136: After the Salary Negotiation: What Black Women Leaders Do Next To Keep Winning

1 00:00:00,640 --> 00:00:02,160 SPEAKER_00: Hey lady leader. 2 00:00:02,479 --> 00:00:03,439 Welcome back. 3 00:00:03,600 --> 00:00:07,120 Or if you are new here, I am so happy that you have found us 4 00:00:07,120 --> 00:00:09,039 here on Leading Her Introvert Way. 5 00:00:09,119 --> 00:00:09,599 I'm Dr. 6 00:00:09,679 --> 00:00:10,560 Nicole Bryan. 7 00:00:10,640 --> 00:00:13,599 I am your host and I am your biggest cheerleader. 8 00:00:13,759 --> 00:00:15,599 I'm an executive leadership coach. 9 00:00:15,759 --> 00:00:18,000 I am a psychologist and an executive. 10 00:00:18,239 --> 00:00:22,879 And I created this podcast specifically for you, the 11 00:00:22,879 --> 00:00:27,600 ambitious, introverted black woman who knows that she is 12 00:00:27,600 --> 00:00:28,399 meant for more. 13 00:00:28,640 --> 00:00:32,719 Because here on this podcast, we talk about getting you promoted 14 00:00:32,719 --> 00:00:36,079 to the executive level, growing you into the leader that your 15 00:00:36,079 --> 00:00:40,560 title requires, and building a team that actually performs. 16 00:00:40,799 --> 00:00:44,719 And we do all of that without you having to shrink yourself, 17 00:00:44,960 --> 00:00:50,479 fake being extroverted, or hustle yourself to the ground. 18 00:00:50,640 --> 00:00:54,240 Now, if any of that sounds like what you need, then definitely 19 00:00:54,240 --> 00:00:55,200 stay tuned. 20 00:00:55,439 --> 00:00:58,880 You know, I'm sitting here today as I'm recording this. 21 00:00:59,039 --> 00:01:05,599 It is a morning, and I am holding my little orange coffee 22 00:01:05,599 --> 00:01:06,239 mug. 23 00:01:06,640 --> 00:01:10,000 And I usually don't drink coffee, but I really needed it 24 00:01:10,000 --> 00:01:10,400 today. 25 00:01:10,560 --> 00:01:15,599 I really needed the energy because this weekend was so 26 00:01:15,920 --> 00:01:18,959 good, but it was jam-packed. 27 00:01:19,120 --> 00:01:22,560 And my little introvert heart, my little introvert body has not 28 00:01:22,560 --> 00:01:23,599 recovered yet. 29 00:01:23,760 --> 00:01:26,159 It was good on so many different fronts. 30 00:01:26,400 --> 00:01:32,079 First and foremost, we hosted the name your number workshop. 31 00:01:32,400 --> 00:01:36,560 And it was a two-day workshop that if you've been listening to 32 00:01:36,560 --> 00:01:40,319 my podcast for the last several weeks, that's what we've been 33 00:01:40,319 --> 00:01:41,200 talking about, right? 34 00:01:41,359 --> 00:01:44,640 All about growing your compensation, about getting 35 00:01:44,640 --> 00:01:49,120 promoted, about making sure that you understand the value that 36 00:01:49,120 --> 00:01:52,560 you add to your company and that you are actually getting 37 00:01:52,560 --> 00:01:54,079 compensated for it. 38 00:01:54,319 --> 00:01:56,480 And so we're going to talk a little bit more about that 39 00:01:56,480 --> 00:01:56,879 today. 40 00:01:57,040 --> 00:02:01,280 But the workshop that we had this weekend was so good. 41 00:02:01,599 --> 00:02:08,000 And I love it when introverted women get together and we hold 42 00:02:08,000 --> 00:02:09,599 each other up, right? 43 00:02:09,759 --> 00:02:13,680 And I wasn't really expecting that, honestly, but we had a 44 00:02:13,680 --> 00:02:16,240 great group of women who showed up both days. 45 00:02:16,319 --> 00:02:21,360 They came fully prepared, they came to work, and we had some 46 00:02:21,360 --> 00:02:22,400 major breakthroughs. 47 00:02:22,479 --> 00:02:26,719 So I am so looking forward to hearing how they move forward 48 00:02:26,719 --> 00:02:30,159 with everything that they learned and use it to get the 49 00:02:30,159 --> 00:02:31,840 compensation that they deserve. 50 00:02:32,080 --> 00:02:34,560 So that was one win for the weekend. 51 00:02:34,719 --> 00:02:38,080 The second win is, and I don't know what I was thinking about, 52 00:02:38,240 --> 00:02:43,120 but I decided to be social this weekend while I was also working 53 00:02:43,120 --> 00:02:44,960 in terms of hosting the workshop. 54 00:02:45,120 --> 00:02:47,280 So I went out with a group of girlfriends. 55 00:02:47,439 --> 00:02:50,159 And you know the group of girlfriends who uh you don't get 56 00:02:50,159 --> 00:02:53,680 together often, you know, you get together maybe two, three 57 00:02:53,680 --> 00:02:54,479 times a year. 58 00:02:54,639 --> 00:02:58,319 But when you do get together, you have a blast and you just 59 00:02:58,319 --> 00:03:00,319 pick up right where you left off. 60 00:03:00,560 --> 00:03:02,560 It was one of those groups of girlfriends. 61 00:03:02,719 --> 00:03:05,919 And all we did was go up to Baltimore and we hung out. 62 00:03:06,080 --> 00:03:07,039 It rained. 63 00:03:07,680 --> 00:03:12,479 We went to an outdoor festival and there was a lot of people 64 00:03:12,479 --> 00:03:12,879 out there. 65 00:03:12,960 --> 00:03:15,520 It was hot, hot, hot. 66 00:03:15,919 --> 00:03:17,439 But we got rained out. 67 00:03:17,599 --> 00:03:20,719 We found a good restaurant to hang out in, and we stayed in 68 00:03:20,719 --> 00:03:22,800 the restaurant for like three hours. 69 00:03:23,120 --> 00:03:25,039 It was so good. 70 00:03:25,439 --> 00:03:26,479 So, so good. 71 00:03:26,879 --> 00:03:30,159 But I'm still trying to recover from that experience. 72 00:03:30,319 --> 00:03:34,879 Um, but one of the things that has given me some excitement and 73 00:03:34,879 --> 00:03:39,360 some energy is actually coming and recording and talking to you 74 00:03:39,360 --> 00:03:39,919 today. 