"Networking Requires Practice", with Kaylee Brunette, on Exploring Our Strengths, Networking (linkedin and in person), Making...

Transcript:
0:12
Hello everyone, welcome to The Intersection, a podcast program about intersectionality, intersectional identities, and intersectional journeys, both professionally and personally.
And as we all know, they are always intertwined and interconnected.
0:30
And it's the beginning of June.
So happy June.
June is a very intersectional month.
It's Pride month.
Of course, it's also immigrant heritage month, and it's also PTSD awareness month.
And also, I realized very, very recently this morning that this month is also Men's Mental Health Month.
0:52
So June, June has a lot going on and it's very intersectional.
And I feel like this is a really good place to introduce our guest because we're going to talk about people and culture and all the things we mentioned are very, very relevant.
So I'm excited to welcome our guest today, Kaylee Brunette.
1:12
Kaylee and I met via the HR community.
Kaylee was the leader at Portland State University's HRMA, which is HR Management Association at PSU a few years ago I think.
1:27
And then we stay connected and Kaylee now is the talent operation specialist at Mulberry Talent.
Oh my goodness.
Well, thank you for having me.
I've been listening to your podcast for quite some time and so normally it's on my drives, but here I am.
1:45
So yeah, thank you so much.
I'm so excited to have you and thank you so much for listening to the conversations with guests and I really appreciate your feedback.
So maybe I recall that you told me at some point you are first generation college student.
2:05
I am, I have not had anyone in my family pursue that far into education before.
And so, you know, we didn't have a ton of money for me to attend school.
So I pretty much worked my whole time while I was at Portland State as a nanny, a home manager.
2:25
So doing a lot of that help with with children, which is so funny.
And now I work in HR and now I deal with adults.
I mean, sometimes.
They're very similar.
Definitely, it definitely can play it.
You learn patience and everyone's just so different.
2:41
And so I take that with a, you know, us as adults as well.
So I think that gives us a glimpse of your kind of your path towards human resources and the fact that you worked well at school.
I think that's kind of an indicator of your, what's the word tenacity as when it comes to career development and etcetera.
3:06
Could you share a little bit of your kind of your journey and story of you know, going from first generation college student to working while studying and then of course internship etcetera and now landing your the second year I think of your career or the third year?
3:25
I'm, I'm, yeah, I'm my first year here with like Mulberry, but I was with On Point Community Credit Union and I was an intern with them before this job.
And so I was in the corporate office in downtown Portland and Oh my goodness, I was there for six months.
3:44
Amazing place to work.
And so kind of before that, yeah, I, I'd gone to Portland State and I didn't really know what I wanted to do with a career.
You know, you're a sophomore, a, a young person.
4:00
And I didn't really have anyone around in my life, my family's friends who were kind of in the professional industries.
So I really had to explore within Portland State.
What were my strengths?
I knew I wanted to work with people, explore a little bit of legal and I was always interested in recruiting.
4:22
And so I ended up going through the the dual program for the BA and I did human resource management and management leadership.
And I actually stuck with my whole degree the entire time I was there.
And then I joined PSU Herma, which is the largest Sherm student chapter.
4:47
And so it was just a great experience being a student leader.
It was an opportunity to network when you know, you didn't come from too much money and you no, you didn't feel like you had that confidence to really use your voice to speak for yourself.
5:03
I think student group was excellent.
So, you know, if there's a student listening to this, it's it's a great opportunity to just get yourself out there.
And ultimately that's how I found my internship is because I knew someone who was alum with that student organization and the internship wasn't even posted.
5:23
And there's a lot of times with me working recruiting, a lot of these jobs are just not posted.
So word of mouth is something that happens pretty often in the industry.
That's such a good insider tip.
And I especially now like it's such a competitive market and with the kind of growth and involvement of AII think it seems even more challenging for emerging leaders to like where do I even begin?
5:52
So I think you mentioned you brought up a really good point is to use your network and a lot of like when we are young as students, like we have no idea like how to network.
How do I meet people like say, oh, I'm like 1920 years old.
6:09
How am I going to talk to someone who's in their 30s or even 40s?
So could you share a little bit?
And I think you kind of mentioned a little, you didn't have a lot of a lot of people in your family or immediate circle who can like support you at a time.
6:25
So how did you find guidance will mentorship and start networking if you can share a little bit of that?
