Latest / We Are For Good Podcast - The Podcast for Nonprofits / 182. Friday Convos with Young Pros: How to Attract + Retain Young Pro Talent at Your Organization - Jonathan McCoy, CFRE, Becky Endicott, CFRE, and Julie Confer

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182. Friday Convos with Young Pros: How to Attract + Retain Young Pro Talent at Your Organization - Jonathan McCoy, CFRE, Becky Endicott, CFRE, and Julie Confer · We Are For Good Podcast - The Podcast for Nonprofits

• 0:01
  Jonathan McCoy: Hey, I'm john.
• 0:02
  Becky Endicott: And I'm Becky.
• 0:03
  Jonathan McCoy: And this is the we are for good podcast.
• 0:06
  Becky Endicott: nonprofits are faced with more challenges to accomplish their missions and the growing pressure to do more, raise more and be more for the causes that improve our world.
• 0:15
  Jonathan McCoy: We're here to learn with you from some of the best in the industry, bringing the most innovative ideas, inspirational stories, all to create an impact uprising.
• 0:23
  Becky Endicott: So welcome to the good community, where nonprofit professionals, philanthropist, world changers and rabid fans who are striving to bring a little more goodness into the world.
• 0:34
  Jonathan McCoy: So let's get started.
• 0:36
  Becky Endicott: Happy Friday.
• 0:36
  Becky Endicott: Hey, everybody, no,
• 0:39
  Jonathan McCoy: it's our Friday combos.
• 0:40
  Becky Endicott: Okay, I just have to tell you, I have like an incredible buzz and energy to have this conversation today about young professionals, behaviors of millennials and Gen Z errs and why people need to be tuning in because when we started researching, it was fascinating.
• 0:56
  Jonathan McCoy: Yeah, it's super fascinating. And we have a Gen Z right here that we can study at all
• 1:00
  Becky Endicott: data millennial, we all represent different categories. So yes, oh, this is gonna be such a good conversation, like
• 1:07
  Jonathan McCoy: a case study of this entire thing. But let me give you some context. If you're new to this episode, we have done a four part series on young professionals, really speaking directly to the young professional of how do you find your first job? What do you do to show up? How do you ask for that raise? How do you kind of advance in the mission. And then the last week, we've taken a pause and seriously go back to this, if you've missed it, we took a week for mental health.
• 1:30
  Jonathan McCoy: And those episodes, I think, apply to anybody, wherever part of your journey so you can see, feel seen and heard, and really have some strategies for how to address our mental health and step into some brave new world and new conversations. But today, we're coming back at the young professional series, closing it out by talking to leaders specifically, because leaders, we need to embrace this generation, we need to get ready for it, it's here. And today we're going to have an honest conversation of how do we attract how do we retain this type of talent that's coming in, and truly like leverage to the full potential, this incredible generation that's up and coming.
• 2:05
  Jonathan McCoy: So don't miss this, if you're not in a position today that you're trying to hire, actively hiring to grow your team, think about this conversation through the lens of no matter where we're at, we're trying to attract volunteers or donors or future donors to our mission, that have a completely different context for how they view the world and how they're approaching life. So this is a conversation that I think everybody can take something from. And if
• 2:27
  Becky Endicott: I can go back to our core value number two, which is play the long game, people getting a process and an engagement strategy around young professionals is the ultimate long game, because they're going to be the ones that are going to be leading our organizations in 10 to 15 years. They are so purpose driven. They want convenience, they want purpose and meaning. And if we can grab that passion, and pour it into our missions, Can you even imagine the potential not even just with how they're giving, volunteering and showing up, but how we can employ them and have them doing that five days a week pouring into our mission, that the potential is limitless in my mind.
• 3:10
  Jonathan McCoy: Okay, so let's set the scene for what this current landscape looks like. I mean, there's never been a moment on the planet where there's so many young people, they're smart, they're tech savvy. In fact, they don't remember a world without all of these actly. But they have the ability to access information with the blink of an eye. So just threading these kind of bigger themes together, we talk a lot about information is no longer the scarcity. But its attention. And I do think that this generation, it is about how are we gaining that attention?
