Get The Raise You Deserve Without Leveraging Outside Job Offers

on this episode

Asking for a raise can be a nerve-wracking experience, even for the most prepared and deserving employees. The fear of rejection or damaging a good relationship with your boss can cause anxiety and overthinking.


Justin, a technical engineer, came to HTYC for advice on negotiating a raise with his company. He was worried that he would need outside job offers to have leverage and was afraid of rocking the boat. Through his experience, Justin realized that he was actually the one holding all the chips in the negotiation and was able to ask for an even larger raise than he initially thought, without going out and getting other offers.


If you’re feeling nervous about asking for a raise, remember that preparation is key. Know your worth and the value you bring to the company. Don’t be afraid to ask for what you deserve, and remember that you hold more leverage than you may think. With the right mindset and preparation, you can confidently approach your boss and negotiate the raise you deserve.

What you’ll learn

  • Why leveraging outside job offers is not always necessary to get a raise
  • How to push past your comfort zone to ask for the raise you deserve
  • Tips for framing your value to the company and making a compelling case for a raise

Success Stories

I had listened to the Happen To Your Career podcast for several years before reaching out to Scott about getting career coaching. I'd been in my role for nearly 10 years, wanted to stay, but felt like it was time to renegotiate. What I expected/hoped for was maybe a 10% raise MAX, as I was already near the top of my salary range for the area. Scott pushed me to ask for more, helped me feel confident I was worth that ask, and coached me through how that will probably go, what to say, when and how to say it, what not to say, etc. I walked into my boss's office prepared and he knew it. As my request went higher up the chain, they knew it as well. My preparations and HTYC's great coaching paid off, in a few week's turn around time I was given a 20% raise, and renegotiated job duties which will help me enjoy my job even more! I highly recommend both their podcast and coaching services, Scott and his team are the real deal!

Justin, Engineer

I was able to negotiate a higher salary, accepted the offer and I can not be happier! You truly helped make this process as painless as possible! I would (and will) recommend your services to anyone and everyone looking for a new job (or current job pay raise).

Kevin Larsen, Manager of Maintenance, United States/Canada

Justin 00:01

I can tell, you know, he was just waiting for me to hand in my resignation. And I could see the look of relief on his face when all I did was ask for a 20% raise.

Introduction 00:19

This is the Happen To Your Career podcast, with Scott Anthony Barlow. We help you stop doing work that doesn't fit you, figure out what does and make it happen. We help you define the work that's unapologetically you, and then go get it. If you feel like you were meant for more and ready to make a change, keep listening. Here's Scott. Here’s Scott. Here's Scott.

Scott Anthony Barlow 00:44

Here's something you might have experienced before, you've decided it's time to ask for a raise. And even though you've prepared for this moment, and you know that you're more than deserving, you still have a pit in your stomach, your palms are sweaty, your throat feels like sandpaper, some anxiety has likely crept in and you over-thought this moment, way too much. Maybe that's you. Or maybe you're like most people. Most people, in fact, almost everybody never asks for a raise. And when they do, they ask in a way that doesn't allow their employer to say "yes, yeah, we would love to do that. In fact, we'd be silly not to do that for you." And the reason that most of us never do is because we're afraid of getting turned down. We're afraid of making things awkward, or even offending our boss. And then the ultimate fear is that, well, you'll walk back from your boss's office without a job, which by the way, almost never happens. Most high achievers have been in this situation a time or two. And it's never a super fun experience for almost all of us. But what if I told you that it could be? What if I told you it could be an amazing experience? What if I told you that it could completely change the dynamic of asking for a raise and even better the relationship with your boss and the other people that you work with? But if you could approach the situation with a lot fewer nerves, and the conversation could feel just like any other collaboration at work.

Justin 02:12

It's not really that you're being greedy, you're just asking for what you're worth. Because ultimately, you know, you're probably working at your job to make money. You know, hopefully, you like what you do at the same time. But, you know, hopefully, you're also getting paid what you're worth.

Scott Anthony Barlow 02:30

That's Justin. He's an engineer who came to us for help when he really wanted to negotiate a raise with his company. But he was nervous about it, because he thought that in order to do that, he'd have to go out and get other offers from other companies in order to have leverage. And that felt disingenuous to him. He didn't want to transition out of his company, he actually really loved his company. But he had that fear in the back of his mind, like many people do. And if he approached his boss about a raise that, he would end up rocking the boat. Well, you'll hear how Justin realized that he was actually the one holding all of the chips in his negotiation, and how he set himself up confidently to go in and ask for an even larger raise than he initially thought he wanted. Okay, so here's Justin talking about the predicament that he was in, when he approached us at HTYC.

Justin 03:18

I've been with the company, I've worked there for almost 10 years.

Scott Anthony Barlow 03:24

Yeah.

Justin 03:25

And I've changed jobs twice before that, you know, so I worked somewhere for two years. And then I worked somewhere for about four years. And now I've been here for 10 years. And normally, those events where you have a large pay increase are, when you have two companies that are sort of fighting over you, you know, that's when you see these big 10, 20% pay increases. And after 10 years, I kind of felt like, "Hey," like, "this is really time for me to look into this, but I don't really want to change jobs. I'm pretty happy where I'm at." But I know, if I went and found another job, I might get a pay increase. And I had already done that once at my current job, about four years in, I essentially, like went to my boss and kind of with no coaching or anything like with my tail kind of between my legs, just kind of like, "I think have done a good job and I think I got like 2 or 3% raise on top of what I normally get", which was great. But it still wasn't really this big event where it was, oh, like you're changing jobs and it's a 20% raise or 30% or whatever. And I was contacted by a recruiter about another local job a few months before I contacted you guys. And we kind of went down the path of talking about the job and talking about the pay and the benefits and I guess for a little bit more backstory, like I have a pretty good pay and compensation package for where I live. Normally, recruiters will come talk to me, and then I'll tell them what it would take to get me to leave. And they're like, oh, we can't touch that. So it's not like I was underpaid going into this process. Just that, there are a whole lot of people in the area that do what I do. And I knew that I could probably make more if I had another job offer. So while talking to the recruiter, I was like, "Well, I'll go interview. I'll go down this route." But in the back of my head, I was like, "I don't really want this job." Like I really just want a job offer so I can go in and renegotiate with my current job. And that kind of led me down the path of all the things you think about, like is this the right way to do this? Like, are they gonna look at me differently? What if they just say, "Okay, thank you, we're not going to renegotiate." Then I have to say, "Oh, well, I was just kidding anyway."

Scott Anthony Barlow 06:08

April Fool's.

Justin 06:10

So that kind of prompted me to contact you guys, you know, and I think I kicked it off with just an email, because I listened to the podcast before. And it's like, "Hey, like, here's my situation, I have a recruiter that's talking to me, the job is interesting, I wouldn't be upset if I ended up doing it. You know, after 10 years, it'd be nice for a change. But at the same time, I'm pretty comfortable where I'm at, really, I just want a good reason to renegotiate." And then we kind of went through all the ways we can handle that and ended up not pursuing the recruiter more.

Scott Anthony Barlow 06:47

So let me ask you about that part. I think that's something, as I remember, some of the email exchanges you had with myself and our team, and one of the things that you were, I'll say, hesitant about is most of the time, with the exception of this one recruiter, most of the time, you had gotten the response of, "Wow, we can't even touch that." What you said earlier, right? And it seemed like that colored a little bit of whether or not this type of renegotiation was even possible. So tell me a little bit about how that went in your head? And what were some of your thoughts about that?

Justin 07:24

Yeah, well, it's interesting, because I work at a company that is pretty healthy financially. They could afford to pay me whatever they wanted to pay me, essentially. And so that's where I kind of came up with the thought of, okay, well, like, I wouldn't be hard to replace in this area, it wouldn't be impossible, but you'd certainly be kind of, it takes them a while to find somebody and also bring them up to speed with nearly decades experience and knowledge and everything. That's pretty valuable in any industry, especially in industry, like, where the turnaround seems to be a lot, you know, most tech jobs, I've looked at resumes, and people move around a lot. Two to three years, it's like max, people ever stay somewhere.

Scott Anthony Barlow 08:20

You're like a dinosaur if you stay three and a half years.

Justin 08:22

Right, that's what it seems like. And which is crazy to me, because it seems like just the first year is just trying to figure out how the heck everything works. And then the second year is just trying to implement that. And then after that, you can finally start to really contribute. But my background is both hardware and software and, like, really, really low level, like firmware, which not a whole lot of people do all of those.

Scott Anthony Barlow 08:51

Absolutely. It seems like there are a couple of elements here that created a lot of value for the organization. And I almost look at this every time we are helping someone negotiate in any situation, we're looking at, what are the value creators? Or what are the assets here? What are the things that the organization would not want to give up? And whether someone's just starting a new role or whether they've been in a role. In your case, I think what stood out to me, as we initially talked to you, was that you already had a great relationship with your boss and your boss's boss, and even your boss's boss's boss. And those were already in existence and solid– you already had a track record of performance. In your case, it was longer than most because you'd been with a company for a while. But you know, that's something else that has to be there for this to work. It's almost like a prerequisite for everything else to happen afterwards. And you did such a great job with those two pieces that I knew that for you it would be very possible to have these types of conversations that was lead to some of your goals with changing your salary without having to go and, as you said, you know, go get the other job.

Justin 10:09

Yeah, so my long term goal is to retire early. So hopefully, in six or eight years, I've saved enough money to just sort of draw what they call a 4% rule and live a life where I'm not sort of chained to my desk, and I can work if I want to work and not work if I don't want to work. But just being the, I'm sort of, probably a third of the way down this path, I've got a little bit of money saved up. And one of the terms that people use is "F-U money". So it's sort of the, and it's different for everybody. But you know, for me right now, I have enough money to where if they just fired me today, I could probably be okay for two or three years. And that's not really what I want to do. But having that sort of in my back pocket really helped feel, like, because I'm not fearful of losing my job. Like, if I lost my job, I know I would be okay, I know I would find another job. At some point, even if it took me a year, like, I would be financially okay. And that was really powerful. Because I feel like a lot of people sort of put a lot of weight on their job, and if they don't have good savings, then they take the wrong attitude, I guess, with their employer. And they're very thankful to have their employer there. And they're not really looking at it from the opposite end of, like, "My employer should be really thankful for having me."

Scott Anthony Barlow 11:43

It's hard to think about it that way for many people. But two things that you, maybe, three things actually, that you called out, I think are really almost critical in this type of situation. One thing that I can't agree with more that people don't really think about or spend a lot of time talking about is that if you have done a great job, saving any kind of emergency money, whether you call it F-U money or anything else, and you have any kind of cash that causes you to make different decisions. It causes you to take, well, I wouldn't even call what you, I mean there is some risk to what you did, no doubt. However, it causes you to be able to make different decisions and assess risk differently, which I think is something that because you had done such a great job of putting money away and taking care of yourself financially, it caused you to be able to make different types of decisions and look at things differently. But the other piece, too, is you did a really great job with being able to, how shall I put it, being able to taken otherwise great situation, and recognize that there is opportunity to do something different, and begin to even question that and having that mindset that you mentioned, where it's like, "Hey, they're lucky to have me in this case." I think that's really very, very helpful to begin to question what might happen differently. So nice job on one hand. And then two, I know we're gonna get in talks about, like, what actually happened, but I think those are two pieces that allowed everything else to happen that are undervalued when people look at this.

Justin 13:35

Yeah, like I said, probably about four or five years ago, I went in and asked for a raise. I mean, my heart was pounding, I was nervous. And this was much different. Because I was prepared for anything like if they were, you know, if I didn't get the response that I wanted, or if they just said, "You know what, we don't think you were doing as well as you thought you were doing. You're fired." I was prepared for any of that. And I guess removing the fear of failing was the really key in all this, just because it wasn't really the case where if I did fail then, well, I'd lose my house and my car and my kids wouldn't be able to go to college. And it would be a little setback. But I knew I was prepared and ready for anything.

Scott Anthony Barlow 14:27

And this is so interesting, because I think that in most of these cases where we've worked with people and been on one end, or the other or in cases where I've gone and done this myself, or members of our team have gone and done this, and we're in the firsthand, you know, sitting in the chair, it's so rare that that is going to happen, what you just described about "Hey, I'm gonna go in and ask and they're just gonna say no. And on top of, no, they're going to remove opportunities from me like my job." Like that is something that just rarely happens. Then you'd have to really, really ask in an offensive way, or for something terrible to be going on at the organization at the same time or in your boss's life for it to result in that. It's just so unlikely. That's still possible. And that tiny little bit of possibility.

Justin 15:21

But people, those people who I've mentioned, I'm going to ask for a raise or whatever. "Oh, like, why would you ever try to rock the boat?" And just human psychology is interesting. Because if you're not prepared for that emergency, then it always feels like it is just a pending due.

Scott Anthony Barlow 15:44

So that's really interesting. It sounds like as you're having conversations about that, you get some responses, like, "Oh, my goodness, why would you rock the boat?" Right? Did you get any other types of responses as you were talking with others about your plans to ask for a raise or renegotiate?

Justin 16:00

Yeah, I mean, I had kind of responses all over. I mean, I hadn't really spread the word a whole lot. But I mentioned it to another guy I worked with, and he was pretty confident I would get a raise, maybe not necessarily what I was asking for, which, we didn't really talk numbers exactly. But kinda like the first time I went in, he was like, "Yeah, you could probably get like another 2 or 3%, on top of what you normally get." Which is kind of the way to appease someone and make them go away, like, "Okay, here you go."

Scott Anthony Barlow 16:37

"Thanks for asking. Don't talk to me about it anymore."

Justin 16:39

Yeah. But it definitely was interesting to kind of evaluate how everybody looked at the job market, and how people respond to just trying to determine our market value like that was interesting to me.

Scott Anthony Barlow 16:58

So as you think back to the beginning of this process, what were some of the biggest questions that you had, or concerns that you had going into this process where you were trying to think about, like, "How do I even do this? How do I approach this." Especially in a different way than what you had done four or five years ago, where you got the paltry, you know, let me throw you a bone type raise 2 or 3%.

Justin 17:23

Right. I think the biggest struggle I had was trying to decide whether I should go have another job offer in hand or not. Because I felt like I was really good negotiator. But only if I was holding all the chips. And the only way I could picture myself as holding all the chips as if I had this other offer in my hand. And I was like, hey, look, like I can leave today and go bank this at this other company. It took a lot of coaching, as you know, for me to kind of realize, wait a minute, like, I'm already holding the chips, I just have to know how to use them. And I have to convince myself that I could go get this somewhere else, even without an offer in hand, which in the long run, I think works a lot better than if I actually were to get a job offer. Like, I feel like we did the right thing, just because we talked a lot about going into the negotiation as a partnership with your boss, and that was really beneficial. Because if I were to just run in and say, you know, "Look, this company down the street is going to pay me 15% more, give me more than that, or I'm going to leave." It's a very standoffish attitude that the both parties are taking. Your boss feels cornered and then you might get looked at differently. I don't know there's a lot that even though that's sort of the way the market normally handles it, it just didn't feel right to me. So I really liked the approach of going in and saying, "Look, here's what I could make. And you and I both know, I'm qualified for all these jobs. And here's what I want. So how can we make this happen together? So I don't have to go look for another job. And I don't have to come in here with a job offer to wave in your face and threaten you with." Like, I think everybody appreciated that approach more.

Scott Anthony Barlow 19:27

I think, as you're sharing, hey, here's some of the biggest questions that I had. One thing that stood out to me when we started interacting with you, and trying to understand some of your goals and what you might be asking for throughout the process of negotiating and increase would tie into your long term goals and the ways that you wanted to do it. The biggest thing that stood out to me is you're really uncomfortable with this idea that you mentioned of going and getting the job have only to negotiate an increase, like that seemed out of your normal integrity, like the way that you live everything the rest of your life like that was just like totally implicitly outside it. And that seemed like the only reason you were considering it is, is it what it felt like you had to do? Is that fair assessment?

Justin 20:17

Yep. I think it depends a lot on your organization. The last company I worked for, I definitely felt like, you know, they made any counter offers for me to stay. And then I ended up not staying, because I did feel like, "Hey, they're trying to get me to stay right now. But they're gonna push me out as soon as they can, or I'm going to be looked at differently." And I think it depends a lot on just the dynamics of the organization and how they treat people. I don't necessarily feel like that would be the case where I am right now, just because it's a bigger company and finances, and people are sort of more removed. At the previous company I was with was a smaller company. So if the CEO is agreeing to a raise, that's like, $1 out of his pocket, so it's more, they're more directly seeing the hit of finances on them personally.

Scott Anthony Barlow 21:16

Justin, when you think about this process, and you think about the work that you did to be able to make this happen for yourself, and with this organization, what were some of the first things that you remember doing as we went through the process with you?

Justin 21:33

Well, the biggest thing was you being so convincing that I could go get another job somewhere else, and then going and looking and seeing what other jobs are available. You told me to spend like an hour, I probably spent like 10 or 12 hours, of course for a couple of weeks. But it was nice, because in the process of looking for other jobs, it's hard to find job postings that actually list salaries, right? And just by default, most of the jobs don't list a salary. But just the ones that did list the salary publicly, I was able to find a dozen jobs that paid significantly more than what I made now that we're remote. And also things that would be interesting for me to do. Maybe not necessarily you always take a gamble when you change companies, because you don't really know the health of the company and whether it's going to be around 10 years or two years or three years, which was what I was trying to avoid by not changing jobs. It's like, I know I'm at a job where I've been there almost a decade, I could be there for another decade easily if I wanted to, but just convincing myself that these jobs are out there, and I could go get them right now, that was really probably the biggest step. Because once I got that mindset, that, "Hey, like, I could go get one of these jobs today." That was kind of when the game changed. And then you kept pushing me, you know, because I think I came out with what I was going to ask for it. It was, you know, I think about 15% or so more than what I made and you kind of kept pushing me up. And I think we finally landed on about 20% more, because you kept kind of nudging me to say, "Hey, ask for more. Like you can get it." That was definitely eye opening, I guess.

Scott Anthony Barlow 23:43

Was that an uncomfortable part of the process for you?

Justin 23:45

A little bit? Yeah. Because you want to ask for a number that doesn't seem crazy. And you want to ask a number that, you know, one, is beneficial to you. Because that's ultimately why you're asking for a raise is because this is how I'm compensated for the job I do. But two, you don't want to ask a number that's so high that they just kind of laugh at you and kind of dismiss it as whatever, like, that's impossible. But I think the way we kind of structured the task and the documentation and everything to go with it really helped kind of drive that home. But it definitely was, like, uncomfortable trying to decide what to ask for. Because it's easy when you have an offer in hand from another company. You say, "Hey look like they're offering me 10% more. You can either match that or you can go more like it's not really in your hands. You're just saying this is what I could get with his other job offer." Like not having that offer in my hands, like definitely made it uncomfortable.

Scott Anthony Barlow 24:56

What helped you be able to move through the process, just for really helping bring everybody else into this process really quick. If we were divided this into steps– step one for you really was about let's figure out what your assets are. Right? And we talked a little bit about that earlier. But you have such a great relationship with everyone who has a vested interest with you there already, you have this track record of success. And on top of all of this, you have a variety of experiences and skill sets that just are a very unique combination. And I think lots of people have these, but don't necessarily realize it. But in your particular case, you acknowledge that, like you get sort of the software and hardware side and everything in between that makes it jive together. But then step two for you was really about, okay, what is the strategy for how we go about asking, and it really made sense for you to not involve other jobs in the process, because that was outside of your integrity and do so in a way that was very much inside of your integrity, and figure out what's the game plan and strategy for how we're going to do that. And I think you and I had decided that it would be a series of conversations where you approach it from, "Hey, I could go and do this, I could go and get another job. But I respect you too much to be able to make that, like go and do that and waste everybody's time when my goal is to stay here in the first place." Right?

Justin 26:24

Yeah, you know, it's the truth. That's basically just... it just boils down to figuring out how to word that in a way that gets their attention, that gets their attention the same way you having another job offer would anyway. Because, I'm trying to think the most powerful thing in this whole process was when we sort of decided what to do. So my steps to, kind of, backtrack a little bit, so I came up with a proposal for compensation. And then you kind of ripped it all up and said, "Hey, like, move this around and change this and do all this." And so after a few iterations of back and forth with you, we had a pretty decent multi page proposal in hand. And then the fact that I simply called my boss and said, "Hey, like I have something that's really, really important to me to talk to you about. And I'd like to do that in person sometime in the next three or four days. Do you have time on Thursday or Friday?" I think it was a Thursday, ultimately. But I called him on Monday. And I didn't tell him anything else. And then he didn't really pry, but setting the conversation up like that, I feel, like, was really powerful, because I feel like it flipped who was nervous.

Scott Anthony Barlow 27:56

It did.

Justin 27:58

Right? Because normally I would go in and say, "Hey, can I, you know, I'd like a raise, and I'd done a really good job." And I'd be the one whose heart was pounding and who was nervous. And when I went in on Thursday and met with my boss, you know, I was slightly nervous leading into it, but not nearly as nervous as I was before. And I can tell he was just waiting for me to hand in my resignation. And I could see the look of relief on his face, when all I did was ask for a 20% raise, which was, like, amazing, because normally, you would say that they'd be like "20%? Like, whatever." But just for him to sort of sit back, and I know that he also talked to his boss, and they sort of already knew something was up. And we were meeting for an important reason. But for them to sit there and think, "Okay, well, like he's probably handing in his resignation, or he has another job offer for a few days." It kind of puts them in that mindset of, "Oh, like, this is what it really could be like if you didn't leave." And framing the conversation where I was not the nervous one, really like, I feel like that was probably the most important thing out of this whole process.

Scott Anthony Barlow 29:27

I think that's really interesting and powerful and without getting into every element of the psychology that we use with that particular strategy, which is not right for every single person under the sun. But I think it really, really was very effective here because it put them in that emotional state where they had to consider, one, that it's a possibility that something could be disrupted here and then they run through all the things in their mind about what that could be. Now the unfortunate part is, you don't really get to control any of the thoughts that go through their head. And in this case, that was actually helpful to the process, I would never recommend inflicting pain on people for manipulative purposes, but it allowed you to be transparent with what was going on here in all the ways that you could leading up to it while still being helpful to the process, both for them, and for you. Consequently, it also initiated them to start planning well, what could we do in the background without you even having to ask? So overall, I think it was really very, very good. The other thing is it did, that might not be obvious here, is it opens them up when you come and say, "Hey, I want to approach this as a partnership. I really want us to figure out together, like how we could make this possible, how could we get me towards this 20%? What would it take?" And asking those types of questions now, they're open to it in a completely different way than what they might have been, if you just showed up randomly on a normal Tuesday and said, "Hey, so, can talk to you about a raise? That'd be cool." Completely, completely different. Anything else that you think about this process for what worked really effectively for you, or what helped make it easier for you, that stood out for you?

Justin 31:19

Another one of the things was, it's going to be different for everybody. But for me, in particular, I could pretty easily trace back some ideas and things that we've implemented over the past few years, and actually put dollar figure on some of those not necessarily to say like, "Hey, like, look, I saved the company $1 million, therefore, I want you to pay me 900,000 of that." But for me to actually look at it and say like, "Whoa, like this idea actually did save the company a million dollars. And this other idea, saving the company and other $500,000." Like, it definitely made it easier for me to sort of convince me of my worth in the process. Because these were all ideas that I'm pretty confident if I wasn't working there that nobody else would have necessarily come up with them.

Scott Anthony Barlow 32:16

As I'm listening to you recount this story here, what's really standing out maybe even more than ever has before, even though this is something that, like me and my team have done a lot, is that most of what made this work on the side for your employer or on the side for you is about psychology, it's those things that got you to realize how much you were actually worth, it's those things that got your employer to be open to talking about this in a different way than they might have. It's all of those little psychological pieces rather than the proposal. And the proposal, you did a great job in the proposal. When we ended it, it was still like what I would say far from perfect, it was a really good proposal, but it's still far from perfect. We're going to spend, I don't know, 20 or 50 more hours on it to really get that tiny last little bits into perfection, right? But really, those didn't actually matter. It was much more about those other pieces of the process.

Justin 33:13

Yeah, and like you mentioned earlier, being able to word things in the sense that made my boss feel like we were going to work on this problem together, versus just saying "Give me this or I'm leaving. Saying, "Give me this raise, or I'm gonna leave." that puts everybody in a standoffish mode. And that's not really the best place for everybody to be at. But being able to worded as, "Look like, I'm qualified for all these other jobs. And I could go get them today. But I don't want to, like, I want to say here. Here's what I'd like to get paid in order for me to stop looking at all these other job offers and jobs that are available. And here's what I want, in order for me to continue with my career here and sort of stop focusing on other opportunities. And how can we make that happen together?" Like that was really powerful. Because it, like, you said earlier, like, it puts them in problem solving mode. And it sort of takes the threat away, which is you never want people to feel like they're cornered and they need to do this or else because that's just not a great way to approach anything in life.

Scott Anthony Barlow 34:35

It doesn't always feel very good either if you do. In the situations where I have done that in the past, and even if the result has been good, it doesn't feel good in the end.

Justin 34:46

Exactly.

Scott Anthony Barlow 34:47

Justin, as you think about this for someone else who's in a similar situation to you where they've got, you know, a pretty decent track record of performance and they have a great relationship with their boss or the other people who have a vested interest in their success, what advice would you give them, if they're interested in renegotiating their compensation, whether it be salary or anything else?

Justin 35:10

I think the biggest thing that you could really, that I took away from this process was knowing that you don't need another job offer to actually sort of have leverage, like leverage could be anything at any time. And even the word leverage is kind of used as a negative. I feel like at some times, it's not really that you're being greedy, you're just asking for what you're worth. Because ultimately, you're probably working at your job to make money. Hopefully, you like what you do at the same time. But hopefully, you're also getting paid what you're worth, because that's why people work.

Scott Anthony Barlow 36:00

Hey, many of the stories that you've heard on the podcast are from listeners that have decided that they want to take action. And they've taken the first step of having a conversation with our team to try and figure out how we can help. And if you want to implement what you've heard, and you want to completely change your life and your career, then I would invite you to do the same, let's figure out how we can help support you. So here's what I would suggest, just open your phone right now, go to your email app, and I'm going to give you my personal email address, scott@happentoyourcareer.com. Just send me an email and put "Conversation" in the subject line. And when you do that, I'll make sure you get to the right person on our team, and you can have a conversation with us. We'll try and understand your goals and what you want to accomplish in your career no matter where you're at. And we can figure out the very best way that we can help you in your situation. So open that up right now. Drop me an email, put "Conversation" in the subject line, scott@happentoyourcareer.com.

Scott Anthony Barlow 37:00

Here's a sneak peek into what we have coming up in store for you next week.

Speaker 3 37:06

You start to think in a certain way where it's like, "Oh, I can't do that. I've only been doing this for 15 years, like I can't" or however many years it is, you know, "I don't have the skill set to go over here." Yet, when you really break it down or like, it's kind of been at the core of what you've been doing. Maybe not 100% exactly, but if you distill it down to those skill sets or those strengths, you're like, "Wow, it's been there the entire time."

Scott Anthony Barlow 37:28

So many of us assume that if we want to switch to more fulfilling work, that means that we need to switch companies or industries or we need to drastically change, we need to do a 180, we need to do something that is completely different. But it turns out that's not always the case. Sometimes the best path to career fulfillment can actually be found in your current organization.

Scott Anthony Barlow 37:53

All that and plenty more next week right here on Happen To Your Career. Make sure that you don't miss it. And if you haven't already, click Subscribe on your podcast player so that you can download this podcast in your sleep, and you get it automatically, even the bonus episodes every single week, sometimes multiple times a week. Until next week. Adios. I'm out.

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When Switching Industries Is The Solution To Enjoying Your Career

on this episode

Natalie had, what many people would call, a “great job.”She was learning and growing, had great coworkers and mentors, and was making great money. 

She felt like she should be happy in her role, but ultimately she wasn’t. She had begun to dread her workdays, and didn’t want to perform some of the main duties of her role. When she realized her career no longer aligned with her values, she decided she had to make a change.

“I didn’t want to find myself 10 years down the road still in that job and wishing that I had done something differently.”

Natalie had been working in a client-facing role in the wealth management industry, and thought that in order to find a role that was in alignment with her values, she needed to move away from finance completely.

She began reaching out to people working in different industries, conducting mini career experiments, to see if any of the industries would be right for her and if any specific roles sparked her interst. One of these connections ultimately led to her finding her new role… which just so happens to be in finance!

Listen to learn how Natalie worked through her career change process by digging into what she truly wanted out of her career and building connections in new industries she was excited about.

What you’ll learn

  • Why switching industries may not be as drastic of a career change as you may think
  • How to conduct career experiments through reachouts 
  • How to negotiate in a way that feels true to yourself
  • How to use your current network to find your ideal role 
  • The importance of not getting attached during the career change process

Success Stories

I convinced myself for many years, that I was very lucky to have that job, and I would be crazy to leave it. I convinced myself that the team needed me even though I was miserable. And ultimately, it took me getting physically sick to realize I needed to leave! One of the biggest things that I learned out of the signature coaching was on designing my life. And this is another thing that I had really never, it had, I don't know, if it had never occurred to me. I just never believed it was possible until now.

Michael Fagone, Mortgage Loan Officer and Finance Executive, United States/Canada

If you're looking for a change, if you're somebody who is feeling unsatisfied in your work, and you're not necessarily necessarily sure why that is yet, I feel like, that's a great way to kind of figure that out, just because of how the program is structured. I don't think that I would have necessarily gotten to where I am now without the program, especially when it came to the resume and the interviewing portion, because I feel like those are the hardest two areas for someone who's trying to switch into something that's completely different. Having that coaching and that information, and, you know, all those resources available to me to prep me for to be able to present myself in a way where, you know, I'm talking to the hiring managers, and they're like, hey, well, you know, she doesn't have, you know, experience in this, but, you know, being able to explain why I'm still a valuable person and why, you know, my other skills are still good fits for, you know, the job that I was applying for, I don't think I would have had that tools and that skill set and, you know, the roadmaps and the guidance that I would have, that I had with being part of the program. So I'm super, super grateful.

Alyson Thompson, Client Success Specialist, United States/Canada

Natalie Bernero 00:01

I feel like in my own support circle, there was just kind of this feeling of like, "Oh, work is work, and you're never going to enjoy it."

Introduction 00:13

This is the Happen To Your Career podcast, with Scott Anthony Barlow. We help you stop doing work that doesn't fit you, figure out what does and make it happen. We help you define the work that's unapologetically you, and then go get it. If you feel like you were meant for more and ready to make a change, keep listening. Here's Scott. Here's Scott. Here's Scott.

Scott Anthony Barlow 00:37

I cannot tell you the number of times I've heard someone say well, "work is supposed to be hard. That's why it's called work." Or even, "work is supposed to suck." It's the mindset that has been ingrained in us as a society. We are unconsciously taught from a young age that work is a grueling duty. And we have to put in our dues during our prime working years, because that's just the way the world. Luckily, this narrative is very misguided and people are starting, just barely starting, to realize that work doesn't actually have to suck. And it all starts by looking inward and asking, "Do I really want work to feel like work? Or could it feel differently?"

Natalie Bernero 01:25

I found myself growing into a role that I came to realize in this process didn't align with my values, and wasn't something that I wanted to do long term.

Scott Anthony Barlow 01:36

That's Natalie Bernero. Natalie was working in the finance industry when she started to feel very misaligned. She felt she was not working in her strengths, and that her values had evolved since she accepted the role, and then it was no longer a fit. Natalie's support system really didn't understand why she needed to leave her comfortable finance role. But she pushed it back because she knew a more fulfilling role was out there for her. Natalie articulates the ups and downs of her career change process very well. And I think you'll be able to relate to her mind blocks that she had to overcome to even begin the process. Listen for those as we get to later on in the interview with Natalie. Here she is, as she talks about her career change.

Natalie Bernero 02:21

So I got up into this point when I made my career change. I've only had my one job and my one career, and I had a great experience at that company. I had great mentorship, great leaders, great co-workers. And I felt like I had a really good support system. So hence why I stayed at that company so long. I was learning. I was growing. For a long time I did enjoy it. But I found myself growing into a role that I came to realize in this process didn't align with my values, and wasn't something that I wanted to do long term.

Scott Anthony Barlow 02:52

Tell me about that. I'm so curious about that. I think that's something that many of us experience over the course of our lives were something that was a wonderful changes, because it no longer aligns. What would be an example of your values? What changed for you?

Natalie Bernero 03:11

Yeah, so for context, the job that I was in prior to my career change was, I was a trust officer at a wealth management sector. It's a very niche career. So if people aren't familiar, it's basically in the estate planning. And trust world, it's a little bit of legal, essentially, I was managing trust funds is the best way to put it. And so when I initially started my job, I was working, I was growing up into that role of being a trust officer. And so I was being heavily mentored. And I was kind of in a role that was a hybrid of really work and doing reporting, and learning the ins and outs of wealth management. And then I was also growing into a role that was more relationship management and working one on one with clients and customers. And so I think I really enjoyed it at first because I was learning something, but I was doing a lot of analytical work, which is something that I really enjoy. However, when I grew in more into that role of being a trust officer and more relationship management piece, that kind of analytical work fell away, and I found myself just working with clients, which was okay, I was good at it, and I did enjoy working with some of my clients. But unfortunately, a lot of my clients were kind of really entitled individuals. And that's where I found the value misalignment because I really value working hard for the things that I have in life. And the clients that I was working with necessarily didn't share that value. And so I think at the end of the day, that's where that shift happened, where I found myself not enjoying it, because that's what I was dealing with day to day and the analytical work that I used to really enjoy.

Scott Anthony Barlow 04:45

When you began to realize that there was that misalignment of values that particularly around the working hard, what did that feel like? Do you remember?

Natalie Bernero 04:57

Oh, yeah, absolutely. Well, how can you forget? I found myself just constantly stressed and anxious. And constantly thinking about the interactions I was going to have with my clients on a day to day basis. There was some, I'm sure anyone who's worked in customer service can, you know, there's always those tough cookies that seem to call you more than the good clients. And so I've just find myself constantly worried in thinking about, you know, what I'm going to say? What am I going to do? How am I going to handle this? Am I doing the right thing? Like, is this... what I'm gonna say? What I'm gonna do? This is not going to be the right thing to do. Am I going to make them more mad? And so I just find myself so anxious about that to the point where I was like, dreaming about it or dreaming about having interactions with clients. And so it was just a feeling of dread, like going into work and having to deal with these conversations. And then that led me to trying to avoid doing that work, even though that was my primary job. So it was just this... it just felt like a battle every single day.

Scott Anthony Barlow 05:59

Once you began to realize that this was the pattern for you, what caused you to realize that you needed to make a change?

Natalie Bernero 06:06

I think I knew that I needed to make a change for, I would say, a couple of years. And it really kind of hit for me. And I think for a lot of people during the pandemic, because there was this big shift in how work was being done. And I realized that I wanted to make a change, but I just didn't know where to start. And there were periods where I would just kind of randomly apply to jobs on LinkedIn, because I was just so fed up at my job, I was like, "Well, I'll just throwing my resume out there into the universe and see if anything sticks." Naturally, nothing did. And then I would go back into a period where it was okay, things were okay, and I could sustain it for a little while longer. But I knew that being young in my career, I was already having these feelings of like, I need to get out/ I want to make a change. I want to do something different. There's no way that I should stay in that job for another year, two years, I didn't want to find myself 10 years down the road still in that job and wishing that I had done something differently. And that's kind of what got me inspired to search for help and search for career coaching.

Scott Anthony Barlow 07:06

What caused you, do you think, to wait several years? Because I heard you say that, "I think I knew for a couple of years" What do you feel like caused you to wait several years before deciding to take action on that?

Natalie Bernero 07:23

Well, I know what caused me to wait. I was making really good money for my age. I was good at my job. And I had great mentors and coworkers. So those three things I love, and so on. On paper, in my mind, it was like I should be happy here because it's ticking all of those boxes. And yet, inherently, I was stressed, anxious, dreading my day to day job. And so I think I stuck it out for so long, hoping that I would be able to push through that stress and somehow get through this hard time and then everything would come into place. But that value misalignment was never gonna go away. And so I finally, you know, I needed to take the leap. And that didn't mean that I couldn't find a career that still ticked all those boxes for me, but was also doing something that I really enjoyed. That was the hope that I always had, especially going into this process.

