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You are listening to the You are techY podcast, episode number twenty.
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Welcome to the You are techY podcast where it’s all about growing in your techy-ness so you can find the tech job of your dreams and now your host technology learning coach, Ellen Twomey.
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This podcast is sponsored by our all new course, What Tech job is Right For Me?
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Visit us at youaretechy.com/start to check out our new course and find what tech job is right for you! Hi everyone.
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Today we're going to welcome Kristine Schaefer to the show.
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Kristine is a channel sales account manager for Red Hat, the mother of a rising seventh grade daughter and an absolutely huge hearted lady.
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Kristine, short tenure, four months at red hat is a new adventure for her after she spent a couple of decades a career in its own right at the software giant Microsoft.
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Kristine has an industrial relations business degree from Oregon State University as well as an MBA from Arizona State and her LinkedIn Recommendations have topped out at 16 which is the most that I've seen.
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So maybe we'll dig in and ask her a little bit more about that.
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However, the recommendation she's given surpasses 20, so that may be a hint.
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Also the most I've seen.
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Throughout Kristine's career, she has held positions ranging from regional enablement director to US enablement lead to senior partner marketing manager before landing her current role as channel sales channel sales account manager.
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Whew, that's a lot.
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Kristine.
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Thank you for being with us today.
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Thank you Ellen for, for inviting me.
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Mmm.
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So let's just jump into this big, um, you know, career change that you've had most people after, you know, 19 years at an organization, um, they get kind of comfortable and it might be, you know, sometimes changing jobs is not, doesn't seem to, to the, our audience is that big of a deal as reentering the workforce or making this huge career shift.
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You went from one tech company to another, but wow, you really were at Microsoft a long time and, and you've made that jump and I feel like that's a really brave move.
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Can you tell us a little bit about your move to red hat recently?
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Sure.
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So, um, I started my career in Microsoft in Phoenix, Arizona in 2000 and, um, I, my first five years I was a major account manager and really you act as a quarterback for an account team that engages with very high profile customers.
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So I had a general dynamic decisions.
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I had a banner health I had on semiconductor, a U us food service.
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Um, so very, very diverse industries that I engaged with.
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Um, and it taught me, it took a lot of the sales background I had and took it to the next level.
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And at the time I was single and I absolutely worked around the clock.
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It was very, very demanding.
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Um, after I was married to Dan and, and we actually had my daughter Lauren there and Phoenix, um, I moved over into a channel sales account manager.
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So the woman who hired me for Microsoft, who was a mentor of mine for probably all 19 years, she's now retired.
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Um, she actually hired me again.
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Um, I never left the company.
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I was still at the company and she hired me into this position where I would work with partners and manage a set of locally regional partners, um, that were really trying to take the revenue to the next level.
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And so that brought me into the partner side and I loved it.
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I, I recognize where my skill sets really aligned well.
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My, my sales background really supported the, the decision to move into that role.
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And so I did that for five and a half years and I was involved at that point with the next step program, uh, which is a mentoring program to try to help, um, folks that, that are strong contributors find their next role.
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And so I will tell you as a Microsoft employee and whether you work for Cisco or IBM or some of these large companies, really, um, they, they put a lot of investment into ensuring that good performers really are growing in their career.
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And that's what happened with me in this program.
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So we had a great leader, um, who helped us really understand where our strengths were and what kind of roles we would need to pursue.
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And at the DOE, um, I was lucky enough and blessed to land a position that brought my family to Raleigh, North Carolina.
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And we had identified Raleigh as a place we wanted to move for many, many reasons why people come here.
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We moved here in 2011 with Microsoft and I was a regional enablement director.
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What that role meant was that I took all of my background and skills in selling and also in the partner channel management side.
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And I brought those into, I knew all the programs for partners and so I was responsible to land those programs and were popular with partners and some were not from New York all the way down to Fort Lauderdale.
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So I would travel with the leadership team, I dotted line to these people and I started to build a brand in the East region with these partners and with a lot of the Microsoft leadership.
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And so from there I ended up moving after two and a half years.
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I was probably my most favorite role at Microsoft.
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And then I moved into working with our top learning partners.
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So where I learned about certifications and I learned about enablement and I learned about, um, you know, the, the value of competencies as we turned them.
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And I worked closely to ensure that we were driving our huge ecosystem of partners.
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Um, Microsoft went through many reorgs while I was there and that's one of the things I share, um, openly with, with women who look to pursue their next step, um, in a technology type role.
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Um, that reorgs happen and they're not, they're not something to fear.
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Um, but they can, they can drive change that you were not initiating.
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I was slotted in a role that was absolutely misaligned to my skillset and we all took a profile and insights profile.
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There are many different profiles out there.
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Myers Briggs and you know there's, there's, there's the disc profile and it was putting, I was starting to put feelers out there, uh, two big companies that I knew how strong presence in Raleigh, IBM, Cisco, red hat and others.
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So this is probably in what, 2017 that this was happening.
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And so I took the profile test and what it showed me personally and I personally came up high red, no surprise if cause since you know me, I'm high yellow and high green, right?
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So type a very relational, that's important to me to connect with people on a, on an individual basis.
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And then green, you know, I'm the person who gets their expense reports in on time and you know, I, I ensure things are delivered in a timely manner, but I came up low blue and they put me in a role that was all blue all day long.
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And I was scratching my head, I got slotted into an operational role that I knew was going to be hard.
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And at the time I said to my manager, I am kind of concerned about this.
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Like here's what my profile says.
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Right?
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Um, and what would take somebody an hour to do?
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Took me five.
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Now I happened to have a, uh, characteristics of tenacity and I happened to bring a characteristic of perseverance and I had a lot on the table after 19 years with Microsoft that I did not want to leave because it was an operational role.
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I was up till nine or 10 at night because of the timeframe that Microsoft had.
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And most of the stakeholders that I needed to engage with were on West coast time.
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So I always share with people that the company you work for, if time time zones can be at, there's a tax, right?
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There's a tax.
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And to be cognizant that if you're in an outside sales role or a marketing role where your stakeholders are in your time zone or even one time zone away, right?
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I think there is a lot more opportunity for balance when you start going West coast or overseas, you really need to ask the questions about conference calls.
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Are they at nine o'clock at night?
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Are they, you know, at midnight because of time zone changes.
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I think that's really important for women especially who are maybe balancing a family.
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But I found myself that I was skipping, making dinner.
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Um, I was, um, probably not at peace.
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I felt very, very out of whack and that for me to get back to where I needed, where, where I was given gifts and where I thrived, I would need to leave.
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Um, after talking to red hat for two years and talking to them about a couple of different roles.
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Um, I was brought in to interview for the channel sales account manager.
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And the, the thing that I love about red hat, you know, if, you know, people that work there, they talk about the culture and there, and I met the hiring manager and we just connected and I knew, whereas my other manager, I struggled a little bit more with her style.
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I knew that this manager would be fantastic and um, I, it happened really fast after talking to him for two years.
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Right.
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I mean, that's a pretty interesting, I think that that's something that our audience really, I want to hone in on that.
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Like, you know, sometimes they think that they're failing when they don't, you know, they ha they're looking for a job for, I've been looking for two months, you know, and I don't think they realize like, well, if I had a job then I would be better off or if I was already there.
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But sometimes it just takes that like building up a relationship for a couple of years to make sure the right fit is there.
