Her Next Chapters

48. The Power of Strengths Insights in Career Transitions, with guest Chani Kohn

• Christina Kohl

Share episode

Unlock the secret to a smoother career transition with insights from Clifton Strengths Finders expert Chani Kohn on this episode of Her Next Chapters. Discover how understanding and leveraging your unique strengths can help combat imposter syndrome and make your re-entry into the workforce a more confident and fulfilling experience. Chani breaks down the 34 strengths into four actionable domains—executing, influencing, relationship building, and strategic thinking—providing actionable advice on how to apply these strengths effectively during this pivotal time.

This episode is packed with practical tips and encouragement to help you redefine your career goals and thrive in your next chapter. 

Be sure to stay tuned to the end when Chani offers an amazing deal. In celebration of her upcoming 39th birthday, Chani is offering a 30-minute session to do a deep dive on your top 5 strengths for only $39! Just let her know you're a listener of the show to get this special offer.  

You can reach out to Chani in 2 ways: 
https://www.linkedin.com/in/chanikohn/ 
chani@ckohnconsulting.com

Register for the Free Comeback Resume Masterclass being held on November 21st.
Grab a Free Resume Template for Career Returners
Want to chat about your career goals? Schedule a free call HERE.
Send me an email ---> christina@hernextchapters.com
Connect with me on LinkedIn ---> www.linkedin.com/in/kohlchristina





Christina Kohl:

Hi and welcome to Her Next Chapter's podcast. I'm your host, hristina Cole. I'm a mom of three and soon to be an empty nester. I'm also a certified HR pro who restarted my career after being a stay-at-home mom for over a decade. I created this podcast to connect with moms who have an empty nest on the horizon and are wanting to redefine their identity outside of motherhood, which might include a job search. On this show, we'll have raw conversations about our ever-changing roles as moms. We'll hear from women who restarted their careers and share tips for a job search after a career break. So if that's you, you're in the right place. Friend, let's get started.

Christina Kohl:

Hey everybody, welcome to this week's episode of Her Next Chapter's podcast. I'm so excited that you're here and I'm super excited that our guest is here with us today. We have with us again Chani Kohn. If you've listened to the podcast before, she's been on a couple of times and she is a Clifton Strengths Finders expert, and we brought her back to the today to talk about career transitions and how we can tap into our strengths during those career transitions. So, Chani, welcome back.

Chani Kohn:

Thank you. Thank you so much for having me. I love being here.

Christina Kohl:

Well, we love having you here. I always learn so much from our time together. So with transitions. So when we talked last time, we were talking more about family transitions and kids going off to school and all of that and tapping into our strengths as parents, and we kind of like ran out of time but it was like, oh, what about transitions for moms Like who are going to be going back to work? You know, a lot of people in my audience are stay-at-home moms. They've been dedicated to their families and they've had careers in the past that they've kind of put on hold and they might be in a season now where they're ready to explore going back to work and I would love to talk to you about how tapping into their strengths can help make that transition happen.

Chani Kohn:

Yeah, yeah, I would love that. And it's a big transition. I mean it's a big change, and being able to tap into what you know can make you stronger, help you shine, can make all the difference. Because I know, when I've had transitions and either started new roles or even starting out when I was a parent, like cue, that imposter syndrome, like I mean that imposter syndrome is so prevalent and it's I have found that utilizing strengths is what has really helped me knock it down.

Christina Kohl:

I love that. Yeah, that imposter syndrome sneaks up all the time. Totally so, honey. I know in the system the strengths. I believe there's like 34 different strengths and I would love to spend time on all 34, but I don't think that's really the most effective use of our time. But I know there's also themes. Can you talk about the themes effective use of our time but I know there's also themes. Can you talk about the themes and kind of provide some education around that, and then maybe we can spend some time with that angle to help other people with their transitions and put them in the themes instead of individual strengths?

Chani Kohn:

Yeah, yeah. So the way that Gallup does it is yes, there are 34 strengths. They actually call the strengths. They sometimes refer to them as themes as well, but what you're referring to is there are four different domains that all these 34 themes or strengths fit into. So what I love about that is, yes, you have 34, which you can get your report and that feels very overwhelming of how do I make sense of this? And, wow, like 34, that's a lot to read through and digest. But they then bucket that into four different domains to really just help you organize the information and to understand what different areas your strengths fall into.

