31 Career and Money with Giselle Galper

Today we are  joined by Giselle Galper the founder of Chea Seed. We'll be talking about the link between your career and your earnings.

Who's in your inner power circle? How friends, old employers, family? Use them to help you get clear on the value you offer.

Towards the end, Giselle sets us a challenge to use her super simple but powerful technique. It blew our minds, and I'm sure you'll like it to. If you tried it, drop us a message with how it went.

GUEST EXPERT  - Giselle Galper
Founder and CEO of Chea Seed App. As the daughter of an Argentine immigrant Giselle saw first hand how difficult it could be for a Latina woman to advance her career. She is now committed to making expert career advice available to women of any background. 

09.28 "garnering your facts"
11.13 "Little career moments" building small habits without jumping in at the deep end. Asking for small things repeatedly. 
14.12 How to get a promotion at work and when to "pushback in the ass" 
19.12 External bias and experienced bias
26.05  When do the self-limiting beliefs can kick in
31.12 Using LinkedIn and Calendly as a student & at the start of your career 

YOUR HOSTS:
Catherine Thomas-Humphreys is a qualified independent financial adviser, will writer and certified financial coach.  

Catherine believes money is a force for good and when in the hands of good people can be used to do great things.  She loves working with purpose-led parents who are ready to change  their money habits & beliefs to achieve  financial success for themselves and their family.

She founded #TheFinfluencer   as a safe space to coach and empower parents to influence, make, save, spend and grow money, consciously, ethically and positively.  

Financial coaching - The Finfluencer
Money Membership Finfluence
Catherine’s bitesize money wisdom - Instagram

Julie Flynn is an experienced independent financial adviser and financial coach. Justice and equality drive Julie. Which is why she’s spent years studying and researching how stress affects our financial decision making.

Julie is best known for her work with women who have lost their partner and coaching financial services business who want to implement fair and transparent charges.

Financial coaching - Ebb & Flow Financial Coaching
Financial advice - Bree Wealth & Tax
Julie’s inexpert social media antics - Instagram

Michelle Lambell  is a Chartered Financial Planner, specialising in retirement planning advice, pensions and investments and a Certified Financial Coach. Michelle has a passion for providing financial advice, guidance and education to everyone, regardless of their gender, age or current circumstances.
Website | Instagram

Transcript

WMC 31 Careers & money with Giselle

Julie: [00:00:00] welcome to the women and money cafe, the weekly money podcast for women by women exploring the practical and emotional side of money. The cafe isn't just a podcast. It's a community for women to feel financially empowered. Fun along the way. So come and join us in our Facebook group. Your hosts are Julie Flynn and Catherine Thomas Humphreys, myself.

I'm an independent financial advisor and certified financial coach. And I work for my, where life has taken an unexpected topic to help them manage their money. With competence and invest into a new future. Capturing is the founder of the influencer. She a qualified advisor and financial coach and family finance expert.

She helps parents to financially empower the family and create positive relationships with. Um,[00:01:00]

Catherine: and welcome back to the women and money cafe podcast this week. It's myself, Catherine Thomas on the phrase, I'm a co-host Julie fled on the sofa and we're joined by cafe, regular and expert in pensions, Michelle. And a fantastic guest caught yourself Galper she's Ellis, a founder of an app, a career coaching app called chia seed.

And she's specifically talking to us today about the connection between our careers as women and money. So stay with us through the episode, as we talk about how important it is not. Big asks for more, but this small daily practice, why we need to ask for more, not just in money, but in support and connections and stay with us till the end, find out from TSL, how powerful having a micro pictures, how you can sketch those out today and what that's going to do for you and your career.

[00:02:00] welcome to the women and many cafes so far. And today we are joined Julie, Michelle and I by the lovely Giselle Galper who is a, self-confessed obsessed about the connection between money and career. So just introduce yourself, please. 

Giselle: Thanks so much. I'm Giselle Galper the founder of chia seed and I building.

