Episode 56: David Petrovay - Out of Work, Not Out of Worth

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Hello, beautiful humans.
Welcome to the human Beauty

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movement podcast.
I'm your host Jennifer Norman.

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Throughout my life, I've been a
lover and a seeker of all things

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beauty from art and dance to
cosmetics, and fashion to music

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and nature.
But through my own personal

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Journey.
I've come to discover what I

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believe is the most beautiful
thing.

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In the universe, the beauty of
the human soul, on this podcast,

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I sit down with beautiful humans
from all corners of Of the globe

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and all walks of life to learn
how they are living their own

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unique.
Soul Beauty out loud.

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You'll hear from game changers.
Rebels with gray causes stages

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odds, feeders and Valiant
Warriors who fall down seven

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times and get up eight.
This is the podcast where

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abundant energy flows and
supreme wisdom is bestowed, get

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ready to enjoy the inspiration.
Hello, beautiful humans.

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Today we're going to talk about
career Transitions and Coming

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self-limiting beliefs, my guest
is David petrovich, a David is

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an employment strategist and an
author.

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His latest book life between
jobs out of work, not out of

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worth is available now.
Welcome David.

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Well, thank you for having me
Jennifer.

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I'm delighted to have you here
now, you've got to tell us about

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your own early career and what
caused you to make a career

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transition?
Oh well, that's a great

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question.
Well, I grew up in the 50s and

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60s.
That's when I went to school.

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So that gives some sense where I
am in terms of time.

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So when I was in college, I was
graduating during the height of

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the Vietnam War.
So there weren't a lot of

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choices.
So you were either going to go

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into a position where you might
be deferred or you were headed

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to Vietnam.
And so I remember getting my

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letter from Uncle, Sam saying
you're to report on such and

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such a date for your physical
How I showed up with my little

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piece of paper in hand, from the
doctor that said this person

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would not make it through basic
training, Okay?

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This may be the answer out.
So the probably remember the

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person in front of me had a
stack of papers from his doctor

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telling, why he shouldn't be
inducted here.

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I am with my little 3 by 5 piece
of paper.

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He gets inducted and they say
sorry we're not going to take

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you so believe it or not from
that.

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From going to where they did the
physical.

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I was told from the University
of Pittsburgh, when you find out

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what's happening call us and
that will determine whether or

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not you are accepted into a
master's program so that

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master's program was in special
education.

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They were looking for people to
work in that field.

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People said, oh, had you always
been drawn to it.

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I said, I never thought of
myself as becoming a teacher,

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but I could do this.
So, I was accepted into the

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program and after 34 years,
Working with the blind.

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I decided it was time to pursue
a different direction and I was

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very successful in what I did.
I had a ward sport but I knew

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that the time had passed for me
to stay in doing what I was

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doing.
So I thought what is it that I

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loved as part of those 34 years?
So 48 of them, I ran a career

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center at the school for the
Blind and part of my job was to

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find them positions where they
could try out whether or not

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they would be successful.
Oil and that was a challenge.

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So some of them went into
hospitals to work.

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They went into Child Care,
Centers Landscaping.

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So imagine fitting that person
to a position when they couldn't

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see where they had limited
Vision.

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So that was the challenge and I
loved it.

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Jennifer, but again, after 34
years, it was time to move on

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and at the same time, I was
completing a doctorate.

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So I thought, okay, what do I do
with this?

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And I thought next logical, step
would be to go into career.

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Well, for those of you who are
listening easier said than done

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because what I did informational
interviews, and as a result of

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it, the people I spoke to would
say, well, you should be a

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teacher and I said, but that's
what I just left and it's the

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old.
If it looks like a duck and

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quacks, like a duck, it's
probably a duck.

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So they were seeing the duck in
me, they were not seeing the

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rooster or whatever else was out
there and I decided to make the

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switch.
And so I conducted informational

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interviews with people, Oh who
did this kind of work?

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And as a result of that, it led
me into my first job.

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I was a career coach.
Now, how things work out?

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That job involve working with
adults who had disabilities.

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So, I was able to bring that
experience into the mix and I

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only lasted in that job a short
time because I realized I was

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underemployed, I needed to move
on.

