Welcome to Say More, the powerhouse podcast dedicated to elevating the voices
and journeys of women striving for the C -suite and those who've already conquered
it.
Brace yourself for candid conversations, illuminating interviews and unfiltered
insights as we delve into the triumphs, hurdles and invaluable lessons learned
along the path to success.
Join us on this empowering journey where inspiration meets empowerment and wisdom
reigns supreme.
Get ready to ignite your ambition, harness your potential and thrive alongside your
sisters on Say More.
to another episode of the Say More podcast.
I am so glad to have all of our listeners here.
This has been quite an amazing journey so far.
I originally started with the notion of just, you know, putting it out there,
perhaps on Facebook or LinkedIn.
And my goodness, we are on Apple, Spotify, just iHeartRadio.
I mean, and the list continues to grow.
And it's all because of you, all because of the stories that we've heard and the
amazing women that
I know have some amazing journeys that we wanna talk about.
Today is no different.
We have Dr.
Shante Friday Strout, an amazing leader, recognized across the country.
She is definitely someone who I'd love to have you one here and certainly engage
with along the way because you can find us, we're not hard to find.
So Dr.
Friday Strout, so glad to have you here.
Thank you so much for saying yes.
And I think to probably level set for our audience.
I'd like to ask you, I mean, again, you're a distinguished leader in academia and
business.
What inspired you to pursue a career path that ultimately led to you running, again,
nationally, globally recognized and being the Dean of the School of Business and
Industry at FAMU?
Well, thank you so much, Dr.
Moore, for having me.
And thank you for that question, right?
I would say what inspired me, my parents.
Both of them were educators.
My mom was an elementary school teacher before she retired and my dad was a
college professor before he retired.
And so educating others, helping others has always been a way of life for my
family and wanting to help and give back, right?
So after being out there in the work world for a few years, recognizing that, yes, I
could help a company, but really being able to help people.
I think is at the core of who I am.
And so going back and pursuing my PhD was that thing that could then help me do what
it is I want to do.
Because what I tell people, the degree is not me.
The degree is what I needed to have to do what it is I wanted to do.
I love that.
And listeners, I hope that you hear that as well, because oftentimes we can get so
caught up into becoming, whether it's a sorority, whether it's a degree or
whatever case it may be, but.
really it was the mark that allowed her to do the thing that she loved most and
giving back.
And I have to share with the listeners, you know, having been a part and seeing
the interaction that you have, though this is a podcast that's focused on women and
the journey of women, you know, I have to share with them what I've seen by way of
commencement ceremonies where these students, you know, male, female alike are
going across the stage.
I've never seen so many students pick up and love on.
their Dean like it happens with Dean Friday Stroud.
I mean, just amazing rapport.
And you can tell that it is heartfelt, heart -given, and that's what they feel.
And that's what I'm hoping also that you will feel by way of this conversation and
you'll be inspired by it.
So, you know, the next piece, and I guess it's a great, great segue that many women
encounter obstacles and setbacks on their journey to the C -suite.
I know I have some of my own.
I mean, everybody can talk about them.
But could you share a challenge that maybe early on in your career that you had to
overcome and even thinking about before you even wanted to pursue leadership?
Yeah, so I would say I think the first biggest challenge that I had to overcome
was age, right?
Because people felt like, you haven't...
done this long enough or you haven't been around long enough, right?
And so when I became the interim dean of the School of Business and Industry, I was
actually like not even 42 yet.
And people were saying, she's too young.
She hasn't done this.
She hasn't done that.
But what I tell people is you have to put in the work.
You have to put in the time and then you have to let it speak for you.
And when you do that, people will recognize it and then they will come to
you.
And so I have to say that I have been fortunate enough where while there are the
naysayers, that there have been people, leaders, bold enough to speak out for me
in places where I wasn't.
Right.
And.
And that's really the role of a sponsor.
So we talk about having mentors, but really having sponsors and other people in
your corner.
