May 13, 2025 • 31 mins
What’s Really Holding You Back in Your Career?
Ever feel like you’re doing all the right things in your career, but still not moving forward? While it's easy to blame external forces, leadership expert and former Chief People Officer Erica Rooney believes the real barriers may lie much closer to home.
In this powerful episode, Erica introduces the concept of “sticky floors,” which are the internalized beliefs and self-sabotaging behaviors that keep high-potential professionals stuck. Sharing a deeply personal story of betrayal by a trusted colleague, Erica walks us through how a moment of disillusionment sparked her professional transformation. She realized she couldn’t control others’ integrity, but she could control how she showed up, responded, and grew.
Erica also shares her SNAP method (Stop, Name it, Ask Questions, Pivot), a practical, science-backed framework for identifying and overcoming hidden patterns that limit progress. Along the way, Erica shares her powerful insights on workplace allyship, including what men can do right now to support women colleagues better.
Key Takeaways:
- Erica’s turning point: when a respected colleague took credit for her idea
- The difference between glass ceilings (external) and sticky floors (internal)
- How the SNAP method helps professionals shift from stuck to strategic
- The power of the word “yet” to reframe capability and growth
- Common sticky floors: perfectionism, fear of failure, and self-doubt
- How men can be better allies to women in the workplace
- Why strong manager relationships are key to promotion and visibility
- You’re not stuck—you just haven’t moved yet
Connect with Erica Rooney
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
John Neral (00:00):
One of the most important relationships you will
ever build in your career iswith your manager.
Having someone who understandsthe quality of your work is
essential for having an advocatefor your career.
After all, if that person issitting at the table or in the
room where promotions are beingdiscussed, you want to be the
(00:22):
person they're talking about,but what happens if you, or
perhaps someone or somethingelse is holding you back?
Today's guest will talk to youabout the sticky floors that are
holding you back from achievingthe recognition and success you
desire.
In a few moments, you will meetErica Rooney, who will share
(00:43):
her career trajectory, whyallyship is important for your
career advancement, and her SNAPmethod to help you have the
necessary conversations toelevate your career as you build
your mid-career GPS.
So let's get started.
Hello, my friends, this is theMid-Career GPS Podcast and I'm
(01:14):
your host, John Neral.
I help mid-career professionalslike you find a job they love
or love the job they have, usingmy proven four-step formula, or
love the job they have, usingmy proven four-step formula.
Erica Rooney is a powerhouse inleadership, gender equality and
workplace culture.
With over 15 years of humanresources experience, including
(01:36):
her role as chief people officerin the tech industry.
She's the best-selling authorof Glass Ceilings and Sticky
Floors Shattering LimitingBeliefs and Toxic Behaviors to
Uncover Infinite Possibilities,and she's also the host of the
Glass Ceilings and Sticky Floorspodcast, where she inspires
(01:56):
thousands to break free fromlimiting beliefs and step into
infinite possibilities.
Erica is the founder of HerCollective, a digital community
and movement designed to empowerwomen to advance their careers,
amplify their voice and unlocktheir full potential without
sacrificing their authenticityor well-being.
(02:17):
And Erica has graced iconicstages like South by Southwest
and Chief, and her work has beenfeatured in Forbes, success
Magazine and CBS News.
Whether she's partnering withtop organizations or challenging
the status quo, erica is on amission to help people and
companies shatter barriers,unlock their potential and
(02:41):
achieve success without limits.
We've got a lot to discuss, solet's dive in.
It is my pleasure to introduceyou to Erica Rooney.
Hey there, erica.
Welcome to the show.
I'm so glad to have you heretoday.
Erica Rooney (02:56):
John, I have been waiting for this conversation
all day.
John Neral (03:00):
Me too.
We're going to have a greatconversation.
Love your story.
Shared a little bit about it inthe introduction.
But before we get started,erica, you've got a mid-career
moment you want to share with us, so please tell us what that
was or is.
Erica Rooney (03:12):
Oh my gosh, I always talk about this moment
and I like to preface it with.
You know, like everybody hasthat turning point in their
professional life that reallykind of divides time into the
before and into the after, and Ilove that you named it, this
mid-career moment, and I think alot of people think it's this
big, monumentous thing.
(03:33):
But for me, this mid-careermoment came when I was sitting
in my car bawling my eyes outand I was in my company parking
lot and I had just been betrayedby someone that I really,
really looked up to and reallytrusted.
And I'll paint the picture foryou I had been working with this
(03:54):
company that I was obsessedwith, I resonated with their
mission and their vision and Ireally thought that I would be
with that company for a longtime and I had this great idea
that would really kind of shakeup the way we did work With my
department.
It would completely reorg it.
It was exciting, it was a bigchange and it would finally take
(04:15):
my role and elevate it into aleadership position, if I played
my cards right.
But unfortunately, the personthat I pitched the idea to
walked into an executive meetingand pitched that idea as his
own and the leadership role thatI had envisioned for myself was
given to somebody else.
(04:36):
And in a moment, my entirefuture for this company was
completely cut off.
And so I remember, just sittingin my car, I had tears
streaming down my face, I wasgripping the steering wheel so
tightly that my knuckles werewhite and I just kept playing
over and over and over in myhead like how did I let this
happen?
What did I do wrong?
(04:56):
And, more importantly, why wasI such a failure?
And I think you know I wasn't afailure, but at that moment it
sure felt like it.
And the reason that this was mymid-career moment was because
one of those days in my carright, because I did what we all
do I got up, I dried my eyesand I kept going back to work,
(05:18):
but I just wasn't really there.
Right, I wasn't having luncheswith my team, I wasn't going on
afternoon walks with themanymore, I wasn't being a team
player and I was instead lockingmyself in the car or hiding in
my office.
Right, and this monumentalmoment came because I realized
one day, while I was having alittle mentee breakdown, that
(05:39):
number one I couldn't controlwhat other people did, what they
said or their integrity.
Learn that the hard way, right.
But I could control how Ishowed up every single day.
I could control what I believedabout myself, right, all those
negative things that I wassaying they weren't true.
I could believe my like, thatit was in my control to get out
(06:00):
of this situation.
And so, at that same time thoughI had this like a light bulb
moment that this was really myfirst time crashing my head up
against a glass ceiling, and itwas my first moment really
recognizing that the system thatI was working in was outdated
and it didn't work for me.
So in that moment, thismid-career moment of mine, I had
(06:22):
this epiphany that, number one,I did not have to stay stuck,
that I could control what I didnext, and, number two, I don't
have to wait for these outdatedsystems to change in order for
me to be successful.
