January 5, 2025 • 32 mins
Gina Riley, a renowned career transition coach, joins us on the Let's Think About It Podcast to share the secrets of successful career transformations. Learn how her innovative Career Velocity model has empowered countless leaders and executives to navigate their career transitions with confidence and clarity. From her own inspiring journey from Arizona to Sisters, Oregon, Gina opens up about her passion for storytelling and helping professionals articulate their unique value propositions.
Facing the uncertainty of a career change? Gina provides practical strategies to overcome those fears, especially in light of layoffs and professional setbacks. Discover how to craft a compelling unique value proposition with Gina's five-step process, starting with the insightful UMAP assessment. Through listener examples and case studies, we explore the profound impact of clearly communicating one's strengths and leadership experiences, ultimately transforming how clients approach job searches and interviews.
Beyond the practical steps, we delve into the emotional journey of career transitions and the importance of proactive career management. Gina emphasizes the significance of maintaining a strong professional brand, particularly on platforms like LinkedIn, to stand out in an ever-competitive job market. With advice on overcoming self-doubt and fostering self-improvement, Gina's insights are complemented by resources like her upcoming book "Qualified Isn't Enough." Stay connected with us for more empowering conversations that support your continuous growth.
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Episode Transcript
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Speaker 1 (00:10):
Welcome to the let's Think About it podcast, where we
embark on a journey ofthoughtfulness and personal
growth.
I'm your host, Coach Mo, andI'm here to guide you through
thought-promoting discussionsthat will inspire you to unlock
your full potential.
In each episode, we'll explorea wide range of topics, from
self-discovery and mindfulnessto goal-setting and achieving
(00:33):
success.
Together, we'll challengeconventional thinking and dive
deep into the realms ofpossibility.
Whether you're looking to findclarity in your personal or
professional life, or seekingstrategies to overcome obstacles
, this podcast is your go-tosource for insightful
conversations and practicaladvice.
So find a comfortable spot,chill and let's embark on this
(00:57):
journey of self-improvementtogether.
Remember, the power oftransformation lies within you,
and together we'll uncover thetools and insights you need to
make it happen.
So let's dive in.
Welcome to another episode ofthe let's Think About it podcast
(01:20):
.
I'm your host, Coach Mo, andI'm here with another amazing
guest, and her name is GinaRiley.
Gina, my girl.
Speaker 2 (01:31):
What's going down?
Are you ready to make some fire?
Oh.
Speaker 1 (01:34):
I am, you know.
I am One of the first things Ido, though, with my guests when
they come on.
Is you got to tell us whereyou're checking in from?
What part of the country or theworld are you here from?
Speaker 2 (01:48):
I'm dialing in from a small town called sisters
oregon, which is outside of bendoregon, which is in central
oregon born and raised no, I wasborn and raised in Arizona.
Speaker 1 (02:05):
In Arizona.
Okay, so what's it like there,in that part of town?
Speaker 2 (02:10):
So in the part of the neck of the woods I live now we
have snow on the ground andit's ski season, so it's
Christmas time, it's beautiful.
When I was growing up inPhoenix, it was still quite warm
and we didn't really get towear too many sweaters.
Speaker 1 (02:24):
Phoenix it was still quite warm and we didn't really
get to wear too many sweaters.
Nice.
So tell my audience who you are, what you do and let's jump
right into this conversation.
Speaker 2 (02:41):
Yeah, no problem, the quick tell me about yourself.
So I am a career transitioncoach.
I work primarily with leadersand executives who are planning
a career transition or areexperiencing one because of a
layoff or some other reason.
I have a career coaching modelthat I call career velocity.
It's a nine-step model that Ihave constructed to help people
manage their entire careertransition, end-to-end, from
(03:02):
creating their unique valueproposition to the marketing
materials, meaning the resumeand the LinkedIn interview prep,
job search strategy and athought leadership strategy, and
I am.
I have converted all of mypractice into a manuscript,
which will be a book coming outSeptember 9th of 2025,
(03:25):
publishing with Advantage ForbesBooks.
Speaker 1 (03:29):
I definitely would like to explore that.
But before we get into all ofthat stuff, I want to know
initially what was the lightbulb that made you switch to
becoming this career transitioncoach.
How did that happen?
Speaker 2 (03:47):
Yeah, that's a good question.
I've always been driven likewhen they say start with why.
What does Simon Sinek say?
Start with why?
My why is really about helpingpeople communicate clearly so it
enhances their relationshipsand gets them what they want If
that means trying to transitioninto a new job, being clear
(04:09):
about what it is that they doand who they are in the world.
And so the catalyst for metransitioning to becoming a
career transition coach was whenI was working and still I'm
affiliated with an executivesearch firm and my friend who
runs the company, the CEO,sherry Kitsowan of Talents Group
, said hey, we have a lot ofpeople that need help with
(04:30):
resume development and somecareer transition coaching.
And then, when I really starteddigging in, I spent a year and
a half studying how to do it,and you know what I found out,
coach Mo?
I found out that most peoplehave a very difficult time
starting with the core, which iswhat is your unique value
proposition or your UVP, and soI've developed a way for people
(04:54):
to construct their storytellingbit by bit until they're able to
answer the question tell meabout yourself.
And so, ultimately, I'm reallydriven to help people
communicate better so that theyhave better experiences with
their relationships.
Speaker 1 (05:10):
That's nice and as a coach, you could probably relate
to this.
Especially with people incareer transition, there's a lot
of fear, like going into theinterview, where do I apply, how
do I apply?
Do I apply, how do I negotiate?
(05:31):
Just all of this fear so before, because I do want to tap into
the unique value proposition.
But let's start with the fearaspect and helping a person like
start that new careertransition and the fear that
they're carrying.
What's your methodology inhelping them work through the
fear and then moving throughinterviews or searching for jobs
(05:52):
or whatnot.
Speaker 2 (05:54):
Yeah, being confronted with a career
transition can feel bewilderingand overwhelming.
I actually talked to an oldfriend today who said I am full
of information.
The question is, whatinformation do I take and apply?
Who do I trust?
What information do I trust?
And then, starting to actuallydo it, I help people get over
(06:17):
the fear factor by first gettinggrounded in what it is they're
going to talk about.
And here's why, early on,before I developed the UVP
process, what I learned frompeople who were having a
difficult time is, especiallyafter a layoff, oftentimes,
particularly executives that I'mworking with will have an
outplacement package, and itmight be three or six months and
(06:38):
that's pretty generous.
You get a resume, you get somecoaching, but I've worked with
people who had a resumedeveloped for them and then they
went off to start networkingand they didn't know what they
were talking about becausethey'd been with their company
26 years and they'd been autility player.
So they've been moved aroundevery couple of years and
(06:58):
they're super qualified to dosomething amazing, but they
couldn't say what.
And then the fear creeps in,Then the doubt creeps in.
Am I going to be qualified?
Am I too old?
Are people going to want me?
There's all these things thatstart to happen.
My remedy is to work on theunique value proposition.
First, because what the heckare you going to be talking
(07:21):
about that?