Honestly, I started being a person who just said yes, more to networking opportunities on campus and outside.
6:41
And so that means really getting in touch with your professors.
It means, you know, sending those LinkedIn messages to different people at different companies that you like, spark that conversation.
Networking is a long term game.
It's not something that you can do right after you finish school or right away when you switch into a different career.
7:03
The best way to be prepared is that long term game of connecting with people at the company, building a relationship, maybe attending some local professional events, getting your face seen out there.
Yeah, I think that's such a good advice is to to to encourage people, young people to get out of there and just to talk to people.
7:28
I'm curious, did you identify as like an extrovert?
For myself, I say yes, I'm an extrovert, and so that could be another thing too, because it can be really intimidating if someone does consider themselves an introvert.
It's really intimidating.
The network, it absolutely is.
7:46
So that's why, you know, you just need practice.
Networking requires practice.
And so it's OK when you're kind of just getting your footing to make little blunders with your communication.
That's OK.
But you're getting yourself out there.
You're getting that practice in.
8:04
And so talking to your friends, like who they know, you know, maybe their family have different friends that they connect to you with.
That's a great resource too.
That's so interesting because I know, you know, a lot of folks, myself included, growing up, I actually resisted the idea of utilizing family connections because I wanted to be like, I need to make it on my own.
8:32
But I think to a point that's your community.
It's like use the network.
It's OK.
I think we all know something.
And if you, if we don't do our research, if we don't, if we don't ask, then we won't be able to get the help we need.
8:49
And especially I think I'm guessing, and I don't want to put words in your mouth is because you came from an environment that didn't have a lot of resources.
So realizing the value and appreciate that resource, I think that's like really important 'cause human resources, like that's our social asset.
9:09
Absolutely, Absolutely.
So maybe talk about, you know, how did you go from your internship at credit union to your current job being a talent operation specialist?
Oh my gosh, yeah.
9:25
I can share a little bit about that.
So it's it's kind of funny story, honestly, a lot of.
So with my internship, I, I knew someone from PSU Herma and then here I'm Mulberry Talent Partners.
I actually had previously met our CEO and CEO when I was the VP of programs for the student chapter of Portland State.
9:48
And I had hosted them for an event on campus and I didn't really think anything of it.
I knew a lot about Mulberry and different agencies, but I wanted to get people on campus to meet with an agency, learn a little bit more about human resources.
10:04
And I just had such a great interaction with them.
And IT, it was a way for me to do some networking there.
And years later, once I was working with On Point as their sole HR intern, I was looking for opportunities because I knew my internship was ending.
10:24
And so that's where I was connecting with my network of all these different guest speakers I'd met.
And ironically, you know, I didn't even reach out to Mulberry and I didn't even know that they had this opportunity for, you know, this this specialist were all open.
10:41
But, you know, starting from when I was like a sophomore, you know, years ago, they they'd remembered me.
And so they'd reached out and said, Hey, I think we remember you from all these years back.
We have this opportunity.
Would you love to connect with us?
10:59
Wow.
And, you know, it was probably on a Monday.
I then talked with them.
We had just great conversations.
I'd already built that relationship with them when I was early in school.
And, you know, by the end of that week, it was just kind of a match.
11:17
And it worked out really well.
I had applied to other places before and I just wasn't hearing back.
And so that just really shows you the power of when you're getting into either a new industry or you're graduating from college, it's so important to utilize those relationships.
11:34
You have that network.
It's it's just vital.
It can bring you opportunities.
You never thought, you know, we're coming to your lap and a really magical thing.
I really appreciate that.
I think it just shows how important it is to like you mentioned earlier, to see these as a long game, these, I mean, career building, career development.
11:58
I think a lot of us when we are in college, first year, second year, we don't really think so much about it.
And then we're like fourth year.
I'm like, okay.
Yeah.
You know, so I think starting early is really, really good advice for folks who are either getting into college or maybe halfway through.
12:21
I mean, it's never too late, right?
It's always, it's, it's late than never.
If you feel like it's late in your college life, then start now.
I think there's, there's a value in starting at any point in our life.
And I think something you mentioned before is to build connections and you are very, very good at following up.
12:44
Like I have that personal experience with you.
You are really good at staying in touch with people.
And I think that's like superpowers.
And I know not everyone can do that, right?
It's like it takes a lot of intention.
It takes a lot of strength and energy to do it.
