1 00:00:00,160 --> 00:00:02,880 Mary Beth Plank-Mezo: I literally remember early in my career 2 00:00:02,880 --> 00:00:05,320 thinking, okay, let's put on the suit of 3 00:00:05,320 --> 00:00:07,880 armor and we'll go into work or go into this 4 00:00:07,880 --> 00:00:08,960 presentation. 5 00:00:09,120 --> 00:00:11,360 And I have to show no fear, 6 00:00:11,640 --> 00:00:13,160 no vulnerability. 7 00:00:13,200 --> 00:00:15,400 I don't feel the need to prove that to 8 00:00:15,440 --> 00:00:17,600 anymore. And I wish I would have learned that 9 00:00:17,600 --> 00:00:18,760 earlier in my career. 10 00:00:23,160 --> 00:00:25,080 Carol Cox: Hi, and welcome to Speaking Your Brand. 11 00:00:25,120 --> 00:00:26,760 I'm your host, Carol Cox. 12 00:00:27,040 --> 00:00:29,640 What is it like to be a woman in leadership 13 00:00:29,640 --> 00:00:30,880 and to use your voice, 14 00:00:30,880 --> 00:00:32,760 or to sometimes, maybe earlier in your 15 00:00:32,760 --> 00:00:35,440 career, to have wondered what's the best way 16 00:00:35,440 --> 00:00:37,960 to use your voice or even to be encouraged to 17 00:00:38,000 --> 00:00:40,800 do so? Well, I am honored to have as my guest 18 00:00:40,800 --> 00:00:42,080 today, Mary Beth Plank, 19 00:00:42,080 --> 00:00:44,120 mezzo, who is Vice president of staff and 20 00:00:44,120 --> 00:00:47,200 cultural development at Full Sail University. 21 00:00:47,240 --> 00:00:50,040 Mary Beth has been here for 36 years now. 22 00:00:50,040 --> 00:00:52,400 I've been teaching here for 16 years, 23 00:00:52,400 --> 00:00:54,760 and we are filming right now in a studio on 24 00:00:54,760 --> 00:00:56,880 the campus of Full Sail in Winter Park, 25 00:00:56,880 --> 00:00:59,120 Florida. Mary Beth, welcome to speaking your 26 00:00:59,120 --> 00:00:59,560 brand. 27 00:00:59,560 --> 00:01:00,910 Mary Beth Plank-Mezo: Thank you so much, Carol. 28 00:01:00,910 --> 00:01:02,430 I'm very honored to be here. 29 00:01:02,630 --> 00:01:04,750 Carol Cox: Well, I have known you pretty much the entire 30 00:01:04,750 --> 00:01:07,070 tenure that I've been here at Full Sail, 31 00:01:07,150 --> 00:01:09,990 and I've seen how much you have advocated for 32 00:01:10,270 --> 00:01:12,110 the people who work with you and your teams 33 00:01:12,110 --> 00:01:14,670 and really for women across the entire 34 00:01:14,670 --> 00:01:16,950 university. But I would like to know. 35 00:01:16,990 --> 00:01:18,750 Let's go way, way back. 36 00:01:18,910 --> 00:01:21,470 You made the jump from education into 37 00:01:21,670 --> 00:01:23,910 admissions and then eventually into what you 38 00:01:23,910 --> 00:01:25,670 do now, staff and cultural development. But 39 00:01:25,670 --> 00:01:27,830 let's talk about kind of the what you were 40 00:01:27,830 --> 00:01:29,230 doing in admissions, because I know that was 41 00:01:29,230 --> 00:01:31,710 a big part of your career and kind of and 42 00:01:31,750 --> 00:01:34,270 helping you to define your leadership 43 00:01:34,270 --> 00:01:36,670 methodology and your leadership principles. 44 00:01:36,950 --> 00:01:38,950 Mary Beth Plank-Mezo: True. And as a matter of fact, 45 00:01:38,990 --> 00:01:40,590 talking about speaking, 46 00:01:40,710 --> 00:01:43,910 I actually had the, the, 47 00:01:44,150 --> 00:01:48,070 um, the nerve to, uh, reach out to the 48 00:01:48,070 --> 00:01:51,870 founder, John Phelps, and ask him if I could 49 00:01:51,870 --> 00:01:54,230 work for him in the admissions department. 50 00:01:54,590 --> 00:01:57,990 And, um, after about six months, 51 00:01:58,390 --> 00:02:00,660 I was able to make that transition from 52 00:02:00,660 --> 00:02:03,300 education to admissions, 53 00:02:03,300 --> 00:02:06,580 and had 20 plus years there where I just had 54 00:02:06,620 --> 00:02:08,220 a fabulous time. 55 00:02:08,740 --> 00:02:10,620 Carol Cox: So I love that you advocated for yourself. 56 00:02:10,660 --> 00:02:12,340 You saw something that you wanted to do, and 57 00:02:12,340 --> 00:02:13,460 then what do you think gave you the 58 00:02:13,460 --> 00:02:14,980 confidence to do that back then? 59 00:02:15,020 --> 00:02:16,220 Mary Beth Plank-Mezo: You know, I have no idea. 60 00:02:16,260 --> 00:02:19,380 I often wonder what possessed me to make an 61 00:02:19,380 --> 00:02:21,340 appointment with the the founder. 62 00:02:21,380 --> 00:02:25,060 Right. Um, although he did interview me for 63 00:02:25,100 --> 00:02:27,380 the for the job when I started. 64 00:02:27,780 --> 00:02:31,660 Um, but I pinched myself every day because I. 65 00:02:31,660 --> 00:02:34,540 And I encourage women do the thing you're 66 00:02:34,540 --> 00:02:38,660 afraid to do because so many great things can 67 00:02:38,660 --> 00:02:39,900 happen as a result. 