Podcast appearances and mentions of amy waninger

In this Episode of Two Zero Q – 20 Questions With Interesting People, we learn the 'Origin Story' of leadership consultant Amy Waninger, Founder and CEO of 'Lead at Any Level', from growing up in Indiana to professional success and published author of 3 books.Join me, The Very Handsome Tim Kirk for Two Zero Q – 20 Questions With Interesting People, where we learn the ‘Origin Stories' of everyday Superheroes in the LGBT Community and Friends!#twozeroq #theveryhandsometimkirk #pride #lgbt Get bonus content on Patreon Hosted on Acast. See acast.com/privacy for more information.

Look back on the incredible guests in Season 5 of Whiskey, Jazz, and Leadership! Join Audrey Weidlick and Galen Bingham as they discuss each guest from Season 5! 2:20 Dr. Peter James  7:25 Marc Pitman, CSP  12:54 Dr. Will Moreland  17:33 Michael Baptiste  22:51 Adam Foster   25:38 Amy Waninger  29:31 Tambry Harris  33:25 LeRon Barton  38:26 Tammy Heermann  41:47 Stacey Montgomery 46:01 Sylvie di Giusto, CSP  50:41 Dr. Precious Boyle  56:04 Matt Lehrman 1:02:20 Dee Bowden 1:07:41 Frank Kitchen 1:11:25 Marcus Engel, CSP 16:16:25 Scott Chepow Sidney Evans - Award-Winning Dialogue Editor | Audio Editor, Engineer, Producer Audrey Weidlick - Executive Assistant for Kiln Global Coaching and Podcast Manager for Whiskey Jazz and Leadership If you want to support our work and get early access to part 2, be sure to subscribe to our Patreon. By becoming a patron, you'll be helping us continue to produce quality content and bring you even more fascinating guests in the future. To find out more about our upcoming guests, jazz, whiskey favorites, and updates from the show. Follow us on Facebook, Instagram, and Linkedin @whiskeyjazzandleadership #whiskey #jazz #Leadership #whiskeyjazzandleadership #business Learn more about your ad choices. Visit megaphone.fm/adchoices

We explore the intersection of whiskey, jazz, and leadership as powerful metaphors. Discover why Amy is a devoted fan of Prince and how his influence shapes her views on leadership. Learn how to empower others to lead and why it's crucial to acknowledge that experts don't have all the answers. Finally, Amy shares valuable insights on pausing to identify your thoughts before responding negatively. Tune in for a thought-provoking discussion on leadership and personal growth with Amy Waninger. If you want to support our work and get exclusive access to behind-the-scenes content, early access to episodes, and more, be sure to subscribe to our Patreon. By becoming a patron, you'll be helping us continue to produce quality content and bring you even more fascinating guests in the future. To find out more about our upcoming guests, jazz and whiskey favorites, and, updates from the show. Follow us on Facebook, Instagram, and Linkedin @whiskeyjazzandleadership #whiskey #jazz #Leadership #whiskeyjazzandleadership Learn more about your ad choices. Visit megaphone.fm/adchoices

Amy Waninger, CEO of Lead at any Level and Author of "Network Beyond Bias." Amy shares her journey from a small Midwest town to her interest in African American studies, navigating conferences not specifically designed for her, and the importance of listening to marginalized communities in today's political climate. Tune in to explore privilege, discomfort, and the power of diverse conversations. If you want to support our work and get exclusive access to behind-the-scenes content, early access to episodes, and more, be sure to subscribe to our Patreon. By becoming a patron, you'll be helping us continue to produce quality content and bring you even more fascinating guests in the future. to find out more about our upcoming guests, jazz and whiskey favorites, and, updates from the show. Follow us on Facebook, Instagram, and Linkedin @whiskeyjazzandleadership #whiskey #jazz #Leadership #whiskeyjazzandleadership Learn more about your ad choices. Visit megaphone.fm/adchoices

Amy C. Waninger is the Founder & CEO of Lead at Any Level, where she improves employee engagement and retention for companies that promote from within.  Amy offers assessments, advisory services, and training on essential skills for inclusive leaders.  She is the author of seven books, including Network Beyond Bias: Making Diversity a Competitive Advantage for Your Career.Amy is a Certified Diversity Professional (CDP), Certified Diversity Executive (CDE), and Gallup Certified Strengths Coach.  She is also a Member of the National Speakers Association and a Prosci Certified Change Practitioner.  She's been named a Top 100 HR Influencer globally, two years in a row and has served clients and audiences on all seven continents, including Antarctica!  Her other credentials include two degrees from Indiana University and a “World's Best Mom” coffee mug.Amy shares her personal experience and coaching wisdom on job transitions in this episode.  We covered many different tips and ideas on how to find your next job easier and faster.   Some of the key points include:·         Why you need to be a good “job leaver” and how to accomplish this.·         What does aiming too low in your job search mean, and ways to avoid this, even if you are financially pressed.·         How can you create a diversified network to support your job search?·         Amy outlined several self-care strategies to help you be more robust and better during your job search.·         How to use job search setbacks to learn and improve your activities and not view them as a failure.·         It is not a weakness to reach out to your network for help – it is an intelligent and effective action.After you listen to Amy and know her background, you will agree that her understanding of job changes and life transitions are areas she is very accomplished in.  I know after you hear this episode, you will have many action steps you will want to implement Monday. 

Research shows that middle management is the key to #dei success. In this episode, Sacha talks to Amy Waninger about managers roles on the front lines of #inclusion work, how they can manage across change, and how organizations can provide them with the support and tools needed for #changemanagement. --- Send in a voice message: https://podcasters.spotify.com/pod/show/deiafter5/message Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this HRchat episode, we hear from Amy C. Waninger, CEO at Lead at Any Level. Amy is a key voice in helping professionals broaden their perspectives and achieve success in their journey. While some approach with trepidation, Amy helps to cast these subjects in another light, reminding us that failure to engage serves only to limit opportunities. In her book, Network Beyond Bias, she challenges us to, “Invest in people and ideas outside your own norms to create opportunities for yourself and others.”Questions Include:Your background is in tech. What brought you to what you do now?In the business world, what does 'good leadership' look like to you?Tell me about your book, Network Beyond Bias: Making Diversity a Competitive Advantage for Your Career.Why is networking a critical career management and leadership skill?For leaders listening in, what is one simple step they can take to positively impact DEI initiatives within their teams today?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Your host, Sri Chellappa, talks with CEO and founder of Lead At Any Level, Amy Waninger. Lead At Any Level works with organizations that want to build inclusive cultures and diverse leadership pipelines for a sustainable competitive advantage. They also work with emerging and aspiring leaders who want to create opportunity for themselves and othersTo learn more about Amy's work click HEREIf you think you'd be a great guest on our show, apply here. Want to learn more about Sri's work at Engagedly? Check out their website at https://engagedly.com/.

In this episode, we hear from Amy C. Waninger (pronouns: she/her/hers). She shares her thoughts on the importance of diversifying our networks and gives us tangible strategies she shares with organizations that want to build inclusive cultures and diverse leadership pipelines for a sustainable competitive advantage.

Amy Waninger, Founder, and CEO at Lead at Any Level, discusses the path to leadership - at any career level - that creates a learning culture and embraces inclusion to help move a company from panic to purpose and create a better future for the industry. Links Mentioned in Today's Episode: Amy Waninger: https://www.linkedin.com/in/amycwaninger/  Lead at Any Level: https://leadatanylevel.com/  

‘Check the Box’ Diversity is missing the big picture. Done right, DE&I can be key to gaining a competitive business advantage. Amy Waninger, author of "Network Beyond Bias," joins the podcast to discuss the business case for authentically investing in inclusive workplaces and diverse leadership teams. We'd really appreciate it if you would click the like button above and leave a review if your favorite podcast app has that ability. Thank you! Visit: BetterManager for show notes and available downloads. https://www.bettermanager.us/podcast © 2021 BetterManager

