November 21, 2025 • 16 mins
Hey, hey BA fam! This week we're revisiting two intense listener questions:
Financial Infidelity: When Your Partner Invests Behind Your Back
Listener Robin's husband made an over $50,000 investment on credit cards without telling her—and lost it all. Mandi breaks down how to protect yourself: separate your finances, secure bank accounts with strong authentication, and get a family law attorney involved ASAP to understand spousal debt laws.
Workplace Sexual Harassment: When Do You Speak Up?
Our second listener is dealing with sexual harassment, an HR department that dropped the ball, and a toxic team at her financial services firm. She's ready to leave but wondering: should she put her grievances in her resignation letter? Mandi gets into documenting everything with dates and evidence, weighing career risks, and deciding if speaking up can create change for others.
Have a question you'd like me to answer on an upcoming episode? Email me at brownambitionpodcast@gmail.com or DM me on IG at @brownambitionpodcast.
See omnystudio.com/listener for privacy information.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:05):
He Hey, ba fam, It's Mandy here with another episode
of the Brown Ambition Q and A the b A
q A. Thank y'all so much for sending us your questions.
This is one of my favorite times of the week
when I get to sit down and see what's going
on in y'all's lives and what kinds of questions you've got. Today.
We have some interesting ones. A couple of you know,
(00:26):
career questions, which is which is my groove, it's my jam,
but a kind of spicy question about someone whose husband
may or may not have been using credit cards to
invest oof. This one's painful. I'm still trying to figure
out how I'm going to respond to it. But listen,
this is some really juicy tea, some hot pipe pipe
(00:47):
and hot tea for your Friday, So let's get it going,
all right. Question number one that I teased This comes
from listener Robin, who sent us an email saying, my
husband does not believe in savings accounts and often blows
through money. I just found out that he made an
over fifty thousand dollars investment without consulting me. He often
(01:12):
does this, and he lost it all. This was all
done with credit cards? What or where should I start
to secure my financial future? Robin, every sentence it got worse, Like,
first of all, doesn't believe in savings accounts. I didn't
think that was a thing that we know. I thought
we could at least all agree that's one of those
(01:34):
things like in today's world, can't we at least agree
that saving is important, like we can we can fight
about politics and vaccinations and that. But came. I thought
we could at least agree that having more money set
aside is better than not having money set aside. But Okay,
your husband's a unique individual. So, first of all, doesn't
(01:54):
believe in savings accounts. Strike one often blows through money.
Strike two lies to you, because I think not telling
you is also a lie. Lies to you when he
spent fifty thousand dollars on credit cards to invest like what,
I don't even so I'm going to make an assumption
(02:17):
here that either he did cash advances on multiple credit
cards to get that amount of money, or potentially he
invested in an individual's business by paying with a credit card.
I have no idea. I can't even begin to fathom.
Your question, though, is where do I even start to
(02:38):
secure my financial future. Robin, Listen, I am in obviously.
I've been married for several years now, I've been with
my partner for a decade, and it's not easy. It's
definitely not easy to align yourselves financially with an entire
with a different individual. You've got different goals, different styles,
different values potentially. But this is like beyond, This is
(03:03):
beyond the normal kind of situation that partners face when
it comes to trying to work out their finances as
a team. This is next level. I mean, this is
like fraud. It's fraud on you. I'm concerned for you, genuinely,
genuinely concerned that your finances are in deep, deep jeopardy
(03:24):
the longer this continues to go on. At this point,
given the level of financial infidelity happening, the level of
I'm gonna guess manipulation control, I don't know what's exactly
going on here, but it's so bad that I don't
even know if there's a way to necessarily rectify it.
(03:45):
As far as your personal financial future, I would make
sure that none of that debt is in your name.