Uh, career app to help people earn more and advanced faster, and maybe even love their careers. And I'm doing this because I look at the gap for women and I live in the United States. Uh, the gap in earnings, the underemployment of women, and just the number of costs that women have that men don't have. Um, we live longer.

We spend more on our things. They actually cost more and we all have higher expectations of health and hygiene. And. We earn less [00:03:00] money. And so I want us to earn more money so we can have more money for retirement. We can have more choices. And finally, when women have money, the data shows that we give back more to our communities.

So it's pretty powerful. Putting that extra money in women's hands. 

Catherine: Yeah. I love that. I think it's very similar to something. Melinda gates said, isn't it, but in the hands of women, um, we, we do more good with money. Um, that's no offense to any gents who are listening to the sofa by, do you think there's a lot of truth in that?

Um, if I look at the people that we work with, um, I love the name cheer seat. Not only because I'm a vegetarian and usually see them in my diet. So can tell us a little bit more about how, how that name came up. 

Giselle: Well, um, I really wanted something that evoked the idea that our app, this career app was going to be easy to use and cheesy, you know, urban folklore has it that they're energizing and empowering.

And of course they're very [00:04:00] tiny, but you do a lot of them. So it was this idea of tiny actions. And then oddly enough, perhaps because I'm a lawyer and I'm always looking for acronyms and abbreviations, um, It Kia is career helping expert app C H E a. And so came the name chia seed. And, um, I'm glad that you like it in when I first came up with the idea, you know, a lot of people said that's very strange, but for me, I really wanted to invoke this kind of super food of career idea.

And because there isn't another product. To compare our app to it. It's nice to be able to simply say it's career helping because most people think the app will be about job search. And although we could add that in this idea of helping people with search, it is most people need help on the job where we [00:05:00] spend most of our time.

Just like at breakfast, you throw. Into your food or you let them soak overnight. We need to take care of our careers on an ongoing basis. 

Catherine: I mean, I don't know, whether Julie and Michelle have gone you thoughts on this with, uh, any differences culturally, but it does feel that even in the UK there's I can go and do a job search, but then I'm in my job.

So unless the, the training's on the job, there's not a great deal. Kind of. Goal-focused or pay, focus or support on, from my perspective, as a woman, in progressing myself because, and we talked briefly before that you need more money coming in before we can do good things. Were savings, investments, pensions, and actually getting ourselves to financial freedom.

 is it something you've seen Julie or Michelle in this country? 

Michelle: No, it's not something I've seen. 

Julie: Now I think, I think the thing that got [00:06:00] my attention as a, you know, Catherine, I did a previous episode, but we got quite ranty about asking for a pay rise quite that is one of the most common things that different advisors and different women who've come to me about.

I've got my appraisal coming up and it's was like, I find it really patronising. And when you go all this chat about, well, if women just skip the Starbucks two times a week, then they will have an extra $10 or 10 pounds. And you're like, yeah, I'd rather have another 10 grand raise, please, because that will accelerate women acquiring wealth a lot quicker than cutting back on your costa or your Starbucks.

And just like, just, I love what you're doing because the more we can empower women and their careers so that they feel confident to go in there and demand. That they get paid a fair wage, then that just kind of just builds a perfect platform or foundation to propel things. And I wish I'd had something like that earlier in my career.

I don't know about you, Michelle, [00:07:00] what would it have been helpful to you 20 years ago? 

Michelle: Certainly. I think in, I mean, I've been employed up until a couple of years ago and I think in every role I've had within financial services, the mail comes pass. I've been paid. Than the female. And that was seen as normal.

You weren't seen to question it particularly when I was sort of in my twenties, you know, why would you question that they're men that they know how to do the job properly and we're sort of almost playing at it. That's what was almost given 

Julie: by 

Michelle: how it's treated. And I think as years have gone on things have changed, but that conversation is still difficult.

I think for many, many people. So to have something that. Guide you and help you to be able to go in. And as you say, Julie, demanding that pay rise all the best. 

Catherine: I remember interviewing for a role where we had two men and two women who, had come for the role, all were probably [00:08:00] fairly equally qualified and experienced yet.

