Transforming Workplace Dynamics with Celinda Farías Appleby

Discover what happens when the corporate world's rigid expectations crash into the quest for work-life harmony, as Celinda Farías Appleby, a renowned figure in Global Talent Attraction, joins us to unravel the 'lazy girl jobs' myth and more. Together, we discuss the realities that women, especially those seeking balance and those who are mothers, face when climbing the professional ladder. We share stories and strategies on setting boundaries, and Celinda lends her wisdom on how we can all advocate for our needs to foster a more empathetic workspace.

Have a question or comment? Email us at [e-mail].

Portia Mount on LinkedIn
Tiffany Waddell Tate on LinkedIn
Celinda Farías Appleby on LinkedIn
Celinda Farías Appleby on Instagram
Celinda Farías Appleby on X

Episode Transcript

Portia Mount (00:03):
Welcome to season four of the Manifesta podcast, a
career and lifestyle podcastfor aspiring women.
I'm Portia Mount.
Join me and my co-host, tiffanyWaddell-Tate, this season on
our mission to help women findtheir purpose, lead high-impact
careers and live fulfillingpersonal lives by sharing the
stories of women who've carvedtheir own path to success.

(00:23):
The future is female.
Let's get started.
Hey squad, welcome to the pod.
So glad to be welcoming CelindaFarías Appleby, director of
Global Talent Attraction at Visa.
It's a recognized leader inrecruiting and employer branding
who, for the past 15 years,thrived in Global Talent

(00:44):
Acquisition departments ofFortune 100s, creating
innovative digital strategiesfor industry-leading brands like
Nike and WarCole and HP.
Sully, as you'll hear us callher today, specializes in
designing premium experiencesand stories centered around
humanizing the talent attractionlife cycle, so important.

(01:05):
She is a recruiter by trade.
She's previously held roleswithin corporate and agency
enterprises.
She is an avid smoker head, abaseball mom yay sports moms who
resides in Portland, oregon,with her 15-year-old twin sons
God love that when you got twinboys.
Her social handles are at Sullyunderscore speaks on X and

(01:28):
Instagram, and you can followher on LinkedIn.
Of course, as always, we aregoing to have these handles in
the show notes and we lookforward to you visiting her and
following her.
Sully so great to have you onthe pod Welcome.

Tiffany Waddell Tate (01:46):
Thank you for having me.
Yeah, sully, I'm so excited forthis conversation.
As our listeners will soonlearn, we spend a lot of time on
the IG streets just chattingwith each other, engaging with
each other, and the topic fortoday is lazy girl jobs, toxic
bosses and all the wild thingsthat can happen at work as women

(02:09):
of color, and I know you have alot to say about that.
So let's jump in.
Last year, there were a lot ofhot takes rolling around on IG
and the TikTok and X and I thinkover on LinkedIn too, around
this concept of lazy girl jobs,and I think it is a direct

(02:30):
response to a lot of peoplebeing really burnt out post 2020
.
So, when you think aboutwork-life integration and what
we're all looking for,especially as women and women of
color who sometimes have tochoose between family, career,
naps, you know what do you thinkabout lazy girl jobs?
Is this a phenomenon?

(02:51):
Is it real?

Celinda Farías Appleby (02:52):
You know I take great offense that the
media, you know, because it ismedia, whether it's social or
digital, that have you knowcoined this term of lazy girl
for women because men have beendoing it for a while.

Tiffany Waddell Tate (03:04):
Thank you Right, but suddenly women?

Celinda Farías Appleby (03:07):
right, they still are.
But suddenly women haveboundaries and suddenly women
are asking for different things.
Right, this isn't the 1950s,when we entered the workforce,
but all of a sudden we havethese boundaries, these new
requests, these.
Hey, this is how we're going tobest provide to you, corporate
America.
And now it's lazy.
Now we're lazy, yeah, inreality, yeah, and in reality I

(03:31):
would say we're just trying tomeet expectations.
You know, since the 1950s,they've wanted us to exceed
expectations, but thoseexpectations change every single
year, depending on who you areand who you report to.
And so, anyways, what I believeand I'm not going to call it
lazy girl phenomenon what Ibelieve is we've been in the

(03:51):
workforce and we're at a placewhere we're comfortable to say,
hey, I'm a mom.
I mean, all my managersprevious to me have never told
me they had kids or that theywere at a baseball field.
They were just taking thesebusiness calls and I thought we
could.
We had to hide our kids and nowpeople like us are being vocal
about it.
It's on my calendar.
I want generations under meknowing hey, I'm going to step

(04:15):
away and go to a baseball game,hey, I'm going to step away and
go read, you know, and volunteerat the high school.
And.
But I didn't have that growingup.

Portia Mount (04:23):
Is that crazy to think that we didn't?
We used to not talk abouthaving kids at work?
No, I can't even.

Celinda Farías Appleby (04:30):
I can't, it's just crazy.
I don't remember at HP, becauseI was there, that was the start
of my corporate America careerand I it was an office job
Nobody very few, I'll say ahandful of women had pictures of
their children on their desksor cubicles.
Well, where now it's not, it'svery different.
I walked the halls of visa andI see family, I see, you know

(04:54):
pets, I, it says more of a worklife integration than it was
when I joined corporate America15 years ago.

Portia Mount (05:01):
Yeah, and Celia, I wonder, you know, and so I'm,
I'm hoping that you know theyoung professionals, men and
women, right, because we know weneed men to be thinking about.
You know boundaries as much aswomen.
Is there a way to set theseboundaries while also showing
commitment?
Because I think one of the thethe meta to all of this is that

(05:25):
in the past, like we wanted toshow that we were 100% committed
to our jobs and to gettingpromoted, that was the way to
get from that.
That was what we believed wasthe way to get promoted.
And so how can you setboundaries?
And, by the way, if you, if youdon't have kids, you still have

(05:45):
other shit you want to do 100%,like that's not related to work
, and you should be able to notjust say, hey, I've got a kids
baseball game, but you know I'm,you know singing in my board
meeting.

Tiffany Waddell Tate (05:57):
Yeah, I've got a board meeting.

Portia Mount (05:58):
I'm seeing my church choir etc.
And I've got to go to thisrehearsal, so I just talk a
little bit about that.
What advice do you have there?

Celinda Farías Appleby (06:05):
No, and that's actually you bringing up
the singing.
We have a woman on my team whois a Grammy nominated singer and
she puts, she tells us, youknow, hey, we're gonna, I'm
traveling for this, you know, asthat, and so I do think and
she's obviously much younger, alittle bit more earlier in her
career, than I am I think it allcomes from a place of being

(06:28):
more vocal and it is really hardbecause I do want to speak to
the point where you said youknow, promotions happen because
we're telling people we want toget promoted, and I still think
that's the vibe.
I still think that's the vibe incorporate America, and I do
think there's managers thatdon't put those restraints on us
right.
There's sprinkling.

