How to Stop Caring What Other People Think of You

Social rejection registers in the brain much as physical pain does. This episode covers three ways to stop caring what others think. See where you stand: https://www.masteryinsights.com/start-here/ What is locus of control? What a person does follows from where they perceive their power to be. Locus of control is your perception of where you have your most power. A person with an external locus treats circumstances as beyond their influence: "Life happens to me." A person with an internal locus holds that they shape outcomes: "I am master of my own destiny." The three ways are to redirect your locus of control, reevaluate your relationship with fear, and reinstate your authentic self. Key Concepts Locus of control: where a person perceives their greatest authority to direct change. Social pain: the brain registers rejection in the same or very similar areas as physical pain, accounting for why overconcern with others' opinions develops. Self-governance: the ability to understand, with genuine reflective awareness, what one is feeling, why, and how to overcome it, for a very composed and very balanced state of mind. Authentic self: a balanced mind and perspective grounded in being neutral and objective and living by one's highest values, distinct from the self present in a moment of fear. Whose opinion carries the most weight in your professional life right now, and what do you perceive that person has that you do not? Show notes and free resources: https://CareerRevisionist.com/episode265 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://masteryinsights.com/mentorship-pc Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues. With Love & Wisdom, Grace

Reaching the C-suite requires capabilities that must be built before the title, not after. Dr. Grace shares five, from foresight to emotional governance. See where you stand: https://masteryinsights.com/mentorship-pc What does it actually take to be ready for C-suite leadership? Dr. Grace introduces her A-B-C-D-E framework for the five capabilities aspiring executives must develop before reaching the senior-most level of leadership. The central argument is that C-suite work is fundamentally different from every role that precedes it. The shift from tactical implementation to strategic, principles-based thinking changes what the organization needs from you. At this level, your judgment, actions, and communication affect everyone beneath you, and your teams are observing how you lead whether you realize it or not. Each capability addresses a different dimension of that shift, from how you plan to how you govern your own emotions under volatility. Key Concepts Foresight (Letter A): Foresight is the ability to think and plan for the future by understanding which direction the business will go, what could happen, and how to use current advantages to shape what comes next. Dr. Grace distinguishes foresight from insight: you use insight to give foresight, but the reverse does not hold. Developing foresight requires moving from tactical, process-driven implementation to strategic, principles-based thinking, because principles determine which strategies work, and strategies determine where to apply tactics. Bias Towards Thoughtful Action (Letter B): At the C-suite level, your actions affect every management layer and team beneath you. Dr. Grace describes the C-suite as one of the most vulnerable positions in a business because everyone observes your decisions, your communication, and how you show up. Thoughtful action matters because you are no longer an order taker, and what you decide shapes morale, opportunities, and the day-to-day reality of others’ career paths. Communicate for Cohesion (Letter C): Cohesion creates the conditions for high performance, productivity, and profitability. Dr. Grace explains that effective executive communication includes managing change, onboarding stakeholders, structuring the organization, and articulating a market-centric mission. She notes that a single person who does not understand the mission can reduce productivity by as much as eighty percent.   Decision Making (Letter D): Executive decisions must account for data and risk while projecting three qualities: confidence, so that people trust the leader’s abilities and intentions; objectivity, so that decisions are driven by data and vision rather than impulse or emotion; and stability, so that teams experience predictability and calm in the leader’s presence. Emotional Governance (Letter E): Emotional governance is the practice of mastering yourself so that your emotions do not control your decisions or how you present to others. Dr. Grace clarifies that governance does not mean suppressing emotions but rather maintaining reflective self-awareness and control during volatility. She frames the entire journey from manager to C-suite as inseparable from personal development: you cannot build the professional capabilities without also growing as a person. Which of these five capabilities do you most need to develop now? Show notes and free resources: https://CareerRevisionist.com/episode264 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://masteryinsights.com/mentorship-pc Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues. With Love & Wisdom, Grace

