Manifest Your Dream Job with Zena Contreras

Jennifer Norman:
Hello, beautiful humans. Welcome to the Human Beauty Movement podcast. I am Jennifer Norman. I'm the founder of the human beauty movement and your host. I created the human beauty movement to help inspire radical self love, radical self acceptance, and radical expression. On this podcast and in our community, we have open conversations about diverse aspects of the human experience. Diving in deeper to the richness of our souls is where we find our truest, most authentic selves. It's the source of everything creative, imaginative, and beautiful that we have to offer.

Jennifer Norman:
So take a moment now to subscribe to this podcast so you don't miss an episode. I'm so glad that you're here joining me for today's show. Okay, so I'm just going to rip the band aid off on this one and let everybody know, as if you didn't already know. But your self worth has nothing to do with your salary, your job, or what you do. And it has everything to do with the fact that you are a priceless, exquisite lightning bolt of energy. Yet, of course, you're disguised as a mortal, vulnerable human being, spending little time here on spaceship earth and on this planet and in our culture, we've set up these games with rites of passage, risk and reward, the hero's journey, and measures of success. Part of playing the game is accumulating skills, understanding human behavior, and developing a bit of savvy to leap ahead with integrity. So I've invited my next guest onto my show because she's agreed to divulge some little known secret side doors on how you can move yourself ahead dramatically when it comes to positioning yourself for career advancement.

Jennifer Norman:
Yes. That means landing the dream job, making more money, and feeling more fulfilled in your personal achievements. Zena Contreras is a seasoned author, speaker, and coach who has worked with the likes of CNN, CBS, Viacom. Over the past decades. She's been a corporate recruiter, a career coach, and even a spiritual life coach. She's mastered the art of intuitive human connection, and she's here to talk about manifesting the career that you want. Welcome to the show, Zena.

Zena Contreras:
Thank you so very much for having me. I love your introduction. So much information there, but so uplifting.

Jennifer Norman:
Oh, it is such an honor to have you. So I was so excited when I had learned about your illustrious career. You've worked with the best of the best of these companies, and now you are also offering career coaching because you want to help people get the most out of their lives when it comes to their work and what the do. But it's true, right? People use their jobs and their career, the money that they make as yardsticks for self worth. How do you approach people away from that mindset?

Zena Contreras:
So, first of all, I like to acknowledge people in whatever place and space that they're in. I don't think that human beings get acknowledged and appreciated enough so that when we're tied to that check, that amount of money, that title, it really validates that there hasn't been a level of importance placed upon the person and who they are. And so from the day that we're born into this incarnation, our life is very important and integral on this planet. And so I like to acknowledge from that perspective, and then I like to ask them questions about what joy looks like in their life. So I take it away from the job a little bit so that I can understand who they are and understand their mindset, which really helps when we start to career coach.

Jennifer Norman:
That's beautiful. I had heard Simon Sinek say that 100% of employees are people, 100% of managers are people, 100% of clients and of customers are people. And so understanding people helps you to understand business. What do you think it is about the human psyche and the way that we are that makes us put up walls when it comes to the interview process or getting in front? It almost seems like such an intimidating thing when people are like, oh, my God, I've got a job interview. What? Now?

Zena Contreras:
Right? Because we're giving it too much weight. We're actually giving it too much weight, and we're giving this person permission to grade us. We're not in school anymore. We have skills, talents, and abilities, and we have accomplished things. So I'd like to use this little known trick as I tell people, think about interviewing like dating. You've had good dates and you've had bad dates. So if you go into this interview and you're like, here's all of my experience from when the time I was two years old, and the person in sitting in front of you is like, I think I'm going to go to the restroom right now and never come back. Think about it as an engaging conversation.

Zena Contreras:
I want to get to know you, but I want you to get to know me. So if you can think about it from the perspective of dating, it takes some of the intimidation off. Like, this person is going to decide whether I get a paycheck next month, right?

