In 2024, I want to help you earn more money! Today, I am joined by Leigha May to continue the conversation about underearning. Leigha is a career and executive leadership coach who helps her clients get the pay they deserve.
Leigha shares everything you need to know about under-asking. We discuss the tendency to under-ask based on limiting beliefs shaped by our upbringings and societal influences. We also talk about the importance of seeing your paycheck as a business transaction, focusing on the value you bring to the organization rather than personal worth.
Then, we tackle practical strategies for negotiating salary increases and confidently advocating for yourself. Whether you want a pay bump in a current role or are actively searching for a new job, Leigha’s invaluable insights will help you earn more money!
Stay tuned for insights on these topics:
- [02:20] What is underasking
- [05:30] Leigha’s journey
- [09:20] Common pitfalls
- [12:12] Asking for more in a current role vs. job hunting
- [22:24] Determining your value
Tune into this episode of Money Files to learn how to stop under-asking, earn more money, and get a salary you deserve.
Are you ready to start asking for help with your finances? Apply to work with me, and let’s start working towards your financial goals.
IF YOU LOVED THIS CONVERSATION ON, HOW TO STOP UNDER-ASKING AND GET THE SALARY YOU DESERVE WITH LEIGHA MAY, CHECK OUT MY EPISODE ON NEGOTIATING FOR THE SALARY YOU DESIRE & DESERVE WITH KIM TRAN!
Transcript for “How to Stop Under-Asking and Get the Salary You Deserve with Leigha May”
Intro: Hi and welcome to Money Files. I’m Keina Newell from Wealth Over Now. I work everyday with professional women and solopreneurs to help them get out of financial overwhelm and shame so they can experience more flexibility and ease with their finances. Are you ready to gain confidence and learn to manage your finances intentionally? Tune in and grab financial tips that will help you master the way you think about and manage your finances.
Keina: Hi and welcome back to another episode of Money Files. This week I’m with my friend Leigha and we are going to be talking about under asking and looking at where you are now and really assessing like where do you desire to be. I actually reached out to her when I started this Underearning series and she’s the first person I thought about because we’ve had some impactful money conversations. I actually met her in a container of other coaches and we were all getting our sea legs and building our businesses and we started talking about where she worked, how much money she’d made and my mind always goes to numbers. So Leigha is a career coach and she’s going to be perfect for this conversation because in 2024, I want to help you earn more money. So, hi Leigha.
Leigha: Hello. I’m so excited to be here.
Keina: Do you want to introduce yourself?
Leigha: Yeah, absolutely. My name is Leigha May. I am a career and executive coach. I’ve been doing this for about eight years now, but I got my background in the corporate world, specifically in talent acquisition and in HR. So I was looking deep into the numbers way back into the beginning, which I think has given me a unique angle for really being able to help people ask for not what only they deserve, but what the market rate really says that they’re capable of making. So I’m super excited to have this conversation and to help people get paid.
Keina: Yes, get paid. So when I was actually talking and invited you on the podcast, I don’t even know if you made up this word, but I’ve never heard of the word, but I was telling you, I feel like people aren’t willing to go for the No. And you said, I’m not even sure that it’s about the no as much as it is about underasking. So what is under asking?
Leigha: Yeah, I think underasking is really not going for what is possible because you don’t know what is possible. And so for me growing up, I grew up in a very rural community. Not a lot of folks went to college. You just kind of stayed in the community, worked in the community. So growing up, if someone made $40,000 and they were salary, that was the big bucks. That was amazing. And I remember thinking growing up like, wow, if someday I can make $40,000, that will be like the end all be all. We grew up very humble. I wasn’t poor, but we grew up humble, had what we needed, but you just didn’t talk about money. But when it slipped in that somebody in our community made 40k, it was like, whoa. And so if I’m going into a situation where I think my perspective is that 40 K is a ton of money, I am not going to go in and ask for 80? So I’m going to under ask, maybe I’ll ask for 25, maybe I’ll ask for 30 because the ceiling, what I think is possible is 40. So I’m underasking, not because I’m not confident, but because I don’t even know it’s a possibility. And so for me that’s where a lot of underasking comes in. And I see this across all industries that I work with. It’s really common just not knowing, not having that market data.
