September 23, 2025 • 19 mins
The line between personal expression and professional consequences has never been more blurred. With recent headlines putting workplace conduct and public statements in the spotlight, many mid-career professionals are asking a tough question: Could what I say cost me my job?
In this episode of The Mid-Career GPS Podcast, we unpack what every professional in today’s job market needs to know about free speech, at-will employment, and safeguarding your career.
You’ll learn why your constitutional right to free speech does not necessarily protect your employment and how at-will employment gives employers broad authority to terminate workers. For mid-career professionals navigating leadership roles or job transitions, this conversation is especially relevant.
We’ll cover:
- What at-will employment really means for employees and employers
- Why your words and actions outside of work can still impact your professional reputation
- How to review your employment agreement for ethics, morals, and behavioral clauses
- The importance of managing your online presence during a job search
- Practical steps for “digital cleaning” to align your online footprint with career goals
- How leaders can balance employee expression with organizational responsibility
- When it may be wise to consult an employment attorney
Whether you are actively job searching, worried about your current position, or leading a team through turbulent times, this episode gives you practical strategies to maintain both your career clarity and professional credibility.
Why This Matters for Mid-Career Professionals
If you’re between 35 and 55 and working in a leadership or management role, your career is built not only on what you do but also how you show up. Employers and hiring managers pay close attention to digital footprints and personal branding. The stakes are higher than ever—and understanding these dynamics can help you stay employable, promotable, and respected.
Resources and Next Steps
- Subscribe to The Mid-Career GPS Podcast for weekly guidance on career clarity, job search, and leadership growth
Ready to give your career the jumpstart it needs to whatever is next? Schedule a $197 Career/Leadership Strategy Session. Click here to learn more about how this transformative strategy session will help you.
Visit https://johnneral.com/resources to:
- Subscribe to my free leadership and career newsletter
- Get The Mid-Career Promotion Blueprint to help you figure out whatever is next for you and your career
- Join The Mid-Career GPS Membership Community.
Please leave a rating and review on Apple Podcasts here.
Connect with John on LinkedIn here.
Get John's New Mid-Career Journal on Amazon here.
Follow John on Instagram @johnneralcoaching.
Subscribe to John's YouTube Channel here.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
John Neral (00:00):
Hey there, I am recording this episode one day
before it drops because,admittedly, this isn't the first
time I've recorded this episode.
So much has happened over thepast week and there's been a lot
of conversations about ourfreedom of speech and our jobs.
As we know, a little over aweek ago, conservative activist
(00:23):
Charlie Kirk was assassinated,and I want to be clear murdering
someone because of who they areor their beliefs is absolutely
wrong.
Political violence and hishateful rhetoric is wrong as
well, and it needs to stop.
But we are a country founded ondifferences and the First
(00:44):
Amendment of our Constitutionprotects our freedom of speech
here in the United States.
So when Jimmy Kimmel was pulledoff the air indefinitely by ABC
and Disney, many of us hadconversations about whether we
could lose our jobs because ofwhat we say.
So, since this is a mid-careercentric podcast, I wanted to
(01:07):
share with you a few things Iknow to help you navigate these
difficult times and what itmeans for what you say and your
job.
Let's get started.
Hello, my friends, this is theMid-Career GPS Podcast and I'm
(01:34):
your host, John Neral.
I help mid-career professionalslike you find a career they
love, or love the one they have,using my proven four-step
formula.
A lot's been happening and, as Ishared in the open, this isn't
the first time I tried recordingthis episode.
I have researched and struggledand had a lot of conversations
with people within my networkabout this topic, doing my best
(02:00):
here to make this as quoteunquote, right or accurate or
best as possible as I can,because who knows what's going
to happen with this storybetween now and when this
episode drops tomorrow.
But so many of us are fired upright now and we're having all
of the feels about what'shappening in this world and
(02:22):
admittedly I'm struggling withall of this too, this world, and
admittedly I'm struggling withall of this too.
