167: How to Stop Losing Great People: Taresa Scott’s "Bleuprint" for Onboarding, Culture, and Manager Growth

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Welcome back to another powerful
episode of Edda Pellendi.

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Today, I'm beyond thrilled to
welcome back someone who brings

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equal parts insight, energy, and
real talk to the world of

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learning and development.
Teresa Scott.

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If you don't know Teresa yet,
you're about to meet a true

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force.
She's the founder of Blueprints,

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Spelled Bleu, where she helps
organizations transform their

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onboarding, leadership
development, and internal

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mobility strategies into true
employer retention powerhouses.

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And let me tell you, she does
not sugarcoat it.

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If you're onboarding suck,
she'll tell you.

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And then she'll show you how to
fix it.

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In this episode, we dive deep
into everything from the myth of

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hitting the ground running to
how middle managers are the make

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or break point for your company
culture.

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We talk about asking the right
questions and interviews,

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building career confidence, and
the real ROI of continuous

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learning.
Whether you're a transitioning

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teacher, a burned out manager,
or just someone trying to

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navigate the wild world of work,
we've got wisdom, laughs, and

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truth bombs waiting for you.
Let's get into it.

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Hi, we're ispring, an
international team of e-learning

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enthusiasts who help more than
60,000 clients across the globe

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succeed with better online
learning.

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Our two flagship solutions are
ispring Suite and ispring Learn

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LMS.
Ispring Suite is an intuitive,

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all in one authoring tool for
creating engaging e-learning

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content, and ispringlearn is an
innovative online training

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platform for onboarding,
upskilling, and certifying your

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teams.
We also provide tons of free

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resources for aspiring and
experienced e-learning

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professionals, conduct weekly
webinars with top industry

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experts, and organize annual
e-learning conferences,

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challenges, and championships.
We'd be happy to get to know you

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and pick a solution that fits
your needs best.

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Go to www.ispringsolutions.com
to learn more about us, download

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our resources, and connect.
Hello everyone and welcome to

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add up L&D.
My name is Holly Owens and I'm

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your host and I'm smiling right
now cuz Teresa Scott is here and

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I'm excited We were just
laughing before so we're we're

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joyous to be here right Teresa?
Yes, that's.

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Probably an understatement.
I don't.

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Yeah, we're just right now.
Yeah, you've been on the show

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before, so it's really, it's
really exciting to have you back

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and see you.
What you've been up to that

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episode?
I don't know.

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It's a while ago.
It's like probably a year ago I

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was.
Like I don't really a year like

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we might be like somewhere
around like the like that 12

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month mark.
So, yeah, yeah.

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Yeah, we have a summertime vibe
going on, so that's good.

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Well, welcome back, but for
those of the listeners who don't

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know you, I'd love for you to
reintroduce yourself, talk about

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what you do at Blueprint, your
journey and everything.

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We love to share stories here on
Ed Up L&D, so tell us all about

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you.
Yeah, No, first and foremost,

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Holly, thank you for having me
back.

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Like this is kind of like my jam
kind of being able to be in the

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space of talking about learning,
geeking out and just exploring

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all the things.
Yeah.

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But yet to clarify, Yeah, of
course.

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My name is Teresa.
I am the founder of Blueprint.

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And at a very high level, what
we do is we help organizations

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leverage learning as their
employer retention strategy.

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So when you think about those
strategic onboarding

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experiences, when you start in
day one in a, in a new role in

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your current company or even a
new role to the a brand new

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company as a whole, we're in
charge of really developing that

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experience.
Another area because onboarding

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sucks.
Onboarding sucks.

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I'm not going to lie, it still
sucks, Teresa, even after you've

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been working as long as you have
on this stuff.

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I know and you know, it's going
on a lot, you know, and it's so

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funny because of my clients
engagement, this first thing,

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said Teresa.
It's, it's bad.

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We know we're not doing it well,
like.

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Well, that's OK.
And talk about where we I'm

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happy they admit that.
That's hard to admit.

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Like when you have flaws, it's
hard to admit.

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So I'm happy that they admitted
that.

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Go ahead.
I'm sorry.

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Yeah, on board is one piece.
Another area is leadership

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development.
I'd like to do a little spin on

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leadership development really
from the middle manager

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standpoint, because again, when
we talk about employee

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retention, the middle level
managers, the frontline

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managers, those are the ones who
are doing the groundwork and

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they they are the reason that
your employees stay or they

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leave.
So a lot of our leadership

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development center around the
mid level managers.

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And then last but not least,
just department based skills.

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So you think about, you know,
I've been at this company two

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years in IT.
What does it look like for me to

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go into marketing?
What does it look like for me to

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go to HR and these other areas
of the business?

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So a little bit of department
skill path, but also even career

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pathing so you can grow within
that organization.

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So at that point we're talking
about internal mobility.

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So as a whole, we are really
your fractional learning and

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development partner, really
helping to take these

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organizations from A-Z and just
ultimately taking training off

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their plate because they realize
that at this point they cannot

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do it themselves.
It is a lot of work.

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People.
I mean, when we were in person,

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it was a little bit different.
You get to spend time with

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people, you know, like sitting
across the table and like you.

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But still, you would do like a
whole day of orientation and I

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would come out of that day
feeling exhausted and like I

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didn't process anything, you
know, And with a lot of our

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sectors roles being remote, like
onboarding is the most, I feel

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like it's the most important
piece because again, like you're

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saying, like it introduces you
to the culture, to the people to

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like how things operate there.
And if it's bad, it's going to

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leave a bad taste in that
employee's mouth for a long

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time.
Oh, yeah.

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Because when I sit down with
CEO's, HR executives, the first

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thing I say is, what is your
brand story?

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And they're kind of looking like
what we're talking about,

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learning development.
But I'm like, yeah.

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I know it, we don't know it.
And I'm like, but it's so

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important to tell that story
like you got somebody come into

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your business brand new, get
them excited by working here.

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They, they accepted the offer,
but give them a reason to state

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that emotional connection runs
much deeper than just that check

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because they can get a check
from anywhere.

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But what is your story?
What is your history?

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What are your values?
What do you, what resonates with

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me and my core values?
You know, how can I how how's

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the work I do really make an
impact.

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What do you value me?
You know, what were the

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opportunity even from their
understanding the story good in

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my confidence to even do this
job?

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Well, you know, there there's
there's so many little pieces

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even that on boarding process
they get skipped.

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We want to say, OK, all right,
come in.

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All right, there's the bathroom.
Here's your manager.

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We talk on Slack and then that's
it.

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Right, right.
And then the lucky ones, they

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make it a mentor.
But then a lot of times, you

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know, if you think about that
mentor, for lack of better

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words, it's almost the blind
leading the blind because who

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trained them coming through the
door?