Speaker 1 (07:23):
Okay, that's a great point, because I'm a man who
knows about this stuff.
So I actually wrote a uniquevalue proposition for myself.
I got a statement.
I want to read that statementto you, okay, and I want your
analysis, because this is whatyou do.
I want you to give me somefeedback on my unique value
(07:45):
proposition statement that Iwrote.
Lay it on me, okay, putting youon the spot, okay, see what you
got.
As an executive and leadershipenergy coach, I help small to
mid-sized educationalinstitutions implement
comprehensive leadershipdevelopment strategies to
increase staff and programretention rate.
In my most recent coaching rolewith DOJ, I created an
(08:09):
executive and leadershipcoaching program that had a
retention rate of 82% and agrowth rate of 36%.
I accomplished this byintegrating core energy
leadership strategies andimplementing active listening
and powerful questioningstrategies to drive team
accountability andself-awareness.
What are your thoughts?
Speaker 2 (08:30):
Flipping, outstanding , amazing, really.
That's really good.
That's really good At the front.
I could understand right awaywho you help, the size of
organization, what your niche is, some of the specialties within
the niche.
I don't have that much tocritique.
I think it's excellent.
Now there's different ways,though, to put together the
(08:52):
unique value proposition.
What you did was fantastic.
I really felt like you gave mea highlights reel that helped me
have a launching point to startasking you questions, and
that's what you want.
Speaker 1 (09:04):
Exactly so.
My question to you, though, is,with this unique value
proposition that I just sharedwith you, how do you help the
average person develop this,who's never even heard of it
before?
What goes into this?
Speaker 2 (09:19):
Absolutely.
So.
I've got five steps that Iimplement with people.
The first step is I have peopletake an assessment called the
UMAP.
If people are looking at theUMAP it's you go to myumapcom,
m-y-o-u-m-a-p, and what you getwith this terrific tool is you
get your top five strengths fromStrengthsFinder, which I'm sure
(09:40):
you're familiar with.
You get your values, you getyour motivated and burnout
skills and you get yourpersonality, which is the UMAP
uses the Holland because it'scareers related.
And what happens is when myclients take this assessment and
then they do a ton ofreflection homework, we do a two
hour debrief and I start totease out some of the uniqueness
(10:00):
that they bring to the table.
And how do we know they'reunique?
Because a lot of people arelike I don't know what makes me
unique.
Doesn't everybody else havethese traits and strengths?
No, if you take theStrengthsFinder, you're one in
33 million people that havetaken it and the order of your
strengths, one through five, isgoing to make you extremely
unique in the order they appear.
(10:21):
So I already can start buildinglanguage week one just based on
that.
Week two, they do a leadershipassessment and we do another
reflection debrief based onhomework and I tease out how
they lead during times of changeand transition, because, as you
work with people, it's allabout change and transition
these days.
So I want to help them buildstories down the line with their
(10:44):
interview prep on how they leadpeople in teams.
The third step is I have themdownload their entire career
story, starting at collegearound that time of their life
if it's not a college degree andall the way through to present.
And they get to.
I call it verbal vomit.
They get to let me have it.
They walk me through theirwhole career story and when I go
(11:04):
and I streamline and synthesizeit down to a handful of pages,
I can start to help them pickout the themes and patterns of
their career.
Now, coach Mo, when you'reworking with people, oftentimes
you will likely find, as I do,that there's a repeat story in
people's career histories, suchas oh, I've been repeatedly
(11:26):
tapped on the shoulder to takeon a struggling project and a
team in disarray, to turn itaround, collaborate
cross-functionally and thenbring the project over the
finish line.
To what great result.
That might be a repeat themefor somebody as an example,
(11:46):
right.
So now I know what theiruniqueness is, what their
leadership approach is and someof those career themes and
patterns teased out from theiractual story.
And then what we do is wecreate something called the
three-thirds story.
We break their story into threemanageable chunks early career,
mid-career and currently, justin simple bullet points based on
(12:11):
their story, and then we segueinto the tell me about yourself.
As we know, job seekers aregoing to be asked a million
times from recruiters and hiringmanagers and hiring teams.
Tell me a little bit aboutyourself and I want people to be
able to do that in less thanfive minutes and the way we get
there is to build the UVP uniquevalue proposition.
Speaker 1 (12:33):
My UV that I just shared with you barely is a
spinoff to introduce certainstories about my journey or my
leadership style, or just aboutme personally 100%.
Speaker 2 (12:49):
And one thing you could do, coach Mo, to even
further evolve your tell meabout yourself is you could
start it with throughout thecourse of my career.
What I am most known for is dot, or it could also be infused
with.
Over the course of my career, Ihave had experiences in these
(13:11):
specific industries or niches.
You covered a lot of it in whatyou said.
It was excellent.
Imagine if you started theentire thing with some
overarching statement.
So then you take them on thejourney of all the rest.
Speaker 1 (13:26):
True, I like that.
So when you talk about stories,telling a story right, does a
person need to create multiplestories that they carry and be
prepared to talk through, or isit just one big story and learn
how to break that story downinto other?
Speaker 2 (13:42):
avenues nuance I think a lot of people who are
listening may have.
I see the tell me aboutyourself is a standalone
explainer for where you've beenin your career.
However, to your point, itshould be slightly modifiable
depending on the target audience.
So if you're targeting slightlydifferent jobs or companies
(14:05):
that have different needs, youshould be emphasizing certain
things that would most appeal tothat audience, and that means
you have to have the executivepresence to read the room right.
But to further answer yourquestion, interview prep is its
own standalone activity, whereyou're taking an ideal job
description or a couple, andyou're translating that into
(14:26):
behavioral questions foryourself.
So you can start laying thoseout and thinking about which
stories you're gonna pull from.
Speaker 1 (14:34):
So I'm putting myself in the audience.
I'm trying to make a transitionin my career and I don't have
time to tell no story.
This is what I do.
I do it well.
Hire me right.
How does the Strength Finderhelp me create the story, or a
story of what you're talkingabout?
Speaker 2 (14:55):
It is my opinion, just for a quick answer, that
the StrengthsFinder isn't whereyou go for the answer.
The StrengthsFinder underpinshow you do what you do.
It amplifies the way that youapply your expertise.
So if you are heavy onexecuting themes that will show
(15:17):
up in the interview stories, ifyou're heavy on relationship
building themes, then you'regoing to be talking more about
how you build relationships toget things done, for example,
and influence people.
So my answer to the I don'thave time to build stories.
My answer to that is if you aresitting in a virtual or actual
room, imagine yourself lined upin a line of chairs and you're
(15:39):
one of five people competing fora job you really want, will you
leave it to chance to notprepare your interview stories
that tie directly to the jobdescription?
What are you going to do that?
Because you must assume thatthe other four people sitting
next to you are all minimallyqualified and that means they
(16:01):
have hit 76% 74% of what ittakes to be there in the first
place.
What will throw it over theedge for the other 26%, which is
what I call all the behaviorsyou're going to bring to the
party If you're not ready toexplain how you behave, how you
lead, how you influence people,how you get the work done and
(16:24):
the other people are prepared todo that.