Both men asked for the upper range of the salary. And both women asked for the lower range. Now there was a range they could have asked or picked any number. but the both women asked for the lower range. And if they gave the, the role to one of the gentlemen, so they were never going to make a selection based on how much was asked.

 So is some of this cultural is this some of us putting our own caps on. And if someone was to say this to you to say, what kind of advice would you give to them to go in confidently and pitch right. For them? 

Giselle: Well, there's a lot of data that suggests that, men are promoted and advanced on potential and women on experience.

And this is why in building this career app. We're not just doing this micro coaching with sort of top through interactions and learning. We're very focused on [00:09:00] what I'm calling career fitness tracking, but it's writing down what you do and nudging people to do that because there are to unpack your questions are really three questions.

One is how can you just go in with what you have today or in the next month. And ask for more money. So in the app we go sort of through this, um, ask, we haven't asked for more pay, negotiate, your job offer. And a performance review program is they're all slightly different, but they all come down to what I, as a lawyer called garnering your facts, gathering up your experience and what you've done in telling the story.

And also. Do your homework network ask people what they make, because one of the things that does empower women to ask for more, and there's a little bit of good research on this is when women know what everybody else makes, they ask for the high end of the range, they actually do better in their personal negotiations.

And so knowing what the market is, and kind of [00:10:00] stepping out of your identity silo. And by that, I mean, don't just ask women. Ask men, even if you don't know them, well, ask them what the ranges for a job say, oh, did you make between this and this people who left the job before? Because if you don't have the information as a woman, it is harder to find that power.

If you don't write down what you do. I know how great it is and have the ability to share it with someone else. That's the feature we're working on in the app now. So you could actually share your career record with someone who could help you talk yourself up and curate this. It doesn't have to be a coach.

We all know if we go to our best friends. We're an old manager. They're going to find the value in what we did more than we find it ourselves. So that's what I'm hoping to grasp. We all have these little inner power circles, and if you have a coach and you can have afford a coach for your career, more power to.[00:11:00]

But if you have a friend or a mentor or an aunt or an uncle that should be almost as good or maybe better because they know you. So that's asking for more pay these big career moments, but I believe it's these little career moments along the way. It's I call it asking for what your career needs. So the idea is fairly simple.

Building into the app has been relatively hard, but it's very simple. Write down what you do. Learn to talk yourself up, squeeze in telling people the information, you know, and where you want to go. So I was like what you do network doesn't have to be long networking. And in that networking. And in your life asking for the small things your career needs.

Because when we say that those guys, they asked for the high end of the range, it's because they're comfortable doing that. So the best way to get comfortable, like anything else is, you know, [00:12:00]most people don't jump into the cold pool. Some people do, they usually stick their toe in right then their calf, then their knee.

And then they slide in. And that's what we want to do in career. We want to slide in. We want to build these habits of asking for the small things, the extra training, the ability to shadow being on a project. There was an article three years ago in the wall street journal. I should keep it to my wall here because I look it up all the time.

It said that even at firms like McKinsey and Procter and gamble, where they're getting these really high flying potential graduates from business schools and the undergraduates that the women aren't necessarily being assigned the best projects out of the gate on day one, right? Your day one project isn't as good.

That affects your entire trajectory. But it's up to you to network and ask for those [00:13:00] projects and the placement, because if we're promoted right, and advanced and hired on experience, we have to get that experience. And then we have to tell people about it. So I see it as like, right. You asked for what your career needs, the big things you're prepared, but also along the way, You're dipping your toe in the water.

And you're asking for these small things and you're doing it repeatedly, which is why we call this career fitness tracking, because we want to encourage these behaviours, which some people do naturally. They're like really great at it, but the problem is most of us, including myself, we're not trained to do these things.

And most women are actually trained to wait. Right to be good. Girls do a good job and it will come. I can tell you, I bet you've heard this from your clients. I should have gotten that promotion. I should have gotten that opportunity. I [00:14:00] was the best one and they totally were, but they needed to get online and ask, I mean, online, like in queue for their manager or whatever, like you've got to ask.