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You know, they they're guiding
this new person coming into the

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business.
But do are they even doing their

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job effectively?
Like you may say, you expect the

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job to be done XY and Z and they
might do XADG, you know, and

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they're and they're.
That is so true, yes, so.

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And I talk about this from
personal experience.

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When I talk to my clients and we
sit down, we have real

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conversation and this is what is
happening.

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And they're like, yeah, we know.
Or if they don't know per SE,

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when you start getting what I
do, I talk to a lot of the

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people in the business.
I want to hear again, real world

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experience, what's really
happening here.

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We start talking to employees,
understanding their actual

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experience versus what the
executives and CE OS really

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think.
Oh, that that's where we're

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really able to bridge that gap.
And again, to your earlier

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points, a lot of work like we're
we're a lot of times these

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conversations, this information
to be gathered is just being

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skipped in the process to really
create.

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That's why that's why I
emphasize experiences because

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it's not just checking a box.
OK, come on in.

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Let's just go down the list.
You know, here, you know, this

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is your job, this is your
manager, this is your, this is

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your point of contact, those
type of things.

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Let's really get into the nitty
gritty of what does it look?

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What does right look like to do
this job?

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306090 day actually post Post
that. 306090 day plan, six

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months, 12 months, you know,
like lay all that stuff out from

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the beginning.
I think because it becomes, you

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know, like it, it becomes a mess
of like trying to figure out

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like what you're supposed to
actually be doing at the

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company.
And as you were talking, I was

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thinking about, I know we're,
I'm not going to stick on all

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Oram boarding, but I have AI
have a thorn in my side with

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Oram boarding at a lot of
different companies.

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And one of the things that you
mentioned is that like getting

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to know the company and what
they're, what they're really

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about.
And I was thinking like, how

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come, how do you feel about
this?

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Let me ask you a question.
How do you feel about this?

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Companies say, and I say this in
some of my job postings too, if

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I'm hiring somebody, somebody
that's ready to hit the ground

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running.
So to me that indicates like

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there's gonna be no or very
little onboarding.

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So when you hear people say they
really need to bring in people

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already with the experience and
they just need to be able to do

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the job, how do you approach
that sort of situation?

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Yeah, that's a tough one.
It is a tough one because I

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remember in the past, even with
organizations at a certain

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level, I've been lied to an
initial saying, OK, I'm going to

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hit the ground running.
So what type of support do I

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have?
What are your goals?

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What are your plans?
What resources do you have?

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And I said, oh, well, we have,
we have this intranet and we're

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willing to support you and all
these different things.

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And then you really get into it.
You start asking questions, you

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start leaning on people, you
start looking for resources and

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it's not factual and so.
He disappears too.

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Yes, and everyone's going and go
ghost and in the moment

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something goes quote, UN quote
wrong or not to the

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expectations, which by the way,
they never communicate what

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those were.
They're looking at you like, oh,

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you can't do your job.
And So what I would almost say

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is just the same as you go into
an interview and they give you a

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lot of scenario based questions.
I would absolutely give that

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interviewee the same, same sort
of scenario based questions.

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OK, you want me to hit the
ground running.

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So if I hit the ground running
and I say I want to do XYZ and

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plan and I start distributing to
the to this group of people and

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it doesn't go to plan, how would
you react?

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You know, I would start framing
scenarios to get A to get a feel

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because as an educator, we have
to learn to read between the

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lines.
And even still, again, you could

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always be lied to, but I think
interviewing the interviewee in

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a lot of areas or consulting,
whatever you want to call it,

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having these conversations,
that's just what is a

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conversation at the end of the
day to ask these questions about

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the what if?
Because that's that's they want

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to know what if?
What do you want to do?

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Well, what are you going to do?
Yeah, right.

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But I, you know, I want
wholeheartedly agree.

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And I always tell people because
there's so much anxiety

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surrounding the, the interview
process and the oil boarding

226
00:11:29,600 --> 00:11:31,800
process, I'm like, during the
interview, I'm like, this is

227
00:11:31,800 --> 00:11:36,040
just you interviewing them just
as much as they're interviewing

228
00:11:36,040 --> 00:11:37,880
you.
You are scoping them out and

229
00:11:37,880 --> 00:11:41,360
checking them out just as much.
Because I think people go into

230
00:11:41,360 --> 00:11:44,440
these conversations and they're
like, Oh my gosh, I need a job,

231
00:11:44,440 --> 00:11:46,680
I need money.
I, I just have to, I'm just

232
00:11:46,680 --> 00:11:50,000
going to have to acclimate to
what they say and give the

233
00:11:50,000 --> 00:11:52,520
correct answers and use the
correct jargon and all that

234
00:11:52,520 --> 00:11:53,520
stuff.
And then they get into the role

235
00:11:53,520 --> 00:11:57,280
and they're like, Oh no, like I
made a mistake.

236
00:11:58,680 --> 00:12:03,120
You know, I found to have, I
always say elevate yourself.

237
00:12:03,120 --> 00:12:06,200
You know, at the end of the day,
we, we, we work as a whole

238
00:12:06,200 --> 00:12:07,800
because we need money.
We have to take care of our

239
00:12:07,800 --> 00:12:09,320
families.
We want to do whatever, achieve

240
00:12:09,320 --> 00:12:10,960
whatever goals we have as
monetary.

241
00:12:10,960 --> 00:12:13,840
But I do think that we always
bring values to the table,

242
00:12:14,080 --> 00:12:16,920
whether it's starting the new,
you have transferable skills,

243
00:12:17,080 --> 00:12:20,160
whether you've had the skills
for the last five or ten years,

244
00:12:20,600 --> 00:12:23,280
you bring value to the table.
And I think it's important to

245
00:12:23,280 --> 00:12:25,800
understand what you're walking
into because yes, you need that

246
00:12:25,800 --> 00:12:29,160
role.
But if 90 days down the line, it

247
00:12:29,240 --> 00:12:31,040
goes out the window, you waste
your time.

248
00:12:31,040 --> 00:12:33,360
And you could have been going
into another interview for a

249
00:12:33,360 --> 00:12:35,760
company that better aligned and
that was better supportive of

250
00:12:35,760 --> 00:12:38,480
what you needed.
And so, you know, going to the

251
00:12:38,480 --> 00:12:42,000
wrong situation in 9090 days or
120 days, you'd be back in

252
00:12:42,000 --> 00:12:44,120
situation that you thought you
were exiting from.

253
00:12:44,200 --> 00:12:47,320
And then you're back looking for
a job and it's it's a hustle and

254
00:12:47,320 --> 00:12:50,040
it's hard and it's burnout
consistently.