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You know, it is.
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And I will tell people like, I, like my boss went and looked at my Facebook page, my boss went and looked at my LinkedIn page.
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So one of the pieces of recommendation I have is make sure that the, the, the, the authentic person that you may be, um, you know, on Facebook or even LinkedIn, just make sure that that really truly represents you.
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Right.
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Um, and, and, um, because I think it's important, you know, recruiters and hiring managers will really delve in, especially, let me tell you the risk I had.
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People were nervous about hiring Christine after 19 years at Microsoft, right?
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Because although I had had, you know, I started my sales job selling lady shoes at Nordstrom's and I sold ice cream, at Baskin and Robbins.
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I had many jobs before Microsoft and people were like, how is she going to adapt to our culture?
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She's expensive.
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You know, that was another thing.
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Um, so I think the same challenge that a woman might feel or a perception a woman might feel coming from not being in the workforce, having a career before family, wanting to get back even part time, their perception is going to be like, well, who's going to hire me?
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Like, how am I relevant?
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You are relevant.
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Women are highly desired right now.
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It's a fantastic time to be a woman in technology.
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And it is really critical to be able to articulate your skillset and what you achieved, not only before family life, but if you are running a huge initiative at your child's school, if you are running a huge community outreach for your church, like whatever you may be doing, take those skills and bring them in.
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And I will tell you, I put like where we were really, Dan and I, we are so blessed, but we're really passionate about giving back and serving.
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That is really to us, that's what we're called to do.
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And I'll tell you, the larger companies, they have amazing, um, co, uh, uh, matches when it comes to volunteer hours and when it comes to, so like Microsoft will match like up to$15,000 of charitable giving.
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Like if you give up to that much, they will match it one day and they support causes, you know, they support all causes.
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And so we're really passionate about, um, you know, uh, organizations that support, uh, women that are, you know, in crisis pregnancies that want to move forward and have the baby.
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And, and so we're passionate about that.
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We're passionate about, um, uh, Raleigh rescue mission.
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And so like these organizations will match.
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And so if you are, are, if you have, if you're doing that and you haven't been in the career field, talk about that because that really strikes a chord with recruiters and with people that are hiring you because you're trying to show them your whole person person.
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And that's a big part of it.
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Like what you're passionate about.
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Um, if you prioritize family, share that with them.
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If you prioritize a nonprofit organization, share that with them and then bring in your skills.
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And then, um, you know, I think it's important to talk about situational, um, times when you've demonstrated overcoming adversity.
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And it can be personal.
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It doesn't have to be business related.
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Right.
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Um, I want to take two steps back because you mentioned your LinkedIn and Facebook page and I wanted to ask you specifically, I mean, I only like see a million LinkedIn profiles a week and I, um, you know, I was looking at yours to go over your, uh, your amazing career and kind of extrapolate out the, you know, the positions you've and all the great things.
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And I saw all these recommendations and I just was like, I mean, I was really blown away by how many you had given and how many you had received.
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And I just want to ask you, like, do you have a process for that?
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But I know that our audience would love to hear like, how can I get some recommendations?
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But like how do you do that?
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You know, I think, um, you know, you, you, you talked about being your authentic self and you really are.
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Um, I think that's just wonderful mean, you know, who you are, is who you are.
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And I think you come to a point, and I, and I, I did this through ups and downs and Microsoft, but I always brought my authentic self to the relationship.
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So when you have known customers and then you get to know them personally and you understand what drives them and a lot of times it's their, you know, their family life or again, they may have, you know, I had a, a customer of mine who was really passionate about his, his daughter had juvenile diabetes.
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Right?
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So I made sure that I went on the walk and uh, and supported him and I ended up going to his, his wedding.
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Like he got married a second time and I went to his wedding and we still will talk once a year.
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And, you know, he's somebody who I could always reach out to and ask for recommendation.
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And so I would tell you, don't wait until I, some of you may have not built up, you know, that many.
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And I, and I understand it, you know, some of you may not have been in the workforce for for that long, but, um, look at a current relationship you have or you've had in business and ask them, people are happy to write a recommendation.
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And then for anybody who's in a job and they're trying to look for another job, ask some of your trusted colleagues, you know, they may know you're looking, they may not, but just say, Hey, would you mind writing me a recommendation on LinkedIn?
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Um, and I really tried to go to partners.
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I tried to go to customers and in 2017 when I was starting to put my feelers out, Oh my goodness, I really need to get some robust recommendations.
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And LinkedIn was starting to get also become more prevalent for that too.
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Like people started asking.
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So that's, that's what I would say is people really do want to give you recommendations.
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Um, think about two or three, maybe a month that you asked for.
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And then before, you know what you have, however many, I didn't even know I had that many until you told me.
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So.
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Well that's the thing.
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If you have good habits then they're just part of it.
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I know one time, um, that I thought this was a beautiful idea.
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I rolled off of a project.
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I was uh, I moved from one client to the next and someone on the team as I left, they asked me for a recommendation, which I thought, well that's a great timing.
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Like I'm the wind moving and you want to make sure to capture this relationship and do you know, I mean that was several years ago.
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I mean, and now he, um, most recent like he stayed at that organization.
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Like sometimes it's just adding value.
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I think if you look for the change, um, then like if you're, if do it right before, sometimes that's hard.
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And he just now made the change after years later.
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I worked for an excellent company, a really a great company.
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But I think that those habits are really important.
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And it's a little weird and awkward, I think the first time.
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But then it just kind of gets normal.
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You're like, Hey, can I get a recommendation and I'd be happy to, you know, write you what obviously you wrote a lot of people recommendations as well.
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Yeah, absolutely.
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And I put, I put my heart and soul into it too because, um, people, people deserve to, to know, uh, what they're really good at and...
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Yeah, 100%, 100%.
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Great.
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I really want to dig in to this word enablement because being someone, you are the woman who introduced me to that word.
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So I will, you know, we should let everyone know like this is, this is a friend of Christy's, a wonderful friend of mine.
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We've been a friend and mentor.
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She's always been supportive of women in tech authentically for years as she knows this is a passion of mine.
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And, um, and she's really seen, um, given me great advice over the years, but being someone who was in the learning space and in the tech space, and I did not even understand the word enablement, I really think, and I've tried to educate people on it, but I w if you could just explain to our audience what exactly is enablement and, and who, you know, why might someone want to go into that?
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Right?
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So if you think about, I mean just that, just like the Webster's dictionary, right?
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Where, where, um, you are, um, supporting someone to pursue a competency or a skill, right?
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And, and so enablement is applicable in any industry, but specific to technology, when you, when we talk about enablement, um, there's really not a hard line between employees and customers and partners.
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Enablement and technology means that you have a learning culture.
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And so this is something that I think Microsoft, before I left, they were really landing this, um, and, and the content that was created for us to learn about our solutions and specifically this digital transformation to the cloud.
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Um, certainly we always created it with customers in mind, but we didn't enforce that we as employees needed to be able to talk the talk, right?
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So we, I think enablement comes down to understanding what you're here.
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Here's what I'm good at, here's where I want to be as far as a professional and what are the resources and assets I need to get there.
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Um, now enablement, here's the, here's the beauty.
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Um, you can enable a marketing person, you can enable a salesperson, you can enable a project manager.