And then, um, one of the things that women also don't do is they don't ask people to support them. So, if you want a promotion, you've got to find someone you've worked with and tell them I want that promotion. Will you support me? Will you tell Bob I should be the one for the promotion because you need billboards, right?

It's not just about the ass, these articles about asking for more, make me crazy. Okay. And now here's the final tip. When you get, I know which you are likely to get, even though, if you asked a random person on the street for help, they're likely to tell you yes. But often what people hear in careers, what I call a conditional yes. Which is a no. When we have budget. When it's the blank billing season. [00:15:00] Oh, when you blah, blah, blah. When, uh, we are ready, what does that mean? Right. All these conditional yeses. So now your job is to keep that discussion open. We call it the pushback in the ass, but I think one of my hallmarks as a general counsel as aware, was maintaining my relationships.

So I could go back and continue the discussion and negotiation. And this is also true in career. And we know that women, there's not a lot of data on this, but there is some research. I think it's out of the UK where they looked at a high level candidates like VP candidate, VP, who's going for the CEO job.

When the man doesn't get the job, he is more likely to say, oh, it was them. And continue interviewing for CEO jobs. The woman is more likely to take a break. Yeah, we don't want the break when the answer feels like, no, we don't want to go back and talk to our friends and mull about [00:16:00] it and say, oh, it wasn't right for me.

We want to take our energy and our fuel. And we want to put it into, oh, well, what do you feel needs to happen in the next six months for me to have that opportunity? When can we meet again? Could we, oh, I need to do those things. How can we make that happen? Right. How, how do we take that know, that feels so hurtful and judgmental and turn it into a, what I call like a roadmap of six.

Right. How do we discover those steps? Now, sometimes you're going to find out that this manager, this boss, they're not giving you anything. Nothing. Right. So what do you do you say, oh, that didn't work. That method. I heard it didn't work. Guess what? You learned a lot. You are not going anywhere. You are not getting that increase.

You are not getting that advancement and you do not [00:17:00] have a promoter in your manager. Can you make a lateral move and your organization? Can you. Sort of back off a little on your job and start doing more training on the side or get work, to get experience. What do you need to do to get there? Because you do need to find out if your boss has your back or your client maybe do good work, right?

You say, oh, I don't know why they're not introducing me to other clients. Well, they, they don't think they want to right and you need to suss this out is your job. 

Julie: I just out, do you know what I'm loving about everything you're saying there it's all about your, your empowering the individual. So even when we're getting to know is right.

Okay. What are we going to do? What are we going to change? Where can we go? Who can we get? descending into a conversation about sexism because we don't care about sexism. We just, we just want what we want. How could we get it? [00:18:00] And you're, and you're all about right? How are we going to make it happen? 

Giselle: How do you make it happen?

Because my view is that. Oh, the companies are doing a great deal in the diversity equity inclusion area. But I don't know. Do you have magic erasers in the UK, these little white things where you get scrubbiest stuff off the walls? Right. So what I'd like to see is there's no magic eraser for. bias this woman in the us, her name is Shelley Corel.

And I quote her a lot, many years ago. She didn't do this study, but someone else did it show just a tiny bit of bias, right? Changes, outcomes over time. So no matter what diversity equity and inclusion groups are doing there is going to be this remaining bias. And we don't have magic. Erasers. 

Julie: Can I ask you a question on that then?

Okay. Because when the, when this topic comes up, we automatically think of the bias of the people above us, which had only white middle-class men. Right. Middle-aged man, but [00:19:00] this, the own biases that we carry into the conversation. And I think Catherine, you give a perfect example. So we can't control. And we haven't, we can't really influence that much what other people are doing, but we can influence ourselves.

So if you've got any advice on how we check our own biases before we go into these conversations. 

Giselle: Well, absolutely. Yes. I mean, I love this and that's really so chia seed. I like to say that there are two types of bias that we take on the external bias. We can't take it all on, but that experienced bias.

