December 17, 2024 • 40 mins
After what felt like a million job applications, you finally found a company where you feel comfortable. But you can’t stay there forever, right? How do you know when it’s time to pursue new opportunities? Today, Gianna and Jamé chat with creative executive and content creator Timm Chiusano about why staying at the same company might not be a bad idea – as long as you keep finding new ways to grow.
Do you have any burning questions about work? We want to hear them! You can email us your questions at letstalkoffline@linkedin.com.
And thank you to Timm Chiusano for joining us this week! Follow Timm on LinkedIn (https://www.linkedin.com/in/complexbusinessproblemsolver/).
For more, follow Gianna (http://linkedin.com/in/giannaprudente) and Jamé (http://linkedin.com/in/jamejackson) on LinkedIn and subscribe to Gianna’s weekly newsletter: https://linkedin.com/letstalkoffline.
Credits
Gianna Prudente - Co-host, Early Career Development Editor, LinkedIn
Jamé Jackson - Co-host, Community Manager, LinkedIn
Sabrina Fang - Producer, Western Sound
Maya Pope-Chappell - Director of Content & Audience Development, LinkedIn
Jessi Hempel - Chief Content Officer, LinkedIn
Savannah Wright - Senior Producer, Western Sound
Sarah Dealy - Associate Producer, Western Sound
Alex MacInnis - Engineer, Western Sound
Courtney Coupe - Head of Original Programming, LinkedIn
Dan Roth - Editor in Chief, LinkedIn
Ben Adair - Executive Producer, Western Sound
Katrina Norvell - Executive Producer, iHeartMedia
Nikke Ettore - Executive Producer, iHeartMedia
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 (00:00):
LinkedIn News.
Speaker 2 (00:05):
Although I totally understand and I support the idea of
longevity at a company because you can kind of tell
this long term story.
Speaker 1 (00:13):
And I agree.
Speaker 2 (00:14):
I also think that what makes me sometimes a really
strong candidate is when they've seen, oh, jam has worked
at this company, this company, this company, versatile, she's versatile.
Speaker 1 (00:24):
Let me think about it.
Speaker 2 (00:25):
Why would you not want to hire someone who's worked
for all your competitors. I mean, I'm not talking trade secrets,
but I mean, like, if you already know that this
person has unique skills that they've been able to bring
and thrive in at your competitor, why would they.
Speaker 1 (00:39):
Not do the same thing for you?
Speaker 3 (00:42):
From LinkedIn News and I heard podcasts, this is Let's
Talk offline, a show about what it takes to thrive
in the early years of your career without sacrificing your values,
sanity or asleep.
Speaker 1 (00:53):
I'm Gianna Predenti.
Speaker 2 (00:55):
And I'm Jama Jackson Gadson. So you've worked hard to
land that first job. I mean, you sent in all
those job applications, you did all those informational interviews, You've
put in the work, and now you're at a job
where you feel pretty comfortable I mean, honestly, it feels good.
Speaker 1 (01:13):
A few years in, though, you start to think, hmm,
should I stay at this company or's it time to
move on?
Speaker 3 (01:20):
In other words, should you climb lie up that corporate
ladder or job up? It can be a tough decision,
especially when you've really grown to love your first job.
So if you're thinking about making a change, we're going
to help you figure out what those next career moves
might look like for you.
Speaker 1 (01:39):
Today. Let's chat. Let's do it.
Speaker 4 (01:42):
So.
Speaker 3 (01:42):
A lot of my friends have changed jobs or at
least considered it in the three years since we graduated,
and I feel like at one point, every time I
was going on LinkedIn, it was another person I knew
from school announcing a job update, and I was like,
should I be looking for jobs?
Speaker 1 (02:00):
Like?
Speaker 3 (02:01):
You know, it really got me thinking like should I
be considering moving on too? Or is it okay to
want to grow my career at LinkedIn? And these are
the questions that keep me up at night. You know,
I really could see myself staying at this company for
a while because I feel like there's so many internal
(02:21):
opportunities that I've like yet to even explore. So that's
where I'm at but let's take a look at the
larger job movement trends we've been seeing. For gen z ers,
the trend has been to job hop. So if you
guys are on career TikTok aka career talk, you've probably
heard about the benefits of switching jobs every one to
(02:42):
two years, and research shows that frequent movement really does
boost pay in the long run. I feel like you've
talked about this in your own job hopping journey, and
in the past decade or so, job hopping that trend
has really become popular in the job market. And that's
when people you know, hop quite literally from job to
job in a short period of time. And it's been
(03:04):
particularly popular among gen z and millennial workers. The reason
why is because one, it allows you to diversify your
experience and also just figure out what you want to do.
Like a lot of people change jobs early on because
they're like, ooh, this is not it and I want
to find something different. And because so many people, not
even just gen z rs, have been changing jobs so
frequently over the past you know, few years, over the pandemic,
(03:27):
job hopping isn't frowned upon like it once was. Like
it used to really raise red flags to hiring managers,
but now not so much. But I think in general,
the guidance is still to stay in a job for
at least two years, and then at that three to
four year mark is when you kind of get the
itch and when you need to start thinking about your
future at the company. And that's where I'm at. You know,
(03:49):
I'm three years in, so I'm like, hmm. But in
the past few years, the job market has been slowing
down and there's been a lot of economic uncertainty, so
now more workers are staying put because you know, it's
harder to find a job these days. But I think
the decision whether to you know, stick at your company
or find your next play, as we say here at LinkedIn,
(04:13):
is still really relevant. So in just a bit, we're
bringing on creative exec and content creator Tim Cusano, who
you guys definitely know on TikTok and if you don't,
check out his videos. But he has stayed at every
company in his career for five plus years, so he's
going to come on and share a bit about his experience.
But before he does, Tom, your career has not been linear.
Speaker 1 (04:36):
Girl, She's curvy, she's windy. My hips don't know.
Speaker 3 (04:41):
And you've had multiple jobs and worked at a bunch
of different companies throughout your career in the past decade alone,
So what's your experience been like with job switching?
Speaker 2 (04:50):
Yeah, I mean you know, this is what I will say.
First of all, I think it behooves fancy word, behooves,
particularly early career professionals to job because like you said earlier,
you don't know what you don't know, and when you
are going from maybe a company to another, or even
changing industries or markets, that is how you start asking
(05:12):
yourself the question what do I like? What do I
want out of an employer? What do I want out
of a career?
Speaker 3 (05:18):
Right?
Speaker 2 (05:19):
Because a lot of times you're thinking about what is
the job right in front of me? But how is
that building into the portfolio of your life? And so
I am so thankful particularly that when I was in
my twenties I just hopped. Now I hopped methodically. I
didn't just leave a job, but that I was mindful.
I wasn't always the year, but I was mindful. I
(05:40):
always tried to think of, you know, what was the
next opportunity did I max out in my job? Had
I max out in the roles and responsibilities or was
I just being very underpaid and not acknowledged for the work.
And if I felt like I could go out and
find something else that was going to hit whatever I
needed at that time, whether it was more money, more responsibilities,
(06:00):
better work life balance, I was going to go all
in on it. I am so thankful that I did,
because I think job hopping or job switching has a
lot of benefits. I mean, first of all, you have
the possible wage increases. I've talked about this before. There
was a series of like five or six years where
I literally almost doubled my salary every time I took
on a new job. Yeah, because you need to get
(06:20):
in there, you need to learn what you need to learn.
You need to build that portfolio. And if you can
show you the next person that you have the skill sets,
why not go for the maximum. Another thing are title bumps.
Now this is I think a little bit more dependent
on your industry or your market. I have definitely worked
at some places where two people of two different seniorities
(06:41):
are both internally revered the same because even the person
on a lower seniority level still carries the roles and
the responsibilities of someone more senior. That's totally fine if
that's your jam. But I look at it that if
I'm doing the work of someone who's two four pay
bands that hire the me baby, where's the pay banding?
Is the band in my pocket? It's not bandit, it's
(07:04):
that it's actually very discombobulating. So depending where you're at,
you could actually negotiate your title. Like this is something
that a lot of people, I think don't think about
when you're getting that initial job offer, that your title
can also sometimes be negotiated. And I think that this
is a really important distinction because if you are on
the road map to become I don't know, one day,
(07:25):
you know you want to be a CMO Chief marketing officer,
Let's say you want to make sure that resume reflects
the right job titles that are going to help you
get there.
Speaker 1 (07:34):
So titles do matter.
Speaker 2 (07:35):
For certain industries. So that's another thing that I think
job switching can do. Another thing is you get the
opportunity to grow in a new work environment. This is
super important, I think, particularly if you come from like
a toxic work atmosphere, which, by.
Speaker 1 (07:48):
The way, seamless plug.
Speaker 2 (07:51):
We already have an episode all around that, which if
you skipped that episode to listen to this one, baby
go back.
Speaker 1 (07:58):
But seriously, like, sometimes.
Speaker 2 (07:59):
Some people just need a new change of environment, Like
just the idea of being in a new position, a
new work environment, it just breathes like a breath of
fresh air.
Speaker 3 (08:08):
Yeah, And there's also different types of work environments you can,
Like if you work in a more fast paced, startup
kind of environment and you want something a little bit
more stable, if stability even exists in this world, who knows.
Speaker 1 (08:19):
Yeah, No, I love what you've said because that it's
so true.
Speaker 2 (08:22):
Or let's say, for instance, you've been working at a
company where you've been in the office, maybe you realize
because of different things, because of personal life boundaries, maybe
you say, okay, you know what I want to take
on a fully remote job, and so like, there are
just different things that you can do that you can
evaluate in job searching. And the last thing I will
say is that this is also a unique opportunity for
you to diversify your experience and your resume. Although I
(08:48):
totally understand and I support the idea of longevity at
a company because you can kind of tell this long
term story.
Speaker 1 (08:55):
And I agree, right, I do agree.
Speaker 2 (08:57):
I also think that what makes me some time a
really strong candidate is when they've seen, oh, Jamae has
worked at this company, this company, this company.