255
00:12:50,040 --> 00:12:53,440
So don't.
It is I and I think I think

256
00:12:53,720 --> 00:12:56,960
personally elevate your, your
your language, elevate how you

257
00:12:57,080 --> 00:12:59,960
you show up.
And I think it's so important to

258
00:13:00,360 --> 00:13:02,920
even let a person interview
asking you those quote UN quote

259
00:13:02,920 --> 00:13:05,160
hard questions.
I think support you ask them

260
00:13:05,160 --> 00:13:08,200
back because if you find
yourself, if you find your some

261
00:13:08,200 --> 00:13:10,280
position where they're getting
stumped, they don't have

262
00:13:10,280 --> 00:13:13,200
answers, then you can make a
more informed decision about is

263
00:13:13,200 --> 00:13:15,680
this actually coming for me?
Even if they're even if they're

264
00:13:15,680 --> 00:13:19,240
able to respond, what did they
say?

265
00:13:20,120 --> 00:13:24,040
Not the not even just the words.
So long body language, tone, you

266
00:13:24,040 --> 00:13:26,000
know, what words do they use?
You know, when we think about,

267
00:13:26,320 --> 00:13:28,440
you know, I've seen job
descriptions that said, you

268
00:13:28,800 --> 00:13:30,480
know, we're looking for a
Unicorn.

269
00:13:30,760 --> 00:13:33,560
Oh, we're.
Not I use that against them.

270
00:13:33,560 --> 00:13:37,040
Now I wrote a whole did you see
my post only I'll talk about it

271
00:13:37,040 --> 00:13:37,840
a minute.
Go ahead.

272
00:13:39,600 --> 00:13:43,880
No, but it I did see the post
and it's so true because and I

273
00:13:43,880 --> 00:13:46,000
bring those, I bring those
things back to the forefront

274
00:13:46,000 --> 00:13:48,240
because I'm not going to say
that that's every single

275
00:13:48,240 --> 00:13:51,800
company.
But if you I've noticed a trend

276
00:13:52,080 --> 00:13:56,800
in language and reality.
And so when those type of words

277
00:13:56,800 --> 00:14:02,160
are used, run or, or if you
don't, or if you lean into a

278
00:14:02,160 --> 00:14:04,640
say, Hey, I need this job.
When if you land that interview,

279
00:14:05,880 --> 00:14:08,560
scenario based questions are
going to be your friend.

280
00:14:09,240 --> 00:14:11,960
Those challenging questions will
be your friend because you need

281
00:14:11,960 --> 00:14:13,760
to understand what are you
walking into?

282
00:14:14,440 --> 00:14:17,600
Because you know, you have these
certain leaders who think, you

283
00:14:17,600 --> 00:14:20,440
know, oh, you know, we're paying
you a check.

284
00:14:20,480 --> 00:14:22,440
You know, we just need, we just
need somebody in the seat or

285
00:14:22,440 --> 00:14:24,360
whatever, whatever their mind
frame is.

286
00:14:24,680 --> 00:14:27,360
You need to cut through that
noise and really understand what

287
00:14:27,360 --> 00:14:30,240
this what this culture and
company could look like with

288
00:14:30,240 --> 00:14:33,000
asking the right questions.
You can find out a lot about the

289
00:14:33,000 --> 00:14:36,440
organization really quick, you
know, if you're asking the right

290
00:14:36,440 --> 00:14:39,880
questions and those.
They're on the same page because

291
00:14:39,880 --> 00:14:43,040
I say that to people, people
that ask me, they're like, what

292
00:14:43,040 --> 00:14:45,640
can I do to stand out or what
can I do to like?

293
00:14:45,640 --> 00:14:48,200
What should I be asking?
And that's exactly what I tell

294
00:14:48,200 --> 00:14:51,000
them they they need, need to be
asking from the, from the get

295
00:14:51,000 --> 00:14:54,760
go, like about the company and
the onboarding and you know,

296
00:14:55,160 --> 00:14:58,440
promotions or professional
development, all those sorts of

297
00:14:58,440 --> 00:15:00,120
things.
So you get an idea, because if

298
00:15:00,400 --> 00:15:02,040
companies like, no, we don't do
that here.

299
00:15:02,040 --> 00:15:04,160
No, we don't do that here.
I'm going to say bye.

300
00:15:04,920 --> 00:15:10,520
And the Unicorn thing.
So I, I've used it, I've used it

301
00:15:10,520 --> 00:15:13,840
in the other way.
So when I was applying for roles

302
00:15:13,840 --> 00:15:19,520
before I got my role at yellow
dig and like I took the Unicorn

303
00:15:19,520 --> 00:15:20,720
thing and I put in the chat
sheet.

304
00:15:20,720 --> 00:15:24,760
BT I'm like, I just made-up a
whole like slogan thing about

305
00:15:24,760 --> 00:15:27,000
like I'm the Unicorn you're
looking for.

306
00:15:27,040 --> 00:15:28,280
And it has some other stuff in
it.

307
00:15:28,280 --> 00:15:31,320
And it, it got that post got
some traction on LinkedIn for

308
00:15:31,320 --> 00:15:33,440
sure.
Because I don't think companies

309
00:15:33,440 --> 00:15:37,240
realize like it's not
butterflies and rainbows having

310
00:15:37,240 --> 00:15:41,720
a job like us in the middle to
upper middle class or other

311
00:15:41,720 --> 00:15:44,240
classes.
We're not looking to work for 40

312
00:15:44,240 --> 00:15:46,720
years.
We just kind of have to, you

313
00:15:46,720 --> 00:15:49,440
know, like we have to, we have
to, we have to save for

314
00:15:49,440 --> 00:15:53,200
retirement, you know, we still
want to live our lives.

315
00:15:54,240 --> 00:15:57,560
So like looking for a job is
just like it's part of the lived

316
00:15:57,560 --> 00:16:02,440
experience wherever you may be.
But I really don't feel like,

317
00:16:02,440 --> 00:16:07,400
oh, we're going to like if we
didn't have the, if we had the

318
00:16:07,400 --> 00:16:10,080
option not to have quote UN
quote jobs, I feel like the

319
00:16:10,080 --> 00:16:11,920
culture would be a little.
Bit different.

320
00:16:12,640 --> 00:16:16,960
Yeah.
You know, it is it's really,

321
00:16:18,720 --> 00:16:22,600
it's interesting because I see a
lot of a lot of things around

322
00:16:22,600 --> 00:16:23,560
Gen.
Z in the workplace.

323
00:16:23,560 --> 00:16:26,160
And you know, I've had some
leaders come in and say, you

324
00:16:26,160 --> 00:16:27,720
know, they don't want to work,
they don't want to work.

325
00:16:27,720 --> 00:16:32,400
No, that's not the case.
That's not true because most of

326
00:16:32,400 --> 00:16:35,000
them are just calling out the BS
that a lot of Gen.

327
00:16:35,200 --> 00:16:38,280
Y Gen. even later millennials
have taken have have just

328
00:16:38,400 --> 00:16:41,840
absorbed over years.
And the reality is they're just

329
00:16:41,840 --> 00:16:44,400
questioning why are things in
this fashion?