Like those credit cards, I'm hoping that they were just
in your husband's name and not your own, and start
keeping really tight control and protecting your finance. It's protecting
your bank accounts. I would start squirreling away money in
(04:06):
your own savings account that he does not have any
access to. Girl, get that password, get second factor authentication,
you know, get the FBI on it, lock it down,
because I don't think you want your husband anywhere near
your money, because he's proven to be really careless. Yeah,
this is shocking to me. So I would start on
(04:27):
your own, Like, let's even forget about the relationship factor. Like,
you're you're an independent woman. You can decide whether or
not this is the kind of relationship you want to
continue having. But let's say you decide to stay with
this person. I think it's all about you creating a
huge like grand canyon, sides divide, and on one end
(04:49):
of that grand canyon is him, and on the other
end of it is you and your money. So keep
it safe, keep your own savings accounts, keep your own
credit cards, make sure that they are hidden that he
can't take them. And then as far as your assets
and the debts that he's been taking out, start to
figure out you know what your if your name is
on any of those accounts. You may even want to
(05:12):
speak with a family law attorney to because in your state,
like there's sometimes not sometimes often in different states they
treat they treat spousal debt in different ways. And I'm
not sure where you're from, so I can't really speak
to the laws in your state, but reaching out for
informational conversation or consultation with a family law attorney may
(05:34):
help you figure out in your particular state, what can
be done to protect your assets from any bad acts
on his part, because that's that's the best thing you
can do. You don't mention children, so maybe you know
in this case things are a bit simpler. It's just you.
So I'm trying to think of other ways you could
potentially I mean this, this guy is unhinged. He literally
(05:57):
sounds unhinged. So I hope that you are. You can
reach out to someone who can give you some legal
advice about how to protect yourself in your state. But
this does not sound like a healthy relationship. It sounds
really freaking scary. I hope that you're taking care of
yourself and taking some steps toward protecting yourself and don't
necessarily blame yourself. I mean, listen, when people are when
(06:18):
people are this hell bent on taking risks with money,
I mean, there's something else going on there. It has
nothing to do with you, And it's not about how
you could have prevented it. Like if they're really determined,
bound and determined to make these kinds of careless mistakes
when it comes to their finances, there's probably nothing you
could have done. This is just about putting your own
(06:40):
oxygen mask on first and getting if you're not going
to get out of the relationship, at least protect yourself
financially so that you know you've got that safety and
security and you can take care of yourself at the
end of the day. I am wishing you really well.
Thank you so much for opening up and sharing your story,
and I hope you hear this and I hope that
(07:01):
you're doing well. Okay, all right, who that was a lot.
Why don't we take a quick break, You break, and
I will be right back with more of your ba
q and as Okay, we are back with our second
and last question of the day. This one is a
juicy one. It comes from a listener who would like
to remain anonymous, So I'm just gonna call her Hailey. Okay,
Hailey says, Hey, Mandy, I love the podcast, and I've
(07:23):
been loving the Q and A episodes lately. I have
a question I hope you can answer. I am resigning
from my position at a financial services firm due to
some really negative circumstances. I was sexually harassed and HR
essentially did nothing about it. There was never a formal
onboarding process, so I've been in the dark about many
fundamental elements of the role, and there's absolutely no trust
(07:45):
within the team I'm on. Everyone on the team, including
our director, have gossip to me about other members behind
their backs. I've heard that I shouldn't include complaints or
grievances in the letter of resignation, but if anyone asks
why I'm leaving, I've got page is worth of negative
experiences I could share. How would you approach this situation
and would you include any of that in a letter
(08:07):
or exit interview? Sincerely, A millennial who seems to think
she can change the old white men in the finance
industry with two crying face emojis, oh Man. Another woman
who I just want to say, keep going, my girl,
I keep going. We need more of you out there. First,
of all, I'm sorry. I'm sorry you had this awful
(08:28):
experience at a financial firm. No less, because we all
know financial services industries pay a lot of lip service
these days to wanting more women, especially women of color,
joining the industry because they are struggling. They are finding that, oh,
there's a lot of money to be had from having
diverse clientele, and yet we can't give them diverse financial representatives.
(08:49):
So let's go start a big marketing effort to get
more women and people of color to want to work here.