Right. But the internal bias. Or things like people say, oh, I have imposter syndrome. I can't do it. I could never ask for that. Right. I can't do that. Like, I want people to put that aside and, uh, my viewpoint, which is informed by reading the cognitive behavioural therapy research and habit research is that by just writing down what we do.

And, you know, finding our favourites and curating it, that helps us find our [00:20:00] power. Right. And sharing it with someone else. Also writing down our plans, just like you have your clients write down their financial plans and including in that their motivation, because one thing is that everybody has different motivation.

They might have the same plan. I want to be the senior blah, blah. Maybe I want to make more money. Maybe I have a lot of pride. Maybe someone else did it really fast and I want to do it too. Those are all different. And when you honour how you feel personally, it makes it easier to fight that internal bias.

And then in GSE, the content you get very. Um, even within a little coaching based on your gender and your identity, so how you identify your gender. And we just do that by Sheehy and day. And then we take the research and we craft it and we try to motivate people with the facts about the research to make them understand they're not [00:21:00] alone.

There's a lot of times when you learn, oh, you know, seven out of 10 women. Uh, seven out of 10 people, men have negotiated their pay, but only four out of 10 women, you think, wow, I'm not alone in being nervous. I'm not alone. And when you realize you're not alone, it's actually easier to find your power. So I think the most important thing for women to realize.

You're not alone. A lot of people are struggling with this. Even very senior women struggle with this. And one thing is that we look at the numbers of percentage of women CEOs in the C-suite as VPs, but we don't look as closely at their salaries and the salary gap actually widens, at least in the us, the more senior you are, we know, for example, that women partners at law firms.

In the U S [00:22:00] make less substantially, less than male partners on average. And that's not true for every woman, but we have to understand that it isn't just about advancement. It's about asking for more along the way and knowing what other people make and then asserting your place there. So it's not just in the entry level to manager to director.

It's at the very senior level. And although sometimes I give talks to young women in career and they kind of look at me like, well, they're a woman partner. They make so much money. And sometimes they even say that it's a yes, but that woman partner, just like we started, right when she made. Twice as much think of how much money that is.

It could be a million dollars, more, half, a million dollars more, what will she do with that? Who will she give it back to? Who will see it in less than, well, 

Julie: we have a lot of fun running the cafe. The reason we do it [00:23:00] is to reach as many women as possible to empower them around money. So if you know of women who would benefit from feeling financially empowered, You can help them by sharing this active.

So

Catherine: sometimes we think, um, and I'm just going from my own childhood beliefs that if we ask for more somehow that's wrong or greedy or going to turn us into something we're not. But actually when we ask for more, we can do. And then when I have more, my children benefit, my family benefit my community and my friends benefit.

So why would I not ask for more because it's lifting us all up. Um, and I really liked, I think it was your kind of first part of that three-step process. It's not just the big conversation. How can I have more money? It's all about preparation. How can I ask for more support? How can I ask for more sponsorship or championing, um, and just kind of practicing, kind of expanding and growing ourselves to be [00:24:00] more comfortable.

And Julie reminded me of, remember when we had Emma Gosling on this idea of girls in the UK potentially. Conditioned to be the givers, the over givers. And not necessarily that I always tip toe slightly around the two lips. Sorry, Julie just brings out the

So yeah, I think from a very young age, we are not. And I think even with my children, we're not actively encouraged to ask for more because that's not and Michelle's nodding. So I think, um, uh, that's a. What's the word blank combined Michelle chippin 

Michelle: tapes agreement, I think. And I think it's sort of hearing what Giselle said in that the more small actions you can do when you're younger really helps build the foundations for that career and your, you know, financial path to grow.

It is about empowering. Younger children. I know I've [00:25:00] had it with, with one of my daughters. She, she had a job because of her age. She was paid so much per hour. She went to another job and it was actually sort of four pounds, more power. It's a massive leap for her. And she said, Mum, I'll never get it.

Cause it's a lot of. And I you know, and it's sort of gone go and have a go and, and she got it, and to see the pride that she had, because she'd been there and done it. So if we can empower low, you know, lots of people to do that, the difference would be amazing. And then we'd be on a set level playing field with men, hopefully.