75 00:03:40,240 --> 00:03:45,039 So, before we get into today's episode, especially for anyone 76 00:03:45,039 --> 00:03:50,000 who's new here, I want to take a moment to share exactly what I 77 00:03:50,000 --> 00:03:52,000 do and who I do it for. 78 00:03:52,560 --> 00:03:55,840 So I work specifically with ambitious Black introverted 79 00:03:55,840 --> 00:03:59,759 women leaders, and the work that I do with them centers around 80 00:03:59,759 --> 00:04:01,280 three core problems. 81 00:04:01,520 --> 00:04:06,240 The first is getting you your executive level promotion 82 00:04:06,400 --> 00:04:11,120 because that path isn't always clear, and it's almost never 83 00:04:11,120 --> 00:04:12,240 handed to you. 84 00:04:12,560 --> 00:04:16,000 We build the strategy together to get you there. 85 00:04:16,319 --> 00:04:19,600 Problem number two that I help you solve is closing the skill 86 00:04:19,600 --> 00:04:22,240 gap between being a strong manager and being a true 87 00:04:22,240 --> 00:04:23,439 executive leader. 88 00:04:23,680 --> 00:04:27,120 Those two roles are very different from each other, two 89 00:04:27,279 --> 00:04:28,319 very different jobs. 90 00:04:28,480 --> 00:04:33,439 And the transition requires new capabilities, having new ways of 91 00:04:33,439 --> 00:04:36,959 thinking, and honestly, it requires you to have a totally 92 00:04:36,959 --> 00:04:38,879 new leadership identity. 93 00:04:39,680 --> 00:04:43,920 The third problem that I help you solve is setting up your new 94 00:04:43,920 --> 00:04:48,160 team and your new department to ensure that they are high 95 00:04:48,240 --> 00:04:49,040 performing. 96 00:04:49,199 --> 00:04:52,560 Because getting your executive level seat is only the 97 00:04:52,560 --> 00:04:53,199 beginning. 98 00:04:53,439 --> 00:04:57,439 What you do once you're in that seat determines everything that 99 00:04:57,439 --> 00:04:58,560 comes next. 100 00:04:59,680 --> 00:05:05,199 Okay, if any of those three things describe where you are 101 00:05:05,199 --> 00:05:08,959 right now, then I'm glad that you're here with us. 102 00:05:09,839 --> 00:05:14,399 Okay, so like I said, this past weekend, something powerful 103 00:05:14,399 --> 00:05:14,959 happened. 104 00:05:15,199 --> 00:05:18,240 A room full of black women leaders showed up. 105 00:05:18,399 --> 00:05:22,160 They were ready to work, ready to learn, and ready to finally 106 00:05:22,160 --> 00:05:25,920 have the salary conversation that they have been putting off. 107 00:05:26,160 --> 00:05:29,519 Some of them have been putting off for years or their entire 108 00:05:29,519 --> 00:05:30,160 career. 109 00:05:30,480 --> 00:05:32,160 We spent two days together. 110 00:05:32,399 --> 00:05:36,240 We calculated market value, we identified everything on the 111 00:05:36,240 --> 00:05:39,839 negotiation table that most women don't even know is there. 112 00:05:40,160 --> 00:05:45,759 We built language and strategy, and every single one of them 113 00:05:45,759 --> 00:05:47,439 left with a roadmap. 114 00:05:47,680 --> 00:05:50,560 But here's what I know from years of doing this work. 115 00:05:50,800 --> 00:05:54,319 Leaving the room with a roadmap is one step. 116 00:05:54,480 --> 00:05:55,920 It's only step one. 117 00:05:56,160 --> 00:06:00,319 What you do next in the days and weeks after you get clear 118 00:06:00,560 --> 00:06:04,560 determines whether that roadmap actually changes your financial 119 00:06:04,560 --> 00:06:05,600 trajectory. 120 00:06:05,920 --> 00:06:09,920 Or whether it just sits in your notes app or on your desktop or 121 00:06:09,920 --> 00:06:13,360 in your notebook, your journal, collecting dust. 122 00:06:13,920 --> 00:06:17,839 Because here's the truth that nobody actually talks about 123 00:06:17,839 --> 00:06:19,360 after a workshop. 124 00:06:19,680 --> 00:06:23,680 Information without action is just inspiration. 125 00:06:23,920 --> 00:06:28,160 And inspiration alone ain't gonna pay your bills. 126 00:06:28,480 --> 00:06:32,240 So today I want to talk about what comes next for the women 127 00:06:32,240 --> 00:06:35,759 who showed up this weekend and for the women who didn't. 128 00:06:36,079 --> 00:06:41,120 But who knows that they need to do something different? 129 00:06:43,040 --> 00:06:47,759 I know I always learn as much from the questions that people 130 00:06:48,079 --> 00:06:54,560 ask in rooms that I'm in as I do from the actual content that is 131 00:06:54,560 --> 00:06:56,399 prepared or shared. 132 00:06:56,639 --> 00:06:59,199 And this weekend honestly was no different. 133 00:06:59,360 --> 00:07:02,399 So let me share three moments from our two days together that 134 00:07:02,399 --> 00:07:07,279 I think every woman, including you, listening today, needs to 135 00:07:07,279 --> 00:07:07,920 hear. 136 00:07:16,560 --> 00:07:20,079 Uh, and participants pulling their own data in real time. 137 00:07:20,240 --> 00:07:23,199 So if you're someone, for example, who is like, I don't 138 00:07:23,199 --> 00:07:27,040 know where to look to find what I actually should be paid, 139 00:07:27,199 --> 00:07:28,959 that's what we did in day one. 140 00:07:29,279 --> 00:07:32,639 When we were doing this market research, Jay dropped something 141 00:07:32,639 --> 00:07:36,000 in the chat that kind of stopped me in my tracks. 142 00:07:36,240 --> 00:07:39,680 What she said was, my interviewer asked me for 143 00:07:39,680 --> 00:07:40,240 evidence. 144 00:07:40,399 --> 00:07:43,839 They want to see my W-2 to verify my salary. 145 00:07:44,079 --> 00:07:47,519 Now, let me tell you what that actually means when a company 146 00:07:47,519 --> 00:07:49,600 asks for proof of your salary. 147 00:07:50,000 --> 00:07:51,120 It means a couple of things. 