Keina: Our stories are so similar. I don’t know how I forget this because I feel like we’re the same age and I also grew up, I feel like we have these Midwestern values. There are so many things that I learned about money from my parents, not even because they said anything, but because of how I watched them talk about money. I think that’s so important to know your own story when it comes to how much you think you’re able to make and how much your upbringing definitely attaches to that reality because if people who are listening, if you’ve heard parts of my story in my business, like in the beginning I didn’t really tell her how much money I wanted to make because I knew that she would also be like, well you should just be grateful and kind of like coming back to that. Yeah. Wow, that’s a lot of money and deconstructing those thoughts for myself has been really important. I’m curious, like how did you undo that mindset for yourself?
Leigha: I think I slowly chipped away at it. While my parents didn’t necessarily instill this belief that I could make tons of money and that was available, they did instill the ethic of really hard work. And so while I didn’t have goals to make a ton of dollars growing up, I did know that hard work was valued. So that’s where it started. And then the harder I worked and the more I made, I was like, whoa, maybe I could make 40 K in my twenties. And then, being in different environments, we’ll get into this more, but like having different conversations. The story was chipped away at, but it’s not like I just woke up one day and said, oh, I’m going to make $200,000 someday and that was never on my radar. So I think it was slowly chipping away based on what I saw was possible in my own work. And then conversations that I had as well,
Keina: Walking us through the different points, the different data points in your life in terms of how much you earned that first job. And like, oh my goodness, that’s a lot of money. And then maybe like, oh wow, I got a raise or I got a promotion. I’m so curious.
Leigha: Yeah, absolutely. So I graduated in 08 when the market crashed and I had my bachelor’s degree and I’m like, what in the world am I going to do? So I started my “career” in commission sales and I got my base, but I could make more if I was a good sales person. So that was very enticing to me. So I started there, decided at some point I need to get a different type of a job that played a little bit more closely to this degree that I had just earned. So I went into recruiting. I had no idea what recruiting was, but again, it was sales, it was commission-based. So I started earning there. Went from agency side into the corporate world, so I think in my first salary job in recruiting, I was making, I believe it was 27,000 base. And then I had commission opportunities. So, I’m trying to get to that 40k number.
Keina: Oh my gosh,
Leigha: Eventually I moved internal in corporate, got a little bit more of a bump. After a couple of moves I was making around 60. And then I had this conversation with a friend of mine that I’d met in the agency world. So we had the exact same background. I sat next to her, we carpooled to work together, like we had the exact same experience and she told me that she’d gotten an offer for $120,000. And my poor little 40k mind just like blew up because I already thought I was making bank. I already outearned what I thought was ever possible. And to hear someone with my skillset, she didn’t have more education, she didn’t have a different background. She just added herself in a different conversation in a different location. And she could make over six figures, mind blown. And so there were a couple of jumps like that that came throughout my career. But I remember that conversation truly was life-changing because had I had not seen my friends making that much money, knowing that that was possible, I mean, I would’ve asked 5% increase, maybe a 10% increase, maybe gotten a little bump when I moved from this company to that company, but I never would’ve had those really significant milestone jumps that at the end landed me at 200 in the corporate side of things.
Keina: That’s awesome. How did you have that conversation with your coworker? She just like brought up that she got another offer.
