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Okay, so we'll be starting in 3, 2, 1.
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Hello, and welcome back to another inspiring episode of the Achieving.
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Unity success formula. It's our weekly podcast where we turn chaos.
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Interconnection. We turn purpose. Into action. It's just so beneficial.
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If we can take that chaos, put it into connecting with what we can do with it.
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But purpose into action to make it worthwhile. I am your host, Mark Intrican, and today is another episode.
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About the Achieving Unity Success formula. Making life better by encouraging.
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Inspiring, and including others. Today's guest is Jamie Martin.
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A dynamic force in the world of women's leadership and empowerment in STEM.
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S-t-e-m. Jamie's mission is to help senior-level women in STEM, which stands for science.
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Technology, engineering, and mathematics. Step boldly into their authority.
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Command in the respect that they have earned. And receive the influence.
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The recognition and compensation they truly deserve without burning out in the process.
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Her distinctive coaching style. Blends practical strategies with empathy.
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And intuition, and enabling her clients to shed self-doubt. Refine their executive presence and lead with clarity.
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And confidence. Jamie is widely respected for her skill. And reframing those other perspectives, and inspiring women, especially.
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To break through barriers, seize their power, and claim their seat.
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On and at the table. But first, before we engage in this insightful discussion.
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Let me quickly introduce my company. Reality-focused dynamics.
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Where this all began. As you see on the first screen, it's my gift to you.
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It is the Achieving Unity Guide. It's all about what achieving unity stands for.
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And sometimes we get into… The anger.
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Or sometimes frustration, or there's hate, or disconnection, and sometimes prejudice or prejudgment.
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In the guide, I talk about those things. So please, go out, get a copy of it.
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Read through it. Let me know what you think. The QR code on the left.
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Is a Unity Guide, take a look at it and view it.
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The QR code on the right is our Achieving Unity blog.
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Which has all the articles I write for our newsletter. I would love your feedback.
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Achieving Unity Success Formula Weekly Podcast at number 48. I'm so glad of you to come back to continue to.
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Watch our video, it is out about 3 days after the podcast is over, so please go watch it.
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Send it to others. Make sure and… share it with everyone you can.
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We are every Wednesday, 1 p.m. Pacific Time. 4 p.m. Eastern Time, and we'd love for you to be here. Put it on your calendar.
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Please come back. Give us feedback. And, during the podcast.
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If you have questions, put them in the chat. As soon as we can, Renee, the one of our works assistant that runs this process in the background.
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We'll be able to bring your question forward, and we can even talk about it online.
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Success Focus Solutions. Come from reality-focused dynamics. As you see on the logo, on the slide.
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It truly represents the heart of what we do. Notice how focused sits right at the center?
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That's because everything that we explore. Reality, focused dynamics.
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To success-focused solution. Revolves around clear, intentional direction.
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In fact, the idea of focus is so central to us, it's even built right into our business.
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Phone number, 303-362-8733. Spells 303 focused on your phone pad.
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We believe that by being truly focused. Focused on what matters.
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We can create meaningful change, short-term. And meaningful improvement long-term.
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We can achieve that lasting unity that we all. Need, believe in, and deserve.
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We have proven compassionate strategies that turn conflict. Into lasting harmony.
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We do this at home, at work. And in every relationship that matters, including your community.
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Are you ever frustrated? Does a tension or argument sometimes get you down?
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Our 7-step roadmap gives you the tools to move from conflict.
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To collaboration, quickly. And confidently.
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Are you ever craving support? Stronger trust?
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Maybe some connection? Discover communication tactics that build respect.
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Repair relationships and unify teams and families alike. Personally and professionally.
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We can transform that conflict into connection. Together, achieving unity.
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Unity inspires homes. It inspires and shapes society.
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It inspires and transforms workplaces. We help you.
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Turn that frustration into understanding. Have you ever been in a situation, somebody says, what the.
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Frustration. Okay, they may not have said frustration. But the point's the same. Find value in our actions.
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Instead of reacting. In anger, or through that frustration.
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What we do in the success formula is we show how anger.
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Holds no value. Anger is just actions, not gaining effective results.
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A-n-g-e-r. Actions not gaming, effective results. Life happens. It does.
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Happens in relationships, from personal to professional. From parenting time, to partnerships, in the boardroom, in the bedroom, in every room in between.
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We show you how to embrace those challenges. And encourage a more inspired and inclusive.
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Future. Learn more about EII when you read through my newsletters. We talk about it often.
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One value, one vision. One goal, achieving unity in every area of life.
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What's our call to action? Well, let's ditch the drama. Let's get this stuff done. We can do that.
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Have several articles on that, but getting things done. We'll show you how to turn your life.
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And what may seem like a dumpster fire. To a well-oiled machine.
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Achieving unity. The path to stronger relationships.
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Inspired leadership and lasting change. Coaching, consulting, courses, and keynote speeches.
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Help us all grow. Invite me in, let me help you.
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Organization, association, university. Contact us today. Reach me at realityfocused dynamics.com.
00:08:05.000 --> 00:08:13.000
Or again, call me, 303… 362-8733. 303-focused.
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Looking forward to hearing from you.
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Our next… what's it, the next five podcasts. Again, we are every week. Come join us every Wednesday.
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We are in the mother's. Moms and parenting, all of August.
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So next week, we have Julie Litham-Hames, Lithcott Hames. She's gonna talk about how to raise an adult.
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How many troubles do we have with children today? It's a challenge. Come back and listen to Julie, next week.
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Let's learn more about the process. Next, week after that, on August 27th.
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Martha Beerie can come back and say, yes. You can raise happy.
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Responsible children. How many times a day does that not seem possible?
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Happy and responsible. Come back, listen to us on the 27th. We can talk more.
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Then the 1st of September, September 3rd, Sue Papp is going to come back and talk to us about.
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New beginning. Where are you right now? Do you want that new beginning?
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Come back to us, first Wednesday in September. Let's learn more.
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Then Scott Schilling. Creating authentic relationships that matter.
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So many times, there's relationships out there that can mean so much more.
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Do we know how to do that? Are we doing it as well as we could?
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Come back. Listen to Scott. Let's talk about that a little bit more.
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And then, the middle of September, on September 17th. Marilyn Johnson, Johnson is gonna come talk to us about self-publishing.
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How many of you would like to write a book? I'm in the process of it. I'm going to talk to Marla.
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This is going to be interesting. Self-publishing is as easy as 1, 2, 3.
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For anyone at any. Age. What about your life?
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Your family life, your career. What would a book do to help yourself?
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And help others. Come listen to us. Hope to see you back each week.
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But now, the special day, the star of the show today, so excited, we talked for a while, we go away, we come back and get together again.
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Jimmy Martin is awesome. I've talked to her many times. She has gone from tech.
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Two transformation. Leaving, again, with purpose.
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And leaving with power, and as we talk about, anytime there's that prejudice or prejudgment.
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She helps us get beyond that. Jamie is an award-winning executive coach.
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International speaker, and former tech leader with over 17 years at Google.
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Double-click, and in the MarkTech space. After years of navigating from high-pressure, male-dominated environments.
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Julie saw the toll it took on confidence. And well-being.
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And chose to lead a different way. For her to write a different story.
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Today, she empowers senior women to STEM. In science, mathematics, engineering.
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You know, should I say the last one. Uh, science, mathematics… Manufacturing, math, in math. Thank you, Julie, Jimmy, appreciate that.
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Using manufacturing. And math. I mean, kind of flip the two together.
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It works because all comes out, because she empowers us, and even helps me in the process.
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And clarity. Claim their influence, and lead boldly. Without burning out. How many times do we burn out?
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Too many of us, too often. With deep empathy and practical strategy, Jamie helped women shift.
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From self-doubt. Insecurity to executive presence.
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And changes the system. Instead… Because we need to change ourselves.
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First. So please help me welcome Ms. Jamie Martin. Jamie, it's so great to have you here.