Chani Kohn:

So the four domains they have is executing, influencing, relationship building and strategic thinking, and just to give a very high level view of what each one is, to give a, like, very high level view of what each one is. The executing domain is all about making things happen, and people who are dominant in that domain, when you're needing someone to implement a solution, like these are the people who are working through the night to like get it done and they'll burn the midnight oil and like that excites them. That's what keeps them going and it's, you know, someone who can take something from that you know idea of someone's or their own and they can, they see it through and you know it's that person you might think of as, oh, I need to get something done. I'm going to. It's Christina, I know, even though she's busy, she's the person who I know if I ask her it's going to get done and it will get done. Well, so that is executing and some of the examples of what the different themes that fall into that is achiever, arranger, responsibility. And again, I know we're not going to spend today going into each of those, but those are exactly what they sound like someone who wants to achieve, someone who organizes the information as an arranger responsibility, someone who takes that psychological ownership over something.

Chani Kohn:

So that's the executing domain, the influencing domain. That's the executing domain. The influencing domain. That's someone who really helps. Like their team or themselves, they can really reach a broader audience, like it sounds. They can easily influence people. They are always selling ideas and it kind of just comes easy to them, like when you need someone to speak up or make sure that, like a group is heard, like that's the person who they would look to. So you know, there's examples of a strength called activator, which is someone who can take that idea and like, has it, and can figure out the ways to get it going. They might not be the one who finishes doing the work that would be the achiever in the executing domain but there's someone who can figure out. You know, how do we need to get this going and get it off the ground? And oh, we need this person from over here, this one from over here, and they'll really activate that to get it going. There's also communication. Someone that's one of the strengths in influencing, someone who is really articulate, can get their points across, get their ideas across, whether verbally or written.

Chani Kohn:

Then there is the relationship building domain, which I actually lead with that one, so not to be biased, but it is a favorite, and those who really lead with relationship building are really seen as that, like essential glue for whether it's a family, whether it's a team. And a lot of times they say, without these strengths of the relationship building, a lot of times then you just see a group is just a composite of individuals, it's not a team and, like leaders who are really exceptional with this, have a really unique ability to create groups and organizations that are much greater than the sum of their parts and I even look at, like, how many moms do you have listening that like they are, that leader you know for their family and you know they are the glue that's that's holding it together. You know they are the glue that's holding it together. An example of a strength here is empathy, where you're really sensing someone's feelings and you're able to put yourself in their shoes. Another one is called individualization, where you see each person as a unique individual and you want to help them achieve their success of what that means for them, not what it means for everyone else.

Chani Kohn:

And lastly, the last domain is strategic thinking, which I know is the domain you lead with, and people who are really good with strategic thinking. They're the ones who really keep us focused on what could be. They're constantly absorbing and analyzing information and really helping people make better decisions, and they're always continually stretching themselves of thinking about what does the future look like. So an example here is ideation. That strength is really speaking about someone who is always coming up with ideas. They're always thinking of, like, what could be? And you know, oh, what if we just did this? Or oh, have you thought of this? And they're always ideating, always thinking of ideas. Again, they might not be the one executing on that, because that would be in the executing domain. Or they might not be thinking about what are the steps to get this moving forward, because that would be the influencing of the activator. Or they might not be thinking of who are all the people to get involved. That might be the relationship building, but they'll have the golden idea.

Chani Kohn:

And another example is learner. It's someone who's always wanting to learn more and always excited about learning, whether that is a magazine article, whether that's a new way of how they can, you know, be more effective in their communication or just their daily life to their actual work product. But they're always open to learning and they're probably someone who's open to accepting feedback also. So it's a longer way of giving you a little bit of insight into each one, but I think it's important for people to understand what do these don't, what are these domains, what do they mean and what are some of the examples there?

Christina Kohl:

Right, thank you for that Cause. Yeah, there's, there's a lot to unpack, yeah. So thank you for sharing. Like all of those and I saw myself in a lot of those different ones, because my strengths are kind of like spread out, I guess but I'm curious, like, if we put that lens of the strengths and the domains now that I've got the language right In career transition, particularly for someone who has a large career gap, how we would use those strengths to our advantage in the job search and talking about ourselves amongst our network and applying for jobs and interviews and all of that, because it's just, it's a pretty huge life transition and family transition, all of it. But how would we? What would be some examples of people on the different domains, of how to tap into those strengths as they approach this endeavor of going back to work?