And even many times when you don't realize that they're in your corner, because
sometimes sponsors are unknown, but people may choose to sponsor you because of what
they've seen in you.
And so while age, I think was that first big factor that people were like, she's
not ready for this.
There were enough people.
who saw what I had been doing at FAMU since I started there when I was 29 and a
half years old as an assistant professor.
And so age wasn't, it was an issue, but my work ethic, I think crowded out that noise
and enabled me to get to the position where sponsors could say, no, we think
she's the right person for the job.
And then,
The other piece is just doing the work, right?
And I will tell you, one of the biggest things that I learned is you can do the
work and it doesn't matter how good you are or how good of a job you do, but there
are going to be people who, for whatever reason, and we call them haters,
that are not gonna like it.
And what I had to come to the realization of is that sometimes it's not about you,
the person, it's you sitting in the seat that you happen to be sitting in.
And so I've learned that they're gonna be a third of the people who are against you,
no matter what you do or say, there will be a third of the people who will be with
you.
And then there will be another third that's sitting on the fence trying to
figure out which way they're gonna sway.
And...
But at the end of the day, I can't work to try to satisfy 100 % of the people.
I got to work to try to satisfy at least that 60, 70 % of people who can then help
me move the needle.
And some of the naysayers may come up, you know, switch sides and some may not, but I
can't let them derail me in what I do.
And so that's one of the things that I would say, you know, the challenge of age
and you know, is she really ready?
Can she do this?
Can she not do this?
You know what?
People are going to say what they're going to say, but I'm going to put in the work.
I'm going to put in the time and there's nobody who's going to outwork me.
I love that listeners.
So many great nuggets that came from that conversation.
You know, everybody is searching for and running for mentors and you know, who's
that A -list player that's going to be my mentor where in reality.
what sponsors can bring to you and especially even in this conversation and I
say the same for me.
I mean, it's some that you'll never even know.
So it's not about the loud ones that you're hearing.
It's about the quiet ones that maybe you have not even heard, but they're standing
up and putting your name in places that you may never ever even grace.
And I think the other part of it is that you mentioned and I think it's important
for our listeners too, is haters.
You know, people that just aren't going to be on board regardless.
And I think that too is a powerful piece to recognize regardless of where you are
in your journey, whether you're in the C -suite or whether you're in your first job
and you have it on your wishlist, your vision board.
The whole idea is that you will not be 100 % liked and that's okay.
Continue doing the job that you are destined to do and to not lose sight.
So, I mean, again, it's almost like Mike drop on that, Dr.
Friday Stroud, just amazing conversation there.
But I will say to you, because of what you just said, fear oftentimes holds back
people from pursuing their dreams.
How do you advise women to confront and overcome their fears when it comes to the
pursuit of even career advancement, getting started?
So to that point, I would say first you have to get to know yourself, right?
Many of us are very good at assessing other people, but we don't spend that same
kind of time assessing ourselves.
And I tell people, you know, I am fully aware of all of my weaknesses.
And there are those that I have gone to choose to work on.
And then there are those that I will say, you know what, this is just who I am.
And then I'm gonna have to work to figure out one, how to get other people to help
me compensate or plug in for that, but knowing yourself, right?
And so once you know yourself, and then when you do the work, you put in the time
and the dedication.
You have to let those things speak for themselves, right?
And what I say with fear, again, there are always going to be people who will be
naysayers.
You're never going to convince everybody, but you cannot let them lead you to
paralyzation.
You can't.
You have to know who you are.
You have to know what you can do.
You have to let your work speak for itself.
And what I always say, my motto is I...
whatever it is I do, I am fair, I do what's right, and I'm consistent.
And so when you do those things, because I tell people, I don't have time to keep up
with a lot.
Like I can't keep, I got too many things to keep up with.
So if I tell the truth in everything that I do, if I follow the book, if I follow
the rules, if I'm fair, and then I'm consistent with people, right?