68 00:02:40,340 --> 00:02:41,820 Carol Cox: Thinking about that, what are some of the 69 00:02:41,820 --> 00:02:44,020 proudest moments you've had as a leader here? 70 00:02:44,820 --> 00:02:46,420 Mary Beth Plank-Mezo: That's a good question. I mean, I've had so 71 00:02:46,420 --> 00:02:48,780 many great moments in admissions, 72 00:02:49,140 --> 00:02:50,820 but one of the proudest was, 73 00:02:50,820 --> 00:02:55,660 I think, starting or raising my hand to start 74 00:02:55,660 --> 00:02:57,100 the staff and cultural development 75 00:02:57,100 --> 00:03:00,130 department. Um, I was talking to a colleague 76 00:03:00,130 --> 00:03:03,330 who actually was thinking about the idea and 77 00:03:03,370 --> 00:03:04,450 thinking about the need. 78 00:03:04,450 --> 00:03:06,770 That Full Sail is big enough that we need to 79 00:03:06,770 --> 00:03:10,810 have a department for development of others. 80 00:03:10,810 --> 00:03:13,250 And I brought it up to him and he said, 81 00:03:13,250 --> 00:03:14,930 you know, I just don't think you're that 82 00:03:14,930 --> 00:03:17,810 person. And I said, but I still want to do 83 00:03:17,810 --> 00:03:20,370 it. And so, you know, for, 84 00:03:20,370 --> 00:03:22,770 for a couple of years I worked on that, 85 00:03:22,810 --> 00:03:25,530 collaborating with people all around the 86 00:03:25,530 --> 00:03:26,810 company. And to my knowledge, 87 00:03:26,810 --> 00:03:29,730 it was the first time that we had a company 88 00:03:29,770 --> 00:03:32,490 wide task force with people from every 89 00:03:32,490 --> 00:03:36,970 department. And, um, we did some great work 90 00:03:37,250 --> 00:03:40,850 and presented it to, you know, 91 00:03:41,090 --> 00:03:45,130 our co-chairmen, and eventually we became a 92 00:03:45,130 --> 00:03:45,810 department. 93 00:03:46,250 --> 00:03:48,290 Carol Cox: And what lessons do you draw from that 94 00:03:48,290 --> 00:03:49,970 experience, that thinking about the 95 00:03:49,970 --> 00:03:52,530 initiative and then putting it forth and then 96 00:03:52,530 --> 00:03:53,930 deciding that, yes, you, in fact, 97 00:03:53,930 --> 00:03:55,690 were the one that you wanted to do it? 98 00:03:55,730 --> 00:03:57,610 What lessons do you draw from that that 99 00:03:57,650 --> 00:03:59,520 either have helped you in subsequent 100 00:03:59,520 --> 00:04:01,240 initiatives or could help other people? 101 00:04:01,760 --> 00:04:05,520 Mary Beth Plank-Mezo: Well, the first thing is the answer no is not 102 00:04:05,520 --> 00:04:07,160 necessarily the answer no. 103 00:04:07,440 --> 00:04:08,600 It could be. Not now. 104 00:04:08,960 --> 00:04:10,960 It could be. Well, you need to come up with a 105 00:04:10,960 --> 00:04:12,160 different method. 106 00:04:12,160 --> 00:04:16,720 So it's like I don't consider a no an 107 00:04:16,760 --> 00:04:20,280 obstacle. But, um, I just have to 108 00:04:20,320 --> 00:04:25,520 reprioritize or rethink how to get that job 109 00:04:25,520 --> 00:04:26,240 accomplished. 110 00:04:26,720 --> 00:04:28,800 Carol Cox: And what did it look like to go company wide? 111 00:04:28,800 --> 00:04:30,280 Because you said this was probably the first 112 00:04:30,280 --> 00:04:32,480 time where an initiative where you did go to 113 00:04:32,520 --> 00:04:34,040 all the different departments. 114 00:04:34,040 --> 00:04:36,680 And so logistically, what did that what did 115 00:04:36,680 --> 00:04:37,440 that look like? 116 00:04:38,760 --> 00:04:42,360 Mary Beth Plank-Mezo: You know, it was, um, a really, 117 00:04:42,360 --> 00:04:44,960 really memorable opportunity. 118 00:04:45,200 --> 00:04:46,960 Um, and people really wanted to help, 119 00:04:47,000 --> 00:04:49,240 you know, we all were very purpose driven. 120 00:04:49,240 --> 00:04:51,080 Each person that was, um, 121 00:04:51,320 --> 00:04:54,680 that I asked to volunteer to be a part of 122 00:04:54,680 --> 00:04:55,880 this task force. 123 00:04:56,240 --> 00:04:59,590 Um, and they, they got excited about full 124 00:04:59,590 --> 00:05:00,710 sails, better future. 125 00:05:01,190 --> 00:05:04,750 And so I guess the lesson is, 126 00:05:05,030 --> 00:05:08,910 can you inspire people through your own 127 00:05:08,910 --> 00:05:12,510 vision to do something to make things better, 128 00:05:12,510 --> 00:05:14,510 and everybody wants to make things better? 129 00:05:14,550 --> 00:05:16,110 You know, they really do. 130 00:05:16,150 --> 00:05:18,350 If they are engaged, they want to make things 131 00:05:18,350 --> 00:05:21,150 better. So it was just a great, 132 00:05:21,190 --> 00:05:22,070 a great time. 133 00:05:22,390 --> 00:05:24,630 Carol Cox: Well, I know that a lot of the women that we 134 00:05:24,630 --> 00:05:27,310 work with are executives and professionals 135 00:05:27,310 --> 00:05:29,110 and they working within companies. And so 136 00:05:29,350 --> 00:05:31,310 sometimes they're out speaking on stages and 137 00:05:31,310 --> 00:05:33,590 sometimes they're presenting internally to 138 00:05:33,630 --> 00:05:36,150 get buy in from either within their team or 139 00:05:36,150 --> 00:05:37,670 from other departments. So it sounds very 140 00:05:37,670 --> 00:05:40,310 much like that was what you were doing as 141 00:05:40,310 --> 00:05:41,870 well, going to these different departments. 