But I wanted to share thesethings with you about what
freedom of speech means for yourjob and your career search, as
you are continuing to build yourmid-career GPS to whatever is
next for you in your career.
So we know that the FirstAmendment protects our freedom
(02:45):
of speech, means that we areable to say what it is that we
want.
But the conversations haveturned this week to is what we
say free, but free ofconsequence as well?
Now I want to reiterate againmurdering or assassinating
someone because of what they sayor believe is absolutely wrong,
(03:09):
but I want this podcast episodeto focus specifically on what
we have seen and heard and readabout Jimmy Kimmel specifically
and the decisions that ABC andDisney have taken.
So, for many of you who listento this podcast, you are not
(03:30):
independent business owners orsolopreneurs.
You are corporate, nonprofit,government, civil service
professionals who, unless youlive in the state of Montana
here in the United States and,by the way, I've been to Montana
, it's a wonderful state you arewhat is considered an at-will
employee.
According to Thomson Reuters,quote at-will employment means
(03:54):
an employer can fire an employeeat any time for almost any
reason without incurring legalliability.
Likewise, an employee has thefreedom to quit at any time,
unquote, and that's one of thethings, just as a side note here
that is often missed in thisconversation about at-will
(04:16):
employment.
So we know that it's customaryto give two weeks notice before
vacating a position.
That's just it.
It is customary.
As an at-will employee, youcould leave that very same day,
and I'm not saying to behaveunprofessionally or burn a
bridge or anything like that.
(04:37):
The reality is at-willemployment does work both ways.
But from this definition ofThomson Reuters, it is important
for us to lean into theirlanguage here which says can
fire an employee at any time foralmost any reason without
incurring legal liability.
(04:58):
Here's what I want you to know.
If you are working for acompany that you do not own, you
should take a moment and checkyour employment agreement for
any morals, ethics or behavioralclauses, and in that agreement
(05:20):
it should specifically spell outwhat you can do on company time
and what you cannot do when youare not on company time.
The thing is, if you are anemployee of a particular company
, you are essentiallyrepresenting their brand, and in
(05:43):
representing their brand, youmust uphold their reputation.
And if they deem that yourreputation is not aligned with
their brand and essentially putsyou in any kind of professional
jeopardy that could thennegatively reflect back on their
brand, that is a concern, andthe consequences are then up to
(06:07):
the company in terms of how theychoose to handle that action of
yours.
Keep in mind, as an employee,you are directly responsible for
representing the company'sbrand in a positive light and
maintaining its good reputation.
That's why I'm offering youhere to take a moment to look at
(06:28):
your employment agreement andreview your company's policies
regarding ethics, morals andbehaviors, especially what it
means about relating to socialmedia posting and or event
attendance.
Over the past week, I've hadpeople reach out to me and say
but you know, it's on my time,it shouldn't matter, but it does
(06:51):
.
You are still representing thatcompany, even in your off time,
and so that employer then hasthe recourse, if you will, for
saying you're unfit to work here, we're going to let you go or
we're going to reprimand you orsuspend you or whatever that
(07:14):
might be.
It is not saying that you donot have freedom of speech to
verbalize or vocalize thoseopinions or beliefs that are
important to you.
You have that, we have that,but it has to be done in the
context of whether or not thoseactions then in turn violate the
(07:38):
moral, ethics or behavioralclauses within your employment
agreement.
If you are actively jobsearching right now as we get
ready to head into quarter fourof 2025, or even if you're
listening to this episode farafter this date, the reality is
(07:59):
you should be prepared that apotential employer will contact
your references and they willtake a look at your online
presence, meaning they will lookat your social media.
They will look at what you post, what you comment about and,
yes, they will make a judgmentabout that make a judgment about
(08:26):
that Years ago.
We know that an organizationwould rely heavily on
recommendations that theyreceived from professional
connections, family or friendsto determine whether or not you
would be a great candidate.
Today, all you need to do is asimple Google or chat GPT search
and a lot of things are goingto come up.
