red lipstick I feel very confident. I feel fearless, and I feel empowered, and I wanted to share that same feeling with other young women of color. So the Red Lip Collective was born, and it does empower young women of color through professional development, mentoring, and through networking events. So the hope for me within this organization, that officially launches in February, is to connect young women of color who are very early on in their professional careers or just feel kind of stuck to successful mentors who are also women of color who can really give them tips and practical tricks on how to navigate their careers in Corporate America or [as an entrepreneur?].Zach: Now, where can people learn more about you? What's the information for your collective? Like, drop all of your information so we can put it in the show notes.Crystle: Yeah, definitely. So on Instagram and Twitter you can follow my personal page @CrystleSpeaks. That's C-R-Y-S-T-L-E S-P-E-A-K-S. And also on Instagram and Twitter you can follow the Red Lip Collective @TheRedLipCollective.Zach: Okay. Now, look here. We got LEO. We got you can't--I'm serious, I'm so excited about "you cannot become what you can't see." Like, that is fire to me. That might--that's gonna have to be a quote somewhere, but we got Red Lip Collective, we got Pandora. We got all types of amazing news and gems on this particular episode. I'm extremely excited about this. Before we get out of here, any final thoughts or shout-outs?Crystle: Definitely. So I'd like to shout-out everyone who has been a motivator for me in the past, who told me that I could do it even when I felt like I couldn't do it, and then also those who told me to slow down, that I was too ambitious. So those two types of people combined together are exactly what I needed to propel myself forward in my career and also in my personal life. Zach: So y'all, take notes. Notice how Crystle not only shouted out the folks who showed her love, but she also shouted out her haters too. But it was tasteful. It was tactful, right? That was crazy. Yes, so shout-out to Crystle's motivators. Motivation comes from a variety of different places. It's all about your mindset and what you do with the feedback that you're given and how you're gonna convert it into fuel. So that's amazing. Crystle, this has been a wonderful conversation. You've been listening to Living Corporate. Our Twitter is @LivingCorp_Pod. Our Instagram is @LivingCorporate. You can check us out online at living-corporate.com or livingcorporate.co, livingcorporate.org, livingcorporate.tv. We're really all the livingcorporates except livingcorporate.com, because Australia has it locked up, and we haven't really been able to get to 'em yet. However, make sure you catch us, you check us out. This has been Zach Nunn. You have been listening to Crystle Johnson. Peace.</itunes:subtitle>
      <itunes:summary>We're thankful to be able to speak with Mentor and Mentees member Crystle Johnson as we continue with and expand on our discussion of how best to empower and advocate for black women in the workplace and why it's so important. She also talks about her exciting new job and her foundation, The Red Lip Collective!
Connect with Crystle on IG and Twitter!
Learn more about The Red Lip Collective! IG, Twitter</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We're thankful to be able to speak with Mentor and Mentees member Crystle Johnson as we continue with and expand on our discussion of how best to empower and advocate for black women in the workplace and why it's so important. She also talks about her exciting new job and her foundation, The Red Lip Collective!</p><p>Connect with Crystle on <a href="https://www.instagram.com/crystlespeaks/">IG</a> and <a href="https://twitter.com/crystlespeaks/">Twitter</a>!</p><p>Learn more about The Red Lip Collective! <a href="https://www.instagram.com/TheRedLipCollective/">IG</a>, <a href="https://twitter.com/TheRedLipCollective/">Twitter</a></p>]]>
      </content:encoded>
      <itunes:duration>1183</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tristan's Tip : An Effective Cover Letter Method</title>
      <description>On the first installment of Tristan's Tips, our esteemed guest Tristan Layfield answers the question of whether or not cover letters are relevant anymore and provides an effective, actionable method to write a great one. Check back next Tuesday for another tip!
Tristan's LinkedIn: https://www.linkedin.com/in/tristanlayfield/
Layfield Resume Consulting: https://layfieldresume.com/
Layfield Resume social media: IG, Twitter, Facebook</description>
      <pubDate>Tue, 05 Feb 2019 08:50:00 -0000</pubDate>
      <itunes:title>Tristan's Tip : An Effective Cover Letter Method</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>47</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/00a1cc62-f2a5-11ea-88c4-1f6826ac7eac/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the first installment of Tristan's Tips, our esteemed guest Tristan Layfield answers the question of whether or not cover letters are relevant anymore and provides an effective, actionable method to write a great one. Check back next Tuesday for another tip!Tristan's LinkedIn: https://www.linkedin.com/in/tristanlayfield/Layfield Resume Consulting: https://layfieldresume.com/Layfield Resume social media: IG, Twitter, FacebookTRANSCRIPTTristan: What's going on, y'all? It's Tristan of Layfield Resume Consulting, and I've teamed up with Living Corporate to bring you a weekly career tip. Today we're gonna dive into an effective cover letter method that will better help you sell yourself to your future employer. One of the questions I'm asked quite often is "Are cover letters still a thing?" And my answer to that question is always yes. A cover letter can set you apart from other candidates who don't submit one. It also allows you the space to sell yourself, explain your situation, and even sometimes seal the deal. There are many ways to write a cover letter. Let's focus on one I find to be most effective. Number one, address a person. Hiring managers and recruiters hate to see the generic greeting of "To whom it may concern." Do your Googles and try to find out who the hiring manager is and address them directly. If you can't find the name, consider addressing it to the department or committee. Number two, identify a problem. Let's be real here. Companies could care less about what you want out of this or what you're excited for. They want to know if you can solve issues for them, and the only way to do that is to identify an issue that may be plaguing them specifically or the general industry. So identify the problem that you know that you have experience in or experience solving. Number three, exploit that problem. Now that you've identified the problem, remind them of how irritating their problem is and how great a solution would be. Number four, offer a solution, and if you haven't figured it out by now, the solution is you - your experience and your expertise. Go beyond what you've written in your resume and explain to them why you are the best candidate, not only for the job but to help them solve their problem. And number five, tie it together strong. Your conclusion is a great spot to reiterate your interest and confidence, then close with a call of action such as "I look forward to the opportunity to discuss how we can leverage my abilities as an asset to your organization." A well-written, strategic cover letter can't ever hurt, but just make sure you aren't sending out a generic one for every job you apply to. This tip was brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @LayfieldResume, or connect with me, Tristan Layfield, on LinkedIn. Thanks for joining me. I'll be talking to you again soon.</itunes:subtitle>
      <itunes:summary>On the first installment of Tristan's Tips, our esteemed guest Tristan Layfield answers the question of whether or not cover letters are relevant anymore and provides an effective, actionable method to write a great one. Check back next Tuesday for another tip!
Tristan's LinkedIn: https://www.linkedin.com/in/tristanlayfield/
Layfield Resume Consulting: https://layfieldresume.com/
Layfield Resume social media: IG, Twitter, Facebook</itunes:summary>
      <content:encoded>
        <![CDATA[<p>On the first installment of Tristan's Tips, our esteemed guest Tristan Layfield answers the question of whether or not cover letters are relevant anymore and provides an effective, actionable method to write a great one. Check back next Tuesday for another tip!</p><p>Tristan's LinkedIn: <a href="https://www.linkedin.com/in/tristanlayfield/">https://www.linkedin.com/in/tristanlayfield/</a></p><p>Layfield Resume Consulting: <a href="https://layfieldresume.com/">https://layfieldresume.com/</a></p><p>Layfield Resume social media: <a href="https://www.instagram.com/layfieldresume/">IG</a>, <a href="https://twitter.com/layfieldresume">Twitter</a>, <a href="https://www.facebook.com/LayfieldResume/">Facebook</a></p>]]>
      </content:encoded>
      <itunes:duration>313</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>Supporting Black Women at Work (w/ Feminista Jones)</title>
      <description>We have the honor of speaking with author, social worker, and community activist Feminista Jones about the importance of supporting black women at the workplace and the ways in which people can help lift up and advocate for them. We also talk about her new book, Reclaiming Our Space, and announce a giveaway of some free copies!
Connect with Feminista on IG and Twitter!
Her new book, Reclaiming Our Space: Amazon
Patricia Hill Collins’ catalog: Amazon</description>
      <pubDate>Fri, 01 Feb 2019 10:22:00 -0000</pubDate>
      <itunes:title>Supporting Black Women at Work (w/ Feminista Jones)</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>46</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/00c2e44c-f2a5-11ea-88c4-27f00d976cf9/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>We have the honor of speaking with author, social worker, and community activist Feminista Jones about the importance of supporting black women at the workplace and the ways in which people can help lift up and advocate for them. We also talk about her new book, Reclaiming Our Space, and announce a giveaway of some free copies!Connect with Feminista on IG and Twitter!Her new book, Reclaiming Our Space: AmazonPatricia Hill Collins’ catalog: AmazonTRANSCRIPTAde: "An extensive survey of hundreds of books, articles, and white papers concludes that women leave the tech industry because they're, quote, treated unfairly, underpaid, less likely to be fast-tracked than their male colleagues, and unable to advance. A study by the Center for Talent Innovation found that 20% of women in tech feel stalled in their careers and 32% are likely to quit within one year. 48% of black women in tech feel stalled." This excerpt from Rachel Thomas called The Real Reason Women Quit Tech (and How to Address It) speaks to the ever-present challenges women, especially those of color, face at work. The common narrative is that diversity and inclusion drive innovation. If so, why are black women so often on the short end of the stick, and what does it look like to effectively support them? My name is Ade, and this is Living Corporate.Zach: So today we're talking about supporting black women at work.Ade: Yeah. So why do you think we're focusing specifically on black women and not talking about women as a whole?Zach: Well, one I think because the reality of intersectionality is real, right? The fact that we exist in multiple spectrums, not just one or the other. I think that when you talk about--when we have conversations about gender, they often can be overly binary in a way that really erases the very real experiences and perspectives of millions of people, particularly when it comes to black women. You know, often times we ignore the fact that, historically, the feminist movements of the early 1900s ignored or aimed to kind of like neutralize and minimize black women's voices. We ignored the fact that black women have endured a history of abuse and negligence by our country. I think that we really often enough just don't talk about and really seek to empower black voices and experiences, particularly black voices and experiences who are women. So that's why I think we're talking about--we're zooming in on black women today.Ade: So you can't see me, but I nodded so hard throughout all of that. I want you to know that if I have whiplash in the morning, I'm billing you directly.Zach: Don't bill me. Don't bill me please.Ade: No, thank you for sharing that. To kind of expound and share some of my own personal experiences, I mean, I've been in situations where I had my bonus docked at work, and I'm asking for concrete reasons as to why I don't have all my money, because I earned this bonus, and the manager is making excuses like, "Oh, well, your computer failed, therefore you didn't get this deliverable in on time," and I'm like, "Okay, so you acknowledge that this was something that this was not within my control and I'm still being punished for it anyway?" And I had no allies. Like, I had plenty of people who were nice to me, plenty of people within that space who would listen to me and bring me coffee and acknowledge that I would be, you know, one of the few people who would show up to work on Sundays to get work done, which I'm never doing again. But nobody felt the need to go to bat for me the same way that they did for other people, and I think in retrospect there were a lot of people who were like, "Oh, she's got this. Oh, she's strong enough to deal with this. Oh, she'll speak up for herself." I mean, and I did, but nobody was listening to me, right? And that's just one of several occasions in which I felt alone. I felt like I was being punished for things that were outside of my control, and even when I spoke up for myself people would treat me as though as I was overreacting or disturbing the peace by just asking to be treated fairly, right? And I found that ultimately I have had to be my own best advocate, and I think in ways that others don't even have to think about, right? Thinking about ways in which I am communicating. For example, I have a pretty sarcastic sense of humor.Zach: Yep.Ade: Thank you for backing me up. But I found that there are situations in which I have consciously dialed back, because I recognized that there were people who would say that I am being mean or that if I am not relating to the topic at hand--for example, people are just kind of talking through experiences that I've never experienced. I'm not gonna get up every day and wash my hair. That's not how my hair functions. And so if I'm quiet in that conversation, people will report that I'm being standoffish. And so there are all of these things and all of these micro-aggressions that ultimately lead to me feeling isolated and unsupported in various workplace scenarios and situations. And so ultimately I want a world in which I don't have to feel different. Like, I want to feel as though I can bring my whole self to work, my whole self, whether my twist-out is bomb or not, whether I feel like I need to go on every single coffee run with every single one of my coworkers just so that I feel like I belong. But that's a conversation we can have a little bit later. Can you think of any situations that you've observed in which you felt that the black woman or black women in your spaces weren't being taken seriously or were being treated differently?Zach: So for sure, right? Interestingly enough though in my career, I have not--I haven't really worked with a lot of black women who were not actually much more senior than I was, right? So, you know, my first experience when I think about it was I was in industry. I was in the oil and gas industry, and she's now a mentor of mine. She's easily one of the most learned, most educated people that I know period. Like, she has an MBA, a Ph.D. She teaches. She's a college professor. And it was interesting watching her navigate these spaces, like, despite her education, people still, like, kind of, like, looking past her or, like, looking through the things that she would say and kind of just cutting her off and making a lot of very presumptive statements.Ade: Ooh. Cutting her off? Good lord.Zach: Cutting her off. Cutting her off, yeah, and watching her handle those situations with a lot of poise and grace and a still certain level of, like, firm confidence. Like, "Okay, nope. I got it." And she's--you know, she's about, like, my mom's age, so certainly she's had a litany of experiences that I would imagine have, you know, helped her kind of deal with what it means just to be who she is in the spaces that she exists. But yeah, I think--I think that that's been, like, the most common experience that I've seen, like, black women in the workplace who would be directors, senior managers--again, they were always senior to me--and they would be--they'd just be dismissed. Like, their opinion would be kind of, like, taken with a pound of salt, slight eye rolls and things of that nature, or kind of to your point, even I've seen situations--and this has been my experience as well, but we're not talking about Zach's experiences, we're talking about black women's experiences--where people will--you know, they'll smile and they'll nod, and then they'll go off and they'll do exactly what they want to do anyway.Ade: Oh. Oh, my God. This is--this is just bringing back so many different flashbacks.Zach: [laughs] No, but it's real though. I've seen that, like, where it's like, "Oh, okay. Yeah, okay. Yeah, no, for sure," or like I said, you know, they'll say things--they'll be very nice, but then, like, they don't really support you, and I think that kind of, like, speaks to a larger phenomena of people who think that you being nice is in some way you being an advocate, right? Like, no. Like, you're just being nice. Like, there's a difference, and I think to your earlier point about, you know, people saying you're overreacting, I think people--it's so funny. Like, when it comes to--in my experience when it comes to people of color, particularly women of color, folks are really able to see the implications of their decisions with folks' careers when it's their career.Ade: Mm-hmm, say that.Zach: But they don't understand--like, they don't understand the reality of your decision when it comes to my money, right? So, like, when you sit back and you say, "Oh, okay. Well, yeah, you know, your computer didn't work, and so we cut your bonus." You understand, like, you're taking away my money? You're taking away my livelihood. We live in a capitalistic society. Like, I need bread to live.Ade: Right.Zach: So when you sit back and you make decisions that are gonna impede my promotion, they're gonna impede my ratings, they're gonna impede my bonus, like, you're actively taking money out of my pocket. So if you're gonna do something like that where you're gonna take money out of my pocket, you need to have a quantitative, valid, ethical and legal reason--Ade: Have an ironclad reason.Zach: An ironclad reason to do so, and it's just crazy that people don't grasp, like, you know, you're talking about my bread. We're gonna have a problem. But guess what though? I bet if somebody came at you like that, you'd be the first one to run to a lawyer, to run to whoever you're gonna run to who's gonna listen to you.Ade: You'd be on the phone with [inaudible].Zach: On the phone [inaudible] lickety-splickety. So, like, why are we playing?Ade: [laughs] Lickety-splickety.Zach: Lickety-splickety.Ade: But yeah, I couldn't have said it better myself. I spoke only of my own experiences, but there's, like, a litany of experiences of the women in my circle and the women who are well above me who are just dealing with things that I don't think they would be dealing with if they were white men, right? Just being excluded or people being condescending to you or people either treating you like you're the third rail and they can't speak to you like you're a regular human being, or when they do speak to you it's with this air of condescension like they know better than you what to do when you're the subject matter expert, and it's just--I can't list literally every single one of things, but I do know this. I know that the tide is going to have to turn, not just because that it is so, but because people who have been studying and working and putting in time and effort to elucidate just what it means to be a black woman in America have extended themselves, right? And so I know that the work is being done. I know that I am just a small piece of a much larger universe of women who are like, "Yeah, this is cute and all, but we're not having it. Thank you." And of those, I think you had the opportunity to speak to one very, very amazing writer. You want to introduce her?Zach: Yeah, so absolutely. So I got the opportunity, or rather Living Corporate had the opportunity, to speak with Feminista Jones. For those who may not know her, she's an activist, she's a black feminist. She's a wonderful person, great writer, and she actually has written a book called Reclaiming Our Space, and we'll get into that in the interview. The next voice you're gonna hear is in the interview that we had with Feminista Jones, and we'll talk to y'all soon.Ade and Zach: Peace.Zach: And we're back. And as we said before the break, we have Feminista Jones on the show. Feminista, welcome to the show. How are you doing?Feminista: I'm doing well, thank you. How are you?Zach: I'm doing great. Now, let me--let me ask you this. For those of us who don't know you, would you mind sharing a bit about yourself?Feminista: Sure. For those who don't know me, I am a writer. I am a social worker. I am an activist. I am a speaker, I am a mother, and I am a really amazing friend.Zach: Let's go, yes.Feminista: I do a lot around really advocating for girls and women, advocating for racial justice. I do a lot of anti-poverty work. That's, like, my main primary focus is anti-poverty work. And I'm located in Philadelphia. I'm a native New Yorker, but I moved to Philadelphia a couple years ago because I really wanted to do work to fight poverty, and this city has such a high poverty rate that I wanted to come here and see what work I could help, you know, get done while I'm out here.Zach: So today we're talking about supporting black women in the workplace.Feminista: Mm-hmm. [laughs]Zach: [laughs] I am familiar with your content and your work through social media. We're excited to have you here because of your thought leadership in this arena. So what do you think are some practical ways black women can be better advocated for and supported in their 9-to-5 jobs?Feminista: This is a really great question. I'm someone who is in a senior management position in the social work field, in the community activism fields, and a lot of people have misconceptions about, you know, community work and social work and think that it's just about low-paying work all the time. And some of it is, but there is a lot of opportunities to move up, and when you're in a senior-level position you've got to use multiple skill sets. And I think, just for black women, you know, people make a lot of assumptions that we can do so much all the time, and they rely on us to do that. So I think a lot of times people take for granted the contributions that we make or they take advantage of them, and they may expect that, you know, black women will just handle it, you know? Whatever the fires that need to be put out, black women come with an extinguisher. You know, we're the problem solvers, and a lot of times, you know, we have no choice. We have to because we're looked at, you know, one as being black, two as being women. We're looked at it being doubly, you know, incompetent, and I feel like we've worked so hard to prove otherwise. And you're working alongside men or alongside white people or reporting to men or reporting to white people. You have to, like, be mindful of how you're gonna be perceived, and I think one of the biggest challenges facing black women in the workplace is this idea that people make assumptions about our attitude and our personality and just based on our affect, or, you know, they say we have attitudes or we have issues with communication. And that's one of the things that I struggle with, because I feel like men are celebrated for being, you know, direct and blunt and forward and aggressive. I feel like white people are celebrated for, like, not taking no for an answer and, you know, really kind of just putting it out there and taking risks, but it's like when black women do it, you know, people kind of look at us like, you know, we just tried to suggest something really radical. They kind of look at us like, "How dare you?" almost, and it sucks because we are smart and we are capable, we are talented, and sometimes it's just we're not appreciated simply because we're black women.Zach: That's just--that's so true, right? So, like, as a black man in the workplace--so I'm a consultant, and I don't often really work with black women on projects. I don't really work with other black people often, but when I do I notice that there's this--there's this pattern where if a black woman speaks up--I've noticed where if they speak up and they're being assertive, it is taken completely different than when a white woman speaks up as being assertive and certainly when a man, especially a white man, speaks up and is being assertive. Now, speaking for myself as a black man, there's also, like, a weird balance, right, because we--like, black men do participate in patriarchy of course, and we also--we also sit higher on the privilege pyramid than black women, and at the same time there's a--there's a certain level of balance in terms of not being too assertive but but not being assertive enough at the same time. It's like you truly can't win for losing, so I definitely--I relate to that, and I have--and I've seen it more than a few times with black women, especially if they're, you know, a bit more seasoned in their careers. Let's say if they're, like, over 35 and they really know what they're talking about, they're often seen as a--they're often seen as a threat as opposed--Feminista: Absolutely, absolutely. And I just wanted to touch really quickly what you were saying about, you know, black men in the workplace. Like, I've had situations where I've been, you know, on the same level as a black man, and, like, he's made mistakes, and I'm like, "I'm not trying to have this brother go down," you know what I mean? Because he messed up, or I'm not gonna make him look bad in front of these white people that hired--you know, that are over all of us, but at the same time I'm looking like, "Bruh," like, "I need you to get it together."Zach: And support me.Feminista: "You can't rely on me to fix all your things, you know?" Like, you know that I have a certain skill set. You know that I'm not gonna let you fail 'cause you're my brother, but at the same time don't take that for granted.Zach: That's so true.Feminista: And then when you do have the space to advocate for me as, like, a woman, I need you to do that, and I think, you know, one of my colleagues, I had a great conversation with him, and he said, you know, "I can get the race stuff with the snap of a finger," he said, "but every time you point out something about gender," he said, "I think about it, like, what if this was being said about a white person?" And he's like, "And I feel so stupid that I don't get it," you know? And so it's--like, there's work to be done, and he's acknowledging that, like, some of his gender stuff is still real, and it's almost like I have to compare it to race to help him to see it more, and he hates it. Like, he feels so bad, and he, like, resents it, but, you know, definitely he's getting better, and I respect him for at least doing the work. But there are, like, those boys' club kind of environments that while I know a lot of brothers say that, you know, they have their own experiences, they're still invited into those clubs before we are.Zach: That's true. Absolutely, absolutely. So I've been married for about 5 years, 5 1/2 years, and being married has really helped open my eyes to male privilege. And again, like, it's a--I think black men, like, we can get really sensitive about kind of broaching that topic 'cause it's like, "Well, there's still racism." It's like, "No." Absolutely, like, white supremacy still exists, and it subjugates all non-white people. At the same time, there's still a nuance, an element of privilege that we participate in because we are men, and it's important to realize that. Also to your point around women helping--you said you've helped your colleagues in the past 'cause they're a brother, and shout-out to the countless black women in my career who have pulled me aside and helped me and taken the time to just--felt the need to just educate me or mentor me. Really that's really the inspiration behind Living Corporate, because I didn't have a lot of those people in my family coming up giving me, you know, professional wisdom and insights, but it would often be black women pulling me aside and being like, "Hey, look now. [I know that you did this?]."Feminista: [laughs] Yeah, I hear that a lot. You know, if my colleague listens to this he'll laugh, because just the other day we were at the--we were at a conference, and we went to the bar, and I sat him down and we were drinking, and I turned to him and I said, "Look, I'ma need to get your ass together," you know what I mean? Like, I really--he said, you know--and he got quiet. He's like, "I know it's coming from love. I know it's coming from a good place," but it's like--it is, because it's like, "Brother, I don't want to see you fail, but, you know, some of the things you're doing is like--I need you to do better," and I said, "I'm gonna help you because I have the resources and I have, you know, the ability to do that, because I want to see you succeed," and I think sometimes, you know, I think within our spaces, particularly as black women, it's like we are so few when we're in, you know, these upper spaces, it's like we look to each other to build community, and it's like that's all we got, you know? That's really all we got, and so it's hard when there's tension there, 'cause it's like, "We shouldn't have tension between us." We can disagree on things, but honestly we all we got.Zach: We've got to work together.Feminista: That's the approach I'd take, yeah.Zach: Absolutely, and you know--I don't want to get on too much of a tangent, but your other point around there is, like, this desire and, like--'cause I cape for black women every day. Like, I have to. My mom is black. My wife is black. Like, I have black sisters. I love--I love black women, right? And what I realized is a lot of times I do believe that there has--there is a pattern of black men, like, using up black women, like as means of support and encouragement and all these different things and really taking them for granted. And I've seen it--I have seen it in the professional workplace. Of course I've seen it in the workplace. We see it in relationships. We see it--we see it in a variety of spaces, and I do believe to your other--to your point around black men need to play a more assertive part for advocating for, speaking up, and supporting black women as well. Okay, so let me ask you this. I do feel as if language is becoming more inclusive but at the same time not as explicit when it comes to centering blackness, specifically black women. So as an example, we hear things like "person of color" or "women of color," but often in my opinion our race is the uniqueness of black identity and black feminine identity. So my question is one, am I tripping, and if two--if not, what are ways to affirm and assert intersectional identity, do you think?Feminista: Mm-hmm. Well, you're not tripping, and I think, you know, anti-blackness is, you know, a quite valuable currency, even among black people. We have all internalized the idea that black is bad, and it's going to take generations, centuries of work, to collectively divest of that idea that blackness is tarnishing, blackness is a blemish. And so there are people who will say women of color, people of color, rather than just saying black, because people have been afraid to say black. And, you know, of course for some people, you know, black means a black American, but for me, you know, when I say black I mean, you know, inclusive of everyone in the diaspora, whether you are from the continent, whether you're from South America, North America, Asia, wherever, Europe. For me that's just a unifier. For others it means different things, you know? So a lot of times people shy away from that, and then when they say people of color or they say women of color, in many ways it does dilute the focus, and what happens is this. So much of what happens to women, like, say, in a negative way, happens to black women, and so people want to use our statistics to make their points. And so they'll say "women of color," right, but of those 10 women of color, like, 7 of 'em are black, and so they can say, you know, "70% of women of color experience this," and it's like, "Yes, seven black women experience that." [laughs] We see that in the feminist movement. We see that in the queer movement. We see that wherever black people exist. Folks want to use our statistics to push their agenda, and I have a problem with that. I have a very serious problem with that, and I agree with you. Like, we need to name blackness for what it is, or if you want to say African-American or Afro-Latino, whatever you want to say. They need to name it for what it is, because it's real. Like, if you look at some place like Brazil, it's--like, you can't say there's 55 million, you know, women of color in Brazil. No, there's 55 million black women in Brazil, you know? And that's more black--there's more black women there than there are black people in the United States. So no, we have to name these things, and it's powerful. It's powerful when you name blackness for what it is, for its achievement and success but also for its struggle, because it puts the focus and the spotlight on us. So, like, when you're talking about black women and black feminine identity, particularly, like, in the workspace and beyond, we have to focus specifically on that, because an Asian woman is not facing the same hair issues. She may have similar name issues on her resume, right? But she's not--she's not facing the hair issues, right? An Indian woman may be seen as, you know, she's super smart with tech, because that's an assumption that is made, you know? It's very different for us, you know? Either a biracial woman, you know, may not have the same issues with color if her skin tone is lighter. You know, there's a--there's a lot of things that are going on there that we need to name explicitly.Zach: And see, I think--and my anxiety about even bringing that question up is that people will hear that and say, "Oh, okay. Well, now you're excluding other people," when not at all. Really what we're trying to do is push that we're explicit with identity language across the board, right? So you just gave three examples, right, of why it's important to be specific when it comes to speaking to identity and intersectionality. I believe that we see it at a larger point, and we talked about this in season one, around the pay gap, and we talked about--we talked about that from the perspective of, you know, when you conflate gender across the board and you say, "Well, women believe this, and men are like--" Well, no. Like, that's--I mean, just being a very, like, initial cut, black men and white men do not have the same experiences. Black women and white women do not have the same experiences. Asian women and white women don't have the same experiences. So it's really empowering across if we can have the courage to just speak explicitly to who we're talking about.Feminista: Yeah, yeah. And, I mean, the experiences are different. People will say, "Oh, women make 77 cents on the dollar," but that's not true for a black woman. A black woman is more like 56 cents, 54 cents or something like that.Zach: It is, yeah.Feminista: Like, it's different. Again, but that's, like, padding the numbers, and things like that to bring down the average, 'cause I believe, like--I think I read something like Asian women are on par with white men, and white women are, like, 80% or something like that. Like, they're--Zach: So it's crazy. Like, the numbers absolutely agree [inaudible]. Like, you know, I've seen numbers that are, you know--so, like, white men are 100%, and then white women might be at, like, 77 cents. Black women are at 64 cents, and black men are at, like, 67 cents or 68 cents. But, like, we never talk about--we never talk--not we never talk about, that's not fair, because there's plenty of people driving those discussions, but when you talk about, like, the major narrative talking points in the media, we don't ever talk about the fact that, like, white women make more than black men. Like, that's--I've never heard that, right?Feminista: Oh, I've heard that discussion quite a bit. I mean, it just--we may just be in different circles.Zach: I defer.Feminista: You know, I've heard quite a bit, and it is important, you know, to discuss, because, I mean, it's the truth, right? So it's like--you know, but black women just kind of sit back and be like, "Y'all have at it," because you're either gonna bicker over the race thing or you're gonna bicker over the gender thing.Zach: It's never both, right?Feminista: And we're both. We're the ones that are saying it's both, you know? [laughs] And nobody wants to listen to us on either side, so you all hash it out.Zach: You're absolutely right. No, you're absolutely right, and so--and no, I defer. I would trust that if you've heard it then it's--then those conversations are happening in the right places. So I believe that leads us well into your book, Reclaiming Our Space. Can you talk a bit about the book and how you arrived at that title?Feminista: The title was really interesting. It took us a while to get there. I didn't know what I wanted to call it. What I did know was, you know, shout-out to my editor, Rakia Clark at Beacon Press. She's amazing. She's fantastic. She helped me along the way. On--okay, so if we talk about the book, I--she came to me, right? I guess she was among a bunch of folks who thought I had already written something like this, because my first two books were self-published and did really well, and so I was never--like, I wasn't looking for a publishing agent or a publisher or anything like that. I wasn't looking for a literary agent. I was like, "I can just do it myself," you know? And cut out the middleperson, but when she came to me and approached me it was like, you know, "Have you written anything like this?" And I was like, "No." She was like, "Well, do you want to?" Like, "We're interested in this," and I was like, "What? Sure, okay," and the idea was really to write about not just modern black feminism but specifically kind of speak to my experiences and those of my peers of existing as black feminists in these digital spaces. So ultimately the book is about how black feminists and black women, even those that don't openly identify as feminists, have been able to build community by using digital platforms and how social media has been a--you know, basically a change agent in how we do activism or how we connect across the world and how it's changed our ability to get our messaging out and to change the face of feminism, and we've been able to educate people and influence popular culture and shape laws and everything, you know? I talk about our political influence. I talk about our, you know, influence on television and, you know, this whole live tweeting thing came from us. And, you know, we're talking about black women voting. We're talking about critiquing white feminism. We're talking about--even things down to, like, quote tweeting and threading tweets and things like that. Like, all these things really became popular because of us. So I do a deep dive into that, but I start off with basics of, you know, what is black feminism? I wanted to write a primer for black feminism that was accessible to people of today. We know that people have shorter attention spans. They really want the hot takes. They want the summaries and things like that. They're not going to sit down with a thick Patricia Hill Collins book, although they should. They're not going back and reading, you know, everything from bell hooks, everything from Toni Morrison. They may not even know who Florence Kennedy is, right? But they need to, and so I was like, "Well, how do I tell our story? 'Cause I need to show how we got here," and so I do give a very straightforward quick primer on black feminism, and I go back, like, 125 years or so, and then I bring us to the present, and I'm like, "Well, here are your modern black feminists of today," and so I'm talking about, like, my sister Jamilah Lemieux. I'm talking about Imani Gandy. I'm talking about Zerlina Maxwell. I'm talking about, you know, these really--CaShawn Thompson, who created Black Girl Magic. You know, I'm talking about these women who, right now, in present day, are making history. I'm talking about Trudy, you know? And just a bunch of others. They're currently making history. Not just black history, not just women's history, but they are making history in the ways in which they are transforming these social media platforms. We are creating campaigns. We are, you know, changing literally the world and culture, and I'm writing all about it, 'cause I felt that it needed to be documented. We needed to have something that encapsulated this entire moment right now.Zach: So for our audience, I think many have heard of the term feminism, but the modifier black is still new for a lot of people. So would you mind explaining the difference between what we often think of as feminism and black feminism?Feminista: That's a great question. I get it a lot, and I think the difference is just we are directing people to our identity as black women, which we believe is important in every discussion about our womanhood, and I think, as I said earlier about kind of looking at the both sides of things, the gender and the race, there's a really great collection of works that really references this idea that, you know, all of the men are black and all of the women are white. When we think about, within our black community, you know, blackness really is depicted through a black man, and those are our leaders, and those are the people we care more about when they're killed by police and all these other things, but when it's for a woman, when we think "woman" it's white women, right? But some of us are--we exist in the middle, and to say that we are feminists is--you know, it's a collective idea. All people, women--all women of all races can be feminists, but when we say that we are black feminists, we are saying yes, we believe in women's rights, yes, we support gender, you know, equality, and yes, we support equity, but don't forget that we're black and that we have different issues on top of all of these other issues that women deal with, right? So we have all the feminist issues AND those that come with being not just black but black women within the black community.Zach: You know, it's interesting that you say that because, you know, I have a colleague who is a very senior leader, and she's a white woman, and she said, "Yeah, Zach. I mean, I'm a woman, but I'm white, right? Like, I don't have it that bad," and so--and she kind of chuckled about it, and she was like, "But let's be honest, I don't." And I said, "Okay." You know, with that being said--Feminista: Well, she's right.Zach: She is right. I said, "Yep." [laughs] Yeah, and I laughed. I was--you know, kind of as an aside, I laughed because I was so shocked because she's so senior and she was being--she was speaking so frankly that I said--I laughed and I said, "Well, you know, you're right. You're right," and so it leads me to this question. What are some practical ways you believe white women can support black women generally and at work? And what have you seen be helpful in your journey?Feminista: If I say get out the way, is that too harsh? [laughs] Nah.Zach: It's your energy.Feminista: You know, I mean, ultimately--the bottom line is this. There is no single person I believe that is willing to totally divest of whatever privilege they have if it means staying alive and it means that their children are fed, and I don't care who you are. You will cling to some privilege, whatever privilege you have, to make sure that you can stay alive and that your children are fed. With that said, there are white women who I have really come to know and love and respect, who value my opinions, my thoughts, my work, and amplify it without adding qualifiers to it. They'll share my work. They'll share information about my articles and my books, and they'll direct people to events that I'm having or things like that. They'll use their platforms to really kind of boost, you know, the work that I and other people are doing, which is super important. In the quiet spaces that I don't even have access to they'll stand up for me and folks like me. They'll call out people that are close to them, you know? Even at the risk of losing those connections. Those are women that I find to be truly amazing when you're talking about in the corporate space. I'm coming from, you know, the social work/non-profit field, and we know that that field is ripe with white saviors. Many liberal white women, and men, you know, kind of get into this work 'cause they want to "do good" and they want to "help the needy," and sometimes that can really be actually racist, 'cause the assumptions they make about, you know, people in need or poor people or black people or things like that under the guise of wanting to help can be rather violent. So I've had my share of run-ins with white women in that space, 'cause I'm like, "You'll never tell me that you know what's better for a black child than I do." [laughs] I don't care who you are. We have the same education and experience. But what you can do in that space is really just listen, and I think that, you know, social media definitely has made it a lot easier to listen and to access the voices and experiences of marginalized folks, whereas a lot of white women never really had exposure, you know, in such even and equal platforms. I can tweet just as much as you can, so we have an even playing field right there, and you can listen and you can read and you can learn from me as I'm telling you my experience that I just had today. You don't have to pick up a book later on in the year of anecdotes. You can see right now that I am telling you that 20 minutes ago my white boss did this, you know? And I think that that's really helped white women come to understand more about the daily experiences of women of color and black women specifically. So a lot of women are actually--you know, especially millennials. The younger folks are really kind of just, like, "Eff it. I'm just gonna say what I need to say."Zach: Yeah, we with the smoke. Yeah. [laughs]Feminista: "I'm gonna stand up for this--I'm gonna stand up for this black woman right here, 'cause this ain't right," you know? And I love the energy. I mean, you know, for an older person like myself, I really love the energy that I'm seeing. So maybe we'll see some major changes coming.Zach: Maybe so. That's my prayer for sure. Before we get out of here, let me ask you this. What was the process like for you writing this book? I know you talked about that you were self-published before. This was a different journey. You know, did you learn anything about yourself from this journey?Feminista: Oh, my gosh. Yes. This is totally different. My first book I wrote over the course of 2 years. The second one I actually pulled some pieces that I had written before and wrote some new ones, but it only took me a few months. This one I was on a deadline. I had, like, "You need this by this time and this by this time, and you need to get this in, and you need to review this, and we need this back by this day," and I was like, "What is happening?" I've been the kind of person who, if you give me a deadline it starts to feel like work, and sometimes when it starts to feel like work it doesn't come as--you know, it doesn't flow as well. So I struggled a little bit with that. I had 6 months to write it, and the first 2 months I just was like, "What?" I was like, "What is going on?" I had just had, like, a really bad breakup. I was depressed. I was like, "I don't want to do anything with anyone ever, and I don't want to talk anyone, and I don't want to do--" I couldn't write a word, and then my editor gently nudged me and reminded me of that first check that I got, and I was like, "I should probably write this book." The other thing, you know, I'm also, you know, a mental health consumer and advocate, and I realized that part of my writing struggle was the medication that I was--that I had been taking. It evens my mood so much that I'm--like, I can't--I'm not creative. I don't think of things. I couldn't--I literally couldn't write, so for about a month I stopped taking my medication, and I'll tell people, I wrote about 80% of the book in a month, that month, and it was, like, kind of--it was such a negotiation for me because I knew that without the medication I would be a bit manic, I would be a bit frenzied, you know? I would have these bouts with, you know, depression or whatever, but I knew I could get it done. And so there were days where, you know, I would write until 3:00 or 4:00 in the morning and just write, like, brilliant stuff, like, that I don't half-remember now, so. But I knew it was a risk, you know, and I am being very transparent about it because, you know, I just think it's important to do that, but it was a risk, but I was able to get it done. And so what I learned--it helped me really learn how much of my, you know, mental health experiences have been tied into my ability to write, and it's been a fascinating, fascinating discovery. So after the book was done, you know, I went back on my medication, and I've been in therapy and what have you, but as I was doing rewrites and things like that and reviewing it, I was reading it, like, for the first time. I was just like, "I wrote this?" I just couldn't remember writing so much of it, and then I was like, "I actually wrote this," and I was like, "This is pretty damn good." [laughs] But that's--you know, so that is a very, very unique writing process, and it's funny 'cause this is the first time I'm talking about it. A very unique writing process that I won't recommend to anybody else ever, but you know what? The easiest thing I'm gonna have to say is this - I enjoy writing about my friends and myself, 'cause that's really what I was doing, and if you can imagine--let's imagine we go back to the Harlem Renaissance, right? And we look at all those people that we group together as, like, these collectives from the Harlem Renaissance. Imagine if one of them had been documenting what they were doing at the time. It's kind of like the crisis, like, I mean, you know, these other papers and stuff that they had, like, imagine if somebody actually wrote a book in real-time kind of documenting, you know, what was happening and that we were able to read it in their words. That's what I wanted to do, and so I get to write about all these women that I love and respect and love reading their writing, love having drinks with them, love--you know, and I'm privileged. I'm privileged, and it was an honor for me to be able to document their contribution to black feminist work.Zach: That's amazing, and--I'm certainly taken aback, and I'm excited and honored with the fact that you're able to--you're transparent enough to share your journey in putting this work together. The book is called Reclaiming Our Space. Before we let you go, do you have any parting thoughts?Feminista: I'm just really excited that the book is coming out and that people can read it, and I wrote it to make it accessible to teenaged girls all the way up to your mee-maw, your big momma. I really hope that it gets into the hands of people that need it, and then maybe it could start to shift this discourse a bit and get black women a little bit more respect for what we're doing. [laughs]Zach: Amen.Feminista: Yeah, that's it. So thank you so much. Oh, my gosh. This was great.Zach: No, this is great. So Feminista, something you should know is on our website we have something called Favorite Things, and that's where we highlight books and even sometimes food and just other items, things that we really care for, and your book, Reclaiming Our Space, will be #1 on our Favorite Things list. So we're gonna make sure that we push and encourage people to check it out, to buy it and to read it. So thank you so much, and we definitely consider you a friend of the show. We hope we can have you back.Feminista: Oh, I would love to come back. Thank you.Zach: All right, now. Peace.Ade: And we're back. Thank you so much, Zach. That was amazing. Enjoyed that conversation. I think it helped me really think through what it means to lift up the black women in your circle, not just your personal circle, 'cause it's really easy to uplift your friends, but also thinking through how you're uplifting the black women at work, in your corporate spaces, wherever you might hold sway or have some sort of influence that you might be able to use better help others. What part of the conversation did you really enjoy?Zach: So we had a conversation there where we talked about the fact that really, for me, black women have always been, like, the core of my support in my career, right? So there was always some type of either kind of like motherly or kind of big aunt or big sister type figure around me. Like, they would chastise me, but it would always be out of love, right? It would always be in the spirit of "I want you to do better" or "I know you can do better so I'm holding you accountable," and it was crazy because these women who would--again, who would help me, they were not getting the support that they needed, and yet they still found it in themselves to give me the support that they knew I needed, and, you know, I think there's gonna have to be a day eventually--I mean, the day is now frankly, right--that black women are poured into, right? They can't continue just to be the exporter of support and wisdom and empathy and effort, right? Like, they're going--like, they need to be imported into. Like, they need to be given support. They need to be empathized with. They need to be heard. They need to be--and their words should be--their words should be adhered to, right? Like, they need--the things that they are giving they need to also receive.Ade: Aye, reciprocity.Zach: Reciprocity, thank you. No, straight up. That's the word really, reciprocity. Like, they need that, because I think so many times--like, it's so interesting. Also I've seen women at work, black women at work, who will eventually just get kind of fed up with, like, the BS and kind of call people on it. Like, in a professional way, but it may be, like, a more assertive way, and then the narrative is "Oh, she has an attitude problem," or she doesn't know how to handle things. Like, no, she doesn't have an attitude problem. She's tired of y'all treating her like this. She's tired of--she's tired of being the work mule for everybody, from a work perspective, from an emotional perspective. She's tired of it. Like, that's what it is.Ade: And I just want to say how important that is, because very often you'll hear about the trip of the angry black woman. I mean, it follows us everywhere, especially to Corporate America, and everybody wants to talk about the angry black woman, but nobody ever wants to talk about what y'all did to make her angry.Zach: That's so true, wow.Ade: Okay, so one, anger is a valid emotion.Zach: Right? [laughs]Ade: I just--I don't feel like running away from the trope. To be frank, so much occurs that we get to be upset about. Like, everybody gets to be upset about whatever it is upsets them, because that's their right, so I don't understand why it is up to black women--I mean, no, I do understand. I'm just saying that I'm done with that.Zach: Facts. [laughs]Ade: Women very often will be graded on likability, and black women will be graded on likability and your ability to swallow a whole bunch of nonsense and just grin and bear it, right? But if you decide that you are A. not going to grin and bear it and 2. not only are you not going to grin and bear it, you're going to alert the folks who feel as though it's your duty to grin and bear it that you see through the BS and you will not be having any portion of it. Suddenly you're the bad guy, and so ultimately I think it's important that we take away from this - if you feel as though the black women in Corporate America or in your spaces or at your jobs are angry, perhaps they have a right to be, right? There is this phenomenon I've noticed. I mean, I haven't conducted a federally-funded study of this, so there's that. Most of this is from my own personal experiences.Zach: Right, right.Ade: But I've noticed that, you know, these companies will bring in somebody who meets their diversity quota. So in this situation we're talking about bringing a black woman in to your notoriously anti-black misogynistic spaces, and you just leave her to sink or swim, right? And so this woman is cataloging all the ways in which you could be doing better as an organization and saying, "Hey, I have noticed that this is trash, and these are the ways in which you could do better," and instead of, you know, actually paying attention and doing better like the [inaudible] claim that you are, you ignore her. You shut her down. You make her feel as though she is imagining things or pulling things out of thin air or that she is in fact the problem, and then when she finally gets fed up and goes, "You know what? Y'all got it. I'm good," suddenly she is the insane one in the scenario, or suddenly she's the one that's making a big deal out of nothing, or she's playing the victim, and this mass gaslighting of black women in Corporate America 1. is trash, 2. honestly, I feel as though we can't be the only ones who see it, right?Zach: No. We're definitely--no, definitely not. Definitely not.Ade: And even further, here are some concrete ways in which I believe everyone could reach a hand out to the women in your circle. One, it is not enough for you to simply have a diversity and inclusion program. I mean, that's cool and all, but a lot of your diversity and inclusion programs are--flimsy is the word I want to use. It's the one G-rated word that I have off the top of my head to describe your diversity and inclusion programs. They're flimsy, and they do not actually take into account the needs and experiences of the populations that you want to actually address. So for one, every person that you hire, period, should feel like they're able to bring their whole selves to work. And I don't say--I'm not saying that they should show up to work in an unprofessional manner or that they should show up to work and bring drama or chaos to work. That's clearly not what I'm saying, and I'm hoping that you people hear me when I say that. What I am saying is that I should not feel as though I have to decipher what it is that you want from me as an employee because you are uncomfortable just speaking to me like I am a regular human being. I should not feel as though I don't know what the company culture is, because it is your responsibility as the company who creates the culture to communicate that clearly and honestly and fairly. Give me a fair shot to show that not only do I belong here, I can thrive here. And more importantly, do not put the onus on your individual employees to change the entire company structure. It is unfair. It is irrational to say that, "Well, they didn't say that they wanted an employee resource group," or "They didn't say that they needed sponsorship programs that would, you know, put the black women on partnership track," or "They didn't say that they needed XYZ in order to be more successful." It is--it is your responsibility as the managers, as the directors, as the partners, to reach out, because you are the ones with power in your hands to do something about the situation and the environment that your employees are in. And if you are a black woman who finds herself at work and incapable of really navigating your career to the best of your abilities, for one I am sorry. It's trash. It is a terrible situation to be in, to feel as though you have walked a thousand miles, you've crossed deserts, you have swam oceans. You have done everything above and beyond where you felt that you needed to be, where everybody else needed to be, and you walk into the room and people are still questioning your right and your ability to be in there and succeed. That's trash. Secondly, find allies. Find a safe space. Find somebody who is able to look outside of themselves and see you and really want to help you, and I am sorry that, again, it seems to be your responsibility to do so, but we gonna be alright. And thirdly, and I can't stress this enough, find a therapist, and here's why I say find a therapist. You will have days at work, some days, that make you feel as though it is all in your head and you really have no idea what's going on, but when you write things down and you're able to really talk through what happened and why you feel the way that you do at work it really helps. It helps you see yourself, see the truth of the situation, and also create, like, a plan of attack as to how you're going to address the nonsense that you are--that you are facing. I wish all of you love and light. I think we said all of that--not to be performative, but in the show notes we'll have a list of suggested readings for anyone who is interested in really learning about the crux of the conversation today, which was black feminism. We'll have some books, including Feminista Jones's book called Reclaiming Our Space, to help those who are interested in really helping black women at work. Zach, do you have any thoughts?Zach: I mean, nah. You said everything right there. I don't want to really encroach on your space. You did a phenomenal job. Let's continue on with our Favorite Things. You ready?Ade: All right, guys. Favorite Things. So this week, my Favorite Thing, it's called The Self-Taught Programmer by Cory Althoff. Actually, let me read the whole title. The Self-Taught Programmer: The Definitive Guide to Programming Professionally, and I've been reading this book, I mean, for the last couple of days between studying, and it feels good. I mean, it's giving some super actionable advice. It's not, like, a code-heavy or an algorithm-heavy book. Instead it talks about many of the habits that you need to build to be--like, to be really successful and have a sustainable trajectory, and it's been amazing. What about you?Zach: Yeah, so my Favorite Thing right now is obviously Feminista Jones's new book Reclaiming Our Space. It was a great, powerful, approachable read when you talk about around all items of black feminism. I love Feminista Jones's work, and what's refreshing about this book is that it captures the same unapologetic energy that she has, like, that's really part of her brand, and it just captures it well in this book. I think a lot of times you can end up kind of reading someone's book and it's like, "Man, this does not really capture your voice at all." It just doesn't really, like, align with things that I've read or things that I've--other things that I've seen come from you." This is not that, and it's also really convicting, right? Like, it--again, I think--I know rather that black women are often---their voices and experiences are often minimized, even when it comes to inclusion and diversity discussions or equity discussions, often times with black men being the predominant character in the--in the narratives that we drive, right? So, like, even when you talk--like, a prominent example would be police brutality, and they always say, you know, "Black men are killed at XYZ rate that's disproportionate," and that's true, black men are killed at ridiculously disproportionate rates compared to their white counterparts, but do you know who's killed at even higher rates disproportionate to their white counterparts? Black women, right? But, like, we don't--but when you talk about, like, the common talking headline, we don't say that. We don't say--we don't even just say "black people," we say "black men," right? Like, there's a desire to center them, to center us, in a space that--it's not even accurate, right? It's not even the whole truth, and I think that, you know, it's important for black men to recognize--and we talked about this during the interview as well, but to recognize that yes, we are--we are on the receiving end of oppression and white supremacy. We also benefit from a patriarchal society, and there are ways that we benefit from patriarchy that black women do not, and it is important for us to leverage that little bit of privilege that we have to help black women, 'cause they don't have--they don't have it. And that reminds me, we actually have a couple copies of her book, and we'll be giving them away. Yeah. So if you want to be entered in the drawing to win a copy of Feminista Jones's book Reclaiming Our Space, @ us a screenshot of a 5-star review on iTunes and caption Living Corporate, okay? So go on Instagram, take a picture, screenshot your 5-star review on iTunes, and then tag us in it, and we'll make sure to put you in the drawing so you can get the book.Ade: Dope. Well, thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you'd like us to answer and read on the show, please make sure you email us at livingcorporatepodcast@gmail.com. That's it for us today. This has been Ade.Zach: This has been Zach.Ade and Zach: Peace.</itunes:subtitle>
      <itunes:summary>We have the honor of speaking with author, social worker, and community activist Feminista Jones about the importance of supporting black women at the workplace and the ways in which people can help lift up and advocate for them. We also talk about her new book, Reclaiming Our Space, and announce a giveaway of some free copies!
Connect with Feminista on IG and Twitter!
Her new book, Reclaiming Our Space: Amazon
Patricia Hill Collins’ catalog: Amazon</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We have the honor of speaking with author, social worker, and community activist Feminista Jones about the importance of supporting black women at the workplace and the ways in which people can help lift up and advocate for them. We also talk about her new book, Reclaiming Our Space, and announce a giveaway of some free copies!</p><p>Connect with Feminista on <a href="https://www.instagram.com/feministajones/?hl=en">IG</a> and <a href="https://twitter.com/FeministaJones">Twitter</a>!</p><p>Her new book, Reclaiming Our Space: <a href="https://www.amazon.com/Reclaiming-Our-Space-Feminists-Battlefront/dp/0807055379">Amazon</a></p><p>Patricia Hill Collins’ catalog: <a href="https://www.amazon.com/Patricia-Hill-Collins/e/B001IGQJUA">Amazon</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3826</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>#CBEWEEK : Eva Pulliam</title>
      <description>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with Arent Fox associate Eva Pulliam. She discusses her career journey up to this point and shares valuable advice pertaining to privacy and security concerns. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.
Learn more about CBE Week here! https://www.cbeweek.com/</description>
      <pubDate>Mon, 28 Jan 2019 08:29:00 -0000</pubDate>
      <itunes:title>#CBEWEEK : Eva Pulliam</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>45</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/00e319c4-f2a5-11ea-88c4-ff0e46693799/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with Arent Fox associate Eva Pulliam. She discusses her career journey up to this point and shares valuable advice pertaining to privacy and security concerns. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.Learn more about CBE Week here! https://www.cbeweek.com/TRANSCRIPTZach: What's up, y'all? Now look, if you haven't heard by now, Living Corporate is partnering with the Coalition of Black Excellence, a non-profit organization based in California, in bringing a Special Speaker Series to promote CBE Week, an annual week-long event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement that will positively transform the black community. This is a special series where we highlight movers and shakers who will be speakers during CBE Week. Today, we have Eva Pulliam. As an associate at Arent Fox, Eva works frequently with issues involving cross-border data transfers and international data privacy law compliance. Additionally, she has experience with helping clients comply with U.S. federal and state regulations that impact data collection, storage use, and disclosures as they relate to children, financial institutions, and others. She also continues to review emerging laws in the privacy area as they impact clients' data collection, maintenance, and breach procedures. Eva has been recognized as a next-generation leader in The Recorder's Women Leaders in Tech Law from a pool of over 200 nominees for extensive work in the tech industry. Eva regularly presents on advertising, intellectual property, and privacy. Her recent presentations have spanned topics such as the European General Data Protection Regulation, online gambling, and social media influencers. Eva, welcome to the show. How are you doing?Eva: I'm well, thank you so much for having me.Zach: Thank you for joining us. Now, look, for those who don't know you--I know I read a little bit about your bio, but would you mind telling us a little bit more about yourself and a bit about your professional journey?Eva: So I grew up in Virginia Beach, Virginia, on the East Coast. I started undergrad at Howard University, and I've always had a love for the real HU.Zach: Shout-out to Howard.Eva: Yes, shout-out to Howard. I finished at Old Dominion and then went onto law school at George Washington University. I had a great experience. I just have a love for D.C. and spent most of my career and adult life in the D.C. area, but once I became [about a mid-year?] associate, one of my mentors shifted from our D.C. office to our San Francisco office, and I was offered the opportunity to come along, and I took the opportunity as I never want to make a decision out of fear. That's one of my guiding principles. So I said, "You know what? I'm gonna not be scared to California, go cross-country away from family, and take the bar all over again," and here I am in California having a great experience. I've been able to work internally at technology companies and just really get to get a whole new grasp on tech from a hands-on perspective. So that's been--that's been my journey thus far, and it's ongoing.Zach: That sounds incredible, and, you know, I have a sister-in-law who moved--she went from Texas and then went to Spelman for undergrad, then went to University of Michigan for the rest of her undergrad. Now she's in San Francisco. So it's interesting to watch her and her path, and so I would imagine, you know, your journey was similar in that it's just completely different worlds, you know? Like, you jump from one coast to the other.Eva: It has been an extreme culture shift, which is part of what gave me the passion for CBE when I met Angela Johnson, the founder of CBE, and she spoke about it. The lack of unity or a united black professional community in the San Francisco area was a bit striking and unexpected. I had been slightly warned, but it was a different thing to see it. I found some really amazing friends and people in the community, and I think that CBE is gonna do a lot to help bring us all together and help to grow the community. It gives you the vibe of CBC Week, the Congressional Black Caucus Week, that I grew up with in D.C. So it's kind of bringing CBC to the West Coast, and I'm really, really excited about being a part of it.Zach: Well, it's incredible, right? 'Cause it's interesting for me, and I think black folks, we're not a monolithic culture, right? So me coming from, like, a Southern perspective, when I see kind of, like, what's happening in San Francisco on the coast, and I see all these black people with all these huge names tied to 'em, I kind of just assume there's an interconnected network or something there, but, like, not as much, right? And so that's why these types of events and these organizations, such as the Coalition of Black Excellence and CBE Week, are so critical and so important. Well, let's do this then. Let's talk a little bit about privacy, because I believe that's what you're--I believe that's what you're gonna be speaking on during CBE Week. So when I think about privacy, I think about making sure, like, no one has access to my social media, people can't log in to my email, but I know that it's deeper than that. I know that it's broader than that. So, like, could you talk a little bit about privacy and why it matters? Especially for black and brown folks.Eva: So I think that your definition of privacy is right on. The privacy law is concerning all things that make you you. And U.S. laws differ from European laws. European laws go a little deeper to include pretty much anything that would make you you. U.S. laws can be a little more limited in what's protected. In either case, the goal that I balance on a day-to-day is helping my clients to collect information and use it in a responsible way, so that when you provide information you know how it's being used, where it's going, and you're comfortable with that information. I think that the way that the individual consumer, or user, of various technologies and those providing their information online and offline, on paper, I think it's important that users empower themselves and actually read the policies and documents that are provided to them and understand what they're giving away. I would say that when I'm signing on for an app, for instance, if they ask to use my location, don't just click "Allow" right away. Know that when you click "Allow" you are agreeing to something, and I don't click "Allow" for location or use of my video or use of my contacts or my camera unless that's something that I actually need the app for and I understand how my data is being used. So I hope that users will walk away a bit more empowered. In the black and brown community, I think that it's something to always remember, that your data's being used, profiles are being created that, you know, you may know nothing about. It may be connected just to your IP address, the number that identifies your computer that you're using, knowing that this user shops here, eats this type of food, searches for this type of information, engages in these hashtags and conversations, and that you--people know who you are and that you're creating a profile for you and the type of advertising that you receive, be it positive or negative for your health or well-being.Zach: You know, it's just so interesting, especially when you used the word "profile." It reminds me of a story, and I don't remember the name of the comic. This was, like--hm, like, 4 or 5 years ago, but I remember I was--you know, I'm very active on LinkedIn. I have a--I have a very current profile. I have a headline. I have the image and all that kind of stuff, whatever. So at one point I got an email from a company that seemed on its face very legitimate. It seemed very established--well, it kind of had that startup feel, but very polished though, and the idea was "Hey, I see that you're on LinkedIn. Would you mind creating a profile on our page? 'Cause our website is mainly focused on mentorship. We will pair you with a college undergrad student, and you can help them as they prepare to graduate. You can be a mentor and a coach for them." And so, you know, it's like, "Eh, okay." I mean, whatever. And so it took me, like, just a little second, and you could essentially transfer your LinkedIn page to their website, right? And it would just kind of, like, lift and shift it over there.Eva: Yes.Zach: And so I did it. Like, I clicked it really fast. It said, "Do you agree?" Blah blah blah, and I clicked "OK." To your whole point, I did not read, did not really slow down and really read it read it. So then, like, I forgot all about the website. I forgot all about the thing. And so then, like, fast-forward, like, maybe 3 or 4 months later. I see a profile up on their website, and it's not my name, but all of the work information, all of the career history, all of the skills and stuff like that, it's an exact copy of my profile. And so I reached out to 'em and I was like, "Hey, you need to delete this, take this down," whatever whatever, and they took it down, but it's scary, the fact that, like, that was out there for months, and, I mean, it still might be out there now. I don't know. Maybe they just took that one version down. Who's to say how many shells they made, right? How many copies they made of that? Who knows?Eva: Exactly. Reputation control is a big thing, especially as black professionals. You are constantly mindful of the way that you are putting out yourself on the internet and just in the world. So having someone take over the identity that you've worked hard for would be a terrible thing, so it's good that you were able to at least--that you came across it. Far too many times I think we don't even find out when our information is used without our permission.Zach: Well, you know, it's becoming more and more commonplace when you hear these announcements of, you know, thousands and hundreds of thousands of passwords were leaked. It's more than common, and it's kind of like we just shrug our shoulders at it because--I think this whole world, like, the tech world and just technology in itself is so big and so hard to wrap your arms around that I think it's kind of easier just to default and be like, "Oh, it'll sort itself out," until you then get some notification that your social has been stolen or something crazy. Then you want to pay attention, but it's--like, there's plenty of, like, "little" things--quote unquote little. They're not little, but little things that kind of sprout up fairly common and often enough that we should be paying a little bit more attention I think.Eva: We should be paying a lot of attention. I think that, you know, identity monitoring is one way that you can help yourself, at least in the financial world, but then paying attention, like I said, to the privacy policies of what you're agreeing to. So at least when someone's doing something wrong, you're able to say, "Wait, I know I did not say yes to this. I know that you should not have this feature turned on on my phone. You shouldn't have any of this information," and sometimes people are using information that they--you know, they're not following the rules that they've agreed to. There have been FTC and Attorney General actions around that, and those are often who you have to turn to when someone becomes a bad actor. You're reporting them to, you know, regulators to help you sort these things out, but the more proactive we can be on the front end I think is going to help us a lot more in the long run.Zach: As technology continues to progress around us, right--I mean, it feels as if technology's almost growing at the speed of thought. Like, it just seems like there's so much happening. There's so many new innovations that are coming across month after month, year after year. As technology continues to grow, how do you see tech and privacy law needing to change and adapt, particularly around things like cryptocurrency?Eva: I think that cryptocurrency is a powerful tool that's still being worked through in some spheres. You know, we know that governments may be reluctant in some instances to give over control of the dollar. That said, where cryptocurrency's in place--and not just cryptocurrency but the actual blockchain, the bitcoin, the technology on which its built--it gives a lot of power in the sense that it provides anonymity. And so when we think of the black and brown community and institutional prejudices that have faced the black and brown communities, we have to remember that sometimes, you know, we can move in a bit of silence through cryptocurrency by trading and having finances and assets that are unidentifiable. It wouldn't be identified through black and brown until the decision to reveal, and that takes up some of the middleman, some of the potential prejudices that can arise when middlemen are involved. So I think there's a power to it, but I also encourage anyone interested in cryptocurrency to really research. Research the company or the type of currency that you're interested in purchasing. Research cryptocurrency itself. Understand the blockchain a little bit more, and do the work before following the fad. I think that that's the biggest--the biggest tip, is to never just follow the fad and, you know, "Someone did it, so I'm doing it too." Make sure that you actually know what you're doing. Know the technology and understand the finances behind it, and also understand the risks when you're doing any type of investment. But cryptocurrency and the blockchain, we'll have a lot more to do in the future I do believe, particularly with the potential uses for it. It can be used for polling and voting and a lot of ways, when we look at the recent elections and how the votes got mixed up we'll say or lost, and, you know, Atlanta and Florida vote issues. I think the use of the blockchain could be a beneficial thing in that you could submit your vote. It's all handled within the blockchain, and no middleman has any say in involving himself in that.Zach: No, I 100% agree. I think that there's so much power in kind of eliminating opportunities for bias, right? So a lot of times when we talk about bias, conscious bias, unconscious bias, a lot of times we try to figure out ways to change the individual, and maybe I'm being a bit of a cynic, but I think, you know, another angle that we could go from is let's just eliminate the opportunity for you to even be biased. Let's just make it anonymous, right, where can. Let's eliminate avenues for folks to be discriminatory, and let's make sure that, you know, where we can, we empower people, and empower the most, like, objective playing fields possible.Eva: Definitely. I think that there's a power in it, and that's because the black community holds so much power, and the brown community holds so much power, and I think that harnessing it and working together could create a very mighty force.Zach: Now before we get out of here, you know, any parting words? Shout-outs? Any special projects that you're working on? Anything at all that you'd like to share with us?Eva: I would--I guess my parting word is that everyone, please read your privacy policies and understand the way that your data is used, and from a professional standpoint I would say to just keep, you know, working hard and moving forward. I think that my career has largely been based on faith and intention, and things seemed to just work out the way that they're supposed to. Every setback has always ended up landing me where I want to be, including--I would say this move was an exciting and scary adventure, but it was definitely worthwhile. So I'd just encourage everyone to find their passion and work hard, and also protect your data. Protect who you are.Zach: Amen. You know, we might need to call this podcast episode "Protect Ya Neck." What do you think about that, Eva?Eva: Right. [laughs] I like that title.Zach: [laughing] Oh, man. Well, that does it for us, y'all. Thank y'all for joining us on the Living Corporate podcast, a Special Series sponsored by the Coalition of Black Excellence. To learn more about CBE check out their website, www.cbeweek.com. Make sure to follow them on Instagram @experienceCBE. Make sure you follow Living Corporate on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you'd like for us to answer and read on the show, feel free to email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been listening to Eva Pulliam, associate at Arent Fox. Peace.</itunes:subtitle>
      <itunes:summary>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with Arent Fox associate Eva Pulliam. She discusses her career journey up to this point and shares valuable advice pertaining to privacy and security concerns. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.
Learn more about CBE Week here! https://www.cbeweek.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Through our partnership with the <a href="https://www.linkedin.com/company/18453550/">Coalition of Black Excellence</a> founded by <a href="https://www.linkedin.com/in/ACoAAA2p5B0B1xur-4itYnKmFAufgAG3C8-1hkg/">Angela J.</a> we have the pleasure of sitting down with Arent Fox associate <a href="https://www.linkedin.com/in/eva-pulliam-94452814">Eva Pulliam</a>. She discusses her career journey up to this point and shares valuable advice pertaining to privacy and security concerns. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.</p><p>Learn more about CBE Week here! <a href="https://www.cbeweek.com/">https://www.cbeweek.com/</a></p>]]>
      </content:encoded>
      <itunes:duration>1193</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Season 2 Kickoff Show</title>
      <description>Zach and Ade officially kick off Living Corporate Season 2 by announcing new… well, just about everything! New guests and blog posts, weekly tips provided by Tristan Layfield, and even new background music! They also discuss the expansion of Favorite Things and listener letters for Season 2.
Email us at livingcorporatepodcast@gmail.com or send us a DM on any of our social media platforms to submit your Favorite Things and listener letters!</description>
      <pubDate>Fri, 25 Jan 2019 07:51:00 -0000</pubDate>
      <itunes:title>Season 2 Kickoff Show</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>2</itunes:season>
      <itunes:episode>44</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>Zach and Ade officially kick off Living Corporate Season 2 by announcing new… well, just about everything! New guests and blog posts, weekly tips provided by Tristan Layfield, and even new background music! They also discuss the expansion of Favorite Things and listener letters for Season 2.Email us at livingcorporatepodcast@gmail.com or send us a DM on any of our social media platforms to submit your Favorite Things and listener letters!TRANSCRIPTZach: Ayo!Ade: What's good?Zach: We're back, we're back. What's going on, everybody? Welcome to Living Corporate Season 2.Ade: Sure is.Zach: Season 2, let's go. Look, more intentional--is it more intentional? Does more intentional--is that grammatically correct?Ade: I--I do believe so, yeah.Zach: Okay, great. More intentional. Bolder. More fun. What kind of topics do we have this season, Ade? I feel like we've got some hot stuff.Ade: We do. So this season we're gonna be talking about interesting stuff like supporting black when at work, which I personally am a fan of. Being disabled while other at work, respectability politics. I mean, the real behind the helpfulness of HR. Being Latinx at work. We have a ton more content. We got some great feedback from the blog last season as well, so we're continuing that this year. Definitely, definitely, definitely make sure you check us out. It'll be on our website, living-corporate.com, and on our Medium page.Zach: In the off-season, right, we actually made some moves, okay? So we bought more domains, right? Okay, so we got livingcorporate.tv. We got livingcorporate.co. We got livingcorporate.org. We really have every Living Corporate. We have livingcorporate.net, right? We have every Living Corporate besides livingcorporate.com, because Australia owns livingcorporate.com. Ade: Hold on. Now, this is the first I'm hearing of this. I have to fight Australia for--what?Zach: So it's a company in Australia, yeah. Yeah, yeah. Yeah, they have livingcorporate.com, but we have all the other Living Corporates without the dashes, right, and the hyphens, so we're making these moves. Definitely excited about the blog. Like, that's gonna be great. Like, everybody isn't a podcast person, right? Like, we have this podcast. We love our podcast. The podcast is probably 90%, 95%, right, as we currently stand of what we have going on, but we want to better diversify our media offerings, because people engage in content in different ways, and we really believe in what we're doing. I would hate--I would hate for all the great things that we have going on to not be captured or not be absorbed rather. And speaking of more content and engaging people in different ways... some of y'all probably remember Tristan Layfield. Ade: Aye.Zach: Yes. He was a guest on the show last season on the episode--it was a B-Side for Landing the Job of Your Dreams. And he's a resume subject matter expert in terms of how to write them, and he's a career coach. Doing great stuff, right? Doing great stuff, and he's graciously offered to be a part of the Living Corporate team for Season 2 to give y'all his own nuggets of wisdom, and he's gonna put 'em on the show.Ade: Amazing. Shout-out to Tristan.Zach: To me that's crazy, right? Shout-out to Tristan Layfield and Layfield Resume, man. Like, shout-out to those folks over there. He's doing great work. In fact, can we get some applause? Can we get some applause for us right now, like, collaborating, sharing spaces?Ade: Totally.Zach: I mean, come on. Let's do that. Let's do that. Maybe even some air horns too, I don't know. That reminds me though, [inaudible] sound effects, drops and stuff like that, we're also gonna new background music this season. Now, look. We got a lot of feedback. People are really feeling the background music. I'm gonna call it blackground music, right? It's jazzy. It's soulful. It's refreshing, right? It's good. It's good. We've gotten good feedback on it. So we're excited about the fact that we're gonna have some new blackground music this season and new mixes for our SoundCloud. So look, we have a decent amount of followers on SoundCloud. Of course we have our most followers on Instagram, but look, on our SoundCloud, y'all, we drop mixes and, like, custom music. I know, I know, I know. You're like, "What? Y'all doing a lot." I know. Ade: We got the aux cord.Zach: We got the aux cord, we got the aux cord. And listen, the mixes are fire. They're not--there's no profanity or nothing on 'em, so when your colleagues at work, when they ask, "Hey, Jamal, do you have any music you'd like for us to play? We're having a late-night working session here." This actually happened to me when I was in Japan working with my colleagues. They were like, "Hey, let's get some music going on. Let's get some music going on." So one of my colleagues, I'm not gonna say who it was, wanted to play some Nickelback. I was like--Ade: Now, hold on. Hold on, hold on. What? Zach: Okay. So Nickelback, yeah. And I'm like, "Hey, uh, Brock, if you could just hand me the charger--hand me the aux and I'll handle it." And I take the aux cord, I'm playing the music, and let me tell you. Fire. We had a good time. They were like, "Ooh, what mix is this?" Then--another example and I'll stop--I had an orientation. So at my job, my new job, orientation. For some reason they were like, "Hey, our music isn't really working." Like, "Our playlist isn't working." I said, "Okay, cool." I plugged in my little--plugged in the SoundCloud, right? Work and Weekend Vibes Volume 1. Man. The guy, right? Senior guy who was coordinating the whole thing goes, "Hey, this is--hey. Hey. Hey, guy! Hey. Music's pretty good." I said, "Thank you. Thank you." It was great. It was great. We had a great time. So the point is we're gonna have more of that, okay? And it's gonna be fire, so we need y'all to check it out. Now, I talked about drops, right? Like, we talked about kind of, like, sound effects and stuff like that. Ade, what kind of drops should we have? Like, we're not a hip hop podcast, right? Like, we're not gonna have gunshots, right?Ade: I mean, you know what? I just feel like there are occasions in which something so fire was said that a gunshot or two might be appropriate. Zach: [laughing] That's so problematic.Ade: Listen, listen. I just feel as though there are some celebrations that require a *brap-brap* or two.Zach: A *brap-brap*! [laughs] Well, the funny thing is that culturally, right, culturally, like, there are different--you know, it's just--it's different. I've seen videos, man, of cats, like, just--I saw a video at a wedding. Everybody had guns, shooting them thangs off at the end, right? Like, as opposed to throwing rice they was throwing bullets in the air. It was crazy.Ade: So listen, as someone who has been to many a Jamaican function, yes. That's all I'm gonna say to that.Zach: Word? That's the wave? That's the wave? I don't know. That's--wow.Ade: I mean, a graduation, a baby shower...Zach: A baby shower? They're shooting--wait, whoa, whoa. They're letting 'em go at the baby shower?Ade: Nothing is complete--no celebration is truly complete until there's gunshots in the air.Zach: Until you let them thangs go? Wow. So this is the scary part about gunshots, right, is that when you shoot 'em up like that, I mean, just because of the way that gravity works, they're gonna fall, right? They're gonna come back.Ade: [laughing] What goes up surely must come down.Zach: [laughing] They're coming down. Can you imagine? Like, that is scary. You're in your house and you hear [sound of bullets dropping], and it's not rain? Like, "That is the smallest, fastest hail I've ever heard in my life."Ade: All I want to say is that [the sound Zach made] is not how guns sound.Zach: [laughs] When they fall. When they fall though. When they fall.Ade: You know what? I still don't feel like metal sounds like [the sound] when it falls on the ground. Feel free to correct me on this one.Zach: You don't think so? [laughs] I just think--I just think because they're so small. Like, they're bullets. They've already been fired, so they're not--Ade: I mean, that's cute and all, but metal just doesn't sound like that.Zach: It don't sound like that? That's [inaudible].Ade: No. I also know that if I ever need some on the spot sound effects you're not gonna be the guy that I go to for--Zach: Wow. My sound effects are fire.Ade: Are they though? Because thus far you've given me [the sound] and *brap-brap*.Zach: So I've asked you--so look, we've completely derailed, right? I asked you what sound effects we need. You've only--you've suggested gunshots.Ade: Okay, first of all, I didn't suggest gunshots. I said that gunshots should not be entirely out of our arsenal--see what I did there?Zach: Wow. Bars.Ade: [laughs] Should not be entirely out of our arsenal of sound effects. That's all I am saying personally.Zach: So what are we thinking? Are we thinking, like, maybe stuff from, like, a different world? Right? Like, I don't know--Ade: You know what? I don't--I feel like we should stay away from, like, sitcom-y sounds, but also just not be dead... so there is an in-between here, and we just have to walk the road and find it.Zach: We do. So yeah, more on that. We'll figure out what exactly those sounds are.Ade: See the wisdom I just applied there without saying anything at all?Zach: No, no, you did. No, no, it was good. It was good, it was good. Ade: I appreciate my roses when I get them. I'm sorry. I'm acting a fool today. All right.Zach: Okay.Ade: Back to it. Favorite Things are back.Zach: Yeah, they back.Ade: However, this year--stay with me here--we want y'all to submit some of your Favorite Things.Zach: There you go.Ade: That's right. I'm tired of being clowned for my Favorite Things. I feel as though it is only fair that we open up our space to include others, open up our horizons by sharing with us what brings you some joy or the next week or the week after that.Zach: And you know what? Speaking of, like, sharing things, like, let me just--let me just talk about what we're sharing today, okay? We're sharing space. So you may say, "Well, yes, Zach, we are sharing space in this corporate structure as non-white people in majority-white working places, and yes, we have to figure out ways to share and navigate space--" No, no, no. I'm not talking about. I'm talking about we're practically sharing space today. Ade is sharing space in a golf room of her--of her apartment. So if you hear this, like, whooshing sound in the background, those are not beheadings. That's a man swinging at a golf ball with fiber in his being. He is hitting it as hard as he possibly can. He knows--Ade: As hawrd? Zach: Hawrd. Hawrd, yes, as he--as he possibly can. He knows that we are in this room, and this is how he's choosing to share the space with us. So--Ade: I just--first of all, he's--like, this is--this is the intended purpose of the room.*SMACK*Ade: That's one. Two, let it never be said that I don't go to some extremes for Living Corporate, okay? Because I have recorded--Zach: No, you've made--this is up there with when you recorded that show with Christa in the closet with all the blankets on top of your body.Ade: I have contorted myself into some very interesting places for Living Corporate, so I just--again, I appreciate my flowers when they are given to me.Zach: No, you are--you are appreciated, it's just I don't want to be implicated in any type of murder.Ade: See? See? Why you gotta be like that? *SMACK*Zach: Because it sounds--because it sounds so scary to me, right? Like, it sounds--Ade: Imagine being the person.Zach: Man, no, no. That sounds terrifying. Okay, let's continue. So I know we talked about Favorite Things. Listener letters.Ade: All right. Listener letters. So we're taking both Favorite Things and listener letters, wherever you're choosing to submit them. So whether you want to email them, DM us on social media--preferably Instagram, but wherever we be at, you be at--submit your Favorite Things, and we will absolutely shout you out, share your Favorite Things, and maybe talk through some of the irritating things, or awesome things, that are going on in your corporate world. So if you want to talk about your coworker accusing you of stealing their lunch, drop us a line. If you want to talk about the amazing win that you've had or the proposal that you just won or the grants that you just wrote or just about the fact that you don't feel like you're getting anywhere in your career at all. Whatever it is you want to share, let us know. We're here. What else?Zach: I mean, that's a good--that's a good point. We really want--we definitely want the letters, right? And we definitely want the Favorite Things, so just submit 'em. Like, we're flexible. We're available, right? We're here for y'all. We got all these domains, right? We got all these different social media platforms. DMs open on all of 'em, you know what I'm saying? You just hit us up. Of course we prefer it in email, so who cares? Send it to us.Ade: [laughs] Who cares what our preference is?Zach: Yeah, who cares about our preference? We are here to serve y'all. That's serving leadership, you see what I mean? Because we love y'all, you hear?Ade: I see you, change manager. I see you. Zach: That's right. Look, you gotta put yourself last, okay?Ade: I don't know about all that. [laughs]Zach: [laughs] "Wait a minute. Hold on."Ade: [laughs] Hold on, now. Nah, nah.Zach: "Hold on, hold on. Not last. Maybe not first." What about second to first? All right, so what else? Okay, yeah, yeah. So look. Now, we've said this--we've said this multiple times, and I need, like, some--I need, like, some softer sentimental music, kind of like the music before you donate to those dogs and stuff with their eyes all big and the cats, and they look all sad. I need that in the background. Ade: [supplies sad music acapella style]Zach: Listen, y'all know that we need 5 stars. Y'all know that we need 5 star ratings.Ade: You know I'm not about to do this with you, right? [laughs]Zach: For a simple two seconds. A one-time donation of 2 seconds. You can actually contribute to the over-arching health and promotion of the Living Corporate podcast if you just slide over to iTunes, the podcast section. Scroll down on Living Corporate's little page on the podcast. It's gonna say, "Leave a review. Leave a rating." You're gonna take your finger, and you're gonna just press 5. 5 stars. Ade: 5 of 'em.Zach: Do you have 5 on it? 'Cause I've had 5 on it, okay? Ade: [singing] I got 5 on it.Zach: Now, we're not gonna get copy--we're not gonna sued for that because we didn't play the audio. Ade: We didn't, and also Jordan Peele has made it kind of creepy, so...Zach: Yes, he has, and so we actually probably won't even reference that again. Ade: Yeah, that's gonna be the first and the last time we do that on the sh ow.Zach: Facts. But look, really, we need 5 stars, okay? So please do us the favor of giving us these 5 stars. And look, let me just go ahead--so that was the--that's kind of like the carrot, you know?Ade: Okay. First of all--there's no stick, number one. Number two, I just want to say we also appreciate your comments that come along with those. So if you want to share any feedback, if you'd like us to bring any guests back or a rerun episode or maybe get a little bit deeper on a topic that we've discussed in the past, let us know. But yeah, give us the 5 stars.Zach: So there's no stick, so I didn't mean it that way. That was me being softer, right? But, like, let me just be practical. We have, like, thousands upon thousands of downloads on our podcast every month, and yet we only have, like, 120 reviews. Ade: It's very hurtful.Zach: Right? It hurts me, right? I'm like, "Yo." And then people will be like--and then people be on Instagram, "This podcast influences me the most every day. I love listening to this podcast," and I feel the love, I do, but I would feel it more if I could get some of these 5 star reviews. So what can we do to, like, help support 5 star reviews? Like, how can we--how can we encourage the audience to participate in 5 star reviews, Ade?Ade: I have an idea.Zach: All right, go ahead.Ade: We could do giveaways. Zach: Giveaways? Giveaways is a--okay, okay, but what are we--what are we giving away? 'Cause it's not like we have--Ade: If you send us screenshots of your review, you enter a drawing. How's that sound?Zach: Right, but what do we have though? It's not like we have any, I mean--Ade: I mean, we do have Living Corporate mugs--hold on, I'm pretty certain we do. We have mugs.Zach: So that's an announcement, right? So that's, like, a two-in-one, right? We have mugs, and we're gonna do giveaways.Ade: Aye.Zach: Okay, so we do have mugs. I agree that we should do giveaways, so let's do that. Yeah, so we have, like, these Living Corporate mugs, y'all, and they're actually pretty cute. They're really cute. They're big, so, like, you know, you can put a lot of whatever your drink of choice is.Ade: Coffee. We're drinking coffee.Zach: Coffee. Listen, let's not--Ade: Although if you're making--if you're adding a little whiskey in there, that's between you and your cup.Zach: I've seen it. It's potatoes between you and your cup. Don't ask me about what's in my cup, you know? I won't ask.Ade: I really feel like that needs to be a thing. "Don't ask me about what is in my cup."Zach: Don't ask me about what's in my cup. No, I mean, I've seen it, and, you know--like, you see it on TV a lot, right? And I don't think it's, like, crazy, but I have seen people have a little something at the bottom of their drawer for the end of the day. I've seen that before. More so in industry. I've definitely never seen it in consulting, but I have seen it in industry. So okay. Cool, cool, cool. So yes, we definitely will do the giveaways. And they're not on the website yet, right? Like, we don't have the merch on the website, but we do have mugs. And we're not popping enough, I don't think, to justify us trying to sell y'all some mugs, okay, but we do have mugs that we can give out for free to encourage y'all to support the Living Corporate team.Ade: Word. Zach: What else? What else? Okay, okay, okay. So, you know, really this season of Living Corporate--so, you know, we learned a lot, right? Like, last season, of course it just being our first season--we're not even a year old yet. You know, coming in, just trying to figure out, like, what the tone is gonna be, how we address topics. And so y'all, really though, expect more intentional, like, commentary and content and just, like, general topics. Expect more fun, right? So we're gonna try to be a little bit more laid-back. Last year was really scripted. We got that feedback a lot, but we were trying to just make sure that we were keeping things succinct and tight, and we didn't want to miss--Ade: Because as you can see, we have a tendency to stray completely off-topic and wander down alleys of distraction, but--Zach: But, you know, it is what it is. And the thing--and the thing about it is, I think--I think the other point is, like, more people than not have said, "Hey, you know, we'd really like to, like, get to know y'all more." Like, "We'd like to get know you and Ade more, understand y'all's relationship. We'd like to get to know other people on the team. You said you've got other folks around." Like, "We'd like to get to know people more," and I think there's way that we can both approachable and personable and at the same time being, you know, still--like, still stick true to what it is we really ultimately want to talk about. But yeah, I just wanted to let y'all--just say that part, because we're really excited about this season, you know? Y'all know. Y'all know it's a crazy time out here. 45 got all us messed up. Yeah, I said it. I said it. Ade: I mean, these are just facts.Zach: They're facts. They're facts. They're facts. They're Facts Kellerman, okay? They're--[laughs] Hey, side-note. So apparently somebody in the DMV--Ade told me that some people be walking around saying "factory." [laughs]Ade: Hold on, what?Zach: So, you know, people will be like, "Facts." Ade: That sounds--that sounds like something that you say in, like, Waldorf. Zach: [laughs] You said "factory." Like, "factory?" That's not--no, factory is a whole different word. That's--no, that doesn't work.Ade: Nope, nope. And I know that there is, like, a trend of saying things are true when they aren't, word to your president, but...Zach: Factory.Ade: I'm here to categorically deny any and all claims that we say that in the DMV. We just--we do not.Zach: Yeah, no. That's not gonna work. Ade: Actually, let me not--let me not do that, because the teeny-boppers might. But what do they know? They're teeny-boppers.Zach: They don't know. They don't know. "Factory" is not the way. "Factory" is a whole other word. But the point is, you know, it's just a crazy time. Like, we know it is. We see--we're seeing stories of, like, blatant inequity and inequality and oppression and just general wrong-doing every day, and, you know, there's plenty of spaces that you can engage for, like, fairly moderate, semi-safe, (rarely?) wholly-safe discussions around--dialogues around race. Or, you know, you can tune into CNN or whatever for that. You can tune into anything else for that. Like, we're trying to have, like--Ade: Tune into who?Zach: I was saying, like, CNN. You know CNN. They'll be like, "A Dialogue On Race: Part 1." "A Dialogue On Race: Part 2." You know? Like, we're not trying to have quote-unquote a dialogue. Like, we're trying to really center and respect and give credence to the perspectives of people that are not often heard, right? Irrespective of how senior they may be in the organization or what their education level is. They're not heard, they're not seen, and so, like, we're trying to drive content that centers them, that affirms that, and that really continues to encourage folks to be thoughtful and empathetic to their neighbor. And, like, that's what we're trying to do. So, you know, this season is gonna be--our hope is it's gonna be way more courageous in that way. Not to say we weren't courageous in Season 1, but, like, I want to--I want to be more courageous season-to-season, right? Ade: Right, and to add to that and not interrupt you--my bad.Zach: No, you're good. You're good.Ade: Part of centering the voices of black and brown folks in this space means we're not going to be doing the "there are good people on both sides" BS, because I'm sorry, like, you're not gonna equate my voice to that of a Nazi.Zach: Right, yeah. That's super true.Ade: That's, like--of all the things that we're gonna do, that's just not going to be one of them on this here platform. And I'm sure there are--I mean, there are plenty of spaces in which you could do that. This just is not going to be one of those, and I'm perfectly comfortable categorically saying that.Zach: Yeah, straight up. Because this is the thing, like, it's not--and I think that's the other issue, like a lot of times when we have conversations like these, we present it like, "Oh, well, you know, both sides just need to understand." Like, no, both sides don't really need to understand. Like, one side needs to be more empathetic and conscious of their behaviors, actions, and their privileges, and the other side--the other side don't need to do nothing. Like, nah. I was gonna say we should be more--you know, we could be gracious and just kind of, like, be willing to receive the help, but, I mean, nah. Like, a lot of times we don't even necessarily need help as much as we just don't need harm. You know what I mean? And so anyway, I--Ade: You're my fav, Zach.Zach: What'd you say, Ade?Ade: You're my fav.Zach: [laughs]Ade: 'Cause you got there, 'cause I really was about to be like, "What was that?" No, but the fundamental premise remains that it's actually harmful that the conversation is constantly asking those without power to be gracious and to have mercy and be kind and do all of the emotional labor for those with power, and I'm not just speaking to racial dynamics. I'm also speaking in any and all forms of--and we know that intersectionality is a thing--but speaking to any and all forms of misaligned dynamics, power dynamics, and the onus is almost always on the oppressed to coddle the oppressor, and I'm just gonna say that 2019, it's not--that's not the wave we're on. You're either catching up or you're getting left behind, and I feel like we just took a very, like, sharp revolutionary turn [inaudible], so let's dial it back and talk about our social media. [laughs]Zach: [laughs] Man, it did. I was like, "Dang, if I take that ball back and I continue with this wave, the next pivot's gonna be too aggressive." Let's transition back onto Instagram.Ade: [laughs] Right? This is the kickoff episode. Let's treat it as such.Zach: Yeah, yeah, yeah. Ade: And we've definitely been going on for a nice little while now.Zach: [laughs] Well, this is the thing, right? Historically you're absolutely right, that it's often been the oppressed's job to massage the feelings, emotions, of the people who have--who are the oppressors, who are the people with authority, who have the power, privilege and access.Ade: One more thing and I promise I'll shut up.Zach: Go ahead.Ade: I won't.Zach: No, don't shut up. Go ahead.Ade: Here's the other thing. I wonder how much more we could be doing, and by we I mean just people who fall on the wrong side of the power dynamics. I wonder how much more we could be doing if we didn't expend all of this time and effort and energy and just emotional labor on managing the emotions of others, right? I wonder how much more--I think of it as "If I spend all of this time thinking through what my words will sound like as a woman, as a black woman, as a black immigrant, as a queer woman, as a Muslim..." Like, all of these things. So I think about all of the time that I think that I spend expending time and energy on making sure that I present myself appropriately. If I just took some of that time back, do you know how much more time I would have? How much more energy I would have to expend on things like sleeping?Zach: Straight up.Ade: Right? Or...Zach: Exercising. Drinking more water.Ade: Drinking more water, which--by the way, if you're listening with us right now go ahead and grab yourself a glass of water and just sip.Zach: Take a sip.Ade: Take a sip. Anyway, but I think the fundamental point remains that--and I'm not saying that everyone goes around all of the time carrying that weight, but it is a significant amount of time, and it's almost not even a conscious thing that you do anymore, that you, as a woman, apologize for speaking in a meeting. Like, "Sorry, I just wanted to say that..." What are you apologizing for, sis? Just say what you have to say. Say it with your chest. But that's part of this, like, training that you get as being the person on the wrong side of the power dynamics. In 2019, I would just like to say "That's done." That's canceled. That is over.Zach: That is canceled. We're not doing that, and, like, we really want for people to come here and genuinely feel affirmed. Like, I'll give a really quick story. So, like, when I was in Japan--first of all, Japan is amazing. I can't wait to go back. Beautiful country. I was in Tokyo. It's a beautiful city. And I'm walking just--like, I'm walking down the street, and I see, like, another young black man, and we kind of look at each other. I give him the nod, he gives me the nod, and I'm walking, and then, like, I kind of turn over my shoulder, and he's, like, turning over his shoulder at the same time, and, like, he's looking at me. Like, we're looking at each other again, and we smiled, and I just kind of--I turned back around and I was just like, "Dang," and, like, I ain't gonna lie. Like, call it corny, call it cheesy or whatever. That made me feel really good. Like, I felt great, and I carried, like, this little awkward smile with me for, like, I don't know, maybe like a minute, right? And there were no words exchanged. There was just a certain level of just--there was a certain level of power and just love that you felt from just being acknowledged and seeing someone in a space that you did not expect to see someone that looked like you look like you, and then they see--y'all see each other. And, like, Living Corporate, I think that whatever we can do to give--I would love for everybody to feel that feeling that I had that evening, for those, like, 65, 70 seconds. It was a great feeling.Ade: That's dope.Zach: Yeah, straight up.Ade: All right, let's close this out.Zach: Oh, yeah. Social media, social media. [laughs]Ade: Yeah, so follow us on social media. [laughs]Zach: [laughs] Okay. So on Instagram we're @LivingCorporate, on Twitter we're @LivingCorp_Pod, then we got--well, Living Corporate, if you just Google us, you'll see us on LinkedIn. We're everywhere, so make sure you check us out. We're everywhere that y'all are, and I think that does it for us on the show. Remember, this is the kickoff. We have more content coming for you. [in accent] More fire for your head top. Was that a good accent? Or not really?Ade: No, sir. Please never do that again. Be blessed.Zach: [laughs]Ade: No, be best. Don't do that.Zach: Be best. [laughs] Ade: Whoo, all right.Zach: All right. Well, this has been Zach. Ade: This has been Ade.Zach and Ade: Peace.</itunes:subtitle>
      <itunes:summary>Zach and Ade officially kick off Living Corporate Season 2 by announcing new… well, just about everything! New guests and blog posts, weekly tips provided by Tristan Layfield, and even new background music! They also discuss the expansion of Favorite Things and listener letters for Season 2.
Email us at livingcorporatepodcast@gmail.com or send us a DM on any of our social media platforms to submit your Favorite Things and listener letters!</itunes:summary>
      <content:encoded>
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      <itunes:duration>2026</itunes:duration>
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      <title>#CBEWEEK : Clayton Bryan</title>
      <description>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with 500 Startups venture partner Clayton Bryan. He sits down with us to discuss his career journey up to this point and to share valuable advice for young leaders and founders, particularly in the VC space. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.
Learn more about CBE Week here! https://www.cbeweek.com/
Learn more about Transparent Collective: https://www.transparentcollective.com/
Learn more about HBCUvc: http://www.hbcu.vc/
Check out the Dorm Room Fund: https://www.dormroomfund.com/
Check out 500 Startups' VC Unlocked: https://education.500.com/</description>
      <pubDate>Mon, 21 Jan 2019 06:45:00 -0000</pubDate>
      <itunes:title>#CBEWEEK : Clayton Bryan</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>43</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/01238c8e-f2a5-11ea-88c4-cba69ac99348/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with 500 Startups venture partner Clayton Bryan. He sits down with us to discuss his career journey up to this point and to share valuable advice for young leaders and founders, particularly in the VC space. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.Learn more about CBE Week here! https://www.cbeweek.com/Learn more about Transparent Collective: https://www.transparentcollective.com/Learn more about HBCUvc: http://www.hbcu.vc/Check out the Dorm Room Fund: https://www.dormroomfund.com/Check out 500 Startups' VC Unlocked: https://education.500.com/TRANSCRIPTZach: What's up, y'all? It's Zach, and listen, y'all. Living Corporate is partnering with the Coalition of Black Excellence, CBE, a non-profit organization based in California, in bringing a Special Speaker series to promote CBE Week, an annual week-long event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement that will positively transform the black community. This is a special series where we will spotlight movers and shakers who will be speakers during CBE Week. Today we are blessed to have Clayton Bryan. Clayton has over 12 years of experience in the tech space, initially working as a marketer. He transitioned into business development and over the past 3 years has worked in venture capital. Currently, as a venture partner at 500 Startups in San Francisco, Clayton is focused on the media, e-commerce, and frontier tech. Clayton is also one of the co-founders of Transparent Collective, a non-profit launched to help founders of color connect with investors and mentors. Prior to returning to the Bay Area, as a member of the Dorm Room Fund team in New York, Clayton worked with and invested in some of the best and brightest student-funded startups on the East Coast. With that being said, welcome to the show, Clay. How you doin', man?Clayton: Zach, I'm doing great, and to all the listeners out there, good evening, good morning, good afternoon, whenever you might be listening to this. Happy to be here, and looking forward to, you know, having a good conversation.Zach: Absolutely. So look, man. Of course I read your profile in the introduction, but for those of us who might be wanting to know a little bit more--I know I'm one of those people--would you mind talking a little bit more about yourself and your journey?Clayton: Sure, happy to hit on some of the high notes and the milestones. So I'm originally from the Bay. Big shout-out to Oakland. And, you know, growing up I always felt this gravitational pull towards technology. I was fortunate to be able to have an Apple II back in the day and played, you know, some games on that, everything from, you know, Oregon Trail to Mavis Teaches Typing, Mavis Beacon Teaches Typing. Yeah, those are some of the OG titles.Zach: Oh, wow. Yeah, yeah, yeah. Let me ask you this real fast about those games though. Did you ever played this game called Gizmos and Gadgets?Clayton: I don't recall that one. That one--Zach: 'Cause man, it was really dope. Okay, okay, but you said Oregon Trail. Did you ever play that Mario typing game? Where you type and then Mario moves?Clayton: Oh, yeah. Yeah, that was a classic too, you know? So for everyone from that era, you know, those were great, and I think that they did a good job of really kind of getting a lot of folks into technology and just, you know, bringing up that awareness. And so once I saw the application of that--and then I also was able to go to, you know, great places as a kid growing up in this area. Places like the Lawrence Hall of Science up in the Berkeley Hills, and, you know, really getting to see all of these cool things happen with science. And so when I got to high school I started to code a little bit, and I took CS in high school. When I got to college, I thought that was gonna be my track as well, but I happened to go to a school where there's a really tough computer science program, and I was like, "Actually," you know, "I think I'm a little more creative than this." So I wanted to touch technology, but not necessarily from the coding perspective, and so I became actually--I was a poli-sci and economics major, and then when I graduated I joined Yahoo as a content marketer, and I was there for a couple years. Then I decided I wanted to go do the startup thing, so I worked at a couple different startups, and that's when I first got--started to really hear the term "venture capital," and back in the 2000s it was a very different time and place within Silicon Valley and the way that we think of things. Investors weren't blogging, they weren't tweeting. It was very obscure as to what investors actually did. Now it's different. Now, you know, you see--it's kind of a who's who on Twitter. Twitter has a VC category you can follow. There's Medium. It's just very easy to kind of stay plugged into that scene if you really want to learn how different investors are thinking. There's a lot of information out there. Back in the 2000s that was not the case, but I was very fortunate at the time--one of the companies I was working with, we had done a Series A and a Series B--and also the check sizes were much different than a Series A and a Series B were today--but I was the seventh hire, and I got to really see, you know, what these meetings with investors look like, and I was exposed to that, and I was like, "This is kind of cool. This is interesting," and that's really, you know, kind of planted the seed for me to want to be on that side of the table. And so fast-forward a couple years. My first--my first kind of role where I was in an investor-like seat was running an accelerator program that focused on underrepresented founders, and so through that program I got to know a lot of folks who I'm gonna shout-out later on in, you know, our conversation. But I got to see--I was even closer, but the problem with that program was that we were not writing checks, and I wanted to actually deploy capital. In order for me to feel comfortable doing that I decided, "Okay. Well, I want to go back to school," which was kind of a controversial decision at the time, because I still think MBAs are not necessarily all that welcome within the space, but I think it's changing now. But for me it leads--the decision was to go back, learn more about finance, build up that skill set, and then finally venture out as a venture capitalist, and so that's what I've been doing since 2015, and I've been incredibly blessed to join a great team at 500 and incredibly blessed to be a part of something called the Dorm Room Fund. And yeah, that's my journey in 3 minutes or less.Zach: Man, that's incredible. And, you know, it's interesting--you know, to your point about some of your decisions being a little non-conventional, still--you talked about yes, there's definitely more information to learn about venture capitalism and being a venture partner. However, Clayton, I have to be honest, man, I'm still really kind of confused when I think about the role of a venture partner. So, like, would you mind sharing a little bit more and kind of breaking it down, what it is your role entails? On, like, what you actually do on a day-to-day basis?Clayton: Sure. And, you know, I think--before I answer that I'll answer a question that I think is a good kind of intro or good for just context in terms of, you know, "Well, how did I get here?" And "Is there a certain path?" Right? I think a lot of folks that want to get into venture are like, "Well, how can I also get into venture?" And I think, you know, a couple years ago there were maybe two different pathways in, where, you know, being a founder that had success. So exited a company, sold a company, right? That was a path. Another path would be, you know, becoming an executive at a top internet company, a big brand that, you know, everyone in the States would know, and then really develop a skill set in sales or marketing or even people ops, and then market yourself to one of these firms as being able to add value. But today, you know, there are so many different firms that are popping up, and I think that if you talk to the folks that are at these firms, they all have different pathways in. And so I think the primary thing is just to have that interest and really network, and be beneficial to founders. Be beneficial to folks that work at these firms. Do the job before you have the job, and I think that's a great way to do it. And there's great programs out there, like HBCUvc, Dorm Room Fund. There's a lot of different programs out there, depending on where you are in your stage of life. We have one at 500 that's called Venture Capital Unlocked. First Round Capital has one called the Angel Track. So there's a lot of programs out there that will help you, you know, kind of get the right skills, because things change so frequently within this space. So I would say that was a little bit of a prelude to the next thing, which is "What do I do on a day-to-day basis?" Well, you know, no two days look alike. I would say the core of my duties, really I'm out here trying to help founders, and so I'm meeting with founders all of the time. If you look at my calendar at any given point in time, there's a lot of meetings with some of the current investments that I have, some of the investments that are a little bit more mature, meaning that, you know, I'm not working with them on a day-to-day, because we have an accelerator program, and so we're--it's essentially like a boot camp for entrepreneurs. So we're helping them with their marketing, their sales. We're helping them really craft the way they're thinking about their investor strategy, and then also with the execution, because a lot of the folks that come through our program, you know, they might be really good at their core competency, whether that's, you know, data science or agriculture tech or spinning up something--you know, some kind of hardware play, but when it comes to the nuances around going out and fundraising and selling your business to the investor audience, it's a little bit of a different type of game. So just understanding and acquainting yourself with the language and the types of models and terms that are being used at this stage. I'm talking about things, you know, as far down as, like, customer acquisition costs, but just understanding things like, you know, your revenue, your different growth rates, right, and how to present that in a way that's meaningful, impactful, but translates well into the minds of investors. So a lot of what I do is coaching. I'm always looking for the next best--the next greatest thing, right, that I can invest in, but even if I can't invest in it right now, I still need to be able to talk to with those founders, help them as much as I can, because I'm always looking for potential, and that means a couple--that means a lot of different things to a lot of different people, but I'm out there always looking for potential. So a lot of what I do I categorize kind of as just, like, helping founders. That would be one big category, and then other things that I do is meeting with other investors and really trying to assess how they're looking at the market or markets right now, what's interesting to them, because as someone that's at the seed stage, I--at the end of the day, I need to have confidence that I can help my companies raise money, and if the later-stage players are not as actively looking for deals in that category, it might be--it might not be the right time. Timing is so big in what we do, right? It's a huge--I would say timing and [seeds?] are so important. So you really have to get an understanding, if you're a founder, "Is this the right time for me to go and fundraise for this business? Should I try to hunker down, just focus on product right now, and come out in 6 months when things might be a little bit different?" Right? So again, going back to that fundraising strategy piece, but a big part of what I do also is just networking with investors, networking with other stakeholders in the States, folks that might be doing products at Slack or Pinterest or wherever and just asking them, "What are you seeing that's interesting within your category," right? Because that's helping me make more informed decisions when I'm looking--when I'm crafting my theses, my investment theses, and when I'm starting to go out and I'm meeting with different founders trying to see "Can I find founders that think similarly about the way the future's going to be, and then can I back those founders?" And that's--at the core of my job, as someone that's thinking actively about my fiduciary to my [inaudible] partners, I'm constantly thinking about that, right? Constantly trying to think about the trends that not everyone else is seeing just yet, right? Especially at the early stage. That's what we have to do. We have to be able to look across--look around not the next corner but two corners, because we're investing at such an early stage.Zach: Man, that's just--that's incredible, and there's--you know, I have--I have a couple questions about that role and how you show up. Before I ask that question, you know, all of the things you're talking about and the brands that you're mentioning and the conversations that you're having, I'm curious, how many--how rare is it to see black men moving in this space? And I'll say--I'll just say people of color. I'll just say non-white folks to start, but then how--but how rare is it? It seems like it would be rare.Clayton: Yeah. I mean, like, it's rare to see women. It's rare to see Latinx. It's rare to see black men. It's rare to see anyone that doesn't fit a certain profile of what you're already named, right? And so it is rare, but I think it's starting to get better, and, you know, I can't quantify that growth rate, but I think that more and more investors are starting to realize that there's a need to have multiple perspectives, right? We can't all think the same when we're doing an investment. We can't all, you know, have been trained at the same academic institution and travel in the same social groups, because we're gonna miss out on big movements. And even on a geographical note as well. There's big things that are happening across the continent of Africa, right? And there's big things that are happening all across the world, and we can't just think in that tunnel vision of "What's the next greatest thing that's gonna come out of Northern California?" We have to think--we have to think beyond that, right? And so there are things that are helping. There are things that are getting us where we need to be, but I think that the pace can pick up. And I mentioned, you know, groups like HBCU VC, which I think are great, but we need more of that. We need more of that, and we need more funds like what, you know, Chris Lyons is doing with the Cultural Leadership Fund. We need a lot of that. We need to amplify that times 10 at least, because I'm not seeing enough folks that look like me and have similar backgrounds when I go to these different conferences, different networking events, and I think that's problematic when we start to really see, you know, what's getting invested in, who's getting invested in, right? There's steps out there that talk a lot about that, you know? Talk about the amount of fundraising going to folks of color compared to, you know, folks that are coming from, you know, I'd say more common backgrounds within tech, and it's staggering in terms of the disparity.Zach: You're absolutely right, and we actually had an--we actually had an episode about that last season where we talked about--where we talked about being in venture capital while black, being in venture capital while other, and we discussed the disparity and fund allocation to the point where--they were talking about certain demographics, it was, like--to represent it in dollars would've been, like, basically zero, right? So it's nuts, and that--to your point though about the role, you know, it seems as if your role requires, like, a cocktail of being able to kind of influence without direct authority, a lot of emotional and social intelligence, and then also all of that still being backed up by significant business competence. Can you talk a little bit about how you show up being, you know, one of the few, and what is it that you're doing in these spaces that are--that are majority white? And what challenges, if you have any, have come with that?Clayton: Yeah. I mean, I think it's just, like, being able to paint pictures. Like, for one, I mean, you definitely need to have your facts, right? You need to have your facts and your stats down, and you need to be able to help those around you, and I'm talking about other investors, see what these trends are telling me. I need to translate that over to them, right? And I need to translate it over to them in language that they will be able to understand, because at the end of the day, like, we're all here to try to, at minimum, 3X our money, if not greater, right? 5X, 10X, and sometimes, you know, if these other investors lack that background, they might not be able to understand things in the same manner, right? And this is why I think every board room--and you're starting to see this within big tech companies, like the Twitters and the Salesforces and the Googles of the world, where they're realizing that they're building products for the entire world, so they need to have a team that reflects that, right? And so--but in the venture scene, we're not seeing that as--you know, we're not seeing it develop as quickly. So for me, in order to go in, you know, I need to be able to pound the table, have the facts, but really build these theses in a way in which can align with what my firm wants to do, right? And so I think a lot of it is just, like, you have to go the extra mile, right? You have to really put in that extra work, and it's making me a much better investor, but part of me is like, "It shouldn't have to be this hard," at the same time, right? Like, if I want to do a deal that's founded by a person of color and I think that--and I'm able to show the data, the trends, all of this is really supporting going in this direction, right? And it's funny, sometimes even money that's coming from outside of the United States sees it better than money that resides within the United States, because it's--like, they understand how emerging markets work, and sometimes, you know, if you put it in that lens, like--I mean, we're not emerging, but we have the same capability of an emerging market in terms of the growth potential. Then a lot of the dollars from overseas are like, "Oh, I want in on that," right? And so sometimes it's just you have to be creative, but, like, you just have to--you have to persevere. I think that's the biggest thing, is really, like, you just have to keep willing to push through, and that's the same note that I want to give out to the founders listening, which is, you know, you have to knock on--especially the seed level. You're gonna have to knock on a lot of different doors. I have founders that come in and tell me, like, "Look, I heard "no" 91 times, and I heard "yes" 9 times, but that's all I needed to close my seed." So don't get--you know, don't get, you know, depressed. Don't have anyone try to knock you off your hustle. You're gonna just have to find the folks that your message resonates with the most, and so that's the message I want to give to the founders that's out there.Zach: No, that's incredible, and you're absolutely right. You know, my father--you know, he's a bit of entrepreneur, financial background, sales background, and what he would--he always tells me is he's like, "Son, you know, you don't need but one yes." Like, often times you just need that one. Like, people keep on--like you just said, you know, the majority said no, but you really just needed, like, a scant few to say "yes" for you to continue forward. And I think it's hard though when--you know, when you continue to present and you present and you present, and, you know, who knows what those no's look like, right? 'Cause a no is a no, but, like, you know, the way that they--sometimes the way people tell you, you know, can hurt. Like, maybe you were told no like, 10 times, even though you were just told no once. You know, so those types of experiences. It's tough, so that's great advice. Before we--before we let you go, do you have any other parting words, shout-outs, or special projects that you're working on?Clayton: Yeah. So I just want to, you know, give a shout-out to Transparent Collective. You know, it's a great initiative that we're trying to, you know, continue, and we're actually looking for sponsors for that. So that's a--it's a great initiative. It's a labor of love, and I want to see that continue in the future. So folks out there that might be interested in sponsoring, hit me up. Big shout-out to--you know, this is gonna be a little bit of a long list, and there's people that definitely if I--it could be a lot longer, but, you know, I want to keep time in mind. So big shout-out to Monique Woodard. She's done a lot to help me out professionally. Big fan of hers. Chris Lyons, Marlon Nichols, Connie LaPuebla, Richard Kirby, Eric Moore, Austin Clements, just to name a few. And then also I love what initiatives like Black VC are doing and also HBCUvc, which I mentioned a few times in this podcast. So that's it. And also one last shout-out to all the founders out there, all the hustlers, all the innovators that are grinding right now. You know, keep building. Keep moving forward. Keep persevering. I know it might be tough. I know that, you know, it might be disheartening when you hear "no" here and there, but you really gotta keep grinding, and you will find your path. And, you know, to the best extent that I can, I'm always willing to make myself available for folks that have questions on the businesses that they're building or the careers they're trying to build, because I believe that you really have to pay it forward in this world. So on that note, that's all I have, and signing off. Thank you, everybody. It's been a great pleasure to have this conversation.Zach: Clayton, man, first of all, the pleasure has definitely been ours. Wonderful feedback, thoughts, and points of advice here. We're gonna make sure that we list all of the organizations that you listed, that you named off, that you shouted out, in the show notes, and then we'll also make sure to have your LinkedIn information in the show notes as well so that people can reach out to you as they're able. Now, I think that's gonna do it for us, folks. Thank you for joining the Living Corporate podcast, a Special Series sponsored by the Coalition of Black Excellence. To learn more about the Coalition of Black Excellence check out their website CBEWeek.com, and make sure that you actually sign up for CBE Week, which is gonna be happening February 18th to the 24th of 2019--that's this year, come on, y'all--in the San Francisco Bay Area. If you go to their website, you'll be able to learn more, get your tickets, and all that kind of stuff right there. Now, make sure you follow us on Instagram though, okay? @LivingCorporate, and make sure you follow CBE at @ExperienceCBE. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. Check out our website, living-corporate.com. This has been Zach, and you've been speaking with Clayton Bryan. Peace.</itunes:subtitle>
      <itunes:summary>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with 500 Startups venture partner Clayton Bryan. He sits down with us to discuss his career journey up to this point and to share valuable advice for young leaders and founders, particularly in the VC space. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.
Learn more about CBE Week here! https://www.cbeweek.com/
Learn more about Transparent Collective: https://www.transparentcollective.com/
Learn more about HBCUvc: http://www.hbcu.vc/
Check out the Dorm Room Fund: https://www.dormroomfund.com/
Check out 500 Startups' VC Unlocked: https://education.500.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Through our partnership with the <a href="https://www.linkedin.com/company/18453550/">Coalition of Black Excellence</a> founded by <a href="https://www.linkedin.com/in/ACoAAA2p5B0B1xur-4itYnKmFAufgAG3C8-1hkg/">Angela J.</a> we have the pleasure of sitting down with 500 Startups venture partner <a href="https://www.linkedin.com/in/claytonbryan">Clayton Bryan</a>. He sits down with us to discuss his career journey up to this point and to share valuable advice for young leaders and founders, particularly in the VC space. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.</p><p>Learn more about CBE Week here! <a href="https://www.cbeweek.com/">https://www.cbeweek.com/</a></p><p>Learn more about Transparent Collective: <a href="https://www.transparentcollective.com/">https://www.transparentcollective.com/</a></p><p>Learn more about HBCUvc: <a href="http://www.hbcu.vc/">http://www.hbcu.vc/</a></p><p>Check out the Dorm Room Fund: <a href="https://www.dormroomfund.com/">https://www.dormroomfund.com/</a></p><p>Check out 500 Startups' VC Unlocked: <a href="https://education.500.com/">https://education.500.com/</a></p><p><br></p>]]>
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      <title>#CBEWEEK : Monica Monroe</title>
      <description>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with Tucker Ellis partner Monica Williams Monroe. She sits down with us to discuss her career journey up to this point and to share valuable advice for younger leaders in the corporate environment. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.
Learn more about CBE Week here! https://www.cbeweek.com/</description>
      <pubDate>Mon, 14 Jan 2019 09:25:00 -0000</pubDate>
      <itunes:title>#CBEWEEK : Monica Monroe</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>42</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/013e45a6-f2a5-11ea-88c4-d35f6c25340e/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with Tucker Ellis partner Monica Williams Monroe. She sits down with us to discuss her career journey up to this point and to share valuable advice for younger leaders in the corporate environment. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.Learn more about CBE Week here! https://www.cbeweek.com/TRANSCRIPTZach: What's up, y'all? It's Zach, and listen, y'all. Living Corporate is partnering with the Coalition of Black Excellence, a non-profit organization based in California, in bringing a Special Speaker series to promote CBE Week, an annual, week-long event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement that will positively transform the black community. This is a special series where we spotlight movers and shakers who will be speakers during CBE Week. Today, we are blessed to have partner at Tucker Ellis LLP Monica Williams Monroe. In her capacity as local national and trial council, Monica represents a variety of corporate and insurance interests, including those of property owners, service contractors, product suppliers, and equipment manufacturers. She defends clients in several litigation areas involving premises liability, including both premises owners and subcontractors and claims arising from construction improvements. Monica also handles client matters involving general council--sorry, general contract analysis, business disputes, real estate litigation, and bankruptcy proceedings. Monica, welcome to the show. How are you doing?Monica: I'm great. Thanks so much for having me, Zach. I'm excited to be here, and it's a super sunny day here in California, so no complaints on my end.Zach: There we go, and no, excited to have you here, and shout out to California. Definitely a beautiful place. Just got back from San Francisco a couple weeks ago. I had a great time. For those of you who don't know you, and I recognize that I gave a little bit of an intro, would you mind telling us a little bit about yourself?Monica: Sure, yeah, and thanks for reading that background, but basically I'm a trial lawyer. I try cases here in Northern California and actually throughout the state, and I'm entering my 16th year of practice, which is kind of hard--Zach: Wow, congratulations.Monica: Thank you. It's kind of hard for me to believe that. I'm currently the Partner-in-Charge of the San Francisco office of Tucker Ellis, and the focus for my work is really on [inaudible] litigation, which is just business disputes, and product liability. Like I said, 16 years. It's really hard to believe, but I still love what I do, and it feels like a new challenge kind of every day. So that's a little bit about me.Zach: Wow. So now, you know, would you mind talking to us--so you talked about 16 years, [inaudible], and again, congratulations. Please talk to us about your professional journey and how you became a partner at Tucker Ellis.Monica: Yeah, yeah. You know, I was thinking about that, and just kind of even going all the way back, you know, my path was a little bit different than some others. I started out--I went to undergrad at Clark in Atlanta, and when I was in college I thought that I was gonna be in communications. I was really into marketing and PR. That's where my focus was. My degree was in communications. Then when I got out of undergrad, that's straight--what I went into was a media sort of focused career, and while I was there doing that work--it was really fun and exciting, but I still kind of wanted to do something different. So I had a few friends who were actually looking at law school. I had never thought about it. I'm the first lawyer in my family, and it just seemed like an interesting path for me. I've always, again, loved communication, loved words, and then kind of a wordsmith, and so I thought, you know, I should try. Some people encouraged me to go ahead and try and apply to law school, and when I did I ended up not just getting accepted, but I ended up getting full academic scholarship offers. So when that happened I was like, "You know what? That's probably something I should think about pursuing," and so I ended up, you know, going to Loyola Law School in L.A. I loved, loved, loved it. Had a fantastic experience there and practiced for a little bit after that in a few different areas. I did some transactional work and just dabbled in a few different things before I ended up at Tucker Ellis. And people really encouraged me as I sort of moved along, and when I found litigation, when I found myself in the courtroom, that's when I really found my love, and I was like, "Oh, you can do this. You can basically get up and argue with people, and people pay you to do this? I'm in." So when I really found my love and then found the right firm, I just matriculated through so quickly. I joined Tucker Ellis as an associate, and then I moved up later into the council position, and then in 2016 I was elected into the partnership, but for me it was really a natural progression. It was sort of just the thing I loved to do, and then I got lucky enough to be surrounded by people who really encouraged me and fostered me along the way.Zach: That's a beautiful story, and that's awesome. And, you know, it's interesting also, because I can count, like, the number of black lawyers that I know on one hand, and none of them are really working at a--at a firm. Like, they have their own kind of private practice that they've set up. What is your experience in navigating that space?Monica: Yeah. I mean, I think for me it's really been purposeful. It is a beautiful story, and I love my story, but it definitely didn't come--you know, it didn't sort of happen by accident. I really just surrounded myself with a network of folks, either, you know, both inside and outside of my organization. No matter where I've been, and that's been true for me now, is that I have a network of people that I can go to. When I'm figuring out my next steps, I'm definitely using them as much as I can as a sounding board. People who have done what I done and then some, people who are at positions that I can only dream about, right, that I think are really successful, those are the people that I kind of reach out to and say, "Do you think this looks right?" Like, "I'm headed in this direction. This is the next thing I want to do," and they give me honest and real feedback, and I think that that's the most important thing for me, is that I don't surround myself with people who just, you know, sound fantastic and tell me how great I am. They're real, and they'll tell me whether or not, you know, my goal or my expectation needs some more time to cook or if I really should be going after sort of that next thing. And so that's kind of how I got to the partner level, was really just having that strong network of folks, both inside and outside of the firm.Zach: So I'm--first of all that's awesome, and I know for me, in my experience, having folks who are in your corner, who you can talk to, who will give you honest feedback, right? Who are not just a cheerleader section, but at the same time ain't a bunch of haters too, right? But people who really care about you (laughing) and who actually will help you and help make sure that you're--you know, that you're staying on track and that you're--when you have ideas about the next steps that they actually make sense, and they're people you can trust, really. You know, as a senior leader who is also a black woman, do you believe that you have had any particular hurdles or challenges to navigate when it comes to building trust and establishing rapport and really building and leveraging influence?Monica: Yeah, that's a great question, and that's a very real, true thing. I mean, we have some very real stereotypes and perceptions I think, you know, for communities of color and black women in particular, that we have to deal with and sometimes break through, and for me, I think I've learned to try to find the commonality, right? I may look different than someone else. I may--you know, maybe come from a different background, but I try to find the commonality so I can develop the rapport and gain the trust, right, of others, whether it's inside of the firm, whether it's client relationships. Those are the things that I think bring us together, are the commonalities, and, you know, to be sure, I am--I've got a lot to work with. I am a first-generation American on my mom's side. She was from Panama, and my dad was born in the South and then later raised in New York. So I was constantly sort of surrounded by people of different cultures and different socioeconomic backgrounds. I spent a summer, you know, in Brazil one year, and then spent the next summer in Brooklyn. And for me, you know, I think my parents really--I look back, I think they probably did a lot of that intentionally, because I feel like when I walk into a room, no matter what it looks like, I'm comfortable, and I look for what I have in common as opposed to--you know, what might be different between me and the folks maybe at the table or in the room. So that's, you know, something that I talk to a lot of young lawyers about now, is when you're building your brand, sort of figuring things out and trying to develop a report, look for the commonalities. And like I said, I feel like I'm lucky, 'cause I have--I have a lot to dabble in. There's usually something I can find where I connect with someone. But that's important, you know? When you're working, particularly in the legal industry, you know, we're dealing with problems, right? People are not coming to me when they're necessarily happy about what's going on in business, and so you've got to trust me, and we have to have a good relationship to get through it sort of together, and same thing internally, you know? We are sort of building--we have a business and a law firm that's built on helping other people with their problems, so people in the firm have to trust me to move things along, you know, whether it's just in the office setting, with human resources or with clients, and we have to--you know, people always default to that. I feel like when, you know, things get tough, they default to just a common style of communication and the commonalities. So that's--that's what I try to do.Zach: So I definitely--that's just--that's great feedback to give, because often times I think it's easy for us when we feel--when we feel other, it's easy for us to, like, further otherize ourselves and be like, "Okay, well, of course. Of course you're not gonna," you know, "trust me, because I'm X, Y, and Z," as opposed to kind of leaning the other way and being like, "Okay, wait. Well, let's just--let me think about some of the things that actually are common between us that I can really leverage and really play to," and maybe even overplay to, in the spirit of creating those bonds. So when I talk to professionals--and you talked about younger lawyers, and so--you talked about 16 years. I've been working for about 7 years, and when I talk to professionals in my peer group--so, like, kind of, like--not mid-career, but, you know, early, early-career still professionals who are also black and brown, one of the things we always commiserate together is the feeling of not being heard at work, right? Like, we're speaking up in meetings to contribute or we're facilitating a meeting, and for some reason or another we're not connecting with our audience. Sometimes we'll even have the words that were shared repeated back to us as if we didn't say them. And so I'm curious, have you ever experienced that? And if so, you know, what advice do you have for younger leaders trying to manage that, you know, emotionally, mentally, and professionally?Monica: Yeah. I mean, yeah, that's definitely something that comes up. I think in various times in my career I've, you know, experienced that. We all have. The first--the first advice is just breathe and try not to take that stuff in personally, right? Especially if you're facilitating a meeting. That's tough, when you feel like you're not really connecting with your audience. That's just a tough kind of situation to sort of navigate through. And it may be an uncomfortable meeting, and it may not kind of go the way that you want it to, but my--you know, the way I dealt with it and the way I talk to young folks about that is just stay true to you and stay true to yourself. And you're talented, right? That's why you're facilitating the meeting or why you're raising your hand, because you have something of value to add and you know that, and so you're speaking up. And so just having that understanding that you are adding value to the conversation or to the room or to the group is huge, and if you stay sort of true to that and understand that, you know, it may just be that somebody is looking at you a certain way, and they're not seeing you or hearing you, or they're, you know, kind of overlooking what you're saying, or it may just be that that person, you know, is not in tune or connected for the day. It could be a variety of reasons, and so--those settings too are moments and opportunities where we try, as senior leaders, right, to listen to what's going on and to really validate, right, what someone's saying. Like, if I were in a meeting and you were talking, and I felt like people weren't connecting with you, I would probably jump in and say some things like, you know, "Another point that Zach made," and I would really try to validate what you said in order to get people to hear you, because now we're building consensus sort in the room. And that kind of goes back to that whole point, right, of having your mentors and your network and your allies around you, because people that are down for you will do that in the meeting setting, and they will make sure that they're kind of ushering things along for you. And I personally--when I look back now, I know I've had people do that. I just didn't know what they were doing at the time. [laughs] You know? And now I'm like, "Oh, yeah." You know, "That person was fully supporting me and kind of ushering my thought along," 'cause maybe somebody didn't hear it or didn't want to hear it, but then another voice came in of someone senior, and it was her. And, you know, that's just kind of the setting--the corporate setting, right? Sometimes it's unfortunate that it takes that, but it's helpful to have, and I know a lot of women in particular are very good about doing that. You know, for a lot of other women of color, when we're in meetings, they try to sort of support and really validate what the other woman has said, especially if we feel like someone wasn't paying attention or the room just doesn't get it, you know? So that's kind of how I look at it. And the other thing I would want to say about that setting is it might have just been a bad meeting, and you may get through it and it wasn't great, but debriefing afterwards is always huge. Like, if you feel like it didn't go well or you really weren't connecting, find somebody, you know, that you would consider to be an ally--if you don't already know that they are--in the room and ask them afterwards, you know? "What could I have done better?" "What did you think about it?" And, you know, take it from there.Zach: No, those are great points. Now, let's do this. Before we get out of here, any shout outs or parting words?Monica: [laughs] For sure. Well, definitely a huge shout out to Angela Johnson, the CEO and founder of CBE Week. This is an amazing opportunity for us to get together and not just network, but to build each other up and to improve on so many levels. So for all of the work that Angela's doing, I just want to give a shout-out to her. But for parting words, definitely--we'll be talking about this, these topics, at CBE Week, and I think it's a huge opportunity for us to get together and really, you know, talk about building our brand and being strategic and thoughtful about where our careers are going, so I'm really excited about the panel that I'm on. We'll have a whole host of people in legal positions, in diversity positions, really trying to help those, no matter what stage you are at in your career. You know, we can all use advice, right, on how to strategize and build ourselves up for the next step and make sure we have the support that we need. For me, this is, like, a true passion of mine, is trying to work with the pipeline and the next generation and making sure we all have access, you know, and opportunity, and so I'm so excited about CBE Week and our ability to, you know, talk about these issues. So I want to say thank you to you for giving us this platform.Zach: Yes. Well, thank you, Monica, and this is awesome. And actually, that's a great segue, 'cause that does it for us on this particular interview. Thank you for joining us on the Living Corporate podcast, a Special Series sponsored by, you guessed it, the Coalition of Black Excellence. To learn more about CBE Week, check out their website CBEWeek.com. Make sure to follow them on Instagram at @experienceCBE, and make sure you follow us on Instagram at @LivingCorporate, Twitter at @LivingCorp_Pod, and subscribe to our newsletter through living-corporate--please say the dash--dot com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been listening to Monica Williams Monroe, partner at Tucker Ellis. Peace.</itunes:subtitle>
      <itunes:summary>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with Tucker Ellis partner Monica Williams Monroe. She sits down with us to discuss her career journey up to this point and to share valuable advice for younger leaders in the corporate environment. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.
Learn more about CBE Week here! https://www.cbeweek.com/</itunes:summary>
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        <![CDATA[<p>Through our partnership with the <a href="https://www.linkedin.com/company/18453550/">Coalition of Black Excellence</a> founded by <a href="https://www.linkedin.com/in/ACoAAA2p5B0B1xur-4itYnKmFAufgAG3C8-1hkg/">Angela J.</a> we have the pleasure of sitting down with Tucker Ellis partner <a href="https://www.linkedin.com/in/monica-williams-monroe-a8377b7/">Monica Williams Monroe</a>. She sits down with us to discuss her career journey up to this point and to share valuable advice for younger leaders in the corporate environment. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.</p><p>Learn more about CBE Week here! <a href="https://www.cbeweek.com/">https://www.cbeweek.com/</a></p><p><br></p>]]>
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      <title>#CBEWEEK : New Year's Intermission</title>
      <description>Zach and Ade stop by for a brief New Year's intermission in this special episode of the Living Corporate podcast. Living Corporate's CBE Week Series continues next week, but for now, enjoy this check-in! They discuss the importance of effective goal setting and share their New Year's resolutions.
Find out more about CBEWeek here! https://www.cbeweek.com/</description>
      <pubDate>Mon, 07 Jan 2019 10:47:00 -0000</pubDate>
      <itunes:title>#CBEWEEK : New Year's Intermission</itunes:title>
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      <itunes:season>1</itunes:season>
      <itunes:episode>41</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>Zach and Ade stop by for a brief New Year's intermission in this special episode of the Living Corporate podcast. Living Corporate's CBE Week Series continues next week, but for now, enjoy this check-in! They discuss the importance of effective goal setting and share their New Year's resolutions.Find out more about CBEWeek here! https://www.cbeweek.com/TRANSCRIPTZach: What's up, y'all? That's right, it's Zach.Ade: And it's Ade.Zach: Aye. And listen, we're not back back, and we ain't even really back, but we're here in the middle of our CBE Week Speaker Series.Ade: Yes.Zach: Yes, that's right, just to say Happy New Year.Ade: Happy New Year.Zach: Happy New Year. So look, it's 2019. Now, I don't know how many of y'all do resolutions or how often y'all do resolutions, but we had some resolutions we wanted to, you know, just talk about as we think about 2019, as we prepare for 2019 mentally, physically, spiritually, emotionally, all of that different stuff. So yeah, here we go. So Ade, look, before we get into these resolutions, do you do resolutions often? Like, is this a thing for you? Or is this, like, a new thing or what? Ade: So it's weird. I don't really do New Year's resolutions. I do birthday resolutions. I think that starting with the new year is not necessarily as significant for me personally as starting with my birthday, because my birth--I mean, not to sound self-centered, but it's about me and on my timeline, and so for me it's more honest, actually, to say that in my 23rd year, or in my 24th year, or in my 25th year, I would like to make these changes, and this is who I aspire to be, and becoming a better person starts on November 1st because that's when my life started. Now, January 1st is great though because it sort of allows you to have accountability partners, and you're better able to say, "Me and my group of friends will be doing XYZ in order to get to ABC goal." Does that make sense?Zach: Yeah, it does, definitely. No, I get that. You didn't ask me, but--no. [laughs]Ade: [laughing] Haha, haha. Well, you--I asked to clarify.Zach: Also I didn't really give you any space to say anything. [inaudible].Ade: You really didn't, you really didn't.Zach: No, I didn't. I just hopped right in there.Ade: You did, so back up off me, bruh. [laughs]Zach: [laughing] No, no, that's a good point. I mean, it's funny that you say that, 'cause I think--I'm not a big resolutions person. This is probably, like, the--I don't know, maybe fourth or fifth time in my life that I've done New Year's resolutions, but when I think about making resolutions to myself, typically they're around my birthday or more recently, in the past half-decade, they've been around my wedding anniversary with my wife. So we'll make them together, right?Ade: Dope, yeah.Zach: At the same time, I think whenever you can identify some type of pace or cadence to create some goals and points of progress of yourself, all good, right? It doesn't have to be--it can be whatever date you want it to be, but I think as long as you're doing--you're mindful of that in some way, I think it's good for you. Okay, so let's get into it. Do you want to go first or do you want me to go first?Ade: You go first. I think I liked what you were talking about earlier, and I want you to share with the people, you know? Look at me, a gracious host. [laughs]Zach: Look at you. [laughs] Okay, so my resolutions--so the first one is to read more, right? So I feel like I read a good bit. Like, I read--I read okay. Like, I definitely read a lot of articles. I read a lot of, you know, just pieces as they come up, especially as the world has been going on today. I read a lot of political pieces. I read The Atlantic often. I don't really read The New Yorker as much, but I read. I'd like to read more. I'd like to read about a book every other month. You see what I'm saying? I didn't give myself a crazy--like, "a book a month." Like, I'm not gonna do that.Ade: Look at you.Zach: Right? So I'd like to read six books by the end of 2019. The second thing is of course just continuing to get healthier. I want to be around. The world is crazy as it is, you know? Plenty of things could take you out any day, so you don't want one of those things to be yourself if you can help it. Ade: Right. Don't be your own enemy of progress.Zach: Right, do not be your own enemy of progress, yes. And then the third thing, which kind of connects to the second thing, drinking a lot more water, right? Ade: Hallelu.Zach: Right? So, like, you know, there are people out there--Ade: I just--I just want to take a second here. I really hate to interrupt you, but if you're listening, go ahead and find a glass of water and sip with us. All right, carry on, Zach.Zach: Yes, a sip. Sip, yes. No, seriously, it's delicious. You can have it cold. You can have it room temperature. You can have it hot, but-- Ade: Wait, hold on. Do you--do you just run around drinking hot water? [laughs]Zach: Ayo. So listen, actually--I do not, right? But I have a good friend of mine who--no, he loves hot water. Like, he loves it. Man, listen. Ade: Okay, I would like to speak to your--like, bring him on this show. I have so many questions.Zach: No, no. I'ma bring him on this show. I'm not gonna--I'm not gonna drop his name, 'cause this is very impromptu, but--Ade: This is--this is a safe space. I just have some questions for you, young man, because... huh? Okay, sorry. Carry on. I got us so off-track just then.Zach: No, no, no. So no, he does. He drinks hot water, and it was funny--so he's one of the people--I don't know if you have people like this in your life. You look up to them, like, to the point where, you know, if they do something that you're not really familiar with, and if other people did that thing you would clown them, but if they do it you're like, "Well, dang, why are you doing that? Let me--"Ade: "Maybe it's valid. Maybe I should give it a whirl."Zach: "Maybe it's valid. Maybe I should give it a whirl." "Maybe I should give it a whirl." Okay. [laughing]Ade: Okay, so first of all, you're not about to come for me, sir.Zach: "Give it a whirl"?Ade: "Give it a whirl." I said what I said.Zach: No, it's funny. [laughing] No, so he--so he was like--I came into his home and he was like, "Zach, so I've been drinking--I've been doing this thing. I've been drinking hot water," and I said, "Really? What?" And he said, "Yeah, would you like some?" And I said, "Sure," and let me tell you something, it was just hot water. It wasn't--I was like--Ade: I really was expecting to be like, "And it changed my life. It revolutionized how I look at water intake." No?Zach: No, it did not. In fact, I was like, "Man, I really would like some cold water right now." Anyway, where was I? Yeah, so drinking more water. So, you know, this kind of a case of two Americas. So there's a--for my non-melanated folks, you know, there's a phrase called "drinking water and minding your business." So drinking water and minding your business, it just saves a lot--it saves you a lot of stress and drama, right? So you look at Paul Rudd. Again, speaking to my--speaking to the majority, right? If you look at Paul Rudd, Paul Rudd is the greatest example of drinking water and minding your business, right? He looks great. He hasn't aged a day. He looks the same as he did in 1993. Right? He does. He looks phenomenal, right? Drinking water and minding your business--you know, I plan on drinking a lot of water, but I--because of the nature of our podcast, I don't know if I plan on minding, quote unquote, my business. I mean--you know what I mean? Like, my business is--yeah, like, my business--Ade: Your business is sort of everybody's business.Zach: Lowkey, right? Like, I'm not messy. Like, I'm not out here, like, Messy Mya. RIP Messy Mya. Look, now I'm talking to the black folks. I'm more so trying to--but I am trying to, like, be more hydrated, right? And, you know, there's the--our bodies are a majority water, so it's--everyone knows at this point it's 2019. Wow, it's 2019. So I don't have to--I shouldn't have to debate with y'all to drink more water, but please, drink more water. And also, speaking of--'cause, you know, we also do Favorite Things. We talk about music and stuff. A sleeper, shout-out Joe Budden Podcast, is the Mick Jenkins' "Drink More Water" project he put out, it was--Ade: You have lost me. You have lost me. I don't know what you're talking about. I also don't listen to Joe Budden's podcast, so maybe that's where the disconnect is right now, my friend. Zach: So "sleeper" is a term, like, you know, this is some music maybe y'all have missed or y'all don't really know about.Ade: Oh, 'cause the first thing I thought was a sleeper cell, and I was like, "All right, well, I--I have to bow out of this conversation, because I don't know anything about sleeper cells."Zach: No, no, no. No sleeper cells. Nothing like that around here. Please. Feds, please don't--don't get us. Ade: Right? We've got to go.Zach: Yeah, right? Now, look, we're gonna have to delete all of this, because Aaron's gonna transcribe this, and then it's gonna be all on Google and stuff. There's gonna be "sleeper cells"--Ade: Oh, see--nah, mm-mm. Aaron, just go ahead and--Zach: Delete all of this.Ade: Yeah. Zach: Yeah. [laughs] Anyway, so yeah, you know, I'm excited about that. I feel as if those are some smart goals. I feel like they're very attainable, they're realistic, and they're helpful for me for what I'm trying to do, right? They're very straightforward. So that's me. Those are my New Year's resolutions.Ade: Okay, okay. Now, I want to push back a little bit. Part of what is important when you're setting goals is to set intentional goals, right? There's this concept of SMART goals, and so that is--so you set Specific, Measurable, Achievable, Relevant, and Time-bound goals, and that way you have much more--you're more likely to achieve those goals. So by specific, I mean [inaudible] drink water--by smart I mean you want to drink water, so do you want to drink a gallon of water a day? Do you want to set time goals, like, "By 9:00 a.m., I've had 16 ounces of water." So I think goals and resolutions are all talk until you are able to really discern for yourself what those goals are, how you're going to make them happen, and what that timeline's gonna look like. So I'm gonna repeat what SMART is. You have Specific, you have Measurable, Achievable, Relevant, and Time-bound or Time-sensitive goals. So to give you an example, this year, in 2019, I want to get my solutions architect cert, my AWS solutions architect cert. I want to do that by July '19. So that is a specific goal. It's measurable because it's a certification, it's achievable 'cause, I mean, I can study for it. It's relevant to my larger kind of goal for my life, and it's time-bound. I have set a hard deadline of July 2019 to get that certification, do you see what I'm saying?Zach: No, I definitely understand what you're saying, and you're right. So opposed to me saying, "I want to drink more water," I should be saying, "I want to drink about a gallon of water a day." Instead of me saying, "I want to get healthier," I should say something like, "I'd like to work out at least two to three times a week and cut out sugary and processed foods." And, you know, I kind of did it with the book one when I said I'd like to read a book every other month. So no, I get it. You're absolutely right, and to your point, when we--when we're not specific and really truly smart--let's go ahead and just give out the acronyms to smart real fast. So it's--Ade: Specific, Measurable, Achievable, Relevant, and Time-bound. Now, there are also some people who say it's SMARTER, where you have all of those that I just mentioned, and then you have Evaluated and Reviewed, which I think are also important parts of the goal setting process, but we don't have to go quite that far right now.Zach: [laughing] No, no, no. This is great. So, you know, it's important, because I think we--the less specific we are with the goals that we say we have, the more of an out we give ourselves to short-change ourselves in the future, right? So--and then also, if they're not specific to you, then you can end up kind of moving the goal posts on yourself and not really ever achieving [inaudible]. So if you say, "Man, I really want to lose some weight," right? I'm gonna pick on losing weight because losing weight is--like, almost everybody feels like they either need to or would like to lose some weight.Ade: Or the alternative for those of us skinny-minis who want to gain some weight, but gain healthy weight.Zach: There you go. Some people want to gain some healthy weight. Thank you. Let's be inclusive of all of our body types and health spaces. Ade: Aye.Zach: Aye. [laughs] So when you say, "Hey, I'd like to have this health goal," if you're not really specific in, like, the numbers you're trying to achieve or the--just what you're outcome is, then you can end up saying, "Well," you know, "I didn't really have to work out today. I just want to work out more," and you end up--you end up cheating yourself. Or you say, "Well, I didn't say I wanted to eat perfectly healthy. I just wanted to eat more vegetables," and it's like, "Okay..." And you just end up cheating yourself. So I think the more specific you can be and, like, more granular you can be with what your goals are, the harder it will be for you to ignore the fact that you're either off-track on them or not really driving towards them. So I super agree with that.Ade: Right. On that note, I'll share some of my goals. And I know I got on you for SMART, and some of mine aren't necessarily SMART goals, but we move. Anyway, so I would like to read and discuss five meaningful articles a week. Zach: Okay, okay.Ade: So that's whether they're in The Atlantic or whether I'm scrolling through Medium and some of the software engineering spaces that I follow. I'd like to be able to read and discuss five articles, and part of that is in finding some of the computer science fundamentals. Base CS has some really great--I don't know if I want to even call those articles, but some really great write-ups on computer science fundamentals, which are important for me to learn. So I'd like to do that five times a week. I would like to get my solutions [inaudible] earlier, my AWS solutions architect certification, by July 2019. This is--this next one I haven't quite figured out how I'm gonna do yet, but I want to reinvent my wardrobe. Now, I say that because I was having a conversation with my partner, and often times when we're out or we really have to go out, I'll just, like, throw on sweatpants and a t-shirt or whatever, and then when we get out I'll complain about looking like a hobo. Okay, that wasn't necessarily how I wanted to say that, but I'll complain about not looking my best self.Zach: Right.Ade: And part of that is just I didn't--I don't necessarily have all of the pieces that I want, and I want to show up, like, how I feel. I want to show up looking and representing myself in my best light, and so part of that--I'm still always going to be a joggers and tennis shoes kind of girl, but I don't have to be a four sizes too large sweatpants and t-shirt that I bought when I was in 7th grade sort of girl, you know? So that's important to me as well. I want to go to the gym once a week and work out of home three times a week. I'm going to create three projects for my portfolio, and I'm going to attend AfroTech in November this year. Those are my goals.Zach: That sounds--that sounds incredible. Those are great goals.Ade: AfroTech is also lit, and if anybody's trying to sponsor me to go to AfroTech, hit your girl up.Zach: Man, listen. Y'all want to sponsor Ade, y'all want to sponsor Living Corporate and we'll send Ade? Man, let's--come on. Get in our inbox.Ade: Let's go. Let us know.Zach: DMs are open for everybody. They are. True.Ade: Okay, uh, let's clarify. Not that open. [laughing]Zach: They are though. They're open on all the social medias. No, but that's--you know, to your first point, it's so interesting how, like--so as kind of, like, a fashion point, like, if you notice, like, there's--there's enough clothes out here to curate a bunch of different looks. Like, if you want to be, like, hobo chic, right, you could get, like, some really form-fitting--Ade: I'm trying to--I'm trying to really walk away from the hobo chic look, because I thought that was what I was doing. Upon further reflection, it's just--it's further towards the hobo end of the spectrum than the chic, so we're just gonna let that dream go.Zach: Got you, got you. 'Cause I was gonna say, like--and I don't know, like, what your preference is, but, like--you know, 'cause you could wear, like, some fitted--not fitted, but, like, nicely-fitting sweatpants, right? You could wear some nicely-fitting sweatpants.Ade: You're right, you're right. Look, if there are any listeners who are designers, who have an eye for fashion, hit your girl up, because I am confused. Okay? Okay.Zach: [laughs] And then [inaudible], that's also great. And then the five [inaudible] with these articles--you're gonna share the articles with me.Ade: Ooh, bet. I like that, yes. We can do that.Zach: Yeah, share the articles with me, 'cause I love--I love reading a good article. I think it's easier to read than reading a whole book. It's, like, typically one subject. It's not clearly as long, but I love articles, so yeah, please. I'd love to check out what you got going on. Then AfroTech of course, that's super dope.Ade: Yeah, yeah. I'm really ready.Zach: Okay. Now, look, I think--I know those are our resolutions. Before we get out of here though, what was the best thing you ate over the holiday break? Ade: Ooh. Oh, Lord. Jesus. I just want to let everybody know about the greatness of my girlfriend's shrimp and grits. So on New Year's Day, she made shrimp and grits, I made rum cheesecake-stuffed French toast, and we lived our best lives. Do you have actually--before we move forward, do you do the pork chop, collard greens, and black-eyed peas ritual?Zach: So I don't--it's not, like, a super traditional thing. Like, we don't do it every year, but I definitely have had it, like, multiple times in my life for New Year's. And, you know, outside of New Year's, but yeah. Ade: Yeah. So I did that as well.Zach: Oh, yeah. That's good.Ade: So for those of you who don't know, some African-American families, some black families, have a tradition wherein in the New Year they eat a pork chop or a pork product of some sort, black-eyed peas, collard greens, and some will throw in cornbread. And I made all of it. I don't eat pork obviously, but she enjoyed it. She seemed to like her plate, so that was great. And what else did we eat this break? We didn't spend a whole ton of time cooking a whole lot, but cooking is my favorite thing. I made a really dope burger for us both. It was--I don't know. I can't wait to cook for you honestly. I want you to come here so that I can feed you, and I'm honestly probably not gonna help your goals of losing weight, but the important part is that the food tastes good.Zach: No, I'm excited. I'll just have to--I'll just do a bunch of pre-workouts, you know what I mean? And post-workouts. It's all good.Ade: See? Yeah, there you go. There you go. And you might have to do two-a-days honestly, but--Zach: Wow, okay. Appreciate the honesty. So what else? So we talked about food. We talked about--we talked about our resolutions. Hm. Ade, what are you most excited about in 2019?Ade: I am most excited about leveling up. I think every new year is an opportunity to excel, and again, this is part of why I kind of count my new year at my birthday as opposed to at the calendar date, but it's a new year to kind of show the little person that you once were how dope everything could be, how dope you could be, how dope life could be, how dope you could make life be for those around you, and part of that is in wanting to wake up every day and crush it. And I don't mean to sound like we're in a huddle and I'm giving you a pep talk, but I think it's exciting when you're able to look your fears in the face, or look a whole new year in the face, and be like, "Yeah, I'm comin' for you." I was gonna say, "I'm coming for that" something else, but I don't think we're quite that explicit on this show.Zach: No, we're not that explicit. That's funny though.Ade: Okay. [laughs] Ultimately, I am excited about being granted another opportunity to get it right and get it right and excel at it, you know? So what are you excited about?Zach: Well, you know, it's funny. I really feel like I'm excited about the same thing. Like, 2019, it's an exciting time because there's so much positive momentum that I'm hearing from last year. Relationships made, some in-roads created with various things and people and projects, and of course Living Corporate. I'm really excited to continue that forward. We have a whole--[Lord say the same?]--we have another 12 months of this thing going on, you know, unless the earth ends, and so I'm excited about us just continuing forward. There's so much to do, especially when you talk about inclusion and diversity work. I feel like the whole field has just been blowing up the past few years, and it seems like every year, like, there's something new that comes along, some new, quote unquote, new piece of learning that everyone's gravitating towards, and I just think that, like, we're ripe in the season to be doing the work that we're doing. So I'm really, really excited about that. I'm excited about the content that's gonna be coming out of the Living Corporate platform. We have a writing team that we're very aggressively building up right now. We have some amazing guests that--you know, that you all will be hearing for Season 2. We just have a lot of stuff--we just have a lot of stuff cooking, and so I'm excited for us to grow, and then I'm really excited for our audience to see it and be a part of it and hopefully grow with us. I'm really excited about that.Ade: Yeah, that's amazing.Zach: Okay. Well, I guess that does it. I'm done. Do you have anything else, Ade?Ade: Yeah. So I just want to wish everybody a happy, safe New Year. I hope that, even if your year hasn't started on the highest note--if 2018 was not good to you, I pray that 2019 will, and I pray that, you know, this New Year is full of opportunities for you, and I hope that we are able to help foster a space that excites you and motivates you. That's it from me. Zach: Man, you always got the dope words. See, that's a great sign-off. [both laugh]Zach: That's a great sign-off. Yes, okay. Well, listen, y'all. You will be hearing more of us on the Living Corporate podcast later this month. This was just a New Year's hello kind of intermission type thing in the middle of our CBE Week Speaker Series. I hope that you all are listening to the series. I'm looking at the download numbers. Y'all are, but I need y'all to pick it up. That's right, I'm talking to you. Listen to the--listen to the show. Listen to the series. It's very good, and then make sure that you stay tuned, because we're gonna have more information about CBE Week as it comes up. So with that being said, my name is Zach.Ade: And I'm Ade. Both: Peace.</itunes:subtitle>
      <itunes:summary>Zach and Ade stop by for a brief New Year's intermission in this special episode of the Living Corporate podcast. Living Corporate's CBE Week Series continues next week, but for now, enjoy this check-in! They discuss the importance of effective goal setting and share their New Year's resolutions.
Find out more about CBEWeek here! https://www.cbeweek.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Zach and Ade stop by for a brief New Year's intermission in this special episode of the Living Corporate podcast. Living Corporate's CBE Week Series continues next week, but for now, enjoy this check-in! They discuss the importance of effective goal setting and share their New Year's resolutions.</p><p>Find out more about CBEWeek here! <a href="https://www.cbeweek.com/">https://www.cbeweek.com/</a></p><p><br></p>]]>
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      <title>#CBEWEEK : Dr. Rosche Brown</title>
      <description>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with speaker, author, financial coach, and clinical psychologist Dr. Rosche Brown. She sits down with us to discuss her website, Doctor of Rethinking, and she shares some wisdom for young black professionals. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.
Rosche's website, Doctor of Rethinking: https://www.doctorofrethinking.com/
Find out more about CBE/CBE Week! https://www.cbeweek.com/</description>
      <pubDate>Mon, 31 Dec 2018 07:39:00 -0000</pubDate>
      <itunes:title>#CBEWEEK : Dr. Rosche Brown</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>40</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/0189f4ec-f2a5-11ea-88c4-8b8b7b9c572a/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with speaker, author, financial coach, and clinical psychologist Dr. Rosche Brown. She sits down with us to discuss her website, Doctor of Rethinking, and she shares some wisdom for young black professionals. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.Rosche's website, Doctor of Rethinking: https://www.doctorofrethinking.com/Find out more about CBE/CBE Week! https://www.cbeweek.com/TRANSCRIPTAde: What's up, everybody? It's Ade, and listen, we're--Living Corporate is partnering with the Coalition of Black Excellence, like some of you may know. Coalition of Black Excellence is a non-profit organization based in California, and we're bringing a Special Speaker series to promote CBE Week, which is an annual week-long event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement that will positively transform the black community. This special series is one wherein we'll spotlight movers and shakers who will be speakers during CBE Week. Today we have with us Dr. Rosche Brown. Dr. Rosche Brown is a PsyD--I don't know too many of those. Congratulations on your awesome.Rosche: Oh, thank you.Ade: And a licensed clinical psychologist based out in California. Thank you so much for joining us today.Rosche: Thank you for having me.Ade: Most certainly, most certainly. So like I mentioned before, we're just gonna have a conversation. We're great fans of mental health, mental wellness, on this show, and it's so great to meet and speak to other proponents who are not just, you know, talking the talk, they're walking the walk in a lot of ways. What brought you to becoming a mental health professional?Rosche: So I became a mental health professional mainly because of my background and my childhood.; There was a lot of dysfunction within, like, my family, and also my community, with violence and substance abuse, and, you know, lack of communication, as is always in most families, and so actually at a very young age, when I was about 14 years old, I actually decided that I wanted to be called a doctor, and I wanted to be able to help people. People were already telling me about their lives, and I was like, "I can do this." And so at a very young age, I had already placed in my mind that I was gonna become a doctor of some sort, either a (pediatrician or a psychologist?), so I began to figure out, you know, what the steps were to becoming a mental health professional, or either one of those professions actually. So I ended up going to Xavier University, which is an HBCU, so it's a historically black college, in New Orleans, and by going to that university, it was all about placing African-Americans into medical school, and so there was--like, that's when I really understood black excellence to a whole 'nother level, just being around so many people who were at the top of their classes that were actually there, and so I went through that process, and with my major being psychology/pre-med initially--I had enjoyed psychology, and actually from there continued to go into grad school instead of going the medical school route.Ade: That's amazing. For one, your tenacity--you were in school from 2001 to--to how long?Rosche: I graduated actually in 2009.Ade: Oh, my God.Rosche: Yeah. Well, it was a long time. You know, I understand that's a long time in school, but in the grand scheme of things, from, like, the way that my life was, I actually was done with my degree at 25 years old, which is very young, and I was--I had my doctorate. I had my Bachelor's, my Bachelor's and my doctorate by that point. Like, my 26th birthday was like, "Happy 26th birthday, Dr. Roche Brown."Ade: Wow, that's incredible.Rosche: Yeah, so it was awesome. I mean, so even though it took some time, I was so used to school that it was a lot easier compared to people who would take a break and then [inaudible].Ade: Right, yeah. You just went straight through. Yeah, that isn't easy. What are some of the biggest--I don't know, what were some of the biggest issues that you dealt with kind of pushing your way through school? I know you said from a young age you kind of made a decision about the path that you wanted, but did you ever come across any obstacles in your education? How'd that go for you?Rosche: Yes, I did. [laughs] So I went to school, you know, out of--I mean, in a whole other world, right? Like, going to New Orleans coming from California. So, you know, I did get a good group of people who were around me, and so that part was great. However, you know, like I said, I was pre-med initially, and one big challenge--which was kind of an interesting challenge that most people wouldn't think of--but one big challenge was mostly, like, the MCAT, which MCAT is the test that you take to get into medical school, and the part that was hard for me was actually kind of growing up in--you know, in the hood, in the community. I was so used to, more than anything, not having to--I didn't have to read that much in life. Like, (Pops?) would make me read. I wasn't a person who liked reading. Like, it was very, very difficult for me, and most people wouldn't think so 'cause I did well in school. It wasn't like it was so difficult where I couldn't excel, but it was difficult when it came down to the MCAT because it was all of those, like, reading comprehension tasks. You ever have, like, on SATs or anything like that? [inaudible], and they wanted me to comprehend, and I was like, "Oh, Lord. I got ADD. I know I do." Like, "I cannot focus for this long." It was, like, an 8-hour test, and I just couldn't--even when they were asking me certain questions that I could know the answer to, because the way in which they were asking it, it was very difficult for me. I took a lot of prep courses, and in the process of taking those prep courses, when they translated it for me, I was good to go. Like, when they translated it, I was like, "Oh, I know the answer to that," but I had difficulty with translating it on my own, if that makes sense.Ade: Yeah, it makes a lot of sense actually.Rosche: Yeah. So it was really hard for me to--so even when they were asking me about biology, any chemistry questions, physics questions, all of those had reading passages, and that's where I really struggled. And so I end up going through school doing pretty well. Like, my GPA was fine. I had, like, a 3.5 or more, so I was doing well, but I got to that place where it was time to, like, apply to medical school, and my MCAT scores were just not, like, really making the--making the cut, and a lot of it had to do with just really poor reading comprehension and the fact that I wasn't, like, in a school or--wasn't in kind of, like, a family environment in a household that really encouraged reading.Ade: Right, yeah. That makes a ton of sense, and I can absolutely see the repercussions. You mentioned that you struggle with a learning disorder. How does that affect--well, how did that affect your education generally, and how does it affect you now?Rosche: I don't know specifically if I have a learning disorder. It's never been diagnosed as a learning disorder at all, but it's a lot of--it's more about me attending to things. Like, I just don't stay long enough to pay attention to, you know, the words and everything for reading comprehension, and so it's always--and it probably was always a struggle throughout school, but I never noticed it until that point, and then currently with me being an entrepreneur and the aspects of being an entrepreneur, you really want to read as much as you can. You want to read Think And Grow Rich and How To Win Friends and Influence People, all of these, like, great books that are gonna just motivate you and inspire you to be better and push yourself. It's always a struggle for me to sit down and focus in order to even read those types of books because I--my mind goes all kind of different places. So I want the information in the book, but sitting down and having to read it can be very difficult. Even to this day, like, I still would say I dislike reading, even though (I don't often say that?), but I'ma make my book reports and everything. I'm just gonna make them love it. [laughs]Ade: I can totally get that. I get that. So what impact--just kind of pivot a bit and talk a little bit more about your career as a mental health care professional. What impact has, I guess, your background, coming from Oakland, going to this illustrious HBCU in Louisiana, what has that--how has that added to your practice? Rosche: It has added a lot, you know? When I first started in school, you know--considering that I was so young, right? I was 21, 22. Most people in my class were, like, in their 30s, and so I felt like I--felt like I was, like, an impostor. Like, "How did I get into grad school?" You know, "How did they accept me?" You know? And feeling like I just didn't have enough life experience initially in order to do the work that I was doing, so initially it was, like, a struggle just to be--to try to do therapy, but then after some time--I would say, like, after I graduated, maybe around 26, 27, coming into my own as just a woman in general and having had a lot more experience in it, I started realizing, like, my background of life experience actually was really helping me, because the places that I was working, I was working in, you know, urban communities. I was working in Richmond. I was working in Oakland. I was working in communities that were very [inaudible] the same community that I grew up in, and so I realized that the way to build rapport and the way to build connection was really by utilizing what I already knew, the stuff that was even outside of grad school. It was just knowing even just practical skills that I had learned on my own. I learned how to navigate certain worlds, you know? I learned how to even just--I guess you say code switch, but I learned how to navigate in the community, but I also learned how navigate when I was in professional settings, and because I was able to do that, it really worked very well for me to build the best relationships with my clients. And then also I served as a role model, even unintentionally, that you can be something better. So, like, even the idea of just striving for excellence, the way that I saw my clients was like, "You can [inaudible] a doctorate. No matter what." Like, "I see your skill, where you are right now and what family circumstances you come from. I have expectations of you to get a doctorate if that's what you desire." I don't have lower expectations like some of my--I would say my white counterparts would often sometimes feel. Just like, "At least they're coming." I'm like, "No, your expectations should be a lot higher for them."Ade: Right, right. I'm so glad you said that because I think--I've heard a lot of conversation around the danger of lowered expectations and how important it is to kind of expect better of yourself, and I imagine that it is much easier to do so when you are surrounded by people who are doing the same. Rosche: Yes, definitely.Ade: Oh, I'm sorry. I didn't mean to cut you off.Rosche: No, no, no. Just definitely. I agree.Ade: Yeah. So tell us about--speak a little bit more about kind of your practice and how you--any suggestions that you might have for young professionals who are navigating their way and kind of noticing a decline in their mental wellness.Rosche: So I think you mentioned something really good on the last point of, like, just the level of surrounding yourself by good people. I think that's always the biggest thing, right? So I would say #1 - surround yourself with the right people. I have an--I have an acronym that I often talk to people about, and it's called Check Your Pace, and what it means is, like, you know--have you ever noticed, like, when you've been physically walking with someone, and that person maybe started walking slower, or maybe they're unhealthy, out of shape, and you find yourself kind of, like, slowing down your pace in order to stay in connection with them, and then vice versa, versus you end up going with somebody who's walking fast. They're super healthy, and you're like, "Oh, my God, I'm trying to keep up with you," and if we can physically do that, like, unconsciously take on the pace of the person that we're walking with in a physical way, we ultimately do that mentally and spiritually and socially and financially, right? That, you know, we'll take on just kind of the energy of the people that are around us without even paying attention that we're doing so. So I just believe that it's so important when we're in this--like, just levels of being professionals or wanting to strive for excellence, that we first, like--the first part of pace is P, [inaudible], check the people that you're around, right? Because you are the average of the five people that you're around the most, right? So you want to check "Where is their money like?" You know what I mean? "Where is their career?" Like, you know, "What kind of degrees do they have? What's happening around them?" It's gonna be a reflection on what's gonna ultimately happen with you, and then also I think when it comes down to people, you also want to check what's all the--I call the A, the A part of pace, is alignment. Like, who are you aligning yourself with? And alignment to me is more vertical, like, you know, who's doing better than you in your world? Significantly better than you. You want to make sure you're aligning with that person who's making good money. If you're, like, making $50,000, and you want to make six figures, you need to be around a six-figure earner, right? You're a six-figure earner and you want to make $250,000, you need to be around somebody who's making $250,000, because there's no way for me to get there if I'm not around somebody who's actually showing me the habits that's necessary, the skills that are necessary to get there, right? So I have to be, like, in alignment with somebody who's even doing better than me in certain areas. So I believe that that's another area. The C part of pace is choices, and so you want to check every single choice that you make, right? And I was just actually at specifically this thing--this lady named Renae Bluitt, she just did a documentary called "She Did That," and it was talking about black women entrepreneurs, and what came out in that a lot was the level of not--of self-care and not practicing self-care, you know? Having that, like, Superwoman type of complex. Like, "I can do it all. I can do all of everything," you know? Like, "I can do family life. I can be--I can do everything in my career and not even outsource it, and I'm taking on too much," right? And I know I've been there. I live in that space a little bit now still, right? Where I haven't really figured out a way to release all control over what's necessary in my business, but it's also--it's creating a level of stress, and I think that we're just so used--specifically within our community, I would say we're always so used to juggling so much. So the mental health thing, we need to learn how to take breaks. We need to learn how to, like, you know, do even just mindfulness breathing. All about mindfulness, and I often tell people, even if you think it's weird, start with just five deep breaths, you know? We should, like, have five deep breaths, like, into our nose, holding it and breathing out. In our community, we know how to, you know, breathe in and--well, not just in black communities, but all communities clearly because now it's legal. People know how to breathe in and hold, right? Like, that's part of something that they do, but there's a way to do that without needing a product or an assistant. You can actually just learn the power of just breathing in, like, life force, and then being able to, like, hold it and then breathe out just kind of the waste and toxins that are in our body and even just, you know, negativity, and be able to learn how to, like, you know--to think more clearly. Like, "What's my next move?" Versus us just kind of going and going and going. And so that's a level of--that's the C. So kind of checking your choices. Sorry, I'm all over the place, but that's a part of my checking your pace. The C part is just check your choices. What choices are you making, and are they making you get towards your goal or away from your goal? And are you taking care of yourself in that process? And the E part of pace is expectations. Like, what are you expecting from your life? Because whatever we expect in our lives we will manifest in our lives, things that we're expecting unconsciously or even consciously. We need to really pay attention. "What is happening? What am I bringing into my life?" You know, people call it law of attraction or whatever it may be, but, you know, what's always coming into my life that I dislike, and how am I on accident and unintentionally bringing it into my life?" So, like, kind of check your expectations.Ade: That is--I'd really love to, like, follow up with that so that we can have a quick write-up for our listeners, but that was a great framework for kind of understanding your mental health and taking charge of that. Thank you for sharing it. Is there anywhere that--do you have any material that we can follow up with [inaudible] or anything that you would like to share or plug?Rosche: Yeah. I mean, I guess people definitely can go to my website. My business name is Doctor of Rethinking, and so my website is DoctorOfRethinking.com, and that's D-O-C-T-O-R-O-F-R-E-T-H-I-N-K-I-N-G. So DoctorOfRethinking.com. So, you know, on there you can get information about, you know, how to, like--you know, doing, like, coaching with me, or doing, you know--it can be therapy as well. I'm in more state of more solution-focused levels where we kind of visit the past, but we don't stick in the past as much as what therapy does anymore. And then also I do financial coaching, because I've come to realize that there's definitely, like, a psychology to the way that people spend and save their money, and so you can also go on there and be able to get information around, like, the financial area and even setting up an appointment with me for us to, you know, maybe meet and check and get educated on finances, what should you do next with your finances, and see what kind of solutions that are out there that might be helpful.Ade: That's a great point. I know that for quite a few of the people in my circle, a lot of our stress is financial. Being, you know, kind of the first person in your family to be a professional or the first person in your family to "make it," as it were, is a burden. Like, it's a blessing, but it's also a burden in a lot of ways, and so just finding out ways to develop healthy relationships with your finances cuts out a bit of the stress that you experience, yeah.Rosche: I mean, I totally agree. I mean, when you're the first person in your family to even be making money, and everybody around you, right, never knew how to, like, manage theirs, then now you have a lot of it and you're mismanaging yours because you don't understand how to manage your money, right? And you may even have a lot of emotions tied to your money, and then you also have family expectations that are tied to the money, right? And how do you set boundaries that are correct? I'll give you, like, just kind of--it's a simple example, but when I was--I used to work with foster youth, and I used to work with them in the community, and my client, her mom was a substance abuser, and I had substance abusers within my family as well, and she had--she had just got her first job, right? And she was like, "My mom always asks me for my money. What do I do?" And, like, for me, I know, like, coming from the community, I couldn't just tell her, "Don't give her nothing." You know? It doesn't really work like that. It doesn't work in families to just say, "I'm giving you zero," but I do believe that you should have a budget in mind of what you're planning on or willing to give to your family, if that's--you know, 'cause that's kind of how it works. I mean, "I know that I'm gonna have to give them something, but if I don't pay attention to what I'm giving them, I'll give them too much," right? And so what I often--what I told her, and I think it's the same even as we get older, is I told her, like, you know, put your real money--like, if you have $100, you know, you might want to put $90 of it in one pocket and then the $10 in the other pocket, and then when your mom says, "Oh, I need something," you pull out the 10 and say, "This is all I have," so hopefully she'll only want to take 5. [inaudible] you pulling out the 90, she'll need all 90, you know? Because she'll think that you're in overflow, and I feel like that's the same type of concept that even as we get older and we start to have more money that you have an idea of what I'm willing to pull out for my family so they don't end up taking my all and I'm finding myself in debt and, you know, poor credit and all this kind of stuff because I'm always bailing them out, right? And I'm ultimately bailing out irresponsibility. I'm never really teaching them to the skills to be better. I'm just--they're irresponsible, and I'm just gonna keep on helping their irresponsibility, and they're gonna always need me, right? So I need to figure out, like, what's the best way that I could, you know, bless them and, you know, all of that, but also make sure that I'm still doing what's right for me and my future.Ade: Right. That was perfect. Thank you so much for sharing that. We've kind of reaching the end of our planned conversation for today, but if there's anything else, any other wisdom that you'd like to share for young black professionals who are just kind of figuring it out on our own?Rosche: Yeah. I mean, it's--it's a process is all I would say, and I feel like every single step of the way, you know, you've just got to get help. You've got to get support when you need to. I recently--this is my own personal journey. I've been saying that you need to break up with your old self, and you have to break up with your old self, like, daily. Like, you know? And so I would say, like--so for me I feel like there's always--there's a part of me that's kind of holding me back at times, and it can be based on whatever - your personal experience, your child experience, backgrounds and everything like that, but some things are always holding you back, and so you have to kind of get to a place where, like, "Hm, how do I break up with that part of myself that's not really, like, serving me anymore," you know? Maybe it served me when I was younger, but it's not serving me now, and I need to really think about that a little bit. [inaudible]. Like, how do I--like, how do I go through the process of breaking up with myself and moving into my new, better, excellent self? Like an upgrade to myself, on a regular basis, and it could be simple things. It could be breaking up with, like, self-doubt, right? It could be breaking up with, like, your fears, breaking up with insecurities, you know, breaking up with poor habits, a lack of discipline. You know, all of those things, 'cause those things are really holding you back from your greatness. And like I said, I notice it in myself, right? And though other people outside of me can be like, "Oh, you're awesome, you're doing this, you're killing the game," but you know what you're capable of, right? And so sometimes you know that there's more that you could--that you can pull forth and you're not pulling it forth, and so you kind of have to find time to just, like, "Oh, I got to break up with this part." Like, when I lack discipline, when I don't want to wake up, when I want to be a little lazy, like, "No, get up. You have to do this," because, like, there's a better you that's out there, and the world is gonna miss out on that person if you don't--you know, don't get out of your own way basically.Ade: Right. Yeah, that was amazing to hear, and I'm probably gonna right down "break up with yourself" on some Post-it notes and put them in my workspace. For one, it's important to know that you're not the only one having certain experiences, right? So when you said that there are things that have served you in the past that no longer apply or no longer fit into this new world you're in, I can't tell you how hard I relate to that, and even further, that there are people overcoming those circumstances, you know, that that path has been walked before, is good to know, good to hear, and very, very useful. Well, I want to thank you so much, Dr. Brown, for joining us, for spending time with us today and for sharing your wisdom. It's been helpful in a ton of ways, and I just wanted to know if you have any Favorite Things or any shout-outs, anything that you'd like to share with our listeners before we go.Rosche: I don't know. Just continue--I often say, like, you know, "Don't be ordinary when you can throw some extra on it," you know? Ade: That is so cool. I love that.Rosche: So I'm all about "throw some extra on it," so what is that little extra that you need to do? I have no idea what I'm gonna be talking about specifically during the CBE Week, so maybe some of these same concepts might come up again. Don't be mad at me. You might need it again though at that point, but just I'm all like--we always have to do a little extra, so go ahead and put some extra out there and be, like, the best you that you were designed and destined to be.Ade: That's awesome, thank you. All right, that does it for us. Thank you for joining us on the Living Corporate podcast, everybody. Do make sure to follow us on Instagram at LivingCorporate, on Twitter at LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you'd like for us to answer and read on the show, please make sure you email us at livingcorporatepodcast@gmail.com. This has been Ade, and you've been listening to Dr. Brown. Peace.</itunes:subtitle>
      <itunes:summary>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with speaker, author, financial coach, and clinical psychologist Dr. Rosche Brown. She sits down with us to discuss her website, Doctor of Rethinking, and she shares some wisdom for young black professionals. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.
Rosche's website, Doctor of Rethinking: https://www.doctorofrethinking.com/
Find out more about CBE/CBE Week! https://www.cbeweek.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Through our partnership with the <a href="https://www.linkedin.com/company/18453550/">Coalition of Black Excellence</a> founded by <a href="https://www.linkedin.com/in/ACoAAA2p5B0B1xur-4itYnKmFAufgAG3C8-1hkg/">Angela J.</a> we have the pleasure of sitting down with speaker, author, financial coach, and clinical psychologist <a href="https://www.linkedin.com/in/ACoAAAL5ylkBfGZsed-IkX0zQBd4MqCQrv5ntj8/">Dr. Rosche Brown</a>. She sits down with us to discuss her website, Doctor of Rethinking, and she shares some wisdom for young black professionals. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.</p><p>Rosche's website, Doctor of Rethinking: <a href="https://www.doctorofrethinking.com/">https://www.doctorofrethinking.com/</a></p><p>Find out more about CBE/CBE Week! <a href="https://www.cbeweek.com/">https://www.cbeweek.com/</a></p><p><br></p>]]>
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      <title>#CBEWEEK : Kiwoba Allaire</title>
      <description>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with the founder and CEO of GIRL STEM STARS Kiwoba Allaire. Kiwoba sits down with us to discuss her exciting non-profit and its commitment to advancing young girls of color in STEM. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.
Donate to GIRL STEM STARS today! http://www.girlstemstars.org/donate-today
Find out more about CBE/CBE Week! https://www.cbeweek.com/</description>
      <pubDate>Mon, 24 Dec 2018 08:16:00 -0000</pubDate>
      <itunes:title>#CBEWEEK : Kiwoba Allaire</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>39</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/01c05140-f2a5-11ea-88c4-2f8b1e7830e5/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with the founder and CEO of GIRL STEM STARS Kiwoba Allaire. Kiwoba sits down with us to discuss her exciting non-profit and its commitment to advancing young girls of color in STEM. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.Donate to GIRL STEM STARS today! http://www.girlstemstars.org/donate-todayFind out more about CBE/CBE Week! https://www.cbeweek.com/TRANSCRIPTZach: What's up, y'all? It's Zach, and listen, y'all. Living Corporate is partnering with the Coalition of Black Excellence, a non-profit organization based in California, in bringing a Special Speaker series to promote CBE Week, an annual week-long event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement that will positively transform the black community. This is a special series where we will spotlight movers and shakers and leaders who will be speakers during CBE Week, and today, we have Kiwoba Allaire.Kiwoba: Hi, everyone.Zach: Kiwoba Allaire is the founder and CEO of GIRL STEM STARS and an executive business partner at Google. She is inspired and dedicated to helping young girls build successful futures in the tech industry. Kiwoba sits on local non-profit boards for the United Way, the Sheriff's Activities League, The Family Network, and Ronnie Lott's All Stars Helping Kids. Among her many accolades, Allaire was named one of the top 50 mufti-cultural leaders in technology by the Coalition Diversity Council, Women Worth Watching by Profiles in Diversity Journal, recipient of the Sistahs Rock Beyond the Limits Award, San Francisco Business Times’ Most Influential Woman, Forever Influential Woman, and Silicon Valley Business Times’ Most Influential Woman. Now, listen, y'all. We typically have air horns. We're gonna drop the air horns right here. She got all the badges. She's certified, y'all. She is here. Welcome to the show, Kiwoba. How are you doing?Kiwoba: Fantastic. Glad that the fires have subsided. God sent some rain, and we have blue skies. It's nice to be in California today, to say the least, you know?Zach: Absolutely. Well, no, definitely happy that you are--you and yours are safe and sound. So I know I gave our audience your profile in our intro, but do you have anything else you'd like for us to know about you?Kiwoba: I'm from San Francisco, born and raised, and I'm married. I have a wonderful husband named Patrick, and I have a little boy who's turning 5 next month, Christophe, and they are the love of my life. I have a, you know, great family. I'm blessed to be alive, you know? You'll know why when I say it--when I tell you later, but I am very grateful to be healthy and alive.Zach: Absolutely. You know, what do you--you know, we're gonna talk about Girl STEM Stars today and your background at Google and the work that you've done within your organization as well as your job and your career. What do you think are some of the biggest misconceptions when it comes to STEM?Kiwoba: I would say that there's no room for creativity in the STEM fields. There are creative STEM careers, such as working in virtual reality, Pixar, making movies, or music data journalists or NASA, Spotify, Electronic Arts. There are even fun activities that I like to do myself, which is, like, paragliding and scuba diving. When I'm flying in the air with my husband, there's a lot of STEM. Scuba diving? There's a lot of STEM on my back, keeping me alive under 100 feet of water, underwater, and I generally don't see people that look like myself doing any of these activities, you know? It's the same with, like, golf. I mean, look, there's only one--we have one really highlighted person of color, black man, playing golf, and there's a lot of STEM when it comes to golf when you think about it. You know, just--there's a lot of fun activities that I just don't see people that look like myself doing, and I like to highlight that to the girls at GIRL STEM STARS.Zach: No, that's so true, and I will say that for me, as someone who doesn't really have a STEM background, it is easy to think about STEM and say, "Okay, well, it's just Xs and Os, 1s and 0s." Very binary, right? Kiwoba: It's everything we do.Zach: Right.Kiwoba: Yeah, it's everything we do. Zach: Absolutely, and when you talk about it--even, you know, in just, like, makeup. Makeup. You need deodorant, and I'm just looking--and the reason I said makeup, I'm looking--I'm in my bedroom right now, and I'm looking at my wife's nightstand, and I see deodorant--and I see deodorant on my--you know, just cologne. You know, print design. Just all types of things that it's integral to. So what impact, to your point around not seeing a lot of us in the spaces that you engage for--that you engage recreationally, what impact do you believe you are making when black and brown girls see a black woman featured so prominently in STEM, in the STEM field?Kiwoba: Huge impact. You know, I've been on both sides of it. You know, when I worked at an AI--artificial intelligence--company, tech company, called Rocket Fuel, I was the director of global giving, so we wrote a lot of checks, but I--like, thinking, you know, we need to do more than just write checks to charities. We need to actually--me, as the only black woman at the company at the time, I need to be able to lift girls up, not just give hand-outs. So in the position that I was in there, you know, I was the only black female executive, and I had the opportunity to bring children to our campus. Gorgeous campus, you know? It had a big gym and Olympic swim pool, rock climbing wall, the whole nine yards, and a cafeteria. Great lawns. And the kids would come and they're like, "Wow. What do I have to learn to work in a place like this?" Or when I bring them to NASA. Because of, you know, my position in the community, I have people that reach out to me from NASA, from, you know, Google in the past, and Microsoft, Yahoo. They reach out to me and say, "Hey, we want your girls to come." We bring them--we've had a relationship with NASA for the last five years, and some of the parents and the mothers will come as chaperones, and they start to cry. They're like, "Oh, my God. I didn't know anything like this existed." So being able to be in a position to lift girls up into what it looks like to work at a STEM--at a tech company, it blows their minds. Literally. I could imagine--I remember when we took them to Yahoo, and I had a bus to pick them up. Took them out to--I wanted to kind of give them a cultural experience. I took them out to dim sum. They loved it. And, you know, keep in mind, these girls are coming from either homeless shelters or they're coming from deep, deep in the unrepresented communities where, you know, some of the girls are--they live in a flat, an apartment, with 10 other people, and one bathroom, one bedroom, you know? Some of the girls are from very violent neighborhoods, right? So for them--you know, some of the parents are incarcerated. I remember one of the girls who was on the bus got a call from her father, who was in jail, in prison. So just getting them out of their community, one, giving them a good meal, and then I've got them now, or--[inaudible] I've got their attention, and then, you know, to step foot onto, like, the Yahoo campus. They literally all went, "*gasps*". Like, "This must be what Disney Land must look like." I'm like, "Yeah. Yeah, it is," you know? And then they're like, "Ooh, look, there's some cute Asian boys over there." [inaudible]. And, you know, they come inside to the lobby and they see all the gadgets, and they're given gift bags and t-shirts, and they're like, "Okay, I'll make sure to give this t-shirt back at the end of the day." I'm like, "No, sweetie. That's for you." They're like, "*gasps* This new t-shirt is for me?" 'Cause some of these girls haven't had a new piece of anything all of their lives, right? And then when we get the ERGs, which is--Zach: Employee resource groups?Zach: Employee resource groups, exactly. When we get, like, the black networks and, you know, all the females--the female engineers coming, or I have--when we're at NASA, I have the black female rocket scientists come and speak to them. They're just like, "*gasps* Oh, my God." You know? When we're on the bus, I'll ask them "What do you want to be like when you grow up," you know? And they're like, "Ooh, I want to be like Beyonce," or I want to be, you know, "a dancer in a video," and at the end of the day they'll be like, "Ooh, I want to be like that pretty black rocket scientist. I want to be like her." I've had congresswoman Jackie Speier come, and I think that's actually one of your questions, so I'll go ahead and let you ask it.Zach: [laughs] Well, first of all, this is great, and we don't have to have--we can freestyle it too, but this is good. I'm curious, really kind of talking about the program a little bit more, can you give us the origin story? Like, what was the motivation behind it? And where in you building GIRL STEM STARS did you realize how big of an impact it was making?Kiwoba: Okay, so I'll start with the first question. And, you know, I'm Christian, so it's okay, right?Zach: Absolutely, yeah. Go ahead.Kiwoba: Okay, great. Okay. So I--GIRL STEM STARS was born very organically. So I had to have an emergency surgery, and after that surgery I was told everything was fine, and two weeks later everything was not. I wound up passed out on my floor in our home, and my husband had to rush me to the emergency room, and all I remember them telling me was that "Call your family," and I'm like, "Why?" And they said, "Call your family, because your white blood cell count is off the charts." I don't remember anything after that but my husband telling me, after it's all said and done, that I had three absesces in my abdomen, and they had to do an emergency surgery to get them out. Supposedly, I woke up after all the surgery. I was in a normal room for two weeks, and I was holding court. I had my computer on my food tray, and I was having people come in from work and working, right? And I guess I was late working. It was, like, 3 in the morning, I was told, and I was talking to a nurse, and the next thing you know, all of my major body functions crashed at the same time. My heart, my liver, my lungs, my kidneys, everything crashed and, you know, they sent the crash cart, and my husband said they called him at 3 o'clock in the morning and said, "We have induced your wife into a coma because she's dying," and I was in a coma for about three--a little more than three weeks, and they figured out finally what was wrong with me. I had--we had some help. God sent--at the last moment, God sent some--all of the chiefs of surgery, the chief of pulmonary, some guy from Stanford, and then they finally figured out what was going on, and I was septic, and they had, like--had me on, like 10 IVs, and I was all, you know, needles everywhere, hoses and wires. So when I came out of it, my aunt--I was in ICU for over a month. When I finally got home, I couldn't walk. I had lost 50 pounds of body mass, and I'm a thin woman, so I couldn't afford to lose it. So I couldn't walk. Everybody carried me up three flights of stairs in our home and put me into bed, and my aunt came and visited me, and she's my prayer warrior. She's amazing, Auntie [inaudible], and she said, "Honey, you know that God sent his [inaudible] angels to save you, to keep you," 'cause my doctor said that I nearly died. I was 5 minutes from death three times. She says, you know, "That is God working hard. Those angels are--they're warring over you," and she said, "The devil tried to take you out, but I'm telling you right now that you were saved not to go back and work at that tech company--yes, you know, do your job, but you were saved for a greater purpose than just working at a tech company. You need to think and pray about what that greater purpose is, because you have a greater purpose on this earth." And I said okay, and I believed her, you know, after, you know, my cardiologist. The fact that I had a cardiologist was crazy because, you know, I was, like, a gym rat. I had a trainer. I was all [inaudible] up, you know, and, you know, for my cardiologist--she was an Asian lady that stood halfway up me, right? And she's screaming at me like, "You must take your medicine! Do you realize you were 5 minutes from death three times?" I'm like, "Okay, I guess I'll take the heart pills."Zach: Oh, my goodness gracious.Kiwoba: So yeah. I was intubated. You know, they had a tube down my throat for breathing and all of that. I was out out. So when I was home, you know, I was home for about three months, and I thought about, you know, "What is this greater purpose that I would--that I was saved for?" And I started to think about what bugs me the most, and then I realized, you know, I used to complain to HR and recruiting, "Please start hiring people that look like me. Stop hiring people that look like you." And, you know, being the only black woman there, I mean, it started to get kind of creepy, you know? I'm married to a Frenchman, a Caucasian guy, and, you know, if I didn't go to--if I didn't go to church or my parents' house, I didn't see anybody that looked like myself then, you know? Our [cert?] wasn't around then, you know? We live in--we live in an Asian neighborhood, so it's like, you know, "When do I get to see anyone that looks like me?" Right?Zach: Sure, yeah.Kiwoba: So then I realized, "Hey, instead of complaining about the situation, be the change you want to see," and I picked up the phone from my recovery bed and called LegalZoom and said, "I want to start a non-profit that advances girls of color in STEM," and--at first I said black girls, but then I--like, let's be a little more inclusive. Girls of color from underrepresented communities, and that's how GIRL STEM STARS was born, you know? It took me nearly dying to realize I had a greater purpose in me, and that greater purpose was to have an impact on the young girls in my community, and--you know, my bigger vision is to take it globally. Zach: So what was the moment, or did you have a specific moment in building GIRL STEM STARS, where you saw the impact and you realized how global and how major this could be?Kiwoba: Yes. When I was at Rocket Fuel, I--you know, the program was growing pretty, pretty big, and I had 100 girls, mostly black girls, but we had, you know, Pan-Pacific girls we had Pan-Asian girls. We also had Latinas and such, and we had a room of 100 girls in the same t-shirt, GIRL STEM STARS t-shirt, and we had little goodie bags, and we fed them breakfast. I had a black female rocket scientist come in and speak to them, and I remember--she's gorgeous. Her name is Aisha, Aisha Bowe, and she's amazing. You should interview her one day, and she said, "How much money do you think I make?" And the girls are like, "I don't know, $5,000?" You know, 'cause [inaudible] where they're coming from, right?Zach: Sure. And they're kids, like, you know? Yeah.Kiwoba: "No, higher. Higher." "10,000?" "No." "50,000?" "No. Higher, higher." She says, "I make over $100,000 a year," and the girls fell out of their chairs. They're like, "*gasps* Whoa. Wow. You must be a millionaire," you know? And I have all of my speakers bring in their pictures from when they were the age of the girls, which is between 8-18, but I prefer pictures, like, from when they're, like, 10 or something in pigtails, you know, doing sports or whatever, and then show them now, like, in different countries and then in their home and whatever, and their families, so they can really relate and--you know, so she'll say, "This was me when I was a little girl in pigtails, and this is me now, standing next to a celebrity," or whatever it is, right? And the girls are just, like, going, "Wow. Wow," you know? And then she talks about the type of work that she does. I had another lady come in and talk about how she's looking for water on Mars, and the girls were like, "Wow." Then I had--you know you've got them hooked, right? And then I had congresswoman Jackie Speier come in, and she is a mature woman, and she's Caucasian, and, you know, they had--you know, she had her security guards and everyone come in, and, you know, we had--I had the girls line up and clap when she came in, and they were mumbling to themselves, "What's this old white lady gonna have to say [inaudible]?"Zach: [laughs] That's so funny because that's so, like, true. That's so black. That's such an honest--[laughs]Kiwoba: And Jackie's my friend, right? And she's spoken for me many times, and I know she heard them, and she's like, "Uh-huh." "Okay." And I know I heard them. So Jackie and I are looking at each other and, you know, we wink at each other. So we get all the girls to sit down, and I don't remember if Jackie showed a picture of herself young. I don't remember, but she started off--and, you know, I introduced her, "Congresswoman Jackie Speier!" And she gets up there and she looks at them and she gets--everyone's quiet. She's quiet. She waits for the moment, and she goes--and she pumps her--she beats her chest, and she goes "I got shot up five times, left for dead overnight, nearly died," and they're like, "Ooh, here she comes. Okay. Okay. Okay." Then she said, "Then I got married, I got pregnant, and my husband got run over by a car on his bicycle at Golden Gate Park," and they were like, "Oh! Oh! Oh!" And they're like, "Okay." She got their attention. They're all at the tip of their chairs. She goes, "Now I'm gonna talk to you about adversity. Now I'm gonna tell you how I need to know STEM to run this constituency. I am a boss," and then she ends it with a picture of her and President Obama. The girls jump out of their chair and they're like, "Oh! Oh, man! Oh, man!" And I'm like, "Oh, my God." I had goosebumps going up my arms, and--so then, you know, at the end of the day--they all had little notebooks, and at the end of the day--and Jackie spoke forever. First, you know, her people were telling me, "Okay, you know, she's only got 30 minutes, okay?" "Only 30 minutes [inaudible]," and they were, like, frustrated. They were so frustrated. They were all spinning around in the hallway going, "What are we gonna do? [inaudible]." She was in her moment. She was in her element, right? So at the end I said, "Okay, now you told me what you want to be when you grow up. You wanted to be like Beyonce. You wanted to be, you know, a veterinarian so you can play with puppies, or you wanted to be a dancer in a music video. Now what do you want to be?" They're like, "I want to be like that badass congresswoman. Can I get her autograph?" They all run up, and they get in line to get an autograph from the badass congresswoman and take pictures with her and do selfies with her. We have just created a new STEM hero and icon in their lives. That's when I knew we were making an impact.Zach: So of course all of this is amazing, and really--in alignment with the story you just shared as well as when I'm looking at your content on your website--what I'm noticing, and what I'm really excited about, when I look at GIRL STEM STARS is that there is a clear effort and intention around making STEM practical and available for the girls that you're trying to reach, and I think for me coming up, when I thought about STEM, I would think about being, like, a scientist, or being some type of engineer. For me, those things were, like, as far away as being, like, an astronaut. Right? I was like, "Okay, how do I even do that?" When I would think about some of the math and things behind, it just seemed so far away, and I think, again, one thing kind of talking about the program, you all, you have these camps that I believe, again, kind of bring STEM to life and kind of bring it up close for the girls, and so I'm curious, do you have a favorite camp? Do any kind of stick out to you or anything of that nature?Kiwoba: Yes, NASA. NASA is one of the most mind-blowing camps that we have. The parents, you know, they fight to get on that list. We've been doing STEM camps with NASA for the last five years, and we're grateful to be invited every year, and we will get a busload of girls, 50 girls, every year. They're all from underrepresented communities, and some of the mothers to chaperone, and when we roll into NASA, we stop at the big front gate, and one of the engineers will get on, the one that invites us every year. He will give us a driving tour of NASA, and the girls are just--their faces and noses are pressed to the windows going, "Wow. Wow. This looks like a movie set, like a sci-fi movie," you know? They're all just blown away, and some of the--like, the mothers crying going, "I never knew anything like this even existed in the Bay Area." And then we will go to a big conference area, and we will meet the interns, the summer interns, and we usually have our teenagers do this camp, and it's all day from 7:30 in the morning until about 4:00 o'clock in the afternoon.Zach: Wow.Kiwoba: Yeah, and at first, you know, they're on the bus, and they're all tired, and I ask the same question: "What do you want to be when you grow up?" I tell you, Beyonce is famous. I mean, they always say Beyonce.Zach: She is beloved though, yeah.Kiwoba: I'm waiting to hear, like, Nicki Minaj. I don't know.Zach: Oh, no, no. I think Beyonce has--she has Nicki beat by a good mile or so.Kiwoba: Yeah, yeah. [laughs] So anyway, that's what they're saying on the bus, and I've got video of it too, you know? So when we get there, they all get into the conference room, we feed them breakfast, and they're--you know, they're tired. They're not used to being, you know, up that early in the morning, especially when they do these on Saturdays, you know? And I tell them, you know, you should congratulate yourselves, 'cause, you know, you're investing in your future, you know? You could be home like the other kids, watching cartoons and eating cereal, you know? You're here, you know, investing your future. And your parents, you know, thank you. And then a beautiful black woman with braids down her back comes in with a NASA jacket on, and they're all like, "Ooh." "She's pretty," you know? And she'll say, you know, "Hi, I'm Dr. Wendy, and I am a rocket scientist here at NASA," and they're like, "Ooh!" They're like, "Okay," and then the interns are all in their teens. They're, like, 16, 17, 18 years old, so the teenagers are seeing--will go from station to station. We probably hit by five different departments in NASA, and we also do breakout sessions, and we also [inaudible], and there was an engineer, a rocket scientist, that would take us--give us a tour, and we'd go around to these different locations. One could be drone testing. Another is a simulated space ship, where we can actually go in and see what it looks like to live in a space ship and touch things and hear what the interns are doing. They're creating little robots that fly in the air and bring tools to the astronauts. I mean, wow. Just amazing stuff, right? And there's other kids that are, you know, also working with rocket scientists to find water on Mars. That's a really big thing right now. Then we'll have a big--they host a big lunch, a big barbecue lunch, with a DJ, and the girls get out, and they dance, and they get--the black engineer group at NASA will come, and they'll dance with them, and they'll get to talk and get mentored by the black females at NASA, and at the end of the day of course, after Dr. Wendy will speak to us again and show videos, I'll say, "Okay, what do you want to be like when you grow up?" "I want to be like Dr. Wendy! I want to be like those other black women we were dancing with!" So I want them to have a real experience with these black female engineers and rocket scientists where they eat with them, they eat at NASA, they dance with people, they get to hear what they do, the type of work that they do, how they got to work they got to. So they're completely immersed in the environment, and, you know, it's like, "I did NASA." It's, like, you know, a major field trip to another country, to another world, really. Another world, because, you know, from their little perspective where they're coming from--some of these girls, like I mentioned before, you know, a flat or a homeless shelter--a flat with 10 people or a homeless shelter. This is--this is mind-blowing, and you see their little minds just go pop, and I'm like, "Yes, we got them." [laughs] Yeah, it's cool. It's really cool.Zach: It's easy to underestimate the value or the impact that that--outside looking in, what that has on a child. I remember for me, STEM wasn't really my background, Kiwoba, but it was music, and so for me, in middle school and high school, you know, I was one of the--one of the better players in Dallas, and I actually played in the Greater Dallas Youth Orchestra, and I was--Kiwoba: Very cool.Zach: Yeah, yeah, yeah, and so I was able to play with the orchestra. I was able to play at the [Meyerson?], which is, like, this big concert hall in Dallas, and it was great, and so--Kiwoba: That changes your world, right? That changes your whole world.Zach: Yeah. It changes your entire world, and then even like, you know, when I did some volunteer work where you have underrepresented kids come in who are--who come from poor backgrounds and they get to see your workplace, and they view the work site, and they see you. You know, they see somebody like me. I'm a young, black man, and I tell them I'm a manager or, you know, I just did this, that, and the third, and I travel every week. Just them seeing me and them asking, "So wait, you do this? You travel?" And it just blows--it changes their entire perspective, so that's incredible.Kiwoba: Yeah. I do the same thing. I bring the girls by my desk, you know, like at Google or, you know, wherever I was, at Rocket Fuel. I would give them a whole tour of the whole building, and they're looking around, and, like, "There's where the engineers work. See, there's accounting," and one of my friends--they hired another black woman, who was the head of accounting, and she'd come out in all her glory--you know, she wore beautiful clothes. She was stunning--she still is--and she's like, "So I'm the accounting part of this tech company," and, you know, "You have to know math to be able to be in accounting, but this is another way to get into a tech company," is through accounting. Then I would introduce them to the--you know, the head of marketing, who happened to be a female as well. Not of color. And the head of legal was female as well. The head of HR was female. So I would have them--we would go by each of their offices in their departments. She's like, "I'm the boss of this whole department." They're like, "*gasps* Wow." They can see the different departments in a tech company, right? So they meet, you know, everybody. The engineers, everyone. So that also allows them to see the different avenues into tech companies or into tech in general.Zach: You're right. Like, I think it is really is, when you think about STEM or when you hear the word STEM, rather, it's easy to go to, like, some scientist with a white lab coat and their sleeves rolled up, and they're, you know, pouring mixtures back and forth, and again, there's nothing wrong with that. There's nothing wrong with that, but it's much more far-reaching than that. Kind of going back to the top of our discussion, STEM is in every single thing we do. There's some version--there's some version in STEM in literally every single thing that we touch or interact with or think about, and I think to your point around having them see the various avenues of how it all intersects is really important. So where can people learn more about GIRL STEM STARS? And how can they support? Like, what are the various avenues and options they have to actually support your organization?Kiwoba: So they can go to GIRLSTEMSTARS.org. That is, you know, where the Donate button is. We really need donations because these camps are not cheap, you know? And I don't charge. I don't charge the parents at all. I've had parents from Google and, you know, from different tech companies try and have their kids come to my camp, to pay. They're like, "I'll pay you $300," you know, "for my kid to go to your all-day camps," and I'm like, "No." This is for kids that can't afford to go to fancy camps, right? Their parents can't afford to. So we want to continue to make the camps free for the girls, you know? That means paying for buses and food and all of that. T-shirts, you know? All day to keep a child all day long, you know? So donations are definitely how people can help. Please, please. Give monthly. A monthly donation has more impact than a one-time donation, but that's most definitely what we need to do.Zach: Well, so first of all, I don't want to--and I don't want to zoom past that part, because there's so many opportunities and things out there, but they're limited by economic barriers, right? Like, the fact that you're able to offer these programs for free. Not for a reduced cost, not for a discount, but for free to these families is so important, and it's one less excuse, you know? And it's a big deal when a parent gives up their child for a day, even if they're chaperoning them, to follow them--to allow them to go off from their direct care, and then to do that and then to ask them to give up something monetarily in a situation where they may not--they may not have the means to do so. So that's beautiful that you're able to do that, and we'll make sure to have the donation link in the show notes, and we'll direct folks to donate there. Now, this has been a great discussion, but before we go, I feel as if--I feel as if you have some more wisdom and some more jewels to share, so I'd like to ask if you have any parting words or shout-outs before we wrap up here.Kiwoba: I would say, you know, thank you, God, for saving my life, so that I can have this impact on girls around the world. Also, keep in mind that I'm trying to--GIRL STEM STARS isn't about getting girls just into tech companies, but we're also--you know, this is why our girls are from 8-18. We're also creating the future board members, the future decision-makers, the future entrepreneurs of the world, you know? And that--you know, we want to have our girls be in those higher seats that are making the decisions about the world, about, you know, starting their own tech companies maybe. Starting whatever. Being entrepreneurs, right? And we're trying to give them that entrepreneurial mindset that you are in control, you know? That these kids, they can make a decision to say, "Okay, I can watch cartoons in the morning, or I can go to a GIRL STEM STARS camp at NASA," right? So giving them the opportunity, picking them up with a bus, feeding them, doing this all day long with them, it literally changes their whole world. I've had parents constantly sending me emails going that one trip changed their whole daughter's perspective on life, and she's starting--you know, her grades are better. She knows that--she knows what she sees, you know? 'Cause we--a lot of the girls are regulars. Sometimes, you know, they're different, but for the most part, you know, when these girls to go to all of these different events, you know, Makers Faire, and to city hall, and be treated like absolute ladies, you know? We treat them like gold. We roll out the red carpet for them. That day will never--it will never leave them, you know? It changes their whole life, and we know that we've changed them in that one day and that they're looking for--they've seen and experienced a better future for themselves. Zach: Absolutely, and often it just needs that--takes that one spark to set off a whole new set of dreams, so that's incredible.Kiwoba: Exactly.Zach: Well, awesome. Look, that does it for us, y'all. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. Remember, this is a special series brought to you by the Coalition of Black Excellence. To learn more about the Coalition of Black Excellence and their CBE Week, look them up at CBEWeek.com. If you have a question that you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach. You've been listening to Kiwoba Allaire, founder and CEO of GIRL STEM STARS. Peace, y'all.Kiwoba: Goodbye. God bless you all.</itunes:subtitle>
      <itunes:summary>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with the founder and CEO of GIRL STEM STARS Kiwoba Allaire. Kiwoba sits down with us to discuss her exciting non-profit and its commitment to advancing young girls of color in STEM. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.
Donate to GIRL STEM STARS today! http://www.girlstemstars.org/donate-today
Find out more about CBE/CBE Week! https://www.cbeweek.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Through our partnership with the <a href="https://www.linkedin.com/company/18453550/">Coalition of Black Excellence</a> founded by <a href="https://www.linkedin.com/in/ACoAAA2p5B0B1xur-4itYnKmFAufgAG3C8-1hkg/">Angela J.</a> we have the pleasure of sitting down with the founder and CEO of <a href="http://www.girlstemstars.org/">GIRL STEM STARS</a> Kiwoba Allaire. <a href="https://www.linkedin.com/in/kiwoba/">Kiwoba</a> sits down with us to discuss her exciting non-profit and its commitment to advancing young girls of color in STEM. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement.</p><p>Donate to GIRL STEM STARS today! <a href="http://www.girlstemstars.org/donate-today">http://www.girlstemstars.org/donate-today</a></p><p>Find out more about CBE/CBE Week! <a href="https://www.cbeweek.com/">https://www.cbeweek.com/</a></p><p><br></p><p><br></p>]]>
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      <title>#CBEWEEK : Kumi Rauf</title>
      <description>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with the founder and CEO of I Love Being Black and Traveling Black, Kumi Rauf. Kumi sits down with us to talk about both of his companies and their collective vision of documenting black life and positivity. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement. 

