Nov. 11, 2025

Lead with Clarity, Speak with Purpose: The Confidence Advantage

Lead with Clarity, Speak with Purpose: The Confidence Advantage
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Whether you're stepping into bigger roles or managing complex teams, this conversation unlocks the confidence and clarity you need to lead with intention. You’ll learn how to communicate strategically, elevate your presence, and navigate growth through Jacqueleen’s signature Intrinsic Value™ framework and EngageX™ platform—designed to help you speak with purpose and lead with influence.

Beyond Confidence is broadcast live Tuesdays at 10AM ET on W4WN Radio - Women 4 Women Network (www.w4wn.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Beyond Confidence TV Show is viewed on Talk 4 TV (www.talk4tv.com).

Beyond Confidence Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

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WEBVTT

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The topics and opinions expressed on the following show are

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solely those of the hosts and their guests and not

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those of W four WN Radio. Its employees are affiliates.

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We make no recommendations or endorsement for radio show programs, services,

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or products mentioned on air or on our web. No liability,

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explicit or implied shall be extended to W four WN Radio.

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Its employees are affiliates. Any questions or common should be

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directed to those show hosts. Thank you for choosing W

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four WN Radio.

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This is Beyond Confidence with your host d W Park.

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Do you want to live a more fulfilling life? Do

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you want to live your legacy and achieve your personal, professional,

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and financial goals? Well? Coming up on dvaparks Beyond Confidence,

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you will hear real stories of leaders, entrepreneurs, and achievers

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who have stepped into discomfort, shattered their status quo, and

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are living the life they want. You will learn how

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relationships are the key to achieving your aspirations and financial goals.

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Moving your career business forward does not have to happen

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at the expense of your personal or family life or

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vice versa. Learn more at WWWA. You don't divpork dot

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com and you can connect with dvants Contact Dants divpark

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dot com. This is beyond confidence and now here's your host,

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div Park.

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Good morning listeners, It's Tuesday, and I'm so thrilled to

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be here with you, and I want to thank each

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and every one of you for watching.

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Our show because I have some really, really great news.

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So what I was doing was I was just searching

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for something in ggpt SO, which is like a large

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language learning model, you know, like Gemini Blood or Anthropic

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as you might know, or co pilot. What happened was

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two times I look for I look for like you know,

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some toxic boss, and I look for something else and

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our show popped up. And it is all because of

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your love, because yes we were in the top ten

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percent worldwide, but now because of your viewership, because of

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your listening, we are showing up organically just being who

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we are. So thank you, thank you, thank you. I

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want to thank each and every one of you for

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watching our show with all my heart and just wanted

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to share this good news with you that now we

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are showing up in the air model as well, and

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to let you know that organic does work. So keep

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watching keep sharing because you don't know whose life you

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might be changing. So thank you again, and let's bring

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in our guests today.

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Hey, everybody, I'm welcome Jackie, Thank you, thank you, glad

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to be here, so excited. I was really excited about

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joining you today. So I'm really interested in getting into

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some good conversation.

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Absolutely, so tell us we usually start out from the

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childhood or you if you have a moment on a

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positive person who left a remarkable impression on you and

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that left you like energized or like something positive.

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That's a really interesting question. You know, ideally there have

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been several people that have made that kind of impression,

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but the first person that really made the greatest impression

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on me probably was my own mother, seeing her as

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a single mom. I come from a two parent household,

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but my parents are divorced. And seeing my mother thrive

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and conquer milestone after milestone with her own education, her career,

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and then being able to give me the life that

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my peers had from a two parent household, it was

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inspirational and it really empowered me for all that women

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can do. So that was my groundwork.

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M Oh fantastic.

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So as you grew up, thank your interest take you.

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You know, I am a person and that's a real

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funny question that people often laughed because I'm a person

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that has worn numerous hats. I've owned five brick and

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mortar businesses. I have moved through and evolved through different

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career paths where I was started out my early career,

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I'm wicked smart in the sciences, and I was going

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to go down the pathway of being a pharmacist and ideally,

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you know, I think all of that has led me

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to coaching because in my earliest career journeys, the one constant,

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the one consistency, was that no matter what I touched,

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I was gifted at being able to coach and train others.

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And it became synonymous with no matter where I worked,

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no matter which Fortune five hundred company I was working

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with or working for, or no matter what business I started,

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it all roads always led back to coaching and training,

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and so it became constant. It became more of my

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zone of genius, and it's where you know, I feel

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the most fulfilled.

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So out of all of your corporate jobs, which one

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would you say you enjoyed.

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The most or that kind of.

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Like, you know, it was some challenging.

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Any experiences from there that you would still carry with you.

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Wow, you know, I have really had an amazing career

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journey in corporate, but there were two companies that really

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hit home for me. The first one is that when

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I decided I didn't want to do pharmacy and it

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wasn't my jam. Like many people, if you're not going

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to become a clinician of some sort, you wind up

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likely in some healthcare field. I was no different, and

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so I evolved and wound upon and Johnson Pharmaceuticals. I

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was there for almost eleven years, and the work and

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the environment as a hospital specialist, which is what I

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was during that time and frame, was so powerful for

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me because it allowed me to really hone in on

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the core of once again helping others understanding what their

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real problems were and providing solutions that could help them

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get to a better place in their lives in their

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health care journey. And so that was really really powerful.