(06:49):
I always say there's fivegenerations in corporate America
and depending on who you knowis your boss, is what you get.
But you still have to humbleyourself and say I'm sacrificing
, I am the brand, what do youneed from me?
And I don't think it should bethat way.
To be honest, I do think itstarts with these conversations,

(07:09):
as podcasts is great.
There's, you know, other womenthat are doing the same thing,
but we definitely need more menon board to support us.
I also think it starts at home.
I have a budding entrepreneurin my house and you know he's
selling sneakers, resellingsneakers, and he'll put his
little finger up and tell mehe's got a business email to

(07:30):
send and I'm like no, no, we'reat dinner.
You can send that in 20 minutes, right?
So I think it's set in thoseconversations of allowing,
because I do think Gen Z andyour mom you know both of you, I
think have Gen Z, maybe Alphas,alphas, we have Alphas.

Portia Mount (07:48):
I have a Z and I have a Z God help me and an
Alpha oh okay, so you'remanaging two generations in your
household.

Celinda Farías Appleby (07:55):
It's a lot.

Portia Mount (07:56):
It's a lot.
It's a lot.
I'll take that there'll besession later.
It's a lot.

Celinda Farías Appleby (07:59):
My kids tell me all the time that my job
is is I'm in the matrix, andthey're like when I graduate
college, I don't want to be inthe matrix.
And so we have a lot of work todo as corporate America leaders
to turn Gen Z you know, youngerGen Z, not current Gen Z in the
workforce and Alpha intowanting to join corporate
America, because I see a lotmore entrepreneurship coming out

(08:22):
of that generation than than wehave in ours.

Tiffany Waddell Tate (08:25):
For sure.
I'm really stuck on the sneakerresale, Like your kid is
secretly a zillionaire.

Celinda Farías Appleby (08:32):
Oh no, he's just getting started, but
yeah.

Portia Mount (08:34):
I'm his marketing person.

Tiffany Waddell Tate (08:37):
Oh yes.

Portia Mount (08:39):
Yes, we love to see it.
We will be linking to that, bythe way, and also if my son by
the way, if my son sees this.
He's my 14 year old.
He was also a sneaker head.
He will lose his mind.
I'll send it to you.
He will lose his mind, yes.

Celinda Farías Appleby (08:53):
He's really fair prices.
We're not going to waste timeon Brady's entrepreneurship but
he's out here shipping maybe 10,15 sneakers a week Wow, and
yeah, and I'm really proud ofhim.
It started he told me about itand I remember like pooing on
his idea, like wait a minute,what are we going to do?
But he's really shownresilience and he's been really

(09:14):
good at it.
So I see that thisentrepreneurial spirit coming
through from more people in hisgeneration.
I don't think they want to beshackled to these expectations.
They want to create their ownexpectations and exceed them on
their, at their own pace.

Tiffany Waddell Tate (09:30):
That's a really great segue to the next
question, sally, becausesomething we've talked about
with a few guests.
Is this really visceral postCOVID return to office like
snatch everyone back and thereis some tension between big
corporate, some big corporateplayers who are declaring that

(09:51):
all or most employees need to bein the office most of the time
and employees who are, you know,often knowledge workers, not
really wanting to do that orseeing of seeing the value in
doing that.
So where do you think in officepolicies are headed and how
does that impact people who havemore of an entrepreneurial
spirit?

Celinda Farías Appleby (10:13):
I think we've seen it.
We've seen a lot of peopleleave the workforce.
I've seen a lot of my friendsleave the workforce in the past
year and start up their ownbusinesses, more so than I've
ever had in my entire career.
I do think we're going to seemore of this return to office
because I'm going to get alittle astrology.
You know, pluto is moving intoAquarius.

(10:34):
It's the age of Aquarius, it'sa power shift mentality, so
you're going to see a lot morepower dynamics this year play
out in media, in careers, and Ithink it comes a lot.
You know, obviously theastrology plays into it, but I
think we're going to see thislike employee versus employer
and it's not just going to bereturned to office.

(10:54):
We're going to see a lot more Ihate to say revolts, but a lot
more vocalization of what weneed and want, but saying us I'm
just saying in general.
A great example is Nike justcalled its employees back four
days in the office.
I still have a bunch of friendsthat work there and you know,
mandatory four days or goodbyeis basically the message they

(11:16):
received and that's a hard pillto swallow, especially if you're
an orion, because there reallyaren't many other employers.
So it's one of those thingswhere if you're in the Bay or
you're in Atlanta or you're in apopulation where you have
competitive advantage, you mightbe able to say, all right,
thanks, I'm going to move on toa different job.

(11:37):
But when you're in a city wherethere, where you have maybe two
big employers that could matchsalary and experience and
promotional opportunities, yousort of have to eat it.
Especially if you have familiesand bills, which we all do, you
have to eat it, and so thatsort of raises, that contention,
right.
And so we haven't seen whathappens.

(11:57):
We hear a lot of it, justpeople coming back, but we
haven't talked about whathappens with the internal
feelings.
That's what I predict willhappen in the year 2024.

Tiffany Waddell Tate (12:08):
Man sounds exhausting, especially if that
hasn't been your work lifestylefor the last few years, or ever
for some employees.

Celinda Farías Appleby (12:16):
A hundred percent and I'll tell
you this.
So I've always been a remoteemployee until Nike moved me
here and I joined the swoosh andthat was my first in-office job
.
Tech usually lets you work fromhome and the best way I can
describe working from an office24-7 because at that time it was
five days a week.
No work from home.
You had to be super sick orweather-related emergency.

(12:41):
It felt like you have toddlers.
Being in an office felt likebeing a toddler without a nap.
So you know where everything iscoming your way, your emotions
are all, and I just kept seeinglike I feel like I'm at a date
here and there's nowhere toself-soothe because it's open
office concept, anybody, there'sno knocking on doors, and so I

(13:02):
think the whole world is goingthrough that right now.
That's why I think there'sgoing to be sort of I hate to
call it an uprising, but I dothink we're going to be hearing
more about this in a differentrealm, for sure.

Tiffany Waddell Tate (13:13):
How do you think that impacts how managers
engage with their teams?

Celinda Farías Appleby (13:16):
You know , I think, because we have five
generations.
There's some generations thatare in-office handshake managers
, right, and most of them arerunning our companies, which is
why we're having these mandates.
And then you have a lot ofmillennials, gen Xers, who are
hey, I trust you, you do goodwork, you do you, and it puts

(13:37):
people, it pits people againsteach other, right?
And so I do think it createsinequities, especially for women
of color, men of color, peopleof color, and especially if
you're a minority in a minoritynumber in your company, right,
because then you don't get tosee many people like you dealing
with the same situations.

Tiffany Waddell Tate (13:58):
Yeah, so what you're saying is boomers
are causing a lot of problems.
That's what I'm hearing, sally.

Portia Mount (14:03):
She's like I am not saying that, Tiffany, I am
definitely not saying that, butyou're not not saying that.