Instagram: https://www.instagram.com/lovebeingblack/
https://www.instagram.com/trvlblk/
Twitter: https://twitter.com/ilovebeingblack
https://twitter.com/TRVLBLK
Facebook: https://www.facebook.com/lovebeingblack/
https://www.facebook.com/TRVLBLK/
Find out more about CBE/CBE Week here: https://www.cbeweek.com/
Kumi’s LinkedIn: https://www.linkedin.com/in/kumirauf/</description>
      <pubDate>Mon, 17 Dec 2018 08:25:00 -0000</pubDate>
      <itunes:title>#CBEWEEK : Kumi Rauf</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>38</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/01d7fd90-f2a5-11ea-88c4-43659e6aa3f5/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with the founder and CEO of I Love Being Black and Traveling Black, Kumi Rauf. Kumi sits down with us to talk about both of his companies and their collective vision of documenting black life and positivity. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement. Instagram: https://www.instagram.com/lovebeingblack/https://www.instagram.com/trvlblk/Twitter: https://twitter.com/ilovebeingblackhttps://twitter.com/TRVLBLKFacebook: https://www.facebook.com/lovebeingblack/https://www.facebook.com/TRVLBLK/Find out more about CBE/CBE Week here: https://www.cbeweek.com/Kumi’s LinkedIn: https://www.linkedin.com/in/kumirauf/TRANSCRIPTZach: What's up, y'all? It's Zach, and listen up. Living Corporate is partnering with the Coalition of Black Excellence, a non-profit organization based in California, in bringing a Speaker series to promote CBE Week, an annual week-long event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement that will positively transform the black community. This is a special series where we spotlight movers and shakers who will be also speaking during CBE Week. Today, we are blessed to have Kumi Rauf. Kumi Rauf is an award-winning businessman with several recognitions under his belt, including being an officer and chair of the National Society of Black Engineers, a recipient of the Urban League Top 40 Under 40 Award, awarded Most Successful App Developer by Novacoast, and collegiate track and field athlete, so he dippin' on y'all. He has shared his knowledge and experience with a diverse mix of audiences via radio appearances, one-on-one seminars, conferences, television, and more. Welcome to the show, Kumi. How are you doing, sir?Kumi: Ah, man, I'm doing great. Thank you for that intro. I think I couldn't have done it better myself. Zach: Well, look, I find that--I find that hard to believe, but I'm also flattered, so thank you very much. For those of us who don't know you, would you mind sharing a little bit more about yourself?Kumi: No, I think that was a good summation. My name is Kumi Rauf. I founded the I Love Being Black movement, which I'm sure we're gonna get into in a second, and, you know, everything I do is sort of centered around black positivity. Zach: That's awesome, man. So yeah, let's definitely get into it. So let's talk about I Love Being Black. What was the motivation behind founding that company, and what's your mission with it?Kumi: Okay, okay. So the motivation--I went to school, to college, at a place called the University of California Santa Barbara. They had about 2.7% black people there, and, you know, things would always happen. Like, there were racist occurrences that would happen on campus. Off-campus they had, like, Dress Up Like A Minority parties, things like that. So, you know what, I need to make a statement, and I need to do it in a way that's not tearing down someone else's community but lifting ours up, because what I realized is that I don't think the answer is trying to fix someone else, trying to fix someone else's community. I think the answer is in fixing ourselves and in building ourselves up. So the mission for I Love Being Black is positivity, awareness, and action amongst black people worldwide.Zach: Man, that's beautiful. And it's funny--so you said dress like a minority? So just like in that movie--hold on, don't tell me. It's the movie--Dear White People. Like that movie.Kumi: Yeah, yeah, yeah.Zach: That's crazy, and the funny thing is in that movie, at the end, they show pictures of those real parties, and I don't know if UC Santa Barbara was in there, but they showed a lot of pictures. I know they showed SMU and some other colleges that do those. Man, that's crazy. It sounds as if I Love Being Black is all about, like, pouring back into self, self-reliance, and self-affirmation. That's awesome. So somehow, in spite of all of the work that you've been doing with I Love Being Black, you've also founded and you lead Traveling Black. So talk to us about that company and the inspiration behind that one.Kumi: Yeah, yeah. I mean, with I Love Being Black--so it started with just t-shirts, and that, you know, spun into a huge social media enterprise on Facebook. I Love Being Black--we have about 6 million fans on Facebook, I think 140,000 on Instagram, and so we started traveling to a bunch of different places around the world because, you know, most black people don't live in the U.S. They live outside the U.S. So we started, you know, going through the continent, going to Columbia, going to Brazil. Like, you know, even London and Paris and all kinds of other places like that, doing photoshoots and just kind of documenting black life and positivity in these different places, and, you know, we kept hearing, "Hey, you know, I see all these pictures on Facebook and all that, but, like, how can I go with you guys? Because my friends keep flaking. Each time I try to leave the country, X, Y, and Z." So we said, "You know what? Let's do a pilot trip," and we did a trip to Cartagena, Colombia, and just--you know, just to see if I can actually plan travel for people that are outside of my immediate organization, and it worked, you know? It worked out really well, and we kind of kicked it off from there. We did South Africa next, and then we did Cuba, and we just got back from Ghana.Zach: So that's incredible, man, and it's--to your point about most black people not even living in the U.S., you know, let me tell you a story about me being black and traveling while black. My wife and I celebrated our five-year anniversary. We went to Belize this past May, right?Kumi: Okay. Congratulations, brother.Zach: Thank you very much, man. So we go to Belize, and, you know, I'm ignorant. Genuinely, like, there's plenty of stuff I don't know, but when I go to Belize I was so taken aback at just how, like, everybody there was black, right?Kumi: Yeah.Zach: And they look like--they look like black Americans. Like, they don't--you know what I'm saying? But, you know, if you look at, like, the mainstream media, or you look at whatever, you just don't--you don't see us being portrayed front and center like that, and it was amazing to see, like, us being in a position of being, like, the majority. Like, that was crazy to me. A beautiful experience. It was just crazy, and it was--the other thing that was funny about my time when we were in Belize, we saw some other black folks, some of them who were also from my city, Houston, and just from D.C. and California, and we all just linked up, and it was like a family reunion. Like, we got out there, we having a good time, we're traveling, we're doing our thing, and so I guess--and so I guess my question is, you know, how does traveling black encourage exploration and adventure? And I say that because even just in--'cause I haven't been out of the country many times, but any time I go and I see more people that look like me, it just changes the entire dynamic. It feels--it feels different, and so I imagine Traveling Black kind of has a similar vibe. I'm curious, like, how do you all achieve that, and how do you all facilitate and drive that?Kumi: That's a good question, that's a good question. So what we do is typically we want to bring our money that we have over here and put it in the hands of someone else that looks like you somewhere else. So it doesn't make any sense to me to go to, like, a South Africa and do, like, a safari with somebody that's not black and I'm in Africa. That doesn't make any sense, but you're kind of assuming that you're gonna find all of these black people and all kinds of tourism efforts and stuff like that, but you don't, especially in places like South Africa, you know, Brazil, things like that. You have other people sort of telling your story. So I think that's really important to kind of annotate, because a lot of people in this tourism space, even in the black tourism space, they don't do that. You know? They just--you know, "Whoever shows up from the tourism office, or "These people that we contracted to do this thing is who we're gonna give money to," and I'm like, "That doesn't make any sense if over here we're preaching, you know, spend money with black people and black dollars, black hands type of thing, and then when we go abroad we don't, you know, embody that same thing." So that's something we really, really try to make sure that we do. So our guides are black, drivers are black, photographers, everybody. So I say all that to say this experience that we try to create and curate for people around the world, we try to make sure it's authentic, number one. Number two, we want you to learn a bunch of stuff, but number three, we want you to kick it and have fun too. It isn't just like, you know, open up a history book and, "Okay, on your left you see this, and this date and this time," and all that. Nah, we want to--we want to drink some rum and dive in the ocean and, you know what I'm saying, learn how to do the dances and all of this other stuff. We want to learn all of that stuff. Yeah, and then be safe obviously as well.Zach: Of course. There's a certain level of intentionality that you have to have in terms of driving and centering black identity and black experience, like, regardless of where you are, and so I would never--I didn't even think about that, about the fact that, you know, other people telling your story, even if you're in majority-black spaces, and how--but I can say that, man, when we have people that look like us and who share the same--who are part of the same diaspora involved in that, man, like, the experience is way different. There's just a certain level of community and familiarity and just touch, personal connection that is not there otherwise, and so that's incredible.Kumi: Absolutely, yeah. And, you know, there's this whole idea that, like, Africans don't like African-Americans, and I'm like--you know, I don't know where that started from or who started it and all of that, but I know that I've been to 12 different African countries, and I'm considered family in half of those, and people love me and love us in all of those. You know? They're waiting for us to come back and just go there--don't bring the negative aspects of being from the U.S., you know? Don't bring all that stuff with you. You know, all the ignorance and stuff that we may not even know that we embody. Don't bring all of that stuff, and try to have an open mind. You know, try the foods. Learn something about the language. Be genuinely interested about those people, and they're gonna welcome you with open arms every time.Zach: I 100% believe that. I do think it's easy for us to kind of, like, get in our cynical bag, right? And then, like, make assumptions based off of just stereotypes and things that we've seen, and I also think, man, you know, just as a side note, I do think sometimes, man, like, Fake Woke Twitter be messing us up. Like, we end up kind of being a little too negative. It's like, "Let's just give it a try first." 'Cause when I went out to Belize, it was love everywhere I went. I had a phenomenal time. Like, everything [inaudible] was great, right? And I've heard amazing stories from people who also--they'll travel to South Africa, they'll travel to Zambia, they'll travel to Nigeria and Cambodia. Like, they'll travel various places and see us, right? And have a wonderful time. I think that--so that's a great point. So let me ask you this. Where can people learn more about I Love Being Black and Traveling Black?Kumi: Okay. Definitely you can, you know, touch base with our Facebook page for I Love Being Black or Instagram page for I Love Being Black. Just look up--the short tag is just LoveBeingBlack, no spaces. Just @LoveBeingBlack, and same thing with Traveling Black, and then the short tag is @TRVLBLK. So that's TRVLBLK for Traveling Black, and, you know, we try to post up pictures, and we definitely want to inspire people, you know? Just get that sense of wanderlust, but we want to go deeper than that obviously, and we want to take it into those black spaces and these stories that haven't really been told, and, you know, a lot of times there's more we need to unlearn then there is we need to learn, you know? Because if you don't unlearn these certain things, you know, these things that you may not even know--these stereotypes that you have, X, Y, and Z, you're not gonna be able to learn the correct thing in the future. Zach: Nah, that's so true, and it's interesting because of just the way that American society works. A lot of the things that we need to learn anew we won't really fully grasp unless we go and experience it for ourselves, you know what I mean?Kumi: Yeah.Zach: So that's incredible. Well, look, we're gonna make sure that we have all of your--we'll make sure we have all of the information on Traveling Black and I Love Being Black in the show notes, so for everyone listening, make sure you click--you click those links in the show notes to learn more about that. Where can people learn more about what's happening in 2019? Or rather let me ask you this way - what do you have planned in 2019? What's on the horizon? What are you excited about? What are you excited for folks to see, and what are you excited to share? Kumi: We have lists of--we have a great list of trips that we're gonna run down for 2019. Let me--first, in a month we're going to South Africa. We're gonna be there during the Afropunk Festival [inaudible]. So we're doing Johannesberg, Cape Town. Just gonna have a real good time. South Africa is, like, very near and dear to my heart. If I leave--I live in Oakland, California right now. If I leave Oakland, I'm most likely gonna live in Johannesberg. So we're doing that, and then I think three days after I get home we're going to Cuba, on the Experience Cuba trip, in January, wrapped around the Havana jazz festival. We always try to wrap our trips around some sort of event or festival that's, like, a cultural aspect of wherever we are. So let me see. We're going back to South Africa for the Jazz fest in Cape Town in March, and then I think the trip that I'm most excited about for next year is Ghana, because the president of Ghana dedicated 2019 as the year for the diaspora to come back home, and that's huge. Literally the president.Zach: That's crazy. That's crazy.Kumi: Yeah. Yeah, right? I mean, he's like, "Look, this is the year y'all need to come back home." You know, it doesn't have to be come back home to live and blah blah blah, but that is an option, and once you get there and you look at things and you're like, "Oh, wait a minute," and you sort of realize in your head, "This is an option." I've been to Ghana a few times, and each time I see a different opportunity. I'm like, "All right, so not just on cultural level, but for business, you know?" For setting up shop here. For doing something. For leaving your mark in other kinds of ways. So yeah, we're extremely excited about that trip. That's in August, and then we may introduce a new trip next year to Brazil in November. November is Black Consciousness Month in Brazil. They don't do Black History Month. They do Black Consciousness during the whole month of November, and then the day of Black Consciousness is November 20th. There was this really important figure in their history named Zumbi dos Palmares. He basically was like their MLK in terms of popularity, not in terms of what he did. You know, he was a freedom fighter. He helped a lot of people escape slavery into what they called quilombos, runaway enslaved encampments for free Africans. And, you know, he was caught, and he was killed, but they celebrate that on that day, November 20th, and there's a huge parade, and it's all cultural, and there's drumming and music and speeches and Portuguese, and, oh, man, it's amazing.Zach: Wow, that sounds incredible. So I'm gonna definitely, again, make sure to encourage our listeners to check the show notes so you can stay up to date with Traveling While Black--Traveling Black, excuse me, and I Love Being Black. Like, this is amazing. So before we let you go, any parting thoughts, final words, or shout outs?Kumi: Yeah. I will say that--I think most of what we need to do is just a mental shift. Once we shift mentally, everything else sort of--it doesn't automatically fall in line but, you know, it's a lot easier to be attained, right? So if we stop thinking of Africa as one place, that's a mental shift, right? That's a mental shift, because Africa is not one place. It's 54 different places, you know? It's the continent with the most amount of countries in the world, you know what I'm saying? And they have, you know, thousands of languages and customs and all kinds of different stuff. It snows in certain places. It's hot in other places. You'll have greenery in certain places, and there's--you know, there's a desert in other places. It's got every single climate, and, you know, a vast amount of diversity in the types of people and the things that you're gonna find there. If we start thinking of the different places in Africa like that, I think it's gonna open up a lot of different options. If you want to go on some luxury trip or something like that, they have all that, you know? Go to Zanzibar, you know what I mean? The richest square mile in Africa is Sandton, in Johannesberg, right outside of Johannesberg, you know what I mean? So if you want to do that you can. If you want to go on a backpacker thing and save money, you can do that too, you know? So don't only think of Africa as like, "Oh, we need to go on some sort of missionary trip," or, you know, bring some toilet paper to donate to people and this, this, and that. They're doing a bunch of amazing things. They're on blockchain technology. I'm on a team out of Rwanda that's leading the charge called Africa Gen, you know? So they're doing a bunch of stuff, even some stuff that we're not doing. Sometimes I find technologies over that we don't even have here, and I'm like, "Yo." We just need to learn more about each other and just open up that line of communication, you know?Zach: Man, absolutely. Again, what I'm hearing more and more is just go. Experience. Like, that's what I'm hearing. Well, look, this was awesome. Well, look, that does it for us, y'all. Thank you for joining us on the Living Corporate podcast, a special series sponsored by the Coalition of Black Excellence. To learn more about CBE, check out their website - www.cbeweek.com. Make sure to follow us on Instagram at LivingCorporate, and make sure to follow CBE on Instagram at ExperienceCBE. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you have been listening to Kumi Rauf, CEO and founder of Traveling Black and I Love Being Black. Peace.Kumi: Peace, y'all.</itunes:subtitle>
      <itunes:summary>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with the founder and CEO of I Love Being Black and Traveling Black, Kumi Rauf. Kumi sits down with us to talk about both of his companies and their collective vision of documenting black life and positivity. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement. 

Instagram: https://www.instagram.com/lovebeingblack/
https://www.instagram.com/trvlblk/
Twitter: https://twitter.com/ilovebeingblack
https://twitter.com/TRVLBLK
Facebook: https://www.facebook.com/lovebeingblack/
https://www.facebook.com/TRVLBLK/
Find out more about CBE/CBE Week here: https://www.cbeweek.com/
Kumi’s LinkedIn: https://www.linkedin.com/in/kumirauf/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Through our partnership with the <a href="https://www.linkedin.com/company/18453550/">Coalition of Black Excellence</a> founded by <a href="https://www.linkedin.com/in/ACoAAA2p5B0B1xur-4itYnKmFAufgAG3C8-1hkg/">Angela J.</a> we have the pleasure of sitting down with the founder and CEO of <a href="https://www.linkedin.com/company/i-love-being-black/about/">I Love Being Black</a> and <a href="https://www.linkedin.com/company/travelingblack/about/">Traveling Black</a>, Kumi Rauf. Kumi sits down with us to talk about both of his companies and their collective vision of documenting black life and positivity. We also promote CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement. </p><p><br></p><p>Instagram: <a href="https://www.instagram.com/lovebeingblack/">https://www.instagram.com/lovebeingblack/</a></p><p><a href="https://www.instagram.com/trvlblk/">https://www.instagram.com/trvlblk/</a></p><p>Twitter: <a href="https://twitter.com/ilovebeingblack">https://twitter.com/ilovebeingblack</a></p><p><a href="https://twitter.com/TRVLBLK">https://twitter.com/TRVLBLK</a></p><p>Facebook: <a href="https://www.facebook.com/lovebeingblack/">https://www.facebook.com/lovebeingblack/</a></p><p><a href="https://www.facebook.com/TRVLBLK/">https://www.facebook.com/TRVLBLK/</a></p><p>Find out more about CBE/CBE Week here: <a href="https://www.cbeweek.com/">https://www.cbeweek.com/</a></p><p>Kumi’s LinkedIn: <a href="https://www.linkedin.com/in/kumirauf/">https://www.linkedin.com/in/kumirauf/</a></p><p><br></p>]]>
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      <title>#CBEWEEK : Angela Johnson</title>
      <description>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with the woman herself, Angela Johnson, to discuss CBE and its vision to unify and elevate the black community.
Find out more about CBE/CBE Week here: https://www.cbeweek.com/
Instagram: https://www.instagram.com/experiencecbe/
Twitter: https://twitter.com/experiencecbe
Facebook: https://www.facebook.com/experienceCBE/
LinkedIn: https://www.linkedin.com/company/coalitionofblackexcellence/</description>
      <pubDate>Mon, 10 Dec 2018 08:42:00 -0000</pubDate>
      <itunes:title>#CBEWEEK : Angela Johnson</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>37</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/01f6a100-f2a5-11ea-88c4-439d6a73cb74/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with the woman herself, Angela Johnson, to discuss CBE and its vision to unify and elevate the black community.Find out more about CBE/CBE Week here: https://www.cbeweek.com/Instagram: https://www.instagram.com/experiencecbe/Twitter: https://twitter.com/experiencecbeFacebook: https://www.facebook.com/experienceCBE/LinkedIn: https://www.linkedin.com/company/coalitionofblackexcellence/TRANSCRIPTZach: What's up, y'all? It's Zach, and listen, y'all. Living Corporate is partnering with the Coalition of Black Excellence, a non-profit organization based in California, in bringing in a Special Speaker series to promote CBE Week, an annual, week-long event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement that will positively transform the black community. This is a special series where we spotlight movers and shakers who will be speakers during CBE Week, and today we have the founder and CEO of the Coalition of Black Excellence, Angela Johnson. Angela, how are you doing? Welcome to the show.Angela: Good. Thank you for having me. I'm excited to be here.Zach: We'll wax a little bit poetic about your organization, its origins, on how we even got connected, because I think all of it comes together and really paints a [picture] into what the Coalition of Black Excellence is all about. Angela: Yeah, absolutely. I love the story of the Coalition of Black Excellence because it is truly a testament of really what happens when individuals work together to uplift the community and use their skills for that purpose. So it kind of all started in 2017 with a desire from a number of employees at different organizations, at black employee resource groups at a number of companies, who really just were looking at their Black History Month planning, and, you know, we have this idea of--it's very simple. What if we work together to sort of amplify our impact and, you know, what can we do to collaborate, to tell a different story that really is uplifting to the black community, highlighting excellence in the black community, and just is something that's really inspirational? So that was sort of the basis of conversation with a number of people, even at Uber Hue, where I work for my day job group, and once we sort of had that idea of--once we had that idea of, you know, "Let's collaborate," it was a really easy conversation to have with other black employee resource groups and diversity and inclusion committees and community organizers across companies in the Bay. So how--after we sort of had this big idea, we were, you know, kind of like, "Okay, well, what does this look like? How does this collaboration come together, and what's the goal?" And so the Week idea really came from--I grew up in the DC area, going to the Congressional Black Caucus and the Legislative Conference in DC, and I was just always inspired by how black professionals across, you know, a number of industries who focus on policy and politics come together to, you know, network, to talk about different ways that they can work together, to address unique issues impacting the black community. So that's where the idea for the Week came from, and, you know, our theory was pretty simple, that if we could kind of concentrate our time to one week, that amplifies the opportunity for us to be in the same room and network and kind of strategize collectively. And then after that it really became a lot of--a lot of people just bringing their expertise and their contributions to the table in different ways, which I think is really where this sort of coalition idea came from. The different companies would basically offer, you know, their expertise or their hosting capabilities or, you know, they had curated an event in a certain area. So some had curated an event in entrepreneurship or [inaudible]. You know, they're willing to open up to the community or open their space up to the community, and so it just became this really beautiful story of sort of everyone coming together to offer their expertise or their talents or their contributions for that week, and then my goal really was just--or my role was really just to kind of organize it all and, you know, ensure that people who had similar ideas worked together. You know, give 'em a day for the week and a time of the week. After the success of this year--so 2018 was our first year. We had 14 events over the course of the week. We did it the last week of February this year as well. Black Joy Parade was another non-profit organization that we got partnered or connected with during sort of our collaboration with a number of companies that was planning a huge parade in Oakland that really was focused on celebrating black culture and black artists, and it was just perfectly aligned to, you know, [ending?] events. You know, all-black companies took the lead of different events that I help facilitate, just their days, but then the Uber Hue team really took charge of the gala. So the gala was on that Saturday of the week, and the goal there was to really, you know, sort of be a more celebratory opportunity for us, to not only celebrate black excellence but to honor trailblazers, and then to give back. So we had six non-profits that we honored as a part of the week, and, you know, we picked a theme. It was non-profits promoting STEM and entrepreneurship in the black community. Once we identified the six non-profits, we featured them as a part of the Week, and then all of the money that we raised as a part of the gala went to those non-profits, because, you know, there was no organization associated with the Coalition of Black Excellence. It was just this conglomerate of black professionals at different companies who were coming together. So we donated all of the money and gave it all away, and then after that it really--just going through all of that process and, you know, figuring out sponsors, and we had a lot of great sponsors contribute to the gala and other events. It made me realize it was really important to formalize the structure to make it easier for people to engage and for us to be able to really, you know, move forth our mission that now is to unify and elevate the black community. So yeah, so it's an exciting path.Zach: It's extremely exciting, and, you know, I'm curious--in season 1 of Living Corporate, there were various guests who may have in their title "black" in some way, and I would always ask them, "Why do you have Black Texas Magazine?" Or "Why do you have Black this or Black that?" So help me understand why it was important for you to call the organization the Coalition of Black Excellence and not just the Coalition of Excellence or the Group of Really Cool People Doing Stuff. Like, what was the--what was the point in specifying or highlighting race within the title of your organization. Angela: Yeah, 'cause I think the--as I mentioned, the [inaudible] aspirations of the group that came together was really planning Black History Month Event, so that was sort of one thing. Like, the group that came together, they were all people who were--in some way, they were personally identified with being a member of the black community or really wanted to address some issue in the black community or highlight something, you know, amazing that's going on in the black community. So all of the people who came together for the founding of the organization were motivated by issues impacting the black community. Me personally, I think for--for me, you know, I identify as a black woman, and, you know, it's a community of people that, you know, I just really want to see come together and work together to amplify, you know, our impact and to address issues that I think are unique to the black community. I mean, it's not that--you know, there are a lot of issues that other communities have as well, but I think that there are some that--sometimes it's helpful to have people who understand some of those issues or have a personal experience that relates to it. And it's a range. It's not necessarily just issues, but just anything impacting the black community. I think sometimes it's helpful to have people who identify with being in that community to be the ones to kind of also help amplify that voice.Zach: What I'm excited about and what I think is important when I look at the Coalition of Black Excellence and I look at the website, I look at the information, I think it highlights the reality that the non-white experience is not monolithic and that the black experience is unique and that it's important, and there's nothing wrong with specifying and really zooming in on black perspectives, black experiences, because the black experience historically is unique, juxtaposed to other non-majority experiences. So that's great. So I'm really excited about the guests that will be a part of the Speaker Series. At a larger level, I'm excited about--of course Living Corporate is just really pumped about being a part of and working with the Coalition of Black Excellence with this. Let me ask you this though - what are you most excited about with CBE Week? Like, you know, what was the first one like? What do you feel like went well there? What are you excited about coming up on this one in 2019?Angela: The thing that I'm excited the most about CBE is I think it's gonna be a great opportunity to really unify black professionals from various backgrounds, generations, from, you know, different industries, and I think--you know, I'm a lawyer. I typically go to a lot of legal conferences for black professionals. I know there's a lot of great black professional conferences for tech, for business, you know, for engineering, for a lot of different areas, but what I think is exciting about CBE is that we're really trying to have sort of a really broad outreach in terms of who we want to reach in the black community, and I don't know if there's--I've never been personally been to a lot of spaces where, you know, in one space you can hear from experts in health and well-being and finance and entrepreneurship and tech and life sciences and music and art and entertainment and education in social impact and government and legal, and you can really--really get the spread of issues that are impacting the black community. It really is about, you know, sort of this 360 professional development experience. So that's one thing I'm really excited about, just to see all of that black excellence in the same room across all of these different perspectives. And to your point that you mentioned earlier, you know, there is--there is a lot of diversity within the black community, and so I think it'll be beautiful to see it all in one space, and then to take it to the next level, for us to start figuring out how to develop organic relationships so that we can start to work together to figure out, you know, how we can address some of the issues that we're seeing impacting the black community. So that's really the Thursday thing that I'm excited about. The Friday of the summit, of the two-day summit--which, I should add, is an addition from what we did last year--so the Friday portion is also exciting because that day to me is really about creating sort of an ecosystem of support, and, you know, it's more about, you know, looking--we have a legal pitch day where we have in-house counsel sitting with outside counsel who are African-American or who identify as being in the black community to engage whether or not there's an opportunity to hire those individuals for work, which I think is a lot--is really important to a lot of companies who are interested in improving their supply diversity programs. And then we have a health and well-being fair where it's gonna give an opportunity for black professionals to really hear from black therapists and black doctors. The vendor showcase and career fair, an opportunity for companies to showcase their products and engage with individuals in the black community, as well as recruiting these, you know, excellent black professionals. So it's exciting to see a day that has such a broad reach across different sectors and just will allow people to, you know, experience black excellence in a different kind of way. Zach: That's just so cool, and I think it really reminds me that the way that we typically, or that we're--I think professionally that we're conditioned to think about our jobs and we think about industries, which is often very siloed and sectored and, "Well, I should only talk to people in this space because I'm in this space" or "I should only talk with people in that space 'cause I'm in that space." We as black professionals can't really afford to adopt that mindset because there's not many of us in any of these individual spaces, and so the more we can be collaborative and cross-functional in how we think, how we operate, how we network, the better. And so what you're describing when you're talking about CBE Week, I agree it's extremely exciting, because we're creating bridges, not only from an inter-generational perspective but also from a professional or industry specialization perspective too. So that's really cool, and it really reminds me CBE Week has some major sponsors. And let me just take a step back. So when you and I first met and I told you, "On the LinkedIn profile I got little pocket squares and stuff, but don't let that fool you. I'm very country," and, like, I don't meet and see a lot of black folks, especially on the coast, 'cause I'm from the South, right? To the point we've both been making, the black experience is extremely diverse, and so it was so interesting when I met you and you were like--you worked for Uber then somebody else, then worked for Facebook and, like, Amazon. Like, all these major names, and again, I work for--I'm in a big firm consulting and everything like that so I'm not trying not to, like poo-poo myself, but I was just looking at all these names and looking at these black folks connected to these very large companies and the sponsorships. And so I'm curious, how were you able to build those relationships and connections?Angela: Yeah, it's really honestly the volunteers. So CBE, I should add, is an all-volunteer-run organization. We probably have 50 to 60 volunteers, and nearly all of them are black professionals at various companies or community organizations or schools, and they're not just in the Bay Area anymore. We have quite a few that have spread throughout the U.S. as well. But yeah, between our advisory board and our volunteers, who are spread throughout, I think it's really a lot of people who get the mission, get what we're trying to do, and support it wholeheartedly. Yeah, to your point earlier about, you know, just the black professionals coming together and using those--you know, using their talents and, you know, not being siloed, I mean, honestly, the CBE story is really that. Like, our marketing lead, for example, does marketing--I think she's the marketing director at Forbes, and, you know, we had a comms person who focused on, you know, our comms work, and, you know, we had tech people from Apple and other companies, and so I feel people who, you know, are at these different companies who have these skill sets, applying them to CBE and, you know, providing their time, which is making it easy for us to sort of move quickly, right? 'Cause--I mean, I'm a lawyer. There's so much I don't know about design, about marketing, about, like, even--honestly, like, the non-profit filings and getting all the non-profit paperwork. Like, that took lawyers too who were interested in, like, the mission and really wanting to--lawyers from Winston &amp;amp; Strawn, [inaudible] Taylor, to, you know, use those skills and, you know, offer them for free for, you know, uplifting the community. So I think we're just really fortunate to have a lot of volunteers who are connected to these companies and who are not only willing to give their time and their energy but are also willing to make the asks, the sponsorship asks, which, you know, at the end of the day is crucial. Zach: Super crucial.Angela: Yeah, to be able to fund all of this, and I think for us it's more crucial because the socio-economic gap that we really want to bridge--I mean, the main story is just access. I think a lot of people don't have access to these really amazing world-class professional development experiences because the cost is just too high, and so we're really aiming to use the sponsorship dollars to, you know, cover all of the costs, and not have to pass those costs down to the individual to attend. So my dream for 2020 is that CBE's summit will be completely free to the community and that it's completed sponsored by, you know, all of our great sponsors and paid for by our great sponsors. 2019 unfortunately we're--you know, we're not quite there, so we're gonna have a modest ticket price, but in the future that's definitely where we're going, and I think it's just so great to have sponsors and donors that get it and, you know, are supportive of it.Zach: No, absolutely. Now, let me ask you this. Where can people learn more about the Coalition of Black Excellence? And then, more specifically, about CBE Week?Angela: Yeah. So they can go to www.CBEWeek.com. Our registration will be opened up tomorrow actually for the summit, for the vendor showcase, for the gala. We'll be keeping it updated with speakers as they come in. You know, we're getting a ton of great speakers, as I'm sure you're aware since you're interviewing them all.Zach: That's right. [laughs]Angela: [laughs] But yeah, so we'll be updating that as well, but yeah, CBEWeek.com, and then you can also follow us on Instagram and Facebook and Twitter and LinkedIn, where ExperienceCBE is our handle. Zach: And when is CBE Week? What are the dates for CBE Week?Angela: So CBE Week will take place February 18th to 24th. Monday is gonna be a volunteer day that's gonna focus on a number of volunteer projects throughout the day. Tuesday and Wednesday are gonna be more like 2018, where different companies host events that will be open to the community. The actual CBE summit that covers the different panel topics will happen February 21st and 22nd. The career fair and vendor fair will be that Friday, the 22nd, of the CBE summit. The gala will be on Saturday, the 23rd, and we're partnering with the United Negro College Fund this year for the gala, which should be exciting. Zach: Wow.Angela: Yeah. And then Sunday, again, will be the Black Joy Parade in Oakland. So the CBE summit will take place at the Hyatt Regency Hotel in San Francisco, and then the other events throughout the week will take place throughout the Bay.Zach: This is--this is incredible. So before we get out of here, do you have any parting words or shout outs?Angela: A huge shout out to all of the organizations that are collaborating with us. So that's one thing I forgot to mention, that there's a lot of organizations, community organizations, like Traveling While Black, Our Collective, Toasted Life, Black Joy Parade, UNCF. There's so many organizations that are coming together, which I think is also a beautiful story, because, you know, we could all be competitive and try to fight for time and money, but this is really actually--you know, it's been completely the opposite experience. We've really been super collaborative, and it's been beautiful just to see the different organizations come together and host events throughout the week and, you know, work together in different ways. So yeah, so I think this will be an exciting time, and I hope to see everyone there. Zach: Absolutely. So this is the thing--so Angela, I'm gonna say this on the show. I want you to hear this while our audience hears this. Please don't underestimate the impact that you're making. Your point around access and the level of collaboration that the Coalition of Black Excellence is achieving here and already has achieved is incredible. You're absolutely right in that so often times you can kind of get caught up in competing against one another and trying to, you know, "I want to be Mr. Such-and-Such," or Ms. Such-and-Such, as opposed to really working together for a collective goal to achieve a unified vision, and so that is incredible here, and I'm just honored to be a part of this. I'm honored to have you here. We're gonna drop some air horns right here. Angela: [laughs]Zach: And we're gonna make sure that everyone has all of the information in the show notes, and then, folks, as you're listening to this, make sure that you realize this is the Speaker Series that you're listening to, Angela Johnson, Coalition of Black Excellence, and make sure that you continue to stay tuned with us, folks, because we're gonna continue to spotlight the speakers that are gonna be a part of this. Again, the dates are in February. You'll have all the details in the show notes. Make sure you continue to follow us, and we'll continue to drop information as it's released and updates as the Coalition of Black Excellence makes them. Now, that does it for us, y'all. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod. Remember, you can follow the Coalition of Black Excellence on Instagram at ExperienceCBE, and then you can follow them and keep up with all of their organizational updates on their website, www.CBEWeek.com. This has been Zach, and you've been listening to Angela Johnson, CEO and founder of the Coalition of Black Excellence. Peace. Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>Through our partnership with the Coalition of Black Excellence founded by Angela J. we have the pleasure of sitting down with the woman herself, Angela Johnson, to discuss CBE and its vision to unify and elevate the black community.
Find out more about CBE/CBE Week here: https://www.cbeweek.com/
Instagram: https://www.instagram.com/experiencecbe/
Twitter: https://twitter.com/experiencecbe
Facebook: https://www.facebook.com/experienceCBE/
LinkedIn: https://www.linkedin.com/company/coalitionofblackexcellence/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Through our partnership with the <a href="https://www.linkedin.com/company/18453550/">Coalition of Black Excellence</a> founded by <a href="https://www.linkedin.com/in/ACoAAA2p5B0B1xur-4itYnKmFAufgAG3C8-1hkg/">Angela J.</a> we have the pleasure of sitting down with the woman herself, Angela Johnson, to discuss CBE and its vision to unify and elevate the black community.</p><p>Find out more about CBE/CBE Week here: <a href="https://www.cbeweek.com/">https://www.cbeweek.com/</a></p><p>Instagram: <a href="https://www.instagram.com/experiencecbe/">https://www.instagram.com/experiencecbe/</a></p><p>Twitter: <a href="https://twitter.com/experiencecbe">https://twitter.com/experiencecbe</a></p><p>Facebook: <a href="https://www.facebook.com/experienceCBE/">https://www.facebook.com/experienceCBE/</a></p><p>LinkedIn: <a href="https://www.linkedin.com/company/coalitionofblackexcellence/">https://www.linkedin.com/company/coalitionofblackexcellence/</a></p>]]>
      </content:encoded>
      <itunes:duration>1464</itunes:duration>
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      <title>#CBEWEEK : Adamaka Ajaelo</title>
      <description>Through our partnership with the Coalition of Black Excellence founded by Angela J., we have the pleasure of sitting down with strategist, leader, entrepreneur, educator, and mentor Adamaka Ajaelo to discuss her program, Self-eSTEM, and its vision to provide young women of color strong support models while supporting their pursuit to achieve a successful career in the STEM field.
Learn more about Self-eSTEM here: https://selfestem.org/
Contact or Donate to Self-eSTEM!

CBE Week runs February 18-24, 2019! Learn more about it, and the Coalition of Black Excellence, here!
https://www.cbeweek.com/

Connect with us here: https://linktr.ee/livingcorporate</description>
      <pubDate>Mon, 03 Dec 2018 09:06:00 -0000</pubDate>
      <itunes:title>#CBEWEEK : Adamaka Ajaelo</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>36</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/020fe066-f2a5-11ea-88c4-cfe3830f7988/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>On the first installment of Living Corporate’s CBE Week Special Speaker series, we have the pleasure of sitting down with strategist, leader, entrepreneur, educator, and mentor Adamaka Ajaelo to discuss her program, Self-eSTEM, and its vision to provide young women of color strong support models while supporting their pursuit to achieve a successful career in the STEM field.</itunes:subtitle>
      <itunes:summary>Through our partnership with the Coalition of Black Excellence founded by Angela J., we have the pleasure of sitting down with strategist, leader, entrepreneur, educator, and mentor Adamaka Ajaelo to discuss her program, Self-eSTEM, and its vision to provide young women of color strong support models while supporting their pursuit to achieve a successful career in the STEM field.
Learn more about Self-eSTEM here: https://selfestem.org/
Contact or Donate to Self-eSTEM!

CBE Week runs February 18-24, 2019! Learn more about it, and the Coalition of Black Excellence, here!
https://www.cbeweek.com/

Connect with us here: https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Through our partnership with the <a href="https://www.linkedin.com/company/18453550/">Coalition of Black Excellence</a> founded by <a href="https://www.linkedin.com/in/ACoAAA2p5B0B1xur-4itYnKmFAufgAG3C8-1hkg/">Angela J.</a>, we have the pleasure of sitting down with strategist, leader, entrepreneur, educator, and mentor <a href="https://www.linkedin.com/in/adamakaajaelo/">Adamaka Ajaelo</a> to discuss her program, <a href="https://www.linkedin.com/company/self-estem/">Self-eSTEM</a>, and its vision to provide young women of color strong support models while supporting their pursuit to achieve a successful career in the STEM field.</p><p>Learn more about Self-eSTEM here: <a href="https://selfestem.org/">https://selfestem.org/</a></p><p><a href="https://selfestem.org/contact/">Contact</a> or <a href="https://selfestem.org/donate/">Donate</a> to Self-eSTEM!</p><p><br></p><p>CBE Week runs<strong> February 18-24, 2019! </strong>Learn more about it, and the Coalition of Black Excellence, here!</p><p><a href="https://www.cbeweek.com/">https://www.cbeweek.com/</a></p><p><br></p><p>Connect with us here: <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1258</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>#NewNew : CBE Learning Series Coming Soon!</title>
      <description>Through our partnership with the Coalition of Black Excellence founded by Angela J. , we have the pleasure of sitting down with movers and shakers across the industry to discuss their unique programs and visions. This is a series promoting CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement. CBE Week runs from February 18-24 and will be located in the Bay Area!

Find out more about CBE/CBE Week here: https://www.cbeweek.com/
Instagram: https://www.instagram.com/experiencecbe/
Twitter: https://twitter.com/experiencecbe
Facebook: https://www.facebook.com/experienceCBE/
LinkedIn: https://www.linkedin.com/company/coalitionofblackexcellence/</description>
      <pubDate>Mon, 26 Nov 2018 08:41:00 -0000</pubDate>
      <itunes:title>#NewNew : CBE Learning Series Coming Soon!</itunes:title>
      <itunes:episodeType>trailer</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>35</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/022e4650-f2a5-11ea-88c4-b354cbc2de94/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>Through our partnership with the Coalition of Black Excellence founded by Angela J. , we have the pleasure of sitting down with movers and shakers across the industry to discuss their unique programs and visions. This is a series promoting CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement. CBE Week runs from February 18-24 and will be located in the Bay Area!Find out more about CBE/CBE Week here: https://www.cbeweek.com/Instagram: https://www.instagram.com/experiencecbe/Twitter: https://twitter.com/experiencecbeFacebook: https://www.facebook.com/experienceCBE/LinkedIn: https://www.linkedin.com/company/coalitionofblackexcellence/</itunes:subtitle>
      <itunes:summary>Through our partnership with the Coalition of Black Excellence founded by Angela J. , we have the pleasure of sitting down with movers and shakers across the industry to discuss their unique programs and visions. This is a series promoting CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement. CBE Week runs from February 18-24 and will be located in the Bay Area!