Speaker 1 (09:06):
She's versatile because adaptable.
Speaker 5 (09:08):
I am.
Speaker 1 (09:08):
I've gone into all of these. Let me think about it.
Speaker 2 (09:11):
Why would you not want to hire someone who's worked
for all your competitors. I mean, I'm not talking trade secrets,
but I mean, like, if you already know that this
person has unique skills that they've been able to bring
and thrive in at your competitor, why would they not
do the same thing for you.
Speaker 1 (09:26):
You already like performed in the big lage.
Speaker 2 (09:28):
I've proven my case. Put me on the main stage.
I'm Coachella baby.
Speaker 4 (09:33):
Wow.
Speaker 1 (09:34):
I was gonna go with a baseball reference and then
you would so.
Speaker 2 (09:37):
I mean, coach Coachella Baseball something like that. God, oh yeah,
that's me throwing my chance an opportunity. But seriously, job
switching I think can be very beneficial if you think
about the long term strategy.
Speaker 1 (09:54):
But where there's a pro there is usually a convent.
Speaker 3 (09:58):
Here comes in Gianna, here comes I mean usually half
class full.
Speaker 1 (10:03):
But for today's purposes, We got to talk about the cons.
You can be the antagonist.
Speaker 3 (10:06):
Yeah, so today I am the villain to tell you
that there are cons when you job hop too frequently.
Like I said before, job popping is more normalized than
it was in the past, but it's still going to
raise eyebrows and kind of spark some skepticism with employers,
especially if you know you're changing jobs like every year
(10:29):
or less than right, then it has somebody thinking, hm,
why so do you just need to be prepared to
address that in an interview.
Speaker 2 (10:36):
I will definitely say though, that I think that that's
way too soon to lead unless you are in a
toxic work atmosphere or you just kind of can't get
the grounding. But if you're just like, actually, I've already
learned everything I need to in the nine months I'm
going to be gone now that you have not given
yourself adequate time to really grow in your role.
Speaker 3 (10:54):
That's a really good call out. So, Jamai, you've made
a pretty good case for job switching.
Speaker 1 (10:59):
Thank you. I say so myself.
Speaker 3 (11:01):
But I think it's time we bring in Tim to
make the case for growing your career at a company
so he can.
Speaker 1 (11:07):
Chair some of the pros.
Speaker 2 (11:08):
What do you think, Ooh, it's gonna be like the
Gianna versus Tim versus Jimmy faceof.
Speaker 1 (11:13):
I think I'm Switzerland lucky.
Speaker 3 (11:19):
Leaving your first real adult job can feel like a
huge decision, but it.
Speaker 1 (11:24):
Doesn't have to be.
Speaker 3 (11:25):
Coming up, we're talking with creative executive Tim Cisano about
how to find opportunities to keep growing at your current company.
Speaker 2 (11:44):
Today's conversation is all around figuring out should I stay
in the job or should I go on and try
something new? And the truth of the matter is, I
don't really know if it's as black and white as
a lot of people say. Thankfully, gian and I have
a guest in today's hot chain who's going to also
share their opinion. Gee, who do we bring on this week?
Speaker 3 (12:04):
I am so excited to bring on Tim Cisano. He's
a creative EGZECH who has held roles at ABC Sports, ESPN,
and most recently left his decade long tenure as a
VP at Charter Communications, which is the telecommunications and mass
media company. He's also a content creator, well known for
his tiktoks. I love his videos, by the way, that
(12:25):
document his life and encourage people to slow down and
enjoy the simple, even mundane parts of everyday life, which
is a reminder I think all of us need sometimes.
He's a strong believer that there's a lot of opportunity
to grow at the same company, especially as someone who's
spent at least five years at each of the companies
he's worked for throughout his career. So we're excited for
him to share his insights with all of you guys.
Speaker 4 (12:46):
Welcome Tim, Thank you for having me. Wow, how exciting.
Thank you for having me today.
Speaker 2 (12:51):
We love talking to particularly creative creatives over here.
Speaker 1 (12:56):
I love learning about people's journey.
Speaker 2 (12:57):
So let's just start there, like, can you go us
a short summary of what your career journey so far
has been.
Speaker 4 (13:03):
Started out part time everything, finally got my foot in
that door with ABC Sports full time. There's a graphics producer,
assistant producer, production associate for five years. Then I got
married and had a panic attack that I can't travel
with thirty six weeks a year and have a solid,
healthy relationship. So figured out that I really needed to
(13:24):
get a desk job on the business side and kind
of finagled my way into ESPN's marketing team. Did that
for seven years with ESPN, worked on some of their
biggest properties and some of the biggest brands on the planet,
and then I got this really interesting offer to go
to what was Time Warner Cable to reinvent the way
(13:45):
that they were offering creative services to small businesses, which
then became Charter Communications after a merger and acquisition situation.
Did that for the past eleven years, started making tiktoks
off the side of my desk. Shockingly, they blew up,
and now I'm a full time stay at home dad
that's doing a bit of writing and creating and consulting
(14:08):
and coaching and trying to figure it out all over again.
Speaker 1 (14:11):
I love that.
Speaker 3 (14:13):
So, Tim, You've been at a few companies throughout your career,
and at each of those companies you were there for
at least five years. So I'm wondering what went into
your decision to stay as long as you did.
Speaker 4 (14:25):
The decision to stay throughout was because there was nothing
else that drew me away during the question of when
is it time to go is to me, it's such
an interesting one because you should always have your eyes
on what is out there. So I think everybody should
always have their head on a swivel. But at the
(14:47):
same time, you have to make the most of the
opportunity that's in front of you. There is no decision
to make until you have that offer on the table
or you're truly in a position where like, I got
to get out of here. But it's almost like, you know,
you get into a house and it's like, well, when
do I move? Will you move? When you find another house?
So how do you find another house? Will you start looking?
It's like these micro steps along the way, So focus
(15:09):
on micro because I also think it's so much easier
to digest. When you get so obsessed with like that
macro decision that's at the core of your question, then
it can become jarring and overwhelming. All you gotta worry
about is do I do a decent job, keep my
resume up to date? Am I generally aware of what
else is out there? You know? Just if you can
do those things, I think your brain is going to
(15:32):
breathe a little easier, and then it'll the right time
will come when the right time comes, versus you feeling like,
oh my goodness, there's like some sort of hard pivot
moment here, and now I'm going to jump or no,
I've got to figure something out, like just chip away
at it and amazing things will happen.
Speaker 3 (15:48):
Yeah, you know, I think sometimes people like just make
a rash decision because it's you know, you feel like
I need to get out and I got to do
it now, and then you realize, Okay, the grass was
not greener. I maybe you should have stayed and really
hold over this decision longer.
Speaker 4 (16:01):
Totally.
Speaker 2 (16:02):
Yeah, So I want to ask because this is actually
something that offline, Gianna and I talk about a lot,
particularly around like when it's time to go and now
there are you know, people who out there who say,
you know, around year three or four of your tenure
at a company is when it's time to start looking
for a new job. What do you see as the
value of working at the same company for longer periods
(16:25):
of time?
Speaker 4 (16:27):
Relationships, long term, significant trust that can be built both
with coworkers and people that are outside of your day
to day plus unless you feel like you're being truly, truly,
truly pigeonholed. And I think that a lot of people
don't give themselves enough credit for what they could actually
do in their current role to expand They feel like, oh,
(16:50):
I need this other place to give me additional responsibilities
or opportunities so that I can grow, which to me
is like, well wait a minute, you really I don't
think you could do that for yourself right now? Like
you really don't think you could go find some work
dessert as I would call it, in another section of
the company, to learn and to grow. So I would say,
(17:11):
have you really maximized what's at your current disposal? Are
there places where you could use your biggest, weirdest idea
and use the resources and the network that you currently
have to see if that could come to life. So
don't overlook the opportunities and the resources that you have
directly in front of you just because you feel like
there's some sort of time marker where you're like, oh,
(17:33):
begs must be cooked now. So I got to go yeah,
O wait.
Speaker 3 (17:37):
And we have a really fun segment on the show
called Deer Work Bestie where we answer questions from our listeners.
So this week's comes from Joey in California.
Speaker 5 (17:47):
I've been in my current job for a little over
a year now, and this is my first job out
of university. I really enjoy this role and I don't
anticipate leaving anytime soon, but I also don't want to
become too completely and close myself off to opportunities this
early in my career. How do you know when it's
time to leave your first job or company? And once
(18:08):
you know this, how do you approach this conversation, especially
with the manager you really care about and don't want
to disappoints.
Speaker 4 (18:16):
I mean easy couple answers from my perspective. One, you
know when it's time to leave when you have another
offer on the table. Right, you're literally deciding between two
things that are sitting on your desk versus that kind
of stair step approach we discussed earlier. So Joey, always
have your head on the swivel. Know it's out there,
and it's okay to know what's out there. Then you'll
(18:40):
come to a point where you're like, Wow, this is
an amazing decision that I have to contemplate. And if
you're in a good environment, a good boss will be
okay with that. In fact, they'll be stoked, truly be
like wow, good for you. Good bosses should be in
a position and they should be efforting towards putting their
people in places where they could get poached where where
(19:01):
they know that this is a very attractive talent for X,
Y or Z purpose and it's inevitable.
Speaker 3 (19:08):
And then how do you go about the conversation with
your manager when you bring that up.
Speaker 4 (19:13):
I mean, my conversation with my manager was a you know,
and this is literally somebody that just did this. It
was it was different because I wasn't leaving for another job,
but it was like, all right, it's it's time. I
think for this specific question, it's very you want to
be very straightforward. I need to talk to you. I
have another offer. I'm really excited about this opportunity. It
(19:36):
kind of crushes me to sit here and have this
conversation with you directly, but at the same time, you know,
this seems like it's really in my best interest, and
I think that the smartest way to handle this is blank, right,
And only this person can say what blank is if
they're in a role where cool two weeks is fine enough.
