Laurie McGraw is speaking with Inspiring Woman Tiffany Gamblin, Director of HR Business Services at Paycom.
Tiffany shares her journey into HR, initially considering a career in veterinary medicine but pivoting into HR under the guidance of her mother-in-law. She describes her role at Paycom overseeing HR business partners, employee relations, compliance, and more. Tiffany emphasizes the importance of a culture of support and development, aiming to create a workplace where employees thrive.
Regarding leadership, Tiffany reflects on her transition from benefits into management, driven by her passion for developing people and fostering a positive work environment. She credits her mentorship under Paycom’s Chief HR Officer, Jennifer Kaszewski, for shaping her leadership style and aspirations within the organization.
Looking ahead, Tiffany discusses the future of work, particularly the integration of AI in HR practices and the importance of balancing technological advancements with human interaction. “AI plus HI equals ROI” (the HI being human intelligence). She advocates for understanding employees’ diverse needs across different generations and maintaining clarity in organizational values, especially concerning remote work policies.
Throughout the interview, Tiffany emphasizes the significance of authenticity, courage, and adaptability in leadership, encouraging HR professionals to ground themselves in their core values and build supportive networks within their organizations.
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I also feel like just continuing to learn.
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You know, this Ai thing is is so
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interesting to me. Yeah. And, you know, I'm
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sure actually has a new certification that they
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just introduced at conference it's that's around Ai
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for Hr professionals, and I can't wait to
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go back and plead my case to go
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through that certification and just continuing to learn
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and grow. And then, of course, develop the
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people that... Yep, you know, I have a
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responsibility to make sure that they've got those
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meaningful careers that they're able to continue to
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grow.
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This is inspiring women, and I'm speaking with
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Tiffany Ga today, and she is an Hr
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leader at Pay, and she is here in
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at Chicago at the She con Instance, so
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we're gonna be talking today a little bit
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about Tiffany leadership journey and what she does
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at Pay come in terms of taking care
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of her team members. For And then we're
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also gonna be talking about the future of
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what it means to be an hr a
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leader and some of the things that are
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going on in that organization. So Tiffany, thank
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you for being on inspiring women. I am
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thrilled to be here. Thank you for the
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invitation. You are welcome gone. Okay. You said
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you came in from open Oklahoma city, which
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I don't know my geography, but that was
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sort of... That was more than a drive
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in terms of more than a drive more
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than a drive than getting here. So, it
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is the Of the day. So we're a
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little bit punchy. It's been a long day
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for both of us. So why did you
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come to the S conference. What are you
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learning here today? Well, the Shrimp conferences end
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is kind of the event of the year
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in terms of Hr conference in the body
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of knowledge and the networking,
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you know, of course, our our organization also
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has a big
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display in the expo hall. So show up
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in a really big way. But it's a
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great opportunity to learn to continue to grow
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our skill set and I really feel like
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every time that I come to the to
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the annual conference, I walk away with things
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I can put into place. And your organization.
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So I I love that. Having action steps
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that you can immediately put put into place
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when you get back to the office Always
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really important for meeting great people. Of course,
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they always have wonderful
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venues and. And cities that they have the
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conference in so great food and just a
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a good time. Yep. Yep. And learning is
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everything. So let's talk about you, Tiffany. So,
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you know, here you are. You're a Hr
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professional. You've been an Hr professional and a
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leader for a decade now. And so maybe
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tell us a little bit about your job
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today and what Pay come does. Sure. So
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I am the director of Hr business services
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at Pay in
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encompasses a lot of things that kind of
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go under that umbrella. So I oversee our
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Hr business partner team, employee relations, the investigations,
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I also, lead our Hr compliance group, so
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that's in charge of all the things compliance
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or immigration. It's all of those things. Yes.
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In that group, and our pre employment group.
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So who all of these individuals that we're
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hiring for great jobs at Pay home that
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go through that process to get them in
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the door,
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And then I also oversee what we call
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our employee services group. And so 1 of
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the benefits that we offer at Pay home
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is a a release... Safe campus, so we
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have a a big passion for ensuring that
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people can come to workplace where they feel
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safe. We also have daily catered lunches. And
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so mind
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responsive for making sure that we've got a
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good variety of food options for our employees
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every day. So it's a lot of different
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things that kind of fall into that umbrella,
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but... And 1 of our, you know, kinda
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of tag lines, I always say if we
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had a family crest for my team, it
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would be happy to help.