Celinda Farías Appleby (14:12):
I do think that it has a lot to do
with how they were raised incorporate America.

Portia Mount (14:16):
Yes, absolutely, that's the model.

Celinda Farías Appleby (14:18):
That was the model that they had, right,
that was the model and so it'snot.
I honestly don't feel anybodyis like evil or out to get
people.
I just think they thrive inthat environment and they
believe if they can thrive andhave thrived, climb the ladder,
making lots of money, got thesebig jobs, have successfully

(14:39):
closed big deals, everyone elseshould follow the way they do it
Sure Well, I think that's sortof what bias is inherently.

Tiffany Waddell Tate (14:49):
Whatever topic you're talking about is if
it works for me, it should workfor you, and if I'm in a power
center, then I'm going to overindex on.
This should work for you aswell, it should.
But I do worry about what itmeans for our long term agility
as people at work and livinglives, but more importantly in
some ways, our ability tocompete globally because we are

(15:13):
not harnessing at scale adifferent way of working.
I mean, there are somecompanies doing it really well,
but just at scale.

Celinda Farías Appleby (15:22):
It's less and less right, and so I do
think 2024 is going to be ayear to watch.
I think 2025, we're going to bedealing with the repercussions
of 24.
But I guarantee you, by 26, wego back to more hybrid but more
work from home.
I do think it's going to taketwo to three years to get back

(15:42):
to where we were.
I don't think many companieswill go back to the 2020 mindset
of 100% work from home.
I don't think that'll be thecase again, because I don't
think many people thrived inthat environment.
I have a chunk of humans thatdidn't thrive in work from home
environments.

Portia Mount (16:03):
I've been in roles , probably most of my career,
where I commuted all the time.
I had one role where I wascommuting 500 miles a week,
which is a lot.
I had another role where I was100% remote and then I had a
role that became that waspandemic and then hybrid and
then 100% remote, and I'm justreflecting on your comment about

(16:24):
who thrives.
Where I hope we get Sully isaround intentional gathering.
I don't hear leaders enough, ormaybe it's not being reported
enough.
I don't hear enough of ustalking about intentional
gatherings, meaning like youhave to.
I don't think people have aproblem coming into the office

(16:49):
if they know why we're going tobe there.
But this idea that you justneed to be in the office because
that's what we said and to yourpoint, I'm really happy that
you're talking about thesegenerational differences.
I particularly think our Gen Zare like this doesn't make any
sense.
Where all my teammates are inother parts of the world, they

(17:11):
won't even come in, so they'reall going to go to their offices
.
but we're talking, but we'restill on Zoom.
There's just things that don'tmake sense and I'm seeing Gen Z
really question that of likequestioning their leaders, which
I think pisses off theirprobably next generation leaders
.
But it's a fair question.
But I'm so curious yourthoughts around how do we give

(17:34):
back to the office, becausesometimes you do need to.
By the way, I'm a believer thatthere are times that there is
nothing like being in the officefor strategy sessions and
there's things where, like youjust get problem solving
ideation.
You get so much more done in ashort amount of time when you're
in the room physically look,you know it just getting up and

(17:57):
debating and challenging andhaving conversation, like it's
hard to replicate that virtually.
So I'm just curious yourthought of like how do we get
leaders to think about that?
You know, and I'm wondering if,even if you think about some
other tools that you're seeingbeing used right now either,
where you are in other placesthat people could be thinking
about.

Celinda Farías Appleby (18:17):
No, I'll be honest, I rarely see this
out loud because I am a verysmall population, a current
employer where I am remote.
I mean, if we look at our fullpopulation, I'm probably one of
5% in the 5% category for workfrom home.
Everyone else is hybrid andthey have been hybrid for over a

(18:37):
year.
What I will say to your pointis we opened up an Atlanta
office about two years ago and Ido see those teams
collaborating quite a bit.
We have an eight-day mandatorypolicy.
You pick your eight days.
You go into an office a monthand I think the way that they're
doing it is like two days aweek is what they're, and then

(18:58):
they pick it based on their team.
I do see, I'll be honest withyou and I hate to call it FOMO
because I do have my own thinggoing on, but I do see a lot of
synergy and a lot more thingsget done on the Atlanta team.
Same thing with our Austin team.
However, to your point, mydepartment has people in

(19:18):
Wisconsin, in Atlanta, in Austin, in the Bay.
We collaborate with people inSingapore, in India, we're going
to be on Zoom, no matter what,because that's just the nature
of a global entity when I findpeople struggle with virtual is
they haven't established theirvirtual voice and their
in-person voice.

(19:39):
Oftentimes you meet people intheir one way in the office and
then they come to the video Zoomand they're a completely
different person and you can'treally reconcile that.
For example, when you're inoffice, it's a lot more
collegiate, it's a lot morefriendly.
Even when you're deliveringdifficult news or you're doing

(19:59):
big, heavy strategy meetings,it's still a lot more first name
friendly, less stuffy, a lotmore laughter.
But when you get on the Zoom orTeams or whatever your avenue
is, I think people become alittle bit more buttoned up.
Start using that corporatespeak, pulling up their
PowerPoints.
Less time is spent on who youare, who your kids are, what did

(20:22):
you do this weekend?
And until we can come up withthe authenticity of one person,
regardless of where you'reshowing up, and being friendly
no matter where, I think thatthat's the biggest thing I've
seen personally as a remoteemployee for most of my career.

Tiffany Waddell Tate (20:39):
So interesting and I'm thinking
there's a lot I think that youcould unpack there.
I definitely think there aresome sort of hard coded things
generationally and of coursethis is just a wide
generalization.
It doesn't apply to everyone.
But I think for people who arecloser to the digital, native
side of things, if you've sortof grown up academically or

(21:02):
created social community online,there might not be as much of a
separation between your onlinepersona and your in person 100%.
Yes, if you're comfortablealready yeah, If you're
comfortable already and whattype of culture your team is
designing.
I think the design side whetheryou're online or in person to
Portia's point aboutintentionality is just, it's key

(21:25):
, and I worry that we're so busytrying to execute all the time
that we don't pause long enoughto design what these gathering
experiences look and feel like100%, 100%.

Celinda Farías Appleby (21:38):
And to give you an example, I had a
manager many years ago.
We were both remote.
She hired me remote.
She was remote and interview.
She was amazing Baseball mom.
We had to start a lot in common.
And then we would get onmeetings virtual and she was
just checklist manager.
And I'm like, well, whathappened to that woman that was

(21:58):
bonded with me over sitting inthe rain watching baseball?
But then I'd meet with herevery six weeks and then she'd
go back to that cool person hey,let's go grab a glass of wine,
let's work on this PowerPoint,and so I but I see that a lot.
I will say I do see that a lotand I just think it's people

(22:19):
don't know.
I agree with you, both of youare very present in digital
media, you're comfortable aswell, and but I think if you're
not socially inept online, thenyou don't know how to act on the
Zoom, on the.