330
00:16:44,720 --> 00:16:46,280
It's simple.
It's simply asking why.

331
00:16:46,920 --> 00:16:49,760
And because they're challenging
you, they don't want to work.

332
00:16:49,760 --> 00:16:53,320
No, you're just uncomfortable
now.

333
00:16:53,800 --> 00:16:56,880
And I think even, and that's why
I emphasize when you talk about

334
00:16:56,880 --> 00:17:00,240
wanting to stand out in these
interviews, it doesn't hurt to

335
00:17:00,440 --> 00:17:02,880
present a healthy challenge
because as an educator, that's

336
00:17:02,880 --> 00:17:05,720
your job to really be
challenging to to bring things

337
00:17:05,720 --> 00:17:08,000
to the forefront.
People can't grow and develop in

338
00:17:08,000 --> 00:17:09,760
the safe zone.
So why?

339
00:17:09,760 --> 00:17:12,880
Why are we playing it safe in
the interview when we're talking

340
00:17:12,880 --> 00:17:14,280
to these executives and these
leaders?

341
00:17:14,480 --> 00:17:17,680
This is the prime time to
challenge their thinking because

342
00:17:17,839 --> 00:17:25,359
the reality is, subconsciously
or consciously, people are a

343
00:17:25,359 --> 00:17:28,640
mirror of their leaders, even up
to the executives.

344
00:17:29,200 --> 00:17:32,640
So if the executive team is
uncomfortable with this change

345
00:17:32,640 --> 00:17:35,000
or this line of questioning,
what do you think your employees

346
00:17:35,000 --> 00:17:37,040
are going to be?
So how much work are you really

347
00:17:37,040 --> 00:17:42,760
going to get done as AL and D
professional team won't even

348
00:17:42,760 --> 00:17:46,880
respond to it or properly, you
know, give you a a thoughtful

349
00:17:46,880 --> 00:17:49,920
answer and then think about it.
Are they actually going to

350
00:17:49,920 --> 00:17:51,840
support you?
Will you go into the business

351
00:17:52,280 --> 00:17:54,400
and start asking these hard
questions to the employees?

352
00:17:55,960 --> 00:17:59,600
You know, it's, it's a domino
effect when you, when you really

353
00:17:59,600 --> 00:18:04,080
sit down and think about how can
we really progress for if you

354
00:18:04,080 --> 00:18:08,800
know, land job, because again,
that those things can waste so

355
00:18:08,800 --> 00:18:12,880
much on your on your mental
like, and that is way more

356
00:18:12,880 --> 00:18:16,080
costly than missing a check.
Yeah, I agree.

357
00:18:16,280 --> 00:18:19,480
They have a long term effect
that can take years to recover

358
00:18:19,480 --> 00:18:22,720
from depending on the role, the
position and the amount of time

359
00:18:22,720 --> 00:18:25,800
that you've really poured into
something that's not pouring

360
00:18:25,800 --> 00:18:29,160
back into you.
Right, let's talk about the

361
00:18:29,160 --> 00:18:31,200
middle management people a
little bit.

362
00:18:31,200 --> 00:18:33,880
We've talked a lot about
onboarding and asking questions.

363
00:18:33,880 --> 00:18:37,800
So what do you consider to be
like a middle management person?

364
00:18:37,800 --> 00:18:44,080
And like how, how does blueprint
help them, you know, up their

365
00:18:44,080 --> 00:18:46,760
game or become confident in
their skills?

366
00:18:46,760 --> 00:18:49,640
And like, sometimes I feel like
at the beginning of the career,

367
00:18:49,640 --> 00:18:52,880
like you're just so naive or
oblivious to like actually what

368
00:18:52,880 --> 00:18:54,840
the role is to do.
You're just trying everything.

369
00:18:55,160 --> 00:18:56,720
And then when you're in the
middle, it's kind of like you

370
00:18:56,720 --> 00:18:59,120
have a, there's a little bit
more of that expectation that

371
00:18:59,120 --> 00:19:01,840
you know what you're doing, but
you're not exactly leadership,

372
00:19:01,840 --> 00:19:04,600
but you're not entry level.
So you're, you're stuck in the

373
00:19:04,600 --> 00:19:06,960
middle.
So how does how does a blueprint

374
00:19:06,960 --> 00:19:09,040
kind of help with that?
Yeah.

375
00:19:09,040 --> 00:19:12,440
So the real focus is almost,
it's almost like mentorship in a

376
00:19:12,440 --> 00:19:14,640
sense, because it is, it's, it's
all of those things.

377
00:19:14,640 --> 00:19:20,680
What you're saying it is helping
you to take a step back to look

378
00:19:20,680 --> 00:19:23,520
at things objectively from
really elevating yourself

379
00:19:23,520 --> 00:19:26,520
because it can be really
challenging to go from an

380
00:19:26,520 --> 00:19:28,600
individual contributor where
you're worried about your own

381
00:19:28,600 --> 00:19:30,840
self to going to leadership
role.

382
00:19:30,840 --> 00:19:34,440
And now you are focused on not
just developing yourself, but of

383
00:19:34,600 --> 00:19:36,440
of your your team, not your
peers.

384
00:19:36,440 --> 00:19:38,040
But.
Your and doing all your work.

385
00:19:39,000 --> 00:19:41,760
Yeah, it's still doing work.
Like you have a, you have a low

386
00:19:41,760 --> 00:19:44,520
cut out for you.
And so for me, I think I look at

387
00:19:44,520 --> 00:19:47,520
the team lead all the way up to
the director.

388
00:19:47,520 --> 00:19:49,680
And even if there's a level
above the director, I know

389
00:19:49,680 --> 00:19:53,080
sometimes there's like a.
Executive vice president or

390
00:19:53,080 --> 00:19:54,960
senior?
Yeah, Senior Vice President.

391
00:19:55,280 --> 00:19:58,240
Yeah, because, because a lot of
those those levels are really,

392
00:19:58,240 --> 00:19:59,840
really close to that frontline
employees.

393
00:19:59,840 --> 00:20:02,560
So they're leaning on you, you
know that that you have somebody

394
00:20:02,560 --> 00:20:05,000
come, you say, hey, can you
approve my time off?

395
00:20:05,560 --> 00:20:07,960
You're responsible for their
development, you know.

396
00:20:08,040 --> 00:20:09,320
Yeah, yeah.
Yeah.

397
00:20:09,320 --> 00:20:12,240
And so it's really helping them
think about, you know,

398
00:20:12,920 --> 00:20:18,400
communication styles, building
positive relationships, really

399
00:20:18,400 --> 00:20:22,040
trans trans, transitioning our
mind from just a leader that's

400
00:20:22,040 --> 00:20:27,240
or a delegator to an A coach.
You know, how can you elevate

401
00:20:27,240 --> 00:20:29,360
this person?
How can you support this person?

