108: (Video) EdTech Evolution - Chelsea Averitt on Navigating Remote Roles & Overcoming Imposter Syndrome

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Chelsea Averitt, founder of SKIP, a job board for remote roles in education technology, discussed the current state of the EdTech job market. She highlighted the top three remote roles that educators are transitioning into customer success, program management, and instructional design. Averitt also emphasized the importance of salary transparency and the need for educators to identify and leverage their skills when transitioning into these roles. She noted that educators often undersell themselves and experience imposter syndrome, which can be overcome by recognizing their skills and experience. Averitt also mentioned that she is revamping her courses to help educators identify their skills and tailor their resumes for specific job titles.

Thanks for tuning in! 🎧

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I do have a clap, OK, we we're
definitely live and I do have a

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little clap there.
They gave you a little sound

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board, which is kind of cool.
So I don't know if you can hear

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that.
Hi everyone.

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We are live and we are so
excited because tonight we are

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talking about jobs and we have
Chelsea Avery with us.

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Who is I?
I just call you a job curator

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extraordinaire, because that's
what you do.

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And you run Skip Jobs, which I
found about.

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I think it's been over a year
now and we chatted and we're

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excited to get into it.
Oh, the clapping's funny.

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I got will not have to figure
out how to figure out how to

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stop it.
Yeah, absolutely.

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So, Chelsea, why don't you just
tell us a little bit about

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yourself, what you do with Skip?
And then obviously, I have tons

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of questions to ask you and we
want to save some time at the

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end for the audience as well.
Excellent.

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Well, thank you so much for
having me.

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I always enjoyed chatting with
you and I am really thrilled to

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be here and to have so many
people listening on to be

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excited about what the current
state of the Ed tech job market

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is.
So I'm Chelsea, and I love the

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job title of job curator
extraordinaire.

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So I'm not going to try to tap
that.

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And I may even change my
LinkedIn to say that because

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it's a perfect way of describing
what I love to do with Skip,

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which is share jobs and share
jobs that are meaningful.

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They do really cool things where
we're actually helping students

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transform their lives or
educators transform their

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teaching practices.
And they're going to pay well

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and give you work life balance.
So that sense of not just

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finding jobs, but finding
really, really great jobs, the

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curation part, something I love.
So yeah, yeah, I just.

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And I love the fact that you do.
You do.

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I know you're going to talk
about this.

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You do this with the, you know,
a salary in mind.

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And salary transparency is very
big to people nowadays, and

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there's a lot of laws and things
surrounding that in certain

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states.
So I'm glad that you have a site

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that does all that.
And I've watched your site,

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like, evolve from just posting
jobs and now there's categories

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and now there's coaching and all
these different things that

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you're doing.
And I know we have a lot of

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educators or transition teachers
that are in the audience,

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especially they listen to the
podcast, they've listened.

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Your episode is one of the top
episodes of our show.

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So what are the top three if you
had to pick the top three remote

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roles that educators are
transitioning into that offer

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that salary minimum, if you want
to talk about that?

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Right.
Definitely so.

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I may not be able to keep it
quite to three, but I think

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there are some major, major
categories.

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Customer success continues to be
the top job skip that I see

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people moving into or Edskip,
that's my new, my new branding

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is Edskip.
So customer success, I'm seeing

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it really consistently.
It's a great fit for educators,

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whether they're working directly
with teachers or working more

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with admin to create
programming.

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It's a really good fit.
I've also seen a lot of

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instructional design, that's of
course your field instructional

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design is.
It does require that additional

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upskilling, but it's something
that teachers do really well and

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they enjoy that creative aspect
in continuing to develop

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curriculum and.
What I'm seeing really as an

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interesting pattern is that the
jobs are remaining pretty steady

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and consistent throughout the
couple of years I've been doing

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this.
I'm still seeing sales.

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Initially, sales.
Was this like meant to be an

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entry level into Edtech?
And now I think people are

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really saying, wait a second, I
think I would enjoy sales or I

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wouldn't enjoy sales.
So it's still very popular.

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But one of the things that I'm
really seeing now is people

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interested in program management
and program management, I mean

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educators or program managers.
That is literally what we do is

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we develop programming for our
students and so really being

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able to recognize that that is
what we do and then apply for

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those jobs confidently.
That's the big trend that I'm

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seeing and I'm definitely seeing
people move into that, both

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people I'm working with
individually in coaching and in

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my larger LinkedIn audience.
So yeah, Training, training.

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I can't.
Not say training, that one's

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also important.
So I mean there's so many great

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options, There's so many skills
they transfer so well that I

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can't narrow it down to three.
But customer success, program

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management, instructional
design, let's call it learning

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and development.
So it's instructional design

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training.
There you go.

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So yeah, program management is
definitely a huge part of L&D.

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And you know, as an
instructional designer, I

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especially working in higher
education, like I just thought

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we were just creating courses
and that is not the case.

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That's totally not the case.
And you know that you said

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because you said of that
upskilling of instructional

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designers and what we have to
do.

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But I love the fact that you're
the jobs that you're posting are

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really a wide variety and you
post jobs from companies with

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with a mission that you're
you're aligned with, that skips

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aligned with.
And it's just so like it's

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nonprofit.
It's companies we've heard of

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maybe in the vendor space, but
it's it's a wide array.

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And I just.
I just love that that's what you

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do.
Yeah, I love it too because

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they're, I mean, everyday I find
a new company and I'm like

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there's somebody working on
solving that problem for our

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communities and our schools.
And it's really nice because we

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just don't have the capacity to
solve everything in our own

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communities and having resources
that we can pull in,

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particularly in area, I live in
a rural area, so our resources

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are limited.
So it's really great to have

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this expansion available.
Absolutely, absolutely.

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And gosh and it's sometimes it's
so hard to kind of you know when

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you're thinking about jobs and
I'm going to, I'm going to kind

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of join in kind of kind of
combine some questions and maybe

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go off script because you know
once my mind starts going then

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it doesn't stop.
So one of the things that I

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really want to know for
educators like the tools and

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resources why you provide the
job listings and you work with

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these companies to get the jobs
on your site.

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So what are some of the tools
and resources that you provide

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that can specifically aid, you
know, educators who are looking

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to transition into these fields
that you just mentioned and

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beyond, because obviously
there's more than just those few

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that you mentioned.
Right, so there's the job board

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that I do.
I've also recently restarted my

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newsletter.
I let it let it fall, fall by

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the wayside.
But one of the things I loved

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about doing the newsletter you
did, I didn't, I didn't even

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notice.
I still get the the stuff, you

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know, You know that's funny as a
you say you you think you're

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letting stuff fall by the
wayside.

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But I'm like, Oh my gosh,
Chelsea is just on top of this.

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She's sending another
newsletter.

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There's more information.
It didn't fall by the wayside.

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It still exists.
Go sign up for it.

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Yes, it does exist.
And one of the things that I've

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always loved doing is doing
these like deep dives into a

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particular field.
So I did student success, which

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is basically like the
implementation role of customer

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success.
I did that last month and this

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month I'm diving into program
management and I'm really able

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to say what are these questions
I'm getting in my audience.

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How can I answer them for
everyone and not just for the

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person I'm talking to at the
moment?

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Because these are questions I
get all the time in one-on-one.

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So I restarted the newsletter
doing the deep dives, and that's

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exciting.
But part of what I'm doing in

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the newsletter is also I'm doing
skills analysis.

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So I've launched this tool where
I'm asking questions and they're

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based on all these job
descriptions I have.

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I mean literally of hundreds of
bullet points from companies.

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And I have hundreds of bullet
points from educators.

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And I'm saying how do these
align?

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Because that's what I've always
done really well when I do the

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coaching, as I'm able to say,
oh, you've got those three

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tasks, they fall into this
bucket, It's implementation or

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it's training what have you.
And so now what I'm doing is

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actually starting to say, can I
automate that process?

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Can I ask questions that will
help people discover this for

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themselves so that they can
quickly?

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Answer a few questions and
really identify this is what I

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need in my resume.
This is what I need to take out

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of my resume.
And then long term, I'm really

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hoping to be able to add this is
how I can indicate

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accomplishments and metrics so
that what you're really doing is

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getting something that's very
tailored and customized to

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people in our field moving into
the kinds of jobs that are

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typical.
And so the skills analysis is.

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That's it's a coming up is a new
product launch.

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Once I really get my question
made going, I'm going to be

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implementing that as part of a
coaching product.

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So instead of having to do all
that work yourself, I'll have

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done the back end and you can
actually just.

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It's like TPT, but it's
accurate.

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Yes.
And we've talked about this

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before on the show.
This reminds me of a

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conversation we previously had
when you got to these other job

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sites and you're typing an
instructional designer and

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they're sending you something
like, you know, graphic design

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or that's not even.
That's pretty close, but that's

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not what an instructional
designer is.

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Or if they're sending you
something like, Oh my gosh, I

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don't know, like I have to save
some of the funny ones so I can

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share them with you like Masonry
or something.

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I don't know how, like the the
algorithms like think I want to

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be like a data entry specialist
or or something along those

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lines.
It's just so crazy to me.

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So it sounds like the product
that you're developing and

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that's about to come out is
something that's really

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personalized and really is going
to know what you need and find

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that niche.
Like, that's one of the things I

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tell people when we have these
conversations is find your niche

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where you want to be, what the
program management, project

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management, structural design,
where, where, where do you want

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to be?
Yes, definitely.

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And that's, that's the piece
where I'm still working on the

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product development that's
trying to figure out.

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There's so many different
avenues you can use this

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information for.
You can use it to tailor a job

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description or tailor your
resume for a particular job

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description to figure out career
clarity in the 1st place or to

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create that sort of master
resume so you don't have to do

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as much work.
So there's a lot of

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opportunities there.
And I'd love to enter, I love

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your point about the job boards
because if I can integrate that

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into the job board, then yes,
you could have personalized job,

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personalized job posts that came
to you.

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Because yes, the ones that stand
out to me is you Google customer

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success.
Well, we throw in a LinkedIn,

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you Google customer success on
LinkedIn and you get product

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manager jobs.
And I'm like those are two very

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different.
Skills that are required for

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that.
One of them is, is something

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that educators can do, and the
other is something that you need

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like three to five years of
product experience to do.

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And it's really frustrating that
they lump them together.

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But that's that's what happens
when you're using these big

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algorithms rather than curated
databases.

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You've got to start with
something that really has the

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right information from the
beginning.

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Absolutely.
So all of your jobs that you

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post on your site are remote
work, so working from home.

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And I want to know something
before I actually dive into this

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question.
Do you differentiate between

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working from home?
Because to some people working

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from home, you have to be in a
in a certain location like

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sometimes they'll list out like
a state and remote work.

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Remote to me means anywhere
working from home means you

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might have to be in a certain
location.

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Is that how you differentiate it
or am I way off faces there?

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I feel like that's something
I've definitely heard before.

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I'm not sure how many I've seen
people do work from home in

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parentheses, remote, and I'm
like.

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Are those different things?
Are not.

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It's confusing.
I saw your poll too about This

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is why I'm bringing this up,
because I saw that poll on

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LinkedIn.
I'm like, it got me thinking,

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Chelsea.
Like, what do we call it?

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I know there's no great, there's
no great term for it.

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I think of what I'm separating
out right now is remote jobs are

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jobs that are available anywhere
in the US and I do just stick

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with the US because once you go
into international hiring, there

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are a lot of complications and.
Big, big potential problems for

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compliance and things like that.
So I stick with remote is us

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00:12:33,330 --> 00:12:35,610
anywhere nationally.
So the jobs you see on the main

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page of the job board are all
going to be that and then I have

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a small page.
For, I think I renamed it

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location specific jobs.
Location specific remote jobs

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was what I came up with.
And the idea there is that some

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jobs want you to be in a
particular state because you're

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going to have to travel
frequently regionally.

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So you need to be in Georgia
because you're servicing clients

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who are in Georgia and maybe
across the line in Florida too.

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But some states also the hiring
laws are just so challenging.

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And the tax laws, if you've
ever.

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Lived in two states for
different parts of the year.

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You may have paid double taxes
like I did when I moved from

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Georgia to Wisconsin.
And the companies have that same

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00:13:17,280 --> 00:13:21,160
problem except that they can be
personally sued as well the the

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00:13:21,320 --> 00:13:25,160
HR managers.
So they can often really say,

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00:13:25,160 --> 00:13:28,320
wait a second, I need to make
sure that I'm comfortable with

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these state laws.
I can't do every all 50 states,

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but I have 10 state laws that
are similar.

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I can hire in those ten states.
So a lot of times it just

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depends on the capacity of a
hiring manager.

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And so I call this location
specific remote jobs.

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So sometimes that makes sense.
Sometimes they're not.

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So.
So for people like educators who

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are used to being in the
classroom every day and seeing

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their learners or seeing their
colleagues, how, what are some

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00:13:57,370 --> 00:14:01,130
of the challenges that they
might face when they get to a

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remote work study?
And it's like I see a lot of

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posts when people do transition
and it's like a relief, but then

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sometimes there is there are
those consequences to remote

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00:14:11,310 --> 00:14:12,830
work.
Like you don't get to interact

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with people every day in the
sense that you're in person and

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like the human thing is is
missing.

