March 17, 2025 • 35 mins
When fear and self-doubt cloud your career path, how do you find clarity to move forward? Coach Mo sits down with holistic life and career coach Cheryl Polk to unpack the psychological barriers that keep talented professionals stuck in unfulfilling roles.
Cheryl's motto—"improve your career, improve your life"—sets the tone for a deeply practical conversation about transforming career anxiety into actionable confidence. Drawing from her journey from accountant to Fortune 500 manager to career coach, she reveals the mindset shifts that precede successful professional transitions.
The discussion moves beyond standard resume advice to address what truly happens when interview nerves strike. You'll discover why preparation matters more than perfection, how to personalize interview techniques to your authentic style, and why bringing notes to an interview isn't "cheating"—it's strategic planning.
For mid-career professionals contemplating change, Cheryl explains why facing temporary financial setbacks might be necessary to achieve long-term goals. Meanwhile, recent graduates will appreciate her four-step framework for career discovery that removes the pressure of finding the "perfect" first job.
Most valuably, Coach Mo and Cheryl explore practical strategies for managing limiting beliefs—those internal voices that whisper "you're not qualified" or "you don't deserve success." Their conversation offers a refreshing blend of compassion and accountability for anyone seeking to align their professional path with their personal values.
Ready to transform your approach to career development? Listen now, then connect with Cheryl on LinkedIn as Career Coach Cheryl P or visit excel-resumes.com to continue your journey.
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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 Dig About it podcast.
(01:21):
I'm your host, Coach Mo, andI'm here with another amazing
guest.
Her name is Cheryl Polk.
Cheryl, what's good?
Speaker 2 (01:30):
Everything is good.
Coach Mo today Glad to be here.
Speaker 1 (01:35):
I'm happy that you're here.
We need to know where you'rechecking in from.
What part of the country areyou calling in from?
Speaker 2 (01:42):
Yes, I am checking in from Music City, aka Nashville,
Tennessee.
Speaker 1 (01:49):
That's what's up.
I've never been to Tennessee.
What's one of the favoriteaspects of living in Tennessee,
one of your favorite aspects?
Speaker 2 (02:01):
I would say the beautiful scenery.
We have wonderful waterfallsand then, of course, just having
live music at so many placesaround the area, wherever you go
.
So I just love the music vibeand the scenery.
Speaker 1 (02:15):
I like that, but what's the vibe on the barbecue?
Speaker 2 (02:19):
though more known for the barbecues.
Speaker 1 (02:22):
I won't really speak to the barbecue because I'll
leave the you know that to thepeople in Memphis, but you can
find a good barbecue in someplaces around here, that's for
sure, Okay.
Okay, with that being said, youknow, tell my audience who you
are, what you do and the type ofvalue you bring.
Speaker 2 (02:43):
Yes, I am a holistic life and career coach and my
motto is improve your career,improve your life.
So I believe that so manyaspects of our lives are
affected by our careers, so Ihelp people with career
identification, skillsdevelopment, interview
preparation, resumes and otherpersonal branding strategies,
(03:04):
and then also career transitions, and so I enjoy doing it.
I help people students andadults at all ages and stages.
Speaker 1 (03:13):
All right.
So that sounds like you bring alot for a good amount of people
out there and I'm sure yourservices is great.
But how did you evolve into alife coach and a career coach?
Take me through that journey.
Speaker 2 (03:29):
Absolutely so.
When I graduated with a degreein accounting and when I
graduated I had a few interviews, but I couldn't land any
because I had a lack ofself-confidence, because of a
lack of experience, and becauseof that I ended up starting off
working as a temp through atemporary agency.
Now, thankfully, because of mygood work ethic and because I
(03:52):
got in with a large company, Iended up progressing in five
years to being over the generalaccounting department for a
division of a Fortune 500company.
But I could have made so manystrides earlier if I had the
tools that I needed, and so Iended up taking a short
sabbatical to stay home with mychildren, and when I went back I
(04:13):
decided I wanted to dosomething a little different.
So I applied to a recruitingposition on a Friday and, to my
surprise, they called me on aMonday and, also to my surprise,
I got the job and ended uploving it.
But what I didn't enjoy was thefact that I had so many
qualified candidates whoseresumes I couldn't pass along
because they had sentencestructure errors or spelling
(04:35):
mistakes or and they just didn'tlook professional, and so I
ended up spending more timetweaking people's resumes than
actually sending out candidatesto hiring managers.
So I ended up becoming acertified professional resume
writer and then later on acareer coach, so I can help
people really gain more focusand put their best foot forward.
Speaker 1 (04:59):
I understand there's a lot that goes into the hiring
process, but I'm going to lookat it from me trying to get
another job or the consumerclient trying to find another
job.
What's your approach, yourinitial approach, that's taking
a person from point A to point Z.
What does that look like inthat hiring process and
(05:24):
recruitment process for them?
Speaker 2 (05:26):
Okay, from the recruiting side or from the
career coach side.
Speaker 1 (05:31):
From the customer side, from the person that's
looking for the job.
Speaker 2 (05:34):
Okay.
So the first thing they need todo is have a great resume.
So they need to have somethingthat's achievement-based.
We want to show that they arean achiever, not just a doer.
So we want to have quantifiabledata.
Any numbers, dollars andpercentages they can put on the
resume would be great.
And then any way that they'veimproved the company, the
(05:56):
department or made their jobbetter in any type of way.
And then next that will beinterview.
They will, you know, once theyland an interview, we help them
with the interview as well.
Help them because just withreal estate, they say, the
number one thing is location,where, with interviewing, it's
preparation.
So I really help them todevelop their brand, help them
with their storytelling so theycan clearly communicate the
(06:18):
situation, the tasks, the actiontaken and the results.
And then also, of course, theyfollow up with a thank you
letter.
We also do salary help withsalary negotiations as well.
And then sometimes, if peoplelack focus, we even help with
career identification and careertransition.
So sometimes, even before weget to the resume stage, people
(06:39):
need a little help on the frontend to really identify what they
want to do next need a littlehelp on the front end to really
identify what they want to donext.
Speaker 1 (06:51):
So this is let's think about it.
So I always try to put myselfin the shoes of the audience and
with my questions.
So here's what's coming up forme.
I'm in a midlife career changeand I'm scared as hell that I'm
not going to be accepted.
I got to start over.
I haven't been through thisprocess in decades and now I
find myself here.
I'm worrisome about thisprocess.
(07:14):
What is it that you do thatseparates you from other
recruiters, competitors, careercoaches?
What separates you in helpingsomeone overcome that fear to
take action and move towardputting their self out there?
Speaker 2 (07:31):
Yes, mindset develop.
Mindset affects movement, right?
What we like to do first isidentify those limiting beliefs.
A lot of people have self-doubt, a lot of people have fears to
overcome, and so if someone isin that space, that's what we
want to tackle first.
And then, when you identifythat limiting belief, the next
(07:53):
thing we have to do is challengeit.
Challenge it when do we get itfrom?
Is this something that was justpassed down to us?
That we come from a negativehousehold?
Is this some type of negativeself-talk that we've always had?
And then figure out is thereany real evidence to support
this limiting belief that theymay have?