Leigha: Yeah. So I honestly am totally indebted and Tessa, if you ever hear this, it’s all you boo. She was telling me about this new job and this new company and I was like, whoa, that’s so amazing. We had both done agency side recruiting and so making that like pretty low base hustling for commission. And she said, Leigha, I need you to know what I’m making. I don’t want bad, but I know that you’re underpaid because I just learned that I was too. And so she really offered it as an olive branch to help me out. And because we worked in recruiting, because we were negotiating salaries with folks all day long, I think we were a little bit more comfortable having money conversations, but she reached out specifically to let me know, whoa, this is what I just figured out. I need to share that knowledge with you. And it has been a total game changer, not just for my earnings, but in really understanding and believing what people can make, especially women in the workplace. Just knowing that there are better conversations to be having, that we don’t have to just level up 5% at a time, total game changer.
Keina: I’m curious with your clients that are probably the Leigha version of you who’s really excited that they are making base plus commission and it comes in the form of like, I know what I hear is, but I just got a raise or I just got this job. There’s like a circumstance, especially when you want to talk to them about earning more. How do you help them with their mindset to reposition so they’re not underasking?
Leigha: Yeah. I think the first thing, the biggest pitfall I see is that we make money so personal. In fact, for a while it was really about like you’re scheming for your worth. My worth is not a dollar amount on a piece of paper. You can’t pay me enough. My confidence is high now. But really asking for your worth. That’s the conversation. It’s so personal and you mentioned it too, depending on your roots, your family story, I was taught to be grateful. Enough is enough to be grateful for what you have. And so we take money, we take this transaction between businesses and humans so personally and I think that’s the number one issue when we can really detach. This is a business arrangement. We’re trading time for dollars and that’s what it’s. Now, I hope you love your company. I hope you’re making impact in the world. I hope you believe in what you’re doing and I want you to be invested in your company.
But at the end of the day, the majority of folks are going to work to bring home a paycheck so they feel indebted. We’re not able to ask for market rate or what our work is worth. We’re just missing the conversation. I do think a lot of that’s intentional. There was a really big trend about five to seven years ago about companies saying, like you’re family, we’re a big, big family here. And so this line between personal and business gets really blurry. But I want you to remember at the end of the day what you are bringing home on your paycheck, this is a business transaction. I’m giving you time. I’m giving you impact in your business for compensation in my bank account. And if you can start there like this is just a business transaction, then I can have that conversation without feeling so attached, without my confidence being under scrutiny, without having to prove myself is the work that I’m producing worth X, Y, Z to the business?
Keina: I’m curious, I have two questions. What does that conversation look like for someone even internally when you’re actually in a company and you are in a role versus when you are on the job hunt and you know like okay, I’m going to be bold and I’m going to negotiate because I think that like that’s where my clients are is like sometimes we’re already in a role and I’m like, hey, we want to earn more money. And they’re like, you don’t know Keina, I can’t do that. Or they may be in a position where they are actively looking and seeking outside opportunities. How do you attack the business transaction asking for your market rate versus in or out?
Leigha: Yeah. So let’s start first with the folks who are already in a role and they like their company, they like their job, they’re not trying to leave. So if you’re in a role, it is important to seed this conversation all the time. And that’s one of the biggest mistake, I hear people, they build up the courage, they’re finally going to talk to their boss about salary but performance reviews and salaries were just talked about internally like a month ago. So now it’s going to be a year cycle and you only said it once, so they’re probably going to forget about it. Or there’s a colleague of yours who’s a squeaker wheel on the other side so they’re going to compensate them first. And so we have to have this conversation often. And I think you have to be really intentional in how you do that. It’s not always, Hey, can I have more money? Hey, can I have more money? But when you’re setting your goals for the year or you’re doing a reflection of the last quarter, letting your boss know, like, I’m really excited to add more contribution, more value and have my pay reflect that.
And I would even say, my goal is to get to X amount of dollars. How can we reverse engineer that? What would you need to see from me? Or here’s the value I’ve been bringing. Here’s the cost savings, here’s the time efficiency, here’s the number of clients kept. So constantly having that conversation about your growth throughout the year. Your boss should know all the time that you’re going to bring up this conversation all the time. Not just through a lens of making more, but really this is my impact in the organization and I’m eager to have my compensation reflected of that.