Be prepared that your futureemployer may go ahead and do
(08:49):
that, and if there is anythingyou fear may put you in
professional jeopardy based onwhat you posted or what you
commented on, it might be a goodtime for you to do some digital
cleaning.
It might be a good time for youto do some digital cleaning.
Now, I am not an internetexpert, but certainly if it's
out there, it's out there.
(09:10):
It depends on how deep theyhave to dig or they have to go
and find it.
But if a recruiter, aheadhunter, a hiring manager, an
HR representative is going tojust do a little search to see
what comes up, you might want todo a little digital cleaning
capital letters of the F if youfeel it is necessary For any
(09:34):
reason.
If you believe that you havebeen wrongly terminated or you
fear you may be wronglyterminated in the workplace,
then I want to offer you youshould strongly consider seeking
the help of an employmentattorney.
I am not one.
I am not a legal professional,I am a career coach, career
(09:56):
expert.
If you believe you've beenwrongly terminated, you may need
to retain legal counsel aboutyour specific situation.
But, without a doubt, over thispast week, so much has come up
for so many of us.
There is no doubt that many ofus are dealing with a lot and
we've got all of the thoughtsand feelings.
(10:20):
Years ago, one of my mentorsgave me this advice when I
started a job.
He said to me John, when you'reat work, you are there to do
just that work.
Keep your actions professionaland don't create more drama at
work than what is already there.
(10:40):
I always appreciated thatadvice and, yes, you have your
work bestie, your close friendsat work, the colleagues with
whom you may close the door andhave a conversation, and by all
means, those things can beextremely healthy and they
should happen, but they happenin the sense of that is a safe
(11:01):
and mutually shared space.
We're not making someoneunintentionally or intentionally
uncomfortable because of thespeech or the language that
we're using.
I'm 56 years old and I grew upin a time where you pretty much
kept work at work and home athome and that you'd never
(11:23):
between shall meet.
And I know that's not alwaysthe case today, and I get that.
But in this day and age, whereeverything seems to be looked at
very critically and jobs areimportant because they provide
some sense of financialstability and you may be
(11:44):
job-hugging right now and notwanting to do anything to
jeopardize your currentemployment, or you may be saying
to yourself that I want to lookfor a new job but I may wait
until 2025 or 26, excuse me,until 2025 is over.
Then, in those situations, youwant to make sure you are not
(12:04):
doing anything that would givecause, reason or concern to
potentially put you inprofessional jeopardy.
And even though most of myclients are in some state of
career transition, the majorityof the people I work with also
hold some type of leadershiprole.
(12:26):
And I work with people who arein leadership positions, who are
very happy within theirorganization and they have no
intention of leaving, but theyhire me as their executive and
leadership coach to help themlevel up their leadership, to
show up in ways that make themmore impactful in who they are
and what they do.
And so there are times when aclient will come and they will
(12:50):
want me to hold space for themand coach them through what it
is that they're feeling orprocessing and thinking about
that ultimately leads them tothe actions and results about
how they show up in theworkplace.
I will tell you, I have coachedpeople who have different
(13:11):
political beliefs than I do.
I have no problem with that.
I'm not getting into the boxwith them.
I have people who hire me whoshare similar political beliefs
and I have no problem with that,because I don't get into the
box with them.
This is about me helping themsee their brain work through
their thoughts that then, inturn, create a set of feelings
(13:34):
that then, in turn, create a setof actions which then, in turn,
produce a set of results.
How we lead, how we take care ofthe people on our team, how we
hold space for them, is moreimportant than ever.
It's why I say at the end ofthis podcast how we show up
matters, because how you areshowing up in this world right
(13:55):
now is so important and it isimpacting the things that we do
at work at a level we've neverseen before.
Can you imagine, and youprobably have sitting in a
meeting and you get an alert onyour phone, or you've had a
conversation with a familymember and you have to put all
(14:16):
of that aside because you've gotto deal with the project status
of a particular client or aninitiative that you're working
on, or you're getting ready fora product launch, or you're
dealing with hiring numbers forthe upcoming quarter, whatever
it might be, and you've got tofind a way to quiet your brain
and focus on the task at hand.