And then next week we try tohelp them reframe their thinking
(08:16):
.
Now, it's a scientific fact thatwe cannot hold two thoughts at
one time, but a lot of times wehave so many thoughts coming at
us at one time.
We have those negative thoughtsthat overcome those positive
thoughts right after they happen.
So it's just knocking thatpositive thing out of your mind
right away.
So we want to flip thatwhenever those negative things
(08:38):
come into mind.
We want to have an action planto be able to overcome those
negative thoughts with positivethoughts where there's positive
affirmation, positive helpingpeople with positive
affirmations or just becomingmore mindful of those thoughts
and that type of thing, and sojust really developing an action
plan to be able to change thatcognitive thinking process.
(09:00):
And then after that we helpthem develop an action plan,
help them figure out what aretheir short-term and long-term
curricles, and then we are thatsystem for support and
accountability for them so theycan be able to have someone to
hold their hands and to partnerwith them as they go through
their journey.
Speaker 1 (09:18):
Yeah, that's great.
Through your experience workingwith the clients that you work
with, what are the commonlimiting beliefs that you see?
That just comes across on yourdesk when you meet with various
clients.
What's the common limitingbeliefs that you hear and see
from people?
Speaker 2 (09:35):
Yes, Good question.
I would say.
One common limiting belief isfear.
A lot of times, people are justthere's the fear of failure,
then also the fear of successand also the fear of the unknown
.
Some people are really afraidjust to step out of their
comfort zone and do somethingnew.
Also, too, people have a fearof income, because often when
(09:59):
we're making a career transition, we have to take one step back
in order to go two step forward,and sometimes we're in so much
debt that we can't take a stepback because we're like, oh no,
I have to continue to pay thesebills and I want to continue on
this lifestyle.
So they can't make that change.
And, as a matter of fact, justtoday I'm doing health care
(10:21):
recruiting currently, and so Icall someone today.
He actually had a bachelor'sdegree in health science, but he
was working at Publix and thiswas an entry-level healthcare
role and it actually was payinga little lower than what he was
making at Publix.
But the thing is, I tried tohelp him see the long-term goal
and not just consider okay, thisis the short-term, yes, this is
(10:44):
better than the short term, butwhat is your long game?
Where are you really trying togo?
And then, because that way, yes, you might have to make a
sacrifice right now in order tohave what you want in the future
.
Those are some of the limitingbeliefs, and then also, too,
imposter syndrome.
Sometimes people just they havea issue believing that it's
(11:05):
what they deserve, is wherethey're supposed to be, and so
just help them to just get ridof some of those negative
thinking patterns that have justbeen so ingrained in them for
so long.
Speaker 1 (11:17):
Yeah, that's true, that's right, Because I'm more
like in tuned with the how,right.
So when I work with my clientsand they have certain limiting
beliefs, assumptions,interpretations, or that
negative inner talk, inner voice, right, I help them rediscover
their values because in thatmoment, when these limiting
(11:41):
beliefs are present, your valuesaren't because you're
distracted away from it.
The forefront of that limitingbelief is leading the way and
you're responding to that rightand that response to that fear,
frustration, anger.
Response to that fear,frustration, anger, whatever
(12:05):
right.
And so my approach as a coachis how do we reconnect with the
values and just giving certainlittle activities, providing
activities that helps themrefocus towards their values and
then, when they can do that,they start getting back their
power of choice, then they canstart to navigate.
So, in the spirit of the workthat you do, how are you helping
(12:29):
people connect their values forthe next job that they're
applying for, or is that part ofyour program?
Speaker 2 (12:36):
Absolutely, absolutely.
So I have a four-step program,and so first, the first step
would be discovery, that's,really doing a personality
assessment, finding out thenatural way you give or receive
information, digging more intowho you are and why you want to
do something different, whatbrings meaning?
(12:57):
to your life, like you said,your value system, finding out
about what you're passionateabout, and then next would be
the investigation stage, andthat's digging into more careers
and different career paths thatare available to you.
And then next would be theplanning stage, and that's
really more of the logistics, ofthe when and the where, and
(13:20):
then, lastly, would be execution.
That's the how, and so we getstarted with executing the plan
and then reevaluate to see ifthere's anything that needs to
be adjusted.
So you're exactly right, itstarts with that knowing your
why, knowing why it is, knowingyour purpose, what your passions
are, your skills, your talents,your gifts and how that all
(13:44):
comes together into helping yoube a complete person physically,
mentally, emotionally,spiritually, financially and
socially.
Speaker 1 (13:53):
That's great.
That's great.
Help me understand what's thetarget audience that you help.
Speaker 2 (13:59):
So I would say students and adults at all ages
and stages, so 18 and up.
Speaker 1 (14:03):
Students of all ages.
So is your approach withsomeone that, let's just say,
graduating out of high schooland looking for a job?
Is that approach different thansomeone who's in their
mid-career, trying to find adifferent job?
And what would be the differentapproach if they are?
Speaker 2 (14:22):
Yes and no, so we still go through all the phases.
However, someone who is brandnew, they may have a little less
to pull from.
As far as the experience Withsomeone, I would say mid-career,
they know more of what theydon't want and because they've
(14:43):
done it Okay, been there, donethat, I have say mid-career,
they know more of what theydon't want and because they've
done it Okay, been there, donethat, I have the t-shirt.
That's what I don't want in mylife, whereas someone who's 18
might not necessarily have asstrong of a reference point.
However, they usually have sometype of reference point and
what I like to tell parents,teachers, school counselors is
(15:04):
to take the pressure off.
A lot of times, people changecareers four to five times
throughout their careers andsometimes, when you have that
pressure, people put a lot ofpressure on these young people
to choose one thing.
This is this one thing you'regoing to do and you're going to
do it throughout your life,whereas we both know that's not
the case, right, and becauseI've changed careers a couple of
(15:26):
times and you probably have aswell and most people have, and
so letting them know okay, it'sokay, this is just career one,
and so we have people think ofit as this is career one and it
takes off the pressure andthey're able to really breathe
and to really say OK.
Let me look at some things thatI'm naturally good at.
(15:47):
What do people come to me for?
What is it that I can teach ordo right now if I didn't get any
further education?
What pain do I have in my past?
Because sometimes pain canactually construct our path?
A lot of times I went to amental health conference and the
people there had overcome a lotof mental health challenges and
(16:10):
they were talking about thisand, interesting enough, a lot
of people there had decided tobecome counselors and
psychiatric nurses and people inthat mental health space.
So sometimes even the pain inour past can help to direct what
our future paths are.
So just looking at the wholeperson, and yes, sometimes it is
(16:32):
a little different, but a lotof times the challenges are
still the same.
Speaker 1 (16:36):
OK, that's great to know.
So then take me through theprocess.
How you help someone preparefor an interview that's entry
level versus someone that'smaybe mid-career, executive
level.
Is there a difference?
Speaker 2 (16:52):
Maybe or maybe not, depending on, because, remember,
just because someone has beenworking for 10 to 15 years does
not mean that they're ready forthat next level, or it does not
mean that they have beenproperly trained in how to
interview, in what to wear, inlooking at someone in the eye
(17:13):
and having that firm handshake.