(19:57):
If they're say, hey, this is one of our competitive
like you may want to keep that in mind. Like
if you can just be self aware and cognizant of
what the broader ramifications are and you're direct with the conversation.
That's all you can do. There's like way too many
nuances that there's in like one specific script. Be upfront,
be honest, be kind, be self aware, and you'll be
(20:20):
more than fine.
Speaker 5 (20:21):
Yeah.
Speaker 1 (20:22):
What I appreciate is that you saying, like you know,
a good manager wants you to succeed, and not just succeed,
but be so darn good that other people want you to.
Speaker 2 (20:32):
And I find that particularly when I talk to people
who are younger than me, and I like, even like
my mentees, they do have a lot of loyalty to
their manager. And I'm not saying that that's a bad
thing at all, but I always say, be weary that
you don't give so much loyalty to someone that you
stunt your own career, or that you feel like they
want you to only stay under them. And I love
(20:55):
that you have framed this idea around having a conversation
with people, being open and figuring out how do we
tackle this as a partnership, because I think, like, when
you look at it like that, that is really the
beginning steps of how you build your network that exists
long after you move out of a certain role or
a company.
Speaker 4 (21:13):
I wholeheartedly agree yeah, don't. You don't want to be
in a position where you feel obligated to your and
I felt that way. I'm the boss that I just
walked away from, the best boss I ever had by
a country mile. There was a lot of emotional attachment
that went into that. But at the same time, too,
I genuinely knew that he had my best interest at heart,
(21:34):
and I knew that I kind of had to rip
the band aid off, even though I literally took almost
like a full year between all the different pieces that
I moved to make sure that this was done the
right way. But you know, I would ask yourself, like
why do I feel that way? Do you actually have
that kind of relationship or you just scared to have
a direct conversation. There isn't a wrong answer, but if
(21:56):
you can be honest with yourself, then it'll start to
come and the more difficult conversations, especially ones like this
that you're comfortable having. If your intentions are good and
your efforts are solid, then you really can do no
wrong and don't don't let yourself get pinned in the
corner be or some people could just use it as
an excuse. I like my manager too much, like be
(22:19):
honest with yourself and be honest with your surroundings and
you'll be fine.
Speaker 5 (22:22):
Yeah.
Speaker 3 (22:23):
I love this idea of finding ways to grow within
your role and kind of expand your job description, and
like growing within a company doesn't always mean changing your
title and moving up the ladder, but growing within your position.
I'm wondering, like, if you think about people who are
just starting out and you want, let's say you have
this great idea, getting influence or getting people to buy
(22:43):
into that idea can be challenging, and especially when you
know you're maybe the younger person on the team. So
do you have any advice on getting that buy in
and like pitching yourself as the person to take on
that project or you know, the person to have the
idea for whatever initiative it might be.
Speaker 5 (23:00):
Yes.
Speaker 4 (23:00):
And I love that question so so much because I've
I do call this like how to bring your weirdest
idea to life, because I've had a couple of those
where I just had this big, random, weird idea and
I remember being like, I'm so sure of this, and
then I would bring it into somebody's office to be
like that's great, and then they would go right back
to work. When you think about going into somebody else's
(23:22):
office or having a big idea, you think like, oh,
this is so great, it's going to naturally pull people in.
It's actually going to push people away for a couple
of different reasons. One, they have their own stuff to
worry about. So if you walk in you got to
like this big game changing idea, you're basically saying, here's
the thought that I have that's going to mean more
work for you. Aren't you excited? Aren't you excited to
(23:44):
make me look great? Now?
Speaker 1 (23:45):
I'm so right, it's not.
Speaker 4 (23:48):
Going to like. It's not unless you're saying, this is
something that's going to change about my role and you're like,
I've got the whole thing, don't worry about it. But like,
most of those big ideas are going to change a
business or have some sort of impact on the company
or going to have cascade effects. So the steps to
bringing it to life are one being okay with the
fact that it's going to take a long time. Probably
(24:09):
you're probably going to hear a lot of nose and
you're probably gonn get a lot of people that are
like that, even the ones that are really excited for you,
and they think it's amazing, but like, I'm not here
to help other people fulfill their dreams with all their
respective here to do my job. If you first you
have to describe it really well in a simple way.
What is the idea? Can you describe it as simply
(24:31):
as possible, and can you also explain why? Why? What
does this impact the business? What is the upside? And
then you have to be ready to have everybody poke
a thousand holes in it, because that's what you need.
If you don't have all the holes poked in it,
like there's a distinct possibility. With all the respect especially
(24:51):
to people that are out of the gate. You might
have seen something. You might have walked in the door
and immediately been like, here is another place for us
to double our business. Great, but that takes another four
million dollars in investments, and it takes X, Y and z.
But if you're willing to take the time to document
it to even get people to poke holes in how
you documented the idea, to shop it around to get
(25:14):
a bunch of nos, to then put some yeses to
those nos. If you can explain it in a simple
way the impact you could have on the business, and
then you're willing to go do the legwork, you can
start to create your own kind of stair step to
get there and then be okay at the end if
you don't get credit, because especially if you're earlier in
your career, chances are if you have something that mega
(25:36):
blows up, the president of the company, the president of
the department, whomever is going to be the one that
gets a sound by in the New York Times, speaking
from experience, not the senior manager that was over the
side of the marketing team that nobody had any idea existed.
But it pays off. It pays off big time.
Speaker 2 (25:55):
I think what I appreciate the most about what you
just outlined is this idea of like removing ego out
of it, because it's so easy for anyone at any
point in your career to attach your ego to a project.
You care about this idea. You want to put this
baby out into the world. You want the credit, and
even though all of those things are valid, if you
really want the idea to succeed, sometimes you understand that
(26:16):
you are going to have to build community. Sometimes that
means you are going to have to get more no's
than yes is. And I just really appreciate that because
that is definitely something I had to learn, both the
easy and the hard way when I first started out,
and I just think more people should embrace this idea
of removing the ego.
Speaker 1 (26:30):
I love that.
Speaker 3 (26:32):
I just want to quickly add too, that I've had
to learn poking holes in something doesn't mean somebody just
like wants to get you and catch you without the answer. Really,
they're just curious and want to help you get to
a stronger outcome. But it's really hard to kind of
realize that in the moment because you feel like, oh,
if I don't have the answer, then they're going to
think I'm stupid or I'm dumb. But really it's okay
(26:53):
to say, hey, you know I don't have the answer.
I'll come back to you and really work with that
person to kind of, like, you know, just get to
where you need to be totally.
Speaker 1 (27:02):
So we talked about ways.
Speaker 3 (27:03):
To grow within your role, especially if you're early in
your career, and you mentioned being proactive in that, like
raising your hand for projects, coming up with new ideas.
But sometimes you either you know, get pushed back or
have trouble you know, identifying those opportunities. Because the scope
of your work can be kind of siloed when you're
starting out. So I'm wondering, as somebody who's been in
(27:23):
management and executive positions, how can people early in their
career work with their managers to identify those opportunities for
growth within the company.
Speaker 4 (27:33):
I think you have to do it on your own
to a certain extent. A lot of this you're going
to find out by trying and failing, So there isn't
a bad place to start. I think as long as
you can do you have a thought on the business,
and why are you cool to make the first key strokes?
I would say, don't ask your manager like you know,
(27:53):
certainly you could ask your manager like, hey, I would
like to take a more responsibility, et cetera, but don't
like that. The cheat code is your manager's probably got
enough on their plate where if they had additional work
for you, they're going to give you additional work. You
should be okay to say here's some suggestions and have
them be like I never thought of that, right, And
(28:15):
then it's going to be on you on both sides
of that, And that you also have to be okay
with the fact that your first five ideas could be wrong,
or they could be pointed in different directions just because
you don't know yet, and that's totally fine. That's growing
and learning. So just don't stop with the new ideas,
don't stop thinking about how you can grow yourself from
your skill set, because it's all for you too. You
(28:37):
get people can get confused, They're like, oh, well, this
is just for the company's benefit, it's for yours.
Speaker 5 (28:44):
Yeah.
Speaker 2 (28:45):
I think what's I'm taking away from this conversation And
I really appreciate it because it's always a great reminder.
Is like, we are all innovators, and sometimes sometimes you
have a great idea, it's just the wrong time. More like,
not all of the day different variables are in place,
but that doesn't make the idea not a good idea.
(29:06):
So in the meantime, until all the variables fall into place,
you can continue to pressure tests and gather information and
research and throw ideas. And I just like, I love
this idea that we can all be pressure testers of
our own ideas, but we also can invite others to
do the same. But this idea that you have to
keep putting one foot in front of the other. You
have to just keep going even when you get those rejections,
(29:28):
I think it's just a great lesson for us all
to remember and again removing ego out of it. Well, Tim,
thank you so much for joining us. I know, me
and Gianna we've taken in so much just from you,
hearing you about your journey and even just like the
temperature checks that you've given yourself over the years to
figure out when was it time to move on? And
(29:48):
what I love the most is that like you have
not been prescriptive whatsoever and saying like you have to
do it like this or not. And I think that's
going to resonate so much with our besties. So thank
you so much for coming on the podcast. We appreciate you, Tim.
Speaker 3 (30:00):
Before we let you go, where can our listeners find you?
Speaker 4 (30:04):
They can find me on Instagram, TikTok, YouTube, all the places.
Look up my name, you'll find my stuff and hopefully
it helps. Thank you, Tim, I appreciate you both. Thank
you so much. This is a really fun conversation.
Speaker 2 (30:23):
Tim gave a lot of great advice. And if you
want to stay at your company, that's awesome. Now if
you want to leave, that's cool too. What's important is
that you feel like you're growing no matter where you
are in your career. After the break, I.
Speaker 1 (30:36):
Love a good holiday party, but can they be cringe?
That's next? Okay, So Tim, give me a lot to
think about. I kind of want to know where are
you still Switzerland? Do we need an offline? I think
(31:00):
right now?