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It was when the early juices of my innovation and

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mindset came to pull as I, you know, stepped into

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the environments of winning standards of leadership and all kinds

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of other accolades They're all those things were great, but

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they still didn't have the same impact that I had

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when I knew that I helped a family, or I

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saw somebody's life change or some one's child really make

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a difference from the medication that they had tried based

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upon the recommendation I was making to the physician. So

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I really really love that, and I'd say, if I

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had to pick a second, I worked for Walter's Clure

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designing med school curriculum, and I absolutely love that because

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it allowed me, you know, even though I don't want

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to be a pharmacist, that passion is always there on

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the healthcare side, and being able to lean in with

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some of the world's top clinicians, authors, editors in the

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healthcare space designing that M one M two curriculum. I

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love that, and it was a wonderful place for me

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to meet some amazing people that I still hold near

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and dear to meet today.

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Fantastic.

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So what would you say were a couple of challenges

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that you've faced in those careers?

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You know, I think it wasn't necessarily that I had

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a challenge in the career. It was more around having

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a challenge within my inner self knowing that, you know what,

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I love this and I can do this, and I'm

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good at it. I'm great at it. But there was

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something that was always in me, that that entrepreneur bug

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was always there. I think that's why I always rocked

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the nine to five and five to nine. I was

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always doing both. I think that inner turmoil of knowing

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that I wanted to be my own boss, and beyond

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being my own boss, because a lot of people may

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want to do that, I wanted to do good for

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the world. I wanted to do something different and more.

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And so that was my own inner turmoil that what

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I would say.

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And how did you deal with it?

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You know, it was a struggle us. I'll be honest.

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You know, for for almost two decades, I spent you know,

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working in corporate graffling with the idea of is this

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something I should do full time? And for many it

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probably looked like, God, she's a you know, always to something.

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She's always doing something. She's starting a different business, she's

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working at a different company, she's always doing something. And

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I had tenure. But what I learned and how I

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dealt with it is where I stand today. Most times

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when I'm coaching people are always taking back around the

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breath of knowledge that I have around so many diverse experience,

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whether it's entrepreneurship, healthcare, retail, food services, and they're like,

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how do you know so much about so many different avenues?

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It came from me dabbling in all these arenas early

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on in my career finding myself, which is like many

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of our listeners, we're all finding ourselves. And so that

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depth of wisdom and knowledge that I spent throughout decades

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of my career journey led me to a space where

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I feel somewhat of a subject matter expert in some

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distinctive area.

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So it was a good thing, definitely. So let's jump

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into it and.

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You know, share with our audience, like, you know, the

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value that they can take away from our conversation. So

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there's so many people right like they are thinking, oh,

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I do I just want to be an individual contributor.

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And I know you've worked with executives as well, so

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there's some hesitation Like sometimes especially you know a lot

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of women and men, like you know, when they're in

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the tech they have the options of just kind of

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being a tech leader, which is still let's say somebody

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is a software engineer. They just kind of go directly

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in that path, or it can go in the people management.

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So sometimes that question lingers. What would you tell them?

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You know, I would say dive in. You know, if

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you think that it's something that your heart has passion

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for and you're good at it, dive in because that

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exposure and that experience may lead you to the pathway

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of your ultimate landing journey. So we need to dive in.

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You know, we're by nature. And I always laugh when

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people like I don't want to try too many different things.

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I don't want to get off into many things. By nature,

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especially women. By nature, we're designed to do more than

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one thing and to try different things and experience different things.

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That's the only way that we would know if it's

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the right thing. And so I would say dive in.

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Yeah, definitely.

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And yet there's that hesitation, right, what if this decision

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was wrong?

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What could they share it themselves?

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Well, you know, as any good coach would tell them,

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just the I just saw a quote I think that

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Denzel Washington just posted last week, and it talked about

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the essence of the trials, the tribulations, the issues that

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we experience are actually the gifts because they're the things

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that teach us about how our path forward should be.

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How I teach about resilience, it teaches us about the

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appreciation for the good things in our life when we

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experience adversity. So you know, I'm here for it. I'm

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here for it.

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Yeah, yeah, definitely.

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And what are some of the factors people can know

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that they're ready for a promotion? M that's what they

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implement so that they can go and educate for themselves.

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That's a wonderful question as I think about what I

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would tell someone that is interested in a promotion is

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to think about, you know, where am I really valued most?

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And then speak to your own leadership, your peers and

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partners that collaborate and work with you. Do they see

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you as you see yourself. Oftentimes people are always saying, hey,

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I want more money, I want to get promoted, and maybe,

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just maybe you're not ready. And so we have to

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reaffirm for ourselves, not that we are the only ones

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that think that, you know, giving ourselves that ad a boy,

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but that others see our work as value added. And

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if you ask the right questions and you're getting the

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feedback time and time again, pretty consistent, you can best

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get that I'm probably ready, and if you are ready,

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then you know, I'm always a strong proponent of rich feedback.

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So we don't wait until we're ready to get promoted

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to ask the hard questions or to carver our pathway.

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It's consistent. It's so we're asking for we're making people

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aware of what our needs, our desires, and our hopes

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and dreams and what we want out of life and

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our career paths, and we're routine with it, and then

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we carve out the pathway to get there alongside.

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So yeah, and one of the key things so many

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times happens is like, you know, since we're on the

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topic of tech, let's kind of stick with it.

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Yeah.

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That well, it so happens sometimes like in the tech world,

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or even if it's it, you know, there are certain

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careers where you still don't find as many women. And

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so in those careers, like you know, one of my

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client was an accountant. Some of them are in like

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a very very high tech area or lawyers, and they'll

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come and say, I'm the only one in the room

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as a woman, and.

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All these men don't get me.

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Yeah.

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Yeah, And so many times what happens is that they

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do miss the camaraderie of having other women. What are

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some of the things, especially you know, as you're getting

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promoted and you are seeing that this is an option,

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how can women step into their discomfort just to yeah,

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so rather.