And that was the moment thatturned everything for me, john.
John Neral (06:40):
So, erica, when you think back on that moment and
you think about how your careerhas been shaped since then, you
mention about the term glassceiling, and your book is called
Glass Ceilings and StickyFloors Shattering Limiting
Beliefs and Toxic Behaviors toUncover Infinite Possibilities.
(07:04):
Toxic behaviors to uncoverinfinite possibilities.
I want you to define for ourlisteners today how you define a
glass ceiling, and then we'lltalk about a sticky floor.
Erica Rooney (07:15):
Yes, so I do believe, and I know to be true,
that real glass ceilings, thatinvisible barrier that keeps
women and other minorities stuckand out of leadership positions
, exist, right, only 29% ofC-level positions are filled by
females.
Okay, for every 100 men thatare promoted, only 87 women are
(07:38):
promoted.
That means we're leaving 13women behind.
And then not only that, butwomen are two times more likely
to be considered as someone morejunior, even when they're
sitting at the damn table, right?
So there's that glass ceiling,but then there's also the
ceilings that we place overourselves, and those are the
ones that I talk about a lot,right?
(07:59):
What do we believe we'recapable of?
What do we believe is possible?
What can we control?
And most often, it's thoseceilings that are keeping you
small and keeping you stuck.
John Neral (08:13):
So, in thinking about that and of course, here
we are in the early stages of2025, and there's been a lot of
conversation and a lot ofdismantling around diversity,
equity and inclusion, and thatconversation, as we have seen it
(08:35):
unfold, has certainly I'll usethe word been skewed in certain
ways that are not entirelyaccurate.
And so, when we think aboutwomen who are wanting to elevate
into these positions, thatthey're at the table but they're
(08:56):
being considered for morejunior-level positions, in all
of your conversations thekeynotes you're delivering, the
organizations you're speaking towhat are you seeing as the
tenor of this conversationaround making sure that people
are not being held back in waysthat are going to put us back in
(09:19):
the past instead of moving usforward?
Erica Rooney (09:22):
Yeah, I personally do think this whole dismantling
of DEI is a load of bullshit,to be honest.
Right, and we know why it'shappening, ok, so we don't need
to dive into that, but it isgoing.
It is going to set us back abit, and that's why what I think
is absolutely bananas is mybook is more relevant today
(09:42):
because of the political climatethan it was when I first
started writing it.
That's wild, you know, becauseit is right.
Usually it's the reverse.
Usually you start writing aboutsomething and then you're like
OK, yeah, I see it.
No, no, no, no.
Mine has been in the flip side,right, because with all of the
dismantling of DEI and likepeople taking away all of the
(10:05):
opportunities that we are givingpeople that don't have
opportunities, right, we'releveling the playing field
that's gone.
So now we have to do more workfor ourselves.
We're going to have to fightharder, we're going to have to
lean in further.
We are going to have to do allof that right, and like it's not
women's responsibility, soleresponsibility, to fix right, we
(10:28):
need everybody in our corner,right, in every minority corner.
We're going to need a lot ofhelp because coming from the top
down right now, it's not insupport of us.
John Neral (10:39):
So, in line with that, you've defined for us this
notion of a glass ceiling,which is hopefully a familiar
term to a lot of people.
Sticky floors probably not.
Erica Rooney (10:57):
So what's a sticky floor?
Yes, oh my gosh.
I tell people this all the timebecause they look at me like a
little sideways, a little crazy.
Sometimes they're like, okay,she's a mom, is she talking
about like her own kitchen, likeI don't know?
And yes, those floors are awreck sometimes, okay, I got two
littles at home.
But I'm not talking about thosesticky floors.
Sticky floors for me, john, arethe limiting beliefs in the
toxic behaviors that keep youstuck.
(11:18):
So it's the words of self-doubtthat are whispering in your ear
, that you're not good enough,you're not qualified enough,
right.
It's the perfectionism thatkeeps you trapped.
It tells you you can't applyfor that job.
You don't meet every criteria,right.
It's the fear of failure thatkeeps you from taking the
strategic risks that you need toclimb the ladder.
Those are sticky floors in thelimiting belief sense.
(11:39):
But then there's also the toxicbehaviors that keep you stuck,
and this is where my workdiffers a little, because a lot
of people focus on limitingbehaviors or limiting beliefs.
But toxic behaviors also keepyou stuck.
So, too much wine on aWednesday, right?
Doom scrolling TikTok atmidnight when you know you
should be getting sleep becauseyou got a big presentation
tomorrow, or even staying in arelationship that no longer
(12:03):
serves you.
Those are all things that arekeeping you stuck.
And so when you have thoselimiting beliefs and you have
the toxic behaviors, it's say isat that manager senior manager
(12:37):
level and they want to move intothat director level, but
they're feeling stuck eitherorganizationally or personally.
John Neral (12:49):
How would you guide them through that?
Erica Rooney (12:52):
I would take them through what I call my snap
method right, and this is afour-step science back framework
that gets you from stuck intoaction and this is what really
helps you dismantle thoselimiting beliefs and toxic
behaviors.
Because here's the tricky pieceabout all of this they often
live in your unconscious mind soyou don't even know that you're
(13:14):
doing it right.
And so, real quick, I'll breakdown the SNAP method for you,
what it stands for, and thenwe'll dive into it and I'll use
an example to kind of illustrateit.
But the SNAP method simple, noteasy to do stands for stop and
take notes of what's going on inthe body.
The N stands for name it, A isfor ask and answer some deep and
personal questions and the P isfor pivoting.
(13:37):
So one of the things that I seein my work with people at that
kind of mid-level managementthey want to move up, but
they're not quite there yet.
They're feeling stuck, whetherorganizationally or personally
is the first thing I do is I askthem, like when you're going
through a regular day, do youhave any indicators that
something feels off inside yourbody?
(13:58):
And I'll give them an example.
I'll say, for example, like ifyou're getting antsy about a big
presentation, right, you mightget sweaty palms, you might feel
the nerves or the anxiety, likethose are signals from your
body that something is out ofequilibrium.
And so I'm a big believer inlike stop and take note if you
aren't feeling the way younormally feel when you show up
and you're in flow.
(14:19):
Right, Because the body keepsscore.
It tells you what's up.
So, even before you know what'shappening, your body is giving
you these signals.
Once you stop and take note,Right, and I'll tell you a story
with me.
On, let me just.
We're gonna cut right there,I'm gonna dive in Cause I wanna
start over and I wanna feed itinto every single one.
