Molly Conlin Peterson is an executive and career transition coach with over 23 years of experience helping thousands of professionals, leaders, and executives find more meaningful work. Her approach blends positive psychology with the research of Dr. Brené Brown, guiding clients to lead with courage, purpose, and heart. Molly has worked with organizations like Wells Fargo, 3M, SoFi, Feeding America, Better Up, and the University of Minnesota, where she also taught Strategic Career Planning. She holds an MA in Human Development, is a PCC-level ICF Certified Coach, and is certified in a range of career and leadership assessments, including MBTI, Strong Interest Inventory, and Leadership Circle Profile.

Join us for Part 2 of our coonversation!

The folks snagging the best jobs? They’re not always the most qualified, but they sure know how to stretch their comfort zones. In this episode, we’re diving into how taking that extra little reach—like asking for help or putting yourself out there—can seriously amp up your job search game. We’re chatting about the importance of networking and sharing tips on how to do it without feeling like you’re begging for a handout. It’s all about building that muscle, folks; the more you flex it, the easier it gets to tackle those awkward conversations. So, grab your favorite drink, kick back, and let’s figure out how to make those connections count!

Let's get real for a moment – job hunting can feel like a personal attack sometimes, right? It’s like you’re laying your heart out there with every application, hoping for a little love in return. In today’s convo, we’re chatting with the fabulous Molly Conlon Peterson about navigating the job market post-layoff, and boy, does she have some solid advice! We start off by discussing how the best candidates aren’t always the ones with the most accolades but those who are willing to step out, take risks, and ask for help. It’s all about that hustle, baby!

In this second part of our conversation, Molly gives us the lowdown on the importance of networking, which can feel like climbing a mountain without gear. But fear not! She swears by 'The 20 Minute Networking Meeting' as a game-changer. This book lays out a killer framework for networking meetings that can turn those awkward coffee chats into productive conversations. And let’s face it, who wouldn’t want a plan to make those meetings feel less like pulling teeth? We also dive into the emotional aspect of job searching, like, how do you keep your chin up when rejection feels like it’s raining down?

By the time we wrap up, Molly shares her wisdom on embracing discomfort as part of the growth process and encourages listeners to keep pushing through the tough spots. It’s all about practicing that courage muscle! So if you’re feeling like a deer in headlights, tune in for some uplifting insights to guide you through the job market jungle.

Takeaways:

• Getting a job isn't just about being qualified; it's about being bold and taking risks.
• Networking can feel awkward, but it's essential; just reach out and start the convo.
• Building your networking muscle makes job hunting easier; practice makes it less scary, trust me!
• Don't just settle for any job; know what you want and ask the right questions.
• Resumes should show results; think about how your actions made a difference in your past roles.
• Self-care is crucial while job hunting; be kind to yourself and stay positive through the process.

Links for today's show:

• Molly's Linked In Page
• Molly's website
• Kent's Linked In Page
• Promoted Leader Playbook

**Music for this podcast comes from the song Needle & Thread and is provided with permission by Pert' Near Sandstone. Check them out on PertNeaerSandstone.com and on all major streaming platforms.**

*Editing by Fynn Gentle / www.fynngentle.com

The people that get the best jobs aren't always the most qualified.

They're the ones that are willing to take that extra little reach, little extra ask, you know, and do the things that do feel a little bit uncomfortable. And so I really encourage people who are in that spot just keep building that muscle.

And that's what also it does, is it builds that muscle of, I'm going to try something new. I'm going to take a little risk here. I'm going do this thing that feels a little uncomfortable.

Hi there and welcome to the Step Up Expert Voices for Leadership Growth. I'm your host, Kent Knieble. Every week I talk to experts who focus on helping leaders step up their leadership game.

If you're new to the show, then on whatever platform you're using, I encourage you to subscribe so you never miss an episode. One last thing.

As a leadership development consultant and executive coach, I have a particular interest in supporting recent internally promoted leaders.