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There are so many linked in free courses that I would just tell folks, if you think you have an interest in this particular area, go out and take a 15 or 30 minute online video, understand it more, right?
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Figure out what is the path, what is the learning path look like to enable you from where you are today to that professional certification or capability that you want to tell people in terms of alignment to a role that you're after.
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Right?
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So that's, that's, um, hopefully that's clear.
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If you have questions about that, let me know.
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But that's what enablement means to me.
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And that is how I've seen it, uh, talked about in, in technology.
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No, I think that's a great definition.
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And I think that it's so interesting because, you know, a lot of times, um, you know, when people think tech, they automatically think coding.
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And while I promote the concept that everybody can learn to code and I highly encourage you to do so, it's just not the beginning and end of tech.
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There's so many other needs out there that don't involve any programming.
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And once you get that comfort level, then you can really kind of find your fit.
00:22:00.769 --> 00:22:05.210
And once you are comfortable knowing like, Hey, I can learn it, whatever I need to learn, I can learn it.
00:22:05.960 --> 00:22:09.589
Um, then you open yourself up to a lot of other opportunities, you know?
00:22:09.940 --> 00:22:15.940
Well, and I, and I want to tell you there's so many skills that I know people have that are transferrable.
00:22:16.029 --> 00:22:31.329
So that's, I love the fact that you're really trying to open up, um, people's understanding of technology because the, I certainly used to think of it as, you know, the basic and COBOL that we might've learned at school.
00:22:31.330 --> 00:22:33.009
And I, I hate it.
00:22:33.039 --> 00:22:34.210
I, to be honest, I hated it.
00:22:34.211 --> 00:22:38.049
I never, I never had a million years that my sales skills, right.
00:22:38.200 --> 00:22:43.630
Some lady she did Nordstroms and then I, I'm, you know, and then I obviously evolved from there.
00:22:43.631 --> 00:22:43.960
Right?
00:22:44.589 --> 00:22:56.380
Um, but I will tell you that if you have run, let's say your husband is self employed and he needs you to manage his books and you've been helping him with the business.
00:22:56.381 --> 00:23:18.819
And I know a lot of women who do that for their husbands or their spouses, um, that you, if you are hired to, um, to work, you know, managing POS and invoices, guess what, you've just brought skills that you've done and, and somebody who's hiring sees that, they see that you would be able to do the same thing in a business environment.
00:23:19.930 --> 00:23:21.460
You don't have to know technology.
00:23:21.461 --> 00:23:22.930
You will learn technology.
00:23:23.380 --> 00:23:28.089
And most people are savvy enough to either know a PC or Macintosh, but you will learn technology.
00:23:28.720 --> 00:23:37.359
And I'll tell you, I went from 19 years knowing Microsoft and windows and all of the office applications and coming into red hat, it's all Google, it's all Macintosh.
00:23:37.361 --> 00:23:40.599
I thought, Oh my goodness, I am I going to end right.
00:23:40.690 --> 00:23:48.049
Really it took me like three weeks, three or four weeks and a couple questions to my boss at times I got it and I'm not proficient in it, but I'm getting there.
00:23:48.109 --> 00:23:48.589
I'm getting there.
00:23:48.590 --> 00:23:51.529
So don't let any of that intimidate you.
00:23:51.890 --> 00:24:15.380
Really go to a coffee shop, get your latte and sit down and do a do, do a discover your strengths profile, identify where those strengths might lead you and then start thinking about all of the things that you've done up to this point that are skills that would apply to that role and then start getting yourself out there and networking.
00:24:15.440 --> 00:24:21.440
And um, you would be just surprised and there are so many jobs that provide flexibility.
00:24:21.470 --> 00:24:24.230
So I didn't realize I would be on video today.
00:24:24.230 --> 00:24:28.940
I happened to be working from home so I put no makeup on cause I take my dogs running in the morning.
00:24:29.630 --> 00:24:35.359
Um, but, but I, the flexibility that, like I said to my boss last night, I'm going to work from home on Fridays.
00:24:35.361 --> 00:24:36.680
That okay, no problem.
00:24:36.740 --> 00:24:37.099
Right?
00:24:37.101 --> 00:24:42.049
She knows I'm really committed to my job and I'm going to be working on a bunch of invoicing.
00:24:42.050 --> 00:24:46.609
Actually I have to get out today and a couple other conference calls that I have and it's fine.
00:24:46.640 --> 00:24:59.089
Like if, you know, I do because I'm new, I want to be in the office, but you have jobs where if it's critical that you need to work at home two days a week or you need to work at home three days a week, just be honest up front.
00:24:59.090 --> 00:25:01.309
Because if they love you, they're going to work with you.
00:25:01.579 --> 00:25:01.940
Right.
00:25:02.150 --> 00:25:07.700
So think about the role you're going and think about what your needs are as well at this, at whatever point you're at in your life.
00:25:08.869 --> 00:25:09.109
Right, right.
00:25:09.111 --> 00:25:21.589
That's one of the, um, you know, one of the things that we like to talk about is like, just when you, just because you read a job description and that doesn't say like remote work, don't assume it's a no, don't assume, be willing to ask.
00:25:21.590 --> 00:25:28.730
I mean, I know one of our, one of the moms in our group, she went on an interview and it didn't say anything about flexibility and remote.
00:25:28.730 --> 00:25:29.930
She works remotely now.
00:25:30.049 --> 00:25:32.750
She went on the interview, they're like, yeah, you just have to be in the office on Wednesdays.
00:25:33.500 --> 00:25:37.630
It was like, Oh, I mean sometimes it's just so much a part of the culture.
00:25:37.650 --> 00:25:38.990
People don't even think of it.
00:25:39.200 --> 00:25:45.680
And like you said, I mean not every organization is going to be like that, but don't, don't assume that.
00:25:45.681 --> 00:25:48.109
It's not assume that it is until you're told otherwise.
00:25:48.410 --> 00:25:58.250
And maybe you have to prove yourself, like you were saying, you have to show, you know, demonstrate capabilities and there are different roles that are, you know, more or less, um, situated to that.
00:25:58.460 --> 00:26:00.799
All right, well this final question and then let's wrap it up.
00:26:00.800 --> 00:26:25.609
I just, is there any other advice, and you've already given so many good pieces, so maybe there's not, maybe you have nothing left, but let's just say that there's a woman and she's at home with their kids or she's in a role that is just not really well paying or not meaningful to her or doesn't give her that flexibility like, and she wants to transition into a tech field, a tech position.
00:26:26.029 --> 00:26:29.420
What advice would you give her regardless of the specific position?
00:26:29.421 --> 00:26:31.789
Like what, what would you, what would you say to her?
00:26:33.339 --> 00:26:42.490
I would tell her to, um, identify what you're passionate about and what you're, it's just as important to understand what you don't like to do.
00:26:42.759 --> 00:26:43.210
Right.
00:26:44.430 --> 00:26:49.589
Um, identify the environment that is the best for you to work in.
00:26:50.250 --> 00:26:58.200
That could be an environment where you've got, you're around peers all day or it could be environment where you're working from home, you know, but you can come in one day a week.
00:26:59.400 --> 00:27:03.630
Um, identify how you like to be managed and how you don't like to be managed.
00:27:05.660 --> 00:27:11.210
And then say to yourself, what kind of roles will capitalize on the gifts that I've been given?