And then also having empathy for others.
It will help you and sometimes you will see, well, how does that impact my own
personal fear?
But when you can have a calm about yourself because you know what you're
doing is right, fear subsides and you would be truly, truly amazed at how much
it will subside.
Usually fear is able to take over and conquer you because you're so worried and
agitated about, you know, what other people are thinking and what other people
are doing.
Block all that out.
Like you have to do what you know is the right thing to do, what's fair and
consistent, and then doing it by the book.
And so if you're prepared and you put in the time, you do the research, you know,
those things will help alleviate fear.
Don't allow other people's noise, right, to paralyze you to a point of non
-movement.
You have to know who you are.
Know your strengths, know your weaknesses.
Surround yourself with people who are going to help you solidify what your
strengths are, as well as what your weaknesses may be.
And then, you know, know you and do you.
And I think when you do that, you take away a lot of the steam that the naysayers
will have and the fear will subside.
Such again listeners, I hope and I know that you're going to like press record
like a bazillion times download it, subscribe and certainly share it with
those that are in your circle and network because again, this is wisdom that comes
by way of experience.
Some of this stuff is innate, but a lot of it is because of, you know, when they say
you got the tattoo and you're wearing them because it's because of what you've
experienced.
So.
Please, if nothing more, what I hope gets taken from Say More is that we learn from
each other, we grow here, but we also recognize that we can't stay in the spot
that we're in because other people want you to be there.
You have to move to where you desire to be.
And I guess that goes to the point of a good segue about career planning and how
crucial that is for success.
What strategies do you recommend for women?
to strategically plan their career trajectory, especially those aspiring to
reach an executive position?
Yeah, so what I will say is, one, study the people who are in the positions that
you say you want to be in, right?
And look at their career paths.
The other thing I will say is sometimes you have to be prepared to do lateral
moves and step back moves to learn enough to set you up for the big move.
And so I think...
People underestimate that a lot.
Everybody wants to move up, move up, move up.
But it's those lateral moves where you learn about the overall organization and
not just one narrow area that can really set you up for success.
I will say that putting in the work and the grind, for me, a lot of it was titles
that people didn't know that I had and, you know,
doing like the university's sex accreditation liaison role.
That role gave me like a deep in -depth knowledge of the entire campus operations.
I'm not gonna get that from being just the department chair or being just the dean,
right?
Because you're gonna know those areas kind of in a silo perspective, but putting
myself in a position to learn about the entire university.
I believe is what has set me up to be able to navigate the roles that I have been
blessed to assume.
And it also helps you to get to know people in different places because the
other thing that you can never underestimate is the power of people in
your team.
And I tell people, for me, it is not just...
what I can do as a leader.
As I tell people, I don't do any of this by myself.
I have an awesome and amazing team of people behind me who help make these
things happen.
And really being a good leader is also knowing when to be a good follower, right?
So I don't have to lead on everything.
I am perfectly fine with tapping my team members who have skills and strengths and
then acknowledging and celebrating them for the things that they do.
I don't take credit for things that I didn't do.
I give credit where credit is due.
And when you do that, people will work harder for you than what they may
otherwise do because they feel recognized and appreciated.
And so again, remember I said, I am fully aware of not only my strengths, but my
weaknesses.
And so when I build a team, I build a team of people who can also help me with areas
that I have identified can help move the needle.
but I may not be the strongest in.
I don't have a problem bringing somebody else who's stronger than me in something
and elevating them and giving them the freedom, the flexibility and the latitude
to accomplish what needs to happen to move the team forward.
And so I always say like one of the best things about being a good leader is
knowing also when to be a good follower.
But you first have to understand yourself.
and then also understand your team members and know what their strengths and
weaknesses are and then help elevate everybody because you're only as strong as
your weakest link.
So if I can make my entire team strong, then guess what?
Collectively, we will be stronger together.