Chani Kohn:

Yeah. So I think that the first thing that could be helpful for anyone is obviously taking the assessment will give you this insight, but I think what's really key with it is then how do you take that information and internalize it for yourself. How can you understand which domain do I lead with which when you do take the assessment, the report will share that with you. But let's say, you lead with executing, and what I think is really helpful about this, too, is this report can not only give you really helpful language of how you can present yourselves, but it will give you really good insights of am I looking at the right jobs that are right for my strengths? So, while, yes, I want to embark on this new chapter in my life, how can I be really intentional of how I am doing it so that I'm going to feel set up for success? Because the last thing you want is someone just applying for anything, everything, and then they're getting nothing, and that's really like disheartening and deflating. And we all know.

Chani Kohn:

You know, redoing a resume and you might be doing your LinkedIn profile for the first time is really daunting. So, you know, if I were someone who leads with executing, you know I would tap into those of. I'm someone who makes things happen, I'm someone who can get things done. So let me think about how can I organize, what are the steps that I need to do and who are, maybe, the people that I need to connect with to help me get those things done? So maybe on that list would be redoing their resume. So they haven't done that, either ever or in how many years. So how can I reach out to people who maybe can help me? There's a service that can help me with that and you know seeing where I'm still going to get it done, but I don't want to feel as overwhelmed. And then how can I lean into my strengths to making sure it gets done, but with some of the right support along the way, whereas if there was someone that I was relationship building, they would probably very heavily rely on, like their network of people, their support system of you know.

Chani Kohn:

Oh hey, Christina, like just want to let you know this is something I'm starting to do. I'm going to be like going back into the workforce. Is there anyone in your network that you think would be good for me to speak with? So that's the approach I could see someone like that taking, whereas someone, in executing, is going to feel the satisfaction and they're going to feel like they're moving along the right way by getting things done. So they're going to feel like they're moving along the right way by getting things done. So they're going to view each thing as an activity and OK if I get my LinkedIn profile up, if I get my resume done, whereas the relationship building person is going to see well, I want to expand my network. I want to have more informational conversations with people, because I feel I'm going to get the job based on who I know or I'll find more information to be able to understand what kind of job I want.

Christina Kohl:

And I'm smiling here you can't see on the podcast listeners, but I'm like, oh my gosh, this is all the stuff that I teach you know, like you had mentioned before. Like you know, before you just start applying to anything and everything, understand your strengths and what job would be a good fit for you today, not necessarily the job that you were doing you know in your past. Yeah, that's really foundational before even starting the resume, work or anything else, because it's kind of pointless if you don't know where you're headed. Yeah, to be building materials to help you get there, you've got to know what your goal is, totally.

Christina Kohl:

And then the relationship building. That's all the networking. That's what I literally just spent a whole week just teaching was. As moms, we do have a network. We, yes, sight of all the people are in the network of our friends, our neighbors, our, our family, our past co-workers, our past classmates, the parents of our kids and friends. And it's much broader and bigger than we think and that is exactly what we need to be doing to tap into. So it's going to be easier for someone if their domain is in the relationship.

Chani Kohn:

Yeah, yeah, I think you know also, even someone who, let's say, leads with relationship building, like a fully remote job might not be the best fit for them because those can be lonely, those can feel isolating. So while I know the trade-offs of that, you know I totally understand the pros and cons. You know I'm a mom of two. I get it, but maybe hybrid is something more that they would be after of. They're able to get some in-person interaction, but then they also can have some of that downtime to feel like at home. I can get some of the work done and still be within my family lights.

Chani Kohn:

But that's what I love about strengths that it will even give people some of that insight to be able to feel like, okay, I can figure out.

Chani Kohn:

What is it that I really need?

Chani Kohn:

You know, even someone who leads with like strategic thinking, being in a job that it might be more executing or task like oriented would not be good for them, because they're more of the person wanting to think and be in the more analytical type of space, not to say that an administrative job doesn't have that.

Chani Kohn:

It's just that once you build that trust with someone, they're willing to give you that runway. But in the beginning, I could see as someone who leads with strategic thinking could be frustrated in that type of job. So I think that when someone gets their strengths, it's really eye-opening in the sense that not only does it give them a language of what they can use within their resume, within their LinkedIn profile and on interviews, but, taking it that step back that we were talking about, it gives that person the insight of helping them answer those questions of well, what do I want to be doing? What am I good at? The report won't tell you here's the jobs you match for, but it'll tell you what types of things that you're just naturally good at and who doesn't want to be in a job that they're just naturally good at, what they're doing.

