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Carol Cox:
What does it really take to position yourself

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for bigger stages, promotions,

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clients, and visibility?

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That's what I talk about with my guest,

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Kate Wade of Get Her Hired on this episode of

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the Speaking Your Brand podcast.

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More and more women are making an impact by

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starting businesses, running for office,

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and speaking up for what matters.

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With my background as a TV political analyst,

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entrepreneur, and speaker,

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I interview and coach purpose driven women to

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shape their brands, grow their companies,

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and become recognized as influencers in their

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field. This is speaking your brand,

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your place to learn how to persuasively

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communicate your message to your audience.

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Hi there and welcome to the Speaking Your

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Brand podcast. This is your host,

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Carol Cox. Today's episode is all about

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building a career brand that truly opens

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doors. Whether you're in corporate aiming for

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your next promotion or job,

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or you're an entrepreneur wanting bigger

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clients and bigger stages.

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My guest is career strategist Kate Wade,

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founder of Get Her Hired.

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And we go deep into why so many talented

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women feel stuck and what you can do to get

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unstuck, starting now.

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We talk about how to find the thread in your

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story, especially if, like me,

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you've had a lot of twists and turns in your

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career. How to communicate your value without

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feeling like you're bragging, and the small

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but powerful shifts that make you instantly

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more memorable to recruiters,

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decision makers, and event organizers.

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Kate and I also talk about the rise of AI

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resumes and speaker applications,

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including our tips for using AI effectively.

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We talk about the realities of today's job

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market, and why being good at everything is

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not the advantage we think it is.

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I know you're going to love this conversation

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with Kate. I have known her for about five

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years now and we always have a fun and lively

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conversation. If you would like to work with

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us here at Speaking Your Brand to develop

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your thought leadership and signature talk so

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you have a strong personal platform,

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one that increases your visibility,

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amplifies your impact,

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and creates opportunities for you beyond your

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corporate job, the best thing to do is to

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schedule a call with us.

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You can do so by going to Speaking your

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brand. And then we can learn more about you,

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what your goals are, and the best options for

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working together.

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Now let's get on with the show.

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Welcome to the Speaking Your Brand podcast,

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Kate.

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Kate Wade:
Well, thank you so much,

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Carol. I'm so happy to be here today,

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and it's delightful to be on your podcast.

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Thank you for the invitation.

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Carol Cox:
I am delighted that you are here.

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We did a webinar together not too long ago at

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the beginning of October,

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and I feel like we laughed throughout the

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entire thing, even though it was really good

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quality content. I feel like the same thing's

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gonna happen today.

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Kate Wade:
There's a lot of joy.

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I mean, there is so much non joy in the world

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that it's good to have some joy,

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especially when we can share that from,

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you know, the scar rather than an open wound.

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And it also it makes it makes things more

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relatable for everyone that we can move

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forward. I'm sure humor helps a lot in the

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work that you do, Carol.

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Carol Cox:
Oh, absolutely. And really being able to

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laugh at yourself.

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Kate Wade:
Yes.

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Carol Cox:
Much less about it, about the absurdity of

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everything else that's going on right now in

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the world. Yeah.

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We have so much to talk about,

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Kate. We have known each other for a number

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of years now. I've always admired you as a an

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incredible business coach and now as an

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entrepreneur, the founder of Get Her Hired,

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which we'll talk a little bit more about in

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just a moment. But I want us to jump right

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in, because the women who are listening to

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this podcast, they are entrepreneurs,

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they are executives in corporate.

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They're leaders in their community and their

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industry. And I know that they want to have a

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bigger impact in the world,

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a positive impact and what they're doing.

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Again, whether it's in their workplace, their

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industry, their community,

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whether it's on stage,

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in the media, within nonprofit organizations

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or within corporate.

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Yet so often and I know,

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Kate, you see this that and I experienced

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this myself. We get stuck at some point in

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our career, some point in our life,

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you know, things are happening around us and

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sometimes for good reason, we plateau.

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Maybe we have to hit pause.

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Sometimes it's a choice that we make,

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but sometimes it's things that are happening

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to us or we feel like are happening to us,

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and we really want we want those bigger

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opportunities, those bigger stages, those

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bigger promotions.

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But we feel like we're not sure what to do.

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Where do you see that happening and how do

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you help the women you work with navigate

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that?

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Kate Wade:
Um, I think one of the that's such a good

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question, and I have three answers for that.

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Um, three things that I see typically,

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and this applies for people,

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whether they're applying to a job or

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consulting or being a speaker or public

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speaker. Um, and that's lack of target not

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having a singular focus.

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So one of the things we do when we work with

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women at Get Her Hired is we say,

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great, I'm glad you're the Jill of all

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things, and no one's gonna hire you to be the

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Jill of all things.

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This is a problem.

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So, um, working with people to get a focus is

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probably the number one thing. So a thing.

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Holding people back and keeping them stuck

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and small is not claiming an area of

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expertise, which seems kind of

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counterintuitive to some people because you

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think, well, I'm so versatile.

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I'm so capable.

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Why wouldn't someone bring me in?

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I could do a workshop on this.

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I could do a workshop on that.

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I could speak on this,

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I could keynote on that.

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I can whatever.

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But actually, no, they want they want to hire

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an expert. So that's the first thing.

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Do you see that too, Carol?

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Carol Cox:
Yes. Well it is and I and and I agree with

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you because I feel like I'm a Jill of all

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trades for sure.

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I had this background in politics and

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technology and then in history,

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and then the work I do in speaking your

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brand. But to your point,

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if someone wants to hire you,

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they have a problem.

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Kate Wade:
Yeah.

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Carol Cox:
That they need help with.

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And it's usually not all of those things at

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the same time. So they have to figure out

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where do they where do they slot you in to

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help help them fix their problem?

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Whether they're hiring you and they're your

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client or they're hiring you,

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like you said, for a workshop or speaking

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engagement, or you want to get promoted

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within your organization.

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What is it that what problem are you solving

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for?

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Kate Wade:
Yes. Well, this goes into point number two

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then on why women stay stuck.

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Really? And what I find is that,

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um, they have a narrative that's full of

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features but lacks benefits,

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right? So if you think about all of the

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features that we have, you've had a

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background in politics, you've had a

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background in news, um,

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in news production. You've had a background

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in tech. These are features that make you

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really good at what you do.

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And the benefit to people is what we want to

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talk about, not the features,

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right? So we often can get stuck in the

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features. And that happens when I'm working

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with a CEO. That happens when I'm working

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with an SVP of marketing.

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It happens with people in every industry,

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in every type of functional role,

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is because it's kind of like that opposite of

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not having a target as being too much of an

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expert in talking about functional,

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functional, functional. But talk about the

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benefit, just as you were saying a moment

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ago. Yeah.

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Carol Cox:
And it's so easy to slip into that.

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Like I just did that.

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So will you will you help us later?

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Think about this idea of a narrative more

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than the features.

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Kate Wade:
Yes, yes, because it's everything we do.

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And I'm sure, Carol, it's very similar to

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what you do is we're reverse engineering from

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the future. If you've got a target in mind

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and you've got clarity to that,

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we can design a really great set of career

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marketing materials.

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We also do this for people who are like

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fractional leaders. They maybe take on

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retained roles as a COO or something like

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that. And also for people who are

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entrepreneurs, we help craft these messages

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that come into like a one page brief that you

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can easily share.

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Why should you hire me?

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For example, for whatever it might be?

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Um, but the third, the third thing that,

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um, might be counterintuitive.

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Again, why women get good,

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women get stuck in bad places is because we

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can make ourselves indispensable.

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Carol Cox:
Whoa. That is counterintuitive.

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Tell me more.

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Kate Wade:
Well, it's kind of like the not having a

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target. A lot of women we work with,

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um, and that I meet, have been,

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you know, rewarded for being able to fix lots

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of things, lots of different kinds of things.

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We have capabilities that go across so many

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different areas and that makes us

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indispensable. So women are held back from

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promotions because you're too useful in that

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spot. No one else. We'd need three.

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We'd need three carols if you weren't in this

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position. And we sometimes can take that as a

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compliment when really it's a big problem.

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And that's where you have to speak up and

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have that conversation with your leadership

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team about where what could be different.

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Um, and when I think about indispensable for

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people who are entrepreneurs,

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is it it kind of relates back to that lack of

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focus, trying to fix everyone's problems in

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every different manner.

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Um, and we probably stay stuck as

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entrepreneurs because we're too afraid to

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niche into our market.

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I had a, um, a CFO, I have a,

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um, fractional CFO who I call upon a few

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times a year to kick my butt,

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right? So I opened the books and I show him

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everything. And we talk about what's

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happening. We talk about efficiencies and

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automations, and we talk about structure of

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the business. Right. And he said to me,

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he said to me, you know,

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you're probably missing out on half of your

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potential audience and half of your potential

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revenue because you're focused on women only.

269
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To which I said, great.

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Because we do work with men,

271
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we work with thems, we work with women.

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We market to women, though,

273
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because that's the passion of where our

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mission is. That's where I've had the

275
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experience and that's where I know I can help

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as an expert.

277
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So yeah. Are we missing out on something?

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I actually don't think we are.

279
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Um, I think we've got a great niche and men

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actually ask permission to work with us.

281
00:10:41,750 --> 00:10:43,510
Carol. So I think we're okay.

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Carol Cox:
Yes. The same exact thing happens with us as

283
00:10:47,430 --> 00:10:49,790
speaking your brand. Because as you all

284
00:10:49,790 --> 00:10:51,830
listen to the jingle on the podcast,

285
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the same jingle I've had since I started this

286
00:10:53,430 --> 00:10:55,950
podcast almost nine years ago and all.

287
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And so much of the work that we do is about

288
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helping women find and use their voice and

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have a bigger presence,

290
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but we have worked with male clients over the

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years and they have been amazing,

292
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and we really enjoy working with them.

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I think it's because they understand our

294
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mission. They appreciate our mission and

295
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their allies to our mission.

296
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And so the same kind of thing, like they'll

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contact us and like, you know, can you work

298
00:11:19,350 --> 00:11:20,630
with me? And we're like, yeah, let's

299
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absolutely like if we feel like like it's

300
00:11:23,070 --> 00:11:25,070
going to be a good coaching relationship.

301
00:11:25,110 --> 00:11:26,710
Yes. Then for sure.

302
00:11:26,750 --> 00:11:28,150
Kate Wade:
Yeah. Absolutely.

303
00:11:28,190 --> 00:11:31,190
Yeah. And so a lot of the times we can,

304
00:11:31,310 --> 00:11:34,270
um, lose out and stay stuck by not taking

305
00:11:34,270 --> 00:11:36,430
that courageous step to just,

306
00:11:37,230 --> 00:11:39,710
you know, dig into one area and claim it.

307
00:11:40,280 --> 00:11:42,680
Carol Cox:
Yeah, that is hard because I hear from a lot

308
00:11:42,680 --> 00:11:44,400
of the clients that we work with,

309
00:11:44,400 --> 00:11:47,600
and I feel myself the same way where I have

310
00:11:47,600 --> 00:11:50,320
all of these different threads in my career.