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So how do you think that what
where, how can they overcome

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these things?
What are the challenges and how

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00:14:25,270 --> 00:14:27,300
can they overcome them?
Right.

280
00:14:27,540 --> 00:14:30,260
I think with remote work you
have to be a lot more proactive

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00:14:30,260 --> 00:14:33,260
about building those
relationships and really saying

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00:14:33,500 --> 00:14:38,980
hey, can we chat or even having
like a particular reason to say,

283
00:14:39,420 --> 00:14:42,900
I'd love to know about this
project you're working on or I

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00:14:42,900 --> 00:14:45,620
think I might need to our
projects might align.

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00:14:45,620 --> 00:14:48,300
Can we kind of talk about
traditionally how these roles

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00:14:48,300 --> 00:14:50,500
have been connected to each
other or ways that we can

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00:14:50,500 --> 00:14:53,700
support each other more so
having like a really concrete

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00:14:53,780 --> 00:14:57,380
ask to say let's connect.
And doing that strategically

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00:14:57,380 --> 00:15:00,300
throughout the organization, so
making sure you're connecting

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00:15:00,300 --> 00:15:02,980
regularly with your supervisors,
making sure that you're

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00:15:02,980 --> 00:15:06,540
connecting regularly with these
teams that are sort of adjacent

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00:15:06,540 --> 00:15:10,300
to the work you do, and even
your own team, your own team,

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00:15:10,300 --> 00:15:12,380
you probably already have that
structure in place.

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00:15:12,740 --> 00:15:15,580
So really consciously thinking
about places where you don't

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00:15:15,580 --> 00:15:17,740
have it.
The New York Times just did.

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00:15:18,710 --> 00:15:22,870
A post on what we know about the
dangers of remote work and one

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00:15:22,870 --> 00:15:25,790
of the interesting things that
they said was that women in

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00:15:25,790 --> 00:15:30,030
general are finding it harder to
get feedback if they're This is

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00:15:30,030 --> 00:15:32,590
specifically about engineers,
but they were early career

300
00:15:33,430 --> 00:15:37,550
female engineers and because
there wasn't often.

301
00:15:37,860 --> 00:15:41,340
A really easy way to to ask
follow up questions they were

302
00:15:41,340 --> 00:15:44,580
falling behind and I think
that's something educators we

303
00:15:44,580 --> 00:15:46,660
don't really worry about as much
because we're used to working

304
00:15:46,660 --> 00:15:49,460
independently and figuring out
answers to questions.

305
00:15:49,940 --> 00:15:52,700
But I think it does really
highlight that need to make sure

306
00:15:52,700 --> 00:15:55,500
that what you are doing is
visible and making sure that the

307
00:15:55,500 --> 00:15:58,660
challenges that you're
overcoming are visible so that

308
00:15:58,900 --> 00:16:04,140
you know it's it's your your
work product is very much.

309
00:16:04,510 --> 00:16:07,830
Your accomplishments in your
mind, your metrics are very much

310
00:16:07,830 --> 00:16:11,510
in the mindsets of the people
who are not just.

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00:16:11,510 --> 00:16:13,790
They're making decisions about
phases, about promotions.

312
00:16:13,790 --> 00:16:16,230
So people who are really in
charge of your career, the

313
00:16:16,230 --> 00:16:19,950
people who they did hire you but
now you're really thinking about

314
00:16:20,190 --> 00:16:22,870
what are what are my, what's my
five year plan, How do I

315
00:16:22,870 --> 00:16:26,830
actually make sure that I am
going to be able to accomplish

316
00:16:26,830 --> 00:16:29,870
that and I'm not going to be in
the same job in five years

317
00:16:29,910 --> 00:16:33,490
unless I want to be.
Yeah, absolutely.

318
00:16:33,490 --> 00:16:36,490
And I would say too with remote
work like you're saying to make

319
00:16:36,490 --> 00:16:39,410
make it a purposeful to develop
those relationships.

320
00:16:39,410 --> 00:16:42,210
It might take a little bit
longer and I noticed that even

321
00:16:43,530 --> 00:16:46,770
how long have I been remote work
since COVID, So almost three

322
00:16:46,770 --> 00:16:48,810
years now.
It does take a little bit longer

323
00:16:48,810 --> 00:16:54,490
but one of the great things that
we do in in pharmacy and we we

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00:16:54,490 --> 00:16:57,570
meet quarterly so we have off
sites and things so that we can

325
00:16:57,570 --> 00:17:01,720
be with our teams and that
really rejuvenates us and that

326
00:17:01,720 --> 00:17:05,720
has really helped to develop you
know those relationships and

327
00:17:05,720 --> 00:17:08,040
that cohesion with the team.
I know not everybody has

328
00:17:08,040 --> 00:17:11,720
afforded that opportunity but I
would say if it's possible it's

329
00:17:11,880 --> 00:17:14,800
it's interesting because some
people with remote work you

330
00:17:14,800 --> 00:17:18,920
don't realize it like Oh my
gosh, like Nadia, my Co host.

331
00:17:19,280 --> 00:17:22,160
She lives in Columbia, SC, I'm
in Myrtle Beach.

332
00:17:22,400 --> 00:17:26,400
It's literally a 2 hour drive
and we we've never met each

333
00:17:26,400 --> 00:17:28,960
other in person but we're going
to because we live close to each

334
00:17:28,960 --> 00:17:33,510
other and just if you can and
you know like a Co worker go

335
00:17:33,510 --> 00:17:34,830
meet up with them at a coffee
shop.

336
00:17:34,830 --> 00:17:36,830
It's it's really it's really
fun.

337
00:17:38,310 --> 00:17:41,390
Somebody else lives in Myrtle
Beach that found me on LinkedIn

338
00:17:41,390 --> 00:17:43,590
and we go meet up at a coffee
shop.

339
00:17:43,670 --> 00:17:45,550
You know it's just it's just
crazy.

340
00:17:46,150 --> 00:17:48,670
So there are some things like
you're saying that we can do to

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00:17:48,670 --> 00:17:52,110
really kind of mitigate those
challenges with remote work and

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00:17:52,270 --> 00:17:55,790
make us feel less like we're
isolated and more like there we

343
00:17:55,790 --> 00:17:58,870
are a team and there there's
tons of different departments

344
00:17:58,870 --> 00:18:02,140
within you know larger
organizations that that we're

345
00:18:02,140 --> 00:18:03,820
working for.
Right.

346
00:18:04,140 --> 00:18:07,300
And I think that's also one
place where edtech is a little

347
00:18:07,300 --> 00:18:10,180
bit unique in the remote
environment is that so many of

348
00:18:10,180 --> 00:18:13,340
the edtech companies always been
remote first because their

349
00:18:13,340 --> 00:18:15,860
audiences are nationals, so
they're often going to need

350
00:18:15,860 --> 00:18:19,460
people who are in particular
locations, travel being one of

351
00:18:19,460 --> 00:18:21,580
them.
But also because you need people

352
00:18:21,580 --> 00:18:24,300
have expertise and well, what's
the difference between taxes

353
00:18:24,300 --> 00:18:26,740
standards and main standards or
just the culture of the school

354
00:18:26,740 --> 00:18:30,710
systems so?
Having that that remote first

355
00:18:30,710 --> 00:18:34,190
environment I think means that a
lot of these companies have

356
00:18:34,190 --> 00:18:37,430
these practices much more
standard than your your, your

357
00:18:37,430 --> 00:18:40,070
corporation that went remote
because of COVID and is now

358
00:18:40,350 --> 00:18:44,270
trying to figure out what to do.
Or are those CEOs who did you

359
00:18:44,270 --> 00:18:47,750
see that stat?
63% of CEOs believe that

360
00:18:47,750 --> 00:18:51,590
everyone will be back to remote
work five days a week in two

361
00:18:51,590 --> 00:18:54,430
years.
Why did they say that?

362
00:18:54,670 --> 00:18:56,270
No, I didn't see.
That they wanted?

363
00:18:56,950 --> 00:18:57,590
Yeah.
Well, it is.

364
00:18:58,760 --> 00:19:00,840
Well, I think there's that's
another place where that

365
00:19:00,840 --> 00:19:03,800
visibility, like what you're
actually doing becomes important

366
00:19:03,880 --> 00:19:07,280
is there's this fear that people
are just sitting home doing

367
00:19:07,280 --> 00:19:10,200
whatever they want instead of
actually doing the job.

368
00:19:10,200 --> 00:19:13,360
But being able to really say,
hey, here is what I'm doing,

369
00:19:13,880 --> 00:19:18,160
here's what I'm not doing, is
really important, I think, to

370
00:19:18,160 --> 00:19:21,200
make sure that companies, if
they're not accustomed to this

371
00:19:21,200 --> 00:19:24,240
remote work, that really these,
these bosses can feel

372
00:19:24,240 --> 00:19:26,520
comfortable.
But it's going to be existing.

373
00:19:26,520 --> 00:19:29,760
There's a lot of CEO pushback
and there's a lot of work.

374
00:19:30,600 --> 00:19:33,840
And so we're going to see a lot
of changes over the next few

375
00:19:33,840 --> 00:19:35,840
years.
And that hybrid one thing we

376
00:19:35,840 --> 00:19:39,080
aren't talking about is hybrid
workforces, which kind of that

377
00:19:39,120 --> 00:19:41,160
in person you're talking about
in the remote.

378
00:19:41,160 --> 00:19:46,040
We lose the ability to work
where we live, we have to uproot

379
00:19:46,040 --> 00:19:49,960
ourselves, but we do gain some
of that that benefit of actually

380
00:19:49,960 --> 00:19:51,440
having the in person
connections.

381
00:19:51,480 --> 00:19:53,720
So I think there's a lot to
figure out with it.

382
00:19:54,170 --> 00:19:57,210
But edtech companies are used to
figuring out because a lot of

383
00:19:57,210 --> 00:19:59,330
them, so many of them, were
remote first before the

384
00:19:59,330 --> 00:20:01,570
pandemic.
Absolutely.

385
00:20:01,570 --> 00:20:03,890
And I know a lot of my friends
who like worked in the the

386
00:20:03,890 --> 00:20:06,810
edtech industry like they were
remote, but they would travel

387
00:20:06,810 --> 00:20:08,610
quite a bit.
You know, especially if they

388
00:20:08,610 --> 00:20:10,610
were in sales and they were
doing some sort of training

389
00:20:10,610 --> 00:20:13,290
activities, they would, they
would have to travel and that's

390
00:20:13,290 --> 00:20:17,610
still the case.
But you know at Amazon, I'm

391
00:20:17,610 --> 00:20:19,170
going to speak a little bit
about Amazon.

392
00:20:19,210 --> 00:20:22,170
The the RTO because it's been
across the news is to return the

393
00:20:22,170 --> 00:20:26,370
office and you know, having to
go in three days a week, I I

394
00:20:26,370 --> 00:20:30,930
mean it's good, but not
everybody can do it like because

395
00:20:31,090 --> 00:20:34,410
I'm in a virtual location in
South Carolina, but there's no

396
00:20:34,410 --> 00:20:37,130
close office as closest as
probably Charleston, but it's

397
00:20:37,130 --> 00:20:39,530
not even like related to
pharmacy and none of my

398
00:20:39,530 --> 00:20:41,850
teammates are there like we're
all over the United States.

399
00:20:42,130 --> 00:20:46,430
So you have to be very like, you
know, tactful about how you're

400
00:20:46,430 --> 00:20:50,390
deciding to do this.
And you know, I'm, I'm fortunate

401
00:20:50,390 --> 00:20:52,830
enough that we get to meet
quarterly, but I know there's a

402
00:20:52,830 --> 00:20:56,150
lot of people who are just like,
you know, I can't afford to

403
00:20:56,470 --> 00:21:00,070
drive 2 hours one way to go into
an office three days a week.

404
00:21:00,070 --> 00:21:04,510
It's just too much so.
Yeah, and it's there's not

405
00:21:04,510 --> 00:21:06,830
enough of the benefit.
I was talking to someone just

406
00:21:06,830 --> 00:21:08,710
the other day.
They're they're applying.

407
00:21:08,710 --> 00:21:10,830
It's a local main company in
Portland.

408
00:21:11,330 --> 00:21:13,330
Are a nonprofit, and they're
looking for a development

409
00:21:13,330 --> 00:21:14,810
tractor.
They've been looking for five

410
00:21:14,810 --> 00:21:16,690
months.
And they're like, this can all

411
00:21:16,690 --> 00:21:19,290
be done remotely, except they
occasionally need to come in the

412
00:21:19,290 --> 00:21:21,650
office.
And I'm like, how do you have

413
00:21:21,650 --> 00:21:23,650
that worded?
And he's like, oh, occasionally

414
00:21:23,650 --> 00:21:24,650
you need to come into the
office.