Christina Kohl:

Absolutely as you were talking. It reminded me. It just took me back to my re-entry job, which was the perfect job for me at that point in time and it was more in the executing side of things and my domain is more strategic and but it was a flexibility. That's what it gave me. So I had to determine what was most important in the moment and I still had three young kids, three different levels of school elementary, middle, high school. Nobody was driving yet and flexibility was most important to me and is a trade-off, and so that was strategic.

Christina Kohl:

In taking a job where I wasn't necessarily using all of my strategic, natural and clinical gifts, but in the role that was more of an executing type of role, I was able to grow and develop that trust and confidence and start taking on more strategic level things, just because that's who I am.

Christina Kohl:

But so it was definitely an adjustment and a conscious decision of what was most important and me being back at work in a flexible it was part-time role was the perfect transition for me and for my family. And then a couple of years later I was able to promote and go full-time and be more strategic about things. But if it was different, that okay, my goal to go back to work is I have to support the family and I need to be at the highest level of income earning that I can be, and flexibility is going to have to follow the side. Then that's a different target type of job that I would have been going for at that point in time. So there's, you know, trade-offs that we have to make, and knowing those things about yourself and knowing that it's a conscious decision to make that trade-off, instead of like, oh, I'm in a bad match, like no, this is a match and it's the reason.

Chani Kohn:

The reason why is because it fits everything else in my life, because you're a whole person when you yeah yeah 100 and you know it's thinking of what, what do you value and how can a role be aligned with that, or is a company aligned with that? Um, and you know you can see like which strengths. Sometimes there are some of your, let's say, strengths in your top 10 or something you may lead with. But you say, you know what for right now? Well, this is the place I want to get to, this is the place I need to be to start, and I will work towards that and that's perfectly OK.

Christina Kohl:

OK, I think we talked. So we talked on executing, we talked on relationship building, kind of like in the networking. We talked about strategic, so influencing, influence yeah.

Chani Kohn:

Influencing yes person who like if there's a communication to write or you're gravitating towards what they're saying, or they just know how to take an idea and communicate it, but they just have that confidence. They're always looking to make things better. They might be a little competitive, but they know how to win others over and they also want to feel important. So you know someone who's in influencing. I've seen, interestingly sometimes that on teams that I've been on when I've been part of smaller companies, whether a startup or even midsize um, sometimes some folks have more in the influencing domain because they find that they're able to have more influence in a smaller sphere. So being the big fish in a small pond is more attracted to them than being the small fish in a big pond. So it's just an interesting observation that I've seen that I think for someone who does lead with influencing, it's really an interesting observation that I've seen that I think for someone who does lead with influencing, it's really important to that person to feel like their voice is heard. So you know, and that's something of how can they ask those like specific and intentional questions in an interview to understand, you know, what do team meetings look like? How do you gather feedback from the team or what does a decision-making process look like? Because this person will want to feel heard throughout it and will want for people to know that they were a part of it. So it will be important for this person to make sure that they are included in that.

Chani Kohn:

And it's different than relationship building, because it does sound like oh, are they just looking to be part of a team? So it's more of they want to have that influence within the group. They're not always necessarily looking to change people's minds, but through their strengths whether that is their communication strength or their maximizer, which is someone who can take something from good to great they want to have that influence within a group. They want for you know, it would be okay, in a safe place, for them to raise their hand when they're maybe someone's presenting something and say, hey, like what if we did it like this, or what if we communicate it this way? And it would be okay to say that and they would be part of the process, not just receiving something once it's fully baked.

Christina Kohl:

Yeah, that makes sense. And I'm identifying with all of these because I think you've shared with me like oh, christina, you're like all in all the domains I'm like, oh, I see that I can attest to my for myself that being in a smaller organization I have more influence. Yeah, because I'm able to offer those suggestions and put things into play and have more freedom and latitude than when I'm in a large corporation. I can still do it in a large corporation and the largest I've worked for is about 2000 employees, so I know that's not necessarily super large, but compared to you know, a hundred employees, it's a big difference. And and yet you can be more nimble and move a little faster with the smaller organizations and have an opportunity for your voice to be heard sooner and a little louder in a small company.