00:27:11.420 --> 00:27:13.640
Everybody has a purpose.
00:27:13.670 --> 00:27:15.559
Everybody is valuable.
00:27:15.769 --> 00:27:17.839
Everybody has been given a set of gifts.
00:27:18.200 --> 00:27:26.390
What gifts can really could because if you tap into those gifts in a role, the money will come, the money will come.
00:27:26.599 --> 00:27:29.750
And let me tell you, technology can be super lucrative.
00:27:31.039 --> 00:27:35.750
Um, and so, um, and I know a lot of people, you know, obviously have made some good decisions.
00:27:35.750 --> 00:27:37.579
I chose to be an individual contributor.
00:27:37.609 --> 00:27:40.099
There is a tax to stay an individual contributor.
00:27:40.250 --> 00:27:41.599
There's also a benefit.
00:27:41.601 --> 00:27:45.890
So like I said, I know a lot of managers and directors and it's been very lucrative for them.
00:27:46.700 --> 00:27:53.450
Um, I chose, I chose the work life balance being not being a travel warrior.
00:27:53.451 --> 00:27:58.970
I chose, I, you know, even though I will, I did travel from time to time, but I chose that purposely.
00:27:58.970 --> 00:28:00.769
You need to identify non-negotiables.
00:28:00.770 --> 00:28:01.519
That's really important.
00:28:01.520 --> 00:28:04.759
If you can't travel, you gotta say, I can't travel.
00:28:05.119 --> 00:28:12.440
If you can travel, you know, once a month or once a quarter and you can work that out with family or your spouse.
00:28:12.441 --> 00:28:12.890
Great.
00:28:13.940 --> 00:28:16.369
Um, but be real, be real true to yourself on that.
00:28:16.430 --> 00:28:26.059
And then get a mentor, get a, get a mentor, a male or female, um, and really sit down and say, here's where I'm at.
00:28:26.630 --> 00:28:27.950
Here's where I want to be.
00:28:28.690 --> 00:28:32.420
Can, can you help me think through all the things I might be missing right here?
00:28:32.450 --> 00:28:33.799
Here's what I'm doing right now.
00:28:33.890 --> 00:28:35.240
What am I missing?
00:28:35.990 --> 00:28:48.140
And you need that encouragement and community around you, um, to stay, to stay positive and um, to know that.
00:28:48.200 --> 00:28:50.359
Like for me, I talked to red hat for two years, right?
00:28:50.361 --> 00:28:59.990
I, I, you know, I talked to Cisco, I talked to other great companies and um, just just be patient with yourself and you will get there.
00:29:00.019 --> 00:29:06.289
It may not look like what, what you ideally want it to look like, but it may have 80%, if it has 80%, go for it.
00:29:06.290 --> 00:29:06.619
Right?
00:29:06.621 --> 00:29:08.150
Yeah, that's a win, for sure.
00:29:07.820 --> 00:29:08.150
Yeah, that's a win.
00:29:10.160 --> 00:29:11.930
Kristine, thank you so much.
00:29:11.931 --> 00:29:13.910
This is so fun that we got to hang out.
00:29:13.911 --> 00:29:22.069
I'm glad we could carve out time to do this and do spend time because with our schedules are always juggling, but thank you so much for being with us today.
00:29:22.900 --> 00:29:23.650
Thank you, Ellen.
00:29:31.349 --> 00:29:37.980
Hey, if you enjoyed listening to this podcast, you have to sign up for the You are techY email list.
00:29:37.980 --> 00:29:40.829
Imagine being in the tech job of your dreams.
00:29:40.830 --> 00:29:45.730
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00:29:45.730 --> 00:29:50.890
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00:29:50.950 --> 00:29:52.990
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00:00:01.889 --> 00:00:06.209
You are listening to the You are techY podcast, episode number twenty.
00:00:11.460 --> 00:00:22.829
Welcome to the You are techY podcast where it’s all about growing in your techy-ness so you can find the tech job of your dreams and now your host technology learning coach, Ellen Twomey.
00:00:32.329 --> 00:00:37.250
This podcast is sponsored by our all new course, What Tech job is Right For Me?
00:00:37.880 --> 00:00:52.359
Visit us at youaretechy.com/start to check out our new course and find what tech job is right for you! Hi everyone.
00:00:52.360 --> 00:00:56.799
Today we're going to welcome Kristine Schaefer to the show.
00:00:56.801 --> 00:01:08.260
Kristine is a channel sales account manager for Red Hat, the mother of a rising seventh grade daughter and an absolutely huge hearted lady.
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Kristine, short tenure, four months at red hat is a new adventure for her after she spent a couple of decades a career in its own right at the software giant Microsoft.
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Kristine has an industrial relations business degree from Oregon State University as well as an MBA from Arizona State and her LinkedIn Recommendations have topped out at 16 which is the most that I've seen.
00:01:35.831 --> 00:01:38.680
So maybe we'll dig in and ask her a little bit more about that.
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However, the recommendation she's given surpasses 20, so that may be a hint.
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Also the most I've seen.
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Throughout Kristine's career, she has held positions ranging from regional enablement director to US enablement lead to senior partner marketing manager before landing her current role as channel sales channel sales account manager.
00:02:05.920 --> 00:02:06.609
Whew, that's a lot.
00:02:06.611 --> 00:02:07.420
Kristine.
00:02:07.450 --> 00:02:09.430
Thank you for being with us today.
00:02:10.569 --> 00:02:12.759
Thank you Ellen for, for inviting me.
00:02:14.229 --> 00:02:14.229
Mmm.
00:02:14.900 --> 00:02:40.860
So let's just jump into this big, um, you know, career change that you've had most people after, you know, 19 years at an organization, um, they get kind of comfortable and it might be, you know, sometimes changing jobs is not, doesn't seem to, to the, our audience is that big of a deal as reentering the workforce or making this huge career shift.
00:02:40.889 --> 00:02:50.469
You went from one tech company to another, but wow, you really were at Microsoft a long time and, and you've made that jump and I feel like that's a really brave move.
00:02:50.471 --> 00:02:54.039
Can you tell us a little bit about your move to red hat recently?
00:02:55.240 --> 00:02:55.780
Sure.
00:02:55.810 --> 00:03:17.330
So, um, I started my career in Microsoft in Phoenix, Arizona in 2000 and, um, I, my first five years I was a major account manager and really you act as a quarterback for an account team that engages with very high profile customers.
00:03:17.330 --> 00:03:20.330
So I had a general dynamic decisions.
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I had a banner health I had on semiconductor, a U us food service.
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Um, so very, very diverse industries that I engaged with.
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Um, and it taught me, it took a lot of the sales background I had and took it to the next level.
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And at the time I was single and I absolutely worked around the clock.
00:03:41.961 --> 00:03:43.490
It was very, very demanding.
00:03:44.389 --> 00:03:54.800
Um, after I was married to Dan and, and we actually had my daughter Lauren there and Phoenix, um, I moved over into a channel sales account manager.
00:03:54.800 --> 00:04:01.669
So the woman who hired me for Microsoft, who was a mentor of mine for probably all 19 years, she's now retired.
00:04:02.629 --> 00:04:04.669
Um, she actually hired me again.
00:04:05.090 --> 00:04:06.110
Um, I never left the company.