311
00:11:50,360 --> 00:11:52,200
I mentioned five different ones,

312
00:11:52,200 --> 00:11:53,920
and they're like, how do they even relate to

313
00:11:53,960 --> 00:11:56,160
each other? I see the commonality,

314
00:11:56,160 --> 00:11:59,400
but they don't. And so and I feel like for so

315
00:11:59,400 --> 00:12:01,320
many of us, we do have these different

316
00:12:01,320 --> 00:12:03,640
interests or different parts of our career

317
00:12:03,640 --> 00:12:05,800
where we haven't had that straight and narrow

318
00:12:05,800 --> 00:12:08,440
line. And so how do you help women then?

319
00:12:08,480 --> 00:12:10,160
Maybe we can talk about this idea of crafting

320
00:12:10,160 --> 00:12:11,200
their narrative.

321
00:12:11,480 --> 00:12:14,200
Where do they have to find the commonality

322
00:12:14,200 --> 00:12:15,880
between these different things that seem

323
00:12:15,880 --> 00:12:17,680
unrelated to each other,

324
00:12:17,680 --> 00:12:20,240
or is it more about picking and prioritizing

325
00:12:20,240 --> 00:12:21,960
what is most relevant now?

326
00:12:25,720 --> 00:12:28,280
Kate Wade:
I would never pick and prioritize based on

327
00:12:28,280 --> 00:12:30,240
some fashionable phrase.

328
00:12:30,560 --> 00:12:33,960
Okay, so the way I would work is with the

329
00:12:33,960 --> 00:12:35,920
whole person and looking through their

330
00:12:35,920 --> 00:12:37,800
career, there is a definite thread.

331
00:12:37,840 --> 00:12:41,000
Okay, I have a master's degree in 18th

332
00:12:41,040 --> 00:12:42,400
century German literature.

333
00:12:42,760 --> 00:12:44,640
My mother said to me, why that?

334
00:12:44,680 --> 00:12:46,480
Why would you do that to yourself?

335
00:12:46,880 --> 00:12:51,080
Okay. Anyway, now I'm writing and I'm

336
00:12:51,120 --> 00:12:52,560
listening to people.

337
00:12:52,560 --> 00:12:55,120
And a thread for me has always been in my

338
00:12:55,120 --> 00:12:57,560
career. That ability to listen deeply,

339
00:12:57,880 --> 00:13:00,040
ask questions, evaluate,

340
00:13:00,040 --> 00:13:05,560
assess, and recompose the information in a

341
00:13:05,560 --> 00:13:08,000
way that's really easy for others to digest.

342
00:13:08,280 --> 00:13:09,880
That's like, oh yeah, no brainer.

343
00:13:09,880 --> 00:13:11,920
But that came from studying languages and

344
00:13:11,920 --> 00:13:13,440
literature, right? It didn't come from

345
00:13:13,440 --> 00:13:15,440
nowhere to be able to do that.

346
00:13:15,760 --> 00:13:16,920
And some people ask me,

347
00:13:16,960 --> 00:13:18,640
you know, oh, did you go to school to be a

348
00:13:18,640 --> 00:13:19,880
resume writer? I'm like,

349
00:13:19,880 --> 00:13:21,080
that's cute.

350
00:13:21,120 --> 00:13:23,920
No, I didn't grow up wanting to be a resume

351
00:13:23,920 --> 00:13:24,760
writer, but.

352
00:13:25,520 --> 00:13:27,280
Carol Cox:
Well, and also, I don't think you would want

353
00:13:27,320 --> 00:13:29,760
to hire someone that that's all that they

354
00:13:29,800 --> 00:13:31,520
trained. That's all they did. Because they

355
00:13:31,520 --> 00:13:33,800
really they're not they don't have these

356
00:13:33,800 --> 00:13:35,200
other experiences that are.

357
00:13:35,240 --> 00:13:38,330
That is what makes what you do so good is

358
00:13:38,330 --> 00:13:39,930
because you have this background doing

359
00:13:39,930 --> 00:13:42,170
something that trains you in a different

360
00:13:42,170 --> 00:13:44,130
field, but that you're using for what you do

361
00:13:44,170 --> 00:13:44,490
now.

362
00:13:44,690 --> 00:13:45,970
Kate Wade:
And that's the exact thread.

363
00:13:45,970 --> 00:13:47,930
So just like you, you got trained in other

364
00:13:47,930 --> 00:13:50,130
fields that make you fantastic at what you do

365
00:13:50,170 --> 00:13:52,450
now. Carol. So we look at the whole woman,

366
00:13:52,450 --> 00:13:55,850
we look at the whole story and what I like to

367
00:13:55,850 --> 00:13:59,050
do. Um, I'm a very data oriented person,

368
00:13:59,050 --> 00:14:00,690
but it doesn't come out like data.

369
00:14:01,010 --> 00:14:02,770
Um, it comes out like a narrative.

370
00:14:03,010 --> 00:14:05,810
Because what I want to do is I assess people

371
00:14:05,810 --> 00:14:07,490
by listening, by looking,

372
00:14:07,490 --> 00:14:10,210
by reading, and I pull together,

373
00:14:10,250 --> 00:14:13,490
what are this person's best competencies?

374
00:14:13,490 --> 00:14:15,370
What are they so great at?

375
00:14:15,690 --> 00:14:19,850
And a competency to me is the combination of

376
00:14:19,850 --> 00:14:22,050
a strength, which is something we're born

377
00:14:22,050 --> 00:14:25,130
with. We're naturally good at speaking in

378
00:14:25,130 --> 00:14:26,450
public. Carol, you and I,

379
00:14:26,850 --> 00:14:28,250
we work on it. Right. But like,

380
00:14:28,290 --> 00:14:30,250
we're naturally pretty good at that,

381
00:14:30,290 --> 00:14:32,130
right? It's a strength.

382
00:14:32,690 --> 00:14:34,970
A skill is something we learn over time.

383
00:14:34,970 --> 00:14:36,940
It's not something we are naturally born

384
00:14:36,940 --> 00:14:39,700
with, and so we can work on public speaking

385
00:14:39,740 --> 00:14:41,620
as a skill, even if it's not a strength.

386
00:14:41,660 --> 00:14:43,780
Right? And so I look at a person's

387
00:14:43,780 --> 00:14:45,860
competencies holistically,

388
00:14:45,860 --> 00:14:50,140
which means what are they great at from a

389
00:14:50,340 --> 00:14:53,500
native, like just how they were born and how

390
00:14:53,500 --> 00:14:54,660
they show up in the world,

391
00:14:54,940 --> 00:14:57,140
and how what are they great at?

392
00:14:57,140 --> 00:14:58,860
Because they've learned how to do it really

393
00:14:58,860 --> 00:15:02,060
well and they're excellent. And so if we take

394
00:15:02,060 --> 00:15:03,900
that picture then of what someone's really

395
00:15:03,900 --> 00:15:08,260
great at, it is so easy to pull the threads

396
00:15:08,460 --> 00:15:09,860
through because you can see,

397
00:15:10,100 --> 00:15:13,660
well, of course, you're really good at

398
00:15:13,660 --> 00:15:15,300
collaborative communication.

399
00:15:15,300 --> 00:15:18,340
I can see that because you've had this

400
00:15:18,340 --> 00:15:19,460
experience in your past,

401
00:15:19,460 --> 00:15:20,740
this experience in your past,

402
00:15:20,740 --> 00:15:22,340
this experience in your past.

403
00:15:22,340 --> 00:15:24,300
And this, of course, pulls these things

404
00:15:24,300 --> 00:15:28,060
together for you and is a really foundational

405
00:15:28,100 --> 00:15:30,500
part of who you are and how you show up.

406
00:15:31,380 --> 00:15:33,180
Carol Cox:
Mhm. I like that.

407
00:15:33,220 --> 00:15:34,340
I remember now Kate.

408
00:15:34,380 --> 00:15:36,180
We are both PhD dropouts.

409
00:15:36,220 --> 00:15:40,340
Kate Wade:
Yes. Dropouts.

410
00:15:40,940 --> 00:15:43,540
Carol Cox:
But you know. So I studied modern European

411
00:15:43,540 --> 00:15:45,860
history. That was my focus for my PhD

412
00:15:45,860 --> 00:15:47,660
program, but finished with a masters and

413
00:15:47,660 --> 00:15:49,380
didn't complete my dissertation.

414
00:15:49,380 --> 00:15:52,740
But to your point, I think doing that work

415
00:15:52,780 --> 00:15:54,580
trained us. Like you said,

416
00:15:54,620 --> 00:15:56,980
listen, evaluate, assess,

417
00:15:57,260 --> 00:15:58,980
recompose, digest.

418
00:15:59,020 --> 00:16:00,900
Even though it was on French history or

419
00:16:00,900 --> 00:16:04,100
German literature, what we were trained on

420
00:16:04,380 --> 00:16:07,780
very weirdly decades ago led us to this exact

421
00:16:07,780 --> 00:16:08,860
point. So let me ask you,

422
00:16:08,900 --> 00:16:11,980
Kate, why did you decide to start get her

423
00:16:11,980 --> 00:16:13,020
hired specifically?

424
00:16:13,020 --> 00:16:14,900
Because with the skill set and the strengths

425
00:16:14,900 --> 00:16:16,380
you have, you could have done a number of

426
00:16:16,380 --> 00:16:18,700
different things as far as in your business.

427
00:16:18,700 --> 00:16:20,380
So why get her hired?

428
00:16:20,420 --> 00:16:21,940
Kate Wade:
Yeah. Thank you, thank you.

429
00:16:22,220 --> 00:16:23,740
Um, yeah. And there's still lots of things I

430
00:16:23,740 --> 00:16:24,780
have ideas for.

431
00:16:24,900 --> 00:16:26,100
Um, but with.

432
00:16:26,140 --> 00:16:28,980
Get her hired. Uh, I got laid off.

433
00:16:28,980 --> 00:16:30,620
I've been laid off a couple times, and I got

434
00:16:30,620 --> 00:16:32,220
laid off from a job I loved.

435
00:16:32,550 --> 00:16:34,790
Felt horrible and I don't know if anyone out

436
00:16:34,790 --> 00:16:36,830
there can relate to that because it happens

437
00:16:36,830 --> 00:16:38,550
to good people. Yes.

438
00:16:38,590 --> 00:16:41,910
And, um, at the time before my layoff,

439
00:16:41,910 --> 00:16:43,870
I was one of the only senior,

440
00:16:44,190 --> 00:16:47,350
uh, people in the company that was a woman

441
00:16:47,350 --> 00:16:51,750
that had a door on my office and my part of

442
00:16:51,750 --> 00:16:54,110
my role, and actually a point of contention I

443
00:16:54,110 --> 00:16:55,910
had with my boss, the president,

444
00:16:55,910 --> 00:16:59,590
many times was that I was mentoring too many

445
00:16:59,590 --> 00:17:02,630
people. I also got in trouble for taking all

446
00:17:02,670 --> 00:17:05,070
of the women in our Tampa office out to lunch

447
00:17:05,070 --> 00:17:06,230
and not inviting the men,

448
00:17:06,670 --> 00:17:09,070
um, all sorts of interesting things.