And clearly what they're doing is they're only thinking about
how to get us sup a door, but not how
to actually make us succeed once we get there. The
fact that you weren't even given any sort of orientation
process and you're not really understanding your role, that screams
(09:11):
it's giving, toxic work environment. It's giving we want you
on the brochure, but we don't really care about your
longevity in this space or in your career. I'm really
glad that you're getting on a bat of there. I
hope your next job is nothing like this one. I
hope that they give you everything that you need to succeed.
And I hope that you continue being open to leaving
(09:32):
whenever you're not being valued where you work. Okay, so
a couple of things here. The sexual harassment unacceptable, the
fact that HR did nothing about it. That tells me
a lot about this company and why you are leaving. Now.
What to do when you feel like you've got a
list of grievances a mile long, and especially when it's
so fresh and you're about to resign, it feels like
(09:54):
you want to let them know why you're leaving, And
I honestly support that. I think at this point on
your way out, how much do you have to lose
by telling them exactly about your experience? And I think
you have to kind of carefully weigh your options here,
play it out in your mind. You know, who would
you be sharing this list of grievances to and what
(10:16):
would be the pros and cons here now in your
industry and maybe in your city, your state. It depends
on who's at this company and if you think they
could make things more difficult for you in your career
later on, because first and foremost, you have to protect yourself.
And I'm going to be a little bit of a
cynic here and say that if the issues were so
deep with this company that a sexual harassment claim was
(10:38):
not really dealt with in an appropriate manner, and someone
like you is resigning, you know, for that and other reasons,
that you telling them their issues is maybe not gonna
change things there for the better for the next person
behind you, Like, is it worth would it be worth
potentially putting your career at risk if there are people
(10:58):
working there now who could make things more difficult for
you down the road. Now, that's a question only you
can answer if you kind of weigh out the pros
and cons and you say, you know, I actually don't
have much to lose career wise, professionally, and maybe people
work here they'll go on, But I feel like my
brand is strong enough, I've got a great network. Clearly,
you're great at your work because you were able to
(11:19):
get a job when you wanted to. But if you
feel like pretty confident that no one at this company
will cause issues for me down the line, and on
top of that, you're willing to stick your neck out
there to make things potentially better for the next woman
who's hired behind you, that's a valiant effort. That's a
valiant step to take. In my opinion, it's brave. It
takes courage to put yourself out there in that way. Now,
(11:42):
how to do it? I mean, you want to protect yourself,
So I would say, you know, putting it in an
email is one thing. If you have a conversation on
the phone, absolutely record it. I'm all about kind of
having my voice memo on for certain phone conversations so
that I have a record of it. But an email
is perfectly you know, if you don't have a formal
exit interview process, what you could do is, you know,
(12:04):
write a letter and make sure that it's going to
the people who have the actual power to change things.
So I wouldn't send an all like company wide email
to the whole company list serve and just be like,
you know what, screw you, guys, I'm out. So let
me let everyone know. I might start with head of HR,
your department, head whoever their bosses are, and just very
(12:28):
you know, objectively. And I think I mentioned on a
question from last week's episode about how important it is
to come with some evidence, you know, sit down and
make a list of here's what happened, here's the date,
here are the key players, and here's how these things
made and actively contributed to me wanting to leave. And
if you approach it that way, I really I feel
(12:49):
like that's that's the approach that I would personally take.
If from that email people want to have follow up
phone calls and they want to talk to you, and
oh my goodness, we didn't know at that point. It's
too late. It's their problem, and I wouldn't take any
of that burden on your shoulders to stick around any
longer than you absolutely have to and help them get
to the bottom of what happened. Like it's too late
(13:10):
for all that. You're just trying to let them know
so that things can maybe get a little bit incrementally
better for the next person who comes behind you. And
I think that, honestly, you're doing them a service. You're
helping them. You're giving them an opportunity to clean up
a little bit and to get better. And if they
take the opportunity or they don't, that's not on your shoulders.