402
00:20:29,680 --> 00:20:32,040
And really, because at the end
of the day, being a leader is

403
00:20:32,040 --> 00:20:33,840
not about having all the
questions.

404
00:20:34,160 --> 00:20:37,360
It's about being confident
enough to find the answers.

405
00:20:37,640 --> 00:20:40,840
And even speaking, I'm saying I
don't know, you know, so.

406
00:20:41,200 --> 00:20:42,840
I know somebody that does know
though.

407
00:20:44,040 --> 00:20:45,920
You hire people smarter than
you.

408
00:20:46,400 --> 00:20:48,520
Absolutely.
And not be intimidated by it.

409
00:20:48,520 --> 00:20:51,080
Absolutely.
I'm not intimidated anymore.

410
00:20:51,080 --> 00:20:54,200
I mean my 20 something year old
self would have been intimidated

411
00:20:54,200 --> 00:20:57,400
or and or jealous My 40
something year old self.

412
00:20:58,640 --> 00:21:00,840
Although you know what's are out
the window.

413
00:21:01,360 --> 00:21:02,800
I want people.
Smarter than me?

414
00:21:02,800 --> 00:21:04,520
Smarter, not harder.
Yes.

415
00:21:06,440 --> 00:21:10,320
You know, because if if you have
someone who is who's willing to

416
00:21:10,320 --> 00:21:12,840
raise their hand, bring out this
to the forefront.

417
00:21:13,160 --> 00:21:15,440
And my question is, how can I
support you?

418
00:21:15,680 --> 00:21:18,280
You have some wonderful ideas as
a coach.

419
00:21:18,720 --> 00:21:21,720
Let me support this initiative.
Have you thought about doing XI?

420
00:21:21,720 --> 00:21:23,720
Really like this idea.
Have you thought about doing X

421
00:21:23,720 --> 00:21:25,200
as well?
OK, great.

422
00:21:25,640 --> 00:21:27,880
Well, what can I do to help you
get this to the forefront?

423
00:21:27,880 --> 00:21:29,240
Who are you trying to do this
with?

424
00:21:29,560 --> 00:21:32,680
Is it are you able to?
Is it can you manage this with

425
00:21:32,680 --> 00:21:35,000
your existing course work?
Do you need any support or

426
00:21:35,160 --> 00:21:37,040
launching this initiative?
You know, how can I help you?

427
00:21:37,640 --> 00:21:41,440
You know, those are those are
what I call low live, high

428
00:21:41,640 --> 00:21:44,520
impact things that really can
make a difference for your team

429
00:21:44,520 --> 00:21:47,160
members to feel seen, valued and
heard.

430
00:21:47,560 --> 00:21:50,280
But these these are mindset
shifts though.

431
00:21:50,440 --> 00:21:52,880
These are real mindset shifts
that we really help these mid

432
00:21:52,880 --> 00:21:55,240
level managers to to really
develop.

433
00:21:55,640 --> 00:21:58,120
And into your earlier point that
you mentioned, like, you know,

434
00:21:58,120 --> 00:22:00,840
when we were in person, you
know, you go on 1/2 day all day

435
00:22:00,840 --> 00:22:05,160
workshop, you walk out like, oh,
OK, what do I do with that?

436
00:22:05,160 --> 00:22:07,200
You know, you're pumped, you got
these documents.

437
00:22:07,440 --> 00:22:10,520
So really our goal is to really
take it piece by piece overtime

438
00:22:11,480 --> 00:22:17,280
using A702010 model to learning.
So whether it's over a period of

439
00:22:17,280 --> 00:22:21,360
12 weeks, 12 months, is, is
really going incrementally to

440
00:22:21,360 --> 00:22:23,840
say, OK, these are key skills to
build this week.

441
00:22:24,160 --> 00:22:25,880
Let's talk about practical ways
you can apply it in the

442
00:22:25,880 --> 00:22:27,640
workplace.
I'll give you a little homework

443
00:22:27,640 --> 00:22:30,440
that you can apply into for
reflection and apply into your

444
00:22:30,440 --> 00:22:32,400
world of work.
And then we'll come back into

445
00:22:32,400 --> 00:22:34,800
the classroom again.
It's done an hour at a time, so

446
00:22:34,800 --> 00:22:35,880
very.
That's how it goes.

447
00:22:36,240 --> 00:22:38,960
Yeah, so he's.
Trying to figure out the

448
00:22:38,960 --> 00:22:42,120
formula, right?
Like yes, in digestible formats

449
00:22:42,120 --> 00:22:44,920
and you can sit down and like
just sit with it.

450
00:22:44,920 --> 00:22:47,320
Like I don't, I feel like
nowadays, especially in a

451
00:22:47,320 --> 00:22:50,600
corporate culture, we don't get
the amount of time we need to

452
00:22:50,600 --> 00:22:53,520
actually absorb the information
and process it and figure out

453
00:22:53,520 --> 00:22:55,840
where does that fit into what
I'm doing?

454
00:22:56,040 --> 00:22:59,120
Yeah, You know, it's strange
because like in corporate

455
00:22:59,120 --> 00:23:01,640
America, we treat learning like
it's an event, right?

456
00:23:01,640 --> 00:23:03,600
Like it's a big game there.
All right, let's go into the

457
00:23:03,600 --> 00:23:06,640
game now, go and work, and then
we don't come back to it for six

458
00:23:06,640 --> 00:23:10,200
months.
Or when when somebody emails us,

459
00:23:10,200 --> 00:23:12,280
us, we have to take this
training.

460
00:23:12,520 --> 00:23:14,160
Yeah, it's security training
and.

461
00:23:14,440 --> 00:23:16,640
The reality is we're constantly
growing, evolved, and the world

462
00:23:16,640 --> 00:23:19,160
is changing so fast.
You know, when AI, you know,

463
00:23:19,160 --> 00:23:26,040
really came into the work, the
workplace, it's been evolving

464
00:23:26,040 --> 00:23:27,880
ever since.
Like if there's so many new

465
00:23:27,880 --> 00:23:30,840
platforms and developments and
ways that you can use it, like

466
00:23:30,840 --> 00:23:34,160
even a single platform of
ChatGPT has about what, four or

467
00:23:34,160 --> 00:23:36,320
five version versions at this
point.

468
00:23:36,480 --> 00:23:40,320
So that's continuously learning.
And so even if you think about

469
00:23:40,320 --> 00:23:45,160
athletes, 80% of the time is on
the field training and the other

470
00:23:45,160 --> 00:23:47,880
20 is performing, but the
workplace is reversed.

471
00:23:47,880 --> 00:23:50,200
They feel like 80% should be
performing and 20% should be

472
00:23:50,200 --> 00:23:51,720
training, but you're not You're
not.

