So Glad You Asked
Conversations on career, leadership and living an intentional life with CliftonStrengths® Certified Life & Career Coach and Founder of Whole Human Co. Jean Madison
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So Glad You Asked
How to navigate Niche Roles, Burnout & Skills Uncertainty? So Glad You Asked
This episode explores the feeling of inadequacy professionals experience while job hunting, especially those from niche industries. Through personal stories and practical strategies, we discuss how to build confidence, translate unique skills, and effectively market them for broader opportunities.
• Addressing feelings of inadequacy in niche roles
• The impact of burnout on career transitions
• Strategies to articulate your unique experience
• Overcoming language barriers in job descriptions
• Recognizing the value in being a generalist
• The importance of strengths in job searching
• Practical advice for navigating the job market
• Reframing job search vocabulary for a better mindset
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Welcome back to so Glad. You Asked a podcast where we have conversations on career leadership and living an intentional life and conversations with me, jean Madison, certified Gallup Global Strengths Coach and founder of Whole Human Co. Where I'm focused on intentional career life and relationship coaching, as well as organizational and team development and well-being. Join me as I answer questions I'm asked by my clients and audience, as well as personal experiences and growth opportunities that I feel we could all learn from. If you have a question or topic suggestion you'd love to hear discussed here on the podcast, visit my Instagram at JeanMadison underscore, comment your questions here on the podcast or tap the link in the show notes that says send questions here to email me directly. Now let's dive into today's episode. Welcome back everyone. Thanks so much for being here today.
Speaker 1:I'm going to talk a lot about this kind of feeling of lack of confidence in being able to market your current role in a job search, so this feeling of not being able to kind of move laterally or even move up into another company because you have this feeling or belief that your role is kind of niche or your industry is niche. And this really comes from the question that I got last week around how do I find a new job when my role only exists at my company? That's what we're going to dive into today. I have a couple of examples, some stories into today. I have a couple of examples, some stories, and then I'll leave you with some questions to consider, some tips and tricks for how to navigate this sort of feeling, if you're having it, if you're considering a job search right now, and how to really think through how your role might work in another industry or in another company and just to build some confidence in that area. So let's go ahead and dive into today's question.
Speaker 1:This week's so Glad you Asked kind of comes from a couple of different conversations that I had over the week, some client session themes that really feel pertinent right now, really feel like they're coming up a lot and I think that a lot of you might benefit from thinking about. So some of the things that I saw this week were really around working for a small business or a startup or nonprofit or some other kind of niche organization or industry where you feel like you have a title that doesn't exist anywhere else or that you have responsibilities that you can't figure out how to translate into other industries and other roles. Maybe you are someone who feels like they've moved up really quickly in a less structured organization and with that you've likely taken on a lot of roles over the years without actually letting go of old roles. I know that was a personal experience of mine. We're going to talk a little bit about that and maybe that's really leading you to feel like you're overworked, maybe you're creeping into burnout and you're just kind of unsure of how to translate that experience into your next role, because it's so broad and contains so many different facets. The other way of kind of looking at this today is that you maybe are someone who moved up in a company or industry where you've landed in more of this kind of jack of all trades or generalist role, but you have a really high level title, like maybe you're a COO or your VP or your director, but the role like the title level of your role and the actual work that you're doing feels really broad and you don't really have a firm understanding of where to start when it comes to looking for a new role outside of the area that you're in. So these are kind of the three different examples that I'm working off of today when we talk through this topic because those are the things that have been coming up for people, for some of the clients that I've talked to, some of the potential new clients, et cetera, et cetera. So, if that sounds like, you listen in and I'd love to hear what comes up for you throughout this podcast, what questions come up for you, additional areas of support that you're looking for, et cetera, et cetera. I want to start off this conversation by talking about some of the overarching feelings that my clients have had around this topic, or some of the connections that I just want to make with the challenges that we're seeing and some of the solutions that I'm going to be presenting towards the end of the podcast.
Speaker 1:So some of the things that I've heard from people recently are like my role industry is niche, no one is hiring for it. I'm stuck where I am right now. There's also this kind of consistent lack of confidence because you know they've moved up quickly, they've taken on more roles, they feel that they're kind of okay at everything that they're doing, but they're not excellent at any of it. And you know we really live in this society that focuses very heavily on experts, which is good. There's always a place for subject matter experts. There's always a place for people who have a really narrow focus of experience. There's also a lot of places in companies for people who have a more broad overview of work, of management, of the industry itself.
