#182 Navigating the Secret Workplace Rules No One Tells Gen Z About with Brianne Rush Transcript

THIS IS AN AUTOMATED TRANSCRIPT… PLEASE FORGIVE THE TYPOS & GRAMMAR! xo-Lisa.

Are you worried your student might struggle to navigate today’s complex workplace? The truth is, hard work alone won’t guarantee your graduate gets hired or even promoted, there are unspoken workplace rules that no one is telling them about. If you’ve noticed that today’s job market seems radically different from when you started your career, well, you’re absolutely right. Gen Z faces unique challenges, including silent workplace penalties and outdated expectations that can derail even the most talented young professionals today. I’m thrilled to welcome Brianne rush, founder of the Independence lab. Brianne helps Gen Z women transition from college to career with confidence. She climbed the corporate ladder at lightning speed, going from intern to managing editor in just one year, and from employee to VP in four but her success wasn’t from following the traditional playbook. Instead, she mastered the art of decoding unspoken workplace dynamics, challenging outdated norms and advocating effectively for herself. In our conversation, we’ll uncover the real currency that moves careers forward. Explore why Gen Z is facing silent workplace penalties, and reveal how your graduate can advocate for themselves without being labeled entitled. Brianne will share five essential steps that can put your graduate’s name on everyone’s list for promotion if you want to help your teen or young adult navigate the hidden rules of today’s professional workplace. This episode provides a roadmap they need. I’m Lisa Marco Robins, and I want to welcome you to College and Career Clarity a flourish coaching production. Let’s dive right in to a great conversation.

Lisa Marker-Robbins 2:40
Brianne, welcome to the show,

Brianne Rush 2:42
Lisa, thank you so much for having me. I’m very excited to be here.

Lisa Marker-Robbins 2:47
I’m excited to have you because I love conversations with people who are like, we’re not doing the exact same work, but we’re sort of in that shared adjacent space around careers. And I think those are the richest conversations I know. You’re working with very specific set of people, so and some of them are our listeners, and many of them are not. But there are things that you’re doing with your specific niche that you serve that is going to serve every single listener on here, whether it’s the parent of a teen or young adult, whether it’s a teen or young adult themselves, male or female and or somebody who’s working with them. So your niche is females in their 20s, Gen Z, females in their 20s who have just left or are recently left college and they’re navigating into career? Is that correct?

Brianne Rush 3:44
Yes. So it’s it’s transitioning from college to career with confidence is kind of the little tagline, and that’s specifically who we’re trying to just give a little bit of guidance and insight as they make such a huge transition in their life.

Lisa Marker-Robbins 4:00
I you know, what I love about that is it’s you’re out there at that kind of later stage of the group that I serve. So I know that you’re going to have lessons for even somebody who is 1516, years old, that because I I’m sure you have it all the time. Once somebody you’re working with, you’re like, I wish they would have been doing this earlier. Like, what would be the one thing I guess that would even fit into that category? Like, what’s something that you when you meet a client and you’re like, if they only would have at 1617, 18, what would it be? What would be your magical wish?

Brianne Rush 4:37
Yeah, when you’re at that age, you’re trying to fill your resume, right? So you’re trying to get all these hard skills. You are working your best to make sure that you’ve got all of the activities outside the classroom, plus all the great grades, and that kind of boils down to what we call hard skills. So are you good at piano or fencing or basketball, or whatever it may be? But. What everybody can actually learn. And to your point, I wish they would start learning a little bit earlier. Are those soft skills, and the right word or phrase for that is emotional intelligence. So are you good at reading people their emotions? Are you good at reading your own emotions? And how do you communicate with people. So the great thing is that you can learn this, and your audience can actually start learning it as early as you know their their childhood or their their high school age, and that is going to set them up for so much more success than if you just start hearing about this once you’re already in the workforce.

Lisa Marker-Robbins 5:39
I love that. It’s never too late, but you’re going to be ahead of the curve if you start earlier. One thing that you just said, you know, you started with, like understanding other people, but then you said, in understanding yourself, like in our three step framework to get Career Clarity, step number one is building self awareness. And so you would put that into that bucket of what’s important in what you’re doing is that, right? That’s,

Brianne Rush 6:06
it’s the same thing here. It’s the first step is if you are easily stressed when something happens, or easily just your your your nervousness around, you know, interviewing, for example, in my scenario, that is something that you can actually be aware of and take the steps to correct that or or train yourself and your body and your mind to regulate. And that’s so that self awareness is absolutely step number one for us

Lisa Marker-Robbins 6:34
too. Now I saw somewhere on your website that you believe that there are secret workplace rules out there, and I’m gonna guess that that surprises the these college graduates. What are some of the secret workplace rules?