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Than considering themselves as one person.

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Not out of it.

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Are we still talking tech?

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Yes?

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All right? So in the tech space in particular, the

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one thing that we have going for us as women

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is that we've made many, many great innovations and developments

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in this space. We are early adopters to this space.

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We're the ones the risk takers in this space, and

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so we're not as far back as one might think

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as it clones to tech in general, especially when it

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comes to AI and some of the other new developments

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that are happening. But I would say that if you

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are an individual that you feel like you're the lonely

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only and you're a person that is in this space

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and you haven't seen the enlightenment and the opportunities come

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full circle, we have to think about how we are

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articulating our value. And I think that's the first thing.

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You know, people can't trust who they don't know, they

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can't engage what they can't see, they can't believe in

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where they don't see the value, and so we have

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to make sure that early and often we are routinely

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displaying our value. You know, we don't just sit quietly

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at the boardroom in the conference room when we have

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an idea or a thought or value to add to

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the table, especially when it comes to technology in AI

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and innovation, we need to speak up.

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Absolutely. Yeah, let's say if we were to now take

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it into just generic area like it so happens that

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sometimes you know, like you said, I really love what

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you said that lonely only in the room. So based

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on what you're telling, what I'm hearing is that then

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you share value, you are going to be building influence

285
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because influence is not waiting until the end of the year.

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Thinking ahead of time and being strategic about it. So

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what are your some of the favorite strategies that your

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clients have seen successful.

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Yeah, I think that not only articulating value, but displaying

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it as well. Right, I mean, we could say all

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day long that hey, I'm valuable like I do the good.

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The reality is that I've got to see it to

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believe it. So displaying it and articulating the value. My

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biggest thing with clients. You know, I'm a pro proonent.

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I wrote an article this past year and Forbes around

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intrinsic value and being able to talk to our audience

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about and our clients and our peers, partners and our

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families about how we amplify our work, you know, whether

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we're displaying it articulating it. You know, that's the first

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place that I focus. Owning your own intrinsic value, because

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at the end of the day, you can work for

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an amazing company, have dynamic ideas, and you really can

303
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be valuable but still be overlooked. When you know your

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intrinsic value, and when I try to encourage our clients

305
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to see and own it, you don't stay in environments

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where they don't serve you. You don't stay in environments

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where they can't see you or they don't witness or

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acknowledge your greatness. And so that's the first thing, own

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your own intrinsic value, so that it becomes that guide

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en compass that directs your career, your life, your leadership

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and beyond.

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That's a very powerful point that own your intrinsic value,

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because here's the thing if you don't see the value

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that you're bringing, it is hard to advocate for yourself

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and influence others.

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To see that.

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Absolutely, absolutely, it becomes a struggle bus for so many

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And it is the one fine I think that no

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matter whether I'm coaching a C suite executive or early

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career professional, it's hard to own that. And even if

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they believe in their own intrinsic value, somewhere along the line,

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there is some saboteur, you know, that comes in and

323
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makes us read the routine and lose sight of the

324
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vision that got us here. So it's really important.

325
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Absolutely, that is so powerful. And so now we have

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talked about people who are already in the jobs, but

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so many times what happens is that people are being

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laid off, and unfortunately a lot of people have been

329
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laid off during this time and the market is tough.

330
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What are some of the key things that you would

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share with them for the job search and getting back.

332
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In the job market.

333
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Yeah, there's a multiplex of thing that I think should

334
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and could be done, but none of them, and I repeat,

335
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none of them are done in this moment where we

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are now. Our lives are about staying ready and that means,

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you know, I am famous for saying that no Americans

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should be without a residual source of income. I think

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it's really really important. And what that looks like in

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a corporate setting may look different. Obviously, if you are

341
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the chief executive officer at a company, it may be

342
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challenging for you to have a five to nine. I'm

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not saying it in that context. Maybe it means that

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you're selling one powerful piece of real estate each year

345
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on the side that becomes your residual. Maybe it's you're

346
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consulting or advocating in some way outside of the workspace

347
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that's in a non compete competitive way. Maybe you know,

348
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and making sure that your employers are okay with that,

349
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you know, being transparent upfront when you first take the job.

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But the key here is to stay ready, own your

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skill sets, be mindfully aware of where there's gray matter. Now,

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you know, I do a self assessment annually at least

353
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twice a year, where I'm looking at everything that's going

354
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on in the world. What don't I know? Where am

355
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I not wicked smart? Where am I missing some of

356
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the puzzle pieces? And when I get there, that's where

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I spend my investment in myself. I invest in those

358
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opportunities to learn and grow. That's what brought me to

359
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the space of many of my clients and myself owning

360
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this space of AI. I was an early adopter to

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it because I knew, I don't.

362
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Know what is this, how is this?

363
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Where is this? And I made myself immersed in it

364
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so that I could really speak confidently about, you know,

365
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the decisions that I wanted to make. And that's what

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I encourage anyone that's listening to do, is that own

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your gray matter, you know, own it, know it, and

368
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make that where you make the greatest investment in your

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life for professional development. Stay ready, you know, have a

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residual source, because it's not when these times are going

371
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to come, you know, or if it's when right, and

372
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so we have to be prepared for it no matter what.

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But as it relates to job search, the one thing

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that I'm always tickled about, you know, is when I'm

375
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working with clients and I'm thinking and I'm asking them,

376
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I said, you know, what percentage of your LinkedIn are

377
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people that are in your industry? And they're like, oh,

378
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about eighty ninety percent And I'm like, yeah, there in

379
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lies the problem, i e. LinkedIn. It's meant for you

380
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to network beyond your comfort zone, right to link with

381
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people that are not in your industry that you don't know,

382
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so that when times like these present themselves, you have

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a vast array of networks to go to to engage.