And so in moments like this,where tempers are high, we might
(14:42):
find ourselves being a littleboisterous, a little overzealous
, a little passive, aggressive,a little snarky, and so we may
need to have those conversationsjust to lower the temperature
down a little bit.
That can happen.
It's how we show up, it's howwe own where we are, and we
(15:06):
recognize and build thoserelationships by having those
kinds of intentionalconversations.
So, whatever you're dealingwith at work, let's just
acknowledge you're dealing witha lot, and it might be trickling
over into your relationships atwork, your relationships at
home, your relationships withfamily or friends, and so the
(15:29):
choice then becomes how tonavigate through that.
It's one of the areas where I,as a coach, get to help my
clients lead more impactfully.
So, as I go to wrap up herewith you, I want you to remember
these things.
Yes, we have freedom of speech,but unless you live in the
(15:51):
state of Montana here in theUnited States, that you are an
at-will employee, and that meansyou or your employer can leave
for practically any reasonwithout incurring legal
liability.
Secondly, you are representingthe company's brand and
reputation, and if the companybelieves you are not upholding
(16:13):
that brand and reputation in away that they deem to be best
fit or appropriate, there may beaction.
And lastly, you may want totake some time and do a little
digital cleaning, if you need to, and make sure that your social
media and online presencereflects your professional brand
(16:34):
in terms of what you're lookingto do in your current job or in
your next job.
Now, this week's podcast episodewas obviously not planned
because of so many things thathad happened, and so it was,
though, inspired by my freeemail newsletter.
(16:54):
So the Mid-Career GPSnewsletter and the Friday Focus
come out twice a week.
It is free to join.
All you have to do is go on mywebsite, https://johnneral.
com.
You will see it on the homepage.
You will see it on theresources tab.
You can check the show notes.
See it on the homepage.
You will see it on theresources tab where you can
check the show notes.
(17:17):
But here's why you want to join.
You join because of theconversation.
You join because of theconversation and topics that
happen solely within mynewsletter, to help you figure
out what that next job might be,how to go after that next job,
get clarity about your careerand level up your leadership.
So if that's something you'relooking for at this point in
time in your career, I want toinvite you in and join the free
(17:39):
newsletter.
All you got to do is go to mywebsite, johnnarrellcom, or
check the show notes.
Come on in and get thenewsletter.
The next one goes out tomorrow,which will be Wednesday.
So, my dear friends, we're alldealing with a lot.
Hang in there, be kind to oneanother and remember you will
(17:59):
build your mid-career GPS onemile or one step at a time, and
how you show up matters.
Make it a great rest of yourday.
Make it a great rest of yourday how I can help you build
(18:27):
your mid-career GPS or how I canhelp you and your organization
with your next workshop orpublic speaking event.
Don't forget to connect with meon LinkedIn and follow me on
social at John Darrell Coaching.
I look forward to being backwith you next week.
Until then, take care andremember how we show up matters.
Hey there, I am recording this episode one day
before it drops because,admittedly, this isn't the first
time I've recorded this episode.
So much has happened over thepast week and there's been a lot
of conversations about ourfreedom of speech and our jobs.
As we know, a little over aweek ago, conservative activist
(00:23):
Charlie Kirk was assassinated,and I want to be clear murdering
someone because of who they areor their beliefs is absolutely
wrong.
Political violence and hishateful rhetoric is wrong as
well, and it needs to stop.
But we are a country founded ondifferences and the First
(00:44):
Amendment of our Constitutionprotects our freedom of speech
here in the United States.
So when Jimmy Kimmel was pulledoff the air indefinitely by ABC
and Disney, many of us hadconversations about whether we
could lose our jobs because ofwhat we say.
So, since this is a mid-careercentric podcast, I wanted to
(01:07):
share with you a few things Iknow to help you navigate these
difficult times and what itmeans for what you say and your
job.