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Thank you. It's so great to be here, Mark. We talked… I mean, we said this at the beginning, we talked…
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Feels like ages ago, and this has been on the calendar for that long.
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And I woke up this morning, I'm like, oh, we're doing this today!
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Yes.
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It's amazing, it's here! So, I'm excited to be here.
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It is, and I'm so glad. It's exciting to talk to you in the times that we have talked.
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You've impressed me so much. And could you just take a minute?
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And tell us a little bit about yourself. And when stepping into STEM.
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What started you on this endeavor, this journey?
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Oh my goodness, um, I usually start it… start the story in a… in a different place than I'm gonna start it today.
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Um, I loved chemistry. In high school. I loved chemistry in high school, and…
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Did you blow anything up?
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No, I didn't blow anything up. You know, I didn't. I should have.
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But I'm… I… until more recently, I mean, I'm still… I'm chill… I've got children, so if you hear pounding upstairs, it's the children.
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Um, and… I've gotten more into being like, oh, I can take some risks, I can take risks in my life.
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But when it comes to the kids, I'm like, uh… So, maybe I'll blow something up with them.
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When they're a little. It could be fun. Could be fun, yeah.
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That could be fun.
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I'll have to think about that. Um, you know, a little baking soda.
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And how old are your kids? Have you started them into any kind of chemistry type?
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I mean, the eldest is 5. And the other one's one. So, there are a.
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Okay, maybe you're… ugh.
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A little small. We've done the, like. Um, baking soda, and vinegar.
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Mess a couple of times. Yeah, the phone.
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Watch those phones, and… I started college in chemical engineering.
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Oh, so did I. Yeah, my favorite class was organic chemistry.
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Excellent. I'm like you, I love chemistry, I love what we can do.
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Yeah, um, I learned really quickly, though, that. Chemical engineers typically.
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Live in… in Nowhereville. Because manufacturing plants are in Nowhereville.
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And I didn't want to do that. I wanted to be with people.
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No reveal.
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So, I ended up moving into industrial and operations engineering, because there was a huge… there's a huge element of human factors.
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So one of the things that has always been part of my career and journey.
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Is thinking about how. We as humans are here, but we're interacting with the technology. We're interacting with our space.
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Um, and industrial operations engineering. At Michigan had a huge emphasis around human factors.
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And we did a lot of ergonomic work. And so that got me really interested in.
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How people interact with technology, and how we… need to create spaces.
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That ensure that. People are the most effective. They're… comfortable doing what they're doing, and…
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Meeting them where they are. That ultimately led to my product management career.
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So, spent a long time in product management, asking a lot of questions about.
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So, what do our users really need? Versus what press release would you like to have today?
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Um, that was… that was… I said that yesterday to some women in my networking group.
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And I was like, you know, for me, I had to get out of that zone because.
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I need… I needed to be where. We're moving the needle.
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To not just meet. The press release not meet the dollars, but actually meet the people on the other side of it.
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Wow, that's beautiful.
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And so, thank you. So that's… a lot of what I'm doing with the women I work with, because they're all passionate about doing that too.
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They're all looking at saying. Wait a second, we're missing the human component.
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Especially in this age of AI, where it's just… Run.
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And there's a place where we have to. Step back as leaders and say.
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Whew, where are we running to? And to what end? And so, I'm creating a space for women.
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To be able to have that voice and do that challenging.
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It kind of took us on a long-winded journey into… to… the question. Who am I?
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Where did I come from?
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Well, I like that, because… Back in my day, I guess, as I sometimes will say.
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There were very few women in science, technology, engineering, and mathematics, or manufacturing.
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That was mostly, as you mentioned. In a male-dominated.
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Everything was male-dominated at the time when I started college. And I prefer having.
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A mix of… the men and the women, the mothers and farmers and fathers, the male and the female.
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And it wasn't there. But now, we have such a…
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Combination. And with people like you. Helping us all.
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Come together just because it is… STEM-related, because it's not…
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Just home-related, we all can do it, and there are some very.
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Very intelligent women out there. That… or give me your feedback that I think have been held back in some ways.
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Because of that prejudgment. Or that prejudice. What do you think?
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Oh, 100%. There are. It's multi-leveled, right? So, the way I start this kind of conversation is when you look at when women.
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Started getting into the workforce. The only role models we had.
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Were typically men. And so, women took on… I mean, think about it. Back in the 80s, when women really flooded the workplace.
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Power suits with bold shoulders, because. They needed to create.
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The same presence. Not intentionally was that happening, but it was…
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An effect of saying, we… this is who we look to.
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This is the only example of a leader we have is the masculine man.
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Who's showing up, and now we're in a place where, as a result, when women start to break down.
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Certain, um… stereotypes, it becomes a clash.
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And so, we do have a bias towards a specific. Type of masculine leadership. And I'm… I'm being very…
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Clear, uh, being specific on this, because. There are men out there who are incredible leaders that.
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Everybody should role model. But that power-driven… and…
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And there's also women, right?
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And there are women, too, yeah. But women are fewer and far… between to see their leadership, right? Because…
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If you look at it, I think it's like… there's only 50 C… like, I don't know the exact stat, but there are very limited number of executive women out there.
00:19:59.000 --> 00:20:00.000
But why is that? Go ahead, I'm sorry. You're about to answer it.
00:20:00.000 --> 00:20:03.000
And even more limited at the CEO level. And so… Yeah, no, well…
00:20:03.000 --> 00:20:11.000
Um, so that actually makes it even harder to have a role model, because those women are.
00:20:11.000 --> 00:20:19.000
Have been breaking through things. And they're trying to figure out, you know, we've spent the last, I would say, 10 years just trying to figure out what does leadership.
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Actually look like? In my individual space. And that we is both women and men.
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Right? Everybody's kind of looking at this and going, ooh, that… that way of leading back in… the 80s, 70s, 60s, we… that doesn't feel good to us anymore.
00:20:37.000 --> 00:20:42.000
How should we change? Um, those are the intentional leaders. Some leaders are not doing that.
00:20:42.000 --> 00:20:50.000
Again, I'm… I'm gonna… there's… there's a line here. But… We're still figuring it out.
00:20:50.000 --> 00:20:54.000
And so that's a lot of what I support my clients on, is understanding.
00:20:54.000 --> 00:21:00.000
How do you stay authentic to who you are, aligned with your value statements, and.
00:21:00.000 --> 00:21:07.000
Still succeed as a leader, right? And be seen as a leader in a way that.
00:21:07.000 --> 00:21:13.000
Has people kind of ignoring that you're a… a woman, in essence.
00:21:13.000 --> 00:21:16.000
But that's one of the things, and I like what you're saying.
00:21:16.000 --> 00:21:25.000
Jimmy, and you're saying so much, and it's so valid. But there's nothing wrong with being…
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And we can all make different terms, and we all have definitions of the different terms.
00:21:29.000 --> 00:21:35.000
But there's nothing wrong with being strong. No matter what your gender might be.
00:21:35.000 --> 00:21:43.000
Being strong and knowledgeable. And being a leader… can't be determined.
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By someone's gender. It's got to be determined by what they can do.
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How they use their mind, because as I teach over and over again.
00:21:54.000 --> 00:22:00.000
We all… there's only 4 blood types in this world. Type A, type B, type A, B, and type O.
00:22:00.000 --> 00:22:05.000
Male, female, doesn't matter where you're from, if you're from Scandinavia, if you're from Russia.
00:22:05.000 --> 00:22:06.000
I do think that they might have found another one, though.
00:22:06.000 --> 00:22:09.000
Antarctica? Oh? Share with me.
00:22:09.000 --> 00:22:15.000
I think so. I don't… I don't totally remember, but I feel like I saw something that they found a new one.
00:22:15.000 --> 00:22:24.000
A very rare blood type. But I digress. Um… I agree. I agree that it should not matter.
00:22:24.000 --> 00:22:30.000
But there's keywords should not matter. Because there is this phenomenon that occurs.