You likely will not be the onewith the job offer.
So if you don't have time.
It will put you at a deficit.
Speaker 1 (16:33):
And I'm going to take it a layer deeper on that.
I think the Strength Finder isa powerful tool that I utilize
if you've probably never heardof it, but it's the Energy
Leadership Index Assessment.
So what that does, like yousaid, if you're prepared to
share your story, right, whenwe're talking about going into
an interview, there's thingsthat get in our way, right.
(16:55):
Fear, it's doubt, it's worry,it's anxiety right, All of these
type of things gets in the way.
Speaker 2 (17:03):
All the things, yeah, Energy it blocks our energy
right.
Speaker 1 (17:07):
The Energy Leadership Index Assessment helps me help
clients determine how thatenergy is showing up.
So then, when you have clearerunderstanding of what's really
blocking your energy and howthat doubt and worry and things
like that is showing up, be yourauthentic self so that when you
(17:30):
do talk about the strengthsfrom the that you discover from
the strength finders, confidentbeing going into the interview.
Speaker 2 (17:38):
Oh, absolutely.
It's really about gettinggrounded in who you are.
It goes back to who you are,how you naturally behave and how
you work and deal with peopleand how you get things done and
how you think about things, andthen you're infusing that into
the way that you describe howyou're getting things done.
So I do not recommend to peopleto show up to an interview and
(17:58):
say something super generic yeah, on the StrengthsFinder, I'm
strategic.
Right that I say who the heckcares, because so many people
say they're strategic or I'm anachiever, guess what?
It's the number one strength,that's the most common.
So what do you achieve?
(18:18):
How do you achieve and to whatend?
What are the results that youget?
Those are the questions youhave to answer in order to
explain your value.
So when you get into thoseinterviews, situations and
you're all tied up about ininwardly into your own mind and
your brain, and you're notbringing out curiosity about
what that other party needs, howwill you know that you're the
(18:42):
business solution for them?
How will you know that you'reworth whatever salary it is that
you want to ask for?
Speaker 1 (18:49):
You're a transitional coach, right, okay, yep, if
someone is looking to transitioninto a new career job, there's
a lot of resources out there.
Speaker 2 (19:01):
Oh my gosh yes.
Speaker 1 (19:02):
What separates you from your competition?
Speaker 2 (19:06):
Thank you, thank you.
So what makes me uniquelyqualified to do what I do?
So it's simple.
I sit at the convergence ofthree big circles HR expertise
at corporate.
I worked at Intel for 10 years.
I was an HR business partner, Iwas a recruiter, I ran the
intern program, I got a master'sdegree during that window of
(19:28):
time and so I have corporateexperience.
I also have executive searchexperience.
I've led CEO, coo and CFOsearches.
I have been in the boardroomadvising a board of directors on
their recruitment process forthe CEO, and I've been in the
room managing finalistpresentations and I've seen
(19:49):
people win and lose the jobright before my eyes.
I've seen the mistakes and Ihave been a part of interviewing
all of those people.
And then the third thing is I'man entrepreneur who branched off
, studied career transitions fora year and a half, reading 20
books, listening to 120 podcastsand creating career velocity.
And now I write for Forbescoaches council.
(20:11):
I have more than 12 articlesthat have been published.
Beyond that, I've written atleast 30 articles that have been
published elsewhere and I havea book coming out.
So all of that plays to myauthority.
And this year I was named aLinkedIn top voice, which is a
really tough thing to get it.
I'm now a blue badge, and sothere are a number of things
that make me credible.
(20:32):
Other than the master's degree,I've got the UMAP certification
as well, so there's a number ofreasons why people?
may want to hire me, I would saypeople wouldn't want to hire me
if they can't navigate thetough talk that I will give them
the straight talk.
Speaker 1 (20:48):
That's why you're amazing.
But tell me a little bit morein deep depth about career
velocity.
What is that and how did youcome up with that?
Speaker 2 (20:59):
Yeah, that's where all that study came from.
I think at my core, I'm drivento create like programs and
processes.
I like to make sense out ofchaos.
And what do job seekers feel?
They feel like they're in amonkey chaos when they're going
through it.
And so, as I worked with peoplein the early days before I
created career velocity, Istarted to hear and see their
missteps or the things theyweren't having success with, and
(21:22):
so, through that repetition, Istarted to distill down the
things that would make the mosteffective career transition.
And it's hard work for peoplewho really want to roll up their
sleeves and go through thisprocess.
So it's a nine-step model.
It goes along everything we'vetalked about.
The first five steps iscreating the UVP, the mid-level.
(21:43):
It's a triangle model.
So the next three steps iscreating your marketing, your
resume and LinkedIn.
It's building up your interviewstories and learning how to do
the research.
The executives I work withspend 40 hours preparing for a
CXO or a senior level job, vplevel job, and then, if they
(22:04):
make it to the finals, it'seasily another 20 plus.
So it's a lot of work.
And then job search strategy isanother component, and that's
where most people spend all therest of the bulk of the months
that we work together doing.
And then there's thoughtleadership, which I have found
to be the way to be the mostmemorable for the long haul.
(22:25):
What are people coming to youfor?
What are you known for?
That's called building yourbrand.
So when you're out of a job oryou're starting to face a career
transition and everyone says,go build your brand, that's not
the day one you start justposting on LinkedIn.
You need to figure out your UVPfirst.
(22:45):
What do you stand for, what areyou known for and what do you
want to be known for?
Because if you're making acareer pivot, it's probably not
where you've been, it's whereyou're going.
Speaker 1 (22:54):
So what's up with the book?
Tell me about the name of it.
Speaker 2 (22:57):
Okay, I guess I could tell you the title of my book,
since we're friends.
So the title of my book took 17pages of notes and time and I
had a really difficult time withit because I was going to name
it after my coaching program,career Velocity, and I did a 180
.
And what I realized?
is for you and I.
(23:17):
We advise people in theircareers, their professional
lives overall and what we heartoday, especially with all this
spray and pray trying to applyto a lot of jobs over time,
people will say to me I haveapplied to a hundred jobs in the
last three months and I haven'tgotten a single call back.
I've had no interviews and Iwas qualified.
I'm sure you've heard this too,this type of thing.
(23:40):
So the title of my book iscalled Qualified Isn't Enough.
Develop your story, land theinterview and win the job.
Speaker 1 (23:50):
Nice.
How did you come up with thattitle?
Speaker 2 (23:53):
Oh my gosh, it came to me in a flash.
I had one of my best friendschallenged me she's not in the
career space at all and she saidI really don't understand what
career velocity is, and if I sawit on a bookshelf I wouldn't
pick it up, and I thought that'srough, and so I just kept
noodling on it and I think itjust came to me in a flash.
Honestly, it was a divinemoment and when I hit on it I
(24:15):
went.
I knew I had it.
I knew I had it.
Speaker 1 (24:19):
When do you anticipate it to be published?
Speaker 2 (24:21):
9-9-25.
So September 9th 2025.