00:04:06.110 --> 00:04:16.850
I was still at the company and she hired me into this position where I would work with partners and manage a set of locally regional partners, um, that were really trying to take the revenue to the next level.
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And so that brought me into the partner side and I loved it.
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I, I recognize where my skill sets really aligned well.
00:04:26.180 --> 00:04:31.610
My, my sales background really supported the, the decision to move into that role.
00:04:31.610 --> 00:04:46.550
And so I did that for five and a half years and I was involved at that point with the next step program, uh, which is a mentoring program to try to help, um, folks that, that are strong contributors find their next role.
00:04:46.819 --> 00:05:00.529
And so I will tell you as a Microsoft employee and whether you work for Cisco or IBM or some of these large companies, really, um, they, they put a lot of investment into ensuring that good performers really are growing in their career.
00:05:00.529 --> 00:05:03.199
And that's what happened with me in this program.
00:05:03.529 --> 00:05:11.329
So we had a great leader, um, who helped us really understand where our strengths were and what kind of roles we would need to pursue.
00:05:11.331 --> 00:05:19.279
And at the DOE, um, I was lucky enough and blessed to land a position that brought my family to Raleigh, North Carolina.
00:05:19.281 --> 00:05:25.040
And we had identified Raleigh as a place we wanted to move for many, many reasons why people come here.
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We moved here in 2011 with Microsoft and I was a regional enablement director.
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What that role meant was that I took all of my background and skills in selling and also in the partner channel management side.
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And I brought those into, I knew all the programs for partners and so I was responsible to land those programs and were popular with partners and some were not from New York all the way down to Fort Lauderdale.
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So I would travel with the leadership team, I dotted line to these people and I started to build a brand in the East region with these partners and with a lot of the Microsoft leadership.
00:06:03.029 --> 00:06:06.990
And so from there I ended up moving after two and a half years.
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I was probably my most favorite role at Microsoft.
00:06:09.031 --> 00:06:11.370
And then I moved into working with our top learning partners.
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So where I learned about certifications and I learned about enablement and I learned about, um, you know, the, the value of competencies as we turned them.
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And I worked closely to ensure that we were driving our huge ecosystem of partners.
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Um, Microsoft went through many reorgs while I was there and that's one of the things I share, um, openly with, with women who look to pursue their next step, um, in a technology type role.
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Um, that reorgs happen and they're not, they're not something to fear.
00:06:48.660 --> 00:06:53.040
Um, but they can, they can drive change that you were not initiating.
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I was slotted in a role that was absolutely misaligned to my skillset and we all took a profile and insights profile.
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There are many different profiles out there.
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Myers Briggs and you know there's, there's, there's the disc profile and it was putting, I was starting to put feelers out there, uh, two big companies that I knew how strong presence in Raleigh, IBM, Cisco, red hat and others.
00:07:20.970 --> 00:07:27.810
So this is probably in what, 2017 that this was happening.
00:07:27.839 --> 00:07:42.689
And so I took the profile test and what it showed me personally and I personally came up high red, no surprise if cause since you know me, I'm high yellow and high green, right?
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So type a very relational, that's important to me to connect with people on a, on an individual basis.
00:07:50.279 --> 00:08:03.449
And then green, you know, I'm the person who gets their expense reports in on time and you know, I, I ensure things are delivered in a timely manner, but I came up low blue and they put me in a role that was all blue all day long.
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And I was scratching my head, I got slotted into an operational role that I knew was going to be hard.
00:08:11.850 --> 00:08:15.389
And at the time I said to my manager, I am kind of concerned about this.
00:08:15.391 --> 00:08:18.149
Like here's what my profile says.
00:08:18.151 --> 00:08:18.720
Right?
00:08:19.709 --> 00:08:22.019
Um, and what would take somebody an hour to do?
00:08:22.021 --> 00:08:22.829
Took me five.
00:08:22.889 --> 00:08:37.740
Now I happened to have a, uh, characteristics of tenacity and I happened to bring a characteristic of perseverance and I had a lot on the table after 19 years with Microsoft that I did not want to leave because it was an operational role.
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I was up till nine or 10 at night because of the timeframe that Microsoft had.
00:08:42.929 --> 00:08:46.620
And most of the stakeholders that I needed to engage with were on West coast time.
00:08:47.100 --> 00:08:56.860
So I always share with people that the company you work for, if time time zones can be at, there's a tax, right?
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There's a tax.
00:08:58.210 --> 00:09:08.740
And to be cognizant that if you're in an outside sales role or a marketing role where your stakeholders are in your time zone or even one time zone away, right?
00:09:08.889 --> 00:09:19.600
I think there is a lot more opportunity for balance when you start going West coast or overseas, you really need to ask the questions about conference calls.
00:09:19.600 --> 00:09:21.129
Are they at nine o'clock at night?
00:09:21.519 --> 00:09:25.029
Are they, you know, at midnight because of time zone changes.
00:09:25.030 --> 00:09:30.850
I think that's really important for women especially who are maybe balancing a family.
00:09:31.990 --> 00:09:35.019
But I found myself that I was skipping, making dinner.
00:09:35.799 --> 00:09:40.240
Um, I was, um, probably not at peace.
00:09:40.539 --> 00:09:51.850
I felt very, very out of whack and that for me to get back to where I needed, where, where I was given gifts and where I thrived, I would need to leave.
00:09:52.570 --> 00:09:56.830
Um, after talking to red hat for two years and talking to them about a couple of different roles.
00:09:57.850 --> 00:10:01.240
Um, I was brought in to interview for the channel sales account manager.
00:10:01.990 --> 00:10:20.799
And the, the thing that I love about red hat, you know, if, you know, people that work there, they talk about the culture and there, and I met the hiring manager and we just connected and I knew, whereas my other manager, I struggled a little bit more with her style.
00:10:20.860 --> 00:10:28.690
I knew that this manager would be fantastic and um, I, it happened really fast after talking to him for two years.
00:10:28.740 --> 00:10:28.980
Right.
00:10:28.980 --> 00:10:34.379
I mean, that's a pretty interesting, I think that that's something that our audience really, I want to hone in on that.
00:10:34.380 --> 00:10:48.360
Like, you know, sometimes they think that they're failing when they don't, you know, they ha they're looking for a job for, I've been looking for two months, you know, and I don't think they realize like, well, if I had a job then I would be better off or if I was already there.
00:10:48.990 --> 00:10:55.379
But sometimes it just takes that like building up a relationship for a couple of years to make sure the right fit is there.
00:10:55.409 --> 00:10:57.039
You know, it is.
00:10:57.041 --> 00:11:04.000
And I will tell people like, I, like my boss went and looked at my Facebook page, my boss went and looked at my LinkedIn page.
00:11:04.480 --> 00:11:20.679
So one of the pieces of recommendation I have is make sure that the, the, the, the authentic person that you may be, um, you know, on Facebook or even LinkedIn, just make sure that that really truly represents you.
00:11:21.100 --> 00:11:21.340
Right.
00:11:21.759 --> 00:11:33.759
Um, and, and, um, because I think it's important, you know, recruiters and hiring managers will really delve in, especially, let me tell you the risk I had.
00:11:34.389 --> 00:11:39.610
People were nervous about hiring Christine after 19 years at Microsoft, right?