00:22:30.000 --> 00:22:35.000
And it's… it's been studied. It has actually been studied where.
00:22:35.000 --> 00:22:39.000
A woman and a man can walk into the same room.
00:22:39.000 --> 00:22:45.000
Say the exact same thing with the same tone. The woman is labeled aggressive.
00:22:45.000 --> 00:22:46.000
The man is labeled the leader.
00:22:46.000 --> 00:22:52.000
Exactly. That's been, like you're saying, that has been in so many studies.
00:22:52.000 --> 00:22:53.000
So many stuff.
00:22:53.000 --> 00:22:59.000
And that's why I keep preaching on the fact. And I'm gonna be… I'm gonna hold you up to that to find this other blood type that you're coming up… coming up with.
00:22:59.000 --> 00:23:00.000
Yeah, I… I could be wrong, it could be wrong. But if I find it, I'm sending you the link.
00:23:00.000 --> 00:23:06.000
I'd like to see that.
00:23:06.000 --> 00:23:12.000
Please do, please do, because that's the thing. Mind and our brains are based on our culture.
00:23:12.000 --> 00:23:18.000
We think of people, and again, I'm working with building a hotel in Rwanda, Africa, to help the people there.
00:23:18.000 --> 00:23:28.000
Who are very intelligent, but they need that opportunity. We're feeding, clothing, educating them, but not just educating, but getting them jobs.
00:23:28.000 --> 00:23:31.000
Because there's a lot of intelligent people out there that are educated.
00:23:31.000 --> 00:23:36.000
That aren't working. And that's what we need to focus. We need to get the people.
00:23:36.000 --> 00:23:44.000
That want to do the work. Doing the work. And there's too many people out there. Men, women.
00:23:44.000 --> 00:23:48.000
Mothers, fathers, male, female. Just people around the world.
00:23:48.000 --> 00:23:54.000
Those same four, or more. Blood types that we can… that we can utilize.
00:23:54.000 --> 00:24:01.000
And for anyone to be held back. Because of any.
00:24:01.000 --> 00:24:08.000
Prejudgment by someone else. Is wrong. That's what we need to find the…
00:24:08.000 --> 00:24:14.000
The benefit to each and every one of us. Have that ability.
00:24:14.000 --> 00:24:23.000
And we need to promote each other. In spite of any other prejudice or learning we may have, if we can do it.
00:24:23.000 --> 00:24:28.000
Let us do it. And like you're doing with a scent the stem.
00:24:28.000 --> 00:24:34.000
Science and technology, engineering, mathematics, or manufacturing. Get that out there to everyone.
00:24:34.000 --> 00:24:38.000
And help the women who have been a little bit insecure in the past.
00:24:38.000 --> 00:24:44.000
Because of some of our culture and our learnings. To be able to, what you're saying, take that step forward.
00:24:44.000 --> 00:24:49.000
Which is what I want to help also. How can we work together?
00:24:49.000 --> 00:24:52.000
So, one of the ways I look at it is that.
00:24:52.000 --> 00:25:00.000
Every time one of us steps forward. We are actually moving the rest of us forward.
00:25:00.000 --> 00:25:08.000
Alright, so… I… I told this story before I, in my last corporate job.
00:25:08.000 --> 00:25:18.000
My… the new CEO had hired me before he became CEO, and at one point we were in a meeting, and I looked at him, I said.
00:25:18.000 --> 00:25:28.000
I know you don't like what I'm saying, but you hired me for my voice, and you've known my voice for almost 15… for over 15 years. And by the way, you know my sister, too, so you worked with her.
00:25:28.000 --> 00:25:35.000
We are very similar people. We don't… we don't parse our words. We do not swallow our words.
00:25:35.000 --> 00:25:39.000
Um, so you hired me, you knew you would disagree with me at times.
00:25:39.000 --> 00:25:51.000
And by having that, just simply that one conversation. I… I challenged, and now as I'm repeating it, I'm challenging that status of, like.
00:25:51.000 --> 00:25:58.000
We all need to quiet down when somebody doesn't appreciate or like a differencing opinion.
00:25:58.000 --> 00:26:05.000
Or, you know, so that's how we start to raise boats, is by individually.
00:26:05.000 --> 00:26:16.000
Doing it, but then coming in in community. Finding other people within a community that support each other.
00:26:16.000 --> 00:26:22.000
Either within the organization we're in, where we're saying, you know what, we've got to start breaking up the systems.
00:26:22.000 --> 00:26:26.000
Or, within the industry we're in, or even simply at home.
00:26:26.000 --> 00:26:35.000
Community is one of the most valuable and under. Resourced, utilized.
00:26:35.000 --> 00:26:42.000
Things we can do. That's why when you look at, um… I don't know if you… have you heard of the third spaces?
00:26:42.000 --> 00:26:44.000
Concept? It's… it's…
00:26:44.000 --> 00:26:48.000
It sounds familiar, but I don't recognize it.
00:26:48.000 --> 00:26:52.000
Um, an urban planning. Kind of concept, where.
00:26:52.000 --> 00:27:03.000
Third… third spaces are where people come together. And in that space is where we start to create community, where we start to create connection.
00:27:03.000 --> 00:27:10.000
Over the last, uh, 20 years or so. Third spaces have actually eroded.
00:27:10.000 --> 00:27:15.000
Partially because of things like technology. You can't see my phone.
00:27:15.000 --> 00:27:23.000
Partially because of things like technology. We use this instead of going to the mall and hanging out with our friends.
00:27:23.000 --> 00:27:24.000
Yep.
00:27:24.000 --> 00:27:32.000
Right? Those third spaces are actually. Critical for us to change the system and raise everybody up.
00:27:32.000 --> 00:27:36.000
Because it brings people who naturally do not necessarily come together on their own.
00:27:36.000 --> 00:27:40.000
Together in the same space. Now, the community. I mean, that's…
00:27:40.000 --> 00:27:44.000
That makes sense.
00:27:44.000 --> 00:27:46.000
That's how we start to shift things.
00:27:46.000 --> 00:27:54.000
And that's where we work from, again, the family. To the community, to the relationships.
00:27:54.000 --> 00:28:03.000
We need to open up more of that communication. Because we have so much communication now from, as you're mentioning, the phones, I'm…
00:28:03.000 --> 00:28:07.000
A lot of us that have two phones that we work with, and we have our laptops.
00:28:07.000 --> 00:28:11.000
Communication is… everywhere.
00:28:11.000 --> 00:28:16.000
So it's not… is it not the communication that is not the problem?
00:28:16.000 --> 00:28:20.000
But back to our comfort level. I think some of the things you mentioned about.
00:28:20.000 --> 00:28:27.000
Women being comfortable in science, in STEM. And not being…
00:28:27.000 --> 00:28:36.000
Insecure, but for all of us, in that third space. It'll come together is what I'm…
00:28:36.000 --> 00:28:42.000
Speak on as much as I can. That we need to realize that we are all the same.
00:28:42.000 --> 00:28:47.000
And anybody that you see on the street in that third space, out in your community.
00:28:47.000 --> 00:28:52.000
Is probably thinking many of the same things that you're thinking.
00:28:52.000 --> 00:28:57.000
Based on our culture. Based on our education, based on our learning.
00:28:57.000 --> 00:29:02.000
That third space can come together. Much stronger that way, can't it?
00:29:02.000 --> 00:29:09.000
Oh, for sure. For sure. When we start to… realize that…
00:29:09.000 --> 00:29:21.000
That we're not as different as we think we are. It's… you know, it's funny, I always had that same thought when I was in corporate America, and I'd have clients who'd be like, you don't understand, Jamie.
00:29:21.000 --> 00:29:26.000
We are a unique client. And then they would proceed to tell me the exact same thing.
00:29:26.000 --> 00:29:32.000
That I just had another client tell me. 10 minutes ago, and I was like, oh yeah, you're really unique.
00:29:32.000 --> 00:29:39.000
You know, but by the way, we built that out of the box, because so many people are so unique.