Scott Anthony Barlow 08:16

When you look back, what do you feel like functionally, whether it's big or small, or anything else, what worked to be able to allow you to decide to do something different?

Natalie Bernero 08:26

Yeah, absolutely. I mean, I guess it was just, I had to... I guess I just... I remember one day I was running errands after work. It was dark after work. And I have had a tough day, Lord knows what was going on. But I was stressed, I was unhappy. And I just on a whim. I just searched on Spotify for a career advice podcast, or something like that, and Happen To Your Career came up. And so I was driving somewhere. And I just started listening to a couple of episodes. And then hearing success stories, people saying like, "I never thought it was possible, but I did it. And I'm so much happier. And my life is so much more fulfilling." I had that inkling of a, there's no difference between me and that person that's talking about their success. The only difference is that they took the leap, and they took the time to immerse themselves in this process. And I can do that too. And so it was just seeing the examples of people coming out on the other side and having success in their career change was inspiring to me, especially because when I would talk to my family about wanting to be in a career that made me feel happy and fulfilled, my mom would say to me, she's like, "I don't think I've ever known anybody that's happy in their careers. It's work. Work is supposed to be work." And so I feel like in my own support circle, there was just kind of this feeling of like, "Oh, work is working, you're never going to enjoy it." But then I'm listening this podcast that's telling me, I made a change and I'm so much happier and I love my job. And so it was a moment of inspiration but then also having to shift my own mindset and leave that I could find that happiness too.

Scott Anthony Barlow 10:03

I'm so glad that you had that experience. Also, now that you know it's possible, you get to help spread the word because almost everyone in the world has that type of conversation, whether it's with family, friends, other additional co-workers is like "Work is work. Work is supposed to suck." And especially now, in today's times, it doesn't necessarily have to be that way at all. But it is what we're taught from a young age. And that is, by the way, we don't talk a lot about it on the podcast, but you may have heard us say it– our secret mission is to get enough people in place, influential places into organizations that they have made that change for themselves, where they can then help pass that knowledge and those skills on to other people. So ultimately, we can create a movement that causes people to be able to thrive at work, as opposed to thinking well work is work, or work has to suck. Oh bother eeyore. I don't know, insert your cliche here. May I read a thing that you shared with us early on for you about one of your biggest fears?

Natalie Bernero 11:10

Sure.

Scott Anthony Barlow 11:11

Okay. So you've shared with us, "My biggest fear is that industries I would like to work in are hard to make a livable wage, or are hard to get into higher up positions where the salaries would be more desirable. I'm afraid it will be hard to find positions. I want in industries that I want without having to take a big salary cut." Tell me a little bit about that.

Natalie Bernero 11:30

Yeah. I think I was, again, I came from wealth management. I came from financial services, which I think has this element of prestige to in that industry when you think of, like, super wealthy people, their investment bankers, venture capitalists, all that kind of a thing. And so being in that world, it just felt like a guarantee of like, no matter what you're doing, if you do well at the company, you're gonna grow and make good money. Unfortunately, that was a really big focusing point for me going into this process. But the industries that I was interested in, and thought would really fulfill me, really excited me were things like the travel industry, hospitality, restaurants, things like that. And so I knew that there was companies, organizations out there where obviously, people are making great money, they're living fulfilled lives, whatever that looks like for them. But I felt like it didn't have that same guarantee with and especially going into those various industries that I named. And so that's kind of where that fear came from is like, yeah, maybe I can get into the hospitality industry, but I'll have to drop way back to my salary. And that will feel like a step backwards for me coming from such a prestigious high paying role.

Scott Anthony Barlow 12:43

What helped you to change your mindset, and your outlook on that?

Natalie Bernero 12:47

Talking to people that did work in the industry, and had the success. So when it came to the reach out portion of career change bootcamp, and I started to meet with different people and talk to people at companies that I was interested in, they just came back, and were telling me that they live their successful lives, and they have enough money to support their lifestyle. And, so it, yeah, just speaking one on one with people that had lived in that experience, and told me about what they did, it was completely different than the stereotype that I had in my head.

Scott Anthony Barlow 13:18

What do you think caused that stereotype for you personally? If you're reflecting back on it, because this is... I'll say, first of all, it is definitely a common conversation that we have all the time. We've had it many thousands of times over the last 10 years. So you're not alone. And, you know, what, looking back, what do you believe caused that for you?

Natalie Bernero 13:39

Yeah. I think I was definitely thinking of like, when it came to the restaurant industry, like thinking of people who are actually chefs, or people who are bartenders, servants, that kind of thing, and that's notoriously a job where you have to work really hard, really long hours, and not for great money unless you're working at a Michelin Star restaurant or something like that, which is pretty prestigious. So I had that connotation. And then when it came to the travel hospitality industry, I was just thinking of, like, hotel management and things like that, like roles that I didn't know a lot about, but I just had this assumption that they came with long hours and low salary. And don't get me wrong. I'm sure those roles do exist. But there's so much else that goes on behind the scenes to run organizations, companies in those industries. There are people with my skills, like financial skills, analytical skills, can also get into the industry and kind of earn those higher salaries as well.

Scott Anthony Barlow 14:38

I think that, well, I guess, first of all, I'll say that the stereotypes are there for a reason, to some degree. And also within every single industry, there are exceptions to that. But that reflection that you had just described is definitely what we've seen over and over again. And we've also found that for individuals, they don't even need to worry about the stereotypes for a particular industry, because most people are not looking for the amount of jobs that an entire industry contains, they're looking for, like, one opportunity. And if you only have one opportunity, why couldn't you be in the situation where that is the exception. And that's a very, very different way of looking at it. Instead of looking at well, the average says this over here. But that's true for almost every industry. So here's what I wanted to ask you, though, as you think about your career change, as you started to get into it, what do you think was harder than you anticipated?

Natalie Bernero 15:39

I'd say there was a couple things that were hard for me. And the first was, in the first couple of modules, it's all about building your ideal career profile, and what you want that to look like everything that you want, and need in a new career. And that wasn't necessarily hard for me, I had this idea in my head of what I wanted, but putting it all on paper and seeing it, it felt like this perfect thing that I was never going to find like, I was never going to find a job that ticked all of these boxes for me, especially as I got more into the process, I had that feeling but then had the hope of, well, maybe I can. But then as I got into the process of doing reach outs and connecting with people, I was very optimistic about it. But there were some conversations that didn't go great. There were tons of people that didn't get back to me who I really wanted to talk to. And so as I was kind of riding that roller coaster, that ideal career profile started to feel more and more out of reach. And so I started getting to a point where I thought, at this point, I'll just take anything that I can get, because I want to get out of my old job so bad. And that got me into that negative headspace of kind of ignoring everything I had built in the ideal career profile. So it was hard to continue trying to reach out and continue to try and find opportunities that did tick all those boxes on my my ICP and to keep pushing through that process and hoping that I was going to find that opportunity that I really wanted, even though I was so close to just like giving up and taking anything, you know what I mean?

Scott Anthony Barlow 17:12

Yeah, absolutely. And it's fascinating to me, no matter where someone is coming from, how far, or not far, they are along in their career, however much experience they have or don't have, everyone that we've ever worked with goes through that same kind of dip where they are... they have done a lot of wonderful work in defining what it is that they want. And now they're actually actively working on it, whatever that looks like for their particular process, you're talking about where you're reaching out, and you're having real conversations with people. And at some point along the way, something or a series of some things don't go well. And they hit that wall. And it sounds like for you that was exactly the point where you started to feel like "oh my goodness, I will just take anything. I put in all this work I have, I need to get out of this other role that I'm in currently, and just get me out of here." And that I think is normal. So my question becomes then, when you got to that point, arguably one of the hardest points when you're working towards something that is meaningful for you, what worked for you? What allowed you to move through? What were some of the parts and pieces that, you know, other people might be able to duplicate that you found worked really well?

Natalie Bernero 18:33

Yeah, it was definitely in those hard times that working with my coach was really helpful and beneficial that I would go to her and have tell her really honestly how I was feeling, "I'm having a hard time. I just want to quit my job. And you know, it's not going as I thought it would go like, what can we do? What should I do to keep moving forward?" And it was at those moments that she would kind of take me back and we'd revisit my ideal career profile. But we'd also revisit the values that we had gone through enlisted at the start of my process, the things that I value, and we want to make sure align in my career. And so she would just kind of keep those as a constant reminder to me of like, "even if you can't tick all of your boxes on the ICP, make sure that you're hitting your values, make sure that the people you're talking to share your values, make sure that the companies you're looking at share those values, because that is where you will find that alignment and that happiness." So her reminders to go back and really put my values first really kind of helped me and then she also helped me find different ways to find other different people to talk to different ways to look for companies rather just than spending hours and hours on LinkedIn, which I found myself kind of getting trapped in that cycle of looking on LinkedIn constantly.

Scott Anthony Barlow 19:44

Give me an example of one of those ways that you were able to go in and look for a company that fit with your values?

Natalie Bernero 19:53

Yeah, well first of all, she pointed me to other job boards other than just LinkedIn. You know, we looked at Indeed too, there's one specifically for... it's a website called BuiltIn. There's BuiltIn Colorado, I think they have others in different states. But, you know, they highlight mostly tech companies. We looked at... there's a couple of other resources that she gave me that talk about specify in different companies. And you can filter for companies that you want to, especially on, like, built in, you can filter for industries that you're interested in, you can filter for remote work, you can filter by job type. And so just looking at those different resources, pointed me to a lot of different companies that weren't on LinkedIn or didn't have as much of a presence there. And then I would go take those companies, and then I would start searching for people that I knew were connections that I might be able to reach out to that way. So just having those just additional online resources was extremely helpful.

Scott Anthony Barlow 20:46

What do you feel like you did an especially great job? When you look back, you're like, "oh, that everything worked that well. This, I did pretty well."

Natalie Bernero 20:58

I'm pretty self critical. I'm sure I did some things really well. But that's a tough one. I mean, at the end of the day, even though the reach outs were really hard for me, when I go back, and I look at all the reach outs that I actually did, I did a lot more than I thought I was going to. It felt like I only had one or two for a while. And then I had three and then I had four. But by the end of it, by the time I made my change, I connected with like, I think 12 or 15 people, something like that. And that was a lot more than I thought I was going to do. And now I've connected with, and having those reach outs and connecting with those people, I feel like I have not a larger network that as I wants change, as my life changes, and as I may want to make another change in the future, I have so many more resources and connections that I can go back to in the future. So even though that was probably the hardest part for me, I think at the end of the day, I surprise myself in how much you can actually accomplish if you just keep working on it.

Scott Anthony Barlow 22:00

What do you feel like was the surprise to you? What stood out is the surprise to you for just how much you can accomplish? What was it about that?

Natalie Bernero 22:09

Just the fact that I was able to be bold, and you know, asking people to have those conversations, it feels kind of awkward to just reach out to someone that you don't know or that you've never talked to before. But that was the biggest surprise was that even though you're putting yourself in that uncomfortable situation, you just kind of got to do it. And then you realize that you're capable and people are willing to talk to you.

Scott Anthony Barlow 22:33

It seems as though, well, I won't speak for everyone, but for me, when people say bold or like making bold moves, a lot of times it feels like that is instant, or that is massive moves in some way or another but I also hear you referring to, it was the build up of these specific smaller moves that felt uncomfortable, but it was the build up over time that really caused you to be successful through this process. Is that fair? Or what would you say to that?

Natalie Bernero 23:06

Yeah, I would agree. My coach was great about that too, in moments where I would say, "Oh, I don't really want to do that." Or, "I feel uncomfortable doing that" to push me and say, "You need to do these things. You need to... I'll help you with a template. I'll help you draft how you're going to ask for this thing, whatever it is along in this process." And so she would help me with that. But then she would kind of give me some tough love and make sure that I followed through and did do that. So yeah, it built up slowly over time, just with starting with reach outs. But then when it got to the end, when it came to negotiating for my job that I ended up getting, she made sure that I did negotiations, and I asked for more. And so yeah, it built up over time, but she really helped me be successful in that regard.

Scott Anthony Barlow 23:49

It sounds like definitely having another person there who was able to, as you said, give some tough love and be able to urge you to keep going was effective for you when you got to those uncomfortable parts. Is there anything else that worked really well for you to be able to move through that discomfort, especially since that was such a big part of your success?

Natalie Bernero 24:11

Yeah. I would say some other things that helped me be successful through that process was talking to my other friends and family who had gone through career changes in the past. And a lot of my friends and family that I talked to about it didn't do career coaching, but you know, they had made successful career moves. And this being my first time that I was actually going to be leaving a job and making a change. I had a lot of anxiety kind of built up about that. So hearing other people's success stories, just how they were able to do it on their own, it needed a lot of hope knowing that I also had HTYC in my career coach to back me up, that gave me a lot of hope that like okay, "I'm not on my own in this. I have these coaches that have these great resources. And I've seen other people who have just done it completely on their own. So I know that I can be successful in that as well."

Scott Anthony Barlow 25:01

That is super cool. I am also curious too, talking about the reach out process and within that retail process, do you remember any of the interactions that you had where you're like, "I don't know if this is going to be effective." And then it turned out to actually work. Do you remember any of those times?

Natalie Bernero 25:24

Oh, yeah. Yes.

Scott Anthony Barlow 25:25

What was the first time that happened where you had that experience?

Natalie Bernero 25:29

I would say the first time that happened was, no, it's not the most effective way but I just randomly messaged a guy on LinkedIn, who worked at a restaurant management company in Denver. And it was a total shot in the dark. And I wasn't, like, I've done this before, so I wasn't expecting him to answer me. But I reached out and said, "Hey, we have a mutual. Here's our mutual thing that we have in common. I'd love to talk to you about what you do." And he instantly got back to me and was like, we met for coffee, I think three days later. And so I know, again, I know that's not the most effective way, but just having one of those times, that was a total shot in the dark. And I wasn't expecting anything out of that to then him becoming a connection and him introducing me to people at a restaurant management company and talking to me about what he does, and what the opportunities there to work was mind blowing, and gave me a lot of hope for continuing in this process. The other one was I reached out to an old friend from college, and the work that accompany that I was interested in and you know, obviously was willing to have a conversation since we knew each other from school. But he actually ended up, after a conversation, ended up sending me an opportunity that then became the job that I took. So I wasn't expecting much out of it other than just to talk about the company in the conversation. But he was the one that ended up getting me the opportunity that I ended up taking. So those two just kind of random shots in the dark that throughout the reach out process, ended up getting me a great connection and be my next job.

Scott Anthony Barlow 26:56

I think what's amazing is that, although it's easy to see how that one particular person, and that one particular interaction, then snowballed to much later turning into an actual opportunity. It's much harder to see that in the moment. You don't know which of those connections or which of those interactions or which experiments you might run that are going to yield feedback about what you do or don't want to spend your time on or yield a relationship that turns into something really fun and wonderful, and then later ends up turning into an actual paying opportunity. So really, really nice job because when I know from both personal experience, and from us working with many people over and over again, that it doesn't always seem like it's going to work out that way in the moment. So kudos to you. That is awesome. What advice would you give to someone who is thinking about making a career change where let's go way back here to the point where you had realized for a while that you needed to do something different, but hadn't quite accepted it yet, and you were just considering you're at that consideration point, we'll call it, do I make a career change? Do I continue to stick it out? What does that look like? What does this mean? What advice would you give to that person who's in that place?

Natalie Bernero 28:16

Yeah. There's a couple pieces of advice that I would get is, one, just starting to believe that it is possible and that you can do it, you can make a career change successfully. I feel like I had a lot of mind blocks that kept me in my last job for probably longer than it should have, and I know that other people experienced that as well. So just starting by shifting your mindset to believing that you can do it and that it is possible, is definitely the first step. And I think my second piece of advice is to not get attached. I feel like I had kind of when we were talking about our ideal career profile and everything, I started to get really attached to this idea that I had to find the perfect job at the perfect company, and it had to be this glorious opportunity that paid six figures, and I was kind of searching for that one perfect opportunity. And the job that I ended up taking, if you had told me at the beginning of the process, I probably would have not been interested in it. And so I feel like you can't get too attached to any one specific thing. You have to keep your mind open as you go through the process. Because you never know what opportunities are gonna present itself. You never know what connections are going to be the ones that lead to opportunities. And so just kind of keeping an open mind and not getting too attached to one thing I feel like really leads you to success in the end.

Scott Anthony Barlow 29:34

I think that's amazing advice. I just taught a session for a group of our clients the other day, and that's one of the things that had come up during that session is "hey, how broad or specific or general or not general, should I be when I'm creating my version of ideal?" We use the tool of an ideal career profile. But ultimately it is that picture or vision of what it is that you're going after. And I think to your point, if you're not necessarily locked in on, it must be this industry or this way or this particular thing, or at the time, we were talking about someone who wanted to go into learning and development and was very focused on learning and development, and instead focused on shifting your focus to say, "Okay, how do I not get attached to this, but experiment with it? And how do I look at the pieces that are most important to me? And if they happen to fit outside of learning and development, that's amazing." Because as you said, if you would have seen this job at the beginning, you probably would have written it off the list.

Natalie Bernero 30:34

Yeah, exactly. And I was surprised that it ended up being the role that I'm in because it's a financial level. And so I was so keen on getting out of finance, that I almost wanted to ignore any job that had to do with finance. But that's actually where a lot of my skills lie is in analytical work, dealing with numbers, that financial analysis piece, but I was just so keen of ignoring the finance piece of it that at the beginning of this process, that would not have been my ideal career. But it's the opportunity that ended up taking and I'm really excited about it.

Scott Anthony Barlow 31:09

Tell me about negotiation. This is an area of struggle for so many people. I think it's fun. I know that that makes me crazy, and I'm okay with that. However, for you, as you went through the process of negotiating and asking for what you were looking for, and that set of interactions, what do you feel like worked really well for you?

Natalie Bernero 31:34

Yeah, I was definitely adverse to negotiating. I found it really interesting when I got the offer from a job. The salary that they offered me was above what I had asked for on the application. They say, "What do you expect to make in this job?" And what they offered me was above that, which I feel like is a negotiation strategy on a company's part to kind of make you feel like you don't need to negotiate because they're offering me more money upfront. So when I talked with my coach about the offer, and I said, "Hey, they're already offering more money, like, I don't feel like I need to negotiate." And she was like, "No, we're absolutely negotiating." So she really pushed me.

Scott Anthony Barlow 32:13

Thank you for your concern. No.

Natalie Bernero 32:16

She's like, "Nope, I'm gonna push you out of your comfort zone anyway." And so I feel like it's hard. I'm very much a people pleaser, and I definitely don't want to rock the boat and avoid a confrontation. And so going into negotiations, it feels like you're going into... you're not confronting somebody, but it feels like you are. You're asking for more. And so it feels uncomfy for sure. And I'm sure 99% of the people listening feel the same way. But what really helped me was going through a template of how to authentically ask for more money, or for more benefits or something like that, authentically do it in a way that we can frame it as a win-win scenario that's gonna benefit me, but it's also going to benefit the company XY and Z. And hearing that, sounds like how can you make it sound good for the company? But my coach really helped me kind of walk through that and create that template for me. And then sending that email felt a lot better than just the idea I had in my head of being like, "I want more money, please and thank you."

Scott Anthony Barlow 33:16

Do you remember any of the verbiage that you used that felt authentic to you? And also recognizing the caveat here is that what feels authentic to you, especially in negotiation, where you're trying to have a genuine conversation may not feel authentic to the next person. But do you remember any of that verbiage that you use that made it feel more authentic to you and to still be able to ask and find that wonderful win-win type of ground?

Natalie Bernero 33:45

Yeah. For me, it was really highlighting in that email that I was really excited about the company and the opportunity. And so in highlighting that and making sure that they were aware that I was really, really excited about the opportunity, but there was just this one little piece that I needed to get over the finish line, I feel like helped a lot because I wanted to let them know that like they weren't going to lose me as a candidate, just because you know, the salary wasn't exactly what I was hoping for. But I would also love if we could come to some sort of mutual agreement that's going to benefit both of us. So that felt really authentic to me to make sure that they knew that I was still a very willing and excited candidate.

Scott Anthony Barlow 34:24

So it sounds like part of what you did was making sure that they fully understood that you were onboard excited to be there. And also simultaneously, there was a piece or multiple pieces that didn't line up with what you were looking for. And one thing I should mention for everyone listening, many times it's not appropriate to send an email, sometimes it is. So in listening to Natalie's story here definitely was appropriate in this particular time to send an email but before you just assume that it's email versus conversation versus anything else, definitely partner with somebody that has experienced in negotiation because it's very different on an interaction by interaction and company by company and motivation by motivation basis. So really, really nice job. And also on the other side of that, what's the biggest thing that you learned through this process for yourself?

Natalie Bernero 35:20

I think the biggest thing that I... I learned so many valuable skills in this process of just how to build a network, how to shift your mindset when you're approaching any challenge in life, whether it's career change, or whether it's any other obstacle that I'm going to hit in life, but I think I just learned a lot more to trust my instincts and learn a lot about what I value. And that has really helped me from a career standpoint, but also just a life standpoint, when I look at things that make me mad or upset, I now think of it from the standpoint of this is probably misaligning with something that I value. And so just having that expanded self awareness, I feel like it's going to be amazing going forward as I evolve and change my career and then my life in general.

Scott Anthony Barlow 36:08

Hey, if you've been thinking about making a change for a while now, and you don't really know how to best take the first step, or get started, here's what I would suggest, just open your email app on your phone right now and I'm gonna give you my personal email address, scott@happentoyourcareer.com just email me and put 'Conversation. in the subject line. Tell me a little bit about your situation and I'll connect you with the right person on our team, where we can figure out the very best way that we can help you. scott@happentoyourcareer.com drop me an email. Here's a sneak peek into what we have coming up in store for you next week.

Rachel Cooke 36:45

I felt like I wasn't present for my kids. And so there were a whole bunch of circumstances that were converging that told me that my path was to step out.

Scott Anthony Barlow 36:53

So here's the thing, I worked in HR leadership for many years long before HTYC was even ever thought of. And I grew to hate the term employee engagement. Why? Well, partially because it's a buzzword. However, there's another really large reason. So many organizations talk about it, but not really doing anything of serious impact to help their employees actually be happier and more fulfilled at their work. And the crazy thing is that you don't actually have to wait. As it turns out, most people don't even realize that there are things that you can do so you're not waiting in your organization to drive employee engagement and actually allow you to be more fulfilled. So what is it that you can do to take ownership of your role in a way that actually matters, and allows you to be more happy more often in your career?

Scott Anthony Barlow 37:51

All that and plenty more next week right here on Happen To Your Career. Make sure that you don't miss it. And if you haven't already, click Subscribe on your podcast player so that you can download this podcast in your sleep, and you get it automatically, even the bonus episodes every single week, sometimes multiple times a week. Until next week. Adios. I'm out.

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How Scott & Alyssa Leveled Up Their Goal Setting With A New Strategy

on this episode

Last year Scott & Alyssa were on a roll. They had been hitting all of their goals for many, many years. They felt great!

Until they realized they were likely hitting all their goals because they were thinking too small. 

So in 2022 Scott & Alyssa dreamt really big. And guess what?

They still crushed their goals!

They did so by coming up with a new strategy that allowed them to closely monitor their goals all year long. Today on the podcast they’re sharing that exact strategy and other takeaways from setting goals as a couple for 14(!) years.

What you’ll learn

  • How to think bigger when setting goals
  • How the Barlows accomplished goal setting as a family 
  • Goal categories you can use if you’re new to goal setting 
  • The importance of prioritizing goal setting time in your calendar

Related Episodes

439 – Goal Setting: How Scott & Alyssa Have Learned To Set Impactful Goals

386 – Top Lessons I’ve Learned From Screwing Up Goal Setting For A Decade

316 – Overcoming Failure Through Joint Goal Setting

Success Stories

I realized early on in that career transition that if I was going to be able to find a job that was rewarding and in an area I liked, even to just pay rent, I would need help because I wasn’t getting the results I needed I know how to get introduced to people and talk to folks. I’ve done this remote job search thing a few times. What made it different for me though is that it’s not just an opportunity to change location but to change position. It could be not just a lateral move from one city to another but it could also be a promotion. I was moving my career and experience to an area where I went from leading projects to potentially leading teams… Sometimes you can stretch yourself and sometimes you need a team to stretch you beyond your best. I think that’s the biggest value from coaching. You have someone in your corner looking out for your best interests. If they are doing their job as good as Lisa did they are pushing you to be the best version of yourself.

Mike Bigelow, Senior Project Manager, United States/Canada

They went from a total comp package of $165K to $359K. Wow! Wow! Wow! I’m over the moon right now and really in shock! They reiterated how I was worth every penny and said “You can find anyone with technical expertise, but someone with your disposition and DNA is hard to come by! We can’t wait for you to join the team and are so glad we could make this work for us.” I can’t thank you all enough for your coaching, encouraging support during these last few months! I’ve landed the role of my dreams along with the comp I wanted and knew that I deserved.

Jessica , Chief Learning Officer, United States/Canada

Alyssa Barlow 00:01

I feel like it is really hard to write big goals and goals that are different when you're sitting in your house that you sit in every evening, or you spend every weekend there or you're in your office that you work in every day.

Introduction 00:20

This is the Happen To Your Career podcast, with Scott Anthony Barlow. We help you stop doing work that doesn't fit you, figure out what does and make it happen. We help you define the work that's unapologetically you, and then go get it. If you feel like you were meant for more and ready to make a change, keep listening. Here's Scott. Here's Scott. Here's Scott.

Scott Anthony Barlow 00:46

Over the past few years, we've had one episode that got so much positive feedback. So back this year, by popular demand, is another one of those exact same episodes where I bring on my wife, Alyssa, and we discuss our goals from the previous year– what worked, what didn't work, and our goals for the next year. Now, I have very much grown to look forward to these meetings and these episodes and the goal setting process in general. But that wasn't always the case. Our goal setting initially started from a place of fear. Fear that we weren't going to be able to afford the life that we wanted and fear that really pushed us to get very intentional and set some pretty big goals. And once we started hitting those goals, I realized, "hey, this actually works and it can be pretty fun." So now I get excited to have these yearly chats and go through this yearly process. And this year we sat down to have that conversation. We once, again, decided to let you be a part of it. My hope in doing this is that you can see what really goes into our annual planning, specifically the parts that went well and what we want to do differently and then use some of our tactics to make your 2023 year– the year that you hit some huge goals. Some, maybe, that you thought were impossible.

Scott Anthony Barlow 02:07

Lys, I am... I'm actually pumped to have you back on the podcast for two different reasons. Number one, for those people who aren't aware, we transitioned you out of the business in every single role that you were serving with the exception of advisor. So you're now in an advisory role, and everything else. You've moved on. You've moved on to your unicorn opportunity. And I'm really excited for that. But it also means that you don't always get to come back on the podcast. So welcome back.

Alyssa Barlow 02:39

Thank you.

Scott Anthony Barlow 02:40

Today, you and I get to share with everybody else, we've already had this conversation. Last year, we literally had this conversation on the podcast, which by the way, for those people who are interested, we've, over the last few years, done a goals episode at the end of the year. Those are episodes' 316, 439 is the most recent one, where Alyssa has come on to share. And last year, we actually, in real time, shared everything that we had learned and some of our biggest takeaways for goal setting for 2021. Now, we're going to do the same thing for 2022. And it's been a really interesting year. So I'm excited to share what you and I have talked about, but we've had some big changes. And I want to talk about how we've changed from the previous year to this year. What and how we'd do goals. So we're also going to talk about some of our biggest takeaways from this last year as well. What would you say is the biggest change that we've had?

Alyssa Barlow 03:45

I think the biggest change that we incorporated for 2022, and I don't remember if we talked about it last year as we were planning goals for 2022, but we decided this year for the first year ever to have the kids set goals.

Scott Anthony Barlow 04:00

That was huge. And that came about from us talking and saying, "Okay, we've done this for years of our life. Why are we not teaching this to our children?" Was that the same realization that you had?

Alyssa Barlow 04:13

Basically, yeah. I mean, we were asking ourselves to think bigger and do bigger and harder things. But we weren't asking the kids to do it.

Scott Anthony Barlow 04:21

Yeah. Which seems crazy. So we decided we had to remedy that. Now, here's the thing, we started by saying, "Okay, we don't want this to be another thing" like, us asking them to clean their room or asking them to do chores. We want this to feel very, very different. And I thought you had such a wonderful suggestion at the time. Because you had made the point to me that, if we just try and tackle this, like, many other things we're trying to tackle in our lives, then the kids are probably going to end up hating it. And that seemed to defeat the purpose. So it would require a very different set of thinking. So what did we end up doing? What did we end up coming up with?

Alyssa Barlow 05:02

Well, we kind of, we had tried to do family meetings in the past and family meetings always ended up being a negative thing. And somebody ended up leaving the table or couch or wherever. We take family meetings in some sort of a huff or tear. So we didn't want it to look like that. And actually, a different friend had mentioned that her and her husband had set goals in the hot tub before. And we had just recently gotten a hot tub that we had worked really hard to get. And so we decided that for the first goal setting of the year, why not do it in our brand new hot tub in a super different environment than we had tried to do anything else before. And just have fun talking about what we wanted for 2022.

Scott Anthony Barlow 05:48

Along with the hot tub, came a rubber ducky. For whatever reason, the company that we purchased the hot tub from, had decided to include a rubber ducky, which I thought was a nice touch. So we took that rubber ducky. And we said, "Whoever is holding the rubber ducky is the person who gets to talk." And we pass the rubber ducky around. And everyone got to take a little while and be able to set their intentions and goals and what they were really interested in accomplishing for the next year. And it was very, very different than any of those other family meetings that we talked about that it didn't tear or fit or anything else. And it really took that very different environment. Okay, so fast forward, I thought this was super fun, because we just wrapped up a review with the kids for the entire year. And oh, my goodness, first of all, it was really very fun to see what they had accomplished. That was... That felt like a huge win as a parent. But also, I was really surprised and pleased when we went through and took the kids and said, "Okay, well, here are the things that you accomplished this year." We had things all over the board. What were a couple of those?

Alyssa Barlow 07:01

Well, we asked them to start with a fun goal. So something that they thought it would be fun to achieve. A hard goal, something they thought would be hard to achieve for the year. And then I think the way we worded the last one was something that they wanted to improve. So either a subject in school or like a health improvement, or something like that. So that's where we asked them to start with three goals. So something fun, something hard, and then something they wanted to improve. And they were all over the board for all three of them.

Scott Anthony Barlow 07:33

Yeah, we had Camden who set some goals in hockey around the number of saves. He's a goalie. So number of saves that he was making for the remainder of the season last year. We had Grayson who decided he wanted to set a world record. And this very much felt like, we've had this conversation several times amongst you and I but we both had to sort of say, "okay, all right" and hold back that parental, maybe we start with something a little bit lower, but I'm so glad that we didn't say that to him. Because he then did go on to decide and research a world record that was really important to him and really fun for him. And he ended up doing it. He ended up actually speed running, which means that you complete an entire game as fast as you possibly can. He set the world record at the time for a brand new game that had come out on his Nintendo Switch.

Alyssa Barlow 08:32

And ironically enough, that actually was one of the hard goals. That was Grayson's hard goal. And that was the first one he accomplished.

Scott Anthony Barlow 08:41

What I think was fascinating is that the kids were learning this, but it was also teaching us at the same time because first of all, what if we had said, "You know what, Grayson, we think you should set your sights on something a little bit lower than a world record." Instead, I thought you did something really wonderful. You said, "Okay, Grayson. Well, what would that look like?" And then from there, he said, "Well, I don't know. But I will figure it out." And then the next month rolled around where we did a monthly check in with him, and all the other kids too, and we ended up just having a super simple for the first year, we said, "We just want to make this fun. We want to incorporate this into our lives. And it's less important that they actually hit the goals and more important that they have fun with it and begin to learn the process and incorporate it into their best way of being." And month two, he had still not identified a goal, if I remember correctly, so we said, "Okay, Grayson, well, what would that look like? How could you identify a goal, what activities would go into that? And then it was only a couple of weeks later that he had identified, "Well, I want to speed run a game." He had thought it through and said, "Well if it's a new game, then I have probably the highest opportunity to be able to speed run that game and set the world record before everyone else on the planet goes and has experiences with it." So that was strategic. But then he did it.

Alyssa Barlow 10:08

I think for setting goals with the kids this year, like you mentioned, we just wanted it to be fun, we really weren't concerned about what the goals were or what they accomplished, honestly, we just wanted to start the process somewhere. I think what we realized, though, is that in having them, set them and then setting time aside on the calendar to check in with them consistently about them, it kept those things on their mind and in the forefront and then working towards them, which I think kind of leads into our next thing that was different for us as a couple and a family this year as well.

Scott Anthony Barlow 10:46

Absolutely. And there was one other thing that was very different from how we've done it in the past. I think we've conventionally done a great job with setting goals, making them specific, even having good verbiage, turning them into whether use a SMART goal format, or some other type of great goal setting format, we've done pretty well with that. And also every single year, we have found that we've achieved most of our goals. So last year, if you go back to the episode, one of the things that we said we wanted to do differently was set bigger goals. Well, we did that this year. But we also ended up checking in much more frequently and much more regularly than we ever have before. That was very different.

Alyssa Barlow 11:30

In the past, it had always been we, in December, sat down to review our goals from the year and then rewrite them for the next year, or write new goals for the next year, not really rewrite them. But every year, we always seem to be surprised at the end of the year when we went through the goal list, and we're like, "Yeah. We did that. Wow, we did that. Oh, I forgot we did that." Where this year, it was different because we had those goals for ourselves, the family and the kids in front of us every single month. So we knew the whole year long where we were at if we were not achieving them, or if we were overachieving on them, then what came next? What did we earn the opportunity to work towards next?

Scott Anthony Barlow 12:13

So here's a couple examples of some of our goals or goal areas that we had. So we'd already mentioned establishing the habit of meeting monthly with our entire family about goals. That was literally a goal of mine personally, and Alyssa shared that as well. So with our relationship we had, through one of these, this goal actually evolved through us continuously checking in and us assessing, is this goal still accurate? Is it still achieving what we want it to achieve? This one actually evolved, and it evolved to planning relationship time first, every single week. And for us, relationship time meant keeping the time or space sacred for our relationship to do one weekly thing together. So sometimes that was date night, other times that was a simple out of normal activity on a monthly basis. So those are a couple examples of goals. But I think in the past, we really just had, we did a great job setting all the groundwork so that that goal couldn't be achieved. This year was the first time where we layered in, how do we continue to check in. So let's talk a little bit about what that check in looked like and what some of our biggest takeaways were with those differences.

Alyssa Barlow 13:35

So you already mentioned the monthly check in with the kids. So in addition to, or at the same time as the monthly check in with the kids, we were checking in on our own personal goals at that time, because we wanted to show the kids, we had our own goals, we were checking in on them at the same time that the kids were checking in on their goals. So that brought it to us monthly. And then this year, we also incorporated a quarterly check in or refresh if you want to call it. So quarterly every three months, we sat down as a couple and assessed our personal goals that we wrote, and then our goals that we had written together like our financial goals, some other things like that. Talked about them in a different format, I feel like then what we've talked about them before, we talked about kind of just how to simplify the way we were thinking about them. And the words that really stood out to me were– delete, delegate, or delay. So looking at every single goal and deciding, "Is this still a goal that we need? Or do we need to adjust the goal, or do we need to delay the goal?"