148 00:07:51,199 --> 00:07:54,079 So the first thing that it means is that the number that you put 149 00:07:54,079 --> 00:07:58,160 on the table is likely outside of what they expected to pay for 150 00:07:58,160 --> 00:07:59,120 this role. 151 00:07:59,519 --> 00:08:03,040 The second thing that it means is they actually want you 152 00:08:03,279 --> 00:08:06,560 because if they didn't want you, they would have just said, no, 153 00:08:06,800 --> 00:08:09,839 we can't match that number at all, and they would have moved 154 00:08:09,839 --> 00:08:10,079 on. 155 00:08:10,240 --> 00:08:14,079 They wouldn't still be talking to you or even asking you for 156 00:08:14,079 --> 00:08:14,560 proof. 157 00:08:14,720 --> 00:08:15,040 Okay. 158 00:08:15,439 --> 00:08:19,279 And then the third thing that it means is that they really don't 159 00:08:19,279 --> 00:08:23,680 want to pay that level because it's outside of their range, and 160 00:08:23,680 --> 00:08:26,240 they they don't want to have to pay it if they don't have to. 161 00:08:26,480 --> 00:08:27,199 That's it. 162 00:08:27,360 --> 00:08:28,560 That's what it means. 163 00:08:28,879 --> 00:08:33,120 So if that happens to you, what should you do? 164 00:08:33,600 --> 00:08:38,240 The first thing I would say, and I said this to Jay, is you don't 165 00:08:38,240 --> 00:08:39,679 have to provide the paycheck. 166 00:08:39,840 --> 00:08:42,639 Yes, they're asking for it, but you don't have to provide it. 167 00:08:42,799 --> 00:08:44,000 And here's why. 168 00:08:44,240 --> 00:08:49,360 Beyond the obvious privacy concerns, most paychecks don't 169 00:08:49,360 --> 00:08:50,799 just show your salary. 170 00:08:50,960 --> 00:08:54,879 They show your employee ID, your social security number, your 171 00:08:54,879 --> 00:08:59,279 401k match, your benefits deductions, personal financial 172 00:08:59,279 --> 00:09:02,399 information that has nothing to do with the negotiation that 173 00:09:02,399 --> 00:09:03,519 you're currently in. 174 00:09:03,759 --> 00:09:07,679 So you can easily say to the prospective employer, the place 175 00:09:07,679 --> 00:09:11,600 that you're trying to interview for, you can easily say to them, 176 00:09:11,759 --> 00:09:14,960 hey, I'm not comfortable sharing that my paycheck. 177 00:09:15,120 --> 00:09:18,320 My paycheck contains a lot of private information beyond just 178 00:09:18,320 --> 00:09:22,000 my salary, and I don't feel like it's appropriate to share. 179 00:09:22,240 --> 00:09:24,080 And then you hold your number. 180 00:09:24,320 --> 00:09:28,240 You don't apologize for it, you don't revise it down. 181 00:09:28,480 --> 00:09:32,720 You ask them, is there a specific concern about the 182 00:09:32,720 --> 00:09:34,879 salary that I'm asking for? 183 00:09:35,120 --> 00:09:35,440 Right? 184 00:09:35,600 --> 00:09:37,360 Is it outside of your budget? 185 00:09:37,600 --> 00:09:41,519 If so, can we talk about it and see where we can meet? 186 00:09:41,759 --> 00:09:45,360 Because here's the thing: if they're still at the table 187 00:09:45,360 --> 00:09:49,279 asking for proof, they definitely are interested in 188 00:09:49,279 --> 00:09:50,240 hiring you. 189 00:09:50,559 --> 00:09:54,960 Do not let them use your own paycheck to negotiate against 190 00:09:54,960 --> 00:09:55,279 you. 191 00:09:56,799 --> 00:10:00,399 The second moment that happened that I was like, wow, we are we 192 00:10:00,399 --> 00:10:05,039 are really doing it in this in this workshop was from Kay. 193 00:10:05,279 --> 00:10:10,720 Now, Kay came into day two with a real life situation that she's 194 00:10:10,720 --> 00:10:12,240 going through right now. 195 00:10:12,559 --> 00:10:15,679 She had gone through an entire interview process. 196 00:10:15,840 --> 00:10:20,159 She shared her experience, she made her case, and the company 197 00:10:20,159 --> 00:10:24,240 told her that the role would be in a similar range to what she 198 00:10:24,240 --> 00:10:25,679 was currently making. 199 00:10:26,080 --> 00:10:30,159 Then she got the official offer, and the official offer was 200 00:10:30,159 --> 00:10:33,919 $25,000 less than what she's earning right now. 201 00:10:34,159 --> 00:10:39,279 And their justification was that the manager wants parity within 202 00:10:39,279 --> 00:10:40,240 the team. 203 00:10:40,879 --> 00:10:46,000 Now, I want to sit with that for a second because parity within 204 00:10:46,000 --> 00:10:50,639 the team is one of the most common phrases that companies 205 00:10:50,639 --> 00:10:53,360 use to justify a lower offer. 206 00:10:53,600 --> 00:10:58,159 And a lot of us women, we hear it and we think, well, I can't 207 00:10:58,159 --> 00:10:58,879 argue with that. 208 00:10:59,039 --> 00:11:02,240 They're trying to keep equity inside the organization. 209 00:11:02,320 --> 00:11:04,879 They're trying to keep equity inside the team. 210 00:11:05,279 --> 00:11:10,080 But I'm telling you that you can absolutely counter that. 211 00:11:10,240 --> 00:11:11,759 You can argue with that. 212 00:11:12,000 --> 00:11:15,840 And here's what parity actually means in that situation. 213 00:11:16,320 --> 00:11:20,399 It means that the company has anchored your starting point to 214 00:11:20,399 --> 00:11:23,360 the lowest common denominator in that team. 215 00:11:23,600 --> 00:11:27,759 It means that any future merit increase you receive will be 216 00:11:27,759 --> 00:11:31,759 calculated as a percentage of that lower base salary. 217 00:11:32,000 --> 00:11:36,240 And it also means that you are starting behind and compound 218 00:11:36,240 --> 00:11:40,720 interest works against you for as long as you stay in that role 219 00:11:40,720 --> 00:11:42,000 and in that company. 