Speaker 1:And finding a way to voice that experience is really what I'm hoping you'll walk away with today, because this feeling that that's not worth anything or that no one's going to want that is really heartbreaking and something that I see a lot in my coaching practice and it really keeps people stuck. It keeps people stuck in toxic jobs. It keeps people stuck in industries that they've outgrown. It keeps people stuck in companies that are no longer a good fit for them, because it kind of creates this environment of. It kind of creates this environment of you know, this is the devil, I know, is the grass really greener and will the things that have been valued at this organization actually be valued by people in other industries, in other companies, et cetera, et cetera syndrome and kind of this belief that maybe you're not good enough or would be kind of found out for not being as good at something as you think you should be. And this really plays into this conversation today, because a lot of times, people feel like, because their experience is very niche or different from someone else's, that if they were to go into another similar level role at a different organization, that they'd very quickly be found out that they don't know what they're doing and they don't know how to do this work. And it was interesting.
Speaker 1:I put out a poll on Instagram to my followers last week where I asked them you know if you if they had looked for a new role in the last couple of years did they feel that it was easy to find job titles or job postings that aligned with their experience, or did they find it challenging to translate their experience into other roles and organizations and industries? And 30% of people said that it was easy to find aligned roles. And 70% of people said that it was hard to translate their current role title experience into other roles or organizations or industries. And I just want to share this, because a lot of people feel like they're very alone. They feel like this is a very unique experience, that I'm the only one that is concerned that the work that I do is not able to be translated into other environments, that I'm actually not that good at what I'm doing. It just happens to be that my organization is ABCDE and that's why I'm here Like there's so many different excuses and stories and ideas that people come up with, but I wanna share this because 70% of people feel the same way and this really brought up the question for me of, like, how can folks learn to translate the work experience and expertise that they currently have into higher roles or lateral roles at different organizations or even into completely different industries? And I'm so glad you asked. Let's talk about it First things first.
Speaker 1:I want to acknowledge a little bit of the elephant in the room here and something that maybe not all of you are recognizing currently about your situation, if you are kind of in this space of uncertainty around how to move forward with your career, with your work, et cetera, and that is that a lot of people that I work with who have this question. They come to me and the reason they want to work together is because they just want to figure out how to move into me, and the reason they want to work together is because they just want to figure out how to move into a new role. They want to figure out how to communicate it. They don't feel confident in that. Blah, blah blah, and what we end up getting to is that they are either in the early stages or deep into burnout. So I really want to start off by talking about the impact of burnout on your individual confidence, your belief in your ability to translate your skills into a different industry or company, or even into a promotion, and just name it for what it is it is a barrier, it is something that is messing with your mind. So let's acknowledge the role that burnout often plays in these feelings of not good enough, of imposter syndrome, etc. When it comes to leaving an environment that no longer works for you and looking for something else.
Speaker 1:This was something that I really experienced in my role where I had been a high achiever. I had worked my way up very quickly. I had done a lot of different types of work within, you know, the recruitment space in my organization and when I left, I really felt like I was just incapable. I felt like I didn't have anything to offer. I felt like it had been a fluke that I had been promoted within this organization and that no other organization was going to take me seriously. That because my organization was on the younger side and really like developing strategies and developing technologies and things like that. That I didn't have a lot to translate into other organizations because I didn't know the language and I didn't know the technology that they used and I was doing things a little bit bootstrapped, and that that wouldn't be good enough for another organization. And that that wouldn't be good enough for another organization.
Speaker 1:And so there was that, on the one hand of like I was never trained, I was never given these resources, like I figured everything out on my own, they're going to want someone who's more buttoned up, more structured, has more specific education and more specific experiences, et cetera, et cetera. And now that might be true, like there might have been organizations that I applied to who were like, no, she doesn't have the experience we're looking for. That's fine, but that doesn't mean that every organization is going to feel that way. That didn't mean that every single place that I thought about applying was going to think that about my experience. And so that's the one hand right, this belief that whatever it is you're doing right now, the area that you are right now, is just like not good enough to be considered by someone else or some other company.