Amy Waninger is the Founder & CEO of Lead At Any Level, a company that works with organizations that want to build inclusive cultures and diverse leadership pipelines. She is the author of several books, including Network Beyond Bias: Making Diversity a Competitive Advantage for Your Career. As a leader, speaker, author, and consultant, Amy is passionate about helping others achieve their full potential at work. As a proud member of the LGBTQ+ community, Amy discusses the difficulties of coming out in the workplace and how to overcome the fears of expressing who you truly are as an individual.  Twitter: @leadatanylevelhttp://www.leadatanylevel.comLead At Any Level CEO Bio:Amy C. Waninger (pronouns: she/her/hers) works with organizations that want to build inclusive cultures and diverse leadership pipelines for a sustainable competitive advantage.  She also works with emerging and aspiring leaders who want to create opportunity for themselves and others.As a leader, speaker, author, and consultant, Amy is passionate about helping others achieve their full potential at work. She is committed to lifelong learning, and inspires others to expand their knowledge and skill sets. She holds Bachelor's degrees in Criminal Justice and Computer Science from Indiana University.Amy began her career as a software developer, later moving into business analysis, systems design, consulting, and management. She has worked at small software companies, multinational corporations, and many stops in between. Amy is a versatile manager; she has led cross-functional and global teams in both the technology and insurance industries.Having spent more than a decade in the insurance industry, Amy holds the Certified Insurance Data Manager (CIDM) designation and numerous designations from The Institutes, including their premier Chartered Property Casualty Underwriter (CPCU) designation. She is a member in good standing of the CPCU Society and recently served a three-year term on the Society's Diversity and Inclusion Committee. While working as a senior manager in a Fortune 100 Insurance Company, she served on the national leadership team for their LGBTQ+ Employee Resource Group and an enterprise-wide council to engage men as allies.Amy is a Certified Diversity Professional (CDP), a Certified Diversity Executive (CDE), and a Gallup-Certified Strengths Coach. She is also a Professional Member of National Speakers Association, a Certified Virtual Presenter, and a Prosci Certified Change Practitioner. Her other credentials include numerous peer-reviewed publications and a “World's Best Mom” coffee mug.She is the author of several books, including Network Beyond Bias: Making Diversity a Competitive Advantage for Your Career.Make sure to subscribe & review Lady Empire above for the opportunity to be featured!  

Amy Waninger, CEO, Lead at any Level, Author, and Speaker is this week's guest. Amy tells Simone that she didn't always feel she was in the driver's seat for her career. Hear how Amy used her diversity as a competitive advantage in her career. Learn why Amy says you should always be thinking of what's next and what's that one thing that can't be taken away from you. Join us in this week's episode. Listen, subscribe, and share. Follow the show on Instagram (@pooycpodcast) and on LinkedIn and find out how you can win a free copy of Amy's book, Network Beyond Bias. Connect with Amy - www.leadatanylevel.com Click here to join the After show conversation. 

My very good friend Amy Waninger came on the show to talk about the upcoming Sharpen Your Skills Professional's Women's Advancement Summit Live Stream coming up October 15, 2020. This one day virtual conference is dedicated to helping women in general and women of color in particular to decode what are the unwritten rules, the unspoken skills, that you really need to get ahead in corporate spaces. Hard work isn't enough, you need to know the unwritten rules. Every time you get promoted there are new unwritten rules, and they don't hand you a handbook. Description of the event starts at 5:45. If you ever thought "I just want to do a good job and I want to be enough" fast forward to 16:30. Amy even helps you make a case to the boss to pay for it at 23:30.Register at http://InvitationFromAmy.comAmy's prior appearance on Profiles: E90 http://www.buzzsprout.com/87086/72900...Amy's LinkedIn: https://www.linkedin.com/feed/Lead at Any Level: https://leadatanylevel.com/

This week Mike talks with Amy Waninger, CEO of Lead At Any Level and author of several books including, “Network Beyond Bias: Making Diversity A Competitive Advantage For Your Career.” They discuss the importance of diversifying the people with whom you associate, and share tips for how to build “critical connections.”  Hear Amy’s story about how she leaped from computer science to diversity and inclusion, and why it has become such a driving force for her. (1:56)  Amy shares tips for expanding your network intentionally:  She says, look at your Linked In connections and ask yourself, is there a pattern here? (20:12) She challenges listeners to ask how intentional they are about with whom they connect. (6:29)  She asks, “Who is missing from your network?” “Your heart can’t be in the right place if you never move your feet...It doesn’t matter what you feel.  It matters what you do with what you feel.” Amy Waninger (8:27) Amy and Mike discuss the key reasons why diversifying your network gives you a competitive career advantage. (10:44)  Listen NOW!  Amy gives us tactical advice on who the 5 critical connections everyone needs for their career, and tips for building these connections holistically. (16:12)  Listen to Mike and Amy share more stories and tips about how intentional networking changes everything in work and life.  (30:42)  If you are ready to be inspired to create more intentional connections in your network, listen NOW!  #diversity #networking #leadership #leadingwell #talentmagnet #inclusion

Amy Waninger is the founder and CEO of Lead at Any Level, which works with organizations that want to build diverse leadership bench strength for a sustainable competitive advantage. She is also the author of several books, including Network Beyond Bias, a book that helps you remove the artificial barriers around you to create a more inclusive and diverse personal network.    Our coffee conversation actually took place at the very beginning of 2020, and I was able to pull it out of the archives and share her important work with you now.    You’ll definitely want to TUNE IN and lean in further because her work is both GROUNDBREAKING and revolutionary.    We also chat on: Her career journey story Her first exposure to career diversity advocates and how she made the transition Courage to go out and do the thing that isn’t popular Getting out of your own way and the feeling of: “I can’t NOT do it” Networking beyond bias (her book, go download it, link below) How she gamified networking for herself at her first conference How to SIMPLIFY networking and do it YOUR way Network as yourself Which meetings you need to put yourself in to be more self-aware and understanding of others’ perspectives How entrepreneurship is like a video game Why women don’t receive good feedback at work A great meeting tool to better connect with your teams at work Amy speaking into existence her certification program (it’s coming true!) Get your free download ebook-21 tips for inclusive networking: https://leadatanylevel.com/category/navigation-categories/leadership/   Connect with Amy Waninger LinkedIn: https://www.linkedin.com/in/amycwaninger/ Website: https://leadatanylevel.com/   Connect with Jacqueline Martinez LinkedIn: linkedin.com/in/jacquelinehr   Instagram: https://www.instagram.com/coffee_2_wine/   Facebook: https://www.facebook.com/jacqueline.cooley1?ref=bookmarks   Jump on the Job Search Course Waitlist: https://from-coffee-to-wine.mailchimpsites.com/job-search-course

In This Episode, Darlene and Amy discuss: Her journey, lessons learned, risk-taking, all of which have brought her to this very successful point in her life. She is the CEO of Lead At Any Level, author of several works, and a   Key Takeaways: Amy discussed her upcoming book, From Panic to Purpose. She discussed her work in the tenuous field of IT. These experiences led her to examine her life and take a different approach.  She decided to stay in a company even if she knew the position would come to an end and decided to learn from it and not sit in that panic.  She was able to get “unstuck.” Amy also found creative ways to get people to think about their self-sabotaging.  She also emphasizes self care in the form of tracking sleep and food for a week.  With her new approach, Amy learned ways to predict or mitigate against changes they cannot foresee which she discusses in her book.  She suggests that people begin to think about their next job when they begin a new job and explains much of it in her book.  We always need to be prepared for the next change and have a plan in place.  “It is like when you see people on trapezes. They cannot get ahold of one without letting go of the other...There is no way to hold both.” - Amy Waninger   Connect with Amy Waninger: Website: https://leadatanylevel.com  Books: Moving from Panic to Purpose , and Moving from Panic to Purpose: Companion Workbook and other books can be found on Amazon.   Connect with Darlene Corbett: Website: DarleneCorbett.com Book: Stop Depriving the World of You: A Guide for Getting Unstuck Now on Audible. Please visit my website, sign up for tips to reset your mindset, and receive the first few chapters of my book, Stop Depriving The World of You.    Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.   

Margaret Resce Milkint, Amy Waninger, Deidre Wright and Joshua Lamangan discuss D&I.

Join Meg and Amy Waninger, founder of Lead At Any Level, as they talk about networking - you don't have to hate it - and putting people first. We chat about blind spots in many insurance industry leaders today and how to overcome them. We dive deeper into the use of our pronouns as we create inclusive cultures; so much goodness in this conversation.You can learn more, and download Amy's eBook, 21 Insights for Inclusive Networking, here.

In a new series to Insurance Nerds, Amy Waninger interviews insurance professionals in various roles and functions so you can See It To Be It!In this first episode, Amy interviews Dr. Mark J. Tarmann Jr. DBA, CPCU, ARM, AIC, AIS, AINS, API. The innovator behind #LaisseznotLazy, a dynamic speaker, researcher, and author dedicated to millennial employee development, retention, & leadership succession in the industry. With 13 years of industry experience, he has served various roles including his current positions as the PIP claim analyst for the Cumberland Insurance Group in Bridgeton, NJ.Connect with Dr. Mark Tarmann Jr.: https://www.linkedin.com/in/marktarmannjr/

Join us to talk about the diversity in your network with author, speaker, and consultant Amy Waninger. Amy's career has twisted and turned from her childhood in small-town Indiana to working in IT within the insurance industry, to finally finding her passion in educating others on the importance of diversity and inclusion (that's the first 14 minutes of the episode). Then, we dive in with Amy to get her take on how you can actively improve your life and career by intentionally making connections with people who aren't like you (at 17:00) and how you can take it a step further to make your business stand out and earn the trust of different communities you may not have been reaching before (skip ahead to 28:00). If you like what you hear in this episode, you can get a free e-book with even more takeaways from Amy at https://bit.ly/37jXNH2 (look on the left side of the page for 21 Insights for Inclusive Networking).