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So then I tried a one stop and I
did that for about a year and a

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half, as I finished my doctorate
again doing Pin and I thought

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this is not challenging enough
for me why I have all these

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wonderful ideas but they're not
open to what they are and how I

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could use them.
But what was the next logical

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step going into business for
myself?

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So in the end of 2008, after
finishing my doctorate, I

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started my own private practice
and I love it.

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So that's really my journey from
where I was to where I am today,

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amazing.
Now, you know, Over the past

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couple of years, I would say, I
mean, there has been such a

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dramatic change between when
people would go for a job when

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you were coming out of college,
versus kids coming out of

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college today, where if you had
a certain skill level, you'd go

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into manufacturing, you go into
a service and it was a job and

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it would become almost like a
lifelong career or at least

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seemingly for a very extended
period of time.

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You did it for 34 years which
too many is an entire career and

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now people are looking more for
fulfillments I think.

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It's I mean it does that just
described it?

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There are so many seismic shifts
that are happening in the

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workplace right now, I'm curious
to see what kind of sentiment

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that you're seeing and what
you're doing.

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Well, I think Jennifer in my
era, it was pretty effortless to

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get a job.
It really was.

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I remember the first job that I
had.

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I really didn't apply the
principle of the school where I

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was doing.
My student teaching came up to

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me and said, I don't know what
your plans are after you

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complete your program.
But we would like to have you

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work here.
I mean, it was a simple as that.

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And so, it was almost as if the
interview was something that was

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second, you know, thought to
them.

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And okay, I could do this
because this is my training, and

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this is a great place to start,
so it was easy to get jobs back.

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Then you pretty much slipped
into them and many people, they

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followed the footsteps of their
parents.

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So they stepped into the type of
work that maybe they were doing.

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And so it was a very Different
era.

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The idea of a resume, I never
had a resume when I applied for

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that first position.
Now, they won't even be

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considered without a really
well-written resume.

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So other thing is, I believe we
have this whole approach now to

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mindfulness where it's you
understanding who you are and

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what your strengths are that you
would bring to the workplace and

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people really need to be
spending more time being

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introspective.
Into what they bring, and that's

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a lot of what's included in
life.

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Between jobs, it's an
opportunity for you to step back

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and really examine who you are
and what you want in life.

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So, there is a big difference,
no one ever ask those kinds of

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questions when we were growing
up.

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Not just, what do you want to
do?

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Why do you want to do it?
Exactly.

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And I find that people are often
drawn to companies that align

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with their values.
Now values really matter, and a

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lot of people feel.
Addison to work for companies

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that are not as good to their
employees or maybe even a

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certain category or a type of
business that just is, you know,

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not something that they would be
interested in working for

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because it doesn't align with
their values.

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Do you see more and more of that
coming to fruition as well?

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Well, the interesting thing
about this and it's a perfect

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question is I was just listening
to an interview that someone was

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giving and they were talking
about toxic work environments

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and I I hear a lot of that from
my clients.

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Yeah, and it is the buzzword
right now.

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Toxic work environments.
And the question was, where do

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we think that comes from?
Is it because managers are not

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trained to be supportive, you
know, what is it that

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contributes to this?
And one person gave the perfect

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answer.
It's because we're not aligned

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to the work that we need to be
doing.

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So we're putting ourselves in
environments that do not support

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who we are and what we want to
do.

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It's knowing what your Mission
and vision are in life and then

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seeking out companies.
As you said, that support those

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values and that setting may not
work for you, but for the next

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person, it could be perfect.
It could be just what they're

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looking for.
So, it's less about the

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environment being toxic, it's
more about whether or not you're

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aligned.
And I think that from my own

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experience and from what I've
also heard there are companies

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that do have very visibly stated
values and very clearly

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expressed values.
But Fortunately, either

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management or leadership, or the
workers, do not uphold those

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values.
And so there is this dramatic,

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dissonance between the way
things are, and the build-up of

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toxicity versus what the
aspiration is, and that itself

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creates this conflict, right?
And, you know, you go into

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buildings and you'll see their
values posted and then you

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wonder as you said, whether or
not they really live by those

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values and what people have to
surrender in.