415
00:21:24,890 --> 00:21:27,290
And I'm like, you know, if you
set that up with like you have

416
00:21:27,290 --> 00:21:30,130
to come to the office once a
month or once a quarter, you're

417
00:21:30,130 --> 00:21:33,610
going to get a lot more takers
for that job because yes,

418
00:21:33,690 --> 00:21:36,690
there's exactly.
Something that's practical and

419
00:21:36,690 --> 00:21:40,020
there's something that is just.
Too open-ended to really make be

420
00:21:40,020 --> 00:21:42,860
able to make decisions about
your life and the kind of work

421
00:21:42,900 --> 00:21:45,740
balance you want to have?
Yeah, I was just going to say

422
00:21:45,740 --> 00:21:48,780
that the work life balance with
remote work is so much better

423
00:21:49,100 --> 00:21:51,860
than it was when I had to go in
the office every single day.

424
00:21:51,860 --> 00:21:54,620
I felt really rushed on the
weekends and sometimes I still

425
00:21:54,620 --> 00:21:58,340
do, depending upon the workload
of do getting done, Adult

426
00:21:58,340 --> 00:22:01,300
responsibilities, and I know
educators and people who are

427
00:22:01,300 --> 00:22:03,260
transitioning roles can
definitely relate to this.

428
00:22:03,260 --> 00:22:07,410
Going from in person to remote,
you're like, oh, I have time to

429
00:22:07,410 --> 00:22:11,130
go throw a load of laundry lane
and or I can go clean the

430
00:22:11,130 --> 00:22:13,410
kitchen.
You know it's like take a little

431
00:22:13,410 --> 00:22:15,090
mental health figure, go walk
around the block.

432
00:22:15,290 --> 00:22:18,370
It's it's really nice.
It's really advantageous, you

433
00:22:18,370 --> 00:22:20,250
know, especially for mental
health and things like that.

434
00:22:20,730 --> 00:22:22,490
Yeah, that's what I did before
our call.

435
00:22:22,490 --> 00:22:25,090
I walked down a couple of
blocks, took a look at the

436
00:22:25,370 --> 00:22:28,090
really beautiful sunset over the
ocean, and I walked back and I

437
00:22:28,090 --> 00:22:29,570
was like, huh?
Now I'm ready to talk.

438
00:22:31,170 --> 00:22:35,810
That's awesome.
All right, so one of the things

439
00:22:35,810 --> 00:22:38,810
that you know, educators and
other people who are

440
00:22:38,810 --> 00:22:41,970
transitioning ask about a lot.
I get a lot of LinkedIn

441
00:22:41,970 --> 00:22:44,610
messages.
I'm sure you do too, thinking

442
00:22:44,610 --> 00:22:48,290
about the skills that we have
and what makes them like

443
00:22:48,290 --> 00:22:50,490
suitable candidates for these
remote roles.

444
00:22:50,490 --> 00:22:52,530
So what are some of those things
you can identify?

445
00:22:53,310 --> 00:22:56,030
Definitely.
I wrote them down because one of

446
00:22:56,030 --> 00:22:59,150
the things that I think happens
is that we we're like, we have

447
00:22:59,150 --> 00:23:03,030
so many skills and for starters,
identifying which are the most

448
00:23:03,030 --> 00:23:05,430
important ones, It's a
challenge.

449
00:23:05,430 --> 00:23:08,270
But I also, the ones that I
tried to focus on are ones that

450
00:23:08,270 --> 00:23:12,830
I often see people omit.
So that's where these are.

451
00:23:12,830 --> 00:23:15,870
Certainly not all of our skills
or even they're important, but

452
00:23:15,870 --> 00:23:17,750
not necessarily the most
important, the ones that I

453
00:23:17,750 --> 00:23:20,700
regularly don't see.
Are things like project and

454
00:23:20,700 --> 00:23:23,580
program management.
So while that's its own career,

455
00:23:23,700 --> 00:23:27,300
it's also something that we do
in any job that we do.

456
00:23:27,340 --> 00:23:30,940
That's that ability to take all
of these moving pieces and put

457
00:23:30,940 --> 00:23:34,060
them in this coherent organized
system to develop curriculum

458
00:23:34,060 --> 00:23:36,940
programs.
All of that work we do, it has

459
00:23:37,300 --> 00:23:40,860
these time management
organizational and.

460
00:23:41,860 --> 00:23:44,060
Coherence building activities
going on.

461
00:23:44,660 --> 00:23:49,020
Then we also have data analysis.
This is something I rarely see

462
00:23:49,020 --> 00:23:53,700
in educator skills and we're
using data on a daily basis,

463
00:23:53,940 --> 00:23:57,460
probably an hourly basis.
And I think that ability to that

464
00:23:57,460 --> 00:24:01,180
educators have to collect a lot
of data to identify what's

465
00:24:01,180 --> 00:24:04,660
meaningful in the data and then
more importantly to be able to

466
00:24:04,660 --> 00:24:07,260
use the data.
So we're actually taking that

467
00:24:07,260 --> 00:24:10,060
data and differentiating
curriculum on a regular basis

468
00:24:10,060 --> 00:24:12,010
for our students.
And we're doing it informally,

469
00:24:12,010 --> 00:24:13,930
informally.
So qualitatively,

470
00:24:13,930 --> 00:24:16,970
quantitatively.
It's a lot of data and education

471
00:24:17,730 --> 00:24:21,690
and we don't take full advantage
of that when we talk about that.

472
00:24:21,730 --> 00:24:23,370
And then there's also that
doesn't even get us to

473
00:24:23,370 --> 00:24:25,730
reporting.
We're used to reporting it to

474
00:24:25,730 --> 00:24:29,650
stakeholders AKA parents and
communicating what that data

475
00:24:29,650 --> 00:24:32,850
means and what's behind it and
what you do and don't need to

476
00:24:32,850 --> 00:24:35,650
worry about in terms of your
students progress.

477
00:24:37,120 --> 00:24:39,400
The other one, I went back and
forth about what to call it.

478
00:24:39,600 --> 00:24:42,200
So I think normally we would
call it collaboration.

479
00:24:42,720 --> 00:24:46,080
And as I was writing down the
kinds of skills that I was

480
00:24:46,120 --> 00:24:48,080
thinking about, I was like, this
isn't collaboration.

481
00:24:48,440 --> 00:24:52,640
So the skills I'm thinking about
the ability to facilitate, we

482
00:24:52,680 --> 00:24:54,840
underestimate the ability to
facilitate.

483
00:24:54,840 --> 00:24:57,760
But I'm sure you've had those
meetings, you've LED that

484
00:24:57,760 --> 00:25:00,200
everyone's like that was the
best meeting ever and you're

485
00:25:00,200 --> 00:25:02,560
like.
That's just what I normally do.

486
00:25:03,240 --> 00:25:05,880
As teachers, we're used to
managing conversations, to

487
00:25:05,880 --> 00:25:09,080
making sure people are heard,
asking follow up questions that

488
00:25:09,160 --> 00:25:11,280
actually get you to dig into
what do you mean.

489
00:25:11,800 --> 00:25:14,200
And we're also used to managing
difficult conversations.

490
00:25:14,200 --> 00:25:17,240
So when they start to go awry or
their personality is involved,

491
00:25:17,240 --> 00:25:19,600
those are things that we can
manage pretty effortlessly.

492
00:25:20,160 --> 00:25:22,320
And the reason I don't think we
we think about that as

493
00:25:22,320 --> 00:25:25,640
collaboration because it happens
in committees and it happens in

494
00:25:25,640 --> 00:25:27,400
groups.
But I think what it really is,

495
00:25:27,400 --> 00:25:30,550
is leadership.
And I think that as educators we

496
00:25:30,550 --> 00:25:35,510
need to actually name that, that
we are leaders in what we do.

497
00:25:37,870 --> 00:25:40,470
Yeah.
So program project management,

498
00:25:40,910 --> 00:25:45,350
data analysis, and leadership.
Oh, I totally agree with

499
00:25:45,990 --> 00:25:48,430
Absolutely those skills are
necessary.

500
00:25:49,590 --> 00:25:51,990
I'm going to go a little bit off
topic because I just thought of

501
00:25:51,990 --> 00:25:54,510
something and I know you've
heard this too.

502
00:25:56,350 --> 00:26:00,550
So the thing that's like the
transitioning teachers on

503
00:26:00,550 --> 00:26:03,910
Facebook, the the hashtag and
like some of that got some

504
00:26:03,910 --> 00:26:07,510
negative negativity around it.
I didn't really engage in it.

505
00:26:07,510 --> 00:26:09,590
I just saw some things that were
happening.

506
00:26:09,990 --> 00:26:13,350
And the thing too about coming
across job postings that say

507
00:26:13,350 --> 00:26:15,670
that teachers basically they're
telling them they're not

508
00:26:15,670 --> 00:26:17,310
professionals.
And that's the thing I haven't

509
00:26:17,310 --> 00:26:19,350
seen.
This is not the case.

510
00:26:19,350 --> 00:26:22,430
This is not the case.
Former educators sitting right

511
00:26:22,430 --> 00:26:27,030
here, We are all professionals
and we are all, I feel like

512
00:26:27,030 --> 00:26:30,390
teachers have a lot of imposter
syndrome when it comes to

513
00:26:30,390 --> 00:26:34,310
transitioning roles.
Do you have any advice there to

514
00:26:34,310 --> 00:26:38,870
overcome those things?
Sometimes I think we're climbing

515
00:26:38,870 --> 00:26:40,950
a higher mountain than some
other people who've been in the

516
00:26:40,950 --> 00:26:44,550
business world, you know,
previously or have been have

517
00:26:44,550 --> 00:26:46,470
more experience.
We're kind of competing with

518
00:26:46,470 --> 00:26:48,190
those.
Those people have their roles.

519
00:26:49,310 --> 00:26:52,070
Yeah, it was interesting because
I was, I was kind of thinking

520
00:26:52,070 --> 00:26:54,750
about.
Just in general, what I would

521
00:26:54,750 --> 00:26:58,270
talk about imposter syndrome was
a topic that came up in a couple

522
00:26:58,270 --> 00:26:59,910
of different things I was
thinking about.

523
00:27:00,310 --> 00:27:04,870
Because when when I started
Skip, I started Skip partially

524
00:27:04,870 --> 00:27:09,230
because all these companies, So
these are companies like I'll

525
00:27:09,230 --> 00:27:11,110
just name them Paper Varsity
Tutors.

526
00:27:11,310 --> 00:27:16,310
They pay their professionals
sixty $80,000 a year.

527
00:27:16,430 --> 00:27:19,940
They pay their teachers and
their tutors. 10 to at the time,

528
00:27:19,940 --> 00:27:22,380
10 to $12.00 an hour.
I think now they're up to 15 to

529
00:27:22,380 --> 00:27:25,740
20 and they distinguish between
that based on the audience.

530
00:27:26,460 --> 00:27:28,860
It's he are you working with
adults or are you working with

531
00:27:28,860 --> 00:27:31,100
kids?
And I think that's really

532
00:27:31,100 --> 00:27:33,900
something as a society we should
not undervalue.

533
00:27:34,220 --> 00:27:38,460
And I think that really it's
interesting because you do see

534
00:27:38,460 --> 00:27:41,140
that language a lot of times,
like professional and then

535
00:27:41,380 --> 00:27:43,260
tutoring and teaching.
That's still professional.

536
00:27:43,380 --> 00:27:45,460
But I mean we're doing those
same skills.

537
00:27:45,860 --> 00:27:48,260
The only difference is the
audience and the pay.

538
00:27:48,820 --> 00:27:52,860
So I think yes, that imposter
syndrome is so much a part of

539
00:27:52,860 --> 00:27:57,180
how as a society we view
educators and also as women, I

540
00:27:57,180 --> 00:28:00,380
mean, I am in a business women's
group and we all gave kind of we

541
00:28:00,380 --> 00:28:03,260
pitched our business and the
feedback we got was you're

542
00:28:03,260 --> 00:28:06,940
underselling yourselves.
You are not communicating it.

543
00:28:06,940 --> 00:28:11,940
That is true.
I do that all the time.

544
00:28:12,180 --> 00:28:14,500
We do that all the time.
I know we do.

545
00:28:14,500 --> 00:28:17,260
It's bad.
It's so bad, it's not just

546
00:28:17,420 --> 00:28:19,240
under.
Yeah.

547
00:28:19,240 --> 00:28:22,320
It's underselling.
We're not used to we know what

548
00:28:22,320 --> 00:28:25,360
makes us great but we're not
used to putting it on paper.

549
00:28:25,640 --> 00:28:29,000
And so I think some of that is
just a habit and it's been I've

550
00:28:29,000 --> 00:28:31,960
been thinking about this a lot
and I'm I'm actually, when I

551
00:28:31,960 --> 00:28:34,800
work with my coach coaching
people lately I've been saying

552
00:28:34,800 --> 00:28:36,800
you're underselling yourself
because I'm like it's such a

553
00:28:37,280 --> 00:28:41,200
it's the word really resonates.
I think impostor syndrome feel

554
00:28:41,200 --> 00:28:44,160
scary underselling though.
Or like, oh wait, I can actually

555
00:28:44,160 --> 00:28:46,510
see that.
So what I've been doing with

556
00:28:46,510 --> 00:28:48,710
people is saying, all right,
you're underselling yourself.