• 3:38
  Jonathan McCoy: How are we getting traction, because there's no shortage of people talking or ways to dive in and can act, but there is shortage of meaningful engagement. And that's I think what we see at a deeper level here, especially as we've done some research getting prepared for this episode, is that there's this underlying looking for purpose. And I think all generations have gone through that. Or I can say, as a millennial, we're going through that in our family to have what did the pandemic teach us? we're diving deeper into what is our core purpose, I think that is part of the DNA of Gen Z. That's right now, and it's showing itself in all the different ways I
• 4:11
  Becky Endicott: could not agree with you more on this. And I just think what the pandemic has done to make purpose, the thing it is so explosive and infectious right now because if you think of the time honored values of millennials, and Gen Z years, it has been there within the fiber of their being forever, but the pandemic, just really put that on hyper focus.
• 4:34
  Becky Endicott: And I will say even as Gen X, I feel my husband who is an attorney, and so far away from the nonprofit purpose or the nonprofit world, he is looking for purpose. And so we have this really unique opportunity because as Gen Z is looking for more overall life fulfillment, and Millennials are so focused on job security, this sort of unique attitude that's been formed. harmed as a result of the pandemic is just symptomatic of the changing world. And so this is where companies, nonprofits, people who are selling, they need to start adapting their leadership approach, how we look at hierarchical structures, we need to bring employee input in more we need, we just talked about mental health all last week, and how important that is, it is about checking in on your people and making sure that this top down effect is something that I pray goes away forever. And this is the generation that's pushing the bottom up effect. And what that does to create human connection is just an incredible opportunity for us. So as we talk about the great resignation, I hope you guys have all heard about this, which is just this new way of thinking and the way that we want to approach going into business.
• 5:50
  Becky Endicott: And it's about sunsetting, this grind of working, you know, to death and working all the time and pouring everything into your business into your career. It's more about how do we align values? How do we align purpose, and I think this generation is the one that's going to really challenge boomers, Gen X are, which is me, and I am just so excited about the potential of the great opportunity that exists right now.
• 6:18
  Jonathan McCoy: Okay, so let's start defining some of these audiences. You know, the primary group of the workforce right now is millennials. So I feel very seen, that's my group, right.
• 6:27
  Jonathan McCoy: But it hasn't been that way for long. But I think they're interesting, Millennials as a global level are interesting, because they really are the most different generation compared to the generation that came before them. And I think, you know, a lot of things were changing as I was growing up, and even, you know, getting into college, especially technology, the accessibility of information, the invasion of social media, or whatever you want to call it,
• 6:50
  Becky Endicott: ability to connect is so seamless,
• 6:53
  Jonathan McCoy: easy, yeah, even since college, how much that has transformed. But I think overall, Millennials do value meaning. And, you know, I see that in my peers, too, it's, it's always been more than a job or really a desire to have more than job because fulfillments more than just outward success for our generation participating in a project is more important than being the one managing it, because I think there's this underlying that, you know, we're looking for meaningful experiences, not just accumulating a lot of things.
• 7:21
  Jonathan McCoy: And some of those experiences, you know, put us in positions that, you know, we're looking for fulfillment. So you know, a lot of us are looking for budget friendly options, because we come with student loans, and this is the generation that that's really defined a lot of our adulthood, stepping through, you know, our first careers. But at the end of the day, you know, the guy actually said this, we're talking about that 25 to 40 year old kind of group of people. And so if you look around that is, you know, a lot of them have stepped in and are leading organizations at this point, or definitely are kind of next in line to be leaders. And so I think it's really important for us to understand, and look reflectively if you're in this generation, how are we different? What are the mindsets? And kind of the way we approach How is it different than what's coming in the door with Gen Z, and Julie was gonna riff on that.
• 8:06
  Julie Confer: Yeah, and Gen Z, I feel like people think Gen Z are people that are still in high school, which does pertain. But I technically am that year that they don't know if I'm a millennial, or a Gen Z, I was born in 1996. So this generation are your 16 to 24 year olds within your office, they may be your fresh college graduate, someone that's been in your office for maybe two to three years, your college intern, someone starting their first job. So we're really excited to have this conversation, because we're talking about them, and how all these millennials that are already in the workforce can engage with them. And people have literally nicknamed Gen Z, the philanthropy teams, I think that I love, they think that is so fun, because they're tech savvy, they're generous, they're entrepreneurial. And I genuinely think our generation thinks and believes that we can change the world with the money in our pocket. We know we don't have to be millionaires, we can use our voice, our social media, our access to connection to those around us to change the world.