Christina Kohl:

Yeah, I hadn't really thought about that. That's three quarters of my time has been spent in small organizations. Yeah, makes sense. So what about? You kind of alluded to interviews. Makes sense. So what about? And you kind of alluded to interviews so like, how would the influencing domain kind of set that person up for success in interviews?

Chani Kohn:

Yeah, I think you know. Obviously, depending on what your specific strengths in those areas are, there's different narratives with each of them, but I think the bigger message within influencing is that you're someone who is not afraid to take charge. You're someone who's not afraid to speak up because it's important to you that, whether it's the team or yourself, that they're heard, and so I think that that's what I would stress about it, and obviously with clear examples that can back that up. But I think you know it's sharing that you know my strengths really lie in. You know taking charge on an idea and you know, and making sure that it's heard within the group and making sure that you know we can influence this on a broader scale. And then I would bring in what is that specific strength that you have that can bring that to light? But I think that with each of the domains, there's ways that you can highlight how this is part of your DNA. I would even also as I'm sure it's a question that will come up and a question that your listeners will prepare for of like, well, I see this gap that you've had, so like what's been happening then, and you can use these strengths to talk about all. You know all the things you've been doing, because you should not downplay anything you've been doing, as you've been a stay-at-home mom Like you are. Honestly, stay-at-home moms are using all these buckets of strengths. You're using your executing, you're using your influencing, you're using your relationship building, you're using your strategic thinking and it's how those all show up. So I and I feel like that's a question that people are are nervous about and they're not sure how to answer. But what I love about strengths is it can give you a little bit of a clearer map to help you answer that in a confident way.

Christina Kohl:

Yeah, yeah, I love that and that's very true. And that confidence is huge, because if you're not confident in yourself as a job applicant, the hiring manager is not going to be confident in you either. And the outcome you got from strengths is great the gift of a career break and I'll just keep going here. I guess the gift of a career break is that it gives you're going to be stepping away from your family, where you've been investing all of your time, efforts and talents for whatever period of time. If you're going to be stepping away into a job and working for someone, you want to make sure that that's fulfilling and meaningful and it's not just about getting a job. And that means it's time for some self-reflection.

Christina Kohl:

And maybe, even though you were an accountant before and you're good at it, that's not who you are anymore today. And I guess our strengths do change over time based on our experiences. It may be not 100% pivot like I'm a totally different person 100% but we do grow and develop over time. And that's where I'm wondering if a strengths assessment would be helpful for someone to kind of. Like you said it doesn't pinpoint here's the 10 jobs that are perfect for you, but it is tapping into your strengths today, who you are now, and recognizing that this is a gift of time to reevaluate and be really intentional about what you do next in your career.

Chani Kohn:

Yeah, yeah, no, I, I completely agree. And I and I think also, when there is a shift or a pivot, or I love how you said, like that gift of time, I think sometimes people tend to feel lost and there's that sense of identity, of those questions that creep up of, well, if I'm not doing this anymore, then who am I? This has defined me for X amount of years, so where does that leave me? And it can take you down to like imposter syndrome lane, take you down to like imposter syndrome lane and you know that like oh, this, this road, that bad road, you can kind of spiral. And that's where I feel that strength, to having that information really equips someone with really insightful knowledge.

Chani Kohn:

And going back to the confidence piece of you know, yeah, I am taking this shift and this is the right time for me to reflect and really refine who I am and who do I either, who do I want to be, or what strengths do I have that can help me get there, or how can my strengths help me understand what is that next step for me? I know I'm ready, but I haven't been able to put my finger on it of what it exactly is. So I think that that's where strengths can play a really great role. With any like career shift or a pivot, or someone who's thinking like I just I need a break, you know, and I want to see you know what, what could be.

Christina Kohl:

Yeah, yeah, you know it is a gift. It's a gift of time. We evaluate, to re-energize and come back excited about work, and that's the stay-at-home mom pool. People are coming back excited and fresh and can't wait to dig in. And you know, unfortunately it's a very overlooked candidate pool and hopefully that narrative is starting to change. You know that's that's my goal and dream. So, yeah, this has been great. So I'm curious about StrengthsFinder. So we can I know I can go on my own and do it through the website and get a report. Tell us more about that and also how coaching how your coaching specifically can help people dive deeper into understanding their strengths.