13:00
So maybe maybe not to ask everyone to stay on top of every connection, but just like in general, how do you utilize LinkedIn?
I think that's a really practical question or even challenge actually for young professionals.
13:16
Like how do we utilize LinkedIn in a meaningful way and not transactional?
Can you share some advice?
Absolutely.
I mean, one thing that I think about is if you're kind of an emerging professional, you're looking to explore, you know, a company that you're potentially interested in.
13:34
What I, what I was doing is I would look up the company's LinkedIn page and I would just see what kind of people work there.
You can also look on the website and sometimes they'll have these individuals on there.
Maybe it's a little blurb, a profile about them and some contact information.
13:51
But utilizing LinkedIn is great because it's a place for professionals to get together, have these kind of conversations of connecting together.
So finding those individuals on LinkedIn that are with companies you like, write those names down, find out what kind of events they're attending.
14:13
Maybe you can connect with them, become a friend with them, maybe show up at some of those events, become a member and you know, be visible, introduce yourself and then also follow up with a LinkedIn message or an e-mail.
What I do is a pro tip is I set calendar notifications on my own personal calendar.
14:36
So if there's people I've spoken to, I typically will just right afterwards set a little mini reminder and it might even have a template that's included in it.
So I just go ahead, fill it in and that's just already done and taken care of for me.
Follow up communication is so vital and it really makes a lasting impression on employers, hiring managers and even just people you're networking with as a potential colleague or a peer.
15:03
I feel humbled because I don't do that good of a job on following up and setting up reminders.
That's so impressive.
It, it's it, you know, it doesn't always work out 100% right, But that's not the goal.
15:20
The goal is you don't have to be perfect at this.
You just have to make small actionable steps.
And so that's where it's just so important to have a little bit of a, like a strategy, a little checklist of OK, like what can I do differently moving forward?
15:36
What has not worked for me?
And you know, connecting with your your colleagues, peers of what has worked for them.
That's really interesting.
That makes me wonder, you know, on your journey of in college and then getting into college leadership and then internship and then landing a job, there has to be some experimental experiences.
16:07
How do you kind of like, oh, I think that works for me and that doesn't.
How do you kind of like realize and find out what kind of strategy works for you?
What doesn't and what would you like?
What do you do about that?
16:23
Good question.
Well, I mean, it really depends, of course, you know, if if you're getting a response or not.
If we're talking about LinkedIn messages as an emerging professional to those you're trying to connect with, you know, if there's a notification that they've read the message or not, how many of those are you actually getting?
16:43
And then playing around with the writing that you have.
We have AI and it's a really great way to switch up the type of writing that you're sending to that recipient.
Sometimes you just need to switch up the wording and play around with words, you know, and that could be a huge help.
17:04
So that's one thing I I say utilize AI, look up different strategies that might be helpful and just experiment, but always in person makes the best impression you can.
So that means, you know, stepping off campus, maybe joining a professional career group, you know, I know we have perma.
17:28
So that's, that's wonderful.
And it's a great opportunity where you can go to, you know, coffee mornings, meet with other individuals who are in the field of your interest.
So I highly recommend do as much as you can in person at events and follow up on LinkedIn.
17:47
So those are just some of the strategies that I found to be the most useful.
That's really valuable.
I think I hope that encourages emerging leaders.
I know that it's, it's intimidating.
I think this kind of networking and have conversations with people who you don't know, like basically strangers, that's intimidating.
18:10
But I think hopefully your tips can encourage people to, you know, just do it.
It's not going to be perfect every time, but I think through trying and experimenting, we will be able to find something that works for us.
18:25
And hopefully, really in today's market, hopefully we can, I don't know, find a job, yell a bill.
Yeah, I mean, that's, that's what's pain for us to have, you know, our our rest on the weekends, right.
18:42
You need to have that recovery as well and being able to support yourself.
And it's, it's tough getting into a job that you really enjoy and meets all your needs.
It could be really, really difficult.
And so, you know, you just got to explore as an emerging professional what works for you, what doesn't and what kind of culture you want to get into as well.
19:03
And that's why it helps going to events in person, because you might people, you might meet people who work at these companies and you might start picking up some, some information from them that might not be said online.
And so it could just be really helpful in narrowing down your your job search strategy.
19:20
I really like that.
I mean, even for me, you know, I've been to a lot of events and networking, It's always a hit and miss.
It doesn't always serve me very well.