142 00:05:41,870 --> 00:05:43,670 And I love that you said starting with the 143 00:05:43,670 --> 00:05:46,430 vision. And then how did you approach the 144 00:05:46,430 --> 00:05:48,310 different departments? Because I'm sure some 145 00:05:48,310 --> 00:05:51,390 departments had different needs or different 146 00:05:51,390 --> 00:05:53,950 ideas compared to other departments, 147 00:05:53,990 --> 00:05:55,110 kind of based on what their goals and 148 00:05:55,110 --> 00:05:56,070 priorities were. 149 00:05:56,590 --> 00:05:59,140 Mary Beth Plank-Mezo: So I remember a female colleague, 150 00:05:59,500 --> 00:06:03,540 um, just sharing with me as we were in that 151 00:06:03,540 --> 00:06:05,540 meeting and she said, you know what? 152 00:06:05,580 --> 00:06:08,940 What if we listen to what everyone has to 153 00:06:08,940 --> 00:06:10,980 say? And so I listened to what every single 154 00:06:10,980 --> 00:06:15,660 person had to say, allowed them to express 155 00:06:15,660 --> 00:06:18,380 their passion for what the project would 156 00:06:18,380 --> 00:06:22,100 entail. And I think that was the winning 157 00:06:22,100 --> 00:06:25,660 combination. And, and and then I can talk 158 00:06:25,660 --> 00:06:28,660 about my thoughts, but hearing from everyone 159 00:06:28,660 --> 00:06:31,540 else was the perfect thing to do. 160 00:06:31,540 --> 00:06:35,820 So allowing others to be seen and heard first 161 00:06:36,020 --> 00:06:40,260 before you. Then use your use your vision, 162 00:06:40,260 --> 00:06:42,420 but also incorporating their ideas. 163 00:06:42,660 --> 00:06:44,820 Carol Cox: And co-creating the vision together. 164 00:06:45,420 --> 00:06:46,900 Mary Beth Plank-Mezo: Yes, creates buy in. 165 00:06:46,940 --> 00:06:48,260 Carol Cox: Oh, I love that. Mary Beth, 166 00:06:48,260 --> 00:06:50,980 has there been a time in your career where 167 00:06:51,100 --> 00:06:53,500 you wanted to use your voice and something 168 00:06:53,540 --> 00:06:55,180 held you back and you didn't? 169 00:06:55,380 --> 00:06:57,650 Or you should have used your voice and 170 00:06:57,690 --> 00:06:59,410 looking back now, you wished you had. 171 00:07:00,050 --> 00:07:01,210 Mary Beth Plank-Mezo: All of the above. 172 00:07:02,850 --> 00:07:07,130 And I do remember earlier in my career a 173 00:07:07,170 --> 00:07:11,250 senior executive telling me speak up, 174 00:07:11,450 --> 00:07:13,930 because I really, in the early part of my 175 00:07:13,930 --> 00:07:17,130 career, I really deferred to the authorities. 176 00:07:17,170 --> 00:07:19,050 You know, if if you're in a meeting with the 177 00:07:19,050 --> 00:07:20,770 president of the university, I'm not going to 178 00:07:20,770 --> 00:07:22,810 speak. You know, he knows everything. 179 00:07:23,010 --> 00:07:26,530 But the thing I didn't realize is I had a 180 00:07:26,530 --> 00:07:28,330 different perspective than him. 181 00:07:28,330 --> 00:07:30,930 I had more of a ground floor perspective, 182 00:07:31,090 --> 00:07:33,650 which allowed for valuable insights. 183 00:07:33,770 --> 00:07:35,890 So that's at some of the times I should have 184 00:07:35,890 --> 00:07:37,490 spoken up when I didn't. 185 00:07:37,930 --> 00:07:39,890 Um, and then at other times, 186 00:07:40,210 --> 00:07:44,770 it's been very fortuitous that I spoke up 187 00:07:45,290 --> 00:07:47,850 like the beginning of staff and cultural 188 00:07:47,850 --> 00:07:49,130 development. You know, 189 00:07:49,170 --> 00:07:50,890 even though even though you get to know, 190 00:07:50,890 --> 00:07:52,170 you still need to speak up. 191 00:07:52,530 --> 00:07:54,930 Carol Cox: So this idea of feeling like deferring to 192 00:07:54,970 --> 00:07:58,040 authority or you don't want to maybe even 193 00:07:58,040 --> 00:08:00,000 rock the boat, or feel like you're saying 194 00:08:00,000 --> 00:08:02,240 something that maybe they didn't necessarily 195 00:08:02,280 --> 00:08:03,600 have thought of already. 196 00:08:03,880 --> 00:08:06,120 So do you still find that you still. 197 00:08:06,160 --> 00:08:08,120 Does that still come up for you in any way? 198 00:08:08,160 --> 00:08:10,520 Is it lessened, or have you decided that it's 199 00:08:10,520 --> 00:08:13,040 like having this this kind of like ground 200 00:08:13,040 --> 00:08:16,320 floor perspective is the value that you bring 201 00:08:16,360 --> 00:08:17,600 to the other leaders? 