Portia Mount (22:35):
Zoom.
I think it's so true and I willsay, you know, I've for the
last almost decade worked withhighly technical people who also
trend towards being introverted, and I am neither of those
things and as and I'm also, youknow, I think marketers probably
stereotypically tend to be alittle bit more, you know,

(22:56):
forward facing.
And I remember very like almosthilariously awkward moments on
the Zoom, because they're justready for the meeting to start
and there's no banter, there'sno nothing.
They just want to throw uptheir spreadsheet which has like
teeny, tiny lines and athousand and a thousand Whoa
wind up.
You know what I mean.
It's just like, okay, let's go.

(23:18):
And it's like then it's hard.
You're like yeah that's me.

Tiffany Waddell Tate (23:22):
I used to join like 30 seconds late 30
seconds to a minute late onpurpose, so I didn't have to do
all of that.

Portia Mount (23:30):
No it was hilarious, so you'll be like
okay, banter should almost beover.
Banter is done.
Tiffany is speaking on behalfof all of you introverts who are
listening.
She is out here doing the wrongand trying to score us extra

(23:50):
votes of like.
We do not want to hear yourmouths, let's just get into
business.

Celinda Farías Appleby (23:56):
I like two minutes early popping in the
icebreakers.

Portia Mount (23:59):
I changed my background all the time because
people ask me about the fun.
I'm like talking about you know, I'm like I can have a fun,
like I'm talking about a funparty before the meeting.
What are you?

Celinda Farías Appleby (24:12):
talking about Same same.
That is balance.
That is balance.
That is how we draw our energy.

Portia Mount (24:21):
That's exactly why we need all of your energy.
We are vampires.
We are vampires, I'm like, andthat is why I'm so exhausted at
the end of the day because ofextra votes.
Okay, so let's pivot to a moreyou know, kind of a serious
topic.
I have a little bit of fun here, but you know this topic of and

(24:43):
I think it's actually in someways, very related for why some
people want to continue to workremotely and why others don't
want to get back in the officethis concept of pet to threat
Celia I know you're familiarwith it, but you know the squad
may not be.
This is actually a phrase thatwas coined in 2013 by Dr Keisha
Thomas at the University ofGeorgia, and she researched.

(25:04):
Her research identified thisphenomenon where that, you know,
directly affects the careertrajectories of, certainly,
black women.
I imagine you might see thatwith Latino women as well.
Her research found that, earlyin their careers, these women of
color received and benefitedfrom the support of their
managers and mentors and thoseare often white males and who

(25:26):
were eager to train them and,you know, promote them and
sponsor them and cultivate them.
And then, as these women becamewhich were confident and
competent in their roles.
Something happens All of asudden, they feel this little,
they feel this kind of chill and, like you know what was the
supportive person?
All of a sudden, just thisperson's cooled down and you

(25:46):
know, since then, a lot of womenhave been speaking out about
this experience because it'sdevastating, right, it's not
just like oh too bad, it is likepsychologically damaging and
we're seeing, I think, exits ofwomen of color from their
corporate jobs because of this,and so I just want to talk a
little bit about this and how dowe one, you know, raise

(26:11):
awareness about what that thisis happening to black and women
of color and to help them feel,help us feel, seen?
But also, I want to talk to,frankly, a white manager to say
who may not even realize thatthis is actually something that
happens all the time and thatthey have a role in when we talk

(26:32):
about inclusive cultures.
Creating includes a feeling ofbelonging that they have a
direct role in, you know, andhelping that.
So curious, like.
Let's just start maybepersonally first.
Have you ever experienced thisat any point in your career?
Again, we're talking about pet,from pet to threat.

Celinda Farías Appleby (26:52):
So when I got the questions that you
also deliver, I almost wroteabout.
My immediate reaction was towrite back and say, oh, I'm not
ready to talk about that becauseI haven't verbalized it.
But you know, I've sat with thequestions for a few weeks and I
feel like maybe sharing myexperience will help other
people.
Now, slightly a littledifferent, but when I was

(27:14):
courted at the swoosh to jointhe swoosh, it was about a four
month courting process and I seethat because, in addition to
interviews, I was getting bookson Portland, my kids were
getting coloring books ofPortland, I was getting shoes
and hoodies, I was getting lovebombs, but not, I can't blame
the swoosh, I can blame theleader that was sending them

(27:35):
right.
In fact, occasionally I'll getthese, I'll get these like
reminders on time hop, which Ihad to get rid of, to be honest,
because they would have.
I had pictures of his littlenotes.
You know he flew off my familyand so we could do a tour and he
would lead me a handwrittennote at the hotel saying Hope
you enjoy Portland as much as Ido and, you know, welcome to
Disneyland, and things like that.

(27:56):
And this happened for fourmonths.
Well, and I, you know, so did Ifeel special, absolutely Like.
Not only had I not ever, I'dnever been reloaded, I had never
been courted in that manner.
It felt like the role wasperfect and it felt like we had
such a great rapport, and hekept telling me I'm fighting

(28:16):
hard for you and fighting hardfor you.
We get to offer.
And he asked me to take a paycut and a title cut, but still
so, love bombs, keep up.
This is like you know.
This is.
I felt like I can talk about itnow through therapy because I
still am feeling PTSD.
But I did it because I was likeyou know what?
He put this plan out.
It would only be a few months.

(28:38):
Just, I had to sell it.
This is the only way I could doit.
We'll reload you, we'll giveyou a sign on, you'll feel it,
but we all know sign-ons don'tmake up for your day to day
weekly pay, right?

Portia Mount (28:48):
No, they don't, no , they don't.

Celinda Farías Appleby (28:50):
But I do .
I think with the love bombingand the want to be at Nike, you
know, those two combined andbeing made felt so special right
, that I thought it was a greatopportunity I get here.
And by day two he was yellingat me.
He would say things like he hadx and quirks and things I

(29:12):
couldn't do.
I remember sitting at his deskwhen he was training me.
I grabbed a pen and he snapped.
He said those pens work for meto use, oh my God.
And this went on for 18 monthsand so I can't say he cultivated
my career, but he left me outof a safe space.
I was at Oracle doing a greatjob and promised me the world.

(29:35):
Love bombed me, centered itaround how much great I could do
, and then I relocated as asingle pair of eight year old
twins.
Um wow, to then have him.
I think he's the word abusive,but it could be some shrewd as
that, just very dismissive.
You know I'm not your presentall the time when I was at

(29:55):
Oracle if you Google me, there'sa lot of speaking engagements
between 2012 and 2016 and then Iwent dark for 18 months.
He wouldn't let me he wouldn'teven let me do quotes, and so I,
I remember not like reconcilingwhy would this?
Why would you pluck me out of a?
You know I was on speaking, Iwas writing, I was blogging, to

(30:19):
put me in a cave.
I felt like I was in a cave andthen mistreat me.
He would.
You know, I remember not, I'mnot a big basketball person.
I remember getting twobasketball players wrong, you
know, and LeBron is a Nikeathlete and I brought him up,
but I said his name wrong and herid of, killed me in front of
people for weeks about it,things like that.
So it became very like just,the work at Nike was so great,

(30:43):
but it was hard to understandwhy he went so hard to bring me
on board when he was gonnabehave this way in person.