449
00:17:09,110 --> 00:17:10,270
I used to get in trouble,

450
00:17:10,270 --> 00:17:12,350
for, which are part of the thread as to what

451
00:17:12,350 --> 00:17:14,670
I'm doing now. Right. It's like it's not by

452
00:17:14,670 --> 00:17:18,350
accident. And, um, when I left that company,

453
00:17:18,350 --> 00:17:19,670
left that role, I said,

454
00:17:19,670 --> 00:17:21,950
okay, fine. I was doing strategy.

455
00:17:21,950 --> 00:17:23,790
So I just opened a consultancy and did

456
00:17:23,790 --> 00:17:26,150
strategy and did pro bono strategy work and

457
00:17:26,190 --> 00:17:27,350
had some clients.

458
00:17:27,710 --> 00:17:30,670
But the people from my company followed me

459
00:17:30,800 --> 00:17:33,080
and we're continuing to ask me for advice.

460
00:17:33,960 --> 00:17:37,560
And so over time, it just turned into this

461
00:17:37,560 --> 00:17:39,480
business where I moved away.

462
00:17:39,480 --> 00:17:43,000
I dropped doing the strategic planning and

463
00:17:43,000 --> 00:17:44,400
the strategy consulting.

464
00:17:44,800 --> 00:17:47,200
I dropped doing business coaching and

465
00:17:47,200 --> 00:17:48,440
business consulting.

466
00:17:48,760 --> 00:17:50,040
And I said, what the heck?

467
00:17:50,080 --> 00:17:51,520
Why don't I take all of this,

468
00:17:51,520 --> 00:17:54,040
that I know how to do and help all these

469
00:17:54,040 --> 00:17:56,680
people who've wanted help from me over time?

470
00:17:56,680 --> 00:17:58,320
And so two and a half years ago,

471
00:17:58,520 --> 00:18:01,400
I went all in on get her hired as a business

472
00:18:01,560 --> 00:18:03,080
where we're helping, um,

473
00:18:03,120 --> 00:18:07,000
really cool women, thems and men land their

474
00:18:07,000 --> 00:18:09,080
next boss roles through great career

475
00:18:09,080 --> 00:18:10,200
marketing materials.

476
00:18:10,200 --> 00:18:11,000
That's what we do.

477
00:18:12,080 --> 00:18:14,600
Carol Cox:
And what are you seeing in the marketplace?

478
00:18:14,640 --> 00:18:16,040
You know, with the women, either that you

479
00:18:16,040 --> 00:18:17,600
know, or women who have come to you.

480
00:18:17,600 --> 00:18:19,640
Obviously, right now we're recording this,

481
00:18:19,680 --> 00:18:21,840
you know, at the tail end of 2025,

482
00:18:21,880 --> 00:18:24,160
it's been quite a year for a number of

483
00:18:24,160 --> 00:18:25,520
reasons. The job market,

484
00:18:25,520 --> 00:18:27,440
I feel like kind of like the housing market

485
00:18:27,440 --> 00:18:29,160
was right after the pandemic,

486
00:18:29,320 --> 00:18:31,040
like it feels like everything is just like in

487
00:18:31,080 --> 00:18:33,080
that locking place and nothing's really

488
00:18:33,080 --> 00:18:34,200
moving around.

489
00:18:34,200 --> 00:18:35,440
So what are you seeing?

490
00:18:35,440 --> 00:18:37,040
What are your what are you sensing?

491
00:18:37,040 --> 00:18:39,600
And then when women come to work with you and

492
00:18:39,600 --> 00:18:41,600
I, I know because I've experienced it

493
00:18:41,600 --> 00:18:44,960
firsthand with you as a coach on the business

494
00:18:44,960 --> 00:18:46,960
side, helping.

495
00:18:47,000 --> 00:18:48,760
What are you what are they feeling like

496
00:18:48,800 --> 00:18:51,840
emotionally, and how are you helping them to

497
00:18:51,880 --> 00:18:54,000
either shift their mindset or to navigate

498
00:18:54,000 --> 00:18:55,280
what's going on right now?

499
00:18:55,320 --> 00:18:58,040
Kate Wade:
Yeah, it is a really difficult period,

500
00:18:58,120 --> 00:19:00,080
uh, with just what's happening.

501
00:19:00,320 --> 00:19:04,040
Uh, in our in nationally with the job

502
00:19:04,040 --> 00:19:05,480
markets, I'll just say that.

503
00:19:05,960 --> 00:19:08,680
And, um, I agree, it's kind of in the stock

504
00:19:08,680 --> 00:19:10,560
zone, but there is, um,

505
00:19:10,560 --> 00:19:12,560
some good, some really good,

506
00:19:12,680 --> 00:19:15,400
uh, indicators that I'll share in a moment.

507
00:19:15,800 --> 00:19:18,920
But the emotions people are coming to us

508
00:19:18,920 --> 00:19:22,800
with, we have leaders who have been in part

509
00:19:22,800 --> 00:19:25,480
of national federal agencies in very high

510
00:19:25,480 --> 00:19:27,320
levels coming to us, and they're crying

511
00:19:27,410 --> 00:19:29,810
because they can't do their job anymore.

512
00:19:30,650 --> 00:19:33,610
And we're seeing a lot of frustration,

513
00:19:33,850 --> 00:19:35,930
a lot of lack of confidence,

514
00:19:35,930 --> 00:19:37,930
the confidence really getting shot down,

515
00:19:38,170 --> 00:19:39,530
um, disappointment.

516
00:19:39,530 --> 00:19:41,930
And in ourselves like that,

517
00:19:41,930 --> 00:19:44,450
we caused this to happen to us.

518
00:19:44,730 --> 00:19:47,450
And so there's just a whole lot of negative

519
00:19:47,450 --> 00:19:49,930
emotion happening for a lot of people.

520
00:19:49,930 --> 00:19:51,490
There's that side. And then there's another

521
00:19:51,490 --> 00:19:55,650
side, which is the fear side of I'm still in

522
00:19:55,650 --> 00:19:58,250
role, but they just eliminated 13 people on

523
00:19:58,250 --> 00:20:00,350
my team. I was just talking to someone ten

524
00:20:00,350 --> 00:20:02,090
minutes before this. They eliminated 13

525
00:20:02,090 --> 00:20:03,370
people on her team today,

526
00:20:03,610 --> 00:20:04,890
but she's still there.

527
00:20:05,050 --> 00:20:07,570
And so she's like putting out like,

528
00:20:07,770 --> 00:20:08,810
uh, when am I?

529
00:20:08,850 --> 00:20:10,130
When's my turn?

530
00:20:10,570 --> 00:20:15,050
So, um, confidence, feeling shame and then

531
00:20:15,090 --> 00:20:17,490
fear that it's going to happen to me next.

532
00:20:17,490 --> 00:20:19,650
So that's really where people are coming to

533
00:20:19,690 --> 00:20:23,210
us. And over the years people have come to us

534
00:20:23,210 --> 00:20:24,890
with that kind of emotional,

535
00:20:25,050 --> 00:20:27,060
um, makeup.

536
00:20:27,060 --> 00:20:30,460
But more than ever now it's,

537
00:20:30,580 --> 00:20:34,220
um, very reactive, like something happened to

538
00:20:34,260 --> 00:20:35,340
them in their position,

539
00:20:35,340 --> 00:20:37,860
rather than them being proactive and wanting

540
00:20:37,900 --> 00:20:39,820
to go and find a new job.

541
00:20:40,020 --> 00:20:41,060
It's reactive.

542
00:20:41,100 --> 00:20:42,700
And so that's the difference in the market

543
00:20:42,700 --> 00:20:46,820
right now. Uh, we talk to a lot of

544
00:20:47,780 --> 00:20:50,580
recruiters, talent acquisition people because

545
00:20:50,580 --> 00:20:52,300
we want to know what's actually happening in

546
00:20:52,300 --> 00:20:53,980
the businesses. Like how are.

547
00:20:54,020 --> 00:20:56,660
So I kind of go into reporter journalist mode

548
00:20:56,660 --> 00:20:57,900
and I'm like, so tell me,

549
00:20:58,220 --> 00:21:00,020
what are you what's really happening on that

550
00:21:00,020 --> 00:21:01,500
executive search you're doing?

551
00:21:01,860 --> 00:21:03,340
And I get a lot of information.

552
00:21:03,340 --> 00:21:04,940
And so the good thing is,

553
00:21:06,140 --> 00:21:09,180
and, uh, that the recruiters tell me and the

554
00:21:09,180 --> 00:21:12,260
search firms tell me that executive roles

555
00:21:12,260 --> 00:21:14,060
always get filled, there's always a

556
00:21:14,060 --> 00:21:16,540
succession plan, and people are always hired

557
00:21:16,540 --> 00:21:18,140
for those roles. So if you're in a higher

558
00:21:18,140 --> 00:21:23,540
level role, it's not as dire as it might be

559
00:21:23,540 --> 00:21:25,980
in an entry level individual contributor

560
00:21:25,980 --> 00:21:27,060
lower level role.

561
00:21:28,020 --> 00:21:30,020
All right. And then I can tell you from the

562
00:21:30,020 --> 00:21:33,500
clients that we see that people are landing

563
00:21:33,500 --> 00:21:34,740
jobs all the time.

564
00:21:35,500 --> 00:21:36,620
All the time.

565
00:21:36,700 --> 00:21:38,660
We just had two clients this week that got

566
00:21:38,660 --> 00:21:40,620
back to us that said they landed an

567
00:21:40,620 --> 00:21:42,940
opportunity. So but we work with people that

568
00:21:42,940 --> 00:21:44,820
are in that director level and up.

569
00:21:44,820 --> 00:21:46,700
So jobs are being found.

570
00:21:47,100 --> 00:21:49,940
Um, interestingly, I do some speaking,

571
00:21:50,980 --> 00:21:54,020
uh, which I should I should surely use

572
00:21:54,020 --> 00:21:56,180
speaking your brand to polish myself up,

573
00:21:56,980 --> 00:21:58,260
but there's some very large,

574
00:21:58,300 --> 00:22:00,500
a very large pharmaceutical company that talk

575
00:22:00,500 --> 00:22:03,820
to me about a year ago and then dropped it,

576
00:22:04,020 --> 00:22:06,260
um, because they have a women's erg,

577
00:22:06,340 --> 00:22:08,020
right. So they have an employee resource

578
00:22:08,020 --> 00:22:10,620
group for women engineers at their company,

579
00:22:11,020 --> 00:22:13,340
and they wanted me to come in and talk about

580
00:22:14,220 --> 00:22:15,580
how to talk about yourself.

581
00:22:16,340 --> 00:22:18,580
So kind of like speaking your brand but in

582
00:22:18,580 --> 00:22:21,700
your company because the ERG wants more women

583
00:22:21,700 --> 00:22:23,030
engineers in this company,

584
00:22:23,070 --> 00:22:27,310
right? And they dropped it with the dye stuff

585
00:22:27,310 --> 00:22:29,750
that kind of came to the fore earlier in the

586
00:22:29,750 --> 00:22:31,630
year. But they're back again now.