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Of not living up to them if that
was their original belief.

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Oh, this is a company that
values integrity and yet you

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don't see Integrity being
practiced in the workplace.

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That how do you live with that?
Or do you live with that or and

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say?
No, no.

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Thanks.
And it was very interesting to.

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I just was listening to a group
of people and we were talking

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about my Myers-Briggs right
before this, with my being an

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ENFP, and what the ENFP people
were sharing was that because

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Cuz of this, like you said,
dissonance with the values.

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They said, I could no longer
work in this environment and so

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many of them who had been highly
successful said, no, I need to

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pull the plug and either look
elsewhere, or start my own

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company, which is what I did.
Exactly.

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And that's what I did too.
Now, you know, getting fired or

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laid off, can take such an
emotional toll on a person and

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your book actually helps people
gain back their sense of

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self-worth.
Can you tell us a little bit

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more about What's inside your
book.

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So it really addresses five.
Psychological areas that people

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face when they are between jobs
and I did not invent these.

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These five areas came from a
number of workshops that I had

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delivered where I began to see
common themes.

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And so the common themes that I
saw were self confidence and

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that is a big one.
Okay.

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Especially if you've been laid
off or fired.

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The other one is perseverance
the willingness to To stick to

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this acceptance.
And I think acceptance is such a

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big part of the process that
people go through when they've

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been laid off or they've been
fired and it really focuses

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Jennifer on the grieving process
because you're dealing with a

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loss.
So, I talked about those five

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areas that Elisabeth Kubler-Ross
discusses and then there is

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resilience the ability to bounce
back.

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And then finally commitment, are
you really committed To finding

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the job that works for you and
not just taking anything.

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Of course.
Sometimes you have to take that

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type of job because you have to
pay the bills, but you wanted to

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be short term while you're
looking for that right in

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perfect position.
So that's how the book walks you

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through those five areas and
every one of those little

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subsections like identifying
your strengths has an exercise

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attached to it, so that it makes
it much more active.

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Not just your reading the book,
And oh, isn't that nice?

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But it requires you to do some
work.

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Yeah, I see that.
You do have a workbook

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associated with just helpful
now.

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Can you tease out the
differences between perseverance

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and commitment, because too
many, they would seem one in the

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same.
So perseverance is basically not

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giving up because you're going
to have days where you wake up,

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and you just want to pull the
blankets up over your head, and

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it's really about the
willingness to stick with it.

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So that's the perseverance the
commitment.

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Is the decision that you make
around what you plan to do.

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So one is more related to maybe
how you do it and the other one

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is what you're doing, so they
definitely support one another,

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but in the book, it explains the
difference between the two and

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then takes you through different
exercises around.

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Now, when you talk about
self-confidence, a lot of people

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who have gone through a current
career change do as you say,

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have a lack of self-confidence
and they have these incredible

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Located beliefs about themselves
or these self-limiting beliefs.

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Can you talk a little bit more
about self-limiting belief and

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what we can do to overcome them?
So right now, this whole concept

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of self-limiting beliefs is a
Hot Topic, it really is

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Jennifer.
And so these are the thoughts

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that you create.
You weren't born with them,

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okay?
That's the first thing you came

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into the world, like they say
the blank slate and then you

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began to become influenced by
the people around you now, Would

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be wonderful if everyone would
support their child growing up

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with.
You can do this.

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I'm here for you.
You may not do it.

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Well the first time, but
remember this is about progress,

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not Perfection.
Those would be supported

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beliefs.
Limiting beliefs are, who do you

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think you are?
You could never do that and it

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leads us to what we call the
Imposter syndrome, right?

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We've all heard of that.
We're oh, if people only knew

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how limited I am, I would be out
of a job.

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So it's the messages that we
give ourselves.

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That actually guide our lives.
So when you say I'm too old,

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that's a limiting belief.
Hey, no one would hire me.

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That's a limiting belief and
what happens is, you know,

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Jennifer is, when you play these
tapes, these limiting beliefs

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over and over again.
They become the way you see and

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experience the world.
This is why we have what we call

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self-fulfilling prophecy.
If you believe that you're too

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old to get a job, guess what?
You'll be.