473
00:23:52,480 --> 00:23:56,640
How can we sustainably grow this
business if we're not continuing

474
00:23:56,640 --> 00:23:59,360
how continuing to learn how to
evolve with it?

475
00:23:59,600 --> 00:24:01,240
Your industry is constantly
changing.

476
00:24:01,240 --> 00:24:02,920
So many things are constantly
changing around you.

477
00:24:03,200 --> 00:24:06,640
Why do we, why do the executives
and leaders not think that

478
00:24:06,640 --> 00:24:09,120
learning is just is not just as
important to be done on a

479
00:24:09,120 --> 00:24:13,200
continuous basis?
And so that's really our focus

480
00:24:13,200 --> 00:24:16,760
to bridge that gap on having a
continuous way to learn to

481
00:24:16,760 --> 00:24:18,920
adapt.
So as you're, you know, setting

482
00:24:18,920 --> 00:24:22,960
your big goals for 2025 or 2026,
where does learning come in the

483
00:24:22,960 --> 00:24:26,520
middle to say, OK, we want to,
we want to increase sales by XY

484
00:24:26,520 --> 00:24:27,880
and Z in this particular
product.

485
00:24:28,120 --> 00:24:32,360
We want to improve our net Net
Promoter score by this amount

486
00:24:32,360 --> 00:24:35,200
for customer service.
You know, just we talk about

487
00:24:35,480 --> 00:24:38,080
employer retention, happy
employees leads to happier

488
00:24:38,080 --> 00:24:40,440
clients for for higher client
retention.

489
00:24:40,920 --> 00:24:42,880
You know, there's so many ways
to weave in.

490
00:24:42,880 --> 00:24:45,800
That like we, we make it so
complex in our heads.

491
00:24:46,320 --> 00:24:52,160
It's really simple.
It it's like it is it to me,

492
00:24:52,160 --> 00:24:55,000
it's like if we, if we put it in
the flow of work.

493
00:24:55,080 --> 00:24:58,320
That's why I emphasize the flow
of work because again, it, it

494
00:24:58,320 --> 00:25:00,320
doesn't have to be, it doesn't
have to take a whole lot of

495
00:25:00,320 --> 00:25:03,160
time.
It doesn't have to be, you know,

496
00:25:03,160 --> 00:25:05,840
it just had to be just one time
a year or twice a year.

497
00:25:06,160 --> 00:25:09,120
It could be something just as
incrementally as an hour a week

498
00:25:09,440 --> 00:25:12,200
or 30 a week.
You know, as long as it is

499
00:25:12,360 --> 00:25:16,360
meaningful, relevant and
digestible, you can make such an

500
00:25:16,360 --> 00:25:18,520
impact by being consistent with
it.

501
00:25:19,320 --> 00:25:21,680
You know, I've, I've actually
had several articles I've, I've

502
00:25:21,680 --> 00:25:25,680
published in the last several
weeks around consistent learning

503
00:25:25,680 --> 00:25:27,560
for just for change management
alone.

504
00:25:27,560 --> 00:25:29,520
We'll.
Share those in the show notes.

505
00:25:33,600 --> 00:25:35,880
But I think about all these
things when you ask, you know,

506
00:25:35,880 --> 00:25:40,600
how do we help is, is, is
putting it to a flow, making it

507
00:25:40,600 --> 00:25:44,880
relevant, making it meaningful
and helping again, professionals

508
00:25:44,880 --> 00:25:47,120
to apply.
Because the biggest thing that

509
00:25:47,120 --> 00:25:50,800
I'm finding organizations that
they're either really good at

510
00:25:51,720 --> 00:25:55,680
providing information, like a
ton of content, but a lot of

511
00:25:55,680 --> 00:25:58,720
times what happens is, and once
they get that content, they

512
00:25:58,720 --> 00:26:01,600
still don't know how to help
help their people to apply it.

513
00:26:01,600 --> 00:26:06,040
So it still goes out the window.
So we're helping them to, to

514
00:26:06,360 --> 00:26:11,080
blend the two worlds of content,
like learn, adapt and apply,

515
00:26:11,240 --> 00:26:15,200
learn, adapt and apply.
So again, it's, it's not just

516
00:26:15,200 --> 00:26:19,240
knowledge, it's just being
absorbed and like squeeze out

517
00:26:19,280 --> 00:26:21,600
like a sponge.
It's actually being absorbed.

518
00:26:21,600 --> 00:26:24,840
But then this is how we can
apply it at work.

519
00:26:25,040 --> 00:26:26,880
This is how we can apply it to
your role.

520
00:26:27,040 --> 00:26:30,000
This is how we can apply it in
these different scenarios.

521
00:26:30,000 --> 00:26:32,280
So that's the goal of how we
really operate.

522
00:26:32,280 --> 00:26:34,280
So when we talk about
strategically and sustainably,

523
00:26:34,520 --> 00:26:36,880
that's really where we show up
to really, again, the rubber

524
00:26:36,880 --> 00:26:38,280
meets the road.
So it can take off right here.

525
00:26:38,960 --> 00:26:41,680
Gosh, I know that you said it so
well.

526
00:26:41,760 --> 00:26:44,120
I, I, I don't even need to
comment or say anything.

527
00:26:45,040 --> 00:26:48,480
I don't even need, you know, we
have a lot of people.

528
00:26:48,760 --> 00:26:50,360
We're already almost on the
episode.

529
00:26:50,360 --> 00:26:52,240
I can't believe see, this is
what we do.

530
00:26:52,480 --> 00:26:56,480
With each other.
We have such a good spot and it

531
00:26:56,760 --> 00:26:59,920
goes by imagine if we live
closer to each other cuz I'm in

532
00:26:59,920 --> 00:27:04,920
Wilmington, NC now.
So now I'm not that close.

533
00:27:05,120 --> 00:27:08,400
I know cuz I'm out here in
Dallas, TX so yeah I know in the

534
00:27:10,360 --> 00:27:13,920
middle.
That would be so much fun.

535
00:27:15,360 --> 00:27:18,200
You know, I didn't realize like
you've worked for like eBay,

536
00:27:18,200 --> 00:27:22,280
AT&T, Dave and Buster's like
you've, you've like done the

537
00:27:22,280 --> 00:27:26,000
gambit pretty much in your in
your career.

538
00:27:26,120 --> 00:27:29,240
You've been involved in ATD
Directvi was just looking at

539
00:27:29,240 --> 00:27:32,920
your LinkedIn and I forgot.
So lots of people in our

540
00:27:32,920 --> 00:27:35,360
audience are looking to jump
into learning development,

541
00:27:35,360 --> 00:27:37,280
especially transitioning
teachers.

542
00:27:38,440 --> 00:27:41,640
So if you had to give like 3
pieces of advice to them as a

543
00:27:41,640 --> 00:27:44,320
take away from this episode on
what they could do, and now

544
00:27:44,320 --> 00:27:46,440
you're you and your own company,
you're doing your own thing and

545
00:27:46,440 --> 00:27:48,680
you have been for about 6-7
years.