Find out more about CBE/CBE Week here: https://www.cbeweek.com/
Instagram: https://www.instagram.com/experiencecbe/
Twitter: https://twitter.com/experiencecbe
Facebook: https://www.facebook.com/experienceCBE/
LinkedIn: https://www.linkedin.com/company/coalitionofblackexcellence/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>Through our partnership with the <a href="https://www.linkedin.com/company/18453550/">Coalition of Black Excellence</a> founded by <a href="https://www.linkedin.com/in/ACoAAA2p5B0B1xur-4itYnKmFAufgAG3C8-1hkg/">Angela J.</a> , we have the pleasure of sitting down with movers and shakers across the industry to discuss their unique programs and visions. This is a series promoting CBE Week, an event designed to highlight excellence in the black community, connect black professionals across sectors, and provide opportunities for professional development and community engagement. CBE Week runs from February 18-24 and will be located in the Bay Area!</p><p><br></p><p>Find out more about CBE/CBE Week here: <a href="https://www.cbeweek.com/">https://www.cbeweek.com/</a></p><p>Instagram: <a href="https://www.instagram.com/experiencecbe/">https://www.instagram.com/experiencecbe/</a></p><p>Twitter: <a href="https://twitter.com/experiencecbe">https://twitter.com/experiencecbe</a></p><p>Facebook: <a href="https://www.facebook.com/experienceCBE/">https://www.facebook.com/experienceCBE/</a></p><p>LinkedIn: <a href="https://www.linkedin.com/company/coalitionofblackexcellence/">https://www.linkedin.com/company/coalitionofblackexcellence/</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>298</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>#WrapUp : Season 1 Recap</title>
      <description>In our Season 1 recap episode, we discuss the lessons we've learned over the course of the season, some of our favorite episodes, our Favorite Things, AND tease a little Season 2 content that's coming your way in 2019!
Connect with us: https://linktr.ee/livingcorporate
Chris Price's new EP: https://itunes.apple.com/bz/album/good-evening-ep/1436626656</description>
      <pubDate>Fri, 23 Nov 2018 09:00:00 -0000</pubDate>
      <itunes:title>#WrapUp : Season 1 Recap</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>34</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/024eb3d6-f2a5-11ea-88c4-a7018aff07c9/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>In our Season 1 recap episode, we discuss the lessons we've learned over the course of the season, some of our favorite episodes, our Favorite Things, AND tease a little Season 2 content that's coming your way in 2019!Connect with us: https://linktr.ee/livingcorporateChris Price's new EP: https://itunes.apple.com/bz/album/good-evening-ep/1436626656TRANSCRIPTZach: What's up, y'all? It's Zach.Ade: And it's Ade.Zach: And you're listening to the Season 1 wrap-up. We out here.Ade: Yeah. Yeah, we sure are. So what are we gonna talk about today?Zach: Okay, so we're gonna talk about lessons learned...Ade: Aye.Zach: Some of our favorite episodes...Ade: Aye.Zach: [laughing] Okay. Favorite Things...Ade: Aye.Zach: Okay.Ade: I'm just trying to be your hype man here. Like, I really don't understand why you're taking this so hard. Let's go.Zach: It's just funny. I think maybe some of it is, like, cultural differences, right? 'Cause, like, "aye--" I don't know, "aye" is pretty common across the black diaspora.Ade: I feel like in the diaspora you say "aye," and that's, like, a cue for somebody to really--Zach: To get--to get hyper.Ade: To get hyper, yes. I wasn't--I wasn't trying to ruin the rating of our--of our show here, so.Zach: No, no, no. I mean, "aye" is cool, it's just I think--I think a southern "aye"--we can talk about this maybe another time, but I feel as if if you're in the south and you say "aye," and if you're in the--I don't know. I feel like the "ayes" mean different things. Maybe not.Ade: No, I hear you. Now that you say it, I realize that, like, "aye" can also be like, "Okay, bro. You're wilin'."Zach: Aye, yeah. Exactly. So anyway. "Aye" can also be, like, a sound of acknowledgement and appreciation, kind of like how I just did it.Ade: Right.Zach: I don't know. Black language and just--black and brown language frankly is just so deep and rich. It's really cool.Ade: I love it.Zach: Now, where were we? Oh, yes. Okay, so Favorite Things. We definitely want to give out some thank yous, right?Ade: Most definitely, most definitely.Zach: Right, right, right, and then we have a few house-cleaning administrative things that we want to talk to you about as we--as we kind of take this season break and get into season two. So with that being said, lessons learned. Ade, what are some of the--Ade: Oh, I go first?Zach: You go first. What are some of the lessons you've learned in this?Ade: Aye. Oh, they are varied, they are plenty, and some I think I'm still in the midst of learning, but I think my top three takeaways from this whole process of--you know, from ideation, which was largely you--which was mostly Zach--and coming together, building a team and growing as a collective, I think the top three things that I've learned--one is to speak up. Closed mouths do in fact never get fed. Your mouth is closed? You get no bread. See? I tried to rhyme. See? See what I did there?Zach: Bars.Ade: Something-something-something-something. But yeah, if you do not in fact speak up for yourself, and that is in every facet of your life but it's even more important in your professional spaces. If you do not speak up for yourself, if you are not your own best advocate, if you do not find yourselves in the rooms where, you know, they're making those decisions and they're making the plays that you want to be making, and if you're not actively putting yourselves in those spaces and then speaking up about what you need more to grow, what you need more to succeed, it's not--it's not gonna be a great time. A great time will not be had by all, mostly you, and the reason I think for that is because people can't read your mind. People can't help you if you are not willing to, you know, point people at the issues and the places which you could use that assistance. See what I'm saying?Zach: I so agree. I think that, you know, it's not about--and when you said, like, "Closed mouths don't get fed," it's not because there's not food there, it's just that, like, everybody else is focused on eating too. So most times, you're gonna have to open your own mouth to eat. And that whole point around just speaking up and being vocal and putting yourself into comfortable positions, putting yourself out there, is just kind of part and parcel. Like, I don't know if I've ever even seen, like, any project be successful with someone just kind of, like, waiting for everything to come to them.Ade: Right, right. What about you?Zach: I think for me the biggest--one of the biggest lessons learned is that you miss all the shots that you don't take, right? And I know that's very cliche, but it's true. We had some--we had some amazing opportunities to interview some really great guests this past season, and then also just network with a bunch of people that we didn't--that we did not interview on the show but that we shared the idea of Living Corporate with and who they were really receptive too, and we have some things coming in the future, in 2019, that we're really excited about, all because of us just putting ourselves out there. And so, you know, I'm thinking about the Lakers and, you know, LeBron, the GOAT. Yes, that's right. I said it. The GOAT.Ade: I do not disagree. At least the basketball GOAT.Zach: Okay. Yeah, no. Definitely the basketball GOAT, and he's also a super GOAT when it comes to social activism, but regardless, one of my favorite Lakers is actually Kobe, but it's not because I think he's the best Laker. I don't, but I do--what I loved about his game was the fact that he would just shoot it, man, and he would make really ill-advised shots, but his mindset was like, "Look, I'ma shoot it, and I'ma make some and I'ma miss some," and it was the--it was his lack of fear when it comes to failure, right? And I think that often times we don't really look at failure as a genuine growth and development opportunity. I think some of that is because of us as just black and brown people. Failure is not an opportunity to grow. Failure is just failure, 'cause we don't have the same privileges and access to really learn and grow from our failure. When we fail, we just fail, but I think it's important for us in this era, especially as black and brown creatives, to really embrace failing forward, and I know that Matthew Manning with Gumbo, we had him on a couple--just a couple weeks ago, he talked about that too. So yeah, that was a big one for me, and in fact--hold on. Let me not--let me not forget this. We actually got some questions in that I think would be good for us to put in our lessons in this Lessons Learned section from--Ade: Really?Zach: Yeah, from social media. We've got some people to ask us some questions.Ade: Aye.Zach: Yeah. Yeah, yeah, yeah. So someone said, "What is your biggest takeaway from interviewing all of the guests on Living Corporate?" So I feel like we can kind of roll that into a Lessons Learned. What was one of your biggest takeaways from interviewing all of the guests on Living Corporate this season, Ade?Ade: Ooh. There were some amazing ones actually, and I think it's kind of like an aggregate of thoughts, but ultimately it's that you need to be intentional about your career, and I think there's a common thread that kind of ties all of these thoughts together, and I think it is that you need to be intentional. And that is not to say--well, first I want to address--before I get too distracted about answering that question I do want to address something. You were talking about the Kobe Bryant shots. We are not saying you should make ill-advised shots in your career. Don't take risks--don't let your mouth write a check that your skills cannot cash.Zach: Amen. Thank you, yes. Good cleanup on that, yes.Ade: Yeah. Like, don't get up there somewhere and be like, "Yeah, I can totally stand up this project in a week, because Living Corporate told me that I can, and I should say wild things at work." Don't do that. Do not do that, but we are saying that, especially for women, especially for black and brown women, you are so much more qualified than you give yourself credit for, and part of life is in taking the risk. If you are always prepping to be perfect, you are never, ever, ever going to take the shot. So yeah, that's take #1 in response to that. Take #2 I think is to be intentional. Part of being able to take those risks is in knowing that you've done the prep work, right? So I can't just walk in to anybody's office today and be like, "I want to be your CTO." They'll be like, "Who let this person in?" And also, "How quickly can you let her back out?" Not because they want to be cruel, but because they're being realistic.Zach: Yeah, but you're not ready.Ade: Correct, but I do know that in 20 years I am going to be somebody's CTO because I am going to be making all of the steps that I need. Or maybe CEO. We'll see.Zach: Straight up. Speak it. No, real talk.Ade: But the point is that you make all of the decisions now, you prep now, you put all of your ducks in a row essentially so that your life doesn't just happen to you, so that your career doesn't just happen to you. Many of the most successful people that I know made very intentional decisions. Like, for example--I'm gonna use my partner as an example, and I hope she doesn't get mad at me, but by our bedside table she has this framed "What do you want to be when you grow up?" sort of fill in the blanks paper, and on there she has--I think this is from when she was in fourth or fifth grade, and on there she said she wants to be a lawyer like Thurgood Marshall or Johnnie Cochran, and she ordered her steps in such a way that she ended up going to Howard University and University of Laverne, both of which were universities that both of those people attended, right? So it wasn't just that you make decisions about your life and then hope that it happens to you, it's that you work. You put in the effort. You put in all of the time and energy required to get you to those places, and yes, you will of course succeed. Well, God willing, and hopefully capitalism doesn't get in your way, but you succeed because you've thought your life through, you've thought your career through, you've thought your path through, and if what you're looking for is an escape plan, you've thought that through as well so that you're not suffering on the other side of it, if that makes any sense.Zach: No, it makes a lot of sense, and, you know, to your point, it definitely was oversimplification with the Kobe analogy and--like, that was a really, really good cleanup, Shaq. That was great because you--yes.Ade: You're totally welcome.Zach: No, it was--no, it was dope. Because it's funny, in saying that what we also dismiss or rather what we ignore or underplay in that shooting our shot with getting some of the guests that we were able to get, and we're just more than honored and excited about the guests that we have for y'all for season two, is the fact that we spent hours upon hours and weeks upon weeks as a team in really, like, clarifying our mission, our purpose, getting our branding together, our language, the logo work. Like, there was a lot, and there is a lot that goes behind this very, you know, perhaps to a lot of y'all just, like, very simple, like, straight-forward show and concept, and it took time to, like, really build those things, and so there was a lot of preparation that went into it. So before I put an email together to send to DeRay or Beto O'Rourke or J Prince or, you know, a CEO or whoever it may be, there was a lot of things that we had that we could stand on to justify why I'm in this person's inbox or why I'm in this person's DMs. Now I'm gonna sound like I'm actually a Kobe stan, and I'm really not, but really to kind of go back to my initial analogy, Kobe didn't just show up at the game and just shoot those to us seemingly crazy shots. Like, he put up thousands of shots before and after every game, and in practice he's shooting thousands of these shots. He's practicing these shots. So when it's game time, literally when it's game time, and he pulls up a fadeaway over, like, three people, like, to us it looks like he just randomly threw it up, but no, like, he's been practicing that, and so--and actually, kind of to answer the question--kind of to go back to what you were talking about and kind of answering this question that was submitted to us, one of the biggest things I learned from our guests was that a lot of times we'll see--like, we see the glory, but we don't know the story, right? So, like, we see people who are like, "Man--oh, I work with HBO." Like, we spoke with Emily Miethner, who is the CEO of FindSpark, and she was like, "Yeah, we had a partnership," and she named all of these huge brands, but, like, if you just dig, like, a second deeper, you'll find out she's been doing this for, like, a decade. Like, FindSpark is blowing up now, but it's been years in the making of her building this. The same thing like when you talk to Janet Pope, who's the leader of diversity and inclusion and social responsibility for Capgemini, which is a global consulting firm--you know, you'll talk to her. You may see her in France or see her all around the world doing some really fancy stuff, but, like, her career is 12 years in the making, right? There's a lot of work that goes behind that. So yeah, no, for sure on that. We have another question. The next question, which I think is a really good one, is...Ade: Aye.Zach: [laughs]Ade: I'm sorry. That's like my go-to. I don't even think about it. It just, like--the "aye" is from--it's from my soul. It, like, spawns directly from...Zach: [laughs] No, no, no. It's good. I like it. So "What is in store for the next season and when can we expect you back?"Ade: Oh, wow. I mean, listen to this episode. Listen all the way to the end. You'll have some answers by the time the episode ends.Zach: For sure. No, for sure. Definitely listen to this episode, listen to it all the way to the end. Don't fast forward to the end 'cause, like, we kind of need the clicks. Like, we definitely want the download data, but, I mean, if you want to fast forward to the end, I mean, I'm not mad at you, but...Ade: And also it hurts my feelings when people skip past me, so.Zach: Who skips past--who skips past you?Ade: Well--so I'm a small person. Okay, [inaudible]--Zach: Oh, I see. Go ahead.Ade: Ooh.Zach: [laughs] No, it's just that it came together quickly when you said that. You were saying literally.Ade: No, no, no. You agreed to that way too quickly. Now I kind of want to fight. What? Wow.Zach: [laughs] Go ahead with your story. Go ahead. I'm listening.Ade: Okay. So I was at a bar, and I ordered a whiskey ginger. I think I actually ordered a Manhattan. No, an old-fashioned. Whatever. A whiskey-based drink, as is my custom, and the bartender just kept giving my drink to other people. I'm, like, watching him, and he walks past me, walks past me again with my drink, 'cause I saw him make it. It was a whiskey ginger. And then he just walks to one end of the bar, gives a person my drink. The first time it happened I was like, "Hm. Maybe--I don't know. Maybe they also ordered a whiskey ginger," but it happened, like, three times. Three. So I essentially was like, "All right, look. I will climb over this bar and fight you if necessary, but I'm gonna need my drink."Zach: Goodness.Ade: So I, like, start jumping up and waving at him, and he's like, "Oh, I didn't see you there." What? What?Zach: Come on. [laughs]Ade: What?Zach: No, no, no. But, like, real talk though. Like, size privilege is a thing, right? Like, there are certain privileges that come from being tall and from being thin. There's certain privileges, you know what I mean?Ade: You know there is. Absolutely.Zach: So that's real. Like, that's super real, and I can say that, like, this is an opportunity for me to practice empathy and not sympathy, 'cause I can't really relate to that.Ade: [laughs]Zach: Right? I can't, 'cause I'm always seen, you know what I mean? Like, you're not gonna not see me. Even if you try to--let's say, you know, you're trying to practice micro-aggressions and act like I'm not there. Like, you're not--like, you can't. You'll look silly. Like, I'ma get in your way. You're gonna have to acknowledge me. So that's real, but no, I was just curious. I mean, I would say that more than a few people have pulled me aside and been like, "Hey, your co-host is great." Like, [inaudible], so I didn't know what you meant about getting passed over.Ade: Aye.Zach: [laughs] Yo, so this is what we're gonna do for season two. I'ma tell you what's coming up in season two, it's making me taking that "aye" as a sound bite and putting it on that soundboard, and we'll just play that.Ade: I am tired of [inaudible].Zach: It's ridiculous. Okay. So yeah, definitely listen. We're gonna talk a little bit about season two at the end and what's coming up just after this episode, 'cause we have some things happening after this season one wrap-up episode.Ade: Sure are.Zach: Yep, but what I--what I will say is, you know, please in season two expect--I don't know. I mean, I don't want to say a bit more personality 'cause I do feel as if we showed our personality a lot in season one, but, you know, it was our first season. Like, we're learning our platform. Ade and I did not know each other before we started Living Corporate, so we're certainly learning and growing as just friends in our relationship, so expect more of that, and also expect even more courageous and, like, really intentional content around underrepresented individuals and people groups in Corporate America. Like, I'll even give you an example.Ade: You are giving away the whole ending of the show.Zach: I know. Let me just--I'ma hold off on it, but we have some really great, like, topics that I'm really excited about because the point of this space is to have real talk in a corporate world, right? Like, corporate spaces. Even when you talk about inclusion and diversity, like, it's always masked with, like, other things, right? So, like, diversity of thought, diversity of education, diversity of--I'm like, "Can we be honest?" Like, "Can we just have an honest conversation about, like, intersectionality and how race and gender specifically play a role in shaping the entire planet," right? Like, can we just talk about it from a really honest and genuine perspective? Like, that's our goal. So just expect more of that in season two. When you can expect us back? You can expect us back--you can expect us back, man. We'll talk about that at the end of this episode, but you can expect us back. And maybe I'll drop a--maybe I'll drop a hint.Ade: Oh, we're doing hints now?Zach: I have a dream that you can expect us back soon.Ade: You can't be trusted with no secrets, man. Like, I just want you to know that right now.Zach: [laughs] Okay. All right, all right, all right. Let's see here now. We have one more question. Here we go. "How does one successfully transition out of the corporate world?" This is a good question, and I--you know, I'ma say this. I don't think it's fair for you and I to take this episode to try to walk through and, like, rehash some really great content that Matthew Manning of Gumbo Media and Nick Bailey of Black Texas Magazine have really done a great job at, like, expounding upon when it comes to starting a startup, transitioning from your full-time job and pursuing your dreams, like, wholeheartedly. And also Fenorris Pearson. Like, our first episode, right? He talked about transitioning out of the corporate world and getting into more non-profit work, right? So I think that there are some great episodes, and, like, this is not, like, an excuse, my back answer. Like, we definitely appreciate the question, but my biggest advice would be to go back and run those episodes back AND to look at the show notes because you have the contact information for those people, and I know who sent this question in, so I will actually circle back with them directly. And we'll make sure to--we'll put these questions and the answers, like, within the show notes within this episode, but there have been some really great episodes that we've had around that. What do you think about that question, Ade?Ade: I think, for one, we had so many amazing episodes that I connected to, that are literally just playing in the back of my head whenever I am in situations at work, that help essentially edify me, I think is the term that I'm trying to use. I'm not trying to go to church, but my top three though would have to be the mental health episode because, for all intents and purposes, I laughed my way through that episode and also connected really deeply with so many of the themes. Like, yes you want to hustle, yes you want to grind, but there's nothing to grind for if you lose your mental health in exchange for being in these spaces. And yes, these spaces often--these corporate spaces often do not have you in mind. They didn't have you in mind when they were formulating those spaces, and so now your existence in those spaces is very much revolutionary, and that said, you will often have to carry the burden of being the only, or even worse the only of onlys, in those corporate spaces, and so it 1. made me feel a lot less alone and 2. gave me a lot of very actionable advice, and so that was appreciated. Honorable mention goes to my conversation--it was a B-Side, not an episode, so I couldn't include it, but my conversation with Christa Clarke where we kind of built on that idea of what self-care looks like in corporate spaces. I think she's the first person that--maybe not the first person that I know, but the first person who was just so open about, "Yeah, I took a pay cut because it was what was best for me personally," and she's doing something that makes her happy. She has a creative space. She has everything essentially that you need to have a happy life without the stress, and so she's inspirational, and I'm still waiting to have cocktails with her. Last two. I think the Let Me In conversation with TJ, because--Zach: That was a good one, yeah.Ade: Yeah. You know, in real-time seeing someone who did precisely what I want to do with resources and having the conversations that I needed, and in a lot of ways he was inspirational because he decided he was gonna do this for the kids, you know? He was very much like, "I want to give back to my community, and this is the way that I've identified would benefit my community, but I'm not there yet," and so he took it upon himself to better himself because he knew--he (treated?) himself as a meaningful part of a whole, not necessarily making that career pivot just for himself, which was just a delight to hear. And I think the last one in my top three is Janet Pope. And again, we've had a lot of really amazing episodes, but these three spoke to me. Like, they met me where I was at sort of thing, and, you know, each and every single one of those conversations really came at a really pivotal time for me and a really important time because, for example, the conversation with TJ, it was at a time where I was particularly stressed and thinking, "You know what? Maybe tech isn't for me. Maybe I'm just not smart enough. Maybe I'm just not good enough." I was really struggling at my former place of employment, and it didn't feel like I was doing any meaningful work, and it felt like I was around places that were just becoming toxic for me, and so it was just really, really good to get these reminders, like, "Hey, it's not in your head, but you can do something about it." Like, these systems exist outside of your control, but here's your locus of control. Here's your internal--you can do this work, and having people who have done the work, who are able to distill the vastness of their experiences into "This is what I did. You can do it too," was priceless for me.Zach: Those were really good choices.Ade: Thank you.Zach: So yeah, you can definitely count B-Sides. Like, B-Sides, they're episodes, so let's make sure we count those. So after I finish mine, if you have some extras that you want to throw in there, please feel free. So favorite episodes. So the first one that sticks out to me has to be Preston Mitchum's B-Side, right? Because it was so unapologetic. Preston Mitchum, he was talking about LGBTQ identity, he was talking about pro-blackness and, like, what that looks like practically in the workplace and as someone who's in a highly political area. He lives in D.C. He's a lawyer. He's an educator. He's an activist. So that one--that one was great.Ade: Yep. All facts, no cap.Zach: All facts, no cap. Listen--so side note, shout out to all these new slang words. I realize that I'm old now 'cause I--my generation as millennials, like older millennials, right? So I'm saying older millennials. I'm 29. We don't come up with all of the dances anymore, and we don't come up with all of the slang, so no cap--Ade: Can I just say something real quick?Zach: Go ahead.Ade: The first time I heard "no cap" I thought they were talking about Captain America, and I was mad confused because I genuinely just didn't get why they were bringing up Captain America in a conversation that had nothing to do with Captain America. I was just kind of like, "Uh..."Zach: "What is "no cap?"" Right? No, I was confused, so I was like, "What is "no cap?"" So "no cap." "Say less" is also hot in these streets, "say less," and then also I've heard of tick. Like, "You got tick." Like, "You got juice," or sauce or influence. You have tick. So that was a new--Ade: You have what?Zach: Tick. Tick. Chance the Rapper--Ade: Like the animals?Zach: Yeah. Like the bug, yeah. It's like the pest. Tick.Ade: Oh, no. I just--there's some things I just can't get with, and that's gonna have to be one of them.Zach: Tick is--yeah, tick is hot in these Chicago and Midwestern streets supposedly, so...Ade: Well, keep them Chicago and Midwest streets [inaudible] because...Zach: Is it not popping in the DMV?Ade: Not only is it cold, y'all not--what? Tick? Nah, that don't even make no sense. Like, what?Zach: [laughs] Goodness gracious. So yeah, so "no cap." [laughing] Going back to the podcast favs. So yes, Preston, and another one was Effective Allyship with Amy C. Waninger. That one was great.Ade: Aye.Zach: Around the same thoughts, because Amy being a white woman, and very white, right? And, like, we talked about that on the episode, 'cause the topic was effective allyship, and she talks about effective--like, she is a very white woman in a very white space, and just her just unapologetic tone around the reality of race and gender and intersectionality, really important. I would have to piggyback on one of your answers though. The Janet Pope episode was very good. I really, really enjoyed that one, and I was excited because I was not on the episode, and I was able just to listen and hear about y'all's journey, hear about just perspectives that I don't--I don't consider, and the fact that it was three black women talking too, which I was really excited and thankful for. Oh, okay, and then so a B-Side was--Latricia and I did an episode on Botham Jean, the man who was murdered by the police in his own home, and I liked that episode because it was not in any way, like, in alignment with our formula at all. Like, it was a--it was very much so, like, a--I don't want to say pop culture, but it was a current events-type episode, and that was probably, like, the maddest y'all will ever hear me on this podcast. Let me not say it. Well, hopefully it will be the maddest you ever hear me, but it was just very frank, and actually, people at my current place of employment heard the episode and reached out to me about it, like, in a very positive and encouraging way, and it helped me extend my network somehow, which was, like, an affirmation that, like, speaking truth to power is, to me, always the right thing to do. Like, you'll never go wrong in that. Like, how you speak truth to power and your method may adjust, but you doing it is not wrong. So that's three. I really enjoyed--I really enjoyed the episode with Deborah Owens about the self-advocacy, strategic networking and self-advocacy, when she was like, "You don't have a career."Ade: Oh, wow. Yeah, I remember that. I remember that.Zach: [laughing] "I don't want to do anything to mess up my career." "Sis, you don't have a career here." Boy. Goodness.Ade: Oof. A drag.Zach: No, it was--it was very funny, and then my fifth spot is kind of actually a tie between two. One is an episode where you kept on saying the person was tugging on your wig, which was the Professional Reinvention episode with my dad, Edward Nunn. That was pretty good. I liked that episode. It was tied with the B-Side for Professional Reinvention with Angela Shaw, and she's an HR business partner, public speaker, and she's the Austin Human Resource Management Association president, right? And so I really enjoyed--really enjoyed those episodes, but, you know--I don't even want to say honorable mention. I have a ton of others. The J Prince episode, even though it scared the mess out of me, was great. That was terrifying.Ade: [laughing] I remember you talking about that episode. You were freaking out.Zach: I was freaking out. And listen, let me tell you something, y'all. Y'all go back and run that episode back. That was the shortest episode in Living Corporate history. It was very short. I think it was, like, nine minutes. And then of course the DeRay Mckesson episode was phenomenal. I enjoyed that, even though the signal was bad. I appreciate the fact that he took the time to join, and he was really cool, so. You know what time it is? We didn't have it on our last episode, so now we're gonna get into Favorite Things. And this is the last Favorite Things for season one. So, you know, Ade, you typically have, like, seven favorite things. Feel free to drop as many more--Ade: Wow. You are so disrespectful. I just--I want you to know that it is on sight for you.Zach: [laughing] This is the thing. We've got to stop using--we've got to stop using phrases from the early 2000s and late '90s that don't mean what they mean anymore. "On sight" don't mean--Ade: That is what it means.Zach: "On sight," but you don't see anybody anymore, right? Technology is in the way. Now "on sight" don't mean that. "On sight" means that when I see you're green, when you're available on Facebook, it's a problem, you know what I mean? [laughing] Like, we don't see each other like that no more. It's just technology.Ade: [inaudible]. I just want you to know that the way my spirit is moving...Zach: You're moving--you're moving in early 2000s "on sight," that's what you're saying.Ade: The energy that I retain is of DMX fame, and I just want you to know that the minute you step off your plane...Zach: And come to D.C.? It's on sight?Ade: And land in...Zach: And put my two feet on the--Ade: You don't even gotta put both feet.Zach: I'll put one toe, one toe on D.C. ground.Ade: A toenail.Zach: A toenail. It's on sight.Ade: In any of the surrounding zip codes where I reside.Zach: Goodness. In the D, the M, or the V.Ade: I will fight you.Zach: Understood, I appreciate that.Ade: All right, [inaudible]?Zach: All right.Ade: So glad we understand each other.Zach: Great. [laughs]Ade: You're ridiculous. I can't stand you. [laughs]Zach: [laughs] Oh, goodness gracious. So yes, please, Ade, commence with your cavalcade of Favorite Things.Ade: I--oh, my God. I can't keep saying that I want to fight you, but I do want to fight you. All right. Okay. So my Favorite Things--I actually don't want to go with books, and here's why I don't want to go with books. We have a list of books, and I would actually love to see if we could, like, get some listener feedback on their favorite books, but we said favorite THINGS, so I don't know. I feel like we should expand our repertoire a bit. So I have three, because I always have a lot. I'm very indecisive in that way. Top favorite thing is goat meat pepper soup.Zach: Oh, that sounds good.Ade: I am making some at the moment, and my house smells like peace, joy, and happiness, and so yeah. I'm partial, but goat meat pepper soup is the GOAT.Zach: Aye.Ade: You see what I did there? You see--you see what I did? You see?Zach: That was clever. Yeah, that was good. [laughs]Ade: And you should try goat meat pepper soup with some rice noodles. It's a delight. It's a delight. I just want to say that. Next favorite thing is Rent the Runway. Now, before I get any judgment from anybody, I just want to say I'm not gonna spend $8,000 on an Oscar de la Renta dress, but I do like Oscar de la Renta's dresses, so I'll spend $300 on renting one. Bloop. That's all I've got to say about that.Zach: Understood.Ade: Thank you for appreciating me, friend. And I think my final thing that I want to just shout out is contact lenses. Now, I just want to wax poetic for a second about contact lenses, 'cause I don't know if everybody knows, but my eyes are purely decorative. Without glasses or contacts, I can't see a thing. I literally see the world like those super out of light--out of focus lights that you see in the distance in Christmas. That's my life when I don't have any glasses or contacts on, and I just want to shout out to God for working way harder than Satan, because I can't tell you the number of bruises I've gotten just because, like, my eyes didn't see fit to notice that there was a corner there.Zach: [laughs] Man, that's real though.Ade: Or how many times I have just busted my whole behind because I didn't have contacts or glasses and missed, you know, the final three rows of stairs.Zach: Yo, that's the--that's the thing. When you miss, like, those steps, like, just one or two, you feel like--like, your life flashes before your eyes. Like, you feel you're about to die.Ade: Listen. Have you ever fallen up stairs?Zach: Trust--have I? Yes, most certainly.Ade: 1. I am disturbed to find that we are united in that experience...Zach: Most certainly.Ade: But also 2., and more importantly--oh, shoot. One second. Also, more importantly, how is it that we've managed to fall UP stairs? Like, I feel like we need to speak to somebody about this.Zach: I don't know. That's the thing though. It's us and, like, millions of other people. Like, plenty of people fall up the stairs. Like, honestly, the internet has brought of course a variety of great things, and one of the best things for me is that it really has helped me feel more comfortable in the fact that I'm a klutz. I'm really clumsy. That's why when I--that's why when I go out places, I don't even be moving around that much. I find, like, one little place to be and I kind of park there, because I know the minute that I move I'ma knock something over, I'ma bump into somebody, I'ma trip.Ade: You know what? That's a really good plan, because I certainly am gonna need something. Something, something. Maybe, like, you know, that bubble. Not, like, because I'm immuno-compromised but because, like, otherwise I'm gonna bump into everything and hurt myself. So yeah, things that you've learned about me today. I'm extremely clumsy.Zach: Most of my friends, close members in my family are very clumsy. Just clumsy. Just clumsy people, and I don't know what that's about. I've heard that there's some tie-in to people being clumsy and being intelligent though. Believe it or not I have, but, you know, that could just be junk science. You know, fake news. Who knows? Okay, so those are your Favorite Things. Hm. So my Favorite Things for the season, as our last entry into Favorite Things--I also will not do books. I too will do Things.Ade: Aye.Zach: Aye. So my first Favorite Thing has to be the music that my brother-in-law Chris Price has dropped. He actually dropped an EP, and actually you should be hearing that in the background right now. It's just dope music, and I enjoy it because it's just jazz. Like, it's light jazz via piano, and what I like about it is--so beyond, like, the music itself, which I definitely listen to. It's good study music. It's good just kind of relax music. What I really like about it, the reason why it's a Favorite Thing--Ade: (Aye?) I've really got to stop saying that. It's driving me nuts now.Zach: See? Exactly, but it's cool. It's cool, 'cause I'ma run this back, I'ma cut out that little A, and I'm gonna make that--'cause we have a soundboard for season two. I'm gonna be like--it's gonna be "aye-aye-aye-aye." We're gonna just play it to death.Ade: I will fight you.Zach: That and the air horns. That's gonna be season two sound effects staples. Okay, so anyway, back to this. So what excites me and why it's a Favorite Thing is not just because it's good music, it's because any time I see someone, like, pursue their dream or pursue something and, like, really execute upon something that they have been thinking about or, like, a passion of theirs or something they find really interesting--that excites me, right? So that's why it's a Favorite Thing. So the music that you're hearing, we'll have the information in the show description so you can check it out yourself. Make sure you check it out on iTunes and everywhere that streams music. So that's one. The second thing that's my Favorite Thing has to be, and I'm just gonna come out and say it. I'm gonna come out and say it, man. Vaseline. So Vasel--Ade: What?Zach: Yeah, Vaseline. Like, Vaseline, especially in the melanated community, I think is greatly underused, right? So, you know, we don't talk about it enough, but I'ma talk about it - ashy. Ashiness, okay? So ashiness being the predominance of dry skin or a lack of moisture in your skin, and I think a lot of times--I think big lotion, the big lotion industry if I may, has deluded us into thinking that these very watery lotions are satisfactory for our skin, right? But you've got to realize, like, we don't live in a world that caters to blackness or brownness or anything like that. We live in a world where we are not the default. So that watery lotion, that hotel-level lotion, is not gonna cut it for us, and so I think that Vaseline, petroleum, Vaseline, is a great thing. It's a Favorite Thing of mine. Vaseline has never let me down. It is very cold in Dallas and in Houston--Ade: All of the shea butter in the world though.Zach: Shea butter also. So let me--let me actually amend that. Shea butter, cocoa butter, and Vaseline. And I guess--so under the umbrella of thicker moisture risers and moisture retainers, and it's really--Ade: I'm here to educate you. So shea butter and Vaseline and all of those things, they're not going to moisturize your skin. They're going to lock in moisture.Zach: That's what I said--but I said that--remember when I said [inaudible]--Ade: You said moisturizes first.Zach: Okay, fine, but then I said--Ade: I heard you though.Zach: Okay, cool, but then I said retain--Ade: Okay, but I heard you though.Zach: I said retain too though.Ade: [laughs]Zach: [laughs] They retain the moisture, right? So anyway, it's just important, man. I think, you know, a lot of y'all have--you know, a few folks have come in and emailed us about career advice and how do you do this and how do you do this. Let me tell you something. One thing you can do, anybody can do right now, is be less ashy. That is gonna help you in your career, no matter what you're trying to do.Ade: Um, sir? What?Zach: And so--[laughs] Like, no, really though. Really though, name one person that you've seen on television that's a person of color who's ashy? Malala is always--Malala? She's always moisturized. Michelle Obama? She looks moisturized to death. Her everything. There's not one dry bone on her body. Barack Obama? Same way. Idris Elba? Come on. Like, come on. Like, we know this. Oprah? Oprah never goes out ashy. We need to do--we need to do better so that Nivea--that's right, I'm coming at y'all, Nivea--all these other watery, water-based lotions, they're not for us, y'all. That's right, I'm talking to us right now. That's right. So that's--and look, that's just number two. I got one more. I got one more. Oh, Murray's Hair Grease also goes in that Favorite Things. I'm talking about thick pomades and lotions.Ade: Okay. You know what, sir? I'm gonna send you some shea butter because I can't listen to you crackle and pop over there anymore.Zach: [laughs] I don't crackle and--Ade: Don't claim you're not snapping.Zach: I don't crackle and pop. I don't crackle and pop because I use cocoa butter, shea butter, Murray's, and Vaseline.Ade: In that order?Zach: No, I just those thick--they're thick agents. That's what I use.Ade: I just...Zach: What if I start off by saying my Favorite Thing is thick agents? People will be like, "What are you talking about?"Ade: Okay, almost every time you've said "thick" so far you've said "they're thick," "they're thick," "they're thick," and sir, I'm very concerned about--about you.Zach: Thick agents. I didn't say--I didn't say "they're thick," "they're thick," "they're thick."Ade: No, no, no. You're right. You're totally correct. I understand and [inaudible].Zach: Thick agents. Cool. So that's two. Shout out to thick agents of moisture retention. That is my second Favorite Thing, then my third Favorite Thing--my third Favorite Thing is actually going to have to go a GroupMe called Blacks In Consulting.Ade: Aye.Zach: Yeah, yeah.Ade: You keep that one in. Shout out to BIC.Zach: Shout out to BIC, which is thick with black consultants. How about that?Ade: [sighs]Zach: No?Ade: No.Zach: Okay. Well--JJ, keep it in. Keep it in. Don't take this out. [laughs] So no, really though, I love Blacks In Consulting GroupMe because it's--you know, the numbers, they wax and wane, but they are always well over 5 to 600 people, always, and it's all--it's what it is. It's black folks in consulting, and we share--we have venting sessions, we share knowledge, we share resources. It's a place of affirmation and familiarity, and so it's great. It's really exciting just to be in that space, and it was through Blacks In Consulting that I met the Living Corporate--the people that would eventually comprise the Living Corporate team, and so just shout out to them and shout out to my favorite--that's one of my Favorite Things. My Favorite Thing--so it is the GroupMe, but I guess from a conceptual level it's more about the idea of like-minded people grouping together, not to exclude others, not to rise up against other people or anything like that, but in the name of just being collaborative and practicing a certain level of community along very genuine lines, and I think, you know, it's--you know what I mean? Like, to me that's a beautiful thing. And yeah, we're in there. We'll joke and we'll have fun and stuff like that, but, like, there are genuine moments of collaboration and just affirmation. So those are my Favorite Things. Those are my Favorite Things. Okay, so--Ade: And just to add to loving on BIC real quick, it's been a space where I got career advice, I got--I mean, I got to meet you, Zach, but I also got to meet some really amazing people. I got interview advice, and I found some [inaudible] partners. Not only is it a well-rounded group, but it's super effective, and it's a really great way or it has been a really great way to meet young professionals like myself, and I'm very, very grateful for that space, and you guys should definitely look for Blacks In Consulting and other projects that's coming out of that group.Zach: Ooh, yeah. That's a good point too, yeah. We don't want to give away the sauce, but definitely. In 2019, keep your eyes peeled for Blacks In Consulting.Ade: Aye. Okay, I need--I need a new catchphrase. Dear God, I'm so tired of "aye."Zach: Well, the first step is awareness, right? So we can--we can workshop some new phrases in 2019. Like, we have plenty of time, and--Ade: No, no, no. Today. We're working new phrases today because every time I hear it come out of my mouth I'm just kind of like, "A what? B? Can you go with another letter? I don't know, Sis. Something." I'm dragging my own self over, like, verbal cues.Zach: [laughs] You've said it like 20 or 30 times this episode. It's okay.Ade: 20 or 30? Oh, my God.Zach: [laughs] Slight exaggeration there. Okay. Okay, okay, okay. So now we're gonna get into Thank Yous, thank yous. What thank yous do you have?Ade: Thank you, thank you. You're far too kind. Okay, tell me you know where that came from.Zach: You said, "Thank you, thank you. You're far too kind."Ade: Yes.Zach: Man, I'm drawing a blank. [inaudible].Ade: [gasps]Zach: You're gonna say it and I'm gonna be like, "Duh." Who? Not Jay-Z. Who?Ade: Yes, Jay-Z. Numb/Encore with Linkin Park.Zach: Okay, cool. My word. Yo. Man, first of all...Ade: [sighs] You disappoint me.Zach: No, no, no. It's crazy that you bring that up because I was just thinking about the Black Album yesterday. I was listening to an episode of The Evening Jones with Bomani Jones, and he was talking--somebody asked, like, "Is the Black Album a classic?" And I was like, "Yes."Ade: Uh, duh.Zach: Like, the Black Album dropped when I was 14. Man, let me tell you, [inaudible]--Ade: When you were how old?Zach: I was 14. I was in eighth grade, yeah.Ade: Oh, boy.Zach: And it's funny, right? Age is--age is not relative in that, like--I mean, come on. Like, they're distinct numbers, but what you think is old and young is relative to the person, right? So on The Right Time, most of the people there were, like, in their--they were older. They're, like, in their thirties and their, you know, maybe early forties, and they're talking about, "Yeah, I remember when I was in high school listening to the Black Album." "I remember when I was just graduating high school and getting into college listening to the Black Album," and [inaudible] I know I shared. I was like, "Man, I was, like, 13, 14 when the Black Album dropped." I think I was 13 actually. And everybody was like, "Dang, you were young," and then you're like, "Nah, I'm old." Like, 'cause how old were you? You were like, what, 9? 10?Ade: I plead the fifth.Zach: Yeah, you were mad young, right? So anyway--Ade: I plead the fifth.Zach: [laughs] Anyway, so yeah, we're getting to our Thank Yous. Ade, would you like to go first or would you like me to go first?Ade: You go first.Zach: Okay. So first off, a major thank you goes to my wife Candice, who was more than encouraging for me just to get all of this stuff going and getting it kicked off. Like, this was a big deal in just our home because this takes time and energy away from other things, and money of course, right? Just to kind of get things going and getting started. So definitely thank yous to her and just my family, just all the support. My mom, my parents of course, and then my mother and father-in-law for sure. Very encouraging, very supportive in everything that I do, and they're just--they're just great. Like, they're great. So that's just starting with just family and just close--and I'll throw close friends in there too. And then thank yous also go to all of the guests for season one. Like, people responded to us with such excitement to be on the show. Like, we did not have to really beg a lot of people. That was crazy to me. So thank yous to everybody that was a guest. Special shout outs to George Okpamen, who has been super supportive and just over the top--Ade: Sure has.Zach: Right? Very supportive. Amy C. Waninger, who always retweets things. Kyle Mosely. Rod with The Black Guy Who Tips. That was actually another favorite episode too, Rod with The Black Guy Who Tips. Super cool. Very White Guy. I mean, the list goes on and on, literally every single guest. J Prince too. Just people who are willing just to be on our platform and just be a part. Like, it's amazing. Other thank yous go of course to Sound Man, AKA JJ. JJ, man, please give yourself a round of applause real quick-like please.Ade: Seriously?Zach: 'Cause man, you've been just super instrumental in getting all of these things together. I mean, between the full episodes and the B-Sides and the--I mean, it's crazy. And another thank you goes to actually someone who's very behind the scenes but is super instrumental to everything we do is Aaron. So Aaron is our admin, and so, you know, someone--so someone pulled me aside one time and they were like, you know, "So where are the white guys? Where are the white guys?" Like, "Why are you excluding the white people?" So first of all, we do not exclude white people. We've had white people on Living Corporate, okay, as guests, and Aaron, who's on the team, is white. So there, okay?Ade: You just totally pulled the "we have a white friend" card, and I want you to know that I'm about 30 seconds away from laughing [inaudible].Zach: [laughing] But we don't just have a white friend. We have white friendS, right? We've got Drew.Ade: Plural.Zach: Plural. We have Drew. We have Amy. We have Aaron. Okay?Ade: Okay, I'm gonna need you to not list all of the white people who like us. Thank you.Zach: [laughs]Ade: I'm not doing this with you, sir. [laughs]Zach: Here's the thing. See, look. It's so funny, right? 'Cause I was about to get defensive and name, like, two more white people, but then it's--like, that's kind of proving your point. But no, in all seriousness, right, like, I just want to thank Aaron. He certainly is our forced diversity hire. The government, the radical left, came and made us hire somebody white, and so that's where we are. [laughs]Ade: [sighs] All right. When we get kicked off of Apple Podcasts, I will just point to this moment.Zach: You know that's what people think though. They think, like--they think, like, the government goes into companies like, "You have to hire--"Ade: Certainly.Zach: You know? It's just ridiculous. So of course we [inaudible]--Ade: But also just point to this second in time. Like, I'm not mad at it. You are spitting facts, however...Zach: The loony left! Nah, but in all seriousness, Aaron is great, and he's been doing wonderful work. And then last but not least, I want to thank the people who are still kind of, like, on the periph--who started off, like, really closely in Living Corporate but now they're kind of more so on the periphery or doing other things, and that's Latricia, Ade--I'm about to say Ade. Latricia, Ola, and Parin, and Hannah. So all of them have had, like, very critical and instrumental parts of Living Corporate and just getting started and us kind of, like, getting some frameworks recognized and developed, and we've been able to continue to move forward, so I want to thank them. And then lastly--I know I said lastly before, but lastly I want to thank Sheneisha White, and she's actually our researcher, and so you'll hear more about her in season two, but yeah. And I'm sure I've missed somebody, but I don't think so. So yeah, those are my Thank Yous.Ade: Those were great, and exhaustive, so I don't have too much more--Zach: Oh, okay. [laughs]Ade: Look. Listen, you did it. I appreciate you taking point on that because I know I would've forgotten somebody that was super integral, and then I'd feel bad for the rest of all my days, so thank you for sparing me the guilt. Personally, I would like to thank my partner, my friends, my family. I feel like I'm at an award show and I should've prepped a speech, but in lieu of that I do want to say my deep, heartfelt thanks to, you know, everybody who has supported this endeavor, everybody who has given us feedback, who has--I'm gonna shout out my friends [inaudible] and [inaudible] just championing and really supporting in ways that I didn't even expect. I didn't expect my friends--in a lot of ways, they were the very first to recognize, "Hey, this is a really dope thing, and you guys should keep doing it." Not only was that useful for us and helpful for us, but it was just empowering in ways that I don't think they know, and I hope that I'm only a quarter as good of a friend as you guys have been to me. Shout out to [inaudible] as well. Shout out to [inaudible] as well, but I really appreciate all of you, and I've gotten more than one comment about how beautiful my voice is, and I have never been so self-conscious about it before, but I really appreciate that people appreciate my voice, so there's that. Yeah. In all, I'm really grateful that the most expensive thing that you can be given is someone's time and that you guys have come back time and time again to spend your time with us and listen to what we have to say and the content that we are producing is just--it's a humbling thing, and I really appreciate all of you. And finally, I really want to thank you, Zach, because you've poured your heart and soul into this project, into this platform, and I think everyone who knows you knows the amount of time and effort that you put into this project. Up to 3:00 a.m. mornings when we're both up and we're like, "Why are you up?" "Living Corporate. Why are you up?" "Insomnia." So... [laughs]Zach: [laughs]Ade: Yeah. I just really want you to know that I've never met anybody with your work ethic, with your passion, with your drive, and your humility. All of those things are important because otherwise I don't think I'd be able to like you very much because I'd be like, "Who's this guy outperforming me? How dare you?" You've really defined leadership for me in a lot of ways, and I appreciate you.Zach: Man, first of all, thank you, Ade. Like, none of this was scripted at all so I wasn't expecting that, but I definitely appreciate it, and I appreciate you. One of these seasons we're gonna have to talk about, like, your journey, right? Like, this--like, over the past, you know, seven, eight months, and the growth that you've shown--Ade: I don't know if I can put that on a public platform. [laughs] Wait.Zach: [laughs] But no, just the growth that you've shown and the obstacles that you've overcome and the resilience that you've demonstrated, and just all of the--just the development. I mean, there's just so much there, so I'm inspired by you, and I'm excited to be here with you and to continue forward with you on and through Living Corporate. So cool, enough of that 'cause I'm not gonna cry. Let's talk about some house-cleaning and just kind of, like, what's next for Living Corporate, right? So you guys--I'm sorry, I don't want to be so hetero-normative in my language. You all should know or should be hearing this around Thanksgiving, right? So we're recording this in mid-November. You all should be hearing this on the 23rd or the weekend of the 23rd around Thanksgiving. The regularly scheduled programming of Friday Living Corporate episodes, either full episodes or B-Sides, will be on pause until early 2019, which will be sometime in mid-January or so, okay? So that's when we're gonna be coming back. We will be back in mid-January, and that's gonna be, like, our formal, full episodes. Like, that's when those will come back, but in the meantime we actually have a really exciting partnership that we want to announce for you guys, for you all.Ade: Sure do.Zach: And that's what with the Coalition of Black Excellence. So the Coalition of Black Excellence is a non-profit genuinely focused on the uplifting and professional development through networking, through education, of black professionals. They're based in California, and they have a really big, major event called CBE Week that's gonna be happening in early 2019, and so we actually have a partnership with them to really feature a lot of the speakers for that event as special co-branded, co-facilitated learning series that we will be airing through this platform, through the Living Corporate podcast, up and leading to--up and leading to CBE Week, okay? So you'll be hearing those on Mondays, okay? Those will be starting up soon. So if you heard this on a Friday, really you'll likely hear that content--the first episode for that particular learning series will be dropping that following Monday, okay? So make sure you stay tuned for that. We're really excited about that, really thankful for the opportunity to work with the Coalition of Black Excellence in this regard, and we actually have even more content that we're gonna share with you around the CBE Week as it gets closer, but we're gonna hold some of those jewels back for ourselves. So we're excited about that for sure.Ade: Definitely.Zach: What else, Ade, housekeeping-wise? What else do we need to talk about?Ade: While we're gone, please keep sending us your letters if you want to vent, if you want to write, if you want to ask questions. We're on hiatus, but we can certainly--maybe get on Live and answer a couple questions.Zach: Ooh, that's a--what a good idea, yeah. I agree with that. No, we should definitely do that. That's a great idea.Ade: Thanks.Zach: Yeah, and then also--listen. Now, look, I'm not gonna share all of the--all of our download data 'cause I don't--you know what I'm saying? I'm not trying to give away the sauce, but look, we have thousands--we have thousands upon thousands of downloads every month, right? And I share this to say I need y'all to give us five stars on iTunes, okay? Please. That would be a great holiday gift for us. Give us five stars. Like, right now I think we're around, like, 115 or so. I need to check again. I know that, like, they come in kind of in delays, but let's see if we can get to 200 before January. Can we do that? Can y'all get on and just give us five stars real fast? It don't take too much time, and I know y'all not some haters 'cause y'all listen to the show. Like, there's plenty of people--thousands of people listen to the show every month, so just go ahead and do that for us. The last thing is to make sure that you run back some episodes. I know that we publish on a weekly clip, and some people have commented like, "Man, y'all are really putting out a lot of content. It's hard for me to keep up." Like, thankfully it's a podcast, so you don't have to even quote-unquote keep up. Now you can just go back and listen to 'em. You have a little bit of a break. So make sure you check out some episodes if you missed anything. We have some really great content, really proud of it, and yeah. Okay. Well, if that's it--Ade, is there anything else you're thinking about?Ade: As y'all go into the holidays, I hope that you have a peaceful, blessed time. If you get to spend your time with your loved ones, I hope that you hold them close, you hold them tight, you have wonderful, wonderful memories--you make wonderful, wonderful memories, and if you are not around your loved ones or your chosen family, if you have to spend time in uncomfortable spaces in this holiday period, I pray for peace for you as well. I pray for ease for you as well, and, you know, make sure that you prioritize your mental health. The downside to a lot of the holidays is that you're sometimes surrounded by people who trigger you, people who put you in unhealthy situations, and I want you all to choose yourselves first. Take time off work because those people will replace you in a heartbeat if necessary. So as important as it is to build your brand, build yourself, like we were saying earlier, make sure you make time, you make space for healthy habits. I think that's all I have to say. Oh, see y'all next year. [laughs]Zach: [laughs] All right, y'all. Well, yeah, so we definitely will. And, man, echoing everything you just said, Ade. That's dope. That's super agreed. Hit us with the wisdom. I'm over here trying to rush out the door. Yeah. So you will hear other Living Corporate content, but as far as the Living Corporate regular season goes, you will hear us as a duo next year. So with that being said, you've been listening to Living Corporate. My name is Zach.Ade: I'm Ade.Zach and Ade: Peace.Zach: [scat singing]Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>In our Season 1 recap episode, we discuss the lessons we've learned over the course of the season, some of our favorite episodes, our Favorite Things, AND tease a little Season 2 content that's coming your way in 2019!
Connect with us: https://linktr.ee/livingcorporate
Chris Price's new EP: https://itunes.apple.com/bz/album/good-evening-ep/1436626656</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In our Season 1 recap episode, we discuss the lessons we've learned over the course of the season, some of our favorite episodes, our Favorite Things, AND tease a little Season 2 content that's coming your way in 2019!</p><p>Connect with us: <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p>Chris Price's new EP: <a href="https://itunes.apple.com/bz/album/good-evening-ep/1436626656">https://itunes.apple.com/bz/album/good-evening-ep/1436626656</a></p>]]>
      </content:encoded>
      <itunes:duration>4070</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tim Salau</title>
      <description>We sit down with Mentor + Mentees Founder, public speaker, entrepreneur, community leader, social influencer and Living Corporate ambassador Tim Salau again to talk about his journey in landing amazing jobs and his perspective on the gig economy.</description>
      <pubDate>Fri, 16 Nov 2018 06:12:00 -0000</pubDate>
      <itunes:title>Tim Salau</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>33</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with Mentor + Mentees Founder, public speaker, entrepreneur, community leader, social influencer and Living Corporate ambassador Tim Salau again to talk about his journey in landing amazing jobs and his perspective on the gig economy.TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and you're listening to a B-Side. We've introduced the purpose of a B-Side before, but everyone's episode is someone's first episode. So for our new folks, B-Sides are random shows we have in-between our larger shows. These are less structured and somehow even more lit--that's right, even more lit--than our regularly scheduled shows. You don't believe me? Sound Man, I want you to go ahead and drop the air horns right HERE.[Sound Man complies]Zach: Okay, now listen. These B-Sides, we switch 'em up, y'all. Right? Sometimes we have a host conversation between myself and Latricia or Ade and Ola or Ola and Latricia. You get the point. Sometimes they're monologues just with your boy or with Latricia or one of the hosts, and then sometimes they're one-on-one interviews. And you can probably hear our guest laughing in the background, because we have such a guest and such an interview today. In fact, the only person to make two appearances in the same season, Tim Salau. [Sound Man throws in the cheers]Tim: I'm here. I'm here, man.Zach: Tim, what's going on, man? How you doin'?Tim: I'm doing well, man. I'm doing well. Thank you for having me again.Zach: No, no, no. Thank you for being here again. Now, look. For those who don't know you or didn't meet you the first time, I'm gonna ask you a few rapid-fire questions for the audience so they can kind of get to know you or get to re-know you. Are you ready?Tim: I'm ready.Zach: Okay. Where are you from and what degree did you graduate with, undergrad and grad school?Tim: I am from Houston, Texas. I graduated with a psychology degree from Texas Tech University and a Master's in Information Studies at the University of Texas in Austin.Zach: How many LinkedIn certifications do you have?Tim: I have over 200+ probably. [laughs]Zach: And what is your tech area of expertise?Tim: And my tech area of expertise is in artificial intelligence and user experience design.Zach: What are your primary initiatives these days?Tim: Primary initiatives is growing the Mentors and Mentees community and creating content that can help people in their career paths.Zach: What companies have you worked for in the past five years?Tim: I've worked for Facebook, Google, will be working for Microsoft. I've worked for the University of Texas in Austin, and I've worked for Living Corporate as a brand ambassador too. So I've worked for a lot of different companies. Oh, and Waze Carpool. [laughs]Zach: [laughs] Okay. Now, folks, y'all heard those companies that he name-dropped, right? Tim, how did you land those gigs?Tim: Honestly the hustle, really putting myself in the right position and being proactive in who I reached out to and sharing my value as much as possible, even when people ain't looking.Zach: So today we're talking about landing the job of your dreams. Now, Tim, what are some myths around getting a job that young people and definitely minorities need to understand?Tim: #1 myth I think I often see and see people follow is "I've just got to apply and I've got to chill." Not at all. You can--like, putting your application through an application tracking system and just expecting something to happen for you [isn't how?] you go about it now. Now you have to have a presence. You actually have to have a marketing strategy, some sort of approach in how you get your next job, which requires you to have an online profile, whether it be on LinkedIn or whatever profile, whatever online channel that aligns the next position you want to get, and then also offline networking, right? So really that myth that you just apply and you wait, and you apply to multiple companies and wait, are kind of like just shoot and pray. That's a myth. That's the #1 myth I've seen.Zach: So you've had multiple amazing jobs. [laughs] My question here is why did you leave any of them? Like, what was the--what was the reason for transitioning from one to the other and, you know, what is your long-term goal?Tim: So I'm a gig worker, and I'm glad you asked that because I think there needs to be more visibility on what gig work looks like. A lot of the work I've done in the past has been either from a partnership standpoint, and really the reason I've left is that, you know, whether it be the internships I've had or, you know, kind of like looking for a new opportunity to grow my skills and my perspective, but just kind of in search of understanding how I can go grow my skills to be the best community builder I can be. So I usually tell people I'm a full-time community builder, but, you know, I have skills and expertise in a lot of other different verticals, but my long-term mission is to be in a position to build communities. And, you know, that doesn't really--you know, I already have the title that I want. It's not to be a CEO or something like that. I'm, you know, kind of executing on what I want to practice every single day, but in order to do that I have to have a collective, you know, breadth of experiences that allow me to build a skill set, and being in front of the right people that will kind of, like, fire my vision, right? So, I mean, I've had a lot of great experiences, a lot of great jobs, but it's been a matter of, like, growth. Finding opportunities to grow in a new area and kind of, like, start puzzle pieces together on where I want my future to be like. Zach: See, what's interesting about this and what energizes me about your career story is it's like you have this ultimate mission that you're driving towards, and the brands and things that are associated with you driving towards your mission are just that, they're associations tied to this mission that you have. So talk to us a little bit more about being a gig worker and really how you see that playing a part in the future of how we all do work, right? Because I do believe, right, that the era of me saying, "Well, I work at Insert Company Here, and that's what I do. I do X," and you do that for 10, 20 years, whatever, that those days are coming to a close, right? I think that your approach on how you're one structuring your career and how you're navigating these spaces is really gonna be a larger framework for how millennials and Gen Y, how we work. So can you talk to us a little bit more about what you mean by being a gig worker, what you mean by, you know, being a community builder, and how that mentally helps you navigate these spaces?Tim: I love what you mentioned. So being a gig worker, I think there's a huge misconception around what a gig worker is. A lot of people think it has to do with freelance work or freelancers, but really it's a matter of--honestly, man, the way I put it is, like, you a hustler, right? I grew up in an environment where, you know, my dad was working multiple jobs. My mom was working multiple jobs. The people that we--the neighborhoods that we lived in, there--you know, there were families there, and the dad and the mom were working multiple jobs. So it's like this really had me--but understanding that, you know, you're working to survive, but at the same time being a gig worker is a matter of, like, choosing what your career path looks like but aligning it to the purpose, in terms of, like, the purpose of why you exist, of why you want to work for a living, and I think for me it's really a matter of having people understand that gig work isn't just a manner of contractual work, but it's understanding what are the opportunities I can pick up, paid or unpaid, that will strengthen my career, right? That will allow me to build skills in verticals, whether it be to become more technical or to build my social aptitude or my emotional intelligence, and see how that aligns to what your end goal is. So for me I actually don't have an end goal, and that usually surprises people because I tell people I have a purpose. So my purpose is the fact that I want to strengthen the bonds that people share with compassion and empathic action. In terms of the position I claim and I usually want people to kind of see me as is that I'm a community builder. So I put myself in positions to strengthen bonds, right? Whether it be hosting an event, me organizing a function, me creating a community or me educating someone. I do that actively. Now, I'm not necessarily always thinking about ways to get paid doing this. I'm thinking about ways to put myself in the position to follow my purpose. So when it comes to goals and long-term achievements, that might change, right? I can't say I'm gonna do this by 2025. The world is gonna be really, really different by 2025, right? Like, a lot of things are gonna change. So I can't necessarily say this is gonna be my exact goal. I think a lot of people do that, but for me it's easier to kind of follow my purpose, being a gig worker, and seeing how I can pick the opportunities, the jobs, the roles that allow me to kind of further my purpose. So where I see the modern workforce going is that a lot of people are gonna start doing more purposeful work, and it's due to the fact that it's so accessible now to start your business, to start your own initiative, to partner up, right? To really use the technical tools at your disposal, to really say, "Okay, I want to do this. How do I do this," right? "And how do I find the people that will help me do this?" But better yet, how do I build the skills, right? If education is more accessible, you know, the ability for Gen Z millennials or people who are currently in the workforce right now to say, "I want to learn this so I can create this," whether it be for the people that I want to serve, will only continue to get easier. So I expect that, you know, this is gonna be a cultural pattern, and we're already seeing it, right? You have young influencers who haven't even, you know, reached the workforce yet who are creating presence, right? They have their own brand. They're working with large brands such as Louis Vuitton, Microsoft, who are doing all these great things, and their entire business is on social media. They don't even have a--they've never seen a corporate office in their life. They're selling e-courses. They're using their presence to commoditize, you know, who they are and whatever their purpose is in, you know, the community that they serve. So this trend is--I mean, it's all part of this whole notion of the digital transformation that we've seen happening in every sector, and especially from a consumer end as well.Zach: So it's so funny, right, because--the reason I'm at a pause is because, you know, the topic of this show that we're doing a B-Side on was around landing the job of your dreams, right? But the conversation we're having right now, I think having the premise of landing a job of your dreams--you know, if you try to find the job of your dreams, dreams and goals change all the time, but your purpose doesn't necessarily--doesn't change. Isn't as fluid, right? Your purpose is something that is fairly solid because your purpose is who you are, right? So it doesn't mean that--again, that doesn't mean that your purpose won't shift. It might change, but the degree by which your purpose changes and the degree by which your dream job changes are completely different.Tim: Absolutely, and I think it's a matter of creating the job of your dreams.Zach: Hm. You know what? I think that's gonna be the title of this B-Side, Creating the Job of Your Dreams. I like that. [laughs]Tim: [laughs] Creating the job of your dreams. Zach: Yeah. Yeah, yeah. No, straight up. This is good. Okay, look. Tim, this has been a great conversation, man. Before we get out of here, any shout outs you have? Any parting words?Tim: I want to shout out to the Mentors and Mentees community. Shout out Living Corporate. You all are doing great things, man. The resources y'all are providing for people who are coming into Corporate America, who have been in Corporate America or who are trying to exit Corporate America is magnificent. Keep doing what y'all are doing.Zach: Man, I appreciate that. Now, look, that does it for us, folks. Thank you for joining us on the Living Corporate podcast. Make sure you follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been talking with Tim Salau. Peace.Tim: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with Mentor + Mentees Founder, public speaker, entrepreneur, community leader, social influencer and Living Corporate ambassador Tim Salau again to talk about his journey in landing amazing jobs and his perspective on the gig economy.</itunes:summary>
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      <title>#Jackpot : Landing the Job of Your Dreams</title>
      <description>We have the pleasure of sitting down with career coach and resume writer Tristan Layfield to discuss what goes into landing the job of your dreams and how to achieve that goal.
Find out more about Tristan here: https://layfieldresume.com/about/
Connect with us: https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 09 Nov 2018 09:03:00 -0000</pubDate>
      <itunes:title>#Jackpot : Landing the Job of Your Dreams</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>32</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We have the pleasure of sitting down with career coach and resume writer Tristan Layfield to discuss what goes into landing the job of your dreams and how to achieve that goal.Find out more about Tristan here: https://layfieldresume.com/about/Connect with us: https://linktr.ee/livingcorporateTRANSCRIPTAde: Hey, y'all. It's Ade.Zach: And it's Zach.Ade: And you're listening to Living Corporate. So Zach...Zach: What's up?Ade: So we have another B-Side, but this is the last full episode before our Wrap Up episode this month. Zach: Sheesh, already?Ade: Yeah, man. It's been such a wild ride. Can you believe it's only been seven months since we got started? In that very, very short time, we've had some dope conversations, some amazing guests, and more than a few funny moments.Zach: [laughing] For sure, but you know what? We'll talk all about that in our Season Wrap Up episode in a couple weeks.Ade: We sure are.Zach: That's right, but today, we're gonna talk about landing the job of your dreams.Ade: The job of your dreams? That reminds me of that lottery that got over a billion dollars.Zach: A billion dollars. Oh, yeah. What would you do if you had all that money?Ade: Who are you kidding? I wouldn't do just one thing. I would open a restaurant, travel the world, open free clinics and schools all around the world. Pretty much whatever my heart could possibly desire. I think that's the definition of a dream job, something that you would do if money wasn't a concern. What's your dream job?Zach: So I have to start with my passion, right? So my passion is people and creating platforms that amplify the voices and experiences of underrepresented people, so a lot of really what Living Corporate is doing. So my dream job would have to heavily involve Living Corporate for sure.Ade: Ayyyy. You know, it would be great if we could talk to someone like a career coach, but not just any career coach. Maybe a public speaker, someone with professional resume writing experience, an educator. Someone who's been featured in a variety of publications. Let's throw maybe black enterprise in there, and maybe he focuses his work on underrepresented people, especially millennials worldwide but also around his hometown of Detroit, Michigan.Zach: Hm. Oh, wait. You mean like our guest Tristan Layfield?Ade and Zach: Whaaaaat?Zach: *imitating air horns* Look--Sound Man, look. We are so many episodes in. Go ahead and give me those air horns right HERE.[Sound Man complies]Ade: Yeah, shout out to J.J.Zach: [laughing] Shout out to J.J., hey, A.K.A. Sound Man. We'll talk about that more too. [laughing] Anyway, so next what we're gonna do is get into our interview with our guest, Tristan Layfield. Hope you all enjoy. And we're back. And as we said before the break, we have Tristan Layfield on the show. Tristan, welcome to the show, man. How you doin'?Tristan: Thank you, thank you for having me. I'm doing well. It's a little rainy here today, but I'm feeling good.Zach: Hey, man, I hear you. For those of us who don't know you though, tell us a little bit about yourself.Tristan: Yeah. So like you said, my name is Tristan Layfield. I'm based in the Metro Detroit area, and I'm a career coach and resume writer that approaches career development with my clients by combining their personal branding with their career field through strategic coaching, the development of resumes, cover letters and LinkedIn profiles that really help my clients stand out. Zach: So today we're talking about landing the job of your dreams. That kind of assumes though that you know what your dreams are. What advice do you have for professionals who really don't know what they want, and how do they find that out?Tristan: Yeah, that's a really good question, and I think this is a problem that plagues a lot of us. And first, I think it's having an understanding of what you really want to do, and when I say that, I don't mean the thing that everyone has been telling you that you should do since you were young but the thing that you actually like, right? So I've noticed in talking with a lot of my clients and a lot of people I work with that we've been forced to pick what we wanted to do or wanted to be since we were young, and then most of us go to college where we're forced to pick a major well before we even know what we're interested in. So then we graduate with everybody else's dreams on us instead of focusing on our own. I always suggest the way to get out of that is to sort of start by doing what I call an interest alignment activity. So essentially, you make four different lists, and the first one is you list things that are high-skill for you and high-interest, meaning those are skills that you're good at and skills that you like to do. The second list is high-skill and low-interest. So those are skills that you're good at, but you really just don't like to do. And these are the things that cause burnout, right? And then the third list is low-skill, low-interest. These are the things you want to work on or develop. You're very interested in doing those things. And then the last one is low-skill and low-interest, and these are red flag areas. These are things that you don't enjoy and you're not good at, right? So once you make those lists, from there you're able to utilize those skills in that first and third section to build what your ideal job description would be, and you're also able to identify jobs that are heavy in the things that you listed in the second and fourth sections because you'll be able to better identify those roles that aren't a good fit for you because they are, you know, those skills that you're not interested in or those skills that you just really aren't good at and have no interest in overall. So, you know, doing that type of exercise gives you a baseline upon which you're able to assess all of the jobs you're looking at to understand that the position may be a fit for you and your expertise. So that's one of the things that I suggest to really try to narrow down the jobs that you're looking at, is to have something to compare it to, and that's how I sort of get to it with my clients.Zach: So does a--let me ask you this. Does a dream job mean a permanent job? Are dreams allowed to change?Tristan: [laughing] Yeah, that's a great question. So dream jobs can mean a permanent job for some people, but more often than not that's not always the case, because typically, as we grow and change as people, what we want, or our dream or our vision of things, typically changes over time. So to simply answer your question, "Are dreams allowed to change," yes, dreams are allowed to change, and I actually recently was working with a client who grew up knowing that she wanted to be a lawyer. And she went to law school, and she had been practicing law for over 20 years, but recently realized that she wanted to make a pivot into the non-profit sector as she had been working--doing a little bit of that work. So she found out that she loved it, and she came to me to figure out how to pivot her career, right? This woman's been in her career for well over 20 years, and now her dream has changed, and I see that very often, and I see that as a common thing, simply because, like I said earlier, we typically leave college or leave school with other people's dreams on us. Typically that's what we're trying to fulfill. We're not trying to fulfill our own dreams, right? So yeah, I definitely think they're allowed to change. Does it mean a permanent job? It can, and sometimes it runs its course. It was fun. You got the skills you needed, and now you need to move on.Zach: So, you know, I talk to people, especially, like, millennial professionals, and there's kind of, like, this divide, right? So there's a large contingency of us who will say, "Look, man. You've got to figure out where you just need to figure out where you stay and you can get locked in so you can get promoted, you can grow, you can climb the ladder," so and so forth. There's another group of people--and I probably fall more in this camp--of, like, "Look, man. You've got to kind of keep it moving," right? Like, "You need to figure out," you know, every three, four, every really 18, 24 months, you need to really be doing a hard assessment of, like, where you're at and if you need to make some transitions, either internally or externally or whatever the case may be. Where would you draw the line in-between looking for a genuine change and just being fickle or indecisive?Tristan: You know, I think it really depends on you as a person. Like you just said, there's sort of two different camps of people, the people who want to get into a company and want to be loyal to that company and move up through that company, and then there's the people who, unfortunately like many of us millennials, we sort of came out--we came out of school in a recession period, right? There weren't a lot of jobs, this that and the other, so we really had a foot--we were a foot behind everyone when it came to jobs or pay or whatever the case may be, and that has required us to sort of go on what I call a get rich quick scheme, you know? We're trying to catch up with everybody, and sometimes that requires us to move every two years to get that 10% raise in pay or whatever the case may be. So I think it is--it really depends on the person, but for me, where I think--excuse me, where I draw the line between genuine change and just being fickle and indecisive is when you're switching jobs or industries very frequently, like every one to two years, without actually sitting down and conducting a thorough analysis of why you're doing it, right? Most people who are looking for genuine change take the time to think through where they want to go and what they want to do or why this situation is not working for them, and they also provide enough time for them to get into the new area and learn and apply those things that they learn to practice. And that takes time, and sometimes that period can be difficult simply because you're learning and adjusting, and that is where people who are fickle or indecisive tend to jump ship, right? Change isn't easy, and those who are genuinely seeking it tend to understand that this is a process, and those who aren't genuinely seeking it or just being fickle and indecisive are just moving because of one little thing, you know, rubbed them the wrong way. Most of the time.Zach: Okay. So let me ask you this. I'm thinking through this as you're giving me this answer. If you had to give millennials and just working professionals of color advice when it comes to career navigation and finding what's going on for you--what would you say are some of the main challenges that you see with people that look like us when it comes to career navigation and finding that sweet spot for us?Tristan: Ooh, that is a loaded question. Right? [laughs] Well, first, I think--I think we all need to sit down and assess what we're really interested in and what we want to do. We have to make peace with the fact that what we had majored in in college may not be what we actually end up doing in life, and that is okay, and you have to realize that the majority of people are in that place. And then once you get into a place where you do like it, you need to understand sort of what the--what the pathway forward is inside of that company or inside of this industry, right? What are the next steps? How do you get there? What skills do you currently have, and what skills are you missing? And you identify those through a skills gap analysis, and sometimes you can identify, "Okay, this company is gonna allow me to get this skill set, but they don't have anything that's gonna allow me to get this other skill set to get to that ultimate position that I want to be in." So sometimes that means, you know, switching jobs, switching companies, switching industries to get that other skill set, and I think we have to be open about that and open and honest with ourselves that, you know, it's gonna be a process. It takes time. It takes dedication and, you know, no one really becomes successful without actually sitting down and putting in the work to figure out where they want to go, and often times what I find is we try to do all of that alone, and unfortunately that's not always everyone's zone of genius. So reach out and get help, whether that be me, like, a career coach and resume writer, or whether that be a friend that you see in the field doing the work, you know, talking to them, or whether that be getting informational interviews. You really have to be your biggest advocate in your own career search, and I think that's one of the biggest things I think people struggle with, is being their own advocate, and it's typically because they haven't done the work to figure out what they're actually interested in and how to actually attain it.Zach: That's a great last point too around being your own advocate. We just recently had Deborah Owens, who is the CEO of Corporate Alley Cat, and we had a whole episode around self-advocacy and strategic networking, and that was a main point too. So that was more from the context of navigating internally for the sake of your career, but your point also resonates because regardless if you're looking--irrespective of if you're looking for a change internally or you're looking for a change externally, you have to be your biggest advocate. Like, no one's gonna care more about you than you.Tristan: You have to be your own biggest advocate. No one knows your experience better than you, no one knows where your expertise lies better than you, and no one knows what you are able to actually go in and do and learn and put on the table, and so sometimes you just really need to show people that, and you really need to exemplify that, and the only way you're gonna do it is if you advocate for yourself.Zach: Absolutely. Well, look, this has been great, Tristan. Before we let you go, where can people learn more about you and your company? Tristan: Yeah, this has been amazing, and I appreciate it. People can check us out at my website, which is www.layfieldresume.com, and for those of you guys who don't know how to spell it, it's L-A-Y-F as in Frank-I-E-L-D-R-E-S-U-M-E dot com, or you can follow me on Instagram @LayfieldResume or connect with me on LinkedIn at TristanLayfield. Zach: Awesome, man. You know we'll make sure to have all of that information in our show notes so they can--our audience can check it out. Any parting words or shout outs before we let you go?Tristan: Yeah. You know, I just want to shout out my tribe. I always like to shout them out. My friends, my best friend, you know, my grandma. Everybody who's been supporting me along this journey, I just really appreciate them. I just want to thank you so much, Zach, for having me on the show. The conversations you're having are just so important for us to be discussing, and I'm just glad to be a part of it.Zach: Man, I'm honored by that. And you know what? Shout out to the word tribe. I gotta start using this word, man. [laughing]Tristan: [laughing] It takes a village, okay?Zach: It takes a village, man. Listen, man. I'm noticing--I'm noticing, man, all of my melanated working professionals who are building things are using this language, tribe. I've heard that from Deun Ivory. I've heard that from--I've just heard that from a few different guests. Tye Miles said it. Okay, anyway. Now I'm on a tangent. [laughs] Tristan, it's been a pleasure. God bless. This has been a great time. Hope to have you back, and appreciate your time, man. Tristan: I appreciate you having me on, man. Have a great one.Zach: Peace. Ade: Yo, we're back. Bomb interview as always, Zach. Excited that we were able to get Tristan on the show, and listening to that discussion reminds me that your resume is only one part of your journey in landing a dream job and that your dreams sometimes change, and that's okay too.Zach: For sure. Now, look, I have some bad news for y'all.Ade: No!Zach: No Fave Things this week, but that doesn't mean you can't check out our Fave Things on our website, right?Ade: [makes the "womp-womp" sound] I'm really nailing our sound effects today.Zach: You're doing a great job with the sound effects actually today. In fact, Sound Man, go ahead and drop, like, a small round of applause for Ade for her sound effects today. She came in very strongly on the "whaaaat?" Actually it wasn't raspy at all.[Sound Man complies]Ade: Ayy. Sir, are you coming for me?Zach: Then the womp-womp was very full, so it was good.Ade: Thank you.Zach: No, it was good. But no, really, our Favorite Things section, we've called out--the books, all of the books that we've talked about on the show, they're on that list. DeRay Mckesson's book, J Prince's book, Amy Waninger's book. They're all on this list of Favorite Things. You can go check out some of our favorite foods. I've got the Capital City Mambo Sauce on there. That's right, Capital City--this is not a paid ad. Capital City Mambo Sauce is fire. I ordered two gallons of the sauce about six months ago.Ade: [laughing] You are ridiculous.Zach: [laughing] But anyway, no Favorite Things this week. However, in a couple weeks when we do our Season 1 Wrap Up show, it's gonna essentially be all of this. It's gonna be me and Ade just talking, having a good time, and we'll talk about a variety of Favorite Things, from our favorite episodes to our favorite things on our list, and we'll actually make one last season update to our Favorite Things list, okay?Ade: Yep.Zach: Okay? So there's that, there's that. But we will have it back. Ade: Okay. Well, that is our show. Thank you so much for joining us on the Living Corporate podcast. Please make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you'd like us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. Also, don't forget to check out our Patreon at LivingCorporate as well.Zach: That does it for us on this show. This has been Zach.Ade: And I'm Ade.Zach and Ade: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We have the pleasure of sitting down with career coach and resume writer Tristan Layfield to discuss what goes into landing the job of your dreams and how to achieve that goal.
Find out more about Tristan here: https://layfieldresume.com/about/
Connect with us: https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We have the pleasure of sitting down with career coach and resume writer Tristan Layfield to discuss what goes into landing the job of your dreams and how to achieve that goal.</p><p>Find out more about Tristan here: <a href="https://layfieldresume.com/about/">https://layfieldresume.com/about/</a></p><p>Connect with us: <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p>]]>
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    <item>
      <title>Nick Bailey </title>
      <description>We sit down and talk about Black Texas Magazine with Founder, Editor &amp; Chief Nickholas Bailey.
Learn about Black Texas Magazine here:
https://www.blacktexasmag.com/</description>
      <pubDate>Fri, 02 Nov 2018 08:00:00 -0000</pubDate>
      <itunes:title>Nick Bailey </itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>31</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down and talk about Black Texas Magazine with Founder, Editor &amp;amp; Chief Nickholas Bailey.Learn about Black Texas Magazine here:https://www.blacktexasmag.com/TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and yes, you're listening to a B-Side. Now, yes, we've introduced the purpose of a B-Side before, but remember, every episode is what? That's right, somebody's first episode. So for our new folks, B-Sides are essentially random shows that we have in-between our larger shows. These are much less structured and somehow--that's right, you even guessed it--it's more lit. That's right. So there's lit. This is more lit than our regularly scheduled shows. Sometimes they're discussions that the hosts have. Sometimes they're extended monologues from just one particular host like myself or Ola or Latricia or Ade, or sometimes, yes, maybe even sometimes, maybe even most times, they're a special chat with a special guest. Today, we have a special guest - Nickholas Bailey. Nick Bailey is the editor-in-chief of Black Texas Magazine, a media outlet that is dedicated to enriching the lives of people of color across the state and beyond by connecting on a personal level through a passion for leading fulfilling lives. Welcome to the show, man. How you doin'?Nick: I'm doing well, how are you?Zach: I'm doing good, man. Look, let's talk about Black Texas Magazine. Where did it start, why the name, and what are y'all trying to achieve?Nick: Well, Black Texas started kind of as a jumping point for me because prior to this, or about--oh, I guess about a year prior to this I was the online editor for a publication called Texas Lifestyle Magazine. Great publication. They've done a lot of great stuff, but as I--as I got further into it, I started to recognize that there was a disconnect between my perspective and the perspective that they were--that they were creating. You know, like, I live a very different lifestyle than the people that they target, you know? I'm not accustomed to paying $300 for a charcuterie board or paying, you know, $1,000 for, you know, a grill set. It just wasn't really my--it wasn't really my thing, and I was pushing for some more relatable content for the average Texan, and it just wasn't--there was a disconnect there, and so after a lot of thinking and a lot of planning I decided to make the jump and create a publication for black people that was essentially the same thing in some ways. Like, I don't want to say that we just copied and pasted the formula because, you know, unfortunately I created a lot of the formula for Texas Lifestyle once I came on, but I would say that our goal is to enrich the life of black Texans and really Texans of all colors by exposing them to new brands, new opportunities, and new experiences that they may not have previously known about or they may not have previously felt like were open to them, you know? So I know for a lot of--for a lot of black people in the community, we--we almost self-segregate with a lot of things, you know? We look at things as, "Oh, that's white people stuff. We don't really--we don't really mess with that," whether it be, you know, simple stuff or the wild stuff like bungee jumping or skydiving, which I'm still kind of on the fence on. Like, they might be able to keep those. [laughs] But even things like, you know, eating at different restaurants or trying different festivals and experiences. Just really making it more palatable for--you know, for the black community, because there are plenty of people in the black community that say, "Hey, I want to live life. I've only got one life. I want to enjoy it while I'm here," and finding the opportunities for them that will enhance their lives is really the big overarching goal for us, but also highlighting the black businesses that are trying that as well along the way.Zach: So it's interesting, right? So I looked at the platform, and, you know, I think what I was taken most aback by was the amount of content, right? Like, you guys--it seems like you guys are publishing something every single day, and so talk to me a little bit about y'all’s challenges in getting this started up and, you know, what goes into managing a digital magazine. How do you juggle--it seems that there's a lot of hats to juggle. It seems that there's a lot of things to do, and I understand that you're also working full-time still.Nick: Yes.Zach: So how do you manage all of that?Nick: I manage that with a lot of stress--a lot of stress, not a lot of sleep, and an overdose of patience, because we do have a small team. We're always looking--like, we're always looking for new writers to bring on-board, but right now we do have a small team, and it's really just a matter of balancing everyone's talents and abilities. Like, for the time being I take on the burden--I take on the bulk of the burden by handling a lot of the administrative tasks. So, like, making sure that content is up on the website, proofreading the content, gathering all of the materials. So that might be, like, getting the photos in order, sorting it--like, sorting our files and documents online. So I do a lot of that stuff, and so I have the writers, and I say, "Hey, I want you to focus on writing," and the plan that I have right now is really to kind of spread that load across--across the team so no one person is having to do all of the writing. 'Cause everybody--like, to my knowledge, everybody else is working full-time somewhere as well. So what I would rather them do is each person write, you know, one or two things a month, and we could be able to keep a steady flow than expecting one person to churn out, you know, a new article every week, you know? And with balancing it with working--like, I work full-time, and for me it's kind of difficult 'cause I work 12-hour shifts. So a lot of my work is done--I guess done at night, so I'm usually up until about 1:00 in the morning making sure that content is looking good, there's no errors and we're gonna be good to go.Zach: So I have another question as a follow-up, right, really to the title of Black Texas Magazine. Has anyone run up on you with, "If we had a White Texas Magazine, that would be racist?"Nick: Not that directly, but it's been one of those side--like, side-swiped questions. Like, "Hm, why is it just for black people?" And kind of insinuating that, and to that I would say, to be honest, most of the public--like, most of the Texas-based publications we have are catered to a white audience. And, you know, I'm not opposed to--I'm not opposed to acknowledging that it may seem--it may come off as a bit contentious to say, "This is a publication for black people," you know, but at the same time it's never been a situation of, you know, "No whites allowed," you know? We've had--we've had white contributors to our publication. We have a lot of white readers. We have readers all over the world, and most of those aren't, you know, nations of color. And so I would say if they want--if they asked the question or they posed the question or the statement "If we had a White Texas Magazine, that'd be racist," I would tell them, "Well, let's go read Texas Highways. Let's go read Texas Monthly. Let's go read Texas Lifestyle." The list could go on. Most publications are catering to a white audience. Like, they may not be as blatant as to say it, but it's one of those--I would say it's one of those underlying things of once you see the subject matter you--there are ways of siphoning out certain groups by the content.Zach: Right. And, you know, it's funny because I think it's easy to forget that white is the default, right? Like, it's--like, you don't have to call something for it to be--the majority of the country is white, so most of the content out there in any type of media is largely going to be white, right? So you don't have to call--I don't have to call something white, something anything, but you do call things--you know, if there is other underrepresented groups, black, XYZ, or Asian-this or Latin-X or Hispanic-this because we're trying to highlight the fact that this is not the default, right? It's not what you immediately consider when you think about whatever audience or population that you're gonna be engaging. Okay, so let me ask you this. You know, you guys landed J Prince recently, [inaudible] J Prince, but how did that happen for you guys? Like, how did it work, and what was that experience like?Nick: For me, honestly, it was an amazing experience. I lucked into it because I got--I got an email from the city of Austin about an event that they were co-hosting. It was just an evening with J Prince where he was just hearing Austin talking about his life, and I went, and I was like--I didn't know what to expect, and I was just like, "Man, I just want to see this guy in person, see, you know, really what he's about and just kind of, you know, measure him up instead of just looking through a screen," and it was a cool event. The event went off really well, and at the end there was a line to, like, you know, take a picture with him and stuff, and I was like, "Okay, cool." You know, "I don't mind getting a picture with J Prince. That'd be kinda cool," and so I get in line, and as always they're trying to sell the book or sell merchandise and stuff like that, and just out of, you know, the spur of the moment I'm like, "I'll buy the book," and so I get the book, and when it's my turn he autographs the book and everything, and I ask him a question, and the question I asked him is, you know, "Hey--" Like, he talks about--he talked a lot about, you know, replacing IGs with OGs in terms of, you know, getting off of social media and really linking up with people that have done what we do before us and really gaining some knowledge from them, especially, like, in different entertainment avenues. A lot of the OGs that we came up with came up through nefarious ways, you know? They sold drugs, they robbed people. They committed crimes to get the assets that they needed, and so I asked him, you know, "How can we look up to these OGs and get advice from them when we're at a age where we don't want to take those penitentiary chances to make it into the industry?" And I think it kind of--it kind of put him on the spot, and he stopped and he said, "You know what? Talk to me after the show."Zach: You asked him--you asked him that in front of a bunch of people?Nick: No, it was--like, it was a one-on-one thing. I asked him, like, face-to-face, maybe two feet away from him.Zach: Oh, my gosh. Well, shout out to you for asking J Prince such a very pointed question to his face.Nick: You can't get the answers you don't ask for.Zach: [laughs] That's a good point.Nick: You know? 'Cause I would love to be in different indust--like, involved in different industries, but I don't wanna have to go sell coke to get the money for it.Zach: Straight up, yeah.Nick: But at the same time, trying to save money from a regular 9-to-5 is a very slow process.Zach: And this is the thing I think people forget, like, man, the blessing of an--you cannot, you cannot undervalue initial capital, man. Like--so you know, like, even when you talk about Jay-Z's album, the last album he dropped right, and he was talking about how I flipped this, and it's like, "Well, Jay-Z, man, you started off with, like, 400 racks. You had $400,000 from the coke game, so you say." So it's like, "Okay, yeah." If you--if you gave a very ambitious, you know, entrepreneurial person of color $400,000, man, that's gonna--yeah, they could flip that into something too. I'm not saying--they might not flip it into a billion, but they can flip it into something because they have the initial capital. So to your point, like, how--that just was such a good question because, like, okay, I'ma talk--if I talked to Jay-Z for an hour, people would say, "I'd love to talk to Jay-Z for an hour 'cause then I would learn how to be a billionaire." It's like, "Well, Jay-Z's gonna be like, "Well, I had initial capital of $400,000 because I sold drugs, and it was tax free. So I basically started with a 400--" Like, most black people don't have seed money, hundred thousand dollar seed money. They have a little bit of change here and there that they scrounge up, like you said. Like, that they hold over from their full-time job after paying off this and paying off that and whatever debt they have, and they have, you know, a little bit of change, not enough money to build an empire. You know what I'm saying?Nick: Absolutely, and that was--and after listening to Jay-Z's album, that was one of the things that I kind of left with. I was like, you know, "He talks a lot about, you know, these amazing ways to do better," and it's one of those things of "If you knew better, you'd do better." And that's cool. Like, I would love to buy a piece of art that's worth, you know, 1 million, hold it until it's worth 2 million, sell it when it's worth 10 million. That's cool. I would love to be able to give that to my children, but I gotta get that first million.Zach: Right. [laughs]Nick: It's easy--it's easy to compound wealth once you have it, and a lot of rappers talk about that part, but they don't really tell us how we can get the money, how we can get started without selling drugs, without robbing people. That's--like, that's the link they never give us, and I think that unfortunately that's because a lot of them don't have the answer for that, aside from "Sell drugs. Rob people." And that's an unfortunate truth. Like, I get it, that's the environment they came up in, but if we're trying to do better now we need new lessons.Zach: Right, right. So let me ask--let me ask you this. What advice would you have for black and brown folks trying to get, you know, multi-effort ventures off of the ground? So you have a full-time job. You've launched a magazine. It takes multiple hands, driving it and grinding it. It clearly--like you said earlier, it's stress. It's late nights. What are you--what advice would you have for folks who look like us trying to do similar things?Nick: The strongest advice I would give is work together. In college I ran a midterm program, and one of the things I taught was the idea of collective development. You know, especially if you're starting off with little to no capital. You're--like, you're working at a point where you're not getting paid. You need to find a team of people who are willing to work with you to build something up that benefits everybody, you know? Like, Black Texas isn't just me. It's not the Nick Bailey show, you know? My byline comes up very little. For me, I look at it as a plat--as I'm creating a platform to advance the careers of other people, you know? Because as we gain our audience and as we, you know, get that brand retention, that brand recognition, people start coming to the website looking for other people. They're not looking for me, you know? They're looking to see, "Oh, let's see what's up with these movie reviews. Let's see what's up with these fashion tips. Let's see what's up with these house-keeping tips." You know, "What events are coming up?" I want--I want people looking for the thoughts and ideas of other people, and for me in my particular situation I can say, "Hey, I can't pay you to write right now, but what I can give you is an opportunity to grow your name," because not everybody has the money to start up a website, you know? Even the cheapest websites that aren't free aren't cheap. Once you get past the, you know, this is BrandXYZ.WordPress.com and you get to just Brand.com, it becomes a different--a different financial burden, and not everybody--not everybody is willing to take that risk, and I've gotten to a point where I took that risk to--ideally to make it easier for other people. So I would say, you know, one, be willing to work together. Understand the vision. Don't just work for anybody, but understand the vision. Understand what it means for you personally and how it's going to benefit you personally, and then you give it your all, you know? Like, that's the truest thing that I can tell anyone, and also set ego aside, you know? Not everybody's going to be #1, and not everybody needs to be #1. You can easily do amazing as a strong #2, and what I mean by that is not everybody has to be a CEO. Not everybody has to be the founder, the president. You know? Like, I don't introduce myself as the founder or CEO of Black Texas because that's not important to me, you know? I want this to be something much bigger than myself. I'm the editor-in-chief, which is just to say I'm the guy steering the ship right now, you know? Like, I don't look at the--I don't look at the Dallas Cowboys and think of who the owner is, I look at the Cowboys and think of who are their star players, you know? Who are the people who made the team breathe? And that's how I look at--that's how I look at Black Texas and really any business, you know? We know--we know who Mark Zuckerberg is. That's cool. He made it that way. He's not the one looking at all this Russia info. He's not the one making sure that you wind up in Facebook jail for some post, [laughs] and those people may not have the fame, but they're getting us all a paycheck.Zach: Right. Right, right. Man, this has been dope, man. Do you have any shout outs for us?Nick: I did not think of shout outs. Let's see. If there are people I'd shout out, honestly I would just give shout outs to my team. It's been--like, we launched this year mid-January, and it's been a wild ride along the way. I've taken risks. I've asked them to follow me, and they have, and we really--we really made a lot of strides this year, and I'm proud to see the work they're putting in and what we're able to accomplish when we work together, you know? This is the first time that I've really steered a team like this, and to see them, you know, putting up the hard work is honestly amazing. I would want to give a shout out to my family, you know? Like, I love my daughters, but most importantly, like, my parents. They have been a well of support for me. They've encouraged me to, you know, chase my dreams. They've helped me when I--like, when I wasn't sure about myself, and, you know, my grandma's been my day one, and she's helped me in life as well, but I don't know. I would say--if I had to give a specific shout out it would be to my father, and that's because he gave me the capital to get this magazine started, you know? 'Cause, like, every year he'll give--like, he'll give a gift for Christmas, which really isn't a gift to me, it's more of a "Hey, here's some money from me. Get gifts for the girls," because he doesn't really--he doesn't really celebrate Christmas. Different religion. That's not really his thing, and so I get it, but this last year he gave me a little more than usual, and he said, you know, "Take this and do what, you know, you feel you need to do with it," and I was just at a loss, and I thought and I thought about it. I strategized, and I prayed over it, and I said, "You know, I have to be willing to take that jump," you know? It called me back to a quote from Steve Harvey talking about getting to success, and he said, you know, "You have to be willing to jump. You can't be successful on the ledge," and so I went for it. And so, you know, I've got to give it my all because I can't--I can't let folks down. That's not my thing.Zach: Awesome, man. Well, look, that does it for us, guys. Thank you for joining us on the Living Corporate podcast. Make sure you follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you'd like for us to answer on the show, make sure you email us at livingcorporatepodcast@gmail.com. You have been listening to Nick Bailey, editor-in-chief of Black Texas Magazine. Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down and talk about Black Texas Magazine with Founder, Editor &amp; Chief Nickholas Bailey.
Learn about Black Texas Magazine here:
https://www.blacktexasmag.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We sit down and talk about Black Texas Magazine with Founder, Editor &amp; Chief Nickholas Bailey.</p><p>Learn about Black Texas Magazine here:</p><p><a href="https://www.blacktexasmag.com/">https://www.blacktexasmag.com/</a></p><p><br></p>]]>
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      <title>Matthew Manning</title>
      <description>We sit down with creator Matthew Manning to discuss his entrepreneurial journey in launching Gumbo Media.

Learn about Gumbo here: https://gumbomedia.com/
Connect with us: https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 26 Oct 2018 07:59:00 -0000</pubDate>
      <itunes:title>Matthew Manning</itunes:title>
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      <itunes:season>1</itunes:season>
      <itunes:episode>30</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with creator Matthew Manning to discuss his entrepreneurial journey in launching Gumbo Media.Learn about Gumbo here: https://gumbomedia.com/Connect with us: https://linktr.ee/livingcorporateTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and yes, you're listening to a B-Side. Now, every episode is someone's first episode, so for our new folks, B-Sides are essentially random shows we have in-between our larger shows. These are much less structured and somehow even more lit than our regularly scheduled shows. Today, we have a special guest - Matthew Manning. Matthew is the co-founder and [inaudible] director of Gumbo Media, a trans-media storytelling platform of curated content and experiences to expand the narrative of black life through various programs, services, and content platforms. Gumbo is amplifying new nuance and more humanity into our stories, creating pipelines that encourage us to speak for ourselves. Today, Gumbo is a coalition of over 60 artists, activists, entrepreneurs, and allies committed to a collective vision of inclusive representation. Matthew, welcome to the show, man.Matthew: Hey, thank you, man. I really appreciate it.Zach: Hey, man, I appreciate you being here, man. Now, look, today we're talking about starting a startup. Talk to us a little bit about your history and how Gumbo started.Matthew: Yeah. I think there are a few ways to tell this story, but to keep it simple, Gumbo, which was formally Royal Media, really emerged from a gap. It was a gap that my co-founder and I, Courtney Phillips, felt--to be honest on a personal level, but it translated into some of the professional. Representation was lacking, even in our jobs, in our classes. You know, anywhere we went that was professional or academic, educational, just social, it felt like we were often wearing a mask, or perhaps more aptly like we were living half of ourselves. And when the deaths of Philando Castile and Alton Sterling happened in the same week a few days apart, it was a difficult week for us. They were killed, and we instantly felt this shift that we couldn't come back from. And this had been already--this had already been happening with the deaths of black [inaudible] by the police force and kind of the growth of racial discord, but this heightened those feelings. We were forever changed, and we knew that our work in some way had to reflect it. One of the things that we were saying at the time was, you know, we really feel our tide shifting. And so what we did was we ideated and thought about what is a platform that we can build that allows these stories to be better heard, that allows us to feel like that representation is present in our own spaces? You know, kind of a cross-culture, and so essentially we built a squad of creatives who felt the same way, and then we asked ourselves, you know, how we can build--how we can build a platform and use content and storytelling in unique ways to really amplify the underrepresented, if you will. So additionally, how can we ensure that the voices of everyday people aren't swallowed or silenced by, you know, silencing forces, including sometimes those that are intra-communal, those that are within our own community. And lastly, we thought about how do we ensure that this becomes an equitable platform where others can engage and tell their stories, not merely a stage where we yell out the answers? You know? We don't want to speak for people. We want to create a pipeline and a platform that allows for people to speak for themselves, and that's really where the--you know, where the secret sauce is for us, if you will. We're all exploring, learning, and growing together, and black being has bound us, and so we really wanted to create a space that honors this truth that is consciously committed to amplifying all of its nuances and all of its complexities, especially by offering up space to the creatives among us who really do their thing and allow those expressions to be seen and heard around the world.Zach: Man, that's amazing. So I'm curious, right? So in starting any startup, building any company, you're gonna take your Ls along the way, right? So I'm curious, what were some of the biggest Ls--and I'ma call those Ls lessons, folks--that you've taken in starting a startup?Matthew: Well, this is my second go around, and so a lot of them I gathered from the first and used as kind of fuel for the second, and so some of the things that I think I've really learned are--and I'll speak more to the lesson portion of it. One is strip away your ego, especially as men. I think it's ingrained that, you know, we're kind of conditioned to feel like we know and we have all the authority and the agency and our voice, and so I think it's important to strip away our ego and to understand if we're doing what we're doing for ourselves or for others. I think it's okay to be both, but others should be a part of it, at least if it's something that's socially-minded, right? And for us it's more important that we get content right or that we tell the story in the--in the right way, that we are as inclusive as we can be, than that it is that I'm right, and so I think that's something that has been to remind ourselves of, all of us, but for me that starts with me, especially as kind of a leader in the company along with a few other folks. It's important that I try to be as prideless and egoless as I can be. We can be proud of our work. We can have confidence in our voice, but those voices can't be silencing of other people. Another one is just don't be afraid to fail. In fact, I've learned to really embrace it. Not in the sense that I'm encouraging or that I'm seeking out failure, but in a way I--I suppose in a way I actually am, you know? In a sense that I want to succeed, but I also know and recognize that failing fast and failing forward is one of the fastest ways to grow, you know? It's important to seek out growth. It's important to seek out criticism even, to better understand how we can refine our own processes and things of that nature. So failing, especially as an entrepreneur, allows you to really be the best version of yourself and to implement those lessons moving forward. Beyond that, it's really about doing it for the love, you know? Passion is, I think, the only fuel that's really strong enough to push us through some of these experiences. Being an entrepreneur is hard, man. As you know, it's hard work. You and your team are grinding every day. You're building. When you look at something that you admire, like a company, a movement, a platform, whatever it might be, and you say, "Okay, I want to get there," like, that's a--that's a large question. How do you get from nothing to...Zach: Something.Matthew: Everything that you admire. To something, exactly. It's a hard thing, and so if you're not doing it for the passion, if you're not doing it for the love, then, you know, then I just don't know that you're gonna have enough fuel, enough motivation to push you through all those little moments, all those difficult questions, all those shortcomings, because those are inevitable parts of the journey, and they're actually part of what makes the journey so beautiful. So valuing every step of that journey is a lot easier the second time around, granted, but those are all valuable things to keep in mind for me. Those have been big lessons.Zach: Man, that's a great point. And it's funny because, you know, you and I connected back--initially back when, you know, Gumbo was Royal, and I was working on another--on another nonprofit, and, you know, definitely--this is also my second go around with Living Corporate, right, and trying to figure out and take the lessons learned from my past venture to this, and it's like, okay. You're absolutely right. Like, failing forward, right? And, like, to your point around being passionate and letting that passion drive you, 'cause I can tell you--I mean, I completely vibe with you on the whole "It's a lot of work," and it has to be something you're passionate about because, you know, it's gonna be long days and long nights, and if you don't really, really care, like really care about what you're doing, you know, you'll end up taking time off, you know? Your content gets delayed. You get delayed, and then out of nowhere you look up and you haven't moved anything in a month, right? And a month in an entrepreneur's--a month of no activity in an entrepreneur's world is like a year, right? Like, you've got to keep it going. So--Matthew: Then there's also the comparative sense too, right? Which is that if you don't really care, there's always somebody out there that does care and that cares more and that is putting in that work, and so if you really want to make it, if you want to, you know, make what you're doing a success, if not for yourself then for the others that you're serving, then, you know, you need to put in that--you need to put in that work to get there and be smart about it.Zach: Right. And it's funny, right? So it's--and of course there's a duality in, like, not being so comparative that you end up robbing yourself of your own journey and your own development and driving your thing, but there's still the reality of, like, "Look, there's two people, Matthew, sitting down right now talking about something similar to what you and I are talking about and grinding," right? And there's always somebody else out there trying to--and if the goal is for your platform to grow and get out there, no one's gonna cry for you, right? You have to go, and you have to go get it, and I think--because I'm a Type A in that particular way and I'm a driver that really resonates with me, but like I said earlier, I think you have to kind of balance it between not going to the far end where you end up sapping yourself of the joy of even what you got into it for, you know what I mean?Matthew: Absolutely, I agree.Zach: So let me ask you this. What was the--what was the final push? Let's talk about Gumbo. Let's talk about Gumbo. What was the final push for you to pursue and commit to growing Gumbo full-time? And what all are you working on these days?Matthew: Yeah. So the final push was--I mean, it was interesting, right? 'Cause sometimes I say and think often that, you know, life is like water. I think I heard Will Smith say this someday, and it's just kind of laws of attraction, right? Like, you put in--the energy you put in comes back to you, and life in a lot of ways is kind of like water in that way in that if you make a decision, if you decide what you want to do and you start moving, it'll get out of the way. It'll make a path for you, even if it's masked under something else, right? So when we started at the time what was Royal Media, which our language at the time was celebrating the complexity of black life, which we're still doing, but it's now more embedded in what we're doing, I actually was laid off my full-time job. I was a nonprofit consulting. The company--I won't mention the company, but they've grown. I was part of, you know, an 8-person team that had grown to about 16 people, and then they laid off about three quarters of the workforce in a matter of months, and I was on the front end of that. So it wasn't just me, but I think likely part of the energy I was putting into that job was something that was lackluster. I was doing my job, I was being professional, but I also recognized that what I really wanted to do was this work over here. What I really wanted to do was commit to telling the stories and building the pipelines that allow black folks to really celebrate and honor themselves and each other, and that was passion to me, and I think that was felt, but I also think that was felt, you know, kind of cosmically, in a cosmic sense if you will. And so that was kind of a forced push, but at that time I recognized that, "All right. Well, if I'm already in this space, if I've already kind of taken the jump, even forcibly, maybe it's wise that I use the time that I have here to commit to growing this company as much as I can," especially as one of its co-founders. That's an unfair weight to put on other people, you know? When it's not paid work yet, when it's something that's scaling. It's, like, early, early, early stages of startup life. Maybe I'm the right person to do that, and so I did, and I've kind of continued to grind on that. It hasn't been easy by any--you know, any stretch of the word, but it was simple, right? I think there's a difference between simplicity and [inaudible], and I think we often conflate the two. It's a choice. The choice is simple - do it or don't. The path can be very difficult, and the path has been difficult, but the choice was simple. I knew what I wanted to do and I committed to doing it, and, you know, (tried it?) to say after some time we built enough--Gumbo's essentially an umbrella brand, and so it has other subsidiary groups and companies, and one of them is a creative consultancy, and now I'm one of the full-time consultants in that group. So now I'm starting to pay myself through business revenue to do work that ultimately feeds my soul, feeds my passion, and is a company that I started, and that feels great. And so it's taken some time, but it's becoming sustainable work now for me. And so it was kind of a forcible thing, but it was also energy that I put out there that came back at me and said, "You know what? You're ready for this."Zach: So for those--for those who say they can't afford to pursue their startup full-time, like, what would you say? Right? And if I may ask, like, how did you make it work before you were able to pay yourself?Matthew: Right. It's difficult. I would say that there are--one person I really admire who's hustling in this space, and you guys admire them as well, is John Henry.Zach: Oh, yeah. Shout out to John Henry, straight up.Matthew: Yeah, shout out to John Henry from Harlem Capital. He's doing some amazing work. One thing that he says often is, you know, you can work two things, but the moment that the new thing that you're building is losing money by not committing full-time, that's the moment to transition, and so I think if you have the capacity and you have kind of the agency to be at a job that you can enjoy, that you can continue to grind at while you're building your venture on the side, I think that is a wise choice if you have that--if the energy's there, right? If it fits, until there's a moment, and you'll know when that moment comes. Like, you'll know when you're actually being a detriment to your venture because you'll feel that your energy is the most valuable asset you have, and so there will come a shifting moment where you can make that shift and take that plunge. Beyond that though, I would say it's really about thinking creatively about your capacity and about what you're able to do, you know? Especially as creatives. A lot of us have skills that are accessible and valuable as freelancers. I mean, we've started this consultancy, and I know that this is a part of what's paying us now, but the valuable feedback that I recognized in that--you know, stepping back for a moment is that we have a pool of creatives who are looking for work, and a whole lot of business is coming to us asking for work to be done. So there is work out there ready to be accomplished. There are people who are requesting services, and so there are ways to kind of creatively find, you know, services to help pay you and support you while you're building what you're doing. Maybe it's about living a life that's a little bit more--a little bit more frugal, living a life that's a little bit more reserved, you know? But you can make it kind of on a part-time basis depending on what your expenses are and what you're doing to buy yourself that time so that you can open up as much flexibility and time as possible during the day. You know, I didn't think about how much of a privilege it was that I could have a meeting any literally time of the day, you know? If I'm working 9-to-5, a lot of people don't want to meet--a lot of business people specifically, new partners, potential investors, they don't want to meet after 5:00, they don't want to meet on the weekends, and, like, I don't know what my solution would be to that apart from taking off time from work if I had a full-time job. So I do think there is a moment when you know that a plunge is necessary to take that next step, you know? Businesses are all about plateaus. Well, they're all about growth, but every growth curve has a plateau unless you make another shift, unless you, you know, invite new kind of breath, new life, new wind into the company, and for me I recognize that in order to take this to the next level, I need to take a step, and I need to do this for myself passion-wise and joy-wise, but also for the team in terms of the work that we're doing. So it's just about being creative, and that's kind of what I did. So I did some graphic design, I did some editing, content creation, things of that nature, you know? But I'd be lying if I said it was easy. It was not easy. It was one of the harder things I've ever done, but it paid off.Zach: Man, that's amazing. So look, before we let you go, do you have any shout outs or any parting words?Matthew: Yeah. I mean, I would love to shout out the squad always. Courtney, Andre, [inaudible], Amir, Asia, Mike, John, [inaudible]...Zach: Let's get some air horns for the team, for the squad.[Sound Man throws 'em in]Matthew: Yeah. I mean, we do it all collectively, you know? And I feel blessed to call these people my family. I guess what I would say is to get yourself a squad, you know? Failure, I think, is easier when it's shared. Triumphs are more fun when they're collective, but also strategy becomes easier, I think, for a startup to fill. Like, when you're filling an asset map, when you're filling all of the things that you're capable of doing, it's easy when you have a team. It's more enjoyable, and I think it's a great way to understand that, you know, my skills may not be in finance per se, but I'm great at this [inaudible] stuff. I'm great at people. I'm great at programs. This person's great at event curation. This person's great at content. So once you start building and assembling that, that's really where it's kind of the shortcut--there are no shortcuts, but it's the faster route, I guess, to finding a more equitable and well-rounded form of success for whatever your business might be, and so that would be my parting words. Those people I love, I'm fortunate to call them family, and I encourage you to get you some of your own.Zach: That's so dope, man. Well, look, that does it for us, guys. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through www.livingcorporate.com. Wait, wait, wait, wait, wait. We're gonna just cut all that out. So let me ask--oh, we're gonna cut this 'cause I want to make sure you plug Gumbo, like--Matthew: Oh, yeah.Zach: So I know you gave your parting words, Matthew, but man, we didn't even plug Gumbo. Like, where can people find out more about the platform? Like, plug all your stuff, man. Drop some air horns for Matthew real quick, and then let's go ahead and plug your stuff, brother. Where you at?[Sound Man complies]Matthew: [laughs] Yeah, appreciate that. You know, the best way to find us across the board is GumboMedia.com. We were lucky to get a solid domain, excited about that since we kind of rebranded and relaunched a lot of our mission, and so everything is housed there. You'll find access to all of our content, all of our social, all of that stuff at GumboMedia.com. You can find us on Gumbo Media just by searching really any platform. So yeah, we're--you know, we're out here. We're creating. We're always inviting collaboration, innovation, so reach out, you know? Get involved if you're interested. We have about 60 creatives that we're working with and a core team of about 6 or 7, but we're scaling and building and always looking to build, so hit us up.Zach: Awesome. Well, look, that does it for us, folks. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question that you would like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been talking with Matthew Manning, founder of Gumbo Media. Peace.Matthew: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with creator Matthew Manning to discuss his entrepreneurial journey in launching Gumbo Media.

Learn about Gumbo here: https://gumbomedia.com/
Connect with us: https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We sit down with creator Matthew Manning to discuss his entrepreneurial journey in launching Gumbo Media.</p><p><br></p><p>Learn about Gumbo here: <a href="https://gumbomedia.com/">https://gumbomedia.com/</a></p><p>Connect with us: <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p><p><br></p>]]>
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      <itunes:duration>1348</itunes:duration>
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      <title>#MoneyBag : Inclusion in Venture Capital</title>
      <description>We speak with Black Girl Ventures founder Shelly Bell about the lack of diversity and inclusion within the venture capital space and the ways we can work to combat the issue.
Find out more about Black Girl Ventures: https://www.blackgirlventures.org/
Learn about Bumble Bizz here: https://bumble.com/bizz
Connect with us: https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 19 Oct 2018 08:38:00 -0000</pubDate>
      <itunes:title>#MoneyBag : Inclusion in Venture Capital</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>29</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We speak with Black Girl Ventures founder Shelly Bell about the lack of diversity and inclusion within the venture capital space and the ways we can work to combat the issue.Find out more about Black Girl Ventures: https://www.blackgirlventures.org/Learn about Bumble Bizz here: https://bumble.com/bizzConnect with us: https://linktr.ee/livingcorporateTRANSCRIPTAde: "The fact that African-American founders have limited access to investment has been well-documented, but you might not know that that problem is replicated in the venture capital world too. In recent years, several black-owned or directed VC funds and firms have opened their doors with a focus on minority and women-owned businesses, but as it turns out, many VCs are hitting the same obstacles as the founders they're trying to invest in - access to capital. According to PitchBook, American VC funds raised approximately $40.6 billion in 2016, with this year on course to make 2017 the fourth consecutive year with more than $40 billion raised. But with less than 3% of VC funds employing black [inaudible] investment professionals, only a small fraction of that sum will find its way to businesses owned or run by people of color." This excerpt is from Barry A. Williams' article "One Reason Black Founders Don't Get Enough Funding - Black VCs Don't Either." It explains the methods that entrepreneurs of color employ to support their startups, none of them nearly as effective as their white counterparts. The data doesn't lie. Less than 3% of all VC funding goes to entrepreneurs of color. In a world that is more empowered now than ever before to pursue entrepreneurial ventures, what can people of color do to garner the financial support they need? My name is Ade, and this is Living Corporate.Zach: [singing] Money, money, money... money! Ade: Child, what? [laughs] What are you talking about?Zach: [laughing] What? Listen, today is all about the lack of diversity in venture capital, specifically the reality that there's a huge disparity in the distribution of funds between white and brown and black entrepreneurs. So it comes down to...Ade: Oh, right. Money. Okay, all right. Capital. I'm with you now. Well, you're right. I mean, we live in a capitalistic society. We need money to do anything, so money is the life of startups.Zach: Yep, and you know what? I have an excerpt from an article I want to share. This is from Megan Rose Dickey of TechCrunch called "Venture Capital's Diversity Disaster." Here we go. Quote, "Just 1% of venture capitalists are Latinx. Only 3% are black. White people, unsurprisingly, make up 70% of the venture capital industry, according to a recent analysis by Richard Kerby, a partner at Equal Ventures. Compared to Kerby's 2016 analysis, women now make up 18% of the VC industry versus just 11% back then. At an intersectional level, black and Latinx women make zero percent of the venture capital industry," end quote. So this is talking about the industry, whereas your initial commentary was about VC recipients. But I would contend that the lack of diversity within the industry supports the disparate funding between white and ethnic minorities, especially women of color. Ade: Right. And to be clear, minorities are out here. Like, we are out here pursuing entrepreneurship, and we do seek funding for our startups. I know we've been sharing articles throughout the show, but I have another one. This excerpt is from a Forbes article written by Daniel Applewhite called "Founders in Venture Capital: Racism Is Costing Us Billions." So it says, "In 2016, the Center for Global Policy Solutions reported that, due to discriminatory financing practices and a bias towards companies primarily operated by white males, America is losing out on over 1.1 million minority-owned businesses, and as a result forgoing over 9 million potential jobs and $300 billion in collective national income. Less than 1% of American venture capital-backed founders are black, and the percentage of blacks in decision-making roles within venture capital isn't much better. Pattern recognition has enabled VCs to mitigate risks, but has also limited their profit potential and created an inherent funding bias. This bias stems from barriers to early stage capital, a lack of representation in the investing space, and is perpetuated by systems of racism that destroy opportunities within communities of color." So having read all that, wouldn't it be great if we could get someone, maybe a person of color--a woman of color, even, who has created a non-profit organization specifically built to acquire VC for ethnic minority-owned businesses? That's very, very specific, but, I mean, if we can get J Prince on here, if we can get DeRay Mckesson on here, I feel like, you know, big things poppin'. We can be a little picky. What you feel?Zach: I feel you, and I think you mean our guest, owner of Black Girl Ventures, Shelly Bell. Ade and Zach: Whaaaaaaaaaaaaaaaat?Zach: [imitating air horns] Sound Man, come on. Drop 'em on in there. Let's go.[Sound Man complies]Ade: [laughing] All right, all right. Still extra. Next up, we're gonna get into our interview with our guest Shelly Bell. Hope y'all enjoy.Zach: And we're back. And as we said before the break, we have Shelly Bell, founder of Black Girl Ventures. Shelly, welcome to the show. How are you?Shelly: Hi, thank you. I'm good. How are you?Zach: I'm doing really good. So look, I feel as if you have one of the most straight-forward organization names out there, but talk to us about how Black Girl Ventures came about and what was the inspiration behind it.Shelly: So with Black Girl Ventures, we work to create access to capital for black and brown women entrepreneurs. It started because I'm an entrepreneur myself. I have a couple of my own ventures. My mom invested in me, and I really hit the ground running in building my t-shirt line called Made By A Black Woman, which fed into me actually starting my own print shop called Misprint USA, and I was grinding so hard at that, but I realized that during the process of me being on my grind I didn't have a community. And so I'm an artist. I've done performance poetry, and so through that I had done a lot of community building. So I'm like, "Hey, you know what? I know how to build community. I know how to bring people together. Why don't we just throw everybody together and give the money away?" 'Cause at this time, a lot of the news was coming out about women not having access to capital. And I'm like, "All right. This is a simple solution." So when I started it, it was really just a matter of bringing people together, everybody throwing some money into the pot, and then us creating, you know, some capital for women entrepreneurs. The first one, I barely even marketed it. We had about 30 women in a house in southeast D.C. We got together. I cooked all the food myself, which I will never do again. [laughs] Yeah, we had about four women pitch. We voted with, like, marbles and coffee cups. Like, I put each person's, like, name in a coffee cup, and then after they did their pitch, we had everybody in the audience ask questions and then vote by using their marble. So we just gave the money right back out in cash at that time. Like, I wasn't even thinking that it would be as huge as it's become. Now here we are two years later, over 20,000 people in our audience. We're in three states - D.C., Philly, and Balt--I'm sorry, in three--in three--yeah, three states, but three cities - D.C., Baltimore, and Philly. We're about to do--in the fall we have Chicago, Atlanta, and then another D.C., and we're in conversation with a lot of the small- to mid-sized cities about coming there next year. We're talking to people in Kansas City. We're talking to people in Durham, in Memphis, New Orleans, Albuquerque, Salt Lake City, because the larger cities we found are some really great, like, validators to say, "Oh, we did New York, we did Chicago, we did D.C., we did Atlanta," but really we're looking at, like, where do people have the most need with the least, like, activity that is culturally censored for them?Zach: That's amazing, and again, I'm just so excited that you're here. You know, I'm curious, what are some of the common misconceptions about venture capital that Black Girl Ventures seeks to clarify?Shelly: Yeah. So common misconceptions about venture capital. Huh. I'm not--like, I'm not exactly sure that I would say there's common misconceptions about venture capital per se. Maybe that it's, like--venture capital has become very sexy, and I think that people just don't understand who should get it, why they give it. Like, venture capitalists want to make money. Like, that's it. Like, the center of the day, the center of the round, how can your thing bring return? And if you are not so hardcore about that on your business, then you're gonna have a long road to go with venture capital. It's not grant capital. It's not a loan. Well, I mean, there's different kinds of deals that can be what you call a convertible note, which is basically a loan and [inaudible] and some other investment jargon, but ultimately you should just know that it's about the returns. Like, can you give return on investment? And fairly quick, you know? But quick in this sense means, you know, five years, three to five years. Like, it's a long game too, but the people want to see that the potential for returns are there. Zach: So in building out Black Girl Ventures, at what point did you realize, like, "Wow, this is a--this is really significant." Like, "This has some serious traction to it?"Shelly: Probably I would say at the beginning of 2017. I had a volunteer team of seven people where we decided to do it quarterly, and the first one we did, it was in March of 2017, and we started getting in applications at that time, and so we got a nice amount of applications with a low amount of marketing. 'Cause again, like, I'm just kind of throwing it out there, my network and the word of mouth being spread. Over the course of the year, just seeing it move and grow and grow and grow and then winning Entrepreneur of the Year for 2017 for [inaudible] D.C. and the people who voted for that. I mean, just like, I think the reaction from the women we serve is really what was caused me to be like, "Wow." Like, "We're really doing something." Like, our Baltimore winner from October of 2017, when she won, she cried. We did South by Southwest, and the girl who won, she cried for, like, 5 minutes, and they're--and the things that they're saying to me is that sometimes this is maybe their first win, is coming into a place where a group of people are supporting you, and, like, a group of people are just there to support you, a space that is created [inaudible] and then an audience of people who are there to support you. So I think, like, as the--as the audience has grown and as our traction has grown and the feedback that we're getting back, I'm just like, "Wow, okay. So we're not stopping this." Like, we're gonna keep going. Yeah, just seeing the reaction from the audience, seeing the reaction from the people that are pitching has been the thing.Zach: So how important--how important would you say resilience is for those who are seeking venture capital and really seeking to engage that space? People who are seeking to gain capital.Shelly: It's everything. I mean, resilience is it. Like, there's nothing else. [laughs] Because you've got to keep pushing. You want to keep refining your idea or your business to get to know where those returns are coming back, and venture capital is not for everybody. So, you know, you could be the person that needs to crowdfund. You could be the person who needs a loan. You could be the person that needs to focus on customer acquisition. Venture capital may or may not be the thing for you. I think it's--again, it's become sexy now because you can get a large amount of money at once, but at the same time, you know, you're building a relationship where you have to--you have to make sure that you're getting ret--that the returns are coming back. So, I mean, the resilience comes when you get a no, you know? Like, a "No, that's not gonna work for me," or a "No, I don't think that idea is gonna bring returns, or "No--" Nos are kind of hard to get when you're in need. So when you're, like, really wanting, needing the money to get to a certain place and you feel like you just can't get it, when you're focused on venture capital in particular, it can be hard, and especially because, like, there's a lot of translation work that needs to be done. There's a lot of cultural misunderstanding between, like, VCs and entrepreneurs. There's still a lot of work to be done on, like, you know, women getting invested in and women of color getting invested in and, like, diversity and inclusion when it comes to people's portfolios, because the pattern that has been consistently matched is white male who can sleep on couches for months and, you know, not eat to build a business, and so people, you know, venture capitalists have traditionally said, "Okay, this is the model for who builds successful companies." I think we're seeing that shift a little bit with the rise in investment in the beauty industry for black women in particular. I think we're gonna see a shift more as more people start pushing out that, like, "Hey, these industries," and even black and brown folks that own tech companies can also be invested in and show returns and that, like, the only pattern--I think we're gonna start seeing or showcasing a new pattern to match. This is one of the things that we at Black Girl Ventures are passionate about, is saying like, "Hey, yes, the white guy that sleeps on couches for months, goes home and just doesn't eat and builds a major tech company, yes, that's one pattern and that has worked, but also it's the, you know, black woman straight out of college who has been working on her idea the entire time. Also it's the, you know, woman of color in general who has, you know, pulled together as much money as she can from her family and her community to put into her idea and is now seeing, you know, 3X, 5X, 10X returns. Like, also it's the beauty business--the beauty industry, also it's the feminine care industry, also--you know, also it's the hair industry. Also it's the child care ind--you know, I think that as we--the health care industry. You know, I think that as we--as many people as we can push out into the open that are doing different kinds of businesses that also can show returns, that also can match up to what VCs are looking for, we can start to create a new pattern for people to match.Zach: So, you know, I wanted to ask this a little bit earlier, but I don't want to end this interview without asking now. So I--what really caught my eye about making sure that we wanted to have you on this show was a blog post that you wrote on Medium where someone reached out to you and said, "Okay, yeah. Black Girl Ventures. How would you feel if it was White Male Ventures?" Would you mind talking about the blog that you wrote in response to that? And I believe it got a ton of traction. Would you mind just talking a little bit more about that particular piece?Shelly: Yeah. So I was on Bumble, the dating app, looking for dates, and I swiped this white guy right, he swipes me right. On Bumble, you know, women have to do the initial greeting, so I greet him, and then he comes back and says, "Oh, well, if I started a company called White Male Ventures, you would go ape[shit?]," and my response to him was, "No, that would be venture capital. Have you seen who's getting it?" And he said some other rude things, but not before I could get it--he deleted the thread, but not before I could get a screenshot of the message. And so I was just--something was just, like, [inaudible] about it, so I did. I went to Medium, wrote the article, posted [inaudible], and then instead of having, like, an emotional response towards him or, like, racism or, you know, all of these kind of discrimination, diversity and inclusion type stuff, I decided to just use it to talk about what we are doing and the work that we do want to see in the world and the work that all of these amazing women's organizations are doing, and I listed the women's organizations in the article. And so I just--I pushed it to Twitter, you know, like any other Medium post that you write, and I didn't--I didn't think twice about it. So I noticed that people--you know, I was getting some traction on it, and Bumble actually tweeted me back, you know? But I'm thinking, "Oh, okay." You know how sometimes if you tweet things, people will say, like, "Oh, thank you," or, you know, "Thank you for your mention," or "We're sorry you went through that," or something like that, so I'm just thinking it's just a regular post. I didn't even look at it at first, and then something was just telling me to look at the post, so I looked at the post, and it is one of the content editors, and she's just like, "Oh, my gosh. I'm sorry you went through this, but we love what you're doing, you know? Send me an inbox message." So I DM'd her my email. We end up--she emails me and says, you know, "We don't stand for this kind of thing on our platform. We're sorry that you had to go through this. We're a woman-owned company, and we see that you're a woman-owned company, and we love what you're doing. We want to figure out how we can get involved with what you're doing. Can we sponsor a pitch competition? Can we see if we can offer mentors? Whatever you want. The ball is in your court." So from there, I'm just--I see the email and I'm almost in tears because I'm just like, "Oh, my God." Like, one, my journey as building this movement, like, I'm constantly figuring out and pressing for corporate sponsors, and, like, now I'm looking at engaging, like, employee resource groups as well because we learned that, through Black Girl Ventures being on internal calendars and being shared internally, that it's actually activating black and brown employees to be able to, like, feel like they can be a part of the community and what other community work they can do. So then I'm just like, "Oh, my God." Like, I've been really saying, like, if we could just start with one really great corporate sponsor, we could push into some different directions to improve some of the cases that we want. So we've been in conversation with them ever since then, and that was about three months ago. So now Bumble is actually--and this will be my first announcement of it, Bumble is our--one of our official sponsors right now for three pitch competitions. They're sponsoring us for the Chicago, Atlanta, and the next D.C. competition, which are all coming up in October. Atlanta is October 12th, Chicago is October 19th, and D.C. will be October 26th. Bumble has a Bumble Bizz side, so on Bumble you can look for people you want to date, you can look for people just for friends, and then you can look for professionals. And so we're being sponsored by Bumble Bizz, which is the professional side, and the awesome thing about it is we're gonna make it so that people can find each other at the event by using their proximity. So they can register for the Bumble Bizz app, and then you'll be able to actually connect with people in the room. It will be the official app for the [inaudible] pitch competitions and hopefully beyond because it's such a great tool, and you can find people that you want to hire, you can find people to mentor you, you can find people who are doing the work that you're doing just to ask questions of. So it's a powerful business, actual professional app on that side.Zach: That's incredible, and definitely shout out to Bumble Bizz. Air horns for that, and you know what? Also, Shelly, what's really incredible is that--what I'm hearing is the fact that you took the time to speak truth to power and not kind of shrink away from one, a frustrating and insulting moment, and you used it for a platform to speak to what you actually, to your point, are doing, so that's amazing. Where can people learn more about Black Girl Ventures?Shelly: Yeah. You can find us at BlackGirlVentures.org. You can also follow us on Instagram @BlackGirlVentures, you can follow us on Twitter @BGirlVentures, and on Facebook it's Facebook.com/BlackGirlVentures.Zach: Okay, that's great. So we're gonna make sure that we have all of that in the show notes as well as the Medium link to that amazing post, and we'll make sure to have the Bumble Bizz info in there as well. Before we let you go, do you have any shout outs? Any parting words?Shelly: Yeah. I wanted to just--I wanted to just mention a couple of our BGV alum who are killing it right now. We have Brittany Young, who has--the name of her company is B-360 Baltimore. B-360 works with kids who ride dirt bikes, 'cause dirt bikes are typically illegal to ride on the street, and she transforms them into engineers by helping them learn how to actually fix their dirt bikes and, like, actually, like, create 3D helmets and some really cool things. She is now an Echoing Green fellow and was just featured on the Afropunk stage for their solution session. We have Miracle Olatunji, who just--the name of her app is OpportuniME, and she's 18 years old. She placed third in our competition. Her web app helps students find opportunities for scholarships and internships, and she just made it into the Y Combinator virtual startup school, which is major. Y Combinator puts out--their incubator, that's where Twitter came from and a couple of others, like Airbnb. Like, your huge apps that are out right now. So I just wanted to mention them 'cause they are, like, doing such great work. And, I mean, there is a ton of other women that we work with and serve that I'm super proud of and rallying for, so shout out to all the BGV alum, and check us out. We'll be coming to a city near you soon.Zach: Shelly, this has been amazing. I just want to thank you again for taking the time to be on the show. We definitely consider you a friend of the pod, and we can't wait to have you back.Shelly: Thank you. This was great. Thank you so much for having me.Zach: No problem. I'll talk to you soon. Peace.Ade: And we're back. Wow, so shout out to Shelly and Black Girl Ventures. They're addressing such a need.Zach: Yeah, and she has so much going on. We really appreciated her being on the show. Like, make sure y'all check out the show notes to learn more about Shelly and everything happening over at Black Girl Ventures.Ade: Exactly. Well, look, up next we're gonna get into our Favorite Things. Join us.Zach: So my favorite thing right now has to be Jamaican food. Sheesh. Let me tell y'all, so good. Rice and beans. Like, just rice and beans. [laughing] Why is it so good? I did not know something so straight-forward could taste so delicious, but it does.Ade: So I have this theory. Stick with me here.Zach: Okay. All right.Ade: That, hands down, pound for pound, dollar for dollar, taste bud for taste bud, the Diaspora has the most flavorful food in the world. Like, the entire African Diaspora put together just, like, will punch you in your taste buds every single time.Zach: I just--I really agree with that, right? I mean, 'cause my two other favorite dishes are Thai food and Indian food. Now, I don't know where they land in the Diaspora, but I know they're brown, right? Ade: Bloop.Zach: Yeah, no, it's delicious, and so shout out to all my real Jamaicans. That's right, shout out to my Jamaicans. [laughs]Ade: [laughing] As opposed to fake ones? Zach: [laughing] As opposed to fake Jamaicans. Shout out to my real Jamaicans out there. Would it be offensive to add some air horns right here?Ade: I do not know. Let's, like, move on from the Rachel Dolezal section. [laughing] But I'm gonna go ahead and oblige your need for your air horns.Zach: Thank you. Sound Man, go ahead and drop some air horns specifically for jerked chicken, rice and beans, beef patties, salt fish. You know what? I'm 'bout to name the whole menu. Sound Man! Just drop the air horns.[Sound Man complies]Ade: [laughing] All right, okay. Just don't run off to Jamaica on me, because I will join you and never leave the beach. All right, so my favorite thing right now actually is a book called So Long A Letter by Mariama Ba. It is one of the very first novels written by a Senegalese woman in French, and it is a seminal work in African literature, particularly written by a woman. It is an account of one woman writing to another--they're both widows--written within the context of Muslim women in mourning, one writing to the other and trying to kind of talk her through this extremely patriarchal process of grief and trauma, and it is--it is a story of sisterhood, it is a story of anxiety, of motherhood, of grief, of independence, of women sustaining each other, and obviously this is something--maybe not obviously, but it's something that appeals to me as a feminist and as a woman who one day hopes to raise strong women and who hopes to, you know, hold my sisters up in the same way. So I'm gonna use the term woes, as much as I dislike the originator there, but I'm certainly gonna get a hard copy of So Long A Letter for all my woes. It is very much a book that lends itself to having a conversation about what it means to have a sisterhood. So that's my favorite thing. [laughing] You went from this high of "Let's eat, I'm 'bout it," and I was like, "Let me tell you about how solid we need to be right now."Zach: [laughing] No, but the juxtaposition is what makes us great. We're like the PB and jelly sandwich of podcasting. I don't want to say of all podcasts.Ade: Okay, but first--but first, I need to know - what kind of jelly are you? This will make or break our relationship. I want you to know this right now.Zach: #JellyBandit. I love jelly, but let's figure it out.Ade: Wow. You think you know someone. Goodness.Zach: [laughs] I love jelly. Jelly is great. Actually in Houston, there's a jalapeno jelly, jalapeno strawberry jelly, and it is amazing.Ade: [air horns going off] #StrawberryJelly. #StrawberryPreserves. #--you are just not [inaudible]. Like, I don't--I don't--Zach: So that is my--that is my favorite jelly though. Like, what is your favorite?Ade: I feel like I'm about to get kicked out the gang for this, but I like fig preserves. Now, hear me out.Zach: Fig preserves are good. I like fig preserves.Ade: Okay, and just like that, you saved our friendship. Okay.Zach: [laughs] That's very funny. Fig preserves are great.Ade: Fig preserves. I have--I made a cornbread once with goat cheese, rosemary and fig preserves, and I know somebody is going to say something along the lines of, "Die, you monster," and I want you to know that it was delicious and I'm willing to take that. I'm going to die on that particular hill. Great. Preserves are great.Zach: So anyway, I do feel as if--again, I feel as if it's this type of repertoire, right? This tit-for-tat, as it were, that makes us special, so I appreciate you.Ade: Oh, okay. [inaudible]. Appreciate you too.Zach: Anyway, [laughs] thank y'all for joining us on the Living Corporate podcast. Make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. Check us out--Ade: You're--Zach: [laughing] All right. Make sure to check us out on Patreon as well. Again, we're Living Corporate, so just pull us up anywhere and you'll find us. That does it for us on this show. This has been Zach.Ade: And I'm Ade.Zach and Ade: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We speak with Black Girl Ventures founder Shelly Bell about the lack of diversity and inclusion within the venture capital space and the ways we can work to combat the issue.
Find out more about Black Girl Ventures: https://www.blackgirlventures.org/
Learn about Bumble Bizz here: https://bumble.com/bizz
Connect with us: https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We speak with <a href="https://www.instagram.com/blackgirlventures">Black Girl Ventures</a> founder Shelly Bell about the lack of diversity and inclusion within the venture capital space and the ways we can work to combat the issue.</p><p>Find out more about Black Girl Ventures: <a href="https://www.blackgirlventures.org/">https://www.blackgirlventures.org/</a></p><p>Learn about Bumble Bizz here: <a href="https://bumble.com/bizz">https://bumble.com/bizz</a></p><p>Connect with us: <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p>]]>
      </content:encoded>
      <itunes:duration>2056</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Emily Miethner</title>
      <description>We sit down with FindSpark CEO, public speaker and educator Emily Miethner to share her journey and share tips for young professionals seeking to build their professional network.
Learn more about Emily here
Learn more about FindSpark here</description>
      <pubDate>Fri, 12 Oct 2018 09:00:00 -0000</pubDate>
      <itunes:title>Emily Miethner</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>28</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with FindSpark CEO, public speaker and educator Emily Miethner to share her journey and share tips for young professionals seeking to build their professional network.Learn more about Emily hereLearn more about FindSpark hereTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and yes, you're listening to a B-Side. Now yes, we've introduced the purpose of a B-Side before, but every episode is someone's first episode. So for our new folks, B-Sides are essentially random shows we have in-between our larger shows. These are much less structured and somehow even more lit--that's right, more lit--than our regularly scheduled shows. If you don't know what I'm talking about when I say more lit, watch this. Sound Man gonna give me some air horns right... here.[Sound Man complies]Zach: And then the beat's gonna change and drop right... here. Now, look, this particular episode we have a very special guest, okay? This guest is named Emily Miethner. Emily is a public speaker, a networker, social media subject matter expert, a consultant, and perhaps most notably she is the CEO of FindSpark, a certified women’s-owned business enterprise that connects employees to top diverse early-career talent and has produced more than 250 career programs and cultivated an online and active community of over 30,000--that's right, three zero, 000--young professionals and top employers including HBO, BuzzFeed, NBC Universal, L'Oreal, Showtime, Grey, Bustle, Ralph Lauren, and Univision, inspiring career optimism in diverse young professionals around the world and empowering them with actionable career changing tips and tools. Now, listen folks, before I even get Emily on the show, you heard me say all those names. You know I'm gonna get at least a couple of those names with Living Corporate. This is crazy. You see these names? Y'all hear these names? Anyway, Emily, welcome to the show. How are you?Emily: I'm doing really well. It's Friday, so I can't complain too much. Zach: That's right. Now Emily, talk to us about FindSpark. Where did the name come from and how did y'all begin?Emily: Absolutely. So we actually went through a name change. So our initial name used to be NY Creative Interns way, way back in the day, but that gives a little sneak peek into the inspiration behind starting it. So I was a creative young student myself at one point, and really during my college years is when I realized that there really weren't a lot of great career resources out there, especially ones that focused on networking and building relationships. And I found that to be immensely powerful and important in my own career even just starting out looking for internships and my first jobs, and so I knew that I wanted to create something that really emphasizes the importance of creating a strong network for yourself early on and also to create actually fun and enjoyable experiences in ways for employers to connect with talent and doing it in a very inclusive way where everyone can feel welcome, whether it was their, you know, first time networking or millionth time networking. And so I took the skills that I had in then planning and social media, and that's what I really used to start FindSpark and create these experience for people of all different backgrounds to get a better understanding of all the different types of career opportunities that are out there and get, you know, better access to them, regardless of, you know, where their starting point is.Zach: That's amazing. So as I mentioned in your introduction, and I hyped it up, but I don't really think it was hype. You've been able to connect with some fairly major names. So first off, major props to you and air horns are gonna be placed right... here [Sound Man throws 'em in] because of all these crazy amazing brands, but secondly, how did you do it? And wait, before you answer the second question, my third question is how can you hook up Living Corporate with some of these amazing names? 'Cause these names are crazy. Emily: Well, you know, I think the best place to start when you're building anything is, you know, with whatever semblance of a network that you do have. And so, you know, really I--when I was starting FindSpark, I talked to as many folks as I could that I already knew - friends, mostly friends from college, the people that I had met at events, you know? As you could guess, I'm a big event geek and I really--you know, really, really love events and personally go to many of them, and so I'm pretty--I was always putting myself out there, and when I had the idea for FindSpark I would just really talk to as many people as I could about it, and I think that's something that a lot of people get wrong when they're trying to start something is they think, "Well, I don't want to talk about it yet," or "It's not perfect yet," or "I don't want somebody to steal my idea," and things of that nature, and I think it's good to talk to as many people as possible because you never know how they might be able to help you. And so I really started by doing small events, inviting people that I knew or just inviting people that I found through my own research online, and, you know, when you have a really awesome mission of, you know, taking something that's usually really crappy, which is networking, and, you know, saying that, like, "Hey, this is actually gonna be enjoyable. It's gonna be a really great group, and you're gonna connect with folks who maybe are outside of your normal network." It's a pretty carrot to put in front of people, and by always--by always creating a very welcoming and inclusive environment from day one, we've just built an extremely diverse crowd and, you know, in the broadest sense. You know, not just gender and ethnicity, and so that really got the attention of employers, in addition to employers seeing that, like, "Wow, they're creating these really fun ways to connect with these candidates," and when I started it was I would say definitely more of a--it was harder to get jobs when I started FindSpark, you know? It was, like, right around--you know, off of, like, the 2008 tough times when it was hard for really anyone to get a job, but now it's really switched I think to be more of a candidate's marketplace, and so, you know, employers need to be competitive in terms of, you know, showing candidates why they're at the best place to work and have the best opportunities and opportunities for growth. And so that's--you know, that's what they really come to us for is to show that they're, you know, investing in, you know, new and different ways to connect with talent and not just going to, you know, the same top ten colleges and posting on their job board and, you know, getting referrals from people that, you know, they're going above and beyond to create experiences and opportunities for talent to connect with them.Zach: Was there ever a moment while building FindSpark that you said, "Wow, this is pretty special?"Emily: You know--well, I would say going back to, you know, all of these great partners that we've been able to work with, these great employers, I mean, I think every time we get to do something incredible--and, you know, whether or not it's a huge employer like, you know, Grey Advertising or NBC Universal, I mean, even the smaller companies where, you know, you probably haven't heard of them because they're not a consumer-facing name, but we know that they have incredible opportunities. And, you know, those moments where we are building something that's going to connect folks to, you know, a career or a life-changing, you know, opportunity or connection. I mean, those are always the best moments, and luckily they happen fairly often. So those are--yeah, I would say those moments where we're, you know, building these partnerships, getting them off the ground, and then also just, you know, the positive aftermath of them when, you know, you get the follow-ups of folks who have made positive connections and who you've had an impact on. I have a very wonderful starred inbox full of folks who, you know, have shared their successes, and that's always really, really exciting and rewarding.Zach: I bet. So, you know, you made mention earlier about making connections, right? You said it's a candidate's market and how, you know, employers are seeking to really--to get and acquire true talent. So I'm curious, what advice would you give organizations who are seeking to be more inclusive and diverse by hiring ethnically diverse millennial talent? And what have you seen work?Emily: Well, you know, I think one important thing is to realize the difference between diversity and inclusion, right? They're often paired together, and we even talk about--you know, at FindSpark we talk about how we support diversity and inclusion, but they are two different things, and so, you know, for us, our ideal clients and for the employers we're working with, we really want to make sure that they have the inclusion side down before they start partnering with us in an external way that's more focused on diversity. And we also do DNI consulting, and we'll work internally as, like, an adviser as well if they're at that, you know, internal stage because there's no point in attracting diverse talent or talent that might not be representative of, like, how your company make-up is as a whole if you're gonna get them in the door and then not be providing the support they need to thrive and to grow, because then they're just gonna leave. So, you know, doing those internal sort of audits first of what is the, you know, climate of inclusivity. Are your hiring practices or your interview practices and your onboarding practices as inclusive as they can be? You know, and really getting all of that back-end structure set up first before going on the external side. And if you have all of that, you know, internal stuff, you know, set up and you have that going, then in terms of the external side I would say, you know, of course it's inserting yourself into communities and places where there is--where there is diverse talent or talent that's not coming from the most obvious places. You know, FindSpark is a great partner because we have so many different schools represented in our community, and we focus on what we call early-career talent, so that's folks with about zero to five years of experience. So you're either (in repping?) current attendants of different schools or, you know, have graduated from them, but, you know, it can be easy to focus on just a few schools with, you know, a few top programs and that sort of thing, but, you know, you have to think beyond the obvious. And I would say the other thing is to give opportunities to folks on your team, to a diverse range of folks on your team, when it comes to thought leadership, when it comes to creating content, when it comes to having a say in what sort of partnerships or recruiting practices that you are doing because that's really important too for people to see externally that folks who are in your company already from diverse backgrounds are elevated and have the opportunity to, you know, make significant contributions and that sort of thing.Zach: No, absolutely. It's funny that you--it's interesting that you bring that up because, you know, to your point, it's not just about having black and brown folks in the audience. It's like, "Okay, well, who actually has the decision-making authority and power," right?Emily: Right, mm-hmm.Zach: So if you see a bunch of--I mean, not to be--like, not to be too crass, right, but, like, if you look at in the 1800s, like, plantations were very diverse, but they weren't inclusive, right? Like, you had black folks everywhere, but there was only so many--there was a certain group of people who were only in power, right? So it's like, how do you figure out and how do you include and make sure that people who are--who are not necessarily the majority still feel involved and empowered with the decision-making of what's really happening around? So to your point around the thought leadership and actually being able to say, "Look, I was able to contribute to something. I was actually able to point to something and say I actually had a hand in driving that." That's so important. So as you know, Living Corporate focuses on the experiences of under-represented people and groups in the workplace. In my experience, so much of networking is built off of who you know. Like, if you're a first-generation immigrant or if you're a black or Latinx person or et cetera, your social circles are drastically smaller than your white counterparts. What advice have you or influencers within FindSpark's network given to people of color as they seek to grow their network and navigate their careers?Emily: Yeah, absolutely. Well, I also--in addition to FindSpark, I'm also an adjunct professor at a couple of colleges, and I teach career and social media courses. And they're different courses, different types of students. One is senior computer animation students at SVA. Another is a mix of different types of students at FIT, different grade levels, but an assignment that I give to both of them is to reach out and--reach out using only social media and the internet to get an informational interview with someone who you admire, and it's so simple, and as, you know, older folks, you and I--not too old, of course--but, you know, we understand that concept and that it's important and that you can do that, but younger people, especially younger people who might be coming from families who don't understand what they want to do or have, you know, no connections in the world where they want to go, it's not obvious that "Oh, I can just find someone whose work I admire and say hi and, like, ask them for their time?" Like, "What? I didn't even--what?" Like, "Really? Are you sure?" You know, especially younger--you know, at FIT a lot of my students are on the younger side. They may be, like, freshmen or sophomores, and, you know, they don't learn that kind of thing in high school. Like, they're not teaching the importance of networking. They're learning, like, how to take an SAT test and that kind of thing, and so they don't realize, like, how important it is to learn from other people and how open people are. And they're used to using social media for joking around with their friends and, like, being doofuses, and, you know--which I think is another misnomer that older people have, like "Oh, young people, they know all about how to use social media to do anything that they want," and yes, it's true that younger people are more--they are more digital natives in a sense. They know how to use the tools, like, logistically. Like, they would, like, more intuitively understand how to use different apps and Snapchat and all that kind of stuff, but that doesn't mean that they understand how they can use it professionally. And, you know, they have this whole other layer of--you know, a complete additional layer or many different layers of etiquette that they have to deal with. Like, "How do I present myself on all these different platforms to my professors, to my peers, to potential employers or mentors?" Et cetera, et cetera, and so just really empowering them that yes, you can use the internet, which is so amazing that you can reach out to so many different types of people so easily to connect with folks and really take ownership of building a network and getting them into the mindset that, you know, most people will not respond to them as well.Zach: Right.Emily: Because I--which, you know, I'm not just like, "Yes, the internet is magic, and you can get all of the people you want in your network so easily, and it's no big deal." Like, no. You know, I teach them it's possible, but it takes a lot of effort and it takes time, and of course you want to be creating great work on your own and show them that you're someone worth investing their time in because of, you know, your work ethic and things that you've created and done and that sort of thing, but that, you know, yes, a lot of people--most people will not respond to you or not get back to you, and that's okay, but the important thing is you try and you try in an authentic way, you know? By reaching out to people who you truly admire, you're gonna send better notes, you're gonna have better meetings because, you know, you truly admire them versus, like, "I'm gonna send the same message to 20 different people at Viacom 'cause I just want to take any job at Viacom," right? Like, that's not gonna work. So again, especially if you're not coming into a career with a built-in family network or a strong network from college, because maybe your campus is not one that companies come to and that sort of thing. Just knowing that there are so many people out there who want to help you and guide you and support you, and so it's just a matter of finding those people, you know? Looking across different platforms, and focus on people who have already shown an interest in helping others. You know, so those would be like people with podcasts or people who have blogs or people who are actively posting on social media or people who put their emails in their social media bios.Zach: Right. They do that for a reason.Emily: Yeah, and still people will be hesitant to reach out, you know? So focus on those types of people, people who do speaking engagements, who have written books. You know, there's different levels of that sort of thing, but those people are just more likely to be responsive as well. And so if you are someone who is from an underrepresented background as well, I would say, you know, it's important--well, really for anyone to just make yourself accessible to folks as well as being able to pay it forward.Zach: So again, I'm not trying to be a fan or too starstruck, but I see those names you've been able to connect with. How much of that has to do with you stepping out of your comfort zone and just putting yourself out there?Emily: Yeah. Well, I think it's huge, and I think what makes it easier is really knowing and having--knowing that you have something of value to offer, and also just really understanding why it will be valuable to, you know, the company or the person because, you know, at the end of the day everybody's got their own problems, and they want to look good, and they want to help their company grow. So, you know, when you're approaching anyone, whether it's for a partnership or you're just a person, like, looking for a job, you know, it's really understanding what their needs are and how you can help with that need and help solve that problem and, you know, ultimately make the person who vouched for you--again, whether that's the talent acquisition person or the person who's, you know, bringing on your company as a partner--you know, making them look good. Like, making them be like, "Wow, I'm so happy that I made this happen, that I brought this person on," or, you know, brought this partnership to life.Zach: Okay, so I don't want the interview to get too far away from us before I ask about what FindSpark has planned in 2019 and you letting us know where we can learn more about your organization and why professionals and employers alike should engage your platform.Emily: Awesome, of course. So, I mean, in terms of our plans, like, we have created so many incredible programs over the last year and are gonna be doing more and more in 2019, so, you know, we're doing a lot of custom partnerships with employers. One of my favorite recent examples is we worked with Grey Advertising to create a free eight-week portfolio school for aspiring creatives who have not already been through some sort of formal advertising program, whether through an official portfolio school or a well-known advertising college or university. So we brought a really, really diverse group of students who all had to apply to attend--apply to be a part of it. It was very competitive, and they had access to this incredible education from top creatives at Grey. They got to present final projects, their final campaign projects, to the chief worldwide creative officer at Grey. I mean, like, this was an incredibly, like, career and life-changing opportunity for those selected. So doing more and more programs like that where we are able to create these really meaningful connections and educational opportunities as well, and also we're doing more to support the inclusion side of employers and their initiatives as well. So our NBC Universal partnership we just did, not only did we bring in--create an event where we brought in 40 curated FindSpark members and candidates essentially, but the event also--they invited 40 folks from their young professionals network at NBC to come to this event as well and hear from this panel of incredible ad sales professionals at NBC Universal. So, you know, not only was it a great way to build a pipeline of potential candidates to bring into NBC, but for--you know, NBC has tons of employees with tons of potential too, and so curating, you know, a great group of those folks to also learn and network with the folks we brought in was really exciting. So again, doing more programs that also support that internal--like, we talked about, like, inclusion and providing opportunities for underrepresented talent inside and outside of the organization to excel and grow is, you know, what we're doing more and more of. And so in terms of where folks can learn more, definitely follow us on Instagram, and I know that's how we connected, so gotta give some shout out to the gram.Zach: That's right, shout out to the gram.Emily: We're at FindSpark on Instagram and every platform, [inaudible] make your Instagram feed a little bit more productive. But so fun, and then if you go to FindSpark.com/newsletter, if you're a young professional, an early-career professional, you can sign up to hear all about our opportunities, and FindSpark.com/employers is where you can learn more about partnering with us to connect with our [inaudible].Zach: That's awesome. Now, look, before we go, do you have any shout outs or final words?Emily: I would say always be connecting with people who you find interesting, and do it in a genuine way. And don't just connect with them, but always make sure that you're also creating time to maintain those relationships by practicing what I like to call unforced follow-up, which is, you know, when you see something, whether it's an Instagram post or an email or an article and you think--and you think of someone in your network, most people do that and they just think about them but then they move on with their day. If you take a couple of minutes when that happens to actually take the time to send it to that person or tag them in the post, send them an email with no intention other than just saying, "Hey, I thought of you," "This is the thing that made me think of you," that sort of thing will really help you maintain your network as well, which is super, super important.Zach: Always be connecting. I like that. We might have found the subtitle for this podcast, 'cause see, I think the episode--and tell me how you feel about the title of this podcast. This episode is gonna be Finding That Spark with Emily Miethner. Emily: I love it. Perfect.Zach: Okay. All right. Well, look, that does it for us, y'all. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been listening to Emily Miethner, CEO of FindSpark. Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with FindSpark CEO, public speaker and educator Emily Miethner to share her journey and share tips for young professionals seeking to build their professional network.
Learn more about Emily here
Learn more about FindSpark here</itunes:summary>
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        <![CDATA[<p>We sit down with FindSpark CEO, public speaker and educator Emily Miethner to share her journey and share tips for young professionals seeking to build their professional network.</p><p><a href="http://www.emilymiethner.com/">Learn more about Emily here</a></p><p><a href="https://www.findspark.com/">Learn more about FindSpark here</a></p>]]>
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      <title>#SpeakUp : Strategic Networking and Self-Advocacy</title>
      <description>We speak with Corporate Alley Cat founder and CEO Deborah T. Owens about the importance of strategic networking and self-advocacy within the workplace.