Speaker 3 (31:01):
I grow your career at a company as long as
you have opportunities to grow in your role and also
potentially elsewhere within the company.
Speaker 5 (31:09):
Yeah.
Speaker 2 (31:09):
I really love when he said that, because we've said
it a couple times on the podcast. Now about like,
have you really maxed out in your role? And I think,
like so often everybody myself included, you always think, of
course I have. But the truth of the matter is
you probably have opportunities to upscale. And I really appreciated
how he mentioned, like, if you are interested in doing
something else, even if it's not necessarily in your job description,
(31:31):
do you need to go to an entirely different company
to do that? Or can you raise your hand for
internal projects? A good manager is also going to help
you figure out, Okay, how can this person continue to
grow and up level themselves whilst at the company. So
I really appreciated him saying that because I think we all,
no matter where you are at in your career, can
benefit from that. Yeah, but what do you think What
(31:52):
was your takeaway?
Speaker 1 (31:53):
Frow was a good reminder. What I'm taking away is,
you know, just like take a chill.
Speaker 3 (31:59):
Though you didn't say that, but that's what I'm taking away.
It's like, we get so kind of caught up with
these big macro decisions of like should I stay or
should I leave? But when you kind of zoom in,
there's so many micro steps and micro decisions.
Speaker 1 (32:13):
That get you there. It's not this big like life
or death situation.
Speaker 3 (32:18):
If you have the privilege of making the decision, I
should say, right, like, sometimes you have to leave for
whatever reason and maybe you don't have a lot of
say in it. But I think if you do have
the privilege to make the decision of staying or leaving,
you don't need to get so caught up in like
this Blacker White situation.
Speaker 1 (32:33):
Take your time.
Speaker 3 (32:34):
He said it was like a year lead up until
he actually left right his last job. So you know,
take small steps and you know, take that informational interview,
have that networking call, exhaust all your options within that
current role before you kind of have that other job
offer on the table and then can make the decision.
Speaker 1 (32:51):
Yeah, you know.
Speaker 2 (32:52):
I think what's been so illuminating about this conversation is
that whether you choose to stay and you want to
grow in your career like at a company, or you
choose to leave and explore other options, at the end
of the day, it's your decision. And what I love
is that careers are just as unique as the person
who's rocking it. I think at the end of the day,
(33:13):
like we can only give you, guys like tips and
things to think about, but you have to do what
is right for you. I'm still siding on the side
of a hop, skip and a jump, but I might
linger a little bit.
Speaker 1 (33:25):
I was gonna say, you're sounding a little bit like Switzerland.
Speaker 2 (33:28):
I don't know if I'm that sweet, but but you
know what is sweet?
Speaker 1 (33:33):
Cringe or cool?
Speaker 2 (33:35):
You guys, this is where we discuss all things workplace
culture and trends and we get to determine whether they
are cool or cringe. Gihan and I are doing something
a little different this week, Gianna, what do we talk.
Speaker 3 (33:47):
About special edition of cooler Cringe. We're talking about the
holiday office party.
Speaker 1 (33:54):
Happy holidays.
Speaker 3 (34:00):
In honor of the holidays, we're gonna be doing a
lightning round version of Cringe or Cool discussing the holiday
office party. So we're going to go through a list
of things related to holiday office parties and determine whether
they're cringe or cool.
Speaker 1 (34:14):
I'm first.
Speaker 3 (34:15):
Okay, guys, we don't even know what these are. Producer
just handed us notes. So let's say I'm first. Okay,
number one, having an open bar.
Speaker 2 (34:24):
I think it's cool because who doesn't want to, you know,
get a little comfortable.
Speaker 1 (34:29):
You know, you want to be able to like rocking around, Yeah,
rocking around what you drink? Yeah, But I will say
it's kind of cringe because some people don't know how
to hold their Nika. Yeah, I love a holiday cocktail.
But be foreale that you got to go back to
work because you guys don't want to wake up the
next day. And I know some people have been there
being like, what did I say to my boss? Or
(34:50):
you wake up? And who's no, Okay, what's your school
of cringe? I'm just saying, all right, so consensus cool
could be cringe cool, but too much it's cringe? Yeah? Okay, Okay,
you're nine is talking about work at the party.
Speaker 2 (35:04):
Oh okay, here's my thing.
Speaker 3 (35:07):
Oh god, But like, honestly, as a socially anxious girl,
like sometimes you need that to break the ice. You
might be making small talk with people that are not
on your immediate team. I know you're like literally throwing
up at the idea of a small talk. I see
that on your face. But like, just stay with me
for a moment here, stay brave. I think fine.
Speaker 1 (35:26):
But like, I mean, you're at work, So yeah, you're
gonna talk about work. I think it's cool. Honestly, it's cool.
Don't talk. Also, some people don't want to get too personal.
Speaker 2 (35:35):
Okay, so I really do we disagree? O, don't talk
to me Like, no, if I'm here to party, I'm
not here to talk about work.
Speaker 1 (35:43):
Okay. I've never been to like a party party like Holly.
Speaker 2 (35:45):
No, I don't even like to go to like team
happy hours and us talk about work. It's not happy anymore. Yeah,
I guess at that point we might as well clock in.
You want me to print some things off while we're
at it.
Speaker 3 (35:57):
I mean, I don't think we're being like, oh, did
you make updates to that project? I think it just
like oh, what do you do at the company?
Speaker 1 (36:03):
No, you know what? You can't they can't. You can
ask me that all my day holiday party, I'm saying,
bar away from jamatic.
Speaker 5 (36:10):
Why are we.
Speaker 1 (36:10):
Talking about this now? What does it matter what I do?
Speaker 5 (36:13):
Get?
Speaker 1 (36:13):
Let's let's drink. So you want somebody, You're gonna be
the one at the open bar. I'm trying to be
out on the floor. I don't have time to be
talking about roles and responsibility.
Speaker 3 (36:23):
I've never been to a holiday party at work with
the dance floor, so if there was one, I want
to be talking about work.
Speaker 2 (36:28):
Yeah, our holiday parties are a little bit more on
the corporate side. I've been in some more risque situations.
Speaker 1 (36:34):
We'll offline about that.
Speaker 3 (36:35):
Yeah, okay, last one giving useless gifts in a white
elephant gift exchange to be funny.
Speaker 1 (36:43):
Absolutely cringe. First of all, I hate bad gifts.
Speaker 3 (36:47):
You know what this is cringe because I'm the type
of person I feel like you're also like this, Like
I'm thoughtful about the gift. I'm spending so much time
figuring out like what is gender neutral? What is going
to be like under the limit? What can somebody actually use?
And then I'd be the one to get like a
yo yo and be like, seriously, what am I doing with.
Speaker 1 (37:07):
This yo yo? And I know you didn't spend twenty
five dollars on the yo yo.
Speaker 2 (37:10):
That's my villain origin story, because how dare you have
me go up here to Macy's Harold Square with the
beautiful lights and I just spent all this money on
a nice gift for you. Got them to do the
premiere packaging package, the candles, you know how they do
the cue, the little the little wrap.
Speaker 1 (37:28):
Oh my, you even a little bit above budget, Like
I spent extra money for you to give you the
experience of a life. Here's the worst part.
Speaker 3 (37:37):
You have to open it live and if you guys
don't know, like, I cannot hide a facial expression to
save my life. So when I open that yo yo,
I'm like, oh, what's.
Speaker 1 (37:49):
The problem my face? I can I can lie on
my acting taps in heavy, but I'm dying inside.
Speaker 3 (37:57):
And that stops people from particip beating next year one
thousand percent And then guess what next year is like?
Speaker 1 (38:02):
Two people doing it? Then like just exchange each other seriously,
Yeah no, I mean honestly, I think we can just
mix the whole gift giving things. Let's just do like
gift cards.
Speaker 3 (38:10):
Yeah, we're just a card a card. Okay, so we agree, cringe,
very cringe. Okay, so we agreed on to divide it
on one pretty solid.
Speaker 1 (38:20):
I think I think we're doing all things.
Speaker 2 (38:21):
Had we ended together, I was getting a little We
can talk more at the holiday party, yes, but not
about work. Noted well, I hope that you guys have
also enjoyed this when we would definitely love to know
which do you guys agree with?
Speaker 1 (38:36):
Are these topics cool? Cringe? Also let us know other ones,
like holiday parties in general cooler cringe, Like, are you
guys going? Is that the thing?
Speaker 4 (38:43):
Now?
Speaker 1 (38:43):
Let's the vibe. Let's the vibe. I love a holiday party,
me too. I'm gonna go. Yeah, we can wear ugly sweaters.
Let's talk off I'm not sweaters anyways.
Speaker 3 (38:54):
All right, guys, let us know what you think you
can let us know in the newsletter this week, we'll
be discussing the topics there. Make sure you're following the newsletter.
It's called Let's Talk Offline. A link will be in
the show description and also in my LinkedIn bio. You
can also share posts on LinkedIn and tag Jamay and
I letting us know your takeaways from this week's episode
and your takes uncle or cringe.
Speaker 2 (39:15):
Also, we have to give a warm holiday thank you
to Joey for setting in your question. You have just
given Gean and I the holiday gift of the spirit,
the spirit back, a spirit to keep going through the
end of the year. Thank you Joey for your contribution
and your amazing gift. You all too can also give
us gifts of questions. Okay, information on how to do
(39:39):
that is in the show description.
Speaker 3 (39:41):
Speaking of gifts, please rate and review the show and
give us a follow so you get notified each week
when episode drops.
Speaker 1 (39:48):
I'd be the greatest gift of it. I'd be the
greatest gift.
Speaker 3 (39:50):
That's the only thing on our wish list is here
maybe for you, but I will circle back the designer
bag centers. All right, guys, thank you so much for
listening this week. Before you go, remember we've always got
your back, so if something comes up.