546
00:27:49,040 --> 00:27:52,200
What would you say to them as
they're transitioning, maybe

547
00:27:52,200 --> 00:27:55,760
into like to work for somebody
or to work for themselves,

548
00:27:55,800 --> 00:28:00,440
either way?
You know, I would say think

549
00:28:00,440 --> 00:28:05,320
about your transferable skills
because, yeah, now I won't

550
00:28:05,320 --> 00:28:09,760
pretend as if I've been in the
like the classroom education

551
00:28:09,760 --> 00:28:11,760
space, but I've been in the
corporate classroom before.

552
00:28:12,240 --> 00:28:15,960
And what I is, you know, think
about some ways that you've been

553
00:28:15,960 --> 00:28:19,800
able to really engage and
connect and really help your

554
00:28:19,800 --> 00:28:24,440
students to learn new skills and
talk about great advice.

555
00:28:24,880 --> 00:28:26,200
Yeah.
And then and then ask

556
00:28:26,200 --> 00:28:29,880
yourselves, you know, what are
some areas you feel like you

557
00:28:29,880 --> 00:28:32,880
would really enjoy?
Like for a long time it took, it

558
00:28:32,880 --> 00:28:36,120
took me a while to really niche
down because I'm like, oh man,

559
00:28:36,160 --> 00:28:40,920
you know, I really enjoyed
doing, you know, this industry

560
00:28:40,920 --> 00:28:42,600
and that industry.
But then I thought about the

561
00:28:42,600 --> 00:28:46,160
work I actually did.
It was very customer centric.

562
00:28:46,720 --> 00:28:52,680
I, I really even with this been
branding, marketing, onboarding,

563
00:28:52,720 --> 00:28:55,560
department based, it's all
around good customer service.

564
00:28:55,560 --> 00:28:57,800
And a lot of times people think
customer service is just, you

565
00:28:57,800 --> 00:29:01,880
know, like a business to a
consumer, but it's even being a

566
00:29:01,880 --> 00:29:05,560
good customer internally.
You know, if I'm, if I'm in

567
00:29:05,560 --> 00:29:07,880
learning and development, I work
and I work with marketing.

568
00:29:08,400 --> 00:29:12,200
How can I be a good customer to
marketing or a good client to

569
00:29:12,200 --> 00:29:15,680
marketing, vice versa?
And so for me, I really, I, I

570
00:29:15,680 --> 00:29:18,560
really love being in those areas
because it's all about good

571
00:29:18,560 --> 00:29:20,840
communication, good
collaboration and teamwork.

572
00:29:21,200 --> 00:29:24,720
So, so for me, it's been able to
really communicate how I like

573
00:29:24,800 --> 00:29:28,400
how, what I really enjoy, how I
show up best 'cause we do a lot

574
00:29:28,400 --> 00:29:30,320
of things.
It's, it can be so dynamic.

575
00:29:30,320 --> 00:29:33,800
So I say, you know, think about
those experience when we we've

576
00:29:33,800 --> 00:29:36,520
really been able to help you
help engage your students, level

577
00:29:36,520 --> 00:29:39,120
them up and really see their
their development grow.

578
00:29:39,520 --> 00:29:42,240
Then also, what would be some
areas that you're really

579
00:29:42,240 --> 00:29:45,200
passionate about, like if, if,
no matter what.

580
00:29:45,200 --> 00:29:46,800
That's where the niche part
comes.

581
00:29:46,880 --> 00:29:48,560
Yeah, yeah.
And when I flip it down, like

582
00:29:48,560 --> 00:29:51,520
what would that thing be?
That's like, you know, what if I

583
00:29:51,520 --> 00:29:54,640
think back to, to to a couple of
projects or a few things that I

584
00:29:54,640 --> 00:30:01,720
did, I really did enjoy X area.
And I would say get clear on

585
00:30:01,720 --> 00:30:05,200
those things first, because as
you apply to roles and you look

586
00:30:05,200 --> 00:30:07,760
into these different companies,
you'll, you'll start to do a

587
00:30:07,760 --> 00:30:10,280
little research and kind of see,
OK, is it somewhere I can see

588
00:30:10,280 --> 00:30:11,680
myself?
You know, do I want to do

589
00:30:11,680 --> 00:30:13,880
instructional design for
healthcare or do I want to do

590
00:30:13,880 --> 00:30:19,000
instruction design for
automotive or for, you know,

591
00:30:19,000 --> 00:30:21,600
restaurants or retail?
It can really help you to get a

592
00:30:21,600 --> 00:30:24,080
little, a little bit clearer and
kind of niche down in your role

593
00:30:24,080 --> 00:30:25,440
and focus.
Same thing.

594
00:30:25,440 --> 00:30:28,000
Even if you're starting looking
to start your own freelancer

595
00:30:28,000 --> 00:30:31,400
consultancy, again, same thing.
Who do you want to support?

596
00:30:31,920 --> 00:30:36,600
I think when we identify our,
our who and our expertise, then

597
00:30:36,600 --> 00:30:39,080
everything else becomes a little
bit clearer along down that

598
00:30:39,080 --> 00:30:40,200
path, you know?
Yep.

599
00:30:40,720 --> 00:30:44,800
So that that's my my big big
taking while providing anyone

600
00:30:44,800 --> 00:30:48,320
that's thinking about this.
Yeah, I think that's great,

601
00:30:48,320 --> 00:30:51,560
Great advice, like thinking
about your transferable skills,

602
00:30:51,560 --> 00:30:54,840
niching it down, thinking about
in terms of thinking about what

603
00:30:54,840 --> 00:30:57,120
you're passionate about with
that.

604
00:30:57,160 --> 00:30:59,880
And then you also mentioned
communication, like how do you

605
00:30:59,880 --> 00:31:05,120
communicate that as well to the
role you're potentially going to

606
00:31:05,120 --> 00:31:08,600
be interviewing for also too,
Like how do you, in terms of

607
00:31:08,600 --> 00:31:10,640
communication, how do you talk
about it yourself?

608
00:31:10,640 --> 00:31:13,400
How do you talk about yourself?
Do you do mock interviews or

609
00:31:13,400 --> 00:31:15,640
things like those are three
great pieces of advice.

610
00:31:15,640 --> 00:31:20,360
Teresa, thank you so much.
All right, we're coming up on

611
00:31:20,360 --> 00:31:22,600
the end of the episode here.
Where can people find you?

612
00:31:23,120 --> 00:31:25,240
You know, where do they go?
We're obviously going to have

613
00:31:25,240 --> 00:31:28,600
everything that you mentioned,
your articles and about you is

614
00:31:28,600 --> 00:31:30,240
all going to be attached to the
show notes.

615
00:31:30,240 --> 00:31:32,280
But tell us where people can
connect with you.