Speaker 1:The other side that I find burnout really kind of brings to the forefront is this idea of like, what if the grass isn't greener? And what if I actually can't do the work? So I really find this connection between burnout and lack of self-confidence to be a really big factor in why people stay stuck in their roles. Why people feel overwhelmed at the idea of applying to different roles in different companies is because there's this feeling of like, if I'm not good enough here, I won't be good enough anywhere else. And what if I go somewhere else and it's even worse. So we're going to talk a little bit about some of those things throughout the episode today. But I just wanted to bring burnout to the forefront because if that is you, I want that to be recognized as part of the barrier that you're trying to overcome as you're thinking about navigating your next career move. Now, if you don't feel like you're in burnout right now, but you're still feeling like it's hard to translate your work into other industries, that's totally fine. You know, we're going to talk about that too, but I just didn't want to overlook that particular piece of the puzzle. So I want to give a couple of examples of things that have come up and why this is such a pertinent conversation right now In a discovery call that I had this past week.
Speaker 1:The person that I was talking to has been in many, many different roles with their organization, an organization that they have been with over the last 10 years. They're currently in a VP title at this organization. It's one that is in the creative space, so there's so many things that this person can put on their resume right. There's so many things skills, experiences, accomplishments, et cetera, et cetera that could go on the resume to support the fact that this person would be an excellent hire. But they came to me with this really strong feeling of what do I have to offer, right? And, first of all, it's so hard to hear people say that, especially and you're probably thinking this person's a VP. What do you mean? What do they have to offer? I'm sure they have tons to offer, but you would be surprised at how many people with high titles, high level titles, feel this way, especially if you're in a more niche industry.
Speaker 1:So I found that even people who believe that their work is standardized and applicable at other companies and feel like their roles aren't really unique to their company necessarily have a hard time figuring out how to talk about their work in an interview space and relate it to a potential new role. Going back to that Instagram poll that I mentioned earlier, of the 70% of people that answered the poll that mentioned, you know that they didn't feel it was easy to find specific roles that aligned to the work that they did. 50% of those people had voted previously that their role was standardized and, for the most part, could be applied across industries. So I thought it was really interesting that, even though they said that they said their role was standardized, they said that, like this is something that in different industries and different companies, people would understand the work they were doing, they still found it personally hard to translate their work into new roles, to find specific roles that were posted in organizations that they felt they were qualified for, et cetera, et cetera, and so this really tells me a couple of things. One, I think there's a language problem, and two, I think there's a confidence and perception problem. So let's talk about those two things.
Speaker 1:So, first of all, this idea of there being a language problem. What I mean by this is that maybe you have a project management position in a more creative industry. Within that role, you probably use specific softwares. You probably use specific industry language. You probably work on projects that are very specific to the industry that you work in and because of that because each company and industry has their own set of oftentimes very confusing language it feels like I can't do this work in another industry because I don't speak the language. So what I really encourage people to do in this scenario is zoom out. Yes, there's jargon and specific types of work that you do in your company, in your industry, but let's zoom out and simplify. Explain to me what you do, like I'm a third grader or maybe like I'm a high schooler. Whatever works best for you. I want you to think about the actual actions that you take and how to use more general language when you're talking about those actions.
Speaker 1:I want you to think about the systems that you use. What are the goals of these systems? How did you learn them? What skills and actions can you translate outside of the actual system? And by system I mean it can be technology, it could be even just like a goal setting system. It could be something that was created by your team, your organization, et cetera, that you act within, around you know tracking your work or managing your projects, et cetera, et cetera. An example I always like to use is around like CRMs or like different recruitment technologies.
Speaker 1:The organization that I worked for used Salesforce for recruitment. Not a lot of people use Salesforce for recruitment, so for me that felt like, oh, I don't know how to use some of these more popular recruitment platforms, because I used a specifically built system on Salesforce for our organization. And when I was in burnout and when I was in self-doubt, it was like, oh well, I have no idea how to translate that experience. That experience is not relevant anywhere else because I've not worked with these different platforms and technologies, but the reality of it is all of the platforms and technologies have the same goal. They have similar structures and so, if I can really zoom out and think about, like, what were the things that I was tracking in Salesforce? Right, I was tracking my communications, I would track how many times I reached out to somebody, I would take notes on our conversations, I would put them into specific like communication pathways based on their interests, and I would, you know, take notes on different organizations. They were involved in different things, extracurricular things they did so that I could send specific communications to them based on that and just know them as a candidate. All of those things exist in all of these other recruitment platforms. They just do it a little bit differently. So, yeah, there's going to be a little bit of a learning curve for me as I learn the actual technology. But the practices behind the technology, the actual recruitment techniques, the relationship building, et cetera, et cetera, that's all similar. So I can kind of zoom out and talk more about my strategy and how I would apply that if I were using a different technology.