Amy Waninger, Founder and CEO of Lead at Any Level discusses the importance of practicing diversity and inclusion in professional networks and how to spot and react to bias in everyday business interactions.Get your complimentary eBook from Amy: 21 Insights for Inclusive NetworkingTo read the full show notes and join in the conversation visit illuminatehrpodcast.comSupport the show (https://www.patreon.com/illuminatehr)

Zach has the pleasure of speaking with Glenn Newman, VMware's Global Diversity & Inclusion Program Manager, in this episode focused around all things D&I. Glenn is a professional with over seven years of diversity and inclusion, campus recruitment, and talent management experience. In his current role at VMware, Glenn is working to take VMware's Power of Difference communities (PODs) to the next level by helping them achieve business and D&I program objectives. He shares with us what he's most excited about when it comes to his role and VMware in 2020 and so much more. Check out Ijeoma Oluo's book, So You Want to Talk About Race, on Amazon!Connect with Glenn on LinkedIn!Visit our website!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and you know what we do. I say a little thing, I go on with a joke, and then I say something about how we amplify the voices of black and brown people at work. Shout-out to all of our listeners, our first and last time listeners, you know what I'm saying? The millennials, the Gen X'ers. The--what's after the Gen X'ers? The Baby Boomers, and then also some of y'all Gen Y--them Gen Z's, rather. Excuse me. Gen Y is another word for millennials. You know what I'm talking about. If you're new here, you know what we do. We do this through--we amplify voices through authentic, accessible discussions with black and brown leaders. Today is no different as we have Glenn Newman with VMware. Hold up, now. Glenn Newman with VMware? I gotta go ahead and give just one quick air horn for that. [air horn sfx] Yes. We out here. We out here. We out here. Glenn is a D&I and talent professional with over seven years of diversity and inclusion, campus recruitment, and talent management experience. In his current role at VMware, Glenn is working to make VMware's power of difference communities - they call those pods, y'all - to take them to the next level by helping them achieve business and D&I program objectives. He is also focused on building inclusive manager and leadership capabilities as the company works to increase representation of underrepresented minorities and women by fostering a more inclusive culture, okay, where employees feel like they belong and they can bring their authentic selves to work every day. Okay, now listen, y'all, that was a whole bunch of, like, corporate talk to say Glenn is out here trying to make it better for black and brown folks at VMware to do what they do, okay? That's all that that was saying. But, you know, they gotta--in this D&I space, we have to kind of pretty things up with these, like, really flowery and colorful languages, but that's what he's doing, okay? Now, look, previously Glenn managed the overall recruitment of associates and consultants for BCG--okay, what's up, BCG? Hold up. ["ow" sfx] But this ain't a BCG podcast. I'm just saying. He also had a talent in D&I roles at Travelport, Accenture, Visa, Google--as a contractor--see, I like... you know what? Glenn is an honest dude, man. So he sent me over this copy, right, and on the copy it says "contract" in parentheses. Glenn, you ain't gotta be that honest.Glenn: [inaudible, both laugh]Zach: And he began his career as a communication and change management analyst at Towers Watson. Man. With all of that being said, Glenn, man, welcome to the show. How are you doing? [kids cheering sfx]Glenn: Thank you, thank you. I'm good, I'm good. How about yourself? Zach: Man, I'm doing really well. I'm excited to have you here. You know, we had to take some time, you know, but you back in town and we're having a conversation. I'm excited about it. So let's--you know, we did a little brief intro about you where I kind of gave, you know, your LinkedIn picture, but what else would you like to tell us about yourself?Glenn: I mean, I guess honestly you captured most of it in terms of, like, the bio and kind of what I'm working on at VMware. I mean, outside of that I'm an Ares, so I'm a hothead.Zach: I got you, I got you.Glenn: I like to ask the difficult questions, and I feel like anybody who has worked with me before would definitely tell you that I have a tendency to ask difficult questions, but also ask the questions that other people feel like they probably shouldn't ask or they don't want to ask, and I feel like I help keep people accountable, you know? So I think it's important to be that voice and to have that voice and to push the envelope a little bit. So hopefully I can disrupt for the betterment of others.Zach: Come on, now. Disrupt? I love that, man. So you said you're an Ares. So I'm a Virgo. Actually, you know, Beyonce and I have the same birthday. Glenn: I did not know that. I did know she was a Virgo though.Zach: I'm saying. So, you know, I'm out here as well. I'm trying to disrupt things as well. So okay, okay, okay, so you're a global diversity and inclusion program manager. What does that mean practically, and what prompted you to take this role at VMware?Glenn: Yeah. So I mean, quite frankly, I was looking for a role where I could have an impact, and I really--so a lot of my career has been in campus recruiting and diversity campus recruiting, right, and I really wanted to pivot from more of the acquisition side and the talent attraction into the, you know, development, the retention, promotion, engagement, et cetera, right, of underrepresented groups, and so I was looking for opportunities, and I was interviewing for a few, but quite frankly I wanted to stay in Atlanta, and the good thing about--one of the good things about the VMware role is it allowed me to stay in Atlanta, and I'm thankful for that. I'm always grateful, because I get to work in tech, I get to work at a pretty large, pretty well-known tech company, but I get to do it in Atlanta, and I don't think a lot of people can say that same thing. I think the other part of it is I was really looking to have a seat at the table, and I can honestly say that, you know, my manager who's a director and [my?] VP. Like, they want to know what I think, I mean, but they want to know what everybody else on the--what everybody on the team thinks, and so, like, that's important to me because I've been in places before where my voice didn't matter or it was overshadowed by people who were more senior or people in the business. I mean, you know, you've worked in personal services, so you definitely probably know what that's like. [Well?,] you've worked in personal services, so you know what that's like. And so I think, you know, just throughout my interview process it felt like the right fit for me for a number of reasons. And so yeah, that's what prompted me to join, and I think, you know, since joining, I feel like, you konw, my expectations have been managed well, but I think I have been set up for success and I'm actually doing the work that we talked about doing in the interview, which is good.Zach: That is good, man, 'cause, you know, sometimes it's like you get a job and you think--especially in these D&I roles, right? And I've had these conversations, like, with other folks on the podcast, right? We've talked to Jennifer Brown and we've talked to Amy Waninger. We've talked to other people, right? We've talked to even DeRay Mckesson, and we talk about how, like, these D&I spaces are--they're slowly becoming decolonized, but, like, there's still a lot of, like, work to do to, like, really get stronger representation in these spaces, right? And you end up thinking--you know, you're over here like, "Oh, snap, I got this job, and they're about to, you know, really put me at the seat of the table and give me a voice," and you turn around and you're talking about ["haha" sfx] Like, not. Joke's on you, you know what I'm saying? You don't even have no seat.Glenn: It's so [?] though, and I think, like, just given my personality, and--I mean, I attribute this to professional serv--like, I grew up in professional services, right? Like, from Towers Watson, from working at Accenture for over two years, from the BCG. I mean, those organizations move quickly, right, and they're all about, like, high-caliber work, high-quality work, quick turnarounds, and so I think coming to VMware and industry in general--industry is a bit slower, right? And so I think I have to manage my expectations around what I can get done, what we can done, what the business is ready for, and so I think I'm definitely learning those lessons, you know? And I'm still working to manage my own expectations. [laughs]Zach: That's real. No, no, no. That's real, and it's crazy--it's crazy, man, 'cause sometimes, like I said, it just takes time. I think there's a lot of--and I've had this conversation multiple times too, like, I think it's easy if you don't have, like, black and brown people, like, in these roles, like, it's easy to forget, like, the emotional labor that it takes to do this type of work, right? Like, it's not just like--Glenn: [?]Zach: Right? It's human. Like, you're dealing with human beings, and you're dealing with human beings that look like you, have similar stories to you, that you're really trying to impact, so I definitely get that, and managing expectations is always important. Let's talk about this. Let's talk about this. You know, D&I continues to be, like, an area where organizations are focused on, especially in tech, so what do you believe, right, has been the motivation for VMware to continue to expand their D&I office? Because, like, I feel as if--I don't know. Like, you know, we've had some research--we have whitepapers, you know, on our website, like--oh, by the way. Hey, y'all. Check us out, y'all. We got whitepapers. Like, don't play with us. [straight up sfx] Okay? We got whitepapers. [both laugh] And in our research, everybody knows that a common statistic is that $8 billion a year is being spent, and I would argue wasted, in D&I today and that we're not really seeing tangible results. And especially as you think about, like the economy as it stands today. Like, why do you think, in this point in time, VMware is still expanding this space?Glenn: Well, I feel like a lot of the times we hear about, like, "It's the right thing to do" and "We're doing it for the business," right? So I hear that a lot, and not--and not specifically at VMware, but just in general, and I say that to say I think those are the reasons we're doing it, right? Like, we're doing it because we genuinely believe, right, across the company, especially from a leadership perspective, that it's important and that specifically, like, we call our pods that I mentioned earlier, the power of difference communities--like, we believe the power of human difference allows us to be better, to develop