And the reason for that it willbe ready in Q2, but what I have
learned is that it takes ninemonths to launch a book and do
it properly, and so I thoughtthis is a labor of love and this
is my legacy, and I wasn'tgoing to rush it.
Speaker 1 (24:41):
You got to come back on the show and highlight it,
that'd be great.
Bring you back on tour and comeon the let's Think About it
podcast and show it off.
Speaker 2 (24:51):
I'm going to write that on my calendar, so I'm
keeping you to that.
Speaker 1 (24:54):
Yeah, we're here now.
I got you, you got to wear yourmaroon.
Speaker 2 (24:59):
I'll wear my maroon.
Speaker 1 (25:00):
What has been your greatest experience as being a
transitional coach?
Speaker 2 (25:06):
Oh my gosh.
My favorite experience is whenI read people on week four.
I'm reading back all thesynthesis work from strength,
the whole UMAP, the leadershipapproach and the career story,
so that I'm starting to reflectback the themes and patterns as
well, and it's many pages ofnotes.
It takes me quite a while toread that out.
We record it.
And the best is when people aregrabbing a tissue box and
(25:28):
dabbing at their eyes becausethey haven't, they haven't been
able to see it in themselves.
So one of my favorite people, myfavorite clients, chief
marketing officer for a companyhe was with for 20 years, helped
grow it from 40 to 400 millionand decided to voluntarily leave
and just look for somethingelse.
And when I read everything backto him and he sat back and he
(25:50):
caught his breath he didn't crybut he caught his breath and he
said, yeah, that's me.
And I said it's hard to readthe label when you're inside of
the jar and he said, yeah,exactly this is a marketing pro.
That's my favorite is whenpeople and there are a few,
there are a few types of peoplewho aren't blown away by that
(26:11):
process and they have veryspecific strengths that you and
I can discuss offline.
But I can peg who will not bethat impressed by the process,
and it's a very small number ofpeople.
Speaker 1 (26:22):
As we close out, lasting thought Would you give
to someone in your transitionright now?
Oh gosh.
Speaker 2 (26:30):
I would say do not wait to get plucked out of
obscurity.
If you're in a job and you'rethinking I'd like to make a
career transition or I want toget promoted, or whatever is
going on, whatever tape you'rerunning in your head and maybe
you're awesome, maybe you'vebeen promoted before but you
feel stagnant.
now do not wait to get pluckedout of obscurity.
Don't expect people to justfind you, and if recruiters
(26:53):
aren't calling you regularly orat least pinging you once in a
while, your LinkedIn profile isprobably not working for you.
You're not signaling what yourexpertise is.
So if you have a stale resume oryou have a stagnant LinkedIn
profile, you're not out puttingyourself out there in the
ecosystem as a known and trustedbrand.
(27:14):
So that is what I would leavepeople with is to remember that
just being qualified forsomething is not enough to land
you the job offer.
You may get interviews, but youmay not get the offer because
you haven't been able to expressyour unique differentiators.
Speaker 1 (27:30):
Let me ask you this before we jump off, because this
just popped into my head when aperson carries self-doubt, it's
that catabolic energy that Iwas sharing, right Afraid
self-doubt, things like thatright and they start going
through the career transition.
Does that show up?
Oh yeah, in interviews andthings like that too.
Speaker 2 (27:55):
Oh, it can.
Part of the coaching process isbuilding up the confidence
through the storytelling, andthe other thing that I talk a
lot about is executive presence.
It's a topic that I spoke inLisbon to the career thought
leaders this year.
I spoke at the National ResumeWriters Association.
It's other coaches trying tocoach their clients, and
executive presence is massivelyimportant, and one of the
(28:18):
elements of the 17 is readingthe room, and so what I'm
talking to my clients about isyou've got to be able to read
the room and have thatconfidence and presence of mind
to understand what those uniqueproblems are.
So you're drawing from theright stories, and when you
shift your focus from justyourself to being a helper, it
starts to take away theself-doubt because you're not
(28:40):
concerned about how you'reforming.
You're there in service of anorganization.
Speaker 1 (28:45):
So what about this?
I'm frustrated with my job.
I can't wait to get out of thisplace.
I'm just sick of the peoplethere.
They're incompetent.
How does that carry over intothe career transition A person
that's coming with that type ofenergy?
Speaker 2 (29:00):
Yeah, that's not a good place to be in and you
cannot carry that intointerviews.
It's just, if you allow that toseep in, then you have to
realize that the decision makerswill pick up on that and be
making decisions based on yourbehavior and only you can
control your behavior and youhave to decide how that's going
(29:22):
to roll out for you.
Working with a coach like youon their energy management is
one possibility.
Right, there are otherpossibilities as well when
people are working with me.
This year in my community therewas a company that let 200
people go.
It was like 20% of theworkforce worldwide.
Six were leaders that theywanted to give individualized,
customized coaching for careertransition.
(29:43):
So I got hired to take on sixleaders.
Three of the six coach modeshowed up with a tissue box
because of the pain.
They many had been there 10, 15, 17 years.
They had spent a large part oftheir career there.
They loved their people, theyloved their team.
These were really great leaders.
They were so awesome.
These people are awesome.
But for those three people, Igave them an option to delay
(30:06):
their start time with me andjust start the U-Map on their
own.
I gave them all the homeworkbecause I didn't want them
starting from that place ofdeficit and loss they needed to
work through the transition.
I recommended that they buyWilliam Bridges career or
William Bridges transitionsmanaging personal transitions
book so that they could reallyunderstand the psychology of
(30:26):
what they were going through andhaving to like deal with the
loss in the morning and theanger and going through that
trough of despair, so that theycould then come back out and
work with me towards the newtomorrow.
And all three of those peoplealso had a therapist.
Speaker 1 (30:41):
So that shows the power of coaching and the value
that we bring across alllandscapes.
How can you be found?
Speaker 2 (30:50):
Yeah, it's easy.
Two big places.
One is I'm on LinkedIn everyday.
I'm posting four to seven timesa week and it's simple.
I'm just Gina Riley on there.
I own my name there.
I also have a newsletter onLinkedIn called Career Velocity
and you can subscribe to that.
And then Gina Riley Consultingand when you go to Gina Riley
Consulting, at the top there's amasterclass button.
(31:12):
It's green right now at thispoint and people can download it
and listen to why you need acareer transition, how you build
your career transition plan.
It comes with a downloadableworkbook.
Check your spam folder and it'snot a sales pitch.
It literally is.
Here's a guide to help get youon your way and a lot of it is
the moving parts that we talkedabout today.
Speaker 1 (31:34):
There it is everyone.
Miss Gina Riley, I appreciateyou.
Thank you so much for your timeand your wisdom today.
Speaker 2 (31:43):
Thank you, coach Mo.
I'm so glad we met.
Speaker 1 (31:46):
We got to do this again.
Speaker 2 (31:47):
We're doing it again.
Speaker 1 (31:54):
Thank you for joining me in this episode of let's
Think About it.
Your time and attention aregreatly appreciated.