384
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Because right now, applying for a job LinkedIn will kill

385
00:22:58.319 --> 00:23:00.920
me for saying it, but it's not it. You're going

386
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to have to pull out the application, C suite or otherwise.

387
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But you still need to network, you know, and exhaust

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the possibilities of network. And if you've done one thing

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one way, don't go back and do it tomorrow or

390
00:23:14.440 --> 00:23:17.279
next week. If it didn't serve you, you know, find

391
00:23:17.359 --> 00:23:22.759
new ways to network and understand the hiring patterns. What

392
00:23:22.839 --> 00:23:26.519
I've noticed, Givah is a lot of people as of late,

393
00:23:26.599 --> 00:23:32.039
have been really disappointed about the amount of no's that

394
00:23:32.079 --> 00:23:35.160
they're receiving. You know, it's just one at all levels,

395
00:23:35.279 --> 00:23:40.039
you know, and these are amazingly smart individuals. But the

396
00:23:40.079 --> 00:23:42.640
reality of it is, when we don't understand the hiring

397
00:23:42.720 --> 00:23:48.279
patterns and the seasons for opportunities, sometimes we you know,

398
00:23:48.359 --> 00:23:52.240
get lost in the storm. It's fourth quarter. Sure, there

399
00:23:52.240 --> 00:23:54.880
are some jobs out there, but they're not plentiful, right,

400
00:23:55.160 --> 00:23:57.519
so we have to be mindful that, you know, we

401
00:23:57.640 --> 00:23:59.640
normally see a little bit of a hiring freeze in

402
00:23:59.640 --> 00:24:02.359
the four quarter and be ramped up for Q one.

403
00:24:02.559 --> 00:24:07.240
So just some of the little tips about understanding, knowing, networking,

404
00:24:07.759 --> 00:24:10.440
and having residual kind of put you in a sweet

405
00:24:10.440 --> 00:24:14.839
spot so that you're not as distressed when you know,

406
00:24:14.960 --> 00:24:16.559
a forced pause happens.

407
00:24:18.119 --> 00:24:21.720
I really like what you mentioned about being ready because

408
00:24:23.440 --> 00:24:26.720
as the trends we have seen, right because like beforehand,

409
00:24:26.799 --> 00:24:29.640
people would join a job and they would retired, they

410
00:24:29.680 --> 00:24:32.839
would get the pension, but those times have changed. So

411
00:24:32.960 --> 00:24:35.799
from there we went into full time employees. From there,

412
00:24:35.960 --> 00:24:39.720
now we're getting into gig economy where a lot of

413
00:24:39.799 --> 00:24:45.359
companies don't want to hire regular employees, yeah, versus that

414
00:24:45.440 --> 00:24:50.720
are going for ten ninety nine And surprisingly, as a

415
00:24:50.720 --> 00:24:52.759
matter of factor, they've One of my clients in the

416
00:24:52.799 --> 00:24:56.480
morning was sharing that she does real estate. She is

417
00:24:56.640 --> 00:25:01.039
also a content influencer, and.

418
00:25:02.400 --> 00:25:03.839
While she is.

419
00:25:05.359 --> 00:25:09.519
A data scientist and of course she's gen z self

420
00:25:09.559 --> 00:25:11.079
starter and she's like, I don't.

421
00:25:10.880 --> 00:25:12.079
Want to be in that place.

422
00:25:12.680 --> 00:25:18.160
So it's such a perfect comparison to what you're recommending.

423
00:25:17.640 --> 00:25:19.720
That it's important, it's important to.

424
00:25:19.680 --> 00:25:21.759
Be ready, and she's like, oh, yeah, you know, if

425
00:25:21.759 --> 00:25:24.599
I were to get laid off, I know that I'm

426
00:25:24.640 --> 00:25:27.720
not going to be as distressed as if I did

427
00:25:27.759 --> 00:25:32.799
not have anything. So you mentioned some very noother important

428
00:25:32.839 --> 00:25:37.200
point about knowing the trends, so share with us usually

429
00:25:37.200 --> 00:25:38.880
what are the hiring friends.

430
00:25:40.000 --> 00:25:44.319
So, in general, by and large, Q one we see

431
00:25:44.319 --> 00:25:47.200
a ramp up, right, everybody's got their budget approve and

432
00:25:47.240 --> 00:25:51.640
their contracts are happening, consultancies are happening, people are bringing

433
00:25:51.640 --> 00:25:56.160
on new hires, and so that's Q one. Maybe around

434
00:25:56.240 --> 00:25:59.880
Q two we see some still subtle hiring, but there's

435
00:26:00.359 --> 00:26:04.160
somewhat of a lull. The only industries historically that I've

436
00:26:04.200 --> 00:26:10.440
seen that really haven't adhere to that have been retail, hospitality,

437
00:26:11.000 --> 00:26:14.799
and healthcare, right because they've got some constants with seasonality

438
00:26:15.200 --> 00:26:18.200
and they're consistent pretty much, so they're always seasonally going

439
00:26:18.240 --> 00:26:20.359
to have something going on because of the nature of

440
00:26:20.359 --> 00:26:26.000
the beasts. Right, we travel, we shop seasonally, habits. Then

441
00:26:26.039 --> 00:26:30.440
we roll into September, late August, September, maybe the first

442
00:26:30.640 --> 00:26:33.559
even the first week or so of October, where you