220 00:11:42,240 --> 00:11:46,720 So the question Kay needed to ask was not, okay, how do I get 221 00:11:46,720 --> 00:11:47,840 them to come up? 222 00:11:48,399 --> 00:11:52,879 The question she needed to ask was: if I come at this from a 223 00:11:52,879 --> 00:11:57,120 parity level, what does that mean for my earning potential 224 00:11:57,120 --> 00:11:59,600 today and in the future? 225 00:11:59,840 --> 00:12:02,000 What is the range of the role? 226 00:12:02,159 --> 00:12:04,960 Where does parity sit within that range? 227 00:12:05,120 --> 00:12:07,919 And what does growth look like from there? 228 00:12:08,480 --> 00:12:11,919 Because coming in at the bottom of a team's range doesn't just 229 00:12:11,919 --> 00:12:13,440 affect today's paycheck. 230 00:12:13,519 --> 00:12:18,879 It affects every raise, every bonus, every negotiation you'll 231 00:12:18,879 --> 00:12:20,960 ever have with that organization. 232 00:12:21,200 --> 00:12:24,320 And that is the conversation you need to be talking about, right? 233 00:12:24,480 --> 00:12:26,240 Not take it or leave it. 234 00:12:26,399 --> 00:12:31,440 It's tell me more about what this means for where I can grow 235 00:12:31,440 --> 00:12:32,080 from here. 236 00:12:33,120 --> 00:12:37,679 Now, the third moment was with I'll call her to respect her 237 00:12:37,679 --> 00:12:39,360 privacy, I'm gonna call her Patty. 238 00:12:39,440 --> 00:12:41,519 And it also happened in day two. 239 00:12:41,759 --> 00:12:46,320 Now, Patty shared something near the end of day two that I have 240 00:12:46,320 --> 00:12:49,039 been thinking about ever since she said it. 241 00:12:49,360 --> 00:12:53,200 She said, I take note of my wins. 242 00:12:53,360 --> 00:12:55,039 I've always done that. 243 00:12:55,279 --> 00:12:58,480 But what I'm taking from this weekend is that I need to 244 00:12:58,480 --> 00:13:02,399 articulate my wins, not just in terms of the impact that I'm 245 00:13:02,399 --> 00:13:06,879 making, but specifically in terms of the business impact. 246 00:13:07,440 --> 00:13:10,399 And then she said, those are two different things. 247 00:13:10,639 --> 00:13:12,639 And she's absolutely right. 248 00:13:12,720 --> 00:13:18,240 And I'm smiling because it feels so good when you see the 249 00:13:18,240 --> 00:13:24,080 learning happen, when you see people understanding the changes 250 00:13:24,080 --> 00:13:28,799 in the behavior and the thinking and the words that they need to 251 00:13:28,799 --> 00:13:29,679 be using, right? 252 00:13:29,840 --> 00:13:34,480 To position themselves as having executive leadership potential. 253 00:13:34,720 --> 00:13:36,879 So Patty was absolutely right. 254 00:13:37,120 --> 00:13:43,840 Documenting impact sounds like I led the onboarding initiative 255 00:13:43,919 --> 00:13:45,120 and it went really well. 256 00:13:45,360 --> 00:13:48,799 Documenting business impact sounds different. 257 00:13:48,960 --> 00:13:53,679 It sounds more like I created an onboarding guide that saved each 258 00:13:53,679 --> 00:13:57,360 department one to two hours per week in search time, which 259 00:13:57,440 --> 00:14:02,559 across a team of 24 translates to roughly 48 hours of recovered 260 00:14:02,559 --> 00:14:04,720 productivity every month. 261 00:14:05,120 --> 00:14:09,120 Same initiative, but completely different conversation. 262 00:14:09,440 --> 00:14:13,759 One is a story that you're telling yourself, the other is a 263 00:14:13,759 --> 00:14:16,320 business case you're presenting to your company. 264 00:14:16,480 --> 00:14:19,919 And here's what I know from years of sitting in human 265 00:14:19,919 --> 00:14:23,039 resources on the other side of the table. 266 00:14:23,440 --> 00:14:27,039 Companies don't respond to stories the same way that they 267 00:14:27,039 --> 00:14:28,639 respond to data. 268 00:14:29,039 --> 00:14:32,559 But here's what Patty also picked up that I didn't want to 269 00:14:32,559 --> 00:14:33,519 let go by. 270 00:14:33,840 --> 00:14:37,519 She said she realized that she could apply the same principle 271 00:14:37,840 --> 00:14:42,639 everywhere, not just in salary negotiations or total 272 00:14:42,639 --> 00:14:47,120 compensation negotiations, but in how she runs meetings, in how 273 00:14:47,120 --> 00:14:51,600 she presents recommendations, in how she advocates for her team. 274 00:14:51,919 --> 00:14:57,039 When you learn as a leader to speak the language of business 275 00:14:57,039 --> 00:15:01,120 impact, not just inside a negotiation, but as a daily 276 00:15:01,120 --> 00:15:05,279 practice, you stop having to ask for recognition. 277 00:15:05,519 --> 00:15:08,799 You become impossible, impossible to ignore. 278 00:15:09,120 --> 00:15:15,679 This is what I want every black woman who was in that room and 279 00:15:15,679 --> 00:15:20,720 every black woman listening to this show to understand. 280 00:15:22,240 --> 00:15:25,600 Now, let me be really honest with you about something I've 281 00:15:25,600 --> 00:15:28,000 observed over and over again. 282 00:15:29,440 --> 00:15:33,360 We as black introverted women, we love a good workshop. 283 00:15:33,600 --> 00:15:37,759 We like to go, we like to learn, we like to take in information, 284 00:15:38,000 --> 00:15:38,320 right? 285 00:15:38,879 --> 00:15:43,919 You are taking courses, you consume the content, you get the 286 00:15:43,919 --> 00:15:47,120 information, and then you don't move. 287 00:15:47,279 --> 00:15:51,279 Not because you're not ready, not because you're not capable, 288 00:15:51,600 --> 00:15:55,600 but because there is a very big difference between knowing what 289 00:15:55,600 --> 00:16:01,519 to do in general and feeling and being equipped to do it in your 290 00:16:01,519 --> 00:16:05,919 specific situation with your specific organization, with your 291 00:16:05,919 --> 00:16:10,159 specific boss, with your specific politics, with your 292 00:16:10,159 --> 00:16:13,440 specific leverage, in your specific timing. 