Brianne Rush 6:55
You know, when you see a job listing, it always says, like, must be strong communicator, and it’s almost like a throwaway line, but that’s actually like a really big secret tool that you can use to get your foot in the door, if you communicate well during interviews, and then to get promotions. And for me, what I will say is, you know, over my career, I have landed my dream job. I’ve been promoted four times. I’ve 5x to my salary. Now in my role, I’m actually interviewing people to bring them in, and when I look back and connect the dots, what I’m seeing is I wasn’t the best at any of these things, right? I wasn’t the best writer for me. I wasn’t the most tech savvy. I wasn’t, you know, I was good enough, but I wasn’t always the best one. And when I’m interviewing people, it’s the same I’m not actually looking for you to be 100% proficient in your skill set, but what I’m looking for is that really good communication, that curiosity, that self learning, and those are the secrets. So if you want to get a good interview for and get that job offer from that interview, or if you want to get promotions, those are the three things that, I would say, communicate, be a self learner and stay really curious. What

Lisa Marker-Robbins 8:15
what do you find that most of your clients, or most of the people that you’re looking at hiring believe will actually get them ahead when it’s it’s really something

Brianne Rush 8:26
else they believe I need to be the best at fill in the blank of their job listing. So I need to be the best at coding, which, you know, you can only get to a certain point with coding. You get the code 100% right. That’s it. Or I need to be the best. You know, whatever it may be that that you’re literally filling out your application for, but that’s not the truth. You can actually be 60% 80% proficient or good enough at that, but filling in the human to human side of things, and that’s going to take you so much further. Of course, you need to keep improving your skills as you go those hard skills. But what’s actually going to get you ahead and get you further promotions is it’s the soft skills and how you make people feel around you.

Lisa Marker-Robbins 9:17
So it’s really like you’ve got to do both. I mean, at the both end, right? I think so many times people make the mistake with a lot of things as thinking like it’s binary, either one or the other. And I hear all the time, Oh, I’m so busy. I don’t know how I’m going to have time for this, but it really, I think, comes down to time management, which is another soft skill, by the way.

Brianne Rush 9:39
Very true, very true.

Lisa Marker-Robbins 9:42
So you were saying to me offline that Gen Z is facing these silent workplace penalties. And you know, I was reading an article in Forbes just this week, so I should say we’re recording in the first week of May this. To come out a little bit later, but I was reading about like the graduates. So college graduations and high school graduations are going on all over the place right now, and how they’re really facing a tough job market for a lot of different reasons. And so then if you couple like a tough job market with your belief that this generation is facing workplace penalties, it can almost feel like nobody’s going to get ahead. How are they facing like, what are these workplace penalties?

Brianne Rush 10:32
Yeah, so I, like I mentioned in my day job, I’m I’m interviewing people and hiring people, so I know that these exist, and it’s unfortunate for these people who are doing interviews, but the specific ones that come to mind are the Gen Z job hopping. So they don’t want to stay in a job for very long. They stay for a year, and then they leave to go somewhere else and get a bigger salary. So people don’t really want to hire them because they think they’re going to have to replace them in a year. Um, them in a year. This certainly is a bit of a stereotype, but which is, again, unfortunate, but this idea of Gen Z being entitled, but they’re actually inexperienced, or not experienced enough to have that entitlement. Not saying that’s everybody. I’m saying it’s a stereotype of the age group. There’s the gender pay gap, which I hate, still exists, but it’s true. You know, women still make less than men, so for my audience, that’s something that’s still a huge factor. You have to understand what you should be asking for, even in your first job, because that’s going to set you up, and then the last one is AI. So you know, you might be applying for a job that won’t be around in a couple years because of AI. Or what’s probably a more realistic scenario, is you need to understand AI to amplify your your skill set. And so the actual jobs won’t necessarily be replaced by AI, in my opinion, but if you don’t know how to use AI, which you’re not learning in school right now, you’re gonna be behind. They’re looking for people who know how to use AI. So when you put all of those things together, it can absolutely work against anybody who’s trying to get their first job, or one of their first jobs out of college, and that’s a hard, hard pill