So these days I'm I tend to be more selective of the events I go to, which I do think it's a privilege.
19:39
I think for emerging professionals, perhaps you don't have a lot of leisure to choose what you are going to.
But I think the idea of being willing to try and then realize, oh, actually that group doesn't work for me.
19:58
Then you can stop going there and then explore other opportunities.
So I think this is a really good place to talk about taking care of ourselves and our mental well-being.
So you mentioned, you know, to utilize weekend to rest etcetera.
20:14
And I know, you know, mental health and well-being, sometimes for young leaders or folks who are building their career, maybe mental health isn't on the top of mind because people feel like I have to hustle.
20:31
I have to work really hard.
So from your experience and practice as a young leader, how should we prioritize our mental health and take care of ourselves?
One thing I, I would say is help for me is making sure that you have a solid backing of friends or a family member you could talk to so often.
20:54
You know, we might be feeling stressed at work.
We might be feeling overwhelmed.
And it's so important that you kind of balance out, you know, you can spend 8 hours on the job Monday through Friday.
You need to have some outside support, someone who's like a third opinion outside of what you do.
21:12
And for me, you know, that's definitely my friend group.
So having that outlet where you can share, gosh, you know, I know you made this mistake.
Like how did you go through that?
And really having this space where you can feel what you need to feel, you have to do that.
21:31
If you keep it bolted in, it's going to affect your work.
So you got to have an outlet.
I appreciate that you mentioned that if you put it in, it's going to affect your work and I cannot agree more.
I feel like like companies and organizations, if if we want people to show up more kind of fully and well, kind of charged, we need to make sure that it is in companies handbook that we want to take care of people.
22:02
And I'm guessing maybe that's a good place for you to talk about, you know, your role as a talent operation specialist from your perspective as AHR professional, do you have any advice for employers and businesses to help people with resting, restoring, taking care of ourselves so that people can show up to work more fully?
22:35
Well, I would say, I mean, one thing is making sure that people understand that, you know, feel encouraged to take the PTO when they need to.
Sometimes that kind of conversation can be really tough for when you have an employee and they don't want to seem like they they can't handle the workload.
22:53
But as an employer, you want to make sure that you know, you're having this conversation.
You know, what do you need?
Having these one-on-one check insurance is so important.
What do you need that maybe you don't have right now?
The resources on hand, you know, do you need more check insurance with me or anyone who might be like in a supervisor role.
23:15
Having that relationship can be really helpful in making sure that that person feels safe at work, making sure that they feel heard and those little micro things that might be bothering someone can be brought up early rather than later on.
That's such good advice and also very practical.
23:35
I feel like every manager and employer should at least try to do that.
Like conversation member, In your experience, have you noticed any trend or shift you know?
23:53
Are employers more encouraged to or incentivized to take care of employees and workers these days because we know in the past it's always about maximize right and maximizing and productivity etcetera.
24:12
Do you feel or do you notice any kind of shift in kind of employers and business practice?
I would say, I would say yes.
For one, it is really hard to replace an employee because all that knowledge leaves leaves the business essentially.
24:35
And So what we see is that you know, employers want you to be successful in the role.
So it really takes like a drastic measure for something really not to work out.
Replacements come at a cost and you just need to have those one on ones with your employee.
24:53
Absolutely to make sure you take care of those small issues before they become bigger issues.
And so for us, we definitely been seeing how, you know, often times we might have a client who connects with us at Mulberry and they want some kind of consulting.
25:10
Just talking through what might be going on with a certain employee, you know, if this person will be a fit or not long term.
And you know, what have, what have we seen maybe some other companies have done?
And you know, so sometimes they just need a voice to go back and forth, chat about these things.
25:29
And while we're an agency and we focus on the staffing aspect, we're really focused on also that client employee experience.
And so we've heard from many different candidates, the different things that have caused them to leave, you know, their current workplace.
And so we have a lot of information that we can share with these clients who might be, you know, confused on how, how do I talk to this employee and go through this process.
25:56
And so that's just one thing.
We, you know, we collectively, we have over 75 years of experience here at Mulberry. 70. 5 so yeah.
Talk about your experience so far like you're learning from Mulberry.
I had no idea the company has been around for 75 years.
26:15
Well, together with everyone's experience, it's been survived.
Yeah.
So, you know, Kristen and Lauren, who's on our team, so CEO and CEO, they've been amazing at their jobs and they've been in this industry for quite some time.