If you found value in today'sdiscussion, I encourage you to
subscribe on your favoritepodcast platform.
Remember, the journey ofself-improvement is ongoing and
I'm here to support you everystep of the way.
Connect with me on social mediafor updates and insights.
(32:15):
You can find me on Instagramand Facebook, at Coach Mo,
coaching or LinkedIn, at MauriceMabry, or visit my website at
mauricemabrycom for exclusivecontent.
Until next time, keepreflecting, keep growing and,
most importantly, keep believingin yourself.
(32:36):
Remember, the most effectiveway to do it is to do it
Together.
We're making incredible stridestoward a better and more
empowered you, so thank you, andI'll see you in our next
episode.
Welcome to the let's Think About it podcast, where we
embark on a journey ofthoughtfulness and personal
growth.
I'm your host, Coach Mo, andI'm here to guide you through
thought-promoting discussionsthat will inspire you to unlock
your full potential.
In each episode, we'll explorea wide range of topics, from
self-discovery and mindfulnessto goal-setting and achieving
(00:33):
success.
Together, we'll challengeconventional thinking and dive
deep into the realms ofpossibility.
Whether you're looking to findclarity in your personal or
professional life, or seekingstrategies to overcome obstacles
, this podcast is your go-tosource for insightful
conversations and practicaladvice.
So find a comfortable spot,chill and let's embark on this
(00:57):
journey of self-improvementtogether.
Remember, the power oftransformation lies within you,
and together we'll uncover thetools and insights you need to
make it happen.
So let's dive in.
Welcome to another episode ofthe let's Think About it podcast
(01:20):
.
I'm your host, Coach Mo, andI'm here with another amazing
guest, and her name is GinaRiley.
Gina, my girl.
Speaker 2 (01:31):
What's going down?
Are you ready to make some fire?
Oh.
Speaker 1 (01:34):
I am, you know.
I am One of the first things Ido, though, with my guests when
they come on.
Is you got to tell us whereyou're checking in from?
What part of the country or theworld are you here from?
Speaker 2 (01:48):
I'm dialing in from a small town called sisters
oregon, which is outside of bendoregon, which is in central
oregon born and raised no, I wasborn and raised in Arizona.
Speaker 1 (02:05):
In Arizona.
Okay, so what's it like there,in that part of town?
Speaker 2 (02:10):
So in the part of the neck of the woods I live now we
have snow on the ground andit's ski season, so it's
Christmas time, it's beautiful.
When I was growing up inPhoenix, it was still quite warm
and we didn't really get towear too many sweaters.
Speaker 1 (02:24):
Phoenix it was still quite warm and we didn't really
get to wear too many sweaters.
Nice.
So tell my audience who you are, what you do and let's jump
right into this conversation.
Speaker 2 (02:41):
Yeah, no problem, the quick tell me about yourself.
So I am a career transitioncoach.
I work primarily with leadersand executives who are planning
a career transition or areexperiencing one because of a
layoff or some other reason.
I have a career coaching modelthat I call career velocity.
It's a nine-step model that Ihave constructed to help people
manage their entire careertransition, end-to-end, from
(03:02):
creating their unique valueproposition to the marketing
materials, meaning the resumeand the LinkedIn interview prep,
job search strategy and athought leadership strategy, and
I am.
I have converted all of mypractice into a manuscript,
which will be a book coming outSeptember 9th of 2025,
(03:25):
publishing with Advantage ForbesBooks.
Speaker 1 (03:29):
I definitely would like to explore that.
But before we get into all ofthat stuff, I want to know
initially what was the lightbulb that made you switch to
becoming this career transitioncoach.
How did that happen?
Speaker 2 (03:47):
Yeah, that's a good question.
I've always been driven likewhen they say start with why.
What does Simon Sinek say?
Start with why?
My why is really about helpingpeople communicate clearly so it
enhances their relationshipsand gets them what they want If
that means trying to transitioninto a new job, being clear
(04:09):
about what it is that they doand who they are in the world.
And so the catalyst for metransitioning to becoming a
career transition coach was whenI was working and still I'm
affiliated with an executivesearch firm and my friend who
runs the company, the CEO,sherry Kitsowan of Talents Group
, said hey, we have a lot ofpeople that need help with
(04:30):
resume development and somecareer transition coaching.
And then, when I really starteddigging in, I spent a year and
a half studying how to do it,and you know what I found out,
coach Mo?
I found out that most peoplehave a very difficult time
starting with the core, which iswhat is your unique value
proposition or your UVP, and soI've developed a way for people
(04:54):
to construct their storytellingbit by bit until they're able to
answer the question tell meabout yourself.
And so, ultimately, I'm reallydriven to help people
communicate better so that theyhave better experiences with
their relationships.
Speaker 1 (05:10):
That's nice and as a coach, you could probably relate
to this.
Especially with people incareer transition, there's a lot
of fear, like going into theinterview, where do I apply, how
do I apply?
Do I apply, how do I negotiate?
(05:31):
Just all of this fear so before, because I do want to tap into
the unique value proposition.
But let's start with the fearaspect and helping a person like
start that new careertransition and the fear that
they're carrying.
What's your methodology inhelping them work through the
fear and then moving throughinterviews or searching for jobs
(05:52):
or whatnot.
Speaker 2 (05:54):
Yeah, being confronted with a career
transition can feel bewilderingand overwhelming.
I actually talked to an oldfriend today who said I am full
of information.
The question is, whatinformation do I take and apply?
Who do I trust?
What information do I trust?
And then, starting to actuallydo it, I help people get over
(06:17):
the fear factor by first gettinggrounded in what it is they're
going to talk about.
And here's why, early on,before I developed the UVP
process, what I learned frompeople who were having a
difficult time is, especiallyafter a layoff, oftentimes,
particularly executives that I'mworking with will have an
outplacement package, and itmight be three or six months and
(06:38):
that's pretty generous.
You get a resume, you get somecoaching, but I've worked with
people who had a resumedeveloped for them and then they
went off to start networkingand they didn't know what they
were talking about becausethey'd been with their company
26 years and they'd been autility player.
So they've been moved aroundevery couple of years and
(06:58):
they're super qualified to dosomething amazing, but they
couldn't say what.
And then the fear creeps in,Then the doubt creeps in.
Am I going to be qualified?
Am I too old?
Are people going to want me?
There's all these things thatstart to happen.
My remedy is to work on theunique value proposition.
First, because what the heckare you going to be talking
(07:21):
about that?
Speaker 1 (07:23):
Okay, that's a great point, because I'm a man who
knows about this stuff.
So I actually wrote a uniquevalue proposition for myself.
I got a statement.
I want to read that statementto you, okay, and I want your
analysis, because this is whatyou do.
I want you to give me somefeedback on my unique value
(07:45):
proposition statement that Iwrote.
Lay it on me, okay, putting youon the spot, okay, see what you
got.
As an executive and leadershipenergy coach, I help small to
mid-sized educationalinstitutions implement
comprehensive leadershipdevelopment strategies to
increase staff and programretention rate.