If that's you or if you support a leader who has been recently promoted, I encourage you to visit my website at Kent Coach Playbook and download a free copy of my 90 day blueprint filled with practical advice for you or the leader you support in hitting the ground running and truly stepping up to their new leadership level. Without further ado, on with the show. Welcome back, everyone. This is gonna be part two of my conversation with Molly Conlon Peterson.

We were talking, I would say, kind of the first half of the challenge, so to speak, of being laid off. And I just wanted to continue this conversation. So this will probably be a shorter episode because go back to the previous.

I can't, given that I'm a little ahead on scheduling. I can't tell you what episode that is, but it's the one that dropped right before this one.

And I just want to pick up the conversation where we left off. Right. So we were talking about, you know, you've been laid off, you know, the need to kind of take a beat. We talked a little bit about resumes.

Maybe we'll get into that a little bit more. We talked a fair amount about networking, taking care of yourself through the process. So just wanted to kind of pick up where we left off.

And I would say, I'll just kick it right over to you, Molly. You know, where's your energy? Where do you want to pick up?

Well, I just, I had a thought and a resource that I just wanted to share about networking too, just to kick off, because I know that's where a lot of people's heads go is like, gosh, I got to start this networking process. So there is a book that I always recommend to people and I usually send it out to my clients. It's called the 20 Minute Networking Meeting.

My hands are way up in the air. That book is the tome for networking. It changed my life. Say more.

I agree. And here's the thing is, is how you do anything is how you do everything.

And so if you are setting up a networking meeting and you have it a clear agenda, you. I'm grateful. I have some questions. I'm going to make this a two way street. I'm going to wrap it up, I'm going to follow up.

You're showing them how you're going to be in work like it.

And it gives us a really beautiful structure of how do I, how do I do these meetings that feel really hard and I don't, I'm not sure, I've never done this before. And so I highly recommend that book. And it also gives you some structure on how to talk about yourself.

I think there's a bunch of additions of it now too, from when I think when I first read it it was just, it was the 20 minute networking meeting for, I think it was for executives or something like that. And it was the only one that existed.

And I, you know, I had to do, I wouldn't say tremendous mental gymnastics to apply it to, you know, a 30 year old me, but was recommended to me by a former HR person who worked at the, at the PDI in Korn Ferry where I was working. So I reached out to her because I knew she was a safe person. I was just like, how do I network? What is networking? I don't get it.

I feel like I'm asking people for a job and she's, and you know, she was like, read this book and then come back to me. And I felt like it was a huge unlock for me. But I know there's mult. I don't know which one, which ones.

I just tend to say read that or see what other editions exist because I feel like there's a few additions that are targeted to different career stages or maybe even professions at this point. I can't say I've exactly much recently though.

Yeah, exactly. I think that you, you know, look at the, there's a professional, there's an executive. Look at the one that fits you.

I think there's one for students as well. So, you know, take a look and just see which one fits for you.

You know, I think it's hard for people to network. You know, there is this, jokingly, I've always said, hey, if you want to be taken down a notch or two, start applying jobs, right?

Because nothing, nothing feels more personal than your applications for your jobs. You know, the jobs that you want. Your, your, it's, you know, this ultimate do you love me? Do you not? You know, am I going to be accepted?

Am I not like experience? And it's, it, it can suck at times. And so networking can feel like this tremendous putting yourself out there thing.

And I think one piece of advice that I tend to give to people is it's a nothing to lose gamble, really. Because today you have zero meetings on your calendar. And all you have to lose is.

And this is kind of also been, frankly, any entrepreneurs or salespeople out there listening. This has been my mentality about sales as well, which is you've got zero meetings on your calendar today.

Like, what do you have to lose by reaching out and just asking for someone's time? Like, hey, can. And it's even easier now with virtual. I think one of the things.

Let me, let me go Back to the 20 minute networking meeting, which was actually written in our own backyard, I believe is Martha Ballinger in our own backyard, who wrote that? Yeah, in the Twin Cities here. And I think back then, you know, the virtual wasn't as when I first read it. Virtual was not as prolific as it is now.