Speaker 1:Because a lot of, for example, a lot of times a job description will say must have experience in X technology, and maybe that's a hard and fast rule but maybe it's not. So that's just something to consider. That's an example to think about. What are the systems and technologies you use that are not used outside of your company or your industry, and what is the intention behind that technology? What are the goals behind that technology? Is the intention behind that technology? What are the goals behind that technology? Same thing goes for like management systems and trainings and certifications and things like that. It's not always going to be a one for one and it's not always going to be easy to translate, but when you can zoom out and really get at the why behind these things, the why behind the technology, the why behind the particular management system. It gets you to be able to talk about what you're actually working toward and the skills that you can then take with you into another company, another role, another industry.
Speaker 1:The other thing to think about when it comes to this idea of kind of a language barrier or a challenge around knowing how to talk about your work, is asking yourself the question you know, what is it that your role is meant to accomplish, or what is it that a particular skill or certification is meant to accomplish, and what is another company or industry looking to accomplish for their goals and their work? And like, how do you meet those two things in the middle? How do you shift the language around the work or the skills or the certification that you have to align with the industry or the company that you are thinking about applying to? You may not know all of the jargon, you may not know all of the specifics, but again, when you can zoom out, it's a lot easier to talk about the work that you do and then relate it to the organization or industry. People are going to know if you're coming from a different industry, they're going to know. If you're coming from a different company, they're not necessarily going to expect you to be an expert in their language and their systems and their way of doing things. What they're looking for is your ability to learn and adapt, as well as your ability to, at a high level, understand what the goal is and understand the work that needs to be done in order to get there. The other thing to think about within this idea of language being a problem and you knew this was going to come up with me is strengths Knowing your strengths, your CliftonStrengths, and having that knowledge and language can really really help you when it comes to shifting industries, companies, et cetera.
Speaker 1:I really specifically recommend people doing a high level overview of your strengths. So your full 34 report that's what I do with people. It's a two hour deep dive and then I'd also encourage you to consider looking into your strengths for leaders or strengths for managers report, because what I have found is that those reports are actually a lot better for leadership and business language around your strengths that you can use in an interview, and they give you this professional language on how you most naturally think, feel and behave specifically in a leadership or management role, and how that shows up in different ways outside of specific jargon around industries and companies, right, so that's just something to consider because it does give sort of this neutral language to speak to what you're most naturally good at and then bringing in some more of the technical pieces you know technology and industry specific project languages. I'm using project management as an example. Obviously, there's different things for you to focus on depending on your specific area of expertise, but understanding your strengths plus zooming out and high level overview of the work that you've done in the past, is a really great way to start showing potential employers who you are and what you bring to the table, rather than trying to just specifically match task for task or, you know, responsibility for responsibility.
Speaker 1:The second thing I want to talk about is this piece of confidence and kind of perception around one's ability to do the work that they are currently doing in a different environment. This is what I brought up before around how people are saying they find it hard to translate the work that they're doing into different industries and companies, even when they feel like their work is pretty standardized, and to me that tells me that maybe there's a little bit of a confidence issue, a little bit of a trust in the experience and that you have in the work that you've done when it comes to applying elsewhere. One way I've seen the challenge of confidence and perception play into a job search is when someone over the years has added on multiple roles, multiple responsibilities, and have never actually dropped anything when they've added those new roles on. So it ends up with someone being a VP title yet they're still doing admin work, or someone having a generalist feeling like they don't bring expertise into their field because they do so many different things at so many different levels that it's unclear what their expertise is, what they clearly bring to the table. This can also show up when someone's navigating burnout, especially after being a high achiever and now really being made to feel like they're failing or they're behind or they just don't know what they're doing and they're really internalizing this and bringing it into that job search process.