293 00:16:14,000 --> 00:16:17,039 The workshop gives you the strategy. 294 00:16:17,440 --> 00:16:23,200 But what most women need next is the personalized application. 295 00:16:23,440 --> 00:16:26,639 Because a negotiation strategy that worked for one woman who 296 00:16:26,639 --> 00:16:30,559 moved to a different division in the same hospital may not work 297 00:16:30,559 --> 00:16:34,799 the same way for you inside a Fortune 500 organization with a 298 00:16:34,799 --> 00:16:39,679 compensation committee and a CFO who signs off on everything 299 00:16:39,679 --> 00:16:41,440 above a certain threshold. 300 00:16:41,840 --> 00:16:43,759 Context matters. 301 00:16:44,000 --> 00:16:47,840 And that context requires someone who can sit with you 302 00:16:48,159 --> 00:16:51,120 specifically and help you navigate it. 303 00:16:51,360 --> 00:16:54,480 That's where the real transformation happens, not in 304 00:16:54,480 --> 00:16:57,120 the information, but in the application. 305 00:16:57,840 --> 00:17:01,200 Now, before I tell you what the elite executive experience 306 00:17:01,200 --> 00:17:05,440 includes, which is my one-on-one private coaching, I want to tell 307 00:17:05,440 --> 00:17:07,359 you how I actually work. 308 00:17:07,519 --> 00:17:10,720 Because I think that matters more than any feature list. 309 00:17:11,119 --> 00:17:15,680 And truly, if you're evaluating coaches, I want you to know what 310 00:17:15,680 --> 00:17:19,680 to look for, not just with me, but with anyone you're thinking 311 00:17:19,680 --> 00:17:20,880 about working with. 312 00:17:21,119 --> 00:17:24,640 Here's what's different about the way that I approach this 313 00:17:24,640 --> 00:17:24,960 work. 314 00:17:25,279 --> 00:17:30,319 First, everything I do, absolutely everything that I do, 315 00:17:30,559 --> 00:17:32,160 is psychology-based. 316 00:17:32,480 --> 00:17:36,240 Not just tactics, not a list of leadership strategies that you 317 00:17:36,240 --> 00:17:40,240 can Google on your own, not a framework someone handed me in a 318 00:17:40,240 --> 00:17:43,599 certification program that I now try to apply to every client 319 00:17:43,680 --> 00:17:45,920 regardless of their unique situation. 320 00:17:46,880 --> 00:17:52,000 My work and how I think is rooted in relationships. 321 00:17:52,240 --> 00:17:55,359 Your relationship with yourself, your relationship with the 322 00:17:55,359 --> 00:17:58,079 people that you lead, your relationship with your peers, 323 00:17:58,240 --> 00:18:01,920 your sponsors, your organization, and yes, your 324 00:18:01,920 --> 00:18:06,079 relationship with money, with ambition, with what you believe 325 00:18:06,079 --> 00:18:07,920 you deserve, and why. 326 00:18:08,160 --> 00:18:13,359 Because here's what I know after working my whole entire career 327 00:18:13,599 --> 00:18:18,720 inside of corporate America and years as a psychologist working 328 00:18:18,720 --> 00:18:20,480 with high-achieving women. 329 00:18:20,799 --> 00:18:25,759 Most career obstacles are not strategy problems, they're 330 00:18:25,759 --> 00:18:27,039 relationship problems. 331 00:18:27,279 --> 00:18:29,680 You don't know how to advocate for yourself because of 332 00:18:29,680 --> 00:18:31,920 something in your relationship with self-worth. 333 00:18:32,160 --> 00:18:34,799 You're not getting promoted because of something in your 334 00:18:34,799 --> 00:18:36,319 relationship with visibility. 335 00:18:36,559 --> 00:18:39,519 You're underpaid because of something in your relationship 336 00:18:39,519 --> 00:18:40,400 with asking. 337 00:18:40,559 --> 00:18:44,799 And when we fix the relationship, the strategy 338 00:18:45,119 --> 00:18:45,759 works. 339 00:18:46,160 --> 00:18:49,359 That's what psychology-based coaching does, that 340 00:18:49,359 --> 00:18:51,839 tactics-based coaching cannot. 341 00:18:52,480 --> 00:18:55,680 The second thing that is different in terms of how I work 342 00:18:55,680 --> 00:18:58,720 and my approach is that I use data. 343 00:18:59,039 --> 00:19:00,880 I want to hear your perspective. 344 00:19:01,039 --> 00:19:03,519 Your perspective matters a lot. 345 00:19:03,680 --> 00:19:05,920 And I genuinely want to know about it. 346 00:19:06,160 --> 00:19:09,680 But I also need the perspective of how other people are 347 00:19:09,680 --> 00:19:10,640 receiving you. 348 00:19:10,880 --> 00:19:14,799 Because those two things, believe it or not, are usually 349 00:19:14,799 --> 00:19:16,480 very, very different. 350 00:19:17,119 --> 00:19:21,519 The gap between how you see yourself and how others 351 00:19:21,519 --> 00:19:26,559 experience you, that gap is where your career is stalling. 352 00:19:26,799 --> 00:19:31,200 So as part of our work together, we do a full battery of 353 00:19:31,200 --> 00:19:32,720 leadership assessments. 354 00:19:32,960 --> 00:19:38,720 Not one tool, not two, but several, including a 360 355 00:19:38,720 --> 00:19:39,359 assessment. 356 00:19:39,519 --> 00:19:44,000 So we're not just working from your self-perception or what you 357 00:19:44,000 --> 00:19:48,240 think might be wrong or what you think your challenges are, but 358 00:19:48,240 --> 00:19:52,559 we're working from actual data about how your leadership lands 359 00:19:52,559 --> 00:19:54,079 with the people around you. 360 00:19:54,319 --> 00:19:57,039 Because you can tell me that you're a collaborative leader 361 00:19:57,200 --> 00:20:00,400 and your team might be experiencing you as something 362 00:20:00,400 --> 00:20:01,759 completely different. 363 00:20:02,079 --> 00:20:04,640 Both of those realities matter. 