Again, you cannot, though there's some amazing learning.
I've seen it firsthand, school of business and industry, but again, this conversation
here, you could not pay for it.
one -on -one because it takes into account what she mentioned, the self -awareness
piece, the recognition that you don't have to have 100 % of all the pieces.
And I think sometimes, oftentimes, not even small times, but oftentimes, there's
this whole notion that if I'm not bringing 100 % of it to the table, then I must not
be an effective leader.
The fact that you have a self -awareness that others have things, strengths, that
they can bring it at too, and it's about the collective.
versus the I, then that in and of itself breeds and I think speaks to leadership.
Now you've said something and I know that listeners are tuned in and they're gonna
want you to spend some more time on this one about mentorship.
So mentorship, it's oftentimes put out there as a key factor in career
advancement.
We've heard it over and over.
Who's your mentor?
Can you share the role of mentors that they've played in your journey and how
women leaders can find and cultivate?
meaningful and I'm going to underscore meaningful because you've talked about the
difference, mentor relationships.
Yeah.
So, and I would say this, I think there is what I would call spontaneous mentors.
And then there are those that are planned mentors.
And then there are some that are silent and unspoken mentors.
And so the spontaneous ones are people who you're going to meet.
And I need people to understand a mentor can be older than you, but a mentor could
also be your same age or they could be younger than you.
Right.
Because what I tell people is I try to learn from everybody.
And again, other people have skillsets that I may not have.
So I may need them to mentor me on some things just because that's not my strong
suit.
Right.
And then there's the formal mentoring where we have this relationship and we
schedule meetings and we do this and we do that.
And we talk about very specific things and that takes a different type of level,
right?
Because that mentor also wants to know not what just are you trying to get from them,
but what are you also giving to the relationship?
And so you have to be really mindful that it is a real reciprocal two -way street
relationship and not where you're just given, I mean, taken, taken, taken and not
given, given, given.
And then there are the silent ones, right?
The ones who...
I probably have just as many silent mentors who we've never spoken the word
mentorship with each other, but I learned from them.
And so you can find mentoring in to me many different facets, but it is what do
you take from it to then help make you better?
And then also what do you give to it?
to help feed and nurture the relationship, right?
So the people who I would say are kind of like my silent mentors, I may never tell
them you're a mentor, but I can promise you that I have watched and observed
everything that they do, and in some cases that they didn't do, to really help me
navigate different waters, right?
I will also say mentoring is not just always what's finding out about what is,
the right way to do something, but it's also learning some lessons about what not
to do, right?
And so my daddy used to say this when we were growing up.
If, you know, five people walk around the corner and bump their head, I don't have
to be the sixth one to walk around the corner and bump my head.
I'm gonna learn from them, right?
Like, I don't, let me turn and go the other way.
Let me take another path because I know this path is gonna lead me to a bumped
head, right?
And so I think a lot of times people don't put enough value in...
the lessons that can be learned from the not so good things, right?
Or the not so positive things.
And so what I say is you try to use, and I try to use everything as a learning
lesson.
And so I try to learn as much about what to do as I do around what not to do based
on those that are my formal mentors, that are my silent mentors, and that are kind
of my spontaneous mentors.
Because mentoring relationships, they can be long.
or they can be short, right?
And you have to understand that there's no like one right way to engage in a
mentoring relationship.
And to me, I think when you get the best interaction is when the roles between
mentor and mentee actually flip in fluid fashions that really gives that reciprocal
and mutually beneficial
respect and understanding that comes from, you know, just being in mentoring
relationships.
I love how you describe that because oftentimes, you know, especially whether
it's mentor mentee, people really take on those titles.
They're like, if I'm a mentee, then you're just pouring, pouring, pouring.
But no, it's not like that really should be a two way street.
You know, one may be if you're a mentee and you're younger and you're a digital
native, then technology is your thing.
I might ask you that.