557
00:28:48,910 --> 00:28:52,430
Here are the actual skills that
you have when you say, all

558
00:28:52,430 --> 00:28:54,870
right, well, I'm just teaching
kids, what are you doing?

559
00:28:55,150 --> 00:28:57,430
You're facilitating, you're
asking questions.

560
00:28:57,670 --> 00:28:59,830
Again, that's that leadership
role you're training.

561
00:29:00,390 --> 00:29:04,350
Yeah, you're training, you're
coaching or mentoring depending

562
00:29:04,350 --> 00:29:07,630
on what role you're in.
So really saying instead of

563
00:29:07,630 --> 00:29:10,630
focusing on the audience, step
back and say, well, what is?

564
00:29:10,710 --> 00:29:12,830
What are the actual tasks that
I'm doing?

565
00:29:13,110 --> 00:29:16,430
What do those tasks require?
What kinds of skills do they

566
00:29:16,430 --> 00:29:19,790
require, and how great am I at
those skills?

567
00:29:19,790 --> 00:29:23,430
Let me tell you about that.
Yeah, absolutely.

568
00:29:23,430 --> 00:29:26,550
And Marnie was just saying in
the chat that she, they get

569
00:29:26,550 --> 00:29:30,470
really intimidated by the, you
know, the, the, the experience

570
00:29:30,470 --> 00:29:32,790
imposture and with all the
business lingo.

571
00:29:33,550 --> 00:29:36,070
I know at these bigger, if
you're definitely on the

572
00:29:36,070 --> 00:29:38,190
corporate space, there's so many
acronyms, there's so many

573
00:29:38,190 --> 00:29:41,750
different things like it's it's
like learning a different

574
00:29:41,750 --> 00:29:43,750
language sometimes when you
transition roles.

575
00:29:43,750 --> 00:29:46,630
And that's OK, that the learning
curve is high.

576
00:29:46,870 --> 00:29:49,190
I feel like and what you're
saying Chelsea, and what I feel

577
00:29:49,190 --> 00:29:52,670
like we're saying is that
confidence is everything to

578
00:29:52,670 --> 00:29:55,750
defeat that imposter syndrome
and you should definitely be

579
00:29:55,750 --> 00:29:57,470
confident in the skills that you
have.

580
00:29:57,870 --> 00:30:00,870
And I also feel like too, like
when you say I was a teacher for

581
00:30:00,870 --> 00:30:04,510
26 years, that's 26 years of
industry experience.

582
00:30:04,510 --> 00:30:08,550
To me, that's not anything
you're not starting over.

583
00:30:08,550 --> 00:30:11,830
You're not starting at 0, You
might be starting at 0 in terms

584
00:30:11,830 --> 00:30:15,990
of learning something new, but
you're you have experience, you

585
00:30:15,990 --> 00:30:17,150
have experience there.
Yes.

586
00:30:18,670 --> 00:30:19,950
Yeah.
I agree.

587
00:30:19,990 --> 00:30:22,510
And I think that's one reason
why educators, when they get

588
00:30:22,510 --> 00:30:24,710
hired, they tend to get promoted
really quickly.

589
00:30:25,270 --> 00:30:28,350
It's because we have all of
those skills and those skills.

590
00:30:28,810 --> 00:30:32,450
They may not show up in like the
resume, but if we think about

591
00:30:32,570 --> 00:30:35,330
like this, Ed Skip is like an
entire process.

592
00:30:35,410 --> 00:30:39,170
Once you get into the job and
you're really able to

593
00:30:39,170 --> 00:30:42,330
demonstrate what you can do,
people give you more tasks and

594
00:30:42,330 --> 00:30:46,330
more responsibility.
And you know I I look at

595
00:30:46,530 --> 00:30:50,130
people's career history and
teaching 26 years and they move

596
00:30:50,130 --> 00:30:53,650
into Ed tech and like every 8 to
12 months they are being

597
00:30:53,650 --> 00:30:56,130
promoted going quick.
They're going quick in the in

598
00:30:56,130 --> 00:30:59,310
the industry it's you know it's
maybe 1 to it's one to two years

599
00:30:59,310 --> 00:31:02,670
and they're they're going fairly
quick because they're organized.

600
00:31:02,670 --> 00:31:04,310
They know what the expectations
are.

601
00:31:04,310 --> 00:31:07,070
They're going to outperform
their counterparts just because

602
00:31:07,070 --> 00:31:10,110
of the way educators think or
you know other professionals.

603
00:31:10,110 --> 00:31:13,990
So it's it's good to see that
the that that sort of respect is

604
00:31:13,990 --> 00:31:18,190
happening and that the
recognition is there for them

605
00:31:18,350 --> 00:31:20,870
because I feel like that helps
you again develop that

606
00:31:20,870 --> 00:31:24,670
confidence and just feel like
you feel worthy, you know, like

607
00:31:24,670 --> 00:31:26,430
teaching.
It's a whole bunch of like

608
00:31:27,320 --> 00:31:30,360
responsibility being laid on,
you have to responsibility being

609
00:31:30,360 --> 00:31:31,520
laid on.
You're like, I don't know how

610
00:31:31,520 --> 00:31:34,800
much more I can take, but in the
industry when you're doing

611
00:31:34,800 --> 00:31:38,000
things that are great, people
are going to recognize you and

612
00:31:38,000 --> 00:31:40,160
especially if you're in good
teams, you have good managers

613
00:31:40,160 --> 00:31:42,920
and leaders, it's wonderful.
It's it's a fabulous feeling.

614
00:31:42,920 --> 00:31:48,080
I'm saying that from experience.
Well, and I hear so many

615
00:31:48,080 --> 00:31:51,120
educators who are like, you
know, I went to my first meeting

616
00:31:51,480 --> 00:31:54,160
and I was trying to stay quiet
because, you know, I'm the new

617
00:31:54,160 --> 00:31:55,360
person.
I'm just listening and

618
00:31:55,360 --> 00:31:57,700
absorbing.
And somebody asked me a question

619
00:31:57,700 --> 00:31:59,460
like, what do I think?
And I answered it.

620
00:31:59,580 --> 00:32:01,740
And they're like, that's a great
idea, let's do it.

621
00:32:02,060 --> 00:32:04,260
And someone's like, I don't have
to listen to you like that at a

622
00:32:04,260 --> 00:32:09,060
long, long time.
And I think yes, if you are at a

623
00:32:09,060 --> 00:32:12,260
place where they're actually
valuing your experience and that

624
00:32:12,260 --> 00:32:17,250
listening can be so empowering.
So, so are there any, if you're

625
00:32:17,250 --> 00:32:22,330
looking at your the job postings
that you're doing and you're the

626
00:32:22,330 --> 00:32:24,490
things that you're seeing like
the backgrounds, are there any

627
00:32:24,490 --> 00:32:27,930
particular backgrounds in
education, you know in any

628
00:32:27,930 --> 00:32:31,850
subject matters that are
particularly like in demand for

629
00:32:32,290 --> 00:32:34,290
certain remote roles that you've
come across?

630
00:32:35,250 --> 00:32:36,290
Yeah.
So it's interesting.

631
00:32:36,290 --> 00:32:39,530
The Department of Education of
course, funds a lot of

632
00:32:39,530 --> 00:32:41,290
programming.
And so a lot of the said tech

633
00:32:41,290 --> 00:32:44,330
funding comes from the DOE, and
lately that's been federal

634
00:32:44,330 --> 00:32:47,440
funding.
So as that's starting to fade

635
00:32:47,440 --> 00:32:51,240
out, fizzle out what have you
there, the Department of

636
00:32:51,240 --> 00:32:54,480
Education is starting to give
more guidelines about what you

637
00:32:54,480 --> 00:32:58,280
should be looking for when you
fund education and fund when

638
00:32:58,640 --> 00:33:01,040
districts specifically are
purchasing Ed tech products.

639
00:33:01,480 --> 00:33:05,400
And so there's actually some
interesting industry information

640
00:33:05,400 --> 00:33:06,920
there.
So what they're really talking

641
00:33:06,920 --> 00:33:09,210
about?
Is focusing on the problems that

642
00:33:09,210 --> 00:33:12,170
we know we have.
Students are falling behind in

643
00:33:12,170 --> 00:33:14,890
math and literacy, particularly
as a result of the pandemic.

644
00:33:15,250 --> 00:33:18,410
So those are places where you're
going to see a lot of job

645
00:33:18,410 --> 00:33:22,570
postings, particularly in early
literacy, so we can set strong

646
00:33:22,570 --> 00:33:24,650
foundations for students moving
forward.

647
00:33:25,010 --> 00:33:28,770
I also definitely seen equity
issues.

648
00:33:29,320 --> 00:33:32,520
Coming in, so anyone who has
experience with Title One

649
00:33:32,520 --> 00:33:36,000
schools, which is a lot of the
people I work with, Sure, Title

650
00:33:36,000 --> 00:33:41,080
One schools that's an in demand
skill set seems to be the wrong

651
00:33:41,080 --> 00:33:42,800
term.
I'm sure there's a better term

652
00:33:42,800 --> 00:33:46,760
there, but I would definitely
say that awareness, you know of

653
00:33:46,760 --> 00:33:49,600
what that is and what that
encompasses that environment,

654
00:33:49,600 --> 00:33:53,360
that ecosystem, because we know
it's it's different than the

655
00:33:53,360 --> 00:33:55,920
schools that have it.
All right, that's all that.

656
00:33:56,200 --> 00:33:58,120
That's a.
That's a simplified version of

657
00:33:58,120 --> 00:33:59,050
it.
Yes.

658
00:34:00,410 --> 00:34:03,210
The other trend that I've seen
and this is one, it's too new

659
00:34:03,210 --> 00:34:05,850
for me to really have too much
to say about it.

660
00:34:05,850 --> 00:34:10,690
But I'm starting to see special
education consultants a lot more

661
00:34:10,770 --> 00:34:14,130
frequently and then starting to
see special education teachers

662
00:34:14,130 --> 00:34:17,650
and not necessarily in terms of
like COVID, we just need virtual

663
00:34:17,650 --> 00:34:20,130
learning.
But Ed tech companies that are

664
00:34:20,130 --> 00:34:25,250
really starting to say special
education is a large segment of

665
00:34:25,250 --> 00:34:28,230
our student population.
Can we leverage that to make

666
00:34:28,230 --> 00:34:30,389
money?
That's the kind of crass way of

667
00:34:30,389 --> 00:34:32,469
saying it.
But I I think there's also a

668
00:34:32,469 --> 00:34:35,230
sense of this is a place where
there's a lot of burdensome

669
00:34:35,230 --> 00:34:39,070
regulation and it's very
challenging for educators.

670
00:34:39,070 --> 00:34:44,310
Are there ways that we can start
to make that experience and some

671
00:34:44,310 --> 00:34:47,190
of the process, particularly
that paperwork process, can we

672
00:34:47,190 --> 00:34:50,230
make that easier for educators?
So I'm starting to see.

673
00:34:50,810 --> 00:34:54,250
A lot more special education
managers even in like the last

674
00:34:54,250 --> 00:34:58,090
month or so.
So I think special education is

675
00:34:58,090 --> 00:35:01,370
probably going to pop soon, but
it's still again, it's a it's a

676
00:35:01,370 --> 00:35:04,530
new trend, but I'm definitely
seeing it much more frequently

677
00:35:04,530 --> 00:35:06,810
than I was seeing it.
And I'm starting to see special

678
00:35:06,810 --> 00:35:09,570
education as like, subject
matter experts the same way as

679
00:35:09,690 --> 00:35:13,010
math and literacy are.
Yeah, I was going to say have a

680
00:35:13,010 --> 00:35:16,410
special educator on your Ed tech
team to give you recommendations

681
00:35:16,410 --> 00:35:19,410
about accessibility.
That's gold.

682
00:35:22,190 --> 00:35:26,190
Yeah, exactly, exactly.
So I'm really glad to hear that

683
00:35:26,190 --> 00:35:28,950
that's booming and that's,
that's up and coming for

684
00:35:28,950 --> 00:35:32,390
educators because you know, even
though we're not as educators,

685
00:35:32,390 --> 00:35:34,910
if we're not labeled special
education teachers, we're still

686
00:35:34,910 --> 00:35:38,750
very aware of what those are.
You know, going through ieps, 5

687
00:35:38,750 --> 00:35:40,750
O fours, those different kinds
of things.

688
00:35:40,750 --> 00:35:44,510
And those definitely can
transition into skills and

689
00:35:44,510 --> 00:35:47,150
knowledge for different roles.
Right.

690
00:35:47,230 --> 00:35:50,230
I definitely think special
educators on some level really

691
00:35:50,230 --> 00:35:52,510
should be looking at data jobs,
data analyst jobs.