Lisa Marker-Robbins 12:26
to swallow. You know, I have so many thoughts about all the things that you just said, Let AI. I use it every day. And I, I do hear people, people even say to me, why work on, you know, career development, or do career advising or coaching at fill in the blank, whatever age, you know, 1516, 1920, because jobs are changing so rapidly. There’s all these emerging fields jobs are going away. So why should we do it? And you know, I look back to myself, I’m like, Okay, I have a podcast. I have an online course where we give live support and coaching as part of it. If I go back to when I was thinking about careers, I couldn’t have even imagined this, but you’ve got to take that first step in confidence. And I look back and I go, like, there are through lines. My listeners hear me say this all the time, there are through lines through everybody’s journey, and those are going to help to inform that next step, and that step just has to adapt with what’s going on in the workplace now with AI. So you said, I think there’s that mindset of AI is just going to replace me, so I shouldn’t bother doing anything. But to your point, let’s get AI savvy, and your experience has been with these college graduates that they’re not really getting that in college.

Brianne Rush 13:51
That’s, you know? I don’t, I don’t think anybody is in a place yet where it’s like you’re going to go take this, this course, and it’s built into your major and things like that. I do think there are several online courses and free resources that people can go to or just go to chat GPT and start figuring out and learning and playing with it and seeing what you can do. So I think that goes right back to the the secrets of the workplace that we were talking about. If you’re curious about it, and you’re a self learner, you have the ability to do that and go and learn those things, because all these tools, there is some sort of free version that you can use and free resources around you. So that’s what I’m I’m thinking, is, even if it’s not handed to you in some sort of formal manner, you can actually teach yourself a lot if you just keep that curiosity going.

Lisa Marker-Robbins 14:41
Yeah, I haven’t done anything with formal, with AI. I have a community, you know, people that I network with, or in my world, that will share good prompts that have worked with us. So there’s another plug for making. Intentional connections and staying connected to people, which would be a soft skill, like you were just talking about, but like we’re talking here, and I’m going to give this conversation to chat GPT, and it will help not do all the work, but it will help script the intro, the outro. It will help me come up with a good title that would resonate with the content. It’s my co thinker, but it didn’t. It’s not replaced anything, right? I always change it. I It’s never good enough. And then, of course, I have to record it anyway. So I like that idea of just like digging in and do it yourself. I can speak to the fact that I have figured it out myself. And I’m 56 so if I can figure it out, any of our, any of the people that you and I are working with can figure it out for sure. Yeah,

Brianne Rush 15:49
and I love, you know, the word that I use with AI is it just amplifies what you’re doing, but it can’t place it, because you have to put in your mindset, your strategy, your whatever it may be to actually make it work for what you’re doing, but if you can go in there and play with it, and go into a job interview and say, Look what I made using AI, it’s going to blow them away, because they’re going to be like, Wow, they learn things. They’re curious, they’re they know how to actually see a challenge and then go after that solution. And who doesn’t want to hire somebody like that?

Lisa Marker-Robbins 16:23
Well, I you know in my launch Career Clarity course, where we’re doing the Career Development and Advising, one of the things that we talk about is curating real world experiences. Is what all of module four is about. I suggest that students look at like Coursera, which has a ton of free courses, and there are courses in there on AI being a prompt engineer. I know Vanderbilt previously has had one that is prompt engineering course, things like that, which to your point, it only shows that you’re a go getter and that you’re going to figure things out, and that’s something that you could add to your resume 100%

Brianne Rush 17:05
before AI was really a thing, I used Coursera to take classes on like negotiation, because I was scared about going into a sales role. I mean, whatever it is, there’s there’s a resource to go help you, and the only thing that’s going to do is make you more desirable in the job market.