Catherine: Because it's not just the salary is there. If we're getting paid a percentage into our pension, then every thousand less on salary is, is significantly less on pensions. So, and you mentioned it earlier, just tell him we know it in this country that we live longer. So we live longer off a smaller pension.

 whereas if we can start asking for more [00:26:00] sooner, then that's going to help us through our careers, but also through retirement. 

Giselle: Absolutely. I mean, you, you didn't ask me this, but one of the most important things that you can do, in your career, Is to find to think about that. Like what, what is driving you forward?

Because that conditioning is from a very, very early age, you know, it's the good girl versus good boy, what behaviour is rewarded? How are you conditioned and, who does, what job? There's some commercials now that I've seen, where they show, you know, like a woman, a fireman. But this idea that there are, there's very more women nurses in the us, you know?

And so, these women, young women think they're nurses, but more importantly for these young women it's how am [00:27:00] I going to balance my work and career when they're 13, 14 years old and certainly in college, every talk that I've given to a woman's fear, I get asked this. And I've started giving a non-traditional answer that I like your listeners to think about, which is don't worry about it because it's, self-limiting because as soon as we ask ourselves, as we're going off to college, we're applying to college in college.

As we graduate, how will I balance work and career? We're not thinking about jobs that might have a lot of travel or difficult schedules, but when we're not burdened by. Why not go for it in find the job that gives us the most satisfaction, the most early pay, whatever it is that we really want. Right. And if we do that, then when we get to the point, when we're actually thinking about, I have to take care of a parent or a [00:28:00] sibling, or I'm going to have a baby, we have more choices.

So it's like thinking about what is my motivation. If my motivation is to have a career with work life balance at 18 years old, that might rule out degrees. I might not do finance. I might do something else instead, but now we're ruling out earning potential because of something that might not happen.

But instead, why don't we think about how do we find partners? To help us share this low. And how do, how do we think about having enough money to get the help that we need in our careers? It just totally changes the story. When we think about what's motivating us and questioning those core motivations and internal early beliefs, those internal biases that drive us.

And I'm not saying every woman makes that choice or has those feelings, but it comes up [00:29:00]so often in these talks, I've given 25 talks since February. So when women young women's groups at colleges, women in business, women in tax. And I can't remember one talk where this question hasn't come up in the top or in a direct mail message right after.

Catherine: Wow. I love the nonconventional answer, um, because it is limiting and Julie and I see clients every day where we're looking at what beliefs they have around money that are limiting them. Um, and that sometimes we forget the question that we're asking is its own limit in the first place, but isn't that where it's really important to have.

The network and that support group around us, because my career's officer just pointed me alphabetically to a few careers. I might find interesting, but never really kind of talked to me about why I was going to have a career or what that might be him. Um, so what would you say to someone who's maybe younger or maybe, maybe any age actually [00:30:00] about, um, where to find the encouragement, the support network to, um, To challenge them about the beliefs they might have about their career limitations or not.

Giselle: So I am a huge fan of LinkedIn. Okay. It's so many people, it's social media and they're not into it, but it is this amazing opportunity for a young person. Um, to reach out to alum from their school that they attend or they attended, um, to find people in the industry you're in, you can also easily search up industry groups to join.

Usually the memberships are often tiered, you know, the pay by what you're earning or what level you're at. They might even offer you a free membership early on, but it's this networking making a regular habit. Uh, writing some cold emails or LinkedIn connects every week, [00:31:00] honing your message and having a short ask.

And, um, I use Calendly, for example, it's a book it's free for one time since. Have a 15 minute time slot and just book, networking appointments and tell people about this lot and say, here's the question I have. Would you talk to me for 15 minutes? Most people will talk to you for 15 minutes and then make sure on your calendar that you set it up.

So you can have 30 minutes if they're willing to talk to you more, but every time that's relationship. And I have this vision that maybe in five or 10 years, Students will end their college time with a hundred connections because they started their freshmen year and early career professionals. Well realize that networking doesn't just mean being invited to special events you're showing up.