00:11:39.610 --> 00:11:47.529
Because although I had had, you know, I started my sales job selling lady shoes at Nordstrom's and I sold ice cream, at Baskin and Robbins.
00:11:47.549 --> 00:11:53.110
I had many jobs before Microsoft and people were like, how is she going to adapt to our culture?
00:11:53.269 --> 00:11:54.590
She's expensive.
00:11:54.620 --> 00:11:56.000
You know, that was another thing.
00:11:56.990 --> 00:12:11.929
Um, so I think the same challenge that a woman might feel or a perception a woman might feel coming from not being in the workforce, having a career before family, wanting to get back even part time, their perception is going to be like, well, who's going to hire me?
00:12:11.960 --> 00:12:13.909
Like, how am I relevant?
00:12:14.389 --> 00:12:15.649
You are relevant.
00:12:15.710 --> 00:12:18.230
Women are highly desired right now.
00:12:18.230 --> 00:12:21.289
It's a fantastic time to be a woman in technology.
00:12:21.860 --> 00:12:49.970
And it is really critical to be able to articulate your skillset and what you achieved, not only before family life, but if you are running a huge initiative at your child's school, if you are running a huge community outreach for your church, like whatever you may be doing, take those skills and bring them in.
00:12:50.659 --> 00:12:59.210
And I will tell you, I put like where we were really, Dan and I, we are so blessed, but we're really passionate about giving back and serving.
00:12:59.210 --> 00:13:02.840
That is really to us, that's what we're called to do.
00:13:03.440 --> 00:13:18.110
And I'll tell you, the larger companies, they have amazing, um, co, uh, uh, matches when it comes to volunteer hours and when it comes to, so like Microsoft will match like up to$15,000 of charitable giving.
00:13:18.169 --> 00:13:24.679
Like if you give up to that much, they will match it one day and they support causes, you know, they support all causes.
00:13:24.681 --> 00:13:37.669
And so we're really passionate about, um, you know, uh, organizations that support, uh, women that are, you know, in crisis pregnancies that want to move forward and have the baby.
00:13:37.671 --> 00:13:39.409
And, and so we're passionate about that.
00:13:39.410 --> 00:13:43.100
We're passionate about, um, uh, Raleigh rescue mission.
00:13:43.129 --> 00:13:45.559
And so like these organizations will match.
00:13:45.561 --> 00:14:01.399
And so if you are, are, if you have, if you're doing that and you haven't been in the career field, talk about that because that really strikes a chord with recruiters and with people that are hiring you because you're trying to show them your whole person person.
00:14:01.429 --> 00:14:02.960
And that's a big part of it.
00:14:02.961 --> 00:14:04.549
Like what you're passionate about.
00:14:05.179 --> 00:14:07.399
Um, if you prioritize family, share that with them.
00:14:07.429 --> 00:14:12.679
If you prioritize a nonprofit organization, share that with them and then bring in your skills.
00:14:13.159 --> 00:14:24.169
And then, um, you know, I think it's important to talk about situational, um, times when you've demonstrated overcoming adversity.
00:14:24.230 --> 00:14:25.250
And it can be personal.
00:14:25.250 --> 00:14:26.929
It doesn't have to be business related.
00:14:27.649 --> 00:14:28.000
Right.
00:14:28.639 --> 00:14:52.259
Um, I want to take two steps back because you mentioned your LinkedIn and Facebook page and I wanted to ask you specifically, I mean, I only like see a million LinkedIn profiles a week and I, um, you know, I was looking at yours to go over your, uh, your amazing career and kind of extrapolate out the, you know, the positions you've and all the great things.
00:14:52.260 --> 00:15:00.809
And I saw all these recommendations and I just was like, I mean, I was really blown away by how many you had given and how many you had received.
00:15:00.811 --> 00:15:03.179
And I just want to ask you, like, do you have a process for that?
00:15:03.600 --> 00:15:07.259
But I know that our audience would love to hear like, how can I get some recommendations?
00:15:07.260 --> 00:15:08.340
But like how do you do that?
00:15:09.840 --> 00:15:15.330
You know, I think, um, you know, you, you, you talked about being your authentic self and you really are.
00:15:15.779 --> 00:15:19.169
Um, I think that's just wonderful mean, you know, who you are, is who you are.
00:15:19.171 --> 00:15:27.480
And I think you come to a point, and I, and I, I did this through ups and downs and Microsoft, but I always brought my authentic self to the relationship.
00:15:27.500 --> 00:15:46.259
So when you have known customers and then you get to know them personally and you understand what drives them and a lot of times it's their, you know, their family life or again, they may have, you know, I had a, a customer of mine who was really passionate about his, his daughter had juvenile diabetes.
00:15:46.260 --> 00:15:46.529
Right?
00:15:46.530 --> 00:15:54.059
So I made sure that I went on the walk and uh, and supported him and I ended up going to his, his wedding.
00:15:54.090 --> 00:15:58.620
Like he got married a second time and I went to his wedding and we still will talk once a year.
00:15:58.980 --> 00:16:03.960
And, you know, he's somebody who I could always reach out to and ask for recommendation.
00:16:03.961 --> 00:16:10.649
And so I would tell you, don't wait until I, some of you may have not built up, you know, that many.
00:16:10.650 --> 00:16:25.080
And I, and I understand it, you know, some of you may not have been in the workforce for for that long, but, um, look at a current relationship you have or you've had in business and ask them, people are happy to write a recommendation.
00:16:25.620 --> 00:16:37.440
And then for anybody who's in a job and they're trying to look for another job, ask some of your trusted colleagues, you know, they may know you're looking, they may not, but just say, Hey, would you mind writing me a recommendation on LinkedIn?
00:16:38.370 --> 00:16:40.799
Um, and I really tried to go to partners.
00:16:40.801 --> 00:16:49.980
I tried to go to customers and in 2017 when I was starting to put my feelers out, Oh my goodness, I really need to get some robust recommendations.
00:16:49.980 --> 00:16:54.419
And LinkedIn was starting to get also become more prevalent for that too.
00:16:54.480 --> 00:16:55.740
Like people started asking.
00:16:55.799 --> 00:17:00.240
So that's, that's what I would say is people really do want to give you recommendations.
00:17:00.929 --> 00:17:04.680
Um, think about two or three, maybe a month that you asked for.
00:17:04.681 --> 00:17:08.759
And then before, you know what you have, however many, I didn't even know I had that many until you told me.
00:17:08.760 --> 00:17:09.000
So.
00:17:10.259 --> 00:17:11.039
Well that's the thing.
00:17:11.040 --> 00:17:13.200
If you have good habits then they're just part of it.
00:17:13.410 --> 00:17:17.400
I know one time, um, that I thought this was a beautiful idea.
00:17:17.759 --> 00:17:19.529
I rolled off of a project.
00:17:19.530 --> 00:17:28.619
I was uh, I moved from one client to the next and someone on the team as I left, they asked me for a recommendation, which I thought, well that's a great timing.
00:17:28.621 --> 00:17:36.240
Like I'm the wind moving and you want to make sure to capture this relationship and do you know, I mean that was several years ago.
00:17:36.269 --> 00:17:41.160
I mean, and now he, um, most recent like he stayed at that organization.
00:17:41.161 --> 00:17:43.019
Like sometimes it's just adding value.