Your perspectives are tied to your values, which is why opposing views feel like threats. Dr. Grace shares five practices for developing genuine open-mindedness. Explore Dr. Grace’s mentorship programs: https://masteryinsights.com/mentorship-pc Why do we hold our perspectives so tightly, even when we know open-mindedness would serve us better? Dr. Grace explains that open-mindedness is difficult not because of stubbornness but because perspectives are connected to personal values. When someone’s view supports yours, you welcome it; when it opposes yours, you treat it as a threat. This value-driven reaction is natural, but it narrows how leaders engage with challenge, feedback, and collaboration. She introduces five practices that address the problem at different levels: how you relate to challenge itself, how you regard others, how you regard yourself, how honestly you examine your own thinking, and how you practice gratitude when circumstances push back against what you hold important.   Key Concepts Change Your Relationship with Challenge: Seeing challenges as threats leads to avoidance and, over time, what Dr. Grace calls an addiction to support. Reframing challenges as a mechanism for refining skills and progressing toward mastery changes the default reaction, because a career without resistance produces no growth. Love Others for Who They Are: Appreciating people for their strengths, weaknesses, differences, and opposing perspectives is appropriate in professional settings. When leaders do not do this, they default to wanting to change others, which produces resentment. Genuine appreciation turns even difficult colleagues into people you value and removes the impulse to reshape them. Embrace All of Who You Are: The parts of yourself you dislike become your deepest insecurities, and challenges have a way of magnifying them. Dr. Grace’s principle is that what is within gets mirrored outside. Accepting all of who you are reduces the defensiveness that makes opposing perspectives feel personal. Practice Deep Introspection: Your perspectives are often incomplete because you tend to see the side that confirms your values. Dr. Grace asks leaders to examine how their perspectives formed and whether those perspectives truly reflect reality or only the portion that feels confirming. Challenging your own thinking expands knowledge and builds familiarity with the experience of being challenged. Practice Deep Gratitude Among Challenges: Being grateful when things go well takes no effort. The meaningful practice is gratitude during challenges, which requires seeing them as valuable feedback rather than threats. This completes the shift the first practice begins: once challenge is no longer a threat and gratitude is no longer conditional on support, open-mindedness follows more naturally. Which of these five practices do you most need to develop?   Show notes and free resources: https://CareerRevisionist.com/episode263 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://masteryinsights.com/mentorship-pc Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues. With Love & Wisdom, Grace

Most cross-cultural friction starts with assumptions, not intent. Dr. Grace shares five practices for building precision and genuine connection. Explore Dr. Grace's mentorship programs: https://masteryinsights.com/mentorship-pc   What does it take to communicate effectively when the same behavior carries different meanings across cultures?   Dr. Grace identifies five practices that move leaders from transactional, bias-driven communication toward genuine cross-cultural precision. The unifying principle is that maximum growth and productivity happen at the intersection of sameness and differences. When leaders focus on how cultural differences enhance a shared mission rather than threaten individual goals, they shift from transactional exchanges that reinforce assumptions toward communication grounded in precision and genuine connection. Each practice addresses a distinct layer of the challenge, from the internal biases that distort perception to the spoken and nonverbal signals that carry different weight across cultures, to the discipline of suspending judgment about what counts as correct cultural behavior.   Key Concepts   Connecting to Transcend Biases: When communication stays transactional, biases tend to progress rather than diminish. Dr. Grace reframes the starting point: instead of focusing on how differences create obstacles, ask how they enhance the ability to work toward a common mission, and how each interaction is an opportunity to bring your best self to the exchange. Gaining Greater Precision: Precision in cross-cultural settings operates on two layers: spoken words, where different cultures require distinct formal and informal registers depending on seniority and context, and body language, where a gesture that signals respect in one culture can signal offense in another. Without this level of precision, the best outcome is a misunderstanding; the worst is a breakdown of trust and willingness to collaborate. Others Awareness: The counterpart to self-awareness, and an area where Dr. Grace identifies two common mistakes executives and directors make: assuming how others will behave based on their own cultural upbringing, and believing stereotypes shaped by media portrayals. The corrective is direct research into the real differences in cultural communication, conducted without judgment. Aiming for What's Meaningful: Meaning, as Dr. Grace defines it here, is an appreciation for pairs of opposites: every professional relationship produces both challenge and support, both acceptance and rejection. Leaders who extract meaning from both sides, rather than hoping to avoid the uncomfortable one, find that differences are "on the way," not "in the way," and reach a deeper appreciation of others for who they are. Open-Mindedness: Dr. Grace frames open-mindedness not as a passive quality but as the active discipline of suspending judgment about what is right or wrong in cultural behavior. Labeling cultural norms as right or wrong is what escalates conflicts and reinforces biases; suspending that judgment allows leaders to engage with the full range of cultural difference.   Which of these five practices would most strengthen your next cross-cultural conversation? Show notes and free resources: https://CareerRevisionist.com/episode262 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://masteryinsights.com/mentorship-pc Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues. With Love & Wisdom, Grace