692
00:35:52,510 --> 00:35:54,390
I'm not seeing a lot of people
move into it because there's a

693
00:35:54,390 --> 00:35:57,750
lot of upskilling there, But I
think that they're the ones who

694
00:35:57,750 --> 00:36:02,470
are using data the most, not
that any teacher doesn't, but

695
00:36:02,670 --> 00:36:05,750
special educators have a certain
level of level of data

696
00:36:06,470 --> 00:36:07,790
requirements.
So the rest of the stuff,

697
00:36:08,750 --> 00:36:11,830
absolutely.
So I mean, we've talked about,

698
00:36:11,830 --> 00:36:14,510
we've been dancing around Skip
and talking all about it.

699
00:36:15,150 --> 00:36:18,190
I posted links in the chat on
LinkedIn live and in in

700
00:36:18,190 --> 00:36:20,270
Riverside so that people can go
check it out.

701
00:36:22,310 --> 00:36:27,950
And managing the chat because I
want, I want to get everybody in

702
00:36:27,950 --> 00:36:29,790
the spotlight.
I want you to answer all the

703
00:36:29,790 --> 00:36:31,710
questions.
I want them to hear from you.

704
00:36:31,710 --> 00:36:34,670
This is, this is what I have to
do in this hour that I have with

705
00:36:34,670 --> 00:36:36,310
you.
We have to get everybody

706
00:36:36,310 --> 00:36:39,320
involved.
So I'm doing all the things and

707
00:36:39,480 --> 00:36:41,200
I'm totally engaged at the same
time.

708
00:36:41,280 --> 00:36:43,560
I don't know.
It's something people say.

709
00:36:43,560 --> 00:36:45,360
Multitasking is a myth.
Sometimes.

710
00:36:45,360 --> 00:36:48,080
I don't know what my brain does.
It's able to do it.

711
00:36:48,400 --> 00:36:52,240
So I'm grateful.
So can you tell us like give us

712
00:36:52,240 --> 00:36:55,400
like the origin story a bit, a
bit more about how you started

713
00:36:55,400 --> 00:37:00,040
Skip and like what drove you to
basically I I kind of know

714
00:37:00,040 --> 00:37:01,160
because I've had you on the
show.

715
00:37:01,160 --> 00:37:04,240
But like, what drove you to
bridge this gap for, you know,

716
00:37:04,240 --> 00:37:07,750
especially educators?
Yeah, so I talked earlier just

717
00:37:07,750 --> 00:37:10,790
about how frustrated I was with
those companies that were

718
00:37:11,110 --> 00:37:12,750
essentially gaslighting
educators.

719
00:37:13,350 --> 00:37:16,350
And not only were they paying
like really, really poor wages,

720
00:37:16,350 --> 00:37:20,630
like 10 to 12 bucks an hour, but
they were saying that the wages

721
00:37:20,630 --> 00:37:23,430
were competitive.
Every single time I saw that

722
00:37:23,430 --> 00:37:26,910
$12.00 an hour and the
competitive wages, I was like,

723
00:37:26,910 --> 00:37:28,270
wait, wait a second.
I just saw.

724
00:37:28,680 --> 00:37:32,240
Tutoring job that pays 20 or 35.
Actually there were 35, some of

725
00:37:32,240 --> 00:37:34,440
them were 50.
Instructional coaching jobs are

726
00:37:34,440 --> 00:37:36,720
paying that.
And I'm like, wait a second, how

727
00:37:36,720 --> 00:37:41,640
is this competitive?
It's only competitive with very

728
00:37:41,840 --> 00:37:45,360
few jobs.
And so it just it just.

729
00:37:45,960 --> 00:37:48,920
Made me very frustrated.
I don't know if we can curse on

730
00:37:48,920 --> 00:37:50,360
this.
So I'll just say they made me

731
00:37:50,360 --> 00:37:52,880
very frustrated and you can
curse.

732
00:37:53,240 --> 00:37:55,200
I'll just put us explicit
content.

733
00:37:55,560 --> 00:37:58,280
It's fine.
But yeah, I I understand that

734
00:37:58,320 --> 00:37:59,160
feeling.
I get.

735
00:37:59,160 --> 00:38:01,200
I get that.
That's that's rough.

736
00:38:01,480 --> 00:38:04,000
That's rough.
And so I initially just started

737
00:38:04,000 --> 00:38:07,320
sharing these part time jobs and
then I was like, wait a second,

738
00:38:07,920 --> 00:38:10,600
So what?
Somebody who's working, say, 10

739
00:38:10,600 --> 00:38:14,120
hours a week tutoring after
working a 40 hour work week.

740
00:38:14,890 --> 00:38:16,930
And then they still need to do
all the other things as a

741
00:38:16,930 --> 00:38:18,970
teacher, we need to do with
grading and prepping because a

742
00:38:18,970 --> 00:38:22,090
40 hour work week isn't enough.
I was like, this doesn't sound

743
00:38:22,090 --> 00:38:24,730
like fun.
And the more I was hearing from

744
00:38:24,730 --> 00:38:26,410
educators, they were like
actually, you know what it's

745
00:38:26,410 --> 00:38:28,090
like?
It's just a full time job that

746
00:38:28,610 --> 00:38:32,210
lets me do what I love and pays
me for it and gives me time off.

747
00:38:32,770 --> 00:38:34,970
And so that's when I started
saying wait a second.

748
00:38:35,800 --> 00:38:38,280
There are part time jobs like
that, but there are also full

749
00:38:38,280 --> 00:38:41,640
time jobs like that.
And then I started sharing jobs

750
00:38:41,640 --> 00:38:43,200
and it really snowballed from
there.

751
00:38:44,560 --> 00:38:47,840
And I think the coaching piece
came in just because I have a

752
00:38:47,840 --> 00:38:49,600
lot of experience interviewing
people.

753
00:38:50,240 --> 00:38:54,680
I spent eight years on doing
that for my my local city and we

754
00:38:54,720 --> 00:38:58,160
hire about 100 people or total
and some of those people.

755
00:38:58,980 --> 00:39:02,100
Sometimes people leave.
So often we do a lot of first

756
00:39:02,100 --> 00:39:06,620
turnover particularly in city
city government.

757
00:39:07,940 --> 00:39:11,420
And so it was it was the sort of
thing that I was like wait a

758
00:39:11,420 --> 00:39:15,820
second, I have a skill set that
is really useful and I as I just

759
00:39:15,820 --> 00:39:18,700
started offering advice it was
like this is really something I

760
00:39:18,700 --> 00:39:22,940
enjoy doing.
I really do like having people

761
00:39:23,700 --> 00:39:26,780
find something that they find
really meaningful and that finds

762
00:39:26,780 --> 00:39:30,740
them meaningful back and.
As I've been doing it longer and

763
00:39:30,740 --> 00:39:34,580
longer, I've also, I mean, it's
really clear that Ed tech is not

764
00:39:34,580 --> 00:39:36,100
going away.
It's expanding.

765
00:39:36,500 --> 00:39:39,620
We can do it responsibly as a
society or irresponsibly as a

766
00:39:39,620 --> 00:39:41,740
society, but we're doing it no
matter what.

767
00:39:42,100 --> 00:39:44,940
And so I would rather have
people who have taught in

768
00:39:44,940 --> 00:39:49,500
education be in those worlds.
So I feel like this is a place

769
00:39:49,500 --> 00:39:53,860
where we really do need to make
sure that educators are moving

770
00:39:53,860 --> 00:39:56,820
into Ed tech and that we're not
just hiring.

771
00:39:57,910 --> 00:40:01,070
People who have always worked in
industry because then they're

772
00:40:01,070 --> 00:40:04,870
going to be focused on industry
metrics and not on all of the

773
00:40:04,910 --> 00:40:08,630
student centered metrics and
educator centered metrics, which

774
00:40:08,630 --> 00:40:11,270
really make a difference.
And that if you don't

775
00:40:11,270 --> 00:40:14,110
understand, you're going to have
a really hard time talking to an

776
00:40:14,110 --> 00:40:17,430
educator about your product or
helping them to really use it

777
00:40:17,430 --> 00:40:19,650
effectively.
So yeah.

778
00:40:19,650 --> 00:40:23,170
So it's evolved over time to
really to really be like this is

779
00:40:23,170 --> 00:40:26,770
something that we need as a
society and we need to be

780
00:40:26,770 --> 00:40:31,970
thinking about very carefully
that's that's really skip.

781
00:40:32,210 --> 00:40:34,610
And then also, honestly, I just
really love data.

782
00:40:34,890 --> 00:40:39,530
And so being able to say how can
I analyze all this data and

783
00:40:39,650 --> 00:40:43,340
there's so much data here and
it's unstructured.

784
00:40:43,340 --> 00:40:46,420
I'm like, how do we structure
this data and come to meaningful

785
00:40:46,420 --> 00:40:48,420
conclusions?
So it's actually a lot of fun,

786
00:40:49,020 --> 00:40:51,660
so.
Yeah, I can only imagine.

787
00:40:51,660 --> 00:40:53,100
I wish I would have had your
data mine.

788
00:40:53,100 --> 00:40:56,220
I do have a data-driven mind,
but I just love seeing the

789
00:40:56,220 --> 00:40:59,540
little pie graphs and stuff and
somebody else doing it for me.

790
00:40:59,920 --> 00:41:02,480
And I do like doing pivot tables
and things at work.

791
00:41:02,720 --> 00:41:04,920
Those are fun to create and
manipulate.

792
00:41:04,960 --> 00:41:07,280
But anyways, that's the
conversation for another day.

793
00:41:07,520 --> 00:41:09,560
Yeah, pivot tables I don't
understand.

794
00:41:10,120 --> 00:41:14,000
Oh, no.
There's so it's so I I honestly

795
00:41:14,280 --> 00:41:18,640
thought it was more complex than
what it really is, and one of my

796
00:41:18,640 --> 00:41:20,400
coworkers taught me how to use
it.

797
00:41:20,400 --> 00:41:22,400
Hi, Dan.
Thank you for teaching me pivot

798
00:41:22,400 --> 00:41:25,870
tables.
And it's awesome.

799
00:41:25,910 --> 00:41:30,310
I feel so good about anyways you
know, so using using that data

800
00:41:30,310 --> 00:41:33,030
and that metrics to really
inform like decisions or like

801
00:41:33,030 --> 00:41:36,350
what the, what the latest trends
and stuff are in the job market.

802
00:41:36,750 --> 00:41:41,710
And I'm really glad, and I'll
say this, that like

803
00:41:42,150 --> 00:41:45,670
instructional design and Ed tech
and all this stuff has been put

804
00:41:45,670 --> 00:41:51,000
on the map because of COVID.
Because before, people had no

805
00:41:51,000 --> 00:41:53,400
idea what the heck I was talking
about when I said I'm an

806
00:41:53,400 --> 00:41:56,480
instructional designer.
So they're like, you design

807
00:41:56,480 --> 00:42:05,160
websites, you fix computers.
No, like I'm not a technician.

808
00:42:05,160 --> 00:42:07,000
I don't.
I'm not geeks on call.

809
00:42:07,000 --> 00:42:09,360
I don't come to your house, you
know, explain that.

810
00:42:09,360 --> 00:42:12,200
But now an instructional
designer.

811
00:42:13,140 --> 00:42:17,620
Like up there edtech like up
there, it's it's recognized and

812
00:42:17,900 --> 00:42:23,900
so many different roles.
I mean finding the like the dot

813
00:42:23,900 --> 00:42:27,020
like every so often an
instructional design role even

814
00:42:27,020 --> 00:42:30,420
in corporate was hard.
Finding higher Ed even harder

815
00:42:30,420 --> 00:42:33,820
needle in the haystack.
But now plethora like you can

816
00:42:33,820 --> 00:42:35,620
you know you when you're posting
your jobs.

817
00:42:35,620 --> 00:42:38,020
And then I do my postings, and
sometimes I include your

818
00:42:38,020 --> 00:42:40,220
postings.
And LinkedIn doesn't have good

819
00:42:40,220 --> 00:42:42,380
stuff for the other ones.
They just they're a little bit

820
00:42:42,380 --> 00:42:47,910
off.
I do like 816 a week that that

821
00:42:47,910 --> 00:42:52,030
was unheard of pre COVID that's
really interesting and now I'm

822
00:42:52,030 --> 00:42:54,350
starting to see that we we
talked about this the last time

823
00:42:54,350 --> 00:42:56,510
but that instructional design
and now we're getting like the

824
00:42:56,510 --> 00:42:59,030
management structure over the
instructional design.

825
00:42:59,030 --> 00:43:03,390
So it's it's becoming a full
department and it's like is it

826
00:43:03,390 --> 00:43:05,630
learning and development still?
Is it something different?

827
00:43:06,070 --> 00:43:08,150
Yeah, you know, that's a
conversation like I always

828
00:43:08,150 --> 00:43:09,870
haven't.
Like I talked to my IS.

829
00:43:10,400 --> 00:43:12,280
Is instructional design a part
of L&D?