Scott Anthony Barlow 14:37

Yeah. And I think that was really powerful for both of us. Because in the past, we felt like when we set these goals, we needed to hit them at all costs, which interestingly enough, was one of the learnings that we had going into this year as well. And that was, stop trying to force it. Stop trying to hit the goal at all costs. And in some ways in the past that served us really well, certainly served us really well, when we were getting out of debt forever ago when we started goal setting way back when, almost what, 13 years ago now, 14 years, it's been a long time when you can't remember the number of years. We're starting to use this more and more like, "wait a minute, hold on, how long have we been married? Okay, well, let's count it back, do the calendar math." Same thing for goal setting. It's been over a decade now, and it's been a long time. And it no longer makes sense for us to hit the goal at all costs. So stop trying to force it. This is something we were just saying even before we hit the record button on this episode, that one of the things that we feel like the universe is trying to teach us over and over again, because we are both maximizers trying to squeeze every moment out of every hour, in all hours of the day. We need to stop trying to force it. And instead, how can we find ways to have fun with it? How can we go with the grain rather than against the grain? And I think the kids' goal setting was a wonderful example of that. Haven't always done that well. In a different year, we might have accidentally destroyed a really wonderful thing.

Alyssa Barlow 16:13

I think also, I mean, I know we've talked a lot about the kids' goal setting now. But I think we learned a lot about our own processes, and developed some things and pulled out some things that were takeaways or things that needed to be changed in our own goal setting process by going through the process of setting goals with our children. And I think one of those things, like you said, with having fun, one of our takeaways was creating time and space for the quarterly refresh, for the monthly goal review. And holding those times sacred on the calendar. I guess we didn't write that down what was different, but that was something we did differently last year, as we time blocked in January for those specific things. We time blocked for that monthly goal review and our quarterly refreshers, those were already on the calendar. I think something we did good is that even though it was on the calendar, we didn't necessarily, some of them, we had to move or adjust. But we always kept it on the calendar, it wasn't like it came up and we were like, "Oh, don't have time for that. Delete it off the calendar." We moved it to where it could fit in. And so I think that was something that was a big takeaway that we need to create that time and space in order to make this fun and enjoyable, and still accomplish big things.

Scott Anthony Barlow 17:29

And by time blocking, we mean that we looked ahead on the entire year's calendar. And before we added anything else, we added the time we wanted to take off, which we've done pretty well in that area before, that's part of how we were able to take and have been able to take really pretty lengthy time away from the US or take the kids to other countries and having those, you know, three to six week time periods by blocking it, sometimes 18 months in advance. But we haven't necessarily done that for other years. And this is the first year where we started to do that for other areas where we said, "Okay, we want to have mid year, we want to have a day away or four hours away, or a weekend way to be able to assess the goals and what we're learning from it. Are we on track? Do we want to change all the things that we just got done talking about?" But then when we also went through and blocked out all the holidays, and we blocked out all of the kids' time out of school and everything that we wanted to make sure we didn't lose as the year went on, and as it got really, really busy. So both on the gold side, but also with the family side. One other thing that was a huge takeaway for us was when we experienced an inconsistency. We just got done talking about we did a better job with checking in. Well, one of the things that we found is that sometimes our priorities had slightly changed mid year, and our goals didn't necessarily or hadn't necessarily adjusted along with it. What's an example of that?

Alyssa Barlow 19:07

I mean, I think the easiest example, with any goal setting, or maybe it's just me, but financial goals are always the easiest to show those inconsistencies or things where priorities changed. So we have been setting aside some money for some specific things. And about halfway through the year, we realized we had money set aside in the amount that we wanted set aside but it didn't necessarily match our priority anymore.

Scott Anthony Barlow 19:33

Yeah, so a great example of that. Every year, we've done this part for years where we go through and say "Okay, here's the money we plan on earning this year. Any extra money that we have is contributing to a particular area" and then we'll go through and say, "Okay, here's area number one, travel expenses. Here's area number two, the amount that we want to contribute towards passive assets. Here's area number three, kids' college savings fund. Here's area number four, on and on and on all" we'll go through and do that. Well, this year, we had set out that entire prioritized list, and then realized midway through the year, that that prioritized list, even though we were executing on that, didn't actually match up with our priorities any longer. So specifically, I think it was, if I remember correctly, we had prioritized purchasing an Airbnb and saving for that, and a vacation house, we had prioritized that slightly higher compared to another area, and we never adjusted it along the way.

Alyssa Barlow 20:30

Right. So we had contributed a lot of money to things and had set aside a lot of money, but then realized it wasn't consistent with where our goals were written. And so I think that's something going into 2023, that we need to make sure that we are more clear on our priorities and goals match the priorities, or we need to adjust them when we get to that quarterly review, when we have that time and space created to do those reviews, rather than just being like, "well, this is the goal we wrote. And this is where the money went." So now we're kind of stuck there.

Scott Anthony Barlow 21:06

So here's my wrap up question. For those people who might want to do goal setting with a partner or as a couple, what piece of advice would you give them as they're getting started?

Alyssa Barlow 21:18

So getting started, I think the biggest thing that we have learned in the last couple of years with kind of adjusting our own method of goal setting is that creating the time and space to get away from the norm. I feel like it is really hard to write big goals and goals that are different when you're sitting in your house that you sit in every evening, or you spend every weekend there or you're in your office that you work in every day, it's harder to think outside of that normal realm when you're sitting in those familiar comfortable places. When you get yourself outside of that, it's a lot easier to think differently and bigger and to set different goals than what you would have.

Scott Anthony Barlow 22:07

Yeah, completely agreed. And two things I would add on to that. Number one, if you've never set goals as a couple before, then some of the things that we talked about might be in the future, you don't necessarily have to go all the way year one. We were really bad at this 13 or 14 years ago. Really bad. And we were only focused on goals in one area of our life at that time. That's just how we started way back when. We were only focused on this one thing of removing our debt. And that was it. We were putting all our money to remove our debt and 100% of the goals that we came up with had to do with that. And I think the thing that I learned through that is it allowed us and gave us a simple place to start and build good habits and routines around year after year after year. So feel free to start on just one focused area, build the routines, build the habits, and get used to setting goals with another person. And then the other thing I would encourage you to do is go back and listen to those episodes we mentioned at the beginning of this episode, Episode 439, we do a really wonderful job. And we'll have all the links to 439 and 316, and any other areas where we've discussed goal setting in the past, go back and listen to those episodes. And we have some wonderful questions in there to use as you're getting started goal setting with a partner, goal setting as a couple.

Alyssa Barlow 23:37

I think if I remember correctly, this is either our fourth or fifth year doing a goal setting podcast of some sort. And I think the very first one we did go over, it was like a basic how to get started writing goals. So like Scott said, if this is new to you, and you're just getting started writing goals, we will link up some of those episodes so that you can go back and listen to the getting started on goals.

Scott Anthony Barlow 24:06

You'll find those in the show notes inside your podcast player or you'll find them on the blog post with this particular episode– episode 497. Can't find them? Just email me Scott@happentoyourcareer.com and put 'Goals Episodes' in the subject line and we'll send them out to you.

Alyssa Barlow 24:25

Happy goal setting 2023.

Scott Anthony Barlow 24:27

Happy goal setting 2023.

Scott Anthony Barlow 24:29

Hey, something I don't want to let you know the seemingly impossible career change stories that you hear on the podcast are actually from people just like you who are listening to this podcast and decided to take action and have a conversation with our team. If you want to implement what you heard, and you want to completely change your life and your career, then let's figure out how we can help. So here's what I would suggest, just take your phone right now. Open it up, go to your email clap and type me an email Scott@happentoyourcareer.com just put 'Conversation' in the subject line. And when you do that, I'll introduce you to the right person on our team and you can have a conversation with us. We'll try and understand your goals and what you want to accomplish in your career no matter where you're at. And we can figure out the very best way that we can help you and support you in your situation. So open that up right now and send me an email with 'Conversation' in the subject line to Scott@happentoyourcareer.com. Here's a sneak peek into what we have coming up in store for you next week.

Speaker 3 25:36

I never really stopped to listen to myself, or to ask myself, "what is it that you're passionate about?"

Scott Anthony Barlow 25:44

Chances are high. You've probably heard the question, "what would you be doing for work if money were no object?" I know it's a pretty common question. It's also a pretty big question. And I don't expect you to have the answer right away. But thinking on that, and being honest with yourself about that, is one way to begin figuring out what you truly want. Often, our goals are so clouded by society standards, and what everybody else thinks you should do, or what a good life looks like, supposedly, or a great career looks like that we never really drill down and figure out what we truly want and what we want to spend our time doing. Even the crazier part, many times, it's our own limiting beliefs that prevent us from seeing how great we already have it.

Scott Anthony Barlow 26:36

All that and plenty more next week right here on Happen To Your Career. Make sure that you don't miss it. And if you haven't already, click Subscribe on your podcast player so that you can download this podcast in your sleep, and you get it automatically, even the bonus episodes every single week, sometimes multiple times a week. Until next week. Adios. I'm out.

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How To Turn Job Loss Into A Career Growth Opportunity

on this episode

Victoria was loving her new career. She was leveraging her strengths, doing engaging work she cared about, learning a lot, and working with an awesome team. Things were great! Until they weren’t. 

Victoria was unexpectedly laid off only 5 months into her new role. 

Career change after job loss can be especially hard. How do you stay positive and motivated during your job search? However, similar to all of life’s biggest challenges, it can be a huge opportunity for career growth.

Learn how Victoria tapped into the tools she used in her initial career change to land a role in a new industry and made the most of her career change opportunity by negotiating to meet her goals (all in less than 30 days!)

What you’ll learn

  • How to stay positive and motivated to make a career change after job loss
  • Why a lay off can be the best thing that can happen for your career growth
  • How to use your strengths to search for new roles
  • Why a career change is the best time to negotiate your salary and benefits

Victoria Lyon 00:01

I was one of several people that was let go. And there had been some talks about some uncertainty coming ahead. But I had been taught that, if I'm adding value to the company and making myself indispensable and doing good work that I shouldn't be one of those people that will lose my job.

Introduction 00:27

This is the Happen To Your Career podcast, with Scott Anthony Barlow. We help you stop doing work that doesn't fit you, figure out what does and make it happen. We help you define the work that's unapologetically you, and then go get it. If you're ready to make a change, keep listening. Here's Scott. Here's Scott. Here's Scott.

Scott Anthony Barlow 00:46

What happens if you've gone through the hard work of making a career change, and you've now ended up completely changing what you thought you'd be doing for the rest of your life? You finally land in this role that you're really excited about, you're enjoying it, it's checking all of your boxes, you're pumped, and you get unexpectedly laid off. Bummer, right? Well, that's why happened to Victoria Lyon. Victoria had been on the podcast before in Episode 467, where she talked about her career change from the frontlines of COVID research to landing her unicorn role as a project manager at a health tech startup. We brought her back on the podcast because her new organization, unfortunately, downsized and Victoria's role was cut. However, she didn't let that keep her down for long and she's here to share the next chapter of her career change story.

Victoria Lyon 01:37

I was having a little bit of this identity crisis about taking a job outside of healthcare. I had done all this work to get ready to leave public health, but then I still was hung up on, "I need to work in healthcare, because that's all I've done before."

Scott Anthony Barlow 01:51

In this episode, you'll hear our content manager, Samantha, as she steps in to talk with Victoria about her experience of rallying after that job loss, and going through yet another career change only months after lassoing her unicorn role. Some of the big takeaways, I think, are the tactics that Victoria carried over from her initial career change process, and how she honed in on her strengths, once again, to identify roles that she knew would fit her. So I want you to listen to how she managed to utilize all the things that she had learned through her first career change process to get to something even better. Here's Victoria kicking her and Samantha's conversation off by going back to the beginning of her initial career change when she first reached out to HTYC.

Victoria Lyon 02:37

I was at a very interesting time in my life when I started career coaching. I had just quit a job working on the front lines of COVID testing efforts at the University of Washington in Seattle. I just got married. My husband and I decided we wanted a fresh start, we'd moved to Austin, Texas from Seattle. And had a new job lined up, but we just got married, and I wanted to start thinking about my long term career path. And just thinking on a longer time horizon now that I was married, and we were building this life together. So I started career coaching shortly after moving with the goal of being able to articulate my long term career vision, and I had actually just started a new job, I was happy. So even though I was part of the career change bootcamp, it wasn't that I was looking for a new job right now. But that I wanted the clarity about what the career roadmap was going to look like, not just what's the next immediate job. And I'm really grateful that we did take that approach, because as we'll get into shortly, I've had to look for a new job, again, a little bit shorter than expected. And all of the work that we did thinking about that roadmap is still applicable.

Samantha Martin 03:47

Yeah, I'm really excited to get into your... the next chapter of your career change journey. You referenced the last time you were on the podcast. So I just wanted to mention for everyone who wants to hear Victoria's original story, that that is Episode 467 that we will link in the show notes. But it's a great story about her original career change journey. So I definitely recommend that everyone go listen to that. But so like you mentioned, you had found your, what we like to call your unicorn role, so what ended up happening to cause you to look for another job?

Victoria Lyon 04:19

Yeah, it was quite unexpected. Just to add a little color to what the unicorn job meant to me. I felt like I was leveraging my strengths every day. I was working at a company that I cared about the product and I could relate to the end customers. I thought the problems I was working on were really interesting. And I was learning a lot. And I had a great team of people that I felt like the people that I was brainstorming with every day that we could solve any problem that was thrown at us and that they were just wonderful human beings. So I just... I was having fun at work. I was challenged. I was growing. And I just, I really wanted to do great work and I was really proud of what I did there. And unfortunately, as I know, many people have experienced in the last several months with the economy turning, and especially in the startup and venture capital landscape, there's a lot of uncertainty. And so our executive leadership made the decision to downsize the company and let go of roles that were non-essential for a very lean budget they needed to run. So I was one of several people that was let go. And there had been some talks about some uncertainty coming ahead. But I had been taught that, you know, if I'm adding value to the company, and making myself indispensable, that I shouldn't be one of those people that will lose my job. And so I didn't worry much about it. And yeah, I was really surprised when that conversation happened. And it was a difficult one. And my manager is someone that I care about, and deeply respect. And I know it was hard for her to be the bearer of bad news. And even in that moment, I felt empathy for her and knew that it wasn't personal. It wasn't my performance. It was about a budget. And the initiatives that I had been hired to run were all put on pause. And so I was essentially told, "We'd love to keep you but all the initiatives that we want you to work on, are not happening right now. And we don't want to put you in a corner where you're working on things that wouldn't utilize your talents." And I am grateful for that. I mean, it was my instinct to want to help out wherever I could. And if it meant stepping in with sales or customer success, I could have done that. But I think that the leadership did have the foresight to know that it's better to just end things on a good note. And so I am grateful for my time there. And it was a lot shorter than I expected. I was all in on the vision. And I really thought I was going to be with the company until they were acquired or had some other major event. I wanted to be a part of that ride. And yeah, so it was a little upsetting to leave. But there's been a lot of really good things that have come since the layoff.

Samantha Martin 07:09

Yeah, I really love how you described what unicorn role is for you personally. I think it's a little different for everyone. So I really liked that description that you gave. So in your original career change journey, I know that your strengths were a big part of like diving into them and seeing what type of role that you would want. So can you remind everyone what your top five strengths are, and how you were looking to utilize them in your next role?

Victoria Lyon 07:37

Sure. Yeah, my top five strengths are: Arranger Maximizer, Communication, Woo, and Futuristic. And, as I talked about in the previous episode, working with my coach not only did we look at the individual five strengths, but looked at what parent category they fall into, and we learned that most of my strengths fell into the influencing category. And so that word influencing became really critical in my job search, and what we... on earth was that my sweet spot is being a project manager on initiatives where I have the opportunity to help influence the outcomes. There's a lot of project managers who they just want to have a clear path, and they're great about executing, and they're very detail oriented and process oriented. And I fall into another camp, that's project managers that like a little bit more ambiguity and the opportunity for strategic thinking. And so the first time around, I actually used the word influencing in a lot of my job searches. And this time around, I'm trying to remember, I don't think it said the word influencing on this job description. But when I started interviewing for the role that I ended up getting, I gathered that the nature of the role was that they wanted somebody that was dynamic and did a lot of strategic thinking. And they wanted somebody with a little bit more process improvement lens. And the role that I'm in now is a hybrid of project management and business operations. And so funny enough, they said they were looking for the unicorn, that was somebody with both the business operations and project management skill set. And on the surface, maybe those seem like they are synonymous. But as my current manager will tell you, he interviewed a lot of people for this position and had a hard time finding somebody that he felt matched the skills that they needed. And when I read the job description, there was enough in it that made me intrigued to feel like this actually sounds pretty dynamic or that there might be a lot of opportunity to be creative. And it's funny because, yes, the career change bootcamp and working with Happen To Your Career was very strengths oriented. And I actually found that the interview process there was very strengths oriented as well. And I just was intrigued with how they approached the job hunting process as a whole. One of the things they did was had me take a personality assessment. So it wasn't StrengthsFinder. I think it was called the predictive index. And so they had me do an assessment. And then my first interview was a screening round with the recruiter to make sure that everything on my resume made sense. But then the first substantial interview, we actually spent a good amount of time going through my predictive index, and the hiring manager said, "Here's what you scored on the test. And I'm gonna read some statements about your behavior, what we what we predict your behavior to be based on how you scored. And I want you to tell me if you agree with these statements or not. And if you disagree with them, tell me what would make the statement true." And so we talked through things like trying to think of what were example questions on there, like, I really liked working on a team– strongly agree. I thrive in ambiguity. I don't remember what a lot of the questions were. But anyway, we just spent a lot of time discussing my strengths. And it felt like the goal of that interview was just for the hiring manager to get a good accurate picture of who I was. We didn't even talk a lot about what the job was in that conversation. It was just, am I getting the essence of you, and how you approach problems and how you work well with others. And, I just thought there was a thoughtfulness there that was really unique. And so then it was in stages of interviewing where we talked a little bit more about the specifics of the job, and what were the processes within the company that they're hoping to improve. And what does it mean to manage projects there? What are the problems that they face that they're hoping to change by hiring a new person, some of it was the company in which just had a lot of employees who are spread thin. So of course, having a new employee there to help balance the load can help. But there were other things about the dynamic, there were a lot of people there that are great iterators. And they needed somebody to come in and take those ideas and make them into concrete plans with deadlines and someone to follow up. And so we talked about what my project management style is, and how I navigate ambiguity and how I prioritize when people are sharing a lot of different ideas. And it was just very clear from the interview process that they were very concerned about a cultural fit with whoever they hired, and that they wanted to hire somebody who wants to be there for a while, because there's a lot of potential for growth and improvement, and that they did not see this as a churn and burn kind of position.

Samantha Martin 12:48

That's always inspiring. I think a lot of companies are starting to integrate that into their hiring process of more self development or personality tests to make sure that the person is the right fit for the role, and not just the skills, and the person is the right fit for the team, like you said, that shows them a lot better have a picture of if this person will burn out in this role or not, which we mean a lot more of that in the job force today. So how would you say you felt going through the interview process this time around versus during your original career change going from research to project management?

Victoria Lyon 13:28

Yeah, it's been an interesting journey. Because when I went through my initial career change with Happen To Your Career, I had long held this identity of being a public health professional, and to shift from public health professional to a project manager who works in healthcare. That was a shift, And it took time, but there was still a through line. And in this next job hunt, most of the jobs, I mean, 95% of the jobs that I applied for, were in the digital health space. And so that would have been very much continuation from the position I recently left. This job that I ended up getting, I guess I might as well just say it, right? I haven't said what the job is. So I'm now working as a Project Manager and Business Operations Specialist for a Real Estate Wealth Management Company. And they're in Oregon. Maybe one, maybe two or three jobs that I applied for that were not in the digital health space. And the reason I applied for it was because I read that job description and went, "Oh, I could do that. That looks like that would leverage my strengths." And so I just threw my resume in the ring and thought I'd wait to see what happened. And as I mentioned earlier, most of my networking was still very much in the healthcare space. And a little bit in the research space too. I did consider a contract research organization. So I had a lot of conversations that were health centric. And then this company that I ended up working at was the anomaly, but I just was really enjoying my conversations the whole way through the interview process. So I think I didn't have a lot of expectations, it was just, "let's see what happens" So far it's interesting. So far, everybody's been really nice. So far, I think I could do this job. Whereas I think with other companies that I had followed before, I was putting a lot of weight on the outcome. And maybe I had consumed content from these companies in my previous roles. And so I had these companies up on a pedestal. And I don't know if that contributed to how I interviewed or whatnot. But there was a levity that I had going into the interviews that the company I ended up going into, because I wasn't stressed, I just wanted to learn and see what they needed, and just kept an open heart to see if that was the right fit or not.

Samantha Martin 15:56

So I know Philip had reached out to you when you were going through another career change. And you ended up leveraging some of him and Scott's knowledge once you got this job offer, is that right?

Victoria Lyon 16:10

Yeah. So I was very excited to receive a job offer. But as I said, I was having a little bit of this identity crisis about taking a job outside of healthcare. I dumped all this work to get ready to leave public health, but then I still was hung up on, "I need to work in health care, because that's all I've done before." And I just, I really wanted to talk to... I talked to friends and family, but I also wanted to talk to Phillip about the opportunity to just make sure from a fresh set of critical eyes that this made sense for me. And Phillip had it proactively reached out to me on LinkedIn when I had announced that I had been laid off and said the Happen To Your Career team is here to support you. Let us know what you need. And for a while, I wasn't sure what I needed. I was networking well. I had people in my corner. So I didn't feel stuck. It was just, it took a while to figure out what kind of support I needed. And ultimately, I received a job offer and I reached out said, "Hey, can you help me with salary negotiation? I just wanted to make sure that whatever I said yes to that I was wholeheartedly excited about it. And I felt appreciated and that I wanted to accept something that I saw being out for a while." I kept saying I don't want to run away from unemployment. But I want to run towards an opportunity that I'm excited about. And so I was able to talk to Phillip and Scott about the offer that was presented to me and figure out if there was anything else that I wanted to amend or add to it. And what was really interesting about it was, I didn't feel like I knew what I was worth. I knew what I had been paid previously. And since making the transition from a nonprofit and an academia to the public sector, I was fortunate that I did have a big salary raise. However, one of the conversations that I had while I was still job hunting was with a headhunter who said, "your resume could go two ways. Yes, you've been laid off. And hopefully people will understand that. But the other thing is that someone might see that you were at your last role for five months, and that maybe you don't deserve another pay bump and whatever you were at, you still have to prove yourself. And hopefully you'll find the right place that doesn't view you that way. But you didn't earn that status of what would normally be accomplished in your job title, had you been there a longer period of time." And that was some tough love that maybe I needed to hear. And so I just went into my conversation with Scott and I have no idea how much I should charge for my time. I know that in the nonprofit sector, I was fighting tooth and nail for $1,000 raise. And this offer that I had been presented was a great value. It was more than I had made previously. And I thought that any jump no matter what the dollar amount was great. And I would take whatever I get. And the only reason I really reached out to them was, I know the data says, that women typically negotiate less than men and that the best time to negotiate is when you're joining a new job because those annual negotiations are often much smaller increments. So that was all I knew. I just... Let me get some outside perspective and just help me see what I don't even know what to ask. So we went into those conversations. I just said, "Here's the offer. What should I be asking for? Should I be asking for more money? What are the leverage that I even have to move here? I don't know if I have it in me." And Scott and I had a really great conversation and we zoomed it way back out to, let's just talk about your ideal life. What do you want to be able to do? And I said things like, "I want to be able to travel internationally. My husband and I still haven't gotten to take our, what I'm calling our international honeymoon, since we got married during COVID. And to being able to save for travel. And we just bought our first home and to be able to continue to invest in our home. And to have flexibility in my time." And so we talked about all of these big things, and then Scott helped me break that down into, "Okay, how much money would you need to realistically do that? How much would you need to save and by when?" And I've done the basics of how to manage a bank account and savings and all that. But I had never really dialed into, how much money do I really need to live that life? It's not that far off, but I need to have that number. And so he helped me articulate that and figure out how far off that was from the offer that I was presented. And he helped me figure out how to go into a conversation with the hiring manager saying, "you know, here are the goals that I have for me and my family. And we're close. And what can we do to help bring this offer a little bit closer, and maybe meet in the middle?" And it wasn't about just throwing out a bigger number because I wanted more money. But it was because there was a goal and there was an outcome that I was seeking. And so we were able to negotiate a little bit more in salary that is getting me a lot closer to those big goals.

Samantha Martin 21:31

Yeah, we were talking about your unicorn role. And I remember one thing that really fed into it being your unicorn role was that you were Jewish, and you were working for an Israeli startup. So you, for the first time, were getting Jewish holidays off and being able to really be yourself in that role. So I know you came to Scott and Phillip and you were talking about negotiating salary. But I also remember that they told me that you also asked for some things to make it more fitting to your lifestyle. Can you talk about that a little?

Victoria Lyon 22:03

Yeah, one of the perks of the last job that I really loved was that it was a startup that had a pretty liberal time off policy. You know, I think a lot of companies are moving in that direction. If you're a responsible adult, manage your time, as long as you have things covered, take the time that you need to take. And that was a huge shift from working for a public university where your salary is state tax dollars, and your time has to be accounted for. So I swung from one pendulum to the other. And the role that I ended up getting this offer from was a little bit in the middle. They have a little bit more of a traditional HR perspective. But they're trying to compete with a lot of these high tech companies that have generous policies. So one of the things that I was talking to Scott was, what are the levers that I have? I can't change their time off policy. And the hiring manager had made it clear that the company as a whole is looking at their time off policy, because they understand that they may be losing talent to people who are going to other companies that have more lenient time off policies. So what I talked to Scott about was one of the things that's hard and I have gone through it again, is the fall is a very busy time of year for Jewish holidays, Rosh Hashanah and Yom Kippur, the Jewish New Year, there's some of them the most important holidays of the year. So I did talk to Scott about, how do I ask for this? And is this okay to ask for the ability to observe these holidays? And so I was able to have a conversation with the hiring manager about potentially trading holidays, or alternatively, and I think the hiring manager and the employee have to build a relationship of trust, he made it very clear he was not going to nickel and dime my time. And so if I needed to take some time, and I'm getting my work done, that those kinds of circumstances were okay. And so that was just something that was really important to me to have an explicit conversation about before starting the job because I have been in situations in the past where I've decided that fighting that fight and making it known that I belong to a religious minority is not a fight that I want to do as a new employee and I don't want to single myself out as different or other and ask for special exceptions and then it's fine, I'm new and I just want to be at work, and as a student, I didn't want to get behind in classes if I was going to take off time. So that's something, moving forward, that is important to me to make sure that I don't sacrifice on and to your earlier comment about the unicorn job. In my previous company, I was working with a lot of Israelis and so many of them also observe these holidays. And so it was really a non issue. And this time around, I did not rule out all companies that had people of other diverse backgrounds. But what I did retain was that I wanted to make sure that I ended up somewhere where I'm not afraid to express that side of myself.

Samantha Martin 25:19

I love that. So after you worked with Scott, and went back to them, were you negotiating over email or over the phone? How are you communicating your needs back to them?

Victoria Lyon 25:31

It all happened very, very fast. I have the offer by email, I believe on a Thursday night. I think I got the email around six o'clock at night. And I emailed Scott, said, "Can we talk tomorrow?" And then we were scheduled to talk late Friday afternoon. And the hiring manager had called me on Friday morning to make sure I'd gotten the offer. And let me know if you have any questions. So I was feeling the pressure that I needed to get an answer back quickly. And...

Samantha Martin 26:04

That must be like, good thing though, because they were like, eager to hear back from you. So I feel like that put kind of more leverage on your side of like, "oh, they want me."

Victoria Lyon 26:13

Yeah, it was. I felt wanted, which felt good. And I also wanted to be respectful of his time. And I had been unemployed long enough that I was ready to jump back in and get to work. And so yeah, anyway, I was able to speak with Scott. And it was Friday afternoon, right before the weekend. And I just decided, you know what, I think I should give him this feedback as soon as possible. So I ended up calling the hiring manager, probably half hour after I got off the phone with Scott and had my game plan, it was fresh in my mind and I was ready to have that conversation. So I gave him my feedback on the offer and what I wanted to entertain changing if that was possible. And the hiring manager was able to say, "Yep, I'll work with my team. We'll modify the contract. And we'll get this signed on Monday." So they were really, really fast. And I was really worried about pushback on what I was offering. And the team responded very well. And yeah, that sounded very reasonable.

Samantha Martin 27:13

Awesome. That's so great to hear. So looking back over this career change journey after your layoff, what would you say are the tools that you still had in your pocket that you felt from your original experience with HTYC?

Victoria Lyon 27:27

I think first and foremost, that we don't have to have a plan that's set in stone and solidified. I think if there's anything that I took away from Happen To Your Career, it's that we're allowed to experiment and do tests and see what works and see what doesn't. And, I was thrown this curveball, I did not expect to be job hunting anytime soon. And I just went into a lot of conversations with an open mind and curiosity. And I do see this current role as an experiment– let's see how I like working in a different industry. And something that I didn't mention earlier is my parents both work in the real estate industry. And my brother just changed, did a huge pivot from a different industry and is now working with my family in real estate. So I have been around real estate my whole life. And it was something that I very much had no interest in doing. I wanted to beat my own drum via my own path. And it's very funny and full circle to be now at a company in the real estate industry. But I am doing project management. It is different. I'm not a broker. But it was very funny because I've been surrounded by it. And there's just things about that world that I may have taken for granted, but will come in handy in this role. So that's a funny aside here. Yeah, so this was an experiment. I have been around real estate. And I have really liked project management. And this is the experiment to see, "do I like project management in this industry? And is everything I learned about how to be an effective project manager in healthcare gonna translate to a totally different industry. And so far, I see a lot of parallels, especially with healthcare regulations, such as HIPAA are very similar to a lot of the regulations in the finance space, people's data, and their privacy need to be taken very seriously. So that's one example right away, where I'm seeing things that I navigated in healthcare being applicable to this new industry where I'm just barely learning all the finance terminology right now. So I'm very helpful. And I've really enjoyed the company so far, and the culture and the leadership team has made it clear that they know they need a project manager and they're ready for me to whip these projects into shape. So I'm excited to go on this exciting experiment and learn from it. And it's my goal that I'm able to take these learnings from one industry to another and to be able to share that. One of the things that was a goal of mine, and that I actually shared during the interview process was, I would love to become a thought leader in the project management space. And so one of the things that I'm working on now is putting together some proposals to do some public speaking at local Project Management Association events. And if I'm able to learn things that translate from one industry to another, it makes me feel very confident that the lessons I learned will apply to people in the audience from a variety of other industries.

Samantha Martin 30:27

Oh, that's so awesome to hear that you're taking the project management. We talk a lot about when you... if you're not meeting all of your strengths in your role, like your job doesn't have to be the thing that meets all of your strengths. But you can go outside of your job and fill your cup that way. So maybe doing something a little more with public speaking, which you obviously wouldn't be doing in a project management role much, or that you feel like is directly helping others a little more, so it's really interesting to me how people go through our process, and then figure out how they can touch on all the things they enjoy in different ways, and really just live a life that they really, really enjoy. So that's cool to hear that. That's like a new project that you're working on.

Victoria Lyon 31:13

I appreciate it. You hit it on the head. Another piece of that, with deciding to not work in healthcare right now, one of the things that I was asking myself was, "how do I feel like I'm contributing to the community in the ways that I want to?" And for the first time in a while I have the emotional bandwidth to be looking into volunteer opportunities. And so I have been signing up for opportunities. Again, another experiment, I'm volunteering for a lot of different things right now to see what I like and what feels rewarding and a good use of my time. And that has ranged from doing an educational course with our local police department right now, to working at the animal shelter, because I'm just spending time with cats. So I've running the gamut right now as of exploring how I want to show up in my community. And my job is one way that I show up in the community. As a new homeowner, I want to show up in my local community, in my neighborhood in a way that I've never cared to invest in my community before, because I'm hoping to be here for a while. So to this point about Happen To Your Career is really about helping people craft their ideal life. I really like the word lifestyle design. And I think Scott, in particular, does a really good job of articulating that and that we're allowed to dream big and then break it down and figure out how to get there. He's project managing lifestyle design. Funny enough. And so it's been a really exciting journey to not only find work that feels rewarding, and that leverages my strengths, but to be building a life that leverages my strengths and aligns with my values.

Samantha Martin 32:57

I love how you wrap that up. So I want to thank you for coming on here and talking to me about your journey and kind of where are they now. I know people loved hearing your original career change from research, and into project management. And now I'm excited to share how you are doing project management throughout different industries. And really, like you said, experimenting and continuing to be ready to pivot into something that fits you better and better and realizing that you're using your strength. And I hope to have you on again.

Victoria Lyon 33:33

Yeah, thank you so much.

Scott Anthony Barlow 33:40

Many of the stories that you've heard on the podcast are from listeners that have decided they wanted to take action, and taking the first step of having a conversation with our team to try and figure out how we can help. And if you want to implement what you have heard, and you want to completely change your life and your career, then let's figure out how we can help. So here's what I would suggest, just open your phone right now and open your email app. And I'm going to give you my personal email address, scott@happentoyourcareer.com just email me and put 'Conversation' in the subject line. And then when you do that, I'll introduce you to the right person on our team. And you can have a conversation with us, we'll try and understand your goals and what you want to accomplish in your career no matter where you're at. And we can figure out the very best way that we can help you and your situation. So open up right now and send me an email with 'Conversation' in the subject line; scott@happentoyourcareer.com.

Scott Anthony Barlow 34:45

Hey, I hope you loved this episode. Thanks so much for listening. And if this has been helpful, then please share this podcast with your friends, with your family, with your co-workers that badly need it. Here's a sneak peek into what we have coming up in store for you next week.

35:03

What it ultimately came down to was the idea of something new and different, even if I didn't know what it was, continued to be more exciting than staying where I was.

Scott Anthony Barlow 35:14

I think all the time when people find our podcast, they think about, "Well, I must not enjoy my job." Or "This is for people who don't really like their work and want to do something that they actually do like." And actually what we find is, that's not always the case. What about if you were changing careers, and you've had a job that actually was something that you really enjoy? And maybe you've even found that it's impactful? Or it's, what we might call meaningful work or more fulfilling work, and you're even great at your job because you're using your strengths, and you have a team that you love working with? Okay, so if your current role checks these boxes, you might wonder, why do you still feel that tug to make a change? Is it possible to justify leaving what many people might consider a great career? The short answer is yes. The grass may actually be greener on the other side.

Scott Anthony Barlow 36:13

All that and plenty more next week right here on Happen To Your Career. Make sure that you don't miss it. And if you haven't already, click Subscribe on your podcast player so that you can download this podcast in your sleep, and you get it automatically, even the bonus episodes every single week, sometimes multiple times a week. Until next week. Adios. I'm out.

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How Your Gut Feelings Can Direct Your Career Search

on this episode

When it comes to your career search, it is easy to get caught up in the excitement of proposals from new companies or the prospect of making a higher salary. However, a huge part of navigating job offer negotiations is convincing yourself to wait for the right fit, knowing when to walk away and trusting the right role will come along. It’s hard. A lot of people feel desperate to make a move, but learning to trust your gut feeling can help you navigate these decisions.

Peter Stark, author of “The Only Negotiating Guide You’ll Ever Need” joins Scott to discuss the importance of practicing specific negotiation tactics, building trust during your career search and listening to your gut feeling.

What you’ll learn

  • How to practice negotiation in everyday conversation
  • Steps to negotiate a raise (Peter takes you step by step)
  • How to decide when to negotiate and when to walk away 
  • The importance of envisioning what you want out of your career trajectory
  • Why everything is not negotiable

Success Stories

The biggest thing in CCB that's changed my life, it helped me understand that I had an abused way of going back to the unhealthy environment in my current workplace without even realizing what it's doing to me. Once you helped me see that and once I got out of it, all the other areas of my life also improved! So it wasn't just CCB I noticed this career changing and wasn't just a career change. It was like a whole improvement all areas of life.

Mahima Gopalakrishnan, Career and Life Coach, United States/Canada

The role is meeting my expectations… totally owning the marketing function. And luckily the founder/president is always forward-looking – he just presented us a huge strategy doc for the next year. So there will be an opportunity for us to grow beyond our initial audience, which is great. I applied (against conventional wisdom!) and went through a lengthy interview process. I did use the resume/cover letter chapter quite a bit to customize what I used to respond to the ad. I also found that using the Interview chapter was super helpful in formulating “SBO” oriented responses, and I even used some of them in the interview. Having those “case study” type responses was really helpful and I believe cemented my candidacy. BTW – they hired me completely over Skype and phone! I never met anyone from my company (in person) until last week at a conference.