26:31
And so they, they have an abundance of information for both candidates and clients all in the same different companies.
So, you know, Mulberry wants to be able to provide that really nice experience of saying, hey, you know, we can help you with filling these roles, but we can also talk about, you know, how are the employees doing at, you know, in the office now?
26:55
What are your current needs that you're seeing in the future?
Some of these employees, you know, they might be overworked, right?
And so maybe there's some opportunity to bring a new role in and someone new who can kind of help alleviate some of that stress.
So we like to see the whole picture.
27:12
And I think earlier we talked about, we haven't really talked about it, but we mentioned as we schedule our chat today something about bouncing back maybe from something that's like a negative experience.
27:29
Would you like to share a little bit of that?
I feel this may be a good place to to to say that.
Yeah, no, absolutely.
So one thing I just wanted to say is as an emerging professional, it could be really hard when you have like a bad performance review or something happens at work and you just, you know, you didn't feel like you were, you did a great job.
27:51
And you know, I've, I've had my own as well where I've made mistakes on the job.
That's just normal, right?
And you don't get better unless that happens.
And so I just wanted to recommend if there's an emerging professional listening to this message first, you know, if if you have a mistake and if you need to talk to, you know, your supervisor about it, just try to avoid hostility.
28:16
You need to just own it.
OK?
That could be really hard to do because you want to make sure that you're showing up and doing really great work.
And it can be hard when you make a mistake, but you just have to own it.
You have to be honest.
And one thing that I recommend when you go into maybe a performance review or any kind of conversation with your boss is really coming in with the idea of what was the process that didn't work for you before.
28:44
Your employer wants you to succeed and they just want to know what kind of resources do you need to be successful or what happened before that you know, ultimately caused it.
So come in maybe with a notepad and a pen, talk about the process that didn't work beforehand, specifics, and then talk about what you're going to do next.
29:07
And then ask them for feedback.
What do they think about that process that you're going to do next?
And so that could be a really helpful conversation.
It's it shows that you're taking initiative, you are self reflecting.
And so that is something I would highly recommend.
And then really feel what you need to feel with your friends or family afterwards.
29:27
It could be really hard when you mess up at work, and it could be kind of a Gray area to show that all at work.
And, you know, some of us have really strong feelings, and that's OK.
So having a really strong, you know, network you can connect with afterwards and see, gosh, I made this mistake.
29:45
How did you handle that?
And hearing other people's experiences with failures can make you feel, you know, not so isolated.
I really appreciate that.
I think that's good advice, not just for emerging leaders.
30:01
I think it's it's good advice for us to really throughout our careers, throughout our life, etcetera.
I mean, I can think of times when I grew up, right, like I was this 131415 year teenager and my folks would say something and I would be very defensive.
30:21
I would just like, I holy deep, like, I don't agree, right?
Like even if it was my fault, I would just be in denial because I didn't want to take that responsibility.
I didn't want to own it.
So I think throughout our lives, we probably will make this kind of mistakes more than once or more than twice.
30:43
But I think it's like you said, it's OK to make mistakes.
It's actually to be expected.
Like you're just entering the workforce.
If you knew, I mean like.
Come on, it happens, it happens, human error happens.
And what really matters is how how you react to it, you know, so that that really that's what employers are going to be looking at is like, how do you how does this, how do they respond when they get feedback?
31:09
And I think for a lot of emerging professionals, something I've noticed is that could be just super hard to just take that information and, and make something positive out of it and not letting it haunt you.
You know, the rest upcoming weeks, you know, it's this transformative process that takes time and being open to that change, that feedback is really what's going to make you stand out as an employee over time.
31:37
Just being open minded, being being open and working hard.
I appreciate it very much.
One more thing I will mention is you talked about, yes, we can face our mistakes, we can take the feedback.
31:54
At the same time, we are entitled to feel what we what we need to feel.
I mean the feelings are real.
So like my take away from these is we have the ability to own it on our mistake, on our responsibilities.
32:14
We are also allowed to be vulnerable.
And I think ownership and vulnerability, they are not like they are not against each other.
I think they can work together and help us be better as well.
Absolutely.
32:32
Yeah, thank you for that.
I think that gives me a lot of to reflect on is, you know, I've made a ton of mistakes and I feel I haven't always done a really good job processing them and kind of acknowledging them.