Tiffany Waddell Tate (30:52):
Oh silly.

Portia Mount (30:53):
I am so sorry that you experienced that it is,
it's a, it's emotionally, it'semotionally, yeah, it's
emotionally.
Be safe, mm-hmm.

Celinda Farías Appleby (31:00):
Yeah, what do you say when someone
like it, like they pulled thewool?
Yeah, I can't remember the same, but he said one thing was
gonna happen and then thatdefinitely did not, ever happen.
Never got by 80 months, nevergot the promotion he said was
coming, never got the raise.
So everything that he theperson he was over the phone was
not the person that Managed mein person straight scammer.

Portia Mount (31:25):
Yeah, and I'm curious it's definite scammer
and it's all the more you knowit's, it's, and it's so hard to
like knew these things, like,especially when you're
interviewing people, are notgonna be like stay away from
so-and-so, they're psychotic,you know?
I mean like people would liketo think that you know, I like
you know in the you know of ourLord and Beyonce's Internet,

(31:46):
that like you can find out thisstuff.
But it's very hard, likethere's just you can't, you
can't, you never know until youget under the roof with that
person.
And I'm curious, like, did youget, were you able to get, any
sort of assistance internallyfrom anyone else?
Did you get any support?
No, and this is what makes thissituation really hard.

Celinda Farías Appleby (32:05):
I never went to HR.

Portia Mount (32:07):
You didn't, oh yeah.

Celinda Farías Appleby (32:09):
Yeah, I never went to HR and I think
it's because you're told.
You know and keep in mind atNike.
Portland is a very homogeneousCaucasian and yes, it is, yes,
it is and so at the time Ijoined, nike was very early in
their D&I career, you know, andso there was a high number of
black employees, but still notto the number of how athletes.

(32:30):
There was no comparison there,and the number of Latinos was
far less, and so I will say thatI don't think we had the
support system to complain aboutit.
A and B, I've always been toldlike a child, not your friend,
and I know we sit, so I so Idefinitely never said I think I
started talking to him about it.
I do believe he felt threatenedby me, even though he knew what

(32:53):
I was gonna bring to the table.
I felt like it just be createda big wedge between us for a
long time, and so when these arerecruited me out, I jumped on
that, you know, roll whole heartto feed it and I was like what
do you need?

Portia Mount (33:09):
So the idea of he liked the idea of you.

Celinda Farías Appleby (33:11):
Yeah, and then, and to be fair, our
personalities were different.
He was an introvert.
He didn't really like standingup and talking.
I've been used to doing publicspeaking for so long and since
he made me feel so special, Icame in probably a little
entitled, right, because thatwas the energy I had received.
Like you are, you're gonnabuild this for us.
You know who we picked.

(33:31):
I don't think that my vibe andenergy were exactly what he
thought I would be when Iarrived and you and I felt that
the whole time we workedtogether.

Tiffany Waddell Tate (33:41):
That's so.
That's so insidious, like howdo you, can you, if you feel
comfortable, sharing what aresome of the things that you did
to repair or rebuild yourselfafter that experience?

Celinda Farías Appleby (33:53):
I just as a mini sabbatical, not long
enough.
I tell people, I now tellpeople, you know If, if you can
afford it and if you can swingit in between toxic jobs, trying
to take a little space ofbreather Because I do think you
don't want to bring thatToxidity into your next job.
But normally corporate Americagives you two weeks and you're

(34:15):
letting go and starting anew.
So I took a little bit of abreak.
Lots of therapy I had to.
I mean I do therapy anyways,but being vocal about talking
through what this did to me anddid change me as a, as a
Employee, I mean he used tonitpick my PowerPoint skills.
He used to.
He sent me to school.
I mean that's how bad I guess Iwas.

(34:36):
And I and I do see thatresonating.
Sometimes, you know, like incurrent state, I hear all the
time oh, your bar is so high,you need to deliver
perfectionism, and I think itstems for those 18 months of
working with a perfectionist andso I'm constantly working on
myself to fix those things.
It's, I feel, almost like aweight, just sharing it out loud

(34:59):
.
Today is the first time I'veever really said it out loud
outside of my circle, and I andI, you know, I told myself in
2024 is it was going to be ayear to turn a new lease and be
diplomatic, because I think withdiplomacy you sort of build
this, the shell of your.
You are who you are.
But you know, you sort of havethis layer of you know like

(35:22):
Queen energy and and I thinkthis is this is helpful in
sharing it, because I know otherpeople are experiencing it.

Tiffany Waddell Tate (35:29):
In fact, after I left, people experienced
it with with the same pursethen, but we just never talked
about it while I was there andthat is really how people I
think who are Bad actors getaway with a lot in organizations
is people don't feel safe toshare and they're not held
accountable, even if everybodyknows.

(35:50):
It's like this very loud secretyou know, and so I'm glad that
you were able to heal after andthat you felt comfortable
sharing your story with us.
Thank you for letting me, andif you, if you slide the address
after our conversation, I willegg his house.

Portia Mount (36:05):
I will.
We write a done.
Well, you know, and I just wantto echo something that Tiffany
said.
And so, first of all, so Ithank you for sharing that
because I promise you, there areso many people Suffering
silently.
They can't afford to quit orthey can't get a job that pays.
You know they're in a marketwhere you know they, you know if
we talked about, there'slimited options and

(36:26):
Unfortunately, and thesecompanies, and you know, and
it's you know, the swish is notunique, like I'd like to say,
this was unique to yourexperience, was unique.
It is absolutely not unique.
And what you see is is thatthese individuals do this to
lots and lots of employees andthe repercussion is never on
them.
They.

(36:48):
They burn people out, thoseemployees get fired or whatever,
and they're allowed to Be thereas this bad apple in the barrel
and everyone just kind ofignores it.
And you know, and I think youknow, if there are people,
leaders out there listening,like we've all been in meat
companies where we're like, ohmy god, this person's working
for so-and-so hope they last,like that is not okay, we've got

(37:10):
to be.
People have some managerialcourage and say you know, chad
or Jay, you know, or Kelly it.
Like they are burning throughtheir tea, like it can't be
everyone that's getting fired orleaving.
This is like it's the problemof the team member.
We've got to be right to saysome people don't have any
business Managing people or even, frankly, sometimes being in

(37:34):
this company because it's notonline to the values that we're
saying, that we purport to have.
Like we've got to get better atcalling a spade a spade and
saying this person is trash andthey do not deserve.
They are a big deal.
They deserve, they are abusiveand well, I also think we have
to get I'm like on a little bitof a soapbox here, because I
think we've all experienced thisIs like we've got to get better

(37:56):
at saying this person hasabusive behavior towards others
and it is not.
Only is it not right you wereexposing the company to liable,
like, if that does, if doing theright thing doesn't compel you
to take action, maybe gettingsued will, and that we can't
afford to have these bad actorscontinue to be on teams and burn

(38:19):
through people Because it'sjust, it's, it's really, really,
it's disgusting, you know.
Okay, I'm now stepping off ofmy soapbox.