If you’re talking about that year round, there’s no way that you get to salary increased time without them thinking about you and knowing like, okay, we got to take care of Keina. She keeps talking about it versus the one person who brought it up one time but that was nine months ago and we kind of forgot to have that conversation. So I think that’s the main thing with being internal is just constantly having that conversation. And if you know that your boss, I mean I had a boss that was a ceiling for me at one point. He just did not think any junior employee should make more than X amount of dollars. So I would also be willing and eager to have that conversation with HR as well. Hey, I just wanted to show you my accomplishments for the year.
This is what I’m really excited about and I’d love to see an increase in my salary to the tune of X, Y, Z, because I do believe that’s market rate. I understand there are cycles for this, so it may not be today or next month, but I just want to keep you posted. And so maybe I’m bringing that conversation to HR every six months, bringing the data and just making sure that I’m always advocating for myself whether my boss is supportive or not.
Keina: I love that you brought that up because I don’t think people know how to leverage like an HR department. And I have a funny story from my teaching career where I was like, let me email HR. Like being able to, because I think a lot of people definitely can find that they have a ceiling above them and not being able to go back to like the people that actually make decisions. Because I think sometimes people and you have more insight on this than I do, but it’s like who actually creates the salary ranges and who has permission to actually advocate for you to have an increase in pay? And I think that sometimes you think it stops with your boss and it’s not necessarily with your boss, like your whole company has a budget and they’re thinking about how much are we spending on different people? So it’s a much larger picture than people actually know.
Leigha: Absolutely. And that’s why I really think you have to constantly have the conversation and have it with multiple people because it operates really differently. Much larger companies are going to have pay bands and they have compensation companies really come in and do deep analytics and research to say, hey, this is what your band should be for this level of experience. And then you’ve got startups where maybe it’s the CFO, maybe it’s the junior recruiter who adds to the range. Maybe it’s your boss. And it’s really kind of up in the air where those decisions lie. So it’s important to always be your own best advocate.
Keina: And I think people just going to this like negotiation piece, especially, because you mentioned like salary bands. I came out of the education world, like this nonprofit space where you kind of jump on tiers, like they have a whole chart that tells you where you’ll be. And I think like what I’ve seen is like people can get stuck in that is like, well I’m a step 8 in the G band or whatever that is. And so some of the advice that I give the clients I’m working with is like, but how do we position you to potentially have a different title? And like even just thinking about those strategic moves because what does that look like when you leave your company or you are positioning yourself to leave your company and you know that you can be compensated for literally the words that are on your LinkedIn page or on your resume?
Leigha: Absolutely. And I think that’s a really important conversation. When I’m saying advocate for yourself, you can’t just go to HR or the CFO to say, I want to make more money. You have to be making a business case for why you deserve more. So that also I think is really great leverage when we’re talking about titles. If I look at what I’m actually doing day to day, if I wrote my own job description and this is the job that I’m doing, does that match the title that I have? A lot of times it doesn’t, especially if you’ve been at the company for a long time and maybe you’ve just absorbed extra projects, extra work and your title hasn’t shifted. You could be mistitled and in the wrong band as well.
Keina: Take it from Leigha.
Leigha: Absolutely. And so then we should address for the folks who are on the job hunt, and this is my most favorite time to help people negotiate because this is where you can make significant jumps because you’re detaching from the bands, the stories, the company culture that you were in before and you really get to choose where to go next. So with that, I think you have a lot more leverage when you’re looking for a new job. And there are different levers you can pull in a salary negotiation. So I teach my clients, there’s really a weighted ranking of what to ask for first. I’m always focusing on base salary. That’s what I bring home every two weeks. That’s going to have the most significant impact to my bank account.