• 8:59
  Julie Confer: And we just have witnessed these global issues. I got my phone when I was like in the sixth grade, and I've been able to, I think I made my Facebook It was like the best day ever in eighth grade, I think. And when I think about that, I have also seen the things that are on social media, literally since I was how old are you when you're that age, like 13. So we have witnessed global issues, ranging from economic downturns domestic and international safety concerns, gender inequality, racial injustice, climate change, among others. And that is why this generation is so passionate about purpose because we know we can't ignore it. And we know we need a workplace to help us make the change of what we've been seen in front of our faces all growing up. And then one other fun thing that I want to share is that we value our time and our money one in the same and I think that's an important conversation to talk about with all of us.
• 9:53
  Jonathan McCoy: How do you not love this generation?
• 9:55
  Becky Endicott: My head is exploding right now you guys I want to give you some perspective on I am 42 years old, I did not get a phone until I was 21. I was not on social media until I was 25. Now if you think about the difference between Julie and I, because we're 17 years apart, but she has all her like more than half her life, she has spent digitally connecting with people connecting with causes, she has had those issues front of mind.
• 10:25
  Becky Endicott: So she cares, she wants to change things. This alone is an expression of how different you have got to be in leveraging your channels, leveraging multi platform, leveraging your messages, because even though Julie and I are so value aligned, we're both enneagram.
• 10:45
  Becky Endicott: Two, we want to help her access to information and to people has been immediate, basically her entire life, I have a lot of human to human connections.
• 10:53
  Becky Endicott: Because I didn't have that until I was in my mid 20s. That alone should tell you that the tone you're setting and the frameworks that you're setting have got to be different and segmented for your audiences based on their past experiences.
• 11:08
  Jonathan McCoy: I agree, we talk all the time about how empathy through story builds through storytelling, and I just think of like your generation in difference to millennial I mean, we saw some of these things start to happen. But I feel like it was on the news or maybe it was in a different city or a different country. And it's different now because it's very personal that we can follow people that are on the frontlines of it or that are facing it day to day are unpacking their mental processing of it. And like this, the way that the dynamic has rolled out, it's just this generation so much more involved with all of those issues, because they feel it like they know people, it's not removed from them at all, it's like very much right in front of them and they want to eradicate it, they want to change it.
• 11:51
  Julie Confer: And I believe it Sorry, I will say it's interesting in college now at the university I went to they have a major for nonprofit management. And if you would talk to a lot of people in college, so many people were getting a minor in nonprofit, even if they were majoring in finance, because so many people would say I want to have a career with purpose. And so a lot of people wanted to study the ins and out of the nonprofit sector, even if they weren't like me that knew they wanted to work in it. A lot of my friends want that to be an important aspect of their career, whether they're a dentist, or a fundraiser,
• 12:25
  Becky Endicott: I am so geeked out about it cool. And so knowing all of this information, having all these tone, setting conversations about this young professional group, whether it's Gen Z or young, or millennials, we think they're going to be fused together as a young professional. So they're highly adaptable. They're inclusive.
• 12:40
  Becky Endicott: They're fast learners, I love that they're unfazed by mistakes, and they're just skilled technophiles, they know how to work digitally. And so this is what we're saying is we're getting into the meat of this conversation. This isn't just high school kids, these are individuals that want balance, they do not care about your institution, then let's break
• 13:04
  Jonathan McCoy: that down. Yeah, that sounds really harsh, sound harsh, but they don't care about the institution aspect of it, right? Like they want to. They want to perpetuate the cause that matters at the end of the day, the thing that you're actually fighting for, they just don't necessarily care about the structure. And I know we talk about this a lot. But we put these walls and boxes around our organizations that this is this nonprofit, this is a business that's over here, this is a corporation doing something separate. And they just don't think they see those lines as defined. And I think that's a good thing, it is a good thing because it's created a lot of silos and you know, as we pull together, this generation is going to be the one to unify around actually doing the thing, you know, actually taking that hard step of working together to eradicate something,
• 13:52
  Becky Endicott: and think about the silos and what they've done to us as corporations and nonprofits. All they have done is create more time for us to elevate issues, to get things approved. And that takes such a long time. And what suffers at the at the bottom of that is the impact the mission, if we could move faster, then we could do so much more. So I just love that this group is not impressed with hierarchy. And think about this people. They are getting to know you online, they are not reading your annual reports. They're not reading your press releases or your impact reports. They are following you on your social channels, on your websites, the reading your emails, and so we're gonna have to adapt to that we're gonna have to pivot.
• 14:37
  Becky Endicott: We're not saying don't write your annual reports or don't write your impact reports. This is where syndication is going to be key. Take your impact report and break it up. Put a little nugget around one fact and put it on your social channel.