202 00:08:18,320 --> 00:08:21,840 Mary Beth Plank-Mezo: Each year we have women apply to be in and we 203 00:08:21,840 --> 00:08:23,520 ask that question what holds you back? 204 00:08:23,760 --> 00:08:25,960 Nine times out of ten they say, 205 00:08:25,960 --> 00:08:27,440 I hold myself back. 206 00:08:27,480 --> 00:08:30,520 And so for me, just knowing that, 207 00:08:30,640 --> 00:08:32,240 realizing that lesson, 208 00:08:32,440 --> 00:08:34,680 I know that I've got to push myself outside 209 00:08:34,680 --> 00:08:37,160 of my comfort zone. Even when I don't want 210 00:08:37,160 --> 00:08:39,520 to. Even when I want to hang back. 211 00:08:39,680 --> 00:08:41,760 Because my tendency is to hang back. 212 00:08:41,800 --> 00:08:43,520 But you got to do it anyway. You got to push 213 00:08:43,520 --> 00:08:44,240 past that. 214 00:08:45,000 --> 00:08:46,840 Carol Cox: And I'm so glad that I went through the 215 00:08:46,840 --> 00:08:48,680 Women's Leadership Initiative program that 216 00:08:48,680 --> 00:08:50,440 was way back in 2015. 217 00:08:50,480 --> 00:08:52,240 And then you invited me to co-facilitate it 218 00:08:52,240 --> 00:08:53,720 with you in 2016. 219 00:08:53,760 --> 00:08:55,600 And I think we had a group of about 40 or 50 220 00:08:55,640 --> 00:08:57,510 women from across the university, 221 00:08:57,550 --> 00:08:59,630 different positions who were part of that. 222 00:08:59,630 --> 00:09:02,150 And one of the most powerful sessions that we 223 00:09:02,150 --> 00:09:05,430 did is when we had some men come in who were 224 00:09:05,430 --> 00:09:07,590 leaders in different departments and talked 225 00:09:07,590 --> 00:09:10,030 about being advocates and allies. 226 00:09:10,070 --> 00:09:11,630 So how has that shown up for you in your 227 00:09:11,630 --> 00:09:14,070 career? How has it have you seen that show up 228 00:09:14,070 --> 00:09:15,350 for other women that you know? 229 00:09:15,870 --> 00:09:20,430 Mary Beth Plank-Mezo: You know, I have so many great advocates for 230 00:09:20,430 --> 00:09:23,070 me here at Full Sail that are men and that 231 00:09:23,070 --> 00:09:26,070 push me out. You know, that that challenge me 232 00:09:26,110 --> 00:09:27,310 when I want to hang back, 233 00:09:27,310 --> 00:09:29,150 because they know that they know that much 234 00:09:29,150 --> 00:09:31,990 about me, that I can have a tendency to 235 00:09:32,110 --> 00:09:36,150 defer, um, challenge me and push me forward 236 00:09:36,150 --> 00:09:38,390 and say, you know, this is really your 237 00:09:38,390 --> 00:09:39,790 responsibility. You know, 238 00:09:40,070 --> 00:09:42,390 you should A, B, C, or D. 239 00:09:42,670 --> 00:09:45,470 So yeah, I have lots of examples of that in 240 00:09:45,470 --> 00:09:47,350 my, in my career here. 241 00:09:48,030 --> 00:09:50,390 Carol Cox: And do you have you seen women who, 242 00:09:50,430 --> 00:09:51,790 as they are on your team, 243 00:09:51,790 --> 00:09:54,350 who you have given a push to as well, 244 00:09:54,550 --> 00:09:57,620 like helping them to say speak up or to raise 245 00:09:57,620 --> 00:09:59,500 their hand for a promotion or for a bigger 246 00:09:59,500 --> 00:10:00,140 project. 247 00:10:00,740 --> 00:10:03,700 Mary Beth Plank-Mezo: That's actually my favorite thing to do is 248 00:10:03,700 --> 00:10:07,380 to, you know, my proudest moments here at 249 00:10:07,380 --> 00:10:11,140 Full Sail are seeing those leaders that I've 250 00:10:11,620 --> 00:10:14,060 supervised or mentored flourish. 251 00:10:14,540 --> 00:10:16,340 Um, so yes. And, you know, 252 00:10:16,380 --> 00:10:20,820 they always surprise me and do even more 253 00:10:20,980 --> 00:10:23,300 things and better than I could have ever 254 00:10:23,300 --> 00:10:27,940 done. So. So, I mean, any woman has got to 255 00:10:28,980 --> 00:10:33,380 have people that you are looking toward for 256 00:10:33,380 --> 00:10:36,140 your next career, but also you've got to be 257 00:10:36,140 --> 00:10:38,940 pulling others up and along with you, 258 00:10:39,380 --> 00:10:41,820 um, to advance their journey as well. 259 00:10:42,140 --> 00:10:44,540 Carol Cox: I know from some of our earlier conversations 260 00:10:44,540 --> 00:10:47,020 before today that you have said that one of 261 00:10:47,020 --> 00:10:48,300 the things that you love doing, which you 262 00:10:48,300 --> 00:10:50,900 just mentioned, is seeing the talent or the 263 00:10:50,900 --> 00:10:53,860 skills or the potential in the people around 264 00:10:53,860 --> 00:10:55,720 you, whether it's people in your team or 265 00:10:55,760 --> 00:10:57,480 others at the university. 266 00:10:57,480 --> 00:10:59,760 And so why do you think that light you up so 267 00:10:59,760 --> 00:11:01,120 much? What like why? 268 00:11:01,240 --> 00:11:03,920 Why is like seeing someone's potential. 