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Out.
Whatever that says, to the

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people who are hiring.
Oh, he's too old, she's too old,

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I'm too old to learn that.
Well, you know, yes, you have an

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age, but unless it's a skill
that is age-based and it might

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be, you know, we're having to
lift like 60 70 pounds in your

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75, 80 years old and you're out
of shape.

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Yeah, that wouldn't be within
reach for you.

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But it's really about looking at
what you do have and what you

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bring to the workplace in terms
of Skills experience that no one

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else has.
So you turn that around and say,

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rather than I'm too old.
No one will hire me.

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You know what, I have a unique
set of skills that someone is

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just waiting to hire.
And as I say that, I actually,

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physically feel the power behind
that.

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So think about when you do
limiting beliefs, and what it

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does, to your energy level
versus making empowering

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statements and people said, oh
but you know, that would never

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work.
There's another limiting belief.

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So you see how they will
reinforce one limiting belief

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with another to where they go
nowhere in life.

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And also occurs on the hiring
side, I would say there are

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limiting beliefs with respect to
the choices that some employers

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will make in terms of candidates
where they might say, oh, this

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person's overqualified or this
person has way too many years,

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this person's too expensive.
So what would you say to hiring

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managers to overcome certain
limiting beliefs?

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As well, it really brings it all
back to them being willing to

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examine their own limiting
beliefs.

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And so if they say, you know,
these people are too old to hire

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okay.
What exactly are they saying

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here?
And sometimes they're limiting

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beliefs come out of their fears.
So they have to be willing to

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face some of their fears around
hiring people.

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So if they're looking at age,
let's say you really want to

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take a look at what that person
brings.

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What that lets say, 56 year old
candidate would bring to the

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position would be experienced.
They already know how to do many

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of the things that 20 year, olds
are just learning.

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So, in terms of them costing too
much, they make it up in how

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quickly they can adapt to the
position and start making money

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for the company.
Certainly.

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And of course, everybody is
unique, everybody does bring a

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certain value to the table and
the best thing I think that

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people can bring Uh, is that
enthusiasm that fresh energy, it

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regardless of age?
I'm curious because I know that

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a lot of people in hearing this
podcast would be like, well,

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maybe I should get myself a
career coach or a counselor.

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What would be some of the
benefits that people could gain

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from working with a person like
you?

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Well, one of the first benefits
is I can be objective about what

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you're experiencing.
It's like you can't see the

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forest for the trees, when
you're in the middle of the

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Forest, right?
So when they're in the midst of

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all, of the, let's say the
turmoil, and Being out of work.

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Having someone like myself, can
help bring Focus to it.

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The other area that I find that
many people come to me with

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Jennifer is a lack of clarity.
So they just said well I don't

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know what I want to do.
So having a career coach can

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guide you through that process
and one of the things that is

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important to ask when you're
just beginning, the whole

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process is that what kinds of
problems am I good at solving

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something as simple as that.
That most It would not even

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think of, in terms of beginning.
So as the people that are

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listening, that would be one of
the first questions to answer.

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And it's really in
problem-solving that we can

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become directing toward a
company, where that type of

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ability to solve those problems
is needed.

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So when you go into an interview
know that this is a company

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who's having a certain type of
problem, I'm here to solve it

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because I'm really good at that.
So I think that, you know,

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having a career coach.
Is a great way of looking at

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someone's job, search with a
different set of eyes.

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Excellent.
I'm curious if you've seen any

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progress in the way that
companies are managing their

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employees these days, like, are
they getting better?

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Are they becoming more mindful?
Or, you know, is a lot of it

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just stuff that you read and
latest blogs career box and

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said, well, you know, having
talked to multiple clients,

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we're all over the place.
In terms of what's happening in

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companies, again, it's that
alignment.

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So some of the clients that I
coach, they love where they

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work, where they work, allows
them to take risks, to make

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mistakes to be acknowledged for
the growth to have resources

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that they can go to when they
don't have the answers.