So we assume that this is justsomething that a student might
need to know, but really this issomething that someone who's 35
, 40 may need to know, dependingon if they're transitioning
from one type of career toanother.
We look at those types of thingsand also, too, I love to do
mock interviews.
That's where I give them aseries of questions, take notes
(17:36):
and give them feedback at theend and then really help them to
identify their stories, becausenow the big thing is
situational interviews, and theywant to know about challenges
you've overcome.
They want to know about processimprovements you've made, any
type of ideas that might've beenadopted with your company or
from your hiring manager.
(17:57):
They want to know aboutinteractions with coworkers.
They want to know about thingsthat you've overcome and
challenges that you've overcomeand how you've made your job
better, and so we really help todefine those stories so we can
have people be able to tellabout the situation, be able to
really set up that story, tellabout the situation, the tasks
that they had to undertake, theactions that that they took and
(18:20):
then the results.
And that helps them to reallystreamline their answers so they
can hone in on the importantparts and really keep it concise
and to the point and make sureit is more effective.
Speaker 1 (18:33):
Cheryl, that's great.
Everything that you said is onpoint and I really do appreciate
that.
But then I'm going to putmyself again in the listeners
seat, right, and I'm saying youknow what, cheryl, I do all of
that.
You said.
I do all of that, I practicethis and I do this and I do all
of that stuff.
But when I get in there I'mnervous as shit, I'm sweating,
(18:55):
my hands are shaking, my voiceis crumbling, all of this.
How do you help me manage thatas a coach?
Because the mock stuff,rehearsing, memorizing what I'm
going to talk about I got thaton lock.
Where I struggle at is thenervousness and controlling the
(19:18):
fear that's going into theinterview.
What tips do you give to yourclients around that aspect of
interview prep?
Speaker 2 (19:27):
Yes, I would say, personalize anything, any type
of advice anyone has given you,because, yes, I can give someone
advice, but they have to makeit personal to them and they
have to do what's natural forthem.
For example, I was alwaystaught that when you interview,
you want to sit on the edge ofyour seat and don't sit back and
(19:47):
try not to use your hands a lot.
However, for me, that just didnot work.
I'm energetic.
I'm an extrovert and I have toget my energy out some type of
way.
So if you interview bettermoving your hands, then move
your hands because it's betterthan taking that interview.
So move your hands.
(20:08):
If you need to sit back alittle further, feel a little
comfortable, do what you have todo to feel comfortable as long
as you're still staying in thatprofessional space and then also
take some before you go intothat interview.
Take some deep breaths, dowhatever it is for you that
relaxes you, whether that'smotivational music, it could be
some upbeat music, or it couldbe some calming music, it could
(20:31):
be a prayer, it could be somemeditation.
Know what works for you, tryout different things and what
works for you.
But usually most people, ifthey have prepared, they're
usually a lot better than ifthey have not, because they've
helped work out some of thosekinks.
So the more and also the morepractice, the more you do it,
(20:52):
the better you get.
So practice with friends,practice with family members and
a lot of times you mentionedsometimes people have things
memorized.
That's often the issue is thatthey have it memorized.
And so I try to get them not tohave it memorized but just have
a general, just know yourgeneral, outline your problem,
your action, take your results.
So that's the thing that guidesyou and then when you get there
(21:15):
you can just organically fillit in.
But know your highlights, knowyour action points, and then
fill it in when you get there.
And then when you practicethose interviews, practice out
loud.
A lot of times when we practice, people just read it, they
write their answer, then theyjust read it and they rehearse
it, but they don't practicesaying it out loud.
So look in the mirror and sayit out loud so you can hear how
(21:36):
it sounds and how you canpractice it.
Speaker 1 (21:38):
Listening to you going into the interview.
It's about setting intentionsfor yourself because if you know
you get nervous, what's theoffset of that?
What's the plan to address thenervousness when it happens?
When you have that intentionson the forefront of your mind,
it's easier to navigate thatwhen it does happen, because you
(22:00):
know it's going to happen andin that moment there's your
choice.
I'm going to pivot when it doeshappen, because you know it's
going to happen and in thatmoment there's your choice.
I'm going to pivot when ithappens and then, from an
interview perspective, going inas the interviewee, one of the
things that I teach people isand maybe it's a little bit
higher level than the entryperson because leaders, we focus
(22:22):
on certain leadershipcompetencies and things like
that.
But I teach the four C'scommunication, coaching,
collaboration and commitment.
You apply those four C's in anyquestion that's asked to you as
a leader, you're reallydemonstrating these leadership
competencies.
(22:43):
Anytime that I get a questionthat I'm fumbling on, I go to
the four C's and I take themthrough the journey of
communication, collaboration,coaching and a commitment.
And through that journey of theexperience of whatever it is
I'm talking about, I'm hittingthose four C's and it addresses
(23:06):
key leadership competencies thatmost organizations want to see
in their leaders.
So I help inject that intopeople who are going on
interviews and I'm not a careercoach, but it's a tactic that I
use.
That's been very favorable forme and nine out of 10 times I'm
(23:27):
always one of the top candidatesin the second interview and
things like that.
Because I use that strategy,what are your thoughts about
something like that, for notnecessarily the four C's, but a
certain technique that peoplecan take and use going into an
interview?
What would you share?
Speaker 2 (23:46):
Yes, I would say, as far as a technique, number one
is be yourself.
A lot of times we're trying tobe someone we're not.
So just be allowed.
Yeah, just be yourself.
That's the number one thing.
Be yourself and then prepareand then know yourself, know
your company, know the valuethat you bring.
(24:06):
And when I say know yourself,know your resume.
A lot of times people assumethat the hiring manager
remembers what's on their actualresume, when a lot of times
they're coming directly from ameeting or they're having
back-to-back interviews and theybarely know who's in front of
them.
So it's totally okay tocommunicate what's on your
(24:29):
resume and a lot of times we putwonderful achievements on the
resume and people forget to sayit when they get in there.
So know your resume, know thevalue that you bring, know the
company.
Make sure you do your research,make sure you look at that
website, make sure you know that, what values are important to
(24:49):
them and how those values alignwith you, and then know about
their competitors.
Look also to see if there areany new press releases.
Companies merge all the time.
They have layoffs, they havenew hiring initiatives, they
have all types of new productsthat are being released.
So know the company.
(25:10):
So, yeah, those are the threethings I would say Know the
company, know the value youbring and then know your resume.
Speaker 1 (25:17):
What's the difference in interviewing in a one-on-one
versus a panel?
Do I need to change my approach, going into one situation
versus the next?
Speaker 2 (25:27):
I would say your general approach would stay the
same as far as the preparationaspect.
But you want to know, becausewe talked about knowing, right,
you want to.
So that would add a fourth one,which would be know who's in
the room.
Add a fourth one, which wouldbe know who's in the room.
So if they tell you who's goingto be in that panel or on that
panel, make sure you do yourresearch as well on them.
(25:51):
It's totally okay to look uptheir LinkedIn profile, their
Instagram, to see a little bitmore, learn as much as you can
about the people who will beinterviewing you and what
interests them, because that canhelp you really to build
rapport.