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And and that's really who we try to
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be is just serving the employees and making
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sure that they're having a really great experience
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period. How many team members in Pay comment
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and tell me a little bit about the
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company and what it does for listeners. Yeah.
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Absolutely. So Pay is a global H c
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solution Okay. Organization. So we were 1 of
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the first that was fully online in terms
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of payroll.
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We have a wide suite of products that
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can support Hr professionals and businesses.
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Really in in everything they need from an
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employee life cycle. So from higher to retire.
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Mh. And, you know, our purpose is to
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simplify the lives of employees. Yep. And so
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the software that we provide, we work really
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hard to make sure that it's very easy
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to use, that it helps to ensure that
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processes are simple, that employees have access and
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can own their data, so we believe really
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heavily an employee usage strategy. Okay. So if
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there's something in the system that you as
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an employee can do yourself, we're gonna encourage
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you to do that. Yep. And the the
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software helps facilitate How large of a company
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is Pay. So how many team members are
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you dealing with across the company? Yeah. So,
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it's over 6500
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growing Yeah. And, we just recently this year
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have expanded internationally. So we'll bring payroll services
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now in Mexico and Ireland and the Uk.
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When you say you have a campus, how
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many people are in a 1 physical
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location. Is that a headquarters location? We do.
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We have 2 main campuses. So 1 in
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Oklahoma City, that house is about 35
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or so employees. And then we have a
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secondary kind of main location in Grapevine mine,
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Texas. Okay. And that 1 has about a
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thousand so and then we have sales offices
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in many states across the Us. And, of
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course, we support
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clients and prospects in all all 50 states.
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Okay. So, Tiffany, 1 of the largest issues
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that it seems for, you know, Hr professionals
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today is employee engagement. And, really, you know,
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we've seen just, you know, the changes in
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the work worse in terms of diversity of
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whether it's gen z or Jen, you know,
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you know, the baby boomers and just, you
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know, really, like different sides of course all
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kinds of n coin. You know, many any
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different sides. Absolutely. There's issues of culture. There's
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issues of who wants to come to the
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office or not. There's flexible work. There's hybrid
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work. So how are you navigating?
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You know, all of those variety of issues?
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And do you feel that you do have
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an engaged workforce, And if you do, what
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are your secrets?
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That's a great question. So so not to
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kinda toot our own horn, but I do
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feel like we have a great engaged. Workforce.
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In fact, we've won the gallo up,
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workplace, excellence award 2 years in a row.
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Congratulations. Thank you. And so that been a
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really intentional effort of showing up in a
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big way for our employees and providing the
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types of resources and support that allow them
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to really succeed in their whole life. Okay.
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So we're passionate at Pay about taking care
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of the whole person, not just the person
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that comes to work every day. Yep. And
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so that's 1 of the things that really
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has... Helped us to to move the needle
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from an engagement standpoint. Mh. And then we're
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constantly working to help our employees understand,
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what's expected of them at work? Their roles,
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responsibilities,
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expectations, what are their metrics? How are they
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measured? You know, what is success... Quite. Yep.
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And I think that is really critical. A
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key piece in helping employees to understand how
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their work is meaningful Yeah and helping the
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organization achieve its goals. Yeah. So if we
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can close the gaps there and help our
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employees to recognize
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how what they do every day moves the
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needle.
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You know, it drives that engagement and people
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believed. In the mission of the organization and
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what we're doing. Mh. So, you know, again,
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so, like, in that changing of, you know,
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what people ex speck out of work. I
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mean, it's just my view that, you know,
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people want to do a good job at
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work. And some people have, you know, that
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means something different to everybody, but it's it's
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less that people are just showing up for
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a paycheck. It's more that they wanna believe
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in something and that's sent that strikes me
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as something that is trending to be even
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true, the younger, the, you know, the part
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of the workforce. So what is some of
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the issues that you're grappling with or that
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you see and what solutions do you provide
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to sort of capture that meaningful experience experience
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for an employee. Well, I love I love
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what you said about believing in the work.