Chani Kohn:

Yeah, so anyone can go on to Gallup's website and purchase whether just your top five or your full 34 report.

Chani Kohn:

The bonus of working with someone like myself who's a Gallup certified strengths coach is I purchase it for you, which is at a discount, and then you can get that one-on-one session where I can help you understand your report.

Chani Kohn:

Of course, anyone can go and read the report, can go and read the report, but I think what is really that different point of working with a coach is that I can help you understand how your strengths intersect together and play together, as well as calling out some of the blind spots which I think are really important. Of course, the report does include some of that, but I think once you're able to meet with someone and I learn more about you, that's where I can poke a little bit more and show you like oh yeah, I'm hearing your you know learner come out, I'm hearing this strength come out, that strength come out. So it's really of someone else being able to hold up the mirror for you and help you digest and understand this information. And then what do you do with it? So, you know, helping you to be able to formulate, you know, a plan and some takeaways there.

Christina Kohl:

Yeah, and I know, when you and I did that and that's we actually made a podcast episode out of it. It was so enlightening because I'm already like reading the report and studying it and trying to understand. But then having the conversation and like, oh, okay, that makes so, so much more sense by having someone who's you know more well-versed in the language of the assessment tool and what it all means. And then I'm providing examples and you're able to like weave it all together for me, like, oh okay, now that makes sense. Okay, and Beth, I need to go re-listen to that episode myself and I'll put it in the show notes for anyone who's interested to see what a StrengthsFinder coaching session is like.

Christina Kohl:

I tell this to my clients in our coaching sessions we all have superpowers, but it's hard to recognize them in ourselves. It's hard to recognize our own strengths because they come so natural to us. It's just I don't even think about it because it's just. Well, yeah, that's just what I do. Like that, doesn't everybody do that? And the answer is no, not everybody has those same strengths, and so it's kind of nice to have not only the assessment but a coach, a mirror, to help shine the light on those superpowers and the examples in your own life you know, and when you're the one being coached of how those superpowers show up, then we just take for granted. Yeah, okay, honey, so this has been great. Thank you so much for being with us today and sharing once again your beautiful insights around the strengths and the themes and domains and for those women that are ready to, you know, get this deeper level understanding of themselves as they prepare to go back to work. What are some opportunities that they have to connect with you and get some support in that area?

Chani Kohn:

Yeah, so I'm. I'm a big birthday person and my birthday is actually coming up in October, so I'll be having a special birthday offer coming out that I'm happy to offer early. So that's going to be because I'm turning 39. I'm going to be doing an offer for anyone who wants to take the assessment the assessment that's getting your top five strengths, and then do a 30 minute debrief coaching session with me. All that for $39. Wow, that's an incredible value. Yeah, you know I have fun with my birthday and I love strengths, so I want to bring it to more people and so I'm happy to offer that. And and the way that you can get in touch with me, either on LinkedIn just you can look me Chani Kohn, I know in the show notes it'll have you know how to spell my name and you can just message me on LinkedIn that you listen to the podcast and you want to take advantage of the birthday offer or you can also email me it's my first name, it's Chani C-H-A-N-I at C-K-O-H-N consulting. com. So whichever way is easier for you.

Christina Kohl:

Great. Well, I'll put those in the show notes as well, and I think it is really helpful, particularly for someone who is at the beginning of thinking about going back to work, to, kind of, like you know, have this great opportunity to get some insights and some direction as well. As if there's someone who's like I've been struggling, I've been spraying and praying, I'm applying to all kinds of things and not getting any response, and maybe it's because they're being too general in their approach and they need to tap into their strengths better. So this is a wonderful birthday gift and great value. So thank you so much for offering that and happy birthday a little bit early, because if you're listening in real time, this episode is going live in the second week of September and Chani is giving you that early birthday gift for to celebrate her birthday. Happy birthday, Chani, and yeah, what a great opportunity, thank you. Thank you again so much for being with us and sharing all of your insights and knowledge. We've so much appreciated.

Chani Kohn:

Thank you for having me. It's always a blast. I love being here, all right?

Christina Kohl:

Well, with that, we'll wrap up the episode. Thanks for joining us everyone, and we'll catch you next week. Thank you so much for listening today. I hope this episode hit home for you and, if you haven't already, be sure to connect with me on LinkedIn and say hello so I can personally thank you for listening. Until next time, remember your story is uniquely your own, and your next chapters are ready to begin.