Speaker 1:If any of that is you or someone you know, here are a couple of things to try to navigate the situation more effectively and efficiently and to kind of overcome some of that doubt. First of all, I would say, determine what work you do want to do in your next role and concentrate your resume applications and interviews on that. I spend a lot of time with my one-on-one coaching clients getting really clear on what is the ideal life that they want to be living and then what is the work that aligns with that. I think I've been really open about what the ideal life visualization process looks like. I haven't talked as much about the ideal job description. I have an entire activity that normally takes up an entire session where we get really clear on what's the work that you love doing, what's the work that you're willing to do but would rather not, and what is the work that you never want to do again. What are the types of environments you love, what are the types of environments that you don't ever want to be a part of again, and getting really, really specific about that.
Speaker 1:Now it's not likely that you're going to go out and find a job description out there that matches every single thing that you have put on this list, but when you take the time to get really clear on what you do want to do, then it's easier to kind of remove some of those other roles that you have. Maybe it's more admin, maybe it's a couple levels down that you're still doing some of that work, but you don't want to do that work in your next role. You are invited to not put that as prominently on your resume. I know it might feel like, oh, but that's something that I do right now. I want people to know Great, make it a previous role for this role and to talk about the things that you're currently doing. Talk about the things you like doing, look for those things in other roles and kind of go from there. That way you don't have this such this strong feeling of being a generalist or not being sure what it is that you actually do, because you are taking control of talking about what it is that you want to do, looking for that and then talking about why you're qualified for that. If you do find yourself in more of this kind of generalist, jack of all trades roles, that's great.
Speaker 1:Take time to seek out evidence of the need for generalists. Understand how to talk about your adaptability, your ingenuity, your ability to learn quickly and kind of this broad experience that helps you solve problems. That is needed in companies and organizations. It's not something to shy away from. It's not something to feel less than because you're able to do a lot of things in a lot of different arenas.
Speaker 1:Next, if you do find yourself to be kind of in the beginning stages or deep into real clinical burnout not just I'm tired I really encourage you to lean into your strengths to navigate that burnout. I'm currently in a training around coaching strengths and resilience and it really talks about how to lean into your strengths to avoid burnout. This is something I've done with my clients for the last couple of years, but I'm really excited to have some more specific, tangible resources to support that. So more to come on that. But figuring out through your strengths what helps fill your cup it helps you build resilience through maximizing your strengths and I believe that when you lean into your strengths, it brings you energy. So helps you build resilience through maximizing your strengths and I believe that when you lean into your strengths, it brings you energy. So if you're feeling really depleted, that's something that can really help. And then also, by learning more about your strengths and leaning into them, it helps you learn how to delegate or ask for help in areas where you may not naturally thrive. And especially when you're in a job search process, you don't have the extra energy to do all the things that maybe you used to do.
Speaker 1:This is a really great opportunity to figure out. What does it look like to just give a hundred percent versus 150%? What does it look like to actually hand off and delegate the things that I really don't like doing or I'm not great at doing, instead of just taking them on because I feel like I have to? It's a really good time to start practicing the boundaries that you would like to implement in a future role, because, hey, you want to leave, so what is there to really lose here, right? I think that this idea is its own podcast episode, because I spend a lot of time with clients having this back and forth conversation.
Speaker 1:I work with a lot of high achievers, a lot of perfectionists, a lot of people women in particular who cannot imagine giving less than 100%. And if I said that and you cringed and you're like what is she talking about? I'm not encouraging you to show up and be a terrible employee, right, but I am encouraging you to understand what is enough in an environment where you're no longer trying to grow, you're no longer trying to be promoted or achieve what is enough to get your job done, to get good reviews to maybe get your bonus if that's part of your work environment, lucky you. I never got bonuses, but what would it look like to just give enough so that you also then have enough to give to your own job search, to your own health and wellbeing, to your life that you want to be living Again? This is a great opportunity to practice the things that you say that you want in another job but are not actually getting from this current role or are not actually holding up your end of the bargain in order to make it happen.