You can say what you got to say and then
(13:32):
keep it moving, all right. I'm so excited for you
about your new opportunity. Thank you for being brave enough
to even consider the idea of telling them what happened
to you. There is power in our stories. I hope
that they hear your story and they take action. But
at least you can take heart in knowing that you know, hey,
(13:53):
I went out of my way to tell them what happened,
and then kind of take that pressure off yourself and
take that burden off your own orders to actually create
the change that obviously needs to be happening there so
that things are not so bad for the next person
who comes along. One thing that you didn't mention is
whether or not they already have a formal interview, a
formal exit interview process. And if there is going to
(14:15):
be a formal exit interview, I would absolutely, you know,
come prepared with that list and ask them. You know,
I actually do have some points I'd like to make.
Would you prefer I cover that in a phone call
or would you like me to just forward you on
this email and it can do the talking for me.
That's more than fine. Honestly, whatever is whatever's gonna get
your point across with the least amount of work on
your side, that's what I would do, so you can
(14:35):
save it for the exit interview. Like I said, if
you want to take things a step further, you could
make sure that a copy of those grievances are emailed
not just to the person conducting your exit interview, but
the people who are responsible for whatever grievances. You know
you're calling out their managers, like you can decide how
you want to escalate it. It all comes back to
you know, what's the risk versus reward here and are
(14:57):
you doing things you know in a in a way
that is gonna help hopefully make things better for your
other colleagues you're leaving behind. And that can tell you,
like on a scale of one to really bad petty,
how petty you want to be. I would go for
covering it in an exit interview, following up with an
email and just tagging copying the people who really have
(15:18):
the power to rectify the situation, copying on that, and
then let it go. At that point, you've done much
you need to do. Go to your new opportunity, go
to your new job, start this new chapter in your life.
Always remember what happened to you here so that it
makes you a better leader in the future, and talk
about it and you know, find people who can support
(15:38):
you in the future. And that's really all you're responsible
for at the end of the day. All right, miss
Haley aka a millennial who seems to think she can
change the old white men in the finance industry. Yes,
I hope you're not alone there because they, y'all, the
financial industry needs so much help. Okay, that is it
for B, a Q and A for this week. I'mandy
(15:58):
Woodriff Santos. Thank you so much much for listening to
the show. Don't forget to subscribe, share, tell a friend,
tell a friend about Brown Ambition. Tag us on all
of your amazing social media posts. I love to see them.
I comment, I share, I retweet, I reshare all that
good stuff. Thank you so much again, be a fan
and I will see you next week.
He Hey, ba fam, It's Mandy here with another episode
of the Brown Ambition Q and A the b A
q A. Thank y'all so much for sending us your questions.
This is one of my favorite times of the week
when I get to sit down and see what's going
on in y'all's lives and what kinds of questions you've got. Today.
We have some interesting ones. A couple of you know,
(00:26):
career questions, which is which is my groove, it's my jam,
but a kind of spicy question about someone whose husband
may or may not have been using credit cards to
invest oof. This one's painful. I'm still trying to figure
out how I'm going to respond to it. But listen,
this is some really juicy tea, some hot pipe pipe
(00:47):
and hot tea for your Friday, So let's get it going,
all right. Question number one that I teased This comes
from listener Robin, who sent us an email saying, my
husband does not believe in savings accounts and often blows
through money. I just found out that he made an
over fifty thousand dollars investment without consulting me. He often
(01:12):
does this, and he lost it all. This was all
done with credit cards? What or where should I start
to secure my financial future? Robin, every sentence it got worse, Like,
first of all, doesn't believe in savings accounts. I didn't
think that was a thing that we know. I thought
we could at least all agree that's one of those
(01:34):
things like in today's world, can't we at least agree
that saving is important, like we can we can fight
about politics and vaccinations and that. But came. I thought
we could at least agree that having more money set
aside is better than not having money set aside. But Okay,
your husband's a unique individual. So, first of all, doesn't
(01:54):
believe in savings accounts. Strike one often blows through money.