587
00:22:31,950 --> 00:22:33,270
So here's the thing.

588
00:22:33,310 --> 00:22:35,110
There was a blip, I think,

589
00:22:35,110 --> 00:22:37,790
for sometimes for people that are speaking or

590
00:22:37,790 --> 00:22:40,630
working in areas that might be considered

591
00:22:40,670 --> 00:22:45,430
woke or di related or too liberal or LGBTQ

592
00:22:45,470 --> 00:22:48,510
related, but I think it's I seen it coming

593
00:22:48,510 --> 00:22:51,590
back around. Um, so that's that's a real

594
00:22:51,590 --> 00:22:54,070
relief for what's happening in the market

595
00:22:54,070 --> 00:22:54,670
right now.

596
00:22:55,590 --> 00:22:57,230
Carol Cox:
Yes. Well, thank you for sharing that, Kate.

597
00:22:57,230 --> 00:22:58,790
And those insights that you have, and I

598
00:22:58,790 --> 00:23:00,470
agree, I feel like earlier this year,

599
00:23:00,470 --> 00:23:03,030
a lot of companies pulled out of women's

600
00:23:03,030 --> 00:23:05,030
conferences or sponsors for women's

601
00:23:05,030 --> 00:23:06,390
conferences or, you know,

602
00:23:06,430 --> 00:23:08,710
closed down their ERG groups and things like

603
00:23:08,710 --> 00:23:12,310
that, very, very reactionary on their part.

604
00:23:12,590 --> 00:23:14,750
I think they wanted to, like, not be sticking

605
00:23:14,750 --> 00:23:17,310
their neck out, right, to get it chopped off,

606
00:23:17,710 --> 00:23:18,750
uh, so to speak.

607
00:23:18,750 --> 00:23:20,590
And so I feel like, though,

608
00:23:20,720 --> 00:23:22,800
they're realizing the downside,

609
00:23:22,840 --> 00:23:25,200
the negative consequence of doing that for

610
00:23:25,240 --> 00:23:28,920
their employees and for their mission and

611
00:23:28,920 --> 00:23:30,440
their place in, in the market,

612
00:23:30,440 --> 00:23:32,080
their competitive place in the marketplace.

613
00:23:32,080 --> 00:23:34,400
So I like you. I have seen them starting to

614
00:23:34,440 --> 00:23:37,240
resurrect it, maybe more quietly than they

615
00:23:37,240 --> 00:23:39,000
had in the past, but it is there.

616
00:23:39,040 --> 00:23:40,520
Kate Wade:
Yeah, yeah. Agreed?

617
00:23:40,520 --> 00:23:41,080
Agreed.

618
00:23:42,040 --> 00:23:44,640
Carol Cox:
All right. So then, Kate. So thinking about,

619
00:23:44,680 --> 00:23:47,160
you know, the women that you're working with.

620
00:23:47,160 --> 00:23:49,880
So you like, when you're working with them,

621
00:23:49,880 --> 00:23:52,240
obviously you're helping them with the kind

622
00:23:52,240 --> 00:23:54,120
of the nuts and bolts or resumes or cover

623
00:23:54,120 --> 00:23:57,320
letters. What are positions that that are the

624
00:23:57,320 --> 00:23:59,240
best fit for them? This idea of helping them

625
00:23:59,240 --> 00:24:01,600
build their narrative so the benefits,

626
00:24:01,640 --> 00:24:02,760
not just the features.

627
00:24:02,760 --> 00:24:05,320
So you're doing all of this with them,

628
00:24:05,320 --> 00:24:08,160
and I know that you like to talk with them

629
00:24:08,160 --> 00:24:11,120
about this idea of having career advancing

630
00:24:11,200 --> 00:24:12,600
conversations.

631
00:24:12,640 --> 00:24:14,480
And so can you tell us what that looks like?

632
00:24:14,480 --> 00:24:17,400
And again, that can apply even to those

633
00:24:17,640 --> 00:24:20,040
people listening who are not in working in

634
00:24:20,040 --> 00:24:21,520
corporate but want to have, let's say,

635
00:24:21,560 --> 00:24:24,280
opportunity advancing conversations.

636
00:24:24,280 --> 00:24:25,440
What does that look like?

637
00:24:25,480 --> 00:24:27,720
Kate Wade:
Yeah. So what this what?

638
00:24:27,760 --> 00:24:29,880
And we guarantee our work that you're going

639
00:24:29,920 --> 00:24:31,720
to have a career advancing conversation and

640
00:24:31,720 --> 00:24:33,320
we'll give you your money back. Because if

641
00:24:33,320 --> 00:24:35,080
you're not getting those opportunities, we

642
00:24:35,080 --> 00:24:36,160
haven't done our job.

643
00:24:36,480 --> 00:24:39,080
Um, and so what that really looks like and

644
00:24:39,080 --> 00:24:41,440
how it can apply even in the entrepreneurial

645
00:24:41,440 --> 00:24:43,720
zone, is being clear on what you want,

646
00:24:44,120 --> 00:24:46,280
being clear on the benefits that you can

647
00:24:46,280 --> 00:24:47,960
bring to that situation,

648
00:24:47,960 --> 00:24:49,840
and then going ahead and having that

649
00:24:49,840 --> 00:24:52,280
courageous, uncomfortable conversation to ask

650
00:24:52,280 --> 00:24:53,360
for what you want.

651
00:24:53,520 --> 00:24:55,920
And so a career advancing conversation can

652
00:24:55,920 --> 00:24:57,880
look like figuring out that,

653
00:24:57,920 --> 00:25:01,680
you know what I really want to move into.

654
00:25:02,000 --> 00:25:06,040
Um, let's see, I want to I want to move into

655
00:25:06,040 --> 00:25:07,880
the IT department. I've been a business

656
00:25:07,880 --> 00:25:09,120
analyst for years.

657
00:25:09,160 --> 00:25:12,240
I've coordinated and cooperated with,

658
00:25:12,360 --> 00:25:14,000
um, the IT department over the years.

659
00:25:14,000 --> 00:25:16,680
I want to go over and I want to be in the IT

660
00:25:16,720 --> 00:25:19,290
department. And so you've got a little bit of

661
00:25:19,290 --> 00:25:20,330
a pivot coming up there.

662
00:25:20,370 --> 00:25:22,010
Well you got to talk to people about it. You

663
00:25:22,050 --> 00:25:23,570
got to know what you want to do.

664
00:25:23,930 --> 00:25:26,130
You make a little bit of a plan for yourself

665
00:25:26,130 --> 00:25:28,050
before you have that conversation. So you can

666
00:25:28,050 --> 00:25:30,170
suggest something for how it works.

667
00:25:30,170 --> 00:25:32,730
And then you go and you have it have that

668
00:25:32,730 --> 00:25:33,810
conversation.

669
00:25:33,930 --> 00:25:36,970
It can also look like a new introduction.

670
00:25:36,970 --> 00:25:39,490
So for entrepreneurs out there introductions

671
00:25:39,490 --> 00:25:41,010
are so important.

672
00:25:41,050 --> 00:25:44,450
A referral is gold because what

673
00:25:44,490 --> 00:25:46,530
psychologically happens is we're borrowing

674
00:25:46,570 --> 00:25:48,690
the trust that someone else has.

675
00:25:48,730 --> 00:25:51,090
Right. So we're like borrowing that trust

676
00:25:51,090 --> 00:25:53,290
when someone refers us to someone else.

677
00:25:53,650 --> 00:25:56,330
And so it's asking people in your network,

678
00:25:56,650 --> 00:25:59,850
will they could they, um,

679
00:26:00,170 --> 00:26:01,250
introduce you?

680
00:26:01,610 --> 00:26:03,530
Uh, this is what you're working on right now.

681
00:26:03,570 --> 00:26:05,250
Do you know anyone who needs this?

682
00:26:05,290 --> 00:26:07,170
And so going out there and having that

683
00:26:07,170 --> 00:26:08,930
courageous conversation of saying,

684
00:26:09,210 --> 00:26:11,890
the world needs this, I can deliver it.

685
00:26:11,890 --> 00:26:13,650
I'm probably not the only one who can deliver

686
00:26:13,690 --> 00:26:15,410
it. Right. There's some humility that we get

687
00:26:15,410 --> 00:26:16,980
to have in this situation.

688
00:26:17,340 --> 00:26:19,420
But that doesn't take away our power and

689
00:26:19,420 --> 00:26:23,100
authority, because the benefits are coming

690
00:26:23,100 --> 00:26:25,700
from the features of your skills in the

691
00:26:25,700 --> 00:26:27,660
background. Right? So like I've done this and

692
00:26:27,660 --> 00:26:29,860
so there's a reason why you would be the

693
00:26:29,860 --> 00:26:31,940
perfect person for them to introduce you to.

694
00:26:32,660 --> 00:26:35,020
So that's a career advancing conversation.

695
00:26:35,420 --> 00:26:37,340
Um, it could be having interviews.

696
00:26:37,340 --> 00:26:39,060
It could be doing press releases.

697
00:26:39,060 --> 00:26:41,180
It could be doing all sorts of different

698
00:26:41,180 --> 00:26:44,700
things that, uh, move forward,

699
00:26:45,100 --> 00:26:48,260
the knowledge about you and your product and

700
00:26:48,260 --> 00:26:49,580
how it can help the world.

701
00:26:49,580 --> 00:26:52,260
So whatever that is, that's what that is.

702
00:26:53,380 --> 00:26:55,660
Carol Cox:
So then, Kate, you mentioned this idea about

703
00:26:55,700 --> 00:26:57,340
humility, right? And going in,

704
00:26:57,340 --> 00:26:59,060
in, well, thinking about what we want,

705
00:26:59,100 --> 00:27:00,260
asking for what we want.

706
00:27:00,460 --> 00:27:02,500
But then I know that on the flip side of

707
00:27:02,540 --> 00:27:06,460
that, that we also have to show and tell the

708
00:27:06,460 --> 00:27:08,820
other person our accomplishments,

709
00:27:08,860 --> 00:27:10,660
you know, our our competencies and our

710
00:27:10,660 --> 00:27:12,100
strengths and our skills.

711
00:27:12,140 --> 00:27:13,900
Yeah. And I know that for a lot of us,

712
00:27:13,900 --> 00:27:16,260
it us, it can be hard to do that because

713
00:27:16,300 --> 00:27:17,860
number one, we feel like,

714
00:27:17,900 --> 00:27:20,260
well, who am I to brag about myself like that

715
00:27:20,260 --> 00:27:22,500
does not feel weird, like arrogant.

716
00:27:22,500 --> 00:27:23,700
But the other side, as women,

717
00:27:23,700 --> 00:27:26,460
we have been conditioned that we feel like

718
00:27:26,460 --> 00:27:28,340
there is a penalty, you know,

719
00:27:28,380 --> 00:27:32,220
unspoken penalty if we are perceived as

720
00:27:32,540 --> 00:27:34,540
coming across as bragging about our

721
00:27:34,540 --> 00:27:36,900
accomplishments or thinking that we're we're

722
00:27:36,940 --> 00:27:38,900
stuck up or that we're all that.