Lisa Marker-Robbins 17:22
Do you know that 91% of high school students aren’t on LinkedIn yet? LinkedIn has become an essential tool, not just for job seekers, but also for college bound teens. That’s why I’ve created a step by step LinkedIn profile guide to help your teens stand out. This free resource walks you through creating a professional profile that showcases your team’s unique strengths and experiences. Download my free LinkedIn profile guide today at flourish coaching co.com forward slash LinkedIn, and give your team the edge that most of their peers are missing. That’s flourish coaching co.com forward slash LinkedIn. Now back to the show. So I have a question for you. I’m so we give everybody in our course the Berkman personality assessment. I have a small number of businesses that I support with hiring. I’m like the executive coach to the business owner, right? So we just do this. I only do this in a very limited capacity, but we the Berkman is part of the tool that we use for this, right? And I look at the wiring and the individual, but I also look at their resume, and I have a question for you, because I think you’re doing hiring in a broader scope in your day job than what I’m doing, right? But I understand personality and how that aligns with workplace satisfaction and jobs and team fit. But when I see a resume and I’m part of this, I feel horrible. I’ve got a silent workplace penalty. I feel convicted. Brianne, so help me think through this. When I see job hopping, if I see somebody’s there only a year I do penalize a person. And now I’m really wondering if that’s, is that good, is that bad? Is that right? Is that wrong? Where do you see this headed? I mean, is your advice to Gen Z, stop the job hopping, don’t, don’t be so quick to leave. Or is your message to millennials and Gen X over here, you’ve got to quit doing these workplace penalties.

Brianne Rush 19:30
Think in your 20s, you have to explore, right? You have to get out there. And it’s not, it’s not previous generations, where they’re going to stay at one place that you got into after college until they retire. So I would definitely say go out there and explore for me. I thought I got what I thought was my dream job. I was working at a magazine in New York City. That’s what I wanted to do my whole entire childhood. However, after a few years, that’s not what I wanted to do. I. Anymore. It lost its glamor. I was literally getting paid peanuts on my desk Fridays, you know, for living in New York. And so I changed my career entirely. I was I moved into marketing, and then from there, into operations. And so to feel like you’re trapped somewhere that’s obviously not what we want, not what we would recommend, right? So if you need to change companies because it’s not which you know, it doesn’t align with your values, or you need to change companies because you need a new role in your life, that is okay. I wouldn’t necessarily say, you know, proactively look for a job every single year if you’re happy in your role that, you know, I don’t think that’s necessary, you can take the proper steps to get pay increases at your current company if that’s the issue. But you know, if you’re happy with the values and what you’re doing, stay there and try and make that work from the other side for us who we’re now hiring. You know, if that’s the only drawback, obviously, I tried to overlook that and at least have that first conversation with somebody and let them tell me why they kind of went from job to job in, you know, in those areas, or a couple times, one of our best hires, we saw that on her resume, and she said, you know, this first job, it just wasn’t the best. And then maybe my third job, I I ended up at a startup, and they weren’t paying us because they didn’t have it so obvious. You know, in that case, I had to move on. So the best people aren’t just job hopping for fun. There’s usually reason behind that. So if we are looking at a resume and we see the job hopping, but everything else looks great. I would encourage that first chat, just to see what’s going on. I

Lisa Marker-Robbins 21:45
have a question for you on your own career journey, and I love asking these types of questions for people that are older and have some work experience, because I think that the generation after us can learn so many lessons if they’re willing to pause and listen. So you had always dreamt of going into publishing in the magazine world, and you got there and a what we should tell everybody, you no longer live in New York City. So you also change jobs. You’re in a different part. You’re four hours away from me, but we’re both in Ohio. Yeah. So not only did you change jobs, you what you did, you changed where you were working, you you moved right. Um, so that’s another caveat to this, because I Yeah, it’s expensive to live in New York. Did you do you feel like looking back that you had a misunderstanding of what it might be to work in magazine publishing, or do you feel like you understood it, but then, like, the money was more of an issue. I mean, it’s really hard. The financial literacy piece of 15 to 25 year olds is, I have kids this age. It’s really tough to know the real cost of, like, what is even $100 how far does it really go in these days, it doesn’t go nearly as far. But, like, did you really understand what you were getting

Brianne Rush 23:11
into? No, of course not. You know, you never really know. And I can actually tell you exactly how little I knew when I moved to New York, my grandparents, you know, since I was a baby, had been giving me those savings bonds, and so I had like, $2,500 saved up from these savings bonds. So I’m moving. I’ve got my summer internship, and I’m thinking this is going to get me through the summer. That got me through, like, a week and a half. That’s what I would have guessed. Yeah, it’s like a week and a half. So that was a really big awakening. As far as, like, the publishing, I knew I wasn’t gonna make big bucks. I went into journalism. That was my degree. I knew I wasn’t gonna make big bucks. But for me, my life leading up to that, I was a professional dancer and a writer, since, you know, I was making, literally, like newspapers in my my kids, you know, my childhood bedroom for my family and so, like it was just, it was very big passion of mine. That’s that I tunnel vision. That’s what I was gonna do. So that part of it was fine. I think what to answer your question appropriately. I think what actually happened is my priorities changed. I wanted to, in the beginning, go to New York, be in publishing, no matter what it took. And I’m and I’m super glad I did it. I would have always regretted it. However, my priority shifted a couple years later, where I’m like, I make no money. I’m far away from my family. I don’t see them. Eventually, I want to have kids. I want them to be close to my you know, their grandparents, and, you know, someday I’d like to retire. So that’s, I think that’s I knew what I was getting into. To some degree, everything was 1000 times more expensive than I thought. But, you know, at the end of the day, I think it was my priorities that changed. Yeah,