00:29:39.000 --> 00:29:46.000
But it's… it's just to say that. Yes, we have uniquenesses about us, but our experiences.
00:29:46.000 --> 00:29:52.000
There's a fundamentalness to them. Right? Experience as a parent.
00:29:52.000 --> 00:30:01.000
You know, especially today as a parent, it's… It's lonelier than it's ever been for parents. It's…
00:30:01.000 --> 00:30:08.000
Complicated. My mom keeps being like, why do you… Why do all of you parents, young parents, go and seek professional.
00:30:08.000 --> 00:30:15.000
Support for your children. And I've been reflecting on that, and I was like, we don't have community.
00:30:15.000 --> 00:30:19.000
We don't have the community, and we don't have the community who.
00:30:19.000 --> 00:30:28.000
Understands some of the complexity. That has now arrived in our… in our world.
00:30:28.000 --> 00:30:35.000
Navigating things like social media for our children, or navigating, um.
00:30:35.000 --> 00:30:46.000
These challenges of… of COVID, even, which I've learned how to… has now started… they're gonna start to show up, studies that.
00:30:46.000 --> 00:30:52.000
Child… children… in the early phase, like, my son, 5-year-old.
00:30:52.000 --> 00:30:56.000
Their 5-year-olds now, are going to be diagnosed more and more with.
00:30:56.000 --> 00:31:04.000
Heightened anxiety, because they absorbed their parents' anxiety. At their most vulnerable.
00:31:04.000 --> 00:31:09.000
Place. And so… Go ahead.
00:31:09.000 --> 00:31:12.000
Thank you, because I don't mean to interrupt you, but I want to touch on that a second.
00:31:12.000 --> 00:31:18.000
Because that's what I work with, with culture and learning. As I think I just heard.
00:31:18.000 --> 00:31:25.000
We pick up from each other. And as I talk about culture and our learning and our education.
00:31:25.000 --> 00:31:29.000
It starts at home. And what we have in the home.
00:31:29.000 --> 00:31:35.000
That first year, second year, years 3 through 5. 6, and I'm going to school.
00:31:35.000 --> 00:31:41.000
We learn our surroundings. We learn our environment.
00:31:41.000 --> 00:31:45.000
I see where that study is going. Because we are picking up.
00:31:45.000 --> 00:31:52.000
Our past, and carrying it forward. And maybe…
00:31:52.000 --> 00:31:58.000
Not thinking about it first, of how we can. Improve from where we were?
00:31:58.000 --> 00:32:04.000
But we just… I'll look forward. What do you think?
00:32:04.000 --> 00:32:15.000
It's a little bit of pulling it forward. I would say now, if we're taking the angle of parents and looking at how they're raising children, I'm going to take it two different angles.
00:32:15.000 --> 00:32:16.000
Please.
00:32:16.000 --> 00:32:26.000
Um, parents right now… and I'm not a parenting expert, I'm just coming from my own experience, as well as the… Um, experts I've talked to.
00:32:26.000 --> 00:32:40.000
In my life, as well as the learning I've gained. But parents today have so many… options of… and disagreement around how you raise a child.
00:32:40.000 --> 00:32:46.000
I mean, and it's, to your point earlier, it's like. We're breaking apart.
00:32:46.000 --> 00:32:50.000
Each other into boxes. You're right… you're right.
00:32:50.000 --> 00:32:56.000
But we're both wrong, right? And so if I'm on this camp, then everybody over here is wrong.
00:32:56.000 --> 00:32:59.000
And if you're in this camp, everybody over here is wrong.
00:32:59.000 --> 00:33:04.000
And instead of creating community. Where we hold each other.
00:33:04.000 --> 00:33:12.000
We're pulling ourselves apart. And every decision a parent's making now, they go through a thousand evolutions of.
00:33:12.000 --> 00:33:23.000
Am I destroying my child? Am I destroying them? Are they… am I setting them up for a worse.
00:33:23.000 --> 00:33:34.000
Adulthood than I have because of all my choices. Right? So we've gotten a more… I would say, like, when I look at my mom.
00:33:34.000 --> 00:33:41.000
She didn't… she didn't think about, oh, I'm gonna… my child's gonna be in therapy after this.
00:33:41.000 --> 00:33:47.000
Agonize over, oh my gosh, I'm… he's gonna be in a lifelong therapy, fighting over.
00:33:47.000 --> 00:33:54.000
This… this one-fifth situation. And it's… we've created this monster.
00:33:54.000 --> 00:33:59.000
In essence. Um… And so, yes.
00:33:59.000 --> 00:34:07.000
It does pull through, but on the flip side. One of the things that we're embracing as a society is asking the question.
00:34:07.000 --> 00:34:10.000
What can I do better? You know.
00:34:10.000 --> 00:34:16.000
And feel positive about asking those questions, right? But it's not wrong, it's good to ask questions, right?
00:34:16.000 --> 00:34:23.000
Yeah, it's great to ask questions. It's a… It's how we learn things. It's curiosity, you know, if…
00:34:23.000 --> 00:34:32.000
If people… A lot of my clients will probably say, Jamie loves the word curiosity. Wait, can you get curious about that?
00:34:32.000 --> 00:34:37.000
Like, if you put your curious hat on, what would… what would be different?
00:34:37.000 --> 00:34:47.000
Um, and when we get to get curious and ask questions and… really come from that explorer mindset of.
00:34:47.000 --> 00:34:52.000
I don't know the answer. It's so much…
00:34:52.000 --> 00:34:56.000
More exciting?
00:34:56.000 --> 00:35:05.000
And I think you opened up a lot right there, Jamie, when you said, I don't know the answer, and that's one thing for me, that's… The three words… which was the three words?
00:35:05.000 --> 00:35:09.000
Somebody wants to hear, well, through Arizona hears, I don't know.
00:35:09.000 --> 00:35:13.000
Because it's okay to not know. Because there's so much I don't know.
00:35:13.000 --> 00:35:18.000
But I want to find the answer? And I don't mind telling people I don't know.
00:35:18.000 --> 00:35:23.000
Because as you're saying. That communication has got to open up somewhere.
00:35:23.000 --> 00:35:29.000
And when we say, I don't know. Can't that open up?
00:35:29.000 --> 00:35:34.000
Other questions? How do we find out?
00:35:34.000 --> 00:35:39.000
It opens so much, but I… I would… Oh, there's so many angles I can take with this.
00:35:39.000 --> 00:35:45.000
As a leader. When you're in a leadership spot.
00:35:45.000 --> 00:35:49.000
It allows you to say, I don't know, and that's okay.
00:35:49.000 --> 00:35:54.000
I don't expect me to know everything. That's why I hired all of you.
00:35:54.000 --> 00:35:59.000
So that you know what's going on, and if you don't know, that's okay, too.
00:35:59.000 --> 00:36:07.000
We figure it out together. Right? Um, from a parenting side, it is one of the best gifts you can give your child.
00:36:07.000 --> 00:36:14.000
At least from my opinion. I practice this with my son a lot, of being like, you know, I don't actually know. Do you want to find out.
00:36:14.000 --> 00:36:25.000
The irony is, I mean. He's got a mom who asks a lot of questions, and more times than not, he's like, no, I don't.
00:36:25.000 --> 00:36:26.000
But that's good. Go ahead. That's good, what you're saying.
00:36:26.000 --> 00:36:29.000
No, Mom. No mommy. But I imagine later… Yeah. I was gonna say…
00:36:29.000 --> 00:36:33.000
I am later on, there are going to be times where he goes.
00:36:33.000 --> 00:36:40.000
Yeah, actually, I do. And I want him to be in that place where he can choose.
00:36:40.000 --> 00:36:46.000
When to get curious and when not to. I had to learn that, because my husband used to joke, he was like.
00:36:46.000 --> 00:36:50.000
You would go down the rabbit hole. Of finding answers.
00:36:50.000 --> 00:36:53.000
When we first met, I'd be like, wait, no, but let's look at this, and then he's like.