Speaker 1 (40:03):
Let's Talk Offline. I'm Jonna PRDUENTI and I'm Jamie Jackson Gadsden,
Stay Thriving.
Speaker 3 (40:10):
Let's Talk Offline is a production of LinkedIn News and
iHeart Podcasts. The show is produced by Western Sound. Our
producer is Sabrina Fang. The show is edited by Savannah Wright.
Our associate producer is Sarah Dealey. Alex mckinnis is our engineer,
and Ben Adair is the executive producer.
Speaker 2 (40:27):
Executive producers at iHeart Podcasts are Katrina Norvel and Nikki Etour.
We got support from LinkedIn's Jesse Hemple, Sarah Storm and
Ayana Angel. Maya Pope Chappelle is director of Content, Dave
Pond is head of News Production, Courtney Coop is head
of Original Programming, and Dan Roth is the editor in
(40:47):
chief of LinkedIn
LinkedIn News.
Speaker 2 (00:05):
Although I totally understand and I support the idea of
longevity at a company because you can kind of tell
this long term story.
Speaker 1 (00:13):
And I agree.
Speaker 2 (00:14):
I also think that what makes me sometimes a really
strong candidate is when they've seen, oh, jam has worked
at this company, this company, this company, versatile, she's versatile.
Speaker 1 (00:24):
Let me think about it.
Speaker 2 (00:25):
Why would you not want to hire someone who's worked
for all your competitors. I mean, I'm not talking trade secrets,
but I mean, like, if you already know that this
person has unique skills that they've been able to bring
and thrive in at your competitor, why would they.
Speaker 1 (00:39):
Not do the same thing for you?
Speaker 3 (00:42):
From LinkedIn News and I heard podcasts, this is Let's
Talk offline, a show about what it takes to thrive
in the early years of your career without sacrificing your values,
sanity or asleep.
Speaker 1 (00:53):
I'm Gianna Predenti.
Speaker 2 (00:55):
And I'm Jama Jackson Gadson. So you've worked hard to
land that first job. I mean, you sent in all
those job applications, you did all those informational interviews, You've
put in the work, and now you're at a job
where you feel pretty comfortable I mean, honestly, it feels good.
Speaker 1 (01:13):
A few years in, though, you start to think, hmm,
should I stay at this company or's it time to
move on?
Speaker 3 (01:20):
In other words, should you climb lie up that corporate
ladder or job up? It can be a tough decision,
especially when you've really grown to love your first job.
So if you're thinking about making a change, we're going
to help you figure out what those next career moves
might look like for you.
Speaker 1 (01:39):
Today. Let's chat. Let's do it.
Speaker 4 (01:42):
So.
Speaker 3 (01:42):
A lot of my friends have changed jobs or at
least considered it in the three years since we graduated,
and I feel like at one point, every time I
was going on LinkedIn, it was another person I knew
from school announcing a job update, and I was like,
should I be looking for jobs?
Speaker 1 (02:00):
Like?
Speaker 3 (02:01):
You know, it really got me thinking like should I
be considering moving on too? Or is it okay to
want to grow my career at LinkedIn? And these are
the questions that keep me up at night. You know,
I really could see myself staying at this company for
a while because I feel like there's so many internal
(02:21):
opportunities that I've like yet to even explore. So that's
where I'm at but let's take a look at the
larger job movement trends we've been seeing. For gen z ers,
the trend has been to job hop. So if you
guys are on career TikTok aka career talk, you've probably
heard about the benefits of switching jobs every one to
(02:42):
two years, and research shows that frequent movement really does
boost pay in the long run. I feel like you've
talked about this in your own job hopping journey, and
in the past decade or so, job hopping that trend
has really become popular in the job market. And that's
when people you know, hop quite literally from job to
job in a short period of time. And it's been
(03:04):
particularly popular among gen z and millennial workers. The reason
why is because one, it allows you to diversify your
experience and also just figure out what you want to do.
Like a lot of people change jobs early on because
they're like, ooh, this is not it and I want
to find something different. And because so many people, not
even just gen z rs, have been changing jobs so
frequently over the past you know, few years, over the pandemic,
(03:27):
job hopping isn't frowned upon like it once was. Like
it used to really raise red flags to hiring managers,
but now not so much. But I think in general,
the guidance is still to stay in a job for
at least two years, and then at that three to
four year mark is when you kind of get the
itch and when you need to start thinking about your
future at the company. And that's where I'm at. You know,
(03:49):
I'm three years in, so I'm like, hmm. But in
the past few years, the job market has been slowing
down and there's been a lot of economic uncertainty, so
now more workers are staying put because you know, it's
harder to find a job these days. But I think
the decision whether to you know, stick at your company
or find your next play, as we say here at LinkedIn,
(04:13):
is still really relevant. So in just a bit, we're
bringing on creative exec and content creator Tim Cusano, who
you guys definitely know on TikTok and if you don't,
check out his videos. But he has stayed at every
company in his career for five plus years, so he's
going to come on and share a bit about his experience.
But before he does, Tom, your career has not been linear.
Speaker 1 (04:36):
Girl, She's curvy, she's windy. My hips don't know.
Speaker 3 (04:41):
And you've had multiple jobs and worked at a bunch
of different companies throughout your career in the past decade alone,
So what's your experience been like with job switching?
Speaker 2 (04:50):
Yeah, I mean you know, this is what I will say.
First of all, I think it behooves fancy word, behooves,
particularly early career professionals to job because like you said earlier,
you don't know what you don't know, and when you
are going from maybe a company to another, or even
changing industries or markets, that is how you start asking
(05:12):
yourself the question what do I like? What do I
want out of an employer? What do I want out
of a career?
Speaker 3 (05:18):
Right?
Speaker 2 (05:19):
Because a lot of times you're thinking about what is
the job right in front of me? But how is
that building into the portfolio of your life? And so
I am so thankful particularly that when I was in
my twenties I just hopped. Now I hopped methodically. I
didn't just leave a job, but that I was mindful.
I wasn't always the year, but I was mindful. I
(05:40):
always tried to think of, you know, what was the
next opportunity did I max out in my job? Had
I max out in the roles and responsibilities or was
I just being very underpaid and not acknowledged for the work.
And if I felt like I could go out and
find something else that was going to hit whatever I
needed at that time, whether it was more money, more responsibilities,
(06:00):
better work life balance, I was going to go all
in on it. I am so thankful that I did,
because I think job hopping or job switching has a
lot of benefits. I mean, first of all, you have
the possible wage increases. I've talked about this before. There
was a series of like five or six years where
I literally almost doubled my salary every time I took
on a new job. Yeah, because you need to get
(06:20):
in there, you need to learn what you need to learn.
You need to build that portfolio. And if you can
show you the next person that you have the skill sets,
why not go for the maximum. Another thing are title bumps.
Now this is I think a little bit more dependent
on your industry or your market. I have definitely worked
at some places where two people of two different seniorities
(06:41):
are both internally revered the same because even the person
on a lower seniority level still carries the roles and
the responsibilities of someone more senior. That's totally fine if
that's your jam. But I look at it that if
I'm doing the work of someone who's two four pay
bands that hire the me baby, where's the pay banding?
Is the band in my pocket? It's not bandit, it's
(07:04):
that it's actually very discombobulating. So depending where you're at,
you could actually negotiate your title. Like this is something
that a lot of people, I think don't think about
when you're getting that initial job offer, that your title
can also sometimes be negotiated. And I think that this
is a really important distinction because if you are on
the road map to become I don't know, one day,
(07:25):
you know you want to be a CMO Chief marketing officer,
Let's say you want to make sure that resume reflects
the right job titles that are going to help you
get there.
Speaker 1 (07:34):
So titles do matter.
Speaker 2 (07:35):
For certain industries. So that's another thing that I think
job switching can do. Another thing is you get the
opportunity to grow in a new work environment. This is
super important, I think, particularly if you come from like
a toxic work atmosphere, which, by.
Speaker 1 (07:48):
The way, seamless plug.
Speaker 2 (07:51):
We already have an episode all around that, which if
you skipped that episode to listen to this one, baby
go back.
Speaker 1 (07:58):
But seriously, like, sometimes.
Speaker 2 (07:59):
Some people just need a new change of environment, Like
just the idea of being in a new position, a
new work environment, it just breathes like a breath of
fresh air.
Speaker 3 (08:08):
Yeah, And there's also different types of work environments you can,
Like if you work in a more fast paced, startup
kind of environment and you want something a little bit
more stable, if stability even exists in this world, who knows.
Speaker 1 (08:19):
Yeah, No, I love what you've said because that it's
so true.
Speaker 2 (08:22):
Or let's say, for instance, you've been working at a
company where you've been in the office, maybe you realize
because of different things, because of personal life boundaries, maybe
you say, okay, you know what I want to take
on a fully remote job, and so like, there are
just different things that you can do that you can
evaluate in job searching. And the last thing I will
say is that this is also a unique opportunity for
you to diversify your experience and your resume. Although I
(08:48):
totally understand and I support the idea of longevity at
a company because you can kind of tell this long
term story.
Speaker 1 (08:55):
And I agree, right, I do agree.
Speaker 2 (08:57):
I also think that what makes me some time a
really strong candidate is when they've seen, oh, Jamae has
worked at this company, this company, this company.
Speaker 1 (09:06):
She's versatile because adaptable.
Speaker 5 (09:08):
I am.
Speaker 1 (09:08):
I've gone into all of these. Let me think about it.
Speaker 2 (09:11):
Why would you not want to hire someone who's worked
for all your competitors. I mean, I'm not talking trade secrets,
but I mean, like, if you already know that this
person has unique skills that they've been able to bring
and thrive in at your competitor, why would they not
do the same thing for you.
Speaker 1 (09:26):
You already like performed in the big lage.
Speaker 2 (09:28):
I've proven my case. Put me on the main stage.
I'm Coachella baby.
Speaker 4 (09:33):
Wow.
Speaker 1 (09:34):
I was gonna go with a baseball reference and then
you would so.