But one of the great things about this video technology is you can have a face to face, but you can also do it on the phone. You know, you [00:32:00] don't have to have conventional networking at a conference to meet people. And worst case you write some messages back and forth, and you ask your question by email and you follow up with those people just as if you had a zoom.

But to me, we are under leveraging networking. There's some data that says 85% of jobs come through networking. So let's just throw opportunities into that. Right. That's really what it is. If I tell you what I'm interested in next, and you happen to hear, you might remember telling me if I keep it to myself or I just think the 10 people I've worked with will know I'm limiting my opportunity.

Right? Another self-limiting moment. And so that's what I would tell them. Put your ideas out there. Don't worry that they're going to change. You can always every six months send out a message with an update. So here's what I'm thinking now. Everybody knows that we're evolving and I give this [00:33:00] same encouragement to women in their forties and fifties.

Like you're making a pivot or you're relaunching. Maybe you come into a second. What you view as like a second tier organization below where you left before, or you come into a role, a level below the reality is sometimes to come back into a career. We're going to have to make compromises, but we're going to be strong.

We're going to work hard. We're going to keep networking and talking ourselves up and we'll rise up. Right. So there are, there's the networking early in your career. To get your foothold and figure it out maybe later in your career, you know what you want, you know, the pivot, but it's not so easy because maybe you have to make a lateral or down move or shift, or maybe you've been out of the workforce or, um, for 10 years, I mean, this happens all the time.

You [00:34:00] know, whether your spouse dies or you get a divorce or you have a change of needs in your family networking. Right. And then. Take jobs. That would be the other thing I would say to young 

Catherine: people network and take jobs 

Giselle: because 55% of students leave their first job, that job after graduation in the first year.

Okay, so there's no, it's it, you know, the early jobs are more like dating, figuring out what exactly gets, not a commitment. 

Catherine: No, and I think that's a good way of looking at it. That's an opportunity to test it, to build those networks. Um, so that was a really, really good tip. Um, I'm going to throw in a totally random question now that has nothing whatsoever to do with the topic.

Julie and I's way of, um, adding a little bit of humour, I guess, [00:35:00] into our podcast. So you sell, are you happy to share the results of your last Google search with us? 

Giselle: Well, I'm slightly embarrassed because, um, I work all the time now as a founder. So my last search for chia seed was. Uh, yesterday and I'm hiring brand ambassadors on college campuses.

And I was looking, I realized I hadn't figured out not the money I was going to pay them, but the vehicle that I was going to pay them with. So I was frantically searching the tools that I could pay them with and sending them messages, asking them, what would they be? With yesterday before we had, um, a guest from out of town, not as my last search, not anything particularly embarrassing.

And the regular way, but you 

Catherine: must work. Yeah. Maybe there's a little space for, um, for some [00:36:00] non-work stuff. If you hadn't been searching for work, what might you have looked for? Um, instead I have 

Giselle: been looking at, um, we have in the U S adopted. And so you can put in your location and I lost, um, our 18 year old, um, old poodle mix, um, in December.

And so I'm feeling like Allie will be ready perhaps this summer. So I have been, I guess, looking at adoptable, what would be, um, Nice. I've been grieving quite a bit. I feel, I don't know if it was because she was my companion through COVID or, um, but it's been very hard at 18 and I should've known. That she was toward the end.

Catherine: Uh, good luck with that. Good luck with that. I've got so many, so many questions going through my mind. I, I could carry on forever, but I'm mindful that the podcast time is coming toward an end. So I thought I'd just offer up to Michelle [00:37:00] and Julie, were there any, was there anything that you wanted to wrap up on or just ask about that I've missed.

Giselle: I think the sort of points that you've given across a brilliant, you know, I think to help anybody be empowered, to get on to that sort of first rung of the ladder and keep moving and keep climbing is great. And I think as you say, there aren't many things out there, out there. So seed is really something unusual and something that we should hopefully be seeing more of.