better products, to build better products, to better serve customers, to be better partners, right? And then to innovate. So I think there's definitely a business reason behind it, but then I also genuinely feel like there are leaders who think it's the right thing to do. And I think it's interesting because--you know, like, there's the winning the hearts and minds of change, right? So I think you have to [hit?] people with the pathos for the people who, you know, they relate to that, but then you have to have, you know, the practicality in the business perspective for others as well. [?] The data had showed that people--like, once they connect emotionally to diversity and inclusion, they're better able to kind of buy into it as opposed to just connecting to the business. So I think we definitely we have some more of that, work to do, to continue to pull at people's heartstrings, but then also make it real for them so that they genuinely buy in ,and not just because it's the right thing to do from a business perspective but it's the right thing to do from a human perspective.Zach: That's a really good point, and I do think it's both and, right? I think organizations often fail when they try to do one or the other, because, like, the reality is some folks are just not gonna care, right? But then you got other folks who are like, "Okay, I'ma care as much as it benefits my bottom line, so if you can point to me, like, how this can benefit my bottom line, then I'm all for it," right? I think the challenge--the challenge that I think, something that has yet to be quantified, is, like, the amount of time organizations waste in, like, really calculating turnover. So, like, we know the turnover data is bad, like, in tech. But, like, those numbers have yet to really be fully published. Like, I don't think any one organization has really, like, really, really gone into, like, the comparative analytics on their turnover data, but, like, I think if really one was to look at those numbers alone, they'd be like, "Ayo, we gotta do a better job, 'cause, like, this is crazy." I mean, it's just over here like [chaching sfx] But, like, opposite. Like, in reverse, you know what I'm saying? Like, it would be like that sound, but, you know. [both laugh]Glenn: Like a whomp-whomp-whomp. [both laugh]Zach: Right? You know what I mean. And then over time, you know, organizations are so, like, monolithic. They're so white. They're so straight. They're so male. You know, I'm looking on my job board--I'm looking at the job board, I might see a job--let's just say, like, I'm a person of color, I'm on the job board--because I know that this place isn't inclusive--I'm looking at that job like ["i don't know who this man is" Keke sfx]. [Glenn laughs] You know, sorry to this man. I don't even recognize--man, listen, Glenn, I've been so excited to use this soundboard, man. I've got some new [?]--Glenn: I love that. Oh, my gosh. If you knew how many times I say that, like, in a week. "I'm sorry. I don't want to sound foolish."Zach: "I don't want to sound ridiculous. I do not know who this is." And so let me pivot, right? So you talked about the power of difference and these communities. I really want to--now, look, I'm not trying to have you spill any secret sauce out, you know what I'm saying, but I want to learn more about the strategy of these power of difference [communities] and really--frankly, I want to talk more about this offline too. Like, what's the strategy with these pods? Like, what are y'all trying to achieve? What is this looking like? Like, how did this come about, and what--practically speaking, like, how does it fit into y'all's D&I strategy?Glenn: Yeah. I mean, like, honestly [in our?] D&I strategy overall there are three kind of key pieces. There's the representation piece, where we talk a lot about increasing representation and focusing specifically on underrepresented minorities and women, and what I often tell people is just because we're--just because we're saying we're focusing on does not mean--it doesn't mean that we aren't also working to increase representation of other underrepresented groups, and I say that because I really think it's important for people to know that we're doing both. So it's a yes and, and again, these things are not mutually exclusive. The other part of it is building a culture of inclusion, right? So focusing on culture and what that really means, and then the third piece is thought leadership. So how are we tapping into podcasts like this to let people know that "Okay, VMware is an inclusive place to work," and we're working to make it an even more inclusive place to work, right? And then how are we sharing what we're doing and the impact of the diversity and the inclusion that is having on the business? So I say all of that to say our pods, the power of difference communities, are really our ERGs, right? So employee resource groups or business resource groups, and I think we are at a place where we are really trying to take those ERGs, known as pods, to be more BRGs, right? So how are they [?] business? Meaning how are the programs and the initiatives and the sponsorships and things like that contributing to the business? Whether that be in terms of professional development, of underrepresented groups, so that they develop and have talent moves and move into different roles and are contributing more to the business, whether that means we are attending various recruiting conferences and thinking about building pipelines in STEM and in tech of underrepresented groups, whether that be, you know, high school, college, what have you, you know, experienced professionals, or is that we're partnering with other non-profits in the space to, like, you know, talk about what we're doing and help other companies and partner with other companies? And then--or, you know, like, a lot of companies, especially companies who are B to C, right? So we think about, like, big consumer goods or just any product that sells products directly to consumers, they think a lot about and have a lot of conversations about "How do our products reflect our consumers?" Right? So if you think about some of the large consumer goods or CPGs or those companies, they're really thinking about those things, and so I think for us it's "How are we making sure that we're getting the opinions of our employees who are underrepresented or in underrepresented groups, and how are we leveraging that thought leadership, that knowledge, that know-how, to further develop relationships with our customers to build better products to innovate, right? And so I think ideally we want to get our pods to a place where we're doing more of those things.Zach: That's a really exciting vision, right? Like, so you're thinking--so basically these pods, I mean, they're almost like little--I mean, they're genuinely--if effectively strategized around and activated effectively--are real difference makers, and you have them basically stratified across the business. That's pretty exciting, man.Glenn: Right, right, right. Yeah, and I think--you know, I think it's easier for people in general to make that connection when you're walking into, like, a grocery store and you're picking up a product on a shelf and thinking, "How are people who look like me or are like me thinking about buying this product or consuming this product?" And so for us it's different because, again, we're B to B, and we have to think about it differently. So I do think it's--I do think it's ambitious, but I think it can be done, especially when you think about relationships and building relationships and, then again, innovating.Zach: 100%. Okay, so what are you most excited about when it comes to your role and VMware in 2020?Glenn: That's a good question. I think what I'm really most interested in is--so quite frankly we have--and this is public knowledge--so we have closed the acquisition of Carbon Black, and we are working to close the acquisition of Pivotal, so as a result of that our diversity and inclusion team is gonna be growing, and so I think what I'm--what I'm looking forward to is the growth of our team, which means 1. we can do more, and I think also I'm looking forward to the opportunity to partner more with the business and be more of a diversity business partner. So a lot of tech companies have started developing or creating these diversity business partner roles that sit in the business and/or [audio cut] plans that they then work with the business to execute those plans, right? So I think you can think about it from, like--there's a D&I engagement piece, which is around the pods, and then there's, like, the education piece around unconscious bias and how we--how are we educating our managers, our leaders, our employees, around inclusion and topics like privilege and microaggressions and things like that, right? And then there's sitting in the business and working with business leaders and managers to develop plans to actually move the needle, right, in a different way than on the--you know, the education and the engagement, that side. So I think that's what I'm looking for, to have an opportunity to really partner more closely with the business in 2020 as a result of our team growing.Zach: My goodness gracious. I gotta give you a Flex bomb for all that though. That sounds incredible. [Flex bomb sfx] That sounds awesome, yeah. So I was trying to play the "what it do, baby" before, but it was just too loud, so I'm gonna go ahead and do it right now based off of the fact that what you just said is incredible. [Kawhi "what it do baby" sfx] And shout-out to your acquisition as well. [both laugh]Glenn: Right.Zach: Okay, okay, okay. So, you know, you're talking about what you've been doing at VMware, you're talking about some of the strategic visioning around the pods. Again, it does sound really ambitious, but, like, I don't think--when I say ambitious... sometimes people say ambitious and they're really just hating, right? It's kind of like, "It sounds a bit ambitious, don't you think?" [both laugh] But I mean it's ambitious like, "Wow, this is very positive." Like, this is incredible, and I'm really excited for what y'all are trying to drive. This is my question though. What advice would you have for organizations really at the beginning of their D&I journeys, right? Like, maybe they don't even have ERGs or BRGs. And then what have been the lessons learned for you? That's kind of, like, the B part to that question.Glenn: Yeah. So I think, like, advice, I think for companies who are just starting, I don't know, I think it's like--I don't know. I always go back to, like, the change management, right, part of it, right? So, like, thinking about how are you really pulling in leaders, how are you having it--how are you having your efforts so that they are leader-led, right, and it really sits in the business and leaders are held accountable for. So I think that accountability is super important. And not just leaders, right? So it's like--if VPs and above are the only people who are held accountable, then