John Neral (14:39):
So make a note.
Thank you, John, Got itabsolutely All right.
Erica Rooney (14:45):
So the SNAP method stands for stop and take note
of what's going on in the body.
The N stands for name it, a isask and answer some deep and
personal questions and the P isfor pivot.
And I'll tell you a story frommyself, that kind of weaves in
to show you how I discovered Iwas really struggling with
imposter syndrome one day.
And let me tell you, john, thiscame to me when I was in the
(15:07):
C-suite, okay, but I went to aspeaker's bootcamp and I thought
, okay, this will be fun.
I show up at the cocktail happyhour and I really quickly
recognize that everyone in theroom knows each other, that
they're all professionals,they've all been doing this for
years and I'm just a chiefpeople officer.
I had immediate anxiety and I'musually this extroverted,
(15:32):
bubbly person, I want to talk toeverybody.
But I felt like a fish out ofwater.
Now, in the moment.
I didn't know that right, Ididn't have the hindsight to
recognize that.
But as soon as I could find anexit point, I ran to the
elevator and as soon as thosedoors closed, it was relief.
And then I was like whoa, erica, what's that about?
(15:54):
I could feel all the stress andeverything leaving my body.
So I stopped and I just tooknote of what was going on.
And then I named that stickyfloor.
For me it was imposter syndrome.
I was in a room filled withpeople who all knew what they
were doing and I was a newbie,so I really didn't feel good.
Now the importance of namingyour sticky floor is that once
(16:14):
you name that sticky floor, youactually start to take ownership
of it, and there are studiesout there that show when you can
name an emotion and you statethat it actually reduces the
intensity in which you feelthose emotions.
So if you sit there and you say, oh my gosh, I'm feeling
imposter syndrome, I don't feellike I fit in here, like I
belong here, that reduces thosefeelings of intensity.
(16:37):
But then you got to get into themeat of the work, which is the
ask and answer some deep andpivotal questions, because you
want to uncover why do you feelthis way?
Why is this your reaction?
Because once you understand whyyou're reacting a certain way,
you can then move to the nextstep.
But with ask and answer, Ialways love to share these very
two powerful questions whenyou're trying to figure out why
(16:59):
do I feel this way?
The two most powerful questionsyou can ask are is this thought
helpful and is this thoughttrue?
So for me, in that elevator, Iwas having all of those thoughts
of I don't belong here.
Everybody's so much better thanme I got to get out of here
fast, right.
Were those thoughts helpful?
Absolutely not.
Everybody is a beginner.
Once, every single person inthat room felt the way I was
(17:21):
feeling in that moment.
And then, is this thought truethat I'm an imposter, that I
don't belong Again?
No, true that I'm an imposter,that I don't belong Again?
No.
So once I got through that, Icould move to the pivot, which
is simply a reframe.
It's looking at the situationin a different light.
And so for me, I had two choicesthat day right, I could choose
(17:42):
to show up the next day and giveit my all and just see what
happens.
Or I could sit in the back andjust, you know, take notes
because I already paid, you know.
Then go home, right, but youknow what I did.
I said I'm going to make themost of this.
I don't belong here with airquotes as a professional speaker
yet, but I can be one.
(18:03):
And when there came a momentfor me to get up and like share
on the mic.
Oh, I was sweating, I wasnervous, I was like flushed, but
I was like this is my momentand I grabbed that mic and I
shared my story.
And you know what happenedafter that, john.
It gave every single person inthat room a reason and an
opportunity to talk to me.
(18:24):
And it completely changed thesituation.
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Now let's get back to theepisode.
Absolutely, I thank you forwalking us through that, because
I'm sure there's a lot ofpeople listening who can relate,
especially.
We all deal with impostersyndrome on some level.
Relate, especially.
We all deal with impostersyndrome on some level.
Erica, the thing that you saidthere that made me take note was
(19:57):
the word yet why in your workand in the things that you do
and how you help people?
Why is it so important to drivehome the power of the word, yet
to help them reach thoseinfinite possibilities you talk
about?
Erica Rooney (20:12):
Yeah, because I mean I believe in infinite
possibilities and I know itsounds like fluffy and you know,
I don't know, magical I suppose.
But like, I truly believe thatyou can do anything you wanna do
, you can be anything you wannabe Like, if you just work, work
towards it Right, and once yourealize that you were the only
(20:32):
one stopping yourself right, youwere the only one stopping
yourself you will be able to doall of those things.
So when you say things like Ican't run, I can't speak up, I
don't do presentations, yet.
Yeah, yet, because you canalways speak up.
I don't do presentations yetyeah, yet, because you can
always do that, and the onlyperson that's holding you back
(20:54):
is you.
John Neral (20:55):
Yeah, I love that and that's one of my favorite
words as well.
I just oftentimes I have tocatch myself and recognize
sometimes that, all right, justmaybe I haven't done something
to date Just means I justhaven't done it yet.
Yeah, and it's still there.
Erica Rooney (21:10):
It's super helpful when you have kids and you're
looking at this, because I'malways.
They're always learning newthings, you know.
I mean, they're always fallingdown, they're always getting
back up, they're always pickingup new skills, and so it's a
really great reminder If youfeel like these are the things I
can't do and you start noticingthat you're putting limitations
on yourself.
Look at a kid, look at whatthey're doing, like they are
falling down and scraping theirknees every single day.
John Neral (21:33):
And resilient and they get back up and do it again
and they get back up and theydo it again, right, erica, you
and I had a great conversationbefore we started recording this
interview, and one of thethings I want to talk with us
about right now is this wholeidea of allyship.
Having people in your cornerwho are actively supporting and
(21:57):
advocating for your growth anddevelopment is something we all
seek at some point in time inour lives and careers, and
hopefully we get to maintainthat as well.
Where can men right now bebetter allies for women?
Erica Rooney (22:16):
Oh, I got a lot of answers and I think there's
different avenues, right?
I think that the very firstthing that comes into my mind
when it comes to women, menbeing better allies for women is
, first and just listening,listening to everything that is
weighing on women's hearts andon their minds, because we're
(22:38):
stressed out, we're worried,we're scared, right.
We don't know if we can do allof these things that we want to
do and achieve everything thatwe want to achieve and like
let's remember that thegeneration that's like in the
workforce right now that's, youknow, in their 30s and 40s we
were all told that we could haveit all, do it all and be it all
(23:00):
, because our mothers were thegeneration that could really be
nurses or teachers, you know.