Strike two lies to you, because I think not telling
you is also a lie. Lies to you when he
spent fifty thousand dollars on credit cards to invest like what,
I don't even so I'm going to make an assumption
(02:17):
here that either he did cash advances on multiple credit
cards to get that amount of money, or potentially he
invested in an individual's business by paying with a credit card.
I have no idea. I can't even begin to fathom.
Your question, though, is where do I even start to
(02:38):
secure my financial future. Robin, Listen, I am in obviously.
I've been married for several years now, I've been with
my partner for a decade, and it's not easy. It's
definitely not easy to align yourselves financially with an entire
with a different individual. You've got different goals, different styles,
different values potentially. But this is like beyond, This is
(03:03):
beyond the normal kind of situation that partners face when
it comes to trying to work out their finances as
a team. This is next level. I mean, this is
like fraud. It's fraud on you. I'm concerned for you, genuinely,
genuinely concerned that your finances are in deep, deep jeopardy
(03:24):
the longer this continues to go on. At this point,
given the level of financial infidelity happening, the level of
I'm gonna guess manipulation control, I don't know what's exactly
going on here, but it's so bad that I don't
even know if there's a way to necessarily rectify it.
(03:45):
As far as your personal financial future, I would make
sure that none of that debt is in your name.
Like those credit cards, I'm hoping that they were just
in your husband's name and not your own, and start
keeping really tight control and protecting your finance. It's protecting
your bank accounts. I would start squirreling away money in
(04:06):
your own savings account that he does not have any
access to. Girl, get that password, get second factor authentication,
you know, get the FBI on it, lock it down,
because I don't think you want your husband anywhere near
your money, because he's proven to be really careless. Yeah,
this is shocking to me. So I would start on
(04:27):
your own, Like, let's even forget about the relationship factor. Like,
you're you're an independent woman. You can decide whether or
not this is the kind of relationship you want to
continue having. But let's say you decide to stay with
this person. I think it's all about you creating a
huge like grand canyon, sides divide, and on one end
(04:49):
of that grand canyon is him, and on the other
end of it is you and your money. So keep
it safe, keep your own savings accounts, keep your own
credit cards, make sure that they are hidden that he
can't take them. And then as far as your assets
and the debts that he's been taking out, start to
figure out you know what your if your name is
on any of those accounts. You may even want to
(05:12):
speak with a family law attorney to because in your state,
like there's sometimes not sometimes often in different states they
treat they treat spousal debt in different ways. And I'm
not sure where you're from, so I can't really speak
to the laws in your state, but reaching out for
informational conversation or consultation with a family law attorney may
(05:34):
help you figure out in your particular state, what can
be done to protect your assets from any bad acts
on his part, because that's that's the best thing you
can do. You don't mention children, so maybe you know
in this case things are a bit simpler. It's just you.
So I'm trying to think of other ways you could
potentially I mean this, this guy is unhinged. He literally
(05:57):
sounds unhinged. So I hope that you are. You can
reach out to someone who can give you some legal
advice about how to protect yourself in your state. But
this does not sound like a healthy relationship. It sounds
really freaking scary. I hope that you're taking care of
yourself and taking some steps toward protecting yourself and don't
necessarily blame yourself. I mean, listen, when people are when
(06:18):
people are this hell bent on taking risks with money,
I mean, there's something else going on there. It has
nothing to do with you, And it's not about how
you could have prevented it. Like if they're really determined,
bound and determined to make these kinds of careless mistakes
when it comes to their finances, there's probably nothing you
could have done. This is just about putting your own
(06:40):
oxygen mask on first and getting if you're not going
to get out of the relationship, at least protect yourself
financially so that you know you've got that safety and
security and you can take care of yourself at the
end of the day. I am wishing you really well.
Thank you so much for opening up and sharing your story,
and I hope you hear this and I hope that
(07:01):
you're doing well. Okay, all right, who that was a lot.