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I mean, now we're talking about
an ideal work climate, right?

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Then there are the other clients
who are dealing with managers

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and supervisors were there
watching.

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In every step that they take and
if you make one error, they're

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going to catch you on it and let
you know.

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So, it's always being a part of
what I call the punitive

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environment and where the person
who's in charge says, oh you

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thought you were going to have
next week off on your

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anniversary?
No, we need you to work and so

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there's very little empathy.
It's all for them.

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I think it's more about the
dollar value.

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Okay?
And with other ones, it's the

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People value, you want to look
at where that company is coming

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from.
Are they more dollar oriented?

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And there's nothing wrong with
that if you're highly

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competitive and you're working
in that direction or do you need

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to be more people oriented where
people are more understanding

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and collaborative?
All those aspects of it.

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So again, I don't know if there
is one direction that we're

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taking, but it seems to be a
more of a reflection of how that

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company.
As you said, what its values are

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and how it lives those values.
So yeah.

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And you want to be mindful of
that when you're looking for a

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job.
Yeah.

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I was listening to this talk by
Simon sinek where he was in a

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hotel.
And he was getting served coffee

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by this amazing service-oriented
man and he stopped to talk to

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him and say, you know, what is
it that you love about your job?

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And he said this hotel, the
people care about me, anybody

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from the top Executives down to
whomever they always come up to

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me do you need anything?
How can I support Hurt you.

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You know how are you today?
And he gives it his.

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All he also works at another
hotel where all they're looking

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for, are the mistakes and so he
keeps his head down, he does the

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bare minimum.
He tries to get out of there as

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quickly as he can.
It's the same exact person in

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two different environments with
dramatically different results.

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And it's because of the
environment of flourishing

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versus one that is punitive,
it's very striking.

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Yes.
And they both exist, both of

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those environments are out there
which one would hear We spend

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more time in.
Well, that's probably a

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00:22:09,108 --> 00:22:12,600
no-brainer you inspire us to
make us want to do more, which

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is always that, you know, the
nicest thing to hear as an

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employer to say, you know, to
think that you're giving people,

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the freedom of creativity, just
shining and the ability to

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experiment without fear of
failure, or any kind of

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repercussions, those are the
environments, which are

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certainly more fruitful for
people to feel that they're

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being fulfilled.
And one of the things that I

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have learned Jennifer is what is
critical in the work

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environment.
Environment is being

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acknowledged for the work that
you do so many times, that is

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not occurring.
I remember when I would be doing

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something that was above and
beyond what was in my job,

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description, the response that I
would get from the people above

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me was not, you're doing a great
job but well, that's what we

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hired you to do.
So when you hear that, it does

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not increase your desire to be
better.

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What it does is it creates this
culture of mediocrity, and When

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you have a company that is
mediocre chances are they're not

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going to survive.
Yeah.

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So it's the companies that are
doing it right and I think

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companies are open to that now
and it's going to be a learning

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process for them.
Yeah.

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Those companies that treat their
employees really well and really

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do care about them.
Are the ones that will be the

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most successful because the
people are what make the

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company.
A lot of people forget, it's

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like, it's not just a company,
it is a body of people that are

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coming together for Alignment of
shared values or shared work and

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and almost like a family away
from their family.

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And so, where do they want to
spend their time with the ones

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that appreciate them, right.
And when you think about it, if

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you remove those people, all you
have are empty offices.

429
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Yeah, yeah.
For sure.

430
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You also have a book out called
ponderings, Daily Reflections

431
00:23:56,900 --> 00:23:58,900
for inspiration and
transformation.

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00:23:58,900 --> 00:24:00,500
Can you tell us why you wrote
that?

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00:24:00,600 --> 00:24:06,100
So over 10 years ago, I was
attending a church that was very

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positive.
Focused.

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00:24:07,800 --> 00:24:12,300
And I was talking to one of the
members and telling her about my

436
00:24:12,300 --> 00:24:15,700
thoughts and she said, to me,
have you ever thought about

437
00:24:15,700 --> 00:24:19,700
writing a Blog and I said, oh,
that's an interesting thought.