So when they were like, oh mygosh, you have this freedom, you
can do anything you want to do,we really latched onto that and
we were like, yeah, we can andwe can be that stay at home mom
too.
Yeah, no, we can't.
(23:21):
There's not that much time inthe day, right?
All of these super successful,old, pale, stale, white male
CEOs.
They have stay at home, wivesat home who are doing everything
for them.
So the first thing for allyshipis just asking women what's
weighing on their hearts andtheir minds because we got a lot
going on right and thenfiguring out how to help,
(23:42):
because I do believe the best inpeople, right, and I do believe
that we all have these biasesthat we don't realize exist.
And so if you are a man and yousee another man that is doing
something that is not okay, thatis speaking over a woman,
taking credits for a woman'swork, all of that you need to
call it out when you see it,because some of the most pivotal
(24:03):
moments for me were when a manstepped up and said, hey, that
was Erica's idea, or why don'twe give Erica the floor?
Or how about we let Erica speak?
And then, when I stepped upinto a position of power, which
is also a position of privilege,I could do it for others.
John Neral (24:21):
Thank you for that.
Those are great things to keepin mind, and especially for
anyone who is listening when yousee it.
When you see that bad behavior,call it out.
Don't just let it sit there,call it out immediately.
Erica Rooney (24:37):
Absolutely Right, and there's ways too, john, that
you can do it in a way that'snot going to make someone feel
like a total jerk sometimes,right, because sometimes, like
people don't realize whatthey're doing and you don't want
to make them feel bad about it,and that's fine.
There are ways that you canjust say hey, actually wasn't
Erica just saying that samething a couple of minutes ago?
Why don't we let her explain it?
That is a perfect way to shutdown some mansplaining and to to
(25:02):
highlight a woman.
So you've just you've got tospeak up and you've got to be an
advocate, right?
All the things that women gotto deal with childbearing,
menopause, mansplaining the listis on and on.
Wherever you can dive in andhelp and try to just understand,
like that's what women want.
John Neral (25:23):
That's such a great point because calling that out
is simply good human beingbehavior.
Don't be a jerk, Don't be anasshole.
Right Be, be a good human being.
That's there.
That is is standing up andadvocating for people, because
you'd want the same thing.
Erica Rooney (25:44):
Yeah, and here's the thing we all do bad behavior
when we see it.
John Neral (25:47):
Oh gosh.
Erica Rooney (25:48):
We just don't like calling it out, but that is the
only thing that's going todrive change right, and I'm not
talking about calling it out onthe internet or calling it out
on LinkedIn, like you need tocall it out in the place of
which you live, because that iswhere change starts.
It starts in your home.
John Neral (26:03):
Oh, so well said, so well said.
Erica, I'm going to pivot withyou for a moment because there's
a question I wanted to ask youas we dig back into your chief
people officer days for a moment, before we start wrapping up.
So many people right now inthis job market are thinking
about what that next job mightbe, or they're actively looking
(26:27):
for a new job right now.
I'm curious what is the bestjob interview question you've
ever been asked?
Erica Rooney (26:37):
Hmm, I mean this is very specific to HR but it
has to be shared.
So any HR practitioners this isthe money question and, believe
it or not, it came from a CFOwhich is so interesting, but the
best interview question I hadwhen I was interviewing for an
HR role was Erica which statesdo you hate the most?
(27:00):
And I thought that was such afunny question.
But if you are an HR, you knowevery state has different
requirements and different lawsand so New Jersey's got paid
leave, california's crazy, youknow.
So we all have these statesthat we hate and like that is a
(27:21):
really good way to uncover ifyou have a true HR practitioner,
because we can rattle off thestates we hate the most real
quick.
John Neral (27:31):
That is such an interesting answer because when
I heard that question, my mindwent to a totally different
place.
Where'd it go?
Well, it went to red and bluestates, right, like trying to
figure out where do you kind ofalign, without having to be like
, so what political affiliationare you at, which obviously you
can't ask.
But then, because our brainsare so dynamic and funny, right.
(27:54):
And then I thought, well, yeah,like what's the worst state
that I've traveled to that Iwould never want to go back to
again?
Yeah, I find out real quick,john, that you were posing
(28:27):
You're not going to be in toelevate their career in this
very dynamic and fast-movingtime.
So if you could give ourlisteners today one piece of
advice to help them build theirmid-career GPS, what would it be
?
Erica Rooney (28:39):
Know that you are never stuck.
Right, you always have theopportunity to change jobs,
change industries, changeprofessions.
It is not going to happenovernight, right, it's not.
It might not even happen in ayear, right.
Some of these things that youhave to do to truly get to where
(28:59):
you want to go take a long time, and so don't just up and quit
your job, you know, because youdon't like the culture or even
because it's toxic.
Right, you have to think aboutyour own well-being.
First, get that psychologicalsafety, get all your needs met,
and then take action.
Right, show up, do a good job,but keep your dream in sight,
(29:20):
because you were never stuck.
John Neral (29:24):
Absolutely yes, in big capital letters, erica,
thank you so very stuck.
Absolutely yes, in big capitalletters, erica, thank you so
very much.
If people want to connect withyou, find out more about you,
learn from you, I'm going toturn the mic over to you.
Please tell us all the greatplaces where people can connect.
Erica Rooney (29:37):
Well, if they really love the message that we
shared today on the podcast, Iwould say read the book Glass
Ceilings and Sticky Floors.
It's endorsed by Mel Robbins,which was very exciting, and if
you enjoy that, you can find meon my own podcast called the
Glass Ceiling and Sticky FloorPodcast.
And you know what?
Come meet me over there onLinkedIn.
That is my other permanentaddress and I'm there every
(29:58):
single day, so tell me you heardme on this podcast and let's
chat.
John Neral (30:05):
I will make sure all of that is in the show notes.
But, erica Rooney, thank you somuch for being a wonderful
guest and sharing your wisdomtoday on the Mid-Career GPS
podcast.
Thank you All right, my friends.
Erica dropped a lot of truthbombs with us today and so many
things I hope you're considering, but I want to leave you with
this.
Where's your sticky floor?
What's that limiting beliefthat you have that is holding
(30:29):
you back from showing up andplaying full out the way you
want to?
And if you are actively lookingfor a job, maybe you've been
turned down for an internalpromotion or you just haven't
achieved that level within yourcareer.
You know you are ready for.
Just remember that.
(30:50):
It simply hasn't happened yet,but it will, and that's why you
need to keep building yourmid-career GPS because, as we've
said time and time again, youwill build your mid-career GPS
one mile or one step at a time,and how you show up matters.