Erica Fourrette, Marketing Director

Peter Stark 00:01

Many times the very best negotiation you'll ever make is the one you do not.

Introduction 00:11

This is the Happen To Your Career podcast, with Scott Anthony Barlow. We help you stop doing work that doesn't fit you, figure out what does and make it happen. We help you define the work that's unapologetically you, and then go get it. If you're ready to make a change, keep listening. Here's Scott. Here's Scott. Here's Scott.

Scott Anthony Barlow 00:35

You know that feeling you get when something just isn't right. That nagging feeling of unease. I've even heard people say they could feel it in their bones. But what I'm referring to is your gut feeling, and specifically trusting your gut. This is a feeling of intuition that many people instinctively rely on to make decisions. And it turns out, it's actually an extremely useful tool to harness when it comes to navigating your career. We talk a lot about the importance of negotiation. But the other side of that same coin is how to know when it's time to walk away.

Peter Stark 01:13

So the side who has the most power is the side who has the ability to walk away. The side who's unwilling actually has the least amount of power in a negotiation.

Scott Anthony Barlow 01:22

That's Peter Stark. Peter is the author of "The Only Negotiating Guide You'll Ever Need", which has been a go-to negotiation tool for almost two decades and has sold over 150,000 copies. Organizations around the world such as the NFL, Wells Fargo, Sony, have all called upon Peter to transform their cultures and maximize the effectiveness of their leaders. Now, Peter, he has a vast array of knowledge when it comes to negotiation and leadership. But we also talk about how hardship and his personal life reframed negotiation for him, and taught him the importance of building trust, and trusting your gut. So I want you to listen to Peter's story, as he goes way back here for a minute first, and leads up to what brought him to negotiation experiences and becoming really revered in this area today.

Peter Stark 02:24

I was an undergraduate student at San Diego State, majored in psychology, and then graduated and I worked for Caterpillar Tractor for one year in their marketing department. And I was one of those people who...I had a boss that's like the worst possible imaginable boss, he was a yeller, he was a swear. And to make it even more exciting, he was the president's son.

Scott Anthony Barlow 02:47

So we need combos if I've ever heard one.

Peter Stark 02:49

And one day, I went to a printing sales rep who had come and called on me and I said, "You know, I'm gonna go down in the hall, and I'm going to tell his dad, that he's a jerk." And this printing rep said to me, "You know, he says you can probably do that, and in the meeting with you, he's probably going to agree that he is a jerk. He raised him, he probably is gonna agree with you. But on Sunday night's dinner, you're gonna get fired. So I wouldn't take that strategy if I was you. I would set bigger goals." So I actually went back into graduate school at San Diego State in the MBA program, and did that for 18 months. And in the process of doing that and graduating, San Diego State asked me to do courses in their Extended Studies program in leadership, management and sales. And so during that process, as about two years into that, when the printing rep came back to me and said, "You know, I've always wanted to open up my own commercial printing company, I've never had the guts to do it alone, you know, marketing and sales, I know printing and operations. Let's do this together." And so I actually quit caterpillar. And the same time I did that I was also teaching in San Diego State, and I loved teaching. I did not love working in a printing company. So I actually did that for nine years. About year seven, I woke up one day, and I said, "I hate this job." And so it's one thing to say you hate a job. I'm sure some of your listeners have said that before, "I hate my job." But it's another thing when you own the job you hate. And so I actually went through a two year Buy-Sell agreement with him. And so you say, okay, where did this negotiation come in? I was in a market in the 80s in San Diego County where there was 650 competitive commercial printers. And any one of them would steal your clients for a quarter and toss in their mother if that's what they had to do to scale your business. And I went to San Diego State probably in year three or four of owning this printing company, and I said, "I want to teach a course in negotiations, but I'll never forget the head of it." The extended studies said, "Have you ever thought negotiations before?" I said, "I have not. But that's exactly why I want to teach it." And she said to me "Based on your feedback and your evaluation from the participants and students, I'm gonna let you teach this course. And so that was my start as I wanted to get better at it in my own career. And so in 2002, I wanted to contract with Random House and wrote a book called "The Only Negotiating Guide You'll Ever Need". And then in 2016, they came back to me and said, "We want you to actually update this." I was able to include things like negotiating by email, and topics like that, and edit 21 more strategies and tactics that I had learned along the way. So that's really how I got my start in being a negotiator. And so now I've worked with a lot of corporations to teach their sales team, or their purchasing team on how to be an effective negotiator.

Scott Anthony Barlow 05:40

So that begs a few different questions, I think. First of all, I found the book very helpful, primarily for...I mean, let's just say that there's a lot of negotiation type books on the market, right? That said, though, I really appreciated the range of both tactics and concepts that you covered within a fairly short period of time within the book, and you know, one of the things that I wanted to ask you, as I was reading through it is, what do you find are some of the most common ways or common, well, let's call it common ways that people can start? Like we had to have, like, a gateway into getting more comfortable with negotiation. What are some of the most common ways that people can start?

Peter Stark 06:39

So one of the things to get comfortable with negotiation is just to recognize to be effective as a negotiator. All of us are already negotiators. All of us do it on a daily basis. I just threw out a fun example. Today's Wednesday, in my neighborhood it's garbage day, and I have to take the cans in the back of my pickup down to the bottom of the hill. And this morning, I was leaving. And in my head, I was thinking, "You know what, they're not very full. I actually think they can last another week." When my wife comes out on the porch, and just yells two words, and they were... "The Garbage!" And I thought, you know what, I can actually tell her it's not really full, I can fully put one into the other, but she's going to counter with "Yeah, but it stinks." And then I'm going to counter "But you know what, I get the spray in the garage, I can cover up the stink." And then she's gonna go, "Today's gonna be 96 degrees in San Diego County, the ants are going crazy. That's okay. But this other stuff from Home Depot, you spray a perimeter around the cans." And right there sitting in my truck, I just put it into Park, got out and loaded up the cans. And as I was driving off my street, I really thought to myself, "that wasn't a negotiation, it was with myself, and I lost." And so every one of us, when we think about the definition of negotiation, is anybody and two or more people gather and exchange information with the intent of changing the relationship in some way, that's a negotiation. So I've always known big stuff, the day to day stuff, and this route one for people who got kids is, "what time is curfew in your house?" If you got teenagers, I promise you, that is a negotiation. So all of us do it. But here's one thing that would help all of us just in the introduction to negotiation, remember there's three points you need to identify. So one of them is the goal. And so here's what I would say, if I wanted to use a fun one, I have an 18 year old right now off to college. But when she comes back home, we still have a curfew in the house, because I don't want to be woken up at two o'clock or three o'clock in the morning with a kid coming home. And so if my goal was that I want her to be home by 11 o'clock, you never start the negotiation at the goal 11 o'clock, you always have to raise it up to what I call a wish. And the wish is, "I need you to be home by 10 o'clock." "You know what Dad, 10 o'clock is way too early." And so now I'm negotiating what I call the right side of the fence between 10 o'clock, and probably 11 o'clock, which is what she wants. And that's what I call it "Negotiating on the right side of the fence" because I was gonna give 11 o'clock would be the time that she ultimately could be home. And then I need what I call a bottom line in the sand. The bottom line is I'm not crossing this. So if she had a really good story, and she said "You know what, because of these three reasons, I want to be able to stay up past 11 to 11:30." I may be able to concede on that, so I went from 11 to 11:30. But the big key is you have to identify what is the goal that you want to achieve and then open up higher. So if one of your listeners wanted a starting salary, and I'll pick a number 150,000, they need to go in and be able to use this line, "The acceptable starting salary for me is $165,000. And the reason why we start at 165 is now we have room to negotiate that may come back to the goal. If you start out at 150, you're always going to be negotiating on the wrong side of the fence, because it's going to be below 150. If that was your goal, and that's where you opened up, you didn't open up at your wish, 165 or 175. So that one tip of recognizing those three points and identifying them, most people don't ever identify those three points.

Scott Anthony Barlow 10:32

So I think that, first of all, I love that. And I have found that to be true as well. I also, just in many conversations with people talking about negotiation, have realized that they'll think or say things like, "Hey, you know, why can't we just both go to the number that that I want?" Or, "Why can't I just be totally straight up and say, hey, here's exactly what I want." So my question to you is, take us through a little bit of that, why is this a more helpful approach overall? And thinking through those three points that you just mentioned, versus saying, "Hey, well, I want 150. Why can I just go in and saying, “Hey, I need 150." Why do I need to do the dance?

Peter Stark 11:25

You asked a really great question. So one of the goals you have in negotiation is you want both parties to walk away feeling as though this was a win-win. Okay. There's psychology involved in that. So if I just played this out with you, Scott, and I said, you and I are negotiating, I'm thinking about hiring you. And I said, "Scott, so what's your goal on a salary?" So you just tell me a number. "What would you like to make starting to work with me?"

Scott Anthony Barlow 11:53

$247,500.

Peter Stark 11:56

Hey, you know what Scott, actually, that's not going to be a problem at all, we can go ahead and make that work. Could you start on Monday? Now, what thought is going through your mind, as I just immediately agreed with you?

Scott Anthony Barlow 12:08

Oh, wow. What would go through my mind is, wow, that was easy. What else can I ask for?

Peter Stark 12:17

Right. Why didn't I say 275? Okay, why didn't I say 285? Because if I came back, and I said, "You know what, 275 is actually out of our band for this particular position. But what I could get you is a lot closer to probably 265." If you had the room to negotiate, you would walk out and say, "I really did good." Okay. And if I also started out at my wish, and was moving back closer to my goal, I'm gonna walk out and say, "I feel like this is a win-win." So my favorite one is if you were selling a car, and you were selling the car for $5,000, and I come in, I walked around, and I kick the tires on the car, and I look at the engine, I started up and I said, "I'll tell you what, I think it's worth $2,500. But you know what, take it or leave it." and you go like this, "sold." I go, "Something's wrong. I should have said $1,000." And so that's the psychology you want people to walk out thinking as though they've got a great deal, or feeling at least as though they won. And it's very difficult to actually teach them the seminars, "Don't ever say yes to the first offer."

Scott Anthony Barlow 13:29

That's really interesting. And it also just occurred to me as well, that, you know, there's really great data out there in the form of research at this point that indicates, if you feel you are being paid fairly, that's one of the things that can help you feel good about your job, or more appropriately, the real, I think power or real telling points in that research is, if you don't feel like you paid fairly, it can take an otherwise amazing situation and put an expiration on it. So if you come out of that negotiation, like you were just describing, where, you know, I said "247,500", and you're like, "Deal. Okay, we can do that." And I come away with that feeling like, "Oh my goodness, I should have asked for more" than I'm entering into that role, possibly feeling like, "Oh my goodness, I'm not being paid fairly" which can totally jeopardize the whole entire thing in the first place. And I've never really thought about it in that way before. But to your point, like, there's a lot of ways that this can jinx it.

Peter Stark 14:40

Right. And so one of the things can happen in that situation, too, is with a little bit of time people always do know is I find that I'm working at 247, but everybody else in my job category is close to 300. Then all of a sudden now, I negotiated my own salary, I ought to live with it, but my level of engagement and motivation is significantly gets down if I feel that I'm under compensated. So that's where the issue comes in. So if, for example, one of your listeners said, "You know what..." and here's the line that I would use is, "my current salary requirement is X. So this is a new job, my current salary requirement is 200,000." I'll pick a round number. And the person says, "You know what, that won't be a problem. Can you start within two weeks?" I would say in that situation what I asked for, if I could just have four days to go ahead and think through this particular offer, because I do have a couple other options that I just want to play through. And the reason why I say that, I always believe you should have more than just one job or opportunity, you ought to be working in this world today, digitally making connections with people that you want to have more than one opportunity, the greatest tactic in negotiation is competition. So if I was a salesperson for an organization, and I have a great track record as a salesperson in my organization, and I go out, and I interview three others in our industry, and I'm able to say, "You know what, my current salary requirement is 200,000." The person comes back and says, "That won't be a problem, XXX." In this case, I want to be able to say, "You know what that seems like a reasonable offer, I just want to check with the two other organizations who are also putting an offer together to make sure that this is a best fit for both of us." Now, in this situation, if I did that, I'm not lying, I've got a couple of different opportunities. In this situation, there's a really good chance the company who does not want to leave me says, "Well, regardless of what they commit to you, when you give us the opportunity to at least come back and see if we can meet their opportunity." And so you say, what happened...one power, the power of competition is one of the single most powerful tactics that you can use in negotiation. I'm not telling your listeners to lie. But I am going to also say this, I always want to have options. Even in buying a house, I want to narrow down my house to two houses by love, both of them would work well for me and my family. Because in an event that I go and place an offer and the owner and the realtor say "You need to know there's three other offers on this house." I want to be able to say, "You know what, I actually have a policy of not negotiating against myself with multiple offers, what I want you to do is play it out with those three other buyers. And in event it doesn't work out, would you recontact me?"

Scott Anthony Barlow 17:39

We actually did that when we bought our most recent house, too, where we actually working on multiple deals at the same time. And in a case where we didn't have that same kind of leverage, it created an element of scarcity for the people who were trying to sell us the houses that wasn't there, even though one of them actually had multiple bidders on it.

Peter Stark 18:03

And we call that smart negotiation, Scott.

Scott Anthony Barlow 18:06

Why thank you. I like to talk it through but I'm a little biased.

Peter Stark 18:09

So one of the examples I know when I was reading the background on your podcast is you may have listeners also who want to earn a higher wage at their current place of employment. And I'm gonna say this, I have a strategy that will help you do that. But I'm also going to say this, let's say you've already told yourself in your mind that there's a really good chance they may not be willing to negotiate a raise with you at this time, then I'm going to encourage you to go out and do interviews and see if you can generate an offer from another organization. You have nothing to lose, because you're not going to leave for something worse than what you're currently getting at your own company. And so to be able to say to your organization, if it was a great offer, is I wanted you to know that I'm coming to submit my resignation, because I have received another offer that is paying me significantly more. If you do bring a tremendous amount of value to your organization, there's a really good chance they're going to counter offer you to try and keep you. Now, some organizations have an absolute policy not doing that. But I'm also going to say the smart ones, if this person brings tremendous value, are not going to lose you for another 10,000 or another $15,000 or whatever the amount is– it's usually 5%, maybe 10% more that you're leaving for.

Scott Anthony Barlow 19:29

And we've seen evidence of that with the folks that we've worked with over the years, too, where their goal was to make a change and went out and got other offers, realize that there still might actually be an opportunity because there was enough things that lined up in what they wanted and what they needed from that organization. So we were able to have them go back and essentially they'd say that something very close to what you just said, you know, "Hey, I have got this other opportunity and I am planning on submitting my resignation." And that opened the door for another conversation to be able to say, "Okay, well, what circumstances can we keep you?" And then that opens the door for a renegotiation, for lack of a better phrase. But the thing I wanted to point out, though, that I think is easy to gloss over is, none of that is possible if they don't already value you highly. They'll wish you goodbye if...

Peter Stark 20:29

Yes, it's a huge point. Number one on my list, if you were ever trying to negotiate a raise, is what my advice would be: start in your offense, work really hard, add significant value to your organization, there are only two types of reputations, there are good ones, and there's bad ones. Everything in the middle is kind of an employee who just hangs out, but they have no reputation. If you want to achieve a raise, I really do believe you need to build a reputation where you are highly valued and everybody knows that you bring significant value to the organization. And if you were to leave, you would be significantly missed. Because you named it right. There are some employees, some team members, some managers, when they walk into the office, you can feel the rise in energy that they bring, you can feel the rise in spirit, you can feel the rise in morale, you can feel that when there's a problem instead of them blaming people, they really get people together and focus on where do we want to be, and how do we get there, and they really are a positive force. And there are other people in your company right now who brighten up the whole office when they leave. And you go in and say, "You know what, if I don't get a raise, I'm not going to stay." You know what, and unfortunately, we're really going to miss you. You know, and those are ones. You have zero power to negotiate, because after, the office is cheering for you to leave.

Scott Anthony Barlow 21:52

I appreciate you going the extra effort and pointing out some of those examples. And speaking of examples, one of the things that I wanted to ask you about, as I was thinking about, us having this conversation, is how can people leverage time during...let's use the example of job offer, because that's the most...probably the most prevalent place where a lot of our listeners are going to think about the idea of negotiation. But also, I found that time as it relates to the negotiation, when you get to the stage of job offer, people feel a lot of apprehension around time, like, I have to give an answer right away, or I have to do this by a certain time. These are all, in many cases, self imposed. So my question to you is how can people either look at that differently, or really leverage time for themselves within the negotiation process once they're at that stage?

Peter Stark 22:48

Okay, so when I taught negotiations at San Diego State, I actually gave people an exercise and the exercise was you need to be able to change the time frame. And so you say, "What is a practice look like that." Your boss asked you, "Can you get this done by Monday at 8am?" You say, "You know what, I can't get it done by Monday, but I could do it by noon, would that still work well for you?" And so it's just practice. Now, my favorite one of all time, for the last 30 years I've owned a consulting firm, that's where I moved to, and that was the natural transition coming out of San Diego State. And one time, my staff had gathered all of the data together to buy a new color copier. And so they bring me into the conference room. And I had not been involved in any of the process with the salesperson with the color copier they picked out and I'll never forget the price is about $18,000. And so the salesperson looks at me and he says, "But I need you to know, this sales price is only good until the end of the month." And it was like the 28th. And he said, "So we have to execute if you're going to get this price." And I just looked at this guy and I said "I am so sorry." And he said, "Why?" I said, "Because our company has a policy not to buy color copiers until the fifth of the next month." He looked at me just dumbfounded and said, he look down and choose to do well, "I'm gonna have to see if I can get a one time exemption then to keep this price build up." I said "If you could do that, I'd be very grateful." And so he walked out. My staff looked to me and go "What are you doing?" And I said, "I just practice and move the date." Because almost always you have more flexibility with time than you think you do. Okay, if I just go back to unions and management negotiations, this is our final offer. Okay, there is no more negotiation even what almost always there is more time. Almost always there's things that we can do, which will help us. They also know this even with the job offer, it is only good we need to know by Thursday at noon. I need you to know, I'm not going to have an answer by Thursday at noon. Could I get back to you very first thing on Friday morning? And you say, "Why did I need that?" Because I get one more interview on Thursday afternoon. So almost always, if you provide an exception or an alternative, you can have more flexibility in your time. If you truly believe that there is no movement past noon on Thursday, then you're right, because that's in your head, and in your head, that's going to dictate what actions you take, I just got to take this job, because I don't know what the next one looks like. It would have been a lot easier in terms of truly feeling good about your decision to get four more hours.

Scott Anthony Barlow 25:42

Another thing that you mentioned in the book is the idea that not everything is negotiable. I think that there's many clips out there, not just in books, but all over the place where, you know, people say that "Oh yeah, everything is negotiable." And you say "No, not true." for a variety of different reasons. But can you tell me more about that?

Peter Stark 26:11

Yeah, I do have this deep seated belief in my faith. And that is that my plan may not be God's plan. And what I mean by that is that there will be times where there are situations–I use one example, I had a 14 year old daughter who for two years was on a heart transplant list. And I'm telling you, I'm a great negotiator, I could not negotiate my way out of that, I could not buy my way out of that, and I could not problem solve my way out of it. And it truly was a case of God's plan was not my plan. And part of the challenge I had was being able to let go a part of that because you sit there and you go, you want to negotiate with the doctors, you want to negotiate with DonateLife, you want to negotiate with the helicopter, and the plane service of how quickly we can get her to different hospitals, and all of that, the negotiation side for me, relatively easy, I'm not going to impact the outcome.

Scott Anthony Barlow 27:02

I can't even fully imagine or comprehend that experience. But I am very curious about what did that experience teach you about negotiation.

Peter Stark 27:18

Part of… I think the biggest lesson that I learned going through that is what's really important. Because if you ask me, my long term goal is a long term relationship, where both of us trust each other significantly. And we can come to a deal in maybe an eighth of a time that it takes somebody else to put that deal together. So I've worked really hard in my career to say, "What do we need to do to make this work?" But ultimately, I do know this– I want to build a relationship based on really strong trust. Because if there is no trust in the relationship, you have to go through all sorts of hoops to guard yourself and put safeguards in place to ensure that when things go wrong, we have it all covered. One of my favorites, and sometimes I'll negotiate with somebody and they got like a 50 page contract. It looks like every lawyer on the floor of the organization, you know, put their two cents into this with indemnity clauses and all these things. And there's a part of me that the best clients I work with, it basically looks like this, it's a one page agreement that basically says, "If I don't do what I say, you get your money back." I've never had to execute on that in my lifetime. You said what about the date changes? Yeah, we have things like that listed. But it's really, I work really hard not to be in a relationship with somebody I don't trust. And if you do not trust them, this is a...you don't trust your boss, or you don't trust your company. I am going to say this, go with your guts. Because many times the very best negotiation you'll ever make is the one you do not.

Scott Anthony Barlow 29:02

I think that is...I'll say I've done a series of inner negotiation interviews, and you and I chatted before we hit the record button here about that. However, I think that is possibly some of the most profound advice right there because I think it's also sometimes the hardest to do.

Peter Stark 29:22

Yeah, it is the hardest to do because you're emotionally involved. And so I'm going to use two examples as one, your listeners are out negotiating with a new company, and it picked up multiple feedback from multiple people. But in those multiple interviews where they picked up this conflicting feedback, it sets off a red target flag that says you know, something's not right here. My feeling is, one, you can go explore that deeper but my feeling is your guts are sending a radar signal to your head. And here's the problem in a negotiation, your head will overtake your guts and lie to it. So the head will say, you know what, "This was a disgruntled employee. And that's the reason they said this, and this. And it's not going to be a problem." And so the head will argue with the guts and the head will try to win my feelings about guts. And so for me, because I'm an entrepreneur, and I'm working on behalf of my team, if I go out and I have my guts, this firm is not a good match for our organization, my guts, I usually go and I will actually say this, "I really appreciate the opportunity to meet with you. In this particular case, I actually don't think that we're the best fit for you." And I'm going to pass on putting a proposal together. And I can't tell you how many times that's helped me, because when you have this level of feeling, you have to have all sorts of other stuff in the proposal to guard against what you think could go wrong in this situation. So if I used an example, you talked about the house. One time I put a house in escrow, and about three weeks after it was in escrow, the owner disclosed that the house had a crack slab of which they sued the builder to fix. And so I got that disclosure three weeks into it. I mean, we've, like, married this house by now. And I called my realtor and I said, "I need you to know we're out." Because if they didn't disclose that upfront, what else is there that they have not disclosed? Well, the realtor works with my wife, they collude against me. And so the realtor says, "Actually, this slab is the strongest one in the neighborhood, because it's been reinforced." And my wife said, "Are you willing to check out the perfect house for our family over a stupid crack slab?" And I actually said, "Yeah, honey, I am. Because I had a house once with the crack slab and all the doors closed on their own, you wouldn't actually have to push it. I'm not doing that twice in my lifetime." And I walked. And here's what I want your listeners to remember about being able to walk away. So the side who has the most power is the side who has the ability to walk away. Okay, the side who's unwilling actually has the least amount of power in a negotiation. So walking away, I knew two things, I knew that where we were going to move to next was actually going to be better than this house, and it was probably going to cost a little bit more because there's no way we were gonna go into escrow on a house that was less good than the one we just did cancel the escrow one, but being able to walk away gives you significant power, you know, my line, I like that, but not that much. And you're able to pass and move on.

Scott Anthony Barlow 32:23

This has been a fantastic and super fun conversation for me. I really, really appreciate all of the specific language around that. I think that helps our listeners so much. And just wanted to say thank you, first of all, for taking the time and making the time. And if people want to learn more about you, what you do, or get the book, where can they do those things?

Peter Stark 32:46

Yeah, so two places. One, peterstark.com. Really, really easy. And I have a lot of free resources on my site for your listeners. If they want to get a copy of the book, "The Only Negotiating Guide You'll Ever Need", that was republished in 2016-2017, it's on Amazon, it has sold over 150,000 copies. And I am so grateful for that book because I've written 10 books, most will sell around 10,000, for one to take off and have shelf life over a long period of time. It takes, like, what was kind of fun about that book is the most simple one I thought I'd ever written, a lot more content and complexity. But that book just talks about the first six chapters, what does it take to be a great negotiator. And then I give your listeners 121 tactics to gain or maintain leverage, or to counter if somebody used that tactic on you.

Scott Anthony Barlow 33:44

Many of the stories that you've heard on the podcast are from listeners that have decided they want to take action, and taking the first step of having a conversation with our team to try and figure out how we can help. And if you want to implement what you have heard, and you want to completely change your life and your career, then let's figure out how we can help. So here's what I would suggest, just open your phone right now and open your email app. And I'm going to give you my personal email address, scott@happentoyourcareer.com just email me and put 'Conversation' in the subject line. And then when you do that, I'll introduce you to the right person on our team. And you can have a conversation with us, we'll try and understand your goals and what you want to accomplish in your career no matter where you're at. And we can figure out the very best way that we can help you and your situation. So open up right now and send me an email with 'Conversation' in the subject line; scott@happentoyourcareer.com.

Scott Anthony Barlow 34:48

Hey, I hope you loved this episode. Thanks so much for listening. And if this has been helpful, then please share this podcast with your friends, with your family, with your co-workers that badly need it. Here's a sneak peek into what we have coming up in store for you next week.

Victoria Lyon 35:07

Thinking long term felt very daunting. And there's this notion, I am a growing and evolving person. How can I be confident that what I envision for my future 10 years from now is going to at all be where my aspirations and my goals and my values are.

Scott Anthony Barlow 35:27

In early 2020, Victoria was working in a low stakes research job in Seattle. Overnight, her research lab was thrust into the spotlight after discovering the first case of COVID in the US. Her low stakes job was now truly a meaningful, groundbreaking role that was changing the world. But instead of reaffirming the path that she was on, it made her question her entire career path and begin looking for a way out.

Scott Anthony Barlow 35:57

All that and plenty more next week right here on Happen To Your Career. Make sure that you don't miss it. And if you haven't already, click Subscribe on your podcast player so that you can download this podcast in your sleep, and you get it automatically, even the bonus episodes every single week, sometimes multiple times a week. Until next week. Adios. I'm out.

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A Career Change Can Pay Well: How to Ask for More with G. Richard Shell

on this episode

You’ve done it! After logging numerous hours of hard work focused on a career change, you have received The Job Offer. Your ideal role at a company you really want to work for. Wooooo! Now it’s time for a little more hard work and then you can really put your party pants on. That’s right, you have a little more work to do.. you still need to negotiate. Why? Because you actually can (and should!) ask for more.


When you receive a job offer, you are in the best position to negotiate. It’s your time to get what you want, whether that is more money, better benefits, flexibility. On the other hand, if you’ve been with a company for a few months (or years) and think it’s about dang time to ask for a raise, you can (and should!) Listen in as professor, author & negotiation expert, G. Richard Shell gives real life examples of job and salary negotiation.

What you’ll learn

  • How to ask for more money when you receive a job offer
  • The trick to making negotiation less awkward
  • How to prepare and set goals for your next negotiation
  • How to ask for a raise

Success Stories

I had listened to the Happen To Your Career podcast for several years before reaching out to Scott about getting career coaching. I'd been in my role for nearly 10 years, wanted to stay, but felt like it was time to renegotiate. What I expected/hoped for was maybe a 10% raise MAX, as I was already near the top of my salary range for the area. Scott pushed me to ask for more, helped me feel confident I was worth that ask, and coached me through how that will probably go, what to say, when and how to say it, what not to say, etc. I walked into my boss's office prepared and he knew it. As my request went higher up the chain, they knew it as well. My preparations and HTYC's great coaching paid off, in a few week's turn around time I was given a 20% raise, and renegotiated job duties which will help me enjoy my job even more! I highly recommend both their podcast and coaching services, Scott and his team are the real deal!

Justin, Engineer

I was able to negotiate a higher salary, accepted the offer and I can not be happier! You truly helped make this process as painless as possible! I would (and will) recommend your services to anyone and everyone looking for a new job (or current job pay raise).

Kevin Larsen, Manager of Maintenance, United States/Canada

I have worked my entire career in behemoth companies (Hershey, Kraft, Pepsi), but I never felt like my creativity could really be stretched. I was often told I have great ideas but there was no way they would happen. So I found myself really discouraged and wanting a more challenging, creative career. And to top it off, I’m making almost $40,000 more a year. I certainly don’t expect that kind of increase every time I make a career move, but I knew my skill value and what I bring to the table. I held my own and negotiated. Now my salary is on par with my male colleagues.

Julie Laughter , Senior Manager, Sustainability

I greatly appreciate your help in bringing this along because I wouldn't have had the confidence to negotiate and to be where I am today without the help of a lot of other people. You played a really significant role in it. I'm not going to be that everyday person that hates my job, I'm going to stretch and I'm going to aspire to be better and I'm not going to make that everyday salary. Thank you Scott for putting this out there for all the people that are trying to do a little bit better and trying to go a little bit farther. This is awesome. I love this. This thing that you do, the whole HTYC thing, from the paperwork all the way down to the podcast and just helping people understand that there is success out there and it is attainable but you've got to work for it.

Jerrad Shivers, Market Manager, United States/Canada

Richard Shell 00:01

The price tags are just made up. Somebody writes a price on your job the day before you walk in to talk about it. And whether you negotiate or not is a choice you get to make.

Introduction 00:17

This is the Happen To Your Career podcast, with Scott Anthony Barlow. We help you stop doing work that doesn't fit you, figure out what does and make it happen. We help you define the work that's unapologetically you, and then go get it. If you're ready to make a change, keep listening. Here's Scott. Here's Scott. Here's Scott.

Scott Anthony Barlow 00:41

Let's time travel into the future for just a moment. It's a few months down the road, you've been working on a career change, finding the right organization, determining what matters most to you, all the things, you've been doing that for months now and your commitment has paid off. You've just received an offer from the organization that you want to work with very most, it's pretty much a wonderful fit all the way around. Okay, so you finish popping some champagne, you do some happy dancing, it's now time to negotiate. You might be thinking, "What? Negotiate and risk losing this amazing offer?" And that's so commonly the response. Or even if you're willing to negotiate, so many people think that it is a struggle, and it is something that they don't want to do, and it's undesirable. I want you to think about it like this, receiving that offer means, out of every single person that was considered for position they want you. Now, the balls in your court. So how do you propel yourself for that conversation? How do you make this amazing offer actually everything including on the finance side, including on the offer side, including the other things that can be structured into an offer? How do you make it all that you thought it could be into your ideal?

Richard Shell 02:04

If there are a lot of things you want to bring into this discussion that from your point of view might help you achieve your goals, which is to get a certain amount of money with a certain set of benefits by a certain time. And that has to be done beforehand. I can't emphasize that enough. You walk in with no goals, you're gonna get what they offer because you don't know what you want.

Scott Anthony Barlow 02:26

That's Richard Shell. Richard is a highly experienced lawyer, author, and is currently a professor at Wharton School of the University of Pennsylvania, where he teaches MBA level classes and workshops on negotiation and persuasion. Because of his expertise in these areas, he was even sought out by the crisis negotiation unit of the FBI and served as a consultant for them. Here's the thing, you're gonna get to hear how Richard's background in education helps him provide wonderful examples on how to approach negotiations. In particular, I want you to pay attention to what we talk about in our conversation for job offer negotiations. And he does a fantastic job by providing exact language that you can use during your next salary or role negotiation.

Richard Shell 03:13

I am not a natural born negotiator. It was actually something that I felt things anxiety about. And at a given point, I went to law school and went to be a lawyer. And when your lawyer, it's not an option. You're doing a lot of negotiation, you have to all the time. I felt very uncertain about it. I did my best, I looked for role models. But it became a topic that I went, "you know what, I bet there's a lot more to know about this than I'm bringing to it." And so when I got the opportunity to switch careers into being a professor at the Wharton School, one of the beauties of being professors, you get to study what you want to know more about. And I made negotiation, my topic. And so I just went to school on it. And the more I learned the better I got, and the better I got the more confident I got. And then the more confident I got, the better I got. And eventually I started an executive program on negotiation. And the book "Bargaining for Advantage" actually emerged from the executive program. Because as you're teaching senior executives, you learn a tremendous amount about all these different contexts that they're negotiating, including people from Africa coming to the program, who have been hostages, and how they negotiate their way out of it. Or people who are buying and selling businesses and how they do that, and people who are heads of private equity firms, just all these different contexts. So as that began to happen, then I just got loaded with examples, stories, context, and then I could write the book from a business standpoint, and really feel like I was talking about something that I knew about, not because I've done all those things, but because I've been working with people who do them all the time for money and it's their life's work.

Scott Anthony Barlow 05:04

One of the points that, I believe it was in your book someplace, that you had mentioned is that negotiation often is happening around us, even though we may not realize it and we find ourselves in these situations where we're negotiating, but may not have realized how or when, or where, or even for what necessarily. And the story that I recall, was something along the lines of, I want to say babysitting the hamster or something along those lines. Fill me in. Tell me more.

Richard Shell 05:39

Yeah, sure. I think at a sort of premise level, you can't negotiate unless you know you're doing it. So I mean, you can't do it skillfully. So first step is awareness. And it's often the case that they sneak up on you. So I was living near the university with my family and two sons. And the phone rang one evening, as we were eating dinner, and it was a neighbor's daughter whose name was Emily. And, you know, her father was another professor, you know, we knew the family really well. And she was in middle school. And she said, you know, she was raising money for her little middle school softball team to go on some trip during spring vacation and what I buy a basket of fruit that, you know, they were on selling. And basically, there was a $10 and a $15, and a $20 option for the fruit. And so I listened to it for a little while, and I kind of went "Well okay, Emily, you know, we want to help you. So we'll take the $10 basket." And just then my older son says, "Is that Emily?" I said, "Yeah", he said, "Ask her about the guinea pig." And I went, "what guinea pig?" and we have a guinea pig, but our younger son had just gotten his guinea pig, we're going off for the holidays, we needed someone to take care of the guinea pig. So I said to Emily, "Emily, are you guys gonna be around this weekend?" She said, "Yeah." And I said, "Would you mind taking care of Ned's guinea pig?" And she said, "Oh, we'd love to do that. But in that case, could you take the $20 package?" So she was negotiating. I wasn't. And what am I going to say at that point? I mean, I can't say "No, Emily. I'm gonna make you take care of the guinea pig." But it was a good example of even a child, in fact, children almost always realize that there's some give and take going on. And they're alert, that when someone asked for something, they get a chance to ask for something back. And so I got trapped.

Scott Anthony Barlow 07:32

So I have kids, my oldest right now is 12. She's going to turn 13. And I see a lot of evidence that they are very painfully aware that there is always that give and take and trade offs and all kinds of situations as it relates to negotiation. It also makes me curious, at what point do we fall into naivety somewhere along the way, where we're painfully aware that initially like with our parents, but then later on are like, "oh, I guess that's all happening." What are your thoughts on that?