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00:24:19,900 --> 00:24:24,200
So I, this was in August of
2010.

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00:24:24,300 --> 00:24:26,700
Okay.
I wrote my first blog and it's

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was posted on my website and I
made a commitment.

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00:24:30,100 --> 00:24:31,800
Okay.
There's that commitment

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00:24:31,800 --> 00:24:34,600
different from perseverance.
It was a decision.

443
00:24:34,700 --> 00:24:36,300
That's really what a commitment
is a.

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00:24:37,000 --> 00:24:42,500
In to write a blog every day.
So, for about six years I wrote

445
00:24:42,500 --> 00:24:47,700
a Blog every morning and it was
to inspire people and then after

446
00:24:47,700 --> 00:24:50,100
I collected enough of them
Jennifer I thought.

447
00:24:50,100 --> 00:24:53,000
All right?
I'm going to recycle six of them

448
00:24:53,100 --> 00:24:55,500
and write a new one every
Monday.

449
00:24:55,500 --> 00:25:00,600
So I have been doing that and I
wonder sometimes who it's meant

450
00:25:00,600 --> 00:25:04,500
for the reader or myself because
often times, it's what's going

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00:25:04,500 --> 00:25:09,000
on with me when I share.
And so, The book is divided into

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ten sections.
Among them would be desires

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00:25:12,600 --> 00:25:16,000
intentions, gratitude thoughts,
feelings?

454
00:25:16,000 --> 00:25:22,000
And so each of those sections
contains 28 entries and they're

455
00:25:22,000 --> 00:25:26,200
designed to inspire and
transform through a reflection.

456
00:25:26,200 --> 00:25:30,700
So each of the entries ends with
a question and then there is

457
00:25:30,700 --> 00:25:33,800
space below it or people to
write what their response would

458
00:25:33,800 --> 00:25:38,000
be related to that.
So you know, it's not one that

459
00:25:38,000 --> 00:25:41,300
is a calendar based where he
doesn't start on January first

460
00:25:41,300 --> 00:25:45,300
and go through December, 31st
said you can just open it up and

461
00:25:45,300 --> 00:25:48,600
whatever it opens up to is what
you're meant to read that day

462
00:25:48,700 --> 00:25:51,100
and I get great feedback on the
difference.

463
00:25:51,100 --> 00:25:53,800
It's made for people that's good
and that reminds me because I

464
00:25:53,800 --> 00:25:56,200
was going to say in contrast,
you know, I read Angela

465
00:25:56,200 --> 00:25:59,400
Duckworth grit Buck, which is
you know very good book.

466
00:25:59,400 --> 00:26:02,700
And when I think about words
like grit perseverance

467
00:26:02,700 --> 00:26:05,700
commitment a lot of times I
think people think drudgery

468
00:26:05,700 --> 00:26:09,100
torture.
But slavery and so there is a

469
00:26:09,100 --> 00:26:12,200
mindset shift that needs to
happen about those words.

470
00:26:12,200 --> 00:26:14,700
I think and maybe there are
alternative words that people

471
00:26:14,700 --> 00:26:17,900
can use that sounds a little bit
more light and joyous and

472
00:26:17,900 --> 00:26:20,400
carefree in order to make all of
these things.

473
00:26:20,400 --> 00:26:23,100
And you know, Angela Duckworth
talks about is like the minutiae

474
00:26:23,100 --> 00:26:26,000
of everyday and even in a
marriage it's like the everyday,

475
00:26:26,000 --> 00:26:29,100
just the mundanity and getting
used to it and being able to

476
00:26:29,100 --> 00:26:33,000
live through, it gets you to a
level of success over time.

477
00:26:33,000 --> 00:26:36,300
But to me, I like to think about
inspiration enthusiasm.

478
00:26:36,300 --> 00:26:39,200
The joy of Like making every day
as great as possible.

479
00:26:39,200 --> 00:26:42,300
And that way, you're doing every
action and you have that

480
00:26:42,300 --> 00:26:45,000
built-in perseverance and that
commitment to the cause which

481
00:26:45,000 --> 00:26:48,100
helps to kind of make things a
little bit more palatable

482
00:26:48,100 --> 00:26:51,000
potentially, and perhaps that's
something that's also built into

483
00:26:51,000 --> 00:26:52,600
your ponderings book.
Yes.