Make it a great rest of yourday.
(31:14):
Thank you for listening to theMid-Career GPS Podcast.
Make sure to follow on yourfavorite listening platform and,
if you have a moment, I'd loveto hear your comments on Apple
Podcasts.
Visit johnnerrellcom for moreinformation about how I can help
you build your mid-career GPSor how I can help you and your
organization with your nextworkshop or public speaking
(31:35):
event.
Don't forget to connect with meon LinkedIn and follow me on
social at John Narrow Coaching.
I look forward to being backwith you next week.
Until then, take care andremember how we show up matters.
Thank, you.
One of the most important relationships you will
ever build in your career iswith your manager.
Having someone who understandsthe quality of your work is
essential for having an advocatefor your career.
After all, if that person issitting at the table or in the
room where promotions are beingdiscussed, you want to be the
(00:22):
person they're talking about,but what happens if you, or
perhaps someone or somethingelse is holding you back?
Today's guest will talk to youabout the sticky floors that are
holding you back from achievingthe recognition and success you
desire.
In a few moments, you will meetErica Rooney, who will share
(00:43):
her career trajectory, whyallyship is important for your
career advancement, and her SNAPmethod to help you have the
necessary conversations toelevate your career as you build
your mid-career GPS.
So let's get started.
Hello, my friends, this is theMid-Career GPS Podcast and I'm
(01:14):
your host, John Neral.
I help mid-career professionalslike you find a job they love
or love the job they have, usingmy proven four-step formula, or
love the job they have, usingmy proven four-step formula.
Erica Rooney is a powerhouse inleadership, gender equality and
workplace culture.
With over 15 years of humanresources experience, including
(01:36):
her role as chief people officerin the tech industry.
She's the best-selling authorof Glass Ceilings and Sticky
Floors Shattering LimitingBeliefs and Toxic Behaviors to
Uncover Infinite Possibilities,and she's also the host of the
Glass Ceilings and Sticky Floorspodcast, where she inspires
(01:56):
thousands to break free fromlimiting beliefs and step into
infinite possibilities.
Erica is the founder of HerCollective, a digital community
and movement designed to empowerwomen to advance their careers,
amplify their voice and unlocktheir full potential without
sacrificing their authenticityor well-being.
(02:17):
And Erica has graced iconicstages like South by Southwest
and Chief, and her work has beenfeatured in Forbes, success
Magazine and CBS News.
Whether she's partnering withtop organizations or challenging
the status quo, erica is on amission to help people and
companies shatter barriers,unlock their potential and
(02:41):
achieve success without limits.
We've got a lot to discuss, solet's dive in.
It is my pleasure to introduceyou to Erica Rooney.
Hey there, erica.
Welcome to the show.
I'm so glad to have you heretoday.
Erica Rooney (02:56):
John, I have been waiting for this conversation
all day.
John Neral (03:00):
Me too.
We're going to have a greatconversation.
Love your story.
Shared a little bit about it inthe introduction.
But before we get started,erica, you've got a mid-career
moment you want to share with us, so please tell us what that
was or is.
Erica Rooney (03:12):
Oh my gosh, I always talk about this moment
and I like to preface it with.
You know, like everybody hasthat turning point in their
professional life that reallykind of divides time into the
before and into the after, and Ilove that you named it, this
mid-career moment, and I think alot of people think it's this
big, monumentous thing.
(03:33):
But for me, this mid-careermoment came when I was sitting
in my car bawling my eyes outand I was in my company parking
lot and I had just been betrayedby someone that I really,
really looked up to and reallytrusted.
And I'll paint the picture foryou I had been working with this
(03:54):
company that I was obsessedwith, I resonated with their
mission and their vision and Ireally thought that I would be
with that company for a longtime and I had this great idea
that would really kind of shakeup the way we did work With my
department.
It would completely reorg it.
It was exciting, it was a bigchange and it would finally take
(04:15):
my role and elevate it into aleadership position, if I played
my cards right.
But unfortunately, the personthat I pitched the idea to
walked into an executive meetingand pitched that idea as his
own and the leadership role thatI had envisioned for myself was
given to somebody else.
(04:36):
And in a moment, my entirefuture for this company was
completely cut off.
And so I remember, just sittingin my car, I had tears
streaming down my face, I wasgripping the steering wheel so
tightly that my knuckles werewhite and I just kept playing
over and over and over in myhead like how did I let this
happen?
What did I do wrong?
(04:56):
And, more importantly, why wasI such a failure?
And I think you know I wasn't afailure, but at that moment it
sure felt like it.
And the reason that this was mymid-career moment was because
one of those days in my carright, because I did what we all
do I got up, I dried my eyesand I kept going back to work,
(05:18):
but I just wasn't really there.
Right, I wasn't having luncheswith my team, I wasn't going on
afternoon walks with themanymore, I wasn't being a team
player and I was instead lockingmyself in the car or hiding in
my office.
Right, and this monumentalmoment came because I realized
one day, while I was having alittle mentee breakdown, that
(05:39):
number one I couldn't controlwhat other people did, what they
said or their integrity.
Learn that the hard way, right.
But I could control how Ishowed up every single day.
I could control what I believedabout myself, right, all those
negative things that I wassaying they weren't true.
I could believe my like, thatit was in my control to get out
(06:00):
of this situation.
And so, at that same time thoughI had this like a light bulb
moment that this was really myfirst time crashing my head up
against a glass ceiling, and itwas my first moment really
recognizing that the system thatI was working in was outdated
and it didn't work for me.
So in that moment, thismid-career moment of mine, I had
(06:22):
this epiphany that, number one,I did not have to stay stuck,
that I could control what I didnext, and, number two, I don't
have to wait for these outdatedsystems to change in order for
me to be successful.
And that was the moment thatturned everything for me, john.
John Neral (06:40):
So, erica, when you think back on that moment and
you think about how your careerhas been shaped since then, you
mention about the term glassceiling, and your book is called
Glass Ceilings and StickyFloors Shattering Limiting
Beliefs and Toxic Behaviors toUncover Infinite Possibilities.
(07:04):
Toxic behaviors to uncoverinfinite possibilities.
I want you to define for ourlisteners today how you define a
glass ceiling, and then we'lltalk about a sticky floor.
Erica Rooney (07:15):
Yes, so I do believe, and I know to be true,
that real glass ceilings, thatinvisible barrier that keeps
women and other minorities stuckand out of leadership positions
, exist, right, only 29% ofC-level positions are filled by
females.