So the idea was like, how do you make it really easy and say, basically it's called the 20 Minute Networking Meeting, so that, you know, think about it at the time, if you were working in a downtown area and you're talking to somebody else who's also probably in the downtown area, you're baking in five minutes of walk time on either end and promising this person that you're going to get them in and out of the meeting in 20 minutes that they can get back to work. Right. Even easier now with virtual face to face, always better, but virtual super easy now too.

What's the worst that will happen if you reach out is they say nothing, right or no.

Right.

In which case you still have zero meetings on your calendar.

But the gamble is just so much better on the other side of that, which is most people are going to say yes, and now you've got a meeting on your calendar.

Right.

And at the very least, at the very least with networking is you're getting repetitions in and talking about yourself.

And if nothing else, networking prepares you for interviewing better than almost anything can do, even mock interviewing, frankly, because you just get these repetitions in of having to kind of talk about yourself off the cuff. So I'll climb down off my soapbox.

Well, you're exactly right, Kent. I mean, I think you make so, so many great points. First of all, I mean that it's so much easier now because you can actually reach out on email.

You can reach out on LinkedIn, you can ask people to make it. You can look on LinkedIn and see who does this person know, and you can reach out to that person and say, hey, I'm.

I see that you're connected to this person and I want an introduction. Would you be willing. So it's, you can do all of that from the comfort of your own home.

And, you know, and then you can actually set up a zoom meeting and meet somebody for 20 minutes. You could do five of those a day. But the point is that if you don't, it feels scary, it feels uncomfortable to reach out and ask for help.

And this is that courage piece because if you, you know, in, in logically we can say, well, if you don't do it, you're not going to, you know, you're not gonna move forward yourself forward in the job search. And there's that emotional piece of. I just have to be, be normalized that this is gonna be a little. It would call it embrace the suck.

Yeah, it does suck to reach out and ask for help. It does feel uncomfortable. And when you get to the other side, the people that get the best jobs aren't always the most qualified.

They're the ones that are willing to take that extra little reach, little extra ask and, you know, and do the things that, that do feel a little bit uncomfortable. And so I really encourage people who are in that spot just keep building that muscle.

And that's what also it does, is it builds that muscle of, I'm going to try something new. I'm going to take a little risk here. I'm going to take, you know, do this thing that feels a little uncomfortable.

Yeah.

And start to.

It does get easier though, right? I think it's, it's. Nothing's more uncomfortable than the first message you send. Right. And then each one after gets, you know, a little easier, too.

It's. It's repetition. It's like going to the gym. It just gets easier. So what else? I know this is a big part of what you do.

So what else is kind of top of mind for you, for folks who, at this point, when this episode drops, at least the folks at Toronto, folks at Target and Amazon will Be about two weeks in. So what else is kind of top.

So I want to say this because I think this is one where when there's this scarcity mindset, when you feel like, oh gosh, there's not going to be enough jobs, I just have take a job. We talk a lot, you know, about this idea of the quick fix, you know, and, and I'm going to just say out loud, sometimes a quick fix is needed.

You know, like there are times I, I don't recommend that because I think that, you know, then you're ending up in the same spot again and you, you, and when people are in transition, it feels really unsettled and so they oftentimes do want to do that quick f fix.

And so what do you, what do you mean by quick fix? Taking something long.

It, like I just had a client, like, here's an example. She, she's nine interviews in and she's seen yellow flag, yellow flag, red flag, red flag. She's like, I should just take the job.

And I'm like, let's go back to what you said at the beginning about what you wanted for culture, what kind of person you wanted to work. You know, like, let's go back to those core values that you said were important.

And how do you ask the questions to make sure that this, this red, these little red flags and, and yellow flags are coming up. Make sure that, you know, you can feel good about moving forward.

And so she did and her intuition was correct that this was not going to be a good fit for her. And so when you're in that spot, like, I think she knew this, you know, like we, it's a two way street.