Let's get started.
Hello, my friends, this is theMid-Career GPS Podcast and I'm
(01:34):
your host, John Neral.
I help mid-career professionalslike you find a career they
love, or love the one they have,using my proven four-step
formula.
A lot's been happening and, as Ishared in the open, this isn't
the first time I tried recordingthis episode.
I have researched and struggledand had a lot of conversations
with people within my networkabout this topic, doing my best
(02:00):
here to make this as quoteunquote, right or accurate or
best as possible as I can,because who knows what's going
to happen with this storybetween now and when this
episode drops tomorrow.
But so many of us are fired upright now and we're having all
of the feels about what'shappening in this world and
(02:22):
admittedly I'm struggling withall of this too, this world, and
admittedly I'm struggling withall of this too.
But I wanted to share thesethings with you about what
freedom of speech means for yourjob and your career search, as
you are continuing to build yourmid-career GPS to whatever is
next for you in your career.
So we know that the FirstAmendment protects our freedom
(02:45):
of speech, means that we areable to say what it is that we
want.
But the conversations haveturned this week to is what we
say free, but free ofconsequence as well?
Now I want to reiterate againmurdering or assassinating
someone because of what they sayor believe is absolutely wrong,
(03:09):
but I want this podcast episodeto focus specifically on what
we have seen and heard and readabout Jimmy Kimmel specifically
and the decisions that ABC andDisney have taken.
So, for many of you who listento this podcast, you are not
(03:30):
independent business owners orsolopreneurs.
You are corporate, nonprofit,government, civil service
professionals who, unless youlive in the state of Montana
here in the United States and,by the way, I've been to Montana
, it's a wonderful state you arewhat is considered an at-will
employee.
According to Thomson Reuters,quote at-will employment means
(03:54):
an employer can fire an employeeat any time for almost any
reason without incurring legalliability.
Likewise, an employee has thefreedom to quit at any time,
unquote, and that's one of thethings, just as a side note here
that is often missed in thisconversation about at-will
(04:16):
employment.
So we know that it's customaryto give two weeks notice before
vacating a position.
That's just it.
It is customary.
As an at-will employee, youcould leave that very same day,
and I'm not saying to behaveunprofessionally or burn a
bridge or anything like that.
(04:37):
The reality is at-willemployment does work both ways.
But from this definition ofThomson Reuters, it is important
for us to lean into theirlanguage here which says can
fire an employee at any time foralmost any reason without
incurring legal liability.
(04:58):
Here's what I want you to know.
If you are working for acompany that you do not own, you
should take a moment and checkyour employment agreement for
any morals, ethics or behavioralclauses, and in that agreement
(05:20):
it should specifically spell outwhat you can do on company time
and what you cannot do when youare not on company time.
The thing is, if you are anemployee of a particular company
, you are essentiallyrepresenting their brand, and in
(05:43):
representing their brand, youmust uphold their reputation.
And if they deem that yourreputation is not aligned with
their brand and essentially putsyou in any kind of professional
jeopardy that could thennegatively reflect back on their
brand, that is a concern, andthe consequences are then up to
(06:07):
the company in terms of how theychoose to handle that action of
yours.
Keep in mind, as an employee,you are directly responsible for
representing the company'sbrand in a positive light and
maintaining its good reputation.
That's why I'm offering youhere to take a moment to look at
(06:28):
your employment agreement andreview your company's policies
regarding ethics, morals andbehaviors, especially what it
means about relating to socialmedia posting and or event
attendance.
Over the past week, I've hadpeople reach out to me and say
but you know, it's on my time,it shouldn't matter, but it does
(06:51):
.
You are still representing thatcompany, even in your off time,
and so that employer then hasthe recourse, if you will, for
saying you're unfit to work here, we're going to let you go or
we're going to reprimand you orsuspend you or whatever that
(07:14):
might be.