• 14:51
  Becky Endicott: Because I can assure you these young professionals will gravitate toward that that's the kind of information they want to absorb. They love your impact report. They just don't want to sit down And read it. So we need to make it consumable for them.
• 15:03
  Becky Endicott: And that alone is a cultivation.
• 15:03
  Becky Endicott: Think about your impact report being a cultivation. If you could drip that over little facts, little nuggets. Over six months, can you imagine how you're bringing people in to love your mission, this is the way our minds need to shift into interacting with this new group.
• 15:22
  Julie Confer: I have some mind blowing Gen Z workplace stats that I found this morning when I was reading some articles about this topic. And these are from Gen guru and sh RM. But I think it's really tone setting. And it shows the pillars that I think our generation really cares about in 91% of Gen Z reported that technological sophistication would impact their interest in working at a company. So just like how I said, I have had a phone in my hand, since the seventh grade, I also have had innovative technology around me, so I probably won't go work for somewhere that seems super behind in that sense. And 77% of Gen Z said that a company's level of diversity affects their decision to work there. Last 190 3% of Gen Z said that a company's impact on society affects their decision to work there. So that is almost every single person saying that the shockingly high stats Yes, so we the pillars that I kept seeing throughout all these articles, which I agree with as being in this generation, we value technology, we value innovation, diversity, culture, and social impact. And so we're going to dive into how you can create that in your organization so that people like me want to come work for you.
• 16:32
  Jonathan McCoy: Okay, if you just took just that clip, that's what she described what Julie just described, you're telling me that you are resisting, bringing that type of a person into your organization that's leaning into tech and innovation, and truly caring about these things that matter.
• 16:46
  Jonathan McCoy: This is why we feel like this could be the greatest shift. And really some of the most transformational time of your organization, as you latch on and lock arms with this generation that really does want to change the world. So as we think about how are we going to build a culture, a thriving culture that's going to attract and allow the young professional to like, show up and be their best and bring their best? And so I think it starts and sorry, not sorry, this is our first core value of a company to is everyone matters? And are you really living that out to show your employees that you care about them as people. And you know, it's hard to come off of Mental Health Week on the podcast, when people have been in our DMS and emailing us all week about just the pain and the effects that the toxic work heavy, non stop grind culture that has been created, and especially is very prevalent in our sector, it's hard to not look at that and say, we have to do better like it is the reckoning is here. Because if we care about our people, and if we care about cultivating whatever we're trying to do, we have to prioritize the people. And that starts with mental health. But it's also just like, how do you show and support them in the causes that they care about? And how are you aligning with them?
• 18:36
  Becky Endicott: I think another one is about flexibility. I mean, everybody right now is talking about remote work. And again, it's a part of that great resignation, and that push to not have to be physically in the office eight to five. And I really have a heart for our friends who are in major metropolitan areas, because think about their time just commuting. And when you get all of that time back, and you're actually able to pour it into not only maybe your job, but other things that are important to you, your family, your hobbies. Flexibility becomes one of the great hallmarks of building a thriving culture. So I think leaders need to start with listening. Don't ever assume you know what your employees want, you need to be asking questions like, what are your current pain points? You know, how can we make this job experience, something that fits with you and your family and your value sets? I mean, certainly, if you don't have value set up as your organization that you can point to, then that has got to be a starting point. But I also think there's an opportunity here for creative groupthink around what can we do to be more flexible?
• 19:39
  Becky Endicott: What can we do to still keep our ROI where it is and keep, you know, our focus on our goals, but how can we be less rigid and the way we work around to achieve those goals?
• 19:51
  Jonathan McCoy: And it's no different than what we talked about with your mission that you you can't design solutions aside from the people that you're trying to impact I mean, that's a reckoning that's happening at a whole different level. But it's the same way that I think if you're not designing this workplace, well actually talking to the people that are working there and saying what do you need and want? I think that you're going to completely miss the point. Okay, something cool culturally, this just came up last week, so I have to share this but we were talking to our friends over at historic agency based out of Phoenix, they have an episode coming up on the podcast, but they just showed how they really respect employees and you know, a lot of times they will have to travel for work to either go see a client or for one reason or another they have this program.
• 20:31
  Jonathan McCoy: That they will order a pizza to be delivered to your family when you're gone. How cool is that?