Lisa Marker-Robbins 24:54
I Well, how do you feel about the follow your passion advice? Yeah. I think try

Brianne Rush 25:01
it when you’re in your 20s. And I have, I have young kids now, and so I think to myself, like, if my my son says I want to be an artist, or he actually is very good on the piano, I’m going to be a pianist. You know? How do I handle that? And it’s like, I want to be in a place in my life where I can fully support that. Help him if he needs it, go for it, do your thing. But we’re not quite there yet. He’s eight, so I have 10 more years or more, but I, you know, I did it. And so I feel like the right thing to say is, is go, try it, but maybe understand what it takes to make sure you’re okay on, you know, coming out of that too,

Lisa Marker-Robbins 25:40
right? I It’s one of my least favorite pieces of advice. But I from a satisfaction perspective, I try to look at like, can you get passions in met fulfilled in areas that I mean, sometimes it’s a perfect match, right? It, it can get met in the career, and then in others, there’s, there are ways that you can meet those passions in your free time, perhaps, right? I’ve also seen as students really dig in and gain new skills that proficiency can fuel passion.

Brianne Rush 26:19
Yeah, I like that a lot. And for me, I’m such an avid learner, like I love learning, and so I read about 50 books a year. I listen to podcasts all the time. I actually went and got my certification to be a sommelier just to learn about wine. I’m not going to use it for anything. But you’re right. I think that actually ended up fueling that sort of investigative side of me that I had from journalism. So, you know, I don’t necessarily use it now, but I think I get it through my hobbies.

Lisa Marker-Robbins 26:51
Yeah, when I want to go back to the cost of the savings bonds story is fantastic, because everybody of a certain age, had grandparents that gave them savings bonds, right? I hope, yeah, my kids are 23 and 27 and I was just going through something, and I came across, it was like, our firebox, right? And I think I had to get a passport out or something, and I came across a savings bond that is for one of my kids, and I’m like, oh, it’s not mature yet. I’m not giving it to them yet so that it has the greatest amount of value. But that’s a fantastic story that most people can relate to, that you had, you’re like, and it was a week and a half. It was 10 days later, and I was out of money, when you’re advising 20 somethings on evaluating pay against cost of living. Do you have, I find this is one of the hardest concepts to teach. Do you have tips for and if you have some secret sauce, I want to hear it, because this is a hard one. Knowing the value of $1 what it costs to live, geographical constraints on that. How do you solve for that? When you’re advising these young women,

Brianne Rush 28:05
you’re right that is extremely difficult. And for women now, I think it’s a little bit more out in the open of this advice of you don’t have to necessarily just take what they’re offering you, or you have the right script, you have the resources to say, well, you know, my skill set actually should be in this range, or I’m looking at other jobs in this range that helps them talk to the person that’s interviewing them about salary in a in a more confident way, so that they’re they’re not starting behind, you know where there are other colleagues, maybe, or where they need to be to have life. And so I think it’s super important to really do your research ahead of time and to practice that script. So understand what kind of your minimum is. Do your research. This is the minimum I need. And then what you do is you give a range, and that bottom number should be your minimum that you need. So if you need, we’ll just throw out numbers. If you need 50k wherever you are, then you know, I’m looking for, and that would probably be more like in a bigger city, yeah, for it, for that, you know, age group. But if you you could start out by saying, I’m looking at other I’m interviewing for other jobs in the 50 to 60k range, so that if you land at 50, you’re okay. But if you say, Well, I’m looking for 45 to 50, they’re not going to give you that 50. You know, they’re going to come in at 45 or 42 so that is, you know, research. Make sure you know what you should ask for, and practice asking for that. Because if you go in and the first time you’re saying those phrases during the interview, you’re going to flop, you’re going to say things wrong. So practicing it to your dog, to your cat, your mom, whomever, because that’s going to set you up, literally, for. The rest of your life in that salary,