Once we have maxed out how much we can ask for in a negotiation, you know they cannot move any more on the base salary. And we’ve asked more than once. They say no the first time we’re supposed to, it’s this dance of negotiation. We’ve asked more than once, we’ve gotten everything off the table for a base salary, now we’re going to go for bonuses. Is there an annual bonus, a performance bonus, a company performance, a sign-on bonus? All of these are taxed at a higher tax rate. They’re one time so they’re not as valuable as that salary, but they still could be really meaningful. Once we’ve gotten through that, okay, what else can I ask for? Are there fringe benefits? Can I have more PTO, can you pay for my career coaching? Can I have, I don’t know, more remote days? So then there are these fringe benefits, or I love going to this naturopath and they’re not covered under insurance. Can I have a $500 a month kicker?
There are these fringe things you can ask for as well. But when you’re going into the job hunt, I really want you to start from a clean slate. Not, okay, I was making 70 so if I could make 75 or 80, that would be amazing. I want you to completely clear the slate. What can I make? What is the market saying? And there are a lot of states now that are starting to post salaries, which is really helpful. New York and California specifically have had some laws passed where jobs should be posted with their salary. So even if you don’t live in those states, you can do some market research to say, okay, my title at another company, another industry, another state, whoa, they’re posting for 100 to 150. I was only making 70. And so just collecting that knowledge ahead of time and never leading with the number when they ask what you want to make, never be the first to say the number. Always ask them what market rate is or what their range is for the role.
Keina: Well we could just end it here Leigha, and everybody should be rich. So one of my questions in, so say I’m the person that’s like, I’m making $70,000 and I see these other jobs, I’m like, oh my goodness, I could be making 140 or I could be making 170. But then like that sneaky thought comes in that like I don’t want to make that much money because I don’t want to like work more. What advice do you have for that person?
Leigha: Yeah, I think this probably goes back to money stories and what you were taught. I think you and I share this in common Keina. When I was growing up, it was work hard, save for a rainy day. The harder you work, the more you make. That’s just not quite true anymore. So I want you to detach this idea of like, more money means more work, not necessarily true. In fact, in most instances, I don’t think that’s true. The people who I’m helping make these big jumps, 10, 20, 30, 40k jumps are not working more. In fact, a lot of times they’re working less because they’re starting with a clean slate. We’re doing a lot of work around boundaries and work-life management. But just because you’re making more doesn’t mean you have to be working more. It goes back to what is this business transaction? The value that I add to a company.
If I’m in an hourly position, you could argue that’s how many hours I give. But when you’re at 70, I’m assuming most folks are at salary at that point. It’s not about the exchange of hours for dollars. Once you get to salary, it is about the exchange of impact for dollars. Can I do an amazing job in six hours a day? Yes, absolutely, especially if I’m staying focused and working at home and not having all the office distractions. Like, can I make the impact of $70,000 versus that means I’m going to have to work 60 hours a week. It’s a big mindset shift. And that’s why this isn’t just about the tactics of how to ask for more money. You really have to be doing the inner work of challenging your money stories, building your inner confidence, building your inner trust. Because if you don’t have that to fall back on and really push you, it’s going to be hard to go from making 40 to asking for 70. That’s going to feel really sticky. But if you can start to really unpack where some of these stories came from and be willing to try on something different. It’s amazing.
Keina: You’ve said a couple of times know like the value added to a company. What if I’m someone that’s like, I don’t know what I add?
Leigha: Yeah. So I want you to brainstorm it with a friend. If you’ve got a work bestie, if you’ve got maybe a friend who can just help you be a thought partner or certainly if you have a coach, which I recommend everyone does, but really like writing down your job description. What do you do all day every day? And then in the next column, how does that impact the company? I have a client right now, she’s kind of the VP of customer success. She’s not selling, she’s not bringing in new money to the business, but the client relationship, she maintains multimillion-dollar clients for the company everyday. She’s thinking about leaving. If she goes, her clients might leave. So her impact to the business is actual millions of dollars.