what happens to other people who are directors, [?], et cetera, who lead teams and [audio cut] they're not held accountable? So I think accountability is big, and I think for companies who are just starting out in general, like, just starting out the company by having an inclusive culture and kind of ingraining that into people and educating people from the time that they join the company, but even before they join the company, like, through the onboarding and through the talent acquisition piece, right? So I think that's the advice I would have, and then really just kind of walk the talk, right? Because I'm one of those people--I really, really value honesty, and I think I'm really good at sensing BS, right? A lot of us are, and I think we know [someone, audio cut] is being honest with us and when they're just kind of, like, giving us the "Well, this is what we're working on," and it's like, "Mm, that's not really what you're working on. Just be honest with me," right? If you have room to grow, say, you know, "These are the two things we're doing. However, we need to be doing these five, and we're working on it," right? Like, I'd rather somebody tell me that than to say, "Oh, well, we have these amazing initiatives," and it's like "Mm, do you really have those initiatives or are you just talking about it and is it just lip service?" So that's my advice. And I think--in terms of, like, lessons learned for me personally, we talk a lot about, like, people of color and underrepresented minorities and black and brown people, right, in corporate America, but, like, I'm not--yes, I'm a black man at VMware, but I'm not just a black man. Like, I'm a gay black man at VMware who is a part of a global team that is not just thinking about bringing in and developing and retaining and promoting more black and brown people, but we're thinking about underrepresented groups more broadly and thinking about making VMware a place where everyone can come and thrive and, I like to say, be safe, seen and connected, or feel safe, seen and connected, right? So I say that to say that a lot of the things that I've learned personally [audio cuts]--I advocate for people who don't look like me or who don't--or who I don't identify with from a, you know, race, ethnic background or other parts of my identity, right? And it's just really interesting because I think by being vulnerable and by being empathetic, I am really able to do that. But it's just interesting how, you know, I can be on a call with people who have a completely different identity than me, but I'm advocating for them. And so I'll give you a real example. A lot of people don't know about the model minority myth, right? So I've read this book by Ijeoma Olu called "So You Want to Talk About Race." I love the book. It's amazing. I would completely, like, totally recommend it. And she has a chapter where she talks about the [model minority myth,] and I think it's important because a lot of people--what the model minority myth is, and, you know, I'm not, like, speaking verbatim here, but it's really around the fact that people think about those who are Asian-American or Asian as the model minority, and they have all of these stereotypes about Asians to include--like, they're super smart. They're really--like, you know, they want to be in, like, STEM. They're really good at math. Like, those kinds of things. A lot of people might think they have a lot of money, but that's not the case. Like, when you look at the data, especially of some Asian-American or Asian cultures, that's just not the case. Like, the degrees or the degree attainment from some of the Asian cultures, those numbers are significantly less than Hispanic/Latinx or African-American and black cultures and black identities, right? So I think that's one of those things, by me just kind of educating myself, reading that book, and then I was on a call, and I literally had to stop someone and say, "Well, you know, actually, the model minority, this is what it is, this is why it exists, and this is why we need an Asian at VMware's power of difference community." It's important because there are also people in this community who aren't rich, who aren't, you know, science, math, STEM, et cetera, majors, and who didn't come from a home where both of their parents were doctors, lawyers, you know, computer scientists, et cetera, and that's what a lot of [audio cuts]--for me and having the opportunity to really advocate for people who aren't like me.Zach: Man, I love that, and you're 100% right. So I'm just gonna start at the top of what you said. So you were talking about the fact that you're not just one thing, right, like, you're not just one identity, and I think a lot of times, like, we really do fail to be, like, intersectional in our D&I work, and, I mean, we just had Lionel Lee, who is a diversity leader over at the Zillow Group, and we were talking about the fact that, like, when you look at a lot of work today in these D&I spaces, they're mostly, like, focused on gender. So, like, even the fact that, like, we're talking about race and gender to me is a win, because a lot of times we'll say things like--we'll kind of dismiss race and then say things like "diversity of thought" or just other--like, just generalized things, but I think you're absolutely right, especially when it comes to the LGBTQ space, because--Glenn: Exactly.Zach: This is what I've learned. So I'm a cishet black dude, right? And as I've been having conversations--and this was, like, earlier, like, last season. We were talking to Janet Pope, who is the diversity and inclusion leader over at Capgemini, and we were talking about how, like, it's important to make sure that you're being intersectional with the LGBTQ spaces, because if you're not, those spaces can end up being, like, largely white, and, like, you end up missing out on a lot of different black and brown experiences within that space.Glenn: You're so right. I mean, like, think about--again, like, going back to a gay black man who works in tech, like, there's not a lot of us, right? Especially when you think about the LGBTQ community in general. So I was at the Pride parade in Atlanta for the first time, and, I mean, it was just interesting for me to, like, think about being the only in a place where there are a lot of people like me, right? So whether there were LGBTQ or allies or what have you, I was still the only black man there, right? Like, and so--and when I say there, I mean specifically with the company who came out to the parade. Like, I'm sure there are others there. There may or may not be, so I don't want to falsely assume, but it was just interesting again, like, looking around and being like, "Okay, Glenn, you're still the only in this group of people who are like you because of intersectionality," right? And I think lately there has been a lot of conversation around intersectionality in terms of, you know, you looking at women of color, specifically black women, and looking at Asian women, for example, and then also again, from an LGBTQ perspective, there has been a ton of conversation lately around the importance of intersectionality, and I was telling the team--because last week, like, one of the reasons we had to postpone this was because I was at Out and Equal, which is an LGBTQ workplace summit. It's, like, a huge--it was amazing. I loved it, and I think there was this undercurrent of people getting on stage and really being advocates and allies and talking about how trans women of color are being murdered and no one is doing anything about it. I don't think enough people are having those conversations. So it will be interesting to see the shift in how people are having more conversations, but then also taking action over the next few years.Zach: Man, this has just been a super dope conversation, man. I really appreciate the fact that you took the time to join us. Before we let you go, any shout-outs? Parting words?Glenn: [laughs] Shout-outs and parting words? Hm. I don't know. Like, honestly, in all seriousness, I would encourage people to read that book - "So You Want To Talk About Race" by Ijeoma Oluo. Like, I think everybody should read it, no matter how you identify, because, like, again, going back to, like, a lesson learned, like, I literally--I mean, of course I knew I had privilege. Like, I'm able-bodied. I'm educated. I went to a really good school. Like, I've had the opportunity to go to really great schools, you know, even in middle and high school, and so I reached out to one of my friends and I was like, "Girl, we got privilege," and, you know, we were having a conversation about it, right? So, like, even though you might be an underrepresented minority or a member of an underrepresented group, I think just realizing those things and being self-aware are helpful. So I would encourage people to read that book and just start to have conversations with people who are not like you to increase your understanding.Zach: Y'all... my goodness, y'all. I just--you know what, man? I gotta--let me see here. Let's see here. What are we gonna do, man? We gotta--I just gotta give a [raucous applause sfx] I gotta thank you, man. I just gotta let you know, bro, 'cause I'ma tell you the truth, man. Sometimes, you know, I have some of these conversations with some of these D&I leaders, and they--you know, they really--and not on Living Corporate though. I make moves, so I talk to people, right? Let me tell you, they'll be talking to me, and in the back of my mind I'm over here like [fraud sfx, Glenn laughs]--it's a fraud. Glenn: Yeah.Zach: But I appreciate you being authentic [and] taking the time to, like, really share a bit, right? Not just about VMware, but about yourself. So yeah, man, so blessings to you, and that does it for us, y'all, on Living Corporate, you know? You know what we do, man. We post this stuff, like, three times a week. We've got these regular interviews, then we've got Tristan's Tips, and then we've got The Link Up with Latesha, all really to amplify black and brown voices at work. Make sure you check us out on Twitter @LivingCorp_Pod, on Instagram @LivingCorporate, and then, you know, just Google us, you know what I'm saying? We out here, right? Like, we--you know, Glenn, like, we're really making moves, man. We got livingcorporate.co, livingcorporate.tv, livingcorporate.org, livingcorporate.net, you know? Livingcorporate... what else? We've got pretty much all of the livingcorporates except livingcorporate.com. Now, livingcorporate.com is owned by, like, Australia, right? So I don't know. I don't know what's going on with that one, but we also have living-corporate--please say the dash--dot com. So just check us out. We out here. Let's see here. What else? Housekeeping, housekeeping. Shout-out to Ellen, who was on mute this entire time, but Ellen was here to make sure that I didn't get Glenn or VMware sued, so shout-out to you, Ellen, and yeah. This has been Zach. You've been listening to Glenn Newman, mover, shaker, D&I leader at VMware. 'Til next time, y'all. Peace.