It is not saying that you donot have freedom of speech to
verbalize or vocalize thoseopinions or beliefs that are
important to you.
You have that, we have that,but it has to be done in the
context of whether or not thoseactions then in turn violate the
(07:38):
moral, ethics or behavioralclauses within your employment
agreement.
If you are actively jobsearching right now as we get
ready to head into quarter fourof 2025, or even if you're
listening to this episode farafter this date, the reality is
(07:59):
you should be prepared that apotential employer will contact
your references and they willtake a look at your online
presence, meaning they will lookat your social media.
They will look at what you post, what you comment about and,
yes, they will make a judgmentabout that make a judgment about
(08:26):
that Years ago.
We know that an organizationwould rely heavily on
recommendations that theyreceived from professional
connections, family or friendsto determine whether or not you
would be a great candidate.
Today, all you need to do is asimple Google or chat GPT search
and a lot of things are goingto come up.
Be prepared that your futureemployer may go ahead and do
(08:49):
that, and if there is anythingyou fear may put you in
professional jeopardy based onwhat you posted or what you
commented on, it might be a goodtime for you to do some digital
cleaning.
It might be a good time for youto do some digital cleaning.
Now, I am not an internetexpert, but certainly if it's
out there, it's out there.
(09:10):
It depends on how deep theyhave to dig or they have to go
and find it.
But if a recruiter, aheadhunter, a hiring manager, an
HR representative is going tojust do a little search to see
what comes up, you might want todo a little digital cleaning
capital letters of the F if youfeel it is necessary For any
(09:34):
reason.
If you believe that you havebeen wrongly terminated or you
fear you may be wronglyterminated in the workplace,
then I want to offer you youshould strongly consider seeking
the help of an employmentattorney.
I am not one.
I am not a legal professional,I am a career coach, career
(09:56):
expert.
If you believe you've beenwrongly terminated, you may need
to retain legal counsel aboutyour specific situation.
But, without a doubt, over thispast week, so much has come up
for so many of us.
There is no doubt that many ofus are dealing with a lot and
we've got all of the thoughtsand feelings.
(10:20):
Years ago, one of my mentorsgave me this advice when I
started a job.
He said to me John, when you'reat work, you are there to do
just that work.
Keep your actions professionaland don't create more drama at
work than what is already there.
(10:40):
I always appreciated thatadvice and, yes, you have your
work bestie, your close friendsat work, the colleagues with
whom you may close the door andhave a conversation, and by all
means, those things can beextremely healthy and they
should happen, but they happenin the sense of that is a safe
(11:01):
and mutually shared space.
We're not making someoneunintentionally or intentionally
uncomfortable because of thespeech or the language that
we're using.
I'm 56 years old and I grew upin a time where you pretty much
kept work at work and home athome and that you'd never
(11:23):
between shall meet.
And I know that's not alwaysthe case today, and I get that.
But in this day and age, whereeverything seems to be looked at
very critically and jobs areimportant because they provide
some sense of financialstability and you may be
(11:44):
job-hugging right now and notwanting to do anything to
jeopardize your currentemployment, or you may be saying
to yourself that I want to lookfor a new job but I may wait
until 2025 or 26, excuse me,until 2025 is over.
Then, in those situations, youwant to make sure you are not
(12:04):
doing anything that would givecause, reason or concern to
potentially put you inprofessional jeopardy.
And even though most of myclients are in some state of
career transition, the majorityof the people I work with also
hold some type of leadershiprole.
(12:26):
And I work with people who arein leadership positions, who are
very happy within theirorganization and they have no
intention of leaving, but theyhire me as their executive and
leadership coach to help themlevel up their leadership, to
show up in ways that make themmore impactful in who they are
and what they do.
And so there are times when aclient will come and they will
(12:50):
want me to hold space for themand coach them through what it
is that they're feeling orprocessing and thinking about
that ultimately leads them tothe actions and results about
how they show up in theworkplace.
I will tell you, I have coachedpeople who have different
(13:11):
political beliefs than I do.