Richard Shell 08:06

Where do we miss it? I think kids actually understand the fun part of it. And they also understand that everything... they're in a relatively weak position, because everything they get comes from their parents. So they're, like, totally dependent. Now, when you're totally dependent on someone, do you study them? Yes, you do. You study them like a holy book. So if they want to get a little more of whatever it is, that's on their list of things that they want, they've studied you, they studied your spouse, they know the whole social story there. And so they have to negotiate, because that's the only way they can, you know, get more of what it is they want. They can of course ask and different families have different cultures. But they don't always get by just asking. So then they have to be a little more clever. Now, the adult world is full of rules. It's full of standard operating procedures. It's full of price tags. It's full of all these things, especially in our culture. Now, if you go to, you know, Ghana, and you know, go shopping, it's a different experience, because they're haggling over everything. But if you go to the supermarket, you know, you don't go up to the guy at the meat counter and say, "Well, I see you're offering filet mignon for $30 a pan, what do you say to 20?" Good luck to you. I mean, that guy doesn't have the authority unless they own their own shop to just count what's sitting there with a price tag on it. So we're acculturated to forget. We live in a price world, not a haggling world. And so there's a lot of support for forgetting in our culture. And you know, then when we learn it, it take a job negotiation, for example. You go, you know, into an employment negotiation and are used to a price tag. And so you're thinking, well, they're offering "X" so that it's like the price tag. So, you know, I'm gonna say yes, or I might lose the job, or I might look like I'm greedy or crazy or something. And actually, at that point, what's going on is, you're not in a market, where there's a price tag. The price tags are just made up, somebody writes a price on your job the day before you walk in to talk about it. And whether you negotiate or not, is a choice you get to make. But when people negotiate it, you don't look crazy, you don't look unreasonable, you don't look like you're coming from another planet, what you look like is someone taking initiative, someone who's got some skills, someone who can do it well and have these awkward conversations in a way that make other people comfortable, which is a really important skill to have. So in some ways, the negotiation process, once you put it into a place where there is no market price, that's the signal, there's no market price, they just... somebody puts a number on something, then it's going to be negotiated if you want to. And most jobs are like that.

Scott Anthony Barlow 11:09

This is really interesting. There are about seven different things I'd love to dig into. However, the most important of those, first are, you mentioned, making people feel comfortable through these awkward conversations and that being a really valuable skill. I don't think I've quite heard it explained that particular way. So one, tell me more about what you mean by that. And how can people begin to get very good at that or practice that?

Richard Shell 11:40

Yeah, well, it depends. Well, you know, how do you make, let's say, you're in sales, how do you make your customer feel comfortable? Well, it depends on who the customer is. So when you're negotiating a lot depends on who your counterpart is, and what their expectations are, and then also, who you are. And part of that, what you get when you buy “Bargaining for Advantage” is a personality assessment, which gives you a chance to benchmark your own sort of impulses and emotions, and learn, well, you know, I'm a pretty cooperative person. And so I'm going to need to make some adjustments to be more assertive, or I'm a very assertive person. And in order to, you know, make this work, I'm gonna have to dial it down a little bit, and listen a little more and be more sort of open to questioning people. So the way you make someone comfortable is going to depend on the emotional intelligence that you have about yourself and the other person with the surrounding circumstances, building a set of expectations. You've got a lot of things to talk about and the last thing you want is to make yourself one of the issues.

Scott Anthony Barlow 12:54

Explain that for me. Tell me more about what you mean, when you say...

Richard Shell 12:58

When you make yourself an issue, it means that people start going this person's trouble. They have a personality quirk that don't listen. They overtook me. There's stuff that, you know, some ways you're sort of still interviewing. And so if you make yourself an issue, people started thinking, "you know what, this may not be a good fit." And now you're adding risk where there wasn't any. So I think it's important to just, again, it's social appropriateness. Now, I'll give you a quick story. So I had a student, a student of mine, who was going to work for a hedge fund. And they got this offer. And they started to negotiate it. And they became so aggressive in the negotiation that they started offending the person they were negotiating with. Now, it's a hedge fund. So they want you to be aggressive. But they also need you to be able to client interface. And the person who was making the offer was obviously the person in the power seat in this discussion. And it became obvious that my student who had a very aggressive personality and had trouble containing himself sometimes didn't really have the social intelligence to dial himself down to make the appropriate adjustments to who actually owned the room. And they went through the offer. And he came to me and went, "what did I do?" I said, "Well, you weren't paying attention to the social situation you were in and you overdid it." So you need to learn how to dial it down when you don't have leverage. When you get leverage, you know, maybe there's a chance for you to behave this way. But even then, it's not a great idea. Sometimes when you're up against someone like you, it'll be a shame, imagine you'll both enjoy it, but this other person was not like you and so you blew it. So there's a boundary condition of behavior that we expect in certain social conditions. And when you go outside that boundary, other people become uncomfortable. They don't know where you're coming from, they don't know where you're gonna go next. They wonder what's happening. So your goal as a negotiator is to stay inside the boundary conditions, that is going to allow for open communication, but not make any concessions on your goals. So there are two things going on. One is the social. How do we deal with the other person? The other is your cognitive, where are you going? What's your goal? And then, you know, how close can you get to it?

Scott Anthony Barlow 15:47

Tell me about how that can look in the real world. Because I think that what you said there is so important about not going outside of the perceived social, I forget the word you used, the perceived social boundaries. However, you know, I think that that makes sense on its own, what could that look like? Let's use the, you mentioned, job offer negotiation earlier. Let's use that as a thread here. What would that look like in that situation? Well, I'll give you a situation right now. So we're experiencing this right now. We have someone who were helping who, just now, got an offer just a few days ago. She is about to go and have a conversation with them about that offer. What could that look like in that?

Richard Shell 16:38

Absolutely. So you know, again, I hate to do this to you, but if she's got an offer at a hedge fund, and, that's going to be one set of assumptions about what they'll expect. Because if you're gonna work for a hedge fund, they want you to be aggressive. And if you come in and just softballs negotiate, they're gonna think, "do we really want to hire this person?" On the other hand, if she's got an offer at hospital, and, you know, it's all about patient care, and nursing and stuff like that, then they're not gonna want someone who's aggressive, they're gonna want someone who shows a lot of social intelligence, both people can go in with a goal, you know, whatever the goal is, and I think you set your goals in a salary negotiation, by virtue of what the market tells you, that span of reasonable fair compensation is at this kind of place, in that part of the country, for this kind of position. So you need to do some research. It's just like, if you're buying a car, you know well the MSRP price for the Honda, you know, is X. And with these many bells and whistles, it goes up a little bit. So that's where the offer is. The offer is based on their perception of what the standards will support. You come in, and then you have a respectful conversation, maybe more persistent or less, depending on whether you're in the hospital or the hedge fund, and start talking about what's fair. So obviously, we need to talk about the salary. I'm very excited about the offer that you've given, I can't tell you how close this is, just something that I could see myself doing and really being helpful to you with the experience I bring. And I think we have a shared interest and having a package that works in terms of it being fair for what people get when they do this kind of work in Memphis. So maybe you could tell me a little bit more about why you perceive this package that you've offered as a fair offer. And then let me see if I can think about that and come back to you and respond with some perceptions of mine on how we might improve it.

Scott Anthony Barlow 18:50

I love that, first of all, thank you for giving a specific language that is so helpful, and makes it real world and people can start to understand how they can embed it into their own reality too. So thank you for that. And I heard you be able to ask, instead of just responding in that situation and saying, "hey, you know, we're off. And here's what I'd like instead." Instead, I heard you use the language to ask, you know, tell me why you feel this is fair from your perspective.

Richard Shell 19:25

Yeah, I wouldn't even use the word tell.

Scott Anthony Barlow 19:29

What did you use?

Richard Shell 19:31

Explain.

Scott Anthony Barlow 19:32

Ah, I like it. Tell me the difference in your mind between those two words.

Richard Shell 19:36

Because "tell" is a kind of challenge to, you know, like, justify yourself. And "explain" offers the opportunity to give a reason and to get inside their head and see how they came to that conclusion. And there's a trail of breadcrumbs of logic that led them to this place and you're just trying to get in and follow the breadcrumbs back to where it started. And do it in a way that you're sharing information, it's like you're gonna pull this information about fairness. And you've got some, and they've got some. Let's see if we can pull that. And then maybe the salary number, it looks fair after they discuss it, and you, you know, kind of think about it, you go, "Okay, I really see where you're coming from with that. So the package interests me as much as the salary. So I'd like to sort of hold that for a second. And then let's talk about the insurance, the vacation, bonus possibilities, how often will I get reviewed. So if you find performance is excellent, can I get rigid for a salary raise? A little sooner than maybe you might have otherwise thought about." There are a lot of things you want to bring into this discussion that from your point of view might help you achieve your goals, which is get a certain amount of money with a certain set of benefits by a certain time. And that has to be done beforehand, I can't emphasize that enough. You walk in with no goals, you're gonna get what they offer, because you don't know what you want. And people that don't know what they want are pretty easy to deal with. Because they can be persuaded to want what they're being given.

Scott Anthony Barlow 21:16

So let's talk... I think that brings up such a great point here, with establishing your goals, what you want out of the negotiation, what you want out of the interaction. So tell me more about what advice would you give to someone who's in that situation. Let's just keep using this job offer, like this real world job offer situation that we have going on right now with one of our clients.

Richard Shell 21:41

Can we give this person a name? They didn't have a real name, but just named her.

Scott Anthony Barlow 21:45

We're gonna call her Sarah. How about it? To protect it in the sense and everything else. So Sarah.

Richard Shell 21:52

Yeah. All right. So Sarah. Sarah's got a job negotiation, she's got an offer, which means they have not just said, we want to hire you, but they've said, we want to hire you and here's the deal.

Scott Anthony Barlow 22:01

Yep, that's where she's at right this very second. So that's perfect.

Richard Shell 22:05

That happens to me in my life all the time, because I teach in an MBA program, and students get offers, and they come up to my office, and they say, "Okay Professor Shell, what do I do now?" So you get out a piece of paper, and you write down the world as you would like it to be working for this group. Maybe you have some work life balance issues that you would like to take care of, maybe you've got some planned vacation that you already had in the books that your family's eager to take, and you've already got a down payment on the vacation place, whatever it is. So make a list of all the things that would make you a really happy camper. And then think, "Okay, do I need more information on some of these to help with the standards?" That standards are a really important concept in negotiation. Standards are the justifications we offer, that what we're asking for is fair and reasonable. And that means that you've got some benchmarks, you have a friend who has a job like this, and they're getting this in their job, your last job actually offered a better version of this than this one is. And so you have a version of reality that you can talk about, that is just not quite in sync with the one that you're seeing on this piece of paper. So now you have your standards, you have your wish list. And then you go in, and you start talking about the items and where you'd like to go with it, and why you're grateful so that you keep the month communication open, and you have a direction you're headed. Now, it doesn't mean you're gonna get it all. But another thing that I would advise in this kind of situation for Sarah, is that she uses at least one meeting just for information. Don't consider the first discussion over an offer letter, as we got close it today. Unless there's urgency on their side, there's always it depends. But if there's a chance, say, you know, "I got this letter, I'd love to talk to you a little bit more about it. So I can understand it. And ask a few questions and just kind of fill out the parts of my brain that don't have the information that you have. Because you do this all the time. I only get to do this once." So then use that to upload. You know, why is it fair? Are there options here? Are there, you know, are they flexible there? What's going on? And then say, "Thank you, I'd love to think about it. I'd love to get back to you. What's the deadline we have to meet here? I want to work with you on that." So then they get some time, then you run back and then you start doing things like calling Scott and saying, "Scott, this is what they said, what do you think?" And getting perspective consulting and then setting a set of priorities so that you know what this is the most important thing so let's make sure we secure that. And then you come back with a response, where you get to say, "Well, I thought about it a lot, I think it's great. There are a few areas I'd like to tweak if you're open to discussing. And so here's what I'm thinking at the moment." And then you get your turn. And they get to say, "Are you crazy? No, never. We've never done that for anybody." Just asking, you know, just checking, you know. And then, you know, depending on how it goes, you might even go to a third meeting. So you might exchange your proposal, then on email, just to summarize where you think things are, and consulting in between sessions really important. You don't want to do this alone. We have a saying at the Wharton negotiating workshop, "never prepare alone." Why is that? Because you're in a bubble. You don't even know what you're not asking for and your own fears or anxieties, people negotiate with themselves a lot more than they negotiate with other people. And if you're talking to somebody else, and you say, "Well, I would never ask for that." Somebody else will say, "why not?" "Well, it just seems unreasonable." "What? Doesn't seem unreasonable to me. I mean, it's not what you're asked for, it's how you ask for it." "Oh, okay. All right, Bill, before I abandon that, maybe I'll keep that on the list. But if you didn't have somebody to talk to, you talk yourself out of it in the second" or the reverse may be happening, you may have something on the list, and this person knows the industry and they know that if you go in and ask for that, they'll ask you out the door. You know, that is certifiably insane. It shows you don't know anything about the job, if you ask for that. And so you lose credibility if you put that on the table, when you don't need to say your helper can, you know, give you a little more information that maybe that's something you want to just abandon until you've been there five years, or whatever it is. So other people's perspectives are really important.

Scott Anthony Barlow 24:32

[26:52] You said a couple of things there that I think are particularly powerful, one, you were talking about your own fears. And you mentioned the "Why don't you want to do that?" "Well, it sounds unreasonable." "Well, that doesn't sound reasonable to me." I can't tell you the number of times like, into the probably well over 1000 times that I have been involved in that conversation. So that is very real to prove your point that never prepare alone. Your perspective is going to be missing some pieces in one way or another. So I really appreciate you making that point. One other thing I wanted to ask you about too, you mentioned deadlines earlier and just as a part of the conversation asking about deadlines, I have found, and I'm curious if you've seen this too in other places, but when we get to deadlines, especially for things like job offers, there is some crazy fears that have a tendency to surface as it relates to deadlines. Like, I feel like I can not ask for seven days. Or I feel like if I go more than giving them 24 hours to respond like it might disappear as an option. So question number one is, have you seen that same thing? Is it relates to job offers or other places in referring to those fears popping up around deadlines that it might disappear? And then two, what advice do you give, I guess I would say, to help with that?

Richard Shell 28:24

Well, a deadline is just a way of making something scarce. So you've got an opportunity, as soon as you put a deadline on it, it becomes scarcer, because it could go away. And that's the reason you put a deadline on it. And every time something becomes scarce here becomes more valuable. That's basically the law of supply and demand. So people put deadlines on things for a variety of reasons. Now you know, it may have the effect of creating some urgency on the other side, but they may put the deadline on because they have another person, it's gonna get the job if you turn it down, and the other person is gonna go poof. And so they have to get an answer from you, because otherwise they lose Plan B. And so I've done this on the other side, I'm the chair of a department at Wharton, I hire people. And we have Plan B and C sometimes. And we need to manage it with deadlines. So it's nothing necessarily bad or aggressive about having one. I think it helps if you ask why the deadline is important. And that way, if there really isn't any reason, you probably have a different kind of deadline. Then if they say, "Well, we need it because there's a regulatory filing coming up at the end of the month. And we have to have our headcount settled." But that being said, if the deadline becomes an issue, that is inconvenient, you can't get the information you need by the deadline, your person you're consulting with is in, you know, Timbuktu and can't be reached on the internet until next week. Then I think you go in and you say, "Can we talk about the deadline? Because here's why I'm having a problem meeting it. But if you... if it's totally fixed, I'll try to cope but if it's possible to get an extra day or two or a week, or whatever it is, then I'd really appreciate it. You know, as I said earlier, you do this all the time. But this negotiation, for me, is huge in my life. And I'd like to be able to take the time it takes to make sure I get it right. But I want to work with you. So you know, is there a chance we could add some time to it?" So you can negotiate if you need to, otherwise, don't worry about it, and even make it a concession you've made. "So I got a deadline. I've been working with you on that. Now, can you work with me on, you know, the start date?" And so now you're doing the guinea pig thing. They asked for something, you get to ask for something. So they had a deadline. So you could ask for a late start date. But the important thing is almost every deadline is set as a result of a negotiation by somebody. And anything that's been created by a negotiation can be renegotiated.

Scott Anthony Barlow 31:10

Richard, I have probably more than enough questions to keep us going for months. However, I just want to say thank you, first of all, this has been amazing. I really appreciate both the stories and making this very palatable, giving exact language that people can use and also differentiate where people need to consider that it depends. Thank you for addressing both sides. That has been very, very helpful. I wanted to do two things. One, we mentioned the bargaining styles assessment, where can people go and take advantage of that?

Richard Shell 31:51

Well, it's in the appendix in the book. So the book is widely available. It's in 17 languages. So it's not hard to find "Bargaining for Advantage". And if you get the book, then it's on the Kindle. It's in the Paperback. And it's Appendix A, I have to say about everything we talked about today. And the book itself is threaded with that. So it's sort of... a chapter will say, if you're an accommodating person, this might be the best move at this moment. If you're a competitive person, something else might be the best move. So it has a kind of a theme through the book that your personality is an important thread.

Scott Anthony Barlow 32:27

First of all, the title of the book is "Bargaining for Advantage: Negotiation Strategies for Reasonable People", which I personally loved as a title. And at the same time, I found it very helpful, almost it made the book more interactive. That's probably the best way that I could describe it, which then I believe, for me personally, made it feel much more useful, and therefore actually be much more useful, as well. So really nice job with that, get the book so that you can get the access to the assessment as well, because they work very wonderfully hand in hand. And is there any place else that people should go? Or could go if they're interested in learning more about you, your story, or the book itself?

Richard Shell 33:15

Sure. Well, GRichardShell.com, is my personal website. So I've written four books, not just this one. And so that website has information about some of the other books. And then, you know, I actually think that, I mean, we offer executive programs that weren't, and people come for a week and study that subject with us. And it's the best possible learning environment for someone whose company is willing to sponsor them, but it's pretty expensive. So it's a luxury item. Otherwise, I would just say, take every advantage you can to make negotiation one of your things. It's just like playing the flute, if you practice you'll get better. And learning about it by reading books, by going and listening to podcasts that interview people and discuss it, seeing how important it is in diplomacy or in business or in real estate are all the different ways that it comes up, follow it and then the final thing that I enjoy the most is look forward in movies. The office is nothing but a wonderful Encyclopedia of negotiations that illuminates how people behave and how it works in a really good humored way. But it's you know, it's really fun once you start getting your arms around it, to see it like that in films and television and understand it and you kind of go, "Oh, I get it. I got to understand it now." It opens up part of the world that you might not have understood before.

Scott Anthony Barlow 34:50

Well, I really very much appreciate both the conversation and the time. So thank you.

Richard Shell 34:57

Oh, Scott, my pleasure. I appreciate your having me aboard here.

Scott Anthony Barlow 35:05

Many of the stories that you've heard on the podcast are from listeners that have decided they want to take action, and taking the first step of having a conversation with our team to try and figure out how we can help. And if you want to implement what you have heard, and you want to completely change your life and your career, then let's figure out how we can help. So here's what I would suggest, just open your phone right now and open your email app. And I'm going to give you my personal email address, scott@happentoyourcareer.com just email me and put 'Conversation' in the subject line. And then when you do that, I'll introduce you to the right person on our team. And you can have a conversation with us, we'll try and understand your goals and what you want to accomplish in your career no matter where you're at. And we can figure out the very best way that we can help you and your situation. So open up right now and send me an email with 'Conversation' in the subject line; scott@happentoyourcareer.com.

Scott Anthony Barlow 36:10

Hey, I hope you loved this episode. Thanks so much for listening. And if this has been helpful, then please share this podcast with your friends, with your family, with your co-workers that badly need it. Here's a sneak peek into what we have coming up in store for you next week.

Marshall Goldsmith 36:28

What advice would a 95 year old you looking at death? Who knew what mattered and what didn't? And what was important and what's not important? What advice would that old person have for you is listening to me right now?

Scott Anthony Barlow 36:43

How many versions of you are there? No, I'm, I'm not talking about alternate universes or anything crazy like that. Here's what I mean. Do you think you're the same person you were 10 years ago? About five years ago? I'm gonna say probably not. Yet, so often when I talk to people about making a career change, they feel stuck on a career path that 18 year old or 20 year old them selected and said "Hey, this is what I want to do." And ultimately, they're scared to make a change because they believe they'll regret leaving their career comfort zone.

Scott Anthony Barlow 37:22

All that and plenty more next week right here on Happen To Your Career. Make sure that you don't miss it. And if you haven't already, click Subscribe on your podcast player so that you can download this podcast in your sleep, and you get it automatically, even the bonus episodes every single week, sometimes multiple times a week. Until next week. Adios. I'm out.

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How To Improve Your Conversation & Negotiation Skills With Kwame Christian

on this episode

We use negotiation every single day, many times without even realizing it… from getting our kids out the door in the morning to getting a raise at work.

Kwame Christian is a lawyer, negotiation expert and respected voice in the field of conflict resolution.

In this episode, Kwame dives into overcoming your unique psychological challenges, and finding confidence within yourself, before stepping into a difficult conversation.

As he points out, it doesn’t make sense to give recipes to people who are afraid to get in the kitchen! He also discusses how to use his 3-part framework to become a better negotiator in every aspect of your life.

Want to know more about Kwame?
Book: Finding Confidence in Conflict: How to Negotiate Anything and Live Your Best Life
Podcast: Negotiate Anything
Ted Talk: Finding Confidence in Conflict

What you’ll learn

  • Using Kwame’s 3-step framework to improve your negotiation skills.
  • Finding alternate ways to resolve conflict
  • Preparing yourself for salary negotiation and managing your emotions during the conversation
  • Finding negotiation opportunities in your current role
  • Overcoming your fears in order to be the best version of yourself in the midst of difficult conversations.
  • Getting curious with compassion

Success Stories

I had listened to the Happen To Your Career podcast for several years before reaching out to Scott about getting career coaching. I'd been in my role for nearly 10 years, wanted to stay, but felt like it was time to renegotiate. What I expected/hoped for was maybe a 10% raise MAX, as I was already near the top of my salary range for the area. Scott pushed me to ask for more, helped me feel confident I was worth that ask, and coached me through how that will probably go, what to say, when and how to say it, what not to say, etc. I walked into my boss's office prepared and he knew it. As my request went higher up the chain, they knew it as well. My preparations and HTYC's great coaching paid off, in a few week's turn around time I was given a 20% raise, and renegotiated job duties which will help me enjoy my job even more! I highly recommend both their podcast and coaching services, Scott and his team are the real deal!

Justin, Engineer

I greatly appreciate your help in bringing this along because I wouldn't have had the confidence to negotiate and to be where I am today without the help of a lot of other people. You played a really significant role in it. I'm not going to be that everyday person that hates my job, I'm going to stretch and I'm going to aspire to be better and I'm not going to make that everyday salary. Thank you Scott for putting this out there for all the people that are trying to do a little bit better and trying to go a little bit farther. This is awesome. I love this. This thing that you do, the whole HTYC thing, from the paperwork all the way down to the podcast and just helping people understand that there is success out there and it is attainable but you've got to work for it.

Jerrad Shivers, Market Manager, United States/Canada

I was able to negotiate a higher salary, accepted the offer and I can not be happier! You truly helped make this process as painless as possible! I would (and will) recommend your services to anyone and everyone looking for a new job (or current job pay raise).

Kevin Larsen, Manager of Maintenance, United States/Canada

I have worked my entire career in behemoth companies (Hershey, Kraft, Pepsi), but I never felt like my creativity could really be stretched. I was often told I have great ideas but there was no way they would happen. So I found myself really discouraged and wanting a more challenging, creative career. And to top it off, I’m making almost $40,000 more a year. I certainly don’t expect that kind of increase every time I make a career move, but I knew my skill value and what I bring to the table. I held my own and negotiated. Now my salary is on par with my male colleagues.

Julie Laughter , Senior Manager, Sustainability

Kwame Christian 00:02

My motto is the best things in life are on the other side of difficult conversations. If you look back over the course of your life, the most influential parts of your life, the most impactful things that have ever happened in your life, there was a conversation that happened around that.

Introduction 00:20

This is the Happen To Your Career podcast, with Scott Anthony Barlow. We help you stop doing work that doesn't fit you, figure out what does and make it happen. We help you define the work that's unapologetically you, and then go get it. If you're ready to make a change, keep listening. Here's Scott. Here's Scott. Here's Scott.

Scott Anthony Barlow 00:45

I would guess that if you and I were talking, and I asked you, "Hey, would you like to make $100,000 more a year, and make sure that your kids go to bed on time every night, and be able to watch the show you want on Netflix and be also able to set really solid boundaries with everyone that you work with?" If I asked you, "Do you want that?" You'd probably say "yes", right? Most people would. But what if I asked you, "How would you think you would get all of those things? How do you think it would be possible?" Well, it turns out that it's possible using just one skill set. And in fact, that's what this conversation is about– negotiation, and how negotiation is a learned skill that can be leveraged in every single aspect of your life.

Kwame Christian 01:36

Most people fail in these negotiations and difficult conversations because they're unable to address the emotional component. And so when it comes to thinking about high level negotiation strategies and tactics, we can't get into that, because people are failing before we get to that point. If you're unable to deal with the difficult emotions of a conversation, you're not going to get to that next level.

Scott Anthony Barlow 01:59

That's Kwame Christian. Kwame is the director of the American Negotiation Institute, and a respected voice in the field of negotiation and conflict resolution. I'm also extra excited to have him on the podcast because he's a really good friend, and HTYC alum. Kwame is a lawyer. And when he was making the switch from working in an organization to starting his own organization, we worked together right around that time, and he's continued to become a friend over the years. And he's been doing a really wonderful job of blending his experience in civil rights work with his expertise in negotiation and conflict resolution. And he's created a lot of pretty amazing trainings on how to have difficult conversations about race. He teaches people how to have difficult conversations and negotiate using a three step process, he's called the "Compassionate Curiosity Framework". So take a listen to the conversation. Here's Kwame going back to where his career began.

Kwame Christian 03:01

Yeah, so for me, I'm a psychology nerd. When it comes down to it, that's what I love. So my undergrad degrees in psychology, I wanted to be a therapist. And then I started to get interested in politics, because with therapy, I wanted to help people one on one, but then I said, "Well, if I could, you know, have an influence on policy, then I can help more people." So that's why I decided to get my law degree and Master of Public Policy at the same time. And I slowly fell out of love with politics, thankfully, avoided that mistake, but I said, "Wow, what am I doing here?" And so...

Scott Anthony Barlow 03:34

Hold on. Why is that "thankfully"? I'm curious. I don't ever want to be involved in formal politics, necessarily. However, I'm curious why that is for you.

Kwame Christian 03:44

Oh yeah, it would have been a horrible lifestyle, horrible for my family, horrible for me, I would have had to sacrifice a lot of what I believe in and care about in order to please the political gods in order to get to those type of positions. I just wasn't willing to compromise myself. In American politics, it's a binary choice, Democrat and Republican. And I know very few people who feel fit perfectly in either category. And I'm not one of them. So I said, "Well, you know, it's not for me. I'll start a business and do something else." But it was a tough transition, because that was the whole purpose of that dual degree, JD and Master of Public Policy is pretty specific. But it all started to make sense when I discovered negotiation because that was the first time I saw psychology utilized for a legal or business purpose, and I fell in love.

Scott Anthony Barlow 04:34

So I think somewhere along the way, you did have a background as a bit of a people pleaser. I've heard you mentioned that several times in a variety of different places. I think even in your TEDx talk, if I remember correctly. So tell me a little bit about that evolution, because you just mentioned it again too, like, in a bit of a negative light as it relates to politics. So help me understand how that evolution took place for you.

Kwame Christian 05:02

Yeah. And so with my book, my book is called "Finding Confidence in Conflict" recently rebranded as of yesterday, but the original title was, "Nobody Will Play With Me". And that really was the root of everything. So, for me, I grew up as a... I'm a Caribbean American, first generation. So I had a really strong accent. I was in a small town, Ohio, so there weren't very many people who looked like me either. And I remember very clearly this incident on the playground where nobody would play with me, I would go to different kids on the playground, and nobody wanted to play with me. And it was incredibly painful. And so from that day, I decided, "listen, everybody's going to be my friend, I'm going to be very likable. And this will never ever happen again." And so that made me really popular because I was focused on collecting these friends. But at the same time, it had a negative impact, because I wasn't willing to challenge those friendships, I wasn't willing to challenge people who are doing something that was wrong. And if they asked me to do something that I didn't believe in or wanted to do, or they did something that offended me, I would just let it go. I was always avoiding conflict. And so for me with my transition to who I am today, that's a big part of it. And so that's why in my book, about 60 to 70%, is all about how you can overcome your unique psychological challenges when it comes to having these difficult conversations. Because it doesn't make sense to give recipes to people who are afraid to get in the kitchen, we have to build you up from the foundational pieces first. And that's where the psychology comes into play.

Scott Anthony Barlow 06:34

That is so fascinating. And I'm also recognizing right this very second, because we started this conversation, I was telling you before we even really got into it that you're so dang likable, you're sitting lovable, Kwame. And it comes from way back when and now you have done a really nice job removing out the pieces that are less, I'm gonna say productive for you or unhelpful in many different ways the people pleasing aspect. So I'd like to continue to talk about that, but also begin to layer in some of the things that I love about how you approach negotiation. And one of those things in particular, is you have this idea of what I've heard you call in many different formats, "compassionate curiosity". Tell us about that, first of all.

Kwame Christian 07:26

Yeah, so the compassionate curiosity framework was born of this love of psychology, and recognizing too, that most people fail in these negotiations and difficult conversations because they're unable to address the emotional component. And so when it comes to thinking about high level negotiation strategies and tactics, we can't get into that, because people are failing, before we get to that point. If you're unable to deal with the difficult emotions of a conversation, you're not going to get to that next level. And so I really wanted to give somebody, give everybody a foundational approach to it. And so it's a three step framework. And it's intentionally simple, because most likely, you're going to be in a mental state where you're not performing at your best either, cognitively speaking, so I want you to be able to remember it. And so step one is getting... is first acknowledging and validating emotions. Step two, is getting curious with compassion. And step three, is engaging in joint problem solving.

Scott Anthony Barlow 08:24

I am curious about how that happens and specifically what I mean is how we lose control. Because I think that we... to create that fundamental approach that you're talking about, and give people the, I'm going to call it the baseline, or you know, the basics of the fundamental, it's not really very basic, most people can't do it. But what does that look like? Why do things go wrong in the first place?

Kwame Christian 08:50

Yeah. So when we think about conflict, there's an emotional aspect to it. That's what differentiates it from a standard negotiation. I call it a negotiation with attitude. That's what occurs when you really break it down. And so what we need to do is first address that emotional component, but where does it come from. And so from a psychological perspective, when we think about it, in terms of neuroscience, we're talking about the amygdala. And so that is the mother of all emotions, both positive or negative, but we're more focused on the negative because bad things can kill us back faster. So that's why our brain is a lot more responsive to the negative things, or things that we perceive to be negative in our environment. And so the thing that's really interesting is that there's another part of the brain called the frontal lobe, and this is where you have the most evolved part of your brain. So logical thinking or the ability to reason avoid temptation executive function, all of that is in the frontal lobe. So this is the best part of you. But there is an antagonistic relationship between those two brain structures. So the amygdala within the limbic system, once that is firing, and you're really, really, really emotional, you can't think very clearly. But then on the other side, if you're able to think logically and rationally, you're not going to be as emotional. And so in many cases, an either or type of situation. And so one of the things I always say is that "it doesn't make sense to send a message to somebody who isn't psychologically ready to receive it." And if they're in that emotional state, it doesn't really matter. The rules, or the facts, or anything what's right or wrong, it doesn't matter to them, because they can't process it at a higher level. So that's why we need to start with that emotional component. So we can at least then matriculate into a conversation that's at a higher level.

Scott Anthony Barlow 10:34

Okay, so let's say then that we find ourselves in that situation where, hey, you know, we are massively triggering the amygdala in whatever way for whatever reason. And let's take it real world here for just a moment. So we've got somebody we're working with right now that's in the process of job offer negotiation, specifically, and they are at the stage where she anticipates receiving an offer here very, very soon. Okay. Also, at the same time she is, how shall I say it, she's getting antsy will probably say that, because, stop and think about it, she's worked really, really hard to get to this point in the first place. And although there's probably to be more job offers on the horizon for her, she only has this one where we're anticipating receive it at the present moment. And for that reason, I think it feels a little bit scary. So she's fluctuated back and forth, in and out of this state. So what advice would you give to that person in that situation where, like, friggin amygdala triggers like crazy all over the place? How do we back ourselves out of it, so that, you know, if we're the one experiencing this, we can do something about it?

Kwame Christian 12:00

Oh, this is great. This is exciting. Well, first of all, what they need to do is go to americannegotiationinstitute.com/guide, and download our salary negotiation guide. So you have to prepare. So that's number one. The more prepared you are, the less emotional you're going to be about the salary negotiation that's coming up. So that's number one. The cool thing about the compassionate curiosity framework is that it helps you to win not only the external negotiation, but also the internal negotiation we have to have with ourselves in order to be effective in the conversation. So you can use it as a tool of emotional regulation. So again, three steps, exactly the same. Acknowledge and validate emotions, getting curious with compassion and joint problem solving. So what I would suggest doing in this situation is first acknowledging your own emotions, "what is it that you're feeling?" Fear? Well, why are we feeling fear? Let's get curious with compassion. And it's important to do it with compassion directed at ourselves, because sometimes we judge ourselves too harshly, we're our own worst critic. And so this introspective process feels painful when we're mean to ourselves. And so asking, "why are you afraid?" Okay, "because I haven't had a job offer in a long time." Okay. "Well, what else is bothering you?" "Well, I'm afraid that I might not get another opportunity like that." "Well, why do you think that?" "Oh, okay." "Well, you know, I have been positioning myself a little bit better. I guess, really, that fear is a little bit unfounded." Okay. And so now we start to calm down through the process. And so then when we get to joint problem solving, what we're doing is we're reconciling the differences between our hearts and minds. What do we want emotionally? What do we need substantively? And so in that situation with the person that you're talking about, what it might be like is, what I want emotionally is a feeling of security. Okay, great. That's really what you want. It's not that you want this specific job, necessarily, that you need this specific job is that you want a sense of security. So what can you do in this conversation to give you that sense of security, while at the same time putting you in the best position for success during the negotiation? Then you actually have the negotiation, again, compassionate curiosity framework, and you use that as your guide throughout each interaction.

Scott Anthony Barlow 14:11

What do you feel like are the areas where compassionate curiosity and this framework that you're talking about get more difficult? What ups the empty so that we can watch for it?

Kwame Christian 14:23

Yeah, so what makes it more difficult is when there is a persistent negative emotion. And so for instance, if you acknowledge and validate the emotion and you do this for a long time, a few times, maybe you're talking 10, 15 minutes, "Hey, Kwame. I've been acknowledging and validating and summarizing for a really long time, the person really isn't calming down." Then what I would suggest doing is question to yourself, is the person emotionally prepared to have this conversation today? Maybe I need to push it to tomorrow, maybe two days, maybe they need to cool off. And so maybe what you do is say, "Listen, you've given me a lot of information. I really appreciate that. Let's come back tomorrow and finish this discussion. I want to process some of the stuff that you thought that you told me. So I appreciate your candor. And let's just continue this another day." And so that's one way to move through it.

Scott Anthony Barlow 15:13

And I want to ask you about that before we move on, because I think you just talked about a particularly effective both tactic and approach. However, it's also I found one that's particularly scary for many different people, which is delaying in any way whatsoever, or deferring. And I think that that can be really, really useful, but also really challenging for people to implement. So my question to you becomes, what are the things that you can do to make that easier? Or what can I actually do in reality to use that? Let's keep going with the idea of job offer negotiation, because that's a place where that happens, too, people get the offer, and they feel like they need to respond, like, immediately, right?

Kwame Christian 16:04

Yeah. It's tough. It can be tough. And so I don't want people to think that this is easy, right? It's really difficult. And what I would suggest doing is, again, slowing down the pace of the conversation, so you can think in between the words that are happening, right? That's one thing. The next thing you want to do is, I never want to say during the conversation, "Hey, you know, I can tell you that you're getting really emotional. So maybe you should take a break." Not good. I always put it on myself. And I say, "Listen, I've gotten a lot of information. Let's just slow this down and let's have another conversation." Because again, you don't want to procrastinate, that's the last thing we want to do. And a lot of times we want to do that, because we're afraid during the conversation. So we can't do that, right? But we're giving it a specific timeline. So we need to make sure that we schedule it. And so again, I think about it in terms of a completely different negotiation. So in the salary situation, yes okay, so I'm trying to get a higher salary. But as I realize I'm running into more resistance than I anticipated. Now the negotiation shifts toward when is the best time to have that. That's one thing. And then oftentimes, with a salary negotiation, it's a little bit, it's different from a regular conflict. It's more of a business transaction type of negotiation where, honestly, nowadays, a lot of it can be handled via email. And so we have to recognize that one of the biggest mistakes we can make in a salary negotiation, doesn't come from the negative emotions that we feel. It comes from the positive emotions that we feel. We feel too excited, too happy. And a lot of times when it comes to effective decision making, not only are we going to make decisions, because we're angry, frustrated, sad, mad, upset, we're also going to make bad decisions, because we are just too giddy to think clearly about what's happening. And then we commit. And then afterwards, it's almost like a situation where you had a night where there was too much to drink. Once the high of happiness goes down and you're thinking rationally again, you say, "Oh, man, I regret doing that." So we need to be mindful about the extremes emotionally of both positives and negatives.