Find out more about Corporate Alley Cat: https://corporatealleycat.com/
Connect with us: https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 05 Oct 2018 09:00:00 -0000</pubDate>
      <itunes:title>#SpeakUp : Strategic Networking and Self-Advocacy</itunes:title>
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      <itunes:season>1</itunes:season>
      <itunes:episode>27</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We speak with Corporate Alley Cat founder and CEO Deborah T. Owens about the importance of strategic networking and self-advocacy within the workplace.Find out more about Corporate Alley Cat: https://corporatealleycat.com/Connect with us: https://linktr.ee/livingcorporateTRANSCRIPTZach: President and CEO Shari Runner of the Chicago Urban League once said, "Speaking truth to power means believing deeply in what you say and fighting every day to have that heard. It may not be popular. It means taking a risk. It means standing for something." The context of the term "speaking truth to power" originates from the Quakers of the 1850s, who spoke out against institutional oppression to people who hold power, specifically, in their case, of American slavery to the government. Today, speaking truth to power means the same, and there are several institutions to which we could speak power. However, I believe there's also value in speaking truth to yourself, because sometimes we can be our biggest barriers to walking in the power we don't even know we have. I'd go as far to say that the day we speak up in affirmation of our own talents, our own voice and our own desires, is the day we step into levels of freedom that were previously unknown. The question is, "What does it mean to be an advocate for one's self? And what, if any role, does networking factor into it?" My name is Zach, and you're listening to Living Corporate.Zach: So today we're talking about being strategic in how we speak up for ourselves.Ade: Super excited to discuss this topic. I believe us people of color, especially for women of color, it's easy to default to not speaking up for much at all, be it wanting more responsibility on the job, dealing with a difficult colleague or challenging your boss, all in the name of not messing up the bag, being seen as problematic or as some sort of rabble-rouser.Zach: And let's be real, we've had these concerns for a real reason. I mean, it kind of reminds us of our episode about salary negotiation in the sense that, in my experience, I'm often told by folks who look like me to "just keep my head down and stack my checks." Like, that advice has really held up as wisdom. I really don't believe that's a sustainable way of managing your career though, for practical development reasons or for your own mental wellness.Ade: Definitely agree. I mean, I've seen more than a few folks who are in places in their career that don't necessarily align where I think their skill set is, and every now and then I'll ask them how they got where they are.Zach: And what do they say?Ade: They nearly always include some story about them asking for more opportunities for leadership or requesting a new project or manager or career counselor. Closed mouths don't get fed.Zach: And it's funny, 'cause when I talk to folks who look like us, those same reasons--not having the right opportunity, being on the wrong project, having the wrong manager, a lack of support--all is reasons why they quit or, even worse, didn't progress.Ade: You know what? The thing is it's 2018, bruh. Don't get me wrong. I don't think today is a wholly different time than any time before us. If anything, we have more resources to tell us how to be, just maybe not the culture that teaches us that we have the right to do so.Zach: No, I agree, and all of us are not all slouches in Corporate America, but, you know, that same energy that we have on social media of speaking up, calling out the shenanigans, canceling folks as need be, why can't we take some of that same energy and apply it in the workplace?Ade: To be honest, it comes right down to exposure and practice. People of color haven't had to be in Corporate America at this number before. Like, you said it yourself, you're one of the first in your family to be in Corporate America, and it's 2018. I believe as more of us inhabit these spaces, in time the culture around us will change, but that could still be decades. We need help right now.Zach: Yeah. You know, it would be great if we could talk to someone who was a corporate executive and has experience speaking truth to power in the name of their own career. Someone who's maybe launched a company that really is the spiritual godmother of Living Corporate and that they provide advice and resources for professionals of all colors to best manage and advocate for their careers.Ade: Hm. You mean like our guest Deborah T. Owens?Zach and Ade: Whaaaaaaaat?Zach: *imitating air horns* Sound Man, listen, you don't even have to ask anymore. We're like--Ade, we're, like, almost done with the first season, so Sound Man, go ahead and give 'em to me.[Sound Man complies]Zach: That's what I'm talking about.Ade: Thank God I was not hoarse that time.Zach: No, that went very well. No, it was a very moi--I don't want to say moist, but it was--[laughs]Ade: [laughs] I hate that word. All right, so next up we're gonna get into our interview with our guest, Deborah T. Owens. Hope y'all enjoy.Zach: And we're back. And as we discussed, we have Deborah Owens. Deborah, welcome to the show, ma'am. How are you?Deborah: I'm great, Zach, and thanks for having me on.Zach: No problem. For those of us who don't know you, would you mind telling us a little bit about yourself?Deborah: My name is Deborah Owens. I am the founder and CEO of The Corporate Alley Cat, 'cause sometimes you gotta get scrappy, and we are an organization that focuses on helping professionals of color advance their careers. And we do this by helping them navigate the corporate environment with the goal of shortening the learning curve and accelerating success in the workplace.Zach: So let's talk a little bit more about The Corporate Alley Cat. Real quick, where did the name come from? I love the tagline, by the way. "'Cause sometimes you gotta get scrappy." I like that.Deborah: You know what's so funny? People always ask me about how I came up with the name, and what's interesting is my inspiration for the name actually came from Congressman Maxine Waters. Many, many years ago, probably over 20 years ago, I saw a 60 Minutes interview she did, and I think it was Mike Wallace asked her about being an African-American woman in Congress and working with all of these men, and she said something to the effect that "That's not a problem for me 'cause I have a little alley cat in me," and I was like, "I've got some alley cat in me too." So it just came to me, Corporate Alley Cat, because you really do have to be scrappy. It is not a place for the faint of heart. You have to use your voice, you have to ask for what you want, and you can't be scared to tussle sometimes.Zach: So when you say tussle--what do you mean by tussle?Deborah: So what I mean by tussle is sometimes you have got to use your voice to say, "Hey, this is not right," "Hey, I need some clarity around this." You can't always be scared to escalate. We have to get rid of this fear of rocking the boat, because sometimes when people say "rocking the boat" it just means that they don't want to get out of their comfort zone, right? So say getting scrappy, you have to be willing to hold yourself accountable, but also to hold others accountable. You have to know your value, and more importantly, Zach, you have got to honor who you are in the workplace, otherwise you will become bitter and resentful, and you will turn into a victim, and so I always encourage people, you know, as a Corporate Alley Cat, to lead from a position of strength and knowing who you are and not from one of fear and uncertainty.Zach: You've launched Corporate Alley Cat, and it's been growing, and it's been moving forward. What has happened since you've launched Corporate Alley Cat that's affirmed for you that this is the right path and a viable space and the right thing to be doing?Deborah: Oh, yeah. So one, we are very engaged with our audience. I talk to my audience in some form or fashion almost every day, so I get lots of notes, letters. I talk to a lot of people who have shared with me their stories and their challenges and also their opportunities in Corporate America, and they often share with me how they've used the information we've shared to make a change or to help them better have a conversation or to help them get a promotion. Since we've launched, we've started a membership community where people can come and have direct access to all of our webinars, many courses, an Ask Me Anything form, and just a lot of resources to help them navigate on a daily basis in their corporate environment. I did a video on LinkedIn that told the story of how I started The Corporate Alley Cat, and can I tell you--I think it was in less than two weeks we got over 30,000 views. I can't tell how you how many people said, "This is my story too, but I didn't know what to do." So every day I get notes from people sharing their experiences, encouraging me--you know, on LinkedIn I get a lot of notes who just say, "Hey, I follow you. I watch all of your information. Keep doing what you're doing. It's needed." We are now working with corporate organizations who have also tapped into the power of The Corporate Alley Cat, and so we are sharing our resources with them. So we've grown from, you know, two years ago to not having much of an audience to having an audience of over 14,000 in less than two years. We have a very robust community online. Our email community is very large. So people have really responded to this, and I can tell you that all of our presenters who are corporate leaders, they've all said, "Absolutely I want to be a part of this." So I've never had anybody--let me knock on wood--to say no. They all support the vision, and they want to give back, and so it's been a really positive experience for us. It's more than a business for me, Zach. It really is my passion, and it's a culmination of stuff that I've been doing throughout my entire career.Zach: Absolutely. And it's so interesting that you say that. You know, I was talking to someone else who started a platform around black and brown experiences, but from--not just from a corporate perspective, but just in representation across a variety of lifestyle platforms and areas. And it's curious, you know? Any time you're doing any type of work that's really focused on uplifting and affirming black and brown identities or black identities or brown identities exclusively or just underrepresented identities, it has to be the type of work that you truly care about because it's not easy work, and it's hard work, right? So it can't just be a job for you or a side gig for you. It has to really be a part of, you know, your heart strings. It has to really be caught up in who you are, and I definitely see that within The Corporate Alley Cat, and it's really--again, just really encouraging for us. As you know, today we're talking about strategic networking and self-advocacy. Can you talk to us about how these elements in career management come together and why they matter?Deborah: I would say what I've learned over the last two years is that most of the professionals of color who are part of our community--and these are people with advanced degrees and lots of experience--the biggest issue that they have is they don't have strategic relationships in the workplace. The notion that you can just come to work and work hard and move through the organization is a myth. It doesn't operate like that. Often times we come into work, we're [smart about?] the technical side, but we don't have the relationship side. And often times we view the networking and the going to drinks with people after work and the informal conversations as an extra part of their job. I've heard people say, "I don't have the time to do all of that," you know? "I'm working." Well, what I want to share with people is it's not extra. That is a part of your job, to build those relationships, to build your network, because the bigger network your is and the more strategic it is, the better access you have to get things done in the organization. I'll give you an example. Somebody called me recently, and they were very upset about a review they got. And I said, "All right. Well, tell me a little bit about your performance." "The performance was great, but a lot of people didn't know what they were doing." I said, "Well, who do you know in the organization?" They said, "Well, what do you mean?" "Who do you have relationships with? What leaders do you have relationships with? Who can you go to that will advocate for you?" And they'd been in the organization seven years, and they were like, "Well, I don't--I don't really know anybody." I said, "Well, that's part of the problem. No one knows you, and when people don't know you, they're not gonna speak on your behalf. If people don't know you, when they are positioning people for future and current roles your name isn't gonna come up, and if your name does come up there's nobody to vouch for you." So building strategic relationships is really more than networking. It's a very intentional process where you want to identify people where you both can bring value to the relationship. And the other thing is it's a long-term relationship. It's not one of those relationships that you build overnight, right? And the other part that I find with professionals of color is that for those who do have the relationships, they're scared to leverage them. And what do I mean by that? They're scared to go to somebody and say, "Listen," you know, "I'm interested in this director role. Will you support me?" "I'm interested in this. Will you help facilitate some conversations?" "I'm interested in doing XYZ. I'd love to get together with you and figure out how we can create some opportunities here," or "Hey, I'd like to get on this project. I know you're leading it up. I want to be a part of this. Let's talk about how we can make that happen." Often times even if we do have the relationships, we don't leverage them.Zach: And why do you think that is though?Deborah: I think a lot of it, to be perfectly honest, comes down to confidence. I think that's the number one thing, and I understand that. I think a lot of it is fear. "What if I'm rejected?" I think a lot of it is people aren't certain about what they can ask for and what they can't ask for. They don't know what's appropriate and what's not appropriate. And often times--listen, we haven't had models in terms of how to navigate the corporate arena. Now, both of my parents are professionals, but my dad is an attorney. My mom was an elementary school principal. They were both, like, the kings and queens of their domain, right? So this whole idea about how you navigate and how you get mentors, and more importantly advocates, it's new, and often times you don't know what you don't know, and that's really at the heart of why we created The Corporate Alley Cat. So we spend a lot of time talking about how to build those strategic relationships, but more importantly giving people the information about the how-to's, how to build, how to maintain, how to nurture, and more importantly how to leverage those relationships for career advancement and career success.Zach: You talked earlier about the fact that you said--you said sometimes you gotta get a little scrappy. Can you talk to us about how getting a little scrappy and having those strategic relationships come into play?Deborah: Sure. The best example I can give you, Zach, would be to tell you my story. Many years ago, I found myself in a situation where there was discrimination. I was a high performer, never had a bad evaluation, had had a very successful career, particularly if you look at trajectory, and I found myself in a situation where none of that seemed to matter. This was a really difficult situation for me. It was really--I like to use the word horrific 'cause that's what it was. I've shared openly that I lost 20 pounds, my hair was falling out, and it took me about three months to recognize that it was discrimination because I didn't want it to be discrimination. And I didn't know what to do, and if it was discrimination, what the heck do you do? I don't know. You need me to build a business plan? Got it. You need me to exceed this or navigate that, analyze this? Got it, but how do you handle workplace discrimination? I haven't a clue. So once I realized that that was the situation, I began documenting and sharing the information with the person who was doing the discrimination, and when I wasn't getting the kind of results I needed, I put together a letter. It was a very clear, concise, and firm letter, and I sent it to the president of the company. I didn't get bogged down in HR. I went right to the person that I knew could make a decision on this, and I basically said in my opening line, you know, "I'm being treated differently, I'm in a hostile work environment, and my boss is engaging in constructive discharge." So I didn't--you know, I didn't put any flowery language in it, and then I closed it with "I am requesting immediate resolution."Zach: Can I pause you right there? And let me ask you something for our listeners, but could you please explain what constructive discharge is?Deborah: Constructive discharge is when you feel like your boss is trying to get you to quit. Is that accurate? 'Cause you're HR.Zach: It is. Yes, it is when your employer creates an environment, through often times passive-aggressive means, to make it so uncomfortable for you that you really have no choice but to resign.Deborah: Right, and so I felt very much that he was trying to do that. And I wasn't gonna allow that to happen, and the reason why is because I hadn't done anything wrong. He'd never given me any constructive feedback, and I was not going to be a part of this. I was not going to acquiesce. I was not gonna go away quietly. If I'm gonna be uncomfortable, then you're gonna be uncomfortable, meaning the organization, because I was [attacking this?] head on. And listen, I had my moments where I was very--I had a couple months there where I became kind of a shell of who I was, and then I had this moment where I was like, "What the heck are you doing? This is not who you are," and then I got my bearings again, but I knew that I was not going to leave the organization unless they forced me to, and if they didn't have anything then I would escalate that as well, but what happened was I sent the letter in. A week later, the president of the company called me, and I kid you not, in 20 minutes the situation was resolved. So what does that mean? That means that he called. He apologized. He said they should've intervened sooner. He said, you know, "I pulled together the leadership team, and we had a--we discussed this," which, as you know, is your worst nightmare come true, that the leadership team has gathered to discuss you, and that [inaudible] me. And he said, "Unanimously we want you to be with this organization. We want to support you," and so what happened is I took on another role, a more senior role, and I continued to grow with the organization and take on leadership positions. And more importantly--and this is the second phase of the "get scrappy"--when I got into my new position, I became determined that I didn't want anybody else to go through this alone, so I became this very vocal, diverse in inclusion person in my organization, and I think I was very instrumental in making some significant changes. So again, I didn't come out of this situation and sit in the corner and just be quiet and be happy. It let me keep my job. I came in there saying, "We've got to change some things, and I'm gonna be part of that," and so we did. And so that's what I mean by being scrappy, you know? You've gotta be scrappy to advocate for yourself, but you also have to be scrappy and advocate for others, those people who are coming behind you. One of the reasons that I was really clear about making sure I did a lot of documentation is because I said, "If this happens to somebody else, I want to make sure that this organization cannot say they didn't know." So again, having that foresight and thinking about other people who are coming behind you, and getting scrappy is getting out of your comfort zone. Do you think it was easy for me to write the letter? You know, my finger was shaking when I sent that--you know, hit the Send button, right? Because you never know what's gonna happen, right? But that's getting scrappy, getting out of your comfort zone and saying, "I will not stand for this. This is not right. I'm not gonna be a part of this. I'm going to address it. I'm going to honor who I am and what I am," and you take those actions, and I think often times a characteristic that's undervalued is you have to have courage. You have to have courage. If you are a person of color in the workplace, at some point you're gonna have to really get out of your comfort zone and be courageous, and do it even though it feels uncomfortable. Do it, and you'll be surprised by the results you get. And for me it was a game changer because not only was I able to make even more significant contributions to my organization and understand the work I did on diversity and inclusion was not my part--was not my job. I wasn't a diversity and inclusion person. It was kind of my side gig at the job, right? So if it's something you're passionate about, use your voice. And what I say to people all the time, Zach, is you can advocate where you are. You don't have to be in a senior leadership position to advocate, to make changes in the organization. You just need a voice and passion.Zach: Would you mind talking a little bit more about The Corporate Alley Cat and classes you all have around to encourage and build the confidence around networking and self-advocacy and things of this nature? And I ask that explicitly and ask you to plug that beyond the fact that it's a wonderful platform and you're here and we want you to talk about it, but also because, you know, when you talk about being courageous and you talk about, you know, us not having the history and background to really know these things, I just--that resonates so true with me, and I can tell you, Deborah, as someone who is a millennial and who is still, you know, a younger professional, that it's so--it's so common, even within our space, even as social media and--I would say that, you know, we're becoming a little bit more conscious about things in the world around us, even within the corporate space. There's still an overwhelming narrative of, "Look, just put your head down. Stack your coins. Don't say anything." So, you know, what resources would you point our listeners to when it comes to really building up these competencies and learning more about this?Deborah: Sure. And Zach, before I answer that question, can I go back to my story? Because there's two key points I want to make about my story. So I was able to resolve that situation, not on my own. So one of the things that I had to do was I had to reach out to people, and I had to say, "Listen, here's what's going on. I'm not sure how to handle this. I don't know if they're trying to fire me. I really don't know. I have no documentation. Nobody's talking to me. I don't even really know what's going on here." So the first thing I want to say is you've got to reach out to your community, and this is where your strategic networks come into play. When I tell you there were many people working behind the scenes in my situation to support me, I had at least two very, very strong advocates in leadership, and I had many more advocates in other positions, and more than the letter, that's probably what helped resolve my situation. Because people knew me. This narrative didn't fit. They supported me. They knew my performance record. So I want to encourage people to ask for help, and ask for help, as I always say, early and often. In the age of social media that you just mentioned, Zach, Instagram, Twitter, we're all putting on this facade at times that we want people to think we have it all together, right? And some of us are barely hanging on on the inside. Get rid of that shame. There is no shame in asking for help. The real tragedy is when people don't ask for help and they allow their careers to be derailed unnecessarily. So build your community, and I like to use the word community versus network because I believe as people of color, we are born into a community. This community wants to support your entire being. It's beyond what a lot of people think is networking and that transactional type of process, right? These are people who care for you, support you. These are people who are alums from your high school, your college, your church family, your close family, your friends, your friends' friends. I honestly believe that everybody has everybody they need already in their network if they would just reach out to them, but most people don't reach out. So that's the first thing I want to say, ask for help. And then secondly I want to say nobody does it by themselves. If you are spending time struggling to figure out something by yourself, you're wasting precious, valuable time and energy. Ask for help. There's always somebody who knows more than you and who can make it easier for you to navigate those situations. So build those strategic relationships, reach out to them when you need them, and ask for help. And don't be scared to rock the boat, because I say rocking the boat is a good thing. Because think about it, Zach. If you're in a boat, and you rock it, that's how you get momentum, right? If you don't--if you don't rock the boat, what happens?Zach: You're not going anywhere.Deborah: You're not going anywhere. So when people say to me, "Well, I don't want to rock the boat. I don't want to ruin my career," often times one of the things I ask people--I'm like, "Well, it doesn't look like you have a career here."Zach: Come on, now. That's what I'm talking about. See? Come on now, Deborah. Yes. [laughs]Deborah: Like, what are you trying to--you know, they've already said this to you. They've already done this. You've already got a bad review. You don't have a career here. What little bit you have is about to go away, right? So that's really--I want people to get away from using that as an excuse to get out of their comfort zone. All right, enough. Enough. I'm getting off my soapbox, Zach.Zach: [laughing] No, this is good. Yeah, so where can people learn more about--where can people learn more about The Corporate Alley Cat? And where can people engage more with this content? This was a wonderful--been a wonderful dialogue. I want to make sure that people know where they can go.Deborah: So you can go CorporateAlleyCat.com. You can also find us on LinkedIn under Corporate Alley Cat. You can join our Professionals of Color Facebook group. We share a lot of good information there. It's on Facebook. Professionals of Color. We're on Instagram, CorporateAlleyCat, and on Twitter, CorpAlleyCat. In addition, on our website we have blogs, so you can get a lot of free information there. At least once a month, we have a free webinar with corporate leaders. So all people need to do is go to our website and sign up for that. We have courses. So we have two summits that are available for purchase. One is called the negotiation summit, and one is called the performance review summit. They both walk you through those processes. We also have career coaches that are available to help you, and I want to say this is really significant because the corporate coaches that we have available to you are people who have been very successful in their career, and they have led HR or employer relationships departments, and so they can give you the real strategy, right? So we approach it from "Let me tell you how the organization is gonna look at the situation." "Here's what the organization's gonna say, here's what they're gonna do, and then here's what you're gonna do." Often times, people don't have access to that strategy. They're just reacting, and what we do is we help people map out that strategy and how they execute it, which is invaluable. We also have a membership community, and we are opening it up for enrollment in September, and that's where you have access to all of our webinars, and that's over 30. You have access to many courses. You have access to our monthly Ask Me Anything form. You have have access to our resource library. So there's a lot of great information there, and I also do work with organizations, so if you are a corporation out there or you lead a corporation and you want to make sure that you are not just recruiting--'cause I think organizations spend so much time on recruiting they forget about retaining and developing that diverse pipeline. What are the things that your talent needs to know to be able to successfully navigate that corporate arena? And that's a win-win for everybody. So there are a lot of ways that you can reach out to us, and we have--we are planning a conference upcoming, so stay tuned for that. But it's not your traditional conference. It's actually gonna be called The Corporate Alley Cat Experience.Zach: When that is coming up to date, keep us in the loop, Deborah, and we'll make sure to let the folks know about that as well.Deborah: Yeah, and the other thing I want to say about our webinars is we do the webinars so people can expand their network. We bring in people that you normally wouldn't have this type of access to, and all of our folks are open to linking in with you. We have people who share their cell phone numbers, personal emails, right? These are people who truly want to support you, but you've got to ask for the help. You've got to allow yourself to be a little vulnerable sometimes.Zach: Absolutely, and Deborah, this has been a wonderful conversation. You know, we definitely want to have you back. Before we let you go, do you have any shout outs for us?Deborah: Absolutely. I always want to give a shout out to the Corporate Alley Cat community 'cause they are bar none the best. The best. They are scrappy. If you've ever gotten on our webinars, they are engaging. I want to shout out to our Corporate Alley Cat leaders and presenters because, listen, our webinars--Zach, have you ever been on one of our webinars?Zach: I've been on one webinar.Deborah: Okay, and I--if you've been on, you know they're not for the faint of heart.Zach: They're not. No, it's real talk.Deborah: We are real talk, and I always open it up by saying we treat you like family. We're gonna be honest with you. You might have your feelings hurt, but we are coming at it from a position of love, and we are vested in your success. So I want to give a shout out to--there are too many people to shout to who support The Corporate Alley Cat, 'cause no one does it alone, Zach. No one does it alone, and that's--if I could leave any parting message that's what it would be, is nobody does it alone, you don't have to be alone, and that there is a community out there that wants to support you and help you achieve your career goals, whatever they may be.Zach: Amen. Deborah, thank you so much for joining us today. Again, your words, your passion, your energy around this are more than encouraging and invigorating. They've definitely encouraged me, even in this conversation, and I know that they're gonna be definitely a blessing to everyone who hears it. So thank you again for your time. We definitely consider you a friend of the show, and we hope to have you back.Deborah: All right, Zach. Stay scrappy.Zach: Absolutely. I'ma stay scrappy. [laughs] You too. Peace.Deborah: [laughing] All right, thank you.Ade: And we're back. I loved that interview, and I am excited to join the Corporate Alley Cat community and check out one of those chats.Zach: Yeah, I've checked it out a few times, and I've enjoyed them every time.Ade: So let me ask you this. What did you take away most from y'all's discussion?Zach: Honestly, I took away that your career is what you make of it, right? So to Deborah's language, we gotta stay scrappy. It doesn't mean that it's some combative, negative, or violently confrontational thing. In fact, you know, it reminds me of the conversation we had earlier this season with DeRay. He was talking about his book, but we were also talking about how you push up against these systems, and he was saying, "Look, everything doesn't have to be so negative," right? But it is about being direct and demonstrating courage. So how did you feel about it?Ade: Very similarly, to be honest. At one point I felt quite attacked, to be frank with you. She was talking about people she was coaching and that they'd say, "Well, I'm gonna hurt my career," and she'd reply with, "Well, sis, you don't have a career here," and I felt dragged. I felt persecuted, frankly.Zach: [laughing] She was knocking on your door?Ade: What? She had kicked my door in, slammed some receipts on my--on my table. You know that Iyanla gif? "Not on my watch." That was precisely what she was doing. [laughs]Zach: Not on my watch. [inaudible] She was shaking your table?Ade: And I was sitting right on the table too. Like, the table she was shaking had my whole career on top of it. So yeah, I really appreciated the approach that she was taking 'cause it was very, very relatable.Zach: You know what? Sound Man, go ahead and drop one of those flex bombs for that, because when she said--when she said you don't have a career? Boom.[Sound Man drops the bomb]Ade: Wow. [laughs] Wow, really?Zach: I literally--in my mind I was like, "Wow, this is, like, one of those [makes boom]." Like, goodness gracious.Ade: Yeah, yeah. It also reminded me of that famous quote from Alice Walker. "The common way people give up their power is by thinking they don't have any." And for the record, we're not victim blaming here. We're never about that. What we are saying is that we are in the business of pushing up against systems, spaces, and cultures that were not created with us in mind, and that means that sometimes you have to be willing to advocate for yourself. And yes, it's uncomfortable, and yes, it's absolutely challenging, but like you said, your career is what you make of it.Zach: For sure, and we'll make sure to have info in the podcast for everyone who has access to learn more about Corporate Alley Cat.Ade: Beautiful. Well, yeah. Awesome. Cool beans. Up next, we're gonna get into our Favorite Things. Hope you guys enjoy the segment.Zach: So my favorite thing right now is Marc Lamont Hill's book "Nobody: Casualties of America's War on the Vulnerable, from Ferguson, Flint, and Beyond." It's a powerful, gripping read, and it pairs analysis of the stories we see on the news with emotional authenticity. It's been out for some months, but I still really enjoy it.Ade: Awesome. Continuing in that amazing literary tradition that we've set, my favorite thing right now is--actually I have two. One's gonna be fun and one's gonna be more scholarly. My scholarly one is--it's called "Just Mercy" by Bryan Stevenson. It's a book about the American criminal justice system, and anyone who knows me knows that I have a thing for the idea of grace, and it was right in line with, you know, just the conversation about how there is such a dearth of it in the American criminal justice system. So if you're ever interested in picking up a book--it's heavy sometimes, but I recommend that everyone reads it. My second thing--it's a little bit lighter. My favorite thing this week is a purple bag of Doritos. Sweet Spicy Chili. Try it out. You will not be disappointed. I love me some Doritos. [laughs]Zach: Absolutely. Well, shout out to the book recommendation, and also shout out to Doritos. This is not a paid ad. Ade just likes to eat.Ade: Okay. Well, sir, don't we all? [laughs]Zach: Right? We've gotta survive. [laughs]Ade: That felt--that felt a little bit like an attack. [laughs] But yes, they're quite delicious.Zach: Well, dope. Thank y'all for joining us on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. And that does it for us on this show. This has been Zach.Ade: And I'm Ade.Zach and Ade: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We speak with Corporate Alley Cat founder and CEO Deborah T. Owens about the importance of strategic networking and self-advocacy within the workplace.

Find out more about Corporate Alley Cat: https://corporatealleycat.com/
Connect with us: https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We speak with Corporate Alley Cat founder and CEO Deborah T. Owens about the importance of strategic networking and self-advocacy within the workplace.</p><p><br></p><p>Find out more about Corporate Alley Cat: <a href="https://corporatealleycat.com/">https://corporatealleycat.com/</a></p><p>Connect with us: <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p>]]>
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      <title>Tim Salau</title>
      <description>We sit down with social influencer, entrepreneur, community builder, public speaker, blerd, and AI subject matter expert Tim Salau to discuss his journey into tech.

Learn about Tim Salau here:
http://www.timsalau.org/</description>
      <pubDate>Fri, 28 Sep 2018 05:29:00 -0000</pubDate>
      <itunes:title>Tim Salau</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>26</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with social influencer, entrepreneur, community builder, public speaker, blerd, and AI subject matter expert Tim Salau to discuss his journey into tech.Learn about Tim Salau here:http://www.timsalau.org/TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and yes, you're listening to a B-Side. Now, yes, of course we've introduced the purpose of a B-Side before, but every episode is someone's first episode. So for our new folks, B-Sides are essentially random shows we have in-between our larger shows. These are much less structured and somehow even more lit--that's right, even more lit--than our regularly scheduled shows. Sometimes they're discussions that the hosts have, sometimes they're extended monologues, or sometimes they're, like, a one-on-one chat with a special guest. Today we have a very special guest, Tim Salau. Now, this is from Kathryn LeBlanc, who did a profile on Tim. "Tim Salau is an ex-Googler, UX wiz, and LinkedIn video creator extraordinaire. Tim somehow manages to spare enough time to run a Facebook group called Mentors and Mentees. The group provides high-quality advice for young professionals looking to launch or level up their careers. Tim is also a LinkedIn campus editor and recently just began his journey with Microsoft as an artificial intelligence product manager, AND on top of all of that, Tim is Living Corporate's first brand ambassador. Tim, welcome to the show, man. How are you doing?Tim: [laughs] I'm doing well, man. You boosted me a lot there. I appreciate it.Zach: Okay, look. So today we're talking about non-conventional entries into tech. Talk to us about your journey into tech.Tim: Man, my journey into tech was very, very interesting. So my background is in psychology. I went to Texas Tech University to get my psychology degree, and then from there I started learning a little bit about digital media as well as, you know, how psychology can apply a lot to technology. Around my junior year I realized I really wanted to get into UX as a vertical, and since UX is really big in the tech arena I decided that I wanted to go make a career out of that because I really enjoyed an internship I had that junior year, the summer before my senior year. So from there I decided I wanted to go to grad school at the University of Texas in Austin and study something called a Master's of Information of Studies, which would allow me to develop kind of a deeper understanding of UX and kind of the psychological principles of how information and people work together. And, I mean, from there I've just been pretty much practicing and learning as much as I can in the field, whether it be on my own accord or at school or, you know, going to any kind of event that will allow me to just soak up as much knowledge as possible. And now I find myself really focused on artificial intelligence, and I think I was able to break in by just talking to the right people, man, and kind of being in the right spaces at the right time.Zach: So, you know, you talked about--just now you talked about how you're leaning into and learning as much as you can. So you and I have joked about this, but you have, like, I don't know 70 bajillion LinkedIn training certifications, right?Tim: [laughs] Yeah, man. I'm working. I'm working. I think learning is--learning is the easy part. Applying it all is the hard part, right? But I think some people find it hard to start learning and find the sources, but I think we're in an information age where it's incredibly accessible.Zach: Right. And let's continue down the path of being self-taught, right? So I think it's easy to assume that being self-taught is easy because you're creating your own rules to follow. Like, there isn't a pace, and the content is there for you to stay engaged how you like. For some though that's more immobilizing than anything else. What advice would you have for folks who are struggling with the idea or just the anxiety of that type of learning?Tim: I think find out what learning methods work for you. Being self-taught, for me I found that it's a--it's not just one learning method I use. I go from watching YouTube, LinkedIn learning videos, to, you know, finding hands-on ways to apply what I've learned, to talking to people who are the experts and just kind of getting their perspective on the field and, you know, seeing what they've gone through. I think for people--usually they think that they have to go straight to being experts. They have to go straight to really, like, being able to--like, for example, let's say create some sort of machine learning model, right? Like, it would scare you because you're like, "What the hell? A machine learning model?" Like, "How do I get started doing it? That seems like such a hard thing to do." So, like, the initial thought is that "Oh, man." Like, "I can't do this," but if you literally go on YouTube and search "how to," right, there's a five-minute video, I guarantee you, that will kind of walk you through it step by step, right? And you may not even master it after you watch that video, so what you do then is--okay, you go ahead and you go apply that knowledge, right? And you may not even master it after that, but what you do after that is you go to talk to someone that's actually done it, right? And let them know, "This has been my experience," and I think it's really a matter of making experience of learning, right? Put yourself in a position to either, you know, go offline and visit one of the events or wherever this knowledge is being shared, and really put yourself in this mindset that learning isn't one-dimensional. It's not monolithic. It's just not me, you know, just watching someone do it, it's me making an experience of it.Zach: So let's talk about Mentors and Mentees, right? So what and how--what is it, and how does it fit into your other work in tech?Tim: So Mentors and Mentees, about a year ago I was--I mean, a lot of people were reaching out to me about career advice and, you know, kind of my career path and everything, and I've always been into mentorship. I've actively mentored many people, probably too many people, because I always have--I have an executive board of mentors myself, so I understand how valuable it is. So I created Mentors and Mentees, a community group for people who are interested in kind of finding different perspectives, to help them kind of nurture their career paths and whatever problems that they may have. So right now the group is on Facebook, and I have plans to kind of create more around it in the future, and it's essentially a resource for anyone that is kind of confused on whether it be their job search, right? You know, whether it be salary negotiations or how to--how to transition from a different position into a new one within the same organization in a totally new industry. So the whole notion of Mentors and Mentees was just to create that space, that community, and it was actually something that was missing not only on Facebook but at large, right? Kind of, like, this very democratized space where you get an international audience and a wide variety of different perspectives to kind of, like, come to the table and share their experiences. So it was just a passion project, but now it's growing into a brand for me, man, and, you know, I have a lot of work that I have to do to continue to grow it. Zach: So continuing on that path talking about just working. So I know, you know, recently you announced, and you've been celebrating--again, congratulations again--around the placement with Microsoft.Tim: Thank you, brother.Zach: Yeah, no, you're welcome. In your IG story, you talked about being--like, just being an African kid and, like coming from the mud so to speak, right? And building this path for yourself. So what advice do you have for minorities who come from all sorts of backgrounds and see tech as, like, this far off, distant, mythical--like, it's too obscure to even grasp. Like, what advice would you have for them?Tim: I think first thing is a change of perspective. Tech permeates everything. I think a lot of people see tech as only a centralized thing, but more so see it as a--technology as a distributed kind of vehicle to a lot of different change, whether it be in the health sector, in the transportation sector, in the education sector, right? So change your perspective. It's not just like--everyone says "I'm trying to get into tech." Really in whatever capacity you're working in or whatever field that interests you, you will be affected by tech in some, you know, way or form, right? So it's a matter of understanding, "Well, if I really want to build my technical aptitude," or "If I really want to get into this field, how do I apply tech to a problem I want to solve? How do I apply tech to where I'm going next? How do I bring in the knowledge that's being shared, whether it be in the space of artificial intelligence, in the space of bot design, in the space of UX, how do I bring that to the work that I do as someone who wants to be a health practitioner or someone that wants to go into journalism, right? So I think changing that perspective is the #1 thing I encourage someone who wants to get into tech, quote-unquote, to do, right? See how they can apply it to a problem they want to solve and they where they want to go next. And once you make kind of that change of mindset, once you set that stance to change your mindset, you'll start to see that, "Okay, wow." Like, [inaudible] tech. It's a component of tools that I could use to really actually do better, not necessarily in my job function and role but also within my community. What really got me into tech is the fact that I was obsessed. I was really obsessed with the fact that one, UX and psychology was a way where we could create digital experiences that people would understand, and it would follow them throughout their day, throughout their life, and it could be shared, and as I grew and developed my passion, I developed a deeper obsession with this whole notion of community, right? How does technology really integrate into our communities? How do we build that digital aptitude, that digital literacy, and how does it extend beyond just, you know, one person being able to do it to multiple people and then an organization and so on forth? And I think me being really obsessed with community but being obsessed with the topics, I found ways where, "Okay, there's a lot of different ways I can use tech to scale what I'm trying to do, the problem that I'm trying to solve." The fact that, you know, I don't think a lot of people have that, you know, digital aptitude to really maybe start their own business or find themselves successful in that first role after their job, right? How do I one break down that education block, right? And how do I use tech to scale my solution. So changing your perspective and then seeing how you can use the tools that you have across the tech landscape, whatever it is that you're interested in to kind of scale your solution, is the best way to go about it. Zach: Man, this has been awesome, man. Before we let you go, do you have any shout outs, any other parting words?Tim: Man, I think that you gotta stay hungry. [laughs] You have to stay hungry and really find your obsession, find what you really are interested in and the problems that you want to solve. Zach: Now, where can people who want to learn more about Tim Salau--where can they engage you?Tim: Well, [laughs] I'm not a great [omni-channel?] presence, so you can find me on my Facebook page and profile at TimSalau, on Instagram at TimSalau as well, and especially on LinkedIn, one of my favorite platforms, at TimSalau as well. Feel free to connect with me, send me an [in?] mail, let me know if I can be of help to you in anything, as well as join the Mentors and Mentees community if you're a professional and you have a perspective to share and you have a story to share. The community is for you, and it's a great membership base for you to learn from others as well. So definitely join our Mentors and Mentees community.Zach: So a couple of things. First of all, yes, definitely. We're gonna put some air horns right here for Mentors and Mentees. [Sound Man complies]Zach: But also, Tim has been super gracious as I've been jacking up his last name this entire conversation. He hasn't corrected me one time, so shout out to you for being gracious. So air horns to Tim on that as well.[Sound Man complies again]Zach: So for the audience one more time, can you pronounce your name? The first and last name so we all have it right.Tim: Tim Salau. So it's T-I-M, my first name, and my last name is S-A-L-A-U. Tim Salau.Zach: I've been saying straight up Salu this whole time. You did not correct me one time. The humility is so real. All right.Tim: [laughs] It's okay.Zach: All right, so to be clear, that does it for us on the Living Corporate podcast. Make sure you follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been talking with Tim Salau. Peace.Tim: Yeah. [laughs]Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with social influencer, entrepreneur, community builder, public speaker, blerd, and AI subject matter expert Tim Salau to discuss his journey into tech.

Learn about Tim Salau here:
http://www.timsalau.org/</itunes:summary>
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        <![CDATA[<p>We sit down with social influencer, entrepreneur, community builder, public speaker, blerd, and AI subject matter expert Tim Salau to discuss his journey into tech.</p><p><br></p><p>Learn about Tim Salau here:</p><p><a href="http://www.timsalau.org/">http://www.timsalau.org/</a></p><p><br></p>]]>
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      <title>#LetMeIn : Non-conventional Entries into Tech</title>
      <description>We sit down with TJ and talk about his path to joining the tech industry and what people of color can do to engage it further.
Learn more about tech: ROOTsTechnology.info
Connect with us: https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 21 Sep 2018 09:00:00 -0000</pubDate>
      <itunes:title>#LetMeIn : Non-conventional Entries into Tech</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>25</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with TJ and talk about his path to joining the tech industry and what people of color can do to engage it further.Learn more about tech: ROOTsTechnology.infoConnect with us: https://linktr.ee/livingcorporateTRANSCRIPTAde: I'm sure many of our listeners can relate to the concept of familial pressure, and as many immigrant or first-generation young adults may know, the career path for us is often limited to that of a doctor, lawyer, or engineer. I chose the path of a lawyer when I was younger. However, as I've evolved as a person so have my interests, and I'm not alone in this. Many of us have seen leaps in technology that have piqued interest in previously unexplored fields. So with that in mind, it should be of no surprise that it is one of the fastest growing industries in the world with revenue within the industry projected to reach $351 billion. It also makes it an inviting field for groups that have been underrepresented in this industry until now. The question is what does it look like to make the pivot? My name is Ade, and you're listening to Living Corporate. [intro]Ade: So today we're talking about non-conventional entries into tech. As many of you may know, this would resonate with me. I've shared at least two or three times this season, but for those of you who are new, I'm actively making the career pivot into software engineering, which was not my focus in college. The journey so far has included some extremely long hours, some late nights, a ton of mistakes, a couple of wins--a couple of little wins--and many, many failures. Zach: Yeah. You know, we could've done a better job promoting your journey through Living Corporate's Instagram because your IG stories are great. Like, I'll see you posting pictures of your laptop screen with a bunch of code on it, you being in all these all-day workshops, books you're digging in to help build your technical chops. It's been inspiring to see.Ade: Thanks. Thank you. Part of what I am interested in is making tech more accessible. It's all around us, and engaging in tech means often--more than just being a coder. Being a coder is awesome, but there is so much more to tech than that.Zach: Right. I mean, to your point, because there's technology in everything that we do, there's a myriad of ways to work in tech. As an example, I'm a change management consultant in technology. I don't know how to code a thing, yet, but I'm still actively engaged in the industry because I bring other skills to the table to help implementations and things of that nature to be more successful.Ade: Right, and along that train of thought, there's space for all of us at the table--word to Solange--but it comes down to exposure and engagement. For me, I had two primary barriers. One, I didn't know what tech meant. It seemed like this vague, really nebulous space, and that was scary. I like when words mean things, and I like when I understand what those words mean. And the second big barrier for me was that I did not know how to get there. I had no road map. I had graduated from college, and there was no counselor, adviser who was like, "Take these classes and you'll get there," and "These are the steps." I had to figure it out for myself, but in figuring it out for myself I came to understand that the tech space is made up of people, some really amazing people, and therefore completely accessible. Just like you are a person, they are people, and so this is a space that you can absolutely find your way in. Zach: Right, and as you alluded to in the intro, professionals of color as well-served to seek entry into industries that are growing and positioned to be on or around the top, but it would be great if we could speak to someone more about this topic, right? Someone who--maybe they're, like, a first-generation American who changed their career, made a career pivot after college and got into tech, but not only that, they leveraged their passion and network to teach other ethnic minorities skills to get them into the tech space as well.Ade: Wait, you mean like our guest TJ Oyeniyi?Zach and Ade: Whaaaaaaat?Zach: Sound Man! [makes air horn noises] Come on, drop 'em in. You know it. Just put 'em right in there. Let's go. Ade: [laughs] All right. So next up we're gonna get into our interview with our guest, TJ. Hope y'all enjoy.Zach: And we're back. TJ, welcome to the show, man. Thanks for joining us.TJ: Thank you. Thank you so much, Zach. Appreciate you.Zach: Hey, no problem, man. So look, for those of us who don't know you, would you mind telling us a little bit about yourself?TJ: Yeah. So my name is Tolu Oyeniyi, and most people know me as TJ, which I completely made up while watching Smart Guy one day. I was born in Nigeria, [inaudible], and I grew up in Dallas, Texas. I did my undergrad at UT Austin and grad school at Arizona State, and I am currently in the second year of my career switch as a software engineer. Zach: Man, that's amazing. So look, today we're talking about non-conventional entries into tech. Before you got into technology or the tech space explicitly, what were you doing? And what spurred your interest in the tech space?TJ: Ah, what was I doing? So I was working as a business analyst at a small health tech company in Austin at the time, and I was also a really big volunteer in Austin. Like, when I moved back to Austin from Dallas for work, I told myself, like, "Anything black," like, just anything dealing with underrepresented groups, I wanted to volunteer time to just help and, you know, just try to, like, give back any way possible. And I ended up, like, volunteering for a host of different events 'til I stumbled upon this one event called &amp;lt;div&amp;gt;hackathon at Huston-Tillotson University, which is an HBCU and actually the first higher education institute in Austin during South By, and the purpose of the &amp;lt;div&amp;gt;hackathon was to basically introduce black and brown students to tech, and I volunteered as a mentor to basically help students flesh out their ideas and, you know, ultimately try to build, like, a working product at the end of those two days for the hackathon. And what, like, really triggered the idea of, like, learning to code or just teaching people how to code was when I parked in front of this, like, brand new house across from, like, HT in east Austin, which, you know, used to be, like, an old black neighborhood in Austin. And, you know, this house was a reminder that this area was being gentrified, largely by a lot of people that are--that come into Austin because of tech, and just kind of, like, thinking, "Man," like, "All these black and brown kids," and just, like, families in these areas are being priced out of here because they don't really have access into this industry and don't really know, like, the basics, you know, to even be able to try to, like, you know, have a chance to, like, try in this industry. And that kind of frustrated me a bit, and I thought one day, "You know what? It would be real impactful if somebody was teaching these kids to code," and I just, like, jokingly mentioned to a friend--you know, to my friend at the event, like, "Bruh, you know, I think I'm gonna mess around and learn how to code so I can teach these kids to code."Zach: Wow. [laughs]TJ: The guy I was talking to was a software engineer for IBM. He was like, "Oh, really? Can you code?" I was like, "I do," but I didn't know anything about coding, bruh. I worked as a business analyst. I did, like, design software, but I don't actually build it. But yeah, I had the crazy idea of learning to code so that I could learn to teach black and brown kids to code. And I didn't really learn to, like, make a career switch. I just wanted to basically help other people, like, break into the industry. And I did that for about a year until I basically got this useless promotion at work. [laughs]Zach: Why was it useless? [laughs]TJ: It was useless, man. I was--I was working as a business analyst, making--you know, for a health tech company, making 37,500 in Austin--Zach: Wow. Wow, that's really low.TJ: Ooh. Man, you said wow and it just--it brought back all the pain from those days. [laughs] Oh, God. But yeah, and I had gotten a promotion to senior business analyst, right? You know, big time. I'm thinking big time. Everything got a promotion [inaudible]. My [inaudible] got a promotion, my responsibilities. Everything but my salary.Zach: Oh, no. But that's really what happens though.TJ: Yeah. I'm like, "Hold on, bruh." [laughs] "Hold on, bruh. Wait, what's going on?" 'Cause my, you know, coworkers got a raise. Why in the world did I not get one? So I started having this, like, back-and-forth with my manager like, "Hey, man. You know, I've been doing all this," you know? "My output is looking really good," et cetera, et cetera. Like, I've been here for over a year, you know? What's up? And I just got promoted. So he eventually went to bat for me with the CEO, and they got me a promotion. Like, I--man, I remember that day well. He came into the office and we had a meeting, and he was so happy to, like, announce to me that I had gotten a raise. I was like, "Okay. What's that money looking like, bruh?" He's like, "Yeah. So TJ, we're gonna take you from $37,500 to $39,998."Zach: Oh, no.TJ: I was like, "Hey, bruh. You guys really couldn't have added a couple dollars more?" [laughs] You know, to at least make it 40K, bruh. Really? I was--I was like, "Okay, wow. Thank you. Thank you, sir. I appreciate it." I mean, I went back to my desk with this look like, "I'm leaving." I was, like, mid-twenties, just thinking, "Man, I'm not gonna be fighting for 40K." Like, "I'm not trying to build my life and career off of that," 'cause--you know, 'cause the question then was how long 'til I reach, like, 60K?Zach: Right. No, it's a real question. Right.TJ: Yeah. I'm like, "Bruh." Man...Zach: God forbid six figures, right? Like, come on. Right, yeah.TJ: Yeah, exactly. I'm like, "Jeez, I'ma be, like, 40 to 50 years old before I see any kind of money where, you know, I can just kind of be at peace?" Basically, right? 'Cause I had, like, a lot of loans coming from grad school 'cause I also did grad school out of state. But yeah, so I was very, like, frustrated by that, and by this time I had been learning to code for about a year and, like, you know, teaching it as well, but at that time I basically just knew the basics of building, like, web pages and websites. You know, just simple HTML, CSS, JavaScript, Bootstrap. You know, that type of stuff. But I went home and I was just like, "You know what, man? I'm not gonna be here fighting to try to make 40-something K." Like, my financial goals were way bigger than that, and I was like, "I have to make a change," and all of my software engineer friends are banking, and, you know, so far this stuff seems pretty straightforward. So I basically went to this event or something at IBM I think, and I saw this printout of a job posting for an engineer role at IBM, and it had all these skills and requirements. You know, just basically all this stuff on there, and I basically used that posting to update the curriculum that I was using to teach.Zach: Oh, wow. Yeah.TJ: This happened, like--man, I think this happened around June or July 2016, and I basically took that job posting and I put it, like, right next to my desk in my room, and I put a date on there. Like, December 2016 was how long I gave myself. I was like, "By December 2016 latest, I should be working as a software engineer. Period." Zach: Let's go. Wow. Yeah, that's amazing.TJ: So yeah, basically that is what kind of spurred me making that career change, and it's just crazy how it all started, how I actually only started learning to code so that I could teach other people so they could break into the industry and make more money when I was over here broke. [laughs] Maybe I should make the switch.Zach: Right. You know, I'll say this. It's funny. I truly believe any time you attach your purpose with people you're going to see rewards on the other side, right? TJ: Oh, yeah.Zach: Right? So your whole angle, your whole mission was "How can I serve someone else?" And then as you were building to serve others, the fates came together to make sure that you were taken care of. So that's really exciting, and I think something else that I hope our listeners are picking up on is that you were tenacious about it, right? So the information was out there, you did your own research, you put yourself out there, you were willing to be uncomfortable, and you drove to get there. Let me ask you something about this program that you started to teach other folks, specifically youth, how to code. What is the program, and why do you believe coding is so important? Why do you do it today? Like, why do you continue to do it today?TJ: Well, so the program was called ROOTs Technology, and I was basically teaching classes on Saturdays at the time in, like, a lower income part of Austin. Yeah, and for me, at the time I thought it was, like, a really good chance to provide an opportunity for kids that were already interested in tech somehow to just learn more of the hard skills to try to, like, pick up the chance to try to break into the industry or to ultimately start, like, their own stuff on the side in terms of, like, building websites for people or just, like, building--or just building their own app ideas [inaudible] actually. So yeah, I mean, that--man, teaching is hard, bruh. Teaching is very hard. I always knew that our teachers were undervalued, underpaid and underappreciated, but that, like, knowledge took a different form when I actually, like, experienced being in the shoes of a teacher for just, like, a couple hours once a week, because there were some students in my class that they didn't know where they were going to eat unless they came to my class because Subway, like, sponsored lunches. You know? So it was like--there were so many, like, hurdles outside of the actual class that basically made it hard for students to retain information and to basically achieve the goal that they set out to achieve. So yeah, that was tough, and I ultimately had to, like, pull back on the program. So now I have the curriculum online, and it is open to any and everybody to use, and I just make myself available as a mentor to help people to get unstuck as they are working through the curriculum, you know? Because everything is online and self-paced, so.Zach: So let's make sure that we'll--we'll make sure to put those resources in the show notes because I think that's amazing. I think--you know, certain people--for me as an example, right, I'm a good Googler. Like, I don't have an issue looking something up and figuring out or, you know, reaching out and talking to people, but that isn't always--that's not everyone's strong suit. Having a place where all of that information is consolidated and available I think is a big deal, and there's plenty of people out there that really see tech as, like, this big, just amorphous thing that you can't really wrap your arms around or that it's only for super, super quantitative math geniuses and things of that nature. So let me ask you this. If you could give people, especially minorities, who don't have a tech background but want to get into the space three tips, what would they be?TJ: One, decide what you want to do, and if you don't already know what you want to do in this industry or you just don't know anything about tech, just start looking for local tech meet-ups in your area and start attending and just--just ask questions. Like, you will always find people that are willing to just, like, answer questions and at least help you and point you in the right direction. And two, like, find people that want--once you figure out what you want to do, find people in this industry that are where you want to be and approach them to basically help you come up with a plan to get there. And then three, you have to really, like, sacrifice and grind. Like, set a timeline and let other people know to basically help to keep you accountable to your goals and get to work, you know? Like, this--this, like, took me over a year and a half of just, like, teaching myself and just grinding, and my last, like, five months, I actually--like, once I decided that I wanted to make the switch into being an engineer, I think I spent about, like, seven months of just, like, really sacrificing and grinding. No more happy hours. No more brunch. Dollar mimosas, and God knows I love, like, dollar mimosas. Like, I--Zach: Dollar mimosas, yeah. [laughs]TJ: You know? I basically I had to give, like, so much up. Like, I was working full-time and coming home, and basically from 6:00 P.M. to, like, 1:00 or 2:00 A.M. I was just studying. Seven days a week. Just grinding and sacrificing. The only people that saw me on a regular basis were my coworkers and my sister 'cause she lives with me, but that was it, you know? I basically went into a hole to, you know, try to put in the work to achieve my goals, and I basically showed up with a brand new software engineering job a few months later.Zach: Well, see--that's just so inspirational, right? Because, again, I think we talk a lot about things we say that we want to do, but the reality is it takes work. It takes sacrifice. Anything that you want to really build that's gonna be sustainable, not a fad or not something passing in any way, it takes time, and it takes actual work. And it's funny because, you know, you didn't pull those hours out of nowhere. You had to give up some comfort so that you could eventually get where you wanted to go. So that's--that's just amazing. I'm really encouraged by this story. This has been a great conversation. Before we wrap up, TJ, do you have any shout outs?TJ: Man, I have a lot of shout outs.Zach: Go ahead. Get it going.TJ: [laughs] So yeah, first shout outs will be to Dara Oke and Sammy [inaudible]. They were my engineering friends at the time that basically helped point me in the right direction when I was coming up with this self-paced curriculum to, you know, teach people, and then after that, shout out to Yusuf [inaudible] and the African-American Youth Harvest Foundation, which is where the classes for ROOTs Technology were at, and Yusuf was another engineer at the time that basically started learning to code back then like I did and wanted to make the switch over, and he would actually volunteer with me to help teach the class as well. And yeah, again, he achieved it as well. He has been working as a software engineer for the past two years. And also shout out to [inaudible] for just being, like, a really big support--just a really good friend and mentor in this, like, tech journey. Like, E is an engineer. He's worked at IBM on the Watson project, DO doing, like, [inaudible] stuff, and now he's over at GitHub, and he always does a very good job of just, you know, trying to help lift as he's climbing, and I was, you know, one of those people that he, like, really helped along the way in my own journey. And also a big shout out to my fiance Queen and my sister [inaudible], who gave me a place to live while I was--while I didn't have my own place for a few months. And just a really big shout out to all of my family and friends that were there to support me and to, like, push me on throughout this whole journey.Zach: Man, that's beautiful, man, and again, we thank you for your time. We love your story. We definitely consider you a friend of the show. We hope to have you back, man.TJ: Awesome. Awesome, sir. Thank you so much, Zach. Appreciate you.Zach: All right, man. Peace.Ade: And we're back. I can tell that you and TJ had a lot of fun on that one, and to be frank, I was incredibly energized by his story. It was really motivating to hear because he's out of the old, so to speak. I'm definitely still in "stay low and build" mode, but hearing his story is encouraging, and it's motivating, and it lets me know that there is light at the end of the tunnel, so to speak. Zach: Yeah. I think his story comes down to the power of execution. He made up his mind to do something, and he didn't use any excuse. He researched, he studied, he prepared, and then he went for it, and he didn't take years and years. It's really--frankly, it's been a super short journey for him, and I'm happy for him because I know he's just getting started.Ade: For sure. We'll definitely need to make sure to list all of those resources and contacts in the show notes because, like you said, there are so many of us out here who are interested in a genuine approach to the industry but aren't necessarily sure where to start. We'll have a starting line for you.Zach: Absolutely. Well, with that being said, we're gonna be right back with our Favorite Things. Can't wait to share.Ade: Awesome.Zach: And we're back with our Favorite Things. So folk who know me know that I am a blerd, or a black nerd. Two amazing games dropped this month. One was 2K19. Yes, like many younger black men, I loves my 2K, my NBA 2K. For those who are not in the know, NBA 2K is a basketball simulation game. This isn't even an ad. I really enjoy 2K, especially My Career, where you take a player--you make one, you create one, you take him through the journey of being a rookie to a Hall of Famer. And Spider-Man dropped. Both for PS4, so I'm really--I'm enjoying myself.Ade: 2K, huh? Okay. So what's your style? Are you a shot-creating slasher? A playmaker? What's up?Zach: I'm actually a slashing, shot-creating small forward. I'm 6'10" on there, and so if you want to catch a body, you want to be put on a poster, you find me at the park. My gamertag is RevNunn, R-E-V-N-U-N-N. I'll see you out there.Ade: RevNunn gonna put you on a poster. All right. This week my favorite thing is a book called Weapons of Math Destruction. Yes, I did say math. It's a book that came out in, I believe, 2016, and it just examines the societal impact of algorithms and big data. We tend to think of--kind of following in the conversation we were having about tech spaces, but we tend to think of data and tech and science, the STEM space, as a relatively bias-free zone because it's presented to us that way. However, this book just talks about those spaces can actually--and that work, the creation of algorithms, actually can be used to reinforce pre-existing inequality and systemic inequality. I love it. It's by a mathematician known as Cathy O'Neil, and she talks about, you know, the reinforcement of discrimination using systems that we would otherwise consider or would otherwise hope are unbiased. So it's been a fun read. Okay, maybe not fun. Fun is definitely not the term I'm looking for, but it's been a very illuminating, insightful read, and I encourage everyone to take a look at it. Oh, that reminds me. Before we go, we are actually going to be opening up our Favorite Things to you, our listeners. So if you have a favorite thing, please get at us. DM us through IG or hit us up at our email address, which we'll list later on at the end of this show. You can also contact us through the website or Twitter, and we'll make sure to shout you out.Zach: Dope. Well, that does it for us. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. You know what? Also, we actually bought a bunch of other domains. That's right. Sound Man, go ahead and drop some air horns right here.[Sound Man complies]Zach: That's right. We bought livingcorporate.co., livingcorporate.tv, livingcorporate.org. We are everywhere except livingcorporate.com. So if you type in Living Corporate you will find us, okay? If you have a question you'd like for us to answer on the show, make sure you email us at livingcorporatepodcast@gmail.com. And that does it for us on the show. This has been Zach.Ade: And I'm Ade.Ade and Zach: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with TJ and talk about his path to joining the tech industry and what people of color can do to engage it further.
Learn more about tech: ROOTsTechnology.info
Connect with us: https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We sit down with TJ and talk about his path to joining the tech industry and what people of color can do to engage it further.</p><p>Learn more about tech: <a href="http://rootstechnology.info/">ROOTsTechnology.info</a></p><p>Connect with us: <a href="https://linktr.ee/livingcorporate">https://linktr.ee/livingcorporate</a></p>]]>
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      <itunes:duration>1805</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Secunda + Jessica</title>
      <description>We sit down with community leaders and social impact entrepreneurs Secunda Joseph and Jessica Davenport to learn about their work to achieve social justice, racial partnership and improve social and emotional intelligence.

Learn about Project Curate</description>
      <pubDate>Mon, 17 Sep 2018 09:01:00 -0000</pubDate>
      <itunes:title>Secunda + Jessica</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>24</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with community leaders and social impact entrepreneurs Secunda Joseph and Jessica Davenport to learn about their work to achieve social justice, racial partnership and improve social and emotional intelligence.Learn about Project Curate TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and yes, you're listening to a B-Side. Now, we've introduced the purpose of a B-Side before, but every episode is someone's first episode. So for our new folks, B-Sides are essentially random shows we have in-between our larger shows. These are much less structured and somehow even more lit than our regularly scheduled shows. Now listen, for Living Corporate these are the types of folks that we really enjoy talking to - social impact entrepreneurs, educators, folks actively involved in the corporate space in a diversity and inclusion perspective and ethnically diverse leaders within the corporate space, and today we have two special guests, Secunda Joseph and Jessica Davenport. Secunda and Jessica are activists, writers, public speakers, and social impact entrepreneurs dedicated to racial justice. Working with Project Curate, they seek to build social and intellectual communities that can address civic challenges and work towards intersectional justice. Welcome to the show, y'all. How are you doing?Secunda: We're good. Thank you for having us so much, Zach.Jessica: Glad to be here.Zach: Hey, no problem. Now look, for those of us who don't know y'all, can y'all tell us a little bit about yourself?Secunda: Well, yeah. My name is Secunda Joseph. I am from H-Town by the way of South Louisiana, [inaudible], and yeah, I am--I have been working in spaces that relate to, like, media, digital media, organizing and activism on the half of black life, and that's what I do. I'm a servant and a lover of my people, to sum it up.Jessica: And I'm Jessica. I grew up in Little Rock, Arkansas, but I've been in Houston for about eight years now and have really fell in love with the city. I am a full-time student, but in addition to that I also do work with an organization called Project Curate but also [inaudible], which does lots of work in the community around critical dialogue and creativity in the arts to push folks towards thinking about ideas of racial justice and building more transformative communities. Zach: That's amazing. So today we're gonna be talking about a particular program that will be coming really soon. So can you talk to us a little bit about the program, the title of it, what inspired it, all of that?Jessica: Sure. Secunda and I both work with an organization called Project Curate that has been hosting conversations here in the city around race, religion, and social justice. This semester we're gonna be starting a curriculum that we're offering to the community. We're asking folks to come out and join us over the course of several months--we'll meet once a month on Saturdays--to work through a book called Emergent Strategy. This book has really--a lot of us have read it, those folks who are really interested in building community and doing justice work, but this book is a little different than the usual kind of social justice how-to or the activist how-to. It's not a manual for how to do that. It actually asks folks to sort of stop and pause and ask themselves how they can shift their own practices, their own personal interactions, their own behaviors, do small-scale things in order to have big impacts, in order to shift the world. So that's what we're gonna be working through. The course is called Frequencies because what we're trying to do is to get people to think about how to create a kind of synergy, a relationship between other people, to think about their engagements with other people, to think about their relationships with themselves, and to think how those small-scale things, those small-scale relationships, can get us to think about how to build more transformative communities with one another. So we're asking folks to come out and join us once a month, and we can say a little bit more as we go throughout the show and share a little bit about how people can find more information, but that's kind of the gist of it, of what we're up to.Zach: That's really cool. Now who do you believe that this class is catered for? Who do you believe this class will help?Secunda: This class would help, you know, show [inaudible] towards folks who are in the corporate world, and, you know, when I think about the black and brown folks that walk into this space and how they--you know, sometimes you have to--you know, you come (on?) with a new face, put the things that you may be--the solutions, the systems, the understandings that you have, that you were taught sort of at home aside as you walk into this space, but I think this opportunity helps you to, like, think about ways that you can bring in creative solutions and build a new way to do things much better. I think that's [inaudible] for yourself and any organization. It's also for folks who are activists or organizers who are frankly wore out, you know? And they're tired of like, "Let me get 200 people in here, and maybe 50 of them will stand up, and we need 1,000 people at this rally," who are thinking very linear to get things accomplished, and a lot of times that really snatches the [inaudible] out of us. One of the things that I say, I tell people often, is that one of the things that this book does is it gives you a lot of examples of what--kind of what happens in nature. It talks about fractals and these small patterns that we consistently that really moves our world. So just, you know, it speaks to many people who really want to move (with?) the world and just need more intention on how to do that in a practical and a [inaudible] way.Zach: That's beautiful. And, you know, when you were talking about--as you both were talking about Frequencies and really the course itself and how it really focuses on being intentional with the little things, quote unquote, that you do and the people that you engage with, it kind of reminds me of a topic that we've discussed on the show around just being socially and emotionally intelligent, right? So being cognizant of who you are, being cognizant of your own emotions as well as how you're coming off and reading the social cues of others and just being intentional and purposeful with your time. So I believe there's a lot of relevance and intersection from that perspective as well. I'm curious now, who else would you say--when you kind of talked about Frequencies, you talked about Project Curate--who would you say that inspires this work for you all? Who would you say really, really is someone that you would point to and say, "Wow, this is why we do what we're doing."Jessica: You know, someone for me that came to mind is someone who was talked about a lot in this book that we're working through, and that's Octavia Butler, who was actually a writer, a novelist, and was a specialist in what people now know of as science fiction writing, believe it or not. So what I think what's really dope about Octavia Butler is what she asks us to do is imagine a world beyond the one that we see right now, and that that world that we want is actually possible. We can create that, that the structures that are in place now, that are unjust structures, those can be rethought, but it's--one way to go about that is to, you know, work for kind of large-scale change and to do the activist work and to hold up the signs, but another way to do it is to think about how to build community with one another, how to be in relationship with one another. And so when I think about her work and I think about her writing and I think about her thinking, she laid out a blueprint for us to think about how to do this in a way that is more holistic, more just to ourselves, because I think what we were recognizing is that a lot of folks who are in this fight for justice or a lot of folks who are trying to make a change on their jobs, whether that's in the corporate world or elsewhere, feel like they have to take on a lot and do a lot, and that's true. I mean, they do have to do that, but what would it mean for us to scale it back and think about these just--starting with your relationships, starting with the relationship with yourself, right, and making sure that you are doing justice to yourself. Those kind of questions will come into play, and when you say who inspires us, I think definitely Octavia Butler's writing is definitely a part of that.Secunda: And I also think of--and one of our team members brought this up about those folks who are excited about, you know, shifting our world or shifting our systems, and to--I think about folks who would have an opportunity to start off with a clean slate, right? So there are those of us who have been practicing in a way, you know, corporate tells you. You know, the way you learn in school, the way you learn to organize or do something just in a corporate structure, and then there are those who are just getting their feet wet, and they come in with a clean slate, and they have an opportunity to create something from a more holistic perspective, right? Instead of watching all this--you know, somebody like myself, there's a lot of things I had to unlearn, right, and put into practice, but a person who's new to this, our young people, our younger students who this is their first opportunity to do something, to ignite other people, right? To move themselves and the people around them and to really have the tools to do that in a way that is beneficial for themselves and the people around them. Like, it is--you know, it's like you look at a--in our organizing work, like, we move in a non-linear structure. Like, we are a (leadership-full?) group, and, you know, as we've done this coursework and as we've had these different conversations, we encourage that and we've, you know, taught that in a sense. I hate using the word teach, but we've created space for that. But this takes what we've done--it's like looking at a cell and then breaking it down to an atom. This takes what we've done and just breaks it down in a very easy to sort of easy to ingest--not easy to ingest. [laughs] Way. Yeah, you want to?Jessica: Mm-hmm. Yeah, I think that's true. A lot of the conversation around, you know, how to--how to bring change, again, is we think--we think big, and we think large-scale, and we think how do we organize? This is kind of what (Sec?) said earlier. You know, "We need 100 people to come up in this space," or, you know, "If we want to make a change in the corporate world, we need, you know, 50 employees to help us to sign whatever petition," or whatever, but what this asks us to do is to kind of break that down on a smaller scale and say, "How do we engage--" Let's just start with how we engage with one another. How do we shift--how do we shift the culture of a place, right? How do we shift--yeah, how do we shift our engagements? How do we shift our thinking? It may not mean us meeting, you know, every Saturday to do some kind of direct action, but it can mean me agreeing with myself to say, "When I walk into this space, there's a particular type of energy that I want to bring into this space," or "When I engage with Secunda, I'm gonna make sure that--" You know, if I know that I have a very strong personality, I'm gonna step back and make sure that the way--if I want, you know, to have equality and equity in the world, well, maybe I need to figure out how to have equality and equity in my relationship with Secunda first, right? So that means I need to step back a little bit or think about the ways that I may take up all the air in the space in a room, and then think about how that can--those small-scale things can lead to a sort of cultural shift in how we engage with one another.Zach: This has been an incredible discussion, and I want to make sure, before we get too much further, that folks can know where they can learn more about the program. So would you mind sharing the information for that?Jessica: Yeah. They can go to Project Curate.org. That's our website, and they can go--there's a little Events link there that they can go and visit, and that has a list of our--of the curriculums that we're offering this semester. They will find Frequencies there, and they can register there on the site. Our kickoff is going to be Friday night, September 7th, and that's just gonna be a gathering for folks who have registered and who want to participate with us. We'll have a, you know, small kind of eat food, you know, kind of greet thing happening [inaudible], then kind of introduce everybody, and then our very first session, when we begin to get into the work, will be Saturday, September 22nd, and we'll have more information on the website about locations and that kind of thing.Zach: This is really cool, and so what I want to make sure is we'll have the information, Project Curate.org, that website, in our show notes so folks can direct from there, and then we'll make sure to encourage our folks to check it out, especially if they're in Houston, right? If they're in Houston to check it out and to engage with it. So it's really exciting. So before we go, any shout outs or parting words?Secunda: Parting words? Just thank you for having us on, and I just want to encourage people to just begin doing the move of just doing a little research on [inaudible] and some of the conversations that are available on [inaudible], and I think of where, like, you'll be really intrigued, if you're not able to attend the class, just to start the conversations at home with yourself.Jessica: Yeah, and I'll add--you know, what's a beautiful thing about this is all of the material that we're using is really written and produced by black women, and so it's a really beautiful thing to think about how this presents an opportunity for us to really, I don't know, mind the beauty that's there of our culture and what people are producing and the new [inaudible] that people are putting out, and so shout outs to all the black women who are doing innovative work out there, and we hope that this space will really encourage folks to sink deeper into the work that's there.Zach: Absolutely. I'm so excited and thankful that you guys were here, so thank you, thank you both. Excuse me, I said you guys. I should be more inclusive with my language. I'm so thankful that you both were able to join us, and I think when you talk about--when you talk about the community and the relationship aspect, that's so relevant for Corporate America because so often when we talk about inclusion and diversity or we talk about creating some type of change we talk about it at this high level, almost like top-down approach, where as really if it's a people-driven thing, then the focus should be the people, and it's not really ever going to--you're not really gonna see any major transformation organizationally, socially, politically, whatever domain you're operating in, until you're able to actually operate and start at a people--person-to-person perspective, and I think this course, and really Project Curate as a non-profit social impact organization, really reinforces that, and so I just want to thank you both again. And that does it for us on the show, so thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been listening to Secunda Joseph and Jessica Davenport, members of Project Curate. Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with community leaders and social impact entrepreneurs Secunda Joseph and Jessica Davenport to learn about their work to achieve social justice, racial partnership and improve social and emotional intelligence.