723
00:27:38,940 --> 00:27:43,020
Kate Wade:
Yeah, yeah. Um, so it is a fine line,

724
00:27:43,020 --> 00:27:44,780
but here's, here's, here's where I

725
00:27:44,820 --> 00:27:45,860
differentiate it.

726
00:27:46,940 --> 00:27:49,980
If it's a fact, it's a fact,

727
00:27:50,060 --> 00:27:51,380
right? It's not an opinion.

728
00:27:51,380 --> 00:27:55,940
So if you can gather the information about

729
00:27:55,940 --> 00:27:58,500
your background and you know these things as

730
00:27:58,500 --> 00:27:59,940
facts, they're indisputable.

731
00:27:59,940 --> 00:28:05,180
Then, um, and I would say that the thing that

732
00:28:05,180 --> 00:28:08,580
separates the people that are bragging from

733
00:28:08,580 --> 00:28:10,380
the people that are honestly sharing what

734
00:28:10,380 --> 00:28:12,630
their experience is, is motivation.

735
00:28:12,990 --> 00:28:17,990
So if your motive is to impress someone with

736
00:28:18,030 --> 00:28:20,310
unearned laurels that you haven't,

737
00:28:20,350 --> 00:28:22,910
you know that aren't actually yours to be

738
00:28:22,950 --> 00:28:26,670
awarded. Um, that's different than sharing

739
00:28:26,670 --> 00:28:30,630
your honest contribution within a situation.

740
00:28:30,910 --> 00:28:34,590
So a lot of the times we get people that will

741
00:28:34,590 --> 00:28:35,630
say to us, they're on,

742
00:28:35,670 --> 00:28:37,190
you know, senior leadership teams.

743
00:28:37,190 --> 00:28:39,230
They're the head of, um,

744
00:28:39,950 --> 00:28:42,230
product development for a very large,

745
00:28:42,350 --> 00:28:43,830
uh, semiconductor company.

746
00:28:43,870 --> 00:28:48,230
Who knows? And they've been leading a

747
00:28:48,230 --> 00:28:50,510
project, but there have been many other

748
00:28:50,510 --> 00:28:52,950
people involved, and it's created,

749
00:28:52,990 --> 00:28:56,270
let's say, $50 billion in revenue over the

750
00:28:56,270 --> 00:28:57,430
last three years. You know,

751
00:28:57,470 --> 00:28:58,910
that kind of thing, right?

752
00:28:59,590 --> 00:29:01,550
Well, they might say to me,

753
00:29:01,590 --> 00:29:03,270
well, I can't take credit for that.

754
00:29:03,750 --> 00:29:04,910
I was part of a team.

755
00:29:06,230 --> 00:29:08,230
Yes. To which I say, Carol,

756
00:29:08,230 --> 00:29:12,240
that is so cute because you can take credit

757
00:29:12,240 --> 00:29:14,320
for that. It couldn't have happened without

758
00:29:14,320 --> 00:29:16,080
your direction. And guess what?

759
00:29:16,640 --> 00:29:20,000
The men at the top of all these corporations

760
00:29:20,320 --> 00:29:21,880
are taking credit for all the stuff,

761
00:29:21,880 --> 00:29:24,160
all the time that they have no idea about,

762
00:29:25,480 --> 00:29:26,040
right?

763
00:29:26,040 --> 00:29:27,880
Carol Cox:
Yes. Absolutely.

764
00:29:27,920 --> 00:29:28,520
Yes.

765
00:29:28,560 --> 00:29:29,960
Kate Wade:
I'm not gonna name any names,

766
00:29:30,000 --> 00:29:32,160
but it happens. It happens.

767
00:29:32,440 --> 00:29:35,360
And, um, you know, you would think that some

768
00:29:35,360 --> 00:29:37,520
of the people leading these large companies

769
00:29:37,520 --> 00:29:40,080
are actual engineers or scientists or,

770
00:29:40,520 --> 00:29:42,920
you know, that they are a product expert,

771
00:29:42,920 --> 00:29:45,600
but they're not they're they really know how

772
00:29:45,600 --> 00:29:47,800
to run a PNL. They really know how to report

773
00:29:47,800 --> 00:29:49,840
to Wall Street, and they know how to talk to

774
00:29:49,880 --> 00:29:52,360
investors like that's what they do.

775
00:29:52,680 --> 00:29:55,520
So, um, yeah.

776
00:29:55,680 --> 00:29:56,120
Okay. Yeah.

777
00:29:56,120 --> 00:29:57,720
Carol Cox:
It's a different competency. No,

778
00:29:57,720 --> 00:29:59,320
it's a different it is a different

779
00:29:59,320 --> 00:30:00,600
competency. Right?

780
00:30:00,640 --> 00:30:01,040
It is.

781
00:30:01,720 --> 00:30:03,560
Kate Wade:
That is a generous way of looking at it.

782
00:30:03,560 --> 00:30:06,760
Yes. And so therefore you can take credit for

783
00:30:06,760 --> 00:30:09,960
being a part of this $50 billion opportunity

784
00:30:09,960 --> 00:30:11,000
that you created.

785
00:30:11,000 --> 00:30:12,200
Absolutely.

786
00:30:12,200 --> 00:30:13,960
Especially if you're not trying to say,

787
00:30:14,000 --> 00:30:15,360
oh, I did it all by myself,

788
00:30:15,360 --> 00:30:18,760
which few people are would assume.

789
00:30:18,800 --> 00:30:20,800
I mean, that would be ridiculous to assume

790
00:30:20,800 --> 00:30:22,200
someone did that by themselves.

791
00:30:22,520 --> 00:30:24,560
And few people really try to take credit like

792
00:30:24,560 --> 00:30:26,280
that. But we're afraid of that,

793
00:30:26,280 --> 00:30:28,280
right? Because like you said, we're we're

794
00:30:28,280 --> 00:30:31,520
raised with this this expectation.

795
00:30:31,560 --> 00:30:32,000
Yeah.

796
00:30:32,440 --> 00:30:34,400
Carol Cox:
Well, and and when we work with our clients

797
00:30:34,400 --> 00:30:36,640
on their talks and then say for,

798
00:30:36,680 --> 00:30:39,040
say for a keynote or even a Ted talk,

799
00:30:39,040 --> 00:30:41,680
is that I'll always make sure that they're

800
00:30:41,680 --> 00:30:43,960
dropping what I call credibility markers.

801
00:30:43,960 --> 00:30:46,200
Somewhere in the in the talk we have this

802
00:30:46,200 --> 00:30:48,200
three act structure. So it's in act one.

803
00:30:48,200 --> 00:30:49,680
It's not at the top like you don't lead with

804
00:30:49,680 --> 00:30:50,800
that. Hi everyone.

805
00:30:50,840 --> 00:30:52,160
You know, look at all the great things that

806
00:30:52,160 --> 00:30:53,480
I've done. And I'm here to speak to you

807
00:30:53,480 --> 00:30:55,560
today. Right. Like it's it's in act one.

808
00:30:55,560 --> 00:30:57,040
So it comes in the beginning.

809
00:30:57,040 --> 00:30:58,560
But it's not it's not the first like you're

810
00:30:58,560 --> 00:30:59,600
building towards that.

811
00:30:59,960 --> 00:31:02,720
And so I'll say like you have you need to do

812
00:31:02,720 --> 00:31:04,760
that because then once the audience

813
00:31:04,760 --> 00:31:07,320
understands that, that you understand them,

814
00:31:07,490 --> 00:31:09,130
then they want to feel like you are the

815
00:31:09,130 --> 00:31:11,930
trusted source, that you're going to help

816
00:31:11,930 --> 00:31:13,410
guide them on this journey,

817
00:31:13,410 --> 00:31:15,290
that you're taking them on in your talk.

818
00:31:15,290 --> 00:31:17,050
So you have to have some of those credibility

819
00:31:17,050 --> 00:31:19,810
markers and share them with the audience so

820
00:31:19,810 --> 00:31:22,250
that they know what they what those are.

821
00:31:22,570 --> 00:31:24,250
And so that and that's one strategy.

822
00:31:24,250 --> 00:31:26,530
The other strategy is I is I'll say,

823
00:31:26,570 --> 00:31:28,610
okay, have your bio right.

824
00:31:28,650 --> 00:31:30,330
Make sure your bio is one that can be easily

825
00:31:30,330 --> 00:31:32,970
read out loud by whoever's introducing you at

826
00:31:32,970 --> 00:31:36,130
the event, and put your credibility markers

827
00:31:36,130 --> 00:31:37,650
in the bio that they're reading,

828
00:31:37,650 --> 00:31:40,530
because then someone else is doing it on your

829
00:31:40,530 --> 00:31:42,650
behalf, and then you maybe if you really feel

830
00:31:42,650 --> 00:31:44,290
uncomfortable doing it, then at least they've

831
00:31:44,290 --> 00:31:45,450
done it for you.

832
00:31:45,570 --> 00:31:47,850
Kate Wade:
Yes. Such a good point.

833
00:31:47,850 --> 00:31:49,370
Yeah. So many.

834
00:31:49,410 --> 00:31:51,850
Um, I use this analogy quite a bit that the

835
00:31:51,850 --> 00:31:53,890
clients I work with are the Mona Lisa,

836
00:31:54,130 --> 00:31:55,730
and they're sitting in the frame smiling.

837
00:31:55,730 --> 00:31:57,090
They can't see how beautiful they are.

838
00:31:57,130 --> 00:31:58,810
They're just sitting there, you know, like,

839
00:31:58,850 --> 00:32:00,930
but you and I, as in the audience,

840
00:32:00,930 --> 00:32:02,090
can see that beauty.

841
00:32:02,130 --> 00:32:04,730
Right. And, um, and the mystery of it.

842
00:32:04,730 --> 00:32:06,180
And that's what it takes. It takes,

843
00:32:06,220 --> 00:32:07,740
you know, when we do this alone,

844
00:32:07,740 --> 00:32:11,140
it can be so unnerving.

845
00:32:11,180 --> 00:32:13,380
And like, our confidence can just get really

846
00:32:13,380 --> 00:32:14,460
shot when you're like,

847
00:32:14,500 --> 00:32:16,220
oh, I'm just bragging about myself.

848
00:32:16,260 --> 00:32:18,300
It's like, no, I see that beauty in you.

849
00:32:18,500 --> 00:32:20,180
Talk about it. It's okay.

850
00:32:20,860 --> 00:32:22,260
Carol Cox:
Yes. Well, I get the same thing.

851
00:32:22,260 --> 00:32:23,860
Like, oh, I can't call myself a thought

852
00:32:23,900 --> 00:32:24,940
leader. Can't.

853
00:32:24,980 --> 00:32:26,100
Doesn't someone have to,

854
00:32:26,140 --> 00:32:27,980
like, give me that title? I'm like, no,

855
00:32:28,060 --> 00:32:29,860
you do not. They do not have to give you.

856
00:32:29,900 --> 00:32:32,660
Trust me. You can give yourself that title.

857
00:32:32,700 --> 00:32:34,060
Plenty of people do.

858
00:32:34,260 --> 00:32:36,740
And it is completely up to you.