269 00:11:04,120 --> 00:11:05,480 What does that do for you? And then what does 270 00:11:05,480 --> 00:11:06,200 it do for them? 271 00:11:06,440 --> 00:11:09,160 Mary Beth Plank-Mezo: I think it's more of a gift to me than it is 272 00:11:09,160 --> 00:11:13,280 to them. Just to see potential realized is 273 00:11:13,280 --> 00:11:16,200 what we're talking about, right? And what 274 00:11:16,600 --> 00:11:21,080 better thing could we do than to allow others 275 00:11:21,080 --> 00:11:22,520 to realize their potential? 276 00:11:23,000 --> 00:11:25,800 You know, it's just it's a real gift. 277 00:11:26,520 --> 00:11:28,680 Carol Cox: So it sounds like this idea of realizing your 278 00:11:28,680 --> 00:11:32,280 potential, it comes from self-advocacy. 279 00:11:32,320 --> 00:11:34,560 Like you going to the founder very early on 280 00:11:34,560 --> 00:11:36,320 here at Full Sail and saying, hey, can I work 281 00:11:36,320 --> 00:11:39,120 for you? Or saying, I had this idea for staff 282 00:11:39,120 --> 00:11:40,840 and cultural development as a department, and 283 00:11:40,840 --> 00:11:42,200 I would love to lead it. 284 00:11:42,200 --> 00:11:44,280 So we had the self-advocacy part of it, 285 00:11:44,280 --> 00:11:47,160 but then we have the finding those advocates 286 00:11:47,400 --> 00:11:48,800 out there who will say, 287 00:11:48,840 --> 00:11:50,840 maybe push you a little bit further than you 288 00:11:50,840 --> 00:11:53,160 can push yourself and actually have a third. 289 00:11:53,160 --> 00:11:55,110 So we have one, two, three. The third one is 290 00:11:55,110 --> 00:11:57,630 then, like you said, advocating for others, 291 00:11:57,630 --> 00:11:58,910 whether there are others who you're 292 00:11:58,910 --> 00:12:00,790 supervising or maybe others at your same peer 293 00:12:00,830 --> 00:12:02,310 level, but saying, you know what? 294 00:12:02,350 --> 00:12:04,510 Like maybe that project is a good one that 295 00:12:04,510 --> 00:12:05,590 you should get involved in. 296 00:12:06,150 --> 00:12:07,270 Mary Beth Plank-Mezo: Absolutely. 297 00:12:07,710 --> 00:12:11,990 Always. Um, and thinking about if we are 298 00:12:11,990 --> 00:12:15,830 leading anyone, we are also responsible for 299 00:12:15,830 --> 00:12:16,950 developing them. 300 00:12:17,310 --> 00:12:19,230 So what are those things? 301 00:12:19,430 --> 00:12:21,830 A that can take you can take off your own 302 00:12:21,830 --> 00:12:23,870 plate and give to them. 303 00:12:24,270 --> 00:12:27,470 Um, as a way of growing leaders at full sail 304 00:12:27,510 --> 00:12:29,270 or growing leaders in general. 305 00:12:29,870 --> 00:12:32,030 Carol Cox: And so, Mary Beth, thinking about earlier in 306 00:12:32,030 --> 00:12:34,230 your career, even at at the midpoint of your 307 00:12:34,230 --> 00:12:36,070 career versus now. 308 00:12:36,110 --> 00:12:37,950 How would you describe your communication 309 00:12:37,950 --> 00:12:38,590 style? 310 00:12:38,710 --> 00:12:41,470 Mary Beth Plank-Mezo: Early in my career, I was very formal, 311 00:12:42,030 --> 00:12:43,510 and because I thought, well, that's what 312 00:12:43,510 --> 00:12:44,710 you're supposed to do. 313 00:12:44,750 --> 00:12:47,070 This is a real job. 314 00:12:47,070 --> 00:12:49,590 And so I've got to be very formal. 315 00:12:50,390 --> 00:12:52,470 Um, but I've completely changed. 316 00:12:52,470 --> 00:12:56,140 And I think now as a leader, 317 00:12:56,140 --> 00:12:59,140 I try to be very informal because I want to 318 00:12:59,140 --> 00:13:00,660 try to put people at ease. 319 00:13:01,260 --> 00:13:04,820 You know, people get intimidated by leaders 320 00:13:04,940 --> 00:13:08,620 at times. So I really try to be very informal 321 00:13:09,020 --> 00:13:13,100 in my communication style to actually develop 322 00:13:13,140 --> 00:13:16,620 trust, you know, create vulnerability and 323 00:13:16,620 --> 00:13:19,020 develop trust with with others. 324 00:13:19,620 --> 00:13:21,260 Carol Cox: Had there been any times where you've had 325 00:13:21,260 --> 00:13:23,180 vulnerable moments that you've shared with 326 00:13:23,180 --> 00:13:25,100 others, you don't have to share the exact 327 00:13:25,300 --> 00:13:27,180 what exactly happened. But then what was the 328 00:13:27,180 --> 00:13:28,460 outcome of doing that? 329 00:13:29,620 --> 00:13:31,140 Mary Beth Plank-Mezo: Well, are you talking about maybe a 330 00:13:31,140 --> 00:13:32,660 vulnerability hangover? 331 00:13:33,140 --> 00:13:33,980 Carol Cox: It could be. 332 00:13:34,020 --> 00:13:35,860 Mary Beth Plank-Mezo: Did I say too much? 333 00:13:35,900 --> 00:13:38,060 Did I, you know, because you're showing a 334 00:13:38,060 --> 00:13:40,780 sign of weakness and that's what we think. 