Learn about Project Curate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We sit down with community leaders and social impact entrepreneurs Secunda Joseph and Jessica Davenport to learn about their work to achieve social justice, racial partnership and improve social and emotional intelligence.</p><p><br></p><p><a href="https://www.projectcurate.org/">Learn about Project Curate </a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1257</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Tye Miles</title>
      <description>In this episode, we discuss the practical importance of self-awareness with international coach, public speaker and entrepreneur, Tye Miles.
Learn about Tye Miles here:
https://www.tyemiles.com/</description>
      <pubDate>Fri, 14 Sep 2018 06:15:00 -0000</pubDate>
      <itunes:title>Tye Miles</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>23</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>In this episode, we discuss the practical importance of self-awareness with international coach, public speaker and entrepreneur, Tye Miles.Learn about Tye Miles here:https://www.tyemiles.com/TRANSCRIPTZach: What's up, yall? It's Zach with Living Corporate, and yes, you're listening to another B-Side. Now, yes, we've introduced the purpose of a B-Side before, but remember, every episode is someone's first episode. So for our new folks, B-Sides are essentially random shows we have in-between our larger shows. These are much less structured and somehow even more lit--that's right, even more lit--than our regularly scheduled shows. Sound Man, go ahead and drop some air horns right here.[Sound Man complies]Zach: There we go. That's what I'm talking about. Now, often times we have a special guest, and this episode is no different. We have Tyeisha Miles. Tyeisha is an international coach, public speaker, writer, and entrepreneur. Her company, The Inner Work, trains women, leaders, and service providers with a desire to make a greater impact ready to create their own success, know their worth, and craft realistic plans to achieve their goals so they can manifest their full potential with the fulfillment of serving others with their gifts. Tyeisha, Tye, welcome to the show. How are you?Tye: I am absolutely amazing. Thank you so much for having me speak to your tribe today. I'm really excited about this.Zach: Come on, now. My tribe? I like that language. Now, [laughs] today we're talking about social intelligence. So, you know, as I introduced you--you are a coach. How do you, as a coach, leverage social intelligence?Tye: Oh, my goodness. Social intelligence, it's incredible. It has such a huge impact on an individual's life, their personal success and their professional success cannot exceed their ability to really deal with this. As a coach, I leverage it in a way to either tap into their pain or their pride to get them to their desired results. For example--this is a very easy example that I think everybody can really get. I have a client right now who desires a physical transformation. She wants to lose weight. She's tried to lose weight. She's tried to lose weight several times in the past. And so with this social intelligence, I tap into her pride because--you know, I let her know, "You're not a quitter. You're loyal to yourself. You're competitive, and you're diligent. That's the reason you're here talking with me after you have tried XYZ in the past. You're still at it. You still want your goal, and so I used that by knowing her, you know, hearing her pain, I used that to help her get to her desired results.Zach: Can you talk to us a little bit about your story and how being able to effectively manage your own emotions while reading the emotions of others was so important for you?Tye: Absolutely. So a little bit about my story. I am a mother. I became a mother at the age of 16. Happily married for 17 years now. I have three incredible children, and I believe in being transparent. That's what makes me a (big?) coach, so I'm gonna be tastefully transparent here with you all today. [laughs] So I like to, like, draw a comparison 'cause I think people can really get it. For me, I grew up in the projects. Had my first baby at 16. I was sexually abused as a child by someone I trusted, and even sexually harassed on the job, and so I'm sharing those few things to kind of share, you know, my thinking before because of these experiences, and a lot of us in our adult life, you know, these things are showing up, you know, really blocking our success personally and professionally. So for instance, before I really understood what emotional and social intelligence is and how important, you know, that piece of the puzzle made in my life, me growing up in the projects, I had the mentality that I wasn't good enough, that I was always gonna be a part of the status quo. You know, me being sexually abused as a child, I had the understanding that I can't trust people, even the people that are closest to me because they're always looking out to serve themselves, you know? Being sexually harassed at work, it made me intimidated by men in authority. Being a teenaged mom, becoming a teenaged mom, I was a straight A student. I became known as the sneaky smart girl, and that made me, like, sort of over-correct for my past mistakes, always seeking the approval of others to a fault. And so all of these things show up in my adulthood. It wasn't really until about 7 years ago I was like, "Okay, I can't continue to live my life like this. What am I gonna do different?" Of course they showed up in different scenarios. So since taking the time to really understand and get to know myself, I've been able to first acknowledge where that mindset, that habit, that pattern of thinking came from and how it was showing up in my life. I had to acknowledge it, but then I also was able to say when these types of situations of happen, when I'm in the board room with a male, I know from my past usually it makes me intimidated and I take myself out the [inaudible], just letting men lead, but because I'm aware of how my past responses were due to that emotion, I'm able to intellectually change. I'm able to be aware of that and change and adjust my response, like, in real-time, based on what I know about myself. And so it's literally transformed my life. It's literally transformed my life, and it's so very important. I really believe that the most neglected relationship on earth is a person's relationship with their self. We do not take the time to get to know ourselves. We become adults who allow stuff to crowd out our lives, and we never come back to really understanding who we are. Zach: That's so--that's just so profound, right? And it's just so interesting, your point around the fact--you said the biggest relationship we don't develop or pour into is the one with ourselves, because [inaudible]--so I'm a consultant. There's people I meet every day and I work with, I'm like, "Are you not aware of the way that you're behaving?" Like, I'm not a psychologist, but it's like, "Are you--like, where are you right now? Why would you do that? Why would you say that in this context, in this particular scenario?" And it's--to me, it speaks to, to your point, a lack of just self-awareness, but when you say self-awareness I think of it in a much more just intentional and deeper way, self-awareness kind of being like okay, where are you in where you're standing and making sure you don't trip over something. Off the tails of what you were just speaking to, I'm talking about genuinely understanding and knowing yourself and how valuable that is and how you interact and engage with others, so that's just so profound. I'm curious, when you talk about, you know, your experiences and how you've transitioned into being a coach and a public speaker and an entrepreneur, what were some of the biggest challenges with that? Especially as a black woman. What are some of the things that you've had to navigate and manage through?Tye: I think the biggest things for me--two big things that just stand out the most to me. One, there is a lack of munity in our community. I'm sure it affects all of us, but we really, as black people and as black women in a category of our own, we tear ourselves down. We tear one another down. And the second thing, we have to learn how to honor differences. These are the two biggest challenges. How to get along with someone, how to come together collectively to fulfill and achieve an overall goal, and honoring differences. We can work together, although we do not think alike, you know? So for instance, I found that in my transition, interestingly, men allow me to come in. Men, male professionals, allow me to come in and own my awesomeness. They allow me to come in and be the bold, vibrant, energetic Tye doing her thing whenever I work a project, whereas I've found, as a black woman around black women, there is this sense of--this sense of heightened insecurities, or they feel threatened. I have a presence. I'm a 6 feet tall black woman, you know? I have short [inaudible] hair, and I'm very confident. I had to learn how to be very confident, and these things I've found--not all women, but a lot of women, they want me to dim my light. They want to keep me in this box because they don't want me to show them up, and that's not my intention to show them up, it's because of an insecurity. I strongly believe that, you know, as a coach, as I'm in my public speaking atmosphere, when I'm going into trainings, when I'm looking to collaborate and co-create with individuals, you know, we have to understand that it's--you know, we're only as strong as the weakest link and that when you surround yourselves with strong individuals, you yourself--you're pushed up as a strong individual yourself. It doesn't take away from who you are. It actually adds credibility and value to who you are, to your organization and what you're doing, and so, you know, those are the two biggest challenges, just really navigating--you know, how can I go in and not step on toes but reach the goal? You know, use what I have and take what they have to reach a common goal, and then just understanding how to have effective communication in a way that honors the differences, you know? We succeed and achieve what we set out to do.Zach: You know, what advice would you give younger professionals who are trying to navigate this corporate space as it pertains to social and emotional intelligence?Tye: Oh, gosh. This is so good. One, I believe and I have found that your dollar is in your difference, and what I mean by that--in a corporate space it can be highly competitive. There's several people that may be doing what you're doing, and so in that you need to master your craft, you know? Don't just go in being okay building your skill set to the status quo. No, go in and learn everything you can learn. Do the things that other people don't want to do. Don't always go in with the mindset of a paycheck. Go in with the mindset of "How can I best use what I'm learning through a certain experience to maximize my potential?" And then be authentic. Be yourself, you know? Like I said, the skill set--they can go get anyone to complete a role or to do a certain duty, to fulfill a task, but they can't get you. They can't get your personality. So the two of those alone, which to say is your dollar is in your difference. My dollar is in my difference. I defined that. I determined that by mastering my craft, taking what I do seriously, and being myself. And then the second thing I would say is just really to know your worth, independent of the opinion and approval of others. Know your worth. Don't allow what other people think about you--don't allow your title, their title, your money, the knowledge of their money, their description of their role, to make you feel any less. Know your worth independent of anything else, and then when you're able to do that, when you can just build your confidence to the place where it doesn't matter what another person thinks about you, your confidence is on 100, you become unstoppable. Confidence is attractive. It is a virtue that every young individual needs in the corporate climate. It's attractive. Naturally you're gonna be happier, naturally you're gonna get your job done easier. You're gonna be able to make friends while at work. You're gonna be able to get things done without rubbing people the wrong way unnecessarily. Zach: We talked about the fact that you're a coach and that you have a variety of clients and that, you know, you've been doing this for a couple of years. Now, where can people learn more about you?Tye: Absolutely. You can find me on social media - Facebook, LinkedIn, Instagram at @thetyemiles, and I'll spell that out. T-H-E-T-Y-E-M-I-L-E-S. That's on all social media platforms, or you can just go over to my website at tyemiles.com. Zach: Awesome. Well, we'll make sure to put that in the show notes so that folks can engage that further. Now, this has been a great conversation. Before we wrap though, do you have any shout outs?Tye: I just want to send some love to you for having me on. Speaking to your tribe has been a pleasure. To my husband, who has been an absolute tremendous support through all of my different phases, and to my children. To my children. So thank you again for this amazing opportunity just to share my raw thoughts.Zach: This has been awesome. Now, look, guys. That does it for us on the Living Corporate podcast. Make sure you follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. We also have a Patreon, so you can spare a dollar a month--I know you can, I hope you can--spare a dollar a month to support content that explores the perspectives and experiences of black and brown people in Corporate America. Show us some love. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. My name is Zach. You have been listening to Tyeisha Miles. Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>In this episode, we discuss the practical importance of self-awareness with international coach, public speaker and entrepreneur, Tye Miles.
Learn about Tye Miles here:
https://www.tyemiles.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this episode, we discuss the practical importance of self-awareness with international coach, public speaker and entrepreneur, Tye Miles.</p><p>Learn about Tye Miles here:</p><p><a href="https://www.tyemiles.com/">https://www.tyemiles.com/</a></p><p><br></p>]]>
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      <itunes:duration>1016</itunes:duration>
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    <item>
      <title>Teri Ijeoma</title>
      <description>We sit down with full time day trader, Teri Ijeoma to talk about her journey and get her tips pertaining to building financial independence through investing.
Learn About Teri here:
https://investwithteri.com/</description>
      <pubDate>Wed, 12 Sep 2018 09:00:00 -0000</pubDate>
      <itunes:title>Teri Ijeoma</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>22</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with full time day trader, Teri Ijeoma to talk about her journey and get her tips pertaining to building financial independence through investing.Learn About Teri here:https://investwithteri.com/TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and yes, you're listening to a B-Side. Now yes--of course yes, we're late into the first season--we've introduced the purpose of a B-Side before, but every episode is someone's first episode. So for our new folks, B-Sides are essentially random shows we have in-between our larger shows. These are much less structured and somehow more lit--that's right, more lit--than our regularly scheduled shows. Sometimes they're discussions with the hosts we have, extended monologues, or maybe just a chat with a special guest. Today we have another great special guest, Teri Ijeoma. Teri is an educator turned real estate agent turned NPO executive turned educator again turned real estate agent again turned full-time investor. That's a lot of switches. Today, Teri travels the world and invests from the comfort somewhere near the last postcard that you got.Teri: [laughs]Zach: [laughs] Teri, welcome to the show. How are you doing?Teri: I'm great. How are you? Thanks for having me.Zach: Thank you for being here. So I know you love traveling. What are some of your favorite cities?Teri: Oh, man. I think my biggest surprises have been Seoul, South Korea. I thought Korea would be something totally different than it is, but it's just so beautiful. And then Tel Aviv is real. It's like a mix between Chicago and Miami. It's gorgeous. It's beautiful.Zach: That sounds incredible. So today we're talking about financial freedom. I know I set you up in your intro, but what does financial freedom mean to you? And what have you done to move closer to achieving it for yourself?Teri: Wonderful question. For me, financial freedom means not having a boss. My testimony is that I've worked so hard to help other people's dreams come true. I was always the first one in the office, the last one to leave, but then I realized, like, I was helping everyone else's dreams just get bigger, but not my own. And I'd have my own passions on the side, so I'd be doing real estate and helping other people on the side and investing on the side while I was spending most of my time helping other people's dreams come true. So for me, financial freedom is being able to have the money to do what you love when you want to, and that's why I started trading and investing, so that I could trade and travel. Zach: So speaking about investing, what would you say are some of the common misconceptions that are associated with being an investor or actively being engaged in active investing? What would you say are some of the common misconceptions?Teri: A lot of people feel like they're just not smart enough, like they have to be some math major or know numbers to be able to invest, but really you just need to be able to see companies that you like and see trends and go for it. Another big misconception is that you have to have a lot of money, but I think that you should learn the skill when you don't have money so that as you do get more income then you can learn how to make it multiply as it comes in. Those are probably the two biggest ones that I see a lot, people just being scared or thinking they don't have enough money to start.Zach: Okay. Now, I'm not trying to give your sauce away, right? But if you had to give three tips for how folks interested in investing should get started, what would they be?Teri: Of course I'd tell people to take my class because I think taking classes is important.Zach: Yes. [laughs]Teri: I've been trading eight years. In the first seven years,I can honestly say I was just trying to do it on my own and losing money. It wasn't until I took classes and went to school that it actually started--like, started growing and becoming something that I could truly live off of. So I think education is important. Another thing is pick good companies. A lot of people want to invest in penny stocks and things that aren't really that good of a company. You really make money when you invest in valued companies that can give you good returns, and we do have a class on that too, like, how to pick good companies. And then I think the next part is being able to protect your portfolio. I hear so many stories of people who blew up their accounts because they made this big investment that they thought would be the best thing, and then it went down and now they don't have any money left. So I think you need to learn how to protect your portfolio. Like, did you know you can actually put orders in that will get you out of a trade if it goes down? Like, you can automate that so that you can go to work and don't have to think about it. So I think being able to protect your portfolio is important too.Zach: Well, see, this is the thing about when it comes to investing for me. I'm pretty risk-averse when it comes to that space, and so for me I know that I would really benefit from going to some sort of class to formally learn because when I think about day trading, I think about investing, I think about, like, Wolf of Wall Street, or, you know, if I want to go old school, like, Trading Places. I think about, like, very volatile, risky activities, right? So, like, you know, my investments really center around my Roth IRA, my 401K and longer-terms (holes?) that I have, so I definitely believe when it comes to--when it comes to being a little more engaged in that space, I have plenty of--a ways to go, and I would actually venture that a lot of folks who are listening in have a ways to go as well. So, you know, where can people learn more about you? And if I wanted to learn from you about trading, how could I do that?Teri: Sure, great question. So we have a website called Invest With Teri. So investwithteri, T-E-R-I--and that's all one word--dot com. If you go to my website, you can put in your email address, and we'll send you updates of our new fall enrollment. We actually have online self-paced classes, and then for advanced students I have actually one-on-one coaching to help them invest. So I think that's a great place to start. And then just in your comment about, like, 401Ks, I think that's always great to invest in retirement, but a lot of those are only giving you, like, 2%-5% returns, where as the market last year was up 25%. So there was a lot of upside that you missed out on if you weren't actually looking at companies for yourself. So I think we just don't get taught that kind of stuff, and we should be. Zach: No, I absolutely--I agree, and I think, to your point, we don't think about that, right? We're like, "Okay, look. We got this job. Let's just hold on to what we have." We're not necessarily trying to put ourselves out there and really over-extend or expose ourselves more than we feel like we need to, but to your point earlier when you were talking about financial freedom and really being in a position to not have to work for somebody else, what you're talking about speaks to a certain level of intentionality, right? And effort, because it's easy, right--again, I have a 401K and I have a Roth IRA. I'm not shaming people who are in that bucket who are like, "I'm just gonna invest in these spaces." It's just that to really get to that next level of financial independence it's gonna take a certain level of intentionality on an individual level, right?Teri: Exactly, exactly.Zach: So this has been a great discussion. Before we go, do you have any shout outs? Any parting words of wisdom?Teri: Thank you so much for letting me come on the show. I just help people to take risks. Like, you won't be able to get to a higher level if you never take risks. So invest. Like, invest in anything, just something. Take a risk, and you'll do better.Zach: [laughs] This has been great. So this is what we're gonna do. We're gonna make sure that we have all of your information in the show notes, and we'll shout you out to make sure folks sign up. Guys, people, if you're listening to this, make sure you at least give Teri's info a look. She has great resources, great information, and I am positive that you will be happy with what you see, okay? So that does it for us. Thank you for listening and joining us on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been listening to Teri Ijeoma. Peace. [winding down sound effect]Zach: Yay. [laughs] Teri: [laughs]Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with full time day trader, Teri Ijeoma to talk about her journey and get her tips pertaining to building financial independence through investing.
Learn About Teri here:
https://investwithteri.com/</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We sit down with full time day trader, Teri Ijeoma to talk about her journey and get her tips pertaining to building financial independence through investing.</p><p>Learn About Teri here:</p><p><a href="https://investwithteri.com/">https://investwithteri.com/</a></p><p><br></p>]]>
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      <itunes:duration>726</itunes:duration>
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    <item>
      <title>#SayHisName : Botham Jean</title>
      <description>We break from our normal formatted shows to share our feelings on the killing of Botham Jean by police.
Information on the killing of Botham Jean
Botham Jean Go-Fund-Me
Campaign Zero</description>
      <pubDate>Sun, 09 Sep 2018 08:21:00 -0000</pubDate>
      <itunes:title>#SayHisName : Botham Jean</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>21</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We break from our normal formatted shows to share our feelings on the killing of Botham Jean by police.Information on the killing of Botham JeanBotham Jean Go-Fund-MeCampaign ZeroTRANSCRIPTZach: What's up, y'all? This is Zach.Latricia: And this is Latricia.Zach: And you're listening to Living Corporate. We've said it a few times before, but I want to reiterate - Living Corporate is not a current events podcast. Our content has been consistently evergreen, however that isn't the goal to itself, right? Like, we started Living Corporate to have authentic, courageous discussions around topics that explore the perspectives of folks that are often ignored in the workplace. So we're gonna break from our typical format and talk about Botham Jean, but at a larger level, black death at the hands of police, the effect it has on black observers--particularly those in the workplace--and what companies at large can do, and what professionals can do, and not do, to promote empathy and allyship. Latricia, can you talk about how you felt when you heard the news of Botham Jean?Latricia: Yeah, it was really tough. It's been a day now, and I'm still processing everything. But yeah, it was a normal Friday for me. Woke up, got on client calls, different meetings, and I didn't really have enough time to open my phone and check Instagram 'cause I was so busy that morning, and then maybe around noon I check Instagram and I see very--it seemed like a very familiar face all over my IG, and I'm kind of confused as to what's going on, and I read the story, I see that another black man has been shot down by the police, and it's someone basically in my own backyard. We live in the same city. We're actually previous coworkers, and it was just unbelievable. I just remember the articles over and over again and hoping, you know, maybe he was shot but he's not dead because I just could not--I just couldn't believe it. It was tough, and I will--I wasn't able to focus at work at all. I just shut down. And, you know, I know I had, like, different things that I needed to get done for the day, but in that moment I was just like, "I can't." Like, I'm sitting here, like, trying to work, but I'm still on Instagram, still--you know, I have the TV on, I'm watching the news, I'm--you know, I have different people reaching out to me, and I just couldn't focus, and so that day I just had to shut down early, yesterday. How about you, Zach? How'd you feel when you heard the news?Zach: Yeah. So--so at first I just--like, I saw it because--I was in the middle of my work day, so I saw it, and it didn't--it didn't resonate to me as to what was going on, right? So I was like, "Okay, what is this? So you're saying he was in his apartment, and he opened up the door and he was killed in his own apartment by the police?" And there was--like, for me, my initial feeling was just complete just--again, just--I don't--I don't want to say shocked, but I--somehow I was shocked, I guess because as many times as we've seen this happen before, this one seemed to be just so, if somehow possible, even more egregious and indefensible than all these others indefensible moments, right? This man was just exi--looking at the story, it's like he was just existing in his home. He opens the door and he was murdered, and for me it--then I went from being, like, just shocked and confused to being, like, angry because of the way that the story is being shared, which is "So a police officer thought it was their apartment and then shot the person who opened the door because they thought it was an intruder?" And it's like--it's like, look, I try not to be overly arrogant, but, like, don't insult my intelligence. That statement in itself doesn't even make any sense. Like, that's the--I'm calling shenanigans on that. That's ridiculous. So then--so then it went from just disbelief, shock, to anger, to then just mournful, right? And, you know, all these deaths are close to home. You know, they could be my brothers, my sisters, my parents, my friends. They could be you. They could be me. And I know we've talked about this on the mental wellness episode, but this one was jarring because our profiles are so similar. Black man. Minister. Super close to his mom, and he's in consulting. And, you know, I had to step away and just allow myself a few tears before I kind of got back to work 'cause I was working with others, and, you know, other people, they heard about the news and it was kind of like, "Oh. Hm, okay," but, you know, on my flight back home, you know, I had a window seat, and man, I just put on some music and I wept. I wept. I cried really hard. You know, Latricia, you and I, we exchanged a lot of text messages about this. You know, do you feel as if you have the emotional liberty to, like, mourn these things at work?Latricia: Yeah. It's interesting because we were in two different settings when this happened, right? You were actually physically in the workplace around other people. Every Friday I work from home, and so like you did on your flight back home, I wept. I cried and cried, and the tears just came out, you know, here and there. And, you know, being in my own home, right, I can do that. I have this space. I feel like I'm protected in my own home to do those types of things, but to be honest with you, no. I feel like when I'm in the workplace I just have to work through it, and it sucks because I don't feel like it's a reason--I don't feel like it's reasonable to other people when I mention things like this and how it affects me mentally. Even yesterday, you know, I contemplated over and over again, like, "Do I tell a coworker how I'm feeling right now?" And if I do that, you know, will they think--will, like, they understand where I'm coming from? Will this be a valid reason to grieve in their mind? But surprisingly I did--you know, I've learned to be a lot more open. I think the Living Corporate podcast has helped me build up a lot more courage to speak about some of these things, and I did have a conversation with some coworkers on Friday, and I let them know, like, "Hey, I don't know if you saw this in the news, but it's really bothering me," and, you know, we exchanged a couple of text messages, and they were very understanding, and so, I mean, I was very fortunate that, you know, I'm really close with my coworkers and they tend to be open-minded people, but it was difficult, right? It's just not natural for me to have those types of conversations with my coworkers.Zach: Yeah. No, I feel the same way, and so, you know, multiple studies have shown that witnessing death or hearing about the death of black people can produce PTSD-like symptoms for black people. So to your point, like, consider feeling like that, but everyone around you who doesn't look like you is just continuing on like life is normal, right? So emotionally, like, you're on an island, and you feel stuck. You're confused. You're mad. You may be scared, and you're ignored, right? So it's like I already feel--I already feel like this. So then compounded by respectability politics, and to your point around, like, feeling as if, you know, I won't be seen as reasonable, or I may be seen as out of control or just emotionally unstable, which then could affect my financial well-being, you know? It's just--you feel even more isolated, and I guess for me historically that's always been the case. Like, so starting from, like, Trayvon Martin, which I recognize was a police-involved murder of a black person, but Mike Brown, right? So every--each one of these situations. If there's ever a situation where a black person was killed on camera by the state, you know, I would have coworkers--never once has anyone been like--one, just keep your opinions to yourself. There's always some type of opinion being shared, and it's always, it's consistently been "Well, we need to know all the facts." "Well, you know, it seems as if they had a criminal record," and, you know, "It seems as if though they should've just been complying." And so I'm in the middle of hearing all of this. I am a black person. I'm hearing my coworkers--who I'm gonna have to work with, and my job, my livelihood, is built upon and dependent upon me working with them--hear them make these statements. Meanwhile, I'm mourning, right? And so it's just tough. Like, you just feel stuck.Latricia: Yeah, it is. It's so interesting some of the different things that you bring up, like respectability politics and how they always insert themselves into situations like this, and they're often used to completely reject the validity behind some of our concerns around police brutality. And it's even tough for me to say this, but this situation with Botham Jean is very interesting because we know that he worked for PricewaterhouseCoopers. That's literally in almost every single headline in the news. He was extremely intelligent, went to, you know, Harding University, recognized by chancellors and, you know, obviously very smart if you work at a very competitive firm. And so now it's kind of interesting, right? Like, I feel like a lot more people are kind of engaging in the conversation. Granted we don't know all the facts, and I've still heard the "we don't know all the facts" commentary, but it's interesting though, Zach. Like, I don't know if you--I don't know if this is gonna be what wakes people up, and if it is it's unfortunate that, you know, this is what it takes - more black men dying, more black women dying, but I feel like a lot more people are starting to somewhat engage in this conversation, a lot more people that don't look like us. Zach: Yeah, no. And to be clear, right, like, there'd be--there are times when I've talked to people, you know, who don't care about black and brown folks dying at the hands of police, and I've told them in confidence--I say--and it's always professional, but it's very direct, and I say, "Look, recognize that you have--you have coworkers that look like the people that are being killed in the media, so there should be a level of empathy from you because it could easily be a coworker," and to your point about the fact that you used to work at this company, he was a coworker to thousands of people, to so many people, and regardless of--regardless of the fact that if he wasn't intelligent, which he was, if he wasn't a minister--and everyone is saying he was a community servant and of course very engaged and loving with his family. If he was none of those things, he was still a human being. But it compounds the fact that he was someone--he was someone on this earth that was, quote unquote, doing the right thing, simply existing, and now he's gone. And so now people are hopefully, to your point, paying attention and having these discussions, but it goes beyond just having discussions about it after the fact. It's about being present and empathetic and aware, generally speaking, just, like, every day. And, you know, what's gonna frustrate me but I'm sure it's gonna be part of the narrative is "Oh, he was one of the good ones." It's like, "Look, all of these people are human beings, and none of these people deserved to die." It's frustrating that people have to--like, stuff has to be brought to your front door before you can empathize. And, like, he shouldn't have--he shouldn't have been murdered senselessly liked this for people to open their eyes. There's been fifty-'leven deaths of black people. I mean, we'll talk about this later in the show, but we're gonna--we'll point you to resources and research that shows the amount of death and trauma that black folks have been going through by the hands--at the hands of police, right? And, like, this is not new. I'm just--and I'm frustrated. Like, you know, this might be the only show where everyone's really hearing me, like, genuinely upset. Right? Like, I'm hurt. Let's keep it going. So I known that we've come together, and we have a list of some things that we wanted to talk about, so why don't you go ahead and talk about that, Latricia?Latricia: Yeah. So, you know, what can we do when it comes to how we address these things in the workplace? We don't have all the answers. You know, I brainstorm about these things all the time, and I think from, you know, the C-Suite level, you know, what can we do? These corporations have so much power and influence and, you know, the list is so long, but I still get stuck. Like, I start to think about, you know, coalitions that can be built and, you know, voting and things like that, but then I just wonder, like, how is this really gonna impact the day-to-day experiences of black and brown people? And so I thought about it, and I was like, "Okay, well, let's just--" I thought about it and I said, "Let's just scale this back a bit and look at this at a more micro level. What can we do in the workplace as coworkers to address situations like this when they come up?" And unfortunately it's happening way too often, and so Zach and I were kind of thinking about it, and there's three things that, you know, we think are really important to remember at times like this. One is to not ignore pain. And so we talked about our pain throughout this episode. We've both been very open and honest about how this has affected us, you know? It's been 48 hours now, and it's important to be able to grieve, right? It's a human response to tragedy, and so when it comes to, you know, being able to mourn or grieve, you do need the support from your coworkers. One thing that we talked about on a past episode related to mental wellness when I interviewed Dr. Tobi Odunsi was the concept of calling in black, you know? It may sound funny, but it's real. If you need to tell your manager or your coworker or, you know, staff that you manage that you need time to grieve in a situation like this, allow yourself that time. Don't--you know, be reason--I mean, obviously, you know, if you have things that have to get done, you know, figure out a plan to get it done, or if you don't have the time to figure out a plan don't, you know? Take the time out for yourself to grieve and, you know, as a coworker it's important to be understanding when someone needs that time. Zach: So two is empathy, and so--you know, empathy means putting yourself in that person's shoes, but, like, let me just be really frank, right, about, like, just a practical definition of empathy. When a black person is dealing with, or you know that--you can tell. You ask them or they bring it up or if you see something in the news of someone dying at the hands of police and they happen to be a black person, just pause and imagine if that person was white, right? So how would you feel if that person was white? Okay. So then those feelings, just apply them to that situation and then you have empathy, right? So empathy is regarding someone else's situation as your own. Empathy is imagining and positioning yourself to think about that situation practically affecting you. I think it's just so easy. I remember--during the Ferguson protests, I remember--I was at work. I just remember coworkers being like, "Okay, yeah, we get it. He died. Okay, we get it. All right." Like, "What's the big deal? People die every day," or "They're going about it the wrong way," or whatever. And even more recently the kneeling, the protests against systemic injustice and police brutality and systemic racism, right? People talking about "That's just the wrong way to do it," "That's the wrong platform," "This is disrespectful," "I don't understand what they're talking about," "The real issue is black-on-black crime," and whatever else other talking points you want to have. Like, just imagine that it was a white person going through whatever it is that that black person is going through. Just put a white person--just replace the black person with a white person. We know that empathy exists. Like, I've seen people practice empathy with others. I've seen it. There was a situation when, like, that kid was bullied. He was bullied, and he was, like, an elementary school kid. He was bullied, and they raised like a hundred something thousand dollars for that kid, right? Because he was being bullied, and it was--so they decided to empathize by supporting that child and family financially, right? So it's not as if we can't empathize, it's about making a choice to empathize by viewing that person as equal to you and a part of your community, and I do believe that we're more similar than we are different.Latricia: And the third thing is to be authentic during situations like this. So this really does piggyback off of showing that empathy, and I can give an example of authenticity. So the great thing that I really do enjoy about my job is the opportunity to travel. It can suck sometimes with personal life, but it has afforded me the opportunity to meet people from all walks of life, and so a young Nigerian girl from Dallas, Texas, is not as likely to come across, you know, a 40-year-old Egyptian man from Boston, Massachusetts and call him her friend. I've had that opportunity to meet all different types of people, and I was really surprised on Friday when multiple coworkers reached out to me just to check on me and see how I was doing, and none of them were black. They were different races, different sexualities, different age groups, young and older, and I really did appreciate that, and I appreciated it because they were being authentic. I know for some people they may feel like, you know, a black person dies and so you have to text the only black person you know or you have to text the first black person you can think of. And, you know, that can make some people uncomfortable, and I completely understand that, and I've felt uncomfortable in situations like that before as well, but when I know it's authentic and it's coming from a true place of just, you know, someone caring and someone trying to be understanding and making sure that I'm doing okay, that really makes this job so much better. I think, you know, as Corporate America becomes more and more diverse, we have the opportunity to get to know more people on an authentic level, not just, you know, as your coworker who you manage or they manage you, but just a person and as people. So I will say, like, that really did help me cope yesterday when I received all of those heartwarming messages from my coworkers, and like I said before, it really does help.Zach: I mean, 'cause in these moments--and I think--what I really think that people don't recognize is that in these moments when--when you kill someone, when you murder somebody, you're making a statement about your position on their humanity. And so when someone is killed, someone is murdered, someone dies at the hand of someone else, especially when they did nothing wrong, and it's ignored or there's some kind of, like, off-handed, back-handed comment made about it, whether you recognize it or not, you're dehumanizing that person who died and, to a certain extent, you're dehumanizing yourself because we're all supposed to be a part of the same community, right? Like, the colorblind people or all these folks. Like, there's only one race, the human race. Okay, so then if there's only one race, the human race, how can you be so dismissive of someone else's pain? How can you not empathize? And how can you not practice authenticity here? They're a human being. And so I know for me, to your point, like, I had a couple of friends--I had some white colleagues and friends who reached out to me as well, and those moments mean a lot for me as well because there's so many times in those situations where I just want to--I just want someone just to encourage me and the fact that I'm a--I'm a human being. If you go back and you look at the civil rights protests, men were walking around with signs that just said, "I am a man." Like, "I'm a man." That was the statement, and I think that it's easy if you're in the majority class to dismiss or undervalue how powerful it is just for someone to acknowledge and affirm your humanity, but it goes so far. It goes so far. Living Corporate, we exist to push against systems and norms that were not created with people of color in mind, and so while I don't know--and Latricia, we don't know, like, the perfect answer here. I do know that voting to change laws and measures of accountability is an actionable step. Latricia: Yep. I totally agree, and I know voting can be intimidating when we start to talk about voting at a more local level, but there are a lot of really great resources out there that can help you to stay informed and stay engaged in the voting system.Zach: Yeah, and so let's do this before we wrap up. We want to point folks to resources to mobilize them for action, so one of my favorites and the one that we're gonna be linking in this show is JoinCampaignZero.org. So they're all about ending police brutality of black and brown people in America. It's not rhetoric though. Like, they have resources and tools to help you engage critically and civically to let your voice be heard. So we all have that information in the show notes. Latricia, before we go, any other thoughts?Latricia: I'm just glad that we used this space to have this conversation. That's really why we created Living Corporate, and as Zach mentioned, this is not our typical format for the show, and we just really wanted to have this--take this time out to just express how we feel, and we hope that everyone that's listening is encouraged to be more open about these conversations. If we just keep it all within ourselves and we don't allow ourselves to have those conversations, then we're not gonna be able to push forward.Zach: Absolutely. And that does it for us on the Living Corporate podcast. This has been Zach.Latricia: And this is Latricia.Zach: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We break from our normal formatted shows to share our feelings on the killing of Botham Jean by police.
Information on the killing of Botham Jean
Botham Jean Go-Fund-Me
Campaign Zero</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We break from our normal formatted shows to share our feelings on the killing of Botham Jean by police.</p><p><a href="https://heavy.com/news/2018/09/botham-shem-jean/">Information on the killing of Botham Jean</a></p><p><a href="https://www.gofundme.com/in-memory-of-botham-jean">Botham Jean Go-Fund-Me</a></p><p><a href="https://www.joincampaignzero.org/#campaign">Campaign Zero</a></p><p><br></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1707</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>#KnowYourself : Emotional Intelligence in Corporate America</title>
      <description>We sit down with facilitator, instructional designer, meeting host and leadership consultant David Foster of Capgemini to talk about the importance of social and emotional intelligence.
David's LinkedIn</description>
      <pubDate>Fri, 07 Sep 2018 09:27:00 -0000</pubDate>
      <itunes:title>#KnowYourself : Emotional Intelligence in Corporate America</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>20</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with facilitator, instructional designer, meeting host and leadership consultant David Foster of Capgemini to talk about the importance of social and emotional intelligence.David's LinkedInTRANSCRIPTAde: “EQ is our ability to manage ourselves and our emotions. In the workplace, this means acting and reacting to events appropriately, such as maintaining your composer and ability to perform under pressure. However, as important as EQ is, it is also necessary but not sufficient for success. Confidence in navigating the workplace culture, high SQ, is the major obstacle for women and minorities. Culture is largely shaped by the dominant group, which for most workplaces is straight white men. This is not a conspiracy or a plot. We all tend to befriend people who are similar to us or with whom we have the most common. We take work breaks with our buddy. We grab a quick lunch with our friend. Women do this. Minorities do this. Straight white men do this. For the latter group however, this often results in power begetting power. Women and minorities in particular need to have high SQs. They need to be perceptive, vigilant, and deliberate in how they navigate the workplace culture. Not being automatically part of the workplace power club is a given for women and minorities. We can bemoan that fact, or we can take action. Taking offense or feeling hurt keeps us stuck. Successfully navigating the workplace culture--demonstrating high SQ--is the key to career growth and success.” The excerpt I just read from Smart Is Not Enough: Why Social Intelligence (SQ) may be the key to career success for women and minorities by Phyllis Levinson challenges what being good enough looks like in the working world, and social and emotional intelligences are the secret sauces to climbing the corporate ladder. How do people groups with lesser social capital and access thrive in these highly competitive spaces? This is Ade, and you're listening to Living Corporate. So today we're talking about social and emotional intelligence.Zach: Yeah. So I know you gave the definitions in your intro, but when I think of definitions for these terms, I think of it as emotional intelligence being your ability to understand and manage yourself where as social intelligence is your ability to understand and manage the relationships around you. Ade: That's about right. And I think it's interesting because I would argue that by the nature of black and brown folks being the minority, minorities in the workplace have some of the highest emotional intelligence, right? I mean, I know I'm always thinking about how I'm going to come across, how to speak, how to phrase my questions both in email and in person, and, you know, not live up or down to some stereotypes and come across as angry. And I'd say that's pretty common. I think that code-switching speaks to this phenomenon the most. The fact that we change our voices with the hopes of being accepted and making others feel more comfortable with us speaks to a certain level of emotional intelligence, no?Zach: No, I absolutely agree. And look, I don't think we're saying that minorities don't need help in better developing and honing their emotional intelligence, but it is me saying that you don't often see minorities in the corporate workplace with emotional, like, outbursts. In your experience, how many times have you seen someone that was not white just completely lose control at work, Ade?Ade: Never, and I definitely get your point. Your point is well-taken, but to me the social intelligence part is a huge hurdle. So the article you referenced earlier is interesting because I posit that if power resides with the majority group and people of color don't heavily engage with the majority--like you were saying, people tend to associate with people who are most like them--how do we learn how to navigate those spaces?Zach: It kind of--it actually kind of throws the whole idea or the term of social intelligence into question, right? Because it's not particularly an issue of mental capacity or capability as it is access. Like, I don't know how to manage this particular relationship in the workplace, not because I'm inept but because I don't have access to these relationships in the same ways as folks who don't look like me are. I mean, am I--am I tripping? Am I onto something?Ade: I do think you're onto something. It reminds me of our very first episode with Fenorris when he was talking about the white executive giving him the real talk in that plane, which by the way, side note, I know y'all have been rocking with us for a while, but if you haven't listened to our very first episode with Fenorris Pearson you definitely should go give it a listen. Back to reality. Fenorris was saying that it is essentially obvious when his black colleagues were trying to mimic behavior and mimic a culture that isn't necessarily theirs, and it built more distrust than not ironically. You might also remember this conversation about authenticity in our episode with Janet Pope essentially saying that people who find themselves in the minority, particularly folks of color, often put on personas that we believe mirrors that of the majority when in actuality the people around us who we're trying to mirror don't recognize themselves and they recognize that lack of authenticity.Zach: Right, and that's not really our fault. Like I said before, we don't have access because historically we haven't been allowed access. We're just now really engaging in these spaces [inaudible]. It's only been what, like, 50 years since the last civil rights bill was passed? So it's been, like, a pretty short line. The point is because of the way that Corporate America is set up, we have to have skills that extend beyond the X's and O's. It's not just critical for our growth, it's really needed for our corporate survival.Ade: Right. And you know, it would be great if we could at some point, I mean, over the course of this season, be able to speak to someone who is a bit of a subject matter expert on social and emotional intelligence. Maybe someone with outstanding communication, conflict resolution and interpersonal skills, and I would feel really comfortable, even more comfortable, maybe if they had maybe 20 years of experience as an instructional designer, a corporate facilitator and [inaudible]. And just to put some nice little icing on top, if they were actually responsible for the coaching and professional development of executives for an international consulting firm, I might just faint.Zach: Oh, you mean like our guest David Foster?Zach and Ade: Whaaaaaat?Zach: *imitating air horns* Sound Man, you know what it is. Put 'em right there. Let's go. Ade: That's never gonna fail to make me laugh. All right, so next up we're gonna get into our interview with our guest, Mr. David Foster. Hope y'all enjoy.Zach: And we're back. And as we said, we have David Foster on the show. David, welcome to the show, man. How are you doing?David: Hey. I'm doing great, Zach. Thanks for inviting me. A real pleasure.Zach: Absolutely, man. So look, as you know, today we're talking about the importance of emotional intelligence in the workplace. Can you talk to us about what emotional intelligence is and how it comes into play with how you do your job?David: Yeah. So a couple things, you know? I work as a facilitator in Capgemini's Accelerated Solutions Environment. You know, despite the fact that we're a technology company we're really in the people business, and, you know, what we specialize in in the ASE is helping people getting aligned really quickly, helping them making decisions, and helping them come up with really innovative solutions to really wicked, challenging problems, and that's not something that you can do without having a high degree of emotional intelligence. You know, as a facilitator I'm typically at the front of the room, and for me it's not really about presenting myself as an expert as much as it is shepherding people through our process. So emotional intelligence for me is something that I have to pay real close attention to. You know, when I think about it, there are a couple of pieces to emotional intelligence. You've got the idea of just perceiving emotions, and so for me, you know, when I'm in front of an audience or a client group, it's about trying to understand where they are emotionally. And a lot of times we're dealing with really charged topics, so understanding what position they are on that rollercoaster is really important, you know? And that's the other part of it is, like, understanding emotions. So you can perceive them and you can feel them, but you have to be able to interpret them a little bit, a lot of bit, you know? That helps you decide what questions you need to ask or helps you decide how you might shift the focus of a session or how you might even capitalize on the emotions that you're perceiving. You know, for me and my position, it's about managing that emotion sometimes, and I'm speaking not only about the client and about the audience, but I'm speaking about myself as a facilitator. Look, we're all human. You know that, Zach. Right? Like, we're all human beings, and when you're standing up in front of a group or even if it's one-on-one, the emotion that comes off of someone or someones, you feel that, right? And so sometimes it's about not only managing the emotion that's coming from folks--maybe it's questioning, you know, the origin of it or where it's coming from, but it's also understanding what it's doing to you, you know? Because it can certainly either trigger your emotions--it might put you in a position where you end up feeling some emotions, you know, based on empathy with a group, but managing those emotions is key. And then it's really about using emotions. So if I think about those four things, like perceiving, understanding, managing and then using--and when I say using, it's not--you're not trying to take advantage of folks in terms of using emotion, but you're looking at and perceiving those emotions, understanding them and trying to figure out, "Okay, how best can we tap into this to help us achieve our goals?" So if there's energy and intent to do something, you know, how do we make sure that we put people in the position so that they can do that? Emotional intelligence is essential, you know? And it's not just in my role. I think it's in every role in our corporate environment, you know? Because like I said, we're a people business, and people have emotions, you know? We are emotional, sentient beings, and so if you think that just your IQ is enough, I think you're sadly mistaken. So that's--in a nutshell, I think, you know, the synopsis of how I think about EQ and how I think about emotional intelligence and it impacts me when it comes to how I do my job as a facilitator. Now, I can extend that even further, you know? There are lots of touch points where I'm not only interacting with colleagues or I'm interacting with clients in different ways, you know? And emotional intelligence extends beyond just when you're in front of the room. It has to do with your interpersonal relationships in terms of how you work with others, you know, how you contribute to a team and how you ultimately can add value to an organization, so.Zach: See, that's so intriguing. So have you had any situations--rather, have you had any situations where you've seen business relationships completely be broken by a lack of emotional intelligence? And if so, would you mind sharing a story?David: Yeah. You know what? Broken is, like, the end, but I think there's a continuum. If you're not keen on or at least focused on emotional intelligence, you can fracture relationships, you can damage relationships. So there's a whole lot that you can do outside of just breaking them. I just did a session this weekend that's really interesting. The guy that was one of the main sponsors of our session, the CIO, you know, he's taken the DiSC profile, and I have my own opinions about assessments. I think they're all information, you know? I don't know if that truly defines who you are and how you are as much as it just gives you information to help you decide how you might proceed in terms of your relationships or in terms of your preferences. And this guy, you know, he had taken the DiSC profile, and so he characterizes himself as a driver, you know? "I'm just a high D. I'm a high D." And it's almost like he uses that as his lead into any sort of conversation, you know? Not to mention that he's also a lawyer by trade, you know? And he's got a penchant for, you know, winning arguments no matter the cost, and he has a penchant for arguing and driving people very, very hard no matter the cost. So here we are in this ASE session, and, you know, the way we work is we have large-group stuff and then we get into breakouts, and I always talk to my sponsors about, you know, when you get into these breakouts you want your people to do the work, and you want to almost sit back, and you want to ask more questions than give more answers, and you don't want to stand up and pontificate. Well, he took this opportunity--they were sharing some information about a particular work stream, and he took this opportunity in front of, you know, a small group of folks to run up one side of this person and down the other, basically asking a lot of pointed questions, creating an argument, trying to win an argument about why certain work hadn't been done, right? And what I saw happen was not only did that change the tone and the tenor of the breakout, but it also changed the tone and tenor of their relationship for the rest of the session, where this person who had been on the receiving end of these very pointed and very argumentative sort of interjections, you know, almost shut down, right? And you don't want to do that, and I think about that, specifically in the session seeing that, but I was wondering, "Man, what is it like every day to work with this person if that's what you have to deal with?" And I actually pulled her aside to check on her and said, you know, "Are you doing okay?" And she said, "That's my everyday." And so when you think about that--you know, here you have this leader who is, you know, putting out front the idea that because "I'm a D, because I'm a high driver, I almost don't have to pay attention to how or what I do and how or what I say impacts the folks that I'm saying it to," because he can hold that shield up in front. And like I said, those assessments and those types of things are really only information, and the fact that he took that opportunity to basically confront this person, you know, not really understanding--well, it's not even not that--he understood what we were doing, but not being sensitive enough or being aware enough to know, you know, what those actions could possibly do to that person within our session. You know, that indicated a pretty severe lack of emotional intelligence. Now, whether or not he's able to repair that relationship I think is up to him. You know, Zach, I've got--and we've talked before about leadership, and we've talked before about, you know, how to lead and different styles of leadership, and I think EQ is, like, a really important arrow in the quiver. It's just one thing, you know? And having a high degree of emotional intelligence allows you to not only be self-aware, but it also allows you to be flexible, right? If you're--if you're focused not only on the things that are triggers for you, your own emotions, you know, that's part of it. You have to pay attention to the other emotions, and you almost have to--you have to be flexible, and you have to be able to adapt your approach, and you have to be able to adapt how you communicate based on the emotions of the other folk in the room, you know? Not just yours, but others, and it was obviously--it was a pretty charged conversation. He had some things he wanted to get out, but there's a way of communicating that so that you don't, like you said, break or damage your relationship. And just to extend the story further, you know, I had a confrontation with him. He wanted to--we have this thing in the ASE called proposals where, you know, people put proposals in front of a group of judges to--you know, what does the way forward look like? Take your best shot, right? So we have--we have the judges, and, you know, he wanted to be a judge, and I told him--I said, "I don't know if that's a good idea." I said, "Based on your closeness to the problem, based on your position in the organization, and based on what I observed," you know, based on how his interactions could change the tone and tenor of conversations, I advised him against it. And he didn't push too hard on that, and he said, "Well, how do the judges work?" I said, "Well, they develop criteria," and he said, "I want to be part of that conversation." And I stopped him and I said, you know, "What's your interest?" Right? And he said, "I want to make sure that my opinions are represented," and I proceeded to lay it out for him. I said, "Look, you know, ASE sessions are a chance for you to let the people in the room own the work, and it's a great chance for leaders to watch their people work. You know, you've got some smart folks here, you know? And you almost have to trust that they're gonna come up with the right criteria," et cetera, et cetera, and Zach, we went back and forth.Zach: Really?David: And talk about emotional intelligence. You know, at that point I have to know what my triggers are, right? So I could've gotten into this back-and-forth argument, but I have to remember my role. My role is a facilitator, right? I can't really hold a position. And I told him that. I said, "I'm not gonna hold a position. As a matter of fact, I'm not gonna argue with you." I said, "I've laid out the risks. I've told you what could happen if you involve yourself in this conversation. Ultimately it's up to you to make the choice, and I'm not gonna stand in your way, but you can't come back to me and look at me and say, "That didn't go the way I thought it would," because I cautioned you and I warned you," and I said, "I'm basically done arguing with you because it's obvious that you want to win this argument. So, you know, if you want to be part of this criteria development, have at it." And so we walked away from each other. Relationship wasn't broken. You know, still respected me as a facilitator, and as we're getting back into the main space--'cause we were pulling people together to get them ready to do this assignment--he stops me and he says, "You know, I've changed my mind. I'm not gonna be part of it." I said, "Okay," and so I proceeded to set up the assignment, send people out, and then I found him and I said, "Would you mind telling me what changed your mind?" And he said it was ego. He said, "That conversation between you and I was all about ego," and he said, "I have to be better about managing my emotions, and I have to be better about managing my ego, and sometimes I need to exercise a bit more humility." And he actually went back to the other conversation. He said, "You know, I had a situation where I went at somebody on my team pretty hard, and that wasn't a good thing. And I did the same thing to you, and that wasn't a good thing." So in that small little microcosm you had somebody who was on the one end, you know, really not aware. Like, self--maybe self-aware, you know, using the DiSC assessment as his form of awareness, but not aware of how he was behaving would impact others, right? Really not understanding the emotions that he was generating based on how he was interacting, and he actually--the pendulum actually swung for him, you know? So I don't know when it happened, how it happened. I don't know if I had anything to do with it. You know, maybe it was just the switch flipped, and he was--you know, all of a sudden he had the ability to say, "You know what? I really need to take a step back and look at how my behavior and how I'm managing my emotions and how I'm using my emotions is actually impacting others," you know? And I think that's an important point, and I'm sorry to just prattle on, but, you know, emotional intelligence is a skill. It's something that you can develop. It's something that you can learn, and a lot of times one of the ways we learn is by reflecting, self-reflection, on the situations that we've been presented with, how we've responded, how we've behaved, and how we might change or how we might do things differently.Zach: As you know, our show focuses on people of color in the workplace, like their experiences and perspectives and really having authentic discussions around that idea and around that identity. So I would posit minorities have more pressure to be self-aware by the nature of them just being minorities, by the nature of them being--David: [inaudible].Zach: Right? The smallest group in the space. There's pressure, or there's an expectation that we just need to be more self-aware. So what advice would you give to a people group who's already aware that they are the minority when it comes to growing and developing emotional intelligence?David: Yeah. You know what? We could--how much time do we have? Man, [laughs] because--so I think about that a lot, and maybe some historic context here. This idea that we, because we have been so excluded as people of color from institutions of--I mean, call it whatever. Learning. Institutions of earning. You know, social institutions. We've always been in positions where we've had to extend the olive branch, or if I think about the middle ground, we're always crossing that middle ground, do you know what I mean? Like, we're always expected to reach further and reach farther because these institutions have been established before us, and they weren't designed with us in mind, right? And it's--you know, if we want entry into them, you know, we're the ones that have to make the choices and decisions about how to interact with people. It's almost like we have to present ourselves in ways that make it okay for people to accept us, right? Which is an emotionally charged conversation, and again, we could spend, you know, four, five, eight podcasts. It's an ongoing conversation, right? So I don't disagree with you. I think we have to be, as people of color and as a minority group within, you have to be extremely self-aware, number one about your emotions, because there's a lot that could trigger you, you know? And understanding what your triggers are and understanding intent behind what people say or how they interact with you, being able to manage your emotions. It's a skill you have to have, you know? I would almost say forget about excelling, right? Forget about the idea of being promoted or moving up in an organization. I mean, talk just surviving, right? So think about being on projects. Think about being part of teams. How do you, as someone coming to this already in a position where, you know, people have perceptions of you whether or not we're welcome, whether or not we're able to perform at the same level. How do you manage that and then still do your job? I think emotional intelligence is something that you absolutely have to have. Without that, you know, this business will chew you up and basically spit you out. And it's not just EQ, Zach. You know, it's not just emotional intelligence. It's almost like you have to have some social awareness, you know what I mean? Like, you have to--you have to have a bit of empathy, a lot of empathy. You've got to really understand, you know, the organization, you know what I mean? You really have to know where you're working and who you're working for, and in that self-management, you know, how to be--how to control yourself in what can be emotionally charged situations. It's critical, you know? The only way that you're gonna succeed, you know, is if you have a strong sense of, you know, social EQ or social IQ and emotional intelligence. I read something--you know, this guy Daniel Goleman, which--I mean, his model of emotional intelligence is one that's been around for a really long time, you know? He said, "IQ is only 20% of it." Right? EQ is 80%, and I would--I'd offer that social IQ is key. So I don't know if I answered the question completely. You know, I'll get back to the advice. The advice I would--I would give to folks is, you know, you want to position yourself with mentors who have been successful navigating this organization, you know? They haven't moved up into leadership positions by accident. There's something that they're doing right, and whether it's, you know, that they have a highly evolved sense of self or they have a really highly evolved ability to perceive social and emotional situations, you know, you want to find mentors who can actually coach you on how to navigate some of these situations 'cause they're gonna repeat themselves, you know? And if you get good at handling them, you know, I think that is what positions you to do well in this organization. Now, that doesn't change the fact that there's some messed up stuff that goes on out there, right? I mean, let's just be real. You know, we have to deal, as people as color, as the minority group in an organization, there are some folks who, you know, quite frankly may not care whether we succeed or not, right? And that's just the reality, and part of what we deal with I think is, you know, our ability to understand who's in the room. You know, maybe the position that they're holding in terms of, you know, does this person care about me as person or not? Does it matter, right? And then what do I do with that, right? So that's my emotional intelligence, right? My ability to be reflective, you know? My ability to notice my emotional self within a work situation, you know? My ability to evaluate those situations and really begin to notice patterns, right? And then if you notice the patterns, you might start to see some opportunities for you to do something different.Zach: So you've given advice around what people of color and underrepresented groups in Corporate America can do to really develop or continue to sharpen their emotional intelligence and their social IQ. I'm curious, what advice would you give to the C-Suite regarding emotional intelligence and those who seek to be more ethnically inclusive and more welcoming so that they can actually acquire or procure the talent that they're looking for from these ethnically diverse spaces?David: Yeah. That's a multifaceted conversation, right? I think, you know, leaders that are looking to be more inclusive, first of all you have to have a high degree of EQ, right? Your sense of self needs to be very, very strong. You also have to--and within that sense of self, I think it's understanding your intent. Like, what's my intention? You know, is it checking a box? Do I really believe that involving and having a diverse workforce is gonna be advantageous, not only to the things that I touch but to the broader organization? You know, that sense of self is critical, and I would offer something else. It's not just emotional intelligence, it's not just social intelligence, but there's this thing. I don't know if you've heard of this, but the empathy quotient too. Like, your ability to put yourself in the shoes of others, right? Your ability to really walk a mile in the shoes of somebody else, you know? That whole idea of active listening and understanding the intent with which someone is communicating to you, you know? What's the message behind the words? I think--you know, I'm not part of the C-Suite, you know? And I think anything that I'm offering is really just what I've observed in terms of what's really been successful for people looking to be more inclusive. You know, you've got to be awesome at problem solving, and I think the combination of those three things--you know, the social intelligence, the emotional intelligence, your empathy quotient--helps you solve problems, you know? You've got to provide and be a supportive communicator. I think you have to be able to be flexible and be able to communicate with different types of folk. That's just the bottom line. You've got to be confident, you know, truly in empowering people, you know? A to B is always gonna be A to B, but the road may look completely different than you thought, and when you're involving diverse populations in a workforce, you know, you have to believe that the road to get from A to B may be something different just based on the types of people that you get involved, you know? And, I mean, I think in terms of attracting folks to work in a situation, you know, where we work, in this corporate environment, you know, you have to do your best to provide an opportunity and to provide and create an environment where people can contribute and add value, and the only way that you can do that I think is if you have a high degree of not only how you lead, right, but the environment that you want to create, and you have to model that behavior, right? You've got to make sure that no matter what it is, whether it's problem solving, whether it's managing conflict, whether it's how you empower others, whether it's how you communicate, whether it's how you motivate people, you know, I think as a leader, modeling that kind of behavior, that inclusive behavior, and modeling the fact that you need to have a high degree of emotional intelligence, a high degree of social intelligence, a high empathy quotient, you know, that's what makes people want to work with you, right? You know this, Zach. People don't leave jobs. They leave people, right? So the work that you can do on yourself, you know, to become more self-aware, it's gonna be reflected in your leadership style, right? The work that you do to become and increase your emotional intelligence, your empathy quotient, your social IQ, it's gonna be reflected in your leadership style, and people are gonna want to work with you, you know? They're gonna want to be part of an organization, you know, especially if you're modeling that behavior.Zach: Man. David, this has been a great conversation, man. Before we wrap up, do you have any parting words and/or any shout outs?David: Wow, shout outs? You know what? Here's the thing. I want to give a big shout out to the A3 posse at Capgemini. Doing incredible work, and a shout out and an apology, right, that I am not more involved. It's one of my goals this year to make myself, as part of the senior leadership of the organization, a bit more present, but I notice and I pay attention, and it's a potent group. Anybody out there who's listening who's not part of A3, you definitely want to get involved because they are doing great things to not only represent within this broader organization but it's a great resource, and it's just nice to be able to have conversations at times with people who speak the same language, who are going through the same things, you know, as we are as people of color trying to navigate, you know, this corporate environment. And I also want to thank you, Zach. I think Living Corporate is a step in the right direction, you know? The more that we can start talking about these things, the more that we can start to talk about the stuff that matters to us as people of color, especially in this day and age, without getting too political. You know, we recognize the times that we live in, and so it's extremely important that we hunker down and that we empower ourselves, right? With the tools that we need, with the kind of support that we need. You know, surround ourselves with the mentors that we need so that we can succeed, you know? And so that we can thrive, and ultimately so that we can definitely survive. So thank you, Zach. I can't--you're doing great work, brother. I want you to keep it up.Zach: Man, I appreciate it, David. And absolutely, man. Shout out for those who are listening. A Cubed is an African-American employee resource group at Capgemini, a great resource for black folks to come together and really, to David's point, really a strong point of relation and community within the community. So definitely shout out to A3, shout out to A Cubed. Shout out to Janet Pope, who was on the show before. I know that she leads that group. And David, man, thank you again for the love, man. We want to make sure to have you back, and we appreciate it, dude. We'll talk to you soon.David: All right. Zach, thank you very much.Zach: All right, man. Peace.David: Peace.Ade: And we're back. Zach, that was a great interview. I really appreciated his candid tone and vulnerability. I also really appreciated his stories around facilitating and managing personalities as well. I'm just out here trying to manage myself [inaudible].Zach: Right. In my experience in working with David, it's amazing to even just see it in action. I appreciated his points around being reflective and being able to interpret emotions and move accordingly.Ade: Well, he talked about emotional and social intelligence being what helps you solve problems. That really resonated with me because in my own head I get really, really nervous about dealing with people or being at work and having the right answer, and I've been noticing that when I take a breath and think through how I feel as well as those around me, beyond the X's and O's, the zeroes and ones, I'm able to arrive at a solution that actually works. To me, that's the simplest hook for the why behind why emotional and social intelligence might be a focus. They help you solve problems, and who doesn't want to be good at solving problems? With that being said, unless you have any further thoughts, let's get into our Favorite Things. How do you feel?Zach: No, that's awesome. Let's do it. So my favorite thing right now has to be DeRay Mckesson's book The Other Side of Freedom. I was really excited when he announced the fact that he was--he was almost finished with it, and so I preordered it, and I've been waiting, and it dropped on my birthday, September 4th. So I'm, like--I'm just excited to read it. I haven't really gotten fully into it yet, but I finished the intro, and I'm loving what I'm reading so far, and I can tell already that it's a favorite.Ade: So I'm confused. You said September 4th. Do you mean Beyonce's birthday? [Sound Man throws in car slamming on its brakes effect]Ade: Beyonce? Her birthday?Zach: I mean my birthday, and listen, I've been on this earth long enough now to realize that, yes, it's B Day. I get it, but, you know, it's my birthday too, okay? Beyonce does not own the day.[car slams on its brakes again]Ade: She does, because as you said, it's B Day, not Z Day. Which, you know, cool. You can have, like, September 5th or something, but September 4th is B Day. So, like, I guess you can rent September 4th. It's fine. It's fine. We'll be nice.Zach: [laughs] Okay. We might have to subtitle this show (B?) Happy Z Day. That would be kind of funny. We might do that.[again]Ade: Why not B Day?Zach: [sighs] Why don't we go ahead and go to your favorite things? How about that?Ade: All right. All right, okay. I'm gonna stop frustrating you. All right, so my current favorite thing is this book called The Storied Life of A.J. Fikry. Now, it is purely a work of fiction. It is comedy and it is drama and it is a tragedy, and if you're the sort of person who likes an emotional rollercoaster with your literary works I certainly recommend that book. My second favorite thing, because I can never choose just one, is this, like, nifty invention called a water bottle. I've been training for a marathon again, and I don't know how much you know about training for marathons, but they suck. The training sucks, the marathon sucks. I don't know why I'm doing this. Somebody help me. But water bottles have been saving my life so far, so there's that upside. Yay.Zach: [laughs] Okay. Well, yeah, definitely shout out to the book, and shout out to water bottles, you know? My wife, she just recently toured Route 66.Ade: Aye!Zach: Yeah, and one thing I remember I told her--I was like, "Listen, make sure you have water," and she said, "I will in my water bottle." So yes, shout out to water and shout out to Favorite Things, and as a reminder, to see all of our favorite things, go to our website, living-corporate.com, and click Faves. You'll see all of our favorite things for the season right there. Make sure you go check it out.Ade: Yep. And that's our show. Thank you for joining us on the Living Corporate podcast. Please make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you'd like us to answer and read on the show, please make sure you email us at livingcorporatepodcast@gmail.com. Also, don't forget to check out our Patreon at LivingCorporate as well. We're Living Corporate everywhere! That does it for us on this show. My name is Ade.Zach: And this has been Zach.Ade and Zach: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with facilitator, instructional designer, meeting host and leadership consultant David Foster of Capgemini to talk about the importance of social and emotional intelligence.
David's LinkedIn</itunes:summary>
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      <title>#Woke : The Other Side of Freedom w/ DeRay Mckesson</title>
      <description>We sit down with activist, educator, public speaker and host of Crooked Media's Pod Save the People DeRay Mckesson to talk about working while woke and his first book, "The Other Side of Freedom" that is available 9/4/18!
About DeRay
Order DeRay's book here
Pod Save The People
Crooked Media</description>
      <pubDate>Mon, 03 Sep 2018 09:00:00 -0000</pubDate>
      <itunes:title>#Woke : The Other Side of Freedom w/ DeRay Mckesson</itunes:title>
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      <itunes:episode>19</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with activist, educator, public speaker and host of Crooked Media's Pod Save the People DeRay Mckesson to talk about working while woke and his first book, "The Other Side of Freedom" that is available 9/4/18!About DeRayOrder DeRay's book herePod Save The PeopleCrooked MediaTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate. It's Monday, September 3rd, the day before a few things drop. One, Beyonce's birthday. Two, my birthday. Three, Black Panther on Netflix, and last but certainly not least is DeRay Mckesson's book The Other Side of Freedom: The Case for Hope. About the book, Henry Louis Gates Jr. says "On the Other Side of Freedom reveals the mind and motivations of a young man who has risen to the foray of millennial activism through study, discipline, and conviction. His belief in a world that can be made better one act at a time powers his narratives and opens up a new view on the cost, consequences, and rewards of leading a movement. Now, I feel as if you've gotten to know the Living Corporate team this season. For those who know me, they know I'm a genuine admirer of DeRay's work. I love his podcast on Crooked Media called Pod Save the People. So shout out to Brittany, Sam, and Clint Smith III, or Clint Smith "Aye-aye-aye." For me and many folks in my generation, DeRay was the face of a new type of activism that was mobilized through social media. The honesty and, by direct correlation, courageousness of speaking truth to power on such accessible platforms was a major point of inspiration for Living Corporate. Because of this, I'm excited to tell y'all we actually got him on the show to talk about working as a socially-conscious person of color in Corporate America and about his journey in writing his book, The Other Side of Freedom: The Case of Hope. So what you're gonna hear next is an interview I had with DeRay. His book is also one of our Favorite Things, so make sure you check out the links on the show notes and our website, and make sure you preorder it. So while you're jamming to B-Day you could also be reading this book. See y'all on Friday. Peace.Zach: And we're back. And as we discussed before the break, we have DeRay Mckesson. DeRay, welcome to the show, man. How you doin'?[Sound Man throws in cheers]DeRay: It's good to be here. I'm good. I'm good.Zach: For those of us who don't know you, would you mind telling a little bit about yourself?DeRay: Yeah. My name is DeRay Mckesson. I'm an activist, and I have a podcast called Pod Save the People. I used to be a teacher, and I'm committed to the work of social justice. Zach: I follow you on IG. You don't follow me, but it's cool. I get it. I saw a post you made about a note that you got from the FBI after they visited your home in 2016. Can you talk to us about the biggest impacts that purposed activism has had in your life?DeRay: Yeah, I think that--I think that one of the most powerful things about the protests for sure, and I think about when we were all on the street in 2014 in the early days of Ferguson and everything since is that it's helped empower [people who] didn't believe they had power before. I never would've [inaudible] before then. I just, like, didn't--I didn't think about that as a way to sort of force [inaudible], and now I would check on [inaudible] our government only exists [inaudible]--and we've seen over the last three years is people [inaudible] protest [inaudible] how the world can be better and what their role can be in making it better.Zach: So you're not a stranger in these federal or social media streets. In fact, you and I connected some time ago. I believe that we were able to make that connection because you're able to engage in topics around social equity in really courageous but still very approachable ways. You've mentioned in the past your work with Campaign Zero and of course the work that you're doing with Pod Save the People. Wonderful podcast. One of my--my favorite podcasts actually. And the things that you touch and that you curate, I think that--I think they have so much impact because they're so practical and they challenge people of color as well as non-people of color to engage and be part of the solution. Think about Living Corporate--and our audience is primarily people of color in the working world--are there any things that you believe middle-class or affluent people of color are not doing in mass but that could be done to support the movement and the work?DeRay: I don't know [inaudible]--and I'm gonna start from, like, a place of lack, but I think that where can all grow, especially as somebody who used to work in [inaudible] the school system of Baltimore, you know, which was one of the chiefs in my 50-people team and, you know, it's a billion-dollar organization is that always remembering that confrontation doesn't always look one way. So there are ways to show up in rooms where things happen that aren't about equity, aren't about justice, aren't really about our community, that don't focus on us and don't center us but should, and we can push and challenge, but it doesn't have to be a sit-down. It doesn't have to be a storm out of the room. It doesn't have to be a yell. I think about some of the meetings where I've been really successful it's, like, asking the really awful question, right? It's, like, not letting people off the hook and making them to do the cognitive work as approached to preaching to them. Like, those are things that we can do in all settings that are really powerful. The second is that the systems and structures are designed to drown out individuals and, like, make individuals believe they don't have power. That is, like, how the game is set up. What we can do is, like, remember that, like, people have a lot of--like, individuals, individuals who come together to form collectives like [inaudible]. Think about one parent who emailed in at the beginning of the school year when I was the chief human capitol who requested something very specific. She was the only parent we heard from. She was right, and if not for her email we wouldn't have redone this whole plan, but, like, she emailed it, and it was perfect, right? It wasn't about volume. It was about, like, the content, and people just don't know that. They don't realize that systems often take the feedback, but one of the reasons why they don't tell you they take the feedback is 'cause they don't want to deal with 10,000 of you. So that's that, and the third is that, like, you can learn all of these issues too. So I would say to most people, like, find an issue that matters to you that you believe in. Like, try to learn as much about it as possible because that will actually set you up to, like, think about problems and structures in people's lives and really in a powerful way.Zach: So continuing a little bit--'cause I want to talk a little bit more about people of color in these places, right? So I count myself as somewhat socially conscious. At the same time though I still work in structures that really weren't built for me, so let me ask you this. Do you think that there's a way to challenge the systems we're pushing up while still climbing within them? I ask because it seems counter-intuitive on its face to me. I say this as someone, like I said, in the work. I've had very explicit conversations with colleagues who respect Living Corporate's mission, but they're afraid to even kind of publicly support it because they think it's gonna mess their bag up 'cause they don't want to necessarily talk about those things. Like, what would you say to that?DeRay: Yeah. I don't know if I have anything new to say besides, like, knowing that confrontation doesn't always [inaudible]. Like I said, people often think about challenge as, like, some dramatic thing, but I've been in rooms with people I really--you know, I made a decision when somebody came in. I was like, "Even if you say no, can we talk this out and, like, think through it this way?" I'm like, "Yeah, let's talk it out," and, like, "Oh, I didn't see it that way." Like, I think that sometimes we think about challenging in the workplace as some grand statement. It just doesn't have to be like that. The outcome--we just need the outcome to be the outcome. So there are some meetings that are like--I just wouldn't let the question go. So I knew it was the wrong decision, but if I came out and said, like, "I think that you're making a dumb decision," the person would respond in a way that just was not--I wouldn't get the outcome. I would feel better, but I wouldn't get the outcome. So what I can do is say, like, "Hey, what if we play with this option? What if we do this option? Can we talk about options today?" Like, that's actually a way for me to push the thinking and, like, get to where I want, where there are some meetings where you just have to say, like, "No, we're not doing that," right? And, like, if you want to do it that way, then we need to go talk to this person. So, like, just knowing that there are ways to push and challenge, and everything doesn't have to look the same. Zach: You know, I've had some coworkers who will run up on me and show me a Facebook post or a racist article or something--the latest thing the president said and go, "Zach, that's so racist. That's so bad," or they'll even brag about, like, the latest protest they were a part of, but at the same time some of those same people might not necessarily feel comfortable speaking up when [inaudible] morning meetings or cursed out or disrespected in other ways. So certainly you have experience in building meaningful coalitions. What advice would you give to the everyday perhaps well-meaning, aspiring ally on how they can put empathy and allyship into practice?DeRay: Yeah. Whiteness is a shield, and they should use that shield in a way that, like, serves people. So, you know, it often [inaudible]. A lot of white people don't realize that. Like, you and I both know what it's like [to not be listened to and not be heard?]Zach: Right.DeRay: A lot of white people just, like, don't know. Like, they don't know what it's like to, like, literally not be listened to and not be heard. That's, like, a new thing. They aren't, like, ignored, right? So some of it is, like, helping people just see, you know? In classrooms, one of the things that we do is we sit in the back of classrooms and, like, we can tally up the number of positive to negative things that the teacher says, and that gives a sense of what's going on in the classroom. Same thing in board rooms and in meetings. We can tally, like, who gets called or [inaudible] power is working in a given space. So you've got to step into the discomfort, and there are moments when, like, you know that something's off, and again, like, confrontation doesn't always have to look the same. 'Cause you can say, like, "Oh, no, I wanted to hear you first." Like, you can share your space. You can share power. You can create space. You can create power. Like, I think there are a host of things that people can do that don't have to feel like that or even actually be [inaudible]. The impact is really powerful.Zach: No, I agree with that, and it's something that you've--again, you've reiterated it a few times, but I do think when we talk about the work or we talk about, again, kind of pushing up again these systems and things like that, we often think about something really combative or antagonistic, and it doesn't always have to be like that. That's something that kind of reminds me--like, a common thread in the things that you say, especially on Pod Save the People, that just the human element of it, right? Like, actually being able to build that connection. Like you said, giving up space for that person. "Hey, I wanted you to talk first." You're doing a lot there without you having to necessarily be in any way negative, quote unquote. So let's do this. Let's talk about The Other Side of Freedom. It happens on Beyonce and I's birthday, September 4th. So air horns for that.[Sound Man obliges]Zach: But why a book? Why now? And what do you want people to take from it?DeRay: Yeah. So I was--you know, I've been reflecting on all of the places I've been, and I wanted to share them because I've been to a lot of places. I've been in the street in a lot of cities. I've been a teacher. [inaudible]. I think about, like, what are the lessons? Like, what are the [themes?] This was my attempt to look at all of the stories and then say, "Here are the tools that I took out of them." [inaudible] is, like, a sermon that's called [inaudible] Story. I loved the title, but I didn't know what it meant, and I listened to it, and he talks about sometimes you can tell your story [inaudible] so all you see is the pain not the purpose. I'm at a point now where I can think about the big lessons and themes that I got. [inaudible]Zach: So it seems like book writing is a lot of work, right? Like, I've seen your posts. You know, I've seen your posts on Instagram. You've posted the various edits and revisions that the book went through, and then you went to the copying center, and it just seemed like a lot to do. In your journey of writing your book, is there anything you learned about yourself?DeRay: I learned a ton of things. You know, some things--I spend most of my time writing online. Like, writing on Twitter. [inaudible] all the way out, you know, in essay for the reader and the writer, and I needed to process a lot of things, so it was important to me about writing [inaudible], and I had to process a lot of feelings and emotions. And writing about my mother. I talk about my mother a lot, but I've never written about in this way so I needed to do--like, I was pushed in my own personal space. So that was really healthy. And, like, things about the essay on the police. It's, like, there's a lot of research we [never put anywhere?] I want it put somewhere. So yeah, the book was really a growing experience.Zach: DeRay, this has been a great discussion, man, and I want to thank you again for coming to the show. Before we again, do you have any shout outs?DeRay: Please buy the book. I'm excited. Have conversations with people about the book, and we have a lot more to do. Zach: Absolutely, yeah. So the book is called The Other Side of Freedom. DeRay, we'll make sure that we put it in the show notes, and then we'll also be listing it on our website as a Favorite Thing so people can make sure that they have no excuse not to get it. Thank you so much for your time, man.DeRay: Thank you so much.Zach: All right, peace.DeRay: Bye-bye.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with activist, educator, public speaker and host of Crooked Media's Pod Save the People DeRay Mckesson to talk about working while woke and his first book, "The Other Side of Freedom" that is available 9/4/18!
About DeRay
Order DeRay's book here
Pod Save The People
Crooked Media</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We sit down with activist, educator, public speaker and host of Crooked Media's Pod Save the People DeRay Mckesson to talk about working while woke and his first book, "The Other Side of Freedom" that is available 9/4/18!</p><p><a href="https://bit.ly/2NsuWq1">About DeRay</a></p><p><a href="https://amzn.to/2POBjWk">Order DeRay's book here</a></p><p><a href="http://bit.ly/PSTP123">Pod Save The People</a></p><p><a href="http://bit.ly/CM1243">Crooked Media</a></p><p><br></p>]]>
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      <itunes:duration>915</itunes:duration>
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      <title>Rod (1/2 of The Black Guy Who Tips)</title>
      <description>We sit down with Rod, 1/2 of The Black Guy Who Tips to talk about his experiences as a black man in Corporate America and hear his advice for engaging your own creative outlets.
The Black Guy Who Tips
http://www.theblackguywhotips.com/
Rod
https://twitter.com/rodimusprime
Karen
https://twitter.com/rodimusprime</description>
      <pubDate>Fri, 31 Aug 2018 05:52:00 -0000</pubDate>
      <itunes:title>Rod (1/2 of The Black Guy Who Tips)</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>18</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with Rod, 1/2 of The Black Guy Who Tips to talk about his experiences as a black man in Corporate America and hear his advice for engaging your own creative outlets.Length: 19:31Host: ZachThe Black Guy Who Tipshttp://www.theblackguywhotips.com/Rodhttps://twitter.com/rodimusprimeKarenhttps://twitter.com/rodimusprimeTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and yes, you're listening to a B-Side. Now, look, yes, we've talked about B-Sides before, but remember, every episode is somebody's first episode. So for our new folks, B-Sides are essentially random, looser shows in-between our larger shows. These are much less structured and somehow even more lit--yes, even more lit--than our regularly scheduled shows. If you wanna know what I mean by more lit, Sound Man gon' drop some air horns right here. Sound Man, give 'em to me. [Sound Man obliges]Zach: Yeah, that's what I'm talking about. Now, listen, sometimes, you know, we have discussions as a follow-up to the regular full-time shows just with the hosts. Sometimes it's one host having an extended monologue, and sometimes we actually have a special guest. Yes, that's right, a special guest, and today is no different. We actually have Rod, A.K.A. half of the show from The Black Guy Who Tips.Rod: Hey, thanks for having me, man.Zach: Hey, man, thank you. Man, thank you for being here. Now, look--look, look, look. Rod is an entrepreneur, a comedian, writer, and most prominently half of the firepower behind The Black Guy Who Tips. Rod, along with his lovely wife Karen Morrow, A.K.A. SayDatAgain on social media, record out of North Carolina where they talk about everything you want to hear about. With that being said, welcome to the show, Rod. How you doin', man?Rod: Hey, I'm happy to be here. Thank you so much for having me. I appreciate you reaching out.Zach: Man, I appreciate you responding, bro. And it's funny, you talk about Twitter fame--you talk about celebrity and, like, being famous, right? And I was about to make, like, a "you famous" joke, but I recognize that some people have various levels of sensitivity about that, so. [laughs] For those of us who don't know you, man, explain the title of The Black Guy Who Tips.Rod: The Black Guy Who Tips is a comedy podcast. The title basically started from--there's so much anti-blackness in the service industry towards black, like, people as patrons, and my wife and I, we both co-host this podcast. My wife and I, we both used to be waiters as well. During all this time as waiters and stuff, you know, we faced--we were on the other side. We got to see what waiters and companies think of black patrons, and it's not cool, you know? And a lot of 'em have racist attitudes, and then they go "Black people don't tip," you know? They treat us like trash and they expect us to not just tip but basically to overtip to compensate for the fact that we're black. Now, the original title is from a blog I used to write. It was a comedy blog, and I called myself The Black Guy Who Tips because I was like, "I'm sick of people saying black people don't tip." So if you're saying that, you know at least one black person who tips if you read my blog. It's me, and I know I'm not--I know I'm not alone. I'm not--you know, I'm not the only one.Zach: Absolutely not, man. Listen, I also tip, okay? And I always at least tip 15%, okay? Now--Rod: Yeah. I overtip, and I wish I could get that out of my system because--I overtip mostly because I used to be a server, but part of it is the black thing that hangs over all black people where we feel like we're always representing everyone, and it's not fair that--you know, 'cause I've done--I've been in situations where I'm like, "Man, this guy was terrible. What a horrible waiter. I'm only gonna give him 20% because I am sick--" You know? Like, I should just not tip this dude. Like, he was terrible, but for some reason--I hope I get over that hang-up one day, man.Zach: It's funny, right, because I actually have a friend, and he worked at a Pappadeaux's out here in Houston, and so--and he's a white brother. So what he would do is--he said when people would come in and they'd be black people, they wouldn't say, "Oh, we got black people over there," they would use code language. Rod, you wanna know what the code language they used to say, "Oh, we got some black folks over here?"Rod: I hope it wasn't Canadians.Zach: It was Canadians, dawg.Rod: Aw! See? I've been on the other side. I've dealt with it. It's the worst. Zach: [laughs] Yes, man. They be like, "Yeah, we got some Canadians over there." I'm curious, before you started The Black Guy Who Tips Live and before you started doing that full-time, did you have any moments, while you working in Corporate America, that you were like, "Wow, you've clearly never worked with a black man before," and I ask because we're coming off a full episode with Michael Williams, who's a financial banking executive, and he was talking about his stories and his experiences in Corporate America, and I'm just curious, man, do you have any similar stories about like, "Wow, it's clear that you have just never worked with a black man before."Rod: Uh, yeah. I have a few. You know, I worked in Corporate America for--oh, man, since I was 16 I think. I was doing internships and also during the summer working as a waiter and stuff. So yeah, I have plenty of stories. One quick one, I had a manager later in my career, like, one of the last managers I ever had. I had a manager who was a white dude from, like, New Jersey. Pretty--you know, a guy that you would see generally as a pretty progressive white man for an older white man. Like, I never felt he was overtly racist, but he was very, like, liberal racist.Zach: Okay. [laughs]Rod: And so he would do this thing where we'd get in a meeting and--I don't know if you've ever been in a meeting like this, but some white dudes, like, really dramatize their anger. Like, anger is their thing at work.Zach: Yeah.Rod: You know, he wasn't angry towards anyone in the room. He was never rude or mean to anyone. I never saw him snap, but he would do stuff like be angry at a situation. So he'd be like, "Oh, and this," you know, "F-word." Not the slur, but, like, you know.Zach: Right, right, right.Rod: "This mother F-word would do this, and this son of a B would do that," and I'm like, "Okay." So he's angry, right, and he's frustrated, and he has that room to do that, and so we'd be at a meeting and then, like, if I were to be like, "Well, you know, I was working with this vendor, and they did this, and I just don't understand why they would do that because essentially it's gonna cost them extra money, and I'm trying to convince them to do blank, and it'll help everyone out." He would, like, put his hand on my shoulder like, "Calm down, Rod. It's okay." You know? "Don't be too upset." I'm like, "I'm not upset." He's like, "Yeah. It's okay, big fella." I'm like, "What is happening right now?" Like, I'm gonna get upset, and it took a few of those meetings before I realized, "Oh, he's kind of, like, afraid of me in a way that's not--" Like, it makes me uncomfortable because it puts--he's my manager, but he's putting me in a position where I'm, like, an aggressor and I'm not, yet he walks around all day spouting off, you know, cuss words and all this stuff and it's okay. So yeah, I was like, "This guy just doesn't know black people, I guess."Zach: Man--so look, let's trade a couple stories until we run out. Let's see how awkward we can get with some of these stories about just working while black, okay? So here I--so I heard yours, so I'ma match yours with this one. So this was before I got into consulting, right? And I was working--I was working in the energy space. It was my birthday. So my boss wasn't there for my birthday, and to your point, she was also a very liberal white woman. She would--I think by all other accounts you would consider her progressive, right? So I walk into my cubicle, and I see, like, this shadow. Like, I see, like, a shadow, like, in my cubicle. I'm like, "Who is sitting at my desk?" Now, Rod, I then walk into my cubicle, and I see this big, inflated, light-skinned monkey in my chair.Rod: No way.Zach: Yes way. So then I see the monkey, and I'm like, "What is this?" So then I turn the monkey around, and it has a little--like, a little necklace thing on it, like a lanyard, and it says "Happy birthday, Zach."Rod: Wow. Dude, that's--that's insane.Zach: So I look at it, and I'm like, "What?" So then I take it and--so, you know, again, my boss isn't there, so first--of course I take a picture. I gotta take a picture. I send it to my parents, and then I take it and I put the monkey at her desk 'cause she's not there. So then the next day, right, she goes, "Hey, did you see my monkey?" "Did you see the monkey yet? Did you see your birthday present?" And I said, "I did. Yeah, that was really disappointing and inappropriate," right? So, not that it would be a surprise to you at all, I then got turned into I have the attitude problem, I'm overly sensitive--Rod: Mm-hmm.Zach: Right? She starts crying, tearing up. I'm like, "What is going on? You put a monkey at my desk, right?" And it's just like, "Wow." Like, "You clearly never considered," you know? And, you know, she came out later and was like, "You know, I like monkeys." Like, "Monkey is, like, my favorite animal," blah blah blah blah, and I'm like, "Okay." I mean, that's fine for you personally, right? But for you to then give that to somebody, and such a big one too, right? It wasn't even like a small gesture, dawg. It was huge. It was--so I'm 6'2", so it wasn't as big as me, but it was a big monkey, man. Like, it was big enough to when I walked around the corner I thought--I thought someone was sitting at my desk. It was crazy, man. So let me ask you something, 'cause, you know, I know you--what would you have done in that situation? I just want to--like, off the cuff, what would've been your reaction?Rod: Well, see, here's the thing. I'm not very reactionary, and I'm probably, believe it or not, one of the more patient people most people know. I probably would've not been too moved to anger or offense or shock, but I would've taken that monkey out of my cubicle for sure, put it somewhere, like, in a car or something, like, somewhere away from me, and then I would've pulled her to the side and been like, "Listen, I don't know how this goes with you and other black people, but don't do that again towards me, and you probably should never do that again with another black person because my assumption is you're not aware but this can be perceived as racist, and this is why," you know? And, you know, my general responses that I've had from checking white people on racism has not been one of too much animosity, but mostly because I'm just not--I'm very rarely triggered to anger, so for the most part I haven't had to deal with a fragile white person breaking down crying and stuff, but yeah, I mean, you did the right--there's nothing you did wrong, and there's nothing--you know, like I said, I can only hope that that would be the response is that they'd be like, "My bad," you know what I mean? 'Cause--I mean, what else do I want at that point? If I don't want you fired, then I just want a "My fault, playa. Won't do it again," and then I'm cool. It'll become a funny story that I remember and tell people or whatever, but yeah, I don't--you know, I probably would handle it pretty even-keel, probably wouldn't have went to HR even though I would've had every right to. I'm just not that kind of person really.Zach: You transitioned from, you know, working for somebody else to really building--so I don't want to be hyperbolic and say an empire, right? Or a dynasty and be corny, but you've built something for yourself. Like, you and your wife of course, with the help of your wife, and shout out to the wives out there. I mean, my wife, she's not on my podcast, but she definitely supports me and helps me and holds me down as I'm doing all of this stuff, but, you know, what advice would you give to people who are actively in Corporate America, black and brown folks who are trying to navigate, especially if they're trying to navigate and they're thinking about ways to find another avenue outside of working a 9-to-5.Rod: Yeah, okay. Man, there's so much I can say. I'll start with--first, in my Corporate America stint where I got laid off twice in the span of the, like, four years I was doing the podcast while working--and maybe it was 5, but either way--the podcast I always treated like I would treat if I had a second job. Like, I made sure to make the time and the preparation, and I treated it in many ways like a full-time job before it was a full-time job, so by that I mean it was not a hobby. Now, there's nothing wrong with a podcast as a hobby. There's nothing wrong with anything as a hobby. We need--especially as black people, we need outlets outside of corporate structures, specifically corporate structures that are encapsulated, white spaces. So, you know, you always have these voices inside that might not get out, and you need to feed that voice 'cause it'll die if you let it. Zach: Right.Rod: So for me I'll say look, work on your craft as if you're already doing it full-time to a certain extent. Be professional, you know? Think about your sound quality. Think about the time commitment. Consistency is key. These are all boring things I'm telling you, but the boring things are what--the boring things is basically Mr. Miyagi making you wash his car and sand his bench, but then when you become--when you make that transition into trying to monetize it, you already know, you know, wax on wax off, and that's what keeps it working. That's what makes it easy, the basics. So yeah, learn your craft, learn your tools, right? You learn your microphones that you use, how to get the best sound out of it. Your internet setup, how to get your best communication when you want to have guests. You're gonna have to learn, you know, your equipment and internet hosting things, you know? Like, what are the differences on sites? All that stuff. Everything is so Google-able at this point. YouTube has so many tutorials. I use Audacity to record. It's a basic, free software. I still use it to this day.Zach: Same here, yeah. For sure.Rod: Right, and I know people that would pay, like, hundreds and thousands of dollars for rigs, and you're like--then they hit me up, "How'd you get that sound?" I'm like, "Oh, Audacity," and they hit up--you know? So yeah, there's plenty of ways, plenty of paths, and then the most thing that I would want you to remember from coming from a Corporate America background where they really do a job on our brains of trying to smush us all into these cubicles and these boxes and this linear thinking of "All of us should think the same way. Don't think outside of the box. Don't be too creative," right? When you're in your personal space and you're creating something from scratch for yourself, make it for you. Make it as personal as you would like. I made the podcast I would love to have heard when I was working. I made the podcast that was gonna be with me five days a week and talk about topics that were random but could be comedic, could be serious. I made the podcast that was gonna, like, make me not feel like a crazy person in a corporate structure where you go to work and some of your people that you work with voted for Trump. Some of the people you work with, you know, you may be the only black person they know, you know? But I wanted to make a show for black and brown people all over the globe where they didn't feel alone for a couple hours a day or whatever, so they would be like, "Oh, yeah. Okay, so you saw that too, and that was crazy to you as well. Yeah, okay, cool. You know, this is like sitting at the lunch table again," and many podcasts have done that for me as well as a listener, working and working for myself. Those are, like, the basic things I would say.Zach: Man, that's dope, Rod. I appreciate it, man. I'm curious, man, before we wrap up--first of all, I have a random, unrelated question. Do you see yourself creating another video on social media that has as much vitriol as that Kit Kat video?Rod: [laughs] I don't think I could do that if I tried. I don't even know--I have no idea what goes viral. There's another video of me eating (Talenti?) where I smoked it like a heroin spoon.Zach: Yeah, I saw that. [laughs]Rod: Yeah, and now--and for some reason that never one goes truly viral, but I'm like, "That's the most creative one I ever did."Zach: That one was wonderful.Rod: Yeah. The Kit Kat one was just me being--I just thought it would be funny, and I have several other videos of--I had one where I tried to--I can't remember. Oh, I tried to--[laughs] I'm sorry. I tried to snort candy corn.Zach: [laughs]Rod: [laughs] It was so ridiculous, but that one didn't get picked up. So hey, man, I have no idea what will make people mad. I'm not trying to make 'em mad, but boy, did that one make 'em mad. Zach: So beyond the implication of, like, you, like, actually, like, harming yourself, it'd be really funny if you melted down a Hershey's bar and, like, injected it between your toes.Rod: Right. [laughs] You should've heard the idea board that I've just thrown at my wife over the, like--"You know what I should do? I should take a Kit Kat, and I'ma put it in some soup or something," and she's just like, "Don't do that." I'm like, "You right. You right."Zach: [laughs] Man, I shared that video with my wife. I shared that video of the Kit Kat with my wife. She was like, "Oh, I'm just so offended." Dawg, she was so mad. [laughs]Rod: People were watching it like I, like, hurt a small child or something like that. They're like *gasps* "Why would you do that?" I'm like, "It's just a candy bar. You can eat it how you want."Zach: You also dunked on 'em at the end when you said, "Are you mad?" [laughs]Rod: [laughs] And they were mad. Who knew? They were really mad, man. I thought we'd all have a laugh, but we did not.Zach: Any shout outs? Any at all. Any shout outs you have at all.Rod: I mean--well, you know, obviously my wife Karen. Could not do The Black Guy Who Tips without her.Zach: Yes, shout out to Karen. Air horns for Karen, yes.Rod: Ironically, like, honestly, the show would not be named The Black Guy Who Tips, but she did not--she was not sure she would make a good co-host, which anybody that has listened to our show is like, "What?"Zach: That's crazy, straight up.Rod: Like, I don't feel--like, I don't even take it as offense anymore. It's like, "I know nobody comes for me. They're coming for Karen, and then I'm just out there throwing alley-oops and letting her dunk over people." So yeah, it's that, but it would be probably The Rod &amp;amp; Karen Show, which may not be nearly as--would have gotten it the same traction, so maybe it helped out even though she wasn't trying to. Yeah, that would be the--obviously all the podcasts I listen to and all the podcast friends and family that we've established over the years, and black podcasters, podcasters of color in general, you know? We out here. Our voices are important. Don't give up, man. Just keep making the show for you. Don't look at other people's race. Run your race, and, you know, try to be better every time you take the mic. That's the best, realest advice I can give.Zach: Man, Rod, we appreciate it. That does it for us here on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. We also have a Patreon, so if you can spare a dollar a month--yes, just a dollar--to support content that explores the perspectives and experiences of black and brown people in Corporate America, show us some love. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. My name is Zach. You've been listening to Rod, A.K.A. Rodimus Prime, A.K.A. half of the firepower behind The Black Guy Who Tips. Go ahead, shout 'em out one last time, Rod.Rod: TheBlackGuyWhoTips.com. Find us, okay? You can go on Twitter at TBGWT. You can follow me on Twitter at RodimusPrime, and drop the air horns right now.[Sound Man drops 'em]Zach: There it is. [laughs] Peace. Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with Rod, 1/2 of The Black Guy Who Tips to talk about his experiences as a black man in Corporate America and hear his advice for engaging your own creative outlets.
The Black Guy Who Tips
http://www.theblackguywhotips.com/
Rod
https://twitter.com/rodimusprime
Karen
https://twitter.com/rodimusprime</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We sit down with Rod, 1/2 of The Black Guy Who Tips to talk about his experiences as a black man in Corporate America and hear his advice for engaging your own creative outlets.</p><p>The Black Guy Who Tips</p><p><a href="http://www.theblackguywhotips.com/">http://www.theblackguywhotips.com/</a></p><p>Rod</p><p><a href="https://twitter.com/rodimusprime">https://twitter.com/rodimusprime</a></p><p>Karen</p><p><a href="https://twitter.com/rodimusprime">https://twitter.com/rodimusprime</a></p><p><br></p>]]>
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      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>#InvisibleMan : Black Leadership in Corporate America</title>
      <description>We discuss the idea of being a black executive in Corporate America with Frost Bank President Michael Williams.
Michael Williams' LinkedIn
Help Beat Triple Negative DCIS Breast Cancer</description>
      <pubDate>Fri, 24 Aug 2018 06:05:00 -0000</pubDate>
      <itunes:title>#InvisibleMan : Black Leadership in Corporate America</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>17</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We discuss the idea of being a black executive in Corporate America with Frost Bank President Michael Williams.Michael Williams' LinkedInHelp Beat Triple Negative DCIS Breast CancerTRANSCRIPTZach: It was a dream job, the type of assignment that could make or break the career of an ambitious executive with an eye towards the top. "It was my first big promotion," says Bernard J. Tyson, the 57-year-old CEO of Kaiser Permanente, a health care company with nearly $60 billion in annual revenue. The year was 1992, and Tyson, then in his early thirties, had been named administrator of one of Kaiser's newest hospitals in Santa Rosa, California. "Everyone knew this was the hospital to lead," he says. His physician partner, an elderly white gentleman named Dr. Richard Stein, was less excited by the news. "It was one of those "Guess who's coming to dinner?" sort of welcomes," Tyson recalls, and it went downhill from there. The two men were constantly at odds, unable to collaborate, with most conversations ending in angry standoffs. "He would say something, and I would react," says Tyson. "It was the most difficult relationship I have ever had." Failure seemed inevitable. One day, Stein invited Tyson for a walk. "He said, "I have to confess something to you, something that may end our relationship,"" Tyson recalls. "I have never worked with a black man like this." He meant as a peer. Stein, it seems, didn't know what to say, to act, what to expect. Tyson saw it for the opening it was. "It was this moment I realized the majority of the population doesn't have any sort of mental road map for how to relate to and work with someone different from themselves." This is an excerpt from Why Race and Culture Matter in the C-Suite, an article written by Ellen McGirt, for Fortune Magazine, and I believe it highlights the reality many people of color in leadership face every day. Being in spaces where few of us are present is challenging enough, but compounding that with the task of leading teams, as in telling them what to do? How does one succeed in that environment? Further, what does success even look like? This is Zach, and you're listening to Living Corporate.Zach: So today we're talking about what it means to be a leader of people while also being a person of color in Corporate America.Ade: Yeah. So to be honest, I usually get so focused on making sure that I'm good in my career and navigating all the nonsense involved with making sure that my individual contributions are recognized. I usually don't even think about what it means to lead a team full of people who don't look, think, or behave like I do.Zach: I know, right? And to your point, all of those things you just mentioned, they're critical and of course very important and really don't change as you become a leader, but it's interesting because when you look at that article that I read by Ellen McGirt, it highlights Bernard Tyson's experience about white men having to engage him as a equal. So I'm a manager, so I'm not an executive. I'm not a CEO. Nothing fancy like that. I'm the manager, but even as my managerial experience, I can say that beyond leading a team, being in a position where folks who would typically have to--or typically would overlook me actually have to submit to listening to my ideas and my proposals and my direction. It's been a really interesting experience. Ade: Hm. So I hear you, I get your point, but do you perhaps have any examples for us?Zach: For sure. So a few years ago I was working on a project where I was dealing with a manager, and I was telling them what the approach should be for a specific task. I was walking them through the methodology and just the reason and rationale behind why we were gonna make this approach, and as I'm talking to him his face starts just turning bright red. Ade: What? [laughs]Zach: Yeah. [laughs] Like, it's like he ate, like, a habanero pepper or a ghost pepper, and he's trying to hold it in that it's not spicy. Like, he doesn't want anyone to know it's spicy, right? So he's just sitting in there, and his head is shaking, and he's got a little vein bulging out the side of his head. I'm like--Ade: What in the world?Zach: I know! And so I'm talking to him, and I'm just kind of--I'm just having my normal--I'm not talking at him, right? I'm just talking to him. I'm having a normal exchange, and I'm trying to, like, keep up the same casual cadence of my talk while seeing him clearly, clearly be uncomfortable.Ade: Huh. So I'm just curious. Like, was there anyone else in the room who saw this? Who, like, witnessed what was going on and pointing it out?Zach: Yeah. So I was in the room, then my manager was in the room, and he was in the room of course. So they saw this the whole time, and it wasn't like a one-time occurrence, right? So for those folks listening like, "Well, maybe it was just a one-time thing. Maybe he had a hard day." He had multiple hard days, okay? Ade: [laughs] It be like that sometimes.Zach: [laughs] Right? It happened so many times. It happened, like, literally every time we spoke. We spoke once a week for, like, two months, two or three months, and I'm like, "This happens every single time." So now--even when I spoke to my manager about it, I'm like, "Hey, are you noticing this?" Like, "Do you see what's happening here?" You know, she was even reluctant to admit and acknowledge, like, "Oh, I do notice this," and so why she was so uncomfortable talking about the situation and why she was even more reticent to talk to other people about the situation, including, like, our project manager, is for another podcast, but needless to say it was pretty weird.Ade: Okay. Well, I know that you've had experiences as a manager. I personally have not. I am, like we've said multiple times, at the beginning of my career, but wouldn't it be great if we had someone on the show who had about 20 years of experience as an executive within the finance industry, which--Zach: 20 years?Ade: 20. I would argue that the finance industry is one of the most politically-charged spaces, but you didn't hear that from me. So I'm not sure. I feel like it would be good if we had someone who has had to climb multiple ladders, maybe build coalitions of support, maybe who has had active participation as a leader in his community and has acted as a mentor to other people of color.Zach: Hm. You mean like--wait a minute, let me check my notes--you mean like our guest Michael Williams?Ade and Zach: Whaaaat?Zach: [imitating air horns]Ade: Never gonna get tired of that. [laughs] All right, so next we're going to get into our interview with our guest Michael Williams. Hope you guys enjoy.Zach: And we're back. And as Ade said, we have Michael Williams on the show. Michael, thank you for joining us. Welcome to the pod, man.Michael: Man, thank you so much for inviting me.Zach: Absolutely. So for those of us who don't know you, would you mind sharing a little bit about your background?Michael: Sure, sure. I guess--where to start? I'm originally from Dallas, but I moved here and attended Texas Southern University and the University of Houston. Met my wife, who is an only child, and guess what? I was gonna stay a Houstonian. So after school--I had always wanted to be in banking, so I started down that line of pursuing a career in banking, and I have not looked back since. I guess it's been going on 27 years. 26, 27 years. Somewhere in there. I need to do the math. It's in there.Zach: [laughing] That's awesome. So when did you first start leading and managing teams in Corporate America?Michael: So I've been leading a team of corporate bankers for about eight years now, and I actually--for the bank I'm currently employed, I actually am what's called a market president. I run the entire [Southwood?] side for the bank. So I have a team of 13 commercial lenders that work directly for me, and the way we're structured, while I don't do anything in the branches, I have three branches--excuse me, five branches where my people are located, but all of those individuals have a dotted line responsibility under me as well. So while I in effect manage 13 directly, I have actually management I guess authority for somewhere over about 40, 45 people.Zach: Wow, that's amazing. So, you know, this show we're talking about--we're talking about leading while black, and so can you explain a bit for the audience--and shoot, for myself as well--the difference between being a manager and being an executive? And in your career, how do you manage that shift?Michael: Sure, sure. You know, it's--one of the things I continue to do is just aspire to read. I'm an avid reader, and I've read many books on not only how to manage but also--frankly, if someone would have told me management was more about managing the people relative to how they coexist, I would've actually got--instead of getting a degree in finance, I would've gotten a degree in psychology, because really that's where the buck stops. If you can understand that you have influence as a manager, you can easily--and I don't mean just regular influence. I mean you have to understand that everything you do has the ability to set the table up for your future, and those decisions that you make, you need to be calculating because you have the ability to influence people without you even knowing it. And so when I made the switch is when I decided to get an advocate for me at a senior level that allowed that person to see me and my skill set and be able to be my advocate above my pay grade to allow people to say, "Okay, this guy, he not only knows what he's doing, but he's also someone that we can actually incorporate into our senior management team."Zach: That's really interesting. Can you talk a little bit more about when you say advocate and really what you mean when you say advocate, and what were some of the things that they were able to do for you as you were able to transition into that next level of leadership?Michael: Sure. Here's the one thing we all have to--the people who--the vast majority of your audience needs to understand. As a minority--and I'm African-American, so as an African-American minority, the one thing that we don't have is direct access to the highest levels of any corporation, and in many instances, as it stands today, there are not gonna be a lot of people that look like us. And so I remember back when I was at another institution and there was one senior-level African-American gentleman there. That individual decided that it was in his own best interest not to uplift and promote and advocate for younger African-Americans. It was a sad--it was a sad sight to see. It was a very difficult experience to go through personally, but what I learned from that, I took away from that is I will never do that to anyone.Zach: Amen.Michael: Because people sitting back trying to figure out how to gain more ability--excuse me, more control and/or allow their skill set to show that they have the ability to be at the next table, and he would block them 100%.Zach: Wow.Michael: And so my career has been all about making sure that I help those coming behind me who have the requisite skill set and the requisite training. That's first and foremost. So in terms of--in terms of understanding your point, how you make that switch, the biggest thing is you need to--I said find an advocate, but you also, in my mind, have to bring people up behind you that are highly competent and qualified, and now you've got this team of people around you, and if you have that advocate, they see that and they want talent. They want talent absolutely. They just have not been used to having talent, and they certainly--in terms of African-American talent. So they don't necessarily embrace that, but what they do is they lead those people to the side to try to figure out who's on first, what's on second, and how you actually get to tell them you're on first and John is on second and Theodore is on third or whatever the case is is you have to embrace getting someone to get to know you. So in my--in my (life?) career, when I figured that out in my previous institution, I actually had the chairman of the bank--excuse me, the president of the bank here in Texas as my mentor. Today, I've got the president of the bank as my mentor. He is the #2 in the bank. We meet on a quarterly basis. I don't ask him for anything. I ask him for his time, and I want to share his--I want him to share his thoughts, and he wants to hear my thoughts about a various, just a various amount of things. It has nothing to do directly with "How do I get promoted?" "How do I do this?" It's all about just communication, because what I'm trying to do and what I have learned, if you break those walls down and are able to communicate, then that allows that person to see you as someone that they can feel comfortable with, and that really is the biggest barrier to any minority trying to break into the upper levels of executive management if it's not your company because they don't know us as a people, as a rule. All they do is listen to, unfortunately, Fox News and other similar detracting and negative news accounts about us as a people in general, and they make these generalizations without knowing you individually.Zach: We introed the show talking about and sharing a story from Bernard Tyson, who is the CEO of Kaiser Permanente, his experience in having to deal with individuals who had never worked with a black man as a peer. So I'm curious to know how many instances you've had where you've said, "Wow, you've clearly never worked with a black man before." Like, has that happened? And if so, would you mind sharing a story or two?Michael: Sure, sure. That has absolutely happened, and you could see it coming 100% down the line. It's amazing. I've had it happen so many times, but I remember a couple of different instances. I'll give you a couple stories. One, as a young analyst, you know, all of us who come through commercial lending, investment banking, all of these corporate-type lending groups, we all have to go through this vetting process and this training process, and it's generally about a year, and we'd learn all this stuff, and then we're out--we're put into these groups, and we're analysts, so we're at the bottom of the rung, right? We're [runts?]. And so I'm in this group, and this--[laughs] calling him a gentleman is good. It's way above where he was in [inaudible], however this gentleman ran the group, and this was--this was in the early '90s. And so this guy--to give you kind of just an overall view of who he is, this guy would smoke in his office. It was illegal to smoke inside of the building, but he would smoke in his office. But he was an old head, he was a successful old head, and senior management didn't bother him. So they let him smoke in his office. Well, okay. So this guy, the manager of group, he was clear that he did not like me, and he made himself clear by several different things that he did. And I'll give you one nice example. So I am in the habit of drinking a gallon of water today, and actually I still do that to this day, and I had my jug that had a lot of water in it, and we were in meetings, and he turns to me in front of everybody and says, "Why do you have all that water?" "Because I like to drink a lot of water." He said, "Well, you know what? That is so sophomoric of you. It's like you're a little kid with a jug." I was like, "Whoa. Okay, this is just water." So we go forward. I take that as a note and I keep moving. Of course I didn't get rid of my water. I just decided to hide it from him all of the time. So there was an instance where when we get into work in the morning we would go get something to eat for breakfast, 'cause typically we'd have to get in early, so we typically would get something to eat for breakfast. My counterpart, the young analyst that was with me, would go--she would check into the office, sit down, turn her computer on, and then go get something to eat. I would go get something to eat, come back, check in and sit down and get something--and start working. I was told that I was habitually late. Now, mind you, I got in before it was the normal working hours all of the time, but because I got breakfast first, came back to my desk, she came to her desk, checked in, meaning face time--and I'm using total air quotes right now--Zach: Right. [laughs]Michael: Meaning face time. It was acceptable to do what she was doing and unacceptable to do what I was doing, and these are very small, minor things, right? Well, one thing everyone needs to take away from anything--if you don't take anything else away from what I'm saying, it is absolutely this - you cannot progress, move up, move forward in any career unless management likes you. Period. Stop. End of story. You could be the most highly-qualified, the brightest--have the brightest mind, have the best work ethic, but if your manager does not like you you will not be able to move up. As a matter of fact, your job is in peril and you don't even know it.Zach: So that was when you were, you know, a new analyst. You were coming in. You were getting hired. You're working for the old head. Was there anybody--was there any instance or experience you had as a leader where you were like, "Wow. Okay, you've clearly never dealt with a person of color before." Michael: Oh, sure. Sure. So we're working on a very sizeable transaction, and my team is managing--I am managing my team, and it's one of my lender's opportunities, and this deal is north of $100 million, so it's gonna be a nice year--Zach: Whoa, whoa, whoa, whoa. Whoa, whoa, whoa. You said one zero zero million dollars?Michael: Yes, sir. Yes, sir. I do corporate lendings, so, I mean, I've worked on several significant-sized transactions for many publicly-traded companies in my past.Zach: Wow.Michael: So at any rate, this is gonna be our year. This deal is basically gonna make our year. So this is my deal. We're working on it, and unbeknownst to me there was some chatter in the background by a counterpart, so another manager, and this person made some questionable comments about me and my ability to lead us through the closing of this deal. I had never even interacted with this guy, so the things that he was saying about me and my inefficiencies. He went on about being efficient, not having ever done a deal of this size before, it actually needs to be done by him and his group. Zach: Wow.Michael: You know? And I sat back and I said, "Wow, interesting." For me, one of the things I'm real keen on is documentation, and so along the way of that particular process I was able to have my documentation in order so that the president, who was the final arbiter, came down to find out what was going on and why we were having some discord, and I simply said, "I'm not sure." And this is another nice little note here. Michelle Obama said it best. "When they go low, we go high." Never get into the mud when people are throwing mud at you. Never. Never. Because you will never win that situation as a minority. You will never win that situation. Even if you win that situation, you've lost. You've just lost because they're already afraid of you, they don't know you, and then now you've got quote-unquote real with somebody, oh, they don't want you around. They don't want you around. That scares the living crap out of them.Zach: But this is my thing. So Michael--like, for those--you know, I've known you, or at least I've known of you for a while, and so I know--but you are a keep it real type of dude, and you're definitely not, like, a back down kind of guy. So let's talk about this documentation and how you stood up for yourself, right? 'Cause I know that's not who you are, so let's keep it real, right? Like, let's--Michael: [laughs] Oh, you are so real with it, and I will admit 100% to have always been an enforcer. I'm just gonna be clear about that. I'm not gonna lie about who I am as a person. Zach: Amen. [laughs]Michael: I grew up--I didn't give you all of the background, but I grew up in the projects of south Dallas. So I grew up fighting. I know how to fight, man. That's not even a question. These hands are real good. These hands are real good. However, what I've--what I've learned over my career is that in order for me to be who I want to be--and now, maybe earlier on I probably would've put hands on him or done something that probably would have not allowed me to move forward as far as I have today, however he caught me at a time in my life where I know better, and I know that I am--my level of intelligence taught me early on, through my mistakes probably, but I wanted to be able to be smarter, more intelligent, and more calculating. I can't say that enough. Here's my phrase that I say all of the time. "I play chess, not checkers." And in life and in Corporate America, it's always chess. If you think you're playing checkers, you've just lost. It's always chess. You've got to think two to three steps ahead and why is that going on and why did that just happen? See, it just didn't happen for a reason. Something happened. And oh, by the way, there are multiple conversations going on without you even knowing about it. You don't even know conversations are happening and they're happening. So it's not about trying to be paranoid or being paranoid. It's all about realizing that they're having these conversations, making these judgments, making some assumptions about you without you even knowing about it. So go back to your question. I have always documented what's going on, and I've always done that to the point of understanding two things. One, it helps me to make sure I'm clear about what's going on, and then two, there's a little saying--although I've never been soothed, there's a little saying that says, "Everything is discoverable," meaning I look at--I look at every situation like there's a lawsuit pending, and as long as I'm looking at it like there's a lawsuit pending or this could promote a lawsuit, I make sure that not only am I keeping my ducks in a row, but I make sure I limit the things that I say that are a part of public record, be it in writing or orally, because I want to limit my exposure while documenting and keeping up with what everybody else is doing.Zach: See, the thing about it is I'm kind of--I'm kind of shook, to be honest with you. Right? [laughs] I'm kind of like, "Okay." Like, I'm listening to you, and honestly I'm hoping that my sound man puts a little bit of House of Cards type music in the background because I'm hearing what you're saying. I don't disagree, right? So this is just good information to have, and I'm a few rungs down the ladder, and so politically understanding how to navigate these spaces--and there are plenty of people who are listening to this show who are aspiring to get there. I'm curious though. We have folks in our spaces, and I think as you know when you look at the history of civil rights and just black liberation, you have to have allies. You have to have folks that don't look like you who are advocating for you. You talked about advocacy at the beginning of our interview. I'm curious to know--you know, there are people who do look like us, but there are people who don't look like us also who listen to this show who are passionate about diversity and inclusion, who are passionate about being supportive and really leading that next generation. What advice do you have, right, for our non-Wakandan brothers and sisters listening in?Michael: As I cross my arms and let my fists down.Zach: And bounce your shoulders a little bit. [laughs]Michael: [laughs] Right, bounce up a little bit. Let me tell you this. The thing that I can say is judge people--I mean, it's funny. MLK said it best. "Judge people for the content of their character, not for the color of their skin." Yes. Are there people out there that have--are trying to run a [gang?] Maybe not as qualified but have snuck into the door, yes, but guess what? That's on both sides. Zach: Hm.Michael: That is not exclusive to minorities, and in particular African-American minorities. That's on both sides of the equation. So judge people for their content, their capacity, and their intellect. That's how you--that's how someone with aspirations of being an advocate can do--get work in whatever their chosen field of human endeavor is, because there--first of all, there's not enough room at the top for everyone. Period. Stop. End of story. Full stop. However, people get passed over for reasons that, in a lot of instances, didn't have to be necessarily. But it happens because that's life, right? You know, life is truly Mike Tyson's big ol' heavy hands. It just keeps coming at you, and you're gonna get your butt knocked down, and you gotta figure out whether or not you can get up and/or have the will and the power to get up because they gonna come right back at you. Those people who get up, those people who have that fighting instinct, who are intelligent, who are hungry, those are the individuals. If you can just look at them for who they are and what they bring to the table, that's a good deal.Zach: Absolutely. I'm curious--I'm curious about this, kind of as a follow-up to really what you just said. You know, are there any--are there any specific experiences or points of advice you've received in your career that have stuck with you and really helped you drive and continue forward to the place where you are today?Michael: One, have that drive, have that inquisitive nature. Always ask the question. You don't ever know what the answer is, nor should you think you would know the answer, but you've got to be willing to ask the question. And once you ask the question? Oh, by the way, learn and don't repeat whatever it is you did before. Okay? So I'm a big one-time guy. Ask me the question or let me ask the question one time or tell me one time, I got it. I've got to move forward. Now, the responsibility thereafter is on me 'cause you told me. So now I want to demonstrate whatever it is. I have the capacity not only to remember what's supposed to happen here but to incorporate it into what I'm doing and move forward. That's one. Two, more important than anything else, never ever lose yourself. Whoever you are, it is you. God brought you into this world. Your experiences up to whatever that point is have made you who you are. Never lose yourself. Learn to navigate within the political world that we live in, especially in Corporate America, and refine your edges. Like you said, you've known me. You guessed that I was a fighter, [laughs] but I've learned to smooth my edges out and to be able to be--to walk in any room and strike up a conversation. Insert name here, insert title here puts his pants on every single day like I do, one leg at a time. So he's no more special than I am in that regard. All he has done is he has made himself or have been able to get the breaks to make himself--put himself in a leadership position. Maybe at the top of the company. Maybe at the next level. It doesn't matter. He's still a person who puts his clothes on--his pants on one leg at a time, therefore I have the ability to interact with this person and find maybe some level of commonness that would allow us to engage in conversation and then, again, continuing to erode any kind of preconceived notions and ideals about who I am simply because I showed up and my skin was a little bit darker than yours. Zach: This is just so helpful, Michael. Thank you so much for joining us today. Before we let you go though, do you have any plugs? Any shout outs?Michael: Oh, what could I shout out? I could shout out my wife's foundation. I lost my wife now seven years ago to breast cancer, and I started a foundation for her in an effort to help find a cure for this dreaded, horrible cancer called triple negative DCIS cancer. It is one of the most aggressive forms of breast cancer for--unfortunately for African-American women, and we have an annual walk to celebrate her life, but also to raise funds. We raise funds through corporate giving as well. The website is www.YEF.org, and that stands for Yolanda E. Williams Foundation. YEF.org. You can go on the site. We're preparing for our October walk now. The date has not been set. We will be doing that in a matter of weeks, and you can go on the site and check that out. And so my plug is help me figure out, through raising funds and donating to research, how to get rid of this scourge called triple negative DCIS breast cancer. I don't want anything else.Zach: Amen. So this is what we're gonna do. So first of all, we'll make sure that we have that website in our show notes, and we'll shout that out when we publish this, and then what we'll also do is when you confirm the date, Michael, let us know, and we'll make sure that we shout that out on the podcast as well.Michael: I will do just that.Zach: Okay. Well, first of all, just thank you so much for joining the call. I appreciate you joining the show. I appreciate the insights and just stories that you've been able to share. We wouldn't have had you on the show if we didn't know and trust that you would give us honest, frank, transparent conversation, and I believe we've had that today. We'd like to think you're a friend of the show, and I want to thank you again, and we hope to have you back real soon.Michael: I look forward to it.Zach: All right, Michael.Michael: Count me as a friend.Zach: I will. All right, now. Peace.Michael: All right. Thank you.Ade: And we're back. Zach, that was a great interview. One thing it did remind me of though was the fact that we interviewed a black man, but because the way the system is set up--you know, sexism, racism, and all of the other -isms--I believe that if we had had a black woman on the show talking about this we might've had a slightly different conversation due to the relationship of being a black woman in positions of authority.Zach: You know what, I agree. If you don't mind though, go ahead and expound on that.Ade: Right. So I'm sure you've heard of intersectionality, although for those of our listeners who haven't, it's simply the idea that there are--that your identity form different axes of the way you relate with the world, and so that means your relationships with the world and with certain aspects of the world such as Corporate America as a black man differs from mine as a black woman, and there are different aspects of that. So your sexuality also interacts with that. Your age interacts with that. Your class interacts with that. And so all of that said, I think that if we think about things like the angry black woman trope and how that would reflect in being a leader and how, for example, black women usually aren't allowed to get angry or to express dissatisfaction with anything, otherwise it's "Oh, she's so bitter. She's so angry," as opposed to "No, I'm rightly disappointed in your work product," and all the other ways in which that could affect, you know, the final outcome as a--as a leader. I definitely would like to have that conversation with a black woman in maybe a part two, you know?Zach: You know what? That's a good point, and I agree. Let's make sure that we get a part two on the schedule and get going on that.Ade: Most def. I definitely want to interview, like, an Oprah. Trying to get my auntie on the show. Maybe a Viola Davis. Let's see what we can pop on. How are you feeling?Zach: I feel great about that. You said a Viola Davis?Ade: Or an Oprah. You know, I'm not too picky.Zach: An Ava DuVernay, perhaps?Ade: Ava DuVer--see? [inaudible]Zach: Maybe an Issa Rae?Ade: Stop it. I have a girl crush on her. I have a crush crush on her, but I also have a girl crush on her.Zach: I have an artistic cross on Issa Rae for sure. I was gonna say Issa DuVernay, which would be an amazing combination if both of those, like, fused into one person. My gosh.Ade: Oh, my God. Think of awkward black girl but [shot by?]--[Sound Man throws in a swerve sound effect]Zach: What?Ade: [laughs] Okay, now we're going down different tangents. Okay, anyway. Today we have a listener letter, so as a reminder to everybody at home, we encourage conversation, and so we're looking forward to reading any letters, comments, questions from everyone. So let's get into it. So today we have this letter. We're gonna call this listener Nicole, and let's read Nicole's thoughts. Okay, so it says, "Hi, guys." Hi. "I love your podcast and your insightful advice. This is a career question." All right, let's go. "I usually don't ask anyone I don't personally know about advice, but when I told my circle of friends about this particular situation they were stumped. They didn't know what to say, so here we go. I've been at my job for close to three years, and I've adapted to the many changes that came within my department. A year in, I got switched to a different sector of my department, which meant that I was part of a team of two - the manager and I. My manager has been working with this company for close to ten years and is jaded by all of the politics that comes with working at a large company and in our department. She's much older than me and has been working in this particular industry for decades. My manager and I obviously make for a small department since it's just the two of us, but we're overloaded with work and last-minute projects, which sucks, but it's part of the inner workings of the culture. Anyway, very recently my manager was having a meeting with the director during which the convo switched to me. I was not attending the meeting, but my name came up. The director then asked my manager, "How are you expanding her role?" It seemed as though it was a slew of questions about my potential and what my manager was doing for me in order to make that happen. This didn't seem to go over too well. When I came back from lunch, my manager was venting to me about this meeting. She basically told the director that if she, being my manager, is unclear of her own role and didn't see how she could advance in the company, how could she advance me? And this is just a paraphrasing of the events. And so while she was venting I was simply nodding my head because what else could I say to someone who feels stuck in their job and is managing me? For someone who is much older, I thought she was gonna be a good example, but I've come to realize she isn't. Lately I've been looking for new jobs that pay better because even though my department seems to make millions for the higher-ups, they're stingy when it comes to raises. I've only received one raise, which equated to pennies in my paycheck." Pennies? Oh, Lord. Okay, all right. Anyway. "Should I hit the pavement looking for a new job that pays more or should I try to stick it out and work with my jaded manager? Thanks again, and I hope to get some encouraging advice. Nicole." My goodness. Okay, Nicole. There's so much happening here. I don't--I hate to sound like a typical situation, but this really did rock Zach and I when we gave this a first read-through. And so, Zach, if you don't mind, I'm just gonna go ahead and give my thoughts on it. Or did you want to go first?Zach: The floor is yours.Ade: Okay. So as I see it, there are, like, several different layers of suck here. I'm sorry that--first of all, I'm sorry that you're going through this. It's not a fun or funny situation when you feel as though your career is in the hands of someone who doesn't care about you, but like I said, there are several different layers, and I think it would be best to separate all of those things. So on the one hand, you have a situation where--and at the beginning of Living Corporate, we actually had--I believe it's our very first episode--where we were talking about separating your sponsors for your mentors, knowing the two and leveraging the two. Currently I believe what you need is a sponsor, not a mentor. Your current mentor isn't doing her job. And then the other issue is the matter of your money and getting a new job. So I'm just gonna address them one after the other. So I believe you need to go on the hunt for a sponsor, whether that is within your company, somebody who has a role that you eventually see yourself taking. So obviously this requires first figuring out what you want your trajectory to be at this current moment. That doesn't mean that it can't change, but I believe that everybody needs a five-year plan for themselves. And so in five years, where do you see yourself? In ten years, where do you see yourself? And find people who have optimized their career and go talk to them, whether it's within your company or without. Go on coffee dates. Hit people up on LinkedIn. And I promise you that's not a weird thing. I just came to realize that myself. Like, I'll hit up people on LinkedIn and just kind of ask them to go for coffee or, you know, get their thoughts on certain things. So that's one. The other is that, you know, I understand that you might be feeling hurt, but what your manager is going through is about her and not you, and so although it feels as though she's kind of set herself up as a barrier instead of helping you in your career, I wouldn't take that too personally. Don't let that reflect in your work. If anything, allow that to spur more conversations with, again, those sponsors that you're looking for because they're the ones--within your company, they're the ones who will be putting you on new projects, who will be putting you in places, in rooms, in situations where they feel you have the potential to progress. And outside of your company, those sponsors are the ones who will slide you those job links like, "Hey, I saw this come up. I think you'd be a perfect fit in this situation. What do you think? Go ahead and apply," which brings me to my next point. Any raise that's pennies per paycheck--Zach: Yeah. If that's literal then yeah, that's a pause-worthy statement.Ade: Yeah, that's not it. That's not the lifestyle that I'm hoping and praying for for all my people. I was actually just having this conversation with a group of my friends that closed mouths don't get fed, and it's very typical, particularly of people of color, particularly of women of color, to feel as though we should be grateful for, you know, the pennies as opposed to asking for the thousands, and I don't know if that's gonna, for you, look like--and this is all gonna be personal to you, whether you feel as though you need to be in this company and so you need to figure out how to have the conversation about raises or if you need to step outside and start looking for new jobs. And to that I would say optimize your LinkedIn, get your resume together. If you need to find a professional to look at your resume for you or if, again, those sponsors that you're looking for can take a look at your resume and help you in that regard. But I would definitely say you should start networking. Go to industry events. So whatever your industry is, Meetup is a really good place to find organizations or groups where you can network and meet people and kind of--if you have business cards--give your business cards out, ask people out to coffee at those events. People there are open and willing to mentor you, but you just have to ask. And so those would be my two biggest recommendations for you, and definitely, definitely, definitely keep your head up because this is something that I can relate to personally, and I'm sure Zach has, in some form or fashion, been in a position where he's had to advocate for himself, but you are always your own best advocate, and so this is just a matter of fine-tuning the language and finding the people who are willing to listen to you. Zach, what you got?Zach: Yeah. I mean, one I absolutely agree with your point, right? With all the points that you've made. Ultimately, just to keep it a little bit more succinct, I think it comes down to two things. First of all, you are your best advocate, and then two it's your own career. So it's really one point, right? So you have a couple things here, right? So you have challenges internally where you have your manager who's a bit frustrated and jaded to the language that you're used to, and you now have concerns if they're going to be able to advocate for you. Well, like to what we've been saying, rejecting the premise that anyone else is responsible for advocating for you and that you own your career, it starts with you saying, "Okay, what is it that I want to achieve here?" And then just talking to people, knocking on doors inside your company and being like, "Look, this is what I want to do. This is how I want to do it. Can you help me?" And be comfortable with the people who say no. And they may say no by just flat out saying no. They may say no by just not following up. They may say no by some long-winded answer, but just be comfortable with the people saying no 'cause eventually you'll find someone saying yes. Now, if you can't find the yes internally then it is time to leave, and you already were talking about the fact that you're looking for--you're exploring another opportunity. So your salary--like, your salary is a personal problem. So what do I mean by that? Your salary is a personal problem, meaning you having an issue with your salary, that's an issue between you and you. So you need to figure out a way how you're gonna answer that question. So are you going to get put together a case internally and say, "Hey, look. This is the number I'm looking for because I haven't had a raise in this many years," or "I've only had this one raise," or whatever the case is, or are you going to find another job, right? So plenty of studies show that when it comes to job hunting, you know, you're gonna get a bigger bump transitioning away from a company than you are staying inside. And I'll--there might be people who argue or disagree with me on that. If you do, please send in a letter, send in your comments. And there's more to a job than just your salary, but my point is you have to figure out a way to address that for yourself, right? And, like, I'm not attacking you. I definitely understand where you're coming from. I've definitely been there, where I've got caught up in the illusion of waiting for people to advocate for me, but I realized that people only advocate for you as much as it helps themselves. And so your manager who has her frustrations and things of that nature, that's perfectly human, and she shouldn't be shamed for that. At the same time, that's not your problem. Your problem is how are you gonna make sure that you take care of yourself? So Nicole, like, we're really excited about you sending us another letter, like, letting us know what's going on. We definitely are praying for the best. There's definitely a lot going on for sure, but yeah, advocate for yourself. And we actually have an article dropping on Living Corporate soon about strategic self-advocacy, so keep an eye out for that. If you have any additional questions, just reach back out and we'll make sure to chop it up. Offline.Ade: And definitely thank you for writing us and trusting us with this. So that about wraps it up for our listener letter portion of the segment. As a reminder, we do encourage conversation, so please reach out if you have any questions, comments, or concerns for us.[segment break]Ade: All right, y'all. It is another episode of Favorite Things. So I have a confession actually, guys. Please, please, please keep this on the downlow, as I say this on a podcast. I had my first bite of mac and cheese recently. I know. I know.Zach: Your first bite? Like, you've just now--you've just now tried--Ade: I just--like, I literally just tried mac and cheese, and it was--and I feel like the only real reason that I liked it was because it was a seafood mac and cheese because I've always been really, really averse to cheese, but I've only recently started being okay with it. Like, it doesn't automatically make me nauseous. And so, like, I had my--my friend made--there was a kickback, and my friend made seafood mac and cheese, and I was like, "Seafood? I guess I can give it a shot." I don't know what that voice was. [laughs] But I gave it a shot and I ate it, and it was good. Like, it was really, really good, and I was like, "Hold on, wait a minute. Are you telling me that I've been missing out on deliciousness this whole time?" I was like, "No, this is probably a one-off. It's because of the seafood." And then I went to another event with friends, and my friend made just regular old mac and cheese, and I was like, "You know what? I'm gonna give it another shot," and it was astounding.Zach: [laughs] It was astounding?Ade: Astounding. Astounding. Are you kidding me? And so now I am mad that I have wasted all of these years of my life not eating cheese, specifically not eating mac and cheese, especially since I apparently make good mac and cheese, but I've never eaten it because I've always been afraid of what it does to my life afterwards--of what cheese does to my life. And so now I'm just trying to spend all this time, like, making up for lost time.Zach: With cheese.Ade: With mac and cheese, to be specific. Zach: With mac and cheese, to be specific. Okay. First of all, that's very funny. Ade: [laughs]Zach: Because mac and cheese is--first of all, it's just such a common dish from my perspective, right? But at the same time I'm excited for you, and I actually think what we should do is maybe add a fun segment from time to time just called Ade's Cheese, right? Like, where you try, like, a new cheese, right? So, like, maybe next time you try Gouda, and then another time you try feta. Ade: Actually--it's so funny you say that because I bought a smoked Gouda from the Amish [inaudible] market in my apartment, and it's in my fridge right now, okay?Zach: Okay. So okay, great. So look, let's take a note 'cause the next time--the next time we're together we'll bring up your review on Gouda. Ade: Look, listen. I actually already took a slice of it with some pepper jelly, and I want to fight every single one of my friends who did not inform me that cheese was this good.Zach: Right. Now, look, cheese is--cheese is good. Like, it's a seller for a reason.Ade: I want y'all to know that there's no way you love me and left me out of the secret for this long.Zach: Nah, see--actually, I challenge that, right? I challenge that because they could've been holding you back from cheese purely for the health reasons, right? Like, there's no--Ade: Nah, forget all that, because, like, they watch me eat three slices of cake and they actually encourage me. Like, "Here, have my slice of cake." Zach: Okay. Well, then I understand your frustration.Ade: See? Mm-hmm. They're not loyal. Not a single one of 'em. [laughs] My only other thing this week, it's a book called Perfect Peace by Daniel Black. So it's a book about what happens--there are several different themes. Part of it is gender. Part of it is, like, family betrayal. And so, like, the plot is it's this family in the rural south. Mama has six boys already, and she's pregnant with her seventh, and she, the whole time, is thinking, "Oh, this is gonna be my girl." She has a lot of issues surrounding her relationship with her mother, and so she wants to really, like, nurture a girl, a daughter. Turns out that she has a son, and so what she decides to do is raise her son as a daughter, and so she names this boy Perfect. Their family's called Peace. And so Perfect is raised, up until he's 8, as a girl. It's just this really, really gripping story about, like, love and family and what it means to--like, what gender means and what family means and what truth means and all of these other things, and you find yourself just, like, shocked every other page. But yeah, that's my favorite thing, and that was a whole lot, but I hope y'all take a look. What about you, Zach?Zach: Well, first of all, that's cool. We've got to make sure that we add Perfect Peace to our reading list.Ade: Oh, yeah.Zach: That's right. Make sure you check out our reading list. It's great. So sticking with my record of aggressive book titles, my favorite thing right now has to be this book I'm rereading called This Nonviolent Stuff'll Get You Killed by Charles Cobb. It explores the history of nonviolence during the civil rights era and its function. It also breaks down the history and culture of gun ownership for black people in America. It's a really interesting read. Academic while not being too heavy. It's just a really approachable book, and it's also on our reading list, so make sure you check that out.Ade: And that's our show. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you'd like us to answer and read on the show, please make sure you email us at livingcorporatepodcast@gmail.com. Also, don't forget to check out our Patreon at LivingCorporate as well. And that does it for this show. My name's Ade.Zach: And this has been Zach.Ade and Zach: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We discuss the idea of being a black executive in Corporate America with Frost Bank President Michael Williams.
Michael Williams' LinkedIn
Help Beat Triple Negative DCIS Breast Cancer</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We discuss the idea of being a black executive in Corporate America with Frost Bank President Michael Williams.</p><p><a href="https://www.linkedin.com/in/michael-williams-wk-a3791112/">Michael Williams' LinkedIn</a></p><p><a href="http://www.yewf.org/">Help Beat Triple Negative DCIS Breast Cancer</a></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>3449</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Christa Clarke</title>
      <description>In this B-Side, Ade sits down with Christa Clarke, entrepreneur, public speaker, project manager and event hostess about the #MyMentalMatters episode.
To connect with Christa:
instagram.com/heychristaclarke
www.freeingshe.com

To learn more about Cubicles to Cocktails
instagram.com/cubiclestococktails
www.cubiclestococktails.com

Related blog posts Christa referenced and/or wrote:
www.freeingshe.com/blog/positive-affirmations-dont-work-for-everyone
https://itsallyouboo.com/escaping-a-toxic-work-environment/

Mandela Dixon's Mental Health + Workplace Instagram Post
https://www.instagram.com/p/BmDhNTrgZs3/?taken-by=mandelash </description>
      <pubDate>Fri, 17 Aug 2018 07:14:00 -0000</pubDate>
      <itunes:title>Christa Clarke</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>16</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/045aa90a-f2a5-11ea-88c4-cbe3aa92ebf8/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>In this B-Side, Ade sits down with Christa Clarke, entrepreneur, public speaker, project manager and event hostess about the #MyMentalMatters episode.To connect with Christa:instagram.com/heychristaclarkewww.freeingshe.comTo learn more about Cubicles to Cocktailsinstagram.com/cubiclestococktailswww.cubiclestococktails.comRelated blog posts Christa referenced and/or wrote:www.freeingshe.com/blog/positive-affirmations-dont-work-for-everyonehttps://itsallyouboo.com/escaping-a-toxic-work-environment/Mandela Dixon's Mental Health + Workplace Instagram Posthttps://www.instagram.com/p/BmDhNTrgZs3/?taken-by=mandelash TRANSCRIPTAde: What's up, y'all? This is Ade with Living Corporate, and you're listening to a B-Side. So if you've been here for a while you might know what a B-Side is, but in case this is your first episode I'm going to give you a quick intro. So for our new folks listening, B-Sides are much more informal shows that we have in-between our larger episodes. These are much less structured and often more lit than our regularly scheduled shows. Sometimes they're conversations between us, the hosts. Sometimes they're extended monologues--I'm looking at you, Zach--or sometimes they're a chat with a special guest, and today we have a really special guest with us, Christa Clarke. Now, Christa is the founder and chief creator of FreeingShe, which is her lifestyle blog, as well as Cubicles and Cocktails event series. Christa's also a project manager in the health care industry and a wife based out of Houston. She's a self-confessed blerd y'all I know rock with who loves technology and health sciences. She also happens to be a huge lover of hand-crafted cocktails, (which?) shout out to you, and a wine enthusiast, pairing wine to fit her food and her mood. You sounded like my kind of lady. Christa, welcome to the show. How are you doing?Christa: [laughs] I'm doing great. How are you?Ade: I am wonderfully cramped. [laughs] Hanging out in my closet. Okay, guys. For those of you listening, I happen to be recording from my closet today so that I can increase the audio quality of Living Corporate. Never say I've never done anything outside of my comfort zone. So Christa, I'm here with my cup of coffee, and I just want to know - did you listen to our latest episode? What'd you think?Christa: I did, yeah. So, like, the latest episode, I thought it was, like, a very great discussion, and also an excellent resource for communities of color when it comes to starting on a mental health wellness journey. One of the things that, like, particularly stood out to me in the conversation too was Evelyn from the Internets' "Calling In While Black." [laughs]Ade: Yep. Oh, God. [laughs]Christa: I thought the video, like, was so funny, but it was so truthful. I know, like, after Trump was elected I honestly did not want to go to work. [laughs] And then also, you know, just when new cases of police brutality, you know, pop up, like, I just--it just, you know, causes me deep distress, as well as, like, a lot of community members. And so, like, I totally related to the video. I know one of the things that I do in particular though when cases of police brutality or anything that's, like, systemic racism or sexism against marginalized communities pop up, I try not to share the videos, and I don't watch the videos because as a person of color myself, as a woman of color, I don't feel that I need to actually, like, do that in order for me to action and just--the viewing for me actually causes deep trauma, and so I just avoid viewing, but I just--you know, I just go ahead and take the action anyway. So that's one of the things that I do encourage people of color to not do is to not share those videos or watch them if it does cause you intense pain.Ade: Yeah. So I hear you about, you know, not sharing those videos because--I think I made a very intentional decision, particularly after the Walter Scott shooting, and I remember very, very clearly sitting and making the decision not to watch it because I had watched every video before that, and it had seemed as though bearing witness was the least I could do for these people, but after each video I realized--I even listened to the 911 recordings in the Trayvon Martin case, and I realized that it wasn't doing me any good. Being in that space, being in that mental space, just was not helpful. It wasn't helping me. It wasn't helping my community. It wasn't helping anybody around me, and so I had to take responsibility and take ownership of the course of my mental health, and that was the overarching theme of that conversation for me. And I take my mental hygiene seriously, so much so that I wrote a list of 23 promises to myself on my 23rd birthday to be really intentional about my self-care in this new chapter of my life. Allow me to ask you this. What intentional decisions have you made for the sake of your mental wellness?Christa: Yeah, that's a really good question. So I will say, like, you know, just--some of, like, the easier things to talk about is that I--you know, I participate in yoga. I do yoga and I meditate. I actually meditate in an office. I have a sign where it's like, "Meditation In Progress," and I tape that to my door so that I'm not disturbed. And, you know, I also read devotionals and have some scriptures that are my favorite, so they're, like, easy to refer back to. I use scriptures in place of affirmations because personally for me a lot of affirmations--I feel like they just don't work, and sometimes they make me feel worse. Like, there's actually, like, research out there that shows that affirmations don't work for everybody and that there's--you know, there's a process you should go through in order to get to the point where, you know, looking at yourself in the mirror and saying, "I am a confident, beautiful black woman," you know? [laughs] Like, actually like [inaudible], and you actually believe it. And so for me I just--I wrote a blog post about it called I Thought Affirmations Were A Key To Success - I Was Wrong, and that just explains, like, my whole thought process behind why I personally don't use affirmations and why I personally lean on biblical scriptures. I also avoid caffeine, and for caffeine I find that caffeine triggers anxiety in me, especially when I'm dehydrated, which, you know, when I'm too--when I'm too busy, sometimes I do forget to drink water, and so I--that's really hard 'cause, you know, in Corporate America, I feel like caffeine and corporate environments, like, they just go hand-in-hand, right? You know, your mid-afternoon coffee break. Ade: Right.Christa: So I don't have those, but I would say, like, the biggest thing for me was actually, like, leaving what I considered personally a toxic work environment. Mandela Dixon--she started Founder's Gym--she posted recently on Instagram about her experience having anxiety attacks in her office and her workplace, and she said through reflection she realized that her growth was, like--she felt that her growth was being stunted, her creativity was blocked, and that her value was being taken for granted, and when I read those words, like, I totally related to that. At a previous job, I really felt very, very truly that all three of those things were happening to me, and it was causing a lot of tension at home with my husband, a lot of--by the end of my time, by the end of my tenureship there, I was feeling sick all of the time. Like, GI issues, bad sleep, and--and, you know, just, like, bouts where sometimes I would just come home and cry or I'd come home and be really fatigued. I know I've had a few anxiety attacks actually in that workplace, and mainly I feel like it came from a place of me trying to be strong and trying to, you know, just continue to work and deliver great quality work and not putting myself first, and so I ended up contacting EAP, which is Employee Assistance Program, after one incident that just left me emotionally disturbed, to find a therapist and get connected to a therapist. And so from there, you know, we kind of explored, like, what are my options? Do I learn coping mechanisms to not let the stress get to me and let it drive me to the point where I'm, like, in the office feeling like--literally feeling like I'm dying, like I can't breathe, you know? I'm so nauseated and dizzy. Or is my--is my option, best choice for myself, is for me to leave the environment? And for me the decision was to leave. So I--you know, I got really serious about my job search, and I just, you know, kept on praying. I really enjoyed the work that I was doing at my old position, but, you know, for me, I just kept on praying, "God, I just want a better environment. God, I just want to feel as if I'm working for a boss who values me and wants to see me succeed," and I didn't talk to him about what the job would be. I didn't talk to him about the compensation. And so finally when a door was opened, I was looking at entering a brand new field in the health care industry that I've never touched. Like, I've done entrepreneurship, I've done clinical operations, and this is, like, you know, academia now for medical school. So I was also looking at a pay cut. [laughs] So I wasn't expecting that, and so that was a very--you know, a very difficult decision to make, but, you know, no amount of money--and I know this sounds so cliche, but no amount of money is, like, worth your mental health and worth your sanity. And so, you know, I took that leap of faith and I left, and the first--the entire first week of my new job, I was actually having anxiety attacks in that office. So that's, like, how much toxicity, like, has built up in my system. My body was, like, still expelling that in the new office. And at first I thought it was just the fluorescent lights causing me to be, you know, dizzy and nauseous in the workplace, but now they don't bother me. And so, like, in reflection I realize, "Wow, that was just, like, me having [inaudible] episodes of anxiety that was being triggered from that old workplace," and how [inaudible], but yeah. I think that was, like--you know, that was definitely the biggest decision that I've ever made in terms of protecting my mental wellness.Ade: Yeah. That is huge. I think the idea of putting yourself first, of centering your whole self, your mental health especially, is just such a huge deal because I know so many people who are hustlers. Like, it's never going to be about "Well, what is most important to me is my mental health, and everything else comes second," right? It's "All right, but who's gonna pay these bills though?" Right? And I think part of those difficult decisions and the difficult conversations that we have to have in our professional communities as people of color is that the world won't end if you take that pay cut. The world won't end if you opt to walk away from people, places, and things that don't serve you, right? And if you are honestly in search for what your best self is, what your greatest good is, then it can never be positions and places or people, bosses in particular who reduce you, who shrink you, who are just in general not good for your mental health. But with all that said, I just want to pivot quickly to talk about FreeingShe, your lifestyle blog, and Cubicles to Cocktails because--I mean, I'm interested. I mean, I know that I'm in D.C., but if you're ever coming out this way I just want you to know that I need a ticket. [laughs]Christa: For sure. [laughs] Awesome. So yeah, FreeingShe is my lifestyle blog. I started FreeingShe back in--around November, December 2016, and it started, once again, from a place of--I just felt that my creativity was blocked. I felt so blah around that, you know, that [inaudible] of my life, and I wanted a place where I could express my creativity, or actually to restart exercising my creativity, as well as provide career resources and career perspectives on how to be--how to be success-minded, but how to also be well behind--how to stay well behind your ambition for women of color. And so I started the blog as well as a meet-up group, and so we were meeting monthly, me and the women who would come out, and we were having just really great conversations, Q&amp;amp;A sessions. We would talk about books and articles that we read and just--you know, we had just really formed that community, but the meet-up group eventually started morphing and transforming into something bigger where now it's, like, full-fledged events. So bringing in panelists, having wellness days where we can go do yoga and then have girl talk afterwards instead of partaking, for instance, in Black Friday festivities. So let's do something productive for ourselves. And so one day I'm at happy hour, and I'm, like, thinking to myself, "Wow, I really enjoy cocktails," but I'm also, like, very career-driven, and when I'm at happy hour I, like, really feel like I'm at this equilibrium. I'm, like, being the most authentic. Even if the conversation is about career, I'm still completely enjoying it. And so, you know, as women, especially women of color, we're often--if we're in a traditional workplace in Corporate America, the environment is sometimes sterile, often times sterile. It's very white, very masculine, and it can even be hostile towards us. And so we kind of, like, find ourselves shrinking away from being able to express ourselves in a way that we feel is authentic. We find that there is, like, a lack of outlets for us to have authentic conversations or even conversations that are a little bit more intimate as far as being able to move forward in the career--up the career ladder or being able to connect in a way that we feel is genuine to our coworkers. And so, you know, Cubicles to Cocktails came from a place of intention where I wanted to create an environment where women of color are able to, like--[inaudible]--let me dial back some. Like, imagine drinking a glass of wine or enjoying a very, very well-crafted hand-crafted cocktail. Your sensory--it's, like, a full sensory experience. What are you listening to? Who are you talking to? What does your environment around you look like? How does the drink look? How does it smell? How does the glass feel in your hand? You know? And so I kind of come from planning those events where I want it to be a full sensory experience of us being authentic, being able to be boldly ambitious, being able to embrace what makes us unique as well as being able to invest in our careers and our lives. And so the Cubicles to Cocktails series is just really fun, but it's, like, a really fun way to come back and to just embrace the fact that you're a success-minded career woman of color.Ade: Can I just say that, number one, you are a perfectionist. I can hear it in the level of detail and the level of attention you paid to that entire experience, and I love it. [laughs] Like, I love the passion behind it, and I just can tell that you enjoy what you do. You enjoy one cocktails, but two also owning every aspect of your life, and I think that's a beautiful thing. But before we get out of here, do you have any final shout outs? Any parting words? Any words for the people? How you feelin'?Christa: Yes, right. Definitely. So I just want to give major shout outs and props to you and the Living Corporate team. I think--you know, I listen to NPR and public radio all of the time, and there was definitely a lack of this narrative surrounding minority communities or marginalized communities in traditional workplaces, so Corporate America and more corporate-like environments, and so just to hear our point of view being reflected out there is just such an incredible thing, and it makes me so happy, and so I'm really excited to see the growth of Living Corporate.Ade: Thank you.Christa: Yeah, you're welcome. And as far as final words, you know, people can connect with me over on Instagram. I'm pretty active on Instagram. My Instagram name is HeyChristaClarke, and to follow the event series Cubicles to Cocktails they could also connect on Instagram @CubiclestoCocktails. But thank you so much, Ade, for having me. Ade: Awesome. Most certainly, and please pop up with, like, an event in D.C. Know that I'll be there rocking out. Christa: Nice. [laughs]Ade: [laughs] Well, that does it for us today, guys. Thank you for joining us on the Living Corporate podcast. Please make sure to follow us on Instagram at Living Corporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. We also have a Patreon, so if you can spare a dollar a month to sponsor content that explores the perspectives and experiences of black and brown people in Corporate America, go ahead and show us some love. If you have a question you'd like us to answer and read on the show or some experiences you'd like to share, please make sure you email us at livingcorporatepodcast@gmail.com. My name is Ade, and you've been here listening to Christa, founder of FreeingShe and Cubicles to Cocktails. Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>In this B-Side, Ade sits down with Christa Clarke, entrepreneur, public speaker, project manager and event hostess about the #MyMentalMatters episode.
To connect with Christa:
instagram.com/heychristaclarke
www.freeingshe.com

To learn more about Cubicles to Cocktails
instagram.com/cubiclestococktails
www.cubiclestococktails.com

Related blog posts Christa referenced and/or wrote:
www.freeingshe.com/blog/positive-affirmations-dont-work-for-everyone
https://itsallyouboo.com/escaping-a-toxic-work-environment/

Mandela Dixon's Mental Health + Workplace Instagram Post
https://www.instagram.com/p/BmDhNTrgZs3/?taken-by=mandelash </itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this B-Side, Ade sits down with Christa Clarke, entrepreneur, public speaker, project manager and event hostess about the #MyMentalMatters episode.</p><p>To connect with Christa:</p><p><a href="http://instagram.com/heychristaclarke">instagram.com/heychristaclarke</a></p><p><a href="http://www.freeingshe.com/">www.freeingshe.com</a></p><p><br></p><p>To learn more about Cubicles to Cocktails</p><p><a href="http://instagram.com/cubiclestococktails">instagram.com/cubiclestococktails</a></p><p><a href="http://www.cubiclestococktails.com/">www.cubiclestococktails.com</a></p><p><br></p><p>Related blog posts Christa referenced and/or wrote:</p><p><a href="http://www.freeingshe.com/blog/positive-affirmations-dont-work-for-everyone">www.freeingshe.com/blog/positive-affirmations-dont-work-for-everyone</a></p><p><a href="https://itsallyouboo.com/escaping-a-toxic-work-environment/">https://itsallyouboo.com/escaping-a-toxic-work-environment/</a></p><p><br></p><p>Mandela Dixon's Mental Health + Workplace Instagram Post</p><p><a href="https://www.instagram.com/p/BmDhNTrgZs3/?taken-by=mandelash">https://www.instagram.com/p/BmDhNTrgZs3/?taken-by=mandelash</a> </p><p><br></p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1406</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    </item>
    <item>
      <title>#MyMentalMatters : Mental Wellness in Corporate America</title>
      <description>In this episode, we discuss the topic of Mental Wellness in Corporate America and it's particular impact within black and brown professionals. Dr. Tobi Odunsi and PhD Candidate, Nonye Nwosu-Kanu.
Dr. Tobi Odunsi:
https://www.instagram.com/whereistobi/
Nonye Nwosu-Kanu
Referenced research during the show:
Calling in Black
https://www.pbs.org/newshour/nation/black-pain-gone-viral-racism-graphic-videos-can-create-ptsd-like-trauma
https://www.huffingtonpost.com/entry/minority-mental-health-statistics_us_57a4c099e4b021fd98787185
https://www.stress.org/workplace-stress/
http://neurocosmopolitanism.com/neurodiversity-some-basic-terms-definitions/
http://fortune.com/2014/12/16/brain-differences-autism-workplace-diversity/
https://www.fastcompany.com/40421510/what-is-neurodiversity-and-why-companies-should-embrace-it
Mental Wellness Resources:
Open Path Therapy Initiative 
http://www.apa.org/
http://www.abpsi.org/
Insight Timer 
Mental Health First Aid
Mental Wellness Podcasts:
Therapy for black girls
With that being said
The Affirm Podcast
Black in Therapy Podcast
Melanin and Mental Health
Black Girl in Om
Mental Matters Podcast</description>
      <pubDate>Fri, 10 Aug 2018 11:45:00 -0000</pubDate>
      <itunes:title>#MyMentalMatters : Mental Wellness in Corporate America</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>15</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/04ac1754-f2a5-11ea-88c4-7fc803dde21a/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>In this episode, we discuss the topic of Mental Wellness in Corporate America and it's particular impact within black and brown professionals. Dr. Tobi Odunsi and PhD Candidate, Nonye Nwosu-Kanu.Dr. Tobi Odunsi:https://www.instagram.com/whereistobi/Nonye Nwosu-KanuReferenced research during the show:Calling in Blackhttps://www.pbs.org/newshour/nation/black-pain-gone-viral-racism-graphic-videos-can-create-ptsd-like-traumahttps://www.huffingtonpost.com/entry/minority-mental-health-statistics_us_57a4c099e4b021fd98787185https://www.stress.org/workplace-stress/http://neurocosmopolitanism.com/neurodiversity-some-basic-terms-definitions/http://fortune.com/2014/12/16/brain-differences-autism-workplace-diversity/https://www.fastcompany.com/40421510/what-is-neurodiversity-and-why-companies-should-embrace-itMental Wellness Resources:Open Path Therapy Initiative http://www.apa.org/http://www.abpsi.org/Insight Timer Mental Health First AidMental Wellness Podcasts:Therapy for black girlsWith that being saidThe Affirm PodcastBlack in Therapy PodcastMelanin and Mental HealthBlack Girl in OmMental Matters PodcastTRANSCRIPTLatricia: At the time of this recording, we received recent news that handbag designer Kate Spade and celebrity chef Anthony Bourdain both committed apparent suicide. These tragic deaths have increased awareness and open conversations about the risk associated with mental health illnesses. The CDC says suicide rates have gone up in almost every state since 1999. Suicide is one of the top causes of death in the United States, and a majority of those who died by suicide didn't have a mental health condition but suffered from things like relationships, financial stress, physical and mental health problems, as well as substance abuse. If we dig a little further into the details and look at people of color, we find that mental health illnesses among people of color are similar with those in the general population. However, disparities exist in regard to mental health care services that contribute to people of color not receiving proper support or treatment in order to feel better. Researchers found that black and Hispanic young people are less able to get mental health services than white children and young adults. This happens despite the fact that rates of mental health illnesses are generally consistent across ethnicity, according to a report from Kaiser Health. 62% of non-Hispanic black individuals will experience a major depressive episode, but only a small percentage will actually seek mental health care. Suicide rates among Native-American women have nearly doubled within the last decade. First and second-generation Hispanics are significantly more likely to exhibit symptoms of depression than other immigrants. Additionally, Latino adolescents who experience discrimination related to stress are more likely to experience anxiety, depression, and issues with sleep, according to research conducted by faculty members at New York University. Black and Latinos are less likely to be diagnosed with ADHD, even though they show symptoms at the same rate as white people. Undiagnosed ADHD on the other hand, particularly its high association with risky behavior, drug use, and depression, can even be deadly. All of these data points about mental health disparities experienced by people of color are only compounded by the reality that the workplace is also a source of stress for a majority of Americans according to multiple studies, such as the American Institute of Stress. So if people of color are generally less likely to have access to quality mental health care services and are also in environments where the average person is often stressed, what can be done to better support mental wellness? My name is Latricia, and this is Living Corporate.Zach: So today we're talking about mental wellness in the workplace and what it looks like for people of color to pursue and maintain mental wellness.Latricia: This is such an important topic. A common theme that I found while doing some of the research on this topic is that we start to see racial and ethnic disparities when it comes to access to mental health as early as adolescence, and these disparities often become exacerbated over time, so it's no surprise when people of color transition into adulthood and there are significant disparities in the severity of their mental health condition that impact their experiences in the workplace.Zach: It's interesting that you bring up adolescence. I had never really thought about the impact of untreated conditions people are usually diagnosed with during childhood, such as autism and ADHD.Latricia: Right. When we do actually talk about mental health, which isn't often enough, we primarily focus on psychiatric conditions such as anxiety, depression, bipolar disorder, schizophrenia, and we often leave out neurodevelopmental conditions such as ASD, which stands for autism spectrum disorder, and ADHD. Zach: I think it's important for us to discuss a broad spectrum of mental health conditions so that we can raise awareness and understanding about the diversity of mental health conditions and ways we can be more inclusive when it comes to making sure everyone has access to the care that they need to manage their mental well-being, you know?Latricia: I totally agree, and on the topic of access, as we were doing some of the research and planning for the show I thought about my own engagement with mental health resources, and I realized that I haven't really been as engaged in this space as I could have been. I mean, I'm working in Corporate America. I have access to quality care, but when I do go through those bouts of depression or anxiety, I kind of just work through it and assume, you know, "This is just gonna go away." I've never thought, "Maybe this is the time for me to seek a mental health provider and find out, you know, are there other ways for me to cope besides working it off or, you know, just putting it off?" And so just going through some of the statistics, I'm seeing that this is actually very common amongst people of color. I don't know if you remember this viral tweet that went out. An employee actually reached out to their CEO and said, "I need to take a day off of work for my mental health," and the CEO responded applauding her for taking a day off for mental health. And I've never really thought about that before. Like, taking off work for mental health. I'll take off work if I'm really, really sick. Like, throwing up or something. TMI. [laughs] But I don't take it off just to, like, settle myself mentally.Zach: Yeah. I remember when that went viral, and I can tell you I've never even thought to do that. Never with that type of intention, you know? And it's just interesting to me because I've definitely been very stressed out at work, but my default is just to push through it. Like, I'm stressed, but that's work. You know, I'll grind. And, you know, we're consultants, so it's not out of the ordinary for us to work 65+-hour weeks, including weekends. Whatever. There's a certain pride to it though, to be honest. Like, to say, "Yeah, I'm working." "Oh, yeah, no. I'm working." "I'm working." "I'm working," and it's almost like--I don't know. Out of nowhere, you start just feeling down or really exhausted mentally. I'm just more prone to be frustrated or annoyed at stuff that doesn't matter during these times. It's almost like I'm borrowing against credit, but that credit is my personal wellness, because all those extra hours, awkward exchanges, crazy deadlines, tone-deaf comments from my boss, they all just come rushing back.Latricia: Hm. That's an interesting analogy. So when you say credit, basically you're saying your account's in the negative once you're trying to work through some of the mental conditions that you're dealing with.Zach: Right. And my point is I definitely understand that mental health matters and mental wellness matters. Of course we have the common points around how mental care in the black and brown communities are ostracized and how we're told to pray it away and stuff like that.Latricia: Yeah, that's also the case in the Nigerian community. Some of y'all may not know I'm Nigerian-American, and having conversations about mental health and depression, it's very taboo. If you're dealing with some of those things, then you're crazy or you're possessed or it's some type of juju, as we say, and there's a lot of stigma when it comes to going to see a psychologist or a psychiatrist. And so it's just something--growing up, I wasn't exposed to this idea of seeking access to mental health care.Zach: Yeah. And, you know, it's interesting because on the promo trailer for Living Corporate we talked about the fact that we won't always have all the answers, right? And this is a situation where we definitely don't have, you know, any answers really, you know?Latricia: Yeah, I totally agree. We really don't, and it would be great if we could bring a guest who is a mental health expert, like a person of color who has graduated from medical school and is currently in a residency program at a top five program for psychiatry in the nation. Or perhaps we have a little bonus this episode and bring an additional guest, someone who is a Ph.D candidate in developmental neuropsychology whose research focuses on autism spectrum disorder and its impact on people of color?Zach: Oh, you mean like our two guests, Dr. Tobi Odunsi and Ph.D candidate Nonye Nwosu? Zach and Latricia: Whaaaat?Zach: [imitates air horns] Come on, Sound Man. Drop 'em, and give me some extras 'cause we got an extra guest on the show. Come on.[Sound Man obliges]Latricia: All right. So next we're going to go into our interviews with our guests, Dr. Tobi Odunsi and Ph.D candidate Nonye Nwosu. Hey, y'all. This is Latricia, and today we're talking about a really important topic, which is mental health in the workplace. We're really excited to have two guests on the show today. We have Dr. Tobi Odunsi, who is a resident physician in psychiatry, and we also have Ph.D candidate Nonye Nwosu, who studies neurodevelopmental and cognitive psychology in children. So we're really excited to have a conversation about mental health and self-care and how you can make sure that you're managing issues such as depression and anxiety and stress, but we also want to expand the conversation a little bit more and talk about this concept of neurodiversity, and so we're just gonna go ahead and jump right in. Tobi, it's so nice to have you on the show. She's gonna kick us off, and she's gonna talk to us a little bit more about psychiatry. So Tobi, could you go ahead and introduce yourself?Tobi: Yeah. Thanks, Latricia. Like Latricia said, my name is Tobi Odunsi. I'm really excited for what you guys are doing on this show. I'm so excited to talk about mental health today with you guys. I am a second-year psychiatry resident, and I study psychiatry, which is a branch of medicine that focuses on diagnosis, treatment, and prevention of mental, emotional, and behavioral disorders, things that range from anxiety and depression all the way to autism, ADHD, and PTSD. So I'm really excited.Latricia: Cool, cool. So, as you know, this conversation today is about mental wellness in Corporate America, and really within the context of underrepresented groups. Also, we're expanding it again--like I said, different neurological presentations and developmental presentations and kind of how mental health is intersection across all of those identities, and earlier in the show we shared some statistics around some of those disparities that we talked about, specifically some racial disparities that we see in mental health and mental health practices. So let me ask you this. You know, being an ethnic minority, what inspired you to go into mental health? Were there some disparities that kind of sparked your interest and you wanted to study?Tobi: This is a very, very good question. I get this a lot actually. So my interest in psychiatry actually started before I went into medical school. It's three--I'm gonna go with it's three different things that got me interested in psychiatry. I noticed that I am really, really interested in why human beings behave the way that they do, so that interest was there. The second thing was that I have a brother who is on the autism spectrum, and I was just interested in seeing what--you know, how do these mental health workers work with that? And third thing was I noticed that there was an under-representation of black or African--'cause I'm Nigerian--psychiatrists in the field, and I wanted to be able to be a part of that, and I also felt like if I was going to be in medicine I would make the most difference by being in psychiatry. So just a short, brief version of why I decided to go into psychiatry. So all of those things together were the reason. My brother, just general interest, and where I could--I felt like I could make the most difference in medicine.Latricia: Definitely, and--you know, some of those statistics that we shared earlier in the show, they're--it's really frustrating, and it's hard to really grasp because we see a lot of--we see a high prevalence of mental health issues in black and brown communities specifically, but we're not seeing a lot of people going and getting help and counseling and therapy. So can you talk a little bit about the stigma that's associated with mental health in black and brown communities?Tobi: Yeah. And a lot of this is gonna be more, like, personal opinion and maybe some research to it, but I believe a lot of black and brown communities, the way we are raised or the way our culture is we believe in, I want to say, saving face sometimes, and also, you know, very religious backgrounds, and so there is that stigma to mental health issues. I remember, you know, a couple years ago actually, one of my family members said, "Nigerians are not depressed," and, you know, I think that is a huge myth. Actually, there are statistics that show that, you know, blacks or African-Americans, about 20% of them are likely to have more serious mental health issues because they don't get help until they're, like, critically ill, and I think a lot of that is because of the stigma behind it. A lot of people think you can pray things away and, you know, mental health stuff isn't real. "This is not something that affects us. We don't talk to other people about our issues. We just pray to God," and so I'm unclear exactly where this stems from, but I think it's just the way our culture is, and we're very religious, and it's just kind of things go with us.Latricia: Yeah, I totally agree. I can relate to that as well, being Nigerian, and it's just not something that people are very comfortable talking about. Depression--again, you can just pray these things away, but one of my questions is, you know, we understand kind of what some of those core values are in some of those communities. What is the mental health community doing to make sure that they're able to reach those groups? So if their values are prayer, or if there's issues with, you know, just being comfortable and being open, like, what is the mental health community doing now to try to reach out and address the stigma?Tobi: Hm, let me think about this one for a little bit. Psychiatrists get together and have meetings. They're putting together different documents or data, you know, about underrepresented minorities in the country, and, you know, the mental health disparities in those countries, and kind of--in those groups I mean, and putting out data to inform people. And I think this could vary depending on the psychiatrist, but educating yourself a lot about the community, putting yourself out there educating people, because I think the problem and the thing with stigma is people are not educated enough. And so people holding, you know, different--what do you call those things? Not stereotypes. What do you call those things? Like, [inaudible]? Yeah, a health fair. You know, going to churches, 'cause there's a guy in my residency program who goes to a church and talks to people in the church about mental health situations because a lot of black people are in the church. So going to the church, talking about depression, PTSD, trauma, racial-based trauma. Going to the communities where, you know, minorities gather is a way to kind of reach out to them and let them know that, you know, you have this struggle, this is normal, and there's ways for you to get these things treated.Latricia: For myself personally, I have a master's degree in public health. I consider myself to be pretty well-educated, went to really good schools, but I'm still even a little I guess unfamiliar with the mental health community, and based on conversations that I've had with people, one of the common I guess issues that a lot of minorities face when they get into Corporate America is this idea that you're the only one so you need to make sure you go above and beyond to prove that you deserve to be there. And it causes a lot of anxiety and a lot of stress, and you'll see a lot of minorities tend to burn out early because they don't know how to deal with that stress. And these are communities that are typically more highly-educated. So my question for you is can you address this idea that you have to overwork? And more so, could you focus on kind of like the impact that can have on your body, on your health, on your mental wellness? 'Cause I don't think we really, truly understand that this can really cause psychological, physiological damage to your health, but we're so focused on overworking, proving ourselves. So could you speak a little bit on maybe what you've seen with clients or just maybe what could be the physiological impact of that?Tobi: Good question. So I'd like to say--and I kind of agree, you know, being a minority in a workplace, you often feel like you have to work twice as hard to get what your other counterparts get in the workplace, and that can be very, very stressful on your body. A lot of times we say, you know, the things that are important are you getting good sleep, exercise and eating well, and if these things aren't in tune you start to get some stress on your body because, you know, you have a cortisol dump or a cortisol overload and you're stressed out.Latricia: You're right. You do need the support from your family, your friends, your network, and your employers in a sense. So it's important to know about your diagnosis. It's important to understand, you know, what this means for you moving forward and how you're going to continue to live a normal life at work and just in your personal life. And so I guess that leads me to my last question, which is really just about maintenance long-term. So some of these diagnoses can be long-term from my understanding. Like, you could be diagnosed with bipolar, and it's probably something that you're gonna have to deal with for the rest of your life. So could you talk a little bit more about just that long-term maintenance and establishing, you know, a state where you are mentally healthy? Or maybe somebody may call mental health happiness. Just talking about how you just maintain.Tobi: Yeah. That's a very, very good question, and a lot of times when I'm speaking with patients or just people in general I often like to compare mental health issues with diabetes. They're both chronic illnesses, and a lot of times not only is a patient dealing with that, their family members are dealing with that. And so in order to be successful, you need to continue to follow up with your mental health providers. You need to keep taking your medications. You need to engage in activities that make you happy or provide some type of benefit for you mentally, like exercising or meditation or some type of hobby. I always tell people, just because, you know, you checked your sugars today, when you have diabetes, and they're great, that doesn't mean you're gonna stop taking your insulin. The same thing applies with mental health issues. Just because you're having a good day or you had several amount of weeks where you're doing well, that doesn't mean you're gonna stop going to see your mental health provider or stop taking your medicine or stop engaging in all of those activities that you've been doing to make sure you keep a normal, healthy life, you know? You need to keep doing those things every day so that you're able to continue to be functional in society. Stress with the body, you know, can increase your cortisol level, which is a stress hormone. You know, either waking or not sleeping well and overall just not feeling good at all, and so what I try to talk to patients about or work with patients on is ways to cope with that stress. So there's different things that you can do without necessarily getting into medication. Exercise. I know a lot of people are like, "What? Exercise?" There's been studies that actually show that exercise works just as well as SSRIs, which are the first line for a lot of depressive and anxiety disorders. So exercising can make a huge difference in how you're feeling or dealing with stress. Also sleep, which a lot of times when you're under stress you're not sleeping so well, but being able to get a good amount of sleep can help with whatever stress issues you have. Now, let's say you're not the exercise type or you just have poor sleeping habits. What can you do? Well, meditation. One app that I use is called Insight Timer, and I recommend this to a lot of people because it has different kinds of meditations that you can use, and just being able to take a 5-minute break when you're at work when you feel like everything is overwhelming, everyone is coming to you making you do all of these things, just go to the app, put in, you know, "work break," and it has a little bit of a meditation. 5 to 10 minutes. It can kind of calm your hormones down, get your stress levels a little bit down, and you can get back into the workplace and do what you gotta do.Latricia: Yeah, those are all really important things. Making sure you're getting your exercise, you're getting your sleep, you're taking those mini-breaks in order to prevent, you know, exacerbating the issue like you said. Cortisol levels, all this science stuff, but it can really lead to a more serious condition if you're not taking care of yourself and allowing yourself to just overwork and overstress. So my next question for you is when do you know that you may need to see a mental health provider?Tobi: Good question. I get this question a lot from a lot of people. And so mental health--I'd like to start with that--ranges, like we said in the beginning of the podcast, from anxiety to ADHD to autism to PTSD. Depending on what you are experiencing, things become a problem when they start to affect your daily life, they start to affect your functioning, they start to affect you being able to go to work, being able to hang out with friends. That's one of the big signs, I would say, of when you need to get help. So I would start with, like, depression because a lot of people tend to relate to this or understand this. Sadness is a normal emotion. Just like you can be happy, you can be angry, you can be sad. It is normal. Now, when does it start to get into depression? Depression is when you feel like this is lingering. With sadness, for example, let's say you got into an argument with a friend and you feel sad about it. That can maybe last for an hour during that day, maybe you think about it the next day, the day after, and it kind of goes away, but with depression that kind of lingers. That sadness stays there. You suddenly don't feel like doing things that you like to do anymore. You suddenly don't feel like you want to be around people. Maybe in some situations you start to feel like life isn't worth living. A lot of times when you start to notice those signs you start to think to yourself, "Maybe I need to see somebody." So there's the normal stuff, like the sadness, and there's the stuff that is kind of far away from the norm where you're not being yourself. So you're withdrawn from people and you're starting to think it might be better if you're not alive anymore. Usually that's when I would say, "Okay, you need to go see somebody," and sometimes maybe the feeling of sadness might linger for a week, but if it's going on a little bit more than a week I would suggest, okay, going to talk to somebody, and they could kind of evaluate you or kind of go through some of those things that you're thinking and see if there's maybe some type of depression or anxiety of something causing you to feel the way that you feel.Latricia: I think using depression as an example is really good. I think a lot of people can definitely relate to that, a lot of people in our audience as well. You know, when you're in your 20s, that's typically when people experiences sometimes their first psychotic break, so it's very important to be aware for some of those signs that you mentioned and actually take action to see a health care provider. So my next question is how do you select a health care provider? I know for me--I've done my research just trying to look for a mental health provider, and I still haven't been able to find one yet. I have decent insurance through my job, and I've been looking for a Ph.D, an MD psychologist or psychiatrist that I can go see, but I'm also looking for one that's a person of color and, like, as you mentioned before, you don't see a lot of people of color in that field. So could you talk a little bit more about, like, strategies on how to find somebody that you could relate to? I know there's other levels of psychology. Master's and other forms. Like, could you just explain that breakdown?Tobi: Yes. This is actually one of my favorite things to talk about. There's so many people that could provide mental health services. Like Latricia was saying, you have your psychiatrists, which is a medical doctor. Goes to medical school, does a psychiatry residency. They provide, you know, medication treatment, and they also provide therapy services. And then you have your clinical psychologists, a lot of them whom have a Ph.D in clinical psychology, or some people have a, you know, Ph.D in education with maybe a concentration in some therapy services. You have your licensed professional counselors. You have your social workers, a lot of them with masters in that and have training in therapy, and you also have your nurses or nurse practitioners that also do that kind of stuff. There's different ways to find people. The American Psychiatric Association has a Find A Provider tab where you can look up psychiatrists in your area I believe by zip code, and you can find a provider on there. Same with the American Psychological Association. You can go on there and find that. Some friends we've worked on looking at, I believe it's the Black Psychologists Association. I can't remember the exact one, but if you looked up, like--yeah, ABPsi, and they have a Find A Provider tab, and you can find people on there actually if you're more particular about what your person looks like. Also, recently I stumbled upon something called the Open Path Therapy Initiative, which is a nation-wide--so it's a non-profit organization that has partnered with different mental health providers in all 50 states, and it's--this is mostly for people with no insurance or are under-insured, and if you go on there, you pay a one-time $49 fee, and you can find many providers in your area by just putting in your zip code. I actually know somebody that's used this service and told me when she looked it up she found, like, six black therapists in her area. And so that is something that appears to be very legit in finding a provider. I know it's very, very difficult to find a psychiatrist or psychologist without, you know, asking someone else who's used those services before, but another thing that people can do if you have insurance and you often use your insurance is your insurance has a list of providers that provide services for you, and so if your insurance covers behavioral health services, you should be able to find mental health providers that accept your insurance if they do so. And for those that don't accept insurance, you know, you can also Google and find some providers, but those resources I mentioned earlier are pretty legit in terms of, you know, providers that are out there that can provide mental health services for you, and in my opinion, and this is not, like, a science-based type of thing, all of these people are trained and have to take exams to be licensed to do therapy or provide, you know, mental health services to people, and so whether you pick a psychiatrist versus a psychologist or a social worker or a professional counselor, you're going to get good service.Latricia: That's all--that's good stuff, so we'll make sure we list all of those resources in the description of this podcast as well as on our show notes online so everyone that's listening can go and check that out. And I'm glad you made that clarification. I've been looking for doctorates not knowing that, you know, a master's degree level social worker, an LPC, could provide those same services if I'm looking for therapy or counseling, and that really does expand your options, and so that's also really important. Once you do go through that process of working with a mental health provider, you may be diagnosed with some type of mental health issue. Can you talk a little bit about what that's like?Tobi: Our job as a provider is to be supportive and to educate the patient on what their mental health disorder is, what does this mean for you. As a provider, what I often tend to do--especially if they have no experience in this--is explain "What does this mean to me?" So discussing with them what does depression mean or anxiety mean or bipolar disorder mean or borderline personality disorder mean, and how does it affect, you know, my life moving forward is what I try to do for them. Latricia: So on the topic of being the only one at work or the other at work, that brings me to this video that our college classmate put out about two years ago. Some of y'all that are listening in right now, you may know Evelyn from the Internets, and if you don't know Evelyn from the Internets, I don't know, like, where you've been, but you need to maybe even pause the pod--you need to maybe even pause the podcast and look up Evelyn from the Internets. She is hilarious. So maybe about two years ago, Evelyn put out a video, and it was after a series of videos that went viral about black death. So we remember Trayvon Martin. We remember Alton Sterling, and we remember seeing lots of images online and lots of debates online, and if I go back to that time--and even today we're still seeing it. I try to stay away and not even click on it sometimes, but when I go back to those moments, I remember just feeling down and going back to work and no one's talking about it, and if they are talking about it it's--they're seeing it from a perspective that is very narrow-minded, and so Evelyn put out a video called Calling In Black. So on those days where you just feel like "This is a lot. This is a lot to deal with. This is a lot for me to process right now. I'm going through--" sometimes going through trauma or PTSD, and "I don't think I can function at work today. I don't think I want to be around people who don't care about this issue," and so the video was about calling in black. And we'll drop a little clip. So Sound Man, drop a little clip so they can hear what we're talking about.Evelyn: Sometimes I need a minute, okay? And that's where calling in black would be so clutch. "Oh, no, no. It's not contagious. I need a solid day to reaffirm my humanity to myself, so I'll see you tomorrow." "Oh, no, no. It's not allergies, it's just I just watched the police choke somebody to death and I know they're not gonna go to jail for it, so I'll see you at 11." "I have a slight fever... boiling with the rage of the police killing my people." Latricia: So Tobi, that video--it's funny, right? Evelyn, she's hilarious. So, I mean, what do you think about that? This idea of calling in black and doing that to preserve your mental health.Tobi: Honestly, like, I might not necessarily call it "calling in black," but--you know, there's a reason they give you guys days off or, you know, sick days, and if you need to take a mental health day I am all for it. I totally believe that in order to function 100% your mind has to be right. I always tell people if your mind isn't right, you don't sleep well, you don't eat, you don't do well. Mind isn't right, physical body isn't right? You can't function at work, and so if there is something that affects your mental health and you feel like you just can't function, take that day off. I mean, there's all of those days there. What are you gonna do by going to work if you don't feel great and, you know, you're sitting there in your cubicle or whatever it is, office space, sitting there angry, broiling, you know, about the situation, and there's no one you can talk to. Go home, or stay home, and take that day off. Get yourself right because in order for you to be 100% where you need to be, you need to take that break. Go hang out with other black people and talk to somebody about the situation. Go talk to your therapist about it. Go work out. I am totally for taking those days off. As a matter of fact, you know, I know I don't have that many days to take off, but I try to take, you know, one day off at least a month just to give myself a break because in order for your physical body to be good, your mental health has to be good. If you're not mentally right--and I know I've said this multiple times--you're not able to do anything else. So I'm all for it. I agree with Evelyn. I will call in black whenever I need to and take the time that I need to whenever I have to.Latricia: I agree. I mean, working in Corporate America, it's such a fast-paced and competitive environment, and I am guilty of not using my PTO. Like, I will max out my PTO and never use it, but I do have those days where I'm at work and I'm like, "I'm not functioning right. I should've just taken off and taken a break." And so--yes, we're gonna let y'all know, everyone that's listening, if you need to just take a mental health day, whether you have a diagnosis or you don't have a diagnosis, take that time for yourself. You have your sick days, your PTO, for a reason. Take the time off. It's not good for your health to put yourself in very stressful environments when, you know, you need time to cope. You need time to sit and just, you know, deal with what you're going through. So thank you for that, thank you for that. All right. Yes, that's so important, just maintaining your mental health and maintaining what's happiness to you is gonna be very important for you to be sustainable, especially in a corporate and fast-paced environment. You need to make sure that you're performing at your best and you're at full health. And so thank you so much, Tobi, for just talking to us about mental health and just making it very easy to comprehend and understand, 'cause I know for a lot of people it's foreign territory, whether they're educated or not. It's foreign to so many people, especially underrepresented groups, and so I really do appreciate you for taking your time out. I know residency life is no joke. I know y'all work crazy hours, so I'm so grateful that you had the time to sit with us, and we're gonna make sure we leave all of your contact information below. But before we let you go, Tobi, do you have any shout outs that you'd like to give? Like, if you want to shout out your YouTube channel, your Instagram, let them know.Tobi: Oh, yes. Okay, yes. So I'd like to share my Instagram page with you guys. It is @WhereIsTobi, where is T-O-B-I, and from time to time I will share either mental health facts or do some mental health trivia. In the long term, I'm working on creating a mental health page where we can talk about everything mental health, whether it's bipolar disorder or autism or schizophrenia, whatever it is you'd like to be. I'm all about educating people on mental health because, like Latricia said, a lot of people don't understand it, and I think, you know, what you don't know can actually hurt you. So I will be working on that, but in the meantime y'all can follow my personal Instagram page WhereIsTobi. Thank you.Latricia: Thank you so much, Tobi. That was such a great interview. It was really good to just, at a high level, understand mental health. How do you find a practitioner? If you do become diagnosed with a mental health illness, you know, this is what you can do to make sure that you maintain your health long-term, which is really important. So we're doing something a little different. We have our second interviewer, Ph.D candidate Nonye Nwosu, and she's gonna talk to us a little bit more about this concept of neurodiversity. So before we dive into that, Nonye, could you just introduce yourself and let us know your background?Nonye: Hi. Okay, I'm Nonye Nwosu. I am a Ph.D, a doctoral candidate, in developmental psychology. I will be obtaining my Ph.D at Georgia State University, and my research [inaudible] are in early development. Early child development, language development, the role of parental responsivity and essentially early childhood experiences and intervention and ramifications that that has long-term. And so I have always had a great passion centered around mental health, psychology. Psychology has been a passion for a very long time. I've always known I wanted to be a psychologist, and focus on talking with people, interacting with people. I've always really enjoyed learning about people's experiences and kind of, on my own, mapping what that means into how they present themselves and who they become. So the topic today is really close to my heart and very important.Latricia: Yes, I totally agree. I think when we talk about mental health--when we do talk about it, which is not very often, a lot of the times the focus is on depression and anxiety, bipolar disorder, and we're not always bringing into the conversation other forms of maybe neurological disorders or conditions that can also impact your experiences in the workplace, and I've been reading a lot about this new concept of neurodiversity, which talks about the diversity in neurological abilities of people, and so we see those that are so-called neurotypical, and then those that are neuroatypical, so people with autism or ADHD or autism spectrum disorder, and, you know, we don't really talk a lot about how those conditions impact your experiences in the workplace. And so, Nonye, could you just talk a little bit more about neurodiversity? What is the movement all about?Nonye: Right. So that's a good question, and I think I failed to mention that autism spectrum disorder is really the central part of my research work and my passion, and autism is--it's a condition that has really come to the forefront, especially within society, that we have more awareness of and more acknowledgment of and more discussions surrounding, and interestingly enough the research is kind of lagging behind and putting enough information out there regarding the transitionary period. So early adulthood, late adulthood, many people don't get diagnosed until much later. So it's not that the research is scant, but there's a lot of inform--we've got gaps in the literature and in the science regarding what this topic around autism, neurodiversity, means, but neurodiversity kind of more globally. And I think--so I think that it's something we're, again, put more acknowledgment and focus on and understanding the promises and the good fortune of appreciating that we can put people--people are really different. People have got a varying spectrum of ability and disability, but more so kind of ability, and they've got a varying degree of things that they can bring to all kinds of fields, and figuring out how we can utilize people's skills and talents. So I see neurodiversity as really being this hedge, this torch-bearer for how we're going to really move forward and trudge through the trenches and get to the bottom of how we can be more inclusive and more appreciative of the things that people are bringing to the table. A lot of the things that we talk about within my field are how to get--you know, it kind of make me think of, like, Solange's album A Seat at the Table. We want to be able to give everyone an opportunity to have a seat at the table, you know? A place in the workforce, and to be useful, and I talk about autism a lot because it is my research area, but one number that I hear quite often--I hear the number 80%, and I've heard around 60-80%. 60-80% of functional individuals who are on the spectrum are unemployed and seen as being unemployable, and that is essentially because we haven't acknowledged or entirely appreciated this topic of neurodiversity, being able to see individuals as neurodivergent, and what we say there is essentially that we have this idea of how people should be thinking, how people should be talking, how people should be presenting themselves across fields, across jobs, across vocations, and perhaps we shouldn't be so stringent with our guidelines, and we can appreciate that, okay, just because this person doesn't have strengths in interpersonal social communication or, you know, isn't the best at giving research presentations, well, perhaps maybe we can--we can utilize the fact that they're excellent coders. They can pay great attention to detail. They can sit endlessly for hours and bang out numbers and provide us with all kinds of statistics instead of just assuming that, well, because they don't want to be talking at the water cooler with everybody or because at lunch they sit by themselves that they're kind of worthless or that they make people uncomfortable because they're, you know, socially withdrawn, but more so neurodiversity acknowledges that everybody can have a place in the workforce, a seat at the table, and we can make them a part of the team and utilize their skill sets and perhaps even our deficits in our skill sets as well.Latricia: That's all really important, and you used a lot of terminology that everyone may not totally be familiar with, so could you kind of break down what some of the language means? So what does it mean to be neurodivergent or neurodiverse or neurotypical? Could you kind of break that down for us?Nonye: Okay, so--yeah, that's a very important point. We don't want to get too--we can't not acknowledge that jargon is being used here. So I think--for me, my understanding of neurodiversity is this movement--excuse me, this theoretical framework, this belief that individuals come to the table with a varying amount of cognitive ability, cognitive skill, and fluency and behavior, and--again, it centers really around cognitive ability. So this notion, if you break it down--you know, neuro being, you know, brain, biologically brain, and diversity being different, that we've got a varying amount of skill and deficits in different areas, and it's not just the people who have got these labels or who are termed with biological disorders that have things that are different about them or quote unquote wrong with them. So acknowledging that we've all got things, and it can mean anything, really. Neurodivergent, what I'm talking about there is this--you know, taking from anything. So when you've got this kind of baseline or this blueprint for how things are supposed to be typically--so we talk about neurotypicality, individuals who are essentially--and this is really rudimentary and really rough because, as Tobi has talked about, Dr. Odunsi's talked about, like, there is a varying amount of I guess ability. One of the things that you often mention with mental health or mental illness is, you know, you're considering something a mental illness when it's become--it's leading to distress or dysfunction or disability, right? So I've always had a hard time understanding neurotypicality because while people are presenting themselves to be functional, it doesn't entirely mean that they are, right? I guess essentially the literature recognizes--the society recognizes neurotypicality as people who are essentially just normal, maybe people who are not on the spectrum. People who don't have these tangible or visible illnesses or disabilities that disallow them to participate in everyday life. And then neurodivergent being related to the neurotypicality in that they're essentially--they're essentially diverging from that framework or that blueprint that you have in understanding what is normal. So when we talk a lot in my field about development, we look at it as being typical or atypical, and I see neurodivergency as being something atypical that's kind of moving away from how we see neurotypicality. So an individual who's on the spectrum may be considered neurodivergent because they may have a very unique way of approaching problems or a very unique approach to working, and we may consider them to be neurodivergent.Latricia: Could you also list some of the--Nonye: Individuals who may be considered neurodivergent, yeah, may present with, you know, ADHD, attention deficit hyperactivity disorder. Individuals who, you know, maybe even have generalized anxiety disorders, they'll be the people who kind of have a global, pervasive, impairing weight. Like, anxiety is really impairing to them, across circumstances, events, situations. I would see people who have Down syndrome as well being involved in kind of adding to that neurodivergency, people who are Fragile X, and if you think more about when people who maybe we're not talking about, neurodevelopmental or a neurobiological disorder. People who--neurodivergency can--it can be seen in, like I said, generalized anxiety disorders. You can see it in people perhaps who have OCD, obsessive compulsive disorder. People who just have a different approach, I believe, in seeing things and thinking about things.Latricia: Great. Thank you so much for just kind of explaining to us some of these terms and the different ways that people may present themselves cognitively in society and obviously in the workplace as well. I think it's important for everyone that's listening in--whether you identify or would be classified as neurotypical or neuroatypical or neurodivergent, it's important to be aware of these things because we talk a lot in Corporate America about diversity and inclusion, and, you know, race and gender and sexuality, those tend to be the biggest focus point, and neurodiversity, with it being quote unquote a newer movement, it's not something that we talk about a lot, and these conversations can be very difficult because we're having to--we're having to look at work differently, and we're having to really focus in now on people's strengths and how we can--how we can tap into those strengths and improve our businesses, because as you were mentioning before, you may be neuroatypical, but you're a really good coder, or you can sit for--like, sit for hours and crunch numbers, but, you know, you may have language issues. You may, you know, stutter, or other forms of things that are cognitively impaired, but a lot of times we write you off because of that, and we're not truly maximizing everyone's potential in the workplace, and there is a true business case for maximizing potential obviously, right? So could you talk a little bit about workplace relationships? 'Cause I think everyone needs to hear this. Based on your experience, you know, and your research or with your clients that you've worked with, how has the transition into the workplace been for those who are maybe neuroatypical? Do you see increased social anxiety? Do you see those people tend to be outcasted by employers or by other employees? What have you seen just in your research? 'Cause I think it's important for us to talk about this and have a better understanding.Nonye: So much of existing within the corporate stratosphere and the workforce has to do with how you can promote yourself, interact with people and just exist, right? And not even just exist. Essentially it's just how you're kind of able to relate to people, and so for these individuals we've seen lots of things with--and especially when you're having a much more difficult time than those who could be just as similar as you, but on the appearance level, color level, not look exactly similar to you. So a lot of my interest has been in minority populations as well, and so I kind of consume myself with that literature, and--Latricia: Right. I totally agree when you talk a little bit about the culture of Corporate America. Of course every company is different and every company has its own I guess cultural fit, but there are some standards I guess in Corporate America, and I'm not saying standard by meaning "This is the best practice," but there are certain ways that we operate in Corporate America. And again, talking about diversity and inclusion, you know, what are we doing to kind of rethink some of our cultural norms and think about who's being excluded and what talent are we missing out on because we've created a culture that makes certain people feel uncomfortable? And we talk about race, we talk about gender. You know, what other social norms are making other populations uncomfortable, and what can we do in Corporate America to make the place more inclusive? So that leads me to my next question about just creating environments that people who are neurodivergent can feel comfortable in. So could you speak a little bit about what is happening right now that you've maybe come across in your research to make the workplace more inclusive to those who are neurodivergent? Nonye: Right. That's--I think we're--again, like I've said, science, the world, society, can be behind in getting with the times if you will, but I see promise and initiatives and efforts that are being made. One thing--there's a couple things that jump to mind, and you do happen to see this in bigger cities kind of where you've got a big university or organizational presence and maybe more non-profits, but I have participated in something called the LEND Fellowship, Leadership Education in Neurodevelopmental Disabilities Fellowship, twice, and more recently one that I participated in was helmed by the Center for Leadership and Disability at Georgia State University where they task themselves--they're taking very seriously hiring, employing, and getting what we call self-advocates, individual advocates out there to talk about their experiences. One thing I heard a lot about was getting a seat at the table and not just having representatives come in and talk about your experience when you have the very right ability to talk about your experience yourself. So you see that a lot happening in more educational settings and maybe more scientific organizations and agencies as well, where they're trying to make efforts to employ, to get people in councils, who represent the issues that they're discussing. Parents have been really, really excellent in not only advocating for their children within school settings and systems and more in their communities but on the legislative level in Congress and Capitol Hill as well, and I think--another thing that jumps to mind too is universities who have--like, Georgia Tech has, like, the Excel Program. People who are really trying to promote and prioritize not even just bringing individuals to have a seat at the table and talk about their experiences but presenting them with very structured opportunities and experiences where they can matriculate into the workforce and into areas of which that they feel successful in, and not even just workforce, but Excel for example having these inclusive environments where you're making them a part of the university, the campus life atmosphere, and having them be a part of discussions that are being had around not just what's going on with them but broader discussions, and politics and workplace life and exercise. That's one thing that I liked about that program as well. So these are for individuals [inaudible], and what I also appreciate about this is--this is a range, a spectrum of ability, and less about kind of I.Q. but more about adaptive kind of daily living, functioning. So not just how well you're doing in your classes, but shifting the emphasis to things like, "Are you able to get up in the morning, brush your teeth, put your clothes on, and go to classes?" Or "Are you able to"--if you can do all those things, you know, if you're highly academically intelligent, "Are you able to be organized, keep a schedule, and show up to work on time?" These kinds of things, and if not we can help you. And including the community within that. So again, I think about Excel, but they've done things where they've got, you know, [inaudible], and there are a number of companies who have the--who are [inaudible], like Delta, Chick-fil-A, and talking to these individuals, seeing what they're interested in, seeing what they're good at, and giving them opportunities to be a part of these bigger organizations and contribute what they can contribute. Like I said, these are happening in bigger cities, and so that can be a little bit--that doesn't essentially entirely promote this idea of inclusivity, but efforts are being made, and I think it starts with acknowledgement and understanding things like what this podcast is doing and recognizing the varying spectrum of ability and contribution. [inaudible] yourself if you can [inaudible] that person. I met a man out here who is the district manager for a Chick-fil-A. He owns two Chick-fil-A franchises and makes an important focus on hiring individuals who have disabilities and who, if they can't be at the front register interacting with individuals, giving them something to do, and these individuals want to work. They want to be a part, and they usually do not take for granted the fact that someone has given them some kind of opportunity and someone is willing to work with them. And sometimes they may require extra effort. Maybe someone who's gonna spend a little bit more time training them, who could look out for them and watch out for them, but I think it can be acknowledged that if the story has been they can't contribute to the workforce or they can't contribute to life and we're not seeing that, then things can and should change.Latricia: That's great. You listed off a lot of really good resources, and again, in addition to what Tobi listed off, we will list all of those resources in our show notes so people can go in and see, you know, what's being done out there to create more inclusive environments, what's going on in our community. You know, do we have access to universities that we can partner with that we can learn from? Because this is a topic that if you're not--you know, if you don't have someone close to you that may be affected by this it's not really on a lot of people's radars, and I really liked some of those stories that you shared, just to know that, you know, we're trying to work on creating a more open culture. So having people who may present with some of these neuroatypical disorders to speak out and be open about their experiences and having, you know, more advocacy is all gonna be really important because the awareness is where I personally I feel we're lacking. I haven't heard a lot of conversations about this in my experience in over three years now in Corporate America. It's not something that we've really talked about in the diversity and inclusion discussion. So again, you know, it's great to hear that, you know, there are organizations out there that are trying to push this forward, and we really want to get this message out to our audience so that they can go back to their organizations and start to really think about how we can create a more open culture, how can we raise more awareness, and what can we do structurally to help make sure that everyone feels welcome? Like, what can we do with our workspaces? What can we do in terms of, like, how we socialize, and how can we be more aware? So thank you so much for educating it us on this topic. I know you come from a Ph.D background. Like, you can go into all the science and stuff like that, but you were able to present it in a way that's easily digestible, and hopefully everyone was able to take something away from this discussion. So great. Well, thank you so much again, Nonye. It was so nice to have you on the show. Again, you and Dr. Odunsi, very busy people, so it's really great that y'all are taking time to give back and talk to people about this very important issue.Nonye: Thank you so much for having us, Latricia, and I'm appreciative too for any opportunity to talk about the good, the bad, and the ugly honestly, and to figure out how we can find a place and--[inaudible] like you said, the most important aspect is awareness, and, you know, awareness does not exist without dialogue and discussion and the ability to be vulnerable and have discussions and learn from that.Latricia: I totally agree. So before we let you go, do you have any shout outs?Nonye: I want to give a shout out to Living Corporate because this is a big deal. [both laugh]Latricia: Thank you.Nonye: What you guys are doing is very--I mean, it's a very unique approach that you're taking to having a very important discussion and really capitalizing, I think, on a number of kind of different zeitgeists that are happening. I will give a shout out to the Green Light [inaudible], to my people, the culture, just for my appreciation for understanding so much. So much of, like, who I am is related to--as a child developmental psychologist, right? So much of I think who I am and the way I see the world is related to what I've learned from the people around me, from my neighborhoods, from my networks, from my friends, over time. I also think I want to give a really big shout out to my mentor at the CDC, Dr. Marshall [inaudible], who is, you know, a maverick who's a pioneer in leading the Autism and Developmental Disabilities monitoring network who has just spearheaded essentially a really big--people who put out our prevalence numbers, the research that goes into having a better understanding of prevalence, of a number of neurodevelopmental disabilities, and from that they're also getting--there's been so much more effort to understand ethnic and racial differences within these developmental disabilities, and they're finding a lot of things and saying that we need to target that and to charge that as well. And to Dr. Odunsi for being a hero.Latricia: Thanks so much. We'll definitely--any of those shout outs that you would like for us to share, we'll put that in there as well. So thanks again for joining the show. It was a really great conversation with Dr. Odunsi and future Dr. Nonye Nwosu. So thanks again, and that's all we have. Zach: And we're back. Latricia, that was a great interview. I feel like I learned a lot, and I have some additional tools in my toolkit to deal with anxiety, self-care, and really leveraging my own resources. I know for me, I need to be more intentional with my own care and how I manage myself. Just looking at the statistics, they're eye-opening, but they honestly weren't that shocking. How did you feel about the interview?Latricia: I agree. The statistics really aren't that shocking when you take a moment and really self-reflect on your own experiences with mental health in the workplace. Another really important takeaway for me was the importance of expanding the diversity and inclusion conversation to also be more inclusive of the varieties and the diversities of mental health abilities and understanding that we all bring different strengths to the table, so what can we do in the corporate space to be more open and understanding of that concept? Of that very important concept.Zach: No, you're absolutely right, and when you talk about diversity and inclusion, again, like it really matters, and it comes into play with everything in our society. That doesn't mean that we're making it about race. That doesn't mean that we're trying to create a new narrative or whatever else the other buzz phrases are. It's about being honest and really thinking through how people of color have to live and move in this society. And I think it's really gonna be important that we list all of the different resources and references that were made during the interview, that we put those in the show notes as well, you know?Latricia: Certainly. We'll make sure that everything is listed in the show notes so that you can get access to those resources related to how to find a mental health provider or other mental health institutions that are out there that can help you deal with some of your mental health concerns. And I also want to give a shout out to a couple of other podcasts that really are centered around this topic of mental health that our audience may find interesting. There's Therapy for Black Girls, the Affirmed podcast, Black and Therapy podcast, With That Being Said podcast, and Melanin and Mental Health. And we'll link these in the description as well.Zach: Those are great shout outs, and I definitely want to actually include Deun Ivory's Black Girl In Om and Lauren Ash's Black Girl In Om podcast. I know we just had 'em on the B-Side, but they're actually really good and they fit into this niche well around mental wellness, therapy, self-care. So it's really good. Now, with that being said, let's get into Favorite Things, okay? And I'm gonna go ahead and kick it off. My favorite thing right now is yet another book, but it's not an aggressive book title this time, okay? It's called Real Food: What to Eat and Why. As many of you know, diet plays an important role in mental health, so knowing what to fuel your body with is important. Latricia, what is your favorite thing right now?Latricia: So I know I give Amazon a shout out all the time, so, you know, we do need to pitch to Amazon for sponsorship [laughs] because I'm always giving them shout outs, but Amazon, it's so clutch. So kind of again on that topic of mental health, I've really been working on trying to get on my work out grind, 'cause Dr. Odunsi said in the interview, exercise is a great way to cope with different mental health illnesses or conditions that you're dealing with, and as a consultant, again, we travel a lot and sometimes work very odd hours, so I may not leave the client site before the gym closes. And so I'm trying to find more ways to work out in my hotel room, so I've really been enjoying some of the different products that I've purchased from Amazon's travel equipment, travel work out equipment. And so I'll link some of the work out equipment that I use on a daily basis.Zach: Awesome. And look, guys, remember - the favorite things that we talk about on the show are also listed on the website, so check those out. And I think that's gonna do it for us on Living Corporate. Thank you for joining the show. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. And I think that does it for us on the show. My name is Zach.Latricia: And I'm Latricia.Latricia and Zach: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>In this episode, we discuss the topic of Mental Wellness in Corporate America and it's particular impact within black and brown professionals. Dr. Tobi Odunsi and PhD Candidate, Nonye Nwosu-Kanu.
Dr. Tobi Odunsi:
https://www.instagram.com/whereistobi/
Nonye Nwosu-Kanu
Referenced research during the show:
Calling in Black
https://www.pbs.org/newshour/nation/black-pain-gone-viral-racism-graphic-videos-can-create-ptsd-like-trauma
https://www.huffingtonpost.com/entry/minority-mental-health-statistics_us_57a4c099e4b021fd98787185
https://www.stress.org/workplace-stress/
http://neurocosmopolitanism.com/neurodiversity-some-basic-terms-definitions/
http://fortune.com/2014/12/16/brain-differences-autism-workplace-diversity/
https://www.fastcompany.com/40421510/what-is-neurodiversity-and-why-companies-should-embrace-it
Mental Wellness Resources:
Open Path Therapy Initiative 
http://www.apa.org/
http://www.abpsi.org/
Insight Timer 
Mental Health First Aid
Mental Wellness Podcasts:
Therapy for black girls
With that being said
The Affirm Podcast
Black in Therapy Podcast
Melanin and Mental Health
Black Girl in Om
Mental Matters Podcast</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this episode, we discuss the topic of Mental Wellness in Corporate America and it's particular impact within black and brown professionals. Dr. Tobi Odunsi and PhD Candidate, Nonye Nwosu-Kanu.</p><p>Dr. Tobi Odunsi:</p><p><a href="https://www.instagram.com/whereistobi/">https://www.instagram.com/whereistobi/</a></p><p>Nonye Nwosu-Kanu</p><p>Referenced research during the show:</p><p><a href="https://www.youtube.com/watch?v=cpVeUVcFMAU">Calling in Black</a></p><p><a href="https://www.pbs.org/newshour/nation/black-pain-gone-viral-racism-graphic-videos-can-create-ptsd-like-trauma">https://www.pbs.org/newshour/nation/black-pain-gone-viral-racism-graphic-videos-can-create-ptsd-like-trauma</a></p><p><a href="https://www.huffingtonpost.com/entry/minority-mental-health-statistics_us_57a4c099e4b021fd98787185">https://www.huffingtonpost.com/entry/minority-mental-health-statistics_us_57a4c099e4b021fd98787185</a></p><p><a href="https://www.stress.org/workplace-stress/">https://www.stress.org/workplace-stress/</a></p><p><a href="http://neurocosmopolitanism.com/neurodiversity-some-basic-terms-definitions/">http://neurocosmopolitanism.com/neurodiversity-some-basic-terms-definitions/</a></p><p><a href="http://fortune.com/2014/12/16/brain-differences-autism-workplace-diversity/">http://fortune.com/2014/12/16/brain-differences-autism-workplace-diversity/</a></p><p><a href="https://www.fastcompany.com/40421510/what-is-neurodiversity-and-why-companies-should-embrace-it">https://www.fastcompany.com/40421510/what-is-neurodiversity-and-why-companies-should-embrace-it</a></p><p>Mental Wellness Resources:</p><p><a href="https://openpathcollective.org/">Open Path Therapy Initiative </a></p><p><a href="http://www.apa.org/">http://www.apa.org/</a></p><p><a href="http://www.abpsi.org/">http://www.abpsi.org/</a></p><p><a href="https://insighttimer.com/">Insight Timer </a></p><p><a href="https://www.mentalhealthfirstaid.org/external/2018/03/mental-health-app-black-community/">Mental Health First Aid</a></p><p>Mental Wellness Podcasts:</p><p><a href="https://www.therapyforblackgirls.com/">Therapy for black girls</a></p><p><a href="http://withthatbeingsaid.libsyn.com/">With that being said</a></p><p><a href="https://www.redefineenough.com/affirmpodcast/">The Affirm Podcast</a></p><p><a href="https://itunes.apple.com/us/podcast/black-therapist-podcast/id1158485945?mt=2">Black in Therapy Podcast</a></p><p><a href="https://www.melaninandmentalhealth.com/">Melanin and Mental Health</a></p><p><a href="http://www.blackgirlinom.com/">Black Girl in Om</a></p><p><a href="https://itunes.apple.com/us/podcast/mental-matters-podcast/id1374594076?mt=2">Mental Matters Podcast</a></p>]]>
      </content:encoded>
      <itunes:duration>4480</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Angela Shaw</title>
      <description>In this B-side, we sit down with educator, HR Business Partner, public speaker, and Austin Human Resource Management Association (AHRMA) president elect Angela Shaw to discuss her journey of professional reinvention. 
#AHRMA #ProfessionalDevelopment #PublicSpeaking #Hardworkpaysoff #HumanResources
Angela Shaw's LinkedIn
https://www.linkedin.com/in/angelalshaw/
Austin Human Resource Management Association (AHRMA)
https://www.austinhumanresource.org
 