Tiffany Waddell Tate (38:32):
It's like what?
It's one of those things,though, like you know, my last
comment on this part of the callis there's an actual dollar
associated with every head youturn in an organization.
So even if you don't care aboutpeople, right, it's like do you
like money like?
Do you like just like throwingmoney out in the trash can?

(38:53):
Because that's what's happeningwhen you don't prioritize
humans first.
It's like I think I read anarticle it's like 15 to 20k on
average every time you have toreplace a head.
Yeah, so more you know.
People burn through staff.

Celinda Farías Appleby (39:06):
Yeah, depending on the level of
leadership, but it's like, yeah,I remember feeling like you
spent so much money to move mywhole family here and all of
those things.
The other thing is why I neversaid anything also is because I
did a big leap of faith to movetwins in the middle of the

(39:27):
school year from Maryland toPortland so Cross country, with
no help and to come to tell myfamily, hey, this man is not
what I thought it was.
This job is what I thought itwas.
Felt like I was cleaning,defeat.
Now looking back, I feel like Iwouldn't feel that way, but in

(39:47):
the moment it felt embarrassing.
You know, like did I?
I'm in HR.
I did, I not do my duty yeah,how did I not see this?

Portia Mount (39:54):
how did I?
Why you start questioning yourown judgment?
But again, yeah, you can't know, you just can't, you can't know
.
So what do we want our whitecounterparts to know?
You know, having unpacked thesituation and the impact that it
has on an individual and on ateam, what do we?

(40:15):
And the fact that oftentimes,because we are the onlys we
don't, we won't speak up becausewe don't want to be considered
rabble houses and troublemakers,are ungrateful or whatever.
Yeah, you know.
What do we want to whitecounterparts to know?
You know, about how they can bebetter allies in this situation
.

Celinda Farías Appleby (40:35):
I remember talking about this with
a career coach couple years ago.
Caucasian man was my coach thatI had been assigned to at my
employer and he didn'tunderstand what like why this
was showing up in my day to dayand I remember explaining it to
him as favorites with Children,right.
So if you had kids, multiplekids, right, or even family

(40:56):
members, right, I think withkids it makes them more sense.
But those parents that can showfavoritism to one child and we
can also commiserate thatthere's some days Corey is my
favorite and there's some daysBrady is just depends on their
moods and some days we just wantto throw them all in the trash.

Portia Mount (41:11):
We want to put all of our children in the trash.
Whoa, take them.
Nobody said.

Celinda Farías Appleby (41:15):
Nobody's coming at me on Instagram and
that is just a joke, everybodyno, it's a joke, but you know we
have those moments, but it'sjust like that.
It's that favoritism, right?
Those parents that hold onechild up on a pedestal.
Eventually that pedestal isgoing to crack for anybody and I
think that if they canunderstand it from that
perspective which is why wedon't make kids our favorites

(41:38):
and we try to be equal if webrought that sort of mentality
in, I think people would get it.
I do think, in full honesty,they feel like they're doing us
a favor and they this is part ofthe boxer checking with DEI to
help us break ground and I dofelt he felt entitled, that he
was helping my career and then Ididn't deliver what he wanted,

(42:01):
so he turned on me and I thinkthat just happens.
It happens so much that I thinkpeople just feel like they're
being helpful and they're likewait a minute, she's not
accepting my help, so I'm goingto peel it back and this is not
fair.

Tiffany Waddell Tate (42:15):
It's ill.
Okay, I'm gonna sprinkle alittle bit of like light.

Portia Mount (42:20):
Please, please, because I'm a drink right now.

Tiffany Waddell Tate (42:23):
Yes, so selly.
You have beautiful bright rednails on and we often ping each
other about just Fan grillingover style.

Portia Mount (42:34):
You always have the best style.
Oh my god, listen to this.
Thank you, thank you.

Tiffany Waddell Tate (42:39):
As a matter of fact, porsche said
something to me a few years agothat I cite often Selly and she
said that has women of color atwork.
You can't hide, so you might aswell stand out.
So I'd love to just hear yourthoughts on what being bold at
work means to you, and what aresome of the things that you do

(43:00):
whether it's style choices orBehavior choices that you make
that allow you to just show upboldly.

Celinda Farías Appleby (43:07):
Yeah, it took me a long time and I've
worked across the way, differentindustries.
Being bold and at HP isdifferent than being bold at
Nike and you know Nike beingbold at visa right and I do my
very best to stay as authenticas I can to who I am, but I'm a
big believer of the loops andthe ruby-woo that I did not put

(43:29):
on today but it sits on my deskand I'm a Firm believer as love.
Leopard is the color on mywheel.
I love that you say leopard isa color.

Portia Mount (43:39):
I Love it, I love it.
I, by the way, I I love animalprints, I love all things up and
you know I love sparkles when Ihost meetings.

Celinda Farías Appleby (43:49):
I throw a little leopard and you know if
it's not like a visa, heavyPowerPoint, but I'll do my, my
own infusions of things, you,you count to a brand, your
company brand.
I'll tell you I host.
I love it.
A brag about it.
Be about it.
So quarterly I host a bragabout it.
Be about it, where everybodygets to brag about one thing

(44:10):
they did professionally,personally, and that deck is a
Celinda by, not a visa by,because it's Celinda party party
.
I love it and people really dolike it, especially our, our new
younger members on the team.
But I think it's less aboutstyle and feeling comfortable.
I mean, I do think you shouldfeel comfortable wearing what

(44:31):
you want to wear but it's moreabout in your heart, I believe,
and in being situationally aware.
You know, if I face, if youcan't be the same person to
everyone, I know they theauthenticity sometimes tells you
you have to be.
If you show up this way, youhave to be that way, just being
situationally aware with whoyou're around.
I I do code switch quite a bit.

(44:51):
I wish I didn't.

Portia Mount (44:52):
I was gonna say we should talk about.
You're bringing up the codeswitch because, as women of
color, as black, and you knowblack and brown women, we could
we code switch.
Do you even explain what codeswitching is, because are some
of our squad may not actuallyknow what that is.