443
00:26:33.640 --> 00:26:37.200
see people wrap up hiring again because they know that

444
00:26:37.319 --> 00:26:40.000
if I haven't spent my budget in September, I'm not

445
00:26:40.039 --> 00:26:43.000
going to get it again next year. So you see

446
00:26:43.000 --> 00:26:45.720
some hiring happening or some spend happening, you know, if

447
00:26:45.759 --> 00:26:48.440
you're a consultant in ninety nine or such. And then,

448
00:26:48.519 --> 00:26:51.599
like I said, Q four, we roll into this space

449
00:26:51.640 --> 00:26:56.079
where hiring freezes are happening again. This doesn't mean that

450
00:26:56.079 --> 00:26:58.400
there aren't any jobs out there, because please believe, I

451
00:26:58.440 --> 00:27:02.160
see jobs every day, but they aren't as plentiful as

452
00:27:02.160 --> 00:27:05.759
we likely usually see in Q. One. But we're in

453
00:27:05.839 --> 00:27:08.200
a new time. We've got a new sheriff in town,

454
00:27:08.279 --> 00:27:12.240
and we've got things happening very differently across the United States.

455
00:27:12.240 --> 00:27:16.440
And so even this pattern may not feel as constant

456
00:27:16.640 --> 00:27:19.559
or consistent or stable as what we're used to. And

457
00:27:19.599 --> 00:27:22.000
so it leads us back to what I said earlier,

458
00:27:22.160 --> 00:27:24.640
staying ready, be aware, stay.

459
00:27:24.480 --> 00:27:27.599
Ready, and look for the patterns, you know, be aware

460
00:27:27.640 --> 00:27:30.920
of what's going on. Absolutely so some of these are

461
00:27:31.039 --> 00:27:34.279
very very relevant and helpful points. Now, let's say you know,

462
00:27:34.359 --> 00:27:38.640
somebody finds a job. They're doing good, they're like good settled.

463
00:27:39.160 --> 00:27:41.759
But so many times what happens is that I get

464
00:27:41.799 --> 00:27:46.000
clients will come to me and say that, yeah, you know,

465
00:27:46.279 --> 00:27:49.759
I'm feeling good, good pay scale. They may even have

466
00:27:49.839 --> 00:27:55.279
a partner who's making good money tally, I l like fulfillment,

467
00:27:55.400 --> 00:27:58.720
you know, I'm not getting that joy and I'm experiencing

468
00:27:58.759 --> 00:27:59.559
that bone out.

469
00:28:00.119 --> 00:28:05.759
Have you also experienced that? And what are some of

470
00:28:05.799 --> 00:28:07.160
the tips you would share with them?

471
00:28:08.240 --> 00:28:10.519
Yeah, I'm going to tell you spot on. We're writing

472
00:28:10.519 --> 00:28:14.200
in alignment there. You know, reality is that my clients

473
00:28:14.200 --> 00:28:17.359
that make the most money oftentimes are the least fulfilled.

474
00:28:18.680 --> 00:28:21.799
And I think that there is part for the course

475
00:28:21.839 --> 00:28:25.880
around that because they've lost sight of the joy that

476
00:28:26.000 --> 00:28:29.680
brought them to the role. They've lost sight, you know,

477
00:28:30.079 --> 00:28:32.440
heavy as the hat that wears the crown. You know,

478
00:28:32.519 --> 00:28:37.279
when you're in those positions and high profile you know,

479
00:28:37.599 --> 00:28:40.720
roles and careers, it taxes us. It takes a lot

480
00:28:40.759 --> 00:28:45.599
out of us to really manage and lead an organization

481
00:28:45.920 --> 00:28:48.799
and inspire and motivate our peers and our teams and

482
00:28:48.880 --> 00:28:52.880
just you know, really be transformative in nature. That's hard

483
00:28:52.920 --> 00:28:56.720
to always be on. And what that does is it

484
00:28:56.759 --> 00:28:59.880
takes us away from our family. They have very little

485
00:29:00.039 --> 00:29:03.680
time for self, you know, and so our healthcare may

486
00:29:03.920 --> 00:29:07.240
suffer a little bit, and we really just don't have

487
00:29:07.319 --> 00:29:11.400
the time to just decompress and relax because we all

488
00:29:11.480 --> 00:29:14.599
know that in any career pathway, it doesn't matter what

489
00:29:14.599 --> 00:29:17.480
you're doing, if you're the receptionist answering the phone or

490
00:29:17.519 --> 00:29:20.680
you're the C suite person running a company, we all

491
00:29:20.759 --> 00:29:24.680
need to reset, restore, and renew. And when we don't

492
00:29:24.720 --> 00:29:31.359
have that time, it creates a space where there's distress

493
00:29:31.440 --> 00:29:35.799
and stress around us. So my one infinite word of

494
00:29:35.880 --> 00:29:41.920
wisdom is to block time for self at any level

495
00:29:41.920 --> 00:29:46.079
of your career. It's invaluable because it gives your back

496
00:29:46.519 --> 00:29:49.759
the essence of who you are, why you're there, and

497
00:29:49.799 --> 00:29:52.240
it allows you to think clearly about why I want

498
00:29:52.240 --> 00:29:54.240
to stay yep.

499
00:29:55.920 --> 00:30:02.480
Yeah, And it's absolutely the thing that people need to

500
00:30:02.519 --> 00:30:04.839
do because the question is.

501
00:30:06.440 --> 00:30:09.240
If not now, then when?

502
00:30:10.960 --> 00:30:13.640
Yeah? Absolutely So.

503
00:30:14.799 --> 00:30:19.519
What different types of executive challenges your clients have faced?