484
00:26:52,600 --> 00:26:55,500
So, when you think about
commitment you gave a perfect

485
00:26:55,500 --> 00:26:59,100
example, Jennifer if I'm
committed to getting through the

486
00:26:59,100 --> 00:27:02,400
day and I'm doing it in a job
that I absolutely hate.

487
00:27:02,500 --> 00:27:04,600
Okay?
It's still a commitment, right?

488
00:27:04,600 --> 00:27:06,800
It's a decision.
What's it?

489
00:27:07,000 --> 00:27:09,300
Ringing me.
Yeah and then there is the other

490
00:27:09,300 --> 00:27:11,300
commitment to doing what I
loved.

491
00:27:11,300 --> 00:27:15,600
So as I said, I was committed to
writing a Blog every day.

492
00:27:15,700 --> 00:27:18,100
Why?
Because I loved writing them.

493
00:27:18,200 --> 00:27:22,800
What I learned from was my best
writing comes in Snippets like

494
00:27:22,800 --> 00:27:27,000
anything from three sentences to
a paragraph that seems to be

495
00:27:27,200 --> 00:27:30,300
where I shine.
Now asked me to write a novel.

496
00:27:30,400 --> 00:27:33,000
I said it would be the shortest
novel ever written.

497
00:27:33,900 --> 00:27:37,500
That's just not where my
thinking is, and my strengths

498
00:27:37,500 --> 00:27:39,600
are.
But again, if you think about

499
00:27:39,600 --> 00:27:42,900
being committed to something
that you have passion for, it's

500
00:27:42,900 --> 00:27:44,800
not drudgery, is it?
It's a joy.

501
00:27:44,800 --> 00:27:46,800
Yeah.
And that's so the flame going.

502
00:27:46,900 --> 00:27:49,600
Yep.
And if you're looking a job that

503
00:27:49,600 --> 00:27:53,800
every day is a commitment to
getting to the day when you

504
00:27:53,800 --> 00:27:57,700
retire, if you're not enjoying
it, think about what your life

505
00:27:57,700 --> 00:28:00,200
looks like between where you are
today.

506
00:28:00,300 --> 00:28:02,200
And the day that you say, I'm
done.

507
00:28:02,300 --> 00:28:05,800
That's a lot of days.
Then you've lost agree.

508
00:28:05,800 --> 00:28:08,800
No David, where can People get
in touch with you if they want

509
00:28:08,800 --> 00:28:12,900
help with their career path.
So they can go either to my

510
00:28:12,900 --> 00:28:16,600
website, which is David,
Petrova, coaching.com, they can

511
00:28:16,600 --> 00:28:21,800
always contact me at David
petrovich at gmail.com really.

512
00:28:21,900 --> 00:28:24,200
Well, David, thank you so much
for being a guest.

513
00:28:24,200 --> 00:28:26,900
I enjoyed our conversation
immensely and I know that it's

514
00:28:26,900 --> 00:28:29,800
going to help many many people.
So thank you for your work.

515
00:28:29,800 --> 00:28:31,400
Well, thank you.
Jennifer and thank you for

516
00:28:31,400 --> 00:28:33,900
having me as a guest.
Thank you for listening to the

517
00:28:33,900 --> 00:28:38,100
human Beauty movement podcast,
be sure to Follow rate and

518
00:28:38,100 --> 00:28:41,000
review us wherever you stream
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519
00:28:41,100 --> 00:28:44,200
The human Beauty movement is a
community-based platform that

520
00:28:44,200 --> 00:28:46,400
cultivates, the beauty of
humankind.

521
00:28:46,500 --> 00:28:50,200
Check out our workshops, find us
on social media and share our

522
00:28:50,200 --> 00:28:53,600
inspiration with all the
beautiful humans in your life.

523
00:28:53,700 --> 00:28:58,100
Learn more at the human Beauty.
Movement.com, thank you so much

524
00:28:58,200 --> 00:28:59,500
for being a beautiful human.