And then, of course, you'll needto really make sure you're
giving eye to eye contact.
You'll need to make sure youreyes are scanning the panel as
(26:13):
opposed to just looking straightahead because you want people
to have that one on oneconnection.
Those will be the things Iwould say are different.
Connection, those will be thethings I would say are different
.
Knowing your panel, knowingwhat type of interview it is,
Sometimes with IT people, thefirst interview might be more
technical and then the secondone may be more of a situational
(26:34):
type interview.
And just really getting to knowthe people on the panel and
doing your research on them aswell, and the company.
Speaker 1 (26:42):
How does one approach tough interview questions?
Speaker 2 (26:46):
I will say just, you know how you said develop that
plan, that's the number one stepright.
So when someone catches you offguard, be able to rebound
quickly, and it's okay to saythat's a great question.
May I take a moment to thinkabout that?
That is totally okay.
It's okay if you need to takethat moment and step back and to
(27:07):
regroup because, even thoughyou might prepare, you're never
going to be prepared for everyquestion.
There still might be a fewquestions that are new, that
take you off guard, and it'sokay.
And just take that moment andget your answer together and
then articulate the best you can.
And the big thing is, don't letit break you Right?
(27:28):
So a lot of times people go inand they're so excited and
they're prepared and they havetheir energy up, but then once
we start asking those questionsand it's something that they
weren't prepared for then I seethe energy start to start to
shift, it starts to reduce andgo down.
So I tell people just knowthere are going to be some
curveballs in there, there aregoing to be some things you
(27:50):
aren't prepared for, but that'sokay, just still keep that
positive self-talk, that's wherethe four C's come in.
Speaker 1 (27:57):
That's what I'm talking about.
When that curveball is thrownin, whatever you're going to
come up with, make sure youincorporate communication,
collaboration, coaching andcommitment.
You do that.
You're safe.
You're safe because you'rehitting those key competency
areas.
Another thing that I want tothrow in there and I don't know
if you share this with yourclients or not, but it's okay to
(28:19):
bring in notes, because anytimeI get an interview, they don't
tell me no, you can't bring innotes.
So what I do is I create a listof experiences that I want to
connect to potential questionsthat I think that they will
probably ask.
So I'm already thinking.
There may be a question aboutwho I am.
(28:40):
Why do I qualify for thisposition?
There's that question.
Then there may be a questionjust dependent on the level you
are at right.
Let's say I'm talking mid-leveland I'm going into management.
Let's just focus in that area.
There's going to be a questionof how I deal with conflict.
Tell me about something aroundworking with a customer or a
client something around there.
(29:00):
Tell me something aboutcollaboration.
Tell me about something aboutdeveloping and training or
leading a team something.
There's going to be somethingaround there.
Tell me about a time when youhad a disagreement with a worker
or a manager and how was itresolved.
I'm thinking of those, I'mbeing intentional, like I said,
(29:22):
right, I'm thinking of thosethings and I'm itemizing my
experiences.
So when I'm in the interviewand this is what keeps the
anxiety down, the nervousnessdown, because I'm being
intentional, like I said right.
So they're going to ask thesequestions.
Give me a second, let me takemy breath, let me look at my
notes, bingo, I'm going to hitexperience number four and it's
(29:49):
right there.
I'm not fumbling, I'm notnervous because it's right there
on the sheet, in which there'sno rules, that says I can't
bring this into an interview.
And so I just tap into my sheet, my cheat sheet for myself with
to help me remember all thedifferent experiences that I'm
very comfortable of talkingabout, and that way I'm not
going in there just completelyoff memories, trying to think of
(30:14):
the experiences.
They're all jotted down formyself and whatever questions
you come at me, I'm eithercoming with the four C's, I am
coming with the four C's and I'mtying in one of these 10
experiences that I got on mycheat sheet, and then I'm
setting myself up for successbecause I'm not as nervous as I
(30:35):
would be if I didn't have thisinformation.
What are your thoughts aboutthat?
Speaker 2 (30:40):
I don't necessarily encourage a cheat sheet.
Your thoughts about that.
I don't necessarily encourage acheat sheet, but if they do
have one, I will say for them toput little keywords there
instead of writing out too muchinformation, because sometimes
when you're looking at a cheatsheet that can even throw you
off because it's okay, where isthat in my notes?
So if they do have a cheatsheet, it should just be a brief
(31:01):
keyword.
Maybe it could be somethinglike the title of their project
that they wanted to mention, ora client that they want a
client's name there.
That can help them jog theirmemory about the story
surrounding that client.
So notes are fine as long asit's not like long, lengthy
notes, because those canactually throw people off.
(31:23):
So I would say absolutely.
Little keywords are totally fine.
As far as notes, and then thatway you're just doing a quick
check and just like when I saidit's OK to let them know oh man,
to take a moment, I have asecond and then just look down
really quickly and then reengage.
Speaker 1 (31:40):
Absolutely, because it's like doing a presentation.
When you write all your noteson the sheet to try to do a
presentation, the tendency is toread everything on the note
sheet and it doesn't make youlook as authentic as you
approach the presentation.
So when I was referencing thecheat sheet, it's really not a
(32:01):
cheat sheet because there's norule that I can't bring in notes
, so it's not really cheating.
But with my notes, just likeyou said, that's what I meant
Having my experience itemizedall the way down because I
rehearsed them and I know thembecause they're my experiences.
I didn't use chat GPT to writeit up for me.
(32:22):
Then if you do something likethat, then you're definitely in
danger because that's not yourtrue experience.
But the line the itemized linesis just a reminder.
Hey, talk about this experiencebecause that's something I
walked through, been through,done that and I can remember
that that's what I meantabsolutely, and it's definitely
better to do that than to getback to your car and say, oh, I
(32:45):
forgot this.
Speaker 2 (32:46):
Like how many times have we done that?
We've gotten home and, oh, Ican't remember, I can't believe
I forgot to say this, I forgotto say that, I forgot to say
that.
So, yes, it is totally finethat they have a few notes
written down, and then also, too, you might have a few questions
written down too that you mightwant to reference at the end.
So that's totally fine as well.
Speaker 1 (33:03):
Absolutely so.
As we wrap this up, how can yoube found?
Speaker 2 (33:08):
I am.
My primary platform isdefinitely LinkedIn, right, as a
career coach, that's the numberone tool for recruiters and job
seekers.
So LinkedIn, I'm there ascareer coach, cheryl P, and then
my website is excel-resumescomand that's E-X-C-E-L with a
little dash or hyphenR-E-S-U-M-E-Scom.
(33:29):
And then I'm on Instagram asUSA Job Search Coach.
Speaker 1 (33:32):
Thank you for that.
Any lasting thoughts before wesign out?
Speaker 2 (33:37):
I would just like to say don't be afraid to ask for
help.
A lot of times we've beentaught to just do it all
ourselves, and it's okay to havementors, it's okay to have
coaches, it's okay to havefriends, because someone needs
to be there to help, support you, help cheer you on, and so it's
totally okay.
Speaker 1 (33:56):
There it is you guys.
There it is Ms Cheryl Polk.
Thank you so much for yourpresence and your wisdom today,
absolutely.
Thank you so much for yourpresence and your wisdom today,
absolutely.
Speaker 2 (34:03):
Thank you so much for having me, coach Mo.
It's been fun.
I enjoyed it.
Speaker 1 (34:07):
It has been.
Thank you, take care.
Thank you for joining me inthis 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
(34:28):
I'm here to support you everystep of the way.
Connect with me on social mediafor updates and insights.
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,
(34:53):
most importantly, keep believingin yourself.
Remember, the most effectiveway to do it is to do it
Together.
Effective way to do it is to doit Together.
We're making incredible stridestoward a better and more
empowered you.
So thank you, and I'll see youin 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 Dig About it podcast.
(01:21):
I'm your host, Coach Mo, andI'm here with another amazing
guest.
Her name is Cheryl Polk.
Cheryl, what's good?
Speaker 2 (01:30):
Everything is good.
Coach Mo today Glad to be here.
Speaker 1 (01:35):
I'm happy that you're here.
We need to know where you'rechecking in from.
What part of the country areyou calling in from?
Speaker 2 (01:42):
Yes, I am checking in from Music City, aka Nashville,
Tennessee.
Speaker 1 (01:49):
That's what's up.
I've never been to Tennessee.
What's one of the favoriteaspects of living in Tennessee,
one of your favorite aspects?
Speaker 2 (02:01):
I would say the beautiful scenery.
We have wonderful waterfallsand then, of course, just having
live music at so many placesaround the area, wherever you go
.
So I just love the music vibeand the scenery.
Speaker 1 (02:15):
I like that, but what's the vibe on the barbecue?
Speaker 2 (02:19):
though more known for the barbecues.
Speaker 1 (02:22):
I won't really speak to the barbecue because I'll
leave the you know that to thepeople in Memphis, but you can
find a good barbecue in someplaces around here, that's for
sure, Okay.
Okay, with that being said, youknow, tell my audience who you
are, what you do and the type ofvalue you bring.
Speaker 2 (02:43):
Yes, I am a holistic life and career coach and my
motto is improve your career,improve your life.
So I believe that so manyaspects of our lives are
affected by our careers, so Ihelp people with career
identification, skillsdevelopment, interview
preparation, resumes and otherpersonal branding strategies,
(03:04):
and then also career transitions, and so I enjoy doing it.
I help people students andadults at all ages and stages.
Speaker 1 (03:13):
All right.
So that sounds like you bring alot for a good amount of people
out there and I'm sure yourservices is great.
But how did you evolve into alife coach and a career coach?
Take me through that journey.
Speaker 2 (03:29):
Absolutely so.
When I graduated with a degreein accounting and when I
graduated I had a few interviews, but I couldn't land any
because I had a lack ofself-confidence, because of a
lack of experience, and becauseof that I ended up starting off
working as a temp through atemporary agency.
Now, thankfully, because of mygood work ethic and because I
(03:52):
got in with a large company, Iended up progressing in five
years to being over the generalaccounting department for a
division of a Fortune 500company.
But I could have made so manystrides earlier if I had the
tools that I needed, and so Iended up taking a short
sabbatical to stay home with mychildren, and when I went back I
(04:13):
decided I wanted to dosomething a little different.
So I applied to a recruitingposition on a Friday and, to my
surprise, they called me on aMonday and, also to my surprise,
I got the job and ended uploving it.
But what I didn't enjoy was thefact that I had so many
qualified candidates whoseresumes I couldn't pass along
because they had sentencestructure errors or spelling
(04:35):
mistakes or and they just didn'tlook professional, and so I
ended up spending more timetweaking people's resumes than
actually sending out candidatesto hiring managers.
So I ended up becoming acertified professional resume
writer and then later on acareer coach, so I can help
people really gain more focusand put their best foot forward.
Speaker 1 (04:59):
I understand there's a lot that goes into the hiring
process, but I'm going to lookat it from me trying to get
another job or the consumerclient trying to find another
job.
What's your approach, yourinitial approach, that's taking
a person from point A to point Z.
What does that look like inthat hiring process and
(05:24):
recruitment process for them?
Speaker 2 (05:26):
Okay, from the recruiting side or from the
career coach side.
Speaker 1 (05:31):
From the customer side, from the person that's
looking for the job.
Speaker 2 (05:34):
Okay.
So the first thing they need todo is have a great resume.
So they need to have somethingthat's achievement-based.
We want to show that they arean achiever, not just a doer.
So we want to have quantifiabledata.
Any numbers, dollars andpercentages they can put on the
resume would be great.
And then any way that they'veimproved the company, the
(05:56):
department or made their jobbetter in any type of way.
And then next that will beinterview.
They will, you know, once theyland an interview, we help them
with the interview as well.
Help them because just withreal estate, they say, the
number one thing is location,where, with interviewing, it's
preparation.
So I really help them todevelop their brand, help them
with their storytelling so theycan clearly communicate the
(06:18):
situation, the tasks, the actiontaken and the results.
And then also, of course, theyfollow up with a thank you
letter.
We also do salary help withsalary negotiations as well.
And then sometimes, if peoplelack focus, we even help with
career identification and careertransition.
So sometimes, even before weget to the resume stage, people
(06:39):
need a little help on the frontend to really identify what they
want to do next need a littlehelp on the front end to really
identify what they want to donext.
Speaker 1 (06:51):
So this is let's think about it.
So I always try to put myselfin the shoes of the audience and
with my questions.
So here's what's coming up forme.
I'm in a midlife career changeand I'm scared as hell that I'm
not going to be accepted.
I got to start over.
I haven't been through thisprocess in decades and now I
find myself here.
I'm worrisome about thisprocess.
(07:14):
What is it that you do thatseparates you from other
recruiters, competitors, careercoaches?
What separates you in helpingsomeone overcome that fear to
take action and move towardputting their self out there?
Speaker 2 (07:31):
Yes, mindset develop.
Mindset affects movement, right?
What we like to do first isidentify those limiting beliefs.
A lot of people have self-doubt, a lot of people have fears to
overcome, and so if someone isin that space, that's what we
want to tackle first.
And then, when you identifythat limiting belief, the next
(07:53):
thing we have to do is challengeit.
Challenge it when do we get itfrom?
Is this something that was justpassed down to us?
That we come from a negativehousehold?
Is this some type of negativeself-talk that we've always had?
And then figure out is thereany real evidence to support
this limiting belief that theymay have?
And then next week we try tohelp them reframe their thinking
(08:16):
.
Now, it's a scientific fact thatwe cannot hold two thoughts at
one time, but a lot of times wehave so many thoughts coming at
us at one time.
We have those negative thoughtsthat overcome those positive
thoughts right after they happen.
So it's just knocking thatpositive thing out of your mind
right away.
So we want to flip thatwhenever those negative things
(08:38):
come into mind.
We want to have an action planto be able to overcome those
negative thoughts with positivethoughts where there's positive
affirmation, positive helpingpeople with positive
affirmations or just becomingmore mindful of those thoughts
and that type of thing, and sojust really developing an action
plan to be able to change thatcognitive thinking process.