364 00:20:04,799 --> 00:20:08,880 And I need both to be able to help you reach your ultimate 365 00:20:08,880 --> 00:20:10,960 career goals effectively. 366 00:20:11,759 --> 00:20:17,279 The third way that I'm different from most other executive 367 00:20:17,279 --> 00:20:22,079 leaders, executive leadership coaches is that I understand the 368 00:20:22,079 --> 00:20:24,160 psychology of your organization. 369 00:20:24,640 --> 00:20:27,759 Not just you, but your environment. 370 00:20:28,319 --> 00:20:33,039 Because every organization has a culture, a set of unwritten 371 00:20:33,039 --> 00:20:36,960 rules, a power dynamic, and a power structure that operates 372 00:20:36,960 --> 00:20:39,839 completely different than what the org chart says. 373 00:20:40,000 --> 00:20:43,119 There's norms around who get promoted. 374 00:20:43,279 --> 00:20:46,559 There's how decisions actually getting made, right? 375 00:20:46,720 --> 00:20:50,240 How those decisions get made, what it takes to be seen as 376 00:20:50,240 --> 00:20:54,319 executive ready in that specific place with those specific 377 00:20:54,319 --> 00:20:54,640 people. 378 00:20:54,960 --> 00:20:58,880 And any career strategy that doesn't account for the specific 379 00:20:58,880 --> 00:21:02,880 culture that you are operating inside is incomplete. 380 00:21:03,119 --> 00:21:06,559 So when we build your strategy together, we're not just 381 00:21:06,559 --> 00:21:08,880 building it for you in the abstract. 382 00:21:09,119 --> 00:21:13,279 We're building it for you in the reality of your current 383 00:21:13,279 --> 00:21:14,240 organization. 384 00:21:14,480 --> 00:21:18,240 That's what makes the work actually work. 385 00:21:19,039 --> 00:21:23,759 Now, I will say, I don't tell you any of this to suggest that 386 00:21:23,759 --> 00:21:25,839 other coaches don't add value. 387 00:21:26,000 --> 00:21:27,519 They absolutely do. 388 00:21:28,240 --> 00:21:32,960 What I'm saying is if you are a black female leader who is 389 00:21:32,960 --> 00:21:37,119 already accomplished, already capable, and already doing 390 00:21:37,119 --> 00:21:41,200 excellent work in your field, you don't need someone to teach 391 00:21:41,200 --> 00:21:42,720 you leadership from scratch. 392 00:21:42,960 --> 00:21:46,480 You need a thought partner, someone who respects what you've 393 00:21:46,480 --> 00:21:50,960 already built, someone who can sit beside you, not above you, 394 00:21:51,279 --> 00:21:56,079 beside you and help you see the things that are hard to see when 395 00:21:56,079 --> 00:21:57,839 you are inside of it. 396 00:21:58,079 --> 00:21:59,519 Someone who brings real world. 397 00:22:00,240 --> 00:22:04,079 Experience and psychological depth to the conversation. 398 00:22:04,400 --> 00:22:05,839 That's what I bring. 399 00:22:06,000 --> 00:22:09,599 And that's what the elite executive experience is built 400 00:22:09,599 --> 00:22:10,400 around. 401 00:22:10,640 --> 00:22:15,200 Now, the elite executive experience is a fully customized 402 00:22:15,359 --> 00:22:17,759 private one-on-one coaching program. 403 00:22:18,160 --> 00:22:20,000 It's not a course. 404 00:22:20,319 --> 00:22:22,960 You can't watch it on your own over time. 405 00:22:23,279 --> 00:22:26,480 It's not a group program where you have to share your coach 406 00:22:26,480 --> 00:22:27,759 with 20 other women. 407 00:22:28,000 --> 00:22:31,599 It's not a cookie cutter curriculum that gets applied the 408 00:22:31,599 --> 00:22:35,440 same way to every client, regardless of what they actually 409 00:22:35,440 --> 00:22:35,759 need. 410 00:22:36,240 --> 00:22:38,079 This is one-on-one. 411 00:22:38,480 --> 00:22:42,319 It is personalized and it's built around you and your 412 00:22:42,319 --> 00:22:43,680 specific goals. 413 00:22:43,920 --> 00:22:48,960 So here's what's included: 12 weekly one-on-one coaching 414 00:22:48,960 --> 00:22:50,559 calls, just you and me. 415 00:22:50,799 --> 00:22:55,440 No waiting your turn, no sharing airtime, your challenges, your 416 00:22:55,440 --> 00:22:59,200 timeline, your strategy for 12 weeks. 417 00:23:00,000 --> 00:23:02,000 Executive leadership assessments. 418 00:23:02,160 --> 00:23:05,680 We start with a complete picture of who you are as a leader and 419 00:23:05,680 --> 00:23:07,200 how others experience you. 420 00:23:07,279 --> 00:23:12,960 That includes a 360 assessment, the MBTI, a leadership styles 421 00:23:12,960 --> 00:23:14,799 assessment, and a few others. 422 00:23:15,119 --> 00:23:18,640 These aren't just instruments, they're the foundation of 423 00:23:18,640 --> 00:23:20,880 everything that we build together. 424 00:23:21,920 --> 00:23:24,799 You get a personalized leadership success profile. 425 00:23:25,119 --> 00:23:28,880 This is a comprehensive document built specifically around your 426 00:23:28,880 --> 00:23:32,799 strengths, your gaps, your goals, and your environment. 427 00:23:33,039 --> 00:23:37,119 It becomes your career roadmap, something you can refer back to 428 00:23:37,119 --> 00:23:40,720 long after our 12 weeks together are done. 429 00:23:41,039 --> 00:23:44,960 You also get VAPSER access between sessions because let's 430 00:23:44,960 --> 00:23:48,559 face it, breakthroughs don't happen on a schedule. 