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That's 1 of our core values at Pay
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home is belief. So we work really hard
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to to live by those values that we
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have with our employees every day. But we
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actually have, I think
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5 or 6 different generations right now in
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our for workforce. Oh my goodness. We're all
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that. And and I know what side of
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the coin on ver.
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Carpet. And that's okay. So it's hard for
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us because there's not really a 1 size
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fits all approach. We have to. Appeal to
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our demographic and and find, you know, good
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solutions that will work for a variety of
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generations and speak to them. And so we
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do that through surveying our employees to understand
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what they really want what they're looking for.
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Mh. Our benefit plans that we offer being
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utilized. Mh. Do they speak to our employee
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population. Yep. I can give you an example,
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you know, we we had done a survey
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of, you know, things benefit off that our
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employees would like to see an overwhelmingly the
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number 1 response was pet insurance. Oh. And
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I would have never thought Pet would be
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the thing, and know, that was a pretty...
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That was a an easy win for us.
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Able to implement that type program. So I
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think we have a history of asking for
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that feedback and then doing what we can.
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You to implement. We heard you, these are
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the things that we're able to do based
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on your feedback. Of course, you can't do
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everything. Right? And so, but being transparent about
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what you can do that you're listening to
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the feedback, you hear it. Mh. And you
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wanna make sure that you can move forward
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in a in a positive way. Yeah. Tiffany,
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where, this podcast is being put on and
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sponsored by trans care, which is a 1
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place for health and care. And some of
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the things that trans
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that, you know, we think about is, you
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know, 1 of the largest issues facing,
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employees generally is the cost of health and
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care. And really wanting to get access to
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high quality,
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health care, but also at an affordable price.
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So... And we've seen this start to become
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literally an employment issue. You know, do I
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have the right benefits coverage bridge so that
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I can afford to take care of, you
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know, not just myself, but also my family.
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So when you talk about the whole the
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person,
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and you're thinking about that? What do you
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see as some of the issues that your
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team members are facing? And how do you
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go about solving for those? Sure. So I
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think some of the issues that our team
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members are facing, you know, is is probably
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not news to to anyone on the podcast
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or even to you. Of course, the... But
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people are feeling
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overwhelmed, burnt out. There's a lot going on
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in the world at work, a lot of
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stress,
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when we think about, you know, in... Inflation
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and just kind of the economic climate. You
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know, there's a lot going on for people.
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And so 1 of the things that became
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really apparent to us is making sure we
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offered
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services that support their will being in terms
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of mental health. Yes. And and off the
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shelf Ea,
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you know, call a number, hopefully, somebody helps...
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That's not cutting it in Right Right. So
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employers really have a responsibility to make sure
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that they're clearly
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communicating those benefits that are available. They're accessible.
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That, you know, at Pay home, we have
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well being advisors on site. Okay. So our
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employees if they're feeling stressed or they're needing
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you know, just support kind of navigating whether
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it's a work challenge or a home challenge.
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We have people there. They can just go
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and sit down and talk. To them? Yep.
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And here's what I'm, you know, struggling with.
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Do you have any ideas? And, you know,
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even if they need additional long term support
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to then the those well advisors are able
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to match them with therapists within, our health
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insurance network. Yep. And that are accepting new
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clients. And so they can help them kind
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of facilitate
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those those needs. And they also were a
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wealth of knowledge when it... When it comes
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to, you know, a financial wellness. When it
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comes to physical wellness. We have a gym
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on... We have different classes that we offer
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to our employees. So we really do try
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to look at all of those different angles
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that go into employee wellness. Yep. And then
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1 of the things that has been a
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cadillac for our company for quite a long
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time is we have a dollar health insurance
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option. Okay. And it's... What is that? It's
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a Ppo plan. It's a dollar of pay
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period, over employee only coverage.
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It has a great deductible. And so it's
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a really robust. Plans. So for employees, they
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have great affordable coverage. Okay. And they can
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take advantage of those preventative medicine needs of
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those you know, just just needing to take
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care of themselves. Yep. When it arises. Yep.