504
00:30:20.799 --> 00:30:25.079
Oh wow, I think the biggest challenge that I've seen

505
00:30:25.559 --> 00:30:37.920
right now has been career elevation and the ability for

506
00:30:38.039 --> 00:30:40.960
people to be heard in the workspace. You know, it's

507
00:30:41.519 --> 00:30:44.039
a space, it's a very uncomfortable space that we're in

508
00:30:44.119 --> 00:30:47.720
right now because being heard could be around a multiplex

509
00:30:47.759 --> 00:30:51.799
of things. It could be around culture, community, you know,

510
00:30:53.000 --> 00:30:56.440
gender equality, it could be sustainability, it could be so

511
00:30:56.519 --> 00:30:59.599
many different things. But there's a fear factor of do

512
00:31:00.279 --> 00:31:04.400
anything Do I put myself at risk? Am I the

513
00:31:04.480 --> 00:31:06.279
loudest voice in the room. Are they going to look

514
00:31:06.319 --> 00:31:09.839
at me indifferent? Do I have any allies? It's so

515
00:31:10.240 --> 00:31:14.440
being able to speak with confidence and clarity has been

516
00:31:14.559 --> 00:31:18.599
a huge barrier for most And even when my clients

517
00:31:18.640 --> 00:31:22.480
don't know that that's their problem, I know it's their problem, right,

518
00:31:23.039 --> 00:31:25.480
And so that clarity code is what you know I

519
00:31:25.559 --> 00:31:32.279
coach around is so important. The other thing is there

520
00:31:32.440 --> 00:31:35.960
is an again going back to this, uh, there's an

521
00:31:36.000 --> 00:31:40.799
ongoing issue of am I being paid for my worth?

522
00:31:41.559 --> 00:31:45.920
Am I being compensated for my work? So right now

523
00:31:46.359 --> 00:31:49.839
companies are getting leaner. We're seeing ourselves doing way more

524
00:31:49.880 --> 00:31:52.480
work than we signed up for, way more work than

525
00:31:52.519 --> 00:31:55.680
maybe the job description. If I'm ninety nine and I'm

526
00:31:55.720 --> 00:31:59.599
a fractional, I'm doing you know, my job and somebody

527
00:31:59.599 --> 00:32:02.279
else's as well. It's like, did I sign up for

528
00:32:02.359 --> 00:32:05.720
this and I'm not being fairly compensated for this? And

529
00:32:06.279 --> 00:32:09.559
I would say this if it wasn't here before and

530
00:32:09.599 --> 00:32:12.559
it's here now. You may want to just try to

531
00:32:12.680 --> 00:32:16.680
navigate and whether the storm because opportunities are a little

532
00:32:16.680 --> 00:32:19.359
bit scarce. There's a lot of amazing people in the

533
00:32:19.480 --> 00:32:22.440
job market right now, and if you have a job,

534
00:32:22.559 --> 00:32:26.920
I encourage you to keep it right now. And that's

535
00:32:27.400 --> 00:32:31.359
one piece of the puzzle. But being able to again

536
00:32:31.759 --> 00:32:35.000
all roads leading back to communication, being able to have

537
00:32:35.079 --> 00:32:42.039
that honest, you know, rich level of communication to share

538
00:32:42.079 --> 00:32:45.319
with the leader or a thought partner or whomever that

539
00:32:47.000 --> 00:32:49.480
this looks and feels different than what I signed on

540
00:32:49.640 --> 00:32:53.119
for or I'm totally in to put in the work.

541
00:32:54.359 --> 00:32:57.200
Let's talk about what this may look like for future

542
00:32:57.480 --> 00:33:02.079
compensation increase and things of that nature. But we're afraid

543
00:33:02.119 --> 00:33:04.240
to have the conversations. And if you're afraid to have

544
00:33:04.319 --> 00:33:07.519
the conversations, then you can't you should, you know, not

545
00:33:07.599 --> 00:33:11.000
even complain. You've got to be a conversation.

546
00:33:12.240 --> 00:33:15.119
That's such a great point because recently I was having

547
00:33:15.160 --> 00:33:18.519
a conversation with one of my clients where she said

548
00:33:18.599 --> 00:33:23.279
that that I've only been with the company for like

549
00:33:23.559 --> 00:33:26.519
ten was it, I think so like eighteen months or

550
00:33:26.519 --> 00:33:32.039
something like that, and she was doing sort of without

551
00:33:32.079 --> 00:33:35.759
like you know, in divulging the client confidentiality in their company.

552
00:33:35.799 --> 00:33:38.759
The philosophy was that your work cross door needs to

553
00:33:38.759 --> 00:33:41.480
be filled up with seventy five eighty percent and you

554
00:33:41.599 --> 00:33:43.960
have room more for to grow. And she had one

555
00:33:44.039 --> 00:33:49.960
hundred and thirty percent. So we were having this conversation,

556
00:33:50.319 --> 00:33:55.599
like I want a promotion. I'm like, listen, like you said,

557
00:33:55.640 --> 00:33:58.440
you know, the jobs are scarce. I said, go ahead,

558
00:33:58.480 --> 00:34:01.440
and let's brainstorm, like co create a plan where you

559
00:34:01.480 --> 00:34:04.359
are checking, like you know, how long does it take

560
00:34:04.440 --> 00:34:08.519
for the promotional cycle in your company? If the promotion happens,

561
00:34:08.639 --> 00:34:12.079
what's the compensation? So this way, when you get it,

562
00:34:12.159 --> 00:34:15.880
you're not in for a disappointment, because it's important to

563
00:34:16.000 --> 00:34:18.440
have that dat show reality like you said, like you know,

564
00:34:18.519 --> 00:34:21.800
jobs are scarce, live out the store. So we kind

565
00:34:21.800 --> 00:34:24.719
of work through it and she did get a title,

566
00:34:25.559 --> 00:34:27.440
and but the compensation.