And then like, Joe, what are you going to do next?
32:48
Like, you know, this happened and then think about it.
And then I feel if I don't allow myself to feel it, it's just going to pile up.
Like at some point it's going to come out.
We don't know when.
I mean, you know, So yeah, to folks out there, it is really important to process our feelings.
33:12
At the same time, it's also really important to take notes, like how can we do better?
So thank you for that.
So you mentioned Mulberry has something like a guide to come out, right, to help emerging leaders grow.
33:30
Can you share more about that?
Yes, so with us at Mulberry, you know, we've been talking a lot about emerging professionals and what can we do as an agency to kind of help some of these individuals.
I, you know, I'm earlier in my career as well.
33:45
So I found a lot of these tips really helpful.
So we are going to be having a emerging professionals job seeker guide.
And So what it will include is really tips on different templates to use for LinkedIn to reach out to professionals you're interested working for their companies.
34:05
All the kind of tips regarding from interview prep, follow up information after you're done with the interviewer, things from the agency side that we know our clients all really appreciate and what makes someone stand out.
And so that's going to be coming out in the next couple weeks.
34:23
And So what I encourage people to do if they're interested is go ahead and pop over to our Mulberry website, Mulberry Talent Partners, and we will be having an opportunity where you can sign up for the newsletter and then we should have some updates on when then I'll be officially out.
34:41
So we're just really excited.
We've worked a good amount of hours into it, gotten a lot of feedback and we're just hoping to help some emerging professionals.
I was there not that long ago either.
Yeah.
And I feel you already.
I mean something we haven't, well, we did touch on that a little bit, but I want to kind of readdress the importance of guidance and mentorship.
35:05
I feel like you are already a mentor for emerging leaders, for people who are going to need a lot of help find a job.
And I think a lot of people tend to, if they are talking to someone who are like them, you know, younger and not so alone.
35:30
Not so long ago were still at the college.
Maybe they'll feel more comfortable sharing their own either fear or uncertainty with you.
So I feel like you are already kind of like entering this kind of mental role already.
35:47
So I think, yeah, you're ready.
You're ready to guide people in their career development.
It's it's part of my passion.
You know, I, when I was in school, I went through times where I was totally broke and doing what I needed to do, just taking part time jobs, anything, anything to really get by and be able to pay my school bills, you know, So I can relate to a lot of experiences with emerging professionals.
36:15
Also, you know, being a nanny and trying to get into human resources without any kind of experience, you know, I went to school for it, but it definitely was a challenge.
And really the thing I want to leave off with is, you know, yeah, get yourself out there, make some different friends in different industries.
36:34
Word of mouth is really powerful.
And those friendships that you make, it can ultimately be the way you find a job by word of mouth.
Yeah, that's powerful and that's very inspiring too.
And I want to say my guess is being a nanny actually helps you a lot.
36:55
Yeah, you.
Are literally hand holding a person.
And oftentimes parents too, just to support them.
There's a lot of things parents need help with too.
And I just, I really enjoy the supporting role in helping people.
I know probably a lot of HR professionals kind of say that early in their career.
37:14
But yeah, I, I want to make people feel supported and that they're not alone in this process because I've, I've gone down some lows, you know, previously.
And so I I know what it's like.
Yeah, I really appreciate that.
And I know you mentioned your company's website.
37:32
I want to also ask, you know, if people want to connect with you and, you know, build relationship and connections and have a conversation with you, how do people find you?
I know LinkedIn for sure so.
Yeah, so of course there's my LinkedIn there.
37:50
Kaylee Brunette.
Anyone is welcome to reach out to me and connect and you're also can go ahead and send me an e-mail if you want.
Would love to connect.
If you're an emerging professional and you know, especially you know, we specialize in human resources, accounting, finance, quality professionals, bunch of different corporate professional type roles that we do here Mulberry.
38:13
And so you can shoot me an e-mail with your resume, Kaylee, at mulberrytalent.com.
And it's, it's one of my passions.
I love talking to other merchant professionals.
So I I welcome it.
That's so wonderful.
Thank you so much for your time today, Kaylee.
38:30
I really appreciate it.
Yeah, absolutely.
Thank you so much for having me.
I'm I'm glad to to join all the attendees on here and can't wait to jump in my car later and listen to your.
Podcast.
It's a good one, honestly.
It's so needed.
38:46
It's very, very needed, so thank you.