I, I feel like to make sure that when you are interviewing for jobs that you're asking those good questions so that you're not just taking something just to land that you're taking something. And she ended up landing in a really good spot. She landed in a great spot. But, but she was able to ask those questions there.

But I think sometimes when, when you're in that, that place of oh, I just need to land, you're not asking the right questions back because you don't want to know or you don't want, don't want to. So going back to that first part of like really getting clear about what's important to you.

So that, and I think that's also the piece that also employers want is why do you want to work for me? What, what's meaningful about that is so.

That is so hard in this when you're in this spot. Right, right. And, and I have feelings on both sides of that equation.

Maybe think about some of these questions like why do you want to work here?

Because frankly, I know you're looking for someone to say, because I've loved your company forever and I'm so bought into the mission and, but there's a part of me that's like, like have some humanity and maybe give me a break a little bit here on and questions like that, to be perfectly honest. But, and I get it in a normal time, you know, you're hoping that someone's done hours of research.

Right.

And yet let's go to the other side of the fence because I'm sure you've got advice for people there on and yet you should probably do some research and say why you're interested.

Right.

Well, I think the thing is, here's, here's what I would say about that is that you're trying to set yourself apart because there's so many people applying for roles, right. And there's so many people.

So how do you, we know that, you know, you take, you take somebody, their skill set, their very best self profile, you pair that with something that's meaningful, they're going to achieve at the highest levels. So people who are hiring now, they have a flood of people who can probably competently do that job.

So they're now not moving to just the competence piece. But there's that those intangible things, right? Is there a connection there? Did somebody make that introduction?

Does this person, like, are they really resonating with the work? Do they have a story to tell around why they want to do this?

So how do you set yourself apart from the other, you know, X number of applicants that to our point earlier, if you're using AI, a lot of these resumes look a lot alike. And so it, I think that is, there's a few ways that you set yourself apart as an applicant and that can be one of them.

We mentioned AI last time, right. You know, we kind of talked about how well you probably should be using AI as a thought partner. Don't have it. Do the work. I always say that.

Don't Just spit out a new resume because you no longer know what it did, what it didn't do. And maybe it suddenly it got into an AI hallucination and said, you worked at NASA when you haven't.

But, but, you know, certainly ask it for recommendations. How can I tweak my resume best to match this job?

Now, the other thing I keep seeing people talking about people doing, and I'm seeing some of the videos out there suggesting that people do this is like, you know, like, like tape your phone to the middle of your monitor and use one of these AIs that can listen in and give you your answers. Don't do that. Right. Like, I've.

And I was just at a SHRM conference the other week, and I don't remember what company, but it was like a head of recruiting who was saying, like, it is our policy that if we feel like you are using AI in the interview and there's telltale signs it takes you longer to, you know, suddenly it's taking you a little bit longer to think they can see your eyes scanning what you're reading, and they will end the interview and cancel the application immediately. Now, you probably can use it to do some mock interviewing.

You probably can use an AI to be like, hey, what are some of the questions that might be asked? Do you have recommendations based on my resume?

Or depending on how you're using AI, you know, for how to answer, but do not use it mid interview as my, you know, I, I agree with you.

Yeah.

And, and that's, and that's the, the one place you have the opportunity to have that authentic connection and to have those stories, you know, we all have, you know, the star stories. I mean, that's still very relevant. You know, give me some examples.

Share, share some stories of when you've done these different things, you've solved problems or you've demonstrated leaders, you know, you.

Know, and then I know the Target folks out there are. From my memory, when I used to do a little consulting with Target, they were pretty well practiced in. They might even use the.

Was it like the Star or whatever, you know, interview protocol or something like that? Like, they're pretty good at that. But let me back up a step and say, what's your advice to people on cover letters? Right.

I think that was a, that was a big thing 15 years ago.

Yeah.

Is it still relevant? Do you recommend people do it?