Celinda Farías Appleby (45:06):
Yeah, coach, which means that you have
your you know how I'm speakingwith you a lot more casual slang
.
We, we drop some, some, somecurse words and then you have
your corporate America cylinder.
You know face.
Where I'm throwing words LikeI'm out of bandwidth, you know,
are the bumpers in.
The reality is, in my currentjob there's not many people I

(45:33):
can code switch with.
Yeah, so I try to maintain apersona that's a little bit
corporate and a little bitcylinder.
At visa At night gives a littledifferent.
You could code switch all thetime because there are more
people like me there.
But I think being bold andbeing authentic is showing up
every day could be different.

(45:53):
Right, just showing up.
If I woke, wake up and I'mexcited, like me and you were
bonding over being extroverts,showing up and and being happy
and bugging people to doicebreakers, that's fine.
They know Celinda's gonna askyou to do that.
Right, and that is authentic tome.
I love that.

Tiffany Waddell Tate (46:09):
What are the risks and or rewards for
women of color who do choose totake up space in that way?
Oh, lots of risks.

Celinda Farías Appleby (46:16):
I think that everybody gives us passes.
I think people give humanspasses, but if we make one
mistake, I think I feel you knowI can only speak from my
experience One mistake and I'mimmediately called on it.
Where I think people that arein homogeneous groups are Loud,
a lot more passes.
I'll get a warning faster, youknow.

(46:36):
Hey, you said that in a meetingand then, yeah, I don't want
you to say that ever again, orwhy did you do that?
Right, where I see mycolleagues that are homogeneous
in nature Saying things that noone calls or flags them on.
So I think we we do get calledon a little bit more.
Well, I think we're held to ahigher standard, and I don't

(46:59):
know if it's because there's sofew of us around.
I also think we're constantlydelivering such high-quality
work, so they expect us to beperfect not too perfect, but
Because and that's too much, andand I think that it's it's a
tough line and that's why we'releaving corporate America, right
, I think that's why a lot of usare leaving.

Portia Mount (47:20):
It's tiring, yeah, as I think about what you're
saying, selly, it's like we, wecan be ourselves, but you I'm
kind of pulling into the meta ofsomething you're saying is like
but we can do that because wedeliver at such a high level.
Like I will too.
I feel very comfortable being alittle extroverted, looking
cute, if you will, wearing mybossy beauty unstoppable.

(47:45):
Let me just also do my lipstickadd right here.
Love you bossy beauty, we'regonna list, we're gonna list all
the red lipsticks, everybody.
Do not worry, we will have themhere.
But I also tell people like,like, don't get it twisted.
I know my shit.
Like I might like, when itcomes to my work, my game is
tight.
Like one thing I do not playwith.
You will see me Joking and, youknow, asking about your kids,

(48:08):
but please understand, when itcomes to work, I will bring it
hard, I will be, I will strivefor excellence, I will expect it
for myself and others and like,I will like no days off on that
front, you know, and I thinkthat's the thing.
Yeah, no day on the front, andthat's that is.

(48:29):
That is a hundred percent who Iam is like I'll be fun and
playful, but like if you'reabout to fumble my bag or do
some Shenanigan their nonsenseon my watch.
No, you won't.
That will not be happening, andand I think that as we think
about other, generations andtheir comfortability.

Celinda Farías Appleby (48:46):
I think you get more authentic, or you
get more comfortable in yourskin as you get better at your
job, as you become a subjectmatter expert.
You know, I think this personthat you're talking to today
Wouldn't have shared a lot ofthe things I shared with you
today, 15 years ago, right, butyou all you start owning your

(49:07):
truth and you're validated byyour experience, and I think
those two, combined with justbeing good humans, makes it
easier yeah, because you're notjust a good person Makes it
easier, yeah be a good person.

Portia Mount (49:21):
Right Be it, don't be a.
Or, tiffany, you said once likejust don't be a trash person,
just be, be a good person, be agood person.
Yeah, so we are at our favoritepart of the pod call the
lightning round, and the firstquestion for you is what is your
a favorite motto or phrase thatdefines your mindset?
Don't kill my vibe.

Celinda Farías Appleby (49:41):
Kendrick Lamar oh my god.
Yes, I have it framed in myoffice.
I say it to the kids all thetime.
I think we can all feel ourfeels professionally, personally
, like I'm a firm believer offeel your feels, but I'm vibing
high, so don't kill my vibe.
I'm not.
I don't want to meet you, I'mnot coming down.

Tiffany Waddell Tate (50:02):
Yeah, I'm not coming down there.

Celinda Farías Appleby (50:04):
Okay, I don't want to come down there to
meet me up here, so just don'tkill my vibe.

Portia Mount (50:10):
I had this you were an icon, sally.
I love it, that is you were anicon and I love that.
I love that.
I love that for you and for us.
I hope there's some.
You have touched you Genuinely,genuinely touched somebody out
there listening.
You have transformed them withthat.

Tiffany Waddell Tate (50:24):
With that I promise you Don't kill my vibe
.
Okay, you are accepting a hugeaward.
What is your walk-on song?

Celinda Farías Appleby (50:37):
Um, I, I went back and forth with this
one, but a millie by little,wayne.
Oh my god, we can be friendsforever.
Yes, I think I could get alittle beat going.

Portia Mount (50:46):
You know, there's a I can oh my god, you know what
we'll add this to.
We've got a playlist.
We're gonna have I listen, Ilove this.
I I have.
I have rolled up into the drawto the pick up, the middle
school pickup, blasting thisWith my fortune like mom, can
you turn it down?
But I'm like what's a game to?
What goblin you gonna make?
I love it.

(51:07):
Oh my god, I love it.

Celinda Farías Appleby (51:10):
Yes, it's just such a pump you up
song you know it is such a pump.

Portia Mount (51:14):
you, I'm sorry.
I'm sorry, I just got reallyexcited.
I'll, I'll come down, I'll comedown.
What's one book that you findyourself gifting or recommending
repeatedly?

Celinda Farías Appleby (51:23):
Okay, this one was hard because
there's.
I wanted to give you all acareer book, but then the book I
really genuinely feel,especially as a marketer, is
still like an artist AustinKellan.
There's a couple of steel, likeartists.
It's a very small table, likedesktop table Book.
And the premise of this booksomeone gave it to me when I

(51:44):
first started a marketing.
So keep my.
I was a recruiter, never haddone marketing, especially not
for HP or corporation, and I wassuper stressed about it.
And this human gave me thisbook and he said no, you don't
have to always create new ideas,be inspired by the world around
you, and this book is reallygood about that, that's good so

(52:06):
whenever I'm feeling like I gotto pull a new powerpoint out, I
will skim through the book andremind myself that, no, I
probably already delivered this.
Dig into the archives.
You can.
You can just elevate it, versusstarting from scratch.

Tiffany Waddell Tate (52:19):
I love that.
I love that.
That's good.
Okay, best purchase you've evermade under $150.