Why don't we take a quick break, You break, and
I will be right back with more of your ba
q and as Okay, we are back with our second
and last question of the day. This one is a
juicy one. It comes from a listener who would like
to remain anonymous, So I'm just gonna call her Hailey. Okay,
Hailey says, Hey, Mandy, I love the podcast, and I've
(07:23):
been loving the Q and A episodes lately. I have
a question I hope you can answer. I am resigning
from my position at a financial services firm due to
some really negative circumstances. I was sexually harassed and HR
essentially did nothing about it. There was never a formal
onboarding process, so I've been in the dark about many
fundamental elements of the role, and there's absolutely no trust
(07:45):
within the team I'm on. Everyone on the team, including
our director, have gossip to me about other members behind
their backs. I've heard that I shouldn't include complaints or
grievances in the letter of resignation, but if anyone asks
why I'm leaving, I've got page is worth of negative
experiences I could share. How would you approach this situation
and would you include any of that in a letter
(08:07):
or exit interview? Sincerely, A millennial who seems to think
she can change the old white men in the finance
industry with two crying face emojis, oh Man. Another woman
who I just want to say, keep going, my girl,
I keep going. We need more of you out there. First,
of all, I'm sorry. I'm sorry you had this awful
(08:28):
experience at a financial firm. No less, because we all
know financial services industries pay a lot of lip service
these days to wanting more women, especially women of color,
joining the industry because they are struggling. They are finding that, oh,
there's a lot of money to be had from having
diverse clientele, and yet we can't give them diverse financial representatives.
(08:49):
So let's go start a big marketing effort to get
more women and people of color to want to work here.
And clearly what they're doing is they're only thinking about
how to get us sup a door, but not how
to actually make us succeed once we get there. The
fact that you weren't even given any sort of orientation
process and you're not really understanding your role, that screams
(09:11):
it's giving, toxic work environment. It's giving we want you
on the brochure, but we don't really care about your
longevity in this space or in your career. I'm really
glad that you're getting on a bat of there. I
hope your next job is nothing like this one. I
hope that they give you everything that you need to succeed.
And I hope that you continue being open to leaving
(09:32):
whenever you're not being valued where you work. Okay, so
a couple of things here. The sexual harassment unacceptable, the
fact that HR did nothing about it. That tells me
a lot about this company and why you are leaving. Now.
What to do when you feel like you've got a
list of grievances a mile long, and especially when it's
so fresh and you're about to resign, it feels like
(09:54):
you want to let them know why you're leaving, And
I honestly support that. I think at this point on
your way out, how much do you have to lose
by telling them exactly about your experience? And I think
you have to kind of carefully weigh your options here,
play it out in your mind. You know, who would
you be sharing this list of grievances to and what
(10:16):
would be the pros and cons here now in your
industry and maybe in your city, your state. It depends
on who's at this company and if you think they
could make things more difficult for you in your career
later on, because first and foremost, you have to protect yourself.
And I'm going to be a little bit of a
cynic here and say that if the issues were so
deep with this company that a sexual harassment claim was
(10:38):
not really dealt with in an appropriate manner, and someone
like you is resigning, you know, for that and other reasons,
that you telling them their issues is maybe not gonna
change things there for the better for the next person
behind you, Like, is it worth would it be worth
potentially putting your career at risk if there are people
(10:58):
working there now who could make things more difficult for
you down the road. Now, that's a question only you
can answer if you kind of weigh out the pros
and cons and you say, you know, I actually don't
have much to lose career wise, professionally, and maybe people
work here they'll go on, But I feel like my
brand is strong enough, I've got a great network. Clearly,
you're great at your work because you were able to
(11:19):
get a job when you wanted to. But if you
feel like pretty confident that no one at this company
will cause issues for me down the line, and on
top of that, you're willing to stick your neck out
there to make things potentially better for the next woman
who's hired behind you, that's a valiant effort. That's a
valiant step to take. In my opinion, it's brave. It
takes courage to put yourself out there in that way. Now,
(11:42):
how to do it? I mean, you want to protect yourself,
So I would say, you know, putting it in an
email is one thing. If you have a conversation on
the phone, absolutely record it. I'm all about kind of
having my voice memo on for certain phone conversations so
that I have a record of it. But an email
is perfectly you know, if you don't have a formal
exit interview process, what you could do is, you know,
(12:04):
write a letter and make sure that it's going to
the people who have the actual power to change things.