335 00:13:41,140 --> 00:13:45,420 But the amazing thing about it is we are 336 00:13:45,420 --> 00:13:46,820 showing others that guess what? 337 00:13:46,860 --> 00:13:48,340 None of us are perfect. 338 00:13:48,420 --> 00:13:50,580 We're all human. We all make mistakes. 339 00:13:50,900 --> 00:13:56,010 So it allows them to show their true self, 340 00:13:56,010 --> 00:13:59,410 their real self, their full self to you, 341 00:13:59,410 --> 00:14:03,930 and you get the best work out of a person if 342 00:14:04,090 --> 00:14:06,090 they're being their honest and authentic 343 00:14:06,090 --> 00:14:06,530 self. 344 00:14:06,930 --> 00:14:09,770 Carol Cox: And have you seen leaders around you do do 345 00:14:09,810 --> 00:14:11,490 just that. And then how did that make you 346 00:14:11,490 --> 00:14:11,970 feel? 347 00:14:13,010 --> 00:14:14,330 Mary Beth Plank-Mezo: Absolutely. 348 00:14:14,490 --> 00:14:19,130 Um, leaders that, um, I see it all the time, 349 00:14:19,410 --> 00:14:21,330 you know, I see it both ways. 350 00:14:21,330 --> 00:14:24,970 I see people who I don't want to say put up a 351 00:14:24,970 --> 00:14:29,650 facade, but only show the strong part of 352 00:14:29,650 --> 00:14:32,410 their selves. And I think that's limiting for 353 00:14:32,410 --> 00:14:34,370 others. And it doesn't give permission, 354 00:14:34,610 --> 00:14:36,890 people, permission to fail. And what it does 355 00:14:37,130 --> 00:14:39,330 is it diminishes. 356 00:14:39,330 --> 00:14:43,370 Innovation is what I've I've seen people are 357 00:14:43,370 --> 00:14:47,090 afraid to to work outside of this one box. 358 00:14:47,530 --> 00:14:50,450 And so, um, it, it just thwarts, 359 00:14:51,450 --> 00:14:54,360 um, Innovation and getting better. 360 00:14:55,040 --> 00:14:57,720 Carol Cox: So and I know a lot of times as, 361 00:14:57,840 --> 00:15:00,440 as women, we feel like we have to show up 362 00:15:00,440 --> 00:15:02,880 perfectly and have all of our ducks in a row 363 00:15:02,880 --> 00:15:04,720 because we don't want to be perceived as 364 00:15:04,720 --> 00:15:07,280 inept or incompetent or weak because we get 365 00:15:07,280 --> 00:15:08,840 these societal messaging, 366 00:15:08,880 --> 00:15:11,120 whether it's consciously or subconsciously. 367 00:15:11,240 --> 00:15:13,200 So I understand why people put on a shield 368 00:15:13,240 --> 00:15:16,320 like like some protective armor for that. 369 00:15:16,320 --> 00:15:18,200 But I love your point about then the people 370 00:15:18,200 --> 00:15:21,880 around them feel like if they're imperfect or 371 00:15:21,880 --> 00:15:24,400 they make a mistake, then maybe something's 372 00:15:24,400 --> 00:15:26,960 going to happen to them that's going to be 373 00:15:26,960 --> 00:15:29,440 negative versus like versus trying things and 374 00:15:29,440 --> 00:15:31,600 maybe taking a calculated risk that could 375 00:15:31,600 --> 00:15:32,840 lead to innovation. 376 00:15:33,280 --> 00:15:35,520 Mary Beth Plank-Mezo: Absolutely. You know, it's so funny that you 377 00:15:35,520 --> 00:15:38,000 bring up putting the pieces of armor. 378 00:15:38,040 --> 00:15:40,760 I literally remember early in my career 379 00:15:40,800 --> 00:15:43,280 thinking, okay, let's put on the suit of 380 00:15:43,280 --> 00:15:45,840 armor and we'll go into work or go into this 381 00:15:45,840 --> 00:15:47,120 presentation. 382 00:15:47,120 --> 00:15:49,400 And I have to show no fear, 383 00:15:49,640 --> 00:15:51,080 no vulnerability. 384 00:15:51,440 --> 00:15:55,550 Um, and now that I'm really long into my 385 00:15:55,550 --> 00:15:56,910 career, I'll say it that way. 386 00:15:57,710 --> 00:16:00,790 Um, I, I, I don't feel the need to do that 387 00:16:00,790 --> 00:16:02,470 anymore. I don't, I don't feel the need to 388 00:16:02,510 --> 00:16:04,390 prove that to anymore. 389 00:16:04,390 --> 00:16:06,390 And I wish I would have learned that earlier 390 00:16:06,390 --> 00:16:07,190 in my career. 391 00:16:07,590 --> 00:16:09,470 Carol Cox: Do you feel like it's because you have more 392 00:16:09,470 --> 00:16:11,590 credibility established now? 393 00:16:11,790 --> 00:16:13,430 So. Because what would you say to maybe 394 00:16:13,430 --> 00:16:16,230 younger women or even mid-career women who 395 00:16:16,830 --> 00:16:17,870 maybe they feel like, okay, well, the 396 00:16:17,870 --> 00:16:19,790 protective armor has served me well. 397 00:16:19,790 --> 00:16:21,430 They're thinking to themselves because they 398 00:16:21,430 --> 00:16:23,870 have gotten to a certain place in their 399 00:16:23,870 --> 00:16:25,790 career, but maybe it's holding them back and 400 00:16:25,790 --> 00:16:27,750 they don't even realize it. 401 00:16:28,390 --> 00:16:31,430 How and when can they know that it's okay to 402 00:16:31,470 --> 00:16:33,750 let some of that armor down or their small 403 00:16:33,750 --> 00:16:35,630 situations? They can do that in or with 404 00:16:35,630 --> 00:16:38,350 certain people who that are around them. 405 00:16:38,750 --> 00:16:40,150 Mary Beth Plank-Mezo: That's a good question. 