Organizational politics is about how power and authority are distributed in practice, not just on the org chart. Learn the five principles for navigating it well. See where you stand: https://www.masteryinsights.com/start-here/   What does it mean to navigate organizational politics effectively? Organizational politics concerns how power and authority are distributed within an organization. The formal org chart shows reporting relationships, but it does not fully represent the alliances, history, motivations, and influence networks that affect how work gets done. Dr. Grace presents five principles for understanding this hidden structure and responding to it with greater judgment. The central task is to understand how influence operates, how people differ in what they value, and how relationships and organizational conditions change over time.   Key Concepts Evaluate the Bigger Picture: Look beyond the formal org chart to understand the relationships and influence networks through which work actually gets done. Engage in Relationships: Understand what motivates people and what they value so you can build meaningful, equitable professional relationships. Exude Diplomacy: Use prudence when working with people whose opinions, backgrounds, expertise, or methods differ from your own. Encourage Win-Win Situations: Consider what a satisfactory outcome means for both sides, even when complete agreement is not possible. Evaluate the Landscape: Stay aware of business changes that can shift how influence and authority are distributed.   Which of these five principles do you most need to strengthen at work? Show notes and free resources: https://CareerRevisionist.com/episode261   Want to work on these ideas with Dr. Grace? Apply for the Mastery Accelerator™, her private mentorship program: https://accelerator.masteryinsights.com/pc You will answer a few questions about where you are now. Your next step is a Diagnostic Session with an Executive Growth Advisor on Dr. Grace's team. Subscribe on YouTube: https://www.youtube.com/@drgracelee?sub_confirmation=1 Leave a review on Apple Podcasts: https://podcasts.apple.com/us/podcast/career-revisionist-with-dr-grace-lee/id1460761070 With Love & Wisdom, Grace

If your confidence depends on audience approval, it stays outside your control. Build it through self-trust and congruency instead. See where you stand: https://www.masteryinsights.com/start-here/   How can you become more confident when speaking? Speaking confidence becomes difficult to sustain when it depends on whether other people agree with you, approve of your ideas, or respond as you hope. Dr. Grace explains confidence as a continuum grounded in trust, particularly the ability to trust yourself. That self-trust develops through congruency between your thoughts, words, and actions. When the condition for confidence becomes internal rather than dependent on audience reactions, confidence becomes more stable and more within your control. Key Concepts Confidence as a Continuum: Confidence is not a permanent destination. You may become confident speaking in one setting and encounter a new situation that requires you to develop confidence again. Self-Trust: Confidence begins with being able to trust yourself rather than relying on other people to respond in a particular way. Audience approval, agreement, and reactions remain outside your control. Congruency: Self-trust develops when your thoughts, words, and actions are consistent with one another. When what you communicate reflects what you think and what you will do, you have a stronger basis for trusting yourself. Internal Conditions for Confidence: Confidence becomes more stable when its condition is internal. Instead of requiring a particular response from others, you can examine whether you can think clearly, communicate congruently, and act consistently with what you say. Where do you most need stronger congruency between what you think, say, and do? Read the full article: Public speaking anxiety: why it is a thinking problem https://www.masteryinsights.com/mindset/public-speaking-anxiety-thinking-problem-internal-authority/ Show notes and free resources: https://CareerRevisionist.com/episode260 Want to work on these ideas with Dr. Grace? Apply for the Mastery Accelerator™, her private mentorship program: https://accelerator.masteryinsights.com/pc You will answer a few questions about where you are now. Your next step is a Diagnostic Session with an Executive Growth Advisor on Dr. Grace's team. Subscribe on YouTube: https://www.youtube.com/@drgracelee?sub_confirmation=1 Leave a review on Apple Podcasts: https://podcasts.apple.com/us/podcast/career-revisionist-with-dr-grace-lee/id1460761070 With Love & Wisdom, Grace