And she’s afraid to ask for like a $5,000 raise. So we have to be willing to look at this objectively with a business hat, not with a personal lens of what’s my worth and do they really respect me? And do people even see what I do? Column A, write down your job duties. Column B, how much is that worth to the company if that work stopped today? Or how much did you save in time efficiency or bringing in client relationships? If that stopped today, what would the company do without you?
Keina: Yeah. I don’t think people realize that there’s a reason a company pays you and that is to save money or create money. I don’t know what people, I do know what people think. I think that they think that they should be grateful they have a job, like that’s kind of like their initial thought behind it. But it’s like, I even think going back to like you were saying the job description, but if you are thinking about like your interview, what were some of the questions they were asking you? What did they want you to come in and do, like that’s the value they saw in hiring you. And so just knowing the dollar amount of that can definitely be transformational.
Leigha: Yeah. And one thing I want to add to that, it’s not always what are the tasks that I’m doing everyday? I work with a lot of higher level folks, managers, senior directors, VPs, and a lot of them aren’t doing, they’re not in the weeds day to day, but they can look at a problem because they’ve got 10 years of experience or 20 years of experience. They can look at a problem and solve it very quickly because they have industry knowledge. They know exactly how to direct the team. So it’s not just the task that you’re doing if you happen to be in a leadership position, it’s also all of that knowledge that you bring with you that allows you to direct the team or do the thing more quickly. That’s a huge time saving.
So even if I’m not actively moving the widget, but I’m like, oh yeah, here’s what you need to do and I can give the guidance and strategy without thinking of it. Well that earned me my dollars for those days. Like that was a great business transaction for the day because they just saved tons of money because of my experience and my knowledge that came from my past companies.
Keina: Yeah. I love that. I have a client right now who we were talking about what they do in their role and I’m like, yeah, you need to earn more money. And they’re like, I can’t because I don’t want to go to the corporate side. And they started explaining to me, one, they let me know that they basically had a position created for them because they’re so good at what they do and my face at the time as they’re sharing this. I’m like, are you kidding me, they created a position for you? But the client was telling me that they love to manage like mismanaged relationships. Like they love the bad clients, which is the equivalent of me saying I loved the bad kids at school.
I literally was a mirror for this client. I’m like, do you realize how many millions of dollars you’ve created for this company? That’s why they keep you on. So like you being able to ask for more is like a no-brainer because you are saving that company millions of dollars. And it was the first time that they’ve actually thought about their work in that way and realizing that yeah, you’re doing, I won’t even call it grunt work, but you’re doing the messy work that nobody else wants to do and you’re phenomenal at it.
Leigha: And having someone reflect that back to you, sometimes we need that, especially if you’ve been underpaid or if your confidence isn’t where it could be. This is where I think the value of coaching comes in to have someone be that mirror and reflect back. It’s so valuable. I had a client recently, she was in financial analytics and she’s like, oh, I just do data. I’m just like doing sheets and making tables, it doesn’t really matter. I said, well what would happen if there was an inaccuracy? Oh my gosh. Absolutely not. This is like federal reporting. It would be a disaster if it was miscomputed. And so she just saw herself as moving numbers around on spreadsheets, but actually like the sensitivity, she had hundreds of thousands of sensitive data from clients as she was in banking. Like if there’s something amiss with that, massive impact to the business. But you have to sometimes have someone reflect back to you. So like I said, if you have a work bestie, if you have a boss who can be a mentor for you, if not find that person, find a coach, find someone to support you because that investment can really shift the way that you think about money, always and forever.
Keina: Oh yeah. I did a podcast just a couple episodes before this. I don’t know which number it is, but it was like auditing your money team because I think everybody needs a money team that’s like, who is in your ear about how much you’re earning or like who can you actually talk to about being able to increase specifically in this area of your life. Like I’m increasing my earnings and so like all of the recommendations you just gave can be someone who’s on your money team. Just make sure you don’t have a broke person in your ear or someone who’s like, I would not ask my mother to give me advice. I love her, but I would not ask her to give me advice on how much I want to be earning because I know her thoughts are different than my thoughts. And so like you were talking about this, it would give me a ceiling that I no longer believe in and I realize like, oh, I don’t actually have to that ceiling placed on me.