406 00:16:40,190 --> 00:16:44,070 I do think you should practice just a small 407 00:16:44,070 --> 00:16:46,670 little experiment, I would say to practice, 408 00:16:46,670 --> 00:16:49,510 but it also depends on the environment within 409 00:16:49,670 --> 00:16:53,260 that you're in. If there is an environment 410 00:16:53,260 --> 00:16:58,740 where you're not encouraged to take risks. 411 00:16:59,060 --> 00:17:00,940 You know, maybe that's something and some 412 00:17:00,940 --> 00:17:03,820 people thrive in that environment. 413 00:17:04,540 --> 00:17:06,500 But if you're one who really wants to grow 414 00:17:06,500 --> 00:17:09,220 and spends a lifetime learning and growing, 415 00:17:10,140 --> 00:17:13,980 I would recommend trying it on for size. 416 00:17:13,980 --> 00:17:17,540 And even if your leader is not vulnerable, 417 00:17:17,740 --> 00:17:18,860 what would happen? 418 00:17:18,860 --> 00:17:20,660 What would be the worst thing that happens if 419 00:17:20,700 --> 00:17:22,100 you are vulnerable? 420 00:17:22,140 --> 00:17:24,220 That's called leading upward and so maybe 421 00:17:24,220 --> 00:17:25,500 they can learn from you. 422 00:17:25,660 --> 00:17:27,340 Carol Cox: Oh, that's a great example of role modeling. 423 00:17:27,380 --> 00:17:28,980 Yeah. Role modeling goes all the way around. 424 00:17:29,020 --> 00:17:29,700 Mary Beth Plank-Mezo: Absolutely. 425 00:17:29,740 --> 00:17:32,020 Carol Cox: I do feel like vulnerability is contagious. 426 00:17:32,220 --> 00:17:34,580 And contagious is the best kind of way. 427 00:17:34,580 --> 00:17:36,420 When one person does it, it opens up other 428 00:17:36,420 --> 00:17:37,700 people to do it as well. 429 00:17:37,940 --> 00:17:39,780 Mary Beth Plank-Mezo: Yeah. And I would say strategic 430 00:17:39,780 --> 00:17:41,300 vulnerability. We're not we don't want to be 431 00:17:41,300 --> 00:17:45,660 too vulnerable and put every card out for 432 00:17:45,660 --> 00:17:48,380 others. But just do a test if you're if 433 00:17:48,380 --> 00:17:49,700 you're early in your career. 434 00:17:50,260 --> 00:17:52,050 Carol Cox: I love that. That's a great that's a great 435 00:17:52,050 --> 00:17:53,650 challenge to the audience to think about 436 00:17:53,650 --> 00:17:55,330 maybe something they can do next. I know, 437 00:17:55,330 --> 00:17:57,050 Mary Beth, you've been here at Full Sail for 438 00:17:57,050 --> 00:17:59,770 36 years. I've been here for 16 years. 439 00:17:59,770 --> 00:18:02,010 I know so many people that we know have been 440 00:18:02,010 --> 00:18:04,450 here for ten, 15, 20, 25, 441 00:18:04,490 --> 00:18:07,130 30, 35, 40 years and up. 442 00:18:07,170 --> 00:18:10,610 Why do you think so many of us stay here at 443 00:18:10,610 --> 00:18:12,210 Full Sail for so long? 444 00:18:12,450 --> 00:18:14,290 Mary Beth Plank-Mezo: Our culture, I would say, 445 00:18:14,490 --> 00:18:17,370 um, and of course, our founder and our 446 00:18:17,370 --> 00:18:18,930 president, Gary Jones, 447 00:18:19,170 --> 00:18:21,850 really modeled that way for us. 448 00:18:21,850 --> 00:18:24,690 But it also we spend all our lives, 449 00:18:25,130 --> 00:18:31,010 um, mentoring students to have a career in 450 00:18:31,010 --> 00:18:34,730 the industry. So that in and of itself is so 451 00:18:34,730 --> 00:18:36,770 rewarding. And I think all of us want to be 452 00:18:36,770 --> 00:18:38,090 around that energy, right? 453 00:18:38,130 --> 00:18:41,370 We want to we love to help others innately. 454 00:18:41,370 --> 00:18:43,810 And so I think Full Sail really draws that 455 00:18:43,810 --> 00:18:45,530 out in, in people. 456 00:18:45,530 --> 00:18:47,890 We we try to bring out the best in others. 457 00:18:48,210 --> 00:18:50,450 Carol Cox: Yes. And, and I do get the energy from the 458 00:18:50,560 --> 00:18:52,280 students. And I see because they're excited 459 00:18:52,280 --> 00:18:54,680 about their careers or whether it's working 460 00:18:54,680 --> 00:18:57,920 in film or music or business or marketing or 461 00:18:58,320 --> 00:19:00,480 I know we have lots of other programs that we 462 00:19:00,480 --> 00:19:02,880 have started, even since the core ones came 463 00:19:02,880 --> 00:19:06,280 about, and I love seeing them get involved in 464 00:19:06,280 --> 00:19:08,440 projects to where there's projects on campus 465 00:19:08,440 --> 00:19:10,960 or like we do our digital marketing degree 466 00:19:10,960 --> 00:19:12,520 programs here at Full Sail. 467 00:19:12,560 --> 00:19:14,960 We do an AI marketing summit that's online 468 00:19:14,960 --> 00:19:16,480 because most of our students are online, so 469 00:19:16,480 --> 00:19:18,480 they can come and join us from everywhere. 