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Not have it be a financial burden,
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So we're we're really proud of those programs
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that we're able to. Yeah. Tiffany, you're hitting
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on some of the things that I think
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are, you know, critical in terms of the
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benefits space and just, like, affordability
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access. And then also, you know, just like
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options like mental health. I mean, you know,
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that that hasn't gone away in terms of
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a need,
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and, providing options that are available for team
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members. That's wonderful that you're thinking about that.
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Tiffany, I'd like to talk a little bit
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about you. If you don't mind. So, you
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know, here you are as a leader in
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the Hr space. Is that would you wanted
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to be when you grew up, so, like,
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you know, how did this come about, give
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us a little bit of your leadership journey.
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So honestly, for long time growing up. I
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I really wanted to be a veterinarian. Okay.
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And, you know, I love loved animals and,
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I actually went through a program in high
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school. I started working for a veterinarian. And
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I really
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was thankful for the opportunity to realize that
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is not the glamorous life. I thought it
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was Cats dogs. Were cutting it for you.
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And so very quickly. I was like oh,
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my goodness, this was my whole plan. What
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am I gonna do now? And
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my mother law's actually in human resources.
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And so she was the 1 who really
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encouraged me. You know, you should look into
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this. I think you would be really good
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at this. I think you have that type
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of personality and you care about people.
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And so I started to... I started to
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pursue that. And my first foray into Hr
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really was in benefits. U. And I just...
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Fell in love with it. Just just the
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way that that organizations could support and care
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for employees. And if you think as an
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as an Hr professional. You know, when when
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an employee has questions about benefits, it's usually
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because something has happened? Yeah. There's a a
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life event. And it's confusing. And these things
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are hard to navigate and is obviously an
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area of simplicity is everything. Yes. And and
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so you have this this really unique opportunity.
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There's an Hr professional to kinda meet them
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where they... Where they're at, help them understand
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and and make choices. Help them feel calm
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about what's going on in their life, and
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and that can then really start to build
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a relationship from the employee in the Hr
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department that will help down the line. Mh.
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They help with this benefit concern. I'm gonna
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talk to them about my manager issue or
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my, you know, workplace dynamic that I'm trying
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to to navigate through. And so
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I started heavy in in benefits, and I
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did that for probably the first, you know,
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7 to 10 years of my Hr career.
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And I I came to Pay home about
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9 years ago. Okay. And so have done
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the benefits there. I've I've moved into this
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current role and and just continue to to
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be excited about being exposed to more areas
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so you move into you start in benefits.
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So, you know you know, it's your mother
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law, who sort of says, like, hey, maybe
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this is for you. You try it out.
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You find out that you have. So a
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natural ability to do it well, when did
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leadership become part of what you are and
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what you decided, like, I'm good at this.
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I am now a leader. When did that
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become your part of your professional journey? So
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maybe like many of your listeners you know,
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it it wasn't something that I had kind
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of set out to say. I'm gonna lead
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people and that's what I wanna do. I
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had the opportunity about a year after coming
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take on to move into a manager role,
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and it was 1 of those kind of
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scary exciting things. Of, you know, okay. Well,
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Here we go. And let's see what we
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can do. And very quickly, I just realized
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how passionate I was about developing people and
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making sure that they had a great
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foundation from an Hr perspective. My goal is
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to create an environment where everybody wants to
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work with me until they're 70. Right?
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Retire and and go off into that day.
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Oh my goodness. Wow, Tiffany. You're almost fun.
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Okay. Okay. Okay. Happy to help.
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That's funny. You don't wanna... You just wanna
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retire.
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But but if they do go somewhere else
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that they have this really great foundation from
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an Hr perspective, and they can make I
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this impact wherever they go. Right? And they
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have these skills. And so I found that
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I really enjoyed that. I really enjoyed leading
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people and challenging them and coaching them,
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and and growing a team that could that
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could have success and seeing people kind of
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move up
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in the ranks in the organization. And even
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to to achieve things they didn't think they
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could achieve. Yep. Or to solve problems they
00:16:00
didn't think they could solve.