I hope so. I mean, I actually, I agree. I hope. Uh, are there other products like this, right? We shouldn't be alone. We should have a voice, but that people will do this career tracking and, and, um, get empowered in their devices where they're already getting so much help. It's hard for me to imagine that people, um, can't get this type of help so easily.

And that's [00:38:00] really why I was comparing. To do this and keep doing it. Yes, it's fantastic 

Julie: initiative. All right. Just that. I've got a question for you. Okay. All right, listeners. Any second? No. What I need you to do is either grab a panel paper, or if you're driving, you're going to pause the podcast in a minute and make a voicemail.

Okay, because just say what I would like you to do is you were talking about these small, incremental steps. So I want you to set a challenge for the listeners. You would start tomorrow, give them some examples of that one small four step that they can take. Right guys, once Giselle's given us the ideas, this is where you pause and you go and write it down and then tomorrow you're going to implement it.

All right. So just give us, give us some little steps that people could take tomorrow. 

Giselle: Okay. Tomorrow when somebody asks you how you're doing and how you are, give your micro pit. So your micro pitch is something like I'm great. I've [00:39:00] been working on whatever it is. I've been studying law and I am looking forward to.

Being this next or doing more of this or learning more about this, that's your micro pitch. It's what you know, that's about like what your experience is that brought you to that plus the information you need to know or where you want to go. It just choose sentences. But instead of saying, I'm great, whether it was great, I loved watching XYZ show.

Did you see Bridgehampton? Whatever it is. Squeeze in your micro pitch. 

Catherine: Absolutely love that. I love that 

Julie: you can guarantee somebody is going to ask you tomorrow. How you doing? And we all just go there. And then I was like, no, that's an opportunity. Get in there. 

Giselle: Yeah, it's an opportunity. And then you asked me for several things, but literally.

Do [00:40:00] it every time. And then of course, you know, if I'm allowed to say this, I hope you will download the app because the only way we get. It's by feedback. We have a give feedback, little interaction in the menu. Um, we get better from users who tell us what help they want. We don't offer it all, but do that micro pitch.

It's so empowering to learn, to squeeze it in because the next thing you'll know, you'll show up early for your zoom meetings or into the office and you'll give it then. Or at the next event at the holiday weekend, whatever it is that the graduation events and the more you tell, the more people will know what you want and when they know what you want, they can help you.

They can't help you. If you don't tell them and you don't even have to ask, that's the brilliant part. You're just telling them. I'm so excited for I'm looking forward to, [00:41:00] you're not asking them for. 

Catherine: Oh, I love that. I love that. Can I end on one little inspirational point, just because you say you are liking this to a fitness tracker and you did say something about not jumping in cold water and Julie smiled, knowing what my hobby is, but there's a really interesting study that says when you compare men and women, um, in short term racism marathon, Men do better until we get onto the endurance races.

So ultra marathons and then women equal in the field. And I think sometimes we see that we're always catching up and actually, if you look at it in the endurance and the higher Aleve levels, we're already caught up there. Isn't. To brace. It's just a belief and that is my final inspirational thought for today, but I loved the micro-teaching no, the micro opportunities.

Um, so thank you so much dissolve for joining us today. It's been really, really [00:42:00]enlightening. We'll make sure all of your contact details are in the show notes. So if any of our listeners want to download the app or listen again, or go back to the previous episodes, I think. The 17 where we asked for more money, um, or Emma's over-giving vendor.

Thank you very much. 

Giselle: Thank you so much. All right. Thanks to Seth. Thank you very much.

Julie: Thanks for listening to the women and money caffeine, which you only find that in cash sometimes Humphries. Well, we have a lot of fun running the cafe. The reason we do it is to reach as many women as possible to empower them around money. So if you knew a woman who had benefit from feeling financially, You can help them by sharing the show with them.

And there's nothing we love more than hearing about the changes you've made seriously. It's what makes this all worthwhile for us. So please drop us a voice note and share you can contact us. Hello women and money.cafe. You've just been listened to our financial chat, [00:43:00] but please know none of us constitutes personal financial advice.

Please reach out to one of us or any of the other fantastic financial advisors in the UK for that 

Giselle: kind of help.