 
 
 
 
 
 
 
 
 
 
 
 </description>
      <pubDate>Fri, 03 Aug 2018 10:41:00 -0000</pubDate>
      <itunes:title>Angela Shaw</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>14</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/04c621f8-f2a5-11ea-88c4-f7a10fdc0d72/image/f8d75318f46ba1d6e60a95d0fe532e26a40a946646b47762ec98879f6f69b60046ba8abbca2e7aa83ade5fd1f7b5c28ca203f0079376263c4dc748ea5619fd81.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>In this B-side, we sit down with educator, HR Business Partner, public speaker, and Austin Human Resource Management Association (AHRMA) president elect Angela Shaw to discuss her journey of professional reinvention. #AHRMA #ProfessionalDevelopment #PublicSpeaking #Hardworkpaysoff #HumanResourcesAngela Shaw's LinkedInhttps://www.linkedin.com/in/angelalshaw/Austin Human Resource Management Association (AHRMA)https://www.austinhumanresource.orgTRANSCRIPTZach: What’s up, y’all? It’s Zach with Living Corporate, and yes, you’re listening to a B-Side. Now, yes, we’ve introduced the purpose of a B-Side before, but remember, every episode is someone’s first episode. So for our new folks, B-Sides are essentially random shows we have in-between the larger shows. These are much less structured and somehow even more lit. Now, listen. I know, the regular shows are lit, but these are somehow more lit than our regularly scheduled shows. Sometimes they’re discussions that the hosts have. Sometimes they’re extended monologues, or maybe they’re even a chat with a special guest. Today we have such a guest. Her name is Ms. Angela Shaw. Angela is a public speaker, educator, and has functioned as an HR business partner for both the private and public sector. She is the president-elect of the Austin Human Resource Management Association, a not-for-profit association of over 800 resource professionals in the greater Austin area representing more than 500 businesses. Angela, welcome to the show. [Sound Man throws in children’s applause] Angela: Thank you so much, Zach. I’m excited to be here. And thank you for that intro. That was wonderful. Zach: No problem, no problem. So tell us a little bit about yourself. Angela: So I am a professional who started a little late getting serious about her career, and not that that’s a bad thing--I certainly don’t feel bad about it, and I’m proud to say now, in my mid-forties, I’m finally on a career path that I want to be on. So just a little more about that. It was about probably ten years ago that I really became focused on my career and serious about setting a path. I was very intentional about going into HR. In the beginning, I was in administrative roles. I was in a small organization, and through attrition I became responsible for some HR training duties, and I have to say that was the point for me. I remember the very first training I conducted for staff, and the feeling of accomplishment that I had from that, it was like no other feeling, and I knew then and there that I wanted to go fully into HR. And so I began looking for a job in HR, and I found one, and I have not looked back since. I feel like at this point it’s important to say, noteworthy to mention, that I am the only person in my immediate family of parents and siblings of seven people to graduate from college, and while they were supportive, sometimes the understanding of why I just have continued to push myself into staying busy professionally hasn’t always been there. And I love my family because they’re an integral part of who I am and my base of where I come from, but I didn’t wanna let where I came from define where I was going. So once I got into an HR job I began to really learn and practice HR, and what I found was that I wasn’t gonna be able to move forward without credentials. So my experience and my smile wasn’t going to be enough. So by then I had a few years of HR experience under my belt. I had also gone through a major life change, which was a divorce, and that was the true catalyst of my reinvention. So early 30s, I learned through that divorce that nothing was guaranteed, and I learned that it was up to me to be able to take care of myself into retirement and that me, myself, and I were gonna be all the identity that I actually needed. So it took me a few years, but literally I had to physically, emotionally, and spiritually recover from the divorce, and that’s when I set out on deciding what my career path would be in HR. So by this time I was certified in HR, I knew I wanted to stay in HR, and so I started working towards getting my Bachelor’s degree. I took my first college course at the age of 30, and it took me eight years to finish, but when I tell you that that was probably the biggest accomplishment of my life, that is certainly the truth. I graduated with a degree in business administration and a minor in my love of HR. So by the time I completed my Bachelor’s degree, I was in an HR management position, I was leading staff, and I had become a strategic business partner in a growing organization. So I had really accomplished something that up until then had only been a dream of mine and that I didn’t even know I could actually do, but soon after completing that degree--then I started to really sit down and chart what my continued success would look like. So I wanted to be a chief HR officer. I still want to be a chief HR officer. And what does that path look like for me? I thought about what other professional accomplishments I could achieve that would help me on this track to being a chief HR officer. I also thought about how I could reach back and help others. So everyone, but particularly people who come from under-represented groups that I identify with. So women, people of color, people over the age of 40, you know? That was in December of 2012. So since then I have really been able to grow my career in multiple ways by being intentional. So I’ve held leadership positions in HR in different organizations because I really wanted to get different industry experience. I’ve held multiple volunteer leadership positions in several organizations, and as you mentioned, I’m currently president-elect of AHRMA. I also teach a class as an adjunct professor at Austin Community College, so I teach an Essentials of HR class, and this year I really began public speaking on HR topics, but the one closest to my heart being diversity and inclusion-- Zach: So talk to me about that though. Talk to me about how you were able to--first of all, thank you so much ‘cause you’re giving me a lot, even in, like, just the introduction of who you are, and you actually answered a couple of my questions, but I want to pause you really quick because I really want to hear more about the transition, how you pivoted--’cause you explained the pivot in your early 30s to really being a more focused HR professional, but talk to us please a little bit more about how you pivoted from that or in that to being in public speaking. I’d love to hear that. Angela: So I feel like in my journey there’s been a lot of denials based on things that I was not able to change about myself, these unconscious biases. That’s a phrase that we hear a lot, you know? I feel like I received a lot of denials in my life, whether it was trying to get a job I felt like I deserved or being promoted, or someone even deciding that I just--you know, I wasn’t worthy of them hearing what I had to say. That was the pivot for me when it came to speaking, public speaking, and as I had volunteer leadership roles they kind of naturally provide a platform for you to be able to speak about different things, but I intentionally sent a proposal to speak at an event. So DisruptHR is a movement that is sweeping the world, and they had an event in Austin, and I saw something about it, and I sent a proposal, not knowing whether or not I would actually get it, but I find that if you want something to happen, obviously you speak it into existence, but then you follow that up with action, and that’s what I did by submitting the proposal. And they picked me, and I spoke at this DisruptHR event in Austin, and I was so proud, but it was the feedback that I received afterwards that was so pivotal for me. So if you public speak and people come up to you afterwards and they say, “Oh, you did a great job, and I really enjoyed that,” I’m sure it’s true, but that’s very subjective. But if somebody comes up to you afterwards and they want to engage with you in conversation to follow up what you talked about, that’s how you know you’re doing what you’re supposed to do. You said what you were supposed to say. You touched somebody. You want to move somebody to action, and so that’s what the public speaking has become for me, that opportunity to reach one and teach one. Every person that I get to touch that wants to take action means that I’m successful, so that’s really where the public speaking piece comes from, giving a voice and a platform to everybody who’s been denied or under-represented groups who feel like they don’t have a voice. That’s where it comes from. Zach: That’s awesome. And so, you know, you’ve mentioned your age, and you’ve mentioned just the--I think that’s a critical part of your journey and your story, right? So what advice would you have for older, more seasoned professionals who may feel like it’s too late for them, considering that there is a perception that this current era is dominated by millennials and that really if you’re not with a certain age bracket, you don’t count or you won’t be heard as much. I’m curious because, you know, a lot of our listeners are younger professionals. However, we have professionals who are Gen X and who are even baby boomers, right? So, you know, when I listen to your story, I’m encouraged because it reminds me that there’s no point in your life where it’s too late to try something different or to even reinvigorate yourself, and so I’m curious - do you have any advice for the 30-something, even the 40 or 50-something out there who’s looking to make a transition, who may have some questions or anxiety around how to go about doing that? Angela: I do. So I love to use my personal story as an example as hard work pays off and that no matter what doors are closed or how many glass ceilings you feel like there are, everybody has the opportunity set a goal and then work towards that goal. I would tell them--so I rep Gen X all the way, that’s what I am, but I have a couple of millennial traits, and I feel like I have some baby boomer traits also. So I would tell them to make sure they’re setting their personal goals, and make their goals about them. It’s not about anybody else. They can’t compare themselves to other people. What they can do is put in that work and then let their path continue in its own time and own way the way it should. I would also tell them it’s never too late, never. Every day that you wake up is an opportunity to get better. I love to say that. So that’s an opportunity every day to actively work towards a goal that you might have for yourself. So that would be my advice that I would give to anybody. Keep at it. Set your goals and keep at it, and don’t compare yourself to other people because everybody’s path is different.  Zach: Well, that’s amazing, and I appreciate that, and I’m sure our listeners appreciate that as well. So before we go, do you have any final shout outs? Any more words of wisdom that you’d like to share in part for us? Angela: I do. So I’ll start with the final words before I give the shout out. I stopped keeping track of how many denials I received. So I think anybody who’s in an under-represented group knows what I’m talking about when it comes to these denials that are real, but I stopped keeping track of the denials, and instead I started keeping track of my successes that I’ve had in my journey. And so my final words of wisdom to anybody is to do that. No one’s stopping you but you, so stop keeping track of those denials and start keeping track of your successes. And as my final shout out, I want to shout out anybody out there who is working towards a goal and feels like you’re alone. You are not alone, and your hard work is not in vain. Hard work pays off, and I’m a prime example of that. And lastly, Zach, I just want to thank you for giving me some time to tell my story. I hope--if there’s at least one person out there who hears this story and feels in any kind of way inspired then we did our part. I also want to tell you I’m a fan of yours. I wish you success in everything that you do and everything that you want for yourself, and I will always be a supporter. Zach: Angela, first of all, thank you so much for the love. Thank you for your time. Thank you for sharing your story. It’s a wonderful story, and it’s a story that needs to be told because I believe that we live in a time today where, you know, social media and just the way that we consume content, it’s easy just to think that, you know, only a select few can be successful, right? But to your point, it’s about working hard. It’s about being intentional. It’s about being consistent, and it’s about being true to who you are and true to your own story, right? So you epitomize that, and I’m really just thankful to have you here. I definitely want to shout you out. I want to shout out the Austin Human Resource Management Association, and I want to make sure that we have you back on the show. Angela: Absolutely. Thank you, Zach. Zach: Awesome. Well, look. That does it for us today, guys. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram at @LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you’d like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. Don’t forget - we also have a Patreon. So if you’d like to support us through Patreon, make sure to check out the links and information in the show notes below. My name is Zach. You’ve been talking with Angela Shaw. Peace. Latricia: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.             </itunes:subtitle>
      <itunes:summary>In this B-side, we sit down with educator, HR Business Partner, public speaker, and Austin Human Resource Management Association (AHRMA) president elect Angela Shaw to discuss her journey of professional reinvention. 
#AHRMA #ProfessionalDevelopment #PublicSpeaking #Hardworkpaysoff #HumanResources
Angela Shaw's LinkedIn
https://www.linkedin.com/in/angelalshaw/
Austin Human Resource Management Association (AHRMA)
https://www.austinhumanresource.org
 
 
 
 
 
 
 
 
 
 
 