Why can a highly qualified professional still get passed over for promotion? Promotion readiness depends on signals decision-makers can actually see, not effort alone. See where you stand: https://masteryinsights.com/mentorship-pc What can keep a qualified professional from getting promoted? Strong performance and expertise do not automatically make someone appear ready for greater responsibility. Dr. Grace identifies five signals that can interfere with promotion when decision-makers cannot clearly interpret how a professional's role, communication, authority, reputation, and visible contribution have developed. The central issue is whether the value already being created is legible at the level where promotion decisions are made. Career growth therefore requires more than doing excellent work. It also requires communicating that value in ways relevant decision-makers can recognize and evaluate. Key Concepts Over-identifying with your role: A professional's responsibilities can expand substantially beyond the original job description without corresponding changes in title or compensation. Without a system for tracking and articulating that change, decision-makers may see only someone fulfilling the existing role. Communicating as an expert: Deep expertise can support career growth, but communication that relies heavily on technical detail may reinforce the perception of someone as a specialist. Dr. Grace distinguishes knowing the subject from being able to position and articulate that knowledge at a higher level of responsibility. Low gravity of executive presence: Dr. Grace uses gravity to describe the perceived authority, credibility, confidence, and influence associated with a person's presence. Expertise alone may not produce this perception if others do not interpret the person's contributions as evidence of leadership readiness. Lack of a durable professional brand: Promotion decisions often occur when the candidate is not present. A durable professional brand helps decision-makers remember what someone contributes and associate that person with relevant capabilities and opportunities. Busyness at the expense of visibility: Hard work and long hours do not automatically make professional impact visible. When most effort remains behind the scenes, a professional may need to examine whether enough attention is being given to work that makes their contribution and readiness for greater responsibility observable. Which of these five signals most needs your attention before your next promotion?   Read the full article: Beyond competence: strategic illegibility and promotion https://www.masteryinsights.com/performance/beyond-competence-strategic-illegibility-executive-legibility/ Show notes and free resources: https://CareerRevisionist.com/episode259 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://masteryinsights.com/mentorship-pc Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues.   With Love & Wisdom, Grace

Executive communication depends on fair exchange, fiscal responsibility, resilience, self-awareness, and comfort with ambiguity. Learn how you can work with Dr. Grace here: https://masteryinsights.com/mentorship-pc What does it mean to communicate like an executive? Executive-level communication is the ability to express ideas in ways that create value for the people involved, reflect responsibility to the business, and remain steady under pressure or uncertainty. Dr. Grace argues that speaking well is only part of the equation. The judgment behind the message, the ability to advocate without being governed by fear or approval, and the capacity to function without complete information all shape how effectively a leader communicates. Key Concepts Fair Exchange: When you initiate a conversation, advocate for an idea, or ask others to support a direction, you are responsible for considering what matters to the other people involved and creating an exchange that has value for them as well. Fiscal Responsibility: Executive communication should connect recommendations and decisions to the responsible use of organizational resources and to the business outcomes those decisions are intended to support. Point of Resilience: A point of resilience is the state of being centered and poised enough to remain objective while holding conviction in the contribution you are making. It allows you to focus on impact rather than on gaining approval. Facing Inner Struggles: Fear, hesitation, concern about criticism, or difficulty speaking in higher-stakes settings can interfere with communication. Dr. Grace emphasizes reflective self-awareness as the first step toward addressing those internal struggles rather than allowing them to govern the conversation. Flourishing With Ambiguity: Greater leadership responsibility brings greater uncertainty because decisions increasingly have to be made without complete information. Flourishing with ambiguity means developing enough internal certainty and resilience to function effectively without requiring external conditions to become simpler first. Which of these five rules do you most need to strengthen?   Show notes and free resources: https://CareerRevisionist.com/episode258 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://masteryinsights.com/mentorship-pc Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues.   With Love & Wisdom, Grace