Speaker 2 (09:37):
I mean, coach Coachella Baseball something like that. God, oh yeah,
that's me throwing my chance an opportunity. But seriously, job
switching I think can be very beneficial if you think
about the long term strategy.
Speaker 1 (09:54):
But where there's a pro there is usually a convent.
Speaker 3 (09:58):
Here comes in Gianna, here comes I mean usually half
class full.
Speaker 1 (10:03):
But for today's purposes, We got to talk about the cons.
You can be the antagonist.
Speaker 3 (10:06):
Yeah, so today I am the villain to tell you
that there are cons when you job hop too frequently.
Like I said before, job popping is more normalized than
it was in the past, but it's still going to
raise eyebrows and kind of spark some skepticism with employers,
especially if you know you're changing jobs like every year
(10:29):
or less than right, then it has somebody thinking, hm,
why so do you just need to be prepared to
address that in an interview.
Speaker 2 (10:36):
I will definitely say though, that I think that that's
way too soon to lead unless you are in a
toxic work atmosphere or you just kind of can't get
the grounding. But if you're just like, actually, I've already
learned everything I need to in the nine months I'm
going to be gone now that you have not given
yourself adequate time to really grow in your role.
Speaker 3 (10:54):
That's a really good call out. So, Jamai, you've made
a pretty good case for job switching.
Speaker 1 (10:59):
Thank you. I say so myself.
Speaker 3 (11:01):
But I think it's time we bring in Tim to
make the case for growing your career at a company
so he can.
Speaker 1 (11:07):
Chair some of the pros.
Speaker 2 (11:08):
What do you think, Ooh, it's gonna be like the
Gianna versus Tim versus Jimmy faceof.
Speaker 1 (11:13):
I think I'm Switzerland lucky.
Speaker 3 (11:19):
Leaving your first real adult job can feel like a
huge decision, but it.
Speaker 1 (11:24):
Doesn't have to be.
Speaker 3 (11:25):
Coming up, we're talking with creative executive Tim Cisano about
how to find opportunities to keep growing at your current company.
Speaker 2 (11:44):
Today's conversation is all around figuring out should I stay
in the job or should I go on and try
something new? And the truth of the matter is, I
don't really know if it's as black and white as
a lot of people say. Thankfully, gian and I have
a guest in today's hot chain who's going to also
share their opinion. Gee, who do we bring on this week?
Speaker 3 (12:04):
I am so excited to bring on Tim Cisano. He's
a creative EGZECH who has held roles at ABC Sports, ESPN,
and most recently left his decade long tenure as a
VP at Charter Communications, which is the telecommunications and mass
media company. He's also a content creator, well known for
his tiktoks. I love his videos, by the way, that
(12:25):
document his life and encourage people to slow down and
enjoy the simple, even mundane parts of everyday life, which
is a reminder I think all of us need sometimes.
He's a strong believer that there's a lot of opportunity
to grow at the same company, especially as someone who's
spent at least five years at each of the companies
he's worked for throughout his career. So we're excited for
him to share his insights with all of you guys.
Speaker 4 (12:46):
Welcome Tim, Thank you for having me. Wow, how exciting.
Thank you for having me today.
Speaker 2 (12:51):
We love talking to particularly creative creatives over here.
Speaker 1 (12:56):
I love learning about people's journey.
Speaker 2 (12:57):
So let's just start there, like, can you go us
a short summary of what your career journey so far
has been.
Speaker 4 (13:03):
Started out part time everything, finally got my foot in
that door with ABC Sports full time. There's a graphics producer,
assistant producer, production associate for five years. Then I got
married and had a panic attack that I can't travel
with thirty six weeks a year and have a solid,
healthy relationship. So figured out that I really needed to
(13:24):
get a desk job on the business side and kind
of finagled my way into ESPN's marketing team. Did that
for seven years with ESPN, worked on some of their
biggest properties and some of the biggest brands on the planet,
and then I got this really interesting offer to go
to what was Time Warner Cable to reinvent the way
(13:45):
that they were offering creative services to small businesses, which
then became Charter Communications after a merger and acquisition situation.
Did that for the past eleven years, started making tiktoks
off the side of my desk. Shockingly, they blew up,
and now I'm a full time stay at home dad
that's doing a bit of writing and creating and consulting
(14:08):
and coaching and trying to figure it out all over again.
Speaker 1 (14:11):
I love that.
Speaker 3 (14:13):
So, Tim, You've been at a few companies throughout your career,
and at each of those companies you were there for
at least five years. So I'm wondering what went into
your decision to stay as long as you did.
Speaker 4 (14:25):
The decision to stay throughout was because there was nothing
else that drew me away during the question of when
is it time to go is to me, it's such
an interesting one because you should always have your eyes
on what is out there. So I think everybody should
always have their head on a swivel. But at the
(14:47):
same time, you have to make the most of the
opportunity that's in front of you. There is no decision
to make until you have that offer on the table
or you're truly in a position where like, I got
to get out of here. But it's almost like, you know,
you get into a house and it's like, well, when
do I move? Will you move? When you find another house?
So how do you find another house? Will you start looking?
It's like these micro steps along the way, So focus
(15:09):
on micro because I also think it's so much easier
to digest. When you get so obsessed with like that
macro decision that's at the core of your question, then
it can become jarring and overwhelming. All you gotta worry
about is do I do a decent job, keep my
resume up to date? Am I generally aware of what
else is out there? You know? Just if you can
do those things, I think your brain is going to
(15:32):
breathe a little easier, and then it'll the right time
will come when the right time comes, versus you feeling like,
oh my goodness, there's like some sort of hard pivot
moment here, and now I'm going to jump or no,
I've got to figure something out, like just chip away
at it and amazing things will happen.
Speaker 3 (15:48):
Yeah, you know, I think sometimes people like just make
a rash decision because it's you know, you feel like
I need to get out and I got to do
it now, and then you realize, Okay, the grass was
not greener. I maybe you should have stayed and really
hold over this decision longer.
Speaker 4 (16:01):
Totally.
Speaker 2 (16:02):
Yeah, So I want to ask because this is actually
something that offline, Gianna and I talk about a lot,
particularly around like when it's time to go and now
there are you know, people who out there who say,
you know, around year three or four of your tenure
at a company is when it's time to start looking
for a new job. What do you see as the
value of working at the same company for longer periods
(16:25):
of time?
Speaker 4 (16:27):
Relationships, long term, significant trust that can be built both
with coworkers and people that are outside of your day
to day plus unless you feel like you're being truly, truly,
truly pigeonholed. And I think that a lot of people
don't give themselves enough credit for what they could actually
do in their current role to expand They feel like, oh,
(16:50):
I need this other place to give me additional responsibilities
or opportunities so that I can grow, which to me
is like, well wait a minute, you really I don't
think you could do that for yourself right now? Like
you really don't think you could go find some work
dessert as I would call it, in another section of
the company, to learn and to grow. So I would say,
(17:11):
have you really maximized what's at your current disposal? Are
there places where you could use your biggest, weirdest idea
and use the resources and the network that you currently
have to see if that could come to life. So
don't overlook the opportunities and the resources that you have
directly in front of you just because you feel like
there's some sort of time marker where you're like, oh,
(17:33):
begs must be cooked now. So I got to go yeah,
O wait.
Speaker 3 (17:37):
And we have a really fun segment on the show
called Deer Work Bestie where we answer questions from our listeners.
So this week's comes from Joey in California.
Speaker 5 (17:47):
I've been in my current job for a little over
a year now, and this is my first job out
of university. I really enjoy this role and I don't
anticipate leaving anytime soon, but I also don't want to
become too completely and close myself off to opportunities this
early in my career. How do you know when it's
time to leave your first job or company? And once
(18:08):
you know this, how do you approach this conversation, especially
with the manager you really care about and don't want
to disappoints.
Speaker 4 (18:16):
I mean easy couple answers from my perspective. One, you
know when it's time to leave when you have another
offer on the table. Right, you're literally deciding between two
things that are sitting on your desk versus that kind
of stair step approach we discussed earlier. So Joey, always
have your head on the swivel. Know it's out there,
and it's okay to know what's out there. Then you'll
(18:40):
come to a point where you're like, Wow, this is
an amazing decision that I have to contemplate. And if
you're in a good environment, a good boss will be
okay with that. In fact, they'll be stoked, truly be
like wow, good for you. Good bosses should be in
a position and they should be efforting towards putting their
people in places where they could get poached where where
(19:01):
they know that this is a very attractive talent for X,
Y or Z purpose and it's inevitable.
Speaker 3 (19:08):
And then how do you go about the conversation with
your manager when you bring that up.
Speaker 4 (19:13):
I mean, my conversation with my manager was a you know,
and this is literally somebody that just did this. It
was it was different because I wasn't leaving for another job,
but it was like, all right, it's it's time. I
think for this specific question, it's very you want to
be very straightforward. I need to talk to you. I
have another offer. I'm really excited about this opportunity. It
(19:36):
kind of crushes me to sit here and have this
conversation with you directly, but at the same time, you know,
this seems like it's really in my best interest, and
I think that the smartest way to handle this is blank, right,
And only this person can say what blank is if
they're in a role where cool two weeks is fine enough.
(19:57):
If they're say, hey, this is one of our competitive
like you may want to keep that in mind. Like
if you can just be self aware and cognizant of
what the broader ramifications are and you're direct with the conversation.
That's all you can do. There's like way too many
nuances that there's in like one specific script. Be upfront,
be honest, be kind, be self aware, and you'll be
(20:20):
more than fine.
Speaker 5 (20:21):
Yeah.
Speaker 1 (20:22):
What I appreciate is that you saying, like you know,
a good manager wants you to succeed, and not just succeed,
but be so darn good that other people want you to.