(09:00):
And then after that we helpthem develop an action plan,
help them figure out what aretheir short-term and long-term
curricles, and then we are thatsystem for support and
accountability for them so theycan be able to have someone to
hold their hands and to partnerwith them as they go through
their journey.
Speaker 1 (09:18):
Yeah, that's great.
Through your experience workingwith the clients that you work
with, what are the commonlimiting beliefs that you see?
That just comes across on yourdesk when you meet with various
clients.
What's the common limitingbeliefs that you hear and see
from people?
Speaker 2 (09:35):
Yes, Good question.
I would say.
One common limiting belief isfear.
A lot of times, people are justthere's the fear of failure,
then also the fear of successand also the fear of the unknown
.
Some people are really afraidjust to step out of their
comfort zone and do somethingnew.
Also, too, people have a fearof income, because often when
(09:59):
we're making a career transition, we have to take one step back
in order to go two step forward,and sometimes we're in so much
debt that we can't take a stepback because we're like, oh no,
I have to continue to pay thesebills and I want to continue on
this lifestyle.
So they can't make that change.
And, as a matter of fact, justtoday I'm doing health care
(10:21):
recruiting currently, and so Icall someone today.
He actually had a bachelor'sdegree in health science, but he
was working at Publix and thiswas an entry-level healthcare
role and it actually was payinga little lower than what he was
making at Publix.
But the thing is, I tried tohelp him see the long-term goal
and not just consider okay, thisis the short-term, yes, this is
(10:44):
better than the short term, butwhat is your long game?
Where are you really trying togo?
And then, because that way, yes, you might have to make a
sacrifice right now in order tohave what you want in the future
.
Those are some of the limitingbeliefs, and then also, too,
imposter syndrome.
Sometimes people just they havea issue believing that it's
(11:05):
what they deserve, is wherethey're supposed to be, and so
just help them to just get ridof some of those negative
thinking patterns that have justbeen so ingrained in them for
so long.
Speaker 1 (11:17):
Yeah, that's true, that's right, Because I'm more
like in tuned with the how,right.
So when I work with my clientsand they have certain limiting
beliefs, assumptions,interpretations, or that
negative inner talk, inner voice, right, I help them rediscover
their values because in thatmoment, when these limiting
(11:41):
beliefs are present, your valuesaren't because you're
distracted away from it.
The forefront of that limitingbelief is leading the way and
you're responding to that rightand that response to that fear,
frustration, anger.
Response to that fear,frustration, anger, whatever
(12:05):
right.
And so my approach as a coachis how do we reconnect with the
values and just giving certainlittle activities, providing
activities that helps themrefocus towards their values and
then, when they can do that,they start getting back their
power of choice, then they canstart to navigate.
So, in the spirit of the workthat you do, how are you helping
(12:29):
people connect their values forthe next job that they're
applying for, or is that part ofyour program?
Speaker 2 (12:36):
Absolutely, absolutely.
So I have a four-step program,and so first, the first step
would be discovery, that's,really doing a personality
assessment, finding out thenatural way you give or receive
information, digging more intowho you are and why you want to
do something different, whatbrings meaning?
(12:57):
to your life, like you said,your value system, finding out
about what you're passionateabout, and then next would be
the investigation stage, andthat's digging into more careers
and different career paths thatare available to you.
And then next would be theplanning stage, and that's
really more of the logistics, ofthe when and the where, and
(13:20):
then, lastly, would be execution.
That's the how, and so we getstarted with executing the plan
and then reevaluate to see ifthere's anything that needs to
be adjusted.
So you're exactly right, itstarts with that knowing your
why, knowing why it is, knowingyour purpose, what your passions
are, your skills, your talents,your gifts and how that all
(13:44):
comes together into helping yoube a complete person physically,
mentally, emotionally,spiritually, financially and
socially.
Speaker 1 (13:53):
That's great.
That's great.
Help me understand what's thetarget audience that you help.
Speaker 2 (13:59):
So I would say students and adults at all ages
and stages, so 18 and up.
Speaker 1 (14:03):
Students of all ages.
So is your approach withsomeone that, let's just say,
graduating out of high schooland looking for a job?
Is that approach different thansomeone who's in their
mid-career, trying to find adifferent job?
And what would be the differentapproach if they are?
Speaker 2 (14:22):
Yes and no, so we still go through all the phases.
However, someone who is brandnew, they may have a little less
to pull from.
As far as the experience Withsomeone, I would say mid-career,
they know more of what theydon't want and because they've
(14:43):
done it Okay, been there, donethat, I have say mid-career,
they know more of what theydon't want and because they've
done it Okay, been there, donethat, I have the t-shirt.
That's what I don't want in mylife, whereas someone who's 18
might not necessarily have asstrong of a reference point.
However, they usually have sometype of reference point and
what I like to tell parents,teachers, school counselors is
(15:04):
to take the pressure off.
A lot of times, people changecareers four to five times
throughout their careers andsometimes, when you have that
pressure, people put a lot ofpressure on these young people
to choose one thing.
This is this one thing you'regoing to do and you're going to
do it throughout your life,whereas we both know that's not
the case, right, and becauseI've changed careers a couple of
(15:26):
times and you probably have aswell and most people have, and
so letting them know okay, it'sokay, this is just career one,
and so we have people think ofit as this is career one and it
takes off the pressure andthey're able to really breathe
and to really say OK.
Let me look at some things thatI'm naturally good at.
(15:47):
What do people come to me for?
What is it that I can teach ordo right now if I didn't get any
further education?
What pain do I have in my past?
Because sometimes pain canactually construct our path?
A lot of times I went to amental health conference and the
people there had overcome a lotof mental health challenges and
(16:10):
they were talking about thisand, interesting enough, a lot
of people there had decided tobecome counselors and
psychiatric nurses and people inthat mental health space.
So sometimes even the pain inour past can help to direct what
our future paths are.
So just looking at the wholeperson, and yes, sometimes it is
(16:32):
a little different, but a lotof times the challenges are
still the same.
Speaker 1 (16:36):
OK, that's great to know.
So then take me through theprocess.
How you help someone preparefor an interview that's entry
level versus someone that'smaybe mid-career, executive
level.
Is there a difference?
Speaker 2 (16:52):
Maybe or maybe not, depending on, because, remember,
just because someone has beenworking for 10 to 15 years does
not mean that they're ready forthat next level, or it does not
mean that they have beenproperly trained in how to
interview, in what to wear, inlooking at someone in the eye
(17:13):
and having that firm handshake.
So we assume that this is justsomething that a student might
need to know, but really this issomething that someone who's 35
, 40 may need to know, dependingon if they're transitioning
from one type of career toanother.
We look at those types of thingsand also, too, I love to do
mock interviews.
That's where I give them aseries of questions, take notes
(17:36):
and give them feedback at theend and then really help them to
identify their stories, becausenow the big thing is
situational interviews, and theywant to know about challenges
you've overcome.
They want to know about processimprovements you've made, any
type of ideas that might've beenadopted with your company or
from your hiring manager.
(17:57):
They want to know aboutinteractions with coworkers.