Amy Waninger is on a mission to address a talent crisis in the workforce. With over 20 years of experience in IT and business as a coder & leader; Amy believes that leaders can come from anywhere and should be everywhere.   In this conversation we dive deep into what leadership looks like, what we need more of, and what’s getting in the way. I love when I’m challenged to look at things in a new way, and there are a couple moments in this interview where Amy blows - me - away.  As serious as some of our topics were, we still found room for laughter and light hearted banter. This episode really does have it all. I hope you’re in a comfy chair because you’re going to want to snuggle up and take in all of this podcasty goodness.  “Be a little better tomorrow than you were today, or at least practice what you did right yesterday.”   Let's connect! Click HERE.

Have you ever been enjoying a meal so much that you're equal parts shocked & devastated, when you look down and realize there's no more left??? Well, when it comes to this season of Don't Cut Your Own Bangs, there's always enough for seconds. The conversation continues, with Amy Waninger - Part 2! In her words,“Be a little better tomorrow than you were today, or at least practice what you did right yesterday.” Let's be friends:) -> Click HERE. Want to hear more from Amy? Click HERE.

On today's episode of The F Word, Sheryl Brown is speaking with Amy Waninger of Lead at any Level. Amy works with organizations that want to develop diverse leadership bench strength for sustainable competitive advantage. Her original programs have been described as "revolutionary" by established experts in multiple professions. In today's chat we will discuss: - Chief Diversity Officers: Are they making a difference in organizations today? - Start with our own networks: Find people who are not like you! - What should someone listening today do to reach out and network beyond bias? Be sure to connect with Amy Waninger: LinkedIn: https://www.linkedin.com/in/amycwaninger/ Twitter: https://twitter.com/AmyCWaninger Website: https://leadatanylevel.com/ Email: amy@leadatanylevel.com

Amy Waninger is my go to person for Diversity and Inclusion. She is not only passionate about the subject, but she is an engaging speaker who can enable people to understand how to "Network Without Bias." Amy can be found at www.LeadAtAnyLevel.com and you can purchase a copy of her book there as well.

Nonprofit leaders and organizations face continuing challenges in efforts to diversify their boards, better serve their communities, and build sustainable staffing pipelines. Amy Waninger, CEO of Lead at Any Level, works with organizations that want to build diverse leadership bench strength for a sustainable competitive advantage. She is the author of multiple books including Network Beyond Bias: Making Diversity a Competitive Advantage for Your Career. Amy joins Greg to discuss steps nonprofits can take to further their efforts in the areas of diversity and inclusion.

Amy Waninger, Founder & CEO of Lead at Any Level,  walks through an exercise highlighting areas where we can strengthen our network and ways to be more intentional about who we are connecting with. The post Transforming Your Professional Network appeared first on InterVision.

In this Episode of Two Zero Q – 20 Questions With Interesting People, we learn the 'Origin Story' of leadership consultant Amy Waninger, Founder and CEO of 'Lead at Any Level', from growing up in Indiana to professional success and published author of 3 books. Join me, The Very Handsome Tim Kirk for Two Zero Q – 20 Questions With Interesting People, where we learn the ‘Origin Stories’ of everyday Superheroes in the LGBT Community and Friends!

It’s very common for our professional networks to gravitate primarily toward others in our own industry, culture, and even race. This lack of diversity, however, can be a huge missed opportunity for us. On this episode of The TalentGrow Show, author, speaker and consultant Amy Waninger joins Halelly to talk about the importance of a diverse, inclusive approach to networking. Listen to learn why you may be operating from an unconscious bias when you network, how to get beyond it, and what you can do to make diversity a competitive advantage in your career. Plus, find out one thing you should be doing every time you receive an invitation to connect on LinkedIn! If you want to upgrade your networking skills -- both in-person and on social media -- be sure to give this episode a listen, and share it with others in your network. Shownotes: http://www.talentgrow.com/podcast/episode136 Apple Podcasts: http://apple.co/1NiWyZo Stitcher: http://www.stitcher.com/s?fid=62847&refid=stpr Google Play Music: https://play.google.com/music/listen#/ps/Ijwlgz7lklnxqnfzjna7gcr65be iHeartRadio Podcasts: http://www.iheart.com/show/263-The-TalentGrow-Show-Gr/ YouTube: https://www.youtube.com/user/TalentGrow Soundcloud: https://soundcloud.com/talentgrowshow Spotify: http://spoti.fi/2CpgIk1 Download the free guide: 10 Mistakes Leaders Make and How to Avoid Them http://www.talentgrow.com/10mistakes Don't forget to LEAVE A RATING/REVIEW ON APPLE PODCASTS! http://apple.co/1NiWyZo

Imagine if every time you interacted with someone you left a stinging paper cut on their hand. Many do this without even knowing it. Amy Waninger shows us how you can become more aware and actually build diversity in the most important place: your network. See acast.com/privacy for privacy and opt-out information.

Need SHRM recertification credits? This all-new episode is eligible for one credit. JoDee and Susan discuss why you need to network and how to do it effectively. Amy Waninger of Lead at Any Level calls in to talk about diversity and inclusion in building your network. In best practice sharing, listeners share how they make networking easier. Visit www.getjoypowered.com/show-notes-episode-50-shrm-credit-networking for full show notes and links.

Episode 19 of the Full Potential Podcast features Amy Waninger, founder and CEO of Lead at Any Level LLC, speaker and writer.  Amy shares her career journey from college to owning her our business today. She explains the importance of networking and how it can change your life and career. Learn more about her career and her advice on her website, leadatanylevel.com

Amy Waninger: My primary body of work is focused on Lead at Any Level LLC, where I work with organizations that want to build diverse leadership bench strength for a sustainable competitive advantage. I started the company just over a year ago, and am looking to scale up my offerings in 2019.    I'm also on the 2019 writing team for Living Corporate, a team of consultants, engineers and students dedicated to creating audio and written digital media that spotlights the experiences and perspectives of people of color in the workplace. We engage voices that often go unheard and have our conversations out loud. Specifically, I'm building out an article series, called See It to Be It, to help young POC recognize the vast array of career possibilities available to them. As a first-generation professional myself, I know how hard it is to aspire to roles you don't even know exist! https://leadatanylevel.com  

Hell Yes Entrepreneurs, today my guest on the podcast is Amy Waninger. Amy works with organizations that want to build diverse leadership pipelines. She is the author of Network Beyond Bias: Making Diversity a Competitive Advantage for Your Career and Network Like a CHAMP Networking Activity Journal. She is a Professional Member of National Speakers Association and a Prosci Certified Change Practitioner.Connect with AmyGet Amy's free e-book, 21 Insights for Inclusive Networking here:https://leadatanylevel.com/hye… Read more

Amy Waninger joins Dr. Paul for this episode of Live On Purpose Radio that focuses on how to diversify our network and reach across differences to connect with people who can truly enrich our business,...

In this episode, Sara and Alex sit down with diversity and inclusion expert Amy Waninger to get the lowdown about how we can all be more inclusive and promote diversity in both our personal and professional lives. Amy provides a three-step model to overcoming our unconscious biases, provides listeners with actionable ways to be more inclusive and discusses how we can all be more vulnerable, open and authentic.