00:36:53.000 --> 00:37:00.000
Oh my god, where did you go? You know? Um, and so being able to have that facility to say.
00:37:00.000 --> 00:37:06.000
Yeah, that's really not important for me to know. Yeah, I'm curious, but I'm not curious enough.
00:37:06.000 --> 00:37:14.000
However, I do think it's so important to make sure that we are always curious about each other.
00:37:14.000 --> 00:37:15.000
I like that.
00:37:15.000 --> 00:37:20.000
Because that… is where we start to… you talked about anger.
00:37:20.000 --> 00:37:24.000
In your introduction. That's where we start to break down that anger.
00:37:24.000 --> 00:37:33.000
Towards each other. You put curious on. And it's… it automatically takes judgment out of the womb.
00:37:33.000 --> 00:37:34.000
That's a lot harder to get angry with somebody when you're like.
00:37:34.000 --> 00:37:37.000
Beautiful.
00:37:37.000 --> 00:37:41.000
Tell me… tell me more. Tell me about… more about your position on that.
00:37:41.000 --> 00:37:46.000
Where'd you come to that?
00:37:46.000 --> 00:37:47.000
Would have that come with that? Okay, perfect. Yeah.
00:37:47.000 --> 00:37:51.000
Oh, no, those are just me saying questions. Yeah, sorry.
00:37:51.000 --> 00:37:56.000
No, that's… those are great questions. I mean, we could go through a whole… we could go through another podcast on that, and I would love to, because that's what I do in my course.
00:37:56.000 --> 00:37:59.000
Oh, yeah. Yeah.
00:37:59.000 --> 00:38:05.000
I do a full session. Just on anger and how to handle anger.
00:38:05.000 --> 00:38:10.000
And that's one of the things that brings up some of the challenges that we have today. And if I can.
00:38:10.000 --> 00:38:16.000
Can I take that to another step? You have challenges, as we talked earlier, with STEM.
00:38:16.000 --> 00:38:22.000
And we've talked about a couple of unique challenges, but. What are some other unique challenges that you work with?
00:38:22.000 --> 00:38:29.000
With women in STEM. And how they face those challenges.
00:38:29.000 --> 00:38:33.000
When they're stepping into. A leadership position.
00:38:33.000 --> 00:38:41.000
Oh, yeah. I would say… One of the first ones that comes up to mind as you were talking is…
00:38:41.000 --> 00:38:47.000
The role model pressure. And the single representative.
00:38:47.000 --> 00:38:56.000
Right? There is a ton of pressure. Um, and I didn't realize this. I'm gonna backtrack, because I didn't realize this when I was in technology.
00:38:56.000 --> 00:39:03.000
I never felt like I was the token female. In the room, um.
00:39:03.000 --> 00:39:11.000
Why… I don't know. But I've seen that show up a lot in the women I talk to. This…
00:39:11.000 --> 00:39:16.000
I'm the token female, therefore I have to represent all women.
00:39:16.000 --> 00:39:26.000
And sometimes, if they are the only woman. They also feel like they have to represent… and no minorities are at the table, which is often the case, right?
00:39:26.000 --> 00:39:27.000
They feel like they have to also then represent. Those groups who… they don't necessarily, you know.
00:39:27.000 --> 00:39:32.000
Yep.
00:39:32.000 --> 00:39:38.000
As a woman, I can't say I can totally relate to somebody who's in minority, and I can definitely not relate to.
00:39:38.000 --> 00:39:44.000
A Black woman. Who has the double edge, right?
00:39:44.000 --> 00:39:50.000
But when you're in the position as a leader. Who is the only.
00:39:50.000 --> 00:39:58.000
Quote-unquote minority at the table. Um, and I don't want to say it that way, because…
00:39:58.000 --> 00:40:04.000
The language we use around this space is very… challenging these days for me. Um, but…
00:40:04.000 --> 00:40:10.000
There's a huge weight, and a huge lift, and it becomes heavier.
00:40:10.000 --> 00:40:14.000
And so, some of the initial work we do is saying.
00:40:14.000 --> 00:40:21.000
But it's not up to you. To represent everybody in that space.
00:40:21.000 --> 00:40:26.000
And so we start to take that off. We take that weight off so that they understand that.
00:40:26.000 --> 00:40:33.000
Their job is to. Facilitate conversations sometimes.
00:40:33.000 --> 00:40:37.000
They do not always have to facilitate the conversation as a.
00:40:37.000 --> 00:40:44.000
Woman, right? That represents. More people. So that's one of the challenges.
00:40:44.000 --> 00:40:51.000
The other challenge is the second-guessing. I did a podcast, um, or a LinkedIn Live yesterday.
00:40:51.000 --> 00:40:56.000
And we talked about, uh… getting paid what you're worth.
00:40:56.000 --> 00:41:01.000
And I… right before that, I had a call with a client who.
00:41:01.000 --> 00:41:08.000
Was like, I'm about to get a job. I don't think I can ask for the money I think I should ask for.
00:41:08.000 --> 00:41:17.000
I mean, and it is so ingrained in women. That… oh, just… Pay me what you're gonna pay me, I'm gonna do a great job.
00:41:17.000 --> 00:41:24.000
And we take on all of it. And so, that's a huge challenge, is…
00:41:24.000 --> 00:41:28.000
Going beyond saying. Oh, you're gonna tell me.
00:41:28.000 --> 00:41:35.000
How much I'm worth, and instead saying, I'm gonna tell you.
00:41:35.000 --> 00:41:36.000
And perform, and like you said, because they take that job.
00:41:36.000 --> 00:41:39.000
How much I'm worth.
00:41:39.000 --> 00:41:46.000
And when they compare that to others. Any gender… anything…
00:41:46.000 --> 00:41:54.000
The ability for them to do their job. Needs to be measured for all across the board.
00:41:54.000 --> 00:42:00.000
Male, female. Any kind of color, and I always say the darker skins, lighter skin, because.
00:42:00.000 --> 00:42:03.000
Art Still and I had a… he was on one of my podcast, great guy.
00:42:03.000 --> 00:42:08.000
Nfl champion, Super Bowl winner. Speaker, coach.
00:42:08.000 --> 00:42:14.000
We talked about skin color. And… Have you ever put your hand up against a white piece of paper?
00:42:14.000 --> 00:42:15.000
Oh, I'm not white. No.
00:42:15.000 --> 00:42:25.000
Am I white? I'm not white. If you have a black piece of paper, affixed anybody else's skin.
00:42:25.000 --> 00:42:26.000
Yeah.
00:42:26.000 --> 00:42:32.000
They're not black. We're darker shades of tan. But that takes me back to my whole… gist of… some of us have better tans than others, some of us have…
00:42:32.000 --> 00:42:35.000
I shouldn't say better, darker chance than others, or lighter tans.
00:42:35.000 --> 00:42:36.000
Yeah.
00:42:36.000 --> 00:42:45.000
But we're all just a different color tan. And we are all the same, and to look at somebody because they have a darker skin or a lighter skin.
00:42:45.000 --> 00:42:48.000
And not look at their education? Male or female, man or woman, mother or father.
00:42:48.000 --> 00:42:50.000
Or experience.
00:42:50.000 --> 00:42:57.000
That's degrading to ourselves. And so, sticking with what you're talking about.
00:42:57.000 --> 00:43:02.000
We need to make sure that we're letting everyone challenge themselves.
00:43:02.000 --> 00:43:08.000
And do the job, and not let somebody else. Grade them because of a salary.
00:43:08.000 --> 00:43:13.000
If they're doing the job, no matter who they are or where they came from.
00:43:13.000 --> 00:43:19.000
They must be paid. The same as others that are doing that level of work, right?
00:43:19.000 --> 00:43:27.000
Yeah, I fully agree. Well, the irony is, is that. Most…
00:43:27.000 --> 00:43:32.000
Most women, and I… I like to call it the undervalued.