Lisa Marker-Robbins 30:03
you know that takes confidence to do. And yeah, my goal is that we’re always launching confident young adults, right? And I think what it really makes me think about, and I I have kids that have just launched, right? And so I even think about my own children. I think about the 1000s that we’ve worked with, they can be so afraid to even send a LinkedIn connection, right? You know, we we give a LinkedIn guide to students just to put together your profile and go make five connections, right? I find if you’re afraid to do that, like you’re not going to be able to ask that question. So for those of us, like, if it’s a student that’s younger that’s listening, if it’s a parent that has a teen or a college student, or if it’s somebody that’s working with them, like helping them, be brave. Because I always tell kids like, what looks like confidence on the outside. It just takes courage on the inside, and it gets easier the second time you do it. But to your point that the first time you ask about that absolutely cannot be when you’re sitting there doing it.

Brianne Rush 31:16
Yeah, it You’re so right. It does take confidence. And even reaching out on LinkedIn. I totally get that putting yourself out there is one of the scariest things in life ever. So I completely get that, and I’ve seen that in my own self, like I don’t necessarily want to put out this Instagram, you know, reel that’s talking about what I’m trying to accomplish, but what I will say is that action is what builds confidence. And I think you said that as well. It’s the first time is super scary and the second time is a little bit less scary. So the worst thing you can do is sit there and wait for the quote, unquote, right time. What you need to do is just get over that hump the first time, get out there and do it. And that confidence comes from repeated action. Yeah,

Lisa Marker-Robbins 32:03
I think the action piece I was earlier this year, I read the 20 something treatment by Dr Meg Jay. I don’t know if you’ve read that book, not read that one. She is a great Instagram follow, especially because you guys, she’s She’s a psychologist, so you guys do very different work, but with the same population. And if she preaches like action, you have to move. You have to do something. And so this has been like really an inspiring and helpful conversation. If you had any parting words of advice, and if it were a teen or 20 something listening, what would your parting words of advice be?

Brianne Rush 32:43
Start working on your emotional intelligence, and that means being self aware and being able to self regulate yourself. And it also means building that social intelligence and that communication and empathy skill. If you can do those things, it’s going to bolster your hard skills in a way that’s going to propel you for your entire career.

Lisa Marker-Robbins 33:07
Fantastic. Thank you. If people want to follow along with all of the fantastic advice that you’re putting out into the world, where’s the best place to do that or how to get in touch with you?

Brianne Rush 33:17
Yeah, well, Lisa, thank you so much for having me on the best place for daily updates is probably to follow me on Instagram. It’s Brianne independence lab. So b, r, I, a n, n, e, Independence lab, but

Lisa Marker-Robbins 33:33
we will put it on the show notes too.

Brianne Rush 33:36
You know what? I do have a link as a gift. If that’s okay. A lot of this stuff is just so hard, it’s a little bit abstract. So if you want to learn more about this, or, you know, you have a loved one that should learn more about this, I put together like a very easy ebook that kind of goes over this, and usually it sells for 19 but because this audience is so awesome, and you take such good care of them. Lisa, I want to just give it away for free. So that URL would be the independence lab.com, backslash playbook. That’s where that’s

Lisa Marker-Robbins 34:12
at. Fantastic. Thanks. Brianne, I appreciate you making the time. Thank

Brianne Rush 34:17
you for having me. You

Lisa Marker-Robbins 34:24
you. Thanks Brianne for teaching us about the secret workplace rules and for tips on how to thrive professionally. I hope you’ve gained valuable insights into how to prepare your young adult for career success beyond just academic achievement. If you found this episode helpful, be sure to check out my LinkedIn profile guide at flourish, coachingco.com forward slash LinkedIn. This free resource is the same one we use in my launch Career Clarity course, and will help your team create a standout LinkedIn profile that attracts connections, positioning them for success even before they graduate. Remember the journey from college to college. Career doesn’t have to be overwhelming. With the right guidance and preparation, you can launch a young adult with confidence. I’m Lisa Mark Robbins, and thank you for joining me on College and Career Clarity, a flourish coaching production. Don’t forget to subscribe so you never miss an episode that can make a difference in your student’s future.