00:17:43.200 --> 00:17:50.529
I think if you look for the change, um, then like if you're, if do it right before, sometimes that's hard.
00:17:50.530 --> 00:17:53.109
And he just now made the change after years later.
00:17:53.319 --> 00:17:56.289
I worked for an excellent company, a really a great company.
00:17:56.290 --> 00:18:01.240
But I think that those habits are really important.
00:18:01.240 --> 00:18:03.700
And it's a little weird and awkward, I think the first time.
00:18:03.701 --> 00:18:05.049
But then it just kind of gets normal.
00:18:05.050 --> 00:18:11.140
You're like, Hey, can I get a recommendation and I'd be happy to, you know, write you what obviously you wrote a lot of people recommendations as well.
00:18:11.579 --> 00:18:12.240
Yeah, absolutely.
00:18:12.240 --> 00:18:21.089
And I put, I put my heart and soul into it too because, um, people, people deserve to, to know, uh, what they're really good at and...
00:18:21.400 --> 00:18:23.019
Yeah, 100%, 100%.
00:18:23.799 --> 00:18:23.799
Great.
00:18:23.950 --> 00:18:32.799
I really want to dig in to this word enablement because being someone, you are the woman who introduced me to that word.
00:18:32.800 --> 00:18:38.140
So I will, you know, we should let everyone know like this is, this is a friend of Christy's, a wonderful friend of mine.
00:18:38.141 --> 00:18:39.519
We've been a friend and mentor.
00:18:39.549 --> 00:18:45.670
She's always been supportive of women in tech authentically for years as she knows this is a passion of mine.
00:18:46.089 --> 00:19:11.140
And, um, and she's really seen, um, given me great advice over the years, but being someone who was in the learning space and in the tech space, and I did not even understand the word enablement, I really think, and I've tried to educate people on it, but I w if you could just explain to our audience what exactly is enablement and, and who, you know, why might someone want to go into that?
00:19:12.890 --> 00:19:13.160
Right?
00:19:13.161 --> 00:19:17.539
So if you think about, I mean just that, just like the Webster's dictionary, right?
00:19:17.930 --> 00:19:31.609
Where, where, um, you are, um, supporting someone to pursue a competency or a skill, right?
00:19:31.640 --> 00:19:48.710
And, and so enablement is applicable in any industry, but specific to technology, when you, when we talk about enablement, um, there's really not a hard line between employees and customers and partners.
00:19:48.711 --> 00:19:52.730
Enablement and technology means that you have a learning culture.
00:19:52.789 --> 00:20:07.819
And so this is something that I think Microsoft, before I left, they were really landing this, um, and, and the content that was created for us to learn about our solutions and specifically this digital transformation to the cloud.
00:20:08.809 --> 00:20:15.559
Um, certainly we always created it with customers in mind, but we didn't enforce that we as employees needed to be able to talk the talk, right?
00:20:16.220 --> 00:20:23.240
So we, I think enablement comes down to understanding what you're here.
00:20:23.240 --> 00:20:31.759
Here's what I'm good at, here's where I want to be as far as a professional and what are the resources and assets I need to get there.
00:20:32.900 --> 00:20:35.750
Um, now enablement, here's the, here's the beauty.
00:20:36.859 --> 00:20:43.039
Um, you can enable a marketing person, you can enable a salesperson, you can enable a project manager.
00:20:43.490 --> 00:21:01.180
There are so many linked in free courses that I would just tell folks, if you think you have an interest in this particular area, go out and take a 15 or 30 minute online video, understand it more, right?
00:21:01.210 --> 00:21:16.089
Figure out what is the path, what is the learning path look like to enable you from where you are today to that professional certification or capability that you want to tell people in terms of alignment to a role that you're after.
00:21:16.090 --> 00:21:16.390
Right?
00:21:16.779 --> 00:21:21.099
So that's, that's, um, hopefully that's clear.
00:21:21.430 --> 00:21:23.230
If you have questions about that, let me know.
00:21:23.230 --> 00:21:25.299
But that's what enablement means to me.
00:21:25.300 --> 00:21:29.740
And that is how I've seen it, uh, talked about in, in technology.
00:21:29.990 --> 00:21:31.670
No, I think that's a great definition.
00:21:31.671 --> 00:21:39.740
And I think that it's so interesting because, you know, a lot of times, um, you know, when people think tech, they automatically think coding.
00:21:39.769 --> 00:21:49.730
And while I promote the concept that everybody can learn to code and I highly encourage you to do so, it's just not the beginning and end of tech.
00:21:49.759 --> 00:21:55.670
There's so many other needs out there that don't involve any programming.
00:21:55.700 --> 00:22:00.680
And once you get that comfort level, then you can really kind of find your fit.
00:22:00.769 --> 00:22:05.210
And once you are comfortable knowing like, Hey, I can learn it, whatever I need to learn, I can learn it.
00:22:05.960 --> 00:22:09.589
Um, then you open yourself up to a lot of other opportunities, you know?
00:22:09.940 --> 00:22:15.940
Well, and I, and I want to tell you there's so many skills that I know people have that are transferrable.
00:22:16.029 --> 00:22:31.329
So that's, I love the fact that you're really trying to open up, um, people's understanding of technology because the, I certainly used to think of it as, you know, the basic and COBOL that we might've learned at school.
00:22:31.330 --> 00:22:33.009
And I, I hate it.
00:22:33.039 --> 00:22:34.210
I, to be honest, I hated it.
00:22:34.211 --> 00:22:38.049
I never, I never had a million years that my sales skills, right.
00:22:38.200 --> 00:22:43.630
Some lady she did Nordstroms and then I, I'm, you know, and then I obviously evolved from there.
00:22:43.631 --> 00:22:43.960
Right?
00:22:44.589 --> 00:22:56.380
Um, but I will tell you that if you have run, let's say your husband is self employed and he needs you to manage his books and you've been helping him with the business.
00:22:56.381 --> 00:23:18.819
And I know a lot of women who do that for their husbands or their spouses, um, that you, if you are hired to, um, to work, you know, managing POS and invoices, guess what, you've just brought skills that you've done and, and somebody who's hiring sees that, they see that you would be able to do the same thing in a business environment.
00:23:19.930 --> 00:23:21.460
You don't have to know technology.
00:23:21.461 --> 00:23:22.930
You will learn technology.
00:23:23.380 --> 00:23:28.089
And most people are savvy enough to either know a PC or Macintosh, but you will learn technology.
00:23:28.720 --> 00:23:37.359
And I'll tell you, I went from 19 years knowing Microsoft and windows and all of the office applications and coming into red hat, it's all Google, it's all Macintosh.
00:23:37.361 --> 00:23:40.599
I thought, Oh my goodness, I am I going to end right.
00:23:40.690 --> 00:23:48.049
Really it took me like three weeks, three or four weeks and a couple questions to my boss at times I got it and I'm not proficient in it, but I'm getting there.
00:23:48.109 --> 00:23:48.589
I'm getting there.
00:23:48.590 --> 00:23:51.529
So don't let any of that intimidate you.
00:23:51.890 --> 00:24:15.380
Really go to a coffee shop, get your latte and sit down and do a do, do a discover your strengths profile, identify where those strengths might lead you and then start thinking about all of the things that you've done up to this point that are skills that would apply to that role and then start getting yourself out there and networking.