We have the pleasure of sitting down with career coach and resume writer Tristan Layfield to discuss what goes into landing the job of your dreams and how to achieve that goal.Find out more about Tristan here: https://layfieldresume.com/about/Connect with us: https://linktr.ee/livingcorporateTRANSCRIPTAde: Hey, y'all. It's Ade.Zach: And it's Zach.Ade: And you're listening to Living Corporate. So Zach...Zach: What's up?Ade: So we have another B-Side, but this is the last full episode before our Wrap Up episode this month. Zach: Sheesh, already?Ade: Yeah, man. It's been such a wild ride. Can you believe it's only been seven months since we got started? In that very, very short time, we've had some dope conversations, some amazing guests, and more than a few funny moments.Zach: [laughing] For sure, but you know what? We'll talk all about that in our Season Wrap Up episode in a couple weeks.Ade: We sure are.Zach: That's right, but today, we're gonna talk about landing the job of your dreams.Ade: The job of your dreams? That reminds me of that lottery that got over a billion dollars.Zach: A billion dollars. Oh, yeah. What would you do if you had all that money?Ade: Who are you kidding? I wouldn't do just one thing. I would open a restaurant, travel the world, open free clinics and schools all around the world. Pretty much whatever my heart could possibly desire. I think that's the definition of a dream job, something that you would do if money wasn't a concern. What's your dream job?Zach: So I have to start with my passion, right? So my passion is people and creating platforms that amplify the voices and experiences of underrepresented people, so a lot of really what Living Corporate is doing. So my dream job would have to heavily involve Living Corporate for sure.Ade: Ayyyy. You know, it would be great if we could talk to someone like a career coach, but not just any career coach. Maybe a public speaker, someone with professional resume writing experience, an educator. Someone who's been featured in a variety of publications. Let's throw maybe black enterprise in there, and maybe he focuses his work on underrepresented people, especially millennials worldwide but also around his hometown of Detroit, Michigan.Zach: Hm. Oh, wait. You mean like our guest Tristan Layfield?Ade and Zach: Whaaaaat?Zach: *imitating air horns* Look--Sound Man, look. We are so many episodes in. Go ahead and give me those air horns right HERE.[Sound Man complies]Ade: Yeah, shout out to J.J.Zach: [laughing] Shout out to J.J., hey, A.K.A. Sound Man. We'll talk about that more too. [laughing] Anyway, so next what we're gonna do is get into our interview with our guest, Tristan Layfield. Hope you all enjoy. And we're back. And as we said before the break, we have Tristan Layfield on the show. Tristan, welcome to the show, man. How you doin'?Tristan: Thank you, thank you for having me. I'm doing well. It's a little rainy here today, but I'm feeling good.Zach: Hey, man, I hear you. For those of us who don't know you though, tell us a little bit about yourself.Tristan: Yeah. So like you said, my name is Tristan Layfield. I'm based in the Metro Detroit area, and I'm a career coach and resume writer that approaches career development with my clients by combining their personal branding with their career field through strategic coaching, the development of resumes, cover letters and LinkedIn profiles that really help my clients stand out. Zach: So today we're talking about landing the job of your dreams. That kind of assumes though that you know what your dreams are. What advice do you have for professionals who really don't know what they want, and how do they find that out?Tristan: Yeah, that's a really good question, and I think this is a problem that plagues a lot of us. And first, I think it's having an understanding of what you really want to do, and when I say that, I don't mean the thing that everyone has been telling you that you should do since you were young but the thing that you actually like, right? So I've noticed in talking with a lot of my clients and a lot of people I work with that we've been forced to pick what we wanted to do or wanted to be since we were young, and then most of us go to college where we're forced to pick a major well before we even know what we're interested in. So then we graduate with everybody else's dreams on us instead of focusing on our own. I always suggest the way to get out of that is to sort of start by doing what I call an interest alignment activity. So essentially, you make four different lists, and the first one is you list things that are high-skill for you and high-interest, meaning those are skills that you're good at and skills that you like to do. The second list is high-skill and low-interest. So those are skills that you're good at, but you really just don't like to do. And these are the things that cause burnout, right? And then the third list is low-skill, low-interest. These are the things you want to work on or develop. You're very interested in doing those things. And then the last one is low-skill and low-interest, and these are red flag areas. These are things that you don't enjoy and you're not good at, right? So once you make those lists, from there you're able to utilize those skills in that first and third section to build what your ideal job description would be, and you're also able to identify jobs that are heavy in the things that you listed in the second and fourth sections because you'll be able to better identify those roles that aren't a good fit for you because they are, you know, those skills that you're not interested in or those skills that you just really aren't good at and have no interest in overall. So, you know, doing that type of exercise gives you a baseline upon which you're able to assess all of the jobs you're looking at to understand that the position may be a fit for you and your expertise. So that's one of the things that I suggest to really try to narrow down the jobs that you're looking at, is to have something to compare it to, and that's how I sort of get to it with my clients.Zach: So does a--let me ask you this. Does a dream job mean a permanent job? Are dreams allowed to change?Tristan: [laughing] Yeah, that's a great question. So dream jobs can mean a permanent job for some people, but more often than not that's not always the case, because typically, as we grow and change as people, what we want, or our dream or our vision of things, typically changes over time. So to simply answer your question, "Are dreams allowed to change," yes, dreams are allowed to change, and I actually recently was working with a client who grew up knowing that she wanted to be a lawyer. And she went to law school, and she had been practicing law for over 20 years, but recently realized that she wanted to make a pivot into the non-profit sector as she had been working--doing a little bit of that work. So she found out that she loved it, and she came to me to figure out how to pivot her career, right? This woman's been in her career for well over 20 years, and now her dream has changed, and I see that very often, and I see that as a common thing, simply because, like I said earlier, we typically leave college or leave school with other people's dreams on us. Typically that's what we're trying to fulfill. We're not trying to fulfill our own dreams, right? So yeah, I definitely think they're allowed to change. Does it mean a permanent job? It can, and sometimes it runs its course. It was fun. You got the skills you needed, and now you need to move on.Zach: So, you know, I talk to people, especially, like, millennial professionals, and there's kind of, like, this divide, right? So there's a large contingency of us who will say, "Look, man. You've got to figure out where you just need to figure out where you stay and you can get locked in so you can get promoted, you can grow, you can climb the ladder," so and so forth. There's another group of people--and I probably fall more in this camp--of, like, "Look, man. You've got to kind of keep it moving," right? Like, "You need to figure out," you know, every three, four, every really 18, 24 months, you need to really be doing a hard assessment of, like, where you're at and if you need to make some transitions, either internally or externally or whatever the case may be. Where would you draw the line in-between looking for a genuine change and just being fickle or indecisive?Tristan: You know, I think it really depends on you as a person. Like you just said, there's sort of two different camps of people, the people who want to get into a company and want to be loyal to that company and move up through that company, and then there's the people who, unfortunately like many of us millennials, we sort of came out--we came out of school in a recession period, right? There weren't a lot of jobs, this that and the other, so we really had a foot--we were a foot behind everyone when it came to jobs or pay or whatever the case may be, and that has required us to sort of go on what I call a get rich quick scheme, you know? We're trying to catch up with everybody, and sometimes that requires us to move every two years to get that 10% raise in pay or whatever the case may be. So I think it is--it really depends on the person, but for me, where I think--excuse me, where I draw the line between genuine change and just being fickle and indecisive is when you're switching jobs or industries very frequently, like every one to two years, without actually sitting down and conducting a thorough analysis of why you're doing it, right? Most people who are looking for genuine change take the time to think through where they want to go and what they want to do or why this situation is not working for them, and they also provide enough time for them to get into the new area and learn and apply those things that they learn to practice. And that takes time, and sometimes that period can be difficult simply because you're learning and adjusting, and that is where people who are fickle or indecisive tend to jump ship, right? Change isn't easy, and those who are genuinely seeking it tend to understand that this is a process, and those who aren't genuinely seeking it or just being fickle and indecisive are just moving because of one little thing, you know, rubbed them the wrong way. Most of the time.Zach: Okay. So let me ask you this. I'm thinking through this as you're giving me this answer. If you had to give millennials and just working professionals of color advice when it comes to career navigation and finding what's going on for you--what would you say are some of the main challenges that you see with people that look like us when it comes to career navigation and finding that sweet spot for us?Tristan: Ooh, that is a loaded question. Right? [laughs] Well, first, I think--I think we all need to sit down and assess what we're really interested in and what we want to do. We have to make peace with the fact that what we had majored in in college may not be what we actually end up doing in life, and that is okay, and you have to realize that the majority of people are in that place. And then once you get into a place where you do like it, you need to understand sort of what the--what the pathway forward is inside of that company or inside of this industry, right? What are the next steps? How do you get there? What skills do you currently have, and what skills are you missing? And you identify those through a skills gap analysis, and sometimes you can identify, "Okay, this company is gonna allow me to get this skill set, but they don't have anything that's gonna allow me to get this other skill set to get to that ultimate position that I want to be in." So sometimes that means, you know, switching jobs, switching companies, switching industries to get that other skill set, and I think we have to be open about that and open and honest with ourselves that, you know, it's gonna be a process. It takes time. It takes dedication and, you know, no one really becomes successful without actually sitting down and putting in the work to figure out where they want to go, and often times what I find is we try to do all of that alone, and unfortunately that's not always everyone's zone of genius. So reach out and get help, whether that be me, like, a career coach and resume writer, or whether that be a friend that you see in the field doing the work, you know, talking to them, or whether that be getting informational interviews. You really have to be your biggest advocate in your own career search, and I think that's one of the biggest things I think people struggle with, is being their own advocate, and it's typically because they haven't done the work to figure out what they're actually interested in and how to actually attain it.Zach: That's a great last point too around being your own advocate. We just recently had Deborah Owens, who is the CEO of Corporate Alley Cat, and we had a whole episode around self-advocacy and strategic networking, and that was a main point too. So that was more from the context of navigating internally for the sake of your career, but your point also resonates because regardless if you're looking--irrespective of if you're looking for a change internally or you're looking for a change externally, you have to be your biggest advocate. Like, no one's gonna care more about you than you.Tristan: You have to be your own biggest advocate. No one knows your experience better than you, no one knows where your expertise lies better than you, and no one knows what you are able to actually go in and do and learn and put on the table, and so sometimes you just really need to show people that, and you really need to exemplify that, and the only way you're gonna do it is if you advocate for yourself.Zach: Absolutely. Well, look, this has been great, Tristan. Before we let you go, where can people learn more about you and your company? Tristan: Yeah, this has been amazing, and I appreciate it. People can check us out at my website, which is www.layfieldresume.com, and for those of you guys who don't know how to spell it, it's L-A-Y-F as in Frank-I-E-L-D-R-E-S-U-M-E dot com, or you can follow me on Instagram @LayfieldResume or connect with me on LinkedIn at TristanLayfield. Zach: Awesome, man. You know we'll make sure to have all of that information in our show notes so they can--our audience can check it out. Any parting words or shout outs before we let you go?Tristan: Yeah. You know, I just want to shout out my tribe. I always like to shout them out. My friends, my best friend, you know, my grandma. Everybody who's been supporting me along this journey, I just really appreciate them. I just want to thank you so much, Zach, for having me on the show. The conversations you're having are just so important for us to be discussing, and I'm just glad to be a part of it.Zach: Man, I'm honored by that. And you know what? Shout out to the word tribe. I gotta start using this word, man. [laughing]Tristan: [laughing] It takes a village, okay?Zach: It takes a village, man. Listen, man. I'm noticing--I'm noticing, man, all of my melanated working professionals who are building things are using this language, tribe. I've heard that from Deun Ivory. I've heard that from--I've just heard that from a few different guests. Tye Miles said it. Okay, anyway. Now I'm on a tangent. [laughs] Tristan, it's been a pleasure. God bless. This has been a great time. Hope to have you back, and appreciate your time, man. Tristan: I appreciate you having me on, man. Have a great one.Zach: Peace. Ade: Yo, we're back. Bomb interview as always, Zach. Excited that we were able to get Tristan on the show, and listening to that discussion reminds me that your resume is only one part of your journey in landing a dream job and that your dreams sometimes change, and that's okay too.Zach: For sure. Now, look, I have some bad news for y'all.Ade: No!Zach: No Fave Things this week, but that doesn't mean you can't check out our Fave Things on our website, right?Ade: [makes the "womp-womp" sound] I'm really nailing our sound effects today.Zach: You're doing a great job with the sound effects actually today. In fact, Sound Man, go ahead and drop, like, a small round of applause for Ade for her sound effects today. She came in very strongly on the "whaaaat?" Actually it wasn't raspy at all.[Sound Man complies]Ade: Ayy. Sir, are you coming for me?Zach: Then the womp-womp was very full, so it was good.Ade: Thank you.Zach: No, it was good. But no, really, our Favorite Things section, we've called out--the books, all of the books that we've talked about on the show, they're on that list. DeRay Mckesson's book, J Prince's book, Amy Waninger's book. They're all on this list of Favorite Things. You can go check out some of our favorite foods. I've got the Capital City Mambo Sauce on there. That's right, Capital City--this is not a paid ad. Capital City Mambo Sauce is fire. I ordered two gallons of the sauce about six months ago.Ade: [laughing] You are ridiculous.Zach: [laughing] But anyway, no Favorite Things this week. However, in a couple weeks when we do our Season 1 Wrap Up show, it's gonna essentially be all of this. It's gonna be me and Ade just talking, having a good time, and we'll talk about a variety of Favorite Things, from our favorite episodes to our favorite things on our list, and we'll actually make one last season update to our Favorite Things list, okay?Ade: Yep.Zach: Okay? So there's that, there's that. But we will have it back. Ade: Okay. Well, that is our show. Thank you so much for joining us on the Living Corporate podcast. Please make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through www.living-corporate.com. If you have a question you'd like us to answer and read on the show, make sure you email us at livingcorporatepodcast@gmail.com. Also, don't forget to check out our Patreon at LivingCorporate as well.Zach: That does it for us on this show. This has been Zach.Ade: And I'm Ade.Zach and Ade: Peace.Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.