567
00:34:27.000 --> 00:34:31.599
Was as not as much. So she came back very disappointed.

568
00:34:32.360 --> 00:34:34.880
And then we said, like okay, I said, why don't

569
00:34:34.880 --> 00:34:38.559
we go back to our conversation three months back when

570
00:34:38.599 --> 00:34:42.440
we were planning for your promotion. She went back, looked

571
00:34:42.480 --> 00:34:46.440
at her notes and said, oh yeah. So as we

572
00:34:46.480 --> 00:34:49.679
were exploring, I said, okay, what's the silver lining here.

573
00:34:50.360 --> 00:34:53.000
She's like, Oh, I can take this experience, have it

574
00:34:53.039 --> 00:34:55.599
on my resume, and go somewhere else for my compensation.

575
00:34:56.559 --> 00:35:00.880
So based on what you're sharing, you know, it's the

576
00:35:01.119 --> 00:35:04.360
eventness and the perspective that we bring to the situation

577
00:35:04.519 --> 00:35:09.760
can change so much differently. So when people so many

578
00:35:09.840 --> 00:35:14.079
times they have a toxic boss or somebody in that situation,

579
00:35:14.599 --> 00:35:19.320
what would you part like, you know, what would you

580
00:35:19.360 --> 00:35:21.360
tell them and how would you partner with them to

581
00:35:22.719 --> 00:35:27.280
help them move through that toxic journey?

582
00:35:28.119 --> 00:35:32.800
Yeah, well, one have the conversation because toxicity will take

583
00:35:32.800 --> 00:35:37.159
over sometimes that leader doesn't even realize that they're the

584
00:35:37.159 --> 00:35:42.880
toxic source. So as best you can without burning any bridges,

585
00:35:43.119 --> 00:35:46.119
still have the conversation. But I think that we need

586
00:35:46.159 --> 00:35:51.880
to remind ourselves of this is that remind yourself about

587
00:35:51.880 --> 00:35:54.840
why you fell in love with the work. Because no

588
00:35:54.880 --> 00:35:58.159
matter what job you hold, no matter what company you

589
00:35:58.199 --> 00:36:01.840
work for, no matter what compensation or title that you have,

590
00:36:02.679 --> 00:36:06.440
if the work no longer soothes you, you won't be there,

591
00:36:06.800 --> 00:36:10.360
no matter what salary. And so it's important that we

592
00:36:10.519 --> 00:36:12.480
fall in love with the work we're doing and do

593
00:36:12.599 --> 00:36:16.679
the best work. And because leaders come and go we

594
00:36:16.719 --> 00:36:19.679
could have an amazing job, an amazing leader. You and

595
00:36:19.719 --> 00:36:23.199
I've both seen it right. Person gets this new job there,

596
00:36:23.360 --> 00:36:26.239
Oh my god, this is so amazing. I love this career.

597
00:36:27.239 --> 00:36:31.599
And then the tides change. The boss retires, the boss leaves,

598
00:36:31.599 --> 00:36:35.159
the boss gets let go, and now everything feels just

599
00:36:35.199 --> 00:36:38.360
a little bit different. But when we remind ourselves while

600
00:36:38.360 --> 00:36:41.880
we're there, fall in love with the work, not your boss,

601
00:36:41.920 --> 00:36:43.960
not your company, but fall in love with the work.

602
00:36:44.159 --> 00:36:47.599
If the work still meets your needs and your goals,

603
00:36:47.800 --> 00:36:50.280
then you go to work, you show up, you do

604
00:36:50.360 --> 00:36:52.159
great work, You fall in love with the work, and

605
00:36:52.199 --> 00:36:55.280
you let it go and you find filming externally from

606
00:36:55.320 --> 00:36:57.880
the workplace. If you're no longer in love with the

607
00:36:57.920 --> 00:37:00.880
work and it's in tandem with a taxi ox costs,

608
00:37:01.039 --> 00:37:03.000
then you need to contact you or I about the

609
00:37:03.039 --> 00:37:06.480
opportunity for coaching to another opportunity.

610
00:37:07.559 --> 00:37:10.679
Absolutely, some powerful things there.

611
00:37:10.760 --> 00:37:16.199
So you're kind of coming to the end of the show.

612
00:37:16.360 --> 00:37:18.400
So what are some of the other things that are

613
00:37:18.400 --> 00:37:20.599
in your heart that you'd love to share with your audience?

614
00:37:22.199 --> 00:37:24.840
You know, I mean, I think right now, for me,

615
00:37:25.039 --> 00:37:28.960
what's on my heart and my mind is for anyone

616
00:37:29.440 --> 00:37:34.119
that is seeking career, life and leadership fulfillment is to

617
00:37:34.400 --> 00:37:40.519
remind themselves of where their zone of genius is. You know,

618
00:37:40.719 --> 00:37:44.559
where do you show up with minimal effort and lean

619
00:37:44.639 --> 00:37:47.000
into those things. That's where you're going to find the

620
00:37:47.039 --> 00:37:50.599
happiest levels of fulfillment. If it's where you're working, great,

621
00:37:50.679 --> 00:37:54.440
If it's someplace else, great, go after it. Give yourself

622
00:37:54.559 --> 00:37:58.119
options because life is about options, and that means, you know,

623
00:37:58.280 --> 00:38:01.239
maybe rocking that nine to five, in that five to nine,

624
00:38:01.239 --> 00:38:06.000
are finding some other residual sources of income and maintain

625
00:38:06.599 --> 00:38:11.119
these several people in your life. I believe everyone, every

626
00:38:11.199 --> 00:38:16.079
human should have a sponsor, a mentor of what I

627
00:38:16.159 --> 00:38:20.119
call a growth friend, a coach, and for God's sake,

628
00:38:20.159 --> 00:38:25.559
a therapist. I think that's vital individuals in a life trajectory.