00:16:03
And it's been just just wonderful to have
00:16:05
that opportunity to do that. Mh. And to
00:16:09
continue to to move up in the organization
00:16:11
of and be able to make that impact.
00:16:13
So, Tiffany, as, you know, as an Hr
00:16:15
leader, and as somebody who is, you know,
00:16:17
gone through leading
00:16:19
tremendous number of people building a culture that
00:16:22
is award winning you know, for the engagement
00:16:25
that you have, having led through a pandemic,
00:16:28
which had a tremendous amount of employee issues,
00:16:32
lots of complexity.
00:16:34
If you can now think about what you're
00:16:36
doing from a position of the future. What
00:16:39
does the future of work look like? What
00:16:42
are the things that are on your mind
00:16:44
today that you're planning for for the work
00:16:47
workforce of tomorrow.
00:16:48
So I I really think and it's been
00:16:50
a hot topic at the Stu conference already,
00:16:52
but just the impact of Ai
00:16:54
Way that we do our work and not
00:16:56
just from an Hr perspective, but really from
00:16:58
any any
00:17:00
employee perspective, any specialty perspective
00:17:03
1 of the big kinda key focuses is,
00:17:05
you know, Ai plus I. Your goals Roi.
00:17:08
Right? You you're kinda hearing that all over
00:17:10
the come have write that 1 down. Okay.
00:17:12
What's what's the I? It's the artificial intelligence
00:17:15
and human intelligence. Okay. Where you get the
00:17:18
returns on investment. You know? Of course. And
00:17:20
I love that because I do know sometimes
00:17:22
there's this concern at, you know, Hey. It's
00:17:24
gonna replace our jobs and it's never gonna
00:17:26
be robot. Sources. Right? It's there's always gonna
00:17:29
be a human element to that. And so
00:17:31
I think really
00:17:34
diving into that, really trying to understand that
00:17:37
especially from an Hr perspective of how we
00:17:39
can leverage
00:17:40
that technology to help us be more efficient
00:17:44
and more effective of Mh. Versus being kinda
00:17:47
stuck in the old ways of thinking and
00:17:48
this seems scary, and I don't really wanna
00:17:50
go here. That
00:17:52
it's a responsibility for every leader to understand
00:17:56
how that can help
00:17:57
support and enhance the organization. Mh. That they're
00:18:00
in. Mh. And so I think that's really
00:18:02
the future continuing to to navigate to the
00:18:05
employee wants and desires, I think finding a
00:18:07
balance there and making sure too that as
00:18:10
a as a company, you're kind firm your
00:18:12
belief. Understand your core values who you are.
00:18:15
You know, at Pay come we're we're a
00:18:17
on site organization. So we very much believe
00:18:20
that we're better when we're in the office
00:18:22
You together, we can collaborate. We can problem
00:18:24
solve. We can grow together,
00:18:26
and that was missing during the pandemic. Mh
00:18:29
You know, because people were so isolated.
00:18:32
But that... That's who we are. And that
00:18:33
doesn't work for everybody in that. No. It
00:18:35
it doesn't put that you... But that you're
00:18:37
clear about that and that you put that
00:18:39
as... Go departed your core values. And and
00:18:41
so no 1 is confused
00:18:43
About that. I think that, you know,
00:18:45
organizations are figuring out their ways. But the
00:18:47
sooner that they can get to that clarity
00:18:50
and putting those values forward in terms of
00:18:52
this is who we are, and you obviously
00:18:54
have the, you know,
00:18:56
recognition to back it up and and employee
00:18:59
surveys
00:19:00
to back up what you're doing. I think
00:19:02
that's tremendous. Tiffany, I wanna go back to
00:19:05
you as a leader, not just the great
00:19:06
work that you're doing at Pay comp. And
00:19:09
if you think about again, sort of this
00:19:11
leadership level that you are, you've already described
00:19:13
a bit about the workforce of the future.