Okay, for every 100 men thatare promoted, only 87 women are
(07:38):
promoted.
That means we're leaving 13women behind.
And then not only that, butwomen are two times more likely
to be considered as someone morejunior, even when they're
sitting at the damn table, right?
So there's that glass ceiling,but then there's also the
ceilings that we place overourselves, and those are the
ones that I talk about a lot,right?
(07:59):
What do we believe we'recapable of?
What do we believe is possible?
What can we control?
And most often, it's thoseceilings that are keeping you
small and keeping you stuck.
John Neral (08:13):
So, in thinking about that and of course, here
we are in the early stages of2025, and there's been a lot of
conversation and a lot ofdismantling around diversity,
equity and inclusion, and thatconversation, as we have seen it
(08:35):
unfold, has certainly I'll usethe word been skewed in certain
ways that are not entirelyaccurate.
And so, when we think aboutwomen who are wanting to elevate
into these positions, thatthey're at the table but they're
(08:56):
being considered for morejunior-level positions, in all
of your conversations thekeynotes you're delivering, the
organizations you're speaking towhat are you seeing as the
tenor of this conversationaround making sure that people
are not being held back in waysthat are going to put us back in
(09:19):
the past instead of moving usforward?
Erica Rooney (09:22):
Yeah, I personally do think this whole dismantling
of DEI is a load of bullshit,to be honest.
Right, and we know why it'shappening, ok, so we don't need
to dive into that, but it isgoing.
It is going to set us back abit, and that's why what I think
is absolutely bananas is mybook is more relevant today
(09:42):
because of the political climatethan it was when I first
started writing it.
That's wild, you know, becauseit is right.
Usually it's the reverse.
Usually you start writing aboutsomething and then you're like
OK, yeah, I see it.
No, no, no, no.
Mine has been in the flip side,right, because with all of the
dismantling of DEI and likepeople taking away all of the
(10:05):
opportunities that we are givingpeople that don't have
opportunities, right, we'releveling the playing field
that's gone.
So now we have to do more workfor ourselves.
We're going to have to fightharder, we're going to have to
lean in further.
We are going to have to do allof that right, and like it's not
women's responsibility, soleresponsibility, to fix right, we
(10:28):
need everybody in our corner,right, in every minority corner.
We're going to need a lot ofhelp because coming from the top
down right now, it's not insupport of us.
John Neral (10:39):
So, in line with that, you've defined for us this
notion of a glass ceiling,which is hopefully a familiar
term to a lot of people.
Sticky floors probably not.
Erica Rooney (10:57):
So what's a sticky floor?
Yes, oh my gosh.
I tell people this all the timebecause they look at me like a
little sideways, a little crazy.
Sometimes they're like, okay,she's a mom, is she talking
about like her own kitchen, likeI don't know?
And yes, those floors are awreck sometimes, okay, I got two
littles at home.
But I'm not talking about thosesticky floors.
Sticky floors for me, john, arethe limiting beliefs in the
toxic behaviors that keep youstuck.
(11:18):
So it's the words of self-doubtthat are whispering in your ear
, that you're not good enough,you're not qualified enough,
right.
It's the perfectionism thatkeeps you trapped.
It tells you you can't applyfor that job.
You don't meet every criteria,right.
It's the fear of failure thatkeeps you from taking the
strategic risks that you need toclimb the ladder.
Those are sticky floors in thelimiting belief sense.
(11:39):
But then there's also the toxicbehaviors that keep you stuck,
and this is where my workdiffers a little, because a lot
of people focus on limitingbehaviors or limiting beliefs.
But toxic behaviors also keepyou stuck.
So, too much wine on aWednesday, right?
Doom scrolling TikTok atmidnight when you know you
should be getting sleep becauseyou got a big presentation
tomorrow, or even staying in arelationship that no longer
(12:03):
serves you.
Those are all things that arekeeping you stuck.
And so when you have thoselimiting beliefs and you have
the toxic behaviors, it's say isat that manager senior manager
(12:37):
level and they want to move intothat director level, but
they're feeling stuck eitherorganizationally or personally.
John Neral (12:49):
How would you guide them through that?
Erica Rooney (12:52):
I would take them through what I call my snap
method right, and this is afour-step science back framework
that gets you from stuck intoaction and this is what really
helps you dismantle thoselimiting beliefs and toxic
behaviors.
Because here's the tricky pieceabout all of this they often
live in your unconscious mind soyou don't even know that you're
(13:14):
doing it right.
And so, real quick, I'll breakdown the SNAP method for you,
what it stands for, and thenwe'll dive into it and I'll use
an example to kind of illustrateit.
But the SNAP method simple, noteasy to do stands for stop and
take notes of what's going on inthe body.
The N stands for name it, A isfor ask and answer some deep and
personal questions and the P isfor pivoting.
(13:37):
So one of the things that I seein my work with people at that
kind of mid-level managementthey want to move up, but
they're not quite there yet.
They're feeling stuck, whetherorganizationally or personally
is the first thing I do is I askthem, like when you're going
through a regular day, do youhave any indicators that
something feels off inside yourbody?
(13:58):
And I'll give them an example.
I'll say, for example, like ifyou're getting antsy about a big
presentation, right, you mightget sweaty palms, you might feel
the nerves or the anxiety, likethose are signals from your
body that something is out ofequilibrium.
And so I'm a big believer inlike stop and take note if you
aren't feeling the way younormally feel when you show up
and you're in flow.
(14:19):
Right, Because the body keepsscore.
It tells you what's up.
So, even before you know what'shappening, your body is giving
you these signals.
Once you stop and take note,Right, and I'll tell you a story
with me.
On, let me just.
We're gonna cut right there,I'm gonna dive in Cause I wanna
start over and I wanna feed itinto every single one.
John Neral (14:39):
So make a note.
Thank you, John, Got itabsolutely All right.
Erica Rooney (14:45):
So the SNAP method stands for stop and take note
of what's going on in the body.
The N stands for name it, a isask and answer some deep and
personal questions and the P isfor pivot.
And I'll tell you a story frommyself, that kind of weaves in
to show you how I discovered Iwas really struggling with
imposter syndrome one day.
And let me tell you, john, thiscame to me when I was in the
(15:07):
C-suite, okay, but I went to aspeaker's bootcamp and I thought
, okay, this will be fun.
I show up at the cocktail happyhour and I really quickly
recognize that everyone in theroom knows each other, that
they're all professionals,they've all been doing this for
years and I'm just a chiefpeople officer.
I had immediate anxiety and I'musually this extroverted,
(15:32):
bubbly person, I want to talk toeverybody.