You can't learn everything. But which skills are actually worth mastering for advancing your career? The ones worth your time are the soft skills that compound across every role instead of expiring with a single job. Mastering these skills builds the capacity, but it does not tell you which one the people deciding your next move are actually waiting to see from you. See where you stand: https://masteryinsights.com/mentorship-pc What are the four soft skills worth mastering for your career? The four soft skills worth mastering for a career are prudent communication, learning agility, self-governance, and inward to outward adaptability, chosen because they transfer across roles instead of expiring with one job. Prudent communication is matching your message to the situation, the audience, and the purpose, and pairing it with active listening. Learning agility is learning for mastery rather than recall, including outside your main domain, and organizing what you study like a tree of knowledge where principles are the trunk, useful new insight is the fruit, and distractions are the leaves. Self-governance is directing the only two things you fully control, your actions and your perspectives, through reflective self-awareness and emotional intelligence. Inward to outward adaptability is the recognition that outward flexibility with people and situations holds only once you have built inner resilience first. Key Concepts Prudent communication: Prudent communication is communication that is situationally and personally appropriate, matching your message to the audience, the situation, and the purpose, and reinforced by active listening. Learning agility: Learning agility is the flexibility to learn for mastery rather than recall, including outside your core domain, so you can extract principles that apply across disciplines. The tree of knowledge: The tree of knowledge is a model for prioritizing learning where the trunk is enduring principles, the fruit is useful new insight on old concepts, and the leaves are attractive distractions that deserve the least time. Self-governance: Self-governance is the discipline of controlling the only two things fully within your control, your actions and your perspectives, developed through reflective self-awareness and emotional intelligence. Inward to outward adaptability: Inward to outward adaptability is the principle that adaptability to people and situations on the outside is only reliable once you have built resilience on the inside. If someone on your team keeps mistaking distractions for progress, share this with them and tell them which skill you would start with.   Read the full article: The 4 most important soft skills for career success https://www.masteryinsights.com/career/soft-skills-for-career-success/ Show notes and free resources: https://CareerRevisionist.com/episode257 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://masteryinsights.com/mentorship-pc Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues. With Love & Wisdom, Grace

Why does someone with weaker thinking get the credit just because they spoke up more? Speaking up more makes you visible but does not build presence. The signals can be built, but whether the people deciding your next move currently read you as ready is a separate question this video cannot answer for you. See where you stand: https://masteryinsights.com/mentorship-pc What is executive presence, and how do you actually build it? Executive presence is not gravitas, appearance, or how much you speak; it is the conclusion other people reach about your internal state, specifically how you are likely to function under pressure. It becomes visible through five signals: a controlled pace, economy with completeness, composure under pressure, decision level framing, and the ability to leave space. Those signals cannot be faked by speaking up more, because they are produced by five inner conditions: competence, cognitive clarity, internal authority, consequence readiness, and orientation toward service. Visibility only determines whether people notice your contribution, while presence determines what they conclude once they have, so building the conditions, not adding airtime, is what changes how leadership reads you. Key Concepts Visibility versus presence: Visibility is whether people have heard enough to notice your contribution, while presence is what they conclude about you after they notice, so more airtime can raise visibility while leaving the wrong impression intact. Presence: Presence is the read other people form about your internal state, developed internally and made perceptible externally, signaling how you are likely to function under pressure with self-regulation rather than a need for recognition. The five signals of presence: The observable behaviors senior leaders scan for are a controlled pace, economy with completeness, composure under pressure, decision level framing, and leaving space. Economy with completeness: Economy with completeness is using no more language than the decision requires while still giving enough context for others to follow your reasoning, which is not the same as merely being brief. The five conditions of presence: The inner sources that generate the signals are competence, cognitive clarity, internal authority, consequence readiness, and orientation toward service. Internal authority: Internal authority is the grounded conviction that your value and perspective do not depend on another person's immediate agreement, most observable when you are disagreed with, challenged, or speaking with someone more senior. Of the five signals of presence, which one do the people deciding your next role never get to see from you?   Read the full article: What executive presence really is and how to build it https://www.masteryinsights.com/leadership/what-executive-presence-really-is/ Show notes and free resources: https://CareerRevisionist.com/episode256 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://masteryinsights.com/mentorship-pc Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues. With Love & Wisdom, Grace