00:24:15.440 --> 00:24:21.440
And um, you would be just surprised and there are so many jobs that provide flexibility.
00:24:21.470 --> 00:24:24.230
So I didn't realize I would be on video today.
00:24:24.230 --> 00:24:28.940
I happened to be working from home so I put no makeup on cause I take my dogs running in the morning.
00:24:29.630 --> 00:24:35.359
Um, but, but I, the flexibility that, like I said to my boss last night, I'm going to work from home on Fridays.
00:24:35.361 --> 00:24:36.680
That okay, no problem.
00:24:36.740 --> 00:24:37.099
Right?
00:24:37.101 --> 00:24:42.049
She knows I'm really committed to my job and I'm going to be working on a bunch of invoicing.
00:24:42.050 --> 00:24:46.609
Actually I have to get out today and a couple other conference calls that I have and it's fine.
00:24:46.640 --> 00:24:59.089
Like if, you know, I do because I'm new, I want to be in the office, but you have jobs where if it's critical that you need to work at home two days a week or you need to work at home three days a week, just be honest up front.
00:24:59.090 --> 00:25:01.309
Because if they love you, they're going to work with you.
00:25:01.579 --> 00:25:01.940
Right.
00:25:02.150 --> 00:25:07.700
So think about the role you're going and think about what your needs are as well at this, at whatever point you're at in your life.
00:25:08.869 --> 00:25:09.109
Right, right.
00:25:09.111 --> 00:25:21.589
That's one of the, um, you know, one of the things that we like to talk about is like, just when you, just because you read a job description and that doesn't say like remote work, don't assume it's a no, don't assume, be willing to ask.
00:25:21.590 --> 00:25:28.730
I mean, I know one of our, one of the moms in our group, she went on an interview and it didn't say anything about flexibility and remote.
00:25:28.730 --> 00:25:29.930
She works remotely now.
00:25:30.049 --> 00:25:32.750
She went on the interview, they're like, yeah, you just have to be in the office on Wednesdays.
00:25:33.500 --> 00:25:37.630
It was like, Oh, I mean sometimes it's just so much a part of the culture.
00:25:37.650 --> 00:25:38.990
People don't even think of it.
00:25:39.200 --> 00:25:45.680
And like you said, I mean not every organization is going to be like that, but don't, don't assume that.
00:25:45.681 --> 00:25:48.109
It's not assume that it is until you're told otherwise.
00:25:48.410 --> 00:25:58.250
And maybe you have to prove yourself, like you were saying, you have to show, you know, demonstrate capabilities and there are different roles that are, you know, more or less, um, situated to that.
00:25:58.460 --> 00:26:00.799
All right, well this final question and then let's wrap it up.
00:26:00.800 --> 00:26:25.609
I just, is there any other advice, and you've already given so many good pieces, so maybe there's not, maybe you have nothing left, but let's just say that there's a woman and she's at home with their kids or she's in a role that is just not really well paying or not meaningful to her or doesn't give her that flexibility like, and she wants to transition into a tech field, a tech position.
00:26:26.029 --> 00:26:29.420
What advice would you give her regardless of the specific position?
00:26:29.421 --> 00:26:31.789
Like what, what would you, what would you say to her?
00:26:33.339 --> 00:26:42.490
I would tell her to, um, identify what you're passionate about and what you're, it's just as important to understand what you don't like to do.
00:26:42.759 --> 00:26:43.210
Right.
00:26:44.430 --> 00:26:49.589
Um, identify the environment that is the best for you to work in.
00:26:50.250 --> 00:26:58.200
That could be an environment where you've got, you're around peers all day or it could be environment where you're working from home, you know, but you can come in one day a week.
00:26:59.400 --> 00:27:03.630
Um, identify how you like to be managed and how you don't like to be managed.
00:27:05.660 --> 00:27:11.210
And then say to yourself, what kind of roles will capitalize on the gifts that I've been given?
00:27:11.420 --> 00:27:13.640
Everybody has a purpose.
00:27:13.670 --> 00:27:15.559
Everybody is valuable.
00:27:15.769 --> 00:27:17.839
Everybody has been given a set of gifts.
00:27:18.200 --> 00:27:26.390
What gifts can really could because if you tap into those gifts in a role, the money will come, the money will come.
00:27:26.599 --> 00:27:29.750
And let me tell you, technology can be super lucrative.
00:27:31.039 --> 00:27:35.750
Um, and so, um, and I know a lot of people, you know, obviously have made some good decisions.
00:27:35.750 --> 00:27:37.579
I chose to be an individual contributor.
00:27:37.609 --> 00:27:40.099
There is a tax to stay an individual contributor.
00:27:40.250 --> 00:27:41.599
There's also a benefit.
00:27:41.601 --> 00:27:45.890
So like I said, I know a lot of managers and directors and it's been very lucrative for them.
00:27:46.700 --> 00:27:53.450
Um, I chose, I chose the work life balance being not being a travel warrior.
00:27:53.451 --> 00:27:58.970
I chose, I, you know, even though I will, I did travel from time to time, but I chose that purposely.
00:27:58.970 --> 00:28:00.769
You need to identify non-negotiables.
00:28:00.770 --> 00:28:01.519
That's really important.
00:28:01.520 --> 00:28:04.759
If you can't travel, you gotta say, I can't travel.
00:28:05.119 --> 00:28:12.440
If you can travel, you know, once a month or once a quarter and you can work that out with family or your spouse.
00:28:12.441 --> 00:28:12.890
Great.
00:28:13.940 --> 00:28:16.369
Um, but be real, be real true to yourself on that.
00:28:16.430 --> 00:28:26.059
And then get a mentor, get a, get a mentor, a male or female, um, and really sit down and say, here's where I'm at.
00:28:26.630 --> 00:28:27.950
Here's where I want to be.
00:28:28.690 --> 00:28:32.420
Can, can you help me think through all the things I might be missing right here?
00:28:32.450 --> 00:28:33.799
Here's what I'm doing right now.
00:28:33.890 --> 00:28:35.240
What am I missing?
00:28:35.990 --> 00:28:48.140
And you need that encouragement and community around you, um, to stay, to stay positive and um, to know that.
00:28:48.200 --> 00:28:50.359
Like for me, I talked to red hat for two years, right?
00:28:50.361 --> 00:28:59.990
I, I, you know, I talked to Cisco, I talked to other great companies and um, just just be patient with yourself and you will get there.
00:29:00.019 --> 00:29:06.289
It may not look like what, what you ideally want it to look like, but it may have 80%, if it has 80%, go for it.
00:29:06.290 --> 00:29:06.619
Right?
00:29:06.621 --> 00:29:08.150
Yeah, that's a win, for sure.
00:29:07.820 --> 00:29:08.150
Yeah, that's a win.
00:29:10.160 --> 00:29:11.930
Kristine, thank you so much.
00:29:11.931 --> 00:29:13.910
This is so fun that we got to hang out.
00:29:13.911 --> 00:29:22.069
I'm glad we could carve out time to do this and do spend time because with our schedules are always juggling, but thank you so much for being with us today.
00:29:22.900 --> 00:29:23.650
Thank you, Ellen.
00:29:31.349 --> 00:29:37.980
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00:29:37.980 --> 00:29:40.829
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00:29:45.730 --> 00:29:50.890
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00:29:50.950 --> 00:29:52.990
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