431 00:23:48,799 --> 00:23:53,119 When something comes up between calls, a conversation you 432 00:23:53,119 --> 00:23:55,839 weren't expecting, an opportunity you need to think 433 00:23:55,839 --> 00:23:59,200 through fast, a moment of doubt right before you're about to 434 00:23:59,200 --> 00:24:04,000 make a big ask, you have direct access to me in real time. 435 00:24:04,559 --> 00:24:08,640 And that's all my trainings that I've built over the past 10 436 00:24:08,640 --> 00:24:14,480 years that are around major skills and capabilities, whether 437 00:24:14,480 --> 00:24:19,599 that be executive presence, managing up, navigating 438 00:24:19,599 --> 00:24:22,720 organizational politics, and the list goes on and on. 439 00:24:22,880 --> 00:24:26,640 So it's not a generic program that you sit through, whether it 440 00:24:26,640 --> 00:24:28,000 applies to you or not. 441 00:24:28,240 --> 00:24:30,880 Every client gets what they actually need. 442 00:24:31,039 --> 00:24:34,160 Now, the elite executive experience is built on my 443 00:24:34,160 --> 00:24:36,799 proprietary quiet rise framework. 444 00:24:37,039 --> 00:24:40,480 It's a framework that I design specifically for the introverted 445 00:24:40,480 --> 00:24:45,759 leader who is ready to rise, ready to grow her career without 446 00:24:45,759 --> 00:24:50,640 pretending to be extroverted and without overworking herself. 447 00:24:51,359 --> 00:24:52,960 Here's the eight pillars. 448 00:24:53,200 --> 00:24:56,319 Pillar number one is clarify your destination. 449 00:24:56,640 --> 00:25:00,559 You cannot build a strategy for a place you haven't defined. 450 00:25:00,960 --> 00:25:02,400 We start here, right? 451 00:25:02,640 --> 00:25:07,599 We get crystal clear on where you are going so that every 452 00:25:07,599 --> 00:25:11,359 decision, every conversation, every relationship you invest 453 00:25:11,359 --> 00:25:16,240 in, every risk that you take moves you closer to your goal. 454 00:25:16,720 --> 00:25:19,599 Pillar number two is own your own power. 455 00:25:19,839 --> 00:25:23,200 This is about understanding and activating the leadership 456 00:25:23,200 --> 00:25:26,880 strengths that you already have, not the ones that you think 457 00:25:26,880 --> 00:25:30,720 you're supposed to have, the ones that are already yours. 458 00:25:30,960 --> 00:25:34,720 Because the introverts quiet, the deep thinking, the 459 00:25:34,720 --> 00:25:37,119 precision, that is power. 460 00:25:37,440 --> 00:25:41,119 We just have to make sure you're using it on purpose. 461 00:25:41,519 --> 00:25:44,559 Pillar number three is build your brand. 462 00:25:44,960 --> 00:25:47,839 You've heard me say this before if you've been a longtime 463 00:25:47,839 --> 00:25:48,480 listener. 464 00:25:48,640 --> 00:25:52,799 Your leadership brand is what people say about you when you're 465 00:25:52,799 --> 00:25:53,759 not in the room. 466 00:25:53,920 --> 00:25:58,079 It's the reputation that either opens doors for you or keeps 467 00:25:58,079 --> 00:25:58,880 them closed. 468 00:25:59,039 --> 00:26:03,119 And we build it deliberately so that the right people in the 469 00:26:03,119 --> 00:26:07,039 right rooms know exactly what you stand for and why they need 470 00:26:07,039 --> 00:26:08,319 you at the table. 471 00:26:08,640 --> 00:26:11,920 Pillar number four is navigate your environment. 472 00:26:12,160 --> 00:26:15,200 Now, organizations have politics. 473 00:26:15,519 --> 00:26:17,920 Every organization has politics. 474 00:26:18,079 --> 00:26:20,720 I don't care if it's you're you're working in a two-person 475 00:26:20,720 --> 00:26:21,279 organization. 476 00:26:21,519 --> 00:26:25,680 Your organization, you best believe they you have politics, 477 00:26:25,920 --> 00:26:26,240 right? 478 00:26:26,480 --> 00:26:29,599 Every organization has politics, they have decision-making 479 00:26:29,599 --> 00:26:31,759 structures, they have unwritten rules. 480 00:26:31,920 --> 00:26:36,480 And the woman who understands how to read and move through her 481 00:26:36,480 --> 00:26:40,559 specific environment strategically, not naively, is 482 00:26:40,559 --> 00:26:42,720 the one who advances the fastest. 483 00:26:43,039 --> 00:26:46,480 We build that skill in our work together. 484 00:26:46,799 --> 00:26:49,920 Pillar number five is cultivating your allies, 485 00:26:50,240 --> 00:26:54,559 sponsors, advocates, champions, the people who will say your 486 00:26:54,559 --> 00:26:58,240 name in rooms that you're not in, the people who will put you 487 00:26:58,240 --> 00:27:00,960 onto opportunities that you don't even know about, right? 488 00:27:01,119 --> 00:27:03,119 You don't even know they exist yet. 489 00:27:03,440 --> 00:27:07,440 This pillar is about identifying who those people are in your 490 00:27:07,440 --> 00:27:10,720 company and in your industry and building the kind of 491 00:27:10,720 --> 00:27:13,759 relationships that make them want to go to bat for you. 492 00:27:14,480 --> 00:27:17,839 The sixth pillar is commanding your total value. 493 00:27:18,079 --> 00:27:22,640 This is where everything that we built this weekend in the Name 494 00:27:22,640 --> 00:27:27,039 Your Number workshop lives: your market data, your business case, 495 00:27:27,200 --> 00:27:30,799 your negotiation strategy, your total compensation picture. 496 00:27:31,119 --> 00:27:34,240 Salary negotiation is not a one-time event. 497 00:27:34,400 --> 00:27:36,880 You don't just do it one time and then you're done. 498 00:27:37,119 --> 00:27:42,160 It's a skill that lives inside a much bigger strategy. 499 00:27:42,319 --> 00:27:45,759 And pillar number six is where we make sure that you are using 500 00:27:45,759 --> 00:27:48,000 it and that you are using it well. 501 00:27:48,640 --> 00:27:51,039 The seventh pillar is rise to the top. 502 00:27:51,119 --> 00:27:53,119 Now that's all about promotion. 503 00:27:53,279 --> 00:27:55,680 That's all about advancement, right? 504 00:27:55,839 --> 00:27:59,519 That's the promotion strategy, the executive identity, the 505 00:27:59,519 --> 00:28:03,519 visibility, the sponsorship, the positioning that makes the next 506 00:28:03,519 --> 00:28:08,079 level that you're going after feel like the obvious next step, 507 00:28:08,240 --> 00:28:11,920 not just for you, but for the people who are actually making 508 00:28:11,920 --> 00:28:14,400 the decision to promote you as well. 509 00:28:14,799 --> 00:28:18,160 And the eighth pillar is sustain your career wealth. 