Scott Anthony Barlow 18:15

What will assist with that, in particular, you mentioned the highs, and what will assist with helping us remove ourselves. So we've mentioned, you know, one thing in particular as it relates to slowing it down, whether it's in person conversations, slowing down the literal pace of the conversation, but also if it slowing down the pace as it relates to being spread over time. What else will help with that?

Kwame Christian 18:45

Well, the simple answer is practice. And when it comes to this, I think one of the most important things for us to recognize is what a negotiation is. And my definition for negotiation is anytime. Anytime you're in a conversation, and somebody in the conversation wants something. And so when you think about it, you're negotiating all the time. You have a wife and kid, multiple kids, right? And so you're negotiating all the time with them. And so I have a four year old, I'm married. And so now I don't just identify these conversations as difficult conversations, frustrating or annoying conversations. I said, "Oh, this is a negotiation. Yeah, I'm going to use the compassionate curiosity framework. I'm going to use these everyday interactions as opportunities to practice. So then when the big negotiations and conflicts occur, I'm ready. I've been there before." And so you're using these everyday opportunities to improve your skills so you don't feel like you're in on shaky territory where that's unfamiliar when it's actually time to perform.

Scott Anthony Barlow 19:48

What do you feel, like, are the biggest mistakes that you see especially as it relates to, not just negotiation, but those conflict, like, some conflict conversations?

Kwame Christian 20:03

I think the biggest one is not managing emotions. That's the biggest one. So your own and other person's emotions. And so with the compassionate curiosity framework, obviously, we have the acknowledging emotions portion first. And so the next thing is most people don't take the opportunity to negotiate at all. I think that's a big...

Scott Anthony Barlow 20:21

Hold on! Back up. What do you mean by that, when you say, "they don't take the opportunity to negotiate at all"?

Kwame Christian 20:25

So I think one of the biggest challenges is a low level of negotiation awareness. So like we said before, a negotiation is anytime you're in a conversation, and somebody in the conversation wants something. And so we can now identify all of these interactions as negotiations. But if we don't have that higher level of awareness, these negotiations are happening every day, and we're not taking advantage of these opportunities. And so for instance, imagine if you're working in a job and somebody gives you a project that you don't really particularly enjoy, because of the roles that you have. A lot of times we just accept that, that's a negotiation opportunity. You don't need to take those positions, you can have a discussion with your manager to talk about which roles are appropriate for you, and which role somebody else should have in this situation. When it comes to salary negotiation, okay, yes, we talk about the money. But did we talk about title? Did we talk about benefits? Maybe not. Did we talk about mentorship? Did we talk about remote work opportunities? Probably not. And so these are things that we just don't discuss. And it's not even that people aren't performing well, it's that they're not performing at all.

Scott Anthony Barlow 21:31

What do you believe stops us then from... take the last example you gave. We'll just keep going along that thread of job opp for negotiation here. And you mentioned, it's not even mentioned most of the time, as it relates to title, as it relates to flexibility, as it relates to any number of other pieces that you just rattled off. And I think that that's true. I've seen a lot of evidence of that. But why do you think that that happens in your opinion?

Kwame Christian 22:01

I think a big part of it, number one, comes from schooling. I mean, unless you are intentional about finding opportunities to learn to negotiate, you're not going to have those opportunities. So if you went to business school, for instance, you might have had to take a class. In law school, surprisingly, that's not a required class. It's still niche, which is insane, when about 95% or more of cases settle. So you're always... every lawyer is negotiating to a certain extent. And then going through elementary school, we don't have those types of conversations either about how to resolve conflict and how to negotiate. I think it's one of the biggest omissions in our education system. I mean, I you know, I did high level calculus, I have no clue why, I had to use the Pythagorean Theorem post high school, but I had to learn that. But I'm talking to everybody, I'm talking to people every day, I'm negotiating every day. And we never taught that. And so it's difficult to feel confident in a skill that was never taught to you.

Scott Anthony Barlow 23:02

I want to mention one other thing on that, because you brought up a few really great points overall. Well, first of all, hold on, let me back up. Negotiation is not taught in law school, or it's not required rather in law school?

Kwame Christian 23:15

Yeah. How insane is that?

Scott Anthony Barlow 23:17

That just hit me. Severity of that we'll call it.

Kwame Christian 23:24

Exactly. Negotiation is still a niche skill. And it's the thing that we do, we all do, no matter which profession you're in, we all do it every day, at work and at home, but it's not taught. It's mind blowing to me.

Scott Anthony Barlow 23:38

What do you feel like is the difference between negotiation and persuasion in your mind? Because I do think that what you had mentioned, you know, we all do negotiation every single day, constantly, we just don't recognize it– is very, very true. What do you feel like the line is drawn? Help me understand that from your perspective. Negotiation and persuasion.

Kwame Christian 24:01

So now you're having me put on my professor hat. Yeah, so we've gone later in the semester. So yes, so the definition I use for negotiation, any conversation where anybody in the conversation wants something. When we're getting really technical about it, that's more of a description of persuasion. And negotiation in the true business term, in the true business sense, which I'm actually trying to change. But negotiation in the true business sense, is when both parties are aware that there is something at issue, not necessarily at issue in a negative sense, but also, but there's something that needs to be discussed. And so that's more of a traditional negotiation where both parties are aware. Now when we talk about persuasion or influence, that's a little bit more nebulous. That's more in line with the definition that I gave you earlier. And so when we're thinking about persuasion, it's really anytime you're starting to steer somebody and change their perspective, change their behavior, and the person may or may not be aware of your intent. And the difference between influence and persuasion in general and the manipulation comes down to intent. Because when I talk about the desire to change people's behavior and change their perception whether or not they're aware of it, they say, "Well, that sounds a little bit manipulative." It's only manipulative if you're doing it with malicious purposes. And as long as your purposes are good, then you're good. And knowing your people who listen to the show the, Happen To Your Career, which I am one, Scott, you happened to my career, and now I am where I am. Yeah, I don't have any doubt that everybody who's going to listen to this episode is going to use these skills for good purposes. But yeah, that's going to be the distinction.

Scott Anthony Barlow 25:51

Very cool for a little bit of backstory on that, Kwame and I got the pleasure of working together early on. And that's... is that how we met? I was just trying to think the little bit earlier, it's been so long, Kwame, since... you've just been there forever.

Kwame Christian 26:08

Right? Yeah. So Scott was my career coach when I was transitioning from working within an organization to starting my own law firm and starting the American Negotiation Institute. And that transition was successful because of your guiding hand. So I appreciate that.

Scott Anthony Barlow 26:25

Well, I appreciate you saying that very, very much. So it's been so much fun to see it grow into what it is today. Because it's turned into a bit of a powerhouse to put it mildly, like the impact that I get to see you just following and I definitely recommend, if you're on LinkedIn, go follow Kwame Christian on LinkedIn, you're always almost daily, putting out something that is rather profound, amazing or entertaining, sometimes.

Kwame Christian 26:57

Thank you. I appreciate that.

Scott Anthony Barlow 27:00

And, you know, it's been really interesting to just occasionally, when I'm on LinkedIn, be able to see some of the real impacts that you're having, and some of the messages that go into the threads. And that's so, so cool. So really, really, really nice job. And that's probably a perfect opportunity now to segue into as people are listening to this, as HTYCers are listening to this, and they recognize the need to become better negotiators, and they want to practice, they want to improve all the negotiations and conversations in their lives, not just around job offers, what advice would you have for them to get started, things that they can actually do in real life, real time when we're all busy and everything else that goes along with it?

Kwame Christian 27:49

Yeah, so one thing I would suggest people start doing is start thinking like an athlete. And this is what I mean, so when I think about professional athletes, I think about them in terms of the fact that it seems like they take their profession just a little bit more seriously than any other profession. Because me, I'm a lawyer, I take my profession seriously. But do I practice like an athlete does? I certainly do not, you know. And so when it comes to negotiation, we have to think of ourselves as our own coach. And so not only are we actually intentionally having these conversations, and intentionally using these everyday interactions as opportunities to use the compassionate curiosity framework, and become better at the skill, but we're also saying, "Hey, alright, what did we do well? What did we do poorly?" We were replaying the tape, like a good coach would. And so we want to review the tape and say, "Okay, what did I do well? Let me try and do more of that. What did I do poorly? Let's try not to do that again." Right? And as you start to re-evaluate these conversations that you had immediately afterwards, you start to get incrementally better every single time. And that's the goal. In any negotiation, you have two goals, simply two goals. Number one, put yourself in the best position for success by using the skills that we talked about. Because you can't control the outcome, necessarily, the other person still needs to agree. But you can use the right skills and approach it the right way to put yourself in the best position for success. So that's number one. And number two, improve your skills. That's it. No matter how the negotiation ends up, you can still engage in the negotiation in a way that puts you in a better position to improve your skills, you should always be getting better. And constant improvement is the thing that is really going to start to set you apart when it comes to your negotiation abilities.

Scott Anthony Barlow 29:40

My experience personally is that it doesn't take that much. It doesn't take that many... if you're doing what is, like, Anders Ericsson called "deliberate practice", and you're replaying that tape or you're getting feedback or your brain intentional feedback in one way or another, and engaging in some type of practice, like you're talking about to improve your skills, then it just doesn't take that many interactions to become a better negotiator than most of the rest of the world. And maybe that's the case, because the bar is so low and I know you're trying to help people with that, however, it moves rather quickly, much more quickly than I think most people would realize. And I love your point of, you can always, always, always, no matter how the negotiation ends up, position it in a way, so you're learning something from it as well.

Kwame Christian 30:35

Absolutely. And see, Scott, this is just one of the many reasons why I like you, because I was doing the negotiation training earlier today. And I referenced Anders Ericsson with the 10,000 hours rule. Because people often make the mistake of saying, "Yeah, I've logged my 10,000 hours." It's like, have you really though? Because deliberate practice is different from just doing it. Deliberate practice is intentionally trying to improve your skills. For the vast majority of professionals out there, what they do is that they rapidly increase their amounts of skill, when they first entered the profession. And then they get to a point that's called the "OK plateau". This is good enough. And that's when they start to plateau. And so what I want to help you to do, and what I tell people to do, and in the trainings that I do, is we want to break through that, "OK plateau", so you can continue to improve, because my motto is the "best things in life are on the other side of difficult conversations." If you look back over the course of your life, the most influential parts of your life, the most impactful things that have ever happened in your life, there was a conversation that happened around that. And your success and failure in life is really largely going to be based on how you present yourself in these difficult conversations. So the stakes are higher than we recognize.

Scott Anthony Barlow 31:48

You mentioned something in there that leads to my final question for you, let's go all the way back to what we've been weaving in here as a thread using that job offer type scenario. And you mentioned this idea of defining your goals, I can't remember exactly what you said. But that's what it made me think of as you were talking about it here. So as people are thinking about their goals, and what they want out of it, that's how you put it what they want out of it, as it relates to job offer negotiation, maybe people are getting ready to go into a job offer, they anticipate that they're going to have one at some point in the near future, and maybe they just received one in one way or another, maybe they just got through one and they're trying to, you know, take a deliberate reflective stance on it, whatever their situation, what advice would you have for them as it relates to defining and getting what they want out of the situation and their own personal goals?

Kwame Christian 32:45

Yeah, I think a big part of this is going to be interesting, because you have, obviously you have the internal negotiation that we discussed. But then you also have to talk to people around you, you have to talk to people around you who know you really well. And sometimes because of your emotional state, you're going to develop tunnel vision focused on a couple of key issues. But then somebody who knows you really well would say, "Hey, you know, you mentioned that your goal is to do this eventually. Does this job put you in that position?" "I completely forgot about that. Well, thank you." Right? And so we have to recruit what I call our personal board of directors to help us to make effective decisions in this, because we can't assume that we're seeing the playing field perfectly. Anytime there's an element of emotion, you should just assume that you're missing something, just start to develop that type of humility that says, "You know what, I'm probably missing something. Let me try and get somebody else's perspective here." And then once you get a little bit more perspective, you can be a lot more effective in the negotiation. And then one thing that I never mentioned, but that I think would be really helpful and start to pay immediate dividends, is what I consider to be one of the most powerful questions you can ask in any negotiation. And it is simply, "What flexibility do you have?" And so this is why it's so powerful. Number one, it's open ended. The questions that you should ask, and these negotiations should be more leaning towards open ended questions, because you get more information. Number two, it's non threatening. Okay, so you're requesting more, but you're doing it in a way that won't register as a threat. And number three, it assumes that there is flexibility. And so even if they say something that says, "Well, you know, we don't have very much." I was like, "Oh, my negotiation ears tell me that you do have some. So I'm going to try to get it." And again, when I mentor people who are coming through law school, you can negotiate your scholarship package, they just say that, "Just what flexibility do you have?" And people have gotten every single time they get more, up to the most I've seen is $7,000 more on your scholarship just by taking three minutes to send a simple email with one question.

Scott Anthony Barlow 34:52

I love that. I so appreciate you. Just one I think we've got a whole bunch you pull out the big guns at the end. And I really appreciate you taking the time and coming on the show. And it has been a long time coming. And this has been a ton of fun for me every single time I've ever got an opportunity to chat with you, I just leave feeling like that was an amazing time. So I would highly recommend giving the book which has now been retitled: "Finding Confidence in Conflict", and it is very, very helpful, puts that framework into action that we were talking about here. Watch the TEDx Talk too. Google, Kwame Christian TEDx, it'll pop right up. It was the most entertaining and funny and useful 12 minutes that I've had in a while. So I really appreciate that because I know how much work goes into a TEDx Talk, to get just those 12 minutes that were packed with goodness. So, Kwame, where else can people find you or connect with you?

Kwame Christian 35:57

Thank you. Yeah, so check out the podcast, Negotiate Anything, lots of fun there, have guests on there, Scott was a guest, which was fantastic. And we also do sparring sessions, where I pretend to be the manifestation of your worst fear. And the guest has to negotiate with me unscripted. And then we do a kind of ESPN style breakdown. I tried to do this. And then you did that. So you get to see a really cool angle on these difficult conversations. And then of course, connect with me on LinkedIn, I make the promise, everybody who connects with me on LinkedIn gets a message and individual message from me. Now, I don't know when that message will come, but it will come. So yes, please connect with me there.

Scott Anthony Barlow 36:43

Many of the stories that you've heard on the podcast are from listeners that have decided they wanted to take action, and taking the first step of having a conversation with our team to try and figure out how we can help. And if you want to implement what you have heard, and you want to completely change your life and your career, then let's figure out how we can help. So here's what I would suggest, just open your phone right now and open your email app. And I'm going to give you my personal email address, scott@happentoyourcareer.com just email me and put 'Conversation' in the subject line. And then when you do that, I'll introduce you to the right person on our team. And you can have a conversation with us, we'll try and understand your goals and what you want to accomplish in your career no matter where you're at. And we can figure out the very best way that we can help you and your situation. So open up right now and send me an email with 'Conversation' in the subject line; scott@happentoyourcareer.com.

Scott Anthony Barlow 37:47

Hey, I hope you loved this episode. Thanks so much for listening. And if this has been helpful, then please share this podcast with your friends, with your family, with your co-workers that badly need it. Here's a sneak peek into what we have coming up in store for you next week.

Angela Barnard 38:04

One of my favorite things to do is to blow your mind around what you believe is possible for you.

Scott Anthony Barlow 38:10

That's Angela Barnard, better known as "Anj" and she's awesome. She's also a career coach. She has many of the career coaching certification designations MPA, CPC, ELI-MP. And she's also on the HTYC team, as it turns out. For the past 10 years, Angela's coached people all over the world on how to live more intentionally and find their own version of career happiness. Today, she's coming to talk with me on how she found career happiness by identifying the themes in her life that helped her find success, create success and more importantly, fulfillment and enjoyment and how she's able to help other people find those themes in their lives. All that and plenty more next week right here on Happen To Your Career. Make sure that you don't miss it. And if you haven't already, click Subscribe on your podcast player so that you can download this podcast in your sleep, and you get it automatically, even the bonus episodes every single week, sometimes multiple times a week. Until next week. Adios. I'm out.

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The Importance Of Asking For Help: Career Change Advice From A High Performer

on this episode

We’ve all experienced setbacks in life, but it’s about how we react to them that makes the difference between reaching our goals or letting them fall by the wayside.

When it comes to career change, many people, including High Performers, are bound to stumble on a few things before ultimately reaching their new career.

Is your career change going nowhere fast?

It was for our guest, Sarah Hawkins. That is, until she asked for help (when she knew that she needed it!).

what you’ll learn

  • How to negotiate – even if you’ve never done it before and it scares you to death
  • The keys to overcoming your mental (and physical) challenges to make a career transition
  • The importance of figuring out what’s holding you back so you can work around it

Success Stories

I had listened to the Happen To Your Career podcast for several years before reaching out to Scott about getting career coaching. I'd been in my role for nearly 10 years, wanted to stay, but felt like it was time to renegotiate. What I expected/hoped for was maybe a 10% raise MAX, as I was already near the top of my salary range for the area. Scott pushed me to ask for more, helped me feel confident I was worth that ask, and coached me through how that will probably go, what to say, when and how to say it, what not to say, etc. I walked into my boss's office prepared and he knew it. As my request went higher up the chain, they knew it as well. My preparations and HTYC's great coaching paid off, in a few week's turn around time I was given a 20% raise, and renegotiated job duties which will help me enjoy my job even more! I highly recommend both their podcast and coaching services, Scott and his team are the real deal!

Justin, Engineer

Thank you for guiding me through the negotiation process of asking for a raise. Even in this economy you convinced me to follow through. I also appreciate your thoughts on what I should include in my portfolio; it made the difference in the value added that I was able to present to my supervisor.

Ken Russell, Career Placement Coordinator, United States/Canada

I stumbled across HTYC through an article and it gave me hope again. After a Strengths Finder review session with your career coach and the Figure Out What Fits course, I've finally admitted to myself what I really want to do, what I really want out of life, and have made a decision.

Kevin Long, UX Programmer, United States/Canada

Sarah Hawkins 00:01
I was called myself a dabbler. I like to do things for a little while but then when it started to get too in depth and too and you know where you'd have to be like an expert, I just lost interest or it just wasn't worth that extra step to become an expert.

Introduction 00:24
This is the Happen To Your Career podcast, with Scott Anthony Barlow. We help you stop doing work that doesn't fit you, figure out what does and make it happen. We help you define the work that's unapologetically you, and then go get it. If you're ready to make a change, keep listening. Here's Scott. Here's Scott. Here's Scott.

Scott Anthony Barlow 00:49
As you're listening to my voice right now, that means that you have experienced some kind of setback in life, maybe many setbacks. And what I've learned is that it's not really about the setbacks, it's about how we react to those setbacks, that makes the difference between either reaching our goals, or letting them slip away. Now, when it comes to career change, even high performers are bound to stumble across a few obstacles before ultimately reaching their new career. In fact, I would say, that high performers even will encounter more obstacles, because they're often reaching higher. Turns out, this is exactly what happened to Sarah Hawkins.

Sarah Hawkins 01:30
So I guess I just never found anything that I liked enough to stay with it for a really long period of time. So I tended to kind of just bounce around to different things, usually falling into the office management, administrative type stuff, just because I'm really good at juggling a lot of things. And I learned really quickly. And so I tend to just do well in that kind of environment, because I'm able to help with just pretty much anything they need. But it just wasn't very satisfying, I guess, because there's just not a lot of growth in that, at least not in my path. You know, because you just kind of jump around, I did a real estate appraisal for a while. And stick either, you know, it was kind of like I did all my classes to get my credential. And it was kind of like, "do I really want to do this for the rest of my...? No, I don't." So I stopped that kind of thing. And so I felt like I kept having all these false starts, which made me feel like I wasn't really building much of a resume to where I kind of had to keep starting entry level places. So I was eventually being supportive roles to people just coming out of college, I'm in my mid 30s. And it was really disheartening because I knew I was capable of so much more.

Scott Anthony Barlow 02:37
Absolutely.

Sarah Hawkins 02:38
But I just didn't never feel like I could reach higher because I didn't have the "experience" kind of a thing. And that's where I think this course really helped me get my mind around the idea that you have traits and talents and experience that can translate across sectors and across job descriptions and all that kind of stuff. You don't necessarily have to have the same job description for 15 years to have it apply to a new position, if that makes sense.

Scott Anthony Barlow 03:06
Yeah, that makes a ton of sense. And I want to back up for just a second because the backstory is that you've gone through our career change bootcamp program. And that's what you're referring to in the course. But for everybody else here, how did you find us? How did you encounter HTYC in the first place? I'm curious.

Sarah Hawkins 03:24
I'm very anti social media, I just don't do it, not something that I'm good at and keeping up with and all that kind of thing. But I finally got a LinkedIn account because I was starting to look for work, and reading all the articles and all that. And one of my contacts, I believe, posted one of your articles, talking about strengths. And I downloaded your little handbook thing on strengths and kind of a real quick, abbreviated version. And then there was an option to sign up for a webinar. So I did that and really liked what I heard in terms of finding my strengths and doing something that I love, which I kind of had expected, that just wasn't going to be an option for me because I didn't know what that was. So I kind of just expected that I was just gonna flounder around in my career for the rest of my life. So it was really settling, I guess, you know, where I'm just kind of going like, "I don't really want to" but I guess is how I kind of expected the rest of my career life to go. So it was really inspiring to think that that's not necessarily how it has to be. So I signed up for the bootcamp and been a roller coaster ride ever since.

Scott Anthony Barlow 04:25
I want to definitely talk about that. But I must super curious too, because you've kind of gone through this sort of mental switch thinking that, okay, it's got to be one or the other almost in terms of like, I just don't think that I'm going to find the stuff that I enjoy and it's going to be able to have any kind of amount of pay, and all of that stuff that so many of us think, actually, I just got a phone call just a little bit earlier today where I was talking to a guy, and he said, "Look, I want to make $200,000 a year. And I also want to have flexibility to be able to go and take my daughter to school" he's got young kids and he's like, "I don't see how I can do both." So he was almost thinking about in terms of, hey, I'm gonna have to choose between these two things, and that they cannot, absolutely under no circumstances, can be an option to do both. And we talked about amp solutions. And I don't know, consider multiple different alternatives. So super curious about your situation too and that, you know, where do you think that came from for you? Like, where do you think that you initially thought that "look, this is not ever going to be a possibility."?

Sarah Hawkins 05:32
I think maybe because I had just tried so many different things, trying to find my niche, trying to find my thing, you know, that I was made to do, and I just never found it. And I just felt like I've been looking for so long and trying for so long. And I've never been able to find it. So it must not be a possibility for me. That must be the unicorn in the woods. It's never gonna be found Bigfoot or whatever. Some people have something that they just are naturally, like, my sister knew she wanted to be a teacher when she was five. I mean, her whole life that's all she wanted to be. And I never had that. And I looked and I tried, and I tried. And I always looked at it as a fault of mine, that maybe I was a little too ADD. I couldn't commit. I couldn't stick with anything, kind of attitude in my mind that it was my fault I couldn't find my thing. Which I don't know if you're wanting to get into this yet but that's one of the things in the course, that was just mind blowingly liberating for me, it was the term multipotentialite. Because you had a webcast on with Emily Wapnick.

Scott Anthony Barlow 06:36
Emily Wapnick. Yeah. And she's been on the podcast a couple of times, too, recently.

Sarah Hawkins 06:39
I listened to that. And I was just like, oh, I mean, I was literally running through the house, telling my husband, "I know what I am." That was just so liberating for me not to be fighting that all the time, because I felt like I was always fighting and sorry, for the multipotentialite is just somebody that likes to do a lot of different things, and they're good at a lot of different things. And they don't just have one little niche. And I guess I'd never heard of it in a positive frame before and just like...

Scott Anthony Barlow 07:11
That was sound negative, right? Like, I know I just have that association, it's, "oh, it's bad to be a dabbler."

Sarah Hawkins 07:17
You just can't commit to anything, you can't stick with it. And so soon as it's not fun, or whatever you bolt, and that's not what I wanted. But at the same time, I'm the type that when I'm not mentally engaged, I just die inside. I mean, like my whole soul just withers up if I'm not like mentally challenged and engaged and excited about something. And so I could only stick with something for so long before I could feel the deadening start. And so I realized that, well, it's because I need to be doing different things, the way I'm wired. And so whether I'm doing that on a personal side to kind of help with, if I'm sticking with a career, then do different things on my own, or try to do different things within a role to try to feed that need for newness and challenge and you know, all that kind of stuff so that I don't get the deadening. And it was just really a liberating thing for me to embrace it instead of fight against it. And just like when she said some of the superpowers of, I think I listened to her TED Talk. And she had said, one of the superpowers of a multipotentialite is rapid learning, super adaptable, and there was another one where they can merge ideas. And I am definitely a rapid learner. I'm definitely super adaptable. But I never necessarily looked at those as strengths. And I never looked at that as a benefit to being the way I was. So just kind of having that all tied together was just, I mean, really, I was on cloud nine for like days, just kept telling my husband, "I know what I am" I was like, you have no idea. I mean, it was just something that I mean, it was never really spoken other than I would just say I'm a dabbler, I don't, you know, but to have it verbalized by someone else and explained and treated positively, was just a huge leap for me in thinking about what's possible in the future.

Scott Anthony Barlow 09:08
That's so interesting. And a little bit of backstory for everybody listening too, within career change bootcamp, we have guest instructors come on about once a month-ish or so. And we've had Emily Wapnick, who's also been on the podcast come and do a session specifically for that group that's gone through a career change bootcamp. And that's what Sarah is referring to, when, there's one of the pieces that happens to be in there. But I feel like that's a big part of what we do and when we're working with people is really just, actually, almost everything that we do is just people align who they actually are with their work and understanding the ways to do that, because that's a lot of what I just heard you say is, "hey, wait, this is actually a good thing that I am this way." And there is... and are ways to be able to use that to your advantage.

Sarah Hawkins 09:59
Yeah, and embracing it will make me happier and more fulfilled if I embrace it instead of trying to fight it. And I think that's what I've been doing my whole life is trying to fight it. And that's something that needed to be disciplined out of me, kind of a thought process. And I was just never very successful at doing that. So yeah, just really, I'll be happier if I can just embrace who I was created to be. And that's a good thing.

Scott Anthony Barlow 10:24
That is so cool. And I feel like eventually get to have that mental switch that you're talking about where they flip over and start thinking about what they do or who they are, or some of the things that they offer as a positive and start going with the grain rather than against the grain. That's why the easiest way to describe it. But that is something that we, in a variety of different ways, it doesn't always happen the same way. It's not watching the Emily Wapnick video, necessarily, or whatever else it might be but that is our personal goal is to have everybody have that moment.

Sarah Hawkins 10:55
Right. And I think you guys provide so many different ways to make that happen, or to at least facilitate that happening. I do think it does take somebody willing to do the inner reflection and the work. And it's not something where you're just going to sign up, and then somebody from Happen To Your Career is going to tell you what your perfect job is. And you know what I'm saying, it's not something that you guys necessarily provide as much as you guys facilitate. And so the person that is wanting the answers needs to do the work to figure it out. And it's a lot of self reflection, it's a lot of self honesty, it's a lot of looking at things the way you may be having in the past, and being willing to be open to what is your inner self really truly saying to you, and not just what you hear everybody else saying it should be. And I just think that's an important component. And I think you guys are really good at facilitating that.

Scott Anthony Barlow 12:03
What caused you to want to make this last, most recent change?

Sarah Hawkins 12:08
Well, I have had some really horrendous health problems. It's been the last 20 years but the last 10 to 12 have been exceptionally difficult, resulting in me needing to leave the workforce because I couldn't walk anymore and it was in tons of pain and bedridden for at least a year, probably closer to two. And it was a really bad, I mean pretty much praying to die kind of scenario. And so I had eventually come to the realization that I will never work again, you know, I can't even walk and I'm in so much pain. It's not like a wheelchair would help, I thought about that. And so, my husband had his own business. And so miraculously, I found a solution to my health problems. And it's a long recovery process but I've already made so many leaps and bounds back to life that I felt being called to go back to work. And so I had been helping my husband probably the last year or two in his business, but it's not anything I'm really interested in, it was just a way to help contribute to the family. But I was kind of at a place where it's time to go back to work, out of the house, which was very scary, because I had to leave under the conditions of, I can't physically do this anymore, which was really hard for me, because I always take a lot of pride in my ability to pretty much handle what anybody needs to have to gradually be saying, "No, I can't do that. I can't do that. I can't do that" until eventually, I had to come home and lay in bed all day, for a year or two, was a really, really difficult thing mentally for me and emotionally. And so it was extremely daunting to try to think about trying to get back into the workforce but it also gave me an opportunity to think about what do I want to do, because I kind of had this unique time where I'm not needing to report to another job, really, I mean, I'm working with my husband but there's a lot of flexibility in that. And so I had the opportunity to really just kind of try to figure it out because when I started trying to look for a job, gosh, it was so disheartening, it was just so hard to get your resume in anywhere. And my resume I knew was too vague, but it was because I didn't know what I wanted to do. And so I just threw everything I've ever done on there, to see if it appealed to somebody that could then approach me with an opportunity that maybe I would want, you know, because I didn't know what I wanted. And so it was really hard to tailor a resume. And so I started looking around trying to find services that could help me figure out what I wanted to do. And you know, I was reading all these articles on LinkedIn, and Glassdoor and everywhere else just trying to figure out, what do I ever want to do? You know, because the idea of going back to just being an admin was just so, I just didn't want to do it. It was just like, I told my husband, "I know I need to, I just don't want to at all" you know, and it's that's not any way you want to start a new job, just something that you just are doing just to make ends meet, and you don't want to do it. So that's kind of what started me on the path of finding you guys was I was searching, you know, I'd contacted a few resume writer people and just said, "I'm looking for somebody that can help me figure out what it is that I shouldn't be doing. I'm capable of doing a lot, but I just don't know what the right thing is. And I need help." And most of them were like, "Oh, well, once you know what you want to do, we can help you tailor your resume." So I was kind of stuck. I didn't know where to turn, which was why it was so awesome when I found you guys, because I was like, "Oh, this is what I need. I know this is what I need. And I don't know how they're going to get me there. But I believe that they will." And so that's kind of what prompted the career change was getting back into the market after being out. I think I've been gone for four years from outside employment. And you know, prior to that I was seriously struggling. So work in general has a kind of a painful connotation for me.

Scott Anthony Barlow 16:18
I didn't realize the whole story. That is... it's amazing, actually.

Sarah Hawkins 16:21
It was definitely daunting, definitely scary. That's what I would tell everybody when they're like, "you're looking for a job" and I'm like, "yeah, I'm terrified. But I feel like this is what I'm supposed to be doing. So I'm gonna do it and just trust that it's gonna work out." So that's kind of how I got here.

Scott Anthony Barlow 16:37
When you got into the bootcamp then, you started going through and really trying to figure out what it was that you wanted to be doing. What was the hardest part of that process?

Sarah Hawkins 16:45
I think I still had some limitations in my mind just because of my physical issues that are on their way to being better, but aren't quite better yet. So I knew I was capable of certain things but I wasn't necessarily confident in my ability to do what maybe I felt like I really wanted to do. So I did the work of going through to figure out my strengths, which was awesome. But it was hard. There was a lot of times that when I first looked at one of the tasks, I would just go "oh, I don't know" you know, I don't know. And so I really had to dig deep I guess, and really just sit with it for a while and think about it. And when I was going to the grocery store, thinking about it, when I was working thinking about it, so that I could kind of really force myself to answer the question as if I was in like a classroom or something and the teacher was waiting for an answer. I've got to come up with something. And so I would start and then before I know it, their thing would be full or it would be multiple pages, you know, where I was like, "oh, wow, I had a lot more in there than I thought" I think you had to stopped when you're as unhealthy as I was, and as sick as I was, you stop dreaming, number one, and you stop hoping for your future, number two. So for a really long time, I have stopped dreaming about a future or dreaming about what I wanted to do, or even just like traveling or anything like that, you just can't allow yourself to go there. Because where you are, you just feel like that will never happen. So it's just disappointment in store if you dream, so you just kind of shut it off. And so it was a really hard thing for me to start it up again, and start thinking about like, "Okay, if I could do anything, what would it be?" Because that's not been an option for me, and probably 20 plus years, if I could do anything, because in my mind, I'm like, "Well, I can't do anything." So I have to temper it with what I'm physically able to do. And so that was really hard for me, I think, kind of getting out of that mindset of, there's a lot of limitations on me. And realizing that okay, not as many as there used to be and it won't always be this way anymore. You know, my kind of getting my hope back for my future.

Scott Anthony Barlow 18:58
That's a massive, like most people it takes like 15 years sometimes to go through that type of mindset shift, I'm going to call it, for lack of a better phrase right now.

Sarah Hawkins 19:07
Yeah.

Scott Anthony Barlow 19:08
That's huge.

Sarah Hawkins 19:09
Yeah, it was for me. I mean, it really made a big difference. And I really learned a lot about myself in terms of, I always knew I wanted to help people like that was something I knew was always something I liked. But it wasn't until I really looked down at all my jobs, and all my projects, and all that kind of stuff, where we have to write down what was kind of the thing I loved about each of those, that I saw the theme. Wow, I really like helping people. It's really important to me, because that's the thing I loved about everything I've ever done, but I didn't ever really make that connection before. And so for me, my dream was always back when I was healthier, but my dream was always that when I retire, I would love to go do disaster relief, like hands on helping people at their worst time. But that's a very physical thing. And so I had kind of written that off as well, uh, well. And so I think when I was talking to Lisa, who's one of the bootcamp coaches, I had called her because it was the time to figure out what kind of companies you wanted to approach. And I had no clue. So I knew what my strengths were now, which was great, but I still had no clue what I wanted, or what would be a good fit for me. And I mean, I had like pages of possible careers that I was like, I don't know, I mean, maybe this would work, maybe this would work, you know. And so I think she called it my runaway train of a mind of just being like, well, there's this, I mean, they were all over the place. Part of that multipotentialite thing, you know, where it was just like, well, I could be a writer, or I could be a logistics operator, or, you know, it was just like all over the place. And so she kind of helped me zero. And I actually said out loud, which I didn't expect, but I said, "well, my dream job would be disaster relief, or something like that with nonprofit." And she was like, "Okay, hold on. Then why are you looking at all these other things?" And I said, "Well, I can't do that. I can't do disaster relief, I'm physically not able." But then she kind of helped me steer me in the right direction of, "okay, but then there's other things you can get into, that can still fulfill that part of you, maybe in the nonprofit world that you can be making a really big positive difference in people's lives, that isn't as physical, maybe look in those areas." And so that's what I did. That's how I got this job, you know, I've never even really considered nonprofit before, it just was never even anything in my radar.

Scott Anthony Barlow 21:31
Super, super cool. And one of the things that I know behind the scenes too, is that not only did you go through the interview process and going from deciding that, “Hey, nonprofit, for me, could be an option.” But then you ended up getting the job and negotiating for the first time, is what I understood. Is that right?

Sarah Hawkins 21:52
Yes, I've never ever in my life negotiated a salary, a position, anything, I was always of the mind, which part of it and I don't necessarily know where it comes from other than maybe my health problems. I mean, those started probably in fourth grade. And I had a hip replacement in my freshman year of college. And so there's just been a lot of things that just, I think kind of whittled away my competence. And so generally when I would get a job, I was just so grateful that they picked me, that I didn't want to rock the boat. I didn't want to look ungrateful, I didn't want to look greedy. I mean, a lot of the things that are typical, but I just never, ever would dream of negotiating. And so you guys kind of gave me the confidence that it's okay and you can go about it the right way, that there aren't bad feelings, and I definitely stressed about it ahead of time, but I did it because I felt like I needed to push myself in that way and try. And if it didn't work out, then that probably wasn't the organization for me anyway. And so I did, and they were very receptive and did what they could. And we ended up kind of restructuring the job title. And...