Speaker 2 (20:32):
And I find that particularly when I talk to people
who are younger than me, and I like, even like
my mentees, they do have a lot of loyalty to
their manager. And I'm not saying that that's a bad
thing at all, but I always say, be weary that
you don't give so much loyalty to someone that you
stunt your own career, or that you feel like they
want you to only stay under them. And I love
(20:55):
that you have framed this idea around having a conversation
with people, being open and figuring out how do we
tackle this as a partnership, because I think, like, when
you look at it like that, that is really the
beginning steps of how you build your network that exists
long after you move out of a certain role or
a company.
Speaker 4 (21:13):
I wholeheartedly agree yeah, don't. You don't want to be
in a position where you feel obligated to your and
I felt that way. I'm the boss that I just
walked away from, the best boss I ever had by
a country mile. There was a lot of emotional attachment
that went into that. But at the same time, too,
I genuinely knew that he had my best interest at heart,
(21:34):
and I knew that I kind of had to rip
the band aid off, even though I literally took almost
like a full year between all the different pieces that
I moved to make sure that this was done the
right way. But you know, I would ask yourself, like
why do I feel that way? Do you actually have
that kind of relationship or you just scared to have
a direct conversation. There isn't a wrong answer, but if
(21:56):
you can be honest with yourself, then it'll start to
come and the more difficult conversations, especially ones like this
that you're comfortable having. If your intentions are good and
your efforts are solid, then you really can do no
wrong and don't don't let yourself get pinned in the
corner be or some people could just use it as
an excuse. I like my manager too much, like be
(22:19):
honest with yourself and be honest with your surroundings and
you'll be fine.
Speaker 5 (22:22):
Yeah.
Speaker 3 (22:23):
I love this idea of finding ways to grow within
your role and kind of expand your job description, and
like growing within a company doesn't always mean changing your
title and moving up the ladder, but growing within your position.
I'm wondering, like, if you think about people who are
just starting out and you want, let's say you have
this great idea, getting influence or getting people to buy
(22:43):
into that idea can be challenging, and especially when you
know you're maybe the younger person on the team. So
do you have any advice on getting that buy in
and like pitching yourself as the person to take on
that project or you know, the person to have the
idea for whatever initiative it might be.
Speaker 5 (23:00):
Yes.
Speaker 4 (23:00):
And I love that question so so much because I've
I do call this like how to bring your weirdest
idea to life, because I've had a couple of those
where I just had this big, random, weird idea and
I remember being like, I'm so sure of this, and
then I would bring it into somebody's office to be
like that's great, and then they would go right back
to work. When you think about going into somebody else's
(23:22):
office or having a big idea, you think like, oh,
this is so great, it's going to naturally pull people in.
It's actually going to push people away for a couple
of different reasons. One, they have their own stuff to
worry about. So if you walk in you got to
like this big game changing idea, you're basically saying, here's
the thought that I have that's going to mean more
work for you. Aren't you excited? Aren't you excited to
(23:44):
make me look great? Now?
Speaker 1 (23:45):
I'm so right, it's not.
Speaker 4 (23:48):
Going to like. It's not unless you're saying, this is
something that's going to change about my role and you're like,
I've got the whole thing, don't worry about it. But like,
most of those big ideas are going to change a
business or have some sort of impact on the company
or going to have cascade effects. So the steps to
bringing it to life are one being okay with the
fact that it's going to take a long time. Probably
(24:09):
you're probably going to hear a lot of nose and
you're probably gonn get a lot of people that are
like that, even the ones that are really excited for you,
and they think it's amazing, but like, I'm not here
to help other people fulfill their dreams with all their
respective here to do my job. If you first you
have to describe it really well in a simple way.
What is the idea? Can you describe it as simply
(24:31):
as possible, and can you also explain why? Why? What
does this impact the business? What is the upside? And
then you have to be ready to have everybody poke
a thousand holes in it, because that's what you need.
If you don't have all the holes poked in it,
like there's a distinct possibility. With all the respect especially
(24:51):
to people that are out of the gate. You might
have seen something. You might have walked in the door
and immediately been like, here is another place for us
to double our business. Great, but that takes another four
million dollars in investments, and it takes X, Y and z.
But if you're willing to take the time to document
it to even get people to poke holes in how
you documented the idea, to shop it around to get
(25:14):
a bunch of nos, to then put some yeses to
those nos. If you can explain it in a simple
way the impact you could have on the business, and
then you're willing to go do the legwork, you can
start to create your own kind of stair step to
get there and then be okay at the end if
you don't get credit, because especially if you're earlier in
your career, chances are if you have something that mega
(25:36):
blows up, the president of the company, the president of
the department, whomever is going to be the one that
gets a sound by in the New York Times, speaking
from experience, not the senior manager that was over the
side of the marketing team that nobody had any idea existed.
But it pays off. It pays off big time.
Speaker 2 (25:55):
I think what I appreciate the most about what you
just outlined is this idea of like removing ego out
of it, because it's so easy for anyone at any
point in your career to attach your ego to a project.
You care about this idea. You want to put this
baby out into the world. You want the credit, and
even though all of those things are valid, if you
really want the idea to succeed, sometimes you understand that
(26:16):
you are going to have to build community. Sometimes that
means you are going to have to get more no's
than yes is. And I just really appreciate that because
that is definitely something I had to learn, both the
easy and the hard way when I first started out,
and I just think more people should embrace this idea
of removing the ego.
Speaker 1 (26:30):
I love that.
Speaker 3 (26:32):
I just want to quickly add too, that I've had
to learn poking holes in something doesn't mean somebody just
like wants to get you and catch you without the answer. Really,
they're just curious and want to help you get to
a stronger outcome. But it's really hard to kind of
realize that in the moment because you feel like, oh,
if I don't have the answer, then they're going to
think I'm stupid or I'm dumb. But really it's okay
(26:53):
to say, hey, you know I don't have the answer.
I'll come back to you and really work with that
person to kind of, like, you know, just get to
where you need to be totally.
Speaker 1 (27:02):
So we talked about ways.
Speaker 3 (27:03):
To grow within your role, especially if you're early in
your career, and you mentioned being proactive in that, like
raising your hand for projects, coming up with new ideas.
But sometimes you either you know, get pushed back or
have trouble you know, identifying those opportunities. Because the scope
of your work can be kind of siloed when you're
starting out. So I'm wondering, as somebody who's been in
(27:23):
management and executive positions, how can people early in their
career work with their managers to identify those opportunities for
growth within the company.
Speaker 4 (27:33):
I think you have to do it on your own
to a certain extent. A lot of this you're going
to find out by trying and failing, So there isn't
a bad place to start. I think as long as
you can do you have a thought on the business,
and why are you cool to make the first key strokes?
I would say, don't ask your manager like you know,
(27:53):
certainly you could ask your manager like, hey, I would
like to take a more responsibility, et cetera, but don't
like that. The cheat code is your manager's probably got
enough on their plate where if they had additional work
for you, they're going to give you additional work. You
should be okay to say here's some suggestions and have
them be like I never thought of that, right, And
(28:15):
then it's going to be on you on both sides
of that, And that you also have to be okay
with the fact that your first five ideas could be wrong,
or they could be pointed in different directions just because
you don't know yet, and that's totally fine. That's growing
and learning. So just don't stop with the new ideas,
don't stop thinking about how you can grow yourself from
your skill set, because it's all for you too. You
(28:37):
get people can get confused, They're like, oh, well, this
is just for the company's benefit, it's for yours.
Speaker 5 (28:44):
Yeah.
Speaker 2 (28:45):
I think what's I'm taking away from this conversation And
I really appreciate it because it's always a great reminder.
Is like, we are all innovators, and sometimes sometimes you
have a great idea, it's just the wrong time. More like,
not all of the day different variables are in place,
but that doesn't make the idea not a good idea.
(29:06):
So in the meantime, until all the variables fall into place,
you can continue to pressure tests and gather information and
research and throw ideas. And I just like, I love
this idea that we can all be pressure testers of
our own ideas, but we also can invite others to
do the same. But this idea that you have to
keep putting one foot in front of the other. You
have to just keep going even when you get those rejections,
(29:28):
I think it's just a great lesson for us all
to remember and again removing ego out of it. Well, Tim,
thank you so much for joining us. I know, me
and Gianna we've taken in so much just from you,
hearing you about your journey and even just like the
temperature checks that you've given yourself over the years to
figure out when was it time to move on? And
(29:48):
what I love the most is that like you have
not been prescriptive whatsoever and saying like you have to
do it like this or not. And I think that's
going to resonate so much with our besties. So thank
you so much for coming on the podcast. We appreciate you, Tim.
Speaker 3 (30:00):
Before we let you go, where can our listeners find you?
Speaker 4 (30:04):
They can find me on Instagram, TikTok, YouTube, all the places.
Look up my name, you'll find my stuff and hopefully
it helps. Thank you, Tim, I appreciate you both. Thank
you so much. This is a really fun conversation.
Speaker 2 (30:23):
Tim gave a lot of great advice. And if you
want to stay at your company, that's awesome. Now if
you want to leave, that's cool too. What's important is
that you feel like you're growing no matter where you
are in your career. After the break, I.
Speaker 1 (30:36):
Love a good holiday party, but can they be cringe?
That's next? Okay, So Tim, give me a lot to
think about. I kind of want to know where are
you still Switzerland? Do we need an offline? I think
(31:00):
right now?
Speaker 3 (31:01):
I grow your career at a company as long as
you have opportunities to grow in your role and also
potentially elsewhere within the company.
Speaker 5 (31:09):
Yeah.
Speaker 2 (31:09):
I really love when he said that, because we've said
it a couple times on the podcast. Now about like,
have you really maxed out in your role? And I think,
like so often everybody myself included, you always think, of
course I have. But the truth of the matter is
you probably have opportunities to upscale. And I really appreciated
how he mentioned, like, if you are interested in doing
something else, even if it's not necessarily in your job description,
(31:31):
do you need to go to an entirely different company
to do that? Or can you raise your hand for
internal projects? A good manager is also going to help
you figure out, Okay, how can this person continue to
grow and up level themselves whilst at the company. So
I really appreciated him saying that because I think we all,
no matter where you are at in your career, can
benefit from that. Yeah, but what do you think What
(31:52):
was your takeaway?