• 20:39
  Jonathan McCoy: Because you know the disruption of having to leave town for the night. It's just like this simple thing. It costs them what 30 bucks, maybe, yeah. But it just shows that, hey, we acknowledge that you're doing this, which moves out of the way and causes some undue burden on your family. So we want to cover dinner for that night,
• 20:55
  Becky Endicott: that was so creative. And I actually think it was if if they're working, if they're gone for more than two days that they implement the pizza policy, which is so fantastic. I mean, they threw out things like they give their employees $1,000 for travel a year, can you can imagine just literally taking that out of someone's salary and moving it over and saying, or adding it be a may be amazing be growth mindset and added on top, that's not going to be a huge budget line for your organization. But you're asking people to disconnect, to go and see to experience other cultures and people that are different than them. And the cost for them was$1,000 historic agency, you guys are so evolved way to go.
• 21:37
  Jonathan McCoy: But I think there's lots You know, there's really a lot of different ways to approach this. And just showing appreciation I think goes a long way to we've talked about money on the podcast, I think that there is space for also you need to compensate, you know, appropriately, because that's the ground floor of showing value and showing appreciation. But simple things, these kind of programs that you can implement are really powerful as well. JOHN, I
• 22:00
  Becky Endicott: love that you brought up value. Because as value aligns with compensation, I think we need to rewire our brains about how we compensate I mean, Gone are the days of unpaid internships, that if someone is coming into your organization, they're pouring their time and their energy into it, they deserve to be compensated, I don't think you can look at a young professional anymore as this is their first time job. And I need to give them an entry level position. If the value of what they're bringing to your organization is extremely high, then we need to meet that value with a compensation that is appropriate. And so this is really a different mindset shift. And I really think that if you can focus on that value, and making everybody again, feel seen and important, and that their work is critical to the success of your mission, you're going to be able to attract incredible talent to your nonprofit.
• 22:50
  Jonathan McCoy: I think value is just such a great segue into just thinking about how do we retain the talent that's coming in the door. And something that really kind of shook me was Julie brought this up to say, the pandemic was this moment that really showed organizations true colors, you know, and it's so true of like, those that didn't have some of these pieces in place, especially some of that we're going to have to talk through, those are where people have already left, you know, and so this is a chance and opportunity to get these things right to build them in to bake them into how your organization works. And one of them sorry, not sorry, we talked about this a lot, are you investing in your employees professional development, the rate at which things are changing new technologies coming on board, just people as a society are changing. So if we're not actually investing today, in keeping our employees relevant, then you're going to be irrelevant, and they're going to feel not invested in and valued in. And the same with the commitment to D AI as an organization. That means diversity, equity and inclusion.
• 23:47
  Jonathan McCoy: And that is not a check the box thing it is a How is that filtering into all of your hiring practices, all of your retention practices. And it looks and takes shape in a lot of different ways. But it starts with Are you seeing the end person? Are you seeing your employee and understanding their situation, that they have a voice, that they have all the resources that they can be successful, even if their family dynamics not set up, like your family dynamic. So really having those conversations and elevating the seats, so you have an understanding of as to you can actually see people that's where like transformational workplaces will start to be created.
• 24:21
  Julie Confer: I was really interested in looking up like Who are these Best Companies to Work for who has deemed these and so fortune 100 Best Companies list, I was just kind of diving into what companies are on there. What do they look like? And yes, some of these are massive corporations with tons of resources. But I think there's lots to learn of what people are saying about them.
• 24:38
  Julie Confer: And a common thread that employees were sharing of these top 10 companies on the list.
• 24:44
  Julie Confer: They were saying that their organization was there for their employees and community throughout the pandemic, a lot listed that they had you unique company benefits like the travel voucher that we shared earlier.
• 24:53
  Julie Confer: They have mental health initiatives, executive leadership is visibly and vocally prioritizing social justice issues and flexibility.
• 25:03
  Julie Confer: And so I think it just reiterates everything that we're saying that this is where you need to be investing and growing. And even if you're a small shop, maybe read through some of those fortune 100 Best Companies list and take the same mindset that they have, because there's a reason that they are the top places to work,
• 25:19
  Becky Endicott: and it's not lost on me as we're having this conversation about retaining talent. Y'all. This is where the rubber meets the road in terms of your dollar impact. Your fundraising is going to be impacted positively by Investing in your employees professional development, by having a commitment to D AI, that is going to attract amazing talent and donors to your organization.
• 25:42
  Becky Endicott: Prioritizing wellbeing and mental health in your employees is going to make a more vibrant culture and organization for you. And all of that is going to do what our bean counters love, which is help us raise more money, help us connect with more individuals, and it creates thriving workplaces. So if you say you don't have time to do this, or we don't have the bandwidth to do it, we are saying we're not sure your organization is going to thrive or survive in this new world without some of these tenants at baked into your organization.