But I felt like a fish out ofwater.
Now, in the moment.
I didn't know that right, Ididn't have the hindsight to
recognize that.
But as soon as I could find anexit point, I ran to the
elevator and as soon as thosedoors closed, it was relief.
And then I was like whoa, erica, what's that about?
(15:54):
I could feel all the stress andeverything leaving my body.
So I stopped and I just tooknote of what was going on.
And then I named that stickyfloor.
For me it was imposter syndrome.
I was in a room filled withpeople who all knew what they
were doing and I was a newbie,so I really didn't feel good.
Now the importance of namingyour sticky floor is that once
(16:14):
you name that sticky floor, youactually start to take ownership
of it, and there are studiesout there that show when you can
name an emotion and you statethat it actually reduces the
intensity in which you feelthose emotions.
So if you sit there and you say, oh my gosh, I'm feeling
imposter syndrome, I don't feellike I fit in here, like I
belong here, that reduces thosefeelings of intensity.
(16:37):
But then you got to get into themeat of the work, which is the
ask and answer some deep andpivotal questions, because you
want to uncover why do you feelthis way?
Why is this your reaction?
Because once you understand whyyou're reacting a certain way,
you can then move to the nextstep.
But with ask and answer, Ialways love to share these very
two powerful questions whenyou're trying to figure out why
(16:59):
do I feel this way?
The two most powerful questionsyou can ask are is this thought
helpful and is this thoughttrue?
So for me, in that elevator, Iwas having all of those thoughts
of I don't belong here.
Everybody's so much better thanme I got to get out of here
fast, right.
Were those thoughts helpful?
Absolutely not.
Everybody is a beginner.
Once, every single person inthat room felt the way I was
(17:21):
feeling in that moment.
And then, is this thought truethat I'm an imposter, that I
don't belong Again?
No, true that I'm an imposter,that I don't belong Again?
No.
So once I got through that, Icould move to the pivot, which
is simply a reframe.
It's looking at the situationin a different light.
And so for me, I had two choicesthat day right, I could choose
(17:42):
to show up the next day and giveit my all and just see what
happens.
Or I could sit in the back andjust, you know, take notes
because I already paid, you know.
Then go home, right, but youknow what I did.
I said I'm going to make themost of this.
I don't belong here with airquotes as a professional speaker
yet, but I can be one.
(18:03):
And when there came a momentfor me to get up and like share
on the mic.
Oh, I was sweating, I wasnervous, I was like flushed, but
I was like this is my momentand I grabbed that mic and I
shared my story.
And you know what happenedafter that, john.
It gave every single person inthat room a reason and an
opportunity to talk to me.
(18:24):
And it completely changed thesituation.
John Neral (18:28):
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(18:52):
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(19:13):
So to grab the jumpstart, visitmy website at johnnerrellcom,
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promotion and start buildingyour mid-career GPS with greater
clarity, more confidence and aproven plan.
(19:36):
Now let's get back to theepisode.
Absolutely, I thank you forwalking us through that, because
I'm sure there's a lot ofpeople listening who can relate,
especially.
We all deal with impostersyndrome on some level.
Relate, especially.
We all deal with impostersyndrome on some level.
Erica, the thing that you saidthere that made me take note was
(19:57):
the word yet why in your workand in the things that you do
and how you help people?
Why is it so important to drivehome the power of the word, yet
to help them reach thoseinfinite possibilities you talk
about?
Erica Rooney (20:12):
Yeah, because I mean I believe in infinite
possibilities and I know itsounds like fluffy and you know,
I don't know, magical I suppose.
But like, I truly believe thatyou can do anything you wanna do
, you can be anything you wannabe Like, if you just work, work
towards it Right, and once yourealize that you were the only
(20:32):
one stopping yourself right, youwere the only one stopping
yourself you will be able to doall of those things.
So when you say things like Ican't run, I can't speak up, I
don't do presentations, yet.
Yeah, yet, because you canalways speak up.
I don't do presentations yetyeah, yet, because you can
always do that, and the onlyperson that's holding you back
(20:54):
is you.
John Neral (20:55):
Yeah, I love that and that's one of my favorite
words as well.
I just oftentimes I have tocatch myself and recognize
sometimes that, all right, justmaybe I haven't done something
to date Just means I justhaven't done it yet.
Yeah, and it's still there.
Erica Rooney (21:10):
It's super helpful when you have kids and you're
looking at this, because I'malways.
They're always learning newthings, you know.
I mean, they're always fallingdown, they're always getting
back up, they're always pickingup new skills, and so it's a
really great reminder If youfeel like these are the things I
can't do and you start noticingthat you're putting limitations
on yourself.
Look at a kid, look at whatthey're doing, like they are
falling down and scraping theirknees every single day.
John Neral (21:33):
And resilient and they get back up and do it again
and they get back up and theydo it again, right, erica, you
and I had a great conversationbefore we started recording this
interview, and one of thethings I want to talk with us
about right now is this wholeidea of allyship.
Having people in your cornerwho are actively supporting and
(21:57):
advocating for your growth anddevelopment is something we all
seek at some point in time inour lives and careers, and
hopefully we get to maintainthat as well.
Where can men right now bebetter allies for women?
Erica Rooney (22:16):
Oh, I got a lot of answers and I think there's
different avenues, right?
I think that the very firstthing that comes into my mind
when it comes to women, menbeing better allies for women is
, first and just listening,listening to everything that is
weighing on women's hearts andon their minds, because we're
(22:38):
stressed out, we're worried,we're scared, right.
We don't know if we can do allof these things that we want to
do and achieve everything thatwe want to achieve and like
let's remember that thegeneration that's like in the
workforce right now that's, youknow, in their 30s and 40s we
were all told that we could haveit all, do it all and be it all
(23:00):
, because our mothers were thegeneration that could really be
nurses or teachers, you know.
So when they were like, oh mygosh, you have this freedom, you
can do anything you want to do,we really latched onto that and
we were like, yeah, we can andwe can be that stay at home mom
too.
Yeah, no, we can't.
(23:21):
There's not that much time inthe day, right?
All of these super successful,old, pale, stale, white male
CEOs.
They have stay at home, wivesat home who are doing everything
for them.
So the first thing for allyshipis just asking women what's
weighing on their hearts andtheir minds because we got a lot
going on right and thenfiguring out how to help,
(23:42):
because I do believe the best inpeople, right, and I do believe
that we all have these biasesthat we don't realize exist.