In my most recent coaching rolewith DOJ, I created an
(08:09):
executive and leadershipcoaching program that had a
retention rate of 82% and agrowth rate of 36%.
I accomplished this byintegrating core energy
leadership strategies andimplementing active listening
and powerful questioningstrategies to drive team
accountability andself-awareness.
What are your thoughts?
Speaker 2 (08:30):
Flipping, outstanding , amazing, really.
That's really good.
That's really good At the front.
I could understand right awaywho you help, the size of
organization, what your niche is, some of the specialties within
the niche.
I don't have that much tocritique.
I think it's excellent.
Now there's different ways,though, to put together the
(08:52):
unique value proposition.
What you did was fantastic.
I really felt like you gave mea highlights reel that helped me
have a launching point to startasking you questions, and
that's what you want.
Speaker 1 (09:04):
Exactly so.
My question to you, though, is,with this unique value
proposition that I just sharedwith you, how do you help the
average person develop this,who's never even heard of it
before?
What goes into this?
Speaker 2 (09:19):
Absolutely.
So.
I've got five steps that Iimplement with people.
The first step is I have peopletake an assessment called the
UMAP.
If people are looking at theUMAP it's you go to myumapcom,
m-y-o-u-m-a-p, and what you getwith this terrific tool is you
get your top five strengths fromStrengthsFinder, which I'm sure
(09:40):
you're familiar with.
You get your values, you getyour motivated and burnout
skills and you get yourpersonality, which is the UMAP
uses the Holland because it'scareers related.
And what happens is when myclients take this assessment and
then they do a ton ofreflection homework, we do a two
hour debrief and I start totease out some of the uniqueness
(10:00):
that they bring to the table.
And how do we know they'reunique?
Because a lot of people arelike I don't know what makes me
unique.
Doesn't everybody else havethese traits and strengths?
No, if you take theStrengthsFinder, you're one in
33 million people that havetaken it and the order of your
strengths, one through five, isgoing to make you extremely
unique in the order they appear.
(10:21):
So I already can start buildinglanguage week one just based on
that.
Week two, they do a leadershipassessment and we do another
reflection debrief based onhomework and I tease out how
they lead during times of changeand transition, because, as you
work with people, it's allabout change and transition
these days.
So I want to help them buildstories down the line with their
(10:44):
interview prep on how they leadpeople in teams.
The third step is I have themdownload their entire career
story, starting at collegearound that time of their life
if it's not a college degree andall the way through to present.
And they get to.
I call it verbal vomit.
They get to let me have it.
They walk me through theirwhole career story and when I go
(11:04):
and I streamline and synthesizeit down to a handful of pages,
I can start to help them pickout the themes and patterns of
their career.
Now, coach Mo, when you'reworking with people, oftentimes
you will likely find, as I do,that there's a repeat story in
people's career histories, suchas oh, I've been repeatedly
(11:26):
tapped on the shoulder to takeon a struggling project and a
team in disarray, to turn itaround, collaborate
cross-functionally and thenbring the project over the
finish line.
To what great result.
That might be a repeat themefor somebody as an example,
(11:46):
right.
So now I know what theiruniqueness is, what their
leadership approach is and someof those career themes and
patterns teased out from theiractual story.
And then what we do is wecreate something called the
three-thirds story.
We break their story into threemanageable chunks early career,
mid-career and currently, justin simple bullet points based on
(12:11):
their story, and then we segueinto the tell me about yourself.
As we know, job seekers aregoing to be asked a million
times from recruiters and hiringmanagers and hiring teams.
Tell me a little bit aboutyourself and I want people to be
able to do that in less thanfive minutes and the way we get
there is to build the UVP uniquevalue proposition.
Speaker 1 (12:33):
My UV that I just shared with you barely is a
spinoff to introduce certainstories about my journey or my
leadership style, or just aboutme personally 100%.
Speaker 2 (12:49):
And one thing you could do, coach Mo, to even
further evolve your tell meabout yourself is you could
start it with throughout thecourse of my career.
What I am most known for is dot, or it could also be infused
with.
Over the course of my career, Ihave had experiences in these
(13:11):
specific industries or niches.
You covered a lot of it in whatyou said.
It was excellent.
Imagine if you started theentire thing with some
overarching statement.
So then you take them on thejourney of all the rest.
Speaker 1 (13:26):
True, I like that.
So when you talk about stories,telling a story right, does a
person need to create multiplestories that they carry and be
prepared to talk through, or isit just one big story and learn
how to break that story downinto other?
Speaker 2 (13:42):
avenues nuance I think a lot of people who are
listening may have.
I see the tell me aboutyourself is a standalone
explainer for where you've beenin your career.
However, to your point, itshould be slightly modifiable
depending on the target audience.
So if you're targeting slightlydifferent jobs or companies
(14:05):
that have different needs, youshould be emphasizing certain
things that would most appeal tothat audience, and that means
you have to have the executivepresence to read the room right.
But to further answer yourquestion, interview prep is its
own standalone activity, whereyou're taking an ideal job
description or a couple, andyou're translating that into
(14:26):
behavioral questions foryourself.
So you can start laying thoseout and thinking about which
stories you're gonna pull from.
Speaker 1 (14:34):
So I'm putting myself in the audience.
I'm trying to make a transitionin my career and I don't have
time to tell no story.
This is what I do.
I do it well.
Hire me right.
How does the Strength Finderhelp me create the story, or a
story of what you're talkingabout?
Speaker 2 (14:55):
It is my opinion, just for a quick answer, that
the StrengthsFinder isn't whereyou go for the answer.
The StrengthsFinder underpinshow you do what you do.
It amplifies the way that youapply your expertise.
So if you are heavy onexecuting themes that will show
(15:17):
up in the interview stories, ifyou're heavy on relationship
building themes, then you'regoing to be talking more about
how you build relationships toget things done, for example,
and influence people.
So my answer to the I don'thave time to build stories.
My answer to that is if you aresitting in a virtual or actual
room, imagine yourself lined upin a line of chairs and you're
(15:39):
one of five people competing fora job you really want, will you
leave it to chance to notprepare your interview stories
that tie directly to the jobdescription?
What are you going to do that?
Because you must assume thatthe other four people sitting
next to you are all minimallyqualified and that means they
(16:01):
have hit 76% 74% of what ittakes to be there in the first
place.
What will throw it over theedge for the other 26%, which is
what I call all the behaviorsyou're going to bring to the
party If you're not ready toexplain how you behave, how you
lead, how you influence people,how you get the work done and
(16:24):
the other people are prepared todo that.
You likely will not be the onewith the job offer.
So if you don't have time.
It will put you at a deficit.
Speaker 1 (16:33):
And I'm going to take it a layer deeper on that.
I think the Strength Finder isa powerful tool that I utilize
if you've probably never heardof it, but it's the Energy
Leadership Index Assessment.
So what that does, like yousaid, if you're prepared to
share your story, right, whenwe're talking about going into
an interview, there's thingsthat get in our way, right.
(16:55):
Fear, it's doubt, it's worry,it's anxiety right, All of these
type of things gets in the way.