830
00:43:12,280 --> 00:43:14,200
Ellen, What is L&D?
What's the difference is that's

831
00:43:14,240 --> 00:43:16,400
that's a conversation I'm going
to definitely need to have with

832
00:43:16,400 --> 00:43:18,840
more of an expert.
Like I consider myself part of

833
00:43:18,840 --> 00:43:21,520
learning and development because
of where I work and my title.

834
00:43:21,880 --> 00:43:24,480
But who knows?
You know, L&D encompasses a lot

835
00:43:24,480 --> 00:43:26,320
of different like it's an
umbrella term for a lot of

836
00:43:26,320 --> 00:43:29,360
different roles in a lot of
different departments, right.

837
00:43:29,360 --> 00:43:32,080
Yeah, because HR is often.
That's that's the one where I

838
00:43:32,080 --> 00:43:34,600
see a lot of overlap with
instructional design, learning,

839
00:43:34,600 --> 00:43:38,360
development, HR.
I saw a job, yeah.

840
00:43:38,360 --> 00:43:43,100
I saw a job that was.
It said instructional design

841
00:43:43,100 --> 00:43:48,140
manager, but it was an HR.
Yeah, it said with an HR focus.

842
00:43:48,540 --> 00:43:51,420
I had never seen that before.
I had never seen that before.

843
00:43:51,420 --> 00:43:53,580
Sales ones.
That's also really, really

844
00:43:53,580 --> 00:43:55,100
popular.
You need the sales background

845
00:43:55,140 --> 00:43:56,780
and the instructional design
background.

846
00:43:57,180 --> 00:44:00,300
So career paths.
Yeah, it's really, really cool

847
00:44:00,300 --> 00:44:05,380
to see how it's evolving.
So are there any like additional

848
00:44:05,380 --> 00:44:08,540
like trainings opportunities for
upskilling that?

849
00:44:08,890 --> 00:44:12,570
You recommend you know to make
this transition more smooth for

850
00:44:12,570 --> 00:44:14,570
people.
I know you have some offerings

851
00:44:14,570 --> 00:44:15,330
on your site.
Do you?

852
00:44:15,330 --> 00:44:17,770
You said you do some coaching,
but are there any other things

853
00:44:17,770 --> 00:44:19,090
that you can recommend to
people?

854
00:44:20,210 --> 00:44:22,890
So that's an interesting
question because I was thinking

855
00:44:22,890 --> 00:44:25,050
about it, I mean for
instructional design, obviously,

856
00:44:25,050 --> 00:44:27,770
because there are some really
technical skills that you need

857
00:44:27,770 --> 00:44:30,610
to learn.
But we're starting to see a lot

858
00:44:30,610 --> 00:44:37,530
more customer success trainings
and for trainings that are much

859
00:44:37,530 --> 00:44:40,160
more.
Let me step back for a second.

860
00:44:40,280 --> 00:44:43,160
So for instructional design, I
think you definitely need

861
00:44:43,160 --> 00:44:44,960
upskill.
But this is another place where

862
00:44:44,960 --> 00:44:47,080
I was thinking about that
imposter syndrome that we're

863
00:44:47,080 --> 00:44:49,760
talking about.
And how often is it that the

864
00:44:49,760 --> 00:44:53,240
reason we're looking at some of
these courses for some of these

865
00:44:53,240 --> 00:44:56,200
jobs that educators move into
really regularly?

866
00:44:56,520 --> 00:45:00,310
How often are we saying, oh, I
need this training because I

867
00:45:00,310 --> 00:45:04,910
don't have the right skills and
I'm not really sure.

868
00:45:05,030 --> 00:45:08,350
I think sometimes people do need
to have skill, but I think

869
00:45:08,350 --> 00:45:12,070
sometimes we also just need to
say, wait a second, I need to

870
00:45:12,070 --> 00:45:14,230
step back and identify my
skills.

871
00:45:15,530 --> 00:45:20,170
And sometimes I think that it's
a matter of working on a

872
00:45:20,170 --> 00:45:24,410
different scale in your existing
school.

873
00:45:24,410 --> 00:45:27,370
So for instance, if you're doing
a lot of program project

874
00:45:27,370 --> 00:45:29,570
management in your classroom,
can you do that on your

875
00:45:29,570 --> 00:45:32,010
department or in your school?
If you're doing it at school

876
00:45:32,010 --> 00:45:33,650
level, can you do it on your
district level?

877
00:45:33,650 --> 00:45:39,050
So really saying do I need
something more or can I actually

878
00:45:39,050 --> 00:45:43,210
use the systems I'm already
working in and just do do what

879
00:45:43,210 --> 00:45:46,690
I'm doing a little bit
differently in order to pitch

880
00:45:46,690 --> 00:45:49,410
myself more competitively.
And so I think there are two

881
00:45:49,410 --> 00:45:53,370
ways that I think educators
should probably start before

882
00:45:53,370 --> 00:45:55,090
they consider the upskilling
conversation.

883
00:45:55,450 --> 00:45:58,210
One is definitely figuring out
what are some good data tracking

884
00:45:58,210 --> 00:46:02,810
systems because we don't
necessarily, we track a lot of

885
00:46:02,810 --> 00:46:06,170
data, but we don't necessarily
track metrics that are useful

886
00:46:06,170 --> 00:46:08,730
for the job search.
We track metrics that are useful

887
00:46:08,730 --> 00:46:11,010
for our students.
So really saying what are the

888
00:46:11,010 --> 00:46:14,390
metrics I need to know this
year, Let me actually track

889
00:46:14,390 --> 00:46:20,150
those for myself this year.
And then also saying what are

890
00:46:20,150 --> 00:46:23,750
some ways that I can take what
I'm already doing and expand it.

891
00:46:23,830 --> 00:46:26,110
I've been doing a bunch of
trainings, why don't I do a

892
00:46:26,110 --> 00:46:29,310
training series?
I need to know some of the

893
00:46:29,310 --> 00:46:32,150
metrics about training.
Let me start actually doing a

894
00:46:32,150 --> 00:46:35,270
survey before and after and
tracking that information.

895
00:46:35,310 --> 00:46:39,390
So I think a lot of times it's
less about upskilling and it's a

896
00:46:39,390 --> 00:46:43,400
lot more about just
documentation and using

897
00:46:43,400 --> 00:46:46,960
opportunities that you're
already you already have in your

898
00:46:46,960 --> 00:46:48,640
own community.
And that's another thing.

899
00:46:48,640 --> 00:46:51,200
Volunteering.
I think if you if people feel

900
00:46:51,200 --> 00:46:54,480
like I don't quite have enough
skills, you know where my HR

901
00:46:54,480 --> 00:46:59,480
skills come from, Volunteer
work, being on a being a board

902
00:46:59,480 --> 00:47:02,000
president.
I got a lot of project

903
00:47:02,120 --> 00:47:07,230
performance improvement plans
with executives and but also a

904
00:47:07,230 --> 00:47:09,550
lot of intervening skills that
all came from volunteering.

905
00:47:09,550 --> 00:47:10,750
I didn't get paid for any of
that.

906
00:47:10,750 --> 00:47:13,390
I really should have probably
for the number of hours I was

907
00:47:13,390 --> 00:47:16,830
putting in on some of this.
But I think that there are

908
00:47:16,830 --> 00:47:21,990
opportunities for us to serve
our schools and communities that

909
00:47:21,990 --> 00:47:23,950
will be more rewarding for us
than upskilling.

910
00:47:23,950 --> 00:47:26,350
Which is not to say that the
programming, the programs are

911
00:47:26,350 --> 00:47:28,670
bad or not.
I don't really, I don't really

912
00:47:28,670 --> 00:47:31,590
know and I think that's the
question that I have is do we

913
00:47:31,590 --> 00:47:33,630
need them?
Yeah, it it.

914
00:47:34,270 --> 00:47:37,310
Like I get a question a lot too.
Do I need to get another degree?

915
00:47:37,310 --> 00:47:38,750
The degree is not going to get
you the role.

916
00:47:38,750 --> 00:47:41,270
Just like knowing all the
technologies is not going to get

917
00:47:41,270 --> 00:47:43,350
you the role.
It takes a lot more than just

918
00:47:43,350 --> 00:47:45,510
having the I mean here are all
my degrees.

919
00:47:45,750 --> 00:47:48,110
I intentionally put like they're
not even hung up.

920
00:47:48,110 --> 00:47:49,950
They're all back.
Here's my very expensive pieces

921
00:47:49,950 --> 00:47:51,630
of paper and I'm very proud of
them.

922
00:47:51,630 --> 00:47:55,710
I I work really hard.
But nothing can replace real

923
00:47:55,710 --> 00:47:58,710
world application and experience
in a role.

924
00:47:58,990 --> 00:48:01,710
And, like you're saying,
volunteering or freelance.

925
00:48:02,020 --> 00:48:05,940
Quick roles that give you like
that 6 to 12 months experience

926
00:48:05,940 --> 00:48:09,180
in a certain position.
You know, find those things or

927
00:48:09,180 --> 00:48:12,740
find like a good mentor who can
teach you.

928
00:48:12,780 --> 00:48:17,180
And I love the programs that
incorporate the internship or

929
00:48:17,180 --> 00:48:21,500
externship into their program.
And it's not just at the end,

930
00:48:21,700 --> 00:48:26,710
it's throughout the experience.
So that the person is growing

931
00:48:26,710 --> 00:48:30,550
not only as an in the academic
space and as a learner, they're

932
00:48:30,550 --> 00:48:34,350
also growing as a professional.
At the same time that if I had

933
00:48:34,350 --> 00:48:36,990
to give recommendations to
higher education, every program,

934
00:48:36,990 --> 00:48:39,350
it doesn't matter what it is,
needs some sort of internship,

935
00:48:39,350 --> 00:48:40,830
some sort of real world
experience.

936
00:48:40,830 --> 00:48:43,430
I mean, if you think about the
different subjects, everybody

937
00:48:43,430 --> 00:48:46,350
needs to have that like whether
you're a chemist, A biologist,

938
00:48:46,350 --> 00:48:49,710
instructional design, you're
going into business management,

939
00:48:49,710 --> 00:48:52,230
you you really need that real
world experience because.

940
00:48:52,650 --> 00:48:55,370
That's what's happening.
That's where you get to see like

941
00:48:55,930 --> 00:48:58,570
all the things evolving, the
different changes that are being

942
00:48:58,570 --> 00:49:01,930
made in the industry, the things
that are specific to your

943
00:49:01,930 --> 00:49:04,570
industry.
So I mean those types of things

944
00:49:04,570 --> 00:49:06,930
are invaluable to me.
I agree.

945
00:49:06,930 --> 00:49:10,690
And I think that really
reinforces too, it's not just

946
00:49:10,690 --> 00:49:12,930
the need to get that whole cycle
going.

947
00:49:13,010 --> 00:49:17,090
It's really important to be
tracking your impact across that

948
00:49:17,090 --> 00:49:22,810
cycle and being able to quantify
what your value add is because

949
00:49:22,810 --> 00:49:25,820
then you can talk about that.
Then you can put that bullet

950
00:49:25,820 --> 00:49:28,860
point in your resume.
And that's like, that's why you

951
00:49:28,860 --> 00:49:31,980
put your education last, because
what's important is how you

952
00:49:31,980 --> 00:49:35,100
applied your education, not.
Exactly.

953
00:49:35,100 --> 00:49:37,180
I know.
Like, what is the ROI on this?

954
00:49:37,180 --> 00:49:39,100
Tons of student loan debt,
right?

955
00:49:39,580 --> 00:49:43,380
Yeah, I don't know about
everybody else, but it is for

956
00:49:43,380 --> 00:49:46,180
me, all right.
October hurts.

957
00:49:46,180 --> 00:49:49,060
October hurts.
It hurts the budget this month.

958
00:49:50,720 --> 00:49:53,960
But yeah, absolutely.
Like, the real world experiences

959
00:49:53,960 --> 00:49:58,160
is like nothing else.
And I recently had an intern who

960
00:49:58,400 --> 00:50:01,840
came from an institution that
did what I just said, had the

961
00:50:01,840 --> 00:50:04,040
internship, you know, throughout
the program.

962
00:50:04,720 --> 00:50:08,440
And then she got a role at a
former where she graduated from

963
00:50:08,440 --> 00:50:10,480
as an undergrad, as an
instructional designer.

964
00:50:11,720 --> 00:50:13,680
Yeah, it's really, it's really
cool stuff.

965
00:50:15,200 --> 00:50:19,560
Let's see, let's see what
question we want to ask now.

966
00:50:20,570 --> 00:50:23,050
I know we've kind of skirted
around a lot of these questions

967
00:50:23,050 --> 00:50:25,370
that I had.
We we've we've kind of answered

968
00:50:25,370 --> 00:50:28,370
most of them.
I really do want to give like

969
00:50:28,370 --> 00:50:31,970
10-5 minutes for Q&A.
But I also want you to tell us a

970
00:50:31,970 --> 00:50:34,650
little bit about what does the
future hold for Skip?