Celinda Farías Appleby (52:26):
Okay, this one was hard because I buy
a lot of things um, but I will.
Shopping girly my my financialPerson told me last year I
needed to curb some things, sowe're working on.
But my favorite purchase that Iuse every day is a water cooler
that has a k-cup dispenser andI love it because I got rid of

(52:50):
my k-cup and it you basicallyyou put your little water, it
filtered water for your.
It's elevated my coffeeexperience Now.
Of course I have my Nespresso,but I the sprestos for like
fancy Saturday morning coffee.
I like to fill up a 24 ouncemug every day and the k-cup is
perfect 24 ounces of coffee aday, because that is a heck of a

(53:12):
lot of coffee sometimes 32,sometimes 32.
It'll stay well.
This, this is my water and I'lldo like five of these coffee.
But coffee I do drink a lot andand the reason is my tea's on
the east coast, so some of mymeetings start at 6 am.
But yeah yeah, I gotta be anextrovert, and, and so you know,
or else they think I'm notshowing up.

(53:33):
So, um, I started drinkingcoffee in five minutes or more,
I think good gracious, goodgracious.
Yeah okay.

Portia Mount (53:40):
This is a safe space, selly.
We've been bonding for a while,so I feel like we're ready to.
You're ready to answer thisquestion.
What's a secret, uh, unpopularopinion that you hold?

Celinda Farías Appleby (53:51):
All right, don't hate me.
Uh, money can buy happiness.
I believe that I'm sayingpeople are always telling me
Celinda letting camera happinessand I'm like what?

Portia Mount (54:03):
No, people who, people who have money are the
ones you see, true true, I, Igrew up poor, you know I'm
parents or immigrants.

Celinda Farías Appleby (54:12):
Yeah, to me, money affords me a trip to
hawaii with my kids.
You know my little, my cakecups right, my little family,
you know.
And so to me, money does buyhappiness.
It doesn't have to bematerialistic, it's just also
the not worrying about payingthe bills, the freedom.

Portia Mount (54:28):
Right it's, it's like it put like the the freedom
.
Yeah, amen, amen, I can getbehind that.

Tiffany Waddell Tate (54:33):
I can get behind that.
Amen, okay.
Last question what is a hobbythat you have that would
surprise people who know you?

Celinda Farías Appleby (54:41):
Okay, some people, some people know
this about me, but during 2020,I went through therapy and doing
, uh, the child stuff you know,like working on your, your inner
child work and, um, part ofthat work she was like you need
to find something that youenjoyed to do and I'm like
what's I enjoy?
As a kid I could not remember,and it was painting.
And so for the past four years,I paint.

(55:01):
It's all over my office, allover my house.
Kids make fun of me, but I dofeel that when I'm in a
stressful moment or I feeloverwhelmed in life, if I can
just roll out a canvas with allmy paint, I feel the most
happiest.
They're not great, I thinkthat's why they make fun of me,
but I still probably hang thembecause it's an accomplishment

(55:25):
to get through the painting.
Sometimes.

Portia Mount (55:27):
That's awesome.
I love that, and so I want toask you one quick bonus question
, since we're both sports moms.
How would you describe yoursports mom attitude when you're
watching your boys play baseball?
Are you one of those quiet momswho like quietly cheers?
Are you like the mom who goesin hard, like you know,

(55:48):
hastening back and forth, likethe LSU basketball, women's
basketball coach, like, where,like?
How would you just describeyour sports mom, vibe?

Celinda Farías Appleby (55:56):
It's changed over the years, but I
think I was such an LSU mom thatmy kids have put me in a quiet
embargo space.
They're like you need to calmthem down.
They shut you down.
They're like you can clap, youcan clap, I'm the mom that's
recording.
I'm recording them so andeverybody knows, like you know,

(56:16):
when my kids are at bat they'relike oh, there goes Luda.
So I have the little fancystuff to record them.
Um, I try to be real quiet whenthey're at that um or pitching,
because they've asked me to andI and I do my best to respect
because I think I grew up withparents that you would ask them
to do things and they didn't.
However, once they get on base,all I am excitable, I'm loud

(56:39):
and obnoxious because I am proud.
I mean, I see them work so hardand even in the off season and
and you know, we don't have abig family year, so it's me and
my ex-husband girlfriend.
Some other families will havelike 10, 15 people and so I want
to make up for that loss offamily.
Yeah, I'll try them on.

Portia Mount (57:00):
I love that.
I love that, tiffany.
This is what you have to lookforward to you know, I know
we'll see.

Tiffany Waddell Tate (57:06):
We might try lacrosse this year.

Portia Mount (57:08):
We'll see, I love lacrosse.
Well, sally, it has been sowonderful to have you here.
Thank you, we can't wait forthe squad to you know,
especially, you know, hear yourexperience, you know.
I hope people will walk awayunderstanding that why we're
living in the era where you canreally chart your course.
You can and this, I think this,this place called work, is

(57:31):
evolving right, it's evolving.
What I loved also, what youtalked about, was just your
experience and what we talkedabout from pet to threat, and
for me it's really about thevulnerability you showed and
also for people to know thatthey're not alone.
So, and also that you know what.
You can have good corporateexperiences out there too.
I think you know we've you arein corporate America.
I recently left corporateAmerica, tiffany left corporate

(57:54):
America but we also want peopleto understand that there's like
all kinds of environments whereyou can thrive when you're in
the right environment and youknow yourself.
You know yourself and what youwant to get out of your career.
So thank you for just thank youfor sharing that.
We love you.
We can't wait to see you backon the IG streets.

Celinda Farías Appleby (58:12):
Yeah, I know I need to.
I need to get more vocal, but Iwill.
It's part of the 24 plan andyou all, both inspire me every
day, every day.
I see y'all posting.
I know I'm your number one fanbecause I'm out there liking it,
commenting.
We love it.

Portia Mount (58:25):
We know we love like all your world hoods and
your comments, and I you know.
I will just say for the folkslistening if you don't get on
social media, even when you'reintrovert, it is fun.
It doesn't have to be acompetitive crazy thing, it just
it can be so much fun.

Celinda Farías Appleby (58:41):
Yeah, that's how we met.

Portia Mount (58:42):
That's how we should share.
That is how we all met.
We all met online Like we didnot know each other before
before, you know, heading intothe wilds of the IG streets, and
so it is just that is.
That is one of the.
You know, social media has alot of things that like are not
awesome, but it is one of themost awesome things being able
to meet just extraordinary,extraordinary people.

(59:04):
So take that away from ourexperience, sully.
Thank you so much.
Great to have you and we'll, wehope, to see you next time.
Thank you, thanks for listeningto the Manifesta podcast.
Our sound designer and audioengineer is Neapolik of Neapolik
Sound.
Our social media manager isDestiny Eiger.

(59:24):
Have a question, comment ortopic for our next episode?
Email us at themanifesta atgmailcom.
Be sure to rate, review andsubscribe to our show on Apple
podcast, spotify or wherever youlisten to your pods.
Your ratings help otherlisteners find us, and don't
forget to follow us on Instagramat themanifesta, and TikTok at

(59:47):
themanifestapod.
See you next time.