Scott Anthony Barlow 23:03
They really manage it well.

Sarah Hawkins 23:05
Yes, that was the job.

Scott Anthony Barlow 23:07
You are a manager but we're tweaking some stuff so that you can set it up, so that you can get increase a little bit later on, right?

Sarah Hawkins 23:16
Yeah. So the job I was interviewing for was operations manager. And so when the salary came in low, I came back and just said, "Well, this is what I was hoping for" I, you know, kind of did your script and said, you know, "what can we do to bring this up, you know, to get closer to what I'm, you know, looking for?" And so they said, "Well, honestly, not much." And there was a variety of reasons for that. But they said, "Well, let us talk about it and see what we can do." And so they called me back and said, "Well, you know, they bumped it up slightly, this opening salary" but then they said, "what we would do is actually demote your title." At first, you're kind of like, "ah, what?"

Scott Anthony Barlow 23:50
Wait, hold on. No, no.

Sarah Hawkins 23:52
Like, "I'm sorry." Negotiated. But they said, "we'll demote your title. And then in a year, that opens you up, puts you on a path that you can then get a promotion to operations manager" which they would be able to give me a larger bump in salary with a promotion, than they would be able to do within the same role as like either a starting salary or a raise.

Scott Anthony Barlow 24:16
Based on their infrastructure and their board of directors and everything else like that. Hey, by the way, when you quick piece of advice, because I know from doing this a lot that based on how you've gone into it, you might even be able to do that earlier than a year, when you get a chance, go back into the career change bootcamp, go login and search for one of the bonuses that comes with it, which is get a raise guide, and it'll guide you through the process, potentially even do that earlier. Or go outside of the boundaries for what the "policies" or pay bounds or everything else like that is too. So small tidbit.

Sarah Hawkins 24:55
Yeah. Thank you. That'd be great.

Scott Anthony Barlow 24:57
Yeah.

Sarah Hawkins 24:58
That worked out. I'm happy. I felt like they were willing to work with me. And they're excited about having me come on board. And that was a scary thing for me too but I was thinking, well, “I don't know, if I just barely edged out someone else. I mean, I have no idea. And then if I'm being difficult, are they gonna then just go with their number two?” And so that was something that was really difficult, really hard for me to just kind of trust that I can handle this, and I can do it in such a way that I don't appear difficult. And...

Scott Anthony Barlow 25:27
A roller coaster that you end up going through the end, you're like, "Yes, I want this job, cuz it's awesome. I don't want it to go away. Like what if I... what if they're gonna...?" Yeah.

Sarah Hawkins 25:37
When I talked to Lisa, on our negotiation call, she was like, "so how are you feeling?" And I said, "honestly, I just, I had really hoped that there would just be one piece of this that wasn't so hard." You know, I didn't have to sit there and negotiate or I didn't have to, you know, because it was just something I really didn't want to do. So it was just kind of it really took the excitement of the roll out of it for me that I was going to have to negotiate, you know, because I was like, hey, I got an offer. But then I was like, oh, they're gonna make me negotiate. I was like, you know, it was really, a roller coaster is a perfect way to put it. I was happy, and then I was devastated, and that I was scared. And I mean, it was just all over the place. But I put my...

Scott Anthony Barlow 26:14
But you've just done it.

Sarah Hawkins 26:16
Yeah. Anyway... So...

Scott Anthony Barlow 26:18
That is so...

Sarah Hawkins 26:19
And now I've done it. So next time, it won't be so scary.

Scott Anthony Barlow 26:22
Exactly. Now you can do it for the whole rest of your life, as it turns. Hey, congratulations, again, by the way, like that is just super, super cool. I knew part of the story but I don't know the whole thing. And that is just what you've done is, actually a lot of the things that you've done, are things that most people won't do over their entire life. So I think that's something to be proud of, personally.

Sarah Hawkins 26:43
Thank you.

Scott Anthony Barlow 26:44
Yeah, well, I just got to say thank you so much for letting us play a small part in it, and for letting us push you a little bit. And clearly, it's turned out really, really well for you. And thanks for making the time to be able to come on and share your story with other people too, because I think that there's so much that other people will take from this and our listeners, because they're facing those same types of problems, the same exact things that you have. So it just means a lot. I appreciate it.

Sarah Hawkins 27:11
Oh, thank you so much for having me. I was happy to do it.

Scott Anthony Barlow 27:13
If you've listened to the show for any length of time, you know we spend a fair amount of time talking about signature strengths. But figuring out your signature strengths can actually be really difficult if you try and do it by yourself. Small secret, but maybe isn't really a secret, is that sometimes, a lot of times, your signature strengths aren't always obvious to you. This is because to you, it's just what you do. It's what you're able to do. It's what comes easy to you, you're embedded in it. And you think that because it's easy for you, it just isn't a big deal for everyone else. For example, you know, think of that time that you got praise from boss or coworker for all the work that you did on a particular project and you shrugged it off as "no big deal". It's probably happened a lot. What you saw, as normal, others could see as a special set of talents. This is just a clue, just a set of clues to begin figuring out your signature strikes. All that and plenty more next week right here on Happen To Your Career. Make sure that you don't miss it. And if you haven't already, click Subscribe on your podcast player so that you can download this podcast in your sleep and you get it automatically, even the bonus episodes every single week, sometimes multiple times a week. Until next week. Adios. I'm out.

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Negotiating Career Happiness: Getting The Raise You Want Without Changing Companies

on this episode

You know the value you bring to your organization, and you really want to be paid more than what you’re currently making.

But the real question is, how do you go about asking for it? How do you even begin? And how do you do that in a way that is going to actually get you what you want?

Justin is a technical engineer who found himself in this position. He was able to stay with the company he loved and negotiated the raise… more than the amount that he thought he would actually get.

What you’ll learn

  • The sleazy tactic you should avoid when negotiating (plus it’s more work)
  • How to evaluate the value you bring and compare it to the needs your organization has
  • The importance of understanding what you really want and how that ties into your role and compensation
  • How to push past your comfort zone to ask for the right compensation

Success Stories

I greatly appreciate your help in bringing this along because I wouldn't have had the confidence to negotiate and to be where I am today without the help of a lot of other people. You played a really significant role in it. I'm not going to be that everyday person that hates my job, I'm going to stretch and I'm going to aspire to be better and I'm not going to make that everyday salary. Thank you Scott for putting this out there for all the people that are trying to do a little bit better and trying to go a little bit farther. This is awesome. I love this. This thing that you do, the whole HTYC thing, from the paperwork all the way down to the podcast and just helping people understand that there is success out there and it is attainable but you've got to work for it.

Jerrad Shivers, Market Manager, United States/Canada

I have worked my entire career in behemoth companies (Hershey, Kraft, Pepsi), but I never felt like my creativity could really be stretched. I was often told I have great ideas but there was no way they would happen. So I found myself really discouraged and wanting a more challenging, creative career. And to top it off, I’m making almost $40,000 more a year. I certainly don’t expect that kind of increase every time I make a career move, but I knew my skill value and what I bring to the table. I held my own and negotiated. Now my salary is on par with my male colleagues.

Julie Laughter , Senior Manager, Sustainability

I was able to negotiate a higher salary, accepted the offer and I can not be happier! You truly helped make this process as painless as possible! I would (and will) recommend your services to anyone and everyone looking for a new job (or current job pay raise).

Kevin Larsen, Manager of Maintenance, United States/Canada

Justin 00:01
About four years in, I essentially like went to my boss and kind of like, with no coaching or anything like with my tail kind of between my legs, like just kind of like, I think I've done a good job. And you know, and I think I got like 2 or 3% raise on top of what I normally get, which was great, you know, but it still wasn't really this big event where it was like you're changing jobs and a 20% raise or 30%, or whatever.

Introduction 00:38
This is the Happen To Your Career podcast, with Scott Anthony Barlow. We help you stop doing work that doesn't fit you, figure out what does and make it happen. We help you define the work that's unapologetically you, and then go get it. If you're ready to make a change, keep listening. Here's Scott. Here's Scott. Here's Scott.

Scott Anthony Barlow 01:03
Here's something you may have experienced before. You know, you bring value to your organization. You also know, you'd really like to be paid much more than what you're currently making. But the real question is, how do you go about asking for it? How do you begin? How do you do it in a way that is actually going to allow you to get what you want?

Justin 01:25
Overall, I think it'll ultimately turn into about a 20% raise over the next few years. So salary wise, it was about a 12% raise. And then, you know, my other forms of compensation will roll in over the next few years. And that'll be another, you know, 8 or 9%. So it's really well worth the effort.

Scott Anthony Barlow 01:47
That's Justin. He's a technical engineer, who came to us for help, when he really wanted to negotiate a raise with his company, he'd been approached by recruiters with other companies, but really just wanted to stay with the same organization he was at. He didn't want to make a transition. It's just that, he knew that if he went someplace else, he could make so much more. So this was, as you might imagine, quite a predicament. So you're going to hear Justin, he's going to tell us a little bit about his career trajectory. But I want you to listen for what he did to be able to stay with the company that he really wanted to be at, and make the amount of money that he wanted to have, which, and he did by negotiating his salary, renegotiatinghis salary, right, he got a raise. Actually, it also happened to be more than the amount that he thought he even wanted.

Justin 02:38
So I have been with the company I've worked at for almost 10 years. And I've changed jobs twice before that, you know, so I work somewhere for two years. And then I worked somewhere for about four years, and now I've been here for 10 years. And normally, those events where you have the large pay increase are, when you have two companies that are sort of fighting over you, you know, that's when you see these big 10, 20% pay increases. And after 10 years, I kind of felt like, hey, like, this is really time for me to look into this, but I don't really want to change jobs, I'm pretty happy where I'm at. But I know, you know, if I went and found another job, I might get a pay increase. And I had already done that once at my current job about four years in, I essentially like went to my boss and kind of like, with no coaching or anything like with my tail kind of between my legs, like just kind of like, I think I've done a good job. And you know, and I think I got like 2 or 3% raise on top of what I normally get, which was great, you know, but it still wasn't really this big event where it was like you're changing jobs and a 20% raise or 30%, or whatever. And I was contacted by a recruiter about another local job a few months before, I contacted you guys. And we kind of went down the path of talking about the job, and talking about, you know, the pay and the benefits. And I guess for a little bit more backstory, like I have a pretty good pay and compensation package for where I live. Like it's normally recruiters will come talk to me and then I'll tell them, "What it would take to get me to leave?" And they're like, "Oh, we can't touch that." So it's not like, you know, I was underpaid going into this broad process. Just that there are a whole lot of people in the area that do what I do and I knew that I could probably make more if I had another job offer. So while talking to the recruiter, I was like, well, I'll go interview, I'll go down this route. But in the back of my head, I was like, I don't really want this job, like, I really just want a job offer so I can go in and renegotiate with my current job, and that kind of led me down the path of all the things you think about, like, is this the right way to do this? Like, are they going to look at me different? What if they just say, "Okay, thank you. Like, you know, we're not going to renegotiate." Then I have to say, "Oh, well, I was just kidding anyway."

Scott Anthony Barlow 05:42
Sorry, April Fool's.

Justin 05:44
So that kind of prompted me to contact you guys, you know, and I think I kicked it off with just an email, you know, because I listened to the podcast before. And it's like, hey, like, here's my situation. Like, I have a recruiter that's talking to me, you know, the job is interesting, I wouldn't be upset if I ended up doing it, you know, after 10 years would be nice for a change. But at the same time, I'm pretty comfortable where I'm at, really, I just want a good reason to renegotiate. Then we kind of went through all the ways we can handle that and ended up not pursuing the recruiter more. And...

Scott Anthony Barlow 06:25
Let me ask you about that part. I think, as I remember, some of the email exchanges you had with myself and our team. And one of the things that you were, I'll say, hesitant about is most of the time, you know, with the exception of this one recruiter, most of the time, you had gotten the response of, "wow, we can't even touch that" what you said earlier, right. And it seemed like that colored a little bit of whether or not this type of renegotiation was even possible. So tell me a little bit about how that went in your head? And what were some of your thoughts about that?

Justin 07:02
Yeah, well, it's interesting, because, you know, I work at a company that is pretty healthy financially, like they could afford to pay me whatever they wanted to pay me essentially. And so that's where I kind of came up with the thought of, okay, well, I would be hard to replace in this area, it wouldn't be impossible, but it takes them a while to find somebody and also bring them up to speed with you know, nearly a decade's experience and knowledge and everything. That's pretty valuable in any industry, especially in an industry, like, where the turnaround seems to be a lot, you know, most tech jobs, you see people, you know, I've looked at resumes, and people move around a lot, like, two to three years is like max, people ever stay somewhere.

Scott Anthony Barlow 07:59
You feel like a dinosaur if you stay three and a half years.

Justin 08:02
Right, that's what it seems like. And which is crazy to me, because, you know, it seems like just the first year is just trying to figure out how the heck everything works. And then the second year is just trying to implement that. And then after that, you can finally start to really contribute. But you know, my background is both hardware and software, and like, really, really low level like firmware, which not a whole lot of people do all of those. So normally, you have to have a hardware guy who designs things, and then you have to have the software or the firmware guy who sort of makes the pins, do what they're supposed to do. And those two people have to work really closely to make things happen. And to have one person that sort of understands both worlds really well and can kind of leverage little tricks on one side that the other side might not see, you know, that's, that's really valuable if you need it. It's not something that every company needs, but if you're developing, you know, there's really like high tech products, then that's definitely like something that's worth, you know, keeping that person around.

Scott Anthony Barlow 09:23
Absolutely. And it seems like there were a couple elements here that created a lot of value for the organization. And I almost look at this every time we are helping someone negotiate in any situation, we're looking at what are the value creators or what are the assets here? What are the things that the organization would not want to give up? And whether someone's just starting a new role or whether they've been in a role. And in your case, I think, you know, what stood out to me as we initially talked to you was that you already had a great relationship with your boss and your boss's boss and even your boss's boss's boss. And those were already in existence and solid, you already had a track record of performance. In your case, it was longer than most, because you'd been with the company for a while. But you know, that's something else that has to be there for this to work. It's almost like a prerequisite for everything else to happen afterwards. And you did such a great job with those two pieces, that I knew that for you, it would be very possible to have these types of conversations that would lead to some of your goals with changing your salary without having to go and as you said, you know, go get the other job.

Justin 10:37
Yeah, so my long term goal is to retire early. So hopefully, in you know, six or eight years, old saved enough money to just sort of draw, you know, what they call a 4% role and live a life where I'm not sort of chained to my desk, and I can work if I want to work and not work if I don't want to work. But just being the, I'm sort of a third of the way down this path, I've got a little bit of money saved up, one of the terms that people use is F you money. So it's sort of the, it's different for everybody. But you know, for me right now, you know, I have enough money to where if they just fired me today, I could probably be okay for two or three years. And, you know, that's not really what I want to do. But having that sort of in my back pocket really helped I feel like because I'm not fearful of losing my job. Like, if I lost my job, I know, I would be okay, I would you know, I would find another job. At some point, even if it took me a year, like I would be financially okay. And that was really powerful, because I feel like a lot of people sort of put a lot of weight on their job. And if they don't have good savings, then they take the wrong attitude, I guess, with their employer, they're very thankful to have their employer there. And they're not really looking at it from the opposite end of like, my employer should be really thankful for having me.

Scott Anthony Barlow 12:14
I think it's so hard to think about it that way for many people, but two things that you, maybe three things actually that you called out, I think are really almost critical in this type of situation. One thing that I can't agree with more that people don't really think about or spend a lot of time talking about is that if you have done a great job, saving any kind of emergency money, whether you call it F you money or anything else, and you have any kind of cash, that causes you to make different decisions, it causes you to take, well, I wouldn't even call what you I mean, there is some risk to what you did, no doubt. However, it causes you to be able to make different decisions and assess risk differently, which I think is something that because you had done such a great job, putting, you know, putting money away and taking care of yourself financially caused you to be able to make different types of decisions and look at things differently. But the other piece, too, is you did a really great job with being able to take an otherwise great situation, qnd recognize that there is opportunity to do something different and begin to even question that and having that mindset that you mentioned, where it's like, "Hey, they're lucky to have me in this case." I think that's really very, very helpful to begin to question what might happen differently. So nice job on one hand, and then two, I know we're gonna get in talk about like, what actually happened, but I think those are two pieces that allowed everything else to happen, that are undervalued when people look at this.

Justin 14:07
Yeah. And like I said, like, probably about four or five years ago, I went in and asked for a raise, I mean, that my heart was pounding. I was nervous. And, you know, this was much different because I was prepared. And I was prepared for anything. Like if they were, you know, if I didn't get the response I wanted, or if they just said, "You know what, you know, we don't think you were doing as well as you thought you were doing. Like you're fired." I was prepared for any of that. And I guess not removing the fear of failing was the really key and all this. Just because, you know, it wasn't really the case where if I did fail, then well, you know, I'd lose my house and my car, you know, my kids wouldn't be able to go to college. And you know, it would be a little setback. But, you know, I knew I was prepared and ready for anything.

Scott Anthony Barlow 15:11
And this is so interesting, because I think that in most of these cases where we've worked with people, and then on one end or the other, or in cases where I've gone and done this myself, or members of our team have gone and done this, and we're in the firsthand, you know, sitting in the chair, it's so rare that that is going to happen, what you just described, about, "Hey, I'm gonna go in and ask. And they're just gonna say no, and on top of no, they're going to remove opportunities for me, like my job." Like that is something that just rarely rarely happens. And you'd have to, after really, really ask in an offensive way, or for something terrible to be going on at the organization at the same time or in your boss's life for it to result in that it's just so unlikely. That's it. Still possible in that tiny little bit of possibility.

Justin 16:06
But people, like I know people who, you know what I've mentioned, I'm going to, you know, ask for a raise or whatever, oh, like, why would you ever try to rock the boat? And, you know, just human psychologies is interesting because if you're not prepared for that emergency, then it always feels like it is just depending you.

Scott Anthony Barlow 16:33
So that's really interesting. It sounds like as you were having conversations about that, you got some responses, like, "oh, my goodness, why would you rock the boat?" Did you get any other types of responses as you were talking with others about your plans to ask for a raise or renegotiate?

Justin 16:50
Yeah, I mean, I had gotten responses all over. I mean, I hadn't really spread the word a whole lot. But you know, working, I mentioned it to another guy I work with, and, you know, he was pretty confident I would get a raise, maybe not necessarily, you know, what I was asking for which we didn't really talk numbers exactly. But you know, kind of like, the first time I went in, he was like, yeah, you could probably get like another 2 or 3%, you know, on top of what you normally get, which is kind of the way to appease someone and make them go away, raise, you know, like, okay, here you go.

Scott Anthony Barlow 17:29
Thanks for asking, don't talk to me about it anymore.

Justin 17:31
But it definitely was interesting to kind of evaluate how everybody looked at the job market, and how people respond to just trying to determine their market value like that was interesting to me. Especially, you know, in the Midwest, so relatively to the whole US, you know, my salaries looks like it's like, I'm way under paid, but in the Midwest, their cost of living is so low, like, it's actually, you know, pretty top tier.

Scott Anthony Barlow 18:09
For that particular area. Well, and I think the great news that you and I spoke about along the way is that it's no law, even if you live in the Midwest, or you live in, say, I live in Moses, Lake Washington, where cost of living is very, very, very exceptionally low in many different ways. And even if you live in one of those two places, then you are no longer required to work from one of those two places, which opens up the possibilities and opens up who employers are competing against for talent, essentially, in many different ways.

Justin 18:49
That was really kind of key in the proposal. And, you know, what we came up with was that was really focusing on the fact that, hey, like, companies and on the west coast, are hiring people from all over the world because everybody's working at home right now. And that's, you know, that seems to be the way the markets moving just in general. You know, even after things kind of get back to normal and quarantines and COVID isn't really a big concern anymore, hopefully later on this year, then a lot of people are still going to be able to work remote, and that's a win-win for everybody.

Scott Anthony Barlow 18:55
Absolutely.

Justin 19:08
As this the job market.

Scott Anthony Barlow 19:11
So as you think back to the beginning of this process, what were some of the biggest questions that you had, or concerns that you had going into this process where you were trying to think about, like, how do I even do this? How do I approach this? Especially in a different way than what you had done four or five years ago, where you got the poultry, you know, here's a... let me throw you a bone type raised, 2 or 3%.

Justin 20:01
Right. I think the biggest struggle I had was trying to decide whether I should go have another job offer in hand or not. Because I felt like I was really good negotiator. But only if I was holding all the chips. And the only way I could picture myself as holding all the chips is if I had this other offer in my hand, and I was like, hey, look, like I can leave today and go bank this at this other company. It took a lot of coaching, you know, as you know, for me to kind of realize, wait a minute, like, I'm already holding the chips, I just have to know how to use them. And I have to convince myself that, you know, I couldn't go get this somewhere else, even without an offer in hand. Which, you know, in the long run, I think we're a lot better than if I actually were to get a job offer. Like, I feel like we did the right thing, just because, you know, we talked a lot about going into the negotiation as a partnership with your boss. And that was really beneficial. Because if I were to just run in and say, you know, "Look, this company down the streets gonna pay me 15% more, you know, give me more than that, or I'm going to leave." It's a very standoffish, you know, attitude that both parties are taking, you know, your boss feels cornered and then you might get looked at differently. I don't know, there was a lot that even though that's sort of the way the market normally handles it, it just didn't feel right to me. So I really like the approach of going in and saying, you know, like, "Look, here's what I could make. And you and I both know, I'm qualified for all these jobs. And here's what I want. So, you know, how can we make this happen together? So I don't have to go look for another job. And I don't have to come in here with the job offer to wave in your face and threaten you with." Like, I think everybody appreciated that approach more.

Scott Anthony Barlow 22:22
I think the... as you're sharing, hey, here's some of the questions, biggest questions that I had, one thing that stood out to me, when we started interacting with you, and trying to understand some of your goals, and what you might be asking for throughout the process of negotiating and an increase would tie into your long term goals. And the ways that you wanted to do it, the biggest thing that stood out to me is, you're really uncomfortable with this idea that you mentioned of going and getting the job only to negotiate an increase, like that seemed out of your normal integrity, like the way that you live everything the rest of your life, like that was just like totally implicitly outside it. And that seemed like the only reason you were considering it, is it what it felt like you had to do. Is that a fair assessment?

Justin 23:14
Yeah, I think it depends a lot on your organization. The last company I worked for, I definitely felt like, you know, they made me counter offers for me to stay. And then I ended up not staying. Because I did feel like hey, like, they're trying to get me to stay right now. But, you know, they're gonna push me out as soon as they can, or I'm going to be looked at differently. And, you know, I think it depends a lot on just the dynamics of the organization and how they treat people. I don't necessarily feel like that would be the case where I am right now, just because it's a bigger company and finances, and people are sort of more removed. You know, the previous company I was with was a smaller company. So, you know, if the CEO is agreeing to a raise, that's like, $1 out of his pocket, so it's more directly... they're more directly seeing the hit of finances on them personally.

Scott Anthony Barlow 24:25
Justin, when you think about this process, and you think about the work that you did to be able to make this happen for yourself and with this organization. What were some of the first things that you remember doing as we went through the process with you?

Justin 24:47
Well, the biggest thing was, you being so convincing, that I could go get another job somewhere else. And then going and looking and seeing what other jobs are available. You told me to spend like an hour, I probably spent like 10 or 12 hours over the course of a couple of weeks. But you know, it was nice, because in the process of looking for other jobs, and which it's hard to find job postings that actually list salaries, right. And, you know, just by default, most of the jobs don't list a salary. But just the ones that did list the salary publicly, you know, I was able to find a dozen jobs that paid, you know, significantly more than what I made now that we're remote, and also things that would be, you know, that would be interesting for me to do. Maybe not necessarily, you know, you always take a gamble when you change companies, because you don't really know the health of the company. And you know, whether it's going to be around, you know, in 10 years, or 2 years, or 3 years, you know, which was what I was trying to avoid by not changing jobs is it's like, I know, I'm at a job where I've been there almost a decade, I could be there for another decade, easily if I wanted to, but just convincing myself that these jobs are out there, and I could go get them right now, that was really probably the biggest step. Because once I got that mindset, that, hey, like, I could go get one of these jobs today. Or, you know, it takes a little while to go through the interview process and everything, but you know, these jobs are available. That was kind of when the game changed. And then you kept pushing me, you know, cuz I think I came out with what I was going to ask for. It was, you know, I think about 15% or so more than what I made, and you kind of kept pushing me up, but I think we finally landed on about 20% more, because you kept kind of nudging me to say, "hey, ask for more, like you can get it." So that was definitely eye opening, I guess.

Scott Anthony Barlow 27:26
Was that an uncomfortable part of the process for you?

Justin 27:29
A little bit, yeah. Because you, you know, you always... you want to ask a number that doesn't seem crazy. And you want to ask a number that, you know, one is beneficial to you. Because that's ultimately why you're asking for a raise is because this is how I'm compensated for the job I do. But two, you don't want to ask a number that's so high that they just kind of laugh at you, and kind of dismiss it as whatever, like, that's impossible. But I think the way, we kind of structured the ask and the documentation and everything to go with it really, really helped kind of drive that home. But it definitely was like, uncomfortable trying to decide what to ask for. It's easy when you have an offer in hand from another company, you say, "Hey, look like they're offering me 10% more, you know, you can either match that or you can go more" like it's not really in your hands, you're just saying, this is what I could get with this other job offer. Like not having that offer in my hands, like definitely made it uncomfortable.

Scott Anthony Barlow 28:48
What helped you be able to move through the process? Let's just for really helping bring everybody else into this process really quick. If we were divided this into steps, step one for you really was about let's figure out what your assets are, right? And we talked a little bit about that earlier, but you did... you have such a great relationship with everyone who has a vested interest with you there already. You have this track record of success. And on top of all of this, you have a variety of experiences and skill sets that just are a very unique combination. And I think lots of people have these but don't necessarily realize it. But in your particular case, you acknowledge that like you get sort of the software and hardware side and everything in between that makes them jive together. But then step two for you was really about, okay, what is the strategy for how we go about asking, and it really made sense for you to not involve other jobs in the process because I was outside of your integrity and do so in a way that was very much inside of your integrity, and figure out what's the game plan and strategy for how we're going to do that and I think you and I had decided that it would be a series of conversations where you approach it from, "hey, I could go and do this. I could go and get another job. But I respect you too much to be able to make that." Like, go and do that and waste everybody's time when my goal is to stay here in the first place. Right?

Justin 30:17
Yeah. You know, which is the truth, you know, that's basically just, that just boils down to, you know, figuring out how to word that in a way that gets their attention the same way you having another job offer would anyway, because... so I'm trying to think the most powerful thing in this whole process, I think, was when we sort of decided what to do is, so my steps to kind of backtrack a little bit. So I came up with a, you know, a proposal for compensation, and then you kind of ripped it all up and said, "Hey, like, move this around and change this and do all this with you know" and so after a few iterations of back and forth with you, you know, we had a pretty decent multi page proposal in hand. And then the fact that I simply called my boss and said, "Hey, like, I have something that's really, really important to me to talk to you about. And, you know, I'd like to do that in person sometime in the next, you know, three or four days. You have time on, you know, Thursday or Friday?" I think it was a Thursday, ultimately. But I called him on Monday, but I didn't tell him anything else, you know, and then and he didn't really pry, but setting the conversation up like that, I feel like was really powerful. Because I feel like it flipped who was nervous.

Scott Anthony Barlow 32:05
He did.

Justin 32:06
Right. Because normally, I would go in and say, "Hey, can I, you know, I'd like a raise. I've done a really good job." And I'd be the one whose heart was pounding and who was nervous. And when I went in on Thursday and met with my boss, you know, I was, you know, slightly nervous, leading into it. But, you know, not nearly as nervous as I was before. I could tell, you know, he was just waiting for me to hand in my resignation. And I could see the look of relief on his face, when all I did was ask for 20% raise, you know, which was like, amazing, because, you wouldn't say that they'd be like, 20%, like, whatever. But, you know, just for him to sort of sit back. And I know that, you know, he also talked to his boss, and they sort of already knew something was up, and we were meeting, you know, for an important reason. But for them to sit there and think, "okay, well, like he's probably handing in his resignation, or he has another job offer for a few days" it kind of puts them in that mindset of "oh, like, this is what it really could be like if he did leave." Framing the conversation where I was not the nervous one, really, like, I feel like that was probably the most important thing out of this whole process.

Scott Anthony Barlow 33:44
I think that's really interesting and powerful, and without getting into every element of the psychology that we use with that particular strategy, which is not right for every single person under the sun. But I think it really, really was very effective here because it did, it put them in that emotional state where they had to consider, one, that it's a possibility that something you know, something could be disrupted here. And then they run through all the things in their mind about what that could be. Now, the unfortunate part is, you don't really get to control any of the thoughts that go through their head. And in this case, you know, that was actually helpful to the process, I would never recommend inflicting pain on people for manipulative purposes. But it allowed you to be transparent with what was going on here in all the ways that you could leading up to it while still being helpful to the process both for them and for you. Consequently, it also initiated them to start planning "well, what could we do in the background without you even having to ask?" So overall, I think it was really very, very good. The other thing is it did that might not be obvious here is it opens them up when you come and say, "Hey, I want to approach this as a partnership. I really want us to figure out together, like how we could make this possible? How could we get me towards this 20%? What would it take?" And asking those types of questions now, they're open to it in a completely different way than what they might have been if you just showed up randomly on a normal Tuesday and said, "Hey, so we're gonna talk to you about raise, that'd be cool." Completely, completely different. Anything else that as you think about this process for what worked really effectively for you, or what helped make it easier for you, that stood out for you.

Justin 35:46
Another one of the things was, it's gonna be different for everybody. But for me, in particular, I could pretty easily traced back some ideas and things that we've implemented over the past few years, and actually put $1 figure on some of those. Not necessarily to say like, "Hey, like, look, I saved the company $1 million. Therefore, I want you to pay me 900,000 of that" you know, but for me to actually look at it, and say, like, "whoa, like, this idea actually did save the company a million dollars, and this other idea, you know, save the company and other $500,000." Like, it definitely made it easier for me to sort of convince me of my worth in the process, because these were all ideas that I'm pretty confident if I wasn't working there, that nobody else would have necessarily came up with them. Maybe a few of them. But I mean, for the most part, these are sort of things that they handed me to work on, they're like, "Okay, well, here's how we think you should do it." And then as I got into it, I was like, well, wait a minute, if we do it like this, we can, you know, save $1 or whatever. And, you know, that really helped. And I was able to put that in the proposal as well and say, "Hey, like XYZ idea, you know, save the company, this amount of money." And it really did help me to kind of justify, to say, "Hey, look, your ROI is fantastic, no matter how you slice it, you know."

Scott Anthony Barlow 37:30
It's unequivocal. What's interesting is, so many people are in that position, and just don't even realize it. What as I'm listening to, you recount this story here, what's really standing out maybe even more than it ever has before, even though this is something of like me and my team have done a lot is that most of what made this work on the side for your employer, or on the side for you is about psychology, it's those things that got you to realize how much you were actually worth, it's those things that got your employer to be open to talking about this in a different way than they might have. It's all of those little psychological pieces rather than the proposal. And the proposal, you did a great job in the proposal. When we ended it, it was still like what I would say far from perfect, it was a really good proposal, but it's still far from perfect, we get to spend, I don't know, 20 or 50 more hours on it, to really get that tiny last little bits into perfection, right. But really, those didn't actually matter. It was much more about those other pieces of the process.

Justin 38:36
Yeah, like you mentioned earlier, you know, being able to word things in the sense that made my boss feel like, we were going to work on this problem together, versus just saying, "give me this or I'm leaving" you know, that saying, you know, give me this raise, or I'm going to leave is where, you know, it puts everybody in a standoffish mode. And that's not really the best place for everybody to be at, but being able to word it as, you know, look, like, "I'm qualified for all these other jobs, and I could go get them today. But I don't want to like I want to say here, you know, here's what I'd like to get paid in order, you know, for me to stop looking at all these other job offers and jobs that are available. You know, here's what I want in order for me to continue with my career here and sort of stop focusing on other opportunities. And how can we make that happen together?" Like that was really powerful. Because like you said earlier, like it puts them in problem solving mode, and it sort of takes the threat away. Which is you know, you never want people to feel like they're cornered and they need to do this or else because that just not a great way to approach anything in life.

Scott Anthony Barlow 40:07
It doesn't always feel very good either, if you do. In the situations where I have done that in the past, and even if the result has been good, it doesn't feel good in the end too.

Justin 40:18
Exactly.

Scott Anthony Barlow 40:19
Justin, what... as you think about this for someone else who's in a similar situation to you, where they've got, you know, a pretty decent track record of performance, and they have a great relationship with their boss or the other people who have a vested interest in their success, what advice would you give them if they're interested in renegotiating their compensation, whether it be salary or anything else? You and I had also even talked about something we didn't spend a lot of time talking about here, but like how to work in things like additional time off and other pieces of your total comp package, too. But what advice would you give that person who is thinking about that now?

Justin 41:01
The biggest advice, I would say, is to look at how hard it is for your employer to replace you. And if that's the sort of situation where it's going to be really, really hard for them to find somebody that can, you know, put on all the all the hats and take on the roles that you take on, then, you know, step two would be looking at other jobs and sort of learning about what's available on the market. Because, you know, the market ultimately kind of dictates what everyone is worth. But at the same time, you know, if you're at an organization, and they just really love you, and, you know, they really, really want you to stay, just be prepared, when you ask. Like put all this information together, actually write it down, instead of just sort of going in and asking for a raise, actually write it down. Even if you don't present it, write it down so you can organize your thoughts. And that way, when you do actually go in and ask, you can actually sort of be in a position of preparation. And, you know, like we already mentioned several times, you know, ask in a way that makes it a problem to solve, not necessarily a threat, but the problem that you and your boss can work on together. So maybe they can't give you a raise instantly, or maybe they can't give you the more time off instantly, or whatever it is you're seeking. But at least they know that this is something that's important to you. So down the road, you know, if that becomes an option then, they know that something that you would want.

Scott Anthony Barlow 42:58
I think that's great advice, it puts you in a different position. Even if it doesn't happen right away for you, it puts you in a completely different position than what you were in before, which then that creates building blocks or stair steps or foundation to be able to have other conversations, which is amazing. And, you know, for you it happened quicker. You and I before we started recording here we were just talking about, it happened quicker than what we thought it would. You and I had a conversation that hey, this normally might be like 6 to 12 month process, and how long did it take you from beginning to end? Tell me a little bit about, you know, if we're looking back on this process, what were the results and the timelines that you got out of this?

Justin 43:49
Right. So I pitched it to my boss first and then actually immediately pitched it to my boss's boss, because he already kind of already knew what was going on or at least knew something was up. And so so I pitched it twice. The first time was better. Back to back as always, like, oh, he already did this. And then after that, they both took it to, you know, people above them. And then the next day, I talked to my boss and he basically said, you know, hey, like we had conversation with, you know, my boss's boss's boss, and it was positive. But you know, we kind of want to have more information about how you came up with this number that you're asking for. And so I kind of had the weekend to put together, you know, not really another proposal but just some data, putting together all the job offers that I'd, or not the job offers, for job postings that I've seen, and their salary ranges and links to all of those, and then kind of calculating an average of that and then saying, "Okay, well, the benefits where I work are a little better. So we're not going to quite ask for this number, we're going to ask for a little bit less." So it was a very calculated, you know, way of saying, "Hey, this is what I'm asking for. And this is exactly why I'm asking for it. You know, it's not just a number I pulled out of the hat. But here's the math of how I got there." So we had that... I had that conversation with my boss, I think the next Monday or Tuesday, and then on, I think it was that Thursday, maybe it was Friday. So ultimately, it was a week turned around. And then they, you know, he sat me down. And it was pretty close to what I asked for. I mean, it was basically what I asked for just in a different form, you know, part of it was salary, and then and then the other part was some stock options that take a few years to best. So it won't necessarily be, you know, an instant, sort of raise. But I know that over the course of the next few years, I'll get to where I asked for. But yeah, and then the other part I wanted to mention was, and maybe this is speculative on my end, I feel like it really like highlights to them that I'm not afraid to ask for what I'm worth. And so maybe down the road, you know, if it does come to the point where, okay, three or four more years from now, you know, it's time to ask for a little bit more of a raise, you know, maybe I won't need to even do that. Maybe they'll just know, "Hey, like we better... we need to make sure this guy's happy because he'll make a 12 page proposal. And we'll have to go through all this again."