Free eBook Offer: https://leadatanylevel.com/bookstore/network-beyond-bias-book/free-ebook-offer/ Network Beyond Bias: https://amzn.to/2RAV8l2 Lead at Any Level LLC: https://leadatanylevel.com/ LinkedIn: https://www.linkedin.com/company/leadatanylevel/ Twitter: https://twitter.com/leadatanylevel

This week's episode shines the spotlight on the representation of women on our big screens, little screens, conference daises, and bookshelves. It's worth taking some time to consider the messages we receive from all forms of entertainment and education and whether we are getting a balanced view of the world. If you come to the realization that your bookshelf needs more female authors on it, never fear, we have a list of some favorite female authors and books. Check them out! Tweet your favorites to @UnravelingPink and we'll add them to the list.
 Resources in this episode:
 Molly Flatt, The Guardian, "Is The Future Female? Fixing Sci-Fi's Women Problem." Check out: Molly Flatt's "A Darker Wave," Kassandra Khaw’s "There are Wolves in These Woods," Madeline Ashby’s "The Cure For Jetlag," Liz Williams’ "In the God Fields." 
Jodi Picoult, "Small Great Things"
 Debby Irving, "Waking Up White" 
Karen Catlin, "Present! A Techie's Guide to Public Speaking"
 Ed Yong, 4/19/2018, "When Will the Gender Gap in Science Disappear?"
 Emma Pierson, 8/5/2014 "In Science, It Matters That Women Come Last" 
The Unraveling Pink's Brain Trust List of fav female authors and books:
 Arundhati Roy, "God of Small Things"
 Ntozage Shange, "for colored girls who have considered suicide/when the rainbow is enuf" 
Curtis Sittenfeld
 Doris Kearns Goodwin
 Loung Ung, "First They Killed My Father"
 Ayn Rand
 Kate Germano, "Fight Like A Girl"
 Julie Kratz, "ONE: How Male Allies Support Women for Gender Equality" 
Amy Waninger, "Network Beyond Bias: Making Diversity a Competitive Advantage for Your Career"
 Jennifer Brown, "Inclusion: Diversity, The New Workplace & the Will to Change"
 Iris Bohnet, "What Works: Gender Equality by Design"
 Another list of favorite female-authored business books
: Shona Brown and Kathleen M. Eisenhardt, "Competing on the Edge:  Strategy as Structured Chaos"
 Andrea Kates, "Find Your Next: Using the Business Genome Approach to Find your Company's Next Competitive Edge" 
Angeles Arrien, "The Four-Fold Way: Walking the Paths of Warrior, Teacher, Healer and Visionary"
 Rayona Sharpnack, "Trade Up: Five Steps for Redesigning Your Leadership and Your Life from the Inside Out"
 Gail Larsen, "Transformational Speaking: If You Want to Change the World, Tell a Better Story"

When you hear the word "diversity," what do you think of? Race? Religion? Age? Gender? On today's episode, we're framing diversity as those special ingredients that make you who you are. It's those ingredients that also help you to connect with others in various environments and groups and make you a dynamic speaker. My guest today is a leader, speaker, author, and coach. Amy C. Waninger is the Founder and CEO of Lead at Any Level LLC, which helps busy professionals develop skills in leadership, diversity and inclusion, and career management. She is the author of Network Beyond Bias: Making Diversity a Competitive Advantage for Your Career. When speaking to audiences, how do you deal with people who are different than you? How do you relate to them? How do you use your special ingredients to build a connection? We cover all this and more on today's show.    Also mentioned on the show, I share that I am taking the summer off from the podcast and will be back with new episodes in September. If you have any episode or guest ideas, please email me at angela@speakersisterhood.com.      

This episode is sponsored by IA Path - Unlocking Your Adjusting Superpowers. Go to https://iapath.com Amy Waninger fell into insurance just like many of us (she needed a job). Also like us, she found the industry more compelling than the stereotype. Along the way, she discovered that having a strong, supporting network is the foundation for any successful career. Amy founded Lead at any Level to promote in-the-trenches leadership, diversity and inclusion, and career management through mentoring, public speaking engagements, and other offerings. She also wrote Network Beyond Bias, Making Diversity A Competitive Advantage in Your Career to help us find those meaningful connections that can transform ourselves into who we want to be. CONNECT WITH AMY WANINGER:LinkedIn: https://www.linkedin.com/in/amycwaninger/ Twitter: https://twitter.com/AmyCWaninger Lead At Any Level Home Page: https://leadatanylevel.com/ MENTIONED IN THIS EPISODE:Santa Claus, Indiana: https://en.wikipedia.org/wiki/Santa_Claus,_Indiana National African Americans Insurance Association (NAAIA): https://www.naaia.org/ NAAIA Fall Conference: https://www.naaia.org/conference/ The Settlers of Catan: https://amzn.to/2th4BlY BOOKS RECOMMENDED BY AMY:Network Beyond Bias by Amy Waninger: https://amzn.to/2JXYw4YLove is the Killer App by Tim Sanders: https://amzn.to/2t5utSyBlog2Book by Cathy Fyock: https://amzn.to/2t2nFp4Blackboy by Richard Wright: https://amzn.to/2JLrvNG SUBSCRIBE AT:Buzzsprout RSS: https://goo.gl/5K4X3QGoogle Play: https://goo.gl/WMAvW4iTunes: https://goo.gl/7SqwvPOvercast: https://g