Speaker 1 (31:53):
Frow was a good reminder. What I'm taking away is,
you know, just like take a chill.
Speaker 3 (31:59):
Though you didn't say that, but that's what I'm taking away.
It's like, we get so kind of caught up with
these big macro decisions of like should I stay or
should I leave? But when you kind of zoom in,
there's so many micro steps and micro decisions.
Speaker 1 (32:13):
That get you there. It's not this big like life
or death situation.
Speaker 3 (32:18):
If you have the privilege of making the decision, I
should say, right, like, sometimes you have to leave for
whatever reason and maybe you don't have a lot of
say in it. But I think if you do have
the privilege to make the decision of staying or leaving,
you don't need to get so caught up in like
this Blacker White situation.
Speaker 1 (32:33):
Take your time.
Speaker 3 (32:34):
He said it was like a year lead up until
he actually left right his last job. So you know,
take small steps and you know, take that informational interview,
have that networking call, exhaust all your options within that
current role before you kind of have that other job
offer on the table and then can make the decision.
Speaker 1 (32:51):
Yeah, you know.
Speaker 2 (32:52):
I think what's been so illuminating about this conversation is
that whether you choose to stay and you want to
grow in your career like at a company, or you
choose to leave and explore other options, at the end
of the day, it's your decision. And what I love
is that careers are just as unique as the person
who's rocking it. I think at the end of the day,
(33:13):
like we can only give you, guys like tips and
things to think about, but you have to do what
is right for you. I'm still siding on the side
of a hop, skip and a jump, but I might
linger a little bit.
Speaker 1 (33:25):
I was gonna say, you're sounding a little bit like Switzerland.
Speaker 2 (33:28):
I don't know if I'm that sweet, but but you
know what is sweet?
Speaker 1 (33:33):
Cringe or cool?
Speaker 2 (33:35):
You guys, this is where we discuss all things workplace
culture and trends and we get to determine whether they
are cool or cringe. Gihan and I are doing something
a little different this week, Gianna, what do we talk.
Speaker 3 (33:47):
About special edition of cooler Cringe. We're talking about the
holiday office party.
Speaker 1 (33:54):
Happy holidays.
Speaker 3 (34:00):
In honor of the holidays, we're gonna be doing a
lightning round version of Cringe or Cool discussing the holiday
office party. So we're going to go through a list
of things related to holiday office parties and determine whether
they're cringe or cool.
Speaker 1 (34:14):
I'm first.
Speaker 3 (34:15):
Okay, guys, we don't even know what these are. Producer
just handed us notes. So let's say I'm first. Okay,
number one, having an open bar.
Speaker 2 (34:24):
I think it's cool because who doesn't want to, you know,
get a little comfortable.
Speaker 1 (34:29):
You know, you want to be able to like rocking around, Yeah,
rocking around what you drink? Yeah, But I will say
it's kind of cringe because some people don't know how
to hold their Nika. Yeah, I love a holiday cocktail.
But be foreale that you got to go back to
work because you guys don't want to wake up the
next day. And I know some people have been there
being like, what did I say to my boss? Or
(34:50):
you wake up? And who's no, Okay, what's your school
of cringe? I'm just saying, all right, so consensus cool
could be cringe cool, but too much it's cringe? Yeah? Okay, Okay,
you're nine is talking about work at the party.
Speaker 2 (35:04):
Oh okay, here's my thing.
Speaker 3 (35:07):
Oh god, But like, honestly, as a socially anxious girl,
like sometimes you need that to break the ice. You
might be making small talk with people that are not
on your immediate team. I know you're like literally throwing
up at the idea of a small talk. I see
that on your face. But like, just stay with me
for a moment here, stay brave. I think fine.
Speaker 1 (35:26):
But like, I mean, you're at work, So yeah, you're
gonna talk about work. I think it's cool. Honestly, it's cool.
Don't talk. Also, some people don't want to get too personal.
Speaker 2 (35:35):
Okay, so I really do we disagree? O, don't talk
to me Like, no, if I'm here to party, I'm
not here to talk about work.
Speaker 1 (35:43):
Okay. I've never been to like a party party like Holly.
Speaker 2 (35:45):
No, I don't even like to go to like team
happy hours and us talk about work. It's not happy anymore. Yeah,
I guess at that point we might as well clock in.
You want me to print some things off while we're
at it.
Speaker 3 (35:57):
I mean, I don't think we're being like, oh, did
you make updates to that project? I think it just
like oh, what do you do at the company?
Speaker 1 (36:03):
No, you know what? You can't they can't. You can
ask me that all my day holiday party, I'm saying,
bar away from jamatic.
Speaker 5 (36:10):
Why are we.
Speaker 1 (36:10):
Talking about this now? What does it matter what I do?
Speaker 5 (36:13):
Get?
Speaker 1 (36:13):
Let's let's drink. So you want somebody, You're gonna be
the one at the open bar. I'm trying to be
out on the floor. I don't have time to be
talking about roles and responsibility.
Speaker 3 (36:23):
I've never been to a holiday party at work with
the dance floor, so if there was one, I want
to be talking about work.
Speaker 2 (36:28):
Yeah, our holiday parties are a little bit more on
the corporate side. I've been in some more risque situations.
Speaker 1 (36:34):
We'll offline about that.
Speaker 3 (36:35):
Yeah, okay, last one giving useless gifts in a white
elephant gift exchange to be funny.
Speaker 1 (36:43):
Absolutely cringe. First of all, I hate bad gifts.
Speaker 3 (36:47):
You know what this is cringe because I'm the type
of person I feel like you're also like this, Like
I'm thoughtful about the gift. I'm spending so much time
figuring out like what is gender neutral? What is going
to be like under the limit? What can somebody actually use?
And then I'd be the one to get like a
yo yo and be like, seriously, what am I doing with.
Speaker 1 (37:07):
This yo yo? And I know you didn't spend twenty
five dollars on the yo yo.
Speaker 2 (37:10):
That's my villain origin story, because how dare you have
me go up here to Macy's Harold Square with the
beautiful lights and I just spent all this money on
a nice gift for you. Got them to do the
premiere packaging package, the candles, you know how they do
the cue, the little the little wrap.
Speaker 1 (37:28):
Oh my, you even a little bit above budget, Like
I spent extra money for you to give you the
experience of a life. Here's the worst part.
Speaker 3 (37:37):
You have to open it live and if you guys
don't know, like, I cannot hide a facial expression to
save my life. So when I open that yo yo,
I'm like, oh, what's.
Speaker 1 (37:49):
The problem my face? I can I can lie on
my acting taps in heavy, but I'm dying inside.
Speaker 3 (37:57):
And that stops people from particip beating next year one
thousand percent And then guess what next year is like?
Speaker 1 (38:02):
Two people doing it? Then like just exchange each other seriously,
Yeah no, I mean honestly, I think we can just
mix the whole gift giving things. Let's just do like
gift cards.
Speaker 3 (38:10):
Yeah, we're just a card a card. Okay, so we agree, cringe,
very cringe. Okay, so we agreed on to divide it
on one pretty solid.
Speaker 1 (38:20):
I think I think we're doing all things.
Speaker 2 (38:21):
Had we ended together, I was getting a little We
can talk more at the holiday party, yes, but not
about work. Noted well, I hope that you guys have
also enjoyed this when we would definitely love to know
which do you guys agree with?
Speaker 1 (38:36):
Are these topics cool? Cringe? Also let us know other ones,
like holiday parties in general cooler cringe, Like, are you
guys going? Is that the thing?
Speaker 4 (38:43):
Now?
Speaker 1 (38:43):
Let's the vibe. Let's the vibe. I love a holiday party,
me too. I'm gonna go. Yeah, we can wear ugly sweaters.
Let's talk off I'm not sweaters anyways.
Speaker 3 (38:54):
All right, guys, let us know what you think you
can let us know in the newsletter this week, we'll
be discussing the topics there. Make sure you're following the newsletter.
It's called Let's Talk Offline. A link will be in
the show description and also in my LinkedIn bio. You
can also share posts on LinkedIn and tag Jamay and
I letting us know your takeaways from this week's episode
and your takes uncle or cringe.
Speaker 2 (39:15):
Also, we have to give a warm holiday thank you
to Joey for setting in your question. You have just
given Gean and I the holiday gift of the spirit,
the spirit back, a spirit to keep going through the
end of the year. Thank you Joey for your contribution
and your amazing gift. You all too can also give
us gifts of questions. Okay, information on how to do
(39:39):
that is in the show description.
Speaker 3 (39:41):
Speaking of gifts, please rate and review the show and
give us a follow so you get notified each week
when episode drops.
Speaker 1 (39:48):
I'd be the greatest gift of it. I'd be the
greatest gift.
Speaker 3 (39:50):
That's the only thing on our wish list is here
maybe for you, but I will circle back the designer
bag centers. All right, guys, thank you so much for
listening this week. Before you go, remember we've always got
your back, so if something comes up.
Speaker 1 (40:03):
Let's Talk Offline. I'm Jonna PRDUENTI and I'm Jamie Jackson Gadsden,
Stay Thriving.
Speaker 3 (40:10):
Let's Talk Offline is a production of LinkedIn News and
iHeart Podcasts. The show is produced by Western Sound. Our
producer is Sabrina Fang. The show is edited by Savannah Wright.
Our associate producer is Sarah Dealey. Alex mckinnis is our engineer,
and Ben Adair is the executive producer.
Speaker 2 (40:27):
Executive producers at iHeart Podcasts are Katrina Norvel and Nikki Etour.
We got support from LinkedIn's Jesse Hemple, Sarah Storm and
Ayana Angel. Maya Pope Chappelle is director of Content, Dave
Pond is head of News Production, Courtney Coop is head
of Original Programming, and Dan Roth is the editor in
(40:47):
chief of LinkedIn
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