00:43:32.000 --> 00:43:38.000
People who are not making the same. Um.
00:43:38.000 --> 00:43:39.000
Are doing more. Oh yeah, no, they're undervalued by leadership.
00:43:39.000 --> 00:43:44.000
They're undervalued by somewhere else. They still have the value. They are not…
00:43:44.000 --> 00:43:54.000
Right? Leaders don't see them, they don't see them as being the powerhouses that they actually are, right? They're… they're deval… yeah, undervalued by leadership.
00:43:54.000 --> 00:43:59.000
They have value. They have a lot of value.
00:43:59.000 --> 00:44:05.000
Um, and oftentimes. The… those are the people who are keeping the scaffolding up.
00:44:05.000 --> 00:44:10.000
So this is… this is one of the other things I work with women on, is the idea of.
00:44:10.000 --> 00:44:17.000
When is it not your job? I can't tell you how many conversations I've had where.
00:44:17.000 --> 00:44:23.000
Owen was like, well, who's gonna get it done? Is it… is it in your job responsibilities?
00:44:23.000 --> 00:44:31.000
No? Okay, and you're not trying to get a promotion, and it's not in that job description either.
00:44:31.000 --> 00:44:35.000
No, but no one's gonna do it unless I do it.
00:44:35.000 --> 00:44:43.000
Let it fall. You're not the CEO. If you're the CEO.
00:44:43.000 --> 00:44:48.000
You've got certain responsibilities. But you don't have to…
00:44:48.000 --> 00:44:53.000
Um, some employees and people have very savior kind of complexes.
00:44:53.000 --> 00:45:02.000
It's, I'm here to support, I'm here to serve. Um, and I shouldn't say savior, it's, I'm here to serve. I really just want to help everybody, right?
00:45:02.000 --> 00:45:12.000
I've had to break out of this… space myself. And… we have to practice holding our boundaries.
00:45:12.000 --> 00:45:24.000
Of what we will take on. And what we will not take on. And it's important for… because you talk about, you know, making sure people get paid the same for what they're doing.
00:45:24.000 --> 00:45:32.000
And that part of the problem is that there's a blind eye to what people are doing above and beyond their jobs.
00:45:32.000 --> 00:45:33.000
That is so true, and… Good. Hm?
00:45:33.000 --> 00:45:37.000
And that's across the board.
00:45:37.000 --> 00:45:43.000
But if you're the CEO, and we all have that ability to say, well, that's not my job.
00:45:43.000 --> 00:45:48.000
Well, if it's not your job. Whose job is it?
00:45:48.000 --> 00:45:54.000
Because if you're a CEO. Any C-suite, CEO, CFO, CIO, COO.
00:45:54.000 --> 00:46:02.000
You can hire the person. To do the work, because if you can't do that, you're not doing your job.
00:46:02.000 --> 00:46:07.000
We can't say, as a leader. That's not my job.
00:46:07.000 --> 00:46:08.000
Because as a leader, somebody there. Help me out.
00:46:08.000 --> 00:46:14.000
Well, it depends on the role. So I've talked to some women where it's like.
00:46:14.000 --> 00:46:24.000
They are in a product management role. And they say, wait a second, but I have to be the project manager, or I have to be the HR person.
00:46:24.000 --> 00:46:29.000
Well, you, in product management, should not be the HR person.
00:46:29.000 --> 00:46:34.000
You… that's… those are two very different disciplines, right? Um.
00:46:34.000 --> 00:46:35.000
Mm-hmm.
00:46:35.000 --> 00:46:43.000
Well, there's where I'm talking about leadership, though. Because that person, if they're being… if they're hired in, as in… just taking what's your summit, if they're hired as the HR person.
00:46:43.000 --> 00:46:46.000
And there's some operations tasks where they need to be done.
00:46:46.000 --> 00:46:50.000
And they need to be done, and the HR person can do them.
00:46:50.000 --> 00:46:54.000
It's kind of saying, I have this HR work to do.
00:46:54.000 --> 00:47:01.000
What part of this HR work that I'm supposed to do that I am qualified to do, that I am excellent at accomplishing.
00:47:01.000 --> 00:47:09.000
What part of that do you want me to let go to do this operations work? And that must go to the theoretical leader.
00:47:09.000 --> 00:47:10.000
In that company. And they have to make that decision. You want me to do them both?
00:47:10.000 --> 00:47:13.000
Yes. Yes.
00:47:13.000 --> 00:47:16.000
Can't do it. There's only so many hours in the day.
00:47:16.000 --> 00:47:22.000
What is the priority? Where is our ROI? Return on investment.
00:47:22.000 --> 00:47:24.000
I can't do it all. Nobody can. The CEO, CIO, any of them can't.
00:47:24.000 --> 00:47:27.000
Yeah.
00:47:27.000 --> 00:47:35.000
They have got to be able to listen. I think, like you were talking about earlier, if you're talking to someone who's been with you for 15 or so years.
00:47:35.000 --> 00:47:39.000
You've got to be able to tell them. Wait a minute, if we do this, aren't we losing here?
00:47:39.000 --> 00:47:44.000
Aren't we losing here? And they've got to be able to listen, so teaching.
00:47:44.000 --> 00:47:51.000
Those leaders has to be. Number one, because if somebody's having to do work that's not their job.
00:47:51.000 --> 00:47:53.000
It's a leader's problem. It's not the person's problem.
00:47:53.000 --> 00:47:59.000
Mm-hmm. Oh yeah, uh, I agree. It is definitely the leader's problem.
00:47:59.000 --> 00:48:03.000
Unfortunately, a lot of women. Uh, especially mid-level.
00:48:03.000 --> 00:48:05.000
Accepted.
00:48:05.000 --> 00:48:11.000
Accept it as their job. The accepted as, this is… somebody's gotta do it.
00:48:11.000 --> 00:48:18.000
Um, or aren't comfortable having that conversation, or are so used to.
00:48:18.000 --> 00:48:23.000
Being turned down in those conversations. No, you… you gotta go do it.
00:48:23.000 --> 00:48:28.000
Right? So, that's a lot of what I work on, is how do you turn those conversations.
00:48:28.000 --> 00:48:36.000
Into what you talked about. Right? So, the… Unfortunately, a lot of leaders.
00:48:36.000 --> 00:48:40.000
Don't self-reflect the way you and I are talking about. Um, they don't self-reflect in that way, or they'll say, we can't hire for that. We still need to do it.
00:48:40.000 --> 00:48:47.000
True.
00:48:47.000 --> 00:48:48.000
Or at least they think. They think they can't hurt for that.
00:48:48.000 --> 00:48:51.000
And they don't want to make trade-offs.
00:48:51.000 --> 00:49:00.000
But if they spent the time thinking it through. Looking on their ROI, the return on investment, just a little bit of a cost-benefit analysis, a CBA.
00:49:00.000 --> 00:49:05.000
They could justify everything they need to do, because maybe some people that they have there.
00:49:05.000 --> 00:49:12.000
Male or female, doesn't… it's not about gender, but if they got people there in jobs that aren't doing their job.
00:49:12.000 --> 00:49:17.000
That, again, is a leadership responsibility. Oral leadership a success.
00:49:17.000 --> 00:49:19.000
Our leadership, failure. And that's what we need to focus.
00:49:19.000 --> 00:49:25.000
Mm-hmm. Oh, yeah. I, I agree, I agree.
00:49:25.000 --> 00:49:26.000
I think you gave some great information.
00:49:26.000 --> 00:49:33.000
Um. You could even… you could even argue that CEOs are making 300% more than they have been.
00:49:33.000 --> 00:49:38.000
You know, over the last 20 years, and. Where's… they could easily…
00:49:38.000 --> 00:49:45.000
Drop, you know, two to three… 100… or, you know, a couple salaries.
00:49:45.000 --> 00:49:49.000
Just from saying, you know what, I'm gonna choose to take home less.
00:49:49.000 --> 00:49:55.000
In order for us to all succeed. I mean, there's a lot of different ways we can… you can… slice and dice it.