 
 </itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this B-side, we sit down with educator, HR Business Partner, public speaker, and Austin Human Resource Management Association (AHRMA) president elect Angela Shaw to discuss her journey of professional reinvention. </p><p>#AHRMA #ProfessionalDevelopment #PublicSpeaking #Hardworkpaysoff #HumanResources</p><p>Angela Shaw's LinkedIn</p><p>https://www.linkedin.com/in/angelalshaw/</p><p>Austin Human Resource Management Association (AHRMA)</p><p>https://www.austinhumanresource.org</p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p>]]>
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      <itunes:duration>1047</itunes:duration>
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      <title>#Remix : Professional Reinvention</title>
      <description>We discuss the idea of professional reinvention and sit down with sales executive and entreprenuer Edward Nunn to hear his 33 year journey.
Edward Nunn LinkedIn: https://www.linkedin.com/in/ed-nunn-7851ba11/
NunnAbove www.nunnabove.com
Living Corporate Patreon and All Major Links: https://linktr.ee/livingcorporate</description>
      <pubDate>Fri, 27 Jul 2018 05:00:00 -0000</pubDate>
      <itunes:title>#Remix : Professional Reinvention</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>13</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We discuss the idea of professional reinvention and sit down with sales executive and entreprenuer Edward Nunn to hear his 33 year journey. Length: 54:08Host: Zach | AdeEdward Nunn LinkedIn: https://www.linkedin.com/in/ed-nunn-7851ba11/NunnAbove www.nunnabove.comLiving Corporate Patreon and All Major Links: https://linktr.ee/livingcorporateTRANSCRIPTAde: "It is not the strongest species that survive, nor the most intelligent, but the ones most responsive to change." The context of this apocryphal quote commonly attributed to Darwin is related to this theory of biological evolution, but I believe there's something more there. For many of us, we don't want to just survive, we want to thrive. We want to achieve as much as we can while being our best selves, or at least while striving to find out who our best selves are. So with that in mind, what does change responsiveness look like for us in our careers? How do we adapt professionally to make sure we're constantly setting ourselves up for long-term success? What does that even mean? What does that look like? This is Ade, and you're listening to Living Corporate. It's the remix. Zach: What?Ade: Thank you for joining us. [laughs] My bad. Today we're talking about reinventing yourself professionally, so I thought it was contextually appropriate. So the act of making a career change that is in-line with your long-term career goals.Zach: Oh, okay. Yes, gotcha. Yes. [laughs]Ade: Yeah. [laughs]Zach: This is really important though. Like, the concept of looking where you believe you're trending professionally and making adjustments. Sometimes they're major adjustments where appropriate. Speaking of which, Ade, would you mind talking to us about your journey to becoming an engineer?Ade: It's been a pretty rough, rough trip so far, and--I mean, some of it has been very enjoyable, and I mean that with all sincerity. I've had some amazing experience, but a lot of it has just been, you know, having to teach yourself a whole new--brand new field of knowledge. I like to describe myself as a learner, but having to teach yourself a whole new field of knowledge when you have nothing to base that field on is incredibly daunting. And I've had some, you know, technical issues, technical difficulties along the way, and I've also had some very, like, up at 2 A.M. in the morning like, "I don't think I can do this." Like, "I don't think that I am up to the task of making this switch," and that's not because I don't find this interesting or I don't find this, like, mind-meltingly awesome, it's that I just don't feel like I'm capable. And so those doubts always exist, but the fun thing about the switch is that in reinventing yourself you discover parts of yourself that you didn't know were there. And so it's difficult, it's daunting, but it's also really, really rewarding. Like, sometimes I get to a point where [inaudible] or my portfolio site comes together and I'm like, "Oh, my God. I did it. I did it, and I didn't--" I mean, yes, I used Stack Overflow more than once, but I did it, you know? You get that sense of accomplishment that you're not actually steering your life right off a cliff, and there's that duality of on the one hand "Am I even supposed to be here?" And on the other hand, on the days where, you know, you do feel like you're in the right room or you do feel like you're doing the right thing and you do feel like "I'm right where I need to be," it's this breathless wonder, I suppose is the best way of putting it, at just how dope everything can be.Zach: That's so cool. I know of a few people, right, who have made similar changes in terms of--not similar changes in terms of becoming an engineer, but similar decisions to kind of make a pivot, right, career-wise, and you know, I've seen people who have transitioned from being, like, HR managers to being fashion bloggers. I've seen--I have friends who have transitioned from being teachers to being full-time photographers. I've had friends who worked in the government and now they're, like, running intramural sports leagues. And I can't speak to the bag, like, how much money they're making, but I can say that each and every one of them seemed much more fulfilled in their day-to-day activities. And so, like, I'm really excited for you because you're going through a journey yourself, and I'm excited to see what the other side of that looks like for you.Ade: [laughs] So am I.Zach: [laughs] And I know that regardless of whatever, you know, ultimately it is, you're gonna be a better version of yourself coming out of it, so I'm really excited for you for that.Ade: Aye. And here's where we insert the celebratory Milly Rock. [laughs] But yeah, you know what? I think it would be super interesting to talk to someone who has had to professionally maybe reinvent themselves a couple times over, several times over. I'm thinking major changes, something like transitioning from education to car sales to, I don't know, stock brokering? To maybe pharmaceuticals to--hm, let's go with hospice care, and bonus points if this person was somehow related, in some form or fashion, to one of our Living Corporate hosts.Zach: Oh, you mean like our guest, my dad Ed Nunn?Ade &amp;amp; Zach: Whaaaaat? Zach: [imitates airhorns][Sound Man throws 'em in]Zach: Sound Man, listen, now. You gonna give me my pow-pow-pows, but then you also give me a couple pow-pow-pows 'cause it's my dad, okay? So pow-pow-pow. Give me a couple more.[Sound Man obliges]Zach: Give me some pow-pow-pows. Boy, that needs to be on a t-shirt somewhere. Anyway, keep it in. All right, so next we're gonna get into our interview with our guest, my dad Ed Nunn.Ade: We're back. Welcome to this portion of the show called the interview section. Y'all know how we go. So today we have the wonderful, wonderful, wonderful Mr. Ed Nunn with us.[Sound Man throws in cheers]Ade: Ed, welcome to the show.Ed: Thank you. Appreciate it, Ade. Ade: Most certainly. So for those of us who don't know you, do you mind sharing a bit of your background? Tell us a bit about yourself.Ed: I'm 53 years old, Midwesterner. Right now I'm married, living in--outside of St. Paul. Five children. One of them happens to be one of your colleagues, Zach Nunn.Ade: Yeah, yeah.Ed: His siblings are a bit younger. We have a dog. My mother-in-law lives with us here in the suburbs. Ade: Okay. I love dogs, so I'm not gonna, like, go down that line of inquiry 'cause I'm gonna sit up here all day talking to you about your dog. But that sounds wonderful. It sounds like you have a nice, cozy life with a nice, cozy family, which is something I definitely aspire to, but today we're talking a little bit about professional reinvention, kind of remaking your career, which is something that's near and dear to my heart, and the path to getting there. You mind walking us through your own 33-year journey to being who you are now?Ed: Mm-hmm. You know what? When you put it that way, there's a--I look back, and I think about it, and I haven't really thought about it until you put it that way. 33 years.Ade: [laughs] Right.Ed: You know, I recall when I first went to college I had an academic scholarship to Jackson State University, and I recall going to college, and honor student and all that stuff, and my mom had talked to me--you know, I remember taking these trips with my mom and dad and the family to Saint Louis and Mississippi and California, and every time we'd go some place, you know, she'd talk about these roads and these build--I'm sorry, these bridges, and she said, "You know, son, you can be an engineer. You could build these. You could design these." My mom and dad weren't--were not educated, didn't graduate high school, but their aspiration was of course for all of us to do much more, much greater things, and they poured a lot of expectations and resources, time, and love and all of that into us to do that. So I went to school and I was gonna be an engineer. Not a civil engineer, I decided I'd try my hand at being a mechanical engineer and found out that I didn't like engineering. [laughs] So instead of--'cause I went to Jackson State, transferred to Mississippi State, went back to Jackson State and finished up my math degree. So I graduated with a Bachelor of Science in Mathematics, and I said, "Okay, now I'm out. Now what do I do with that?" Thought about being a teacher, tried my hand at teaching mathematics high school for a couple of years, realized I didn't like that. Left that and went into working as a recruiter for a liberal arts college in the Midwest. Left that and became a stockbroker. Really, really changed gears there because we--at that time I was married, and we decided to leave the Quad City area. When I got out of mathematics and moved back home to the Quad Cities I started the recruitment for the liberal arts college, became a stockbroker and wanted to leave the Quad Cities just to--the idea of having a family and being able to raise a family in a more cosmopolitan, diverse--you name it. You can put anything you want, it wasn't the Quad Cities.Ade: Right. The stakes were different.Ed: Well, yeah. It was just different, right, and so we decided to go to Minneapolis, the Minneapolis area, and got up to the Minneapolis area and realized I didn't really want to start all over again building a book of business after three or four years of doing it in the Quad Cities, so I started working in the field of pharmaceutical sales. Left pharmaceutical sales, went into selling copiers and printing and multi-function devices. Left that and went into--well, previously I went to telecommunications, then to--no, I'm sorry, it was telecommunications after selling printers, and then I found myself at a point where I was just kind of burnt out, you know? I'm hopping from place to place, industry to industry, and not really finding what I'm looking for. It was okay for a little while, get bored. Literally get bored of it, and I took a break, flat out took a break. There was a place where the pharmaceutical industry dried up. A lot of reps--the companies were downsizing, and I recall--I recall talking to my wife and saying, "You know what? I'm tired of this." It really wasn't sales, it was walking in and, you know, pop-up ads all you were. You weren't having an opportunity to have a discussion with people around their needs and how to solve them.Ade: Right.Ed: So I took a break, and I just started my own little deal. I got involved with some guys that had an investment idea, and we formed a company and started--we're manufacturing, with some partners in Asia, some technology, and then we have formed a company to actually--a separate company aside from our investment. We were going to import it and start selling it to resellers, and I did that for a couple years, and it was good. I enjoyed it. We saw some growth, my partner and I did. That went awry because the original investor group kind of--they were at odds with each other, and there were some issues that came about, and so that kind of blew up on that side, which it then kind of obviously cratered the business that we had importing the product and trying to sell it to the resellers. And so there I am again thinking, "Okay, great, now what?" So as I sat there, you know, I recall a couple of weeks just saying, "Okay, what am I gonna do? What do I want to do?" I got a phone call, and this was the beginning of what I've been doing for the last few years of my life. I got a phone call from a hospice company, and they--I picked the phone up and the lady said, "Hey, you know, I'm looking for Ed Nunn." Said, "This is he." "Hey, Ed, I'm So-and-so from, you know, so-and-so hospice. Have you ever thought about hospice?" I said, "No." "Would you like to?" I said, "No." [laughs] "What I know about hospice is death. I--you know, I'm not there yet. I'm not ready to talk about it, I'm not ready to experience it, so I'm not really interested. Thank you very much." "Well, just keep my name, and if you ever change your mind please call," you know? "We got your name from So-and-so and we'd like to talk to you." "Okay, thanks. Goodbye." I hung that up, and my wife said, "Who was that?" So I told her. She says, "You know, you may want to think about that." I said, "Sheila, I thought about it. No thank you."Ade: Right.Ed: But I gave it a little more thought. I don't know what happened, but I gave it some thought. I didn't have anything else lined up necessarily. I didn't have anything in my mind I wanted to do, and, you know, after I thought about it, there's got to be more to hospice than just death. I mean, it's something we're all gonna do is what I recall thinking, and I end up wanting to find out more about it. So a couple days have passed. I pick the phone up and call the lady back, and, you know, a couple, three, four weeks later, I find myself hired by this company, which at the time was one of the largest, if not the largest home health care company. It was a large company. 60,000 employees here in the states. For what they did, they were a big company. And so I found myself in the world of--still in health care, but now in hospice, and I've been in hospice ever since. And that was 2012, I believe. So for the last six years I've been in hospice, working for three different hospice companies. The third one, you know, actually was purchased, and they decided to shut down a third of their operations in the country to kind of get control of five different platforms. It was just spread out too far, and they chose to shut down the two offices I was running here in Minnesota as well as the other 25 to 30 they shut down. And so I got tired of doing hospice for others, and I opened my own hospice company, and so right now I own part of a hospice company, and I'm still working for yet another one, doing sales and marketing for them here in the Twin Cities area. So that's me.Ade: Wow. So first of all, I want to take a break. [laughs] I want to, like, sit back and be like, "That was a whole lot," and I feel like I've earned it, but yeah, it sounds like you've gone through a process of constant reinvention and experiences that have built one upon the other. Not necessarily a 1:1 correlation there, but it does sound like you've had a wealth of experiences. Have any of them really stuck with you, or any feedback that you've gotten from the people around you, have those stuck with you to the extent that you've utilized those thoughts or you've utilized that process in other areas of your life, maybe in building your previous companies or in building this one?Ed: Yes. As a matter of fact, the very first time I stepped out into the world of commission-based earning versus, you know, an hourly salary or some hourly pay rather versus salary, just doing it on commission. The very first thing I heard was from my father, and he told me, "What are you doing? You need to get you a job that pays you a solid hourly rate and will just--" "You can pay your bills, and--what are you talking about, commission? You don't know what you're gonna make," and he didn't care that it was a--that I had just been interviewed and I was the first person of color in the Quad Cities to actually have a Series 7 to be a licensed stockbroker with the company that I was working with, and they had been there in one form or another--for 93 years been around, and he didn't care. That wasn't a focus. He was--you know, my father grew up John Deere and forging metal and grinding it and that kind of thing. He's like, "Better get you a job." [laughs] And so that experience, his objection to it, was so strong. I'll never forget it. I'm thinking, "You know what? You may be right, but I'm gonna try this," and it was the best thing I ever did, and I always go back to that thinking no--you really have to have faith in yourself and the things you do, and if you really are passionate about it and--you just have to believe in it and go for it, and I'll never forget that. As the first thing--the first time I tried to do something outside the realm of what my parents had kind of modeled for me, that was the one thing that--it stuck out, like, "Wow, okay. I'm out here by myself now." "You're on your own." But yeah, that one stuck out with me because--I kept that mindset. It was uncomfortable, Ade. It was very uncomfortable going from a known, you know, to the unknown in terms of my pay because yeah, you know, I had a house, you know? All these things you're doing and you need to pay for, and all of a sudden--*claps*--you know? You know, when they first start you out as a broker, you know--I started out, and they give you a pay, rather a salary, and wean you off of it, and the goal is to be a year, a year and a half or so, that you're 100% commission-based. Well, after the first three months, I was doing enough in commissions--my commissions far exceeded my salary, so after three months I said, "You know what? You keep your salary. I'll just go commission here on in," and it was the best thing I ever did. And so I look back and think about the fact that had I not done that, had I not gone through that, had I not weathered the storm of my father telling me not to do it and going ahead and doing it, I wouldn't have ventured out and done some of the things I've done in the last few years.Ade: Right. And you've kind of touched on it, but I do wanna backtrack and get, like, an explicit conversation about the motivation behind a few of these shifts. So you mentioned that a few of them were by necessity, but you made some jumps and you made some decisions that weren't necessarily necessities, they were just you making decisions based off of your own motivations 'cause you speak to those.Ed: Well, I've always found it odd that when someone would look at my resume, and this was--you know, I'm 53 now, so when I was in my mid-30s someone would look at my resume--'cause there was a time when, and I didn't mention this, my wife and I actually went to Japan for a couple of years and taught English. We just--we stopped it all and said, "You know what? We don't have kids. Before we go, we're just gonna go." To get started we're just gonna go to Japan, and we're gonna start and teach for a while and get an experience, but when you get back and you sit down with folks and they look at your resume, and they're looking for--you know, they're looking for [inaudible], right? Whatever that [inaudible] is, that's what they're looking for. I've got widgets over here. All I've got is widgets. Now, some of mine are yellow, some are green, but I don't have [inaudible], and I'm thinking, "Why are you looking for that? Why don't you look--and I know that you're looking for something in terms of what you're trying to do for this position. You want these qualities you want this person to fill, and they've got this list, but I--and they're trying to, you know, jam me into that, or jam anybody into it, and what I realized was that after a while--for a while [inaudible] I was frustrated because I didn't have [inaudible] and I didn't fit the mold because I didn't stay nine years here, I didn't stay five years there, and the older I got, the more experience I got, the more I realized that's fine, it just wasn't a fit. But while I was going through it it was frustrating, and so the decisions that I made to move, at first they were very uncomfortable when I was--you know, I'd move. I'd want to do something. It was intentional. I didn't like what I was doing, and my thought was "Why stay here? Just because I don't fit this mold I have to stay until I fit this mold? Who tells me--and when is it okay to move because I'm miserable here? How long do I stay here and be miserable so I can do another move here?" And I realized, "No, that's just not gonna work. If that's not a fit because of me moving, well, then that's not a fit, and I'll just keep moving." What I came to realize in the end was I wasn't going to be happy getting a job somewhere necessarily. It's gonna have to be something--and I know a lot of folks come to it on their own. It took me a while to get to it, you know, get to the fact that it was okay, it was okay to not be comfortable. It was okay to not fit the mold, and it was okay to go and make your own money your own way, and if you stumbled along the way, you didn't make all the money you thought you were gonna make, and whatever that stuff was in the middle that I was kind of, you know, letting get in my way, that was okay too because the goal was to kind of, you know, be true to myself, and I know it sounds kind of cliche, but I really was trying to find something that I didn't have, and so it was okay getting through all that to get to, you know, trying to be happy with what I was initially rather going to wind up with, which was a journey in terms of just feeling like I was accomplishing something, you know? For me and myself, because I tell my kids all the time, Ade, and I know I kinda strayed here, but I tell my kids all the time that my life is--my life, I identify myself by my family. I'm only doing what I'm doing because of them in terms of trying to provide for them, but if I'm not happy doing it then they're in trouble because I'm--[laughs] They're in trouble, so that being the case I need to be happy while I'm trying to provide and give them the things that I really want them to have just like my folks did for me.Ade: Right. Yeah, so, you know, I think a lot about the current trajectory for a lot of my friends, or for even me myself, and just thinking about how people map their three-year plan, their five-year plan, their seven-year plan, their ten-year plan, I think a lot of it is based in that community where it's [inaudible]. Ed: [inaudible]. [laughs]Ade: [inaudible], yes. It makes me think of, like, my dog chewing on my shoes or something. Now I'm scared that he's chewing on my shoes downstairs. [laughs] But anyway, I've noticed that for a lot of my cohorts, we rely on that continuity and will even, like, rewrite resumes, and we'll just, like, try to shave the edges off of the square peg to fit in a round hole. And it sounds very much that you were like, "Nope, the square peg is still the square peg," and so that process for you, do you have any advice for anybody who's navigating that current trajectory on their own, such as myself? How we should go about it, just kind of presenting your experiences and how that might--and how your experiences might help us or edify us in any way.Ed: You know what? The first thing first and foremost is get comfortable with the idea of being very uncomfortable.Ade: Yikes. [laughs]Ed: I mean, you know, you've heard the--you know, those adages, and you've heard, you know, "If you want to succeed," you know, "you're either burning the bridge or burning the boat that got you there," so you're stuck there, those kinds of things. You know, that's true. You--I'm not saying you burn your, you know, your contacts and you burn people, but in your mind you have to just get used to the fact that "Wow, I just did something that--" "Oh, okay. I let that go," and you have to be comfortable letting it go and not going back to it. You let it go for a reason, and you get--you know, sometimes you can get a--you know, you get afraid of where you're going 'cause you're not quite sure and you kind of want to hold onto some things, but I would tell you that number one, get very comfortable being uncomfortable. Number two, I would say that you're going to--even if you have that mindset, some of those personality traits--you know, the gambler type of personality.Ade: [laughs]Ed: Seriously, you know, that doesn't mean that the gambler is 100% certain of themselves, but just know that--[laughs]--when you make that call, you're gonna fall. You really are, but that doesn't mean you made the wrong call. Be comfortable, you know, with being uncomfortable. Know that you're gonna fall down along the way, but you have to stay true. You really have to have faith in what you've chosen and faith in yourself because I'm telling you this much, if you put yourself out there and you don't have this privileged mindset, you will make it happen for yourself. I can guarantee you. If you sincerely understand that--the mindset that, "You know what? I don't know what this problem--I don't know how to solve this one, but I will figure it out. I'll use my resources. I'll call some friends. I'll have these conversations." You do what you have to do. You talk to folks, and it'll come to you, but you have to know that when you put yourself out there it's gonna be challenging, but if you have serious faith in what you're doing--and if you don't panic, overly panic...Ade: So panicking a little bit is fine. [laughs]Ed: [laughs] It's fine. You're gonna panic a little bit, because, you know, there are times when I might need a good chunk of change to do something I'm working to do. I've got a few projects now I'm working on that have nothing to do with my employer, they have nothing to do with, you know, my children right now. They have a sibling band, and they have--you know, they're actually doing pretty good. They're starting to get going a little bit. They're actually featured on this season's America's Got Talent and that kind of stuff. Not featured, but they're actually gonna be on the show. I can say that because I was told I could. Ade: [laughs] I'm looking forward to rooting for them.Ed: Pardon me?Ade: I said I'm looking forward to rooting for them.Ed: Oh, I appreciate it, and I'm sure they would too, but I've got another project I'm working on that I've been working on for five years, and there are times I--you know, you have a money crunch. If you need--you know, and I'm not a rich guy, so if I need 30, 40, $50,000, or even $10,000, and I need it next week and I don't have it, you have to start being creative. "How am I getting this money up?" You know, I'm not looking to go borrow money and go into debt, and so you just have some faith that you'll figure it out. And, you know, you do. You really do if your mindset--if you condition yourself to knowing that, "Okay, I'm gonna hit some things that I don't know how to handle. I'm gonna hit some snags. Don't panic overly so. Just go ahead and--" You know, 'cause there's a process to it, and typically my process has been to put different things in play so I have different areas or different things I can go back to to help me out.Ade: Right, so basically having a backup plan.Ed: Well, not just a backup plan. I'm talking multiple things that are going on at once. You know, the idea of having just one source of income scares the snot out of me. I don't know how folks do that. They have one job, and I look at that and think, "You're one management change away from twiddling your thumbs," and I'm thinking, "How do you navigate that?" And I realize you might have your--a year worth of savings, or two years worth of savings, or whatever you've got in your savings 401K to survive and why you--but why do it that way? Well, you know what, if that's what you want to do, great. My thought is just--I don't see it that way. I just like to have a little bit more control.Ade: Sure, yeah. Yeah. So I'm definitely gonna be looking into other streams of income now because you just dragged me by my edges just then.Ed: That wasn't the intent. That wasn't the intent, but--Ade: Look, I take it with all the love and the good sentiments behind that one. [laughs]Ed: [laughs] Well, no. I mean, and it's not anything that's--there's nothing elaborate, you know? Real estate, you know? For 20 something years I've owned real estate, you know? From several houses and/or multi-unit buildings to individual, you know, houses, but that stuff, for the last 20 something years, has kept me afloat, and it gave me the opportunity to make the choices and say, "You know what? I don't want to do that." You know, right now I have a project where I'm building these--I build these quarter-scale cars, and these things are--these are, like, four feet long, and they're huge, and they're quarter-scale. I mean, these things are 50 pounds maybe. They have their functioning engines, whether the engines be eight-cylinder gasoline engines or nitromethane engines. They have working lights, doors, you name it. They're actually scale cars. These things sell for about--you know, they sell for a lot of money, so that's something I do on the side as well. Just a lot of different things going on that help as you want to make a change, and they also take up your time, but they're a part of the plan, because the plan for me has always been--I go back to what I'm doing this for. It's just to make sure I get this group of people through this to a point where they can, on their own, start navigating. That's my purpose. That's my plan. That's all I'm here to do right now. That's it, and so I'm taking everything I can with me that I'm using to do just that, period the end. Ade: That's brilliant. I think that it's important, you know, the thought you just elucidated, that it's great and it's a good idea to reinvent yourself, but you also should have something to fall back on while you do that because it's a good thing to take the leap of faith, but you should have a parachute.Ed: Oh, certainly. Well, if you don't, it's a hard, rough landing. [laughs] I've been there too.Ade: [laughs] Right. But yeah, I mean, thank goodness for, you know, parachutes because every once in a while taking that step of faith is just kind of like, "I don't know. That's a mighty long way down."Ed: But you know, you guys, you're much younger. I mean, I look at--I look at you and Zach and, you know, folks your age, and I say, "Wow, you don't have to worry about that nonsense, someone looking at your resume saying, "Gee, you know, you were only here for two years. You were only here for three years."" Ade: Right.Ed: You know, that's not a question that people are posing. That's not even a mindset anymore. Well, you know, 30 years ago it certainly was. The idea of stability was--it was different, and I look at that flexibility that you have to--you know, to shape yourselves, your careers, your destinies. I think you have--I think you have more flexibility. I think you--there's an opportunity, a greater one, a much more easy opportunity to do just that than I had. So I think that's really cool.Ade: Yeah, I really like that. I think those were all the questions that we have today. Are there any thoughts that you would like to share that we haven't gotten to? Anything that you really think would benefit us? Ed: I guess--let me ask you a question.Ade: Sure.Ed: Education-wise.Ade: Yeah.Ed: What is your education?Ade: I have a B.A. in political science and legal studies. I think I had a minor's in philosophy. I really wanted to go to law school at the time, and then I began a master's in sociology, the focus being [inaudible] science, but I never completed my master's, and I'm now working on a front-end nanodegree at Udacity. It's a Google scholarship that allows people to kind of learn programming skills, which is what I'm interested in. So I really, really, really, really, really want to become a software engineer. That's my eventual goal. I want to build my own apps, but I also want to work at--not a Google or a Facebook. I think those are way too large for my personality type. Maybe eventually. Right now, I definitely want to work at more of a mid-sized company where I get the mentorship that I'm really looking for and ownership of my products, honestly so I can be outchea. [laughs] No, I'm kidding. I mean, that is it a little bit. I think that--I think that I'm really invested in a bit of freedom, and most of the software engineers that I know and most of the jobs that I look at are like, "Oh, yeah, you can work 90% of the time remote," which to me means, you know, I can spend a solid 90% of my time coding on beaches, which I know you don't know much about me, but I'm very much a water person, so the idea of being able to do something that I enjoy in a place I enjoy really, really appeals to me. So I have that freedom, and my whole life isn't sitting behind a desk somewhere.Ed: So if I'm not mistaken, what I'm hearing you say is that this education you're pursuing, you're doing so in order to gain some freedom in life and control.Ade: Yeah.Ed: Okay. If you didn't have to work, what would you be doing?Ade: If I didn't have to work, I would own a restaurant. Ed: You don't think that's work?Ade: No. [laughs] It's funny. I actually don't know if we'll keep all of this in the conversation. I don't know. Where is this going? Ed: [laughs] I'm asking the question 'cause you asked me--I'm getting somewhere. I'm going somewhere.Ade: Okay, okay. If I didn't have to work, I would have a restaurant. I actually have a book of recipe ideas and meals that I want to cook. The idea is to have a restaurant that is diasporic, so all of the food in the restaurant would from the African diaspora, from West African, East African-inspired meals to the Caribbeans to Latin America and meals that are typically in Afro-Latino homes. Just everything that brings us together as one community. I'm very much a community-oriented person, and I think that--to me, one of the most beautiful things about the diaspora is how similar but different food is, and Anthony Bourdain, who was, like, one of the, like, biggest influences for my love of food and cooking and people, had this thing where he talked about food being the center of humanity. Like, once you talk about a people's food, you're talking about people. So culture is built on that, and I could wax poetic about this all day, but essentially I'd be cooking. I'd own a kitchen or a food truck or a series of them and just feed people, 'cause I'm African and that's what we like doing. [laughs]Ed: So here's my question to you, and I mean, it's--you know, I listen to you talk, and the last couple of minutes have been real talk from you. It's been--I can tell it in your tone. I can tell from the fact that you have this knowledge about, this breath and this passion about it. I marvel at that because I'm wondering, "Okay, so how many of these changes are you gonna take yourself through before you say, "You know what? I'm ready for that change now.""Ade: Yikes. [laugh]Ed: Because I have a couple things that I'd like to do for me, and I'm 53, and I'm working towards them. One of them I've already started, with these cars. It's a passion. I love cars, and I like the idea of control or whatever. You know, life is extremely obviously random, but however you can eliminate some of that randomness--but that's one of the things I want to do. It's just taken a long time to get here. Dealing with my family, working with my family and having my kids and my wife around, that's something that I've always wanted to and I hold dear to. So the idea of working with them with their music career right now, that's really big for me, but it's taken a long time to get there. Some of that--well, I didn't have a family, you know, 30 years ago like this, but to get to something I really love--you already knew it, or know it rather. I didn't know 'til I got here. You already have something that is really, really dear and tender, and I'm listening to you talk about this nano this and this MBA that and this wizzy-wazzy this, and it was just interesting, and then when you started talking about the food I'm thinking, "Okay, this is real for her," and I'm just wondering: What are you gonna do, and when are you gonna decide to do that?Ade: It's funny that you ask because my partner is a tax lawyer, and her thing is constantly, like, "We need to get a food truck for you,", right? [laughs] And so I think that it's definitely something I want to work towards within the next five or so ten--five to ten years because I think that for me it's the security of the job, because, for example, I kind of provide for my family as well, and it's difficult for me to take a leap of faith with, like, a mini-parachute on my back when I know that, like, there are people who are relying on me to not break my legs on the way down, you know? So that's always--that's the fear. So there's the passion behind the cooking, right? And it's like--I'm definitely not gonna die without putting at least a plate in front of somebody's face and like, anticipating the look on their face when they eat it, right? But I also know that the amount that I have to lose right now is keeping me--is what's keeping me from it. So I think that the process of reinvention for me has to start from a place of absolute commitment, not a place of one foot in the commitment and one foot in the fear ,if that makes any sense. Yeah. Fingers crossed, man. [laughs]Ed: [laughs] Well, I just--I'm looking forward to hearing your story later when both feet, you know, finally land on the commitment side, and I'm wondering if it'll be the--you know, the pain to change was less than the pain to stay the same is what they say, right? So I'm just wondering what's your motivation, what actually gets you to that point? I realize you've got other things, that your people are depending on you. I got that. Hey, I got the same thing, and it's always interesting to hear what people's story is, what their story is, because I've gone through it too. So I'll be looking to hear the end of this one.Ade: Most definitely, and I'm looking forward to, like, feeding you at some point. [laughs] Putting a plate on your table, and hopefully I've written, like, my own e-commerce platform or something of the sort, so merging those two loves.Ed: Well, I've got to tell you this. I've listened to you guys with this Living Corporate, and I was--I've got some friends who listen to it too, and we marvel at it because--Ade: Really?Ed: Yes, yes. I think it's--I think it's relevant. My wife thinks it's extremely cool, because I think you guys have hit upon something.Ade: Thank you.Ed: Well, we think you've hit upon something because, you know, the idea of this--it's one thing to acknowledge, it's another to accept. And, you know, what you're doing is not new with respect to wanting, you know, this acceptance, not just acknowledgement in Corporate America for different peoples. But you guys have been able to reach beyond walls of these companies and connect it with this technology and have this conversation. And, you know, I've been at different companies, large companies, you know? A lot of them. You know, Xerox, Lilly. Some big companies, and within the walls, yeah, there's a lot of acknowledgement of different groups of people, and these different groups are formed, and they can have a platform of some sort, but typically in the past my experience has always been it's been a pat on the head, right? "Yeah, that's nice. That's nice. You guys go over there in the corner and talk, and I'll take it back to the board, and that'll be that." [inaudible] "I'll take this report that you guys had a meeting back too. That'll be nice," but you guys have decided that "No, we're not gonna center it in one particular place. We're just gonna put it out here for everybody," and you've taken this technology and taken this conversation to a different level, and it's so relevant. It's because it's now something that isn't confined to somebody's little bitty, you know, pat on the head from the corporate leadership. No, this is real, and we get to talk about this stuff, and we need to talk about it. And so I look at Living Corporate and say, "My God, that's a really cool idea. Man, they--talk about hitting on something that makes sense," and I enjoy listening to it. I enjoy listening to you guys. Your platform, the way you guys put it together, the music, the artwork - it's cool.Ade: Thank you. I really appreciate that it's making this much of an impact, and we've certainly been getting, you know, great feedback from people, and we really appreciate all of those things. So before we close out, do you have any final thoughts, anything that you'd like to share? Any shout outs you'd like to give? Whatever. The floor is yours.Ed: A big shout out to NUNNABOVE. That's the musical group that Zach's siblings have formed. They've been together for a few years doing their music together. They're young, they're young, but I ask that you check 'em out on America's Got Talent and support 'em, and a big shout out to my wife. She doesn't know that I'm gonna shout her out here, put her out here, but, you know, I mentioned--I mentioned all that changing and all those decisions I made to do different things to support my family. Without my wife there to be the support, it wouldn't have been able to be accomplished. I couldn't have--I couldn't have made the decisions and actually made them work without her. Not someone like her, but her here taking care of the things that needed to be taken care of in--you know, within the walls necessarily when I'm out trying out to figure out and knock down--you know, figure out a new path, knock down trees and break up big rocks. It makes it easier if you've got someone that can--that can do that for you. So a big, big, big shout out to her, big shout out to you guys, and seriously, I know that I don't need to do that 'cause you guys are--it's your show, but I'm just very proud of the fact that he's part of this effort that you guys are bringing forth.Ade: Thank you. Thank you very much, and I'm definitely gonna, like, hit him up like, "Your dad is the coolest ever." I did tell him that you were dragging me though. I informed him.Ed: That I was what? I was what?Ade: That you were dragging me. Like, you spent a solid chunk of our conversation today just, like, tugging on my wig all the way through. [laughs]Ed: [laughs] Well, it wasn't intentional. I just--but I do appreciate it, and you guys--I love the website. I was telling Zach there's some things that you guys are doing, the fact you got some pictures, and the way you guys have set it up, and I love the fonts. I love just the look and appeal of it. This is a really slick--I love the sound of it. When I listen to it, it makes you--it makes you want to listen. You want to engage. Like, "Okay, what did he say? Let me back that up. What did [inaudible] say? What? Oh, that was pretty cool." Ade: [laughs] Okay, I have appreciated the full length of this conversation. I am telling Zach about how amazing all of this is and how we're probably gonna have to put this on our Patreon 'cause people can't get this one for free. Thank you for your wisdom. Thank you.Ed: Thanks, Ade.Zach: And we're back. Hey, Ade. That was a great interview. I really enjoyed that. The themes that kept popping up to me during your conversation were intentionality, comfort with being uncomfortable, and courage. It was really good.Ade: Uh... so I'm confused. Ed, why are you here? We're in the wrap session of the show. You can go now.Zach: Oh, you got jokes.Ade: Yeah, actually. Yes, I do. [laughs]Zach: [laughs]Ade: 'Cause y'all sound exactly alike. It is so weird.Zach: We do sound alike, which is why I knew we couldn't be interviewing, like, together. Like, I couldn't interview him. It would sound like I was having a conversation with myself.Ade: Facts.Zach: But eeriness of that aside, I love the fact that he was able to be on the show. He and I, we have these discussions all the time, and he's really the reason I'm so comfortable trying new things.Ade: Yeah. I mean, I definitely got that sense from him. During our interview, I was taken aback, and dragged, quite a few times at just how fearless he seemed to be. He made so many different transitions and changes and jumps and leaps of faith over the course of his professional career. It was actually kind of scary. Zach: Yeah. I know, right?Ade: But, like, at the same time, I think I learned that your plan doesn't need to make sense to anybody but you, right? 'Cause you're the one living your life, and--I mean, when he was talking about his parents discouraging his shifts and those transitions, I could definitely really--'cause, you know, you can't explain your plans to everybody. Sometimes people side-eye you like, "Sis, you sure?"Zach: Right, and it's all about like my dad said, following your passions and going for what you feel is right. I mean, we're here right now doing Living Corporate and embracing discomfort and uncertainty. High risk for sure, but great rewards.Ade: No, I definitely agree, and it's also interesting that your dad was definitely job-hopping and forging his own path way before it was trendy, like millennial trendy.Zach: Right, and, you know, he really wasn't wrong then, and he isn't wrong now. I mean, look, if you look at this 2014 article from Forbes, it says that employees who stay in companies longer than two years get paid 50% less, and I know there's more value than just your paycheck, but also there's value in being bold and taking control of what you need to get where you believe you need to be.Ade: Right. So honestly, I'm excited for us to drop the extended interview on our Patreon. By the way, Sound Man, give me some slow jams real quick while I hit them with the super ASMR voice. Guys, check out our Patreon. You want more content, right? You want exclusive stuff? You want giveaways? You want to hang out with the Living Corporate team? I know you do, so go ahead and go join our Patreon. The link will be in the show note. Thank you.Zach: Oh, my God. [laughs]Ade: [laughs]Zach: Oh, my goodness. (laughing) Anyway, major shout out to Ed, my dad, and I hope he can join us again soon. Let's get into our next segment, okay? Favorite Things, where we talk about what our favorite things are these days.Ade: Yep. My favorite things right now are--I'm really into Miguel. I have been listening to some of my favorite Miguel songs lately non-stop. Candles in the Sun is, like, top 5, top 5, top 5 of all my favorite songs. So I've been really into his entire discography, and I've also been really into hiking. So I have a puppy, and he's a husky, and he needs a lot of, like, physical activity, and I'm training for this marathon, and just being able to get out and really be active and get outside and kind of commune with nature and exercise my hippie-dippie side has been really, really fun. Hurts sometimes 'cause my knees like, "Sis, we're getting way too old for this," but it's been--it's been really great. What about you?Zach: That's really cool. So my favorite thing right now has to be my sibling's band, keeping with the family theme of the show.Ade: Right. Why didn't you tell me you have whole rock stars in, like, your family? Like, bro, what?Zach: I know, right? And so I don't know--like, by the time this episode releases if we'll already have seen them on America's Got Talent, but yeah, I'm really, really proud of them. I love them. They're great, but yeah, so they're called NUNNABOVE. They do funk, pop--Ade: Yes.Zach: Yeah. Like, my oldest sister--my oldest little sister Cadence, she's 18, and she plays the bass and she does lead vocals, and then my second-youngest sister is Maddie, and she does keys and vocals. And then my oldest little brother Bennett plays guitar, and he also does vocals, and then my littlest sibling, my little brother Wisdom, plays drum set, and they're all great. Like, they're super talented, really cute. I love 'em. They're awesome.Ade: I want you to know that this is a setup. They had no choice but to be rock stars with names like that. Cadence? Cadence?Zach: (laughing) Yeah, Cadence.Ade: Your dad knew what he was doing. See? Setup.Zach: Yeah, yeah, yeah. Strategist, strategist. And so what we'll do is we'll make sure to put their information in the show notes so you guys can check them out as well, and yeah, we'll make sure to link all that up.Ade: Awesome. And as a reminder, to see all of our Favorite Things, go to our website at living-corporate.com and click on Faves. And that's our show. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram at LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you'd like us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. Also, don't forget to check out our Patreon at LivingCorporate as well. And that does it for us on the show. My name is Ade.Zach: And this has been Zach.Ade and Zach: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We discuss the idea of professional reinvention and sit down with sales executive and entreprenuer Edward Nunn to hear his 33 year journey.
Edward Nunn LinkedIn: https://www.linkedin.com/in/ed-nunn-7851ba11/
NunnAbove www.nunnabove.com
Living Corporate Patreon and All Major Links: https://linktr.ee/livingcorporate</itunes:summary>
      <content:encoded>
        <![CDATA[<p>We discuss the idea of professional reinvention and sit down with sales executive and entreprenuer Edward Nunn to hear his 33 year journey.</p><p>Edward Nunn LinkedIn: https://www.linkedin.com/in/ed-nunn-7851ba11/</p><p>NunnAbove www.nunnabove.com</p><p>Living Corporate Patreon and All Major Links: https://linktr.ee/livingcorporate</p><p><br></p>]]>
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      <title>J. Prince</title>
      <description>We sit down with CEO, Author and Entrepreneur J. Prince and talk about his book, "The Art and Science of Respect".</description>
      <pubDate>Mon, 23 Jul 2018 05:00:00 -0000</pubDate>
      <itunes:title>J. Prince</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>12</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with CEO, Author and Entrepreneur J. Prince and talk about his book, "The Art and Science of Respect". Length: 7:56Host: ZachTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and yes, you're listening to a B-Side. Now, yes, we've introduced the purpose of a B-Side before, but every episode is someone's first episode. So for our new folks, B-Sides are essentially random shows that we have in-between our larger shows. These are much less structured and somehow even more lit than our regularly scheduled shows. Sometimes they're discussions that the hosts have, sometimes they're extended monologues, or sometimes they're a chat with a special guest, and today we have a really special guest, folks, J Prince. J Prince is the CEO of Houston-based Rap-A-Lot Records, one of Houston's oldest rap record labels. Known as a godfather to the rap game, he has associations with some of the biggest names in hip-hop, including Drake, Lil Wayne, Scarface, Bun B and Pimp C, Tony Draper, Master P, Devin the Dude, Z-Ro, Lil' Flip, Juvenile, and Trae Tha Truth, just to name a few. Needless to say, the man has put his work in, and he's actually written a book chronically and reflecting on his own experiences called The Art and Science of Respect, which is out now and available for purchase everywhere fine books are sold. J Prince, welcome to the show, man. How you doin' today?J Prince: Ah, yeah. How you doin', my brother?Zach: [laughs] I'm doing good, man. So look, as you know, this is a podcast that explores the perspectives of being black and brown in Corporate America. Can you talk to me about your experiences operating as a CEO and building relationships with folks who don't necessarily look like you?J Prince: Oh, man. That was--where do you want me to start on that one? In the beginning, you know what I mean, making my transition from the streets to Corporate America, my experiences was not inviting, you know what I mean? And I wasn't invited in a lot of different perspectives, you know? I remember, you know, starting off in the music game, you know, we were really discriminated against on how we dressed, you know, in different offices that I rented, you know? So they kicked us out of several because, you know, everything was new to the music game, you know? I mean, everything was new to Houston, I'll say it that way, where the music game was concerned. And, you know, I hit a lot of roadblocks and challenges just based on how we dressed.Zach: 'Cause I would imagine, right, that you can't really build a dynasty like you've had without expanding your circle. So, like, what hurdles? You talked about obstacles. What hurdles did you have to overcome?J Prince: Yeah. I guess my first hurdle that, you know, a lot of that I had to overcome was hurdles to those that was closest to me, and I call 'em dream busters, you know what I mean? When a person--you share your dream with them, you share, you know, your goals with them, and they tell you you can't do that. You can't be this. "You ain't gonna ever be nothin'," you know, all of these negative things that you encounter, you know, in the hood. So those were some of the first obstacles that I had to make my mind up that I wasn't hearing, and really, after that, you know, when I found the strength to deal with those that really meant something to me, that was closest to me, saying negative things, when I figured out how to ignore that, the rest came easy. Those were some of the challenges, you know? The closer ones to you, and then of course after you get past that test there's many more waiting on you because, you know, it's full of challenges when you're playing on a million-dollar playing field, or just playing on the playing field of business any way. Zach: Yeah. I'm curious--let's talk about your book, The Art and Science of Respect. What was the point in which you said, "I gotta write a book," and I ask that, J, because there are a handful of folks, right, only a handful of folks who have the same amount or just breadth of experience that you have, and I would say few folks in the air that you operate choose to really write a memoir. So what was it for you that made you pause and say, "I gotta write a book?"J Prince: Well, you know, it was a combination of things, but, you know, as I travel, you know, around the world, and as I encounter, you know, with, you know, my people, you know, they're always asking me when, what, where and how, you know what I mean? They wanna know how I've done what I've done. How did you turn nothing into something? How can you be from, you know, the mud and yet and still figure it all out? So, you know, I figured out the best way to really speak to the world, the past, the future, and the present, was to put it in a book, you know what I mean? And also, as you know, I've done audio too.Zach: Yes, sir.J Prince: And I narrated it, so, you know, I'm talking to 'em.Zach: What would you say minorities in Corporate America could learn from your book? And why should they go get it today?J Prince: I think they can learn, and they will receive a lot of wisdom, knowledge, and understanding, you know what I mean? I think they will learn a better way, you know? A sharper way. I think that book gonna open up brain cells that may have been clogged up in certain areas because they just didn't think out of that side of the brain. So, you know, this is a book--and also, you know, even from a spiritual point of view, because I share a lot of my spirituality. I share a lot of my wins, my losses. Like, real intimate experiences that I know we all go through, you know what I mean? We all lose someone that's close to us, and, you know, they need to know that, you know, one don't have to throw in the towel because of, you know, things like that happen. So my story is a story that, in some capacity, the world gonna be able to relate to it.Zach: Man. That's amazing, man. So, you know, this has been a dope conversation. Before we let you go, do you have you any shout outs or parting words of wisdom, man, for the audience?J Prince: Hey, man, I--you know, when I think about what I tapped into to really, like, encourage me to--you know, I felt like it was me against the world sometimes. It was--you know, breaking that poverty curse where my family was concerned, with my loved ones, my kids, my mother, you know what I mean? Every time I thought about, "I've got to be the one to break this poverty curse," you know? I reached and grabbed energy out of nowhere, and I think, you know, everybody that's listening that's trying to accomplish anything, it's good to tap into that power that's greater than the power of defeat, you know what I mean? Whether you--I don't care where you are in life. If you have that power that exists that you can tap into, "I'm doing this for this," then that's a power that's gonna be stronger than defeat.Zach: Awesome, man. Well, look, that does it for us here on the Living Corporate podcast. Thank you guys for checking us out. Make sure you follow us on Instagram @LivingCorporate, Twitter at LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you'd like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you've been talking with J Prince. Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with CEO, Author and Entrepreneur J. Prince and talk about his book, "The Art and Science of Respect".</itunes:summary>
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      <title>Drew MacFadyen (Very White Guy)</title>
      <description>We sit down with Drew MacFadyen aka @VeryWhiteGuy to discuss allyship, his dope wife Leslie and tips for white men to support inclusion and diversity in the workplace.
Interracial Jawn http://interracialjawn.com/
Leslie Mac https://twitter.com/LeslieMac</description>
      <pubDate>Fri, 20 Jul 2018 06:15:00 -0000</pubDate>
      <itunes:title>Drew MacFadyen (Very White Guy)</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>11</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>We sit down with Drew MacFadyen aka @VeryWhiteGuy to discuss allyship, his dope wife Leslie and tips for white men to support inclusion and diversity in the workplace. Length: 21:27Host: Zach Interracial Jawn http://interracialjawn.com/Leslie Mac https://twitter.com/LeslieMacTRANSCRIPTZach: What’s up, y’all? It’s Zach with Living Corporate, and yes, you’re listening to a B-Side. Now, yes, we’ve introduced the purpose of a B-Side before, but every episode--remember, guys--is someone’s first episode. So for our new folks, B-Sides are essentially shows we have in-between our larger shows. These are much less structured and somehow even more lit--yes, even more lit--than our regularly scheduled shows. Sometimes they’re discussions that the hosts have internally that we share with you guys. Sometimes they are extended monologues. Or maybe they’re a chat with a special guest, and guess what? Today we have such a guest, Drew MacFadyen. Drew is the Vice President of Sales and Marketing at the busiest website in human translation in the world. In addition to his professional work, Drew is passionate about anti-racism and social inequity, known in that domain as Drew and @VeryWhiteGuy, and I can confirm--he is very white. He and his wife lead an organization called Interracial Jawn, where they discuss pop culture, TV, movies, and current events from their unique perspectives as a Very White Guy and a mostly black woman. Drew, welcome to the show, man. How are you doing? Drew: I’m well. You set the bar--that intro set it very, very high, I feel.  Zach: [laughs] Drew: I usually like to under-promise and over-deliver and you’ve really--you set it high, but I’ll try. I’ll try my best. Thank you, man. Like, I appreciate it. Zach: No problem, man. So look, recently on the show we’ve discussed the concept of allyship in Corporate America. Were you able to check the episode out? And if so, what did you think about it? Drew: I did listen to the last episode, and forgive me, I can’t remember the author, the woman you had on as a guest. Zach: Amy. Yeah, Amy. Yeah, yeah, yeah. Drew: So I did listen to the episode, and I agree with almost everything Amy said, you know? She was pretty spot on. I thought it was a good episode. White anti-racists, myself included, have a history of being real kind of, like, condescending and holier-than-thou, particularly with other white folks. Like, “woker than you” is, like, a thing.  Zach: [laughs] Drew: You know what I’m talking about? Like, on Twitter you’ll see white folks kind of, like, piling on to, like, you know, “I’m the most woke, and therefore this or that.” So I really liked what Amy had to say, and I think everything she said was really accurate, but I do struggle a little bit--and just, again, you referenced the podcast that I have, and I’m married to Leslie, and she goes on Twitter as LeslieMac. She’s an actual activist and an organizer and has done some really amazing things and, you know, I’ve seen her work, you know, commodified, stolen, outright taken. Twitter threads turned into articles in the New York Post kind of thing. Like, actually I’ve seen that happen. Zach: Wow. Drew: So I sometimes struggle with--I don’t want to say white folks making money [inaudible], but there’s a little bit of a--call it, like, the ally industrial complex thing where--and we white folk love education for education’s sake, and I myself am guilty of this, right? So there’s a period where I was like, “Oh, my gosh. I want to learn and tell everyone else, and I want to share this thing, and I’m gonna share that,” and even on my own podcast I’ve asked, “Whose benefit is this for? Is this really--what’s this doing?” But I think Amy’s doing, you know, like, legitimate work within the corporate structure, but I struggle a little bit with white folk becoming experts in some regard on anti-racism, inequity diversity, whatever you want to call it, and then profiting. You know, call it, like, the [ten wives?] syndrome, and that’s a real privileged place for me to come from. I have a--as you introduced, I have a normal day job. I do well, I get paid. I provide. You know, I’m in sales. I bring in a lot of value, and so I can say the things that I do I don’t need to make money with it, but that’s certainly not the case for most folks. It’s a capitalistic world. You gotta make a living, but I agree with what Amy said in terms of white folk having to really sort of be responsible for dismantling systems of oppression. And that maybe was the other--sometimes I struggle with the education for education’s sake ‘cause there’s often that last step. You know, how does that lead to--and I would ask Amy. I think you asked a lot of really pointed--and I was almost, like, worried. I was like, “God, Zach asked, like, some tough questions. I hope I’m prepared.” Zach: [laughs] Drew: But where does the work that any of us do lead to action in terms of dismantling systems of supremacy? And that’s, you know--and I ask that to myself and I don’t always have the answer. That might have been where I was left wanting. Zach: No, I hear you, and I’m curious actually--you know, what do you think about the term “ally?” Like, what do you think about that term? ‘Cause I know it’s a loaded word, right? And a lot of people have various feelings about it. I’m curious of how you feel about that word. Drew: I don’t like it. I don’t use it. I find it self-referential. If someone used it in regards to me I’m not gonna, like, be mad about it. I understand it more as a verb than as a noun, but I think a lot of people like it as a noun. And I just think the bar for what we--and even, you know, listening to the podcast, and you’ve got Amy, and you’ve got me on, and I’m thinking, “Well, why?” You know, “Why?” I’ve got a Twitter handle, VeryWhiteGuy. I’ve said a few things. I think because I’m white, you know, people give me--my voice has a little bit more, quote-unquote, cachet as an anti-racist individual. There’s not as many white dudes being actively anti-racist, but ally to me is just--the bar is so low. It’s so low. Like, my wife tells the joke, like, “Two allies walked into a bar… ‘cause it’s just so low,” and that works for any--you know, male feminists walk into a bar… ‘cause the bar was set so low.” So I don’t really like it. I don’t often use it, but if someone used it, fine. I think it also--it, to me, has this sort of connotation of, like, finality, right? Like, “Oh, I’m an ally! And, you know, I’m done.” Kinda like [inaudible], you know, more so than just sort of saying you’re an ally or just one person saying you’re an ally. You know, like, it’s really what have I done, what are my actions, more than what label, you know? Zach: No, absolutely. I’m curious, right? So we talked about--in the intro I talked a little bit about your VP role in sales, and you’ve alluded to the fact that, you know, you do well in the corporate space. I’m curious, before Interracial Jawn, which we’re gonna get to in a minute, can you talk to me about how you demonstrated or how you practiced anti-racist behaviors in the workplace? And I ask because when I look at your Twitter feed--VeryWhiteGuy, check him out, y’all. VeryWhiteGuy. The theme of your language is all about intentionality and action, and you really alluded to it just now when you talked about the term allyship and the concept of allyship. So I’m curious, what actions were you taking before you had the platform of Interracial Jawn to really demonstrate--and I won’t say allyship, but--support, you know, for people of color? Drew: That’s a good question, and I don’t know if I’ve always succeeded, you know? I think, as a white anti-racist individual, it’s a journey from, you know, indoctrinated to doing less harm, and there’s no terminal. It’s not like, “Oh, I’m finished.” I’m just trying to do less harm, and there’s steps forward and steps back, and certainly there’s been jobs and work and opportunities that I’ve missed, I’m sure. You know, I think the--when I think of allyship, right? And again, I should give a lot of credence to my wife, Leslie Mac. I’ve been married to her for 15 years, so a lot of this may be framing her language as coming from my learning from her [inaudible], but shifting dollars and resources, you know? I think--my wife always says that marginalized folks in communities, they know what they need and they know how to solve their problems. They just need, you know, access, dollars, resources. So I try to do that, and I don’t always have--you know, have, like, hiring authority at every job I’ve been at. I don’t have the ability to say who does what, who gets on what committee, but where I do have some say--so there’s an event I produce, and there’s speakers, and we get folks online to watch it, and maybe thousands of people watch it, but I was really proud that we had--and in the language or translation [inaudible], there’s a lot of women. It tends to be heavily represented on the women’s side and relatively on the Latina side, but I had mostly women of color, I think three or four black women as panelists and speakers. Those are active decisions on my part. I have a platform and an ability. If I’m gonna be compensating individuals, I’d rather it be women, black women. I’m gonna expose folks, thousands of folks who are gonna be watching these panelists. I don’t want it to be all white men. I had another job where I did have some hiring authority, and I would--you know, I was proud of the fact that I hired a few black candidates that did really well and stayed on, but really just shifting power and resources, you know? That could be you’re in a--I heard your guest Amy, and you were talking about this, you know, that women or a black person might say something, and five minutes later a white person says the same thing and it’s like, “Oh, my God! The white person’s a genius!” Zach: Right. [laughs] Drew: You know? Say something. Stand up. You know, support. You know, in different places they call it I think progressive stack, so I’ve done that in meetings. You know, “Hey, we haven’t heard from her.” You know, “This person hasn’t spoken in a while.” I had a job interview--and I think, again, I talk about action because there should be risk, and that’s why I sometimes question when white folks are making money educating other white folks on how to be better. That just sort of rubs me the wrong way, but in terms of taking risks and doing things, I’ve had vendors and interviews where I’ve asked, you know, “How many black people do you have on staff? How diverse is your--what’s your corporate culture like?” And that doesn’t always go well, you know? That doesn’t--I don’t always have the answers I want to hear, you know? But I would say what have I done? I tried to just be better. I tried to be a better individual and amplify and make sure marginalized folks are--I think Amy even said it. If they’re not in the room, do what you can to make sure their voices are represented, and try to get them in the room, and just, everywhere you can, shift power and resources.  Zach: And it’s funny that you’d say that because, you know, even when I think about Living Corporate, right? So, like, we’re a startup, you know? And I think about--when you talk about just power and resources, it’s like--there are a lot of things that we want to do, and there are things that we have planned in the future, and we have all these plans and, like, the main barrier at this point, Drew--and not even barrier, but the thing that would accelerate those things is just [break?] it. Like, we don’t need a bunch of people telling us what to do. Of course we take--you know, we’ll take feedback and coaching and all that kind of stuff, but my point is, you know, it’s the resources. Like, we need the resources, and so I think that that applies to your wife Leslie’s point. It applies across the board. Like, plenty of black folks, we have--and just people of color in general, marginalized people. There’s plenty of visionaries and things like that, but because of the way that things are set up structurally and have been set up historically and systemically, the resources create a barrier. So I’m curious, right? You know, we talked a little bit about Interracial Jawn in your intro, but can you talk more about it, its origin, and what it aims to achieve? Drew: Yeah, and you said you were gonna ask me that, and I kinda had to think ‘cause it was sort of--we’ve been married now for over 15 years, and we’ve been together quite a bit, and it’s strange that our podcast is called the Interracial Jawn because I don’t think we think of ourselves interracially often. Like, I don’t think that defines us so much, but, I mean, she’s a black woman, and she works in liberation organizing. So I guess that is--you know, it’s a part of our existence, but I don’t think we think of it very often, but when we made the podcast we were--at the time we lived in Philadelphia, and we lived there for a decade, and jawn is just sort of like an adjective that’s used for anything and everything. Zach: Yeah. Yeah, yeah. [laughs] It’s made its way down to Houston too. We say it down here from time to time. I do anyway. Drew: Sweet. I didn’t know that. I guess it’s like John, J-O-H-N, or joint. Some people would use it sort of [inaudible], but so we called it the Interracial Jawn, and we don’t I even think talk that much about us being interracial, but we talk about a lot of different politics, and we just started a podcast ‘cause we wanted to do it, and we talked a lot, and we’d sit around and just, you know, by ourselves chit-chatting. We said, “You know, let’s record it. If somebody listens, all right, cool,” and for a bit it was really just a lab--and it still is a labor of love. You do a podcast and it’s not exactly a millionaire’s [inaudible], but we did it, and people listened and responded and subscribed, and we said, “Okay, we’ll keep doing it.” So we enjoy it, but it’s really just sort of--it’s more for us and just sort of time to unwind and chit-chat and connect and talk about the news and stuff that’s going on. Zach: That’s really cool, man, you know? And shout out to Leslie. I think it’s amazing that, you know, at every point and turn in this conversation, you know, you’ve referenced something that your wife has told you, right? So, like, shout out to black women in general. Sound Man, go ahead and put them air horns in here just for black women. For Leslie for sure, but then black women in general. [Sound Man comes through with it] Zach: So I’m curious, what advice, right? Now, you talked about--you said, you know, for you, the way that you practice, again for the lack of a better word, allyship in the corporate space is by just being better, but what advice or resources would you point white men to, in corporate America, to be better for everybody else? Drew: That’s a good question, and I don’t know the answer to that. Maybe--you referenced black women, and Twitter’s been a great resource. It’s relatively free. Certainly be aware that you’re consuming folks, and try to drop a dollar on their PayPal, Cash.me, or Patreon if they have it. But yeah, there’s been--I would say just about everything I know when it comes to--I was thinking again. I said I don’t like white folk being experts on race, and [if someone asks?] me I say, “No, I’m not an expert on race.” You know, [I’ve got the?] Malcolm Gladwell 10,000 Hour theory. You know, you’ve lived your entire life as a black individual in a white supremacist society. That’s more than 10,000 hours. You’re [inaudible] an expert. When you say, “Hey, that’s racist, so listen and believe black folk, amplify black folk,” but, you know, I’m not an expert on that at all. The only thing I know is sort of my journey on how I’ve sort of learned to be less harmful I guess, and this is all stuff that’s on Twitter and smarter, you know, usually black women, like you said, have written about this, but it took me a while to just sort of learn not just what people are saying but to process it a little bit differently. So [inaudible] if you’ve been this work at all for even a minute and you’re a white dude, you’ve heard “Shut up.” You know? “Sit down. Shut up. Be quiet. Don’t take up space,” and I knew that. Enough people had said it to me that I’d go to--you know, when we lived in Philadelphia there was a great group that I think is still around, REAL Justice Philadelphia. But so we’d go to meetings. There’s hundreds of people there, and of course I’m not gonna say a word. I’m gonna sit down. I’m not gonna say anything and be quiet, and I’ve been to many of these meetings, and again, I understand fundamentally to be quiet and not take up space, but my mind would keep kind of rolling and think, “Oh, what about this? What about that? What about this?” And there might have been--I can’t remember the exact instance, but there’s finally something where, again, my wife made fun of me like, “Okay, very white guy.” Like, “They don’t need your help.” You know? [inaudible]. And then it was like--you know, joking and sarcastic, but I was like, “Oh, my God.” Like, “She’s really right.” So the concept of sit down and be quiet, don’t take up space, I understood it differently over a period of time. My different understanding was “Oh, I’m a neophyte. I don’t really know anything. I need to really just sit down and absorb and really process,” and if I’m thinking of things--and that’s, again, as a white dude, the world has told me, as a white man, my opinion is valued. It’s needed. It’s necessary. My two cents are desired, and I can solve it. And yeah, it’s about, you know, allyship in the corporate world, [inaudible]. I remember--not, like, embarrassed, but I’ve been in a room full of people and pounded my fist on the desk and raised my voice and gotten what I wanted and things done, and that modality is, like, a sock that you’ve worn your whole life, a glove that fits seamlessly. It’s just real easy, so to not be a cisgendered heterosexual white male that raises his voice and, you know, reverts to Angry White Dude to get what he wants, that takes vigilance, you know? It’s kind of like actively not trying to be a horrible person. You just--you slip into it so easily. So I would say, as a white man, just be aware, you know? Understand. Like, just understand conditioned fragility and then defensiveness, you know? I think it’s a lot easier. Understand how to apologize. Know that you’re gonna mess up, and be prepared. I’ve messed up plenty, and not--yeah, I’m [trying?] “Don’t mess up.” [laughs] Don’t [inaudible], but, like, many people are willing to forgive and stay in community with me after a mistake, but very few would be willing to remain in community if I made a mistake and then spent an hour being defensive and fragile about it, you know? Like, “I didn’t mean it that way. I’m so sorry. I wasn’t trying to be racist.” So, like, I would just say to other, you know, especially white dudes, we’re gonna mess up, you know? The world has catered to us for a long time, so sit down, listen, be quiet, and when you mess up, you know, acknowledge it. Accept it. Know how to apologize. “I’m sorry. I’ll do better.” That goes a long way. Those three little things will get you really far. Zach: Man, you ain’t lyin’, because I have--you know, I have some white male friends, and when they practice those things they just apologize--and we’re friends. Like, they’re some of my closest friends, right? And because they practice those behaviors that you’re talking about we continue to be friends, and actually our relationship gets better after every mess up, and, you know, I’m there with you. I’m curious, you know, before we wrap, do you have any shout outs or any parting words? This has been a dope conversation. I want to make sure anything else you’d like to say or anybody you’d like to thank or just shout out in general, man. Drew: Ah, thank you for this opportunity and having me on the show. I appreciate it. As I said, the real deal in the household is my wife, Leslie Mac, and she’s on Twitter. You can follow her @LeslieMac. She’s got a Patreon, so you can support her that way, and we’ve got a podcast, Interracial Jawn, and that’s J-A-W-N. We don’t tweet much, but we’d love to have you listen to the show and follow us. But to your last point, let me--my little follow-up to your comment, I really--I have individuals in my life that I’m accountable to, both white and black, and when I mess up and they say, “Hey, you know what, this came off wrong,” or “I think there’s [inaudible] a certain way,” man, that’s like a gift, you know? Not only have I learned not to get fragile and defensive about it, but after I think, like, “Wow, they care enough about me as a person that they’re gonna A. let me know and B. give me an opportunity to do better,” right? Like, you know, if I really don’t like you and you mess up, I’m gonna be like, “Get out of here. Whatever,” but if [inaudible] it’s like, “Hey, you know what? What you did--let me pull you aside and really kind of--” So if you--when you get called in, called out, whichever it is, accept it as a gift because it really is. Honest to goodness, it really, truly is. It’s a gift to be able to learn how to be a better person, and not enough people are willing to receive that gift in the proper way. So be better, white dudes. Me included. Zach: [laughs] Man, this has been awesome. Look, that does it for us, guys. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. Check us out on Patreon @LivingCorporate. If you have a question you’d like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. This has been Zach, and you’ve been talking to Drew, A.K.A. @VeryWhiteGuy. Peace. Latricia: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>We sit down with Drew MacFadyen aka @VeryWhiteGuy to discuss allyship, his dope wife Leslie and tips for white men to support inclusion and diversity in the workplace.
Interracial Jawn http://interracialjawn.com/
Leslie Mac https://twitter.com/LeslieMac</itunes:summary>
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      <title>#Help :  Effective Allyship in Corporate America</title>
      <description>In this episode, we discuss the topic of allyship and sit down with Author, Public Speaker, Educator, and CEO of Lead at Any Level, Amy C. Waninger to discuss what allyship looks like practically in the workplace.
#LeadatAnyLevel #Favethings #Patreon
Our Patreon (and other links): https://linktr.ee/livingcorporate
Amy C. Waninger's LinkedIn: https://www.linkedin.com/in/amycwaninger/
Buy Amy's book here: https://amzn.to/2ztwZaU</description>
      <pubDate>Fri, 13 Jul 2018 05:00:00 -0000</pubDate>
      <itunes:title>#Help :  Effective Allyship in Corporate America</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>10</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>In this episode, we discuss the topic of allyship and sit down with Author, Public Speaker, Educator, and CEO of Lead at Any Level, Amy C. Waninger to discuss what allyship looks like practically in the workplace.Length: 45:09Hosts: Zach | Ade#LeadatAnyLevel #Favethings #PatreonOur Patreon (and other links): https://linktr.ee/livingcorporateAmy C. Waninger's LinkedIn: https://www.linkedin.com/in/amycwaninger/Buy Amy's book here: https://amzn.to/2ztwZaUTRANSCRIPTAde: “First, I must confess that over the past few years I’ve been gravely disappointed with the white moderate. I have almost reached the regrettable conclusion that the Negro's great stumbling block in his stride toward freedom is not the White Citizen's Council-er or the Klu Klux Klanner, but the white moderate who is more devoted to "order" than to justice; who prefers a negative peace which is the absence of tension to a positive peace which is the presence of justice; who constantly says: "I agree with you in the goal you seek, but I cannot agree with your methods of direct action;” who paternalistically believes he can set the timetable for another man's freedom; who lives by a mythical concept of time and who constantly advises the Negro to wait for a "more convenient season." Shallow understanding from people of good will is more frustrating than absolute misunderstanding from people of ill will. Lukewarm acceptance is much more bewildering than outright rejection.” This excerpt from Martin Luther King’s letter from a Birmingham jail highlights a point in his movement where he was particularly frustrated, and as he wrote here, his frustration was not with those who were very clearly against him but were with those who were, in his words, lukewarm to his cause of social equity. From my perspective, I realize that I probably will constantly face opposition. My real question is “What does true support look like?” This is Ade, and you’re listening to Living Corporate.  Zach: Whoo, that was a heavy quote. Ade: Yeah. It’s--I mean, it’s kind of weird that so far we haven’t quoted Martin Luther King, Jr., I think. But, you know, whatever. Considering our show. Zach: Fair enough. So today we’re talking about effective allyship in Corporate America, and honestly I’m really excited we’re discussing this today. When you talk about Living Corporate and the fact that we’re trying to highlight the views of under-represented people in Corporate America, a lot of that has to do with how we partner and get partnership from people that don’t look like us. Ade: Right. And honestly, just the world and the context in which we’re living, it’s so weird. Like, it’s, you know, simultaneously more diverse than ever, and more voices are popping up and, you know, demanding to be heard, but at the same time there is this relentless push back, and it feels like the more voices pop up, the more there’s this, like, push to maintain the status quo, just whatever against the idea of recognizing the truth and reality of all of these different experiences. Zach: Oh, you’re absolutely right. I mean, honestly, when you talk about, like, the reality of different experiences at work, right? So at all of the different places I’ve been, every job I’ve had so far had some type of ERG or employee resource group or affinity group or whatever you want to call them, but that’s kind of where they just group people by their identities, right? Or by how they believe people identify themselves primarily, and 99% of the time--I’ll say it this way. I can count on one hand how many discussions I’ve had at work around race that weren’t like, “Oh, you’re black? Well, yeah. We have, like, this black stuff over here.” Like, “You can just go over there with all the other black people, and y’all can be black - together.” Ade: Okay, so I’m curious. Ever, over the course of your professional career, just an instance really of someone being in your corner--someone obviously being someone who did not have a marginalized identity within that context, someone who really practiced effective allyship, who had your back in tense situations. Zach: That’s a really good question. You know what? I think so. So one time I was at work, right? And every time I would be in these meetings, like for a particular project, I would get ignored. Like, I would speak up, and I’d say something. I’d give a point, I’d ask a question. I’d say something, and it would get ignored. But then the people on my project, my colleagues, they would then say what I just said, and then they would get applauded, right? Yes, and it happened all the time. Ade: Ugh. Been there. Zach: So finally this white knight--and no pun intended considering the quote that we gave at the top of the show, it was actually a good thing--this paragon of parity, this champion, he approached the project manager at the end of one of these meetings and in a hushed but direct tone said, “Hey, the way you’re treating Zach seems odd.” Ade: Uh… is that it? Zach: Yeah, that’s it. Ade: Okay. So, um, that sounds nice, and to be real, like, I am not necessarily expecting, you know, knights to come up and, you know, duel people to the death for our honor or throw on their capes and leap from one building of oppression to the next to try to save us all. I just--I feel like it’s hard enough being, like we’ve said multiple times on this show, one of the onlys in a work environment. It’s hard enough when you feel like you’re just at it by yourself. Sometimes, all it really does take is that one quiet conversation to feel like you’re not alone, and I really want to focus on the concept of people who are dedicated, not just, you know, having the idea of allyship but dedicated to using their privilege and their space and their social capital and their power in ways that benefit the people around them who lack that same social capital, and, you know, sometimes a little bit of the coded language, a little bit of the flexing of social capital muscle, goes a really, really long way. Zach: I mean, it would be great if we could speak to someone, perhaps someone who is not an ethnic minority. Someone who maybe they wrote a book about unconscious bias and diversity and inclusion in the workplace? Someone who’s had many public speaking engagements and who’s the CEO of a firm that promotes in the trenches leadership, diversity and inclusion and career management through mentoring, public speaking engagements and other offerings? Ade: Are you talking about our guest, Amy C. Waninger?  Zach and Ade: Whaaaaaat? Zach: [imitating air horns] Sound Man, come on, you know what it is. Give me [inaudible]. [Sound Man complies] Ade: Ugly. Ugly. Ugly. Zach: We’re gonna get into our interview with our guest, Amy C. Waninger.  Zach: And we’re back, and we said before, we have Amy C. Waninger here with us on the show today. Amy, thank you for joining us today. Amy: Thank you for having me, Zach. I’m excited to be here. Zach: Absolutely, excited to have you here. Would you mind--for those of us who don’t know you, would you mind sharing a little bit about yourself? Amy: Absolutely. I started my career in 1999 as a software developer and, you know, kind of went through all of the bubbles and bursts in the early 2000s in IT. For about the last 10 to 12 years I’ve been in the management space, so progressive management roles in and around information technology, and in the last 10 years I’ve focused on the insurance industry. I recently started my own company, Lead At Any Level, LLC, and through Lead At Any Level I do authorship of, you know, a blog. I have a book out, as you know, and public speaking engagements, training sessions, coaching, individually consulting around career management, diversity and inclusion, and leadership skills. Zach: You have written a book called Network Beyond Bias. Can you explain the title? Amy: Okay, sure. So that--it’s kind of a long story, but I’ll try to make it as quick as I can here. So the word Beyond was really important to me. I did a--I went through a process with a woman named Erin Weed. She has a company called Evoso, and she does this process that she calls a dig, and she helps you get to a word that is powerful for you. It’s this very structured, important, detailed process around how you get to this word, and the word that I chose for myself at the end of this was the word “beyond” because beyond has a lot of power for me, you know? The idea that wherever you are today, you can get beyond. Whatever horizon you can see, you can go beyond it, and so the title comes from the need to network with diverse populations and with people, you know, with all different perspectives, and I don’t believe that we can undo our biases necessarily, and we shouldn’t ignore them. We need to accept that they’re there and then move beyond them, and the subtitle, Making Diversity A Competitive Advantage For Your Career, came from what I saw as a gap in the diversity and inclusion consulting space and even in the writing about diversity and inclusion in the corporate world that we tend to target organizations or senior leaders in that conversation and not engage people at the everyday level. You know, just everyday individual contributors that are maybe trying to move ahead in their careers, and that was important to me for a couple of reasons. Number one, I think people who--by the time they’re in the C-Suite or they’ve got the VP titles or, you know, they’re pretty high up in these large companies, I think they’re very entrenched and engaged in the way things are and not necessarily looking to change because they know how to play the game as it exists today. And, you know, for people who are struggling to get into that in-group that can be really challenging, so I wanted to focus on people who maybe haven’t made it as far as they want to go yet and want to get there but get there in a very inclusive way, and so how can individuals engage in the diversity and inclusion conversation in a way that feels authentic for them? And there’s some element of--I don’t know how to explain it. There’s some element of just because it’s the right thing to do, right? Not altruism, but doing the right thing, but also in a way that helps them move forward in their own careers, because I really feel like if we can engage tomorrow’s leaders today--and I kind of wrap up the book with this--if we can engage tomorrow’s leaders today in being more inclusive and kind of changing the way we network and changing the way these conversations happen for our careers, we can make lasting changes that will get us to, you know, get more diverse representation in the C-Suite. Zach: You know what? It’s interesting that that’s your answer because it leads me into my next question, which is actually--I’m gonna lead in by reading an excerpt from your book, okay? So I’ma read this excerpt. “In the United States, few words are more polarizing than race and racism, yet Americans suffer from constant racial tension, race-based economic disparities and institutionalized racism. If we are to change this, white Americans must listen to those experiences and perspectives that could inform and enlighten us. Our blindness to our privilege is oppressive. Our sense of entitlement is embarrassing.” So I’ve read your book. Really genuinely enjoyed. Amy: Thank you. Zach: Like, as a black man I was like, “Wow, I’m really surprised there’s a white person saying this.” Right? Like, I was very surprised. I’ve read content in the past, like from various authors, who have a similar tone, but they’re typically not white. In this you allude to allyship, so could you first expound on this excerpt and then help us understand what you mean by being an ally and being someone who listens and learns and things of that nature? Amy: Sure. So I’m gonna start by saying that I’m really grateful that you’re calling attention to this chapter. This chapter, writing that chapter about race, was the hardest part of writing the book, and the book almost didn’t get written because I knew that I couldn’t write a book about diversity and inclusion without acknowledging that I’m white, and I didn’t--I struggled so much with how to write about that in a way that was from my perspective but not exclusive of other perspectives, and I struggled with how to write it in a way that was genuine and authentic without--you know, there’s a lot wrapped up in the word “race” for everybody, and, you know, as a white woman I think that, you know, I’ve heard other white people say it’s important for us to talk about this because white folks have access to conversations and audiences that people of color do not, and I think until I wrote about this, on my blog and in my book, I didn’t really understand what that meant. So getting back to your question though, I think allyship is important because as you noted, I--you know, I exist in a white world. I mean, that’s just--that’s my reality, right? The environment that I grew up in--I grew up in southern Indiana in a rural community that was 99.9% white, non-Hispanic, and I was--you know, I was kind of the ethnic one in the room most of the time because I wasn’t German and Catholic, you know? I was different, and I wasn’t that different, right? So, you know, it’s been hard for me to get to a place where I can understand my role in the race conversation, and it wasn’t that I grew up necessarily thinking that--I didn’t grow up thinking that racism was okay. I mean, that was, you know, very ingrained in me from an early age, but what racism meant in an all-white community, it was still racism, right? Even if you weren’t racist, like, it was still a racist environment because there was no--there was no one different. So it’s been an evolution for me over, you know, the course of time, and when I wrote the chapter on race and the blog post on race, I actually reached out to a couple of people of color in my network, and I said, “I would like some feedback on this. I would like some help with this,” and Sabrina Bristow, a friend of mine from North Carolina, she does social justice work in the human services space of government, and she helped me with that chapter. And I actually--I kind of had started a little too advanced, she thought, for most white people, so I had to backtrack a little bit and include, “Okay, here are some things I’m getting right already,” right? By including people of color in my network and, you know, having genuine relationships, and going out of my way to find people and to build relationships across racial boundaries, because it’s very easy for us, for anyone, to stay in their neighborhood, to stay in their enclave, right? And we’re a very segregated society, especially--you know, I think--in the northern states I think we’re a little more segregated even because of public policy that drove segregation kind of under the--you know, under the covers. It wasn’t explicit, right? But it was perhaps--and I hate to use the word effective because it sounds positive and it’s not, but, you know, it was perhaps a more lasting segregation in the north because it was policy that was guiding it, and it was subversive policy at that. You know, in the south, where it was very explicit, it was easier to undo. So I’ve had to learn all of this because this isn’t what we’re taught in schools, and it’s not--you know, if you pick up the newspaper or magazines or, you know, if you read white bloggers, you don’t read about this. What I’ve had to do is I’ve had to expand where I get my information and who I listen to and what those people learn. So, you know, you get a much different perspective if you--I’ll get outside of the black and white, you know, racial categories for a moment--if you read books for Asian-Americans written by Asian-American authors, for example, about the corporate landscape, what you read sounds much different than, you know, what you might get if you are in a meeting with a bunch of managers and there’s, you know, a 5-minute section on how to include Asian-Americans in your work [inaudible], right? It’s just different. It’s a different perspective. Zach: Yeah. Amy: And so, you know, I started listening and learning that I need to go where I’m a fly on the wall listening to how people talk amongst themselves about the problems that they’re facing, and then I need to figure out how I can--when those perspectives are not represented in a room that I’m in, how can I bring those perspectives to light so that the people who are in the room understand that their perspective isn’t the only one that matters just because they’re the only ones in the room? Zach: As an ally, how do you balance being vocal while not, I don’t know, talking too much? Like, do you have any type of rules that you follow to not, in a sense, colonize the movements and spaces you want to support? Amy: Yeah. So I knew that you were gonna ask me that question, so thank you for that in advance, and I struggled with it originally because I don’t have hard and fast rules. I think the guidelines that I try to follow are--I’ve come to the realization that when people are in the majority in a room, any room, they’re very candid, and perhaps too candid sometimes, right, that they divulge things that they probably shouldn’t. People tend to be very candid when they’re in--like, especially in a super majority in a room. People who are in a minority in a room tend to be very emotionally intelligent, right? Because speaking up can be threatening, and so what I’ve found is if I’m in a space where I’m a minority, if, you know, maybe I’m the only white person in the room--maybe I’m the only non-Hispanic in the room, maybe I’m the only woman in the room. That happens quite a bit. You know, I tend to be more in listening mode and receiving mode, and I try not to ask a lot of questions because I don’t want other people to have to educate me, but I think about those questions, and then I can go research them later. I can contemplate or I can read and, you know, not stop the conversation because, you know, the white lady has a question, right? Let the conversation continue as it is, and I can absorb and kind of take that away. But then when something comes up where I feel like someone else is being dismissed, that’s when I speak up. So I have a hard time speaking up for myself. If I’m feeling defensive about--you know, like I said, I grew up in technology, and I started in ‘99, and I was frequently told, you know, “Oh, you’re really analytical for a girl,” or, you know, “Wow, you code really well for a woman,” you know? And I would just kind of roll my eyes, and if I said anything back it was usually not--it was usually not work-appropriate if I said something back. Let’s just leave it at that. And so I got to the point where I was like, “You know what? I’m not even gonna address these things,” but where I have learned that there’s power and where I think you build respect and you can become an ally--I don’t think you make a decision to be an ally and you are one, and I would never use the word ally to describe myself without first saying, “I aspire to be an ally,” because I think it’s ongoing work. I don’t think you can give yourself that title. I think someone else has to give it to you. Zach: Wow, yeah. Amy: But the ways in--I’m sorry, go ahead. Zach: I was just saying wow. Like, yes, absolutely. I’m listening to you. Amy: Yeah. So the way I aspire to be an ally and the way I aspire to do the work of an ally is to recognize what perspectives are missing, and if those perspectives were in the room and had a voice, what would they say? Or if those perspectives are in the room and don’t feel like they have a voice, can I make space for that? Can I stop the conversation so that someone else who is maybe not in the super majority in the room can speak up? Or, even more importantly, can I say “Hold on, I think if we look at this from a different perspective,” and then I can share what I’ve learned by being in those spaces, right? In those spaces that are predominantly of color or, you know, in different ways so that I can help bridge that gap and sort of make that translation so that it doesn’t always fall on the one black person in the room or the one Hispanic person in the room or, you know, the one Asian-American in the room to speak up, right? To me that’s allyship, not making people advocate for themselves all the time. You have to advocate in a way that includes them. Zach: Yeah. You talked a little bit about gender diversity and you being the only woman in the room, and I can empathize. I can’t sympathize, right? But I can empathize, and let me confess something, like, with that in mind. For me, it’s deeply frustrating when I see diversity and inclusion programs only focus on gender diversity, right? So, like, if you look at the tech space, and if you ask, like, the common, average person--we have this app called Fishbowl, which is, like, an anonymous posting app for consultants, and there are times when I’ve seen people post questions like, “What do you think about the diversity and inclusion at your work?” And most people--typically people tend to be a little bit more honest on these anonymous online threads, for good or bad--they’ll say, “Well, it’s good for white women,” right? And so for me, I agree with that, right? Outside looking in as a black man, like, just my perspective, it seems as if these programs are very much so focused on gender diversity but don’t really look at the cross-section of the ethnic diversity or the sexual orientation diversity, right? So in your book you talk about representation in the C-Suite, in chapter 33. Can you talk more about that particular chapter and the things that you wrote around that topic? Amy: Sure, and I don’t have the book in front of me so I’m gonna not speak specifically to the numbers… Zach: Sure. [laughs] Amy: [laughs] Because I don’t have the numbers memorized. That’s why there’s a book. You know, the representation of women I think--of white women, and I want to be clear that we’re talking--and I think you and I spoke about this before we did the interview, right? Zach: Right. Amy: We talked about we get these numbers about, you know, pay disparity, and we say it’s 83 cents on the dollar for women, and that’s not true. It’s 83 cents on the dollar for white women. The numbers for, you know, women of color get worse and worse, right, as you start going down the list. So, you know, black women make less than white women, Latina women make less than that, indigenous women--you know, I don’t even know if they collect the data on that, right? It’s ridiculous the disparity between white women and women of color, and when we talk about women, right, we tend to talk about women as if that’s all women, and it’s not. It’s white women, so let’s be very clear about that. White women make up--and I want to say it’s less than 6% of the C-Suite, right? Of CEO positions in the United States, and I think there were, like, 27 this year out of the Fortune 500. So we’re talking, like, itty-bitty numbers, right? But white women have better representation in the C-Suite at their 4 or 5% or whatever it is, have better representation in the CEO spots of the Fortune 500 than do all people of color, and so I agree with you. I think that it’s a missed opportunity when we--you know, I think ERGs are important, and I talk about that in the book too, employee resource groups and how it can help you connect in spaces that are affinity groups for you, and it can help you connect in spaces that are not affinity groups for you so you can understand different perspectives, but I think one of the things that that can do if we’re not careful is it can kind of divide people up where the employee resource group for women ends up being all white women because women of color identify as, you know, Latina or, you know, African-American first and women second, and the pride ERG is the same way by the way. I think, you know, a lot of times the LGBTQ community is the white LGBTQ community and ignores the perspectives of people of color and, you know, assumes, right, “Well, if they’re here they’ll find us because they’re gay,” and that’s the most important thing to the LGBTQ community that’s white is that they’re gay, but, you know, for--you know, for Asian-Americans or Hispanic-Americans or black Americans that may also be LGBTQ, that’s not the first thing people recognize about them, and so their primary identity is in the racial--you know, in the racial or ethnic category. So all of that to say I don’t think we should cut people up. I think what we should do instead is, you know, recognize that feminism has been white feminism for a long time. You know, white women have benefited a lot from not just their own advocacy but also from the civil rights movement and the African-American civil rights movement of the ‘60s, and instead of claiming ours and then hoping that other people will follow or, you know, “Once we get there we’ll reach out our hand,” I think is the absolute wrong approach. I think what we need to do instead is when white women hear that, oh, we make 83 cents on the dollar, I think it’s incumbent upon us, it’s imperative for us to say, “That’s not the number for women. That’s the number for white women,” and we need to be the ones, white women need to be the ones to stand up to say, “Look, this is not an inclusive conversation just because you’re talking about me. That doesn’t mean you’re being inclusive of everyone.” And, you know, we all face the same systemic issues, right? White women face a lot of the same issues that people of color face that, you know, people who are immigrants face, but the way we’ve carved up the problem it’s like we’re each trying to get our own seat, and what my book seeks to do is to get everybody, like, wherever they are, to start reaching out. So it’s almost--instead of one person trying to break through, it’s more like a game of Red Rover, right, where we’re all holding hands, we’re all moving forward together, and then when we get there we all get there together. And then our C-Suite isn’t, you know, 10 white men and two white women and maybe a person of color, it’s, you know, this whole Red Rover game of black, white, Hispanic, gay, straight, you know, Asian, men, women, non-binary, cisgender, transgender, you know, abled, people with disabilities. You know, it’s all these things, and we all get there together and we all lift each other up. Zach: Hm. So talk to me a little bit about Lead At Any Level. So I know that you intro’d with that, about the company that you’ve started, and you’ve shared that you’re from Indianapolis and that you engage in predominantly white spaces. So I’m not trying to be pessimistic, right, but I’m looking at… Amy: [laughs] Zach: [laughs] I’m looking at American history, and I’m also looking at the words that you wrote in your book, and I’m curious, like, how do you expect to break through and work past, as you’ve described it, the entitlement of white folks? I ask because I’d say any time we as Americans talk about race--so, like, if you want to look at the situation around kneeling, if you want to talk about even how we talk about diversity, and we say, “Well, it’s about thought diversity,” and if you want to talk about--any time that we’ve in the past I would say 54--really the past 400 years, but just looking at, like, our most recent era of just, like, the past 50, 60 years, we talk about race within the context of making sure that the majority is comfortable with the ways that we engage topics around race. So I’m curious as someone who’s starting a company, or rather who has started a company really tackling this subject, how do you plan on breaking through and navigating that? Amy: Sure. So people of color can’t fix racism, right? People of color can--there are all of these--you know, there’s, like, respectability politics, and I know that there’s a lot of code switching, and there are all of these things that happen within communities and within just the mindset and the sort of the self-censoring people of color, right? And no matter what happens, right, whether it’s a protest--you know, someone kneeling for the anthem because of, you know, the pain in this country that’s happening, right, or, you know--it’s one of those things where it’s kind of like you’re damned if you do and you’re damned if you don’t, right? If you march, it’s the wrong march. If you speak, it’s the wrong words. If you protest, it’s the wrong protest. If you’re quiet, it’s the wrong thing. You know? We’ve tried every combination of people of color doing things to try to end racism, and where racism needs to end is in white America. Like, white folks are the ones who are gonna have to step up and fix this because we’re the ones that are perpetuating the problem. So I want to be clear. My company is not--the stated purpose of my company is not “end racism in the United States,” and I know there are people for whom that is their mission, right? That is their work. What I want to do is I want to help individuals at all levels of organizations see that if they’re not accepting and welcoming and doing hard work around their own biases and their own privileges and understanding that maybe--you know, maybe yeah, you’re really qualified for this job that you’ve gotten, but you probably got there not just based on your qualifications but also based on, you know, your relationships and based on the network that you have and your ability to say and do the right things and to look a certain way, right? So if I can help people understand, and particularly white folks, right, that hey, if you really want to be a leader, being a leader means standing up for those who don’t have a voice. Being a leader means being courageous. Being a leader means moving beyond where you’re comfortable into where you really need to go. That’s what leadership is, and, you know, through the work that I’m doing, whether it’s, you know, consulting or coaching or classroom training, yeah, I do--some people might say that I soft-pedal it in a way that makes it more palatable, but I think that in a lot of cases unless you can get your foot in the door you can’t even have a conversation. And so, you know, I talk about privilege in terms of, like--in kind of silly terms to start, but it opens people’s minds to the conversation you can have about privilege, you know, if you can just start laying those--you know, putting those seeds in the ground, and then you can build the conversation from there. I think the great tragedy, and I think where privilege is, you know, just at the most basic level, is that, you know, I grew up white. I grew up talking a little bit about race, but it wasn’t an everyday conversation in my household growing up, right, because it wasn’t that my family needed to worry about, and I think that’s the experience of a lot of white folks is that, you know, we--you know, they tell us, “You just treat everybody the same and you’ll be all right,” and that’s not enough, and I think it wasn’t until just the last couple of years where I realized that treating everybody the same and treating everyone respectfully isn’t enough. Like, we have to take steps to undo some of the damage, and we--you know, I don’t think any one of us can do it all, but, you know, if we can all do it in our own way in a way that’s authentic, in a way that gives us life, and not in a way that--and that’s different for everybody, right? There are ways for me to do this that are energizing and there are ways for me to do this that leave me in a crumpled heap on the floor, and so I’ve had to find my own way to have this conversation that I feel is energizing and that I feel is productive and that I feel like is authentic for me, and that won’t be the same for everyone. So I’m not sure I’ve answered the question, but I think because I’m white I can talk about racism without being labeled as angry, you know? But on the flip of that, because I’m a woman, if I talk about sexism or I talk about, you know, gender disparities, or if I call out someone’s micro-aggressions, you know, where they’ve referred to me as a girl, or--you know, people--one of my favorites is when I’m traveling people are like, “Well, who watches your kids?” I’m like, “You have never asked a man that question. Ever.” [laughs] “You have never asked a man who watches his kids when he’s traveling for work.” Like, nobody does that, right? Zach: Right. Amy: But if I call that out as a woman, and not just a white woman but as a woman, I’m too sensitive, right? So I need--in the same way that I need to stand up and say, you know, “Whoa, hold on.” You know, “Don’t insult a person of color by telling them they’re articulate.” You know? Like, why wouldn’t they be art--like, that’s not a compliment, right? That’s a slap in the face. I need to stand up for that because I’m not angry, I’m just pointing out, you know, somebody’s ignorance, right? Whereas if you did that--you could have the exact same conversation, use the same words, the same tone of voice, but then you’re gonna be labeled as angry, right? “Why are you so angry?” And I think in the same way, you know, women need men, not just white men but men of color, and women of color need this as well, for men to say, “Hold up.” You know? “She’s not being sensitive. You’re being a jerk.”  Zach: [laughs] Amy: [laughs] And kind of tease that out, and that’s kind of the point of the book about--you know, the whole part about allyship is if you want somebody to stand up for you, you have to be willing to stand up for somebody else first, and that’s what I’m trying to do. Zach: That’s powerful. No, this is amazing, and I’ve really appreciated our conversation. So before we wrap up I want to know, do you have any shout outs? Anybody that you want to recognize and thank? Amy: Oh. Well, first of all I want to shout out to Jennifer Brown. Jennifer Brown is a consultant, a TEDx speaker--or maybe a TED speaker--she’s amazing, and she wrote the foreword to my book. She is one of the most internationally-recognized diversity and inclusion experts in the country, and I want to thank her. She was the first person to encourage me in this work. I just want to thank her for that. She’s been amazing. And I want to shout out to you guys. You guys are doing something--the Living Corporate podcast is doing something that I think is wonderful, where you’re giving a voice and you’re giving kind of the inside scoop to folks who maybe feel like they’re on the outside, and you’re creating a sense of community that is beyond corporate borders, beyond--you know, you’re knocking down walls and reaching out and holding hands, and I think that’s amazing, and I’ve been so impressed with the quality and the insights that you guys provide on this podcast. I think it’s amazing, so I want to shout out to all of you. Zach: Oh, my goodness. Well, thank you so much, and let’s make sure that we link your book, Network Beyond Bias: Making Diversity A Competitive Advantage, in our show notes, and we’ll put it on our Favorite Things so that-- Amy: Oh, thank you. Zach: No problem, ‘cause I really enjoyed it, and I think everyone who’s listening to this should read it. I don’t care where you’re at in the diversity and inclusion discussion or--if you’re listening to this, you should read it. It is a great read. Amy C. Waninger. Thank you so much for your time today. We definitely consider you a friend of the show, and we hope to have you back. Amy: Well, thank you, Zach. I’d love to come back. Zach: Awesome. Peace. Ade: And we’re back. Wow, that was an amazing interview. So real talk, right next to our Preston Mitchum B-Side, that was top 5. Top 5, top 5, top 5. I know Drake’s cancelled, but whatever. [laughs] Zach: That was a really real talk, yeah. I mean, honestly, it was refreshing to have someone who doesn’t look like you empathize with your experiences and be so honest about the reality of the world that we live in, right? Ade: Seriously. I truly appreciated her comments around, you know, gender diversity and LGBTQ diversity. I think that intersectionality is just such a big thing, and it’s very easy to get lost in the sauce, but also we just have to keep in mind the multi-faceted nature of being and also the fact that under-represented and marginalized identities in general experience very, very different things in the spaces we occupy. Zach: Absolutely. And I think ultimately, when I think through my interview with Amy, the biggest step revolves around courage and just speaking up. It’s not like she had some secret formula. She was just speaking truth to power. I mean, we had a section even on there where she said, “Look, there’s a point as a white woman where I have certain privileges where I can speak to race and I can speak to ethnic and diversity, and at the same time, Zach, even though you’re a person of color, as a man you have the opportunity to speak to items around sexism,” right? And patriarchy and things of that nature. So there’s opportunity for us to speak up.  Ade: Right, and I think the abiding truth of Living Corporate as a whole is we’re challenging our listeners and ourselves--we’re holding ourselves responsible as well--to live authentically but also with courage, you know? And what the conversation with Amy reminded me of was the fact that--and she sort of alluded to this--we have more power than we believe we do. In a lot of ways we empower each other, we empower ourselves, when we speak up for others, when we utilize our privilege in ways we never have before. When you group with people who look like you and ERGs, affinity groups, happy hours, whatever, all of these things exist because they are necessary and there is a space for them, but even beyond those resources and beyond those spaces, figuring out ways to, you know, plant your roots and insist that you will not be moved, in a lot of ways figuring out how to collaborate with others, support each other, challenge other people, and bringing your whole self--in a professional fashion--to work. Supporting others honestly and truly is really your call to action, I suppose.  Zach: Absolutely. Okay, so let’s go ahead and get into our Favorite Things.  Ade: Oh, that’s like my favorite. My favorite, my favorite, my favorite. My favorite section. All right, so I hate to sound like the book nerd but I can’t help myself. I’m on, like, my 80th read-through of a book called Sister Outsider by this amazing writer by the name of Audrey Lord. If I ever, ever, ever am blessed to parent a kid, I’d probably name one or several of them Audrey, and yes, I am absolutely willing to have an Audrey 1 and an Audrey 2 in my household just for the sake of having a child named after Audrey Lord. Anyway, that said, if you’ve never read Sister Outsider, Audrey Lord basically has this collection of essays in this book, and if you’re at all interested in black feminist literature she’s a really great place to start. My other favorite thing at this point? I’m really living for thunderstorms. I think I’ve mentioned a couple of times--again, like, I’m a very predictable person so, like, books and water, those are, like, my things. So I’m really into thunderstorms right now. I sleep to the sound of thunderstorms, and this is a complete aside, but there’s this app on my phone and it’s the only thing that gets me to sleep. It’s called Tide, and there is a thunderstorm sound setting on there, and it puts me right to sleep, and it’s the greatest thing ever. So I’m here for actual thunderstorms. I’m here for thunderstorm sounds. I’m here for thunderstorm playlists. So if anybody out there actually has a link for a thunderstorm playlist, hook me up. I’m here for it. That’s all I got. What about you, Zach? Zach: Wow. So first thing is--[laughs]--definitely I love Audrey Lord as well. You know, great work. Beautiful work. The point around thunderstorms is interesting. Technology is crazy. So you’re telling me there’s an app now that actually simulates thunderstorms? Ade: An app. It simulates thunderstorms. It simulates ocean sounds. You can do, like, a focus period. It does naps. It’s frickin’ amazing. Sponsor us, Tide. Zach: Sponsor us, Tide, and we’ll [inaudible]-- Ade: I’m here for you guys. Zach: Ah, yeah. That’s something I’m--I’m trying to get into this. That’s great. [laughs] Ade: [laughs] No, but seriously. Zach: Yeah, no, that’s awesome. Okay, so Tide is the name of the app? Okay, I’m gonna check that out. Ade: It does forest sounds. There are forest sounds, my guy. Zach: Forest sounds? Okay. Well, cool. Look, my favorite thing right now has to be Amy C. Waninger’s book Network Beyond Bias, right? So I shouted it out during the actual interview with Amy, and I told her that I was gonna shout it out during Favorite Things because I really enjoyed it. I read it. Very thoughtful, very frank, very approachable. Definitely a recommended read for anyone interested in learning about diversity and inclusion, leadership development, unconscious bias, effective representation, and a slew of other things. It’s very, very thorough. It covers so many different topics in very--just, again, approachable and transparent ways. Ade: Oh. Well, okay. Great. As a reminder, to see all of our Favorite Things, very, very simple. You just want to go to our website, www.living-corporate.com, and click “FAVES” right across the top. Zach: Yes, and as another reminder, we have a Patreon. In fact, you-- Ade: [imitating air horns] Zach: Okay… Okay, so Sound Man, go ahead and add those horns. [Sound Man complies] Zach: [laughs] As another reminder, we have a Patreon. In fact, Sound Man--so I know you just hit Ade with the horns, but go ahead and hit me with some of that royalty-free jazz music. I mean, I don’t know, you can probably find some tracks from, like, 1970 or something. Just give me something smooth.  [Sound Man complies again] Zach: Okay. You playing it? Okay, here we go. So listen, I know you want exclusive content, right? But you can’t get it for free. But guess what? We got it. You want giveaways? We got that. You want extended interviews? We got that. You want exclusive writing written by guests? We got that, and guess what? It only costs a dollar to get in, baby. Just a dollar. Ade: [laughs] Zach: One dollar. So do me a favor, do you a favor, do us a favor, and become a patron. Become a patron today. I got the links in the show notes right there. Open up your phone and press details. You’re gonna see the links all right there. All right, that’s it. I’m done. Sound Man, cut it off. [Sound Man dutifully complies] Ade: I wasn’t ready… So we just got to go home. Okay, guys. That was our show. Thank you for joining us at the Living Corporate podcast. Please make sure to follow us on Instagram @LivingCorporate. We’re also on Twitter at LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you’d like us to answer and read on the show, please make sure you email us at livingcorporatepodcast@gmail.com. Also, don’t forget to check us out on Patreon at LivingCorporate as well. We’re all over Al Gore’s internet. And that does it for us on this show. My name is Ade. Zach: And this has been Zach. Ade: A pleasure as always. Ade and Zach: Peace. Latricia: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>In this episode, we discuss the topic of allyship and sit down with Author, Public Speaker, Educator, and CEO of Lead at Any Level, Amy C. Waninger to discuss what allyship looks like practically in the workplace.
#LeadatAnyLevel #Favethings #Patreon
Our Patreon (and other links): https://linktr.ee/livingcorporate
Amy C. Waninger's LinkedIn: https://www.linkedin.com/in/amycwaninger/
Buy Amy's book here: https://amzn.to/2ztwZaU</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this episode, we discuss the topic of allyship and sit down with Author, Public Speaker, Educator, and CEO of Lead at Any Level, Amy C. Waninger to discuss what allyship looks like practically in the workplace.</p><p>#LeadatAnyLevel #Favethings #Patreon</p><p>Our Patreon (and other links): https://linktr.ee/livingcorporate</p><p>Amy C. Waninger's LinkedIn: https://www.linkedin.com/in/amycwaninger/</p><p>Buy Amy's book here: https://amzn.to/2ztwZaU</p>]]>
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      <itunes:duration>2889</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>#PRIDE : LGBTQ in Corporate America</title>
      <description>In this episode, Ade and Ola sit down and discuss LGBTQ identity in the workplace with Janet Pope, North America Corporate Responsibility Director for Capgemini.
#Pride #LGBTQ #MenareChoppedLiver</description>
      <pubDate>Fri, 29 Jun 2018 05:47:00 -0000</pubDate>
      <itunes:title>#PRIDE : LGBTQ in Corporate America</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>9</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>In this episode, Ade and Ola sit down and discuss LGBTQ identity in the workplace with Janet Pope, North America Corporate Responsibility Director for Capgemini. Length: 50:28Host: Ade | Ola#Pride #LGBTQ #MenareChoppedLiverTRANSCRIPTAde: Today, 85% of Fortune 500 companies have protective policies that address sexual orientation, up from 51% in 2000. Nonetheless, surveys show that many LGBT employees still view their sexual orientation as a hindrance on the job. A full 48% of LGBT respondents report remaining closeted at work. Further, LGBT workers who feel forced to lie about their identity and relationships typically don't engage in [inaudible] banter about such things such as weekend activities, banter that forges important workplace bonds. Some 42% of closeted employees said they felt isolated at work versus only 24% of openly LGBT employees. These factors may explain why 52% of all closeted employees, which is 36% of out employees, believe they're [inaudible]. This is an excerpt from four LGBT workers being out brings advantages, a 2011 article by Sylvia Ann Hewlett and Karen Sumberg in the Harvard Business Review. I believe it presents a strong case for living authentically as an LGBTQ person in corporate America, but how do you build courage to live authentically in unknown environments? How do you leverage existing protective policies? And how do you thrive on the ways in which you differ? This is Ade, and you're listening to Living Corporate.Ade: Okay. So today we're talking about existing on the LGBTQ spectrum at work.Ola: Right. And to get the discussion started, let me ask: how do you identify?Ade: Thanks for asking. So I identify as a queer woman. Queer is such a broad spectrum, but primarily what that means is my dating preferences are, like, pretty fluid, and I generally don't like to explain that to people, and that's specifically why I chose queer to, like, describe myself, as my label, because there's, like, this understanding that queer is a personal thing that you explain, and it gets kind of awkward when you're maybe at Pride and you see older queer people, and they ask you about yourself and you say "queer," and, like, their faces are like, "The children say that now?" But besides that, yeah, that's typically what I go with. How about you?Ola: So it kind of depends on who's asking.Ade: Yeah.Ola: In certain ways that I present myself I just say, "I'm a queer black fem." For me, blackness is a really important part of it. I also say queer so people kind of stop asking questions.Ade: Right.Ola: I always think of, like, Hagrid in Harry Potter. "No more questions. Don't ask anymore questions."Ade: [laughs]Ola: And then there's also--if I'm feeling generous and open maybe I'll call myself pansexual.Ade: Sure.Ola: Or sometimes if I don't feel like answering what pansexual means I'll say bisexual.Ade: You like pots and pans. You're super duper attached to griddles.Ola: Right? Exactly. I really love--I really love cooking. Not a lie. [laughs] So that's basically how I identify.Ade: Sure.Ola: So what would you say has been the impact of your identity on your work life? Like, what kinds of things does it make you do, perhaps differently from people outside of the community?Ade: Sure. So I curate my experiences a lot. If you walk into my current workspace, you'll notice that, like, my walls are relatively bare. I have, like, calendars up. I have reminders up. I have a picture of, like, a kid that I sponsor in Uganda up, but there are no real pictures of my partners, like, my family or anything like that, and that's pretty intentional. I used to have a picture of my ex-girlfriend up in my workspace, and it got problematic because a coworker who I knew--who had made pretty homophobic remarks at one point at one point walked into my workspace and, like, made really aggressive eye contact with those pictures, and it made me really uncomfortable.Ola: Ugh. That's rough.Ade: Yeah, and at different points and different situations I've had, like, a coworker ask me out. Ola: Hm.Ade: One I don't date coworkers...Ola: Hm.Ade: Two... no. [laughs] Ola: [laughs]Ade: Like, I'm not attracted to you, right? Oh, man. Like, what is going on here? Like, a cishet man at that, and so this whole conversation, and then kind of what we were saying earlier about, like, sharing your day or sharing your week or sharing your weekend plans. Where my coworkers can be like, "Oh, me and my husband are doing this," or "My wife and I are gonna go on a trip," or "I had a really great time this weekend with my wife and kids," I usually hesitate. Like, I'm very, very careful. I usually just state "My partner and I," and I just got comfortable with that.Ola: Right.Ade: In general I'm not, like, a big sharer, particularly at work. You can ask anybody who knows me. Like, in general I keep most of my details of my personal life to myself, but especially at work I'm not about to tell you that I took this girl on a date because I'm just not trying to hear from HR about how I'm making people uncomfortable with, like, my rabid gayness. Ola: Right, right.Ade: So yeah, that's just, like, a couple of benign examples. There are other ways in which I feel that my queerness has added to hostility I've gotten at different places and different times, and of course there's also that intersection of my other identities of being a black fem that have added to how I feel I'm perceived.Ola: Right.Ade: So it does, in a lot of different ways, effect the way that I communicate, not just with myself--and, again, I'm a consultant, so I have different interactions with people on my team and people who are not on my team where I'm just a contractor supporting, so there's that.Ola: Right, right. Yeah, that makes a lot of sense.Ade: Is there anything you struggle with with being LGTBQ in the workplace?Ola: Well, I think it's not usually around being out. I think I was mentioning before I'm pretty single, so I don't necessarily have to tell anyone that I'm doing anything with a significant other. The person, the other, does not exist.Ade: [laughs] Right.Ola: What I normally kind of struggle with is that we have our employee resource groups, but for me those spaces have always been very, very white in ways that feel a little bit--not hostile, but the same way I feel about the Midwest. Like, well-meaning but awkward. Ade: [laughs]Ola: Like, if I walk into an LGBTQ space with, like, my fro out, and they're just like, "Yes, girl!" I'm like, "You're white." [laughs] I'm like, "Stop."Ade: [laughs] Oh, my God. Like, you didn't have to put on your black girl voice for that. Ola: Right, right. Ade: Like, we can celebrate me being awesome.Ola: Right? Like, you should at least have a little bit more shame than that.Ade: Right.Ola: So that's really where I struggle is, like, not really wanting to take advantage of some of the resources available just because it's usually a pretty white space, as corporate America tends to be.Ade: Right. I definitely understand that, I hear it, but wouldn’t it be great if we could talk to someone with years and years of experience navigating their queer identity in the workplace and someone who has taken on the role of maybe being, like, a corporate champion for intersectional diverse spaces, particularly in multinational companies?Ola: You mean like our guest Janet Pope, North American Corporate Responsibility Director at Capgemini? Both: What?Ade: DJ, go ahead and, like, drop the air horns right here. *imitates air horns*[Sound Man drops ‘em in]Both: [laughs]Ade: Next up, we’re gonna get into our interview with our guest Janet Pope. Hope y’all enjoy. And we’re back with Janet Pope. Janet, welcome to the pod.Janet: Hi.Ade: How are you doing?Janet: Doing great today.Ade: On the call today also we have Ola. Ola, say your shout out to the people.Ola: Hey, y’all. [laughs]Ade: How you doin’?Ola: Happy to be here.Ade: Yeah. [laughs]Ola: [laughs]Ade: So Janet, tell us a little bit about yourself.Janet: Sure. So I am a native or am originally from South Carolina. I identify as a black gay woman who happens to be at 36 years of wonderful life, I guess. I have a little bit of an interesting career story, only because, as you mentioned, I’m the North American Corporate Social Responsibility Director for Capgemini, but the way that I got there is a little interesting based on the fact that my background, from an education perspective anyway, is computer engineering. So I’m a techie at heart. I was hired to Capgemini as a techie. In my 13 years there, I probably worked for seven years as a technology transformation specialist, and then around that seven-year mark I really felt like I wasn’t doing enough to help people, if I’m honest. So I talked to a couple of people who I really respected as mentors and, you know, business leaders that I was working with at the time, and I just started asking questions. “Now, how can I do more to help people?” I got different answers. “Oh, well, we’re helping clients. There’s a lot of things that we do to help clients,” and it was sort of “Yeah, yeah, I get that, but I just feel like I need to do more to help people,” and long story short, about the same time an HR leader at that time was looking to have a full-time dedicated diversity and inclusion leader, and I applied with a number of other people and, you know, for whatever reason the stars aligned and I was chosen to be the diversity and inclusion leader for North America, which then, over time, over about five years--I guess three years was the first time I looked after not only diversity but environmental sustainability and community engagement as well. So the role grew as the need grew for the North American market, but I’ve always made sure to share that piece of my journey just because I think it’s pretty odd for someone who started in computer engineering to be a corporate social responsibility director, or I thought it was odd, but the more I meet D&amp;amp;I leaders that really love what they do and can connect on the business and the more I meet corporate social responsibility practitioners that are really tied and tapped into how to drive it from a business perspective--many of them do not have traditional routes to those roles so they, you know, did something else in the business or in the field first. So I found that pretty interesting for the space.Ade: Cool.Janet: Other personal things that I’d say are I live in Houston now. No rhyme or reason. I wish I could say, like, “I chose Houston.” Houston sort of chose me. I was a traveling consultant for many years, and just my last major client was in Houston, and I liked the city and stayed. I also, in my not-so-abundant free time, try to DJ. So I actually have--Ola: Interesting.Janet: Yeah. Turntables in my home, and a couple buddies, we have sort of DJ happy hours where we have fun sort of mixing different music. So that’s a little bit about me. I went to Clemson, went to Duke for my Master’s. I’m from a family of eight. So there were six siblings, and five of us grew up in the same house, and that was really fun. So lots of good stories about all of that too. And then, relevant to this conversation--and I’ll probably make sure to weave him into my story at some point--my youngest brother is F2M, and I helped with a little piece of his transition journey as well, or I’d like to think that I was a positive influence as a part of that. But that’s a little bit about me.Ola: So you said you identify as a black gay woman, but when did you come out? Was it before joining the workforce or after? How did that impact kind of your entry into the corporate world?Janet: Yeah. Again, I think one of the themes we’ll probably hear throughout the podcast and my story is it’s not traditional at all I think, in terms of the coming out stories that I hear from a number of my friends, mostly because I think a lot of people, at least that I talk to, you know, they knew when they were eight or three or 13. All of these are pretty young ages. Maybe not that they were gay or lesbian or queer, but they knew that something was different in terms of their journey or their sexuality or they felt in their bodies and that sort of thing. I think I knew that I was a tomboy. I think that was really clear. I think I drove my mom crazy because I never really wanted to wear dresses to church and--you know, but nothing that would flag anything different than any heterosexual tomboy, right, that’s grown up, has peers and, you know, married men? I think, for my journey, where I sort of realized that, you know, I was attracted to women and that that was really a big part of my identity, I was 26 and met, or reconnected, with someone and just realized that my feelings weren’t the same way that I felt about friends, and recognizing, you know, what that was and what it meant, and I struggled with it if I’m honest, probably because of my own faith. I struggled a bit with, you know, what does all this mean, and is it contradictory to my faith or can they coexist? I’ve sorted that out now in the last decade, but, you know, 26 was where I sort of realized that--I don’t know. The best way that I can put it is I think maybe I normalized my experience before and felt like I was supposed to have boyfriends and I was supposed to date guys. There was nothing wrong with it. I never--you know, I don’t have horror stories like others where they just, you know, knew things were wrong or felt really, really awkward about having a boyfriend, I don’t remember anything like that. Mine is more I had eaten chopped liver all my life, and then I had a filet mignon and I was like, “Why did I ever settle for chopped liver?”Ola: Okay. [laughs] Yes.Ade: [laughs]All: [inaudible]Janet: Yeah. I mean, that’s kind of what it was.Ola: #MenAreChoppedLiver. Sorry. [laughs]Ade: [laughs]Janet: And the only reason I struggle with that analogy is because I think some people hear that and they think, “Oh, well, you chose to be gay,” and it’s like, “No, no. I didn’t choose to be gay.” To me it’s no different than, you know, being more attracted to someone that they’ve really recognized has a core value of honesty versus something else. So it was more about, you know, what are you attracted to? And I think most people will tell you they don’t know why they’re attracted to a certain trait over another trait, but they absolutely don’t have the right chemistry without those traits, right? So I think for me it was just recognizing, you know, that, that I could try to force something different, but it wasn’t where I was my happiest or most fulfilled in terms of the types of relationships that I was having with women. Ade: Great.Janet: And so coming out--’cause that’s where you’re going, right? I haven’t dealt with that yet.Ola: Mm-hmm.Ade: [laughs]Janet: I hope I don’t turn into, like, Grandpa Storytime here, but for me it was at 28. So 26 I sort of recognized, “Okay, this is something I need to deal with and sort of settle.” At 28 I felt like I’d settled it, and I decided--I needed to tell my parents that, which, again, kind of different from most people’s 13, 15, 18 coming out stories. I was 28 years old. So, needless to say, they were surprised because I’d never talked about feeling, you know, those types of feelings for a woman. I don’t think I had ever done anything to make them think that I was gay, so--I told my siblings first actually, and they--some took it easier than others. Like, I remember really vividly one of my brothers saying to me, “Oh, my God. I’m so happy,” and he gave me a hug, mostly because I think he was just happy that I wasn’t alone, meaning I wasn’t talking about whom I was dating, and so he’s like, “I’m just glad you’re not alone and you’re in a relationship. I don’t care who it’s with. I just worried about, you know, being by yourself.” I was like, “Okay, that’s great.”Ola: Aw.Ade: That’s cute.Ola: Yeah.Janet: And then, you know, different ranges of reaction. I had a sister that was very surprised, again--because I’m the second to the oldest, and so again she just--she looked up to me. We shared clothes. She never heard me talk about anything other than boyfriends so it sort of shocked her, and then a brother who sort of started quoting Bible verses at me. As I mentioned, you know, we grew up religious. Not overly religious or--you know, I know some people tell stories about being preacher’s children and that kind of thing. It wasn’t anything like that. I think it was pretty normal, but we went to church, you know, every week, every other week. Whenever there was church we went, and so, you know, he sort of dealt with it like that, and I took that as it was, and all of that’s evolved over time. They’ve all settled it now, but that gave me I guess just the ground for telling my parents, and so I came out to my parents at 28 years old, and really just--I think I said, you know, “I fell in love with a woman,” [laughs] “and I want to make sure that I tell you because I’m tired of hiding it.” And honestly, had it not been this particular woman and my feelings for her I probably would’ve just continued to hide it for a while longer honestly. I just--I was tired of not being able to talk about her. I cared about her so much that I, you know, wanted to share that with people.Ade: So 28 sounds well into your career. So what did that transition look like? When you came out to your family, did that also kind of pour into your professional life? How did that transition happen? [inaudible]Janet: Yeah, it definitely did. It was actually easier to come out at work than it was with my family, I feel. Now don’t get me wrong, I can look back and say that now. I think in the process of it there was some fear around “Will people treat me differently?” But I think I recognized that a lot of the fears that I had were more of things that I had generated than actually played out over time. So I’ll give you an example. So I actually had a lesbian manager. She identifies as lesbian, and she is married now but had a domestic partner at the time, was open about that, and there were a couple different people on the team on a project in Boston, and I very candidly remember her saying to me, “I think you’re a great performer. I think you do a really good job, but I’m not so sure that you want to be here,” and it caught me off guard because I knew that I was doing my work, but when I started to unpack that with a mentor that I trusted, what she was saying was “I don’t know if I can trust you because I don’t know much about you,” and as I reflected on it I realized, you know--my peers, we’d return from, I don’t know, Memorial Day vacation, something like that, and people would talk about what they did with their spouses or their partners or, you know, just share things about their life, but because I was in the closet I didn’t share anything like that. I’d sort of say, “Oh, I had fun,” and keep it very short, right? And so what I didn’t recognize at that time because I thought I was being professional and, you know, leaving my personal life out of the conversation and that was unnecessary. You know, all these good things that we probably think we’re doing all the time, I was actually impacting the way that I was viewed and perceived in terms of people’s ability to trust me because I wasn’t sharing in a way that they were sharing, which I didn’t recognize factored into whether they trusted me or not. And so it actually--because I had started to unpack that, I recognized that coming out was gonna help me relationally at work, just because it would enable me to have a more authentic experience in sharing with others, and that would help me grow trust in a way that I hadn’t been able to do before.Ade: No, that’s a really great point because there’s actually--I think Harvard Business Review actually put out an article to that point saying that often times minorities in the workplace will--due to the fact that, you know, often times you just can’t relate to what is popular culture, we’ll refrain from sharing too much for fear of “I don’t want to bring my whole self to work just in case my whole self isn’t palatable,” and it ends up hurting rather than helping because people just feel like they don’t know you. To the point that you made, often times you’re just not trusted by your coworkers and such because they don’t see the full picture of you.Ola: Right, and they don’t know why you’re not sharing. [laughs] It always comes off as more sinister.Ade: Exactly, yeah. Yeah, yeah, yeah. So, like, everyone’s talking about their partner and you’re kind of like, “Hm, yeah, that’s nice. Minding my business.” And then they’re like, “Oh, this is shady.”Janet: Right, exactly. And I think what woke me up and why I coach people around this experience for me all the time now is I didn’t recognize that not sharing something personal could impact the way they felt about my ability to do my job.Ola: Well, so on the flip side of that, and I know this is probably more prevalent in consulting, I’ve definitely felt like in, like, spaces specific to the firm it’s probably better to be out than not, but then it’s always a toss up in terms of a client. So is there any situation you’ve been in where you felt like you couldn’t be or that it would be a hindrance on your professional presence?Janet: Yeah, that’s a really good point. I haven’t experienced that, but I’ve definitely, based on my role and since I’ve been in my role, worked with employees who have certainly experienced that, where they are happy and, you know, feel safe to be out at Capgemini but are with a really conservative bank or, you know, a really conservative oil and gas client, or whatever the industry is where they’re not so sure that the executives or the client partners that they’re working with on the client side will be as accepting, and we’ve definitely had to help people navigate that. I mean, the best advice I give and something that we’re trying to do at Capgemini right now is just understand where our clients have employee resource groups, because if that oil and gas company or if that bank have an LGBT group then, while you certainly can’t ever determine, based on a company’s initiatives, how one individual is gonna, you know, interact with you differently or perceive you differently or talk to you differently based on finding that out. If their companies have, you know, articulated values around diversity and inclusion and investment around specific identities, then certainly they’ll need to deal with that in a different way probably than a company that hasn’t done anything like that, if that makes sense. So we’ve tried to help people close the gap by, you know, not only doing the work on the client based on the contract, but how are they building relationships across these employee resource groups networks, business affinity groups, whatever the companies are calling them? Because we do recognize that that is a way to build relationship, right? And relationship, back to that earlier theme, is important in terms of building trust and people’s perceptions of, you know, your ability to do the work and to grow accounts and bigger deals, if I’m really honest.Both: Right.Ade: So what have you struggled with the most in corporate America? And we can talk about over time where you were at 28 versus where you are now at 36. So what have you struggled most with in corporate spaces in the past, and what do you struggle with now as you’ve grown in your career and in your roles?Janet: Yeah, that’s a tough--a tough one. I think what I struggled with at 28 was a little bit of “Why does this matter?” Right? So, you know, yeah, there’s some freedom to not feeling like I need to hide a big part of my life anymore, and there’s definitely energy that went into that that now I have back and I can use for other things that are more productive from a work or personal perspective, but I think I didn’t--I didn’t really get, you know, how authenticity could really make me more productive in the way that I understand it now, and I think I was naive in terms of how--I don’t want to say political because people always look at organizational politics as, like, a bad thing. I don’t necessarily mean that. I think politics is just for a reason, and that’s probably a podcast for another day, but I think that, you know, when you’re young you don’t really understand how important relationships are and how much relationships impact opportunities for honestly promotion, opportunities for the stretch roles, opportunities for the assignments that are gonna get you visibility at the levels that you need in order to really have growth and longevity in organizations. I think, again, when I was younger it was “If I keep my head down and do a really good job, people will see what I’m capable of and my experience and my knowledge will speak for itself,” and I didn’t necessarily think through the relational component of that. Now don’t get me wrong. Some people take this too far. They go way left with it, and they’re not good at their jobs, and they think they can, you know, grow everything or lay everything on the foundation of really solid relationships, and they probably get so far with that, and they just annoy everybody else that’s really trying to do a good job and works really hard. I’m saying there’s a middle ground to that. There’s a way that you balance really recognizing when and where to pick your battles, what relationships you should invest in, and how to balance that with doing a really good job. And so I just--for whatever reason, I was naive about that when I was 28, and I was naive about, you know, recognizing what--how much my personal character and, you know, the fact that integrity is really important to me as a core value and other things in my personal life--I really downplayed how big an impact being authentic would have in professional life, and so now I recognize that there’s not two separate things. There’s no Professional Janet and Personal Janet. There’s one Janet and, you know, while I’m not telling anybody that they shouldn’t have boundaries, because you absolutely should have boundaries, they’re important, and there are certain things I don’t want to hear about at work.Ola: For real. For real. [laughs]Janet: But what I’m saying is that we can’t treat our lives like there’s, you know, a mask that we wear at work or, you know, that we wear anywhere, in any environment, and then there’s a different mask that we wear at home. There’s just--the energy that it takes to maintain something like that isn’t worth it, and it’s really not how our brains are wired to work. And so just recognizing that and understanding how to make sure I’m showing up in all those different hats, right? Like, sometimes--this is one of my favorite things to say--sometimes I’m showing up as a black gay woman. Sometimes I’m showing up as a woman who’s gay and black. Sometimes I’m showing up as a gay black woman, right? And so if you understand where the priority is on any given day, which can be based on, you know, what’s going on in the news with Starbucks or, you know, what’s happening in the world around the #MeToo movement, or what happened at work yesterday around any given thing, right? And so, based on the reality of my world at any moment, the priority might be on any one of--and those are three identities, but there are many more, right? I have faith. You know, I’m a millennial by some timelines. Ola: Yeah. [laughs]Janet: So all of that shows up in different ways depending on the need and, I think, just recognizing that the context of how we’re authentic is really important.Ola: Yeah, and I think that leads perfectly into our next question, which is when you deal with intersections, like, how have some of those impacted your work life? Whether it’s within, like, one ERG or another, and how those--like, if you’ve had to teach people about these intersections or how you’ve navigated that through your experience.Janet: Yeah. I think the way that it showed up for me first was within the women’s forums or the women’s initiatives and women’s groups because, just based on the numbers, right, the demographics, if you’re not careful the women’s conversation turns into the white women’s conversation, if we’re really honest, right? And so how to make sure that women of color really felt like they had a voice in the discussion and that LGBT women felt like they had a voice in the conversation, or queer women, and so just how to balance that when, you know, if you’re not careful the majority of the minority group can have the loudest voice. I just felt it was really important to make sure--and sometimes it was just as simple as awareness, like “How do we just rise that concern to the surface to enable us to either put in the right checkpoints or make sure that any committee or leadership team has the right intersections of diversity?” Or simple things to help people mitigate their bias around different topics, and so those were some simple ways. Of course none of that is a silver bullet to solve--you know, every time we’re talking about women we’re including women of color, but it certainly was the right direction to make sure we’re thinking that, and one of the ways we do that at Capgemini formally is all of the employee resource groups have to have certain events that are in collaboration with other employee resource groups. So they can’t just do things siloed in a box, and I think that’s really helped drive just making sure they’re collaborating, and we’ve seen a lot of great things come out of that. We’ve seen, you know, a focus of black veterans in Black History Month as an example, or we’ve seen highlights and spotlights of queer and lesbian women as part of Women’s History Month. Just simple examples, right? And so having that--I don’t want to say forced collaboration, but just having an expectation with the employee resource group leaders that you will collaborate with the other employee resource groups really raised their awareness of “Okay, we need to be thinking about intersections,” and honestly there’s some benefit for them, even from a practical matter of budget, right? If I’m partnering with three other employee resource groups--and we have 12 at Capgemini by the way, which makes my job really fun--but if I’m partnering with other groups, you know, there’s more budget for this particular initiative or program, and they like that part if nothing else. But that’s one of the ways to manage that. I think the other way is just to make sure people are talking about themselves holistically, right? So how do I make sure that, you know, when I’m in a conversation I’m being authentic about the things that matter to me and challenging people? I remember being challenged by someone in HR who happens to be Asian and black that they didn’t feel comfortable with our African-American and black employee resource group reaching out to them for specific questions or surveys or that sort of thing because they’re more than just black, which, you know, I don’t--I don’t want to say whether I agree or disagree, but people are multiple things, and we don’t ever want to feel like we’re putting people in a box. So I liked being challenged on that because it made me think about it. “Okay. Well, if you’re raising this as a mixed race individual, then there could certainly be other mixed race individuals who are offended,” and, you know, we need to think about how to make sure we’re including people and not turning them off from any language or communications. You know, that was a well-meaning thing. They were like, “Oh, yeah. We’ll just reach out to everybody who’s self-identified as black and we’ll ask them their opinion something,” and a couple of people raised their hands to say, “Yeah, that’s great. I can do it, but I’m not just black. That’s not the only thing I am,” which is--you know, it starts the dialogue that we need to have in organizations, and again I think recognizing--’cause some people say, “Why? Why does it matter? Why do we care? Why do we have to talk about our identities at work?” I think, you know, it just goes back to how we started this conversation. If we can’t do that and if we’re not thinking about the way that we’re all sort of showing up in the workplace, we’re not gonna get the best ideas. We’re not gonna get the right level of engagement, right? If I feel like you’re only engaging the part of me that is a woman or you’re only engaging the part of me that is millennial, or you’re--let’s take it a step further. You’re only engaging the part of me that’s technology-minded? Then I’m not going to be as productive. We’re not gonna come up with the best solution for our clients or our own organization.Ola: So this question is about when you are definitely are in a toxic work environment. Maybe you’ve exhausted your tools to try to resolve it. How do you kind of make a decision on when it’s best for you to leave? And how do you best go about that in a way that, like, minimizes that impact on your career?Janet: I think I would say, you know--and this is whether you’re in a toxic work environment around a particular aspect of identity or a toxic work environment based on anything, I’d say the same advice--I think Steve Jobs said best something to the notion of “If you’re waking up day in and day out and you don’t love what you do more than you hate what you do, you should probably find something else to do.” Right? Or somewhere else to do it. That’s the gist of it anyway.Ola: Mm-hmm.Janet: And so, you know, I truly believe that if you’ve done all you can to navigate making sure you’re on a project that’s conducive to, you know, your skills and your ability to succeed and you still aren’t finding that or you just really feel like this environment isn’t one where you can be authentic and you have gotten some mentorship and counsel that what you’re asking for isn’t unreasonable, because I don’t want to pretend like some of us aren’t walking around entitled and think that, you know, “I can bring my Kanye West album to my cubicle and blast it as loud as I want to, and anybody that’s gonna stop me? Forget about ‘em. I’ll leave if I can’t do this.” [laughs] Right?Ola: Right. [laughs]Janet: So I want to just assume we’re all reasonable professionals and want to be in a work environment where everybody can be successful and we realize that we’re part of that equation, but with that said, you know, I do agree that if you do not see clear career growth for yourself or career opportunities or feel like you’re not getting them, and you’ve tried, you’ve seeked, you know, different types of mentors at different levels with different backgrounds and experiences and none of them are able to, you know, help you meet new people or get new opportunities or give you advice on how to do that for yourself, then it might be time to find, you know, a different--at least a different role or a different organization.Ade: Okay. Our next segment is called Favorite Things. If you cannot tell, it’s where we talk about what our favorite things are these days. I am Ade speaking. We have our guest, Janet Pope, on the line. Do you want to say a shout out?Janet: Hello.Ade: What’s up? And we also have the ever-dope, ever-delightful Ola with us. You want to say hi, Ola?Ola: Hey, all.Ade: Yes. Okay, Ola, do you want to start us off with what your favorite thing is?Ola: Yes. So my favorite thing is Barracoon: The Story of the Last “Black Cargo”, and for those of you who don’t know or haven’t heard, this is a book by Zora Neale Hurston. It’s a non-fiction work, and it’s based on her interviews in 1931 with Cudjo Lewis, the last living survivor of the Middle Passage, and if you’re not familiar with Zora Neale Hurston’s work, get your life together, okay? The way she writes is so incredible. I’ve mostly read her fiction works over and over and over again, but this is one of the few things that she did that was non-fiction, and it’s amazing. You should go get it. You should read it however you can. Library, Amazon, whatever. Go do it. Ade: How about you, Janet? Janet: So my favorite thing right now is actually I guess the Oprah SuperSoul Conversations podcast. Now, I just want to make sure we’re clear, this comes #2 to the podcast that we’re on right now.Ade: Yes!Janet: And this is just one of my favorite things based on the different topics and different guests that Oprah’s having on everything from Buddhism to Christianity to atheists to mindfulness to spirituality, and there’s something there for everyone as it relates to the mind and the soul, and so the way that the different perspectives are presented in looking at spirituality and the soul in many different ways is really interesting. I mean, one of the things that stood out was an early on session where someone who is Bahai just talked about how that faith for them--they thought about art being like prayer, and so just the different, like I said, perspectives resonate with me, and of course there’s lots of celebrities that are sharing different opinions, but it’s just cool to hear people talk about things that you don’t really typically hear them talk about on your traditional interviews. Ade: You guys were super highbrow and, like, really lit with your favorite things, but mine is, like, super childish and I’m kind of embarrassed to share, but, you know, I’m gonna proceed. I’m gonna power through my embarrassment. So my favorite thing this week actually is bath time, and I hate how childish this sounds, but to be more specific, my favorite thing right now? Bath bombs. I love everything that goes into my bath time process these days. Like, it’s been super, like, relaxing, and it’s been this whole process for me. So everything from candles to my bath salts, my oils, all of it, but most specifically I have, like, this set of bath bombs, and let me tell you, okay?Ola and Janet: [laughs]Ade: I swear to God I spent, like, three hours longer than usual in the bath, than I usually would, just because of how amazing it sounds and just makes me feel. So, like, shout out to whoever came up with the idea of bath bombs, and shout out to all of the people in my life who love me and have kept me well-stocked with bath bombs because y’all are the real ones, the absolute MVPs of all my days because, like--y’all, bath time is essential, okay? Ola: [laughs]Ade: Any shout outs? Any final shout outs before we close out?Janet: Yeah, I’d love to give a shout out to my family. I hope that the Pope family is listening to this podcast and, specifically because I’ve called him out, my youngest brother who goes simply by Pope because he’s [smarter?] than all of us.Ola: Okay. [laughs] Hell yeah.Janet: A major shout out to him.Ade: [inaudible].Janet: Yeah, and then two other quick shout outs. One, there’s a group--we’ve talked about how important community is and how it’s important to just really have people that you can share what you’re going through and experience at work or just different things as it relates to life and mindfulness, and there’s a small community here in Houston that is absolutely that for me, and we sort of call ourselves the Hat Chat group. It came from the fact that we would get together and throw different topics in a hat, questions that we wanted to explore as a group, and then talk--usually over drinks--about our answers to those questions, and so we called it Hat Chat because we were chatting about the topics in a hat. But that group has kept me grounded, and I probably don’t know where I would be in Houston without them. And my last shout out is probably gonna sound cheesy and corny but I think goes with the theme of this podcast is honestly for love because I would not be out had I not fallen in love and not want it to be a secret anymore. So a big shout out to love.Ade: Right. I’m just gonna continue being weird because that’s just been the space I’ve been in for the last couple of days, but my shout out this week is to water.Ola: [laughs] 70% of the body, okay? 70% of the world.Ade: Don’t play me. [laughs] Look. Listen. Listen, girl. It’s so essential.Janet: Water’s [amazing?]. I like it. I’m with it. I’m a water baby. So there’s a bath time in the water? [inaudible].Ade: Yes! Okay, like, November 1st I’m just--I’m really here for--and you know what the hilarious thing is? I don’t actually know how to swim. Y’all don’t hound me. Don’t play me. But, like, my happiest place is being underwater, so, like, I have this, like, dichotomy of, like, being happy or being alive, so I have that frequent struggle. But yeah, so, like, shout out to water. Shout out to drinking it, being under it, floating in it. All--warm water, hot water, cold water--and if you haven’t been drinking water, go ahead and chug a gallon or two. It’s good for you, I promise. But yeah, that’s [inaudible].Janet: What about water signs? I’m a Scorpio. Does that count?Ola and Ade: Same!Ade: Oh, my God. Wait, for real?Janet: Wow.Ola: Yo.Ade: [laughs]Ola: That’s funny. [laughs]Janet: [inaudible].Ola: I know.Ade: [laughs]Ola: [laughs] I love the puns.Ade: Wait, we have to [inaudible].Ola: Oh, it’s staying in.Ade: Yeah. So we’re good, right?Janet: Big ups to Scorpios. Last shout out.Ade: *imitates air horns*[Sound Man drops ‘em in]Ola: Perfect placement. Perfect placement for a DJ horn.Ade: [laughs]Ola: Right. Thank you.Ade: Thank you so much for joining us. Much appreciated.Janet: Happy to do it, and if for whatever reason somebody decides they want to hear my voice again I’m happy to do another one on another topic.Ola: Awesome.Ade: Definitely. Like, we appreciate your time so, so much.Janet: Yeah, no problem. Ola: And that’s our show. Thank you for joining us on the Living Corporate podcast. Make sure you follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you’d like us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. Also, don’t forget to check out our Patreon at LivingCorporate as well. And that does it for us on this show. My name is Ola.Ade: And this has been Ade.Both: Peace.Latricia: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>In this episode, Ade and Ola sit down and discuss LGBTQ identity in the workplace with Janet Pope, North America Corporate Responsibility Director for Capgemini.
#Pride #LGBTQ #MenareChoppedLiver</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this episode, Ade and Ola sit down and discuss LGBTQ identity in the workplace with Janet Pope, North America Corporate Responsibility Director for Capgemini.</p><p>#Pride #LGBTQ #MenareChoppedLiver</p><p><br></p>]]>
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      <itunes:duration>3208</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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    <item>
      <title>Preston Mitchum</title>
      <description>In this b-side, we sent down with lawyer, activist, writer and civic leader Preston Mitchum about living authentically and intentionally.
#Pride #LGBTQ #BlackLivesMatter
Preston's Website: prestonmitchum.com/
Preston on Twitter: twitter.com/PrestonMitchum
Preston on IG: instagram.com/preston.mitchum/?hl=en</description>
      <pubDate>Fri, 22 Jun 2018 05:00:00 -0000</pubDate>
      <itunes:title>Preston Mitchum</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>8</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/06900616-f2a5-11ea-88c4-7bb912cd672d/image/01cc5c9a402742d7807e07b04b3b0743d598fe6e329d579d1600166ac160b699a34ce4aec1a65bfea639baabba15b30d981ee7972cbb788b415a0e9f98fb0195.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>In this b-side, we sent down with lawyer, activist, writer and civic leader Preston Mitchum about living authentically and intentionally.Length: 37:59Host: Zach#Pride #LGBTQ #BlackLivesMatterPreston's Website: prestonmitchum.com/Preston on Twitter: twitter.com/PrestonMitchumPreston on IG: instagram.com/preston.mitchum/?hl=enTRANSCRIPTZach: What’s up, y’all? It’s Zach with Living Corporate, and yes, you’re listening to a B-Side now. Yes, we introduced the purpose of a B-Side before, but every episode is someone’s first episode. So for the new folks, B-Sides are essentially random shows we have in between our larger shows. These are much less structured and somehow even more lit--that’s right, more lit--than our normal shows. Now, y’all might ask me what do I mean by more lit? Sound Man, give me something.[Sound Man plays Jamaican air horns]Zach: You see that right there? That’s what I’m talking about. Now, listen. Often times more than not we have a special guest, and today is no different. We actually have with us today Preston Mitchum. Preston is the international policy analyst at Advocates for Youth where he advocates for the sexual and reproductive health and rights for young people and U.S. foreign policy. He’s also an adjunct professor at Georgetown University Law Center, teaching LGBT health, law, and policy. Preston currently serves as the first openly gay male chair of the Washington Bar Association Young Lawyers division the Black Youth Project DC Chapter, and he’s written for theGrio, The Atlantic, Huffington Post, Ebony, Africa.com and plenty more. Preston, welcome to the show, man.Preston: Hey, thank you for the invite. I cannot wait for this conversation.Zach: [laughs] That’s awesome, man. Now, look, I gave the intro, but please, tell us about yourself.Preston: You know, so I often describe myself as an unapologetically black queer activist and advocate hailing from Youngstown, Ohio, but currently I’ve been living in the D.C., Maryland area for the past seven years, and I love black people. So that’s everything to know about me.Zach: That’s awesome. Now, look, when I look at your profile, right, and I look at your Instagram, and I just--I look from afar, and it just seems like there’s so much there. Can you talk to me about how you got into law? Like, was it spurred by your passion around social justice? Was it a money move? Was it both? Like, talk to me about that.Preston: You know, I wish it was money. I wish. For everything that I really wanted to do to become a lawyer, I wish money was really involved in that decision ‘cause I would probably be a little bit happier. My bills would be paid a lot faster. I wouldn’t be waiting ‘til the 5th of the month to finally make that rent payment.Zach: [laughs]Preston: But all that being said, for me I’m a social justice activist to my core. Something that really matters to me, again, are black folks, are queer and trans folks, are women of color, specifically black women, and so I think for me, like, when I saw how law was framed, how the legal landscape was framed, the one thing that I really wanted to do of course, even as a lawyer, was to change the law, right, and have this (inaudible) in the background to change the lives of black folks, but what really mattered to me was policy, right? And so that was really getting in front of the law before the law came into place, because when you’re a lawyer and you’re defending people, of course, like, litigation is life-changing for many people, particularly--like, people like criminal defense attorneys, but what really mattered to me the more I thought about it was what can happen before a defendant reaches the courtroom. What policy can be designed and created and lobbied for in a way that actually changes peoples’ lives before it goes into effect, and so for me that was really important when it came to, again, the legal and policy landscape, and frankly I have a passion for marginalized communities, you know, especially rape survivors of which I am one. I’ve talked about my personal experience with rape and sexual assault, mostly on theroot.com. So, you know, my passion began for rape survivors, you know, thinking about rape culture. Later in life obviously thinking about our childhood heroes, you know, become villains. So people like Bill Cosby and R. Kelly and thinking through the ways in which, you know, we have been told that we have to defend these people because they allegedly love us, but we often times saw that love turn into pain for many people, particularly marginalized black women and girls. So, you know, in a nutshell for me what was really important was to defend the civil rights and liberties of black folks and queer folks and of other marginalized communities who are kind of pushed to the margins every single day, and that’s how I got into law.Zach: Wow, man. That’s amazing. And, you know, your profile--and even when you talk about your story, right, the main things I get from you, like, just from a vibe perspective is authenticity and intentionality, right? I believe that, you know, everyone should seek to live as authentically as possible every day, and clearly from just your mission and your passion, your purpose in life, I would say that you agree with that. Can you talk to me though about your journey and living authentically and what rewards and challenges you’ve had from that?Preston: So I appreciate you even saying that because something that I always speak about is the purpose of living as an authentic person and living with intention, right? It’s funny, I was talking to someone the other day, and I told them that I didn’t think I was breathing, and they were like, “Well, you’re living. Of course you’re breathing.” I was like, “Yeah, I actually don’t feel my stomach moving though.”Zach: Hm.Preston: And I think that’s--so I knew I wasn’t breathing intentionally. I was breathing because I have to live, but I wasn’t breathing with a purpose, and so…Zach: It was cruise control.Preston: Yeah, exactly. Right, I was like, “Oh, I’m breathing because I need to eat and I need to drink water and I need to live to see another day,” but you know, but I was learning from folks, especially, like, black folks. Like, older black people. They’re like, “Are you breathing on purpose? Feel your belly. Can you actively and actually feel your belly going in and out, up and down?” And so I kind of wanted to use that to model really how I’m living my everyday life, and so there some rewards and there are some challenges, and so the rewards is, you know, people recognizing my authenticity and my intentionality. The challenges are people recognizing my authenticity and intentionality [laughs], and I think, you know, when we live authentically, everything is not great. Everything is not gold. When you live authentically, you are subjecting yourself to be more vulnerable to harm. For queer and trans folks, for black folks who are in white areas, for queer and trans folks who are in straight-dominated areas, your authenticity can get you killed. And so I think from--and you know what, I think we see that every day, you know? Something that really is exciting me has been this new show on FX called Pose.Zach: Oh, yeah, yeah, yeah, yeah.Preston: And it is--I have many friends in the house and ball communities, and it is such a brilliant depiction, and it’s so incredibly nuanced of what I would like to consider at least black and brown trans women nurturing queer or gay boys, black and brown gay boys, to life. And so, you know, those are trans women who are putting themselves on the front lines every single day, who are, you know, creating new communities for them to thrive in because in the communities that they exist in, which are these straight, cis-dominated spaces, they are by and large targeted, and so for me it’s like, “What does that look like? What does it look like to exist in spaces that are mainstream, that I know I’m not gonna be accepted in, and to create these alternative spaces where I can actually be affirmed on a daily basis?” So, you know, again, those are challenges, and I will say part of those challenges particularly, you know, as being the first openly gay chair of the Washington Bar Association Young Lawyers division is that in the legal profession and also in the black legal profession is really big on respectability politics. So people usually are catapulted to be successful because they have somehow created this environment for themselves that are very white-accepting. I have never cared in my professional life to be accepted by the white community, right? Like, that’s just not my thing. [laughs]Zach: [laughs] So wait--so wait, wait wait. So I’m actually really--so I was already excited, now I’m extra excited, right? So for our listeners, right, break down respectability politics, especially from the position of an activist and, like, all of the things that you drive. Like, if there was someone here who’s listening to this who’s like, “What is respectability politics like?” Give us the Preston definition of respectability politics.Preston: Okay. All right, so Preston? So a very blunt definition. So--no, so respectability politics, or the politics of respectability, is quite frankly the notion that you--everything you do, your existence, your actions, your behaviors are for white people, and so for white people who are generally accepted who dominate--I shouldn’t say culture, right, ‘cause that’s certainly not true. [laughs]Zach: [laughs] Right.Preston: But who dominates certain things like business, law, policy, et cetera. So, you know, there’s this idea for example that now, you know, if black boys and black men only dressed up in suits and ties they would be accepted by white people, right? As if the reason why black boys are being killed on the streets, or black women also being killed on the streets, is because they don’t look a certain way. Mind you, you know, folks like Martin Luther King were clearly gunned down by FBI agents.Zach: Right.Preston: Mind you, black and brown folks were being, you know, sprayed with fire hoses in the 1950s, since antiquity frankly, but continuing up until now, right? Like, the fire hoses just look like bullets now. So, you know, the thing that we always have to remind people is, you know, live authentically and intentionally because it’s not like respectability politics is the reason why you are disliked, why you are relegated. It reminds me of when I do lobb--I lobby a lot for my job, so it reminds me of when I go to the Hill, and, you know, sometimes I’ll wear a suit and tie, sometimes I won’t. Frankly it really depends on how I feel on that day and if my eyebrows look good. And so--Zach: Listen. Wait, wait, wait. Whoa, whoa, whoa. In all seriousness--wait, wait wait. ‘Cause your eyebrows on your website? Impeccable.Preston: Thank you. To your viewers, I need them to go and see my eyebrows because I really appreciate my eyebrow lady Kim in Silver Spring, Maryland at (inaudible). [laughs]Zach: Now, are they--is it--now, this is my question. Are they--is it threaded? Or is it--like, ‘cause they look great.Preston: You know, I appreciate that. They’re actually waxed, and so I’m afraid that the more I do it I’m not gonna have anymore. I’ma be looking like Whoopi Goldberg, but hopefully that’s not--sorry, Whoopi. My bad.Zach: No disrespect to Whoopi Goldberg just in case you ever come on the show. (inaudible).Preston: I mean, she practices respectability politics sometimes too, so I hope she comes on the show so we can talk about that.Zach: [laughs] Yes. Let’s go, man. Hey, let the cannons (inaudible) for that. We callin’ you out, Whoopi Goldberg. We got beef with you. [laughs]Preston: [laughs] Right. I mean, you know, I’m pretty sure that Ted Danson and others would agree, but nonetheless. Nonetheless. No, so yes, I go to the Hill a lot. Part of my job is lobbying on behalf of young people and their sexuality and reproductive health and rights, and, you know, again, sometimes I come in a suit, sometimes I do not, and the criticism I’ve received from some of my partners within coalition spaces are that, you know, they immediately shut down the conversation the second I may walk into an office. Mind you, we’re going to Capitol Hill. Mind you, Capitol Hill’s predominantly white. Mind you, Capitol Hill’s predominantly straight. So they’re shutting down the conversation because my entire body as a black gay man just came into their office, not because of, you know, me not wearing a suit and a tie, and they’re certainly not gonna listen faster just because I wear a suit and a tie.Zach: Right.Preston: On top of that, I’m advocating on behalf of marginalized communities’ rights. So I’m advocating on behalf of abortion access, on behalf of comprehensive sexuality education that’s queer-affirming, advocating on behalf of things like pre-exposure prophylaxis and HIV prevention and treatment. So the conversation is shutting down just because we already don’t agree philosophically, and so I always have to tell people like, “Yes, it may make us feel better to pretend as though white people are going to accept us just because we are, you know, acquiescing to whatever they deem as acceptable, but that’s just simply not true, and I personally in my professional career have refused to do that for the sake of appeasing to a mainstream audience. Now, all of that being said, I think for me, I’ve decided to personally do that, and that is, you know, that’s--again, that’s word I’ve received because people were like, “You are very bold, and I appreciate you for knowing who you are and staying true to that,” and then the challenges sometimes can be, “Okay, I know the space I’m entering. I already know how I’m coming into, you know, this particular space that may or may not be safe and affirming.” So how do I navigate that accordingly? And I think that’s the conversations that I have to have every day and I’m sure that many of your viewers have to have every day too.Zach: Straight up, yeah. So that actually leads me to my next question. So you’ve done a masterful job of combining your passions around people, particularly the most unheard in our culture and in our country, in our world, in your profession. How were you able to do that, and would you consider that a situation where you’ve, like, arrived? Or is that something you have to really fight to maintain?Preston: Hm. So, you know, I would say what’s really helped me in these situations honestly have been mentors and people who I’ve networked with, really tight-knit circles and people who support me. I think without mentorships and networking it’s really impossible to--sure, you can live authentically, but I think when you’re pushed into the wall you really still need people to support you and lift you along the way, and I think sometimes that’s what’s difficult about being black and queer and trans when you’re not in spaces like D.C. or Atlanta. I mean, it’s hard still even in these spaces, but spaces like D.C., New York, Atlanta, places that presumed to be more accepting which sometimes are not. You know, if you’re in the rural south, right, how can you get mentors and networking from folks who are, you know, black, queer, and trans who are older, who are viewed as more successful? I will say personally, right, like, I don’t think I can turn on a TV many times and see two black men, two black, same gender-loving men being intimate. You know, I saw it recently. I saw it last week when I watched Pose, and I was shocked because that’s just not something that happens, you know? And I think that’s the thing, like, we have to really kind of come to terms with, right? Like Marlon Riggs one time said, “Black men loving each other is a revolutionary act,” and I think for me I recognize that, and I’m always humbled by my mentors and my networking opportunities. So that’s that. I think it’s really--I fight to maintain it every single day, and sometimes it’s easier than at other times, right? Because I think these mentors who I’ve networked with and who I’ve built loving and affirming relationships with, they will always support me, but I’m still battling a mainstream community who may not, and so, you know, thankfully--and I’m only 32, but thankfully I’ve created this kind of forcefield within myself that I know who to listen to, who to block out voices. It reminds me sometimes of when my friends would read comments after I’ve written articles, and they’ll text me like, “I am so angry what so-and-so said!” I was like, “Who are they?” Right? ‘Cause I’ve learned to just not check them out, and I’ve learned--and it just doesn’t bother me. Unless I feel like being shady on Twitter, chances are I’m not gonna respond to someone negatively responding to me ‘cause it just--I don’t even really realize it frankly, and I think--but I still think you fight to maintain that. You know, being black and queer isn’t easy, you know? Every day we walk around, even within all of our glory and our joy, we have to try to be resilient, and you know what? I think I’ve realized that I’m tired of being resilient. Resilience is a burden. It makes you literally--it puts you on this kind of pedestal if you are resilient and if your black joy shines brighter than others, but what about when people just are depressed and they want to be depressed? Are we turning our back on them because they’re not showing that they’re resilient anymore? And so for me, I’m gonna always fight to maintain it, and some of those days are gonna be better than others. I’m gonna shine. Shine, black boy, shine one day, and the next day I’m gonna be like, “I’m not getting out of this bed. Please bring the nearest bottle of Jack or Hennessy to me,” and that’s just what it’s gonna be, you know? But I do think that what’s really important is for us to kind of really think through queer and trans folks, LGBTQ folks, you know, who battle with ourselves internally every day because of social antagonism, we battle, you know, with white LGBTQ people because many white LGBTQ people--I won’t say many--some white LGBTQ people are racist and refuse to check that racism because, you know, we’re marginalized too, and it’s like, “Your marginalization looks very different.” It’s different, and it’s not layered often times, right? Like, you know, the one thing that I have to share with white people who say, “Well, you know, I grew up poor,” and I was like, “You didn’t grow up poor because you were white though, right?” Like, you can still experience hardships, but your hardships will never be connected to your whiteness. Black and brown folks and other racial minorities can never say that because we know our racial identity is always gonna be cross-connected with another oppression or marginalization that we’re experiencing, and so I think we just always have to kind of put those into play and realize, you know, the battles that we have, internally because of society, with white LGBTQ folks because of racism, and with the black folks because--straight black folks because of homophobia and transphobia, and biphobia frankly. We can’t leave out bisexuality and what that means for a lot of people. So yeah, so, again, you know, mentors helped me. They will always be there along the way. They push and support me, and in turn I give back to younger folks because, you know, without my mentors and without my close friends and my family I wouldn’t know where I would be, and I would also still have to fight to maintain that every day, and I’m fighting to maintain this authenticity and intentionality because without that I’m nothing.Zach: So, you know, in 2013 you wrote a piece in The Atlantic about coming out as a gay man, and you really tackled the nuances of that decision. Taking a step back, right, as a cis-hetero black man--that’s me, right--I think it’s easy for me to default and kind of just ignore the various identities within, like, just the diaspora, right, within our black space, and I think that speaks to a certain level of privilege. I think that’s pretty obvious. What advice if any do you have for, like, cis-hetero black men who are at the top of their own privilege pyramid of sorts and how they can be mindful, supportive allies?Preston: Yeah. So since this is a conversation I’ma talk to you like I’m a Baptist preacher.Zach: Let’s go. [laughs]Preston: So let me ask you. If your homies, if your straight homies say anything that could be perceived as derogatory about LGBTQ folks, do you think that you would be kind of confident enough in your masculinity and your sexuality to say, “Yo, that’s not cool. Don’t say that.”Zach: That’s a great question actually ‘cause I have these conversations, right? And so--and you mentioned a point about being a Baptist preacher, so we actually have--we actually have a guest that’s gonna be on the show by the time of this recording in a week. Her name is Janet Pope, and she is the leader of diversity and inclusion for Capgemini, which is, like, this global consulting firm, right?Preston: Nice.Zach: She’s actually a colleague of mine ‘cause we both work at the same firm, and so I was telling her about Living Corporate, right? And she was like--she was like, “So you say that you’re gonna include gay people in your discussion around underrepresented communities. How do you align that with your Christianity?” And I was like, “Well, let’s just say for argument’s sake like I believe exactly what the Bible says.” Let’s say that. Let’s (inaudible) what the Bible says. At the end of the day, like, everybody that I see around me are human beings, so if I sit back and I ignore somebody, right, if I ignore somebody or if I try to limit their voice, one I’m practicing the same type of oppression--I’m practicing a cheap form of the same oppression that I complain about, and on top of that you kind of--you actually rob people of their humanity when you ignore them, when you dismiss them, when you downgrade them, right? And so those are the kind of conversations I have with my friends. Thankfully, you know, but I definitely have had other discussions with people where it’s been like--I’ve been like, “Listen, this--like, nah, that’s wack,” or “No, you shouldn’t say that,” or whatever the case is or da-da-da-da. Like, let them live their life. That guy ain’t doing nothing to you. Keep it to yourself.” Whatever, whatever, and, like, those don’t always go well, right? It’s not every--like, I’m 28 years old, so, like, yes, like, I’m starting to get to the age where we’re having these nuanced, comfortable discussions, but man, three, four years ago, four or five years ago, you try to say something like that? Nah, man. It was--it was not like that, but, you know, as you get older--I know you get it. Like you said, you’re in your early 30s. Relationships change, and it’s kind of like, “Okay, I’m gonna let you have it, but you’re gonna have to back up talking to me like that or talking around me like that because I’ma check you every time.”Preston: Yeah. See, and I--oh, go ahead.Zach: Last thing is, like, I’m also really passionate about it beyond the fact that, like, what I said before, like, just recognizing and respecting the humanity of everybody, everybody around you, ‘cause they’re human beings. You know, I have gay family members. I have gay friends. So, like, it’s personal to me as well, you know what I’m saying?Preston: Yeah. See, and I really appreciate all of that because the one thing that I will say is that, you know, it actually reminds me sometimes, I mean similar when I hear--when I talk to black men, and this is not just exclusive to black men but, you know, I am one so that’s--you know, that’s what I know.Zach: Yes. [laughs]Preston: And it’s interesting talking to some black men, gay or straight, because something I’ve really noticed is when this conversation comes up when it comes to respect of women, you know, they’re like, “Yeah, I would quickly say something,” but then turn around and make a sexist comment, whether it’s covert or overt or won’t say anything to their friends when they make a sexist comment or a comment around, you know, the way a woman looks or, you know, her body parts, right? And I’m just like, “I know that seems normal, right, because we’re so used to sexualizing women in a culture that promotes rape culture and perpetuates rape culture, but that’s not okay, and that’s also problematic, right?” And so, you know, I think when it comes to--when I think about what straight men can do, what black straight men can do, always think about a couple of things, and I think one of them is certainly, like, when you really hear your homies making comments is to always, you know, be willing to say something, right? Whether it makes you look like you’re emasculated, whether it makes your friends question your sexuality, right? You need to be in solidarity, and I think being in solidarity sometimes is risking, you know, those things like the safehood of your masculinity, the safeness of your sexuality. I think, you know, that is what being an ally looks like. You know, I remember a couple of years ago we were having a protest for BYP100, and it was--you know, we were protesting for violence against trans women, black trans women, and this straight--presumably straight black man outside, who we were like, “Okay, we’re protesting on behalf of black people. Like, maybe, hopefully you should join us.” Quickly, you know, identified in my opinion as a white supremacist. He literally looked like what I imagine white supremacists to look like when they’re yelling at black people in the 60s.Zach: Goodness. Goodness gracious.Preston: You know, he got in front of one of my comrades who was a woman and started to yell at her because she’s more masculine-presenting and, you know, made comments like, you know, “If you want to be a man,” you know, insert words here.Zach: Goodness gracious.Preston: And so because I am a man I decided to intervene, right? Like that man probably would’ve threw me all around, right? But at the end of the day what allyship to women looks like to me is putting myself in harm’s way so you won’t be hit, right? Like, and I think sometimes we have to really analyze what allyship looks like for us because if people aren’t even willing to speak up when they see harm being done, they’re certainly not willing to, like, take a punch because of it, right? And I’m not saying that everything that happens you have to put yourself in harm’s way, but it was disappointing that other--that straight men out there saw this presumably straight man pretty much attacking a woman and didn’t say anything about it, and then you have to take my queer self with my tight jeans protesting outside to say something to this man, right?Zach: [laughs] Right, right.P And to me, now I’m really interrogating what manhood looks like, right? If I’m willing to throw some hands and you’re not. So I think that’s something that really troubles me, and so, you know, I think it’s also important that straight men actually admit that they have a gay friend. It’s amazing how many things that I see on social media posts, like memes, such as “Is it normal for a straight man to have a gay man best friend?” And I’m just like, “Why is this silly meme real?” Right?Zach: Right? [laughs] Right.Preston: Like, why are we even questioning this? I’m like--I didn’t literally--like, friendships are not necessarily built upon someone’s sexuality. Now, certainly there is some nuance to that because, you know, before I moved to D.C. I didn’t have many gay friends. I had some. You know, I grew up in Ohio and in North Carolina, which we existed clearly there too, but the numbers weren’t as numerous as here. And a lot of my friendships shifted to more of my LGBTQ friends because that’s the community I felt safer in. They went to the same places I wanted to go to. But I think for--you know, but obviously I still have straight black male friends, and I think, you know, the conversations came up where, you know, I would always go to every single straight bar that you could think of with them. I’m like, “Oh, God.” I’m like, “Y’all want to go to The Park AGAIN?” Like, yeah, I’ma go eat some jerk.Zach: [laughs] People love Park out there.Preston: Right? I’m like, “Fine, I’m gonna go eat some jerk, wings, and mac and cheese for $5 with a side of Crown, but also where the gay people at? ‘Cause I don’t wanna be here all night.”Zach: Straight up, though.Preston: Right? But then I would ask them like, “Yo, I’m going to this gay party. Black folks, you wanna go with me?” They’re like, “Uh, that ain’t my thing,” and I’m like, “Well, straight? That ain’t my thing either and I’m still here!”Zach: [laughs]Preston: And so I challenged their friendship because I’m just like, you know, you being the person who is centered in this space expect me, as your gay friend, knowing I’m gay, knowing I may not--Zach: To make yourself comfortable.Preston: Exactly. Like, you told me to come here with you, and I did because we’re friends, and I’ma still have a good time because we’re friends, but the second, you know, I tell you to come to a gay club, everything is gay now. Everything is about gayness. It’s not about me being a friend and you supporting your friend at a bar or a club. So, you know, again, I think that’s another thing that straight black men or, you know, straight black allies generally can do is really, you know, admit to having a gay friend, actually going once or twice to a club. Like, right? Get out of your comfort level. One of my fraternity brothers went to the bar with me, and it was amazing how--he’s straight, and it’s amazing how he said to me like, you know, “Yeah, I wasn’t comfortable a little bit, I can’t even lie.” He was like, “But, you know, when somebody tried to hit on me, I basically was just like “I’m straight,” and he left me alone.” And I’m like, “Well, what did you think was gonna happen? I know what you thought. What you thought was gonna happen was the thing that y’all do to straight women, is that y’all keep attacking them even when they tell you no, and y’all assume that all women at any place are straight as if lesbian women don’t exist. So I’m like, you know, “Just because you can’t take no for an answer does not mean that thing is reciprocated in our community.” Now, to be fair, it’s not always--Zach: [laughs] Preston got these bars for you, dog. He don’t care, boy. He let the yopper spray. My goodness. Keep going, though. [laughs]Preston: [laughs] But I can talk all the time about this issue because I think straight black men specifically in this conversation have to be better allies and have to figure out, you know, what allyship looks like, what speaking up on behalf of LGBTQ folk looks like, what, you know, sometimes putting yourself in harm’s way, though that shouldn’t be the case, and actually, you know, listening and acting as opposed to just speaking. Not for political gain, not to get the woman you like or the girl you like, but to just be a good ally to be in solidarity with people. So there’s a litany of things that I can continue saying, but it’s just really important that, you know--and I guess I’ll end on this note on saying that, you know, straight--to be good allies, heterosexual people really have to think through what it looks like to demand people to come out. I’ve had so many conversations with people over the years that said something like, “I would respect them if only they were openly gay like you,” and I’m like, “I shouldn’t get any accolades for being openly gay.” I’m in a position where, quite frankly, I pay my bills, I support myself. I’m okay with whatever consequences come my way as a result of me being openly gay. There are many people who cannot afford that. There are many people who can experience homelessness because of being kicked out of homes. There are many people who are exposed to violence every day because of it, and so I think we have to really start having these honest, raw conversations about what it looks like and the harm that people are experiencing when someone says, “I would respect them more if only they were gay like you.”Zach: Man, that’s profound, though, and I really appreciate you sharing this. I have, like, two more questions, right? So are there any resources you’d like to point the audience to on how to just learn how to be a better ally for the LGBTQ community?Preston: You know, I think the best resources frankly are everyday interactions with people, you know? ‘Cause I don’t really think you can--I mean, certainly you can Google and read up how to be an ally, but I would truly like to believe that we have enough common sense to understand what allyship looks like. I think the problem is that folks, many--in my honest opinion, many people don’t want equality. They want the ability to oppress other people, right? Like, we like to feel--as much as we try to push against whiteness, we like the ability to be white in many instances, right? And so I think, like, you know, we still have this totem pole, and we’re all trying to not be at the bottom of that totem pole, and so whenever I hear white people say, “Well, Preston, I didn’t know I couldn’t say the N word,” I’m like, “You’re--okay, you’re lying.” Right? Like, you know you shouldn’t have said that. You know you shouldn’t have alluded to it. You know you should’ve skipped over it in every rap song, but now you’re being decentered and you don’t like that feeling. You know what you should or should not do or should or should not say, you know? Straight black men know they should not be homophobic, right? And I will say obviously we can talk about, you know, Judeo-Christian, being Judeo-Christian, we can talk about fundamentalist Christians, we can talk about, you know, traditionalist principles and understandings, and that’s an important conversation to have, but we also have to peel back layers of why we think what we think, right? And why we’re pushing our thought process on other people when we haven’t even really interrogated why we think how we think. You know, many people--we’re just living and existing every day going through the motions based off of what we were told as children, not even questioning why we were told certain things. Growing up, my mom used to always be so frustrated with me ‘cause she’d always be like, “Why do you ask so many questions?” I’m like, “I love you. I know you are never going to harm me, at least intentionally, but I need to know why.” Right? And saying I said so is not an answer. Like, that’s not how youth development works, and I say the same thing for people, like, that’s not how adult development works either. We have to interrogate and question certain things, and I know that’s going a little bit off your question, but it’s only because, you know, right, like, I think resources are such an important thing in question, but I think the only way we can really, you know, truly get to the true resource, and that’s everyday interactions with folks who we want to learn from, right? And be willing, be willing to sometimes be cussed out to get to an answer we want.Zach: [laughs]Preston: I would like to believe I’m a good ally to trans people, right? I could be completely mistaken, right, ‘cause I’m not trans, and of course I would say I’m a good ally, but I know for me to even become a--for me to have been an OK ally, for me to get here, I had to be cussed out by many trans women for saying the wrong thing, for looking the wrong way, for staring too long at something, right? Like, that was--that was where I existed, you know, some years ago. I think over time the more I started to learn and genuinely be friends with trans folks, right? Like, not transactionally, genuinely be friends with trans folks is when I started to become a better ally. So we have to put ourselves in community with people if they believe, right, if that community believes that they can be safe and affirmed with your presence, ‘cause sometimes the sheer presence of someone is oppressive, and that’s why I always talk about safe spaces. That’s why I always talk about black-dominated spaces and black-only spaces, because sometimes the sheer existence of white people is exhausting, right? Because something will come up. It makes me think about this episode of Dear White People when, like, you know, they went to, you know, a party in Season One, you know, and they’re dancing and having a good time, and I forget what song came on, but of course it was a rap song, and the N word--you know, and somebody said the N word, and I’m just like, “Ugh, of course,” because when white people are around, you can absolutely guarantee it’s gonna be said once by them, right? And that’s exhausting, right? It’s laborious to have to tell someone like, “Can you not---can you not do that?” Like, “It’s Sunday. I’m trying to have a good day. I just prayed earlier,” right?Zach: [laughs]Preston: I think stuff like that is exhausting. So all that being said, the best resource is talking to people who are living these experiences.Zach: No, that’s awesome. [laughs] Look, this has been--this has been a great discussion, and, like, to be honest, before we, you know, started recording and everything, I was talking to the team and I was like, “Man, I already know this conversation’s gonna be lit. I can’t wait,” and I’ma be honest with you, Preston, you ain’t let me down at all, not that it should matter.Preston: I appreciate that.Zach: Not that my--not that my standards should matter for you at all, but I’m just letting you know I’ve had a great time. I want to thank you for coming to the show again. Before we go, do you have any shout outs? Do you have anyone you’re working with? Any other projects you want to talk about? Anything at all?Preston: Yes! I would love to shout out our youth activists at Advocates for Youth. We work with about 130 young people throughout the country, many of who are black and brown and queer and trans, and they’re every day working on projects and campaigns related to HIV decriminalization, abortion access and destigmatization. They’re working on--our Young Women of Color Leadership Initiative are working on, like, prison reform issues and issues of criminalization of black girls in schools. Our Muslim Youth Leadership project are literally existing between the identities of being Muslim and queer and trans and are building out platforms and policies on that. Our International Youth Leadership Council are pushing against the Trump administration (and?) the Global Gag Rule. I could continue, but our young people--young people are the most lit people and will literally build a liberation and a new movement that looks like freedom every single day, and so I really want shout out young people at Advocates for Youth and really young people all over the country, especially black and brown young people. You know, your viewers can definitely follow me on Twitter @PrestonMitchum or on Instagram @Preston.Mitchum. I’m really excited. I’m working on a lot of writing projects to come soon, but, you know, I’m really working on a portfolio on sexual and reproductive health and rights, and the last thing that I’ll say, what’s really important is to decriminalize sex work. Something that we’re working on in D.C. is part of the Sex Workers Advocates Coalition, Collective Action for Safe Spaces, BYP100, and HIPS D.C. is--you know, we helped with council member Grosso and council member Robert White on introducing a sex work decriminalization bill. We’re attempting to get it pushed forward, so we’re needing a particular council member, Charles Allen, to move it to the public health and judiciary committee, and so that’s something that’s really important is really thinking about how sex work decriminalization is an LGBTQ issue and ironically enough how people claim to dislike sex workers but masturbate to porn every single morning. And because of that, I’ll leave off here--I’ll leave it off here, but decriminalize sex work, and thank you for the invitation. It’s been amazing.Zach: [laughs] Man. First of all, again--I keep saying first of all ‘cause I’m just taken aback every single time, but Preston-- [laughs]Preston: [laughs]Zach: So Preston, man. Look, man. As your books drop, as you continue doing what you’re doing, I hope you consider yourself a friend of the show. You’re welcome back any time, and let’s make sure--like I said as you have your things going on, let us know so we can plug ‘em for you.Preston: Absolutely, Zach. This has been so lit, and I really appreciate being here.Zach: Man, thank you so much. Okay, y’all. Well, listen, that about does us here. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you’d like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. And that does it. This has been Zach. You were talking to Preston Mitchum. Peace.Latricia: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>In this b-side, we sent down with lawyer, activist, writer and civic leader Preston Mitchum about living authentically and intentionally.
#Pride #LGBTQ #BlackLivesMatter
Preston's Website: prestonmitchum.com/
Preston on Twitter: twitter.com/PrestonMitchum
Preston on IG: instagram.com/preston.mitchum/?hl=en</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In this b-side, we sent down with lawyer, activist, writer and civic leader Preston Mitchum about living authentically and intentionally.</p><p>#Pride #LGBTQ #BlackLivesMatter</p><p>Preston's Website: prestonmitchum.com/</p><p>Preston on Twitter: twitter.com/PrestonMitchum</p><p>Preston on IG: instagram.com/preston.mitchum/?hl=en</p><p><br></p>]]>
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      <itunes:duration>2459</itunes:duration>
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    <item>
      <title>#Branding : Your Personal Brand at Work</title>
      <description>In this episode, Latricia and Zach discuss personal brand with special guest, George Okpamen.
#OnetimefortheOnetime #edopowa #ignutetamu #elililly
Shop GeorgeOkk’s Store: https://skreened.com/georgeokk
George's IG: https://www.instagram.com/georgeokk
George Okpamen’s TedTalk: #BeIntentional X #OneTimeForTheOneTime Part 1: https://youtu.be/4EOXqPnowlU
Part 2: https://youtu.be/LZ-L-zcTJ40
Affiliations:Executive VP and Co-Founder, Pharmacy Initiative Leaders
(PILs) @pilsconnect www.pilsconnect.com
Student National Pharmaceutical Association (SNPhA) @SNPhA
Eli Lilly Visiting Scientist Fellowship
@VSFamAndFriends
George’s Personal Brand Inspirations: Fighting the Fray, Marriage and family blog @fightingthefray https://www.instagram.com/fightingthefray
Youtube: https://m.youtube.com/watch?v=TKkl29oSBy8&amp;feature=youtu.be 
Cosmo Creative, marketing and Advertising @cosmocreative https://www.instagram.com/cosmocreative
Www.Cosmocreative.net 
Edose Ohen, Global Entrepreneur
https://www.linkedin.com/in/edoseohen
Courtney Brand, Social Media Branding Expert @greeneyesgoldsoul https://www.instagram.com/greeneyesgoldsoul
TheBWerd.com
Tobe Nwigwe, Inspirational Rap Artist @tobenwigwe https://www.instagram.com/tobenwigwe
Linktree: https://linktr.ee/tobenwigwe
Gary Vaynerchuk, Businessman, Author and Speaker
Www.GaryVaynerchuk.com @garyvee https://www.instagram.com/garyvee
Eric Thomas, Motivational Speaker
Www.etinspires.com @etthehiphoppreacher https://www.instagram.com/etthehiphoppreacher</description>
      <pubDate>Fri, 15 Jun 2018 05:01:00 -0000</pubDate>
      <itunes:title>#Branding : Your Personal Brand at Work</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>7</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
      <itunes:image href="https://megaphone.imgix.net/podcasts/06fff944-f2a5-11ea-88c4-3fd3a87e0b82/image/b7804b5f903a46395232062aaeda68c002704bfc197ac902f98042fc3fde0dadb484a80e21a0f051474e94149ae26f6d984b28cccb3c1dc8d3fad7132d01fcf7.jpeg?ixlib=rails-4.3.1&amp;max-w=3000&amp;max-h=3000&amp;fit=crop&amp;auto=format,compress"/>