629
00:38:26.280 --> 00:38:29.239
Somewhere along the lines. You don't necessarily need the therapists

630
00:38:29.280 --> 00:38:31.559
all the time, but maybe have them on speeddalt for

631
00:38:31.679 --> 00:38:35.280
when you do have these people in your life. Because

632
00:38:35.320 --> 00:38:37.440
what I have found is that the people that are

633
00:38:37.480 --> 00:38:42.320
the most successful, the most fulfilled, they have that village

634
00:38:42.880 --> 00:38:46.719
and they're external to their family and friends, and that

635
00:38:47.599 --> 00:38:50.960
village empowers you to do so many things and to

636
00:38:51.079 --> 00:38:54.960
achieve and conquer and have a plan for resistance because

637
00:38:55.159 --> 00:38:56.960
guess what, we always need.

638
00:38:56.800 --> 00:39:03.519
One absolutely powerful. So Jackie, I'm sure that you know

639
00:39:03.719 --> 00:39:08.239
listeners will be thinking, Okay, how can we contact Jackie?

640
00:39:08.320 --> 00:39:11.599
So tell us where can you be reached? Yeah, tell

641
00:39:11.679 --> 00:39:14.199
us about your services? Yep.

642
00:39:14.920 --> 00:39:18.719
So I am leaning into the art of essentialism, and

643
00:39:18.880 --> 00:39:23.119
my ecosystem does two things pretty powerfully. I do one

644
00:39:23.159 --> 00:39:26.800
on one executive coaching and I also do what I

645
00:39:26.920 --> 00:39:30.000
like to call keynotes with clients, and that's where I

646
00:39:30.000 --> 00:39:33.280
have some very succinct specialized areas where I come out

647
00:39:33.519 --> 00:39:38.519
and do an experiential kind of keynote with application attached

648
00:39:38.519 --> 00:39:42.119
to it. All that can be found at www. The

649
00:39:42.239 --> 00:39:46.480
Career Doctor llc dot com. I'm also leaning into AI,

650
00:39:46.760 --> 00:39:50.880
like every other good person out here that's trying to

651
00:39:51.039 --> 00:39:53.159
feel that great matter. And if you want to know

652
00:39:53.280 --> 00:39:56.320
more about my particular AI and how it's helping people

653
00:39:56.440 --> 00:40:03.360
amplify their communication strategy and over to Www. Engage XAI

654
00:40:03.519 --> 00:40:04.079
dot ile.

655
00:40:06.039 --> 00:40:10.039
Well, fantastic. Thank you so much for joining us. It

656
00:40:10.119 --> 00:40:11.519
was such a pleasure.

657
00:40:12.079 --> 00:40:16.079
Same here. I absolutely loved it and invite me back anytime.

658
00:40:16.079 --> 00:40:17.039
I had a great time.

659
00:40:16.880 --> 00:40:23.119
Today absolutely and thank you wonderful audience for joining us

660
00:40:23.199 --> 00:40:28.480
and for watching our shows and helping us help other people.

661
00:40:29.159 --> 00:40:34.719
So I know that I'm totally grateful.

662
00:40:34.280 --> 00:40:37.800
To you, and share it out, share it with other people,

663
00:40:37.880 --> 00:40:41.800
because you never know, these conversations can make a difference

664
00:40:41.840 --> 00:40:44.599
in one of your loved ones or one of your

665
00:40:44.599 --> 00:40:48.119
friend's life, so be sure to share it out and

666
00:40:48.639 --> 00:40:52.840
thank you one for making the show technically possible. So

667
00:40:53.039 --> 00:40:55.800
be well, take care and I'll see y'all next time

668
00:40:56.360 --> 00:40:56.800
you're next.

669
00:40:57.679 --> 00:41:00.119
Thank you for being part of Beyond Confidence with your

670
00:41:00.199 --> 00:41:02.760
host v Park, we hope you have learned more about

671
00:41:02.760 --> 00:41:05.400
how to start living the life you want. Each week

672
00:41:05.440 --> 00:41:08.480
on Beyond Confidence, you hear stories of real people who've

673
00:41:08.519 --> 00:41:12.679
experienced growth by overcoming their fears and building meaningful relationships.

674
00:41:13.039 --> 00:41:16.440
During Beyond Confidence, Vapark shares what happened to her when

675
00:41:16.440 --> 00:41:18.880
she stepped out of her comfort zone to work directly

676
00:41:18.920 --> 00:41:21.960
with people across the globe. She not only coaches people

677
00:41:22.000 --> 00:41:25.480
how to form hard connections, but also transform relationships to

678
00:41:25.559 --> 00:41:28.960
mutually beneficial partnerships as they strive to live the life

679
00:41:29.000 --> 00:41:31.360
they want. If you are ready to live the life

680
00:41:31.360 --> 00:41:35.119
you want and leverage your strengths, learn more at www

681
00:41:35.199 --> 00:41:38.880
dot dvpark dot com, and you can connect with vat

682
00:41:39.119 --> 00:41:42.679
contact at dvpark dot com. We look forward to you

683
00:41:42.760 --> 00:41:43.880
joining us next week