So I wouldn't send an all like company wide email
to the whole company list serve and just be like,
you know what, screw you, guys, I'm out. So let
me let everyone know. I might start with head of HR,
your department, head whoever their bosses are, and just very
(12:28):
you know, objectively. And I think I mentioned on a
question from last week's episode about how important it is
to come with some evidence, you know, sit down and
make a list of here's what happened, here's the date,
here are the key players, and here's how these things
made and actively contributed to me wanting to leave. And
if you approach it that way, I really I feel
(12:49):
like that's that's the approach that I would personally take.
If from that email people want to have follow up
phone calls and they want to talk to you, and
oh my goodness, we didn't know at that point. It's
too late. It's their problem, and I wouldn't take any
of that burden on your shoulders to stick around any
longer than you absolutely have to and help them get
to the bottom of what happened. Like it's too late
(13:10):
for all that. You're just trying to let them know
so that things can maybe get a little bit incrementally
better for the next person who comes behind you. And
I think that, honestly, you're doing them a service. You're
helping them. You're giving them an opportunity to clean up
a little bit and to get better. And if they
take the opportunity or they don't, that's not on your shoulders.
You can say what you got to say and then
(13:32):
keep it moving, all right. I'm so excited for you
about your new opportunity. Thank you for being brave enough
to even consider the idea of telling them what happened
to you. There is power in our stories. I hope
that they hear your story and they take action. But
at least you can take heart in knowing that you know, hey,
(13:53):
I went out of my way to tell them what happened,
and then kind of take that pressure off yourself and
take that burden off your own orders to actually create
the change that obviously needs to be happening there so
that things are not so bad for the next person
who comes along. One thing that you didn't mention is
whether or not they already have a formal interview, a
formal exit interview process. And if there is going to
(14:15):
be a formal exit interview, I would absolutely, you know,
come prepared with that list and ask them. You know,
I actually do have some points I'd like to make.
Would you prefer I cover that in a phone call
or would you like me to just forward you on
this email and it can do the talking for me.
That's more than fine. Honestly, whatever is whatever's gonna get
your point across with the least amount of work on
your side, that's what I would do, so you can
(14:35):
save it for the exit interview. Like I said, if
you want to take things a step further, you could
make sure that a copy of those grievances are emailed
not just to the person conducting your exit interview, but
the people who are responsible for whatever grievances. You know
you're calling out their managers, like you can decide how
you want to escalate it. It all comes back to
you know, what's the risk versus reward here and are
(14:57):
you doing things you know in a in a way
that is gonna help hopefully make things better for your
other colleagues you're leaving behind. And that can tell you,
like on a scale of one to really bad petty,
how petty you want to be. I would go for
covering it in an exit interview, following up with an
email and just tagging copying the people who really have
(15:18):
the power to rectify the situation, copying on that, and
then let it go. At that point, you've done much
you need to do. Go to your new opportunity, go
to your new job, start this new chapter in your life.
Always remember what happened to you here so that it
makes you a better leader in the future, and talk
about it and you know, find people who can support
(15:38):
you in the future. And that's really all you're responsible
for at the end of the day. All right, miss
Haley aka a millennial who seems to think she can
change the old white men in the finance industry. Yes,
I hope you're not alone there because they, y'all, the
financial industry needs so much help. Okay, that is it
for B, a Q and A for this week. I'mandy
(15:58):
Woodriff Santos. Thank you so much much for listening to
the show. Don't forget to subscribe, share, tell a friend,
tell a friend about Brown Ambition. Tag us on all
of your amazing social media posts. I love to see them.
I comment, I share, I retweet, I reshare all that
good stuff. Thank you so much again, be a fan
and I will see you next week.
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