Whereas on the other side, you know, life and time, you might ask me the other.
So thank you for sharing that.
What do you think about, because you mentioned it earlier about the importance
of having sponsors and, you know, even supporters, how have, what role have they
played in your journey?
And what advice do you have for women seeking to build their?
support or sponsor network.
How does that happen?
I'm sure because again, everybody understands they could just pick up
mentors, at least a name only that they pick up around the corner.
But what about sponsors and supporters?
Yeah, I would say I have just been very, very fortunate that.
Sponsors, I think, have found me and I truly believe that.
In some cases, the best sponsors and mentors find you, not that you go out
seeking them.
And I think that a lot of that comes as a result of the work that people see that
you put in.
And so what I will say is, is that a lot of times, and don't get me wrong, because
again, I told you I was young and age was an issue, right?
I am all for the A -type personality who was saying, I want to get to this goal by
this time.
And I'm not saying that you don't do that.
But what I'm also saying is you also need to build in knowing that it may not happen
on that time.
I'm a firm believer that the Lord makes things happen for a reason and in His
time, not always our time.
And every now and then we'd like to try to help the Lord out.
But sometimes he has to make us recognize that, again, he's the one in control, not
us.
And we have to figure out and actually get OK with that timing.
And so I think in times of trying to find sponsors, find mentors, what I say is,
put in the work.
put in the outcomes and the diligence.
And I promise you, the sponsors and mentors will find you.
And I believe that it's gonna be more genuine if they find you than if you're
going out to seek them.
Because then you're not putting in the time to do the work.
And I tell my students, right, that they have to learn my favorite quote.
which is luck is when preparation meets opportunity.
And I say it's really not luck, it's really success.
So you're most successful and it's an equation, right?
You put in the work, that's the preparation.
You add that to opportunities when the two meet, that is when you actually have
success, right?
Not luck, but really success.
And when you put in the work, when people have opportunity to see you,
they will then speak up for you in ways that you couldn't pay them, because you
wouldn't even know that they would do it.
So really spend the time investing in yourself and investing in the preparation.
I can't say that enough because when you think about all the greats, whether it be
Beyonce, whether it be Michael Jordan, Magic John, these people, they put in
work.
When we're asleep, they're working.
Yeah.
Right.
And so people are like, they're so, they're so lucky.
They're so lucky.
No, they put in the work.
And when the opportunity presented itself, they were ready to cap on it.
So, so I, again, so many people and so many women at different stages of their
careers.
And the fact that we're saying, you know, some of it may appear microwave ready,
just because of what we see with social media, but work has to come.
and you have to do the work.
You don't want, as you mentioned, those kind of spontaneous where you're out there
trying to grow and navigate this just to say that you have this person in your
corner.
And when everything comes to a head, they're not going to be there because it
wasn't a genuine relationship.
So again, lesson to be learned there.
What in your experience has been the best piece of advice?
And it sounds like that's given some amazing advice.
but that you've received regarding career advancement and how has it influenced your
approach to leadership and mentorship?
What was that advice?
Wow.
So.
I would say the best piece of advice that I received was when somebody told me, it's
not personal, it's strictly business.
And it stunk at the time.
But hindsight 2020, it was the best piece of advice that that person could have ever
given me.
But it was the timing of when they gave it to me that made it one sting, but also
probably made it sink in, right?
Because if they had said it at any other time when things were going great, I would
have.
It would have gone as mom and dad say, it would have gone in one hand and come out
the other.
But it came at a time when things were rough about 15, 10, 15 years ago.
And...
It that circumstance needed to be that circumstance for me to hear it in the way
that it was delivered.
But it has been the best piece of advice.
And so I think a lot of times we as women try to internalize things and make it
personal.
And don't get me wrong, there are some things that are personal, so I'm not
saying that they're not.
But I also think that from that, what I realized and what I took away from it is
that.
set the personal stuff aside and now get down to business, right?