00:49:55.000 --> 00:49:57.000
Well, the… there is. But there's a lot of CEOs that are making.
00:49:57.000 --> 00:50:01.000
Um, you know, and…
00:50:01.000 --> 00:50:07.000
Unbelievable lots of money. But there's a lot of them that are…
00:50:07.000 --> 00:50:13.000
Building a company that's making a lot of money. I mean, if you can come in and make a company $10 billion.
00:50:13.000 --> 00:50:16.000
Do you think it's a problem that you paid a billion dollars?
00:50:16.000 --> 00:50:17.000
I think it's a problem if… if… if you're not paying your people well.
00:50:17.000 --> 00:50:21.000
That's what we have to think of first.
00:50:21.000 --> 00:50:22.000
I do think it's a problem if you are making. Significantly more than.
00:50:22.000 --> 00:50:28.000
Good point.
00:50:28.000 --> 00:50:35.000
Every single employee on your payroll. And that's the problem, is that most of them are making significantly more, and.
00:50:35.000 --> 00:50:40.000
I mean, as a parent, you know, you're gonna talk to a couple people next week.
00:50:40.000 --> 00:50:46.000
As a mom. And looking at…
00:50:46.000 --> 00:50:50.000
What we need to do in order to raise our children.
00:50:50.000 --> 00:50:56.000
It is now a requirement. To be a double-income family.
00:50:56.000 --> 00:50:57.000
It is, I'd say.
00:50:57.000 --> 00:51:03.000
It is very. Difficult. And part of… and then you look at CEOs taking home a lot of money, and you're like.
00:51:03.000 --> 00:51:11.000
How did we shift from. Just… two generations ago, being single… being able to chew, you know.
00:51:11.000 --> 00:51:16.000
Usually, it was the mom who's taken it home. But having to go from.
00:51:16.000 --> 00:51:25.000
Oh, we could have one person stay at home, and one person do either part-time work, you know, to keep themselves going, or stay at home completely.
00:51:25.000 --> 00:51:32.000
To full-time jobs and no childcare, right? And so, you get into some complexities around.
00:51:32.000 --> 00:51:37.000
How this all plays out, and… tough decisions on all sides.
00:51:37.000 --> 00:51:45.000
That make it more difficult, and that's why it's… it's a… It's all about how do we pay people.
00:51:45.000 --> 00:51:46.000
Barely.
00:51:46.000 --> 00:51:56.000
The right amount, fairly, for what they're doing, what they're bringing home, um, to… bringing to the team, because…
00:51:56.000 --> 00:52:04.000
I've worked with… I've seen a lot of CEOs, and I've talked to a lot of CEOs, and.
00:52:04.000 --> 00:52:10.000
They… they're… the amount of additional work and overhead that they do.
00:52:10.000 --> 00:52:17.000
I… I haven't seen the, um… I don't see the gap.
00:52:17.000 --> 00:52:24.000
I don't see the gap of, like. You're making 50 to… 100% more than some of your people.
00:52:24.000 --> 00:52:32.000
Who are doing a lot of hard work and are stressed out, and maybe working 80 hours a week. Like, that gap, it doesn't align.
00:52:32.000 --> 00:52:39.000
Um, if they were able to say, you know what, I'm… I'm at the manufacturing floor also all day.
00:52:39.000 --> 00:52:42.000
Cool. I'm just using that as a very extreme case, right? But yeah.
00:52:42.000 --> 00:52:45.000
Right.
00:52:45.000 --> 00:52:52.000
So yeah, it's a call to leaders to… to… Or at least start to make those shifts and changes, and…
00:52:52.000 --> 00:52:59.000
For people who are working for leaders that they don't align with, start looking for that alignment.
00:52:59.000 --> 00:53:03.000
I like what you're saying, and that's something that we, and I do say we.
00:53:03.000 --> 00:53:04.000
We all need to work on, because I think… You've helped a lot of countless women.
00:53:04.000 --> 00:53:09.000
Yeah.
00:53:09.000 --> 00:53:16.000
Find their voice. I mean. For someone who's been told that they're too quiet.
00:53:16.000 --> 00:53:23.000
Or they're too nice. And, um, from what I'm reading about all the things that you're doing.
00:53:23.000 --> 00:53:28.000
How are you telling them to start challenging? As you talked earlier about how you did it.
00:53:28.000 --> 00:53:35.000
How are you helping others to challenge that narrative? And find their own powerful voice.
00:53:35.000 --> 00:53:42.000
I mean, it's art and science, really. It comes down to… they… we first have to distill down into the, like.
00:53:42.000 --> 00:53:52.000
What's the root? Um, what… what has them holding back? What's the stories they're telling themselves around this thing?
00:53:52.000 --> 00:53:58.000
So, you know, right now is a place where a lot of women are afraid to.
00:53:58.000 --> 00:54:05.000
I think a lot of people in general are afraid to speak up, because they're like, I cannot lose my job in this job market.
00:54:05.000 --> 00:54:10.000
It's… it's so difficult out there that I don't want to push any buttons.
00:54:10.000 --> 00:54:18.000
Um, yet we can do it in a way where, once we understand what the fears are.
00:54:18.000 --> 00:54:28.000
We can then get empowered. And start to have the conversation of, okay, well, if my fears around this, and I bring it from that place of fear.
00:54:28.000 --> 00:54:35.000
Yeah, I might get fired because I'm gonna… I'm gonna come from a totally, like, wishy-washy view, and they're gonna look at me and go, what?
00:54:35.000 --> 00:54:42.000
Who are you? Um, or anger. Is another great example. If we show up in anger.
00:54:42.000 --> 00:54:49.000
And say, I demand this. Right? No, it doesn't… it doesn't play out that way.
00:54:49.000 --> 00:54:55.000
So, I do a lot of understanding my clients, digging into the roots.
00:54:55.000 --> 00:55:03.000
And sometimes it's… it's far-rooted, it's got, you know. Echoes from their childhood, or echoes from…
00:55:03.000 --> 00:55:12.000
Their first jobs, and we then choose a different way. We really look at it and say, well, if you were to choose another way forward.
00:55:12.000 --> 00:55:17.000
How would you take… what energy would you show up with? So we talked about curiosity.
00:55:17.000 --> 00:55:24.000
Um, that is one of my favorite ways of showing up, is getting into the curious zone and using your voice.
00:55:24.000 --> 00:55:33.000
From that place. So, you're in a meeting, and… you hear the same story over and over again. I actually had this happen.
00:55:33.000 --> 00:55:44.000
Our sales team did not change their strategy at all, and we were… losing money. And I just put my curiosity hat on, and I said, well, wait, what are you gonna do differently?
00:55:44.000 --> 00:55:49.000
Than what you've been doing the last two quarters, because it's not working.
00:55:49.000 --> 00:56:03.000
Um… And when you come from… I mean, the guy was… thrown completely off, but the CFO turned to me and goes, oh, thank you for asking that question. I was trying to answer… I was gonna… I was thinking about asking it myself.
00:56:03.000 --> 00:56:07.000
Of course, I sat there and went… Why did it take me waiting 10 minutes?
00:56:07.000 --> 00:56:14.000
To see if anybody else would ask the question to finally do it. But I'm… that's where I'm empowering women to say.
00:56:14.000 --> 00:56:15.000
You don't have to wait. And if you come from a very curious place.
00:56:15.000 --> 00:56:21.000
Beautiful.
00:56:21.000 --> 00:56:26.000
It's very hard to be a fronted. Because you're genuinely, like.
00:56:26.000 --> 00:56:29.000
So tell me, what are we going to do to fix it?
00:56:29.000 --> 00:56:30.000
I… yeah. I want to work with you on that.
00:56:30.000 --> 00:56:39.000
How are you fixing? And I want to… I want to be clear, it's the you sometimes is really important, because the we get thrown back at the other person.