They want to know about thingsthat you've overcome and
challenges that you've overcomeand how you've made your job
better, and so we really help todefine those stories so we can
have people be able to tellabout the situation, be able to
really set up that story, tellabout the situation, the tasks
that they had to undertake, theactions that that they took and
(18:20):
then the results.
And that helps them to reallystreamline their answers so they
can hone in on the importantparts and really keep it concise
and to the point and make sureit is more effective.
Speaker 1 (18:33):
Cheryl, that's great.
Everything that you said is onpoint and I really do appreciate
that.
But then I'm going to putmyself again in the listeners
seat, right, and I'm saying youknow what, cheryl, I do all of
that.
You said.
I do all of that, I practicethis and I do this and I do all
of that stuff.
But when I get in there I'mnervous as shit, I'm sweating,
(18:55):
my hands are shaking, my voiceis crumbling, all of this.
How do you help me manage thatas a coach?
Because the mock stuff,rehearsing, memorizing what I'm
going to talk about I got thaton lock.
Where I struggle at is thenervousness and controlling the
(19:18):
fear that's going into theinterview.
What tips do you give to yourclients around that aspect of
interview prep?
Speaker 2 (19:27):
Yes, I would say, personalize anything, any type
of advice anyone has given you,because, yes, I can give someone
advice, but they have to makeit personal to them and they
have to do what's natural forthem.
For example, I was alwaystaught that when you interview,
you want to sit on the edge ofyour seat and don't sit back and
(19:47):
try not to use your hands a lot.
However, for me, that just didnot work.
I'm energetic.
I'm an extrovert and I have toget my energy out some type of
way.
So if you interview bettermoving your hands, then move
your hands because it's betterthan taking that interview.
So move your hands.
(20:08):
If you need to sit back alittle further, feel a little
comfortable, do what you have todo to feel comfortable as long
as you're still staying in thatprofessional space and then also
take some before you go intothat interview.
Take some deep breaths, dowhatever it is for you that
relaxes you, whether that'smotivational music, it could be
some upbeat music, or it couldbe some calming music, it could
(20:31):
be a prayer, it could be somemeditation.
Know what works for you, tryout different things and what
works for you.
But usually most people, ifthey have prepared, they're
usually a lot better than ifthey have not, because they've
helped work out some of thosekinks.
So the more and also the morepractice, the more you do it,
(20:52):
the better you get.
So practice with friends,practice with family members and
a lot of times you mentionedsometimes people have things
memorized.
That's often the issue is thatthey have it memorized.
And so I try to get them not tohave it memorized but just have
a general, just know yourgeneral, outline your problem,
your action, take your results.
So that's the thing that guidesyou and then when you get there
(21:15):
you can just organically fillit in.
But know your highlights, knowyour action points, and then
fill it in when you get there.
And then when you practicethose interviews, practice out
loud.
A lot of times when we practice, people just read it, they
write their answer, then theyjust read it and they rehearse
it, but they don't practicesaying it out loud.
So look in the mirror and sayit out loud so you can hear how
(21:36):
it sounds and how you canpractice it.
Speaker 1 (21:38):
Listening to you going into the interview.
It's about setting intentionsfor yourself because if you know
you get nervous, what's theoffset of that?
What's the plan to address thenervousness when it happens?
When you have that intentionson the forefront of your mind,
it's easier to navigate thatwhen it does happen, because you
(22:00):
know it's going to happen andin that moment there's your
choice.
I'm going to pivot when it doeshappen, because you know it's
going to happen and in thatmoment there's your choice.
I'm going to pivot when ithappens and then, from an
interview perspective, going inas the interviewee, one of the
things that I teach people isand maybe it's a little bit
higher level than the entryperson because leaders, we focus
(22:22):
on certain leadershipcompetencies and things like
that.
But I teach the four C'scommunication, coaching,
collaboration and commitment.
You apply those four C's in anyquestion that's asked to you as
a leader, you're reallydemonstrating these leadership
competencies.
(22:43):
Anytime that I get a questionthat I'm fumbling on, I go to
the four C's and I take themthrough the journey of
communication, collaboration,coaching and a commitment.
And through that journey of theexperience of whatever it is
I'm talking about, I'm hittingthose four C's and it addresses
(23:06):
key leadership competencies thatmost organizations want to see
in their leaders.
So I help inject that intopeople who are going on
interviews and I'm not a careercoach, but it's a tactic that I
use.
That's been very favorable forme and nine out of 10 times I'm
(23:27):
always one of the top candidatesin the second interview and
things like that.
Because I use that strategy,what are your thoughts about
something like that, for notnecessarily the four C's, but a
certain technique that peoplecan take and use going into an
interview?
What would you share?
Speaker 2 (23:46):
Yes, I would say, as far as a technique, number one
is be yourself.
A lot of times we're trying tobe someone we're not.
So just be allowed.
Yeah, just be yourself.
That's the number one thing.
Be yourself and then prepareand then know yourself, know
your company, know the valuethat you bring.
(24:06):
And when I say know yourself,know your resume.
A lot of times people assumethat the hiring manager
remembers what's on their actualresume, when a lot of times
they're coming directly from ameeting or they're having
back-to-back interviews and theybarely know who's in front of
them.
So it's totally okay tocommunicate what's on your
(24:29):
resume and a lot of times we putwonderful achievements on the
resume and people forget to sayit when they get in there.
So know your resume, know thevalue that you bring, know the
company.
Make sure you do your research,make sure you look at that
website, make sure you know that, what values are important to
(24:49):
them and how those values alignwith you, and then know about
their competitors.
Look also to see if there areany new press releases.
Companies merge all the time.
They have layoffs, they havenew hiring initiatives, they
have all types of new productsthat are being released.
So know the company.
(25:10):
So, yeah, those are the threethings I would say Know the
company, know the value youbring and then know your resume.
Speaker 1 (25:17):
What's the difference in interviewing in a one-on-one
versus a panel?
Do I need to change my approach, going into one situation
versus the next?
Speaker 2 (25:27):
I would say your general approach would stay the
same as far as the preparationaspect.
But you want to know, becausewe talked about knowing, right,
you want to.
So that would add a fourth one,which would be know who's in
the room.
Add a fourth one, which wouldbe know who's in the room.
So if they tell you who's goingto be in that panel or on that
panel, make sure you do yourresearch as well on them.
(25:51):
It's totally okay to look uptheir LinkedIn profile, their
Instagram, to see a little bitmore, learn as much as you can
about the people who will beinterviewing you and what
interests them, because that canhelp you really to build
rapport.
And then, of course, you'll needto really make sure you're
giving eye to eye contact.
You'll need to make sure youreyes are scanning the panel as
(26:13):
opposed to just looking straightahead because you want people
to have that one on oneconnection.
Those will be the things Iwould say are different.
Connection, those will be thethings I would say are different
.
Knowing your panel, knowingwhat type of interview it is,
Sometimes with IT people, thefirst interview might be more
technical and then the secondone may be more of a situational
(26:34):
type interview.
And just really getting to knowthe people on the panel and
doing your research on them aswell, and the company.
Speaker 1 (26:42):
How does one approach tough interview questions?