Like you can have that sting for a moment, but then you gotta get back up, dust
yourself back off and say, okay, let me put my business hat on and let me work
through this from a professional perspective, not from the personal
perspective.
And I think that that's really important because especially as women, we...
get saddled with the, we're emotional and you know, you're just taking it personal
and you know, all of that stuff.
And so this is when you gotta like, you know, tighten up the bootstraps and you
know, get back on the saddle and say, hey, you know, like, I gotta, I hate to use
this term, but I'll use it.
I was going to say, I got a man up, but now I got a woman up.
Like I got a woman up and I got to let the personal stuff go by the wayside.
And I have to deal with it professionally.
I love that.
And I know that there are probably going to be some women on heat listening that
will say they've done just that, but that's also been something which goes to
the point of what you said earlier.
You're not going to win favoritism and excitement from everyone that have gone
through an experience where they said you work too business like.
and that you didn't give the emotional piece of it.
So really it's knowing you, knowing the situation.
And as Dr.
Shante Friday -Strauss just mentioned, it really is having that awareness that
you're not gonna win over 100 % of the people.
But I did want to put that out there because I absolutely know that that's
sometimes a conversation too.
So what do you think about, again, as a leader in both academia and business, you
are a hybrid out there.
How do you balance your professional responsibilities while also supporting and
empowering women in their careers?
And I've heard a whole lot about what your belief is regarding culture.
And that's great.
Anything else that you want to point out specifically to supporting and empowering
other women in their careers?
Well, I think for me, what I try to do is listen, right?
I try to be accessible to people.
And people always say, I know you're really busy.
I know you're really busy.
But look, we can all make time for whatever it is that we choose to.
What I tell people is, now I might not be able to get back with you right when you
want me to, but you know, give me a couple of days and we can make that happen.
But I really think listening to people and empathizing with people, because I don't
think we have enough empathy in this world, but empathizing with people.
And then, you know, at the end of the day, they're going to have to make their own
decisions, but giving them constructive feedback, some of which...
They may not like, right?
Because what I also tell people is you have to own your part in the process.
I always tell my team, look, we're all human.
We can all make mistakes.
I just say, when you make the mistake, you know, let's, let's discuss it.
Let's figure out how to, how to move past it.
Right.
And so, really for me with other women is trying to be a sounding board, right?
To give people.
an outlet, and to have a no judgment space, right?
Because again, when we're out there in these positions, there is judgment 24
seven from people on the outside and every now and then, you know, and I tell you,
like, my sister becomes that sounding board for me.
I tell her, look, I'm about to, I need to talk to you about this and I don't need
any judgment.
Like, let me just get it out.
And then, you know,
I can take your thing, but don't judge me in the process of while I'm getting it
out, right?
And then she'll come back and say, well, you know, you should have thought about
this.
And did you think about that?
And it's like, okay, yeah, now I can get back and, you know, get back on the saddle
and, and, and, and get back in the game.
But I think letting people know that we are human, right?
We are, even though people might not think that we are, but you have to have that
space, a place where there are people that you feel like you can have.
some genuine conversations with.
And I will tell you, Dr.
Moore, that I thank you, right?
Because in the years that I have known you, you know, you, I think also one of
those people that you're approachable, right?
And that people can talk to you and they can get an idea or sense of what your
thoughts would be, right, around something.
And so,
I thank you for being approachable, for being somebody that, you know, will, you
know, you're not always out there in the front saying a whole lot, but you are
quietly behind the scenes, you know, giving, you know, thoughts of
reaffirmation, confirmation, and that's, we don't have enough of us doing that for
each other.
So again, I just want to say thank you because over the years you have always
done that.
And I appreciate that.
I mean, a lot of what you have shared, even to the point of, you know, this whole
balancing piece and having a space for grace, because oftentimes, you know,
people are trigger happy for judgment and not reflecting on what other factors and
just, we just don't take that into account.