Speaker 1:Now, you might have just listened to all of that and been like well, what does that have to do with being a generalist or having a confidence or perception issue? I promise you it has a lot to do with that. Knowing the work that you do, understanding your strengths, finding examples of where your skills and abilities are important in the world, figuring out how to set effective boundaries and uphold them All of these things are things that get you out of exhaustion, get you out of overwhelm and get you into a more regulated state where then you can really be honest about the work that you do, really be honest about the skills that you have, which will eventually improve your confidence and your perception of your work. Now, all of these things are great. They're also very hard to do on your own. So I would really encourage you to either share this podcast episode with a friend, an accountability partner, who can kind of help you navigate some of these questions. Have a sounding board, you know, to go through them. Or, you know, think about getting a coach, whether it's for a short period of time or for a longer relationship, a longer opportunity for someone to kind of hold you accountable and help reflect back to you your true being, your true strengths, your accomplishments. If you liked the way that I talked about this today, I would be more than excited to be that sounding board for you, that support system for you as you navigate a big transition in your life and career. But there are also lots of other coaches out there that can support you through it as well. It's really important to just figure out what you need in a coach and then do some discovery calls and figure out who's going to be the right fit for you. If it's me, you think it's me. Click the link in my show notes that says book a discovery call. They're free, they're 45 minutes. They're a great opportunity to hear a little bit more about my style, my work, get a feel for my coaching and decide if you think that I could be the one to help you with that.
Speaker 1:That's a lot, this episode. There's a lot of stuff that we went through today, a lot of ideas, questions for you to mull over, so I just want to leave you with this. I want you to think about when you're feeling uncertain, when you're feeling unsure, when you're feeling unsure, when you're feeling not enough, when you're questioning your abilities, when any of that self-doubt is coming up. I want you to ask yourself what is the truth and what is the story and I'll talk about this more on a separate episode but I really want you to get clear with these thoughts and beliefs in your head.
Speaker 1:What is actually true versus what am I assuming? What am I making up? An example of that would be I know to be true that this company wants this specific skill. The story I'm making up is that, because my job description does not say that exact specific thing, that I'm actually not qualified for this role. That's the story. That's not the truth. And so, in working together, what we would do is we would actually get to the truth, and I'll do an episode where we talk a little bit about how to do that on your own. But ask yourself that like what do I know to actually be true? And you will find that the answer is not much. The answer is there is not a lot of things that you 100% know to be true about this job search, transition experience, and therefore you have to go into it with just a little bit of faith and a little bit of hope.
Speaker 1:The second thing is around this question of is the grass really greener? We don't know, maybe no, the next role you take on might not be all that much better than the one that you have right now, and I'm sorry to say that, especially if you're really struggling. But sometimes you just have to make a change, and even if it's just getting out of this current environment that doesn't work for you and into another one, whether that one is perfect or not, the momentum of change one, whether that one is perfect or not, the momentum of change, the relief of being in a different environment and having at least an opportunity to change and improve, is oftentimes what people need to really get clear on what they want to do next. Just remember this next decision in job and career that you make does not have to be forever. It also does not have to be 100% right. You just need to get yourself out of the cycle that you're currently in. If you're in burnout, it's probably going to be hard to get out of burnout in the same environment that caused it.
Speaker 1:So I really encourage you to remove the word right from your vocabulary and think about words like is this aligned with the direction that I want to go in my career and with my life? Is this an exciting opportunity? Am I curious about this? Instead of is this the right job? There is no right. None of us know what's going to happen next week, next month, next year, five years from now. To make a 10-year plan, in my opinion, the next year, five years from now, to make a 10 year plan, in my opinion, is kind of challenging because we just don't know what's going to happen. So if you can practice throughout this job search process removing the word right from your vocabulary and instead adding in some different, maybe a little bit more flexible words, I think that's gonna make a really big difference in your approach to your job search in your belief in yourself and the work that you've done and really just set you up for more success moving forward.
Speaker 1:All right, y'all. That's what we have for today's episode around confidence and marketing your role for a new company, a new industry, when you feel like things are niche, when you feel like you don't have a lot to offer. Hopefully you got some good nuggets out of this episode, some things to think about, reflect on. If you're looking for a little bit more of that one-on-one personalized support again, I would love to encourage you to schedule a discovery call. Let's spend 45 minutes together, together, getting to know each other, talking about what your needs are, seeing if what I have to offer can be supportive to you and, if not, what other options are out there for you that might be more supportive.
Speaker 1:I know this is a little bit longer episode today than we've had in the past and hopefully you got some good information and ideas out of it. I'd love to hear your questions, your reflections, things that came up for you as you were listening to the episode. Feel free to leave those in the comments. I always appreciate a rating If you did enjoy the episode. That's how you know the podcast gets shared with other people. And again, you can click the link in the show notes. If you have a question you want me to answer on the podcast, email, that my way. Otherwise I will see you over on Instagram or I will see you back here for our next episode of so Glad you Asked. Until next time, bye, friends.