Scott Anthony Barlow 47:20
It changes how people treat you. So this is... we talk a lot on the podcast about drawing boundaries and setting boundaries and expectations, and almost training the people that you work with, on how to treat you. And you know, what is within and outside your boundaries. And this is another example of drawing those boundaries, like having difficult conversation to be able to help people understand and train them on how to treat you.

Justin 47:46
Yeah, definitely.

Scott Anthony Barlow 47:49
You did such a great job. I just want to, one, say, I know I sent you a text that said "Congratulations", or maybe as an email, but again, now being able to chat, congratulations again, you did fantastic working through what is and can be pretty uncomfortable set of actions.

Justin 48:08
Well, thank you. Yeah. And I mean, I don't think I really could have done it without your coaching everything. So thank you.

Scott Anthony Barlow 48:17
You're very welcome. And with our last last minute or so here, is there anything else that you would like to say? Open mic time.

Justin 48:25
Open mic time. The biggest thing that you could really, that I took away from this process was knowing that you don't need another job offer to actually sort of have leverage, like leverage could be anything at any time. And even the word leverage is kind of used as a negative. I feel like in sometimes, you know, it's not really that you're being greedy, you're just asking for what you're worth. Because ultimately, you know, you're probably working at your job to make money. You know, hopefully you like what you do at the same time. But, you know, hopefully you're also getting paid what you're worth at the same time because, you know, that's why people work. So not being afraid to ask for a raise or do your homework and asking for what you're worth. I mean, that was my biggest takeaway from this whole process. Like I mentioned earlier, like, I wouldn't be super comfortable if I had another job offer and I was like, hey, like walk in the door. And here's my other offer. Like if you want me to stay, like, you better beat that. But that doesn't feel good. It doesn't feel right.

Scott Anthony Barlow 49:01
It's easier, but sometimes the right way to do it is not that easy way, in many different cases is what I've found over life. Justin, may we share either the percentages or amounts that you got for increase?

Justin 50:17
Yeah. Overall, I think it'll ultimately turn into about a 20% raise over the next few years. I've got my calculator in my hand right now.

Scott Anthony Barlow 50:32
Go for it.

Justin 0:33
So, salary wise, it was about a 12% raise. And then, you know, my other forms of compensation will roll in over the next few years. And that'll be another, you know, 8 or 9%. So it was really well worth the effort.

Scott Anthony Barlow 50:55
Roughly, how much time do you think you put into the process?

Justin 51:00
Oh, my goodness.

Scott Anthony Barlow 51:01
Just estimate. Gross estimate, curious.

Justin 51:07
Probably 60 to 70 hours, you know, over the course of a month or two. So it was a lot of, you know, weekends, I would spend a few hours in the morning, in the afternoon, you know, and I even, you know, I kind of sat my kids down, and because they were like, what are you working on? Like, why are you always have this word document open? And you're typing in it, and your, you know...

Scott Anthony Barlow 51:34
What are you doing, dad?

Justin 51:35
Yeah. So I mean, hopefully, it was a learning process for them too. Because I was like, Well, like, you know, I have a job. I feel like I could get a raise if I asked for one. So I'm trying to put together a way to ask for that, you know, of course, they're very young, so they don't necessarily see the, you know, they can't really relate to that problem directly. But maybe one day, there'll be like, "Yeah, I remember my dad, asking for a raise and doing that."

Scott Anthony Barlow 52:08
I think that will benefit them so much, though not to get too far down that path. But I really believe and have seen a lot of evidence that because they have seen you do it. And because they have seen it be possible that many of the obstacles that both you and I have faced when going and asking for increases or negotiating increases, it might not be there in the same way for them, because they understand that it's possible on a different level. So that's pretty awesome that you did that and took the time to share it with them too. Good. You get total dad points.

Justin 52:45
Yeah. That's the next generation, hopefully, it'll be better.

Scott Anthony Barlow 52:52
Most of our episodes on Happen To Your Career, often showcase stories of people that have identified and found and take the steps to get to work that they are absolutely enamored with, that matches their strengths, and is really what they want in their lives. And if that's something that you're ready to begin taking steps towards, that is awesome, you can actually get on the phone with us and our team. And we can have a conversation to find the very best way that we can help. It's super informal. And we try to understand what your goals are, where you want to go, and what specifically you need our help with. And then we figure out the very best type of help for you, whatever that looks like and sometimes even customize that type of help. And then we make happen. Really easy way to schedule a conversation with our team is just go to scheduleaconversation.com that's scheduleaconversation.com, and find a time that works best for you, will ask you a few questions as well. And then we'll get you on the phone to figure out how we can get you going to work that you really want to be doing that fits your strengths that you love, and you're enamored with. Hey, I can't wait to hear from you.

Scott Anthony Barlow 54:16
I worked in HR leadership for many years long before HTYC was even ever thought of. And I grew to hate the term employee engagement. Why? Well, partially because it's a buzzword and became a buzzword over the last 20 plus years. However, there's another really large reason. So many organizations talk about it, but not really doing anything of serious impact to help their employees actually be happier and more fulfilled at their work. And the crazy thing is that you don't actually have to wait. As it turns out, most people don't even realize that there are things that you can do. So you're not waiting in your organization to drive employee engagement and actually allow you to be more fulfilled. So what is it that you can do to take ownership of your role in a way that actually matters, and allows you to be more happy more often in your career?

Rachel Cooke 55:17
And I think that there's absolutely a role that companies need to play in helping their teams craft that. But I also think we are all very much empowered to shape shift our own employee experiences, I think companies works really well is when you have both the enterprise and the individual employees all steering in the same direction.

Scott Anthony Barlow 55:38
That's Rachel Cooke. She's the founder of Lead Above Noise and also the host of Macmillan's Quick and Dirty Tips, modern mentor podcast. Today, Rachel's going to share how you can take control to deliver your best work and thrive without waiting on your company. All that and plenty more next week right here on Happen To Your Career. Make sure that you don't miss it. And if you haven't already, click Subscribe on your podcast player so that you can download this podcast in your sleep, and you get it automatically. Even the bonus episodes every single week, sometimes multiple times a week. Until next week. Adios. I'm out.

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Alexandra Carter: How To Make Conversations And Negotiations Work For You

on this episode

Many college graduates never actually work in the field of study. Alternatively, for those that are able to land a job in their field, the honeymoon phase wears off and then they start to feel like they were meant to do something else entirely.

Alexandra Carter shares how to cultivate relationships, identify what really brings you joy, and then learn to apply negotiation skills to build a bridge to the role that fits you.

What you’ll learn

  • What to do when the “honeymoon phase” is over (and you realize your career is not your passion)
  • How you can go from a career that you’re  not happy with, in your chosen field – to doing what you truly feel you’re meant to do
  • Why it’s important to be transparent when we are negotiating
  • How building relationships helps when negotiating for a new role

Success Stories

I have worked my entire career in behemoth companies (Hershey, Kraft, Pepsi), but I never felt like my creativity could really be stretched. I was often told I have great ideas but there was no way they would happen. So I found myself really discouraged and wanting a more challenging, creative career. And to top it off, I’m making almost $40,000 more a year. I certainly don’t expect that kind of increase every time I make a career move, but I knew my skill value and what I bring to the table. I held my own and negotiated. Now my salary is on par with my male colleagues.

Julie Laughter , Senior Manager, Sustainability

Thank you for guiding me through the negotiation process of asking for a raise. Even in this economy you convinced me to follow through. I also appreciate your thoughts on what I should include in my portfolio; it made the difference in the value added that I was able to present to my supervisor.

Ken Russell, Career Placement Coordinator, United States/Canada

Exactly 5 weeks from when I arrived in Canada I got a full time job, negotiated a higher salary and within the next 3 days I got another offer that pays 33% more. I am happy and very thankful to you, for you gave me support when I was looking and offered great tips.

Ingrid , United States/Canada

I was able to negotiate a higher salary, accepted the offer and I can not be happier! You truly helped make this process as painless as possible! I would (and will) recommend your services to anyone and everyone looking for a new job (or current job pay raise).

Kevin Larsen, Manager of Maintenance, United States/Canada

Alexandra Carter 00:01

And then the first time I went into a New York City courtroom, and I sat down with two people and helped them work something out, it was like I heard a voice like, Morgan Freeman's voice coming down from the heavens saying, "This is it. Alex, you have found the thing that you should do for the rest of your life."

Introduction 00:25

This is the Happen To Your Career podcast, with Scott Anthony Barlow. We help you stop doing work that doesn't fit you, figure out what does and make it happen. We help you define the work that's unapologetically you, and then go get it. If you're ready to make a change, keep listening. Here's Scott. Here's Scott. Here's Scott.

Scott Anthony Barlow 00:49

There's so many college graduates that never actually work in their field of study. On the flip side, there are those that are able to capitalize on the years of hard work in college to land a job in their field. But sometimes when they do that the honeymoon phase wears off. And then they start to feel like they were meant to do something else entirely.

Alexandra Carter 01:09

So I went out. I worked as a lawyer for a period of time that I never forgot. And I worked steadily in my off hours to find ways to build my expertise. Until the moment that Columbia hired me back to teach the course that I took as a student. I am one of those unicorns, who wakes up every day and thinks I truly am doing what I was meant to do on this earth.

Scott Anthony Barlow 01:35

That's Alexandra Carter. Alex is a clinical professor of law and is a world renowned negotiation trainer who's helped thousands of people listen to she shares, how to cultivate relationships and identify what really brings you joy. And then learn to apply negotiation skills that help you build a bridge to a role that really actually fits you. Hey, by the way, you might have noticed that we have been doing quite a few negotiation episodes back to back, because it's something we really haven't done on the podcast before extensively. And it's such a big part of creating a career and a life that you actually want. So take a listen to Alex, this is such a great episode. I think you'll love it.

Alexandra Carter 02:15

So I would say I was always a communicator, you know, it's interesting, as a kid, I was really socially shy. But I found that when I had something to say, I really wanted to say it. So if I was active in political work, or there was a cause I was working for that would help me overcome that shyness and get to know people. So gradually, I think I got more comfortable, you know, speaking in public, really flourishing as a communicator during college, you know, then I went to law school, I still Scott had no idea what I wanted to do with my life. And I'd done fine. I was at Columbia Law School, I had gotten in, I was doing relatively well in my classes. But it wasn't until my last year[a] there, that a friend of mine, this is how these major career moments happen. A friend of mine pulls me aside and says, "Hey, Alex. I just took this class, it's called mediation, it involves a lot of talking, I think you'd be great at it." And so I signed up based on that for this course. And this is where I learned that mediation is a process where a third person basically helps people negotiate better, helps them get out of conflict, or helps them make a deal. And when I tell you, Scott, I got trained. And then the first time I went into a New York City courtroom, and I sat down with two people and helped them work something out, it was like I heard a voice like, Morgan Freeman's voice coming down from the heavens saying, "This is it. Alex, you have found the thing that you should do for the rest of your life." I know! It really was that moment, except you can't graduate from law school and become a mediation professor, you have to get experience. So I went out, I worked as a lawyer for a period of time, but I never forgot. And I worked steadily in my off hours to find ways to build my expertise. Until the moment that Columbia hired me back to teach the course that I took as a student, I am one of those unicorns, who wakes up every day and thinks I truly am doing what I was meant to do on this earth.

Scott Anthony Barlow 02:27

That is amazing. And as you might imagine, I love that for many different reasons. What took place, I'm super curious, what took place in there to get to the point where Columbia hired you back to teach that course there must be something in there I'm guessing it wasn't just a took the course and then you know, X number of years later, they pick up the phone and they're like, "Alex! Hey, come on over. This is... yeah"

Alexandra Carter 05:00

"This is Columbia, we have all these people who have a lot more experience than you. But come on over anyway." Yeah. So great, great question. After that moment, you know, I tried everything I could, while I was a student to get as much mediation experience as possible. And at graduation, my professor pulled me aside, and she said, "I want you to know, I've had many students over the years, you are one of the very most talented I have ever taught." She kind of spoke that into being for me, she saw excellence, and she recognized it in me. And it caused me to pursue this as a potential career path in the future. And so, Scott, I went on to work at a law firm, where I was putting in 80 hour weeks, I mean, I didn't have a lot of spare time. But in one moment, after I delivered on a project early, I went into my boss, and I said, "Hi, I finished this early. And here's the forum, I'd like you to sign saying that you're going to give me one morning every month to mediate in the local court." And so I had just delivered on time, I put the paper on her desk, she looked at me for a second, and she signed the paper. So I used a moment of leverage to say, "I really want to do this, I'm pro bono work, this charity work, where I'm going to mediate cases for people who can't afford lawyers, I'm going to do this every month. And I started to build my experience back, I kept in touch with my professor. And I tried to make relationships, Scott, every stage of my life, what has helped me get from one thing to the next has been relationships. And so keeping in touch with people at Columbia, and asking people for advice on how to transition to a professor role, is really part of what helped me get there.

Scott Anthony Barlow 06:49

I so appreciate you sharing that. Because the I have found that the unicorn type positions are absolutely available. And they don't ever happen purely by accident.

Alexandra Carter 07:00

They don't. I think it's a two part formula, if I could share that. One is relationships. So the first is relationships. And the second is I give this advice to students all the time, they say, "how do I find the thing that's going to make me feel like you do everyday at work?" And I tell them to look at the moments over the past month or for the next month,[b] where they feel the most joy, the most flow or that their gifts and talents are being put to the highest purpose, and then write down what they're doing at the time. You know, I think sometimes Scott, people get caught up in the labels. They're like, "Should I be a litigator or an intellectual property lawyer? Should I be a consultant? Or should I be a business executive?" And instead, I encourage people to focus on the verbs, focus on what it is you are doing when you are getting the most joy. And for me, the times that I felt the most joy was when I was mediating, when I was helping people using my communication skills to work things out for themselves. And also, when I was teaching, I had the chance to teach a couple of sections of a class while I was a student at Columbia Law School. And it was just the most incredible feeling of joy I had outside of the classroom. And so when you take teaching, and mediating and you put them together, I'm a mediation professor. And it all makes sense.

Scott Anthony Barlow 08:29

It does all make sense. I think there's one other element there too, to stack on top of your two part formula that we're creating here, you in your book and asked for more, you introduce this concept of steering. And I think that not only does this concept of steering apply to this situation, where you're perpetually steering your way back into the type of role or type of opportunity that works for you, but also, as it relates to many different things. So first of all, can you share the metaphor and analogy that I know that you teach about as it relates to Syria and Kayaks?

Alexandra Carter 09:06

Yeah, absolutely. So it's interesting, because I just said, I think my two part formula for finding your career happiness is relationships and sort of thinking of the verbs, right thinking of what you love to do. And in fact, the way I teach negotiation is that it's steering relationships. So I used to think Scott, back when I was a young professional, I was told the same thing, everybody else was told that negotiation is like a back and forth with two people or more over money. And it's something you do right before you get to an agreement. That's negotiation. So if you need to buy a car, God forbid, or you know you are signing up a client or you're trying to get more money at work, that's what you do. And then I went to Hawaii on my honeymoon. And I got an a Kayak on the Wailua river and this guide of the head turned around and said, "Please negotiate your Kayaks to the left, so we can wind up on that beach over there." And that was the moment Scott that my brain clicked. And I remembered, there's more than one way to think about negotiation. When I am negotiating a Kayak toward a gorgeous beach. And don't we all wish we were doing that at this moment, what am I doing? I'm steering. And I realized then that every conversation I had with somebody, it's not just the money conversations, it's not just the once a year, you know, transactional conversations, every conversation I have, is an opportunity to steer that relationship. And when I thought about negotiation that way, not only did it make me really dread it less, because it seemed so much less about just money and so much more about people. But it also piloted me forward. I realized, for example, that if I'm steering relationships, what's the most important relationship of my life, it's the one I have with myself, whether it's walking into a potential deal, or whether it's thinking about your career and where you're going, that's a negotiation. And it starts at home with you.

Scott Anthony Barlow 11:18

Love it for so many different reasons. And not just the visual image of kayaking in Hawaii. However, I find that it's, first of all, I had never thought about it that way until I read that line. And then, you know, mark that in your book, I like to mark stuff up. And for those who can't see, I have her book labeled with sticky notes left and right. And...

Alexandra Carter 11:41

They are also color coded.

Scott Anthony Barlow 11:42

They are also color coded. Yes. To your point. That said, though, you know, I think that that's a much more useful way to think about it, because some of the existing definitions and I want to say that this was also mentioned someplace in the book too, some of the use... existing definitions that are out there in how we think of negotiating just are not that useful to most people. They look nice on, you know, Webster.com or Merriam.com but they're just not that functional or useful. So, tell me a little bit about why you believe that this is a much more useful definition or way to think about it. How does this help in reality?

Alexandra Carter 12:22

Let me give you a good example. So let's take somebody who's looking for a job, for example, right, something that might be highly relevant to your listenership. If you're thinking about the old definition of negotiation, which is you're going back and forth over money, then you're not negotiating until the moment you get the job offer, that's really too late to be steering your relationship with that person, I would want to be teaching that person how to value me, how to think about me and my expertise from the moment of my first conversation. I want to be intentionally steering that relationship, painting a picture with my words of who I am, what my values are, and what I have to contribute. And I want that for your listeners, I don't want you to feel like you have to wait until the money comes up to teach somebody how to value you. When you start earlier, you'll approach that conversation with more intentionality. And you will set yourself up for better results when you do get to the money.

Scott Anthony Barlow 13:27

So I think that's a perfect example, let's take someone we're working with right now, I won't share her name. However, let's just call her Jenny for the moment. So Jenny's right in the situation where I think she's done a pretty great job of understanding what she wants. And she's just starting to meet with people like real people in organizations, where she's getting to have interactions in pretty likely eventually, those will lead to the actual formal offer, and what most people think about when negotiation begins. But to your point, it doesn't actually begin that or whether you want to do or not. It begins far, far for that, especially if you're looking at it with the steering metaphor. So let's use Jenny for just a moment here. And let's say okay, what are some of the real world pieces for how we can steer that conversation?

Alexandra Carter 14:19

First of all, if you've been working with Jenny already, then I feel confident that she's tackled the first part of the negotiation, the big part, which is steering yourself. So if I'm in Jenny shoes, you know, I'm thinking about asking myself some really good questions, because Scott, you know, one piece that we haven't filled in for your listeners yet, is people often wonder, well, what's the best way to steer these conversations, Alex? Are you talking about me making the most arguments? And I'm not... the people who negotiate the best, the people who steer most effectively are the people who ask the right questions. And it starts by asking yourself the right questions. So that you arrive to those interviews, you picked out the right interviews from a place of clarity and confidence. So if I were Jenny, I would be sitting down to ask myself, "Okay, first of all, what's the problem I want to solve? You know, what is it that I am looking to accomplish with this job search?" And I'd be thinking about this holistically, not just in terms of a salary, not just in terms of a next move, but in terms of a larger path. Where does this fit in? So and then I would be thinking about my needs, what I call the tangibles and the intangibles, you know, the tangible Scott right are the obvious, you know, I need this amount in salary. I'd like this title. Tangibles are the things that we can, you know, see, touch or count that type of thing. Intangibles are often ignored, but they are the values that give our lives meaning. So I be asking Jenny, if I were working with her, so in addition to the salary, like, "What are the things that you need? What are the values?" you know, and if Jenny said to me, "I need a sense of mission in my work. I need to be at a place where I can always be a learner." I would be writing all of those things down. And then I would ask her, "Oay, Jenny, so what does being connected to the mission look like for you?" And we try as much as we could to make those concrete so that by the time then that Jenny is arriving at the moment, where she's serving the market and figuring out who to meet with, she's doing that from a rock solid place of knowing herself, and what she's out to accomplish at this point in life. I'll pause there to take any questions or comments. Because otherwise, I'm just gonna roll right into what I think she would do in those meetings.

Scott Anthony Barlow 16:49

In doing this type of process with few thousands folks, I think that if we just roll right into the next piece, then it's easy to underrate what you have just talked about, and I heard you say it's the most important, but it really is the most important on so many different levels, just because how are you going to be able to steer if you don't know where you're going in... at a really simplistic level. So I appreciate your pointing that out. So what happens next, as a relates to Jenny?

Alexandra Carter 17:20

Yeah, so what happens next is that Jenny's going out, and she's meeting with people. And what I would advise her to do is to focus on the questions that she is asking of those other people. You know, a lot of times we assume that success in a job interview, which by the way, is fully a negotiation. Okay, it's a negotiation long before you get to the money. We assume that that's about you know, all about making your points. But really, a lot of it is about listening. And so I would be asking really open questions. My favorite, of course, the two magic words that change everything is, tell me... I'd be saying, Scott, "Tell me what brought you to this organization. Tell me what you need most at this point in time from this position. Tell me the last star you hired and what made her so effective?" I love 'Tell me' questions because it's the broadest possible question you can ask on any subject. When people come to me in mediation, I don't open by saying to them, "How much money do you want?" I say, "Tell me what's brought you here?" Because that's the way that I get the most information. I start generating some trust, and they can tell me what I need to know, in order to figure out where the target is that I need to hit. You know, I got an email Scott from a woman about 10 days ago[c]. I don't know her. She wrote me an email from my website to tell me that, tell me landed her a job in the middle of Coronavirus, she said "It was magic. I just went into the interview. I kept asking them to tell me about various aspects of the job." She said, "I spent more time listening than I did talking. And at the end, they said they were absolutely bowled over and they made me an immediate offer." So it's really magic for opening up those conversations.

Scott Anthony Barlow 19:18

I think I also am a huge fan of 'tell me' questions, even though they're not really questions as you point out too. It's even more magic built in. I think that something jumps into my mind that I heard probably 20 years ago[d], way back when I was learning to coach and I had this person who is facilitating the training and she pointed out I didn't remember what exactly what the training was about or what else was going on. But she pointed out that giving people your undivided attention is one of the biggest gifts that you can give others at this day and age and this was 20 years ago. It's even more so now. And one of the I love the 'tell me' questions. And love what you've already brought up about how they work so effectively is because you're doing that at the same time, you're offering almost a gateway to provide that gift. And it's really for you too, because then you understand so much more and have that information and can put together a more successful discourse. But for that reason, and many more, so I appreciate you pointing out the 'tell me' questions. And it's so much more efficient too.

Alexandra Carter 20:29

It really is, you know, you think about it in the book, I talk about it like fishing with a giant commercial net versus fishing with a line. If you ask a bunch of you know, closed questions, you know, at most you're getting one fish at a time, right? With one 'tell me' question, you're doing the list of like 10 others, it's really efficient. And also it does when you give somebody that attention, guess what? They want to do deals with you, they want to spend more time with you. And that can only be a great thing going forward.

Scott Anthony Barlow 21:00

So tell me about the other side of the title here, because the book name has "Ask for More: 10 Questions to Negotiate Anything", but we haven't even talked about the questions yet. Well, we've alluded to them a little bit. But help me understand that the question is, especially as it relates to the idea of the mirror in the window.

Alexandra Carter 21:19

Yeah, sure. So few minutes ago, when we talked about Jenny and her job search, and I was saying that, you know, it starts at home with her, that is the portion of negotiation that I call the mirror, you know, Scott, and this is the number one mistake, I would say that I find people make, even if they're pretty senior in their career, you know, their UN diplomats, their managers, 10, 15 years[e] into their practice, they don't quite know the right questions to ask themselves to steer that internal conversation. And so a couple of the questions I mentioned for Jenny, thinking about what's the problem I want to solve, you know, start by diagnosing the problem or figuring out which beach you want to end up on, before you start paddling and putting in all that effort, or thinking about what it is that you need both the tangible and the intangible. Those are examples of questions that I call the mirror, you know, and Scott, sometimes I think people wonder, I can tell they're looking at me, not you, but others. They're looking at me and we're thinking, "Alex, you know, the sounds great. Do I really have time for this?" Like, you know...

Scott Anthony Barlow 22:29

Nobody has time for this, Alex.

Alexandra Carter 22:31

Alex, it's a pandemic, you know. And what I want to tell people is, "You don't have time not to." It's actually less time than you think. I go through these questions myself. And these days, I can ask myself, the five mirror questions that are in "Ask for More" in 15 minutes, the number one comment I've gotten, I've done these questions with executives all over the world is, "I can't believe how little time it took to save me enormous amounts of time on the back end." So that is the mirror it's asking yourself question. And then once you sit down with somebody else, whether it's in person or over zoom these days, the whole other subject, right, negotiating virtually, you know, you are trying to open up a window between you and somebody else. And so tell me, is the first example of a question that I would use in any situation. And you know, Scott, because you read the book that I give personal examples with my daughter, as well as examples from work as to how effective that question is. So those are the two sections in the book. Five are the mirror and five questions are the window.

Scott Anthony Barlow 23:38

What do you believe that... as you think, let's go back to Jenny situation for just a bit here. And, yes, negotiation absolutely starts early on, right. We've made that point. I think that people pretty well, I understand that. But what if people are coming late to the game in how they're thinking about this? What if Jenny situation was slightly different? And Jenny has been further along in the process, maybe she has somewhat of an idea of what she wants, but she's getting ready to receive a job offer. How does this situation change for and what advice would you give if people are finding themselves in that stage? And maybe they're open to thinking about it holistically, but now they're coming a little bit late to the game?

Alexandra Carter 24:25

Yeah, absolutely. So first of all, it's never too late to teach someone how to value you. I've had people hear a talk of mine or hear me on a podcast after getting a job offer and saying, "I think this looks great." And then they hear and they read and they think I need to go back in and start to talk to them about the future and more than I'm going to need, never too late. So here's what I would do. I would return if you get the job offer. Okay, so Jenny gets this offer. I would ask a lot of questions about it. Right? So instead of feeling pressure in the moment to respond right there, I would take it piece by piece and say, "Alright, so this is the salary. Tell me more about what this represents. Here are the other components. Okay. Talk to me about this and how this normally works at the company." Alright, then I would go back, I would examine it, Jenny can at that point, look at, "Alright, what do I need? I'm going to write down what it is that I'm looking for. So I can be really grounded when I go in. And then I'm going to go in, and I'm going to ask for what I need." And I wonder if Jenny might be like, some of your other listeners, and is worried she's going to get a 'No' I think a lot of women in particular fear the No. Right? Like is if somebody says no, that means it's a referendum on our worthiness as a person. And it means that we need to crawl out of the office and never speak of it again. Absolutely not. If Jenny gets a 'No,' I want her simply to ask this question. "What are your concerns?" I actually worked with an executive. So she's probably now, let's say 20 years[f] into her career, okay? She is at a company, she gets a promotion. And she's asking for money. And they say, no. They go back and forth. She asks them, what are your concerns, and they tell her eventually, "We're at the very top of the band for this position, we really want to make it work, we're hoping there might be something else." So she went and said to them, "What other ideas do you have to get me to the place where we can make this appropriate for my position?" And they said, "Well, some other buckets we have might be travel money." So this executive went back to the drawing board. And she looked, and she realized that this new job was going to take her away from her husband for two weeks out of every month[g] across the country. So she went back and said, "I'd like for my husband to join me on one trip a month, for the week. All expenses paid, you know, put up with me." And they said, "Absolutely. You got it." Asking what people's concerns are sometimes can help you turn a no into a yes. But even if it doesn't, it tells you another way to get something else you need.

Scott Anthony Barlow 27:24

I love it. Thank you so much for providing the language as well, I think that is so helpful to be able to take this from a theoretical standpoint, and turn it into action too. What do you believe are some of the biggest missed opportunities, especially when we're at this type of situation that we've just mentioned with Jenny as an example, or the other situation with the executive that you were talking about? What do you think are some of the those biggest missed opportunities for people?

Alexandra Carter 27:55

Yeah, sometimes I think people feel timing pressure, that they don't need to feel, you know, I would tell your listeners, Scott, to really use timing to your advantage. If somebody has made you an offer, they want you. And unless there are extraordinary circumstances, they're only going to watch you more if you take a little bit of time to really consider your offer. And so I would urge people not to make the mistake of thinking that you need to immediately respond. You know, Scott, this actually, I went through this when I negotiated my first salary and believe it or not, because of the jobs I've held, I negotiated my first salary in my 30s. And I went in, I had my power suit on, I was super nervous. And they came in slightly above what I was expecting. And I could tell that they thought I might answer on the spot. But I managed to keep my face neutral. And I said, "Let me run my numbers. Thank you so much." Great start to the conversation. You're making the gesture that's, you know, that's like, you know, keep the game face on. And so I did that. And I'm so glad I did. Because I received advice that changed my whole life. I left the office that day, I didn't know what to do. So I call the senior woman in the field. This gets to the second mistake that people sometimes make. And I said to her, "So I got this great offer. Should I just take it? It's more than what I thought." And she said, "I'm going to tell you what to do, Alex. You're going to go in there, and you're going to ask for more." And I said, "I'm gonna ask for more?" And she said, "Yes. Because when you teach someone how to value you, you teach him how to value all of us. And so if you're not going to go in there and do it for yourself, I want you to do it for the woman who is coming after you, do it for the sisterhood." And that gets to the second thing, Scott, the second mistake people make which is that thinking, asking for more is a selfish act, when it is not. When you ask for more and stand in your value, you make it easier for the next woman who's coming after you. So take your time. And remember that knowing your value is a community service, it really helps other people.

Scott Anthony Barlow 30:23

I so appreciate that on many different levels, one, addressing the mindset that has a tendency to pop up around asking for more, and that is selfish, it is not. And I find that it's difficult to help other people in any way, any group of people at any time from a place of scarcity. That is, it's a really difficult thing to do. But when you are able to not just ask for more, but obtain more for yourself in one way or another, that gives you a different ability to be able to share that in a variety of different ways. So I really, really appreciate you pointing that out, saying that sharing that story, too. I know we are... I feel like this conversation could go like five or six hours here. And we wouldn't run out of things to talk about. However, I know that we're getting close on time here. And I wanted to just ask what parting advice would you have for our listeners, as it relates to thinking about negotiation holistically. And not just... we've pretty well covered a lot of things centered around job offer and leading up to job offer. But from a more holistic standpoint, which I know you're a huge fan of, what what advice would you give to HTYCers out there?

Alexandra Carter 31:46

Absolutely. I think that negotiations, whether they are at work or at home, they operate best when we're transparent. And that means, first of all, being really transparent with yourself, I think, Scott, in this age of Instagram filters, it's so easy to want to put a filter on ourselves. And I've worked with so many people who when I ask what they need, they write down what other people think they should need. So the first step really is to get transparent with yourself and write down things as they are, as you are really get to know and to value yourself. That knowledge is your seat of power in negotiation. And then when you're approaching other people, if you do it from a place of transparency, it's amazing what kind of results you get. I've coached people in, you know, who were asking for a job promotion. And they didn't realize that they could just go in and say, "I know it's a pandemic. But I want you to know how much I love working for this company. And someday I see myself in a leadership role. And I'm here today to ask you how we can work together to get there." That kind of transparency makes people trust you. And when they trust you, they want to be in community with you, you know, and the same transparency that I, you know, tried to execute on and the office, I carry it over into my most treasured personal relationships with my husband, my daughter and my family. And I find that when I speak plainly, and I speak from the heart, those are the conversations that produce the most fruit. And so I guess that's what I like to leave your listeners with that most human beings at our hearts want the same thing, which is people we can trust. And if you are somebody who gains people's trust, you are a great negotiator.

Scott Anthony Barlow 33:51

That is amazing, and also a great place to leave it. I also want to point out that if you're not transparent with yourself, and you're putting down other people's, what they think you should be asking for, then that means you're going to get the unicorn job for someone else.

Alexandra Carter 34:08

That's so right.

Scott Anthony Barlow 34:10

That doesn't help anybody as it turns out. So hey, I really appreciate you taking the time and making the time and this has been a ton of fun. You're delightful by the way. I'm so glad we got to have this time. And thank you for writing a great book. There's a lot of books, I've read a lot of books, but I genuinely enjoyed it. And I would recommend going and get it if you're listening to this out there "Ask for More: 10 Questions to Negotiate Anything" was wonderful and well worth the read regardless of whether or not you are in a job offer negotiation or anything else right this very moment. Thank you.

Alexandra Carter 34:43

Well, thank you, Scott. This has been just like a conversation between friends and I've really enjoyed it and I look forward to staying in touch.

Scott Anthony Barlow 34:50

Absolutely. Where else can people go if they're interested in either the book or you?

Alexandra Carter 34:56

Absolutely. So, you know, by the way, I tell people that any time we train together, they're now my colleagues for life. And so I insist that people stay in touch with me, tell me everything you're doing, you can find me on my website, alexcarterasks.com, and you can also find me on Instagram, on LinkedIn, and very reluctantly on Twitter.

Scott Anthony Barlow 35:22

Most of our episodes on Happen To Your Career often showcase stories of people that have identified and found and take steps to get to work that they are absolutely enamored with, that matches their strengths, and is really what they want in their lives. And if that's something that you're ready to begin taking steps towards, that is awesome, you can actually get on the phone with us and our team. And we can have a conversation to find the very best way that we can help. It's super informal. And we try to understand what your goals are, where you want to go, and what specifically you need our help with. And then we figure out the very best type of help for you, whatever that looks like, and sometimes even customize that type of help. And then we make happen, really easy way to schedule a conversation with our team is just go to scheduleaconversation.com, that's scheduleaconversation.com and find a time that works best for you, we'll ask you a few questions as well. And then we'll get you on the phone and figure out how we can get you going to work that you really want to be doing that fits your strengths, that you love, and you're enamored with. Hey, I can't wait to hear from you.

Scott Anthony Barlow 36:44

Okay, so here's something you may have experienced before. You know, you bring value to your organization. You also know, you'd really like to be paid much more than what you're currently making. The real question is, how do you go about asking for it? How do you begin? How do you do it in a way that is actually going to allow you to get what you want?

Justin 37:07

Overall, I think it'll ultimately turn into about a 20% raise over the next few years. So salary wise, it was about a 12% raise. And then, you know, my other forms of compensation will roll in over the next few years. And that'll be another, you know, 8 or 9%. So it's really well worth the effort.

Scott Anthony Barlow 37:29

That's Justin, he's a technical engineer, who came to us for help when he really wanted to negotiate a raise with his company. He'd been approached by recruiters with other companies, but really just wanted to stay with the same organization he was at. He didn't want to make a transition. It's just that he knew that if he went someplace else, he could make so much more. So this was, as you might imagine, quite a predicament. So you're gonna hear Justin, he's gonna tell us a little bit about his career trajectory. But I want you to listen for what he did to be able to stay with the company that he really wanted to be at and make the amount of money that he wanted to have, which, and he did by negotiating his salary, renegotiating his salary, right? He got a raise. Actually, it also happened to be more than the amount that he thought he even wanted. All that and plenty more next week[h] right here on Happen To Your Career. Make sure that you don't miss it. And if you haven't already, click Subscribe on your podcast player so that you can download this podcast in your sleep. And you get it automatically, even the bonus episodes every single week, sometimes multiple times a week. Until next week. Adios. I'm out!

[a][03:06] @joshua@happentoyourcareer.com

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[b][07:20] @joshua@happentoyourcareer.com

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[c][18:49] @joshua@happentoyourcareer.com

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[d][19:34] @joshua@happentoyourcareer.com

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[e][21:44] @joshua@happentoyourcareer.com

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[f][26:12] @joshua@happentoyourcareer.com

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[g][26:59] @joshua@happentoyourcareer.com

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[h][38:23] @joshua@happentoyourcareer.com

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