859
00:32:37,220 --> 00:32:38,340
Same with speaker.

860
00:32:38,380 --> 00:32:40,180
We here, we have women who work with us and

861
00:32:40,180 --> 00:32:41,740
they're like, I'm not a speaker.

862
00:32:41,780 --> 00:32:44,180
I'm like, have you ever done a presentation

863
00:32:44,180 --> 00:32:45,660
before anywhere at work?

864
00:32:45,700 --> 00:32:47,380
They're like, yes, I do them all the time.

865
00:32:47,420 --> 00:32:48,940
I'm like, then you're a speaker.

866
00:32:48,980 --> 00:32:49,380
Like.

867
00:32:50,060 --> 00:32:52,940
Kate Wade:
Happy birthday. You graduated.

868
00:32:53,420 --> 00:32:53,820
Yeah.

869
00:32:54,460 --> 00:32:57,620
Carol Cox:
All right. So let's let's dig into a little

870
00:32:57,660 --> 00:33:00,140
bit of resume and resume writing,

871
00:33:00,140 --> 00:33:02,540
because Kate can't ChatGPT just write our

872
00:33:02,540 --> 00:33:03,940
resumes Mhm.

873
00:33:03,980 --> 00:33:05,980
For us. And write and write and write

874
00:33:05,980 --> 00:33:07,380
everything for us nowadays.

875
00:33:08,980 --> 00:33:11,940
Kate Wade:
Um, you know I love ChatGPT.

876
00:33:12,020 --> 00:33:14,020
I love AI for from language,

877
00:33:14,100 --> 00:33:15,940
large language models. Right. So that's

878
00:33:15,940 --> 00:33:17,500
typically what I'm working with. I have other

879
00:33:17,500 --> 00:33:19,220
automations I use in my business that are

880
00:33:19,220 --> 00:33:21,580
also AI related, but they're not language

881
00:33:21,580 --> 00:33:23,700
models when it comes to writing a resume.

882
00:33:24,740 --> 00:33:27,540
There are some programs out there that do a

883
00:33:27,540 --> 00:33:28,980
pretty good job, some GPT,

884
00:33:29,180 --> 00:33:32,580
that will do a pretty good job of creating.

885
00:33:33,260 --> 00:33:35,300
Um, what I would like to say are,

886
00:33:36,220 --> 00:33:38,980
uh, credible bullet points.

887
00:33:39,300 --> 00:33:41,420
Now, here's here's the thing with it.

888
00:33:41,980 --> 00:33:48,420
Um. Today people are probably designing

889
00:33:49,380 --> 00:33:51,700
speaker requests using AI,

890
00:33:52,060 --> 00:33:52,740
right? For.

891
00:33:53,060 --> 00:33:54,820
Carol Cox:
Oh, yeah. I have an example I'm going to

892
00:33:54,820 --> 00:33:56,020
share here in just a moment.

893
00:33:56,940 --> 00:33:59,540
Kate Wade:
Same thing like people at companies and HR.

894
00:33:59,580 --> 00:34:01,780
They're like, oh my God. Let's let ChatGPT

895
00:34:01,820 --> 00:34:03,230
kick out this job description.

896
00:34:03,230 --> 00:34:06,390
Right. Yeah. And then it gets out online.

897
00:34:06,390 --> 00:34:09,510
And then we're using ChatGPT to write our

898
00:34:09,510 --> 00:34:10,790
resume to fit to it.

899
00:34:10,790 --> 00:34:14,710
And it becomes this like echo chamber of zero

900
00:34:14,710 --> 00:34:19,350
value. And people will often ask in

901
00:34:19,350 --> 00:34:21,510
particular, I don't know if this happens with

902
00:34:21,510 --> 00:34:23,030
speaker applications.

903
00:34:23,150 --> 00:34:25,430
Um, maybe, you know, but they'll ask us,

904
00:34:25,430 --> 00:34:28,550
well, how do I get through the detectors?

905
00:34:28,590 --> 00:34:30,590
Right. So there are detectors that companies

906
00:34:30,590 --> 00:34:33,470
have that say how many keywords or the

907
00:34:33,470 --> 00:34:35,750
strength you have. So there's an algorithm,

908
00:34:35,790 --> 00:34:38,830
a mystery algorithm on the receiver's end

909
00:34:38,870 --> 00:34:40,710
that we can't know what that algorithm is,

910
00:34:40,710 --> 00:34:41,990
the sensitivity of it.

911
00:34:41,990 --> 00:34:44,670
But a lot of people want to work to gain that

912
00:34:44,670 --> 00:34:49,990
by using ChatGPT to optimize their documents

913
00:34:50,230 --> 00:34:51,510
to get through.

914
00:34:51,510 --> 00:34:53,030
But then once they get through,

915
00:34:53,070 --> 00:34:54,990
they look like everyone else's.

916
00:34:55,110 --> 00:34:56,870
So yes.

917
00:34:56,910 --> 00:34:57,990
Carol Cox:
Exactly.

918
00:34:58,150 --> 00:35:00,030
Kate Wade:
Because here's what a GPT is.

919
00:35:00,030 --> 00:35:01,880
It is a large language learning model.

920
00:35:01,880 --> 00:35:05,520
It is simply predicting the next logical word

921
00:35:05,800 --> 00:35:07,200
in the sentence. Right.

922
00:35:07,520 --> 00:35:09,880
And because it doesn't actually know

923
00:35:09,880 --> 00:35:13,960
anything, it is going to be basing what it

924
00:35:13,960 --> 00:35:17,320
talks about you, uh, based on like what it

925
00:35:17,320 --> 00:35:19,440
knows about 500,000 other people.

926
00:35:20,280 --> 00:35:22,200
So it's actually not personal at all.

927
00:35:22,240 --> 00:35:24,520
Carol Cox:
Yes. It's like the lowest common denominator

928
00:35:24,520 --> 00:35:25,480
of the internet.

929
00:35:25,520 --> 00:35:28,280
Kate Wade:
Yeah. Yes. And I would say there is good

930
00:35:28,280 --> 00:35:30,240
prompting. And we have AI,

931
00:35:30,440 --> 00:35:33,360
um, large language model augmented work that

932
00:35:33,360 --> 00:35:35,480
we do. So we do use, uh,

933
00:35:35,520 --> 00:35:37,360
professional models of ChatGPT,

934
00:35:37,400 --> 00:35:39,320
we use perplexity, we use Claude,

935
00:35:39,520 --> 00:35:42,160
and we have then other automated models that

936
00:35:42,160 --> 00:35:43,760
we use for different parts of the business.

937
00:35:43,760 --> 00:35:49,480
But, um, I would say that it can do it.

938
00:35:49,800 --> 00:35:51,040
Here's what it's good at.

939
00:35:51,080 --> 00:35:57,400
It's good at creating a formula or a

940
00:35:57,400 --> 00:35:58,720
framework. Right.

941
00:35:59,280 --> 00:36:02,040
The the what that's going into there can be

942
00:36:02,040 --> 00:36:04,560
really strong. And so I do like it as a

943
00:36:04,560 --> 00:36:06,600
thought partner sometimes to start some

944
00:36:06,600 --> 00:36:08,600
ideas. Right. I think it's good that way.

945
00:36:10,080 --> 00:36:13,800
But then to really get to the strategy and

946
00:36:13,800 --> 00:36:17,640
the story, we have to move beyond it.

947
00:36:17,880 --> 00:36:19,760
Like it can give us a framework.

948
00:36:19,760 --> 00:36:22,880
It can suggest that these might be the things

949
00:36:22,880 --> 00:36:24,400
you might want to think about,

950
00:36:24,400 --> 00:36:27,280
but I used a lot of modal verbs there.

951
00:36:27,280 --> 00:36:29,920
Right. Like things you might you could,

952
00:36:30,360 --> 00:36:31,640
but I didn't say should.

953
00:36:33,680 --> 00:36:36,360
They may be appropriate for you to use or

954
00:36:36,360 --> 00:36:39,040
not. And so yeah, go ahead and use it.

955
00:36:39,040 --> 00:36:41,160
But you have to customize it.

956
00:36:41,160 --> 00:36:44,200
You have to make it your own or you are going

957
00:36:44,240 --> 00:36:46,080
to sound like 1 in 1,000,000,000,

958
00:36:46,880 --> 00:36:47,120
you know.

959
00:36:47,160 --> 00:36:48,840
Carol Cox:
Yes. Yes. Absolutely.

960
00:36:49,040 --> 00:36:51,480
So I again I love AI, I use it all the time.

961
00:36:51,480 --> 00:36:53,200
I've talked about it on the podcast. I have

962
00:36:53,200 --> 00:36:55,320
my clone, I have my AI voice clone,

963
00:36:55,320 --> 00:36:57,970
I have an entire companion podcast called

964
00:36:57,970 --> 00:37:01,170
Confidence Speaker that has 100% AI generated

965
00:37:01,170 --> 00:37:03,130
very transparently, transparently.

966
00:37:03,130 --> 00:37:04,330
It's great. Go check it out.

967
00:37:04,330 --> 00:37:09,810
So I love AI, but to your point is that it it

968
00:37:09,850 --> 00:37:11,290
is good at certain things and it's

969
00:37:11,290 --> 00:37:13,410
understanding what it's good at and using

970
00:37:13,410 --> 00:37:15,930
that and understanding what it's not good at.

971
00:37:15,930 --> 00:37:18,490
So, for example, can ChatGPT write your

972
00:37:18,490 --> 00:37:20,290
presentation or write your keynote?

973
00:37:20,330 --> 00:37:21,890
Sure. In theory it could.

974
00:37:21,890 --> 00:37:23,330
It's going to give you a whole bunch of

975
00:37:23,330 --> 00:37:25,250
words. Yeah, but I trust me,

976
00:37:25,250 --> 00:37:27,770
I've tried it. It's not going to be very good

977
00:37:28,010 --> 00:37:30,530
because it is back to that lowest idea of the

978
00:37:30,530 --> 00:37:32,130
lowest common denominator.

979
00:37:32,370 --> 00:37:35,210
And it just it doesn't have that.

980
00:37:35,250 --> 00:37:37,370
And I don't know how it is like the human

981
00:37:37,370 --> 00:37:38,610
essence. And I'm sure,

982
00:37:38,650 --> 00:37:40,410
Kate, you feel this when you're working with

983
00:37:40,410 --> 00:37:42,970
your clients is that we'll ask them questions

984
00:37:42,970 --> 00:37:45,210
and all of a sudden we can see how they're

985
00:37:45,210 --> 00:37:47,850
reacting to a question or how they're

986
00:37:47,850 --> 00:37:49,410
starting to share an answer.

987
00:37:49,570 --> 00:37:51,890
And either they get really excited about that

988
00:37:51,890 --> 00:37:53,850
answer. And so we perk up.

989
00:37:53,850 --> 00:37:55,570
We're like, oh, we've hit on something there.

990
00:37:55,730 --> 00:37:57,890
Let's pull on that and see where that goes.

991
00:37:57,890 --> 00:37:59,530
Or we ask something and we're going in a

992
00:37:59,530 --> 00:38:01,250
direction and we can see it's flat.