I think that it's, it can be helpful. But if you're applying online, you know, oftentimes the COVID letter isn't even needed anymore. It's just easy. Sometimes it is and sometimes it's not.

You know, I think any time that you can set yourself apart, do it differently. Send a resume. I mean, like, I think we're in this spot right now. It's like, how do you get someone's attention?

The first step would be obviously if you can get an introduction. Everyone's applying online. You absolutely should apply online.

But you can also send a hard copy with a cover letter and that might get somebody's attention because nobody else is doing that. And so it's thinking about those creative ways of how do I set myself apart? How do I get someone's attention?

Sending a handwritten thank you note, sending those, those ways that people don't normally do. Sending somebody a book, somebody, you know, after an informational interview or, or something that's tangible.

I like what you said in our previous episode, which was if they said something relevant, this could both be for a hiring manager that you've talked to and you know, it's a three week process or even someone you're networking with.

If you're reading, you know, staying current and reading maybe articles that are in the space that you both coexist in is, hey, saw this, thought of you, just, you know, wasn't sure if you saw it, wanted to send it your way.

All right, I'm going to pepper you with some questions because I'm looking at our time again and I know it's going to be a little shorter than part one, but I, I asked you the COVID letter question and I'm like, oh, I have other little, like, let me throw these questions at you too. Sometimes on LinkedIn they say who the recruiter is. What's your thoughts on reaching out to that person and sending them a, a message?

What do you have to lose? I mean, that's, that, that's where I'm at is what do you have to lose?

You know, it's, it's, if you don't reach out, then you, you're in the same boat that you were when you started.

So I would highly recommend, you know, this is that those little moments of just do the reach out, do you know, you, you want to be persistent and, and not be a past, obviously. But there is nothing to lose. I don't know an opinion on that or not.

Here's what I'll add to that. If you've done the job and you know that you are 100% qualified for the job.

Yes.

Then go for it. Right?

But I have heard, right and There might be some danger in this current environment with so many people out of work that, you know, that they're getting, you know, they suddenly, their job gets posted and they suddenly get inundated with, you know, a couple hundred inmails.

Yeah.

So if you're, if you're going to reach out, I would say table stakes would be you're actually qualified for the job. It's not a stretch.

Right.

Or you've done the job. It's not a stretch. Bonus points if you know someone. Right.

You know, like there's multiple connection points for why they should pay attention to your message. I like the boldness, though. I like your boldness of.

Because it kind of goes back to even the boldness of networking, which is what you really have to lose. So I'll, I'll go with that.

I would also say if you don't want to get 200inmails as a recruiter, you probably shouldn't be tagged as the recruiter from the job posting. Right. I feel like it's kind. This is where, like, I feel like it's kind of asking for it because I'm pretty sure it's a toggle.

You have to click to have your name associated with the posting. So if you don't want inmails, maybe don't.

That's. That's a fair statement. I mean, I think recruiters are really struggling right now to sift through everything.

And so, I mean, I, My heart goes out to them because it's a, it's an impossible job just by looking at a bunch of resumes, how am I going to sort through? So I think they're like it. They need help, they need guidance. Like, who. Who should I be? Like, how do I even begin with this? Because I think just.

I was at a career conference and somebody said they had 30,000 applications for a job. Like, I think it's just, it's.

Who knows if it's just AI and it's easy apply, easy apply, easy apply, you know, and so how do these recruiters figure out who they even start with?

Yeah. Yeah. Well, yeah, and this is where it's like, you know, everybody who's applying for jobs hates the applicant tracking system.

But the reality is a human cannot read through.

You can't expect a human to read 30,000 resumes. You can't expect a human to read 100 resumes for an individual job opening.

Right.

How do you, as you think about helping people, prep for interviewing? You know, what's some of your, what are some of your thoughts? There's.

Yeah. Well, I mean, I think that those star stories are really, I think like 80% of the work is, is thinking it through ahead of time.

So you really do want to think about your stories. You want to think about how you want to message, how you talk about yourself.