00:56:39.000 --> 00:56:40.000
And because a lot of insecurities, and we have about 4 minutes left.
00:56:40.000 --> 00:56:43.000
Right.
00:56:43.000 --> 00:56:44.000
This has been beautiful. I think you and I could talk for another 2 or 3 or 4 hours.
00:56:44.000 --> 00:56:48.000
I can't believe it. Yeah.
00:56:48.000 --> 00:56:51.000
And bring up some excellent points for us to take forward.
00:56:51.000 --> 00:56:57.000
But if we can, to wrap things up. All the things that you've been doing, and all the things you've worked with.
00:56:57.000 --> 00:57:03.000
Can you help me with maybe one thing? That you'd like for every single listener to walk away with today.
00:57:03.000 --> 00:57:07.000
About their own potential. And their own ability?
00:57:07.000 --> 00:57:09.000
To succeed.
00:57:09.000 --> 00:57:16.000
Oh, you know, I think the thing that I would have them walk away with is… that you've already got it in you.
00:57:16.000 --> 00:57:20.000
You just have to tap into the courage to do the scary thing.
00:57:20.000 --> 00:57:26.000
That we can do… I keep saying this to my son, he hates it. You can do hard things.
00:57:26.000 --> 00:57:30.000
And when you put your foot forward to do a hard thing.
00:57:30.000 --> 00:57:33.000
The magic of possibility opens.
00:57:33.000 --> 00:57:38.000
Magic of possibility. I love that. Jamie Martin, you are a dynamic force in the world of women's leadership.
00:57:38.000 --> 00:57:44.000
Thank you.
00:57:44.000 --> 00:57:45.000
Thank you.
00:57:45.000 --> 00:57:52.000
Your empowerment. A stem. And your mission to help the senior-level women in STEM.
00:57:52.000 --> 00:57:56.000
Science, technology. Man. Engineering and math.
00:57:56.000 --> 00:58:04.000
Is… is unbelievable. It's just… it's something that we all need to know and work with, and…
00:58:04.000 --> 00:58:09.000
With you as the founder. Of a free working network space, and we didn't have a chance to talk about women in tech.
00:58:09.000 --> 00:58:11.000
Well, we didn't talk about it.
00:58:11.000 --> 00:58:17.000
But when we can practice executive networking, build powerful relationships, and supportive and pressure-free environment.
00:58:17.000 --> 00:58:20.000
You also host a LinkedIn live event series, right? Featuring diverse leaders who've shared proven strategies for visibility.
00:58:20.000 --> 00:58:25.000
I do.
00:58:25.000 --> 00:58:31.000
Influence, resilience, covering topics from. Neuro, mind inclusion.
00:58:31.000 --> 00:58:36.000
And the busyness trap to wisdom. For sustainable success.
00:58:36.000 --> 00:58:38.000
I would love to… I wish we had another hour. Your impact has been recognized, honors top 15 coaches in Chicago.
00:58:38.000 --> 00:58:43.000
I know.
00:58:43.000 --> 00:58:52.000
Top Women's empowerment coach, nomination for Speaker of the Year by Women in Tech. You've got insights that have reached broad audiences through features on Forbes.
00:58:52.000 --> 00:59:00.000
Database. Women in Data, Boxer Conversations with Coaches. Jamie, it's been an honor.
00:59:00.000 --> 00:59:01.000
The best way to get ahold of me is on LinkedIn.
00:59:01.000 --> 00:59:03.000
How can people get a hold of you?
00:59:03.000 --> 00:59:13.000
Uh, Jamie Martin, but then there's Karcheski. So, you'll know me from all the other Jamie Martins, if you see the parentheses Karchuski, because that's my maiden name.
00:59:13.000 --> 00:59:16.000
Um, that's the best way to get ahold of me. Connect with me on there?
00:59:16.000 --> 00:59:18.000
Could you spell that for me?
00:59:18.000 --> 00:59:23.000
K-a-r-c-z. E-w-s-k-i.
00:59:23.000 --> 00:59:25.000
Like it sounds. Okay.
00:59:25.000 --> 00:59:31.000
Like it sounds, until you try to pronounce it yourself. I mean, my husband looked at me, I've been…
00:59:31.000 --> 00:59:34.000
It sounds… well, it's like intricate in the same way, when people say it's spelled.
00:59:34.000 --> 00:59:39.000
Yeah, I know we… we don't have a lot of time for this, it's funny, my… I keep trying to get my husband to take.
00:59:39.000 --> 00:59:44.000
To take my old last name. I mean, we've been married for almost 9 years now, and he looked at me, he's like.
00:59:44.000 --> 00:59:48.000
I've never figured out how to pronounce it, let alone spell it.
00:59:48.000 --> 00:59:50.000
It was like, wow. But that is the best way to get ahold of me.
00:59:50.000 --> 00:59:52.000
At least he's honest, I like that. That's great. And Jamie, again, please, everyone.
00:59:52.000 --> 00:59:58.000
Yeah.
00:59:58.000 --> 01:00:08.000
Find her on LinkedIn, talk to her. Get in with her, get in touch with her. It's been an honor having you on the Achieving Unity Success formula, Jamie.
01:00:08.000 --> 01:00:16.000
Our journeys are a powerful reminder that unity. Leadership and empowerment that you brought forward.
01:00:16.000 --> 01:00:24.000
Begins within. Through that self-awareness, that resilience, and the willingness to grow from failure.
01:00:24.000 --> 01:00:31.000
Today's message perfectly mirrors the Achieving Unity Success formula. Turning that chaos.
01:00:31.000 --> 01:00:41.000
Into clarity, turning that isolation into inclusion. And broken trust into purposeful collaboration. We can all do better.
01:00:41.000 --> 01:00:49.000
Working with others, but we cannot do it all alone. We must remember that that unity isn't just an ideal.
01:00:49.000 --> 01:00:57.000
It's a daily choice to lead with empathy. Act with integrity, and uplift others along the way.
01:00:57.000 --> 01:01:01.000
So again, if you felt a spark of anything we've talked about today.
01:01:01.000 --> 01:01:08.000
I think you know that I'm at MarkEntregan.com, it's AchievingUnity.com. You've heard about Jamie, how do you get ahold of Jamie?
01:01:08.000 --> 01:01:15.000
Please contact him. And with that influence and recognition that we have learned through what Jamie Martin's message.
01:01:15.000 --> 01:01:20.000
Right. And came to us. Contact her. Let her know.
01:01:20.000 --> 01:01:23.000
Tell her thanks. Jamie, thank you. Thank you for being on here.
01:01:23.000 --> 01:01:25.000
Thank you for having me, Mark. No, I loved the unity.
01:01:25.000 --> 01:01:30.000
Any closing comments?
01:01:30.000 --> 01:01:33.000
Unity brings us all forward. And that's… that's ultimately what we need to do.
01:01:33.000 --> 01:01:40.000
Thank you. It is, and we can't stay focused on turning chaos into connection.
01:01:40.000 --> 01:01:46.000
As we are again and again. Achieving unity.
01:01:46.000 --> 01:01:52.000
By harnessing that power. Of encouraging, inspiring, and including others.
01:01:52.000 --> 01:01:58.000
As we're building better businesses. Better lives and a better, better world.
01:01:58.000 --> 01:02:03.000
Life is what we make it. So let's make it awesome together.
01:02:03.000 --> 01:02:10.000
Jamie? Thank you again, thanks for being here. Thank you to the audience for…
01:02:10.000 --> 01:02:17.000
Tuning in, listening to our podcast. And again, Jamie, thanks for your message, helping others.
01:02:17.000 --> 01:02:23.000
Your time and your commitment. Thank you so much for being here.
01:02:23.000 --> 01:02:24.000
To all? Jamie, can thank you. Anything you want to say at the end? Any.
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Thanks, Mark. No, I'm good.
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Final comment. You are awesome. Thank you for being here. Thank you for sharing with us.
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And hope to see all of you again next week. Please come back. We are a weekly podcast.
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Hope to see