993
00:38:01,290 --> 00:38:04,170
Like they just have no interest in that,

994
00:38:04,170 --> 00:38:05,850
that part of the talk or maybe that part of

995
00:38:05,890 --> 00:38:08,570
their career. So that's the things we can

996
00:38:08,570 --> 00:38:11,250
pick up on as the humans on the other end

997
00:38:11,290 --> 00:38:14,050
that the AI can't pick up on that.

998
00:38:14,090 --> 00:38:15,570
Kate Wade:
Yeah, absolutely.

999
00:38:15,610 --> 00:38:17,210
Everyone has a different vibe.

1000
00:38:17,370 --> 00:38:20,210
So we do a lot of work on the front end

1001
00:38:20,250 --> 00:38:22,050
interviewing our clients. I know you have a

1002
00:38:22,090 --> 00:38:24,090
big interview process as well and assessment

1003
00:38:24,090 --> 00:38:25,770
process when you're taking someone in.

1004
00:38:26,010 --> 00:38:29,570
We do the same because we want to know the

1005
00:38:29,570 --> 00:38:30,850
things that light them up,

1006
00:38:30,850 --> 00:38:32,650
the things that they never, ever want to do

1007
00:38:32,650 --> 00:38:35,770
again, the things that they prefer to have in

1008
00:38:35,810 --> 00:38:37,650
their lives and not have in their lives.

1009
00:38:37,890 --> 00:38:39,570
Um, their proudest moments,

1010
00:38:39,570 --> 00:38:41,210
their most embarrassing moments. Like, we

1011
00:38:41,210 --> 00:38:43,930
want to know all of this stuff because then

1012
00:38:43,930 --> 00:38:46,250
we can really shape the voice of the person.

1013
00:38:46,250 --> 00:38:48,770
And everyone is different.

1014
00:38:48,770 --> 00:38:50,050
So different.

1015
00:38:50,290 --> 00:38:52,410
We don't want to emphasize in someone's

1016
00:38:52,410 --> 00:38:55,500
materials. Um, what was the one we had to

1017
00:38:55,500 --> 00:38:56,820
take out the other day?

1018
00:38:57,140 --> 00:38:58,780
Oh, I was working with someone in banking,

1019
00:38:58,780 --> 00:39:01,660
and she doesn't want to do treasury work

1020
00:39:01,660 --> 00:39:04,060
anymore. She's really good at it.

1021
00:39:04,340 --> 00:39:06,780
And it was all over her previous materials.

1022
00:39:07,060 --> 00:39:08,780
But guess what? Because,

1023
00:39:09,140 --> 00:39:10,420
um, she doesn't want to do it.

1024
00:39:10,420 --> 00:39:12,620
We're going to take that out and de-emphasize

1025
00:39:12,620 --> 00:39:14,700
treasury so that no one gets the idea to put

1026
00:39:14,700 --> 00:39:16,060
her in a treasury, you know,

1027
00:39:16,100 --> 00:39:17,340
bucket again, you know?

1028
00:39:17,380 --> 00:39:20,660
So, um, ChatGPT doesn't know how to do that.

1029
00:39:20,700 --> 00:39:21,100
Right.

1030
00:39:21,580 --> 00:39:23,300
Carol Cox:
Right. It's going to see Treasury and be

1031
00:39:23,300 --> 00:39:26,580
like, let's double down on that all over the

1032
00:39:26,580 --> 00:39:27,020
place.

1033
00:39:27,620 --> 00:39:29,060
Kate Wade:
Exactly. Yeah.

1034
00:39:29,700 --> 00:39:31,860
Carol Cox:
Yeah. Well, and to your point that then the

1035
00:39:31,860 --> 00:39:34,060
resumes, even if they get past the initial

1036
00:39:34,060 --> 00:39:36,420
system, is that end up sounding like

1037
00:39:36,420 --> 00:39:39,860
everybody else because I have used ChatGPT

1038
00:39:39,900 --> 00:39:42,820
since it launched. I teach marketing classes

1039
00:39:42,820 --> 00:39:44,740
at a university. My students use it even when

1040
00:39:44,740 --> 00:39:45,820
I don't want them to.

1041
00:39:45,860 --> 00:39:48,420
I can tell what is written by GPT no matter

1042
00:39:48,420 --> 00:39:49,580
how good you prompt it.

1043
00:39:49,580 --> 00:39:52,020
Trust me, I can tell, and so can the people

1044
00:39:52,060 --> 00:39:53,710
on the other end. And so right now,

1045
00:39:53,710 --> 00:39:56,830
I'm one of the speaking coaches and curators

1046
00:39:56,830 --> 00:39:58,150
for TEDx Orlando.

1047
00:39:58,350 --> 00:40:00,110
We're getting ready to have, you know,

1048
00:40:00,150 --> 00:40:01,710
the events in 2026.

1049
00:40:01,870 --> 00:40:03,350
We put out the call for speakers.

1050
00:40:03,350 --> 00:40:07,310
We got over 600 speaker applications,

1051
00:40:07,310 --> 00:40:09,230
which is like unheard of.

1052
00:40:09,310 --> 00:40:10,670
It's there's so many of them.

1053
00:40:10,710 --> 00:40:13,190
There's ten of us on the speaker curation

1054
00:40:13,190 --> 00:40:14,950
committee. So we're like putting a process

1055
00:40:14,950 --> 00:40:16,950
together to to, you know,

1056
00:40:16,990 --> 00:40:18,110
go through them all.

1057
00:40:18,110 --> 00:40:19,670
But as we started initially,

1058
00:40:19,670 --> 00:40:21,390
like going through the initial batch that was

1059
00:40:21,390 --> 00:40:24,510
coming in, we were reading them all.

1060
00:40:25,230 --> 00:40:27,390
And even though every topic was different

1061
00:40:27,390 --> 00:40:28,590
because they're all they're all different

1062
00:40:28,590 --> 00:40:32,230
people, they all sounded the same.

1063
00:40:32,950 --> 00:40:36,510
And we knew ChatGPT wrote the titles,

1064
00:40:37,070 --> 00:40:38,470
the little description like, what is your

1065
00:40:38,470 --> 00:40:39,670
idea worth sharing?

1066
00:40:39,950 --> 00:40:42,070
And even though even though some of the ideas

1067
00:40:42,070 --> 00:40:44,950
were interesting, it's a turn off because the

1068
00:40:44,950 --> 00:40:47,150
cadence, like the wording and the cadence is

1069
00:40:47,150 --> 00:40:49,470
so similar from one to the other that this

1070
00:40:49,470 --> 00:40:51,790
person's the speaker's personality just does

1071
00:40:51,790 --> 00:40:54,670
not come out. And we want to know the idea

1072
00:40:54,710 --> 00:40:56,110
the person has, but we want to know their

1073
00:40:56,110 --> 00:40:57,390
personality too.

1074
00:40:57,430 --> 00:40:59,550
Like, why are they passionate about this?

1075
00:40:59,550 --> 00:41:01,670
And it doesn't come through in ChatGPT writes

1076
00:41:01,670 --> 00:41:02,070
it.

1077
00:41:02,070 --> 00:41:03,470
Kate Wade:
Yeah, no it doesn't.

1078
00:41:03,470 --> 00:41:06,190
And you know, we have a we have a definite

1079
00:41:06,190 --> 00:41:07,990
voice over here at get her hired.

1080
00:41:08,030 --> 00:41:10,790
Being a feminist company not using sports

1081
00:41:10,790 --> 00:41:11,990
terminology, you know,

1082
00:41:12,030 --> 00:41:14,270
there's like there's just certain things that

1083
00:41:14,270 --> 00:41:17,470
we are not going to let pass the gates of get

1084
00:41:17,470 --> 00:41:19,550
her hired out into the world.

1085
00:41:19,550 --> 00:41:22,430
But ChatGPT is built by it's it's,

1086
00:41:22,830 --> 00:41:25,670
you know, yeah, it's kind of got common,

1087
00:41:25,670 --> 00:41:27,870
common terminology that is not common to get

1088
00:41:27,870 --> 00:41:31,830
her hired. And so we don't allow that to

1089
00:41:31,870 --> 00:41:33,270
happen to good people.

1090
00:41:35,110 --> 00:41:37,310
We have a voice. We know everyone else has a

1091
00:41:37,310 --> 00:41:39,750
voice, and there's the dignity and respect

1092
00:41:39,750 --> 00:41:40,950
toward that voice.

1093
00:41:40,950 --> 00:41:42,430
And we're going to represent it.

1094
00:41:42,470 --> 00:41:44,310
Not saying we're not going to get ideas and

1095
00:41:44,310 --> 00:41:46,430
frameworks and some structure,

1096
00:41:46,510 --> 00:41:50,560
um, pointers from an automated system or from

1097
00:41:50,600 --> 00:41:52,400
a ChatGPT type of product.

1098
00:41:52,400 --> 00:41:54,360
But, um, because we do,

1099
00:41:54,400 --> 00:41:55,760
it would be stupid not to.

1100
00:41:56,080 --> 00:41:57,840
Right. I mean, we used to hand-make all of

1101
00:41:57,840 --> 00:42:00,360
these things. It's like I liken it to the

1102
00:42:00,400 --> 00:42:01,680
work I used to do is like,

1103
00:42:01,720 --> 00:42:03,720
um, my mom used to quilt by hand,

1104
00:42:03,760 --> 00:42:05,080
you know, she used to sew.

1105
00:42:05,200 --> 00:42:07,160
Now she has a real fancy sewing machine,

1106
00:42:07,200 --> 00:42:10,080
right? I feel like I have a real fancy sewing

1107
00:42:10,120 --> 00:42:12,200
machine now. Mhm.

1108
00:42:12,440 --> 00:42:14,480
Oh, yeah. I mean, that is great.

1109
00:42:14,480 --> 00:42:16,000
Carol Cox:
Like audience activities,

1110
00:42:16,040 --> 00:42:17,600
like you're like, okay, I have this audience.

1111
00:42:17,600 --> 00:42:19,520
Here's what the topic is. Give me some ideas

1112
00:42:19,520 --> 00:42:21,240
for things I can do with the audience. It is

1113
00:42:21,240 --> 00:42:22,520
great at that. Like okay.

1114
00:42:22,560 --> 00:42:24,920
Like plug those in to where it makes sense.

1115
00:42:25,040 --> 00:42:26,320
Kate Wade:
Yeah for sure.

1116
00:42:26,360 --> 00:42:27,840
Yeah. And ideas.

1117
00:42:27,880 --> 00:42:29,320
Absolutely. Mhm.

1118
00:42:29,480 --> 00:42:31,880
Carol Cox:
So Kate, I know that you mentioned before we

1119
00:42:31,920 --> 00:42:34,880
hit record that you have a new course that

1120
00:42:34,880 --> 00:42:36,840
you're putting out. So tell us about that.

1121
00:42:36,880 --> 00:42:39,320
Kate Wade:
Oh my gosh. So we are so excited.

1122
00:42:39,320 --> 00:42:43,240
We have been working on a self-paced course.

1123
00:42:43,320 --> 00:42:45,480
Um and we've been doing it for eight months

1124
00:42:45,480 --> 00:42:47,040
now. Like these people.