You want to talk about, you know, what are your strengths and your, your weaknesses and be strategic about that related to the job.

But I think those star stories and having, even if they're not specifically asking for examples, integrating those and weaving them in, using having some numbers, things at the ready that share your accomplishment in tangible ways and. Oh, go ahead.

Oh, sorry. Because you were kind of talking about results, right. And it made me think about resumes, Right.

Because it was probably 10 or 15 years ago now when the advice kind of started to turn from just having your resumes list out your job titles and job duties to starting to say, what are the results? You know, what's a result? Focused resume as, you know, as someone in HR that has sometimes felt hard, right.

To think about, like, well, geez, what are the results?

Because it's really, you know, it's really easy to think about a salesperson or somebody who has a P and L, who's managing a P and L to talk about results, right? There's, there's hard financial metrics that those folks can use.

But I know when it, when it came to hr and then the counseling that I've given other people is like, well, think about timelines, think about numbers. Like how, you know, how long did it take you to get a project from, you know, idea to launch? How many people did you manage through that process?

How many people did a program you did touch? Did those programs win any internal or external awards? I'm trying to think of other, other thoughts on that, but I know that can be.

But those, those same result stories need to make their way into the interview too, right?

100%.

And being able to quantify it some way, it doesn't have to be like, like, to your point, a salesperson can say, I sold X percent, where somebody could say, hey, I accomplished this in a tighter timeline, or we impacted, you know, 50 people's you know, lives in this way or, you know, my leadership team. Team. We created a culture that was really like, it doesn't have to be all numbers either. It can be some of those softer things that are.

And especially if you're going for a job in hr, that's what they're going to be looking for. I mean, it's still reasonable. It doesn't have to always have a number. Numbers are really great if you can quantify it.

Have a couple numbers on your resume.

If you manage people. How is retention? Right, right.

Yeah.

You know, did you, did you have good retention? Did you have good process for hiring people? Right. Like, think about some of the things that you're, you know, proud of that as a.

A result, I'm, I'm watching our time. It's gonna be a shorter. Yeah, sorry, shorter episode than the last one. So.

But I want to get to at least one more, you know, Molly, one more hot button issue on your mind when it comes to, to either how you're doing, how you do career coaching, or just with where this sheer number of people might be at in the process right now.

Yeah. So let me think that through. I would just say making sure that, you know, I think everybody's going to.

For those bigger companies oftentimes and, and thinking about like, there can be smaller company, like there's a million smaller businesses that are out there and those may have one or two roles because everyone's often goes to those larger companies and floods those companies. So look for some of those hidden gems elsewhere.

I mean, I think most of us these days are probably going to LinkedIn. Where else do you recommend people go to look?

I mean, your network, Obviously, but network LinkedIn can be a really great place to.

You can do, I mean, people do this and, you know, to do this, but job titles or industries and see who comes up in your network and see who you're connected to.

And so use that as a jumping off point, not the like then take, take that extra step and reach out to that person and say, hey, I see that you're connected to this person. Would you be willing to make an introduction for me?

Or indeed. Or monster. Any of those still relevant in your experience?

You know, I mean, I think, I think you can look at all of it to find jobs, you know, but I think to the point we were just talking about to find a job and to just apply online is, Is maybe not the best use of time.

Sure, fair enough.

You know, find the job, then start to do a little research and digging to see who might be a connection there or how you might find somebody that's a connection there.

And then yes, you probably will apply online, but you want someone to walk the resume or make the call or do an email introduction or find that side, step in if at all possible.

Yeah. So on that note, right, because I think you're calling, I think, which is often the case when I'm talking about people who are in transition.

It all comes back to networking. As much as people may or may not want to hear that.

So I think maybe one other piece on networking is are there local, in particular local trade associations that you already belong to or you know, can join again? I was the most recent local society for HR management, you know, association.

I know that group has like a benefit, I guess I don't know how you'd want to call it, but like a program for, for people who have been recently laid off where they will just get, they will give you a one year membership to start joining, to just join immediately. Right.