And oftentimes, you know, we, we expect it from one group.
but we get it also from the same group.
And that is a piece that is disheartening.
And so the whole idea of having this conversation that I am hopeful that the
listeners that are taking part in it and certainly those that will share it is that
we reflect on that, that we really do have to allow for grace and that we have to
allow for the what ifs.
not even that big a what if that we oftentimes look at when we are in the
mirror that what if it were you, what would you have done?
You know, without knowing all of the pieces.
So really it's, I mean, again, so many important pieces and nuggets coming from
this and thank you for what you share.
That's what I try to do and be.
If I've never gotten it, I tell people I said, I haven't necessarily had a whole
bunch of mentors, but.
For those that did invest in me, I knew that I wanted to do that same thing and be
that for other people and be very genuine in that.
So thank you for that.
What do you see?
Because there's so many that we can talk about, but some of the pressing challenges
for women aspiring to leadership roles today, and what can organizations kind of
work towards as far as creating this environment that is supportive of doing
just that, kind of nurturing that next, the future leaders.
Yeah, so I think with that it becomes, you know, making sure that people's skills and
tools are sharpened, right?
Because what was needed yesterday is going to be totally different than what's needed
tomorrow, right?
For people to be successful.
And I think creating situations for women to gain the experiences that are necessary
to put them in a position to be
Considered for leadership positions, right?
Because all too many times women will be put into roles that
for lack of a better term, are traditional roles that are not necessarily the power
roles that set people up for certain leadership positions.
And I think creating situations where women can...
have different experiences where they're able to gain the knowledge that they need
to, the self -awareness that they need to, and the skills and training that they need
to have in their bag so that when positions do become available, they're
ready, right?
And they're not thrown into something where they're being thrown to the wolves,
but that they have actually received the necessary training.
And I think that's the piece for me.
is for women to be able to have meaningful training experiences that actually set
them up for the powerful positions, not just the traditional roles that in some
cases women end up getting.
I love that.
And again, listeners taking away from that.
I mean, she mentioned early the lateral, sometimes a step back to step up approach.
Love that.
And even with this, getting the necessary experience, because oftentimes, you know,
you're so maybe so fixated on getting the role, but if you don't get the tools, it's
going to be short lived.
Right.
So how do we, how do we avoid that?
And then finally, I mean, I can't believe that the conversation is drawing to a
close.
It's been phenomenal, but what message of empowerment would you like to share like
with the ambitious women listening to say more?
who are on their journey to wherever that may lead them.
And again, we're not defining success.
You are defining success for you.
Don't get caught up in the midst of that.
But what message of empowerment would you like to share?
I would say invest in yourself and invest in your holistic training.
Right.
And so that is professional training.
That is personal training.
That is.
you know, making sure that you can be the best version of you so that when positions
come about, you are prepared to capitalize on them.
And a lot of times we, too many times, I think people, not just women, but people
in general, they sit back and they wait for the position, for them to get the
position before they start doing the work.
And I'll never forget, my sister always told me that one of her mentors told her
is that you have to do the job before you get the job because people want to know
that you can do the job.
But if you're always sitting back saying, well, I'm not doing this and I'm not doing
that.
Well, nobody's going to hire you to step up to something because they never saw you
step up.
Right.
And so investing in yourself, even when you don't know that people are looking.
Do it because you're doing it for yourself.
And I promise the rewards will pay dividends on the back end.
What amazing wisdom and nuggets listeners.
I certainly want to thank you all for joining us.
I want to thank Dr.
Shanta Friday Strout for just being an amazing leader for always willing, being
willing to take the time to invest in others.
I hope that you share it with all of our students there at the university, because
this really does speak to who you are.
And as we're shaping that next round of leaders, whether you're a male, female,
whatever the case may be, we all have a role to play in this empowerment
conversation.
So again, listeners, thank you.
Please do like, share, and absolutely subscribe.
Until the next episode, have a good one.