971
00:50:34,650 --> 00:50:36,770
Are there any things up and
coming that you want to share

972
00:50:36,770 --> 00:50:40,770
with the audience about what
you're doing and where they can

973
00:50:40,770 --> 00:50:42,890
find you and all those things.
I already put your link in the

974
00:50:42,890 --> 00:50:46,160
chat, you know I'm going to
market you like crazy excellent.

975
00:50:46,560 --> 00:50:50,400
So the biggest thing that I'm
doing is revamping my courses.

976
00:50:50,400 --> 00:50:53,640
So I have been doing a course
which was a combination

977
00:50:54,480 --> 00:50:58,640
self-directed, but I would come
in and give feedback at certain

978
00:50:58,640 --> 00:51:03,040
points like on a resume or on
metrics and bullet points and

979
00:51:03,620 --> 00:51:06,340
what I'm well a I'm sun setting
that because the platform I'm

980
00:51:06,340 --> 00:51:09,660
using is sun setting itself.
So there's there's there's been

981
00:51:09,660 --> 00:51:10,100
no choice.
Well.

982
00:51:10,180 --> 00:51:12,820
That that makes the decision
real easy, right?

983
00:51:13,620 --> 00:51:16,460
But the other thing is that I
what I'm really learning is that

984
00:51:16,940 --> 00:51:19,900
some of this stuff we can
automate a little bit and it can

985
00:51:19,900 --> 00:51:23,260
be much more fast, much just
much more efficient of a

986
00:51:23,260 --> 00:51:24,660
process.
And so that's where the skills

987
00:51:24,660 --> 00:51:28,420
analysis is coming in.
And So what I'm really, really

988
00:51:28,420 --> 00:51:34,340
doing is saying how can I take
the skills analysis tools and

989
00:51:34,540 --> 00:51:37,420
the one-on-one attention that
people like and combine them.

990
00:51:37,620 --> 00:51:43,060
So look for some new products
where I'm really leveraging the

991
00:51:43,060 --> 00:51:46,940
skills analysis to help you
understand exactly what you need

992
00:51:46,940 --> 00:51:51,820
to include in your resume, how
you can frame it and thinking

993
00:51:51,820 --> 00:51:54,820
about it in terms of particular
job titles.

994
00:51:54,820 --> 00:51:57,660
And not just, these are my
skills, these are the things I

995
00:51:57,660 --> 00:52:00,780
do, but these are the things
that are best aligned for this,

996
00:52:01,060 --> 00:52:02,500
for the jobs that I'm applying
for.

997
00:52:02,900 --> 00:52:06,500
So I'm in the process of
revamping that and definitely be

998
00:52:06,500 --> 00:52:08,340
making some announcements in the
next month.

999
00:52:08,540 --> 00:52:11,940
Depending on technology, it's
really hard sometimes.

1000
00:52:11,940 --> 00:52:14,540
You know when you're like, I
know how to do this and I know

1001
00:52:14,540 --> 00:52:16,540
how to do this, but I can't do
this.

1002
00:52:16,980 --> 00:52:19,580
And so I'm trying to find the
technology that will let me put

1003
00:52:19,580 --> 00:52:22,380
some things together.
But I'm really excited about it

1004
00:52:22,420 --> 00:52:24,580
because I'm really hoping that
it'll let me.

1005
00:52:24,980 --> 00:52:28,670
It will make things easier for
people is at the moment, you

1006
00:52:28,670 --> 00:52:31,390
know, if you want to learn how
to tailor a job, you really have

1007
00:52:31,390 --> 00:52:33,390
to read a lot of job
descriptions and you really have

1008
00:52:33,390 --> 00:52:36,230
to go through a lot of work of
reading your resume.

1009
00:52:36,310 --> 00:52:41,830
So this will help cut that time.
Be a lot more specific to what

1010
00:52:41,830 --> 00:52:45,470
your high level skills are, and
I think it goes back to impostor

1011
00:52:45,470 --> 00:52:48,590
syndrome.
It will help people understand

1012
00:52:48,990 --> 00:52:51,190
that you have so many skills and
they're so relevant.

1013
00:52:52,150 --> 00:52:53,910
Right.
And the resume is just the first

1014
00:52:53,910 --> 00:52:55,630
step.
It's.

1015
00:52:55,710 --> 00:52:58,770
Not the only step.
People said put so much weight

1016
00:52:58,770 --> 00:53:00,850
on that and while it's super
important to get you the

1017
00:53:00,850 --> 00:53:03,890
interview, this is a
conversation for another time

1018
00:53:03,890 --> 00:53:06,690
because we're come back and talk
about this is interviewing for

1019
00:53:06,690 --> 00:53:11,170
the roles and how that all
plays, that all plays out and

1020
00:53:11,290 --> 00:53:13,570
and there's a lot of things I'll
say right now going on in the

1021
00:53:13,570 --> 00:53:16,290
chat about like where can you
find this real world experience,

1022
00:53:16,290 --> 00:53:20,290
like how do I get this having a
lot of impostor syndrome.

1023
00:53:21,030 --> 00:53:23,070
I would say one of the other
things to do too.

1024
00:53:23,070 --> 00:53:25,590
And where I've gotten a lot of
my experiences through

1025
00:53:25,590 --> 00:53:29,470
networking and talking to
different people who are doing

1026
00:53:29,470 --> 00:53:32,230
like smaller projects.
And they're like, could you just

1027
00:53:32,270 --> 00:53:35,550
give me feedback on this?
Or could you just help me

1028
00:53:35,550 --> 00:53:38,390
redesign this graphic?
Or could you help me, you know,

1029
00:53:38,390 --> 00:53:42,990
put a put together like a
outline of a course like that

1030
00:53:42,990 --> 00:53:45,790
kind of stuff, those those those
quick little things give me

1031
00:53:45,790 --> 00:53:49,070
like, you know, insights into
one skill.

1032
00:53:49,520 --> 00:53:52,520
So I would definitely say like
networking and like LinkedIn is

1033
00:53:52,520 --> 00:53:56,760
my is, is my jam.
It's like my Mecca for, you

1034
00:53:56,760 --> 00:54:00,840
know, connecting with people.
And I've had so many

1035
00:54:00,840 --> 00:54:03,520
conversations and I encourage
you not to feel scared to do

1036
00:54:03,520 --> 00:54:05,760
that, to have conversations with
people.

1037
00:54:06,040 --> 00:54:08,120
And it seems like coffee chats
are getting a bad rap on

1038
00:54:08,120 --> 00:54:10,040
LinkedIn.
So have a little lunch and

1039
00:54:10,040 --> 00:54:13,960
learns or whatever you want to
call them and just get together

1040
00:54:13,960 --> 00:54:16,280
and like just talk to somebody
about what projects they're

1041
00:54:16,280 --> 00:54:18,440
working on and like what are
their goals.

1042
00:54:18,440 --> 00:54:22,200
It's like.
It's amazing how similar we

1043
00:54:22,200 --> 00:54:25,760
become in our in our approach
and our our routines to, you

1044
00:54:25,760 --> 00:54:27,880
know, transition roles.
But it's also amazing to find

1045
00:54:27,880 --> 00:54:31,000
out like, oh, this might be good
for me to try this.

1046
00:54:31,000 --> 00:54:34,160
And you know, I really like that
part of the networking.

1047
00:54:35,000 --> 00:54:37,160
Yes, indeed.
And I I think that's something

1048
00:54:37,160 --> 00:54:40,000
Edtech companies could do a
better job of of really there's

1049
00:54:40,000 --> 00:54:43,520
so much product development
where they're reaching out to

1050
00:54:43,520 --> 00:54:46,600
educators for feedback and if
they could actually integrate

1051
00:54:47,150 --> 00:54:50,750
the educators into some of those
processes as a thank you for

1052
00:54:50,750 --> 00:54:55,510
participating on this, I I think
that it would really be, it

1053
00:54:55,510 --> 00:54:59,470
would be beneficial for both
sides because it is hard to find

1054
00:54:59,710 --> 00:55:03,630
find the people to network with
and it's intimidating as well to

1055
00:55:03,750 --> 00:55:07,070
to reach out to.
Us, especially when so many

1056
00:55:07,070 --> 00:55:09,910
people don't answer.
They're like, you know, I I

1057
00:55:09,910 --> 00:55:12,630
can't tell you how many
templates of LinkedIn.

1058
00:55:13,040 --> 00:55:16,120
In in mail messages I've gotten
and and people are just like

1059
00:55:16,120 --> 00:55:20,080
they ask for things right off
the bat and I'm like you don't

1060
00:55:20,080 --> 00:55:22,480
know me.
You need to get to know me.

1061
00:55:22,960 --> 00:55:25,400
I want to know you.
I want to develop an authentic

1062
00:55:25,400 --> 00:55:26,920
connection.
Please just don't sell me

1063
00:55:26,920 --> 00:55:30,200
something.
Please just just demand an ID,

1064
00:55:30,200 --> 00:55:33,560
skill or some review for me.
Please ask me about myself.

1065
00:55:33,960 --> 00:55:35,840
Show me that you looked at my
profile.

1066
00:55:36,360 --> 00:55:39,440
You know, I I try to do that
when I connect with other people

1067
00:55:40,720 --> 00:55:44,600
and interact in the comments too
because that's it helps.

1068
00:55:44,840 --> 00:55:46,640
It helps the person you're
interacting with because it

1069
00:55:46,640 --> 00:55:48,960
shares with LinkedIn that it's
interesting content.

1070
00:55:49,040 --> 00:55:52,520
And it also is a way that you
know if you're asking a good

1071
00:55:52,520 --> 00:55:56,120
question you can build a network
in those conversations and the

1072
00:55:56,480 --> 00:55:58,400
the question build a
conversation.

1073
00:55:58,800 --> 00:56:02,520
And I've actually made some
really nice connections with

1074
00:56:02,520 --> 00:56:07,100
people that it just started from
a a little thread where we were

1075
00:56:07,100 --> 00:56:11,220
going back and forth about an
idea and then we've created much

1076
00:56:11,220 --> 00:56:14,540
more of a relationship.
So I think that and Facebook,

1077
00:56:14,780 --> 00:56:16,500
you can do that on the Facebook
groups too.

1078
00:56:17,220 --> 00:56:20,580
It's interesting.
A lot of industry conversations

1079
00:56:20,580 --> 00:56:24,060
happen on Facebook and Facebook
groups, which really surprised

1080
00:56:24,060 --> 00:56:27,620
me that LinkedIn has never,
LinkedIn has taken off for

1081
00:56:27,860 --> 00:56:30,460
public comments, but it's never
taken off for private groups.

1082
00:56:31,100 --> 00:56:33,820
So yeah, Facebook.
Facebook can be a little

1083
00:56:33,820 --> 00:56:37,140
friendlier sometimes.
Absolutely, absolutely.

1084
00:56:37,180 --> 00:56:40,820
And I I know you're going to
find where you're comfortable in

1085
00:56:40,820 --> 00:56:43,340
that space.
All right, So we got about 3 1/2

1086
00:56:43,340 --> 00:56:46,100
minutes left of your time
because I know you and I in

1087
00:56:46,100 --> 00:56:48,500
hours we could talk.
Friendly We could talk, friend.

1088
00:56:48,540 --> 00:56:51,380
It went by really fast, and I'm
so glad we have a wonderfully

1089
00:56:51,380 --> 00:56:53,420
engaged audience here who's
asking.

1090
00:56:53,740 --> 00:56:55,740
They're asking a lot of
questions and they're making a

1091
00:56:55,740 --> 00:56:58,260
lot of comments.
Definitely people are talking

1092
00:56:58,260 --> 00:57:02,460
about impostor syndrome.
One person wanted to know hers

1093
00:57:02,460 --> 00:57:04,900
and I'm not going to say this
person's name right because I

1094
00:57:04,900 --> 00:57:09,460
have such an American southern
mix of northern accent.

1095
00:57:10,180 --> 00:57:13,500
I think it's hers in I don't.
But they're asking and tell me

1096
00:57:13,500 --> 00:57:15,340
if I said that wrong.
I'm so sorry.

1097
00:57:15,580 --> 00:57:20,980
Please put the link linguistic.
And I I I'm happy to shift and

1098
00:57:20,980 --> 00:57:22,580
make edits.
So what?

1099
00:57:22,580 --> 00:57:25,180
What difference does it make
whether you are teaching or

1100
00:57:25,180 --> 00:57:26,980
tutoring adults or children?
Ask for pay.

1101
00:57:26,980 --> 00:57:29,820
Is there like a is there a
difference in that pay?

1102
00:57:30,370 --> 00:57:31,610
Wait, I missed that situation.
You say it.

1103
00:57:31,610 --> 00:57:32,330
One more question.
So.

1104
00:57:32,930 --> 00:57:36,370
They're asking if there's a
difference in pay between

1105
00:57:36,370 --> 00:57:39,130
teaching or tutoring adults or
children.

1106
00:57:39,490 --> 00:57:41,970
Is there like a different, like
higher, lower.

1107
00:57:43,130 --> 00:57:46,170
Yeah, I think that in general
we.