      <itunes:subtitle>In this episode, Latricia and Zach discuss personal brand with special guest, George Okpamen. Length: 1:11:50Host: Zach, Latricia#OnetimefortheOnetime #edopowa #ignutetamu #elilillyShop GeorgeOkk’s Store: https://skreened.com/georgeokk George's IG: https://www.instagram.com/georgeokkGeorge Okpamen’s TedTalk: #BeIntentional X #OneTimeForTheOneTime Part 1: https://youtu.be/4EOXqPnowlUPart 2: https://youtu.be/LZ-L-zcTJ40Affiliations:Executive VP and Co-Founder, Pharmacy Initiative Leaders (PILs) @pilsconnect www.pilsconnect.com Student National Pharmaceutical Association (SNPhA) @SNPhAEli Lilly Visiting Scientist Fellowship@VSFamAndFriendsGeorge’s Personal Brand Inspirations: Fighting the Fray, Marriage and family blog @fightingthefray https://www.instagram.com/fightingthefrayYoutube: https://m.youtube.com/watch?v=TKkl29oSBy8&amp;amp;feature=youtu.be Cosmo Creative, marketing and Advertising @cosmocreative https://www.instagram.com/cosmocreativeWww.Cosmocreative.net Edose Ohen, Global Entrepreneurhttps://www.linkedin.com/in/edoseohenCourtney Brand, Social Media Branding Expert @greeneyesgoldsoul https://www.instagram.com/greeneyesgoldsoulTheBWerd.com Tobe Nwigwe, Inspirational Rap Artist @tobenwigwe https://www.instagram.com/tobenwigweLinktree: https://linktr.ee/tobenwigweGary Vaynerchuk, Businessman, Author and SpeakerWww.GaryVaynerchuk.com @garyvee https://www.instagram.com/garyveeEric Thomas, Motivational SpeakerWww.etinspires.com @etthehiphoppreacher https://www.instagram.com/etthehiphoppreacherTRANSCRIPTZach: If I had about three traits that I would like to portray within three seconds of meeting someone, they would be intentional, bold, and authentic. Now, would those be the first three words I use to describe myself when I walk into a room with a corporate executive or would they be the first three words that my colleague used to describe me? I'd like to hope so. Studies show that it takes three seconds for someone to make a lasting and complete impression. As a black man in corporate America, I'm too often faced with the reality that certain assumptions about my capabilities have already been ascribed to me as soon as I walk into a room filled with people who have never worked with someone who looks like me. It becomes a constant game of trying to figure out how I can make an impression on them before they can make any assumptions about me. The question is "How do I win?" This is Zach, and you're listening to Living Corporate.So today we're talking about building your personal brand. It's funny because when I came up and I would hear about branding I often thought about billboards, but as we've continued to grow and learn it's far more than that, right?Latricia: Right, exactly. Believe it or not, people connect with people, right? And people are more likely to be persuaded by a recommendation from an individual with a trusted brand, and this is why it's really important to develop a personal brand that portrays who you are and what you value and what you're known for.Zach: Right. The question I have--is there anyone that you've met who really gave you, like, an immediate impression? Like, a "Whoa, I'm trying to be like this person."Latricia: Yeah, that's a good question. It's crazy because at my job I travel all over the country, and I've worked with amazing people for some of the biggest hospitals that you could think of, and I'm constantly exposed, right? Like, with corporate executives, VPs, C-Suite, but there was one person I met when I was in my office downtown in Dallas. We were in the elevator. I was in the elevator, and so I happened to get off the floor with the only other black person in the elevator, which made sense because as soon as I met him I realized who he actually was.Zach: Who was he?Latricia: He was a new partner at the firm actually, and so I had been hearing about this new partner. And he had kind of a funny name, or, you know, a different name, and so I really wasn't sure if he was black. No one--of course no one's gonna say, "Hey, there's a new black partner." We just know that there's a new partner. And he stopped me, introduced himself. He said, "Hey," you know, "I'm a new partner here at the firm." You know, "How long have you been working here?" Like, okay. "Hey. I've been working here for about a year. I'm new myself." He was like, "All right, great. Well, I'd love to get to know a little bit more about you, so put some time on my calendar so we can talk." And so this happens a lot, right? And, you know, people always talk about having an elevator pitch. I was still kind of new, and I had practiced my elevator pitch, but I didn't really use it in that moment 'cause he kind of took the charge in that conversation. But, you know, you meet people all the time, they tell you to put time on their calendars, and so typically what I do when someone tells me to put time on their calendar is I create an agenda. So we know in corporate America that's how you start a meeting, right? You have an agenda, and you let everybody know this is what we want to get through.Zach: Right. "This is what we're trying to achieve." So the goals, outcomes of this meeting, so and on so forth. Yeah, for sure.Latricia: Exactly, so you can be productive. You don't want to waste anyone's time. So I'm thinking, "Okay, I have, you know, maybe 30 minutes to an hour to leave an impression on him, so what am I gonna talk about?" So I just defaulted to, you know, what I usually do when people reach out to me, so I put together an agenda. So I was gonna start it by, you know, just kind of generally who I am, and when I say who I am I mean I went to the University of Texas at Austin. I majored in this and that. I went to Emory University. I majored in this and that. And I'm here now, and this is what I'm doing. These are the projects that I've been on. These are the people that I've worked with. These are the projects that I'm interested in. So, you know, real formal, right? So I put together the agenda, scheduled the call, and when we get on the phone the first thing I let him know is "Hey, you know, I put together an agenda, and I want to talk about A, B, and C," and his response was "That's great. I hope that we can get to those things, but I stopped you because you were the first black person that I've seen in this office since I've been here. I just want to know what it's like to be black at the firm."Zach: That’s crazy.Latricia: And it’s so wild to me because it had been a year since I’d been at the firm and I had never had those discussions with anyone--because I didn’t have anyone to talk to about any of those things, even on the client side. I didn’t work with any clients that had black people in leadership, and so, you know, I still wasn’t really comfortable. I talked a little bit about our ERGs at the firm--those are Employee Research Groups--and, you know, there’s one for black people, and I try to get involved. I try to do community service in black communities, and, I mean, that’s the extent which I felt comfortable talking about with him ‘cause he--again, he’s a partner. And then he shared his story, and I’m really hoping that we get him on the show because I would love for him to share his story, but when he shared his story he didn’t start with his MBA or his JD from Harvard. He just started with his--he started with his background. He’s a first-gen, similar to me. Caribbean and African, but he’s a first-gen. His mother worked for the United Nations, so growing up in New York he had a very global perspective. So he just shared a little bit more about his story, and it was just--in that moment, that was the first example for me in terms of being authentic to who you are, and that to me is his brand. Like, I’ve been in meetings with him with people who don’t look like us, and he’s the same exact same way. So it wasn’t because he was talking to another black person or another black person who’s also a first-generation child of immigrants. It wasn’t just in that moment that he said, “Okay, I can have these honest conversations about who I am and my experiences being black and being first-generation with someone that’s just like me.” It was just amazing to have those conversations, and now I try my best to do that too when I’m letting people know who I am. I’m like, “Hey, I’m Nigerian. I’m Christian. I’m a woman. These are the things I care about. I do mission trips to Nigeria. I’m gonna take my two weeks off of work every year to do these trips.” So, like, I’m more comfortable, like, letting people inside of, you know, my personal life a little bit. So yeah, like, have you come across anybody that has left that type of example on you?Zach: Yes, ma’am, and I’m not gonna drop his name. My goal is for him to be on the show one day, but I definitely do have an experience. And actually, Sound Man, go ahead and find us some type of generic Shaft music because…Latricia: Oh, gosh. [laughs]Zach: [laughs] I’m telling y’all. I’m telling you. Look, man, this dude was slick, man. He was, like, a combination of, like, Black Jesus and Shaft, right? So while I’m talking just lay it in the background real smooth, right? Okay, so this is my story, right? So, you know, in my experience in corporate America, I haven’t--I don’t often run into a lot of other black men, right? And when I do, like, on those every other, other, other, other instances, they’re often pretty timid, right? Like they’re not really out here trying to be seen. They’re trying to just put their head down and stack their coins and get out of here. That wasn’t the case this day, right? So I’m sitting in this little closed room, and I’m the only black man on my team, and my back is to the door, which I often don’t like to do, but anyway, the door was closed so I wasn’t tripping. Some of y’all who know about that stuff know what I mean. You don’t like (necessarily?) having your back to an open door or even a closed door. So anyway, my back was to a closed door, couldn’t do anything about it. So I’m just trying to play my music or whatever, but even over my music I heard the door open. *door opening sound* And I turn around and I’m like, “What is going on?” And the first thing I see, Latricia, is, like, the tip of this cane. A cane, though. And not a cane like a walking--like an old man, like, elderly cane, but, like, a playa cane. Like, it’s a dope cane, and then attached to this cane is this ebony black hand.Latricia: [laughs]Zach: I’m telling you. [laughs] I’m telling you. Hand is super, super, super chocolate. And then, you know, on the ground--’cause there’s a shoe, a very nicely made high quality Oxford monk-strap shoe. Might’ve been oxblood, I can’t remember. Maybe it was black, I can’t recall. But anyway, there was a--then I saw a pinstriped leg, tailored--clearly a tailored suit. Anyway, this man slides through the door. He slides through the door, pinstripe suit. He has a French cuff shirt. It’s a pink French cuff shirt with white--you know what I’m saying, white cuffs, white collar, no tie, right? Very round spectacles. Like, very clean. Everything is--everything is clearly tailored to this man. And he doesn’t have a cane for no reason, right? Like, he has a limp, and it all comes together. It’s so cool. I was like--I’m just taken aback, and I’m looking at this man because his presence in that space was so loud to me, but not loud like cacophonous, right, but loud like just a genuine presence. Like, “No, I’m here, and you can’t avoid it.” Like, he’s--he was here, and that was--that just took me aback. So anyway, we’re going on and on, and then we--you know, I’m just kind of observing him as he introduces himself, and, you know, we all do--he’s coming in to help us with, like, some leadership development work. That’s his background, feature development, executive coaching, change management, transformation, so on and so forth. So we’re all in this room ‘cause he’s here. He’s the speaker for the day on our project to help us kind of recalibrate and kind of get ourselves right and ready for what we’re trying to do with the client. So anyway, we all go to this round-table thing. Everybody standing up, “Oh, I’ve been here for this many years. I’m part of this practice. I’m based out of this city,” right? I get up, I say my thing. I say the same generic thing everybody else. We get to him, right? And so--listen, guys. He zones in. He starts talking like this, and everything he says is like butter. Like, he’s deliberate with every word he says, and he’s talking almost like--not at a whisper, right, but like at a hushed, just more smooth and still at the same time inviting tone. And so everybody--even though it was already quiet, it’s like the room got even quieter, and he’s like, “You know, I’m many things to many people. To some I’m an educator. To others I’m a salesman. To others I’m a husband and a father, but ultimately I’m a leader.” And I was just like, “What is going on?” I’m just looking around like, “Is anybody--” I’m actively looking around like, “Is anyone else witnessing this right here?” Right? And, you know, some people in the room are, like, clearly, like, taken aback. Other people are not really paying attention, but, you know, that’s a whole ‘nother podcast about people just not paying attention at work. So, you know, I’m just taken aback. I’m just listening to this man like, “What is going on?” And so after the whole big meeting, I then pull him aside and I say, “Hey, man. It was an honor to meet you,” and we start talking about the future of the executive suite, and as the country gets browner the C-Suite should also reflect it, not of course by direct ratio, but it will get browner. And so what is leadership development and coaching and all those things look like when it comes to the future? And he had some really amazing insights, you know? He could tell what I was really getting at with the question. So he gives me some dap, right? And it wasn’t like your regular, like, “I’ma just give you a handshake.” He gave me the three-clinch dap. Like, bop, boom, bam, and he says, “Holla at me though.” And I said, “What?” And I said, “What?” I was so taken aback by that, and since then we’ve been cool, and he’s a great person. Like, again, he didn’t walk in talking about this is who I am, da-da-da-da. He came in with just who he was, like, his whole essence. And, like, up to this day I always say he’s like a combination of Black Jesus and Shaft. It’s crazy. Black Jesus and Shaft with a limp and a silver-tipped cane. It’s crazy. And it was just amazing. I mean, that’s my story.Latricia: I love that we’re sharing stories from people of color who have been able to establish their personal brand in corporate America because, I mean, I would posit that it is a lot more difficult as a person of color to establish a personal brand that you can be authentic to.Zach: When you say being a person of color makes it more challenging to establish a brand, could you just expound about that? Like, what do you think makes it more challenging? Like, what do you think our ethnic identity has to do with our brand establishment?Latricia: You know, I would say, based on my experience, the strength of your personal brand is really determined by how people relate to you, and even just their willingness to relate, right? As a person of color, you’re typically faced with the challenge of trying to establish relationships with people who may overlook you because they don’t feel a personal connection to you. Without those personal relationships and people who are willing to promote you and your brand, a personal brand that is authentic to you becomes harder and harder to sustain, and that’s really when things start to get messy. That’s when people start to try to be somebody that they’re not, and how sustainable is that when it comes to just your career progression and also your quality of life and your happiness?Zach: I agree. I would say, you know, when it comes to a personal brand it’s about finding a middle ground, but really the truer statement is finding an honest ground. Like, where can you actually stand that really reflects who you are and what you’re about and that you can consistently promote? And to your point, I mean, it’s beyond just your work product or who you are at work but, like, just who you are in life because work is so much of your life. How do you demonstrate or how do you practice authenticity? And how do you present something authentic that you can consistently lean on, right, and promote for your own progression and your own career development. And, you know, it would be great if we could interview a person of color who could just share their perspective on building their personal brand, especially if they, I don’t know, had, like, an advanced degree with a career path that doesn’t typically follow a corporate route. Who maybe had a lot of public speaking experience, who still has a lot of public speaking experience, who speaks all the time, maybe on a couple TED Talks. Who, as a black man, had to navigate building relationships while also climbing the corporate leadership ladder and is still actively developing and growing his brand right now. I don’t if, like, that’s possible, but it would be great if we had somebody like that.Latricia: Oh, you mean like George Okpamen?Zach: Whaaaaaaat? *imitating Jamaican air horns* Sound Man, go--listen, Sound Man. By this point you know this is where the Jamaican air horns go. Put ‘em in here. Let’s go. [laughing] All right, so next we’re gonna have our interview with George Okpamen. Latricia: Hey, y’all. This is Latricia, and you’re listening to Living Corporate. And today we will be talking about personal branding. I’m really excited to have our guest here today, George Okpamen. He’s from Houston, Texas, currently resides in Indianapolis. He is currently working in the pharmaceutical industry at Eli Lilly. He’s a TED Talk speaker and he’s also an entrepreneur, so we’re really excited to have him on the show today to talk a little bit more about his experience in corporate America and how he’s been able to develop and maintain his personal brand. Thank you, George, for joining us today.[Sound Man throws in cheers]George: Well, I really appreciate that. It looks like I need to have you around me a lot more. That was an amazing introduction, appreciate you.Latricia: Of course. So I guess to kick things off, George, could you tell us a little bit about your background and how you got to where you are today?George: Yes, I can, but before I do that I want to make it 1000% clear. I think when people think about personal branding--’cause I know that’s the topic today--they always mind-jump directly to social media or directly jumps to public speaking or things of that nature. Personal branding is one word, and that’s reputation, and so as you listen to the rest of this podcast or any time you hear personal branding, if you could bring that back to reputation--“What is my reputation?”--I think you will appreciate that more. ‘Cause I think there’s gonna be a lot of people that go, “Oh, personal branding? Let me take these social media tips.” That’s not what this is, but to get back to your question of my background, I’m gonna go all the way back to--One, I was born in Dallas, Texas. I’m the oldest of three boys. Parents are from Nigeria. Edo State. Edo Power. Shout out to Black Panther for giving us a shout out in the movie. Having parents that are from Nigeria--my dad came to Nigeria. He went to Georgetown so he named me George, and we’ll get into a little bit more of that story. I think that’s important to understand because growing up in Houston, Texas, as a Nigerian-American, I wasn’t very proud of that growing up. I still remember the first days of school, skipping class on that first day so that I didn’t have to get my name called and hurrying back to the teacher to tell them that, like, “Osuzuwa? Cross that out and just put George.” And so as I fast forward to high school when I went to Stafford High School in Houston, Texas, as I was lucky enough to be a varsity athlete as a freshmen and all the way up until my senior year I got the first opportunity to go to Nigeria. I say opportunity now, but back then I didn’t think it was an opportunity because I didn’t want to go to Nigeria. “I’m a scholarship athlete about to go play football.” And my parents decided to make me go to Nigeria, and so it was at that time, that summer of 20--what, 7? So 2007 that I went to Nigeria and saw my grandparents for the first time, and it changed my life literally because they are the ones who told me who I was. Spending a month with my grandfather, who was a chief, and my grandmother, seeing where my mom was one of twelve, seeing all of her kids and all of that nature really, really imparted George, who he was, and Osuzuwa, which means “God’s gift of wealth.” So before going to Nigeria I was an older brother. I was the same person before going to Nigeria that I was after, but it was one knowing who I was, being self-aware, and two having a different perspective that probably changed my trajectory literally after coming back. So coming back from Nigeria from Stafford, I decided to turn down those scholarships and pursue pharmacy at the University of Houston, and so my undergrad with the University of Houston, and to fast forward that story a little bit, I was at University of Houston where I thought I was gonna go to pharmacy school, and fast forward to year three of my four years at University of Houston when I applied and did not get into pharmacy school at University of Houston ‘cause that’s the only school I applied to. I decided to pledge Alpha, Eta Mu Chapter, at University of Houston, (inaudible) Eta Mu for those that know. And so it was during that time, and not just the fraternity--it was during that time where I saw a collective of African-American males doing big things, and so when you think of big things, especially at the collegiate level, all of our people in the Chapter were either student government president or head of other organizations on top of the fraternity, so it really taught me to not just be excellent in what you do for the fraternity but be excellent outside so that you can help the fraternity, and that learning I took when I applied to pharmacy school the following year again at Texas Southern University right across the street. And so, again, with knowing who I was, from Nigeria, and understanding the power of doing your job or doing your work and what you’re doing day to day and also being excellent outside of your day, I joined both of those together as I started pharmacy school at Texas Southern, and fast forwarding that story became the national vice president of the Student National Pharmaceutical Association, which is the largest minority pharmacy association (inaudible) in the United States, and that allowed me to get an internship at the FDA, allowed me to get a internship at Bristol-Myers Squibb, which is an industry pharmaceutical company in Jersey, and then fast forward that. I got a fellowship at Eli Lilly, which is where I currently work in corporate affairs. Got my first full-time role in oncology payer marketing. I’ve now just got promoted to a consumer marketing role in our diabetes (inaudible).Latricia: All right. Thank you for sharing your story. So storytelling is really important in understanding your background. So as you’ve navigated through corporate America, have you always felt comfortable sharing your story? Or, I guess, how important has it been for you to share where you come from?George: I think it’s been very important, and to get to your question directly, have I always been comfortable? I don’t think I always was comfortable sharing my story ‘cause I think I was just creating my story, and I’m still creating my story, but I think it became very evident to me--to your point, I think--as I even, like, right now play it back in my head, standing on stage running for the national vice president of SNPhA, and so it was at that time the process itself was obviously--I wouldn’t say obviously--was grueling ‘cause you have another gentleman who is just as qualified going against me, and I could’ve lost, but it was when I was on that stage that I realized that, hey, I almost didn’t even get into pharmacy school, and hey, I almost failed out of pharmacy school, and still I was being one of two people being slated to run for the national vice president. And then on top of that part of my story, part of my speech was sharing that and seeing how powerful it was for people after I did win to come and tell me just how powerful my story was one, but two that they saw themselves in my story, and then the third thing was some of my story had, like, failure in it, and they could relate to the failure, and they were proud that I was representing them moving forward. And so as I talk about, again, going all the way back to when I went to Nigeria, or fast forward to when I became an Alpha, all of those things prepared me for the moment, and all of those things go into my personal brand, which is now--I know the word phrase that I use is “One time for the one time,” but I’m not gonna break down one time for the one time right now, just the “Let’s go be.” “Let’s go do.” That’s something that I’m anchoring to. Let’s go be who they say you wouldn’t. Let’s go do what they say you couldn’t. And that comes from a story of failure because people told me when I failed that I probably wouldn’t be able to do something or that I probably wouldn’t be able to be something, and if I go back to that story of the national vice president, I was, and as I come up and fast forward to now being one of the co-founders at a top pharmaceutical company of our Young Professionals program, of the early career professionals, that’s something that, again, started all the way back when I went to Nigeria and met my grandparents for the first time. So now when you pair that with, okay, now all the stuff that I’m sharing on social media, or all the stuff that I’m putting on LinkedIn, or all the stuff when I even speak and give a presentation for a PowerPoint. All of those perspectives, I (have that for the mind?), and that becomes my personal brand because I know who I was. I’m able to, as you say, share my story and share what I really, really feel, think, and do and empower other people and vice versa.Latricia: Yeah, I really like what you said about relatability. I think that’s a big piece, when it’s really important with personal branding for you to be able to make a connection with people, and so telling stories that people can relate to is a way for people to, again, like I said, connect with you. So could you talk a little bit about connections and networking and, I guess, how that ties into your personal brand?George: I love the fact that you said networking ‘cause that’s another buzzword similar to personal branding that I cringe at when I hear sometimes, and so networking to me is not, like, again, something that’s just a thing you do. Networking to me is building relationships and, to your point, building connections, and it’s some of those as I go all the way back to connect--not to beat a dead horse--some of my stories back from going to Nigeria. It was along that journey that I connected and built relationships with people that allowed me to propel me to where I’m at today, and so to me anything that I do, I don’t always look for, like, “Oh, what can I get out of it?” I’m literally looking at “What can I provide to it? What value can I bring to this person, to this relationship?” And of course when you have--when you think that way 100 times, 100 out of 100--you’re not gonna always provide value 100 times. Sometimes someone’s literally gonna just give you something, and so to make this real, as I talk about--and I’ll go to the story I just used as far as being the national vice president, I always knew that being--that was my, what, third year of pharmacy school? I always knew that I wanted to do a rotation at the FDA, but our school, Texas Southern University, didn’t have a relationship with the FDA, and they didn’t have a relationship with Bristol-Myers Squibb, but it was me being a national vice president--and we had a parent organization called the National Pharmaceutical Association. Traditionally they didn’t really have a good relationship because the SNPhA, the Student National Pharmaceutical Association, was just worried about the students, and the National Pharmaceutical Association was just worried about the professionals, and so I took it upon myself to make sure to help build that relationship. It wasn’t until the end of my term though that that quote unquote paid off, and I didn’t do it for any bad reason. I just wanted them to have a good relationship, and it was this one final presentation that I did, and one of the members of the National Pharmaceutical Association came up to me like, “Man, you’ve done a great job this year. That was a great presentation.” Like, “What are your career aspirations?” And I told her about, like, “Hey, I want to work in industry. I want to be able to someday sometime continue to wear suits all the time instead of working retail.” She said, “That’s awesome. Have you heard about the FDA internship?” I was like, “Yeah, I actually applied about a month ago,” and she was like, “Oh, really? What part?” And I told her, and she was like, “Here. Here’s my card.” On that card it said FDA Manager Such-and-Such-and-Such-and-Such. I won’t give her name just to protect it. And she said, “Make sure you email me the application.” Now, to this day she will never say that she did anything about it, but I’m not stupid, and it was not because I, day one, was like, looked her up or day two even went after her to ask her what she did. She saw what I provided one to the organization and saw how I carried myself every single day, and she wanted to provide value to me because I was providing value to the greater organization, and that’s how I believe networking is. It’s about building relationships, building connections, and building value for others and other things bigger than you, and as you do that the universe and others will, I believe, give you your desires.Latricia: Right. Like you said, networking is a huge buzz-term. I know starting in my career, in graduate school, going to different job fairs, and we have our career counselors telling us, “Make sure you network.” I was like, “Okay. I don’t-- What do I do to network? I’m just gonna put together a resume,” or “I’m just gonna make sure I print out some business cards, and I’m gonna hand ‘em to people and tell them I want a job,” and I thought that that was what networking was, but like you’re saying, it’s deeper than that. It’s about relationships. It’s about connections and finding that way to connect with someone. So, you know, being in my career now for almost three years, I get a lot of people that reach out to me and say, “Hey, I want to be where you’re at.” Like, “What do I need to do to get there?” And they talk to me about a lot of the different barriers that they face. Typically they just don’t have the experience, or maybe they went to a certain school and that school doesn’t have relationships with certain firms that they want to go into, ‘cause you know that’s kind of how it works. These firms, they pick the schools that they want to build relationships with, and those have become roadblocks for them. And so could you--I know you shared your story. Could you also share just, like, some tactical advice for people who may be in that situation where they want to get into a certain career but just putting together a resume or a business card isn’t gonna be enough to get them in the door because a structural or institutional relationship with some of these firms hasn’t been established by maybe their school or, you know, the networks that they’re already a part of.George: Those are great questions, and for me, I know I’m a big storyteller, so this one, to your point, I’ma try to get tactical and straight to the point, and so I’ll start at your first part when you talked about the networking piece of it, ‘cause when I say networking I 1000%, with everything I just said, I’m 1000% understanding that there’s gonna be a networking conference where it’s just a room, like, 100 people, resumes and business cards. So, in that situation, what do you do to build a relationship? What do you do to start the conversation or to get a connection when you’re pretty much just dropped into a room? So the first thing you do is try to find some type of, as we talked about, relatability. Something that connects you to another person. I think LinkedIn is a powerful tool. So whatever company that you are--I’ll say Company ABC--if you type in Company--I’m actually looking at a Glad wrapper thing right now in my room as far as the trash can--if you want to work for Glad, go into LinkedIn and type in Glad Manager, right? You’re gonna type in and, like, what, 60 people are gonna pop up, and in order for you to obviously do this hopefully your LinkedIn is already on point or at least you have a picture and you have it--at the basic level. You have where you went to undergrad, where you went to graduate school, and some of your skills. It doesn’t need to be, on a scale of 1 to 10, a 10, but it needs to at least be minimally a 7.5, 8 (in scales of?) how your LinkedIn should look when you’re even about to do what I’m going to tell you. So when you want to work for Glad and you put in Glad Manager, all of these people are gonna pop up. Then you’re gonna have the opportunity to say, hey, send this person a message or connect. Now, everybody and their mom--this is pretty much called cold calling--everybody and their mom is gonna get spam or emails or things of that nature that they do not want to read or see in their box, but the point is they actually look in their box when they’re looking at their LinkedIn. Like, I look at my LinkedIn just as much as I look at my Instagram as far as messaging. There’s messages I don’t open, but you always, always, always see the picture of whoever, whatever message that is, and you always see the subject line. So take it upon yourself to be creative and say, like, “Hey, Jim. Would love to talk real quick.” Like, you literally have, like, a sentence to say something. “Hey, Jeff. Interested in Glad. Love to learn more. Love to have two minutes of your time if you have a minute.” Now, again, when you do this 60 times, you might get 58 out of 59, like, no responses, but all you need is one, and then when you have that opportunity you’re able to talk to Jim from Glad and get information from Jim from Glad that you wouldn’t have got because you never even did it in the first place. Now, when I say the information, be very thoughtful in the questions that you ask and what you want to know, but then from there it’s not about even just getting information. It goes back to what we started with. It’s about building a relationship and a connection of following up with Jim from Glad on whatever you talked about, and you have to have the resiliency to know one you’re gonna get a lot of no’s, two Jim from Glad might not talk to you again for another two, three months, but the next time you talk to them, what is the progress that you’ve made to make yourself a better candidate to be from there? Jim from Glad, who’s a manager, will see this over time, which sometimes a lot of us don’t like to hear, and then next year at this same time you are a well better-qualified candidate to work at Glad than you were before that opportunity. Now, that was one drawn out tactical example, but you do that over time multiple times to different industries, and that’s to me one way--there’s many ways--to get yourself in the door. And so I’ll put a bow on it by saying, again, that was a tactical example. Whenever there’s roadblocks to situations that you have, one it starts in your mindset of knowing, “Hey, I can find a way around this. I can find a way or make a way to get into the situation I want to get to.” So once you have that, two you go and find a creative way to get around that, whether it is going outside of the normal ways of getting that opportunity for you. Like I said, cold calling on LinkedIn or setting up or bumping into Jim from Glad at his specific place that he likes to go grab a drink and sparking up a conversation or just reaching out to other people outside your network, and then the third thing after that is to stay resilient and stay consistent. So you’re gonna hear a lot of no’s from people. Keep on pushing, and then also consistent, that means over time you continue to do the same excellent type of work and communication until you get what it is that you want. And so if you put all those together, hopefully that roadblock will become something that is a setup for you.Latricia: So I want to talk a little bit more about this TED Talk. We’re going to make sure we link it below so that everyone can go and listen to it because it’s really great. I mean, we all know, TED Talk, they don’t just have anyone up there speaking, and it’s a huge platform to be on. Could you talk a little bit about promoting yourself through this TED Talk? So one, first question I guess, how did you promote yourself to even be selected to speak on a TED Talk? ‘Cause I think we can gain some insight from that, and two, what was the aftermath, like, for your TED Talk? I know you posted it on social media, things like that. Like, what were you able to gain? ‘Cause that was you putting your personal brand out there. What did you gain after the TED Talk?George: Yeah. So, again, a big part of me in general, the way I see my perspective on life, is that--and I know this is gonna sound bad, but people--just like I’ve said before, people--when I say the word privilege, and I’m glad that Charlamagne has even put a book out there, and I had been thinking this way before he put the book out there so I did not steal this. When I think of privilege, I think that I’m very privileged. When I say that, again, it sounds bad, but again, if you read the Charlamagne book he does a great job of explaining what I’m about to say. I’m lucky enough or privileged enough to have two parents. Everyone doesn’t have two parents. I’m privileged to have--to be the oldest of three brothers. Everyone is not fortunate enough to be the oldest. And so when I’m able to--like, those are just two simple things that I anchor to when I’m able to say I’m also privileged to work at Eli Lilly, and I’m privileged to come through the Visiting Scientist Fellowship when there’s only 12 pharmacists my year that got selected to be a part of the fellowship process. I took full advantage of that, so much so that my first year, and the blog is still out there, I wrote a blog about the Visiting Scientist Fellowship. I’m the first fellow in the 20-year history of the program to write a blog about it. And so when I’m doing things like this already, people start--like, this was within my first, like, six months of being at the company. People like, “Who the heck is this guy?” And then after that, I followed up by being the first Visiting Scientist fellow to get directly onto a brand team afterwards, ‘cause typically when you’re a Visiting Scientist fellow you’re in the science side of things, or you’re maybe even on the medical side of things, and so I always knew that I wanted to get into marketing, so I was lucky enough--again, someone had to choose me. As great as I was, as bad as I was, as smart as I thought it was, someone still had to say, amongst four people, “George, you are that person.” So again, to me, that is a privilege. So because of that privilege I understand the platform that I have, and so any time that I get into something I want to showcase that. And so this goes back to your question of how did I get selected. I didn’t even know that I was selected until somebody just said, “Hey, there was some behind the scenes stuff going on,” and people kept saying, like, “Who is this George guy? Who is this George guy? We want to know more about him.” And so the topic of TED that year was--and I’m not gonna be specific, but it was something to the effect of being authentic and sharing your origin story, and so people want to know what makes George tick. Like, “He’s doing all these different things, what makes George tick?” And I’m glad you said about the personal brand thing, and similar to what we just talked about with LinkedIn, everything about that TED Talk was intentional, so much so that the name was intentional. The name of my TED Talk was Be Intentional: #OneTimefortheOneTime, and when I say that you don’t see it, but when you see the title when you actually watch the TED Talk, it was done in hashtags on purpose. So you can imagine--I had 20 speakers that day. Every speaker had a normal title with quotations, like, spaces and everything, and then you have this black, young guy, which I was the youngest guy on the stage that day, with hashtags. And so that was intentional too to let people know like, hey, one you can be a young guy two years into the company and be on the TED stage and still show up and be on the same stage with people who have been in the game for--and this TED Talk had people both at our company and outside our company. So be on the stage with people who have been in the game for 20, 30 years. That’s one. Two, you don’t have to do what everybody else is doing. Your title can have hashtags too. Your title--you can, like, bring yourself into whatever it is that you’re doing. And then three, if no one ever even read the TED Talk or heard it or anything at all, by the title itself, just by seeing my title I’m giving you what I want to give you. I want you to be intentional, and I want you to take advantage of the opportunity of a lifetime and a lifetime of opportunity. So that was, like, the thought process that I had as far as putting the TED Talk together, and then from there the TED Talk--as and when you hear it, it’s not even about me. It’s about--yes, it’s my origin story, but it was really a shout out to all the people that have allowed me to be on that stage. And so after that, to your point, I officially started my clothing line Message on Merch, which says messages, just like I did with the title. Positive messages on merchandise, and so with that, my TED Talk (power to the people?) and it allowed me to empower others. By them buying my merchandise, they’re also allowing themselves to empower other people by reading the messages that they’re wearing on their shirts. After that, as you said, company-wise, all this was, like, entrepreneurship, personal branding stuff, but as someone within the company I was seen as a more future leader. I was tapped with having sponsors, not just mentors. Mentors and sponsors are two different things. Mentors are someone that helps you, coaches you, allows you to see what you don’t see as far as what you do on your day to day. A sponsor is someone that sees--I’ll say this at the highest level--sees either you and them and/or they see that you can be someone they can work for, and so they’re gonna do everything they can ‘cause they’re a senior leader, probably a VP or above, to make sure that you succeed. And so I gained sponsors from that TED Talk because they understood my origin story and what I was trying to do, and they’ve been luckily still in my life to this day to ensure that, within my company as a marketer, I’m one of the best marketers I can be, even though I have a pharamacist background and pharmacist trainings. So on multiple levels the TED Talk helped me, but again, all of that started from my understanding of who I was, understanding that I’m privileged, understanding that because of my privilege I have a platform, and because of that platform I have the power to empower other people, not to empower myself, and if I keep that perspective and keep that mentality then I’ll be able to help other people go do what they said that they wouldn’t do and go be what they said feel like they couldn’t be. So yeah.Latricia: You were able to take your personal brand and essentially turn it into an opportunity for yourself, an entrepreneurial opportunity for yourself. So could you speak a little bit about some of your entrepreneurial endeavors? I know you have a trademark for Edo (inaudible). You have One Time for the One Time. Just tell us a little bit about how your brand has turned into, I guess, an opportunity?George: I think for me right now--I know I’m at the, like--if I think about life, I’m right now at the stage right before I’m about to, like, push forward, and it’s funny because I think a lot of people think I’ve probably pushed forward already, but I think right now, from what I see, I’m laying the foundation. So as I build out to just two other things that I’ll talk about briefly--I already mentioned the Message on Merch, the merchandise, which I won’t touch on. I’ll just talk about two other things that empower other people. I’ll talk about the OGO group. I’m lucky enough to have a collection of different friends in different industries, and so when I think of my other frat brother (Cain?), who’s a lawyer, or when I think of another marketer (inaudible) who has no science background and myself, George, who does have a science background, or my brother who’s in architecture, or my other frat brother Cosmo who’s a creator, or Joyce, who quit Lilly--her Lilly corporate job--to sing. In the meantime, in the interim, because she could sing, she started DJing. She was just like, “Hey, you know, I want to start DJing,” and then she starts DJing. Now she’s on tour. Like, these are the people that I’m surrounded with. These are, like, people, like, oh, my gosh. These are great people. So what if we all combined ourselves to help other people and tell our stories? And so that is the origination of the OGO group, and on the surface it is my initials, Osuzuma George Okpamen, but you already know that I’m way smarter than that. OGO, yes, is my initials, but it stands for Opening Great Opportunities, and so I made that an LLC, and that will be the umbrella arm of all of the projects that I do. So one of the pharmacy organizations that I have that’s under that umbrella--it’s a non-profit organization that I’m a co-founder of--is called Pharmacy Initiative Leaders. PILs, and it’s pilsconnect on Instagram, pilsconnect on Twitter, and so in essence that organization is an organization that wants to be the number one resource for all minority pharmacists. We’ll say all pharmacists, but right now we’re focusing on minority pharmacists because we understand that they don’t always have the tools needed to get into the profession, so we want to be that profession that one gets them into the profession, gets them through the profession and allows them to thrive after they graduate and become and get into the professional field itself. We believe--it’s a co-founded group of four people, which we’ll link their names also ‘cause even if I say their names now y’all ain’t gonna know who they are. Bryan, (Onye?), and Josh are my co-founders, and they’re all pharmacists (inaudible). We’re looking to expand our group over the next two to three years to include non-pharmacists too ‘cause that is the beauty of where innovation leads. When we’re able to one empower the pharmacy profession but then also get people who are affected, because people that--the whole United States is affected by healthcare and things of that nature, so how can we add their ideas and inputs into our organization as well? So those are the two big (inaudible) that I’ll be focusing on, and that’s why I want to go to business school, so I can have two years to really focus in and hone in on my foundation, and then, once I come out, super thrive and continue to climb the corporate ladder.Latricia: So I’m going to ask you these questions, and if you could just explain, you know, the difference between a value, a passion, and a superpower as you go through it. So what are your top three values? And, you know, why would you say those are your values?George: I think--so I’m trying to remember--so values, passions, superpowers. Values are something to me--as I’m just thinking about it and internalizing it--as something that really shouldn’t change. It’s internal. Like, it’s your foundation. And there’s different words to say this as well, like for an actual brand of a product, like mission and all of that other stuff, but values, what do you value? What are your core values? And so--and I’m not gonna take the easy way out and say, “Obviously family. God.” Like, those are immovable. So these are, like, the commonsensical ones that I know. Yes, I’m a Christian. Yes, I value my family. Yes, I value God. I think my values--to me, I kind of alluded to them already, so I’m glad that we’re doing this so that we can put it in print. And yes, I would appreciate us redoing this, and you could even put mine. You can put the George Ok whatever on there, but it’ll be dope to your point to help market this and get this out. So my three are privilege, platform, power. I think those are my solid-rock foundations as far as understanding my perspective of me coming from where I came from to where I’m at now to hopefully where I’m going, understanding that with that I have a platform that other people are watching, and because of the privilege I have and the platform that I’m standing on, I have the power to empower other people. And most people, when they hear power and when they hear privilege they think of the negative. No, I’m privileged to be around that, and because of that that platform gives me the visibility to have other people see what I’m doing and where I’m going, and that gives me a responsibility of power to empower other people, not for myself but for others based on that. And so those are my three. Privilege, platform, power. Latricia: Okay, so the next one would be your top three passions.George: Top three passions? And so I’m explaining ‘cause in marketing we have the three customer groups, the C3 approach, and so--this is probably cheating for me ‘cause I’ve thought about this ever since I declared my major as a marketer now. Mines are three C’s. My passions are to create, to curate, and to collaborate. And so when you talk of passions, these are some things you want to do, (inaudible) free. Like, you want to--like, you don’t need to get paid to do these things. Like, you’re so passionate, you’re so fired up, like, you can hear the voice when someone is telling you these things or allows you to do these things. It just--you just feel the fire. Now, do you have to be good at ‘em? You don’t have to necessarily be good at ‘em, but you’re passionate about it or you’re passionate about this cause or this thing. Like, that’s what to me passions are, and so when I think about creating, I love to create, and creating can be anything. It can be creating actual products, it can be creating policies, it can be creating connections, but I love to create. Curating. Curating is really the bringing together, the harnessing of what is already created. And so when you think of--my easiest metaphor for this is a DJ. Like, there are DJs, yes, that make music, and there are DJs that do great stuff like DJ Khaled, but when you think of, like, the fundamental DJ, they’re pretty much--the dope DJs that you know are pretty much curating and mixing different beats and things that’s already been made, so when you hear a Drake beat backdoored with a Kendrick Lamar beat backdoored with a Kanye beat, like, all put together in one, like, that is dope. That is curating, and so that’s the stuff that I like to do. As you think of my group the OGO group, curating different professionals and experiences to bring a better innovative concept on the backend of it. So that’s something I love to do. And then lastly collaborating, and so as you think of collaborating, you’re--it’s almost like two different things are collaborating to make something. So the difference to me between curating and collaborating is curating is bringing together something that’s already made, collaborating is bringing two different ideas to make something new. And so as I think of collaborating with different people just for a little bit or collaborating different ideas or different organizations, those are the things that I’m passionate about doing. So create, curate, collaborate are my three passions.Latricia: And then what are George’s top three superpowers?George: So this one I probably haven’t thought about as much, but if I had to sit and think about my superpowers, like, the thing that always probably jumps out to me, and when I say to me I say to me from other people, is my ability to connect with people, and so that’s whether it’s literally connecting with them, like, as person to person, like my quote unquote networking skills, or when I speak to people, like, literally connecting my story or whatever I’m talking about. It don’t even have to be a story. Connecting a math problem. If I’m gonna do a math problem on the board, I’m not just gonna do a math problem on the board. There’s gonna be a whole story to why I’m even picking the numbers I picked, and I would’ve been intentional on whatever problem that is. And so even just my insight to do that, like, I’m always--like, I never just do anything to do something. Like, I try to connect it to something, and/or because I have such a diverse background if you think about it. A football player who took AP classes who went to the University of Houston who became Greek who went to pharmacy school who became a national officer of the number one minority pharmacy organization who went to the FDA who went to an industry on the East Coast who’s now working in the Midwest? That’s just a lot of diversity there, and so my ability to connect dots--because most of the time people stay in one lane. I’m able to be in so many lanes that I can connect the dots of other lanes because--these people aren’t talking ‘cause they never would’ve thought that they had a connection. Well, y’all do. Y’all really have more alike than y’all don’t, and so my ability to do that is one. The second one would probably be my self-awareness ‘cause I’m very self-aware, and that’s not by accident. I think at SNPhA we were so lucky to where we had a lot of these--every company does it different, but, like, these (inaudible) finder type things, and I did this at a very young age, and I did so many different ones like Myers-Briggs, Strengthsfinder, all these different things to where I continuously found out more and more about myself, and that allowed me to self-reflect and understand when I am or am not doing certain types of things. So I had a really good understanding of myself probably at a very young age in my professional career. So connecting, my self-awareness, and just--the last one I’d say is vision. And so--when I used to say vision back in the day it used to be as a running back. The running back Emmett Smith was my idol growing up. Emmett Smith, Walter Payton, Marshall Faulk, and all three of those running backs always had vision. But when I talk about it now, it’s more of my vision for the future. If you hear this podcast, you hear about how I’m talking about my family 120 years from now ‘cause I’m literally thinking of that. And so what do I need to do now to make that happen? Or when I scale it back and talk about my marketing plan that we’re launching next year, how do I have thought processes on strategies for next year? But I need to be working on that stuff now for that to happen, and so as I think of my ability to connect, my self-awareness, and my vision, those are things I feel like I do better than a lot of other people, and I think that’s what a superpower is. What do you do better than anybody else? And when you find that out, whatever it is, you triple down on that. There is this theory about, like, do you work on your weaknesses or do you work on what you’re really, really good at? I definitely believe, because of the self-awareness, you’re aware of your weaknesses, and you do do some things to kind of make sure that they’re not something that will derail you and could kill you, but a gift is a gift, and so when you’re gifted, you triple down on those gifts so that you can become LeBron James. You want to be better than anybody else so there is no doubt at whatever that gift superpower is. You do that better than anybody else, ‘cause that’s what’s gonna set you apart, not working on your weaknesses to be just as good as someone. And again, that does not mean to not be aware of your weaknesses, but you want to make sure you do just enough to make sure it doesn’t kill you, but you triple down on your gifts and your superpowers. That’s all. Yep.Latricia: All really good stuff, so we’ll make sure we post your workshop on our Living Corporate page for everyone to see. I really like that. That’s a great way to really break these three different concepts down, so thanks for doing that. So I guess kind of closing off, could you maybe just give some overall advice for someone working on building their personal brand and trying to find a way to make their personal brand work for them?George: I’m really glad we did this podcast. I think, just being real, if you were to just listen to this, ‘cause I’m playing it back in my head, there’s just so many rich content gems, things of that nature, and even from you, Tricia, like, just you being able to ask the certain questions that you’ve asked, I think you’ve done a really, really great job of laying this out and preparing for this opportunity. So I would just really--one not listen to this one time, listen to this a couple of times ‘cause you’ll find what you need, but if you’re fast forwarding and you just want to be able to just take notes, like, really, really quickly, I’d say--and I’m not gonna break this down probably as good as I should if I would’ve thought about it, but just off the dome--the very first thing of personal branding is understanding that it is truly your reputation. So I don’t think that anybody would be happy with having a bad reputation, so understanding mentally that you want to build a--not just a good reputation, a great reputation so that any and everybody that says your name when you’re not there, only great things come out of it. That’s number one. Number two, being self-aware of yourself to understand what are your gifts and superpowers and what are your weaknesses? What are you passionate about? What do you value? What do you want to spend your time on? What does your life look like in in 10, 20 years? What of the people around you? You won’t know that if you don’t spend intentional focused time understanding who you are, what you want, and where you want to be because only then can you actually change that reputation or evolve it or get it better, yeah. The third thing--just to be simple I’ll keep it at three--is to be--and this is a cheat ‘cause it’s two words, but whatever, it’s part of my Message on Merch--to be persistent and consistent. Persistent in resiliency to understand that you’re gonna hear a lot of no’s, a lot of negatives, a lot of, like, things that come your way (inaudible), but push through them and be persistent, but with your brand as well be consistent. No matter if someone’s treating you great or treating you bad, you want to have a consistent reputation that goes over time.Latricia: Just to close out, do you have any shout outs that you’d like to share?George: Yes. We’ll plug these in the bottom, but I would be remiss if I didn’t--I know I shouted ‘em out, but I want to shout ‘em out from a branding perspective--Fighting the Fray, which is my brother’s and my sister-in-law’s--which I really rarely ever call her sister-in-law, but just for everyone who doesn’t know (inaudible) my brother and my sister--my brother and my sister-in-law, his wife Paige, they have a lifestyle blog for young married couples. I also want to shout out to my frat brother (Link?) Cosmo. He was and has been behind me, by my side, since we became brothers, and he always has my back so I always have his. Cosmo is a beast. One of the best graphic designers. He designed my logo. He’s also Edo. Also a big shout out to my big homie (inaudible), who’s doing a lot globally for Nigerians, for Edos, and for business in general. And so just to keep it simple we’ll keep it those three, but also just to give you three people that another--from a personal branding standpoint, things to look at. Courtney Brand does an amazing job of not just lifestyle blogging, financial blogging, also marketing in her own right, she’s one of my (inaudible). Courtney, she’s amazing. So for ladies and guys, she does an amazing job of helping to build brands. So Courtney Brand, we’re gonna tag her in there. Tobe Nwigwe. He’s gonna be the next biggest--if he’s already not the biggest superstar in the states. He’s from (inaudible) Texas, as he would say, but he does an amazing job of marketing, branding, and he’s obviously gifted and talented with words, but again, he doesn’t just use his words as it. He’s helping to empower the youth and (inaudible) his words as well. So Courtney, Tobe, and then just two people that are superstars. Gary V, Gary Vaynerchuk, and Eric Thomas, who actually Tobe is an artist of. Those are people who also are great personal branders, financial people, real estate, things of that nature, and yeah. With those people (inaudible) in the links, I think you’ll get a great flavor and a really diverse background and perspective of how to market yourself, brand, be and have a great reputation on multiple (inaudible), but each one of the people I’ve named are also really great people.Latricia: Thank you for sharing that, George. We’ll make sure we link everyone’s social media pages down below. I’ve personally--maybe I follow everyone that you just listed and I don’t even know them personally, but because they had such strong brands I found all of them really interesting. So yeah, I’ll definitely make sure we share that in the description box in the blog. Thank you so much, George, for coming on here and just being open and honest and giving us really tactical advice. I think a lot of people can take so much from this. Personal branding, it may seem like a soft topic, but it is so important when it comes to growing in your career. It’s not enough to just have, you know, experience on your resume or to have good grades in school or to just get the job. You want to be able to grow in your career, so really developing that brand that people can connect to is gonna take you really far. So thank you so much, George. We really appreciate you for taking the time out to talk to us today.George: Thank you, and thank you to the creators of this podcast. Again, I’m privileged to be on it. Great job creating this, and I love the content that you guys are doing on all the multiple levels and platforms, so I’m looking forward to staying engaged and connected, and I’m proud of you.Latricia: Thank you.Zach: So, Latricia, that was a great interview. What were some of your key takeaways from y’all’s conversation?Latricia: Yeah, that really was a great discussion. I learned a lot, but the major takeaway from me would be the importance of building an authentic personal brand story, key word being authentic.Zach: For me, the biggest takeaway was the self-promotion and the importance of turning your story into a well-recognized brand. So it’s so easy when you talk about yourself it just almost sounds like just a hodgepodge of facts and figures as opposed to weaving it into some type of coherent narrative, and the interview with you and George, it resonated for me in that regard because I can really clearly hear and understand the story that he was presenting.Latricia: Right, that’s so important. Like, we really need to make sure that we’re promoting ourselves, right? It’s one thing to have your story, but how are you making sure that your story is heard by, you know, the right people?Zach: Before we get into Favorite Things, we’re going to introduce a new segment called Listener Letters. This is where we read and respond to your emails on the show. Today we have a letter from Just Jonesin who writes, “I’m the only person of color on my team, surprise surprise. Because of this, I already feel like as if all of my actions are under a microscope, especially my social media use, in this case Twitter. My profile isn’t private because I don’t feel like I have anything to hide, but I know that one of my coworkers is tweetwatching because she referenced something I tweeted one day. How do you all approach social media and the boundaries in terms of your job and coworkers? I don’t want to hold back on how I express myself online, but I also know this coworker is known to, quote, run and tell it. Any advice is greatly appreciated. Thanks, Just Jonesin.” Latricia, what are your thoughts here?Latricia: I think this is a good listener letter for the show because it’s--I mean, social media is a part of you, so anything that you put out there on social media in some way will reflect your brand. So your social media accounts don’t have to be strictly professional. I think it is important to be who you are, and some people may think, you know, “A recruiter is gonna look at my social media account, and if they see that, you know, I went to a party or, you know, I went to Vegas on vacation that, you know, I may not be a good fit for the role,” which is not true. Like, they want to know that you have a life. So I think, you know, in terms of--so I think in terms of how Just Jonesin uses her account is perfectly fair. You don’t have to change who you are or feel like you can’t express yourself. Continue to do that because that’s who you are, but understand that anything you put out can be used to judge you, so what are you willing to be judged by? So that’s really important. Me personally, my personal philosophy, I try to not add my coworkers on social media just because I need my space, and sometimes you just need to be able to draw the line between your professional life and your personal life, and I know that that line gets kind of blurry sometimes, and people can still find me on social media, so I’m just, you know, ready for, you know, whatever questions people may have, whatever people are ready to throw at me, you know, I’m ready for it with my social media.Zach: No, that’s a good point. I actually--I 100% agree with everything you shared, right? So, like, for me, when it comes to me on social media, you know, I don’t--my tweets aren’t protected, my IG is not private, anything like that. I don’t go around and tell all my coworkers, “Hey, this is my @. Hit me up,” but my IG is fire actually, so it’s @ (inaudible) on Instagram. My photos are heat rock. So IG is fire, follow it, but back to this. I don’t really believe in necessarily filtering myself on social media. Like, Latricia, you just said, you know, when you put content out there, be ready to kind of speak to, and are you comfortable being judged by your content? And I am, so if someone sees something that I tweet and they go, “Hey, Zach, you said this,” da-da-da-da, I’m fine with that, or really how I think about it is “Am I comfortable reading these tweets out loud to the CEO of the company I work for?” And the answer is yes, right? If the answer is no, then I probably don’t tweet it. I probably don’t post it on Facebook because ultimately it’s the internet, and even if you have all your stuff locked up and private it’s going to get out, right? So some of it I think has to do with how comfortable you are with yourself because regardless of how kind of sensitive or private you try to be, trust me, they be out here finding Beyonce’s private and secret accounts. They definitely can find your stuff, you know what I’m saying?Latricia: I liked your point about, you know, using that as a--taking that and using it as an opportunity. Okay, you’re under a microscope, so shine. Like, use it as a platform.Zach: You might as well just go ahead and shine because you’re either gonna post some boring stuff that they’re gonna stare at or you’re gonna post some heat rock that they’re gonna stare at. Don’t take it as a negative. Flip it on ‘em and use it for your own benefit. This person who wrote this, she recognizes that. Just leverage it.Latricia: I agree with everything you just said. Now it’s time for Favorite Things, so I can go ahead and kick it off. My favorite thing right now is home cooking. I’m a consultant. I travel 100% of the time, so a majority of my meal are covered by my clients, so I’m not used to spending money on food. I’m not used to cooking. I mean, I joke about it all the time, and I probably, you know, up until now haven’t lit a stove in, like, a year. Zach: Wow.Latricia: It’s pretty bad. So I’m taking a little break right now, and I’ve been home for the last couple of weeks, and so I’m trying to get adjusted to a normal lifestyle, and I started cooking again, and I forgot how good home cooking was. But I do hate the grocery store so I’m gonna try out either Amazon Fresh or some other type of online grocery shopping. So if any of y’all do online grocery shopping, hit me up and let me know how that’s been working out for you because I hate the grocery store. [laughs]Zach: [laughs] Well, see, the thing about it is--it’s funny. So this would be a great insert for, I don’t know, an ad, right? Like a plug. So, you know, just saying. Like, companies, if y’all are listening to us, holla at your boy. Like, we got a whole captive millennial audience here, plenty of tech consultants and professionals who listen to this podcast, all of them who struggle to cook just like Latricia does. So if you’re listening to this and you’re looking for somebody to help plug your company that sells food, easy-to-cook stuff, just get at your boy. Just get at me.Latricia: Just let us know.Zach: Let us know. Anyway… okay, okay, okay. So that was your favorite thing, cool stuff. Let me go ahead and go off the grid a little bit here, okay? My favorite thing this week is actually an excerpt from a farewell email that I read in a group meet, okay? Farewell letters, for those who don’t know, are usually shared with coworkers to let them know you’re leaving your current job. So you send your resignation in. The resignation email is fairly formal, whatever. Your farewell email, your farewell letter, is a little bit more informal, a little bit more friendly or whatever you want to call it, but even in that most people still use the standard format. You know, they give thanks for the opportunity. They share your sadness or your mixed emotions about leaving the job, and they sign off with their personal contact information. Even though it’s a little more informal and can even be kind of friendly, it’s still fairly static… but this one right here was completely unorthodox, dare I say savage, and outright impeccable. Okay? It was flawlessly written. It was inspirational. Here’s the excerpt right here, okay? “Hi, y’all. Closing the door because others are open. You have my number, hit my line and pick a side. Nicki Minaj voice.” They wrote that in the parentheses. “Also, keep your grass cut low so that you can see the snakes coming. Bars.”Latricia: [laughs]Zach: [laughs] “Thank you so much for this journey.”Latricia: [laughs]Zach: [laughs] Okay. “Bury me in the ocean with my--”Latricia: Oh, no. Not the fake quote.Zach: The fake Killmonger quote... [laughs]Latricia: Killmonger. No! [laughs]Zach: “Bury me in the ocean with my ancestors that jumped from the ship because they knew death was better than bondage.” Latricia: Wakanda forever!Zach: Wakanda forever. Latricia: [laughs]Zach: Then she adds two exclamation points and she says, “I did it. #DropMics, #WakandaForever, #Psalms91. Sound Man, you gotta give me something. Give me the No Frauds-type beat so we don’t get sued, but give me something. This is crazy. My gosh. Latricia, how do you… like--Latricia: I can’t. I can’t right now. I cannot right now, Zach. Zach: [laughs]Latricia: Whoever wrote this just took me to church with that last hashtag. So for my Christian believers out there, we all know--you missed the preacher man in case y’all didn’t know. Zach is Mr. Preacher Man.Zach: [laughs]Latricia: For all my Christian believers out there, we all know how deep Psalms 91 gets. The Lord--this ain’t quoting it, this is from my heart. The Lord is your protector, and he will deliver you from ANY form of evil.Zach: [laughs]Latricia: Clearly they ain’t worried about nobody, and you will prosper, and there’s no reason to have fear of any man, and the writer made that very clear with this honest farewell.Zach: [laughs]Latricia: And, you know, whoever wrote this must have really been going through it at their job.Zach: Right. Right.Latricia: And they just made, like, the ultimate come-up. Like, the next check I’m just hoping is just like--Zach: I pray the next check is very large for them.Latricia: I hope. I really hope. I really hope it’s large, and I really hope they got security at their next job.Zach: This is the thing, right? So, you know, we’re talking about personal brand, this may not be the way that you want to brand yourself. Latricia: Probably not.Zach: But it is funny, okay?Latricia: It’s really funny.Zach: It’s very funny, and this is the thing. Like, on a kind of semi-serious note, right? So this email was sent to a small group of people, but remember, guys, it’s on the internet.Latricia: [laughs]Zach: So someone who was on the CC line forwarded it to one of their friends and then forwarded it to another friend, and then somehow it got to little ol’ Zach, who I know that I don’t know the person who wrote this, right? But anyway, very funny. Shout out to them. Welp, I think that does it for us on the show today.Latricia: What a way to end it.Zach: What a way to end the show. Shout out to my man or my woman. Psalms 91, Wakanda forever, and dropped the mic. I will not drop this particular mic because we need these mics, but yes--Latricia: They’re really expensive.Zach: They’re very expensive, but I am dropping the mic with this person in spirit. Okay, guys, thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. If you have a question you’d like for us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. And I think that does it for us on the show. My name is Zach.Latricia: And I’m Latricia.Zach/Latricia: Peace.Latricia: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>In this episode, Latricia and Zach discuss personal brand with special guest, George Okpamen.
#OnetimefortheOnetime #edopowa #ignutetamu #elililly
Shop GeorgeOkk’s Store: https://skreened.com/georgeokk
George's IG: https://www.instagram.com/georgeokk
George Okpamen’s TedTalk: #BeIntentional X #OneTimeForTheOneTime Part 1: https://youtu.be/4EOXqPnowlU
Part 2: https://youtu.be/LZ-L-zcTJ40
Affiliations:Executive VP and Co-Founder, Pharmacy Initiative Leaders
(PILs) @pilsconnect www.pilsconnect.com
Student National Pharmaceutical Association (SNPhA) @SNPhA
Eli Lilly Visiting Scientist Fellowship
@VSFamAndFriends
George’s Personal Brand Inspirations: Fighting the Fray, Marriage and family blog @fightingthefray https://www.instagram.com/fightingthefray
Youtube: https://m.youtube.com/watch?v=TKkl29oSBy8&amp;feature=youtu.be 
Cosmo Creative, marketing and Advertising @cosmocreative https://www.instagram.com/cosmocreative
Www.Cosmocreative.net 
Edose Ohen, Global Entrepreneur
https://www.linkedin.com/in/edoseohen
Courtney Brand, Social Media Branding Expert @greeneyesgoldsoul https://www.instagram.com/greeneyesgoldsoul
TheBWerd.com
Tobe Nwigwe, Inspirational Rap Artist @tobenwigwe https://www.instagram.com/tobenwigwe
Linktree: https://linktr.ee/tobenwigwe
Gary Vaynerchuk, Businessman, Author and Speaker
Www.GaryVaynerchuk.com @garyvee https://www.instagram.com/garyvee
Eric Thomas, Motivational Speaker
Www.etinspires.com @etthehiphoppreacher https://www.instagram.com/etthehiphoppreacher</itunes:summary>
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        <![CDATA[<p>In this episode, Latricia and Zach discuss personal brand with special guest, George Okpamen.</p><p>#OnetimefortheOnetime #edopowa #ignutetamu #elililly</p><p>Shop GeorgeOkk’s Store: https://skreened.com/georgeokk</p><p>George's IG: https://www.instagram.com/georgeokk</p><p>George Okpamen’s TedTalk: #BeIntentional X #OneTimeForTheOneTime Part 1: https://youtu.be/4EOXqPnowlU</p><p>Part 2: https://youtu.be/LZ-L-zcTJ40</p><p>Affiliations:Executive VP and Co-Founder, Pharmacy Initiative Leaders</p><p>(PILs) @pilsconnect www.pilsconnect.com</p><p>Student National Pharmaceutical Association (SNPhA) @SNPhA</p><p>Eli Lilly Visiting Scientist Fellowship</p><p>@VSFamAndFriends</p><p>George’s Personal Brand Inspirations: Fighting the Fray, Marriage and family blog @fightingthefray https://www.instagram.com/fightingthefray</p><p>Youtube: https://m.youtube.com/watch?v=TKkl29oSBy8&amp;feature=youtu.be </p><p>Cosmo Creative, marketing and Advertising @cosmocreative https://www.instagram.com/cosmocreative</p><p>Www.Cosmocreative.net </p><p>Edose Ohen, Global Entrepreneur</p><p>https://www.linkedin.com/in/edoseohen</p><p>Courtney Brand, Social Media Branding Expert @greeneyesgoldsoul https://www.instagram.com/greeneyesgoldsoul</p><p>TheBWerd.com</p><p>Tobe Nwigwe, Inspirational Rap Artist @tobenwigwe https://www.instagram.com/tobenwigwe</p><p>Linktree: https://linktr.ee/tobenwigwe</p><p>Gary Vaynerchuk, Businessman, Author and Speaker</p><p>Www.GaryVaynerchuk.com @garyvee https://www.instagram.com/garyvee</p><p>Eric Thomas, Motivational Speaker</p><p>Www.etinspires.com @etthehiphoppreacher https://www.instagram.com/etthehiphoppreacher</p><p><br></p>]]>
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      <title>#BeyondtheBag Discussion</title>
      <description>In our second B-side episode, Parin and Ola field questions from you and generally discuss the topics covered from our show about leveraging higher ed and thinking #beyondthebag.</description>
      <pubDate>Fri, 08 Jun 2018 06:00:00 -0000</pubDate>
      <itunes:title>#BeyondtheBag Discussion</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>6</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>In our second B-side episode, Parin and Ola field questions from you and generally discuss the topics covered from our show about leveraging higher ed and thinking #beyondthebag. Length: 13:01Host: Parin, OlaTRANSCRIPTOla: Hey, I'm Ola.Parin: Hi, I'm Parin.Ola: And this is our first B-Side episode.Parin: Bimpe, do you want to tell us a little bit about what a B-Side episode is gonna be?Ola: Yeah. A B-Side episode is kind of a response to our latest episode, and it's gonna be shorter, more casual, and we're gonna talk about some feedback that we got from our listeners.Parin: Absolutely, and I want to start out by saying we had a fantastic latest episode, and we're super excited to be able to address some of the comments and feedback that we got.Ola: Yeah, let's dive in. Parin: Our latest episode was Beyond the Bag: Leveraging Higher Education In Your Career.Ola: Yeah, and Zach and Ade had a guest speaker, Richard Odior, and they spoke about kind of how higher education may be a way to get a higher salary but actually have a lot more benefits than that. So let's get to our questions.Parin: Absolutely. And so one of the first questions we had come in is "What exactly is the bag? Is it a specific income level, quality of life, or socioeconomic status?"Ola: Yeah, and I think for this one--at least when I heard that question I was thinking, "Well, the bag is whatever you want it to be." It's just kind of your personal outlook. What did you think?Parin: I would have to agree with you. I think the bag is whatever you make it. For some people, that might just be, you know, a certain threshold salary-wise. It might be, like, a standard of living that they, you know, aspire to achieve. The bag really is whatever you define it to be. Ola: Right? And I think on some levels we're talking about, like, having that basic level of income that you feel comfortable with, but beyond that, what your aspirations are, what your passions are, and how you can kind of achieve those.Parin: Absolutely, absolutely. Agreed. I guess another interesting question that we had come in--and Bimpe, feel free to jump in on this one--it is regarding where the expectation of attending college comes from. Because, again, in the episode, you know, we were constantly about education and sort of how education ultimately feeds into, you know, I guess a good salary. But do you want to jump in on that one?Ola: Yeah, for sure. Whenever I think of expectation of attending college, I just think of my parents and my grandparents and just this idea that, like, they were all educators for the most part, or at least my grandparents on my mom's side were educators. A principal, principals of two different schools, and then my mom is an academic dean. My dad is a professor. So I grew up around the context of higher education, so that was the normal. They all have multiple degrees, so I'm the slacker with my mere one. [laughs] So personally for me it comes more from my parents than it ever did from, like, school or outside pressures at all.Parin: Yeah. I think it varies from person to person kind of depending on your background. I'd have to kind of, you know, say my expectation definitely came from my family. I'm also kind of, like, the slacker. Everyone's got, like, multiple degrees, lots of academics, but I--Ola: Yeah. [laughs] We're, like, business consultants and we're slacking. Anyway.Parin: [laughs] Yeah, we are completely, like, the bottom of the food chain with that one. [laughs] But I also know kind of--like, the education system does kind of build you up to attend college. Like, it's kind of like you go to school to attend college. Like, you've got all those SAT and ACT prep classes, you know? It just kind of seems like a societal norm at this point.Ola: Right, and I feel like sometimes it's more that--like, some schools get judged based on the amount of their graduates that attend college, so--you know, if you're being goal-oriented, that can--that is at least something that's measurable as far as outcomes. So I think it's also, like, this new wave of, like, more people going to college because, you know, the middle class in America is growing, and more of us see college as necessary. I mean, even when--I know people who had to get degrees to be bank tellers. That wasn't the case so many years ago, so it kind of makes sense that now we're expecting the baseline to be college instead of high school.Parin: For sure, for sure. And that's absolutely not to say that college is determinate of your success in life, but that also segues into our next question, which is what is the true value of an education beyond a means of financial security? So basically, is there any point in doing all of this, you know, spending on college besides, you know, getting a good job or, you know, getting a certain level of salary?Ola: Yeah. I mean, I really like that question because I've always thought of education beyond financial security because growing up I didn't really think about financial security, luckily. So when I think of education now, I think about the community that I've been able to build and, you know, just having an audience with all of the alumni from my gigantic school that is, like, completely amazing. Shout out to UW Madison. Badgers. [laughs] But we're everywhere, Badgers are everywhere, and I feel like--and I have seen, like, going to a new city and not knowing what to do and just reaching out to the local Badger community and having people advise me and talk with me. Not even career-wise, but, like, how to find an apartment, how to, you know, navigate what the best grocery stores are and that sort of thing. So there's this beautiful community that comes out of it, and that for me is, like, one of the main benefits. Parin: Right. So you're mostly alluding to, like, the social experience, kind of?Ola: Yeah, yeah.Parin: Yeah, absolutely. And I'd have to agree. I mean, for one, college or school in itself is a social experience. I mean, you're building, you know, lifelong relationships, but I don't know if anyone else agrees or kind of feels that. I think education--like, I actually went to school to learn stuff, whether or not that--[laughs] whether or not that is actually being used in, like, you know, my day-to-day job is another story.Ola: [laughs] I was about to say "I learned things, but I don't know where they went."Parin: You know? And there's certain things I wouldn't have learned unless I went to college, and guaranteed you can probably teach yourself most things, but on top of the social experience there's definitely, like, other things that you learn as a person. Like, you learn to be independent. Like, I know for a lot of people, like, going to college, that's, like, your first time out in the real world, and you just learn all these, I guess, life skills [inaudible].Ola: Mm-hmm. In a kind of safe environment too.Parin: Yeah, exactly. Exactly.Ola: Compared to, like, being out there as, like, an 18-year-old, which is scary and dangerous.Parin: Yeah, yeah. Oh, that's very scary. Absolutely. So yeah, I think that's what I would say the true value of an education is. I mean, different people look at it differently. For some people it's a--you know, a stop on the path to financial security. For other people, it's really for the experience.Ola: Yeah, agreed. Well, those were great questions. Let's move on to our Favorite Things.Parin: Oh, this is my favorite part of the B-Sides, and I'm super excited to share my Favorite Things, but Bimpe, how about you tell us what your Favorite Things are so far or currently trending?Ola: Okay. I have two things. First is the book "Well, That Escalated Quickly" by Francesca Ramsey, and Francesca Ramsey is someone I've followed on the internet, on YouTube, for a long time, and first she had natural hair videos where she was showing how to design her locks and kind of do funky styles with them. And I've never had locks, but I always had [inaudible] so I started to experiment from that. And then she kind of blew up on the internet, and what she's talking about in her book is memoirs and mistakes of an accidental activist. So coming into this space where you're listened to about social issues and knowing how to handle that with tact and, you know, retaining your own sanity. So I went to kind of the book launch, her book tour, in D.C., and it was packed. It was, you know, standing room only. People were so excited, and I met people in line for the book signing that, you know, had also followed her since the early lock video days. And it was a really great event, and I loved seeing her. Yeah, so that's, like, number one Favorite Thing. Everyone should go buy the book. Make her a New York Times bestseller, okay? She deserves. She deserves.Parin: Yes, she really does. I was so sad I couldn't make it. It looked like a fantastic event.Ola: Yeah, no, it was really great. And then second Favorite Thing is just kind of those moments where you can measure your progress. So I had a few moments like that this week, and for me it's been a great week. I think on Monday I realized that, like, I had lost 40 pounds since Thanksgiving...Parin: Yes, girl.Ola: Thank you. [laughs] Also this week I found out I got promoted, and that was, you know, something that I worked really hard for and just, like, stayed in my case, and so I am--my Favorite Thing is feeling those moments where you can look back and kind of track your progress and see that you are growing, even if every day doesn't feel like it.Parin: Absolutely. Oh, my God. Congratulations on the promotion and on the 40 pound drop. Just black girl magic out here. Yes.Ola: [laughs] Yes, yes. Excellence [inaudible]. Thank you.Parin: [laughs] I guess my Favorite Things are not really--they're not that serious. It's finally summer, y'all, so I'm really, really excited to be out there not wearing a jacket. But for someone like me who's got a bunch of hair going on, I am really having headwraps right now. It's super convenient. Like, I don't know if everyone can rock those specifically, like in corporate settings, but I work remotely so your girl can just rock headwraps all day every day. I'm really loving them. Then my second favorite place--and Bimpe, you can literally, like, talk about this 'cause we were right there two days ago--is The Coupe in D.C. Shout out. Y'all, this place is great just to sit down, get a meal, you know, get your work done, and, you know, if you stay long enough you can segue into the bar. [laughs]Ola: Didn't we move positions, like, two or three times? We, like, kept getting up and moving to different tables. We're like, "Okay, now we're going to move into this middle section." "Now we're going to move to the bar section." We were there for, like, eight hours.Parin: Oh, yeah. Yeah. They had all my coins. They can have all my coins all day. Great place to work, network. You know, just--you know, love it. Love it. Shout out, y'all. Keep doing what you do. But yeah, that's it from us. Thank you guys for listening in, and stay tuned for our new episode coming out soon.Ola: All right, thanks. Bye, guys.Parin: Thanks. Bye, guys.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.</itunes:subtitle>
      <itunes:summary>In our second B-side episode, Parin and Ola field questions from you and generally discuss the topics covered from our show about leveraging higher ed and thinking #beyondthebag.</itunes:summary>
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      <itunes:duration>961</itunes:duration>
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      <title>Deun Ivory</title>
      <description>In our first B-side episode, we sit down with creative entrepreneur Deun Ivory and discuss her current projects and her thoughts on Living Corporate's mission.
Deun Ivory Contact:http://www.deunivory.me/
https://www.instagram.com/deunivory/
Shout outs: Luvvie https://www.instagram.com/luvvie/?hl=en
Black Girl In Om: https://www.instagram.com/blackgirlinom/?hl=en
Alex Elle: https://www.instagram.com/alex_elle/?hl=en
Hanahana Beauty: https://www.instagram.com/hanahana_beauty/?hl=en
Adrienne Raquel: https://www.instagram.com/adrienneraquel/?hl=en
Crwn Magazine: https://www.instagram.com/crwnmag/?hl=en</description>
      <pubDate>Tue, 05 Jun 2018 07:00:00 -0000</pubDate>
      <itunes:title>Deun Ivory</itunes:title>
      <itunes:episodeType>bonus</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>5</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>In our first B-side episode, we sit down with creative entrepreneur Deun Ivory and discuss her current projects and her thoughts on Living Corporate's mission. Length: 00:19:23Host: ZachDeun Ivory Contact:http://www.deunivory.me/https://www.instagram.com/deunivory/Shout outs: Luvvie https://www.instagram.com/luvvie/?hl=enBlack Girl In Om: https://www.instagram.com/blackgirlinom/?hl=enAlex Elle: https://www.instagram.com/alex_elle/?hl=enHanahana Beauty: https://www.instagram.com/hanahana_beauty/?hl=enAdrienne Raquel: https://www.instagram.com/adrienneraquel/?hl=enCrwn Magazine: https://www.instagram.com/crwnmag/?hl=enTRANSCRIPTZach: What’s up y’all? Welcome to Living Corporate B-sides. So B-sides are essentially random shows we have in between our larger shows. These are much less structured, and somehow, even more lit, if you can believe it or not, than our regularly scheduled shows. Now you may ask “What do you mean by more lit, Zach?” Now watch this - sound man, give the them horns. [air horns] Zach: See what I’m saying?  For these shows it may just be the Living Corporate team talking about the last episode and more recent events. It may be one of us, it might be three of us, or we may have a 1 on 1 with  special guest to talk about their perspective on the latest topic on our show and plug their stuff… you know, just kick it. The guest may be a corporate professional, they may be an entrepreneur, who knows? Right? They may even one of the fastest rising stars in the world of creatives, especially around holistic wellness for black women. Yes, we have her here folks: Deuncye AKA Deunbra AKA “momma, there go that woman” AKA D.I. AKA your fave photographer’s fave photographer, AKA kween, AKA “whoa why you do em like that sis?” AKA Essence AKA Crwn Mag AKA VSCO Vixen AKA I’m saved but don’t push me AKA “whoaaa is that her?” on the poster at your apple store AKA IG Influencer AKA your intern wishes they could work for HER! Y”all! *the* DEUN IVORY! What’s up Deun? Deun: [laughs] Oh. My God. You are literally a boost. You are literally a boost. Oh my god, I am completely done, I’m about to fly out of here. That was - wow. That was an amazing introduction. I feel great! Zach: I’m really glad. So off top, major love to Deun because she was actually encouraging me to start Living Corporate like last year and she been told me I should be doing podcasts. For those who don’t know you, Deun, would you mind sharing a little bit about yourself? Deun: Yes absolutely, so once again my name is Deun Ivory and I am a creative entrepreneur AKA a woman who does the most. I am a photographer, I’m an illustrator, I’m an art director for Black Girl in Om, which is the number one platform for women of color on their wellness journey. I do brand consulting and  brand design for women of color who start their own businesses. I’m an influencer, I do brand partnerships, I do a little bit of modeling. Ooh lord, it’s just- I mean the list goes on and on. Like, I do a lot and I really love what I do because it’s primarily focused on how I can help black women thrive. How I can help black women live their best lives and be unapologetically themselves. So I affirm you, I love on you, I celebrate you through a series of creative practices and I love it and I feel like I am created to do this  work that I’m doing. So yeah. Zach: So Deun, we’ve talked about the fact that your space is holistic wellness for black women, right? So talk to me about what it looks like to be mindful of yourself and to take care of yourself and to practice wellness within, let’s just say, like the corporate context. Like if I’m sitting at my desk and I’m stressed out. I got a funky email or someone’s really riding my back -- What are some  practical tips that you could give us around just taking care of yourself? Deun: Yes, so one thing that I think is really really important is to be mindful of the breath, which is something that we highlight all the time in Black Girl in Om. Like breathing easy? What does that mean? What does that look like? And I think that a lot of time we aren’t aware of how important a breath is. Like when you’re angry, you know your heart is racing, you’re breathing really fast, you’re just really upset, you know? And sometimes it’s good to just sit and meditate. In meditation? You are focused on breathing in and breathing out. You are bringing your focus to this one thing, which is breathing in and breathing out. And within that sitting still, that time of sitting still and breathing in and breathing out, exhaling, right? Inhaling love, exhaling anger. Inhaling growth, exhaling whatever it is that you’re trying to release. You kind of become more balanced and grounded in your own space. You’re able to think more clearly without being driven by emotion, y’know? So I think it’s a beautiful practice and beautiful space to create because you can access it or do it anywhere. You don’t have to pay any money for it, you know, god gave you this breath, use it, be mindful, be aware of it, and meditate as much as you can. And that can be for two minutes. Breathing in and breathing out. What do I want to release, what do I want to I want to bring in, you know. Kind of like aligning yourself with how you want to feel. So, that is  one thing. Journaling is so important because it’s a brain dump. And I think it’s really important to release, especially - I was talking about this with a friend today - black people internalize so much, right? And I think it’s important that we begin to externalize, you know? I mean obviously don’t do anything that’s gonna harm other people, which is why you can turn to writing. You know, you can write out your feelings, try to get to the root of why you may feel a certain way about something. Writing is so important for your self-care journey because you’re able to keep track of like who you are, where you are, how do you feel at this moment, okay? How can I realistically and practically get to this next level or this next whatever in my growth. Also gratitude.  Gratitude is something that is talked about a lot because it’s  so powerful. When you just sit and you really just immerse yourself in the blessings that surround you, you can change your mindset and perceive things differently, and look at things just like god trying to show you something.  Or you may be mindful of the fact that you are living in abundance despite the fact that you may be lacking this or might be lacking that. Yeah so I would say meditation and breath, journaling, and gratitude. Zach: Man those are great answers. And it’s funny, you said it at the beginning but you’re absolutely right. The tips, the advice that you’re providing here- it’s free! All it takes is intentionality and making sure that you actually do those things, but it’s not like I need to go sign up for something way out here. Deun: RightZach: That’s really cool, and I think it’s funny because the other point you made around us internalizing things like black people we do internalize things like as a culture. And when I talk to other people, like other minorities, those experiences are not so exclusive to us, right? So I think that’s really good advice. Man, thank you for that. Deun: Definitely! I’m happy to have shared it. Zach: I love your story and I’m excited because we’re really just still at the beginning of it. Now I know you’re not in Corporate America, but you have friends who are and you’ve done partnerships with actual Corporations, so it’s not like you’re completely alien to the concept of Corporate America. I know that you have been listening to Living Corporate, can you kinda talk to me about how you feel about the show so far?Deun: Yes absolutely! I mean when you first brought this idea to me, I was like “hey, this is definitely a space that needs to be created” because there are black people who, you know, have these narratives that need to be shared about their experiences in the corporate world and from my understanding, there was no space like this, especially for black millennials! So I think that this is very beautiful, very necessary, very transformative. I feel like it’s a safe space for people to feel like ‘I can come here and talk about everything that I’ve gone through and help other individuals who work in corporate america get through what they’re going through’. And although I have the blessing of not working in corporate america, you know, like you said, I do know a lot women, and work with them often through Black Girl in Om, to talk about being in corporate spaces where they’re the only black woman, and you know, they need to know like “how do I practice meditation? How can I cultivate a self care practice?” It’s all necessary, it’s all connected, and I’m happy to help in any way that I can and I’m so happy that you guys have created this space. Zach : Man, thank you for the love, Deun! And straight up, this is heartwarming, it really is. The thing about it is, it’s just so funny that because of the space that you engage and some of the work that we’re doing. So we actually have a show coming up in a couple weeks around mental wellness in corporate america, so what I’m really excited about as we get that show going is really pointing people to some of the resources and some of the things you’ve been doing, right? That you’ve been working on around wellness and just holistic wellness for in your case, specifically black women, but I think a lot of the things you actually create will be helpful for any non-white person in majority white spaces, right? And so when you think about what we’re doing is we’re trying to, to your point, create that safe space and beyond a  safe space, a courageous space. Like for people to really lean in and be themselves, and to be affirmed and built up. So for those who don’t know, we’re in Houston, we’re in my home. We are in my abode Deun [laughs] Okay. Zach: And I noticed, I’m looking around, and I see art, right? And for those who don’t know, I’ve been a fan. I’ve been a Deun fan. Deun: This is true Zach: Right, and I’m looking around and I’m looking at artwork adorning my walls and it just leads me to ask, you know, who was your first true blue client? Who was  your first client? Deun: You are so extra. YOU, Zachary Nunn, was my first client. And I thank you so much. You had me design a custom illustration for you and your beautiful wife, and man, you know, that really just started something special. Because, I mean I really started poppin then, people were like coming to me, requesting me, and it was amazing, so thank you! Zach: [laughs] Self serving on my side for sure, and jokes and stuff aside, I want to thank you for taking the time to sit down with me today. And I know you’re busy, right? So talk to us about what you got going on right now. Get your rounds off. Like, what are some of the brands that you’ve worked with, who are the favorite celebrities, I know that I saw recently that you worked with Luvvie, but just talk to us about some of the things that you’ve got going on and some of the things that you’ve recently completed. Deun: Right, so like I told y’all from jump, I always have a lot going on, and I’m just so blessed and so eternally grateful for that. Speaking on previous achievements or goals  or whatever you want to call them, I was featured in Essence in their April issue for Black Girl in Om, which is really really beautiful. If you have not been to an Apple store, you need to go their right now because you will see my face and my work shown all throughout the display monitors, on the phones, on the little gallery wall, on the iPads, all of that good stuff. And so that was really beautiful too because I was reached out to by the creative director of Today at Apple personally, who told  me that he was a really huge fan of my work and I was like “dang, this is crazy!” You know, so he had me create and curate these beautiful images on my iphone, and so I had a chance to put my friends on, you know, and so they’re in this international campaign which is crazy, and my self portraits! So that was really beautiful. And recently I became one of VSCO Voices grant recipients and I’m gonna be taking on this 6-month project about sexual abuse within a marginalized community, specifically black women. And that is a story that is very personal to me because I too am a woman who is now thriving in the aftermath of such a traumatic event. So that’s something that I am currently doing right now and yes I did have a chance to shoot Luvvie for the cover of this magazine with Design Sponge that will be coming out really soon. I have some amazing things in the works for Black Girl in Om, you know we have some retreats popping off, some live podcasts, I’m going to be doing my first keynote address at a photo conference in Palm Springs next year in 2019. Be sure to follow me on instagram and I will keep you updated with tickets and all of that.I mean, I don’t even know. Literally the list could go on and on and on, but those are some of the major projects that I’m doing, and I’m so excited about them, so. Yeah, that’s what I got going on. Zach: That’s really cool, so you know, you said something about your Instagram,  so where can people connect with you? Where can they buy your art? Where can they engage with you further? Deun: Yes, absoutely, so you can follow me on instagram @deunivory. I’m on that on instagram, I’m also on that on Twitter, and Black Girl in Om, you should follow us on instagram as well because we curate and create amazing experiences and art Zach: yes  y’all do Deun: Thank you. Oh yeah, I have another baby, Ivory and Ashe Life on Instagram which is a company that I founded with Lauren Ashe who is also the founder of Black Girl in Om. It’s like a mindfulness goods brand for women of color. And Hello G&amp;amp;G which is an activation series that I just started with my friend Abena Boamah, who is the founder of Hanahana Beauty. If you are in need of some lotion that’s gon get you your entire life, and have you glowing and shining like none other, you need to check out Hanahana Beauty on instagram. So I know those were a lot of handles, but I got a lot going on, and I’m pretty sure you’re going to be receiving so much beauty and affirmation from all of these platforms. Zach: Oh absolutely, and you know, I can specifically vouch for - well fist of all, Black Girl in Om is super dope. I visit your website, I visit your IG page all the time, beautiful work there. And then also I can vouch for Hanahana Beauty because I’ve actually met Abena a couple months  ago, and she gave me some of her cocoa butter. Deun: The shea butter Zach: The Shea butter, excuse me, that’s  right the shea butter and it was fire Deun: yeah! Zach: Yes my fingers were very very supple Deun: HA! Zach: My skin was lustrious Deun: [laughs] that’s literally - yes, like that’s what it is, it’s just what it is. And she’s been featured in essence and numerous other platforms because this  stuff- it’s the truth. Zach: So the thing about it is - this  is our inaugural kick off for our b-sides but eventually we definitely want you, Abena, Lauren Ashe, we could make it just like a Black Girl in Om party because we really want to talk about entrepreneurship while being other, and you know, like you guys have really burst on the scene, and yall -  the space that you guys are inhabiting, you guys are really rocking that domain Deun: Thank you! Zach: No problem, I mean, thank y’all. Let’s do this- before we kinda wrap it up, do you have any more shout outs? Deun: I wanna shout out to everybody! I mean relationships are such an integral part of my success, for one. You know, I would not be here if god had not blessed me with the relationships I have with these phenomenal black women who are intelligent and brilliant and who celebrate me and have shown me how to celebrate others. So definitely my creative partners Lauren Ashe and  Abena Boamah, my best friend in the whole wide world, Victoria Banjo. My good friends in Houston, you know Eunice and Selma and Unique and everybody from Good Hope, my amazing husband Eric Michael Ward, who is also an amazing photographer and is the reason why I’m in photography now. He’s so dope. Oh my god, who else? Alex Elle for really just trusting me to create her logo and allowing me to be on her podcast, which gave me great exposure and also the reason why I have so many clients and you know, people who kinda know me, yknow, I’m grateful for that. And Sarad at Essence for reaching out to Lauren and I for the Essence cover, well not Essence cover, but you know, I’m manifesting that- Zach: Yes, c’mon Deun: -for the Essence Feature. Crwn Magazine for always putting us  on, if y’all need to be in the know of like a black magazine that caters to black women, our hair, our experiences, Crwn Mag, C-R-W-N. They are legit. Adrian Rochelle who is another phenomenal black woman. Just-- Brilliant! Ahead of her time. Please follow her on Instagram, she’s amazing. If I have missed you, please know it is  not on purpose. Okay, I just came back from a memorial party, it was real lit, I was eatin real good and I’m tired, but know that I love you and I mean well. But thank you to everybody who has been supportive, who has loved on me and shown me support and held me accountable and also been very honest with me from the jump, so. Yes, those are my shout outs. Zach: Dope, well, we’ll make sure to include all the @’s and links for all that you’ve referenced so that folks can make sure to connect with you. Definitely shout out to you ma’am, shout out to your wonderful husband, E-Mike, who is  my best friend, right? Best man at my wedding. Shout out to LaurenAsh and Abenah and HanaHana and Grow &amp;amp; Glow, and shout out to Black Girl In Om! Deun: yes! Zach: Okay, well look, I think that might do it. I think that does us for the show. Again, guys this is our first b-side, these are just gonna be loose,laid back, more fun episodes, and you can kinda meet friends of the show and kind of just get to know some of the hosts and some of our guests. You know, we don’t typically do it like this on the regular shows, but Deun would you mind signing us off?Deun:... okay! [laughs] alright, thank you for joining us on the Living Corporate Podcast. Make sure to follow us on instagram at @livingcorporate, twitter at @LivingCorp_Pod and subscribe to our newsletter through.  If you have a question you’d like us to answer and read on the show, make sure you email us at. Aaaaaand that does it for us on this show. Once again, my name is Deun Ivory! Zach: my name is Zach, peace!</itunes:subtitle>
      <itunes:summary>In our first B-side episode, we sit down with creative entrepreneur Deun Ivory and discuss her current projects and her thoughts on Living Corporate's mission.
Deun Ivory Contact:http://www.deunivory.me/
https://www.instagram.com/deunivory/
Shout outs: Luvvie https://www.instagram.com/luvvie/?hl=en
Black Girl In Om: https://www.instagram.com/blackgirlinom/?hl=en
Alex Elle: https://www.instagram.com/alex_elle/?hl=en
Hanahana Beauty: https://www.instagram.com/hanahana_beauty/?hl=en
Adrienne Raquel: https://www.instagram.com/adrienneraquel/?hl=en
Crwn Magazine: https://www.instagram.com/crwnmag/?hl=en</itunes:summary>
      <content:encoded>
        <![CDATA[<p>In our first B-side episode, we sit down with creative entrepreneur Deun Ivory and discuss her current projects and her thoughts on Living Corporate's mission.</p><p>Deun Ivory Contact:http://www.deunivory.me/</p><p>https://www.instagram.com/deunivory/</p><p>Shout outs: Luvvie https://www.instagram.com/luvvie/?hl=en</p><p>Black Girl In Om: https://www.instagram.com/blackgirlinom/?hl=en</p><p>Alex Elle: https://www.instagram.com/alex_elle/?hl=en</p><p>Hanahana Beauty: https://www.instagram.com/hanahana_beauty/?hl=en</p><p>Adrienne Raquel: https://www.instagram.com/adrienneraquel/?hl=en</p><p>Crwn Magazine: https://www.instagram.com/crwnmag/?hl=en</p><p><br></p>]]>
      </content:encoded>
      <itunes:duration>1352</itunes:duration>
      <itunes:explicit>no</itunes:explicit>
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      <title>#BeyondTheBag : Leveraging Higher Education</title>
      <description>In this episode, Zach and Ade discuss the role of education and building wealth with Accenture senior strategy consultant, Richard Odior.</description>
      <pubDate>Fri, 01 Jun 2018 06:00:00 -0000</pubDate>
      <itunes:title>#BeyondTheBag : Leveraging Higher Education</itunes:title>
      <itunes:episodeType>full</itunes:episodeType>
      <itunes:season>1</itunes:season>
      <itunes:episode>4</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>In this episode, Zach and Ade discuss the role of education and building wealth with Accenture senior strategy consultant, Richard Odior.Length: 00:33:33Hosts: Ade | ZachTRANSCRIPTAde: “Research and public policy have traditionally focused on education and income as drivers of upward mobility. There is compelling evidence, however, that education alone does little to explain the source of different levels of economic well-being, especially across race. Observing an association between higher levels of educational attainment and higher levels of net wealth and concluding that education produces wealth is tantamount to observing an association between the presence of umbrellas during rainfalls and concluding that umbrellas cause the rain. It's more likely that the relative wealth of different races explains the educational attainment differences across race groups.” This excerpt is from “Umbrellas Don’t Make it Rain: Why Studying and Working Hard Isn’t Enough for Black Americans” a joint report between The New School, Duke Center for Social Equality, and Insight, a non-profit research entity. What does this mean for people of color trying to secure the bag? What role, if any, does education play in affecting our income? And if education alone won’t secure the bag, what will? Hi, my name is Ade. And this is Living Corporate.Ade: So today, we’re talking about greenery. Cheese. To be more specific, we're talking about paper, stacks, racks, looseleaf, guap, benjamins, all that. Zach: So we're talking about money? Ade: Mhmm, getting to the bag. More specifically and more to the point of this show, what role, if any, does education plays a role in securing said bag. Zach: You know, this is a great topic, I'm really excited that we're talking about it. Because I know for me growing up, education was a big deal. It was a big deal for its own sake because my mom is a principal now and before that, she was an English teacher. Butt off top she told me, look, the expectation is for you to get a Masters. We didn’t even talk about me going to college because we knew that we were going to college, no joke. I didn’t even walk for my undergrad degree. Not because I don’t believe college matters, but because it was so much the expectation. Ade: Same here - it wasn’t even a spoken thing, my family just expected me to go to college. You need to go to college to get a job and you need a job to get money so it was an automatic thought process there. Zach: Right, and to be honest I just figured the more education you got, the more money you’d make. But as I’ve gotten older I’ve realized that isn’t always the case. Ade: Well, to keep it real for a second, how many people do we know who, at the barest minimum, have a bachelor's degree, but have not secured the bag?And before we go any further, this is certainly not to disparage anybody with a bachelor's degree under their belt, or who have terminal degrees. This is just a process of trying to understand what the secret sauce is. Listen, if there's a formula, somebody needs to put me on. I was on Fishbowl, which is, for those who don't know, it's an anonymous posting app for consultants and there were just so many different stories and conversations going on around compensation that I've never been exposed to before. And it’s even more unbelievable because that study I referenced at the top of the show, again it's called “Umbrellas Don’t Make it Rain: Why Studying and Working Hard Isn’t Enough for Black Americans”, it calls out  median wealth by education level, and it shows a disparity between black and white families- where Black families with a post baccalaureate have a combined wealth of 84k white families at the same level have a combined wealth of almost 300k. The numbers get even more bleak with fewer years of education. Zach: Right, and I appreciate you sharing this data. It's a great report "Umbrellas don't make it rain", we'll make sure to have it in the actual show description but I look at those numbers myself like “HOW SWAY? HOW!!” How is that possible?!  The thing about it is, though, neither one of us has finished grad school, so most of our talking points are gonna be second hand, right? It would be great if we could talk to a 1st generation Corporate professional who, maybe they graduated from a top 3 grad school in the nation. You know, someone who could share their story about their experiences Ade: Right, right Zach: What the job hunting was like and maybe how they used their degree to get to the next level, perhaps? Ade: Like our guest, Richard Odior? Ade + Zach : whaaaaaaa? Zach: Sound man - I need you to go ahead and drop them thangs in here for me! [air horns] Ade: [Laughs] alright, so next, we’re going to get into our interview with our guest Richard Odior. I hope you guys enjoy-------Zach: Hey y’all, we’re back! Annnnd as Ade said, we have Richard Odior on the show! Richard, welcome to Living Corporate man!Richard: Thanks for having me, guys, I'm glad to come to the show, I guess. This is exciting, man.Zach: So, for those of us who don’t know you, would you mind sharing your story a bit? Specifically of how you (1) got into Corp America and (2) what led you to pursue an MBA?Richard: Yeah, so I went to the University of Houston and majored in Finance, and like anybody else in Houston, there's one option - oil and gas. So I quickly hopped into a career in finance in oil and gas for a couple of years, worked in commodity trading, then like financial performance analysis, pretty much all the board for a while. And then luckily I was able to gather with a group of friends who were trying to do some entrepreneurial things, and we opened up a chain of gourmet donut cafes in Houston. Shout out to Glazed. And so one of the things that the experience let me know is that I loved building things. I love growing things. But it also let me know I liked growing things fast. And what I learned about through that experience is that brick and mortar is a bit slower and so I went back to school in a sense to move back to a faster paced growth, and so for me that was tech, right? Tech enabled businesses. So, I went back to business school with two things in mind- either going to Venture Capital, or going to Consulting. Because I wanted to see a faster paced growth, that's kind of how my mission to go back to school started.Zach: So talk to me a bit more about growing things and growing things fast. When did you realize that the pace that you worked at was perhaps a little bit faster than that of your surroundings?Richard: Oh man, it was as soon as week three of work. I think at the time, oil and gas was moving slow, companies were paying people crazy amounts of dollars to do little work, and so I joined my new  group, and I was probably the only other person under 30 in my group of like thirty five people. And primarily because companies were paying people to do work that could have been automated and people were not motivated to move up because they were getting annual promotions, annual raises, and it was outlandish. And I just realized this was very slow. In the first 6 month of being there, I had already surpassed a lot of people of the floor because everybody was coasting, and it wasn’t because I was doing anything amazing, I was just putting in more effort than the average individual, right?Zach: Right, right.Richard: And for me, that just kinda wasn't what I wanted to do. I figured 'while you're young, do as much as you can as fast as you can, and learn as much as you can.' So I just kept on pushing and pushing and pushing, and through the experiences I was able, and great mentors at the company, I was able to build really fast, get into new roles, get new  opportunities that a lot of people probably wouldn't get into until several years into their career. And so that was pretty amazing, but then I realized I didn’t have ownership of anything. I didn't have anything that I could call my staple item. When you're working in oil and gas, you don't own an oil rig, you don't build an oil rig, you don't make any of  that, so I was like 'what is my impact?' and I didn't feel it. And I felt like there was a way to feel it, that I wanted to tangibly know that I had changed something. So, I looked at somewhere else. And luckily I had some friends who were into the same thing, into building, into cultivating, into doing some really cool things. And we just started chatting and we said 'hey, what can we do?'Zach: Were there any preconceived notions about grad school that were proven right when you got there? And were there any preconceived notions about grad school that were proven wrong?Richard: One preconceived notion, at least for business school, and I'll speak to business school, the hardest part was getting in. Once you're in, it's busy, it's difficult, it's kind of like a ride. You're growing yourself and learning and meeting new people all the time, and sometimes a lot of the work gets masked, if that makes sense. You don't realize how much work you're doing because it's  masked in so many other experiences. The opportunities really feel global. Like, I traveled almost thirty countries in two years, it was ridiculous.Zach: thirty countries in two years?Richard: Yeah I think the final number was like twenty-eight. And I can speak for myself, I don't want to speak for all minorities, but it's just one of the things that a friend of mine told me - speak up, raise your hand, and don't be afraid. Minorities tend to feel like our voice is not going to be on par with the rest of everybody. We think about what we're going to say so carefully because we want to seem a  certain way, and what I realized, and what my buddy told me, he was like 'you're here because you earned it. Don't ever feel like you didn't earn it, and don't ever feel like you can't compete.' Those were really really big words for me because I think often times I went to a public school, I went to the University of Houston, right? And a lot of b school classes have students coming out of Columbia, Harvard, Yale, and so sometimes you get this mindset like 'yoo what am I going to do, I'm not on the same level.' And then you get in there and you pull something out of yourself that you don't understand  that you have. And you understand that you're here because you're valuable, you're here because you bring something to the table, and I think that was one of the things that I had to shake off when I first got there.Zach: It's funny that you bring that up, talking about 'you look around the room and you see all these people that got really big collegiate names next to them' and how you question yourself like 'do you really belong there.' it's funny because a couple shows ago we had- we were talking about imposter syndrome and how you battle that. And it's funny that you kind of bring that up when you say 'not feeling like you should have to prove your seat at the table.' But that if you're here, you earned it, and you're here for a reason.I hope that people take that away and that they're encouraged by it. That's a really good message. And I think it's actually applicable in and outside of Academia, right?Richard: I always tell people like 'Let someone else turn you away,' right?Zach: Straight up, yeahRichard: The amount of times we (and I talk about we as the minority population), We self-doubt ourselves, right? We say oh-- I remember in undergrad, there was a career fair and there were several companies recruiting. And my buddies, we walked in and they veered off left and I veered off to the right and I was like 'yo guys, why don't you come in here?' and they were like 'well my GPA's not this and my grades aren't that' and I said 'let them tell you no'. I'm not going to tell myself no, you know? Someone needs to pat me on the back and say 'Hey Richard, what you're doing is not good enough', 'Hey Richard, your product is not good enough', 'Hey Richard, your grades aren't good enough', because I'm not going to tell myself I'm not good enough.Zach: Man, amenRichard: I'm going to walk in there, I'm going to hand in my resume to whoever's there, and we're going to have this conversation, and then you're gonna tell me I'm not good enough.Zach: No, straight up, I'm cheering you on when you're talking because man, that's my philosophy. Like, look man, there's plenty of people out there who will tell me I'm not whatever. I'm either too academic or not academic enough, I'm either too strategic or too tactical, or I'm too this or not enough that. Listen, man. There's enough out there already of all of that. So I'm not gonna be an additional voice for that, I'm going to tell myself I am enoughRichard: You are enough, yeah!Zach: You know, like what's the point? So you gonna sit back and join every other voice that's out there? Not to be super pessimistic and say that the world's against you, that's not what I'm saying. But there's more than enough voices  and perspectives and opinions, be that for whatever reason, that are gonna discount you, so don't discount yourself! Let them tell you, Let them push you out the room, let them tell you that you shouldn't sit at the table. Then you fight, but don't kick yourself before you even get started.Richard: 100% you gotta walk in like you already have a seat at the table every time you walk in the room.Zach: RightRichard: Every time. Every time you walk in the room. Now, I'm gonna let you pull my chair out, but I'm not pulling my own chair out of underneath myself.Zach: I'm saying! [Laughs]Richard: I have a  seat!Zach: That's rightRichard: I don't care what room it is. I walk in, I have a seat. That's how you have to operate.Zach: No absolutely. Well look, man, today as you know, we're talking about getting to the bag, right? And so the context was all around, like, we looked at a study called Umbrellas Don't Make It Rain and it's essentially  dispelling certain myths about wealth inequality and income inequality. And one of the things for me and Ade that we were talking about on the show, growing up, I just thought that if you got a grad degree, that they were just going to hand you money, right? That you're just gonna walk out of that thing with a thick six-figure salary, and so my question to you - what would you say to people who just make that assumption? Like look, I went to grad school, I got my MBA, and now it's time for me to get that 160,000, 180,000, 220,000 dollar bag. Like, what would you say to people who make that assumption?Richard: Whew, uh, I think a couple things to get the bag, you gotta be ready, first what are you bringing to the table? What industry are you looking to go into? What were you doing before? And how are you going to change the organization that you're going to now? So, for example, even me going to business school was interesting. I remember when I was making the decision, I was basically a finance guy, so I had to put it in a spreadsheet, right? And so, I had to say 'okay, if I go to business school and pay X and come out and get paid this, then it's valuable.' And I hate to sound like a snob, in a sense, but I think a lot of times people don't understand what they're investing in when they go to grad school. And I say this to say - not to knock any program -  all programs are not created equal, all opportunities are not created equal, so going to any grad school is not the same as going to certain grad schools, if that makes senseZach: YeahRichard: And it all depends on where you are in life, right? At a certain point, I usually say it's a premium spot is maybe 4 to 6, anywhere from 4 to 6 years is a premium spot because you've probably made good enough money at the place you're in, but still have enough value from the MBA to get the post-MBA salary and still be worth it. Let me give an example - if you work 8 years and you've made your salary is now at  X dollars, it's harder to leverage the MBA because the jump that you can make is smaller, right? But if you go at prime time, which is usually, for most people about 4-6 years, a jump is still very sizeable. So for example, I was blessed with a really good job before, like I said, it was great, I was making really good money. But post MBA, I was still able to increase my overall salary by more than 50%. At that point, the numbers still made sense. But if I had stayed in my current company for maybe another year or two, the jump would not have been as large.Zach: RightRichard: Also, I think some of the big things - it's not just about the bag now, it's about the bag later. And I say that in the sense that if you go to the right program with the right resources and the right network, the beauty of it is, it's not just about you getting the bag today, but your network will also be getting the bag. And so your network is your bag as well. Because whenever they're looking to hire a consultant down the line? It's you. Whenever they're looking to hire someone for an acquisition? It's you. They're gonna operate in the network of other people that they believe are competent. One of the things I noticed - I work in consulting- one of the things I noticed was some of the best managing directors, what they leverage is their MBA network. What they utilize is their other classmates working in industry, at whatever company it may be, and they reach out to them and they sell these huge million dollar projects back and forth. And because that bag is not just a today bag, it's a future bag, right? And so I won't say that knowledge isn't something that you can always google. There's a lot of aspects you can Google about the knowledge you can get, the documentation, but a large part of business school is  the in-person interaction. I used to sit with my classmates from Colombia, India, Indonesia, all over the world, and we would talk about different concepts and I'd learn directly from them. And two things that I got - I got unique knowledge, but I also got to know them better. So, when I tell you I went to 28 countries, I was going with these people from those countries and I was learning business through them and with them and now in the future, they know that if an opportunity comes, I can knock on their door, they can knock on mine.Zach: When we talk about wealth or the bag, I know for me that my default is "how much money am I going to make off of  this job?' Individually, me, right now. As opposed to, to your point, pulling from your network, right? And thinking about, you said, the bag in the future. I would say even if your bag is only, you know, in the context of a yearly salary, your bag isn't big enough, right? Like I would say you need to be thinking about really what encompasses the bag. And to your point, it's that network. When you think about MDs and Partners and Principals, especially cats who have been selling work for 5, 10, 15 years, they typically are selling work back and forth to like the same what like 7 or 8 people?Richard: 7 or 8 people!Zach: Like it's not like they're like 'oh I found this brand new guy that just popped out of nowhere' No, they have a network there.Richard: That's part of the bag. The relationships are part of the bag because ideally, one of the things I realized, and if you go to the right program, if you do it the right way, you don't have to get to the bag immediately. And I've seen it multiple times where someone went to grad school, they might have not gotten the exact job they wanted, but they take another job, they did well, they got promoted, then two jobs down the line, when a great opportunity comes with that company, well their friend works at that company and is high in that company, and they pull them over. You see a gravitation of 'oh that company's run by a bunch of X people that go to that school, that company is  run by a lot of people that go to that program.' It's because there's a relationship that's being built, that's being carried over in so many ways. There's a reason why certain companies recruit at certain schools, because those relationships, someone high in that company is from that school and has that relationship, so there's definitely value. And if you're changing industries, there's definitely a value there. And that was one of the factors that if you're putting it into a spreadsheet, you won't be able to put that part in the spreadsheet. Your bag might not be actual cash, it might be your happiness and your enjoyment of getting into something you wanna do. I have a lot of friends from school who might have been doing things like banking, investment banking previously, making north of 200 [thousand] a year, and took jobs that make maybe half of that post because their ideal goal was to get to something that was different, and that was  the bag for them. And so identifying what your bag is is a big thing. If you identify what your bag is, then you can identify how to get to the bagZach: That's a really good point, man. I like that a lot. So to your point, I think perspective matters. What you're thinking about what your goals are. Which actually is a good segue to my next question, so as a follow up to that, what was your strategy for you on leveraging an MBA for where you want to go? So when you think about - man did you even plug the school? Did you plug the school that you went to?Richard: Oh I gotta plug my school, I was waiting for the end, but I went to Kellogg, man. Kellogg School of Management at Northwestern, man. That's my home, man. They took care of me for a good two years, man.Zach: There we go. So my question is when you think about Kellogg and the degree that you earned, what was your strategy on leveraging your MBA for where you wanted to go? Like how did it fit into your master plan?Richard: I'm still leveraging it now. I mean, in multiple ways. I think for me, the school, ideally chose the school for one a few reasons, right? One was the programs that had the learning that I like to learn. It had a lot of hands-on learning, but mixed with class work. And they promised that you would work in over 400 groups before you left. And I was like wow, 400? I was like alright. And the importance of that was that I work best when I get to know people. Like I'm not the best, but I've always been good at managing relationships and I wanted to go to a school where I'd get to interact with people, manage and harvest relationships, and be able to develop with these people. So when I chose the school, that was definitely in mind, and then on top of that, since I've been in school, the network is amazing. I've been able to reach out to so many people and I've made mentors and connections through our network that have been beyond anything I could have dreamed about. And I'm still making networks and connections, I'm still making calls, and I'm still giving back in the same way. And so I'm always in this realm of gratefulness to the program, but it's leveraged me to be able to have conversations with individuals who probably would never, if I had just tried to make a certain transition, would answer my call. In my phone, to this day, I have the numbers saved of at least 5 millionaires. Easily. And that's a minimum. And those came through the experience of when I got to Kellogg, connecting with certain people, being continuously connected to my goals. For me, I had several short term and long term goals. I was able to utilize my network very early on. I remember the first week of school, we did an exercise, and it was in your sections, sections  were usually around 60 people, and so our professor said I want you to tell me something that is one of your largest goals and I want you to put it on the board. And we're one by one putting it on the board. And anybody who could help you get to your goal would come write their name on your sheet.Zach: oh wow, that's powerful.Richard: and it was  interesting because he said 'you don't realize what you have alone in this room. Not even the whole school, but what you have alone in this room.' And from that first week of school alone, from the people who wrote their name on my list, I've been able to go so far. It's been crazy, I've met some of the millionaires I was said I connected to was through one exercise. And they leveraged me to introduce me to other people and it's been amazing and so, because of that, I naturally have been given experiences where I don't even have to leverage the MBA, the MBA gave to me directly, if that makes sense.Zach: No it does, that makes a lot of sense, man. So look, I have a last question for you - do you have any other plugs, other shoutouts?Richard: Whew, um, I got a lot of shout outs, a lot og plugsZach: Do your thing man, do your thingRichard: I gotta do a Glazed Donut Café - if you’re in Houston, for sure, check this out. They're my family. Love you. Kellogg's School of Management, Bauer was my undergrad, go Coug's, I learned everything I know from them. I also wanna plug Impact America Fund. One of the firms I used to work at, and I got connected to them during business school. It's a double bottom line venture capital fund which focuses on investing in minority entrepreneurs and underrepresented minorities. I learned a lot from the people at that firm and I've grown a lot through them. I want to shout out to Living Corporate for doing what they're doing. You guys don't know how major this is right here. Honestly, as someone who has constantly worked in corporate america, this is something we used to talk about in business school is - we often have to cover and hover and hide who we are constantly, and what you guys are giving people is the opportunity to really be open, and also an opportunity to see that you're not alone in the workplace. Which is often times when you're the 'other,' you always feel alone. This podcast alone has excited me so much because it lets me know I'm not alone, and lets me hear the stories of people who are doing great things that are also considered an 'other' at work.Zach: Aw man, that's amazing, well first of all Richard, bro thank you for the kind words. The thing about it is, what excites me is your energy is - and spoiler alert for those who don't know, Richard and I are friendly, and we've known each other for about a decade now-Richard: yeah man, a decade!Zach: But what's crazy, and what excites me is the fact that when you say something, especially when you give praise, and also when you constructive criticism, but when you speak all that energy, it comes from a really authentic place. And so, we wanna thank you for joining us today, and definitely all the shout outs- I want to endorse. Eat Glazed. Glazed is  a great donut spot, good donuts, great flavors, if you're in Houston, check it out. You'll probably see us shout them out on our IG stories, so stay tuned for that, but anyway, Richard man, thank you for joining us todayRichard: Yeah, and any minorities who are listening and you're thinking about grad school or business school, I can speak specifically to business school, if you're thinking about business  school, feel free to hit me up. Honestly, I'm an open book, I like talking, I'll have a conversation with you, anyone who needs anything honestly. My goal is to see more of us in those spaces, because honestly something I will say is it's a leveling ground. It evens out the field and I've seen it multiple times, for people who were not given a silver spoon to start off with. So if you want to have a conversation, if you just have questions in general, these guys have my contact info, feel free to reach out and we can chop it upZach: We'll definitely put the contact info in the podcast description. Drop your stuff, man, what's your twitter, your IG-Richard: yeah so my email is richard.odior@gmail.com, my IG is r.odior. That's it, you can find me on facebook, find me on LinkedIn, feel free to touch base any time. Let me know that you came from Living Corporate first so I can show these guys some love.Zach: [laughs] yeah man, that's what's up. Richard, again brother, thank you. We look forward to talking to you again soon, brother. Alright, Peace.--Ade: And we’re back. Yo, that was a great interview and Richard was a fun guest. He had some great insights on how you can leverage a degree for your goals, but I think I’m more certain now than I was before that that degree isn’t a cheat code. Zach: Yeah, like I said from the beginning, I was raised to think that having a graduate degree would give me one two three four five six seven eight Ms in my bank account. Ade: Right, but at the same time I do believe the degrees have their time and place. They just need to be part of your plan. Which is it’s own thing. Zach: Real talk. I know for me I genuinely want to get a grad degree, right? First it was an MBA, but now I’m thinking an I/O Psych PHD but -- Ade: Oh, ok you fancy huh? Zach: I am very fancy, for sure. The point is, I’m trying to think it through, like the why of the degree, because school isn't free. Definitely not even cheap Ade: Sure isn't, sure is not. And, listen, we started off the show talking about wealth inequality and how it isn’t fixed purely by education. I don’t think this should discourage people from pursuing a degree. I do hope that this conversation helps us think critically and analyze fairly common assumptions many of us were raised to believe about how wealth is generated and distributed. Like Richard alluded to, we’re going to have to re-think what “the bag” is for us and what our strategy to secure it, it has to be more than an annual salary. Zach: Right! That’s a soundbite for sure. This is a huge, complex, and yes, frustrating topic, but I believe the starting point is awareness, then thoughtful dialogue, then planning and then action. Ade: Agreed! Anyway - let’s get into our next segment - my favorite things, where we talk about what our favorite things are these days. Zach : Yes! My favorite thing right now has to be this book I’m reading called Why I’m No Longer Talking to White People About Race, by Reni Eddo-Lodge. It’s so frank and honest. I also have a bias towards aggressive book titles. Book titles that let you know exactly what it's about when you pick it up. I just, I really enjoy that. Also, shout out to Glazed Donuts. Glazed Donuts is a gourmet donut restaurant based in Houston TX. I can tell you they have a great product - donuts, sandwiches, kalaches, juice, allat. Shout out to Richard, Bobby, Edose, TJ and all the members of the Glazed Donut team. Ade: So currently, I have at the absolute top of my list of one true loves, I have this  book called Children of Blood and Bone. It is by Tomi Adeyemi who wrote just an amazing, amazing work. And I'm looking forward to reading more from her. I'm Nigerian, I'm Yoruba, and it's really beautiful to see the Yoruba pantheon of gods incorporated into a literary work. So go check that out if you are interested at all in, well, reading. But also if you're interested at all in any fantasy novels, really really good book. My other favorite thing- I don't know if you've seen I just got a new dog. His name is Benji. Well, technically his name is Maximillian Benjamin Gold the third. There is no first or second, but yeah. We are extra over here around these parts. I call him Benji because I'm the more sane mama. I'm well grounded and down to earth and all of those things. So my beautiful beautiful baby husky is just my newest ray of sunlight and I just, I cannot get enough of him. I've taken 262 pictures and I've posted maybe 3 of them, so like I'm not being obsessive and I'm not being 'that guy' but. He's a gorgeous pup, and I do say so myself. Zach: Dope! Well, thank you for joining us on the Living Corporate Podcast. Make sure to follow us on instagram at @livingcorporate, twitter at @LivingCorp_Pod and subscribe to our newsletter through www.living-corporate.com.   If you have a question you’d like us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. Aaaaaand that does it for us on this show. This is has been Zach. Ade: and I’m Ade Both : peace!9:19 -&amp;gt; 10:18</itunes:subtitle>
      <itunes:summary>In this episode, Zach and Ade discuss the role of education and building wealth with Accenture senior strategy consultant, Richard Odior.</itunes:summary>
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      <title>#SecuretheBag : Salary Negotiation</title>
      <description>In this episode, Zach and Latricia discuss effective salary negotiation strategies with experienced Walker Elliot senior recruiter Kyle Mosley.</description>
      <pubDate>Thu, 03 May 2018 12:58:00 -0000</pubDate>
      <itunes:title>#SecuretheBag : Salary Negotiation</itunes:title>
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      <itunes:episode>3</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>In this episode, Zach and Latricia discuss effective salary negotiation strategies with experienced Walker Elliot senior recruiter Kyle Mosley. Length: 00:39:55Hosts: Latricia | ZachTRANSCRIPTLatricia: Federal Reserve research shows that Black workers earn less than their white counterparts in a worsening trend that holds even after accounting for differences in age, education, job type and geography.In 1979, the average black man in America earned 80 percent as much per hour as the average white man. By 2016, that shortfall had worsened to 70 percent, according to research from the San Francisco Federal Reserve, which found the divide had also widened for black women.The analysis from Institute for Women’s Policy Research says if the wage gap keeps narrowing at the pace it has been the last 50 years, Black women will not catch up to white men until the year 2124 (that's 106 years from now), Hispanics until 2248, and white women until 2056. The excerpts I read from Bloomberg and NBC respectively speak to historical inequity that people of color face when it comes to equal pay in the workplace. Considering the nation’s history, this itself should not be a surprise, however the question is what if anything can we do as non-white men do to tip the scales in our favor? This is Latricia. And you’re listening to Living Corporate.Latricia: So, today we’re talking about effective salary negotiation and career management strategies.Zach This is a great topic and I’m glad we’re discussing it. The data you shared at the top of the show was… I’ma be honest, it was like really depressing - BUT it points to the reality of where we are and we can’t move forward without being honest about where we’re starting.Latricia: Right. It is frustrating to see the data and it’s reminder that racial inequity goes beyond the typical talking points that aren’t often explored and understood.Zach: Right. Latricia: I mean, let me read this again-“The analysis from Institute for Women’s Policy Research says if the wage gap keeps narrowing at the pace it has been the last 50 years, Black women will not catch up to white men until the year 2124 (which is 106 years from now), Hispanics until 2248, and white women until 2056.”Zach: That. is. Crazy. And I know this show is about salary negotiation and career management, but that particular point from those articles reminds me of conversations you and I have had around how so many companies promote Diversity &amp;amp; Inclusion but don’t actually discuss anything beyond gender representation.Latricia: Right we just talked about that - so this is a great example of how that binary view is so problematic. From looking at the analysis from the Institute for Women’s Policy Research and again be reminded that all women aren’t treated equally, having that intersection of race and gender matters if we’re going to have completely authentic conversation around these issues.Zach: Man, I completely agree. So with that in mind, let’s talk about salary negotiation. I think this is a great topic because I’ll speak for my own experiences and what I’ve observed, I feel as if people of color don’t really advocate or encourage the idea of just negotiating. I’ll hear more stuff like “you just need to get in the door and work your way up, you don’t want them to look at you sideways or think that you’re all about the money or whatever, whatever, whatever”. I hear a lot of those talking points from other people of color.Latricia: Right, right. And I’ve heard the same thing. A little bit about me, my background is in public health and I’m in this facebook group with other women in public health, I won’t say the group specifically, but I’ve seen how black women with master’s degrees are working jobs out of their masters for almost minimum wage. And I can’t believe it. And even just the idea of a six figure salary is something that they don’t dream of until they’re at the top of their career, maybe close to retirement, we’re talking like 50. That’s when they’re thinking they’ll be able to get to that six figures. And then I’m sharing stories about kids I know coming out of undergrad within 3 years at some of these firms, and they’re making six figures in 3 years and you’re talking six figures 20 years into your career. And I’m really passionate about this episode and it’s important for us to talk about it. Like I said, in public health, for some reason people are too ashamed to talk about the money because we’re more focused on social justice and healthcare for all and I totally understand that viewpoint, but we can accomplish social justice and still secure the bag. So, I really think that this is going to be an important show.Zach: Right, and I guess I’m a little taken aback to be honest, because you’re talking about these women. And like I said, you and I have had this conversation in private, but you saying it again is just mind-boggling. You’re talking about women who have advanced degrees taking, like, pennies on the dollar. And that’s nuts to me. And it honestly makes me sad but I’m not surprised, like where do you think that comes from? The idea of not negotiating or not negotiating enough? And let me be clear guys, this is not just an issue for black women. The main people I’ve gotten this whole “chill, take it slow, get in the door and grind” talk are actually from male people of color. But where do you think that comes from, Latricia? What are your thoughts there?Latricia: It’s definitely not exclusive to women of color. These realities still create practical, micro level challenges for all of us day-to-day. And like we said from the start, the issues we’re pushing up against are systemic and institutional and we get that… but, I don’t think that means we just say “whelp, racism, woe is me” and don’t at least figure out ways to fight and be more strategic in how we push for that bag you know? Zach: I definitely do. That’s funny “whelp, racism” that should be a meme. “Nothing we can really do.” It’s not funny but it’s kinda funny at the same time. Anyway--Latricia: That’s gonna be the hashtag for the show, by the way.Zach: Anyway, to your point, I definitely do. And like you said, just talking about some of the larger data points, who’s to say that we’re not able to do some things and mobilize at an individual level that could impact the whole thing? There might be things that we can do, just as Latricia, as Zach, as the person listening to this podcast that could actually make a dent in some of these trends. Latricia: Absolutely. And really, it’d be great to have another, more seasoned perspective. Like someone with over 25 years of experience in career coaching, or corporate recruiting, salary negotiations, and strategic relationship building. Not to say this discussion hasn’t been great, but just to have that extra perspective, you know?Zach: Hmm… you mean like our guest for today’s show, Kyle Mosley?Latricia, Zach: Whaaaaa-?[air horns]Latricia: Alright, so next, we’re going to go into an interview with our guest, Kyle Mosely.Zach: So we have Kyle Mosley on the show - Kyle, welcome!Kyle: Hey, thank you for having me, Zach.Zach: Not a problem, we’re really excited to have you here. For those of us who don't know you, would you mind just sharing your story?Kyle: Oh definitely. Well, Zach, I’ve been a recruiter for about 25 years here in Houston, Texas. I started off in 1992, so really I’m going into my 26th year pretty soon. So I started as an engineering recruiter, as well as I delved into some executive recruiting. I owned my own recruiting firm for 8 years before getting back into connecting with an old buddy of mine in the recruiting network and I’m still recruiting until this day. It has been a very lucrative field, my wife is a recruiter as well. And it’s a great opportunity for me to be able to share and help other people.Zach: That’s awesome, and congratulations on coming up on 26 years, that’s amazing.Kyle: Yeah long time. Long, long time, man.Zach: So as you know today we're talking about effective salary negotiation. Can you explain from your point of view why salary negotiation matters?Kyle: That’s a good question. Salary negotiations are much like a relationship negotiation. It sets the tone for what relationship you will or will not have with the prospective employer, okay? So ideally everybody wants to have a win-win situation when it comes to salary negotiations. But, we know eventually one side will either concede or compromise or the other side will not. And somebody either will walk away or, if there is the compromise, there still may be some expectations there from one party that didn’t quite get what they want. So when you go into a salary negotiation, you must know that before you finalize the negotiation as well as come to terms with the other party, what are you prepared to be able live with? I think right now, Zach, in this day and age, it’s no different from when I started recruiting, to be honest with you. It’s that everybody expects to get something out of the deal, right? So if you go into the salary negotiation expecting your top ten list to be fulfilled by the employer? I think you’re delusional.Zach: [Laughs]Kyle: [Laughs] And the reason why I’m saying this is let’s be honest, and I always back to the relationship principle - when you and your wife first started dating, there was some give and take. And it’s the same with your employer, or prospective employer. There will be a give and take. Now, your employer may concede certain aspects of the job function or the salary that you’re going to get, but there are going to be some high expectations the higher that salary goes.Zach: Okay.Kyle: And are you willing and ready to be prepared to accept that responsibility, you see? So if you cannot accept that responsibility and take the ownership of what’s going to happen once you become gainfully employed with that prospective employer, you are going to really have a difficult track with that organization.Zach: So to your point though about, I guess, being more practical regarding companies’ expectations the higher the number goes, do you have any examples or stories of how that plays out?Kyle: Over 25 years I’ve been a part of hundreds of salary negotiations, right? The issue comes into play and it always comes back to “who’s going to be bitter about this situation or not?” [Laughs]Zach: [Laughs] ‘Kay.Kyle: and who’s going to have the higher expectation there. So let’s kind of do a reverse engineering type deal - Let’s start from - you’re on board with the employer, but that employer is going to be expecting certain things from you. So before you go into any salary negotiation, you’ve got to be able to do your homework, number one. And also, number two, you have to know your value. If you don’t know your value and you don’t know anything about the employer or where you’re going to work, you’re really going to put yourself at a disadvantage in this whole negotiation scenario. Now when I talk about knowing your value, is the fact that a lot of people believe that ‘okay. I came out of school, went for 4 years, got my bachelor’s’ and let’s say ‘I went to get a master’s degree or MBA or some sort of advanced college degree, right?Zach: Right.Kyle: So therefore when I go onto these career sites like glassdoor or salary.com or monster or careerbuilder, these guys are telling me I’m worth 80k dollars to start off with. And the employer wants to know ‘yeah, you have great credentials when it comes to your educational credentials, but what about when it comes to your real work experience credentials?’ Ok, and the value comes into - if I offer Zach an opportunity to come onto my company XYZ Executive Firm, right? I need to know that Zach from Day 1 is going to enhance my company. Versus Zach is going to be a person extracting from my company.Zach: okay, yeah.Kyle: So then, that’s when I’m saying if you know your value from day 1, you’ve got to be able to articulate this to your prospective employer. That’s a part of the negotiation cycle. Alright so, I have an entry-level kid coming out of one of these big name Texas schools, and he’s an engineer, and he has his PhD in engineering. So then I have a 5 year engineer who has worked in the oil and gas industry, he only has a bachelor’s degree and they’re vying for the same opportunity. So the firm is telling us ‘ Ilike the fact that this guy went to my alma mater. However, I need a guy that from Day 1 can hit the ground running.’ So who does he offer the job to? The one who has the practical, real-world experience. I’m not trying to alarm people who have done well in their educational pursuits, but you cannot say that I’m gonna walk in day 1 expecting x amount of salary if I don’t have practical experience. That’s when knowing your worth comes into play.Zach: ‘KayKyle: What are you willing to concede in order to get a start in the real world? That 1 if you’re entry-level. 2, let’s say you are the 5-year person or 10-year person or 20-year person - You have some achievements that you’ve done in previous jobs, but if you don’t have that information, if you’re just going off of your emotions-- see, you have to take the emotion out of the equation. You have to also articulate what you believe you’re worth.Zach: Okay. So when we’re sitting down and we’re having conversations with the employer, and you’re answering questions and things of that nature, how do you articulate your value?Kyle: Okay that’s where you do your homework. And a lot of doing your homework is what type of questions are you asking in the interview yourself. A lot of people go into an interview believing that they’re sitting down and the employer is going to ask them all of the questions and they’re going to answer questions and that’s it. No, you have to be prepared to be able to ask certain types of questions to the employer like How long has this job been open? How long have you been looking for the right person? What expectations do you have of that person when they walk in the door? 90 days, 120 days, 180 days, a year, whatever. What are those time tables? What are those things that we can quantify that you’re going to expect me to come in with through the door. If you’re a sales person, they’re going to want to see X amount of revenue that you bring into the organization, right?Zach: RightKyle: if you are an engineer or technical professional, they want to see how many projects you work on and complete in X amount of time. If you are an operations professional, how many projects have you brought to the table and how many projects have you been able to find the right people to work on those projects and be able to complete in this particular time frame as well. So those are the types of things that you have to be able to flesh out in the interview process. If you’re not able to flesh values from the employer, how can you negotiate effectively? Because a lot of people believe ‘It should be on my resume, and you should be able to give me what I’m worth’. So what is that? How does that look? How, as an employer, would I be able to know that Mr. Nunn is worth 60 or 80,000 dollars? 80 or 100,000 dollars to my organization? Because what’s going to be my return on my investment in Mr. Nunn?Zach: For those who don’t know, Kyle Mosley is a black man. And Kyle, I’m curious, as a black professional, I’m curious, have you seen any differences when you look at how white and non-white candidates pursue job opportunities?’Kyle: First of all, audience, let me just say this - I’m a Morehouse man. So when I came out of college, I believed I could conquer the world. I’ll be honest with you though, back in 1989, that’s when I graduated, and I believed I could walk into any room, boardroom and get an offer. That’s how i felt. As a matter of fact, when I first got to Houston, I interviewed at 5 companies in one day and got 4 offers. I had confidence, right? So the confidence I had was I did not go into the interviews with fear. When an African-American engineer, not all- this is what I have noticed.Zach: Okay.Kyle: When an AA engineer goes into an interview, they usually are not as well prepared on the company, who’s the interviewer, who’s going to be a part of the interviewing process, understanding what makes the people tick. If you ever have dealt with a recruiter or have a relationship, a recruiter can possibly give you some inside information on the company, what’s happening with the position, how long these people have been looking, if it’s a high turnover type of situation, or if it’s going to be a tough interview, and how you need to present yourself. We do the whole gamut of setting the person up for as much success during the interview versus if you’re winging it by yourself. And you can always use me, I’m just putting it out there, as someone - you’ve probably heard my voice and said ‘alright I need some help, I’m going into this, I don’t have a recruiter’ - call me. I’m open to help people out. What I would suggest is not only building a network with recruiters or with other talent professionals, being able to study who you’re going to speak with and the market. Also go on LinkedIn. Man, LinkedIn is a fabulous tool. I’m just going to use fictional ABC company.Zach: Sure.Kyle: So, sometimes Human Resources is going to say ‘Ok Sally, you have an interview at 8am tomorrow, be here, be early so you can be prepared to fill out paperwork...’ And you hang up the phone. ‘Wow, I got an interview!’ and you’re excited. Zach, who will you meet? Who will be a part of this process?Zach: Yeah.Kyle: Now I’ve seen other engineers say ‘ok that’s great, but when I walk in the door, who do I need to be expecting my arrival? And how long will I be with this person? Who else is going to be a part of this process?’ They ask more questions.Zach: Right.Kyle: They want to be educated. They want to go to the person’s linkind profile, look at let’s say, where the person went to school, how long they’ve been at the company themselves, what type of hobbies they may have, sometimes people have their hobbies on there. Let’s say it’s photography or hunting or whatever it is.Zach: Right.Kyle: Those are things that you could bring up in the interview, okay? Try to find some common ground with the person outside of just being about the interview or things of that nature, right?Zach: Right. Kyle: So those are things that help you build a successful way to get in the door, interview successfully with that person, and ask the right questions- typically I don’t want people to speak about money on the first interview.Zach: Okay.Kyle: You typically do not want to be the one to come out with the money first because you don’t want to look like it’s only about money to you. Most of the time, they’re going to ask you. So if they ask you, yes address it. And address it confidently. Now, you can also say this- let’s say I’m Mr. Interviewer. ‘Well, Zach, how much money do you want for this particular job?”Zach: Right. [laughs]Kyle: ‘How much are you expecting from us here?’‘Well, Mr. Employer that’s a great question. Can I answer this at the end of the interview so I can be able to get an assessment for what you guys are looking for, to make sure that I’m able to answer that correctly and address it properly.’Zach: Right. So I hear what you’re saying, but at the end of the interview, what would you suggest saying?Kyle: Well, you can give them the number you feel that would make you happy. [laughs]Zach: [laughs]Kyle: but you say it in such a way - ‘well, based upon what you guys are looking for, Joe, you’ve been looking for 5 months, you’ve been trying to find the right person who can execute this type of project. I have been able to execute this type of project in several occasions, I explained that in the interview. You’ve been looking for someone to come in and work well with the team, with different teams... so based upon what you’re looking for and my background and feeling like I can make a contribution immediately, I want 100,000 dollars.Zach: Straight like that.Kyle: If you already know that this is what the salary range is bearing, right? Zach: Right. Kyle: You need to have a good feeling, and you can ask that question with HR on the phone , say ‘Hey you know I’m just kind of curious. For this type of role, thank you for this interview first, but what’s the salary range for this?’Zach: you know, I think- Of course we live in a capitalistic society, right? Like you have to have money to survive. So I’m really trying, and I appreciate you clarifying, asking directly about the money piece because I’ve also been in situations where people reach out to me and they’ll be really excited and you know, their salary range is like 15-20% under what I’m making right now. And everybody wants to always make more. You know like ‘how much do you want to make?’ ‘I want to make more than I’m making right now whatchyou mean?’ So I think it’s really important if there’s a way that you can kinda get in front of that and in a way, to your point though, that isn’t so money hungry or just makes it seem as though all you care about is money but at the same time, being transparent about where are we with this thing financially.Kyle: Can I just adress one thing, Zach?Zach: You sure can, yes please.Kyle: Okay, notice when the person asked the question, I didn’t just immediately answer the question, but I asked another question. So there are a couple of techniques you can use. Person asks a question? You can answer the question with a question. Answering a question with a question - Kids are great at that, you know? They do the same thing. My son is about to be 13 next week and now he’s into - he’s not just going to give me a straight answer. And What I learned early on in my career in recruiting is that the person who answers the question first usually loses. Okay, so what do I mean by that? I’m glad you asked, Zach.Zach: [ laughs]Kyle: So what I mean by it is the fact that if a person says ‘we’re prepared to offer you 80,000 dollars.’. Now you can answer it ‘great! I accept! I’m ready to go to work!’ Because you must know in the back of your mind thats where you are and what you’re willing to accept. But if you want to negotiate, you may say ‘ hmm.......’ Notice that long, uncomfortable pause.Zach: Yes, I did.Kyle: right, it’s an uncomfortable pause so sometimes the HR professional who may be extending the offer verbally or the hiring manager may extend it verbally, sometimes they just send an email these days which is a horrible, horrible way of presenting an offer to a prospective employee. Yes I said that, Mr. and Mrs. Employer. You guys need to stop that.Zach: [laughs] Amen.Kyle: So you’ve got to be willing to answer the question, follow up and say ‘look, this seems like a great offer, let me study it, let me be able to review it. I may have some questions, will I be able to call you back? What time is good for me to do so? Let’s make an appointment, can we talk at 3 oclock on Monday to be able to go over the offer in detail, so I can be able to make sure I’m on the same page with you.Zach: Okay.Kyle: So you’re going to have them doing what? In the next day or two or the next hours that are coming - ‘did I really extend it the best offer I could’. Now I always ask my employers whenever they extend an offer to any of my candidate, I’ve been taught to ask this from day 1 - is this the best offer you can extend?Zach: I like that.Kyle: Why? Because I’ve got to be honest guys, 80-90% of the time, that’s not the best offer they can extend. Now, is that the best offer they’re going to extend to you? Maybe. But the bottom line is there are other variables. So you want them to be able to explain why they were eager to prepare this offer for you. And listen, don’t get emotional. Don’t get mad and feel you’re being lowballed. Or you’re being underappreciated or feeling discriminated against. You can’t do that. You have to listen first. Listen to what they have to say, say ‘Okay, I’m taking all of this into consideration. Can I get back to you’ Now here’s the fear part. And this is where many of my minority friends come into the fear part. ‘They’re going to rescind the offer. Because I asked to be able to think about it’.Zach: Right.Kyle: No. It’s how you prepare to ask about. If you have an attitude? Yeah, most likely they’re going to rescind the offer. But if you’re trying to make a well educated decision and let them know ‘I’m trying to make the best decision for me and my family’ or ‘for me and my professional career’. Even if you are fearful they’re going to rescind the offer, say something like this- ‘well, I need to see the benefits, can I speak with the human resources professional and go over the benefits first?’Zach: Oh that’s awesome, yeah.Kyle: Then they’re thinking ‘well yeah, it’s just the benefits, yeah sure. Sure sally why don’t you do that, I’ll set you up with Joe Best and you guys can go over that’ you know? How well you frame it is going to make sure you have your house being supported - your career is your house - what type of foundation you lay, what type of framework you put into your home, will it support the weight of everything else that’s going on? And I’m only saying this because I want the audience to be more in a power type of position versus being passive when it comes to this. Once you start your career, guys, you have to be able to say ‘This is what my goals are going to be’.. And every year you have to redefine your goals, you have to please please redefine your goals. Make sure you check on your goals, make sure you’re on point. You also need to have an outside coach or someone to help monitor you with your accountability as well.Alright, what I would say is this, to any professional, it doesn’t matter how young or old you are- make sure you learn as much as you can to platform yourself to your new situation. Build your career, have a solid foundation so that when people, they look at your track record, they see a progression. That’s it right there, a progression. OKay? Because I had a client of mine come to us and say ‘look, I don’t want to see anyone who’s unemployed’. It’s like ‘ok, this is oil and gas country, there may have been some people out of work’. And the guy says ‘yeah I understand that, but for this role, because this person will most likely become a manager within the next year or two and I need to train this person because I’m going to become the VP of the company, I need to see somebody with a career track record that they progressed from one job to the next. So the person wasn’t just engineer day 1, then he went to another company to be the same type of engineer. You know, I want to see the person go to the next step, supervisor, next step department manager, next step this that and the other, right? If the person’s going to be Analyst 1, don’t go to another job where you’re just going to be Analyst 1. If you can bear not to do so, just for the same type of functions, but more money.Zach: Kyle this is great. And I actually think that’s a good place to end it. You know I really appreciate your time, Thank you. Before we let you go - do you have any shoutouts?Kyle: First of all, I would like to thank everyone who has been in my career my 25+ years. Thank you very much for helping me to be highly successful. My wife, of course, and my family, and thank you for this opportunity as well. But most of all, audience, I would like to thank you for listening into what Zach is presenting because this is some good information. And you may say ‘Hey, Mr. Mosely, I think you made some nice points but I don’t quite agree with you’. That’s okay! It's a discussion for you to think about what you want to do with your career and how you’d like to progress with your career. So you can always follow me on twitter @ExecRecruitPro, I’m on twitter there. And if you want to connect with me, my firm that I represent is called Walker Elliott. So you can always email me at kmosley@walker-elliott.com.Zach: And there it is, Kyle Mosely thank you so much again.Kyle: Hey thank you Zach, anytime, let me know and remember - don’t be as good as, be better than.Zach: Amen. Peace, Man.Kyle: Take care, bye.Latricia: And we’re back! Zach that was a great interview. Kyle has a lot of knowledge and I just love his energy.Zach: Yeah for sure. Typically I feel like I’m the bombastic one but he was keeping up with me pretty good. What did you think about his feedback on clearly articulating the number you want and the reason why?Latricia: Yeah, I really enjoyed his practical perspective on things. For example, response methods. So not just blurting out concerns like ‘that’s not enough money!’, but pausing before you speak, and making it a little awkward. That was really funny, but it makes sense because it’s that psychological approach. There were some mind games there and I just really enjoyed that.Zach: Absolutely. I enjoyed it as well. I also appreciated that he said how this is his perspective and not Gospel. We definitely enjoyed having him on the show, and we definitely want to have him back.Latricia: Yeah he was great. We need to make sure we drop his contact information so everyone can reach out to him if they have any additional questions or concerns.Zach: For sure! Ok - Well look, let’s get into our next segment - favorite things, where we talk about our favorite things these days. Latricia I’ll let you start.Latricia: Yeah, so my favorite thing right now has to be biking. So, it’s very important that you stay fit. I recently participated in BikeMS in Dallas, it was a 160 mile bike route. Of course I did not do the 160 because I am a beginner. So I did the beginner route, but I love biking, it’s a great way to exercise without feeling like it’s punishment, and I’m hoping that next year I can actually complete the entire course.Zach: Man that’s really cool. And we definitely, definitely wanna stay fit, and I’m really excited actually because I know down the road we want to actually have a whole show about personal wellness. Right? And that’s a big part of it. Physical wellness is a huge part of it. Well, cool. My Favorite thing right now has to be, believe it or not, this Snoop Dogg Gospel album.Listen, y’all--Latricia: Ohh, that album is fire!Zach: It is Fire, it is really really good. I mean, welcome to 2018. Like, I can say that Snoop Dogg, at this point -- and again I didn’t want to be a prisoner of the moment, so I said welcome to 2018--where Snoop Dogg has dropped one of the coldest gospel albums I have ever heard. And it’s been some months now and this album is still heavy in my rotation, especially when folks trying me at work. To be honest.Latricia: [laughs] I actually listen to that song when I’m at work, too. Well, thank you for joining us on the Living Corporate Podcast. Make sure to follow us on instagram at @livingcorporate, twitter at @LivingCorp_Pod and subscribe to our newsletter through www.living-corporate.com. If you have a question you’d like us to answer and read on the show - Like The Read , make sure you email us at livingcorporatepodcast@gmail.com. Aaaaaand that does it for us on this show. My name is Latricia.Zach: and I’m Zach.Latricia, Zach: peace!Mrs. Jackson: Living Corporate is a podcast by Living Corporate LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post Production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on twitter, facebook, instagram and living dash corporate dot com. Thanks for listening! Stay tuned.</itunes:subtitle>
      <itunes:summary>In this episode, Zach and Latricia discuss effective salary negotiation strategies with experienced Walker Elliot senior recruiter Kyle Mosley.</itunes:summary>
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      <title>#WeOutHere : Impostor Syndrome</title>
      <description>In our first episode, Zach and Ade discuss the topic of impostor syndrome and welcome former fortune 50 executive, Amazon best selling author, and entrepreneur Fenorris Pearson to share his story. Length: 00:47:30</description>
      <pubDate>Thu, 05 Apr 2018 05:21:00 -0000</pubDate>
      <itunes:title>#WeOutHere : Impostor Syndrome</itunes:title>
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      <itunes:season>1</itunes:season>
      <itunes:episode>2</itunes:episode>
      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>In our first episode, Zach and Ade discuss the topic of impostor syndrome and welcome former fortune 50 executive, Amazon best selling author, and entrepreneur Fenorris Pearson to share his story. Length: 00:47:30Hosts: Ade | ZachTRANSCRIPTZACH: It's 2011 and I just graduated from the University of Houston (go Coogs!). I'm bright eyed and bushy tailed and I'm scared out of my mind. It's my first day and a large retail company an HR Manager and since I'm an "Executive Team Lead", there's a big orientation with all the other "Executive Team Leads in the region. At 20 years old, I'm easily. One of the youngest managers in the company. I look around the room and I see folks way older than me and seemingly much more comfortable in their own skin. I should be excited. I should be thankful. I should be happy. Instead, I only had one statement seared in my mind. First a whisper, then finally, a clear assertion: I don't belong here. This is Zach, and you're listening to Living Corporate. ZACH: So today we're talking about imposter syndrome. An hbr article defines it as a collection of feelings of inadequacy that persists despite evidence success. Ade, can you relate to that? ADE: Absolutely. On our website, which you also check out by the way, there is a quick little blurb about the fact that I'm an aspiring software engineer. I knew nothing about code before I started exploring it and I can't tell you the number of times I sat in a room and I was like, OK, I heard the words that came out of your mouth and I'm pretty certainly were in English, but I could not tell you for the life of me what they meant to. There's just this repeated feeling of, I'm in the wrong group. You have you ever had that dream where everybody around you can see you naked and you're not aware until he looked down and realized, oh crap, they're laughing at me. I'm just that repeated feeling of I'm in the wrong room and everybody can see it. Also in like my own job, my current position, I'm always feeling like I'm always hesitant to answer questions even though I know the answer to them because I'm often either the youngest person in the room or the least experience. And I find that despite how confident I might be when it's just me and I know that I've done my homework and I know that I've done all the background necessary, I always find myself like second guessing myself for that one, very brief, split second, and sometimes that's just the difference between somebody else getting the position or somebody else getting an accolade for something that I already knew the answer to. ZACH: That's so real. Speaking for myself, I know that there's been multiple times where I know that I've done the research. I know I've done the homework, I know that I've done everything that's calling for me to do. And yet when I get in those rooms where you have those moments, there's always like the sneaky thing where I'm like, "ah, I really don't this, this whole thing is a sham", right? Like where I feel as if like at any point at any moment, like they're gonna pull back the curtain just kinda like where's it at the end. The one that was a great and powerful Oz. And you look behind the sheet and it's like just a regular dude. And I know for me like that's a genuine feeling of mine, right? I know that this is a relevant topic because even like on Fishbowl, which is like a, for those who don't know, fishbowl is an anonymous posting essentially like think like, um, like twitter, but there's no user names, don't know if it's completely anonymous and even we look across like, you know, when you just look at fish bowl, which I would say the predominant number of users are white folks. They talk about this all the time and like it leads to all types of issues, it's the source of so many different types of stresses and frustrations for them. They'll say things like "I'm really depressed here", and "you know, I really just felt as if anyone was going to find me out", "I really don't feel like I know what I'm doing and everyone else is an expert", and so on and so forth. I mean, I've seen people who are engagement managers and partners and directors, postings like that, right? And so I don't feel like it's necessarily something that's so isolated to me or definitely to you. And I know you've done some research on this. What insights can you share about how common or uncommon the feeling of being an imposter or just how common or uncommon imposter syndrome is? ADE: So we found a research that suggests that up to 70 percent of people, in professional settings report I'm having felt some sort of, um, anxiety related to impostor syndrome. And I know I've done personal research back in my graduate days. I'm on particularly students of color and feelings of inadequacy in school settings, but I didn't really find any that, that spoke to the experiences of underrepresented groups in corporate America. I would venture to say that the present is of those particular groups that are higher for people who are already one of the few where you find yourself being the only black person. The only black woman, the only gay person or the only the only used in the room and I've always wondered what it must be like for people of color to climb any corporate ladder because the higher you go, the less there are of us.ZACH: Straight up. No, you're absolutely right. I mean I definitely agree when you look at the data and I definitely reviewed the research that you shared and thank you for that. It didn't break it down by the "only" one in the room, to the language that you used. It didn't break it down by you know, how present that feeling must be for the only black woman or the only first generation immigrant or like ow much stronger those feelings must be. Because for me, when I think about imposter syndrome, I think about the fact that not only do I feel like this, but there's no one around who looks like me who I can actually have a conversation with either. So I feel like doubly alone, you know what I mean? ADE: Yeah, I do. I mean, it would be great if we had a guest who could speak on their experiences. I mean, they will need to be like, I dunno, executive at a couple of fortune 50 companies they wrote an Amazon bestseller or where does, because that won't be an entrepreneur. ZACH: Oh, you mean like our first guest of the pod, Fenorris Pearson? ADE: Yeah! We're going to get it to her interview with the first guest of our show, Fenorris Pearson. ZACH: Hey, y'all went back and as I said we have for Norris s'mores. Welcome to Living Corporate.!First official show you kicking us off, how does it feel?FENORRIS: It feels great. Feels great, man. Excited. And I'm excited to be a part of this groundbreaking podcast show. ZACH: I appreciate it, man. So you and I have a history. We've, we've worked together. You've been a mentor of mine for years, but for those who don't know you, would you mind sharing a little bit of your story? Let's just start about how you got into corporate America. FENORRIS: Absolutely. So I come from, I grew up in a family of 10. Seven boys, three girls. Grew up in the projects. I was the first one and they only one want to get a college degree andcertainly our postgraduate degree in business and organizational development. I always aspired, even though it was a pretty good athlete, there was a division one scholarship athlete, student athlete, a lot of success in basketball, I was always inspired to be a businessman. So I, graduated and moved into a corporate America. I always believed in myself, but I know God always has provided grace and favor in my life. So as I entered into corporate America, um, it was one of those things where I had goals, I had certain aspirations to get to. Certain things were more important than anything I wanted to not lose myself, who I am, and who I was as an individual as I aspired and as I transitioned into bigger roles and bigger responsibilities within corporate. So I became, be at the age of 38, the youngest senior vice president, African American executive at that at Motorola. I became a senior vice president of organizational development in Motorola, had over 300 some employees that worked for me around the world. And that was after, at that time I was probably in my... I was 38, but I had probably been with Motorola for about six, seven years. Ended up transitioning from Motorola to go and work for Dale. And I worked for the number two man at Dell who reported to Michael Dell. And that was a huge experience as well too. So before the age of 40, I was a part of two fortune 50 companies that I was a senior level executive and two of the biggest companies in the world before the age of 40. So getting there was an interesting journey to the point where it sparked me to run a book. And the book was called "How to Play the Game at the Top" and that was inspired in my conversation that I had with one of the most senior executives in the world, this guy was the founder and the visionary of a phone called the Razor. Many out there may recall this phone, it was a thin, sleek, they called it the razor and it was one of their iconic phones within this time and I was part of the leadership team, the executive leadership team to develop and put that phone on the market. So am I hitting what you want to talk about? ZACH: Absolutely. This is exactly what I wanted to talk about. I wanted to hear essentially how you got here. And so your story that you're sharing the answers that question. I'm curious if you're talking about these experiences and you're working for these individuals and working at extremely senior levels, was there ever like one specific moment that you realized like, wow, wait a minute, I'm in rarefied air here. Like, this is a special position, like was there a specific moment? FENORRIS: There was two moments that I recall that I'm like, wow, OK, there were two distinct, different learnings from them. The first learning was about me standing up and sticking true to who you are, particularly from a male and from a man's perspective and just about your character, who you are and what you stand for. That story is, there's a, there's a woman tthat I had hired. She was from Kellogg. I brought her on board as a director, but she was extremely qualified and so, and, but she happens to be a minority. She happens to be a female and African American. And her and I at one point were visiting an we were taking on a restructuring of a, of a 14, 15 billion dollar business. And so my job was to begin to do an org diagnostic and assessment of the strengths, the weaknesses, what's working, what's not working, typical diagnostic stuff. And I'm, this young woman, uh, was part of the, um, the team that I would take in and we'll go on and sit down and discuss with an executive. And one particular executive really was not feeling, he time that we had set aside and that we had documented that this is when we're going to meet, this is the nature of this conversation, this is what we're going to be trying to accomplish. What are you doing this time? So it was two of us, myself in this young female who was extremely qualified and competent. And so we get into the office and this man for whatever reasons, in a bad mood. And he is, he apparently had just got back from Europe over London and was tired. But, he was very rude to us and he was extremely rude to me in front of this young African American female and the better, calmer nature of me decided to handle this individual in a professional way because the point, the decision that I had to make was what's more important? Do I continue with trying to move forward with doing this my job? Or do I sit here and let this young female who I just hired a watch me kowtow and belittle myself and lose sense of who I am as a man, forget my job or getting my responsibility just as a man and have this young woman forever look at me as a senior African, "oh, so this is what you have to do in order to be an executive in corporate America." I made a decision at that time that at no point will allow this woman's memory, ah, to be as a man and as an executive, to accepted such disrespect from this senior executive sitting across the table from me. So I said to him, I said to her, I said, I started off. I said, sir, if this is not a good time, um, shall, we can, we can come back and continue this, um, this, uh, this interview. And he was like, no, this is a good time because it's a good time, which doesn't appear to be because I'm the, I'm feeling some tension here. And then so I asked this young woman, I said, "you know, what, could you, could you excuse us?" And I said her name and he said, "no, she can stay here." [Then I said] "As you know, she's, she's my direct report and requesting that she excused herself from this conversation." And so is she excused herself from this conversation. I looked at him, I got up on the edge of my seat and I looked at it across the table and I said to him, I said, "you and I know sir, if you and I were outside of this organization, there is no way you would approach me like that because you would be fearful." I'm six, seven tall, sexy, OK. And he's about six feet. OK. And so, so my whole point to him was that, that, that you wouldn't dare approach me and this manner, and I'm, I'm not going to let this young woman's memory be a of me as a man, as a senior executive that happened to me, a man of color. I'm someone that was just allowing himself to be treated with such disrespect. OK? So, so, so that moment, Zach was a moment that, that changed my career because at this, at this point I was I was a vice president of a business unit, but not of the entire corporation. OK? So at this moment, this man changed his attitude, uh, you know, kind of backpedaled a little bit. I asked for the young woman to come back in. And, uh, we continued to interview. Now, the second aspect that I talked to you about the change when I realized I was in rarefied air, uh, as an, as an executive and Corporate America was when two days later this man calls me up and I'm like, "Oh crap, OK." You know, he's going to be on some, some, some Caucasian man stuff. And he's going to exert his power. He's going to exert his authority and you know what, I may get fired. OK? All right. So cool. So I made the decision at the time, decided to address him and I decided to ask this young woman to, to leave the room that I was willing to suffer any consequence for the sake of keeping my dignity. My mom used to always say, if you don't fall for something, you'll fall for anything. And I wasn't about to fall for having him berating me. And more importantly, have this last impression of this young woman who's at the beginning of her career, I'm thinking that she has to or she has to be a certain way besides just being who she is in order to be successful in corporate America. Little did I know that, uh, when this call came was the call was totally the opposite of what I thought this call was. And so he asked me, he, um, so first of all, his assistant called my assistant and assistant asked me, did I ask my assistant and I have done, was I available? I said yes. I picked up the phone. And um, he said, so interesting conversation Finnaris - he didn't say for "Fenorris" as my name, but he said from "Finnaris". Interesting conversation. So here's what I want to do. I want to, I want you to go on a trip with me. And so I'm like, what do you mean go on a trip? At Motorola, we had all these corporate jets and so we had these corporate jets, and so being on the corporate jet, certainly I've been on commercial airplanes, but I never been on my own private jet. And so, so he asked me to meet him, at our hanger where we keep all our corporate Jets outside of Chicago.And so I met him there and I was lgoing to say, as a lot transpired between the time of him asking me to meet him there and the conversation that we had on the phone. But I'm thinking when I get there, it's going to be a group of people I'm just going off to Sunnyvale, California. Little did I know at the time that he called me. He had just got promoted to be the president, the number two person and pretty much it as running a motor roller or he had just got promoted at that time on the phone call. I didn't know it. So when I get there at a hanger, I'm thinking it's going to be a bunch of the people that's going to be on this jet is just, it turns out it's just him and I. So we get there - and this is a true story. We get on the jet and we're getting ready to take off. So you're, you know, on a jet is, is everything in all kinds of food. So I'm trying to be cool and act Like I've been there before, but at the same time, like this big lobster over there, some shrimp, like, wow, this is nice, you know? I got my leather seats, I got plush leather everywhere, communication equipment, et Cetera, et cetera. So he said, so you're probably wondering why it's just me and you. I said, "absolutely" So we're taking off getting ready to head out to Sunnyvale, California from outside of Chicago. He said, "the reason why I put you on this, I got you on his plane because what want to share with you is something that most of us never talked to you guys about."So two words. "Most of us", meaning mostly Caucasian white men and "you guys", I'm sure everybody that's probably listening to refer it with, uh, you know, Kinda get the meaning of you guys as meaning African Americans or people of color. Never really get a chance to, um, understand how we operate. And so I got on a plane because it's going to be my word against your word. I have no idea how you may react to what I'm about to say to you. But, um, what I want you to know is when I spoke with you and I came at you that I'm at that, um, at that meeting we had, it was all by design. I'm like, why? Wha? What do you mean? "I want to see how you would react to see if you would stand up for yourself. I see so many of you guys out there that are so motivated to be, um, to be, uh, to get ahead, that you will, will allow anything, ah, or had someone to do anything or say anything to you in order to get your stripes. OK? In order to get your where you feel like you belong. Rightfully belonged in. A lot of you guys depend on succession planning. A lot of you guys depend on, uh, the affinity groups like the African American group or the Hispanic Mba group, that those groups are going to allow you all to be in a certain, um, I'd be a part of certain conversations." So as I'm listening to this, I'm like, I can't believe I'm hearing all this. So he's like, "what I wanted you to know is that it was a test" and a little did you know that at that time I saw you got promoted to the president of this business unit, this business. And it happens to be the biggest business unit in Motorola. Motorola was probably about a 55, $60,000,000,000 business. So one of the biggest business units in the world. And I was certain he says he's the number two man in control. And so, um, so he said "what I wanted to do was to see if you will stand up for yourself. I wanted to see because most of you guys to try and aspire in to the next levels, you lose a sense of who you are and what you're all about. Some of you guys even change your voice. You even change your voice." This is interesting coming from, from a white man, this white man, it's assessing and able to have been around enough by people to know. And if we're all real, we all know some people. And just because that to them, just because we change our voice means that we're, we're trying to be like them or not. That's how they accepted. Some of us may talk proper, all right? And so there's nothing wrong with them, but from his perspective, OK. And so this is his thought process, but he continues, "even some of you guys try and change her voice to be in, to feel like you're, you know, you're more accepted with us. What really sparked my interest to have you on my team was that you stood up to me because I'm trying to build a team with this new role that I just got. I don't want yes-people around me and I don't want people to just tell me what they think I want to hear because that doesn't do me any good. "He continues, "I've also been inspired in my life by two African Americans" and I'm like, wow, this is really getting great. Keep in mind we're 30, 40,000 feet up in the air. We're on a plane talking about this is that there's these two African American men. I said, so why me? Why me? He says, "there were two African American men in my life that inspired me, right? What most of my white counterparts don't know is that I grew up poor. I grew up with a single mom. All right? Because of my white male. See me. They see me, they see the wharton school, a business school, they see a harvard, they see all those degrees. But what they don't understand this, that, you know, I had a single mom that raised me. And then so I had two African American men that, that, that, um, uh, sowed some seeds into my life that inspired me to not do bad things because my mom worked all the time. And I was out in the streets getting into trouble and these two African American men on the boxing gym out in New Jersey and they, and they, you know, they just took me in and they gave me, they made me, you help me become more disciplined. And I was so appreciative of that because it wouldn't have been no telling what I would've done." I kind of referred to him as rain man, if anyone ever seen the movie rain man, he was half genius and half crazy. So, so that experience that he had always inspired him to want to do something and give something back to a minority because those two, those two men changed his life to the point where I thought it was bs in down the road, but he even donated money back in New Jersey to named schools a school after this man, after these men. So he put up hundreds of thousands of dollars donated so the school could be named after these two men. So as he's telling me, the reason why we're on the plane is because it's my word against your word and this is stuff that we would never ever talk to you about how, how we do things, how, how things go down, how decisions get made. There are meetings before meetings...that the meetings before the meetings proceed and take decisions are made before we actually get into the meeting that was supposed to be making the decisions and you understand what I'm saying? You guys are never exposed to those things. What I want to know if I want you to, I want you to know someone on my team and what you need to understand that there are consequences for, for that there are, there are good consequences and there are consequences that, that just happened and the light, but corporate. So explain to me what he meant by that is that, for example, he talked to me about the difference between mentors and sponsors. He said, "what I'm offering you is not to be your mentor, but to be your sponsor." A mentor is someone is going to provide coaching, provide guidance, helped you prepare for an interview. A sponsor is someone that's going to say, "that's my guy."I'll give you give you an example. When I left Motorola and went to Dell, typically you would go through an interview process where - particularly people of color - you're going to meet, you're going to go two or three times. I interviewed one time and I interviewed with Michael Dell and no one else and my salary, my sign on bonus. I had a sign on bonus about $300,000. I had a golf membership at a country club out at the place that we built is built the place outside of Texas Dell headquarters since in round rock, Texas and build a 10,000 square-foot home out in Lake Travis. I had everything. OK. But my point here is not on the material things. My point is under the process or how they do stuff and trying to help people understand the difference between the mentor and sponsor. The fact that he sponsored me, only have to see one person. I didn't have to go through all of these interviews, all of these parading me then come back here, come back for the next round of interviews.That's the process that they typically take us through. But how they do, if they bring someone in that they want, they don't have to go through that process. They don't have to go through. And if they do go through several interviews, you can bet it's just, it's just a formality there justtsomething to make it look like it's a competition for the job, but they've already made a decision. That's the difference between mentors and sponsors. And he wanted me to Kinda understand that he was offering me something totally different from what I ever even thought about. I always thought the name of the game was mentorship, right? I always thought the name of the game was, if you know, if you work, you and I, you know, I was smart. I thought if I work harder and smarter than you, I'm going to get promoted. That's not how the game works. We could be the smartest, we could. We know we work work harder because are who we are and how we were raised, but that's still, it's not a deciding factor. And then, so he talked to me about the difference between the electorial vote in the popular vote. I want you to understand that a lot of minorities spend their time on focusing on the popular vote in the popular vote means a, if you think about the election many, many years ago with Al Gore and President Bush, at that time, first time the whole thing ever came into play is when Al Gore won the popular vote, but he did not become the president of this country due to electorial vote, which is a lot less votes than the popular vote. OK? So his whole point from a business perspective is that sometimes we get so concerned on trying to please and make everybody happy, but when you take a step back and look at your career, there's only one or two people that could really influence and impact your career to getting it to where you want to go. And that's what he called instilled like electoral votes. And he said, what I'm offering you is an electoral vote, not a popular vote. So the question that you asked early on was, what were some of the events that that allowed me to know that I was in rarefied air? One, no pun intended, been 30, 40,000 feet up in a private jet. I'm certainly up and rarified air, but a meaningful perspective from a, from a development perspective, hearing how he explained and what he shared. And they said there like they're the reason why I'm sharing this with you on this claim this because you can't record what I'm saying. You can't. If you don't, if you think this is racist or whatever, you can't go and call a Jesse Jackson or Al Sharpton. He sent these names for real. I'm serious because it's just my word against your word and it gives you a word and one of the things that you should understand is never, ever dance between two big two elephants. Because if you dance between two elephants, you might get crushed. And what he was saying is, is that you know, if you choose to, if you choose to make this a big deal, then it's going to be my word against your word and I have my word and as I have a whole corporate hr machine that's behind me, and you may, you may get your impact. You may get your story out, but at the same time it's my word against your word and I think we could understand how that would end so that those were two major events that changed my mind. That made me really know that while I was in rarefied air. Amazing stories that has really guided the way that I lead and the way that I now transition from corporate world to a entrepreneur world where I'm the CEO of a company called pursuit of hope. This is a whole different background from, um, from the corporate world and being executive into an entrepreneur and that's a whole different... a segment that you can do down the road since transitioning from corporate to be an entrepreneur and just huge differences there. And how success in one area doesn't necessarily equate to an another area is totally different thought process and that's something that I'm more than willing to share about my experiences. ZACH: Those are amazing stories. I have like two more questions for you. So you know that we're talking about my imposter syndrome today. Essentially that's just a feeling of inadequacy or that you're somehow out of place and a space that everyone else from your perspective clearly is rightfully placed in. So did you ever feel that way? Do you ever. Did you ever feel like you had to battle imposter syndrome? And if you did ever feel that way, how did you manage those anxieties and kind of keep that stuff at bay? FENORRIS: So I think that's a great question. First of all, to be totally candid with you, that question goes back to how I was raised. I never felt like just because I was an African American man that I was less than or better than anybody because my mom always raised me up...my mom used to refer to me and my older brother that grew up together as - and it sounds corny - but, she would refer to us as my Kennedy boys. And so I'm like, my mom is my mom thinking me like the Kennedy Boys. And this is me. I was like eight, nine, 10, 11 years old. My mom, because I knew who the Kennedy boys were talking about, Robert and about John. We're talking about, you know, we're talking about some very successful people. So my mom said that in her own way to make us feel good about ourselves and to make us, you know, where our self esteem about ourselves and she always taught us that we wasn't a better or worse than anyone. And so those, that mindset, um, traveled with me in every aspect of my life and every aspect of the involvement in my career now to proof of that is when I got tested and I didn't know I was getting tested as I told you all about this story because what he had observed was a, I'm a person who was truth in it to themselves and a person who had a tremendous amount of influence in the organization that, uand we'll talk about a skillset. I didn't at that time when this man talk to me with this young African American woman in his office, I didn't have to know the, the corporate a title than the big corporate type of foot on time for the business unit did, but not for the entire corporation. And what I learned that is that you don't always have to have the power or title that title in the organization in order to have the biggest impact on the organization. Because of the fact that I stay true to who I am, who I was, and that I didn't compromise and if I can give the people who are, are aspiring and trying to, um, you know, in a corporate position, they're struggling, they don't know where they're not promoting a shameless plug here, mark my book, "How to Play the Game at the Top", a book that's on Amazon, where people can go and read more new and pretty much you're going to hear the same stuff in it, but a lot more detail about what I'm talking to you guys about your career now and how to progress further, which really comes down to being true to yourself. Never ever compromise who you are just for money or just for to get a title or just to fit in, because it may pay off in the short term, but the thing that I can do and look back at all of myexperience in corporate and say that I'm very, very pleased with the the decisions that I made and why I made them because there's nothing worse than feeling like you gained something at the expense of losing something. ZACH: Man, that's amazing and this is really powerful Fenorris. I really appreciate this man. I was going to ask if you had any plugs but you already plugged your book to Amazon bestseller, "How to Play the Game at the Top". And I wanted to reinforce that because as you know, I read it some years ago. Great read. We will have the things that we've referenced in this conversation on during this podcast. We will have all those things and make sure you actually look at our descriptions. You will see a link for how to play the game at the top in the description. So you can go ahead and check that out as well. Fenorris, I just want to thank you for joining us today. FENORRIS: Hey, thank you guys for being able to allow me to be a part of this. I really believe it's a groundbreaking show. More importantly is just it just thankful to you guys to want to put together a podcast like this here and so you guys could be doing a lot of other other things besides trying to educate andmake people aware of the challenge, challenges and opportunities as they grow in starting career. And so I thank God for you guys having an vision to put together a program like this. ZACH: Man. Thank you for Fenorris. We're going to go ahead and take a break. We come back, we'll have it back in the studio. We'll talk about this discussion and then we'll continue on with the show. ADE: That was a dope interview. ZACH: Yeah, I liked it. ADE: Yeah. In my little story at first I thought to myself like, wow, this is a really, really unique story. Like a great journey. Yet, at the same time, so much of it resonated with my own experiences, like even now in the earliest stages of my career, you know? ZACH: Absolutely. I was glad he was able to make the show really, really interesting stories and I hope he comes back. ADE: For sure. Um, OK. So now let's get into our next segment, which, you know, I kind of enjoy. It's called favorite things. It's where we talk about, um, what our favorite things are these days we can, you know, big up yourself a bit. ZACH: Absolutely. OK, well let's go ahead and get started. I'll start first. You didn't invite me to start, but I will start.ADE: The floor is yours.ZACH: Thank you. OK, so yes. So my favorite thing right now has to be mumbo sauce is now listen. So for those who don't know, for all of my southern gentleman and uh, and women in the audience listening, listen, mumbo sauce is like this sweet spicy sauce that originates out of the DMV and yeah. So, um, our favorite cousin, our favorite big cousin, favorite Auntie, she was on First We Feast, which was hot ones hosted by Sean Evans. Shout out Sean Evans, hot ones. All y'all. Anyway, she's on the show and one of the first things she eats is covered in this stuff called mumbo sauce. And so I'm, I'm taking, I'm tasting, I'm, I'm fast forwarding - first off all I did not taste the mumbo sauce - this is when I first heard about the mumbo sauce. Let's be clear. Then I was like, eh, maybe, I don't really know. Whatever, whatever. Cool. So then you know, because the feds always watching on facebook and I see a mumbo sauce and I'm like, what is going on with his mumbo sauce? So then I see a Facebook ad and it literally said, "Taraji P. Henson endorses mumbo sauce on hot ones with Sean Evans. You like Taraji P .Henson, you should buy mumbo sauce. I was like, golly. I mean I was kind of creeped up that it was so on point and that it clearly, it was watching my activities... but at the same time, I was like, well sang. I mean you, you are right. I, I did like Taraji p Henson in that interview and I am a Taraji P Henson Fan. I do like SOS. Let me buy some. So I bought three bottles of this mumbo sauce. I know, right? And I'm on my last bottle, but listen.. Don't judge me - well you can judge me. That's fine. It's delicious. I actually will put up with the scrutiny. It's great. I put it on everything. Anyway, so I got a two for one. So my other favorite thing right now is this upcoming captain America Comic. I love comic books and so there's a new run starting with captain America and it's been written by the Don Ta-nehisi Coates. So those are like my favorite thing is right now. What's up? What you about it? ADE: So first of all it's Ta-nehisi Coates. I just wanted to hit you with the. Well actually, ZACH: Wow. I'm Embarrassed.ADE: I can't let you be out here just like meg league his name. You know ZACH: that's true though because he is a hero of mine. I don't even know how to say his name.. It was a great point. . ADE: All right. Um, that's random by the way. I want you to know that that's like the weirdest. "Oh yeah. By the way, I'm shouting out mumbo sauce for the week." So my two favorite things this week and I don't know why we're sticking to two, but it's probably for the best because I'm indecisive. So currently actually, literally, you know how when you're on the Internet and be like, what's to the left or the right of you to the left of me is this book, I don't know if he can hear it. It's called a children of blood and bone by telling me it. I mean, um, and as a voracious reader, as a long-time lover of the written word, um, I can tell you right now that she could have all of my clients, like she can literally have all of them every last day. Um, you know, why? Because this will, I can write her booty off. I'm reluctant to even say, booty. ZACH: This is a clean show. So keeping going. ADE: Yes my mom may be listening to this. But yeah, like if you're looking for a new literary suggestion, if you need a new book, if you are a consultant or you're traveling for days out the week and you need a book to take on the plane with you, it might really only last you depending on how fast you read two trips, but it's absolutely worth it. I think my second favorite thing is I've been sick this week and anyone who knows me actually noticed that I have a deep and abiding love of, but it's just like sky rocketed to the top of last of the favorite things this week because my word is good but it is so good and I was down for the count but you know, fa. And since your tea really held me down so it doesn't have to things for the week. ZACH: Do you have any shout outs? ADE: Yes. Um, so shout out to us first of all because I feel like we're dope. We put an amazing thing together and even if you know, this is just us talking to ourselves. This is still like one of the dopest projects had been on. Yeah, we put this whole thing together in less than a month. Bask and how amazing that is. ZACH: I feel the exact same way that I was going to be my shout out to like, shout out to us straight up. We've got a team of five and like they're all going to be on the show. They're all gonna be, they're all leading and participating in like heavily involved because it takes a lot to get this machine up and going. It's all. ADE: One more shout out, one more shout out. I have a new nephew in my life, um, because name is Haleem and he is the absolute, like the brightest star in the night sky right now and I'm just so proud and so happy to have him at the moment. ZACH: No, no, that's dope. That's dope. You know what, in fact, let me go ahead and shut out my nieces and nephews. We can go ahead and put them on a shout out to my nephew Aaron and then shout out to my niece Alayna. They are absolutely wonderful. So, uh, yes, that will actually be the Hashtag for this show. #auntieuncle swag. So thank you all for joining us. My name is Zach.ADE: And I'm Ade.BOTH: Peace.</itunes:subtitle>
      <itunes:summary>In our first episode, Zach and Ade discuss the topic of impostor syndrome and welcome former fortune 50 executive, Amazon best selling author, and entrepreneur Fenorris Pearson to share his story. Length: 00:47:30</itunes:summary>
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      <description>In our teaser, Zach, Ola and Ade introduce the Living Corporate Podcast, where we will be discussing topics relevant to black and brown people groups within the Corporate American context. </description>
      <pubDate>Mon, 12 Mar 2018 17:45:00 -0000</pubDate>
      <itunes:title>#SneakPeek : Teaser</itunes:title>
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      <itunes:author>Living Corporate, LLC </itunes:author>
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      <itunes:subtitle>In our teaser, Zach, Ola and Ade introduce the Living Corporate Podcast, where we will be discussing topics relevant to black and brown people groups within the Corporate American context. Length: 00:02:16Hosts: Ola | Ade | Zach</itunes:subtitle>
      <itunes:summary>In our teaser, Zach, Ola and Ade introduce the Living Corporate Podcast, where we will be discussing topics relevant to black and brown people groups within the Corporate American context. </itunes:summary>
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