• 26:16
  Becky Endicott: And I just have to riff one more time on the young professional growth because we found crazy statistics about it. Because we're finding that young professionals one investment in their career 61% of millennial employees, believe learning is the key to success in their career. And wow, 76% of Gen Z ers believe learning is the key.
• 26:42
  Becky Endicott: And so they are so curious, they have learned how to grab and go find any information that they want their entire life. So if you're not providing it for him, they're going to go out on their own and do it or they're going to find somebody who will pay the bill. And guess what, when they get that information, that knowledge, they're going to translate it straight into your company into your mission, for good. So what we're saying is, we need to be thinking about why investing in personal and employee growth is going to affect your bottom line in a massive, massive way. And that needs to be a shift are making as you're looking at your budget as you're looking at your strategic plan. And as you're looking for long term growth post pandemic. And I
• 27:26
  Julie Confer: think so much of this conversation is so important because it's things you need to start doing now.
• 27:31
  Julie Confer: Because, and by 2025, there will be a lot more urgency in the workplace. And this is something that it takes time to build a culture that looks like this.
• 27:38
  Julie Confer: And so when my sister just graduated from college, she's in her first job and Rachel, hi, Rachel, if you're listening, and the first thing she said about why she chose the place that she did to work was that they had an amazing culture. And so this is people's top priority as they start their jobs, and it's going to take you starting to implement it now to build that culture. It won't happen overnight.
• 28:00
  Jonathan McCoy: And again, I just we can't have this combo without me just thinking, what a gift that you could have an incoming generation that prioritizes learning and growth and a positive culture and changing the world inclusivity it's like, this is our moment, you know, but we're going to have to change, it just happens that it's budget season. That's fascinating. How does this conversation, changing the way you as a leadership team gather around the table and look at your budget for the next year.
• 28:27
  Jonathan McCoy: Because this is the reality, this is the time for reckoning and for a change. So I just hope that this conversation kind of pushes you that way. And notice we're only pushing you more to making a bigger impact, raising more money by getting people aligned. But it's not going to look like how it's always looked. It's going to be actually much better.
• 28:45
  Becky Endicott: Yeah, it's exciting. Okay, that is okay, I guess I'm the grandma of the group, because I'm the elder statesman here. I am excited about this. The new normal of balance of purpose of community, valuing every person who doesn't want to be a part of that culture. So we are jazz to clearly you can tell us we're all geeking out, I value so much that Julie is here in her role with the experiences that she has I value, john, you know, we're only four years apart three and a half years apart.
• 29:16
  Becky Endicott: But we are already in different subgroups, you know, and we do have different behaviors you need to be looking at not only are young professionals as employees, we're going back to this again, this is about how you are looking at everybody who's coming into your front door, whether it's physically through your front door, but we're saying most of them are going to come through your digital front door. So value those people. Let's show up in this new exciting way. And let's galvanize a massive global community. It is no longer just about the little people in our community, the world is wider, and we're telling you we've got to jump and seize it.
• 29:55
  Julie Confer: And we'll link up a lot of these blog posts that a lot of these statistics came from because one Google search will take you down a rabbit trail around this topic and there are so many resources out there. So many books, so many organizations that are teaching how to lead well and engage five different generations in the workplace. So just the heart behind this whole conversation is how can each one of your employees show up vibrantly, even though we're just talking about young professionals, so we'll link those up.
• 30:22
  Jonathan McCoy: Okay, friends, we're pulling for you. We are
• 30:24
  Becky Endicott: loving our young professionals and they are going to be the key to our future. So invest in them and thanks for listening to this growth mindset episode.
• 30:32
  Julie Confer: Hey friends, thanks so much for being here.
• 30:33
  Julie Confer: Did you know we create a landing page for each podcast episode with helpful links, freebies and even shareable graphics? Be sure to check it out at the link in this episode's description. You probably hear it in our voices but we love connecting you with the most innovative people to help you achieve more for your mission than ever before. We'd love for you to join our good community it's free and you can think of it as the after party to each podcast episode. You can sign up today at weird for good calm backslash Hello. One more thing if you loved what you heard today, would you mind leaving us a podcast rating and review? It means the world to us and Your support helps more people find our community.
• 31:04
  Julie Confer: Thanks friends. I'm our producer Julie Confer and our theme song is sunray by Remy Boris boom