470 00:19:18,520 --> 00:19:20,200 And so we're helping them to understand the 471 00:19:20,240 --> 00:19:22,640 ins and outs of artificial intelligence and 472 00:19:22,680 --> 00:19:25,360 all the possibilities that it has for their 473 00:19:25,360 --> 00:19:27,280 careers. So I really love to see all these 474 00:19:27,280 --> 00:19:28,680 things that students are getting excited 475 00:19:28,680 --> 00:19:30,480 about, because then it gets us excited. 476 00:19:30,480 --> 00:19:33,120 It also pushes us to stay at that leading 477 00:19:33,120 --> 00:19:35,440 edge of where innovation is going, 478 00:19:35,480 --> 00:19:37,840 whether it's technology in a certain industry 479 00:19:37,960 --> 00:19:40,400 or trends, because we have to keep up with 480 00:19:40,400 --> 00:19:41,960 what the students are going to be learning. 481 00:19:41,960 --> 00:19:43,160 Mary Beth Plank-Mezo: And that's another reason, 482 00:19:43,160 --> 00:19:46,120 right? I mean, so maybe people remain here 483 00:19:46,120 --> 00:19:47,560 because they're so inspired, 484 00:19:47,560 --> 00:19:49,800 because they're always learning and growing. 485 00:19:49,990 --> 00:19:52,390 And who doesn't want to be on the leading 486 00:19:52,390 --> 00:19:55,230 edge of technology innovation? 487 00:19:55,230 --> 00:19:56,750 So that's a really good point, Carol. 488 00:19:57,190 --> 00:19:58,870 Carol Cox: So what is next for you, Mary Beth? 489 00:19:59,230 --> 00:20:00,950 Mary Beth Plank-Mezo: Well, that's a good question. 490 00:20:01,110 --> 00:20:03,950 Um, you know, at this point in my career, 491 00:20:04,550 --> 00:20:08,870 my goal and my passion is to mentor and coach 492 00:20:08,910 --> 00:20:12,590 others. Um, I want to look and see who are 493 00:20:12,590 --> 00:20:15,150 the next leaders at Full Sail University. 494 00:20:15,550 --> 00:20:18,390 Um, and so that's what I'm putting my time in 495 00:20:18,750 --> 00:20:21,750 to do. Um, so that when I do step away, 496 00:20:22,670 --> 00:20:25,150 we'll have plenty of, um, 497 00:20:25,270 --> 00:20:28,150 successors that are able and ready and 498 00:20:28,150 --> 00:20:32,590 willing to start where I left off and make it 499 00:20:32,590 --> 00:20:33,750 everything even better. 500 00:20:34,550 --> 00:20:36,390 Carol Cox: Well, Mary Beth, thank you so much for your 501 00:20:36,390 --> 00:20:37,910 leadership here at Full Sail. 502 00:20:37,910 --> 00:20:39,870 I know I have learned so much from you. 503 00:20:39,870 --> 00:20:41,790 I feel like you are a mentor and advocate for 504 00:20:41,790 --> 00:20:43,670 me and have been for a long time. 505 00:20:43,670 --> 00:20:45,550 So thank you so much for taking the time to 506 00:20:45,590 --> 00:20:47,270 come on to speak in your brand today. 507 00:20:47,870 --> 00:20:49,230 Mary Beth Plank-Mezo: Well, thank you so much. 508 00:20:49,230 --> 00:20:51,620 I'm honored, and I'm just so proud of what 509 00:20:51,620 --> 00:20:54,980 you've done in your career here at Full Sail. 510 00:20:55,380 --> 00:20:58,060 Um, so congratulations to you. 511 00:20:58,180 --> 00:21:00,660 Carol Cox: Thank you so much. And for all of you out 512 00:21:00,660 --> 00:21:02,860 there. So think about what we talked about 513 00:21:02,860 --> 00:21:05,300 here today. What are ways that you can 514 00:21:05,300 --> 00:21:06,620 advocate for yourself? 515 00:21:06,660 --> 00:21:08,700 Is there a position that you're looking at in 516 00:21:08,700 --> 00:21:10,540 your organization? Is there a speaking 517 00:21:10,540 --> 00:21:12,700 opportunity that you have your eyes on? 518 00:21:12,740 --> 00:21:15,020 Maybe there's a board that you would like to 519 00:21:15,060 --> 00:21:16,220 be a member of. 520 00:21:16,420 --> 00:21:18,220 Start advocating for yourself. 521 00:21:18,380 --> 00:21:21,180 The second thing is also to find those 522 00:21:21,220 --> 00:21:24,420 advocates for you who can help to champion 523 00:21:24,420 --> 00:21:26,260 you on your behalf for some of those things 524 00:21:26,260 --> 00:21:27,420 that you're looking to do. 525 00:21:27,700 --> 00:21:30,380 And the third thing is to be advocates for 526 00:21:30,380 --> 00:21:33,140 others. Find either those who are a few steps 527 00:21:33,140 --> 00:21:35,580 behind you, or even peers at your same level, 528 00:21:35,580 --> 00:21:38,020 and champion them and advocate for them. 529 00:21:38,060 --> 00:21:40,300 It's when we do all of these things that we 530 00:21:40,300 --> 00:21:42,140 make all of our dreams come true. 531 00:21:42,500 --> 00:21:44,540 Until next time, thanks for watching.