Leigha: Absolutely. And I’m sure you’ve seen the statistics that what we make is the average of the five people we spend the most time with. So I love my mom. We talk daily and she’s not the person pushing me to get the best revenue of my life. So I have a money team. I have folks I can talk to, bounce ideas off of. I have amazing friends like you that I can reach out to. And I think that’s so important, especially in society. Like there has historically been such a taboo around talking about money, around wanting to make money. What does that mean? Am I greedy? Am I selfish? And so really finding folks who are excited to cheer you on and like yeah go get more. Ask for that raise, go after that bonus. I think it’s really important to challenge the money stories in that way as well.
Keina: Oh, for sure. Is there anything I didn’t ask you that you’re like, no, Keina, we need to also talk about this?
Leigha: I just think this is a critical skill for everyone to learn, to make more money and to have the confidence to ask. If you put this off five years, 10 years, like think about the compounded salary or the compounded wealth that you could be building. So if you don’t have goals for this year, I would really encourage you, even if it’s just building the confidence to start planting the seeds or starting to build your money team, the timing around this is really important because every year that you’re underearning, you’re taking away from the wealth of your lifetime and then the generational wealth that you can create and pass on as well.
So I do think this is a very worthy cause. Something to really dig into. And so yeah, that’s the one thing I would say is like, don’t wait. It can feel uncomfortable to challenge this. So like get the support that you need to be able to do so, but it’s going to have such a massive impact when you do. And this is available for everyone. I truly believe everyone can be earning more and be more strategic with their asking.
Keina: So someone’s listening right now and they’re like, Leigha’s really smart. She’s brilliant. Who do you help and where can they find you? What resources do you have for them? I think Leigha’s amazing and I know she can help you make more money, especially if that’s the one area of your life, you’re like, nope, I’m tired of under asking and being underpaid.
Leigha: Awesome. So I’m a career and executive leadership coach, so I help people who work. So if you have a job, there’s a good chance I can help you. It’s a mix of the tactical strategies that we talked about today, like being able to ask for more and then the internal mindset work of what it is to really create the work and life that you love, not having to choose between both. So if you like podcast, I assume you do because you’re listening to us, you can check out my podcast, which is Theworklifecoach.com, where I take letters and give advice through the lens of corporate HR and a coach. And then if you want to work on building your confidence so you can ask for more, I have a free 30 day confidence challenge that we will link in the show notes here. So if you want to get a little more familiar with me and my world, start building up that confidence. You can check that out as well.
Keina: I love it. You’re reading letters on your podcast?
Leigha: Yeah. So I have folks write in with their, what I call workplace woes. So you’ve got a terrible boss, you don’t know how to ask for your raise, you don’t know if you should stay or you should go. It’s kind of like a dear Abey style. So you write in your workplace woes and then I give you advice through the lens of corporate HR with a leadership coach lens as well.
Keina: I love that. I think I listened to your first episode, so clearly I’m outing myself.
Leigha: I’ll send you the others. I’d like to see other people get paid over here.
Keina: Well, thank you Leigha, so much for joining my podcast. Honestly, I love Leigha. If you know anything about me, I will not recommend something to you that I do not believe in, whether it’s people, books, products, sparkling water, whatever. So Leigha is someone who I wholeheartedly believe in. If she peaked your interest in the least bit, definitely go and listen to her podcast, grab her freebie, apply to work with her. If you’re like, I don’t have the money, girl, you’ll find the money. It’ll work out.
Leigha: The money makes the money back.
Keina: Yes alright thank you so much for tuning in and I will chat with you next week.
Outro: Thank you so much for listening to Money Files. If you’re ready to take the next step to reach your financial goals, head to www.wealthovernow.com/appointment and let’s get started.