616
00:31:32,280 --> 00:31:36,480
Learn more about Blueprint.
Oh, I would highly encourage

617
00:31:36,600 --> 00:31:39,360
LinkedIn because we're on
Facebook and Instagram, but I'll

618
00:31:39,360 --> 00:31:41,560
tell you why.
Why where we live the most is

619
00:31:41,560 --> 00:31:43,520
really on LinkedIn.
So you can find our company

620
00:31:43,520 --> 00:31:46,400
page.
Blue is spelled Bleu, so we're

621
00:31:46,400 --> 00:31:48,600
literally unique in that aspect.
LEU.

622
00:31:48,800 --> 00:31:51,440
Yeah.
So of course, connect with us,

623
00:31:51,440 --> 00:31:53,960
follow us.
Like I said, I'm really

624
00:31:53,960 --> 00:31:57,040
conscious about putting pushing
out newsletters and content.

625
00:31:57,040 --> 00:32:00,040
That's really helpful.
And yeah, let's keep it

626
00:32:00,040 --> 00:32:01,600
rock'n'roll from this.
That's how we that's how we're

627
00:32:01,600 --> 00:32:03,160
sharing the love.
So connect with us there.

628
00:32:03,880 --> 00:32:06,560
Yeah, LinkedIn world is where
it's at for sure nowadays in the

629
00:32:06,560 --> 00:32:10,040
professional space.
I mean, we like, you know, I use

630
00:32:10,240 --> 00:32:14,440
Facebook and Instagram too, but
that's more for like pop culture

631
00:32:14,440 --> 00:32:16,800
type related stuff.
Yeah, my family's up to like

632
00:32:16,880 --> 00:32:19,360
Linkedin's where it's at.
Yeah, that's I will.

633
00:32:19,360 --> 00:32:20,920
Die on that hill.
I will die on that.

634
00:32:20,920 --> 00:32:25,720
Hill You know, if you're in a
corporate space, that's just

635
00:32:25,720 --> 00:32:29,320
where it makes sense, you know?
Absolutely, absolutely.

636
00:32:29,480 --> 00:32:32,480
You know, before we wrap up,
Facebook tried to do like a

637
00:32:32,480 --> 00:32:37,320
professional thing recently and
I accidentally clicked on it and

638
00:32:37,320 --> 00:32:40,120
my grandmother was, my
grandmother was like, she's

639
00:32:40,120 --> 00:32:41,960
like, why?
What is this professional thing

640
00:32:41,960 --> 00:32:44,080
you're doing on Facebook?
I was, Oh no, I was just looking

641
00:32:44,080 --> 00:32:45,360
at it.
I didn't mean to click on it,

642
00:32:45,360 --> 00:32:49,600
but you know, like the other
companies are seeing the value

643
00:32:49,600 --> 00:32:51,640
of that, like what's happening
on LinkedIn.

644
00:32:51,640 --> 00:32:55,200
So they're kind of trying to
figure out a way to get in that

645
00:32:55,200 --> 00:32:56,120
game too.
I guess.

646
00:32:56,120 --> 00:32:56,760
I don't know.
And.

647
00:32:57,480 --> 00:33:00,560
You know, and I've, I've seen a
lot of chatter about, you know,

648
00:33:00,560 --> 00:33:04,400
even your Instagram posts like
your like the the the captions

649
00:33:04,800 --> 00:33:06,680
are feeding over the Google for
SEO.

650
00:33:06,680 --> 00:33:10,120
So I see yeah.
So the social platforms, they're

651
00:33:10,120 --> 00:33:12,560
really trying to beef it up.
So I I guess they're seeing, you

652
00:33:12,560 --> 00:33:14,800
know, a lot of people like
content creators and things are

653
00:33:14,800 --> 00:33:17,920
posting out there.
So I mean not not saying it's

654
00:33:17,920 --> 00:33:21,480
wrong, I just I also learned
early too that if you're

655
00:33:21,480 --> 00:33:24,960
starting something out that if
you try to be everywhere you'll

656
00:33:24,960 --> 00:33:27,920
burn yourself out.
So as you build it, pick one

657
00:33:27,920 --> 00:33:30,800
platform, go with bonus piece.
Of advice.

658
00:33:31,120 --> 00:33:34,120
Bonus piece of advice.
Another piece of advice, So pick

659
00:33:34,120 --> 00:33:37,280
one platform and go with it,
build it, nurture it for a while

660
00:33:37,480 --> 00:33:40,160
and then you can even scale it
up from there and then add some

661
00:33:40,160 --> 00:33:43,320
additionals on.
So that's my last take away I.

662
00:33:44,360 --> 00:33:46,000
Love it.
That's a great piece of advice

663
00:33:46,000 --> 00:33:47,840
as well.
Well, Teresa, thank you so much

664
00:33:47,840 --> 00:33:50,280
for coming back on the show.
I really enjoyed having you

665
00:33:50,280 --> 00:33:53,360
again and I hope we do this
again soon and have fun.

666
00:33:54,200 --> 00:33:56,320
Everything about Teresa and
Blueprints going to be in the

667
00:33:56,320 --> 00:33:59,240
show notes, so go there, check
it out, and follow them on

668
00:33:59,240 --> 00:34:02,120
LinkedIn.
Thank you for having me see you

669
00:34:02,120 --> 00:34:03,680
next.
Time bye.

670
00:34:05,360 --> 00:34:08,360
Hi, we're Ice Spring, an
international team of e-learning

671
00:34:08,360 --> 00:34:11,600
enthusiasts who helped more than
60,000 clients across the globe

672
00:34:11,600 --> 00:34:13,760
succeed with better online
learning.

673
00:34:14,239 --> 00:34:17,320
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Ice Spring Suite and Ice Spring

674
00:34:17,320 --> 00:34:20,774
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intuitive all in

675
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Go to www.ispringsolutions.com
to learn more about us and

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00:34:37,960 --> 00:34:40,639
connect.
Thanks for spending a few

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minutes with Holly.
She knows your podcast queue is

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packed.
If today's episode sparked an

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idea or gave you that extra
nudge of confidence, tap, follow

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00:34:50,040 --> 00:34:53,520
or subscribe in your favorite
app so you never miss an episode

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00:34:53,520 --> 00:34:56,800
of Ed Up L&D.
Dropping a quick rating or

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00:34:56,800 --> 00:35:00,280
review helps more educators and
learning pros discover the show,

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too.
Want to keep the conversation

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00:35:02,240 --> 00:35:04,520
going?
Connect with Holly on LinkedIn

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00:35:04,600 --> 00:35:06,080
and share your biggest take
away.

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00:35:06,360 --> 00:35:09,680
She reads every message.
Until next time, keep learning,

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00:35:09,760 --> 00:35:12,320
keep leading, and keep believing
in your own story.

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Talk soon.