Speaker 2 (17:03):
All the things, yeah, Energy it blocks our energy
right.
Speaker 1 (17:07):
The Energy Leadership Index Assessment helps me help
clients determine how thatenergy is showing up.
So then, when you have clearerunderstanding of what's really
blocking your energy and howthat doubt and worry and things
like that is showing up, be yourauthentic self so that when you
(17:30):
do talk about the strengthsfrom the that you discover from
the strength finders, confidentbeing going into the interview.
Speaker 2 (17:38):
Oh, absolutely.
It's really about gettinggrounded in who you are.
It goes back to who you are,how you naturally behave and how
you work and deal with peopleand how you get things done and
how you think about things, andthen you're infusing that into
the way that you describe howyou're getting things done.
So I do not recommend to peopleto show up to an interview and
(17:58):
say something super generic yeah, on the StrengthsFinder, I'm
strategic.
Right that I say who the heckcares, because so many people
say they're strategic or I'm anachiever, guess what?
It's the number one strength,that's the most common.
So what do you achieve?
(18:18):
How do you achieve and to whatend?
What are the results that youget?
Those are the questions youhave to answer in order to
explain your value.
So when you get into thoseinterviews, situations and
you're all tied up about ininwardly into your own mind and
your brain, and you're notbringing out curiosity about
what that other party needs, howwill you know that you're the
(18:42):
business solution for them?
How will you know that you'reworth whatever salary it is that
you want to ask for?
Speaker 1 (18:49):
You're a transitional coach, right, okay, yep, if
someone is looking to transitioninto a new career job, there's
a lot of resources out there.
Speaker 2 (19:01):
Oh my gosh yes.
Speaker 1 (19:02):
What separates you from your competition?
Speaker 2 (19:06):
Thank you, thank you.
So what makes me uniquelyqualified to do what I do?
So it's simple.
I sit at the convergence ofthree big circles HR expertise
at corporate.
I worked at Intel for 10 years.
I was an HR business partner, Iwas a recruiter, I ran the
intern program, I got a master'sdegree during that window of
(19:28):
time and so I have corporateexperience.
I also have executive searchexperience.
I've led CEO, coo and CFOsearches.
I have been in the boardroomadvising a board of directors on
their recruitment process forthe CEO, and I've been in the
room managing finalistpresentations and I've seen
(19:49):
people win and lose the jobright before my eyes.
I've seen the mistakes and Ihave been a part of interviewing
all of those people.
And then the third thing is I'man entrepreneur who branched off
, studied career transitions fora year and a half, reading 20
books, listening to 120 podcastsand creating career velocity.
And now I write for Forbescoaches council.
(20:11):
I have more than 12 articlesthat have been published.
Beyond that, I've written atleast 30 articles that have been
published elsewhere and I havea book coming out.
So all of that plays to myauthority.
And this year I was named aLinkedIn top voice, which is a
really tough thing to get it.
I'm now a blue badge, and sothere are a number of things
that make me credible.
(20:32):
Other than the master's degree,I've got the UMAP certification
as well, so there's a number ofreasons why people?
may want to hire me, I would saypeople wouldn't want to hire me
if they can't navigate thetough talk that I will give them
the straight talk.
Speaker 1 (20:48):
That's why you're amazing.
But tell me a little bit morein deep depth about career
velocity.
What is that and how did youcome up with that?
Speaker 2 (20:59):
Yeah, that's where all that study came from.
I think at my core, I'm drivento create like programs and
processes.
I like to make sense out ofchaos.
And what do job seekers feel?
They feel like they're in amonkey chaos when they're going
through it.
And so, as I worked with peoplein the early days before I
created career velocity, Istarted to hear and see their
missteps or the things theyweren't having success with, and
(21:22):
so, through that repetition, Istarted to distill down the
things that would make the mosteffective career transition.
And it's hard work for peoplewho really want to roll up their
sleeves and go through thisprocess.
So it's a nine-step model.
It goes along everything we'vetalked about.
The first five steps iscreating the UVP, the mid-level.
(21:43):
It's a triangle model.
So the next three steps iscreating your marketing, your
resume and LinkedIn.
It's building up your interviewstories and learning how to do
the research.
The executives I work withspend 40 hours preparing for a
CXO or a senior level job, vplevel job, and then, if they
(22:04):
make it to the finals, it'seasily another 20 plus.
So it's a lot of work.
And then job search strategy isanother component, and that's
where most people spend all therest of the bulk of the months
that we work together doing.
And then there's thoughtleadership, which I have found
to be the way to be the mostmemorable for the long haul.
(22:25):
What are people coming to youfor?
What are you known for?
That's called building yourbrand.
So when you're out of a job oryou're starting to face a career
transition and everyone says,go build your brand, that's not
the day one you start justposting on LinkedIn.
You need to figure out your UVPfirst.
(22:45):
What do you stand for, what areyou known for and what do you
want to be known for?
Because if you're making acareer pivot, it's probably not
where you've been, it's whereyou're going.
Speaker 1 (22:54):
So what's up with the book?
Tell me about the name of it.
Speaker 2 (22:57):
Okay, I guess I could tell you the title of my book,
since we're friends.
So the title of my book took 17pages of notes and time and I
had a really difficult time withit because I was going to name
it after my coaching program,career Velocity, and I did a 180
.
And what I realized?
is for you and I.
(23:17):
We advise people in theircareers, their professional
lives overall and what we heartoday, especially with all this
spray and pray trying to applyto a lot of jobs over time,
people will say to me I haveapplied to a hundred jobs in the
last three months and I haven'tgotten a single call back.
I've had no interviews and Iwas qualified.
I'm sure you've heard this too,this type of thing.
(23:40):
So the title of my book iscalled Qualified Isn't Enough.
Develop your story, land theinterview and win the job.
Speaker 1 (23:50):
Nice.
How did you come up with thattitle?
Speaker 2 (23:53):
Oh my gosh, it came to me in a flash.
I had one of my best friendschallenged me she's not in the
career space at all and she saidI really don't understand what
career velocity is, and if I sawit on a bookshelf I wouldn't
pick it up, and I thought that'srough, and so I just kept
noodling on it and I think itjust came to me in a flash.
Honestly, it was a divinemoment and when I hit on it I
(24:15):
went.
I knew I had it.
I knew I had it.
Speaker 1 (24:19):
When do you anticipate it to be published?
Speaker 2 (24:21):
9-9-25.
So September 9th 2025.
And the reason for that it willbe ready in Q2, but what I have
learned is that it takes ninemonths to launch a book and do
it properly, and so I thoughtthis is a labor of love and this
is my legacy, and I wasn'tgoing to rush it.
Speaker 1 (24:41):
You got to come back on the show and highlight it,
that'd be great.
Bring you back on tour and comeon the let's Think About it
podcast and show it off.
Speaker 2 (24:51):
I'm going to write that on my calendar, so I'm
keeping you to that.
Speaker 1 (24:54):
Yeah, we're here now.
I got you, you got to wear yourmaroon.
Speaker 2 (24:59):
I'll wear my maroon.