1125
00:42:47,250 --> 00:42:51,250
These people. There are people that are on

1126
00:42:51,290 --> 00:42:53,090
the internet. They might show up in your

1127
00:42:53,090 --> 00:42:55,570
Instagram or your LinkedIn and they they it

1128
00:42:55,610 --> 00:42:57,730
appears to be so easy to create an online

1129
00:42:57,730 --> 00:43:00,130
course. Well, I think they are using AI to

1130
00:43:00,170 --> 00:43:01,810
create that whole online course and that's

1131
00:43:01,810 --> 00:43:04,490
why it looks easy. But the truth is,

1132
00:43:04,490 --> 00:43:06,610
if you want to create a good online course,

1133
00:43:06,610 --> 00:43:08,290
it takes a team of three people,

1134
00:43:08,330 --> 00:43:11,170
20 failures, five figure mistakes,

1135
00:43:11,410 --> 00:43:14,090
eight months. Okay, so as an entrepreneur,

1136
00:43:14,090 --> 00:43:16,450
I hope everyone can relate to this.

1137
00:43:18,610 --> 00:43:21,810
And um, yeah, the personnel changes we may

1138
00:43:21,810 --> 00:43:23,370
have been through in the last eight months on

1139
00:43:23,370 --> 00:43:25,250
this particular project. And I'm so proud to

1140
00:43:25,250 --> 00:43:27,170
say it's actually launching tomorrow.

1141
00:43:27,450 --> 00:43:29,650
Um, and so now coming up here at the end of

1142
00:43:29,650 --> 00:43:34,290
2025, we have our new self-paced course on

1143
00:43:34,290 --> 00:43:36,850
writing your own resume and cover letter.

1144
00:43:37,610 --> 00:43:38,650
It is incredible.

1145
00:43:38,650 --> 00:43:41,170
We take all of the methodologies and the

1146
00:43:41,170 --> 00:43:43,690
frameworks and the tools that we use with our

1147
00:43:43,690 --> 00:43:46,650
CEO clients, and we give it to you in this

1148
00:43:46,650 --> 00:43:48,890
course. It's called hit send.

1149
00:43:49,370 --> 00:43:51,930
Hit send because that's what you're that's

1150
00:43:51,930 --> 00:43:52,970
what you want to do.

1151
00:43:53,010 --> 00:43:54,970
Again I'm talking about the benefit.

1152
00:43:55,010 --> 00:43:56,890
Do you see how I'm talking about the benefit

1153
00:43:56,890 --> 00:43:57,970
and not the feature.

1154
00:43:58,410 --> 00:44:01,810
Yes. In um, what we're doing with the course

1155
00:44:01,810 --> 00:44:04,450
name even. And so it's a self-paced thing.

1156
00:44:04,490 --> 00:44:06,490
We've got all the templates out there. We it

1157
00:44:06,490 --> 00:44:08,090
is AI augmented.

1158
00:44:08,090 --> 00:44:10,290
And so we say that in,

1159
00:44:10,330 --> 00:44:11,930
you know, if you want to go and purchase this

1160
00:44:11,930 --> 00:44:14,490
course, which I'll give your audience,

1161
00:44:14,530 --> 00:44:17,690
uh, 60% off, um, coupon for that.

1162
00:44:17,850 --> 00:44:19,930
Um, if they use speaking your brand,

1163
00:44:19,930 --> 00:44:21,530
just write it all together and we'll give you

1164
00:44:21,530 --> 00:44:23,730
60% off on the course.

1165
00:44:23,970 --> 00:44:28,410
Um, but what it's got is all the templates,

1166
00:44:28,450 --> 00:44:30,890
all of the materials, everything that you

1167
00:44:30,890 --> 00:44:34,810
need to write your own documents and the AI

1168
00:44:34,850 --> 00:44:36,930
augmented prompts that we,

1169
00:44:37,050 --> 00:44:38,730
um, ask you to use in there,

1170
00:44:38,730 --> 00:44:40,250
too. And so if you don't want to use AI,

1171
00:44:40,290 --> 00:44:41,370
don't buy this course.

1172
00:44:41,370 --> 00:44:42,490
There are plenty of people out there that

1173
00:44:42,490 --> 00:44:45,260
don't want to use AI, and we have a tick box

1174
00:44:45,740 --> 00:44:47,140
when you purchase it to say,

1175
00:44:47,540 --> 00:44:49,700
I acknowledge that this is AI augmented.

1176
00:44:49,700 --> 00:44:52,180
And then and then we got to say in there,

1177
00:44:52,180 --> 00:44:53,940
if that doesn't fit your vibe, that's okay.

1178
00:44:53,940 --> 00:44:55,060
Cool. Don't buy this.

1179
00:44:56,260 --> 00:44:58,060
Carol Cox:
Well, it's good to be upfront about it. Yeah.

1180
00:44:58,140 --> 00:44:59,780
That's no that's that's good okay.

1181
00:44:59,820 --> 00:45:01,900
So everyone go to GitHub.

1182
00:45:05,020 --> 00:45:08,220
Right. So all together get her hired hit send

1183
00:45:08,220 --> 00:45:09,260
and 60% off.

1184
00:45:09,260 --> 00:45:10,980
That is so generous of you. Use the coupon

1185
00:45:10,980 --> 00:45:13,140
code speaking your brand. That's all together

1186
00:45:13,180 --> 00:45:14,580
speaking your brand. And I'll make sure to

1187
00:45:14,620 --> 00:45:16,460
also include this in the show notes.

1188
00:45:16,460 --> 00:45:18,260
So for those of you listening right now,

1189
00:45:18,260 --> 00:45:19,620
just go to the show notes and you can find

1190
00:45:19,620 --> 00:45:21,620
the link and the coupon code there.

1191
00:45:21,820 --> 00:45:24,780
So find that and yeah and I'll say that like

1192
00:45:24,820 --> 00:45:26,860
for example, when we work with our clients in

1193
00:45:26,860 --> 00:45:28,580
the Thought Leader Academy, we help them to

1194
00:45:28,620 --> 00:45:31,260
put together their speaking proposals and

1195
00:45:31,260 --> 00:45:33,140
pitches. And so we have this whole framework

1196
00:45:33,140 --> 00:45:35,180
called their Brand Voice Canvas that they

1197
00:45:35,180 --> 00:45:37,300
fill out. And we say, give your filled out

1198
00:45:37,300 --> 00:45:40,340
brand voice canvas to ChatGPT or Claude or

1199
00:45:40,340 --> 00:45:43,550
whichever chatbot you use and have that,

1200
00:45:43,590 --> 00:45:47,510
then tailor your your pitches based on this

1201
00:45:47,510 --> 00:45:49,150
so that it is less generic.

1202
00:45:49,150 --> 00:45:51,110
Then obviously do any adjustment that you

1203
00:45:51,110 --> 00:45:53,430
need to do afterwards. So I like this idea of

1204
00:45:53,470 --> 00:45:54,910
you said AI enhanced.

1205
00:45:54,990 --> 00:45:56,150
Is that the word that you use?

1206
00:45:56,350 --> 00:45:57,510
Kate Wade:
Augmented assisted.

1207
00:45:57,550 --> 00:45:58,670
Carol Cox:
Augmented. Yeah okay.

1208
00:45:59,230 --> 00:46:01,110
Kate Wade:
But there's still a whole bunch of work we

1209
00:46:01,110 --> 00:46:03,350
have to do in order to stand out.

1210
00:46:03,350 --> 00:46:05,110
There are so many people out there competing

1211
00:46:05,110 --> 00:46:07,150
for a job, competing for an speaking

1212
00:46:07,150 --> 00:46:09,110
opportunity, competing for all sorts of

1213
00:46:09,110 --> 00:46:11,830
stuff. We have to stand out,

1214
00:46:11,870 --> 00:46:14,550
know what we're really great at and ask

1215
00:46:14,550 --> 00:46:16,510
people for it. And, um,

1216
00:46:16,550 --> 00:46:18,430
this is one of the ways that people can do

1217
00:46:18,430 --> 00:46:20,110
this. With our hint send course.

1218
00:46:20,110 --> 00:46:22,190
It helps think through all of those great,

1219
00:46:22,190 --> 00:46:24,390
great experiences you have and how to

1220
00:46:24,430 --> 00:46:26,350
position yourself for what's next.

1221
00:46:27,030 --> 00:46:29,430
Carol Cox:
I love that and of course continue to build

1222
00:46:29,430 --> 00:46:31,230
relationships, build your network,

1223
00:46:31,270 --> 00:46:33,390
build your community because not only for

1224
00:46:33,390 --> 00:46:35,190
opportunities, but just for that sense of

1225
00:46:35,190 --> 00:46:37,630
support so you don't feel like you're you're

1226
00:46:37,630 --> 00:46:39,830
alone, that you have that that community to

1227
00:46:39,870 --> 00:46:40,390
go to.

1228
00:46:40,510 --> 00:46:41,750
Kate Wade:
Absolutely. Yeah.

1229
00:46:42,510 --> 00:46:44,110
Carol Cox:
All right. Kate. Well, this has been

1230
00:46:44,110 --> 00:46:45,830
incredible as I knew it would be.

1231
00:46:45,830 --> 00:46:47,990
Thank you so much for taking the time to come

1232
00:46:47,990 --> 00:46:49,830
on the Speaking Your Brand podcast.

1233
00:46:49,830 --> 00:46:51,470
And again, for all of you listening,

1234
00:46:51,510 --> 00:46:53,550
make sure to check out the Hit Send course

1235
00:46:53,550 --> 00:46:56,230
and also connect with Kate on LinkedIn.

1236
00:46:56,230 --> 00:46:57,550
I'll make sure to include a link to her

1237
00:46:57,550 --> 00:46:59,910
LinkedIn profile as well.

1238
00:47:00,030 --> 00:47:01,750
Thank you. Lovely as always.

1239
00:47:02,030 --> 00:47:03,350
Kate Wade:
Excellent. Well thanks Carol,

1240
00:47:03,390 --> 00:47:04,750
I've really enjoyed it.

1241
00:47:04,750 --> 00:47:07,390
And I love talking with other entrepreneurs

1242
00:47:07,390 --> 00:47:08,910
about these kinds of things because it

1243
00:47:08,910 --> 00:47:12,230
matters. Our stories matter and knowing like

1244
00:47:12,270 --> 00:47:14,550
what you do, Carol, like helping people pull

1245
00:47:14,550 --> 00:47:17,630
out their their greatness in their story and

1246
00:47:17,630 --> 00:47:19,110
then sharing that with the world.

1247
00:47:19,430 --> 00:47:21,990
That's what makes life worthwhile in so many

1248
00:47:21,990 --> 00:47:23,550
ways, helping other people.

1249
00:47:23,550 --> 00:47:25,430
So Carol, thanks for helping me today.

1250
00:47:26,230 --> 00:47:27,430
Carol Cox:
Oh, absolutely.

1251
00:47:27,470 --> 00:47:28,750
Well, and for everyone else.

1252
00:47:28,750 --> 00:47:30,790
Until next time, thanks for listening.