00:19:16
What about leadership in terms of just the
00:19:18
leader that you are and what, you know,
00:19:20
you intend for yourself a professionally, You know,
00:19:23
in your role it's your job to advise
00:19:25
everybody, you know, all the thousands of team
00:19:27
members that you have? But how do you
00:19:29
think about it for yourself In terms of
00:19:31
do you still have,
00:19:33
leadership
00:19:34
aspirations that you are looking forward to in
00:19:36
the future And if so, would you mind
00:19:38
sharing some of those? Of course. Absolutely. So
00:19:40
I, of course, I I wanna continue to
00:19:42
provide a really positive impact on the organization.
00:19:45
I would love the chance to lead Pay
00:19:46
homes hr department today. We have a phenomenal,
00:19:50
a chief human resource officer, jennifer K, who...
00:19:53
I've worked under for the past 6 years
00:19:54
has been an amazing mentor taught me so
00:19:57
much. And so I always joke. She's got
00:19:59
about another 20 years before she retire. I
00:20:02
don't a lot to. She must be 50
00:20:04
then because it's, I guess, we're going to
00:20:06
a D comp just saying.
00:20:09
And so, I would I would love the
00:20:11
opportunity to lead the depart... To lead the
00:20:12
department if that's what's right. For the company
00:20:14
and right for the employee population. But I
00:20:17
also feel like just continuing to learn. You
00:20:19
know, this Ai thing is is so interesting
00:20:21
to me. Yes. And, you know, I'm Sure
00:20:24
actually has a new certification that they just
00:20:26
introduced at this conference. It's that's around Ai
00:20:28
for Hr professionals, and I can't wait to
00:20:30
go back and plead my case to go
00:20:32
through that certification and just continuing to learn
00:20:34
and grow. And then, of course, develop the
00:20:37
people. But Yep. You know, I have a
00:20:38
responsibility to make sure that they've got those
00:20:41
meaningful careers that they're able to continue to
00:20:43
grow
00:20:44
You know, so for me, it's it's being
00:20:46
able to do the work that I love
00:20:48
with the people that I get to work
00:20:49
with every day. I'm very lucky to have
00:20:52
really good of both of those. It's also
00:20:54
interesting, and I think quite quite exceptional speaks
00:20:57
to, you know, who you are that, not
00:20:59
only you thinking about developing employees, but it's
00:21:01
important to you professionally.
00:21:03
To be continuously learning and taking on new
00:21:06
innovation and making sure that's part of your
00:21:08
With Ai, you know, and that, and I'm
00:21:10
sure there's a lot of Roi. I learned.
00:21:12
I
00:21:13
I took a note on that 1. Tiffany,
00:21:15
as we close out on inspiring women, 1
00:21:17
of the things that's always important to me
00:21:19
is to just share learnings
00:21:21
that maybe you had as you in your
00:21:24
10 years of leadership, in the Hr space,
00:21:28
lessons that you might give to others. Not
00:21:30
everyone has to go through the same sort
00:21:32
of, like difficult journeys to be at the
00:21:34
level of leadership that you currently are. What
00:21:37
what advice would you give to others so
00:21:39
that people can get there faster,
00:21:42
and also be, you know, like, another Tiffany,
00:21:45
you know, in Hr. Not you not used
00:21:48
specifically. Yeah. I think
00:21:50
and I know I've talked about it a
00:21:51
lot today, but I think the core values
00:21:53
thing is really important knowing who you are
00:21:55
as a person and what's important to you
00:21:57
because it's gonna allow you to show up
00:21:59
really authentically no matter what interaction you're in.
00:22:02
And so 1 of mine is is really
00:22:05
making sure that people feel like I care
00:22:07
about them. Whatever's is going on, I wanna
00:22:09
make sure that you feel like I care
00:22:10
about you And even if that's an employee
00:22:12
coming and and they have, you know, they're
00:22:15
complaining about something that they don't like. Maybe
00:22:16
it's the lunch that we have that day.
00:22:18
Right?
00:22:19
And just really in that moment, even though
00:22:21
that could be frustrating, even though I feel
00:22:23
like I've got a thousand other things to
00:22:24
do, that's the most important thing right. In
00:22:26
that moment is to listen to that employee,
00:22:28
make sure that they feel cared for. So
00:22:30
that will help. It will help women show
00:22:33
up in their authentic way if they are
00:22:36
really grounded in what those core values are.