Speaker 1 (25:00):
What has been your greatest experience as being a
transitional coach?
Speaker 2 (25:06):
Oh my gosh.
My favorite experience is whenI read people on week four.
I'm reading back all thesynthesis work from strength,
the whole UMAP, the leadershipapproach and the career story,
so that I'm starting to reflectback the themes and patterns as
well, and it's many pages ofnotes.
It takes me quite a while toread that out.
We record it.
And the best is when people aregrabbing a tissue box and
(25:28):
dabbing at their eyes becausethey haven't, they haven't been
able to see it in themselves.
So one of my favorite people, myfavorite clients, chief
marketing officer for a companyhe was with for 20 years, helped
grow it from 40 to 400 millionand decided to voluntarily leave
and just look for somethingelse.
And when I read everything backto him and he sat back and he
(25:50):
caught his breath he didn't crybut he caught his breath and he
said, yeah, that's me.
And I said it's hard to readthe label when you're inside of
the jar and he said, yeah,exactly this is a marketing pro.
That's my favorite is whenpeople and there are a few,
there are a few types of peoplewho aren't blown away by that
(26:11):
process and they have veryspecific strengths that you and
I can discuss offline.
But I can peg who will not bethat impressed by the process,
and it's a very small number ofpeople.
Speaker 1 (26:22):
As we close out, lasting thought Would you give
to someone in your transitionright now?
Oh gosh.
Speaker 2 (26:30):
I would say do not wait to get plucked out of
obscurity.
If you're in a job and you'rethinking I'd like to make a
career transition or I want toget promoted, or whatever is
going on, whatever tape you'rerunning in your head and maybe
you're awesome, maybe you'vebeen promoted before but you
feel stagnant.
now do not wait to get pluckedout of obscurity.
Don't expect people to justfind you, and if recruiters
(26:53):
aren't calling you regularly orat least pinging you once in a
while, your LinkedIn profile isprobably not working for you.
You're not signaling what yourexpertise is.
So if you have a stale resume oryou have a stagnant LinkedIn
profile, you're not out puttingyourself out there in the
ecosystem as a known and trustedbrand.
(27:14):
So that is what I would leavepeople with is to remember that
just being qualified forsomething is not enough to land
you the job offer.
You may get interviews, but youmay not get the offer because
you haven't been able to expressyour unique differentiators.
Speaker 1 (27:30):
Let me ask you this before we jump off, because this
just popped into my head when aperson carries self-doubt, it's
that catabolic energy that Iwas sharing, right Afraid
self-doubt, things like thatright and they start going
through the career transition.
Does that show up?
Oh yeah, in interviews andthings like that too.
Speaker 2 (27:55):
Oh, it can.
Part of the coaching process isbuilding up the confidence
through the storytelling, andthe other thing that I talk a
lot about is executive presence.
It's a topic that I spoke inLisbon to the career thought
leaders this year.
I spoke at the National ResumeWriters Association.
It's other coaches trying tocoach their clients, and
executive presence is massivelyimportant, and one of the
(28:18):
elements of the 17 is readingthe room, and so what I'm
talking to my clients about isyou've got to be able to read
the room and have thatconfidence and presence of mind
to understand what those uniqueproblems are.
So you're drawing from theright stories, and when you
shift your focus from justyourself to being a helper, it
starts to take away theself-doubt because you're not
(28:40):
concerned about how you'reforming.
You're there in service of anorganization.
Speaker 1 (28:45):
So what about this?
I'm frustrated with my job.
I can't wait to get out of thisplace.
I'm just sick of the peoplethere.
They're incompetent.
How does that carry over intothe career transition A person
that's coming with that type ofenergy?
Speaker 2 (29:00):
Yeah, that's not a good place to be in and you
cannot carry that intointerviews.
It's just, if you allow that toseep in, then you have to
realize that the decision makerswill pick up on that and be
making decisions based on yourbehavior and only you can
control your behavior and youhave to decide how that's going
(29:22):
to roll out for you.
Working with a coach like youon their energy management is
one possibility.
Right, there are otherpossibilities as well when
people are working with me.
This year in my community therewas a company that let 200
people go.
It was like 20% of theworkforce worldwide.
Six were leaders that theywanted to give individualized,
customized coaching for careertransition.
(29:43):
So I got hired to take on sixleaders.
Three of the six coach modeshowed up with a tissue box
because of the pain.
They many had been there 10, 15, 17 years.
They had spent a large part oftheir career there.
They loved their people, theyloved their team.
These were really great leaders.
They were so awesome.
These people are awesome.
But for those three people, Igave them an option to delay
(30:06):
their start time with me andjust start the U-Map on their
own.
I gave them all the homeworkbecause I didn't want them
starting from that place ofdeficit and loss they needed to
work through the transition.
I recommended that they buyWilliam Bridges career or
William Bridges transitionsmanaging personal transitions
book so that they could reallyunderstand the psychology of
(30:26):
what they were going through andhaving to like deal with the
loss in the morning and theanger and going through that
trough of despair, so that theycould then come back out and
work with me towards the newtomorrow.
And all three of those peoplealso had a therapist.
Speaker 1 (30:41):
So that shows the power of coaching and the value
that we bring across alllandscapes.
How can you be found?
Speaker 2 (30:50):
Yeah, it's easy.
Two big places.
One is I'm on LinkedIn everyday.
I'm posting four to seven timesa week and it's simple.
I'm just Gina Riley on there.
I own my name there.
I also have a newsletter onLinkedIn called Career Velocity
and you can subscribe to that.
And then Gina Riley Consultingand when you go to Gina Riley
Consulting, at the top there's amasterclass button.
(31:12):
It's green right now at thispoint and people can download it
and listen to why you need acareer transition, how you build
your career transition plan.
It comes with a downloadableworkbook.
Check your spam folder and it'snot a sales pitch.
It literally is.
Here's a guide to help get youon your way and a lot of it is
the moving parts that we talkedabout today.
Speaker 1 (31:34):
There it is everyone.
Miss Gina Riley, I appreciateyou.
Thank you so much for your timeand your wisdom today.
Speaker 2 (31:43):
Thank you, coach Mo.
I'm so glad we met.
Speaker 1 (31:46):
We got to do this again.
Speaker 2 (31:47):
We're doing it again.
Speaker 1 (31:54):
Thank you for joining me in this episode of let's
Think About it.
Your time and attention aregreatly appreciated.
If you found value in today'sdiscussion, I encourage you to
subscribe on your favoritepodcast platform.
Remember, the journey ofself-improvement is ongoing and
I'm here to support you everystep of the way.
Connect with me on social mediafor updates and insights.
(32:15):
You can find me on Instagramand Facebook, at Coach Mo,
coaching or LinkedIn, at MauriceMabry, or visit my website at
mauricemabrycom for exclusivecontent.
Until next time, keepreflecting, keep growing and,
most importantly, keep believingin yourself.
(32:36):
Remember, the most effectiveway to do it is to do it
Together.
We're making incredible stridestoward a better and more
empowered you, so thank you, andI'll see you in our next
episode.
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