And I, I would say with the sheer number of layoffs happening, I would be, I mean I, I guess I couldn't say how other trades outside of, you know, how other job families outside of HR do things, but in the times I've gone to both that and, and the association for Talent Development Groups, there's always been some kind of conversation at the beginning of those, either those monthly calls or meetings or the, the larger day long things around like you know, even having people, you know, if you're on the job market, raise your hand. Right.

And those, you know, those of you who are, whose hands are down, look around and you know, these are people we, you know, they do encourage that live networking, especially with people who are displaced.

Right.

So I know it might not be the easiest thing to think about around like do I want, is this what I really want to spend a few hundred dollars on right now when I don't know where my next paycheck's coming? But I would say it's probably worth, worth the gamble, right.

And even ask like, hey, do you have a program for people who've been recently laid off to join? You never know.

And that's another way that you usually can bring a guest to some of those. So not laid off. If there's somebody in your network that's laid out, bring them as a guest.

But I agree professional associations can be tremendously helpful and that's where you can start to build those relationships. And, and I think that's what we're talking about. How do you build more relationships or deepen those relationships that are existing.

So it's not about I'm asking you for a job, but we're getting to know each other and I can add value, maybe, maybe that.

Let's, let's add that as homework. Right. To those of you who are networking out there, Right.

Ask if you don't know who the, what, what trade associations are out there in your space, ask the people that you're talking to, hey, what are the other, you know, because I can sit and rattle off some from my own background and experience, but you know, ask the people that you're not working with. Right.

I agree. I think that's really great.

So yeah, I, I, I think that sums it up that we're talking about the heart of this is human connection and building those connections.

And that is the, the doorway in and having the courage to put yourself out there and knowing that sometimes it's not going to work out and getting back out there and, and having somebody to support you. Find, find your people.

Love it. What's one last piece of advice that you have for our listeners of episode two?

You know, I think just being really, there's this idea that if we're harder on ourselves, we're going to do better. And that is actually not the case. The research bears, does not bear that out.

The research bears out when you are kinder and soft to your, to yourself. You give yourself a soft place to land and you have people around you because this is hard work.

This is going to require, you know, it's an emotional roller coaster in some cases. And so just to be really kind to yourself.

And then I think, you know, just to take really good care of yourself, just emotionally, physically, get out there and exercise. You need a place to process.

You know, do, do whatever you can to just stay, you know, active, mentally, spiritually engaged in your life and all of those other ways.

Because at the end of the day, the, the more positive emotions you can experience in your life, we know this, the more possibilities you can see, the more you're going to show up for those people when you are connecting in a, in a better way that that's going to make them want to hire you. So by taking really good care of yourself, you show up as a brighter light and that's who people grab want to bring in.

Love it. All right? I know you need to run. So for those people out there who want a little more Molly Conlin Peterson in their lives, how can they find you?

You know, what, what would you encourage them to go look for.

So my website is is www.thedearingventure.com and right now I am offering free 30 minute sessions to anyone who just needs a boost, needs a little advice, needs a little soft place to land. If it, we can continue that.

If you want to sign up for coaching, but if you also just are feeling stuck and you, gosh, I just don't know what to do here and I need somebody to talk to. I am here and I'm offering that up right now. And you can just get on my website and sign up for a 30 minute session.

So that's right on the website.

That's right on the website.

All right, well, take her up on it. Molly, thank you for going a little long and ending up doing an ad hoc two part episode. Really appreciate it. Can't wait to have you on again.

My pleasure. Ken. Thank you so much. This was so lovely. It was really lovely to be here.

And thanks for supporting people in transition because that's what you're doing. Like you're changing lives with this podcast. It's really, really cool. Yeah, you're doing your work.

All right, bye.

Take care.

That brings us to the end of our episode. Thanks for listening. I'd encourage you to head on over to my website, Kent Coach, and start a conversation with me there.

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