510 00:28:18,319 --> 00:28:22,240 Because listen, getting to the top of your career, getting to 511 00:28:22,240 --> 00:28:27,440 the ultimate level that you want to achieve, that's one thing. 512 00:28:27,759 --> 00:28:33,839 Staying there and continuing to grow once you get there requires 513 00:28:33,839 --> 00:28:38,960 different habits, different systems, and a mindset that most 514 00:28:39,279 --> 00:28:42,480 people never, ever, ever build. 515 00:28:42,720 --> 00:28:46,079 And pillar eight is about making sure everything we build 516 00:28:46,079 --> 00:28:47,839 together lasts. 517 00:28:48,640 --> 00:28:51,839 Now, here's what makes this program different from anything 518 00:28:51,839 --> 00:28:52,960 else out there. 519 00:28:53,839 --> 00:28:58,240 Every client works through the pillars that match their most 520 00:28:58,400 --> 00:29:00,079 pressing challenges. 521 00:29:00,319 --> 00:29:04,000 A woman who's recovering from work addiction, for example, she 522 00:29:04,000 --> 00:29:07,359 needs to build her relationship with her career before she can 523 00:29:07,359 --> 00:29:09,359 advocate effectively for herself. 524 00:29:09,599 --> 00:29:13,440 She gets a completely different experience than a woman who is 525 00:29:13,440 --> 00:29:16,559 six months away from a promotion she's been building toward for 526 00:29:16,559 --> 00:29:17,359 two years. 527 00:29:17,599 --> 00:29:21,839 It's the same framework, but it's a completely different 528 00:29:21,839 --> 00:29:23,920 journey through the framework. 529 00:29:24,240 --> 00:29:27,839 That is extremely rare in the coaching space. 530 00:29:28,079 --> 00:29:30,720 And it's what you actually deserve. 531 00:29:31,680 --> 00:29:35,519 Now, let me be specific about who the elite executive 532 00:29:35,519 --> 00:29:38,880 experience is actually for, because I get this question a 533 00:29:38,880 --> 00:29:39,119 lot. 534 00:29:39,359 --> 00:29:43,519 I will have people reaching out to me and saying, hey, your 535 00:29:43,519 --> 00:29:47,119 program sounds really interesting, but I don't know if 536 00:29:47,119 --> 00:29:47,680 it's for me. 537 00:29:47,839 --> 00:29:49,759 I don't know if I'm ready for it yet. 538 00:29:49,839 --> 00:29:51,039 And I respect that. 539 00:29:51,200 --> 00:29:52,400 I totally respect that. 540 00:29:52,559 --> 00:29:55,200 So let's let's get clear on who it's for. 541 00:29:55,519 --> 00:29:59,039 If you attended this past weekend's workshop with clarity 542 00:29:59,440 --> 00:30:02,799 and you know you're ready to go further with personalized 543 00:30:02,799 --> 00:30:05,279 support, then reach out, right? 544 00:30:05,440 --> 00:30:08,720 And if you didn't make the workshop, but you know you want 545 00:30:08,720 --> 00:30:13,279 more, if you want to get promoted faster, if you want to 546 00:30:13,279 --> 00:30:16,559 negotiate a salary that is truly commensurate with what you 547 00:30:16,559 --> 00:30:20,720 contribute to your organization, if you want to position yourself 548 00:30:20,720 --> 00:30:24,160 as the premier leader in your company, not just the one 549 00:30:24,160 --> 00:30:28,640 everyone says has potential, but never quite moves forward, if 550 00:30:28,640 --> 00:30:32,319 you want to become the decision maker instead of the order 551 00:30:32,319 --> 00:30:36,559 taker, and if you've been floundering, honestly just going 552 00:30:36,559 --> 00:30:40,000 through the motions, not quite sure what the hell your next 553 00:30:40,000 --> 00:30:43,440 career move is supposed to be, and you are finally ready to get 554 00:30:43,440 --> 00:30:48,960 clear and get moving, if any of those resonate with you as a 555 00:30:48,960 --> 00:30:53,759 black woman who is ambitious, introverted, and ready, then the 556 00:30:53,759 --> 00:30:56,480 elite executive experience was built for you. 557 00:30:56,960 --> 00:30:58,880 Here's how to take the next step. 558 00:30:59,039 --> 00:31:02,799 There's a link in my show notes to learn more about the elite 559 00:31:02,799 --> 00:31:05,680 executive experience and to book a call. 560 00:31:06,160 --> 00:31:10,480 Or if you're on LinkedIn, you can DM me directly. 561 00:31:10,799 --> 00:31:15,759 But tell me where you are and where you are trying to go, and 562 00:31:15,759 --> 00:31:19,519 we'll figure out together whether this is the right next 563 00:31:19,519 --> 00:31:20,480 step for you. 564 00:31:20,720 --> 00:31:23,839 I want to work with you, not because I need to fill a 565 00:31:23,839 --> 00:31:28,400 program, because I have been in the rooms you are trying to get 566 00:31:28,400 --> 00:31:28,720 into. 567 00:31:29,200 --> 00:31:33,599 I have sat on both sides of that leadership table and the 568 00:31:33,599 --> 00:31:36,400 negotiation tables, and I know what it takes. 569 00:31:36,559 --> 00:31:40,240 And I know that you are closer than you think, right? 570 00:31:40,480 --> 00:31:43,920 You named your number this weekend if you joined us. 571 00:31:44,160 --> 00:31:46,400 Now let's make sure you get it. 572 00:31:46,799 --> 00:31:47,359 I'm Dr. 573 00:31:47,440 --> 00:31:48,319 Nicole Bryan. 574 00:31:48,400 --> 00:31:50,480 This is Leading Her Introvert Way. 575 00:31:50,559 --> 00:31:56,000 And your quiet power, the quiet power that you have, it is real 576 00:31:56,319 --> 00:31:56,960 power. 577 00:31:58,079 --> 00:31:59,599 I'll see you next week. 578 00:31:59,680 --> 00:32:03,200 And until then, keep leading your introvert way.