I have no problem with that.
I'm not getting into the boxwith them.
I have people who hire me whoshare similar political beliefs
and I have no problem with that,because I don't get into the
box with them.
This is about me helping themsee their brain work through
their thoughts that then, inturn, create a set of feelings
(13:34):
that then, in turn, create a setof actions which then, in turn,
produce a set of results.
How we lead, how we take care ofthe people on our team, how we
hold space for them, is moreimportant than ever.
It's why I say at the end ofthis podcast how we show up
matters, because how you areshowing up in this world right
(13:55):
now is so important and it isimpacting the things that we do
at work at a level we've neverseen before.
Can you imagine, and youprobably have sitting in a
meeting and you get an alert onyour phone, or you've had a
conversation with a familymember and you have to put all
(14:16):
of that aside because you've gotto deal with the project status
of a particular client or aninitiative that you're working
on, or you're getting ready fora product launch, or you're
dealing with hiring numbers forthe upcoming quarter, whatever
it might be, and you've got tofind a way to quiet your brain
and focus on the task at hand.
And so in moments like this,where tempers are high, we might
(14:42):
find ourselves being a littleboisterous, a little overzealous
, a little passive, aggressive,a little snarky, and so we may
need to have those conversationsjust to lower the temperature
down a little bit.
That can happen.
It's how we show up, it's howwe own where we are, and we
(15:06):
recognize and build thoserelationships by having those
kinds of intentionalconversations.
So, whatever you're dealingwith at work, let's just
acknowledge you're dealing witha lot, and it might be trickling
over into your relationships atwork, your relationships at
home, your relationships withfamily or friends, and so the
(15:29):
choice then becomes how tonavigate through that.
It's one of the areas where I,as a coach, get to help my
clients lead more impactfully.
So, as I go to wrap up herewith you, I want you to remember
these things.
Yes, we have freedom of speech,but unless you live in the
(15:51):
state of Montana here in theUnited States, that you are an
at-will employee, and that meansyou or your employer can leave
for practically any reasonwithout incurring legal
liability.
Secondly, you are representingthe company's brand and
reputation, and if the companybelieves you are not upholding
(16:13):
that brand and reputation in away that they deem to be best
fit or appropriate, there may beaction.
And lastly, you may want totake some time and do a little
digital cleaning, if you need to, and make sure that your social
media and online presencereflects your professional brand
(16:34):
in terms of what you're lookingto do in your current job or in
your next job.
Now, this week's podcast episodewas obviously not planned
because of so many things thathad happened, and so it was,
though, inspired by my freeemail newsletter.
(16:54):
So the Mid-Career GPSnewsletter and the Friday Focus
come out twice a week.
It is free to join.
All you have to do is go on mywebsite, https://johnneral.
com.
You will see it on the homepage.
You will see it on theresources tab.
You can check the show notes.
See it on the homepage.
You will see it on theresources tab where you can
check the show notes.
(17:17):
But here's why you want to join.
You join because of theconversation.
You join because of theconversation and topics that
happen solely within mynewsletter, to help you figure
out what that next job might be,how to go after that next job,
get clarity about your careerand level up your leadership.
So if that's something you'relooking for at this point in
time in your career, I want toinvite you in and join the free
(17:39):
newsletter.
All you got to do is go to mywebsite, johnnarrellcom, or
check the show notes.
Come on in and get thenewsletter.
The next one goes out tomorrow,which will be Wednesday.
So, my dear friends, we're alldealing with a lot.
Hang in there, be kind to oneanother and remember you will
(17:59):
build your mid-career GPS onemile or one step at a time, and
how you show up matters.
Make it a great rest of yourday.
Make it a great rest of yourday how I can help you build
(18:27):
your mid-career GPS or how I canhelp you and your organization
with your next workshop orpublic speaking event.
Don't forget to connect with meon LinkedIn and follow me on
social at John Darrell Coaching.
I look forward to being backwith you next week.
Until then, take care andremember how we show up matters.
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