00:22:38
And then I think just being courageous and
00:22:40
find being adaptable and how you bring that
00:22:43
forward. You know, knowing your audience and your
00:22:45
decision makers and and finding the moment, whether
00:22:49
that's 1 on 1 or whether that's in
00:22:50
a group. Champion
00:22:52
each other. It's okay. To build a network
00:22:54
of strong women in the organization to say,
00:22:57
what do you think about this idea do
00:22:58
you like that idea great. It would really
00:22:59
be helpful for me if in this meeting,
00:23:02
You could say, hey. That's a great idea
00:23:03
and what about this. Right? Can you just
00:23:05
to talk on that Yeah. And you okay
00:23:07
tell us about 1 of those moments where
00:23:08
you act actually did that and made that
00:23:10
happen for yourself. Oh, absolutely. So and I'm
00:23:14
I'm not
00:23:15
ashamed of it because I think that the
00:23:16
more we can build each other up and
00:23:18
kind of have that network the better. But
00:23:21
I absolutely have gone into. I I can
00:23:23
actually give you an example that's a little
00:23:24
bit different, But I was I was in
00:23:27
a meeting and
00:23:28
that you know, with with our, previous head
00:23:31
of Hr and our head of legal and
00:23:32
another Hr manager,
00:23:34
and I was the only female in the
00:23:36
room. Mh. And so we were kind of
00:23:38
don't remember the problem we were trying to
00:23:39
solve. But I have I have a lot
00:23:41
of ideas. I'm an idea person. What about
00:23:43
this? What about this? And they're not all
00:23:44
good. Believe Know, but I I had brought
00:23:46
forward an idea, and it kinda got shot
00:23:48
down right away. That's not gonna work. And
00:23:49
so then we kinda went around and and
00:23:51
we were talking and, you know, probably about
00:23:52
30 more minutes. And then the other Hr
00:23:54
manager was like, what if we did this?
00:23:56
And it was the same idea that I
00:23:57
have the beginning in the conversation. And
00:24:01
lord. But it was... It really had a
00:24:03
great outcome because our our head of legal
00:24:05
turned around and was like you know what?
00:24:07
That is a great idea. And Tiffany had
00:24:08
that idea. The beauty beginning of this conversation
00:24:10
excellent. I'm gonna go with that. And so,
00:24:12
you know, this is someone who's a male
00:24:14
but a huge ally. That You know, and
00:24:16
I think it's important to to find those,
00:24:18
but I absolutely have gone into and kinda
00:24:21
strategize,
00:24:22
hey, this... What do we wanna get out
00:24:23
of this meeting? Like, this is the bad
00:24:25
outcome that we're looking for. Okay. If I
00:24:27
bring up this point and you bring up
00:24:28
this point, and then we kind of support
00:24:30
each other, hopefully, we can be successful and
00:24:33
move the needle in the right direction. And
00:24:35
I think the other piece is just asking
00:24:36
for feedback and being open to that. Because
00:24:39
as women sometimes you can get tough feedback
00:24:42
that's really hard to hear.
00:24:44
And sometimes it's what you really needed to
00:24:46
hear. Yes. And so continuing to to offer
00:24:49
that up. But from a work relationship standpoint,
00:24:52
the more you're asking for feedback, the more
00:24:54
natural it becomes to give that feedback. Mh.
00:24:57
Right. So it starts to go both ways.
00:24:58
So that's a couple of of thoughts from
00:25:00
me on how to move the needle. But
00:25:02
they're fantastic thoughts, and I really pre appreciate
00:25:04
you sharing that personal story
00:25:06
with us. So this has been an excellent
00:25:08
inspiring women conversation. I have been speaking with
00:25:11
Tiffany from Pay come and Tiffany. Thank you
00:25:13
so very much. Absolutely. Thank you. This has
00:25:16
been an episode of inspiring women with Lori
00:25:19
Mcgraw. Please subscribe rate and review. We are
00:25:22
produced at executive podcast solutions.
00:25:25
More episodes can be found on inspiring women
00:25:28
dot show.
00:25:29
I am Lori Mcgraw, and thank you for
00:25:32
listening.