1108
00:57:46,410 --> 00:57:48,570
So when I was thinking about
that earlier, I was really

1109
00:57:48,570 --> 00:57:50,810
thinking about it in terms of
training.

1110
00:57:50,810 --> 00:57:55,860
And I think the difference is
really comes down to a business

1111
00:57:55,860 --> 00:57:57,860
sense.
So when you're training adults,

1112
00:57:57,860 --> 00:58:01,220
there's a corporate business
purpose and so you can generally

1113
00:58:01,220 --> 00:58:04,700
make more money with it because
companies are are making more

1114
00:58:04,700 --> 00:58:08,780
money because their employees
are either more efficient or

1115
00:58:08,780 --> 00:58:11,060
they have more skills and they
can do more things.

1116
00:58:11,820 --> 00:58:13,820
Kids don't have that economic
benefit.

1117
00:58:13,980 --> 00:58:18,980
And I think that's really where
the difference lies is that when

1118
00:58:18,980 --> 00:58:23,070
a kid learns how to do math
better, it helps them in 20

1119
00:58:23,070 --> 00:58:25,310
years and it helps our society
in 20 years.

1120
00:58:26,070 --> 00:58:31,150
When an adult can speak a
language differently that helps

1121
00:58:31,150 --> 00:58:33,590
them immediately because you can
open up a new business market.

1122
00:58:33,790 --> 00:58:36,790
So I think that's that's kind of
the distinction that I would see

1123
00:58:37,070 --> 00:58:42,390
is is what is the underlying
revenue that that is a very sad,

1124
00:58:42,630 --> 00:58:46,310
sad truth I think.
But it really, I mean that is

1125
00:58:46,310 --> 00:58:49,110
the The thing is that businesses
even if they're a nonprofit,

1126
00:58:49,310 --> 00:58:54,220
education adjacent nonprofit we
are really talking about can we

1127
00:58:54,220 --> 00:58:56,700
monetize the results that we
get.

1128
00:58:56,940 --> 00:58:59,220
And that's the real difference
from education.

1129
00:58:59,500 --> 00:59:03,860
And I think that requires us to
shift our mindset into some

1130
00:59:03,860 --> 00:59:05,700
things that we think are really
valuable.

1131
00:59:06,060 --> 00:59:09,860
If you can't monetize them, it's
harder to make it a business

1132
00:59:09,860 --> 00:59:13,860
case for doing them.
Absolutely, absolutely.

1133
00:59:13,860 --> 00:59:16,940
And one of the things Michael
asked is what are some ways and

1134
00:59:16,940 --> 00:59:19,030
this is.
I don't know if this is in our

1135
00:59:19,030 --> 00:59:22,390
wheelhouse, but maybe we can we
can kind of figure it out.

1136
00:59:23,870 --> 00:59:26,950
What are some ways you can
tactfully request feedback while

1137
00:59:26,950 --> 00:59:29,950
working remotely?
I just ask.

1138
00:59:29,950 --> 00:59:33,430
We have things.
So the 30/16/90 plan is

1139
00:59:33,430 --> 00:59:35,750
something I'm seeing a lot,
especially in the corporate

1140
00:59:35,750 --> 00:59:37,950
space of like what you're going
to do and you have to check in

1141
00:59:37,950 --> 00:59:40,390
with your supervisor.
There's a lot of different plan

1142
00:59:40,390 --> 00:59:42,870
implementations and milestones
that are put into place.

1143
00:59:43,950 --> 00:59:47,190
I would say regular one-on-one
chats with your manager, your

1144
00:59:47,190 --> 00:59:49,650
team.
Because feedback comes in all

1145
00:59:49,650 --> 00:59:51,050
forms, right?
It's going to come back in the

1146
00:59:51,050 --> 00:59:53,170
form of what you're doing on
your projects and and how you

1147
00:59:53,170 --> 00:59:55,890
are as a worker and as a
teammate collaborative, that

1148
00:59:55,890 --> 00:59:58,610
kind of stuff.
So I would just say ask for it

1149
00:59:58,610 --> 01:00:02,370
and also get familiar with what
types of tools your company has

1150
01:00:02,810 --> 01:00:05,930
that you know you're where
you're tracking those milestones

1151
01:00:05,930 --> 01:00:07,290
and you're tracking that
information.

1152
01:00:07,970 --> 01:00:09,960
Right.
And I think, yeah, I think it

1153
01:00:09,960 --> 01:00:13,680
can feel awkward to say how am I
doing because that's such a

1154
01:00:13,680 --> 01:00:16,480
broad opening ended question.
But if you come at it with some

1155
01:00:16,480 --> 01:00:22,360
really specific meal specifics
that around benchmarking and

1156
01:00:22,360 --> 01:00:25,600
those metrics that Holly just
mentioned, you can really say

1157
01:00:25,800 --> 01:00:28,440
you know on our last project,
what were some things that

1158
01:00:28,440 --> 01:00:31,040
worked really well, What were
some things that we can improve

1159
01:00:31,040 --> 01:00:33,440
on.
And so framing it in terms of

1160
01:00:34,520 --> 01:00:39,600
really concrete steps to change,
but also feedback around the

1161
01:00:39,600 --> 01:00:44,160
product and not the people makes
people a lot more comfortable in

1162
01:00:44,160 --> 01:00:50,120
giving that feedback.
So yeah, I think that's all the

1163
01:00:50,120 --> 01:00:52,880
questions we had in the chat.
We had some, we had some really

1164
01:00:52,880 --> 01:00:54,640
engaging.
We had a really engaging

1165
01:00:54,640 --> 01:00:58,040
audience out on the LinkedIn
live space and a lot of like

1166
01:00:58,040 --> 01:01:01,280
claps and like you know, like
jazzy hands.

1167
01:01:01,280 --> 01:01:04,920
It was exciting and that
everybody's really grateful.

1168
01:01:05,210 --> 01:01:06,650
That this has been very
informative.

1169
01:01:06,970 --> 01:01:08,930
So any last things you wanna
share?

1170
01:01:08,930 --> 01:01:11,730
Any words of wisdom?
People stepping into this space

1171
01:01:11,970 --> 01:01:15,530
looking for roles that they like
What is the we can probably end

1172
01:01:15,530 --> 01:01:17,490
with this.
What is the first thing you need

1173
01:01:17,490 --> 01:01:19,690
to do when you're transitioning
into the role?

1174
01:01:19,690 --> 01:01:21,890
What's the first thing you
should do when you're?

1175
01:01:21,890 --> 01:01:25,730
Trying to go to spot shifts,
you're transitioning into a new

1176
01:01:25,770 --> 01:01:27,290
role.
What's the first thing you need

1177
01:01:27,290 --> 01:01:30,420
to do?
Have a 306090 day plan?

1178
01:01:31,140 --> 01:01:32,980
There you.
Go No.

1179
01:01:32,980 --> 01:01:36,780
But I definitely think really
making sure you talk to every

1180
01:01:36,780 --> 01:01:40,940
single person who is going to be
on your team or adjacent to your

1181
01:01:40,940 --> 01:01:44,340
team in the 1st 30 days, just
really start building those

1182
01:01:44,340 --> 01:01:46,900
connections.
Because particularly in a remote

1183
01:01:46,900 --> 01:01:49,700
environment, the connections are
harder to develop.

1184
01:01:50,460 --> 01:01:53,990
And just asking people really
generally to tell you about what

1185
01:01:53,990 --> 01:01:56,350
they do.
What do they see?

1186
01:01:57,310 --> 01:02:00,110
Who worked your job previously?
How did they interact?

1187
01:02:00,230 --> 01:02:02,510
What did they really value about
those interactions?

1188
01:02:03,190 --> 01:02:07,230
Get to know people and get to
know the tasks and don't stress

1189
01:02:07,230 --> 01:02:11,960
about having to really perform
the first.

1190
01:02:12,080 --> 01:02:15,360
I mean that whole 306090 day.
It's such a brilliant structure.

1191
01:02:15,600 --> 01:02:18,080
It's usually at the end of 90
days.

1192
01:02:18,080 --> 01:02:21,280
You understand our organization
well enough to do something so

1193
01:02:21,800 --> 01:02:25,040
it's a process and you don't
have to hit the ground running

1194
01:02:25,200 --> 01:02:28,920
in a week the way we ask
teachers to do or less.

1195
01:02:30,600 --> 01:02:32,400
Absolutely.
And I tell people 20 minutes a

1196
01:02:32,400 --> 01:02:35,120
day, I'm like, don't.
Do not make it.

1197
01:02:35,640 --> 01:02:38,640
Your full time job, looking for
a job because you're going to

1198
01:02:38,640 --> 01:02:41,760
burn out and I'm I'm looking up
your profile right now.

1199
01:02:41,760 --> 01:02:44,000
LinkedIn so I can tell everybody
to connect with you.

1200
01:02:44,000 --> 01:02:45,320
Oh, yes.
Thank you.

1201
01:02:46,160 --> 01:02:50,920
But it's really it's it.
It really is difficult.

1202
01:02:50,920 --> 01:02:53,600
If you make it your full time
role like you will, you will

1203
01:02:53,600 --> 01:02:58,160
become that person who's like,
I've been searching for this job

1204
01:02:58,160 --> 01:03:02,160
for 500 years and I haven't
found anything 20 minutes a day.

1205
01:03:02,160 --> 01:03:05,860
Yeah, yeah.
And take time off.

1206
01:03:06,420 --> 01:03:10,580
I really feel that when I take
time off, it just all the ideas

1207
01:03:10,580 --> 01:03:14,140
start to come out.
And I think when you when you

1208
01:03:14,140 --> 01:03:18,900
take a pause, what you'll start
to do is say, oh, now I see how

1209
01:03:18,900 --> 01:03:21,540
I could have framed my
experience in that way or I

1210
01:03:21,580 --> 01:03:24,140
forgot that I always do that and
wait, that's actually really

1211
01:03:24,140 --> 01:03:27,940
important.
So give yourself time to rest.

1212
01:03:27,980 --> 01:03:32,060
And yeah, don't, don't make it.
Don't make it something that

1213
01:03:32,300 --> 01:03:35,040
that overtakes your life
because.

1214
01:03:36,000 --> 01:03:38,600
Because it can really fast
Burnout is real.

1215
01:03:39,800 --> 01:03:42,200
Burnout is huge in the in the
job industry.

1216
01:03:42,840 --> 01:03:45,680
Well, Chelsea, I always love
talking to you.

1217
01:03:45,680 --> 01:03:48,680
It's always a great conversation
and I learn something new every

1218
01:03:48,680 --> 01:03:52,160
time.
And I know that people are so

1219
01:03:53,080 --> 01:03:56,000
thankful that you haven't sight
like, skipping the mindsets that

1220
01:03:56,000 --> 01:03:59,160
you have for helping educators
transition into roles and of

1221
01:03:59,160 --> 01:04:03,040
course to salary the 60 K plus
most of your jobs are like.

1222
01:04:03,480 --> 01:04:05,320
Higher than that, the salaries
that I see.

1223
01:04:05,320 --> 01:04:08,280
So that's really awesome.
And I know sometimes you message

1224
01:04:08,280 --> 01:04:12,400
me like look at this one, it's
it's so this is so awesome.

1225
01:04:12,400 --> 01:04:15,040
It's really great.
So everybody needs to connect

1226
01:04:15,040 --> 01:04:17,240
with Chelsea on LinkedIn and go
to Skip.

1227
01:04:17,600 --> 01:04:20,280
And if you have any questions,
you know, definitely reach out

1228
01:04:20,280 --> 01:04:23,880
to us and this is going to, this
was recorded, it's going to be

1229
01:04:23,880 --> 01:04:25,760
made into a video.
It's going to be on our YouTube

1230
01:04:25,760 --> 01:04:28,360
page and it's also going to be
made in audio episodes.

1231
01:04:28,360 --> 01:04:32,480
So it's going to go back, Watch,
listen, learn some more.

1232
01:04:32,910 --> 01:04:35,990
You know, put it on repeat and
share all the things with your

1233
01:04:35,990 --> 01:04:39,390
friends.
So, yeah, thank you so much for

1234
01:04:39,390 --> 01:04:41,670
having me.
I always enjoy our conversations

1235
01:04:41,710 --> 01:04:44,830
and our future conversations,
the ones we're going to be

1236
01:04:44,830 --> 01:04:47,070
having.
Absolutely.

1237
01:04:47,070 --> 01:04:47,870
You know that's coming.

Chelsea Maude Avirett

Founder

I'm an entrepreneur, educator, and writer. I’m the founder of Skip, a job board and coaching service dedicated to helping educators, administrators, and academics successfully transition into remote jobs at mission-driven organizations. I love helping folks find moments of clarity in the job search process.

I have taught English literature and writing skills to middle school, high school, and college students. I mostly write for my business these days, but have written on education and politics for local newspapers.

I’m also an active volunteer in my community. I have served as a school board member and election warden and currently serve on my city's Personnel Board (where I regularly interview candidates for entry-level to management positions).