Speaker 2 (26:46):
I will say just, you know how you said develop that
plan, that's the number one stepright.
So when someone catches you offguard, be able to rebound
quickly, and it's okay to saythat's a great question.
May I take a moment to thinkabout that?
That is totally okay.
It's okay if you need to takethat moment and step back and to
(27:07):
regroup because, even thoughyou might prepare, you're never
going to be prepared for everyquestion.
There still might be a fewquestions that are new, that
take you off guard, and it'sokay.
And just take that moment andget your answer together and
then articulate the best you can.
And the big thing is, don't letit break you Right?
(27:28):
So a lot of times people go inand they're so excited and
they're prepared and they havetheir energy up, but then once
we start asking those questionsand it's something that they
weren't prepared for then I seethe energy start to start to
shift, it starts to reduce andgo down.
So I tell people just knowthere are going to be some
curveballs in there, there aregoing to be some things you
(27:50):
aren't prepared for, but that'sokay, just still keep that
positive self-talk, that's wherethe four C's come in.
Speaker 1 (27:57):
That's what I'm talking about.
When that curveball is thrownin, whatever you're going to
come up with, make sure youincorporate communication,
collaboration, coaching andcommitment.
You do that.
You're safe.
You're safe because you'rehitting those key competency
areas.
Another thing that I want tothrow in there and I don't know
if you share this with yourclients or not, but it's okay to
(28:19):
bring in notes, because anytimeI get an interview, they don't
tell me no, you can't bring innotes.
So what I do is I create a listof experiences that I want to
connect to potential questionsthat I think that they will
probably ask.
So I'm already thinking.
There may be a question aboutwho I am.
(28:40):
Why do I qualify for thisposition?
There's that question.
Then there may be a questionjust dependent on the level you
are at right.
Let's say I'm talking mid-leveland I'm going into management.
Let's just focus in that area.
There's going to be a questionof how I deal with conflict.
Tell me about something aroundworking with a customer or a
client something around there.
(29:00):
Tell me something aboutcollaboration.
Tell me about something aboutdeveloping and training or
leading a team something.
There's going to be somethingaround there.
Tell me about a time when youhad a disagreement with a worker
or a manager and how was itresolved.
I'm thinking of those, I'mbeing intentional, like I said,
(29:22):
right, I'm thinking of thosethings and I'm itemizing my
experiences.
So when I'm in the interviewand this is what keeps the
anxiety down, the nervousnessdown, because I'm being
intentional, like I said right.
So they're going to ask thesequestions.
Give me a second, let me takemy breath, let me look at my
notes, bingo, I'm going to hitexperience number four and it's
(29:49):
right there.
I'm not fumbling, I'm notnervous because it's right there
on the sheet, in which there'sno rules, that says I can't
bring this into an interview.
And so I just tap into my sheet, my cheat sheet for myself with
to help me remember all thedifferent experiences that I'm
very comfortable of talkingabout, and that way I'm not
going in there just completelyoff memories, trying to think of
(30:14):
the experiences.
They're all jotted down formyself and whatever questions
you come at me, I'm eithercoming with the four C's, I am
coming with the four C's and I'mtying in one of these 10
experiences that I got on mycheat sheet, and then I'm
setting myself up for successbecause I'm not as nervous as I
(30:35):
would be if I didn't have thisinformation.
What are your thoughts aboutthat?
Speaker 2 (30:40):
I don't necessarily encourage a cheat sheet.
Your thoughts about that.
I don't necessarily encourage acheat sheet, but if they do
have one, I will say for them toput little keywords there
instead of writing out too muchinformation, because sometimes
when you're looking at a cheatsheet that can even throw you
off because it's okay, where isthat in my notes?
So if they do have a cheatsheet, it should just be a brief
(31:01):
keyword.
Maybe it could be somethinglike the title of their project
that they wanted to mention, ora client that they want a
client's name there.
That can help them jog theirmemory about the story
surrounding that client.
So notes are fine as long asit's not like long, lengthy
notes, because those canactually throw people off.
(31:23):
So I would say absolutely.
Little keywords are totally fine.
As far as notes, and then thatway you're just doing a quick
check and just like when I saidit's OK to let them know oh man,
to take a moment, I have asecond and then just look down
really quickly and then reengage.
Speaker 1 (31:40):
Absolutely, because it's like doing a presentation.
When you write all your noteson the sheet to try to do a
presentation, the tendency is toread everything on the note
sheet and it doesn't make youlook as authentic as you
approach the presentation.
So when I was referencing thecheat sheet, it's really not a
(32:01):
cheat sheet because there's norule that I can't bring in notes
, so it's not really cheating.
But with my notes, just likeyou said, that's what I meant
Having my experience itemizedall the way down because I
rehearsed them and I know thembecause they're my experiences.
I didn't use chat GPT to writeit up for me.
(32:22):
Then if you do something likethat, then you're definitely in
danger because that's not yourtrue experience.
But the line the itemized linesis just a reminder.
Hey, talk about this experiencebecause that's something I
walked through, been through,done that and I can remember
that that's what I meantabsolutely, and it's definitely
better to do that than to getback to your car and say, oh, I
(32:45):
forgot this.
Speaker 2 (32:46):
Like how many times have we done that?
We've gotten home and, oh, Ican't remember, I can't believe
I forgot to say this, I forgotto say that, I forgot to say
that.
So, yes, it is totally finethat they have a few notes
written down, and then also, too, you might have a few questions
written down too that you mightwant to reference at the end.
So that's totally fine as well.
Speaker 1 (33:03):
Absolutely so.
As we wrap this up, how can yoube found?
Speaker 2 (33:08):
I am.
My primary platform isdefinitely LinkedIn, right, as a
career coach, that's the numberone tool for recruiters and job
seekers.
So LinkedIn, I'm there ascareer coach, cheryl P, and then
my website is excel-resumescomand that's E-X-C-E-L with a
little dash or hyphenR-E-S-U-M-E-Scom.
(33:29):
And then I'm on Instagram asUSA Job Search Coach.
Speaker 1 (33:32):
Thank you for that.
Any lasting thoughts before wesign out?
Speaker 2 (33:37):
I would just like to say don't be afraid to ask for
help.
A lot of times we've beentaught to just do it all
ourselves, and it's okay to havementors, it's okay to have
coaches, it's okay to havefriends, because someone needs
to be there to help, support you, help cheer you on, and so it's
totally okay.
Speaker 1 (33:56):
There it is you guys.
There it is Ms Cheryl Polk.
Thank you so much for yourpresence and your wisdom today,
absolutely.
Thank you so much for yourpresence and your wisdom today,
absolutely.
Speaker 2 (34:03):
Thank you so much for having me, coach Mo.
It's been fun.
I enjoyed it.
Speaker 1 (34:07):
It has been.
Thank you, take care.
Thank you for joining me inthis 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
(34:28):
I'm here to support you everystep of the way.
Connect with me on social mediafor updates and insights.
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,
(34:53):
most importantly, keep believingin yourself.
Remember, the most effectiveway to do it is to do it
Together.
Effective way to do it is to doit Together.
We're making incredible stridestoward a better and more
empowered you.
So thank you, and I'll see youin our next episode.
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