And so if you are a man and yousee another man that is doing
something that is not okay, thatis speaking over a woman,
taking credits for a woman'swork, all of that you need to
call it out when you see it,because some of the most pivotal
(24:03):
moments for me were when a manstepped up and said, hey, that
was Erica's idea, or why don'twe give Erica the floor?
Or how about we let Erica speak?
And then, when I stepped upinto a position of power, which
is also a position of privilege,I could do it for others.
John Neral (24:21):
Thank you for that.
Those are great things to keepin mind, and especially for
anyone who is listening when yousee it.
When you see that bad behavior,call it out.
Don't just let it sit there,call it out immediately.
Erica Rooney (24:37):
Absolutely Right, and there's ways too, john, that
you can do it in a way that'snot going to make someone feel
like a total jerk sometimes,right, because sometimes, like
people don't realize whatthey're doing and you don't want
to make them feel bad about it,and that's fine.
There are ways that you canjust say hey, actually wasn't
Erica just saying that samething a couple of minutes ago?
Why don't we let her explain it?
That is a perfect way to shutdown some mansplaining and to to
(25:02):
highlight a woman.
So you've just you've got tospeak up and you've got to be an
advocate, right?
All the things that women gotto deal with childbearing,
menopause, mansplaining the listis on and on.
Wherever you can dive in andhelp and try to just understand,
like that's what women want.
John Neral (25:23):
That's such a great point because calling that out
is simply good human beingbehavior.
Don't be a jerk, Don't be anasshole.
Right Be, be a good human being.
That's there.
That is is standing up andadvocating for people, because
you'd want the same thing.
Erica Rooney (25:44):
Yeah, and here's the thing we all do bad behavior
when we see it.
John Neral (25:47):
Oh gosh.
Erica Rooney (25:48):
We just don't like calling it out, but that is the
only thing that's going todrive change right, and I'm not
talking about calling it out onthe internet or calling it out
on LinkedIn, like you need tocall it out in the place of
which you live, because that iswhere change starts.
It starts in your home.
John Neral (26:03):
Oh, so well said, so well said.
Erica, I'm going to pivot withyou for a moment because there's
a question I wanted to ask youas we dig back into your chief
people officer days for a moment, before we start wrapping up.
So many people right now inthis job market are thinking
about what that next job mightbe, or they're actively looking
(26:27):
for a new job right now.
I'm curious what is the bestjob interview question you've
ever been asked?
Erica Rooney (26:37):
Hmm, I mean this is very specific to HR but it
has to be shared.
So any HR practitioners this isthe money question and, believe
it or not, it came from a CFOwhich is so interesting, but the
best interview question I hadwhen I was interviewing for an
HR role was Erica which statesdo you hate the most?
(27:00):
And I thought that was such afunny question.
But if you are an HR, you knowevery state has different
requirements and different lawsand so New Jersey's got paid
leave, california's crazy, youknow.
So we all have these statesthat we hate and like that is a
(27:21):
really good way to uncover ifyou have a true HR practitioner,
because we can rattle off thestates we hate the most real
quick.
John Neral (27:31):
That is such an interesting answer because when
I heard that question, my mindwent to a totally different
place.
Where'd it go?
Well, it went to red and bluestates, right, like trying to
figure out where do you kind ofalign, without having to be like
, so what political affiliationare you at, which obviously you
can't ask.
But then, because our brainsare so dynamic and funny, right.
(27:54):
And then I thought, well, yeah,like what's the worst state
that I've traveled to that Iwould never want to go back to
again?
Yeah, I find out real quick,john, that you were posing
(28:27):
You're not going to be in toelevate their career in this
very dynamic and fast-movingtime.
So if you could give ourlisteners today one piece of
advice to help them build theirmid-career GPS, what would it be
?
Erica Rooney (28:39):
Know that you are never stuck.
Right, you always have theopportunity to change jobs,
change industries, changeprofessions.
It is not going to happenovernight, right, it's not.
It might not even happen in ayear, right.
Some of these things that youhave to do to truly get to where
(28:59):
you want to go take a long time, and so don't just up and quit
your job, you know, because youdon't like the culture or even
because it's toxic.
Right, you have to think aboutyour own well-being.
First, get that psychologicalsafety, get all your needs met,
and then take action.
Right, show up, do a good job,but keep your dream in sight,
(29:20):
because you were never stuck.
John Neral (29:24):
Absolutely yes, in big capital letters, erica,
thank you so very stuck.
Absolutely yes, in big capitalletters, erica, thank you so
very much.
If people want to connect withyou, find out more about you,
learn from you, I'm going toturn the mic over to you.
Please tell us all the greatplaces where people can connect.
Erica Rooney (29:37):
Well, if they really love the message that we
shared today on the podcast, Iwould say read the book Glass
Ceilings and Sticky Floors.
It's endorsed by Mel Robbins,which was very exciting, and if
you enjoy that, you can find meon my own podcast called the
Glass Ceiling and Sticky FloorPodcast.
And you know what?
Come meet me over there onLinkedIn.
That is my other permanentaddress and I'm there every
(29:58):
single day, so tell me you heardme on this podcast and let's
chat.
John Neral (30:05):
I will make sure all of that is in the show notes.
But, erica Rooney, thank you somuch for being a wonderful
guest and sharing your wisdomtoday on the Mid-Career GPS
podcast.
Thank you All right, my friends.
Erica dropped a lot of truthbombs with us today and so many
things I hope you're considering, but I want to leave you with
this.
Where's your sticky floor?
What's that limiting beliefthat you have that is holding
(30:29):
you back from showing up andplaying full out the way you
want to?
And if you are actively lookingfor a job, maybe you've been
turned down for an internalpromotion or you just haven't
achieved that level within yourcareer.
You know you are ready for.
Just remember that.
(30:50):
It simply hasn't happened yet,but it will, and that's why you
need to keep building yourmid-career GPS because, as we've
said time and time again, youwill build your mid-career GPS
one mile or one step at a time,and how you show up matters.
Make it a great rest of yourday.
(31:14):
Thank you for listening to theMid-Career GPS Podcast.
Make sure to follow on yourfavorite listening platform and,
if you have a moment, I'd loveto hear your comments on Apple
Podcasts.
Visit johnnerrellcom for moreinformation about how I can help
you build your mid-career GPSor how I can help you and your
organization with your nextworkshop or public speaking
(31:35):
event.
Don't forget to connect with meon LinkedIn and follow me on
social at John Narrow Coaching.
I look forward to being backwith you next week.
Until then, take care andremember how we show up matters.
Thank, you.
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