Jennifer Norman:
Yet some people find dating extremely nerve wracking, too.

Zena Contreras:
We've all had good or bad dates.

Jennifer Norman:
That's true. That's true. So what role do you think that mindset has in finding that job and the, if you're able to come into it as a date and then think about it more as an exploration and getting to know each other, what do you think is a good unfolding in terms of a mindset for finding a job?

Zena Contreras:
So I just want to tag team back on the dating aspect. Here's the nugget that I forgot to mention. Put a period in the middle of the sentence. Let that person ask you more. Right. So that's the key with the dating scenario. Now, I think that people, they don't know their own story. They don't know their own worth.

Zena Contreras:
And so we're looking at our worth as our title. But we are a human being. I remember someone saying that we are spiritual beings in this human incarnation. And I think that we need to really think about the value and who we are and what we can bring. That energy is going to transcend in any conversation, interview versus we give our power away when we're looking for a job. We give our power away when we're an employee. I have a friend that I referred to CBS, and it was a remote job. And I said, why did you go to the office 51 miles every day? Because they just wanted me there.

Zena Contreras:
But the job was for a remote person. So why would you give so much of yourself sitting in traffic for an hour to 2 hours? And so we don't realize our value, and we overdo it, like overspending over consumption over this. And so we really have to step back and listen to. I love meditation. I think if we just LisTEn to what the universe is guiding US, then our energy will come forth.

Jennifer Norman:
And so it sounds like getting to know your story is really important. And so for that person that may come in raw and say, well, okay, here I am an accountant, and they feel like they are that function, and they don't understand how to really position themselves. How do you tease that out of somebody?

Zena Contreras:
So I have a quick assessment on my website that I have everyone go through. And for those who don't know about chakras, it really is a chakra assessment. So it really helps me to understand where you're out of alignment, and it really reveals quite a bit. So people are like, why are these abstract questions? What do you want to know? Well, it's the baseline BECAUSe it gives me. I can see your resume that's professional. But I want to understand what is holding you back. What are some of those sabotaging beliefs? And believe it or not, I had a client who was accepted to Wharton for a graduate degree. And we found out in that assessment through some probing questions that he had issues from the fourth grade, from something his fourth grade teacher told him that was ringing true in every different scenario that had a similarity to that conversation.

Zena Contreras:
So Ivy League school, you would think, oh, my gosh, you've got it all together. Those little things, whether we want to call them anchors or crutches or whatever label, they're inside of us, and we need to release that so that we can be the best of who we are here to be.

Jennifer Norman:
Oh, my goodness. You are the first career coach that I ever heard go ThROUGh the chakra system as ONE of your diagnostic tools. I knew that I loved you for a reason. You're extremely compadre, but it's true. I look at the chakra system not necessarily as religion. I really do think it is a wonderful diagnostic tool for all of the things that you can just check to see. Oh, this is what I can focus on improving or getting back into balance or back into alignment. And I know what my crutch is or my behavior is when I, for example, am feeling like I'm losing my solar plexus, it's out of balance and I'm feeling nervous or I'm not feeling like I'm in my power.

Jennifer Norman:
This is what I need to do as far as meditating and getting back into harmony with that and remembering who I am. That is so neat. That is so neat. So now, you were a recruiter for 20 years. What kind of insights can you offer to people who are looking for a new position so that they can showcase that distinct advantage in the hiring process?

Zena Contreras:
Absolutely. So recruiting is really interesting. One of the reasons why I decided to be a career coach is because as a corporate recruiter, I can't give you guidance and advice. Where I could see if you just would have tweaked this, if you would have said this, if you would have asked for the opportunity. Right. So I couldn't do that from that perspective. But what I've seen is I understand the hiring process, and so I've created this side door sort of formula that really helps people to get seen. It is different.

Zena Contreras:
It is very proactive. It will take you out of your comfort field and will challenge you to really stand up in your authority. You actually go directly to the hiring leader. So we talked about this. Human beings hire human beings. We can talk about the applicant tracking system. We can talk about leveraging AI, but at the end of the day, it's a hiring leader that's going to hire you. So why not go directly to the decision maker? Why sit in that pool of 501,000 applicants and wait and hope that someone is going to see you? Why not redirect the communication to the hiring leader? I mean, what can they say? No?

Jennifer Norman:
And so for those that are looking at like, oh, how do I know who the hiring leader is? How would I find that out if it's somebody who might be an assistant or even an agency that might be involved?

Zena Contreras:
So with an agency, it's a little tricky. So I leverage LinkedIn quite a bit. LinkedIn and Glassdoor, amazing tools. And there are a couple of other tools that I use. But on LinkedIn, you can go to the company profile and you can click on people, the people tab. If you extract the title that you're applying to and put that in the keywords under the people tab, it will show you those people within that department. Now, maybe you don't know the title of the hiring leader, but you can start to network with some others that might be your peers that could lead you to the hiring leader.

Jennifer Norman:
Interesting. And so when approaching the hiring leader, what would be your recommendation on presenting yourself?

Zena Contreras:
So I think about it like I'm window shopping and something that catches my eye. So the important thing to understand is hiring leaders are hiring for a solution. A corporate recruiter just scans through the resume. Actually, LinkedIn has said that the recruiters only take six to 13 seconds to read a resume. In six to 13 seconds, what kind of impression can you make on a three page movement with a cover letter? But a hiring leader will read the fine details because they want to make sure that you might be a right fit for the organization or you might have the potential. So I say, definitely use an introduction email or letter. And I actually, in my side door practice, I tell people to use priority mail, get an envelope, pay 395 or 610, and get it in front of them. Now, I only do that when there are thousands of people in the applicant that have applied.

Zena Contreras:
But definitely it's a way to get seen. So you want to have an introduction email that actually talks about all of your relevant experience to the job that you're applying to so that you can stand out and you can do that with AI. Now, that's where I use AI. I use AI to help me with the introduction email.

Jennifer Norman:
Oh, and so say a little bit more about that. Of course, AI is just phenomenal in the way that it is able to make life more efficient. When crafting emails, letters, things like that, what would you say would be some of the things to put into your AI prompt.

Zena Contreras:
Sure. So people struggle with talking about themselves. So this is a really easy system. You put in the job description and you put in your resume, and then you use the prompt, highlight the best of my relevant experience to the job description and AI in 3 seconds. Right. And then you can take that and modify that to make it a little bit more your language, a little less formal, a little bit more whatever you'd like to do in 3 seconds. You have that?

Jennifer Norman:
Yeah. I think that you gave some interesting points. Just because I want to highlight some of these now that it is important if you want to really stand out from the crowd, just sending an email to the hiring manager may not even cut the mustard. They might even have an inbox that has thousands of unread emails. And so that might not be it. But going to that additional level of finding them on social media or finding them on LinkedIn and doing it in a way that is not desperate is really positioning yourself in a very valuable way on what you can offer, all of the skills and all of those things. And AI can be your best friend here. It can help you to recraft your own story and to help you say, oh, yeah, all that in a bag of chips.

Jennifer Norman:
Yeah, I actually do have to offer and priority mail. I haven't heard that one before either. Because it is a way to get into somebody's touch point in a way that is different and is showing that you are actually going the extra mile versus what other candidates might be doing. Very cool.

Zena Contreras:
Very Jennifer, if you were hiring an intern and you posted that position on LinkedIn and received 200 applicants in 4 hours, that's a little daunting, right? Like, oh, my gosh, I've got to carve out 5 hours of my time to read all these resumes. But then someone in your office brings a priority mail envelope and puts it on your desk. You're like, you're busy. What is this? And you open it. And I have written a tailored email to emphasize my enthusiasm, my experience, my level of interest regarding what you're doing in your cause. And the I've attached a tailored resume. Okay. You may not pick up the phone, but you would send that to someone in your operations and say, I really like this person.

Zena Contreras:
Can you screen this person, find out what they're looking for? That's the side door. I've bypassed the ATS system. I've bypassed the corporate recruiter. I'm not sitting in that pool with all of those candidates. And guess what? You've already looked at my resume and pre qualified me and said, I have interest. So now that resume, that contact, must contact the candidate. Because it's like, I don't know if Jennifer is going to get back to me and say, hey, what happened to that intern that I was really interested in? You really are in the side door.

Jennifer Norman:
It's true. It's true. And I will also say that because I have been in the position of hiring many people over the course of my career as well. And I'm actually a nicer person now than I used to be. I was actually one of those people that would scare the bejesus out of everybody when they would come in the door because I would ask those hard, consulting like questions. I'm not really like that anymore, but that's neither here nor there. I did want to mention that enthusiasm, positivity, optimism, that can do attitude, that willing to go above and beyond to me, is actually very, very valuable. And it's very valuable to a lot of other hiring managers that I know.

Jennifer Norman:
Of course, we're looking for basic fundamentals when it comes to your skill set, but when all things are said and done and all the rest of the playing field is equal, the ones that we believe are going to be the best fit for an organization are going to be the ones that exude a willingness to work with you, a willingness to be friendly, a willingness to really answer the questions and to know how to articulate and sell themselves. But enthusiasm really is the key word, I believe, for a lot of hiring managers because, yeah, I think that a lot of people are saying, like, there are a certain amount of people that can get a job done, but do we believe that this person has potential to grow and to be manageable or to be a person who is a good team player, to be somebody that we can see really representing our organization to the world? A lot of hiring managers also have glassdoor and are thinking about, these are the types of people that we want in our organization to be able to tell other people and to cross levelatize how wonderful it is to work here. And so, yeah, I think that it also goes without saying that it's not just lip surface and it's not something that is an act. It's not something that you can. I think that a lot of hiring managers can also see through a bit of, like, cheer, whereas that complete, genuine nature that really is in your personality, to be able to see how you are a fit, how who you are and what brings you joy, what lights you up really does fit with the job description that you're after, and you'll be happier, too. You don't want to try to force fit yourself into a job that's not well made or with a company that's not well suited for you either. I mean, that's part of the career coaching, too, I would imagine, because that'll be more miserable than anything.

Zena Contreras:
Well, then that just is living from a place of desperation so that when you jump at the opportunity that doesn't feel right within your gut. Our gut is always talking to us. The universe is always conspiring in our greatest good. Right? So when we jump at those, we are actually setting ourselves up for another lesson.

Jennifer Norman:
Yeah, enough lessons in my life. Sometimes I'm like, oh, I don't need another lesson today.

Zena Contreras:
I'm graduating this year. Right?

Jennifer Norman:
Yeah. So what strategies should a job seeker use these days to find that job in this kind of economy that we have?

Zena Contreras:
Sure. Sure. So I definitely like to leverage LinkedIn. I noticed that a lot of jobs are posted on. Indeed. I'm just a little skeptical whether some of those are scams or not. So I always cross reference those with glassdoor and or LinkedIn. There are just a lot of opportunities.

Zena Contreras:
I want to make sure that the company has a presence. So if it's just a one off or MLM that's trying to come across as a company, but really not. I've seen people fall to victims to those sort of scenarios. So I would use LinkedIn. I would definitely optimize my LinkedIn because recruiters and hiring leaders search LinkedIn on a regular basis based upon keywords that they're looking for. So a lot of people do not maximize that real estate in optimizing their LinkedIn profile.

Jennifer Norman:
Very good point. Very good point. Now, I also know that women, as well as individuals that perhaps are from previously marginalized or oppressed identity groups, are less likely to go for a job if they say, okay, here are the ten qualifications. Oh, gosh, I don't have one or two. I'm not even going to apply because I'm just never going to make it. They're more apt to doubt their own skills versus your traditional candidate. And so what do you think are some of the words of encouragement to individuals that may be second guessing their own, their own selves or their skills?

Zena Contreras:
So I believe that getting a job is 70% your personality, your confidence, and you believing in yourself. So my coaching allows you to go through the side door, but then you actually have to communicate, articulate that. Now, whether it's a different industry or you're missing a couple of skill sets. Let me walk you through a formula that might make sense. If I want a job that I know that I'm missing some of the technical skills, I might go to udemy or some of these online platforms and take a cram course on what that might be. Really just crash that information and solidify at least practical working knowledge of that. So then when I'm in an interview, I'm comfortable in sharing that. I would then go and either highlight that on my resume that I have a practical knowledge of.

Zena Contreras:
I've been using AI, and I wouldn't say that I'm an AI expert, but I would say that I have practical knowledge of AI and it has certainly opened up many opportunities for me so they can go and do something like that. So I would say not to look at the job description as what I have and what I don't have. Think about it as what I can bring to the table. So a job description could be taken from a job family, a book. It could be really old. What I'm looking for is looking for the relevancy, can I do this? And then I want to match the language, and maybe that's where I use a coach or AI to be able to match the language of that job description, because I know that I can do this. So a resume should not be static, it should not be stagnant. In terms of this is who I am, think about it in terms of this is what I can do, this is what I'm bringing to the table.

Zena Contreras:
This is how I can help an organization. So when people put together resumes, they think about what I've done. No, you're bigger. You're bigger than that. What can you do? How does that look in a different environment? And so when they can expand their scope, they can open up those doors.

Jennifer Norman:
Wonderful. And so what about for maybe it's a student who is just graduating from college, they don't necessarily have those skills yet. They've just learned. And perhaps udemy is the last thing that they want to do after having just gone through four years of college. But when they are just entering into the job market, what are some of the key things that would go through their mind and what they would want to consider when they are looking for their very first job?

Zena Contreras:
So they could incorporate some of their school education, some of the coursework, some of the research that they've done, and they can leverage that on their resume. But really entry level opportunities. And most companies are actually hiring straight out of college or straight out of high school because of the labor shortage. So they really actually have it a little bit easier if they just package themselves right now. One of the things that I will say about that group, about millennials or the younger population is they have telephones. And no one, no one, no one sets up their voicemail because they're not thinking that way. They're not thinking that someone's going to leave me a voicemail message. They're chat, me, ime dme, that sort of thing.

Zena Contreras:
But recruiters and hiring leaders will always leave a voicemail message, so they miss the boat because they don't have their technology set up to think beyond the way they're using it.

Jennifer Norman:
Excellent. All right, I'm going to do something fun. I would love to do a role play and pretend that I am a hiring manager, because I will be honest with you. I'm sure that you can probably give more as the student or as the candidate than I probably could. And I will probably say the wrong thing. So I'll pretend that I'm a hiring manager. And here comes Zena. I see this beautiful resume, and I'm hiring for this particular role, and I say to myself, oh, okay.

Jennifer Norman:
Wow, she's got this beautiful cover letter. It seems like it's very specific. And she went and she looked through the side door, and now it's time for us to meet for the very first time. And I say, I think so, great to see you today. I would love to know, why are you interested in this company? That's usually one of the first things people ask, why are you interested?

Zena Contreras:
Right. So tell me about yourself or why I'm interested. So first, I'd like to say one of the formulas that I use is definitely offer a genuine compliment. And I would have done my homework on the interviewer. And I would say, jennifer, I'm really impressed with the interviews that you've done, the impact that you are engaging in with your audience. And some of the interviewers, they've really shared some pretty powerful information that I resonate with and that I can use in my life. I mean, that's just me giving you a compliment. But I would start off with a compliment so that it opens up the door and it sort of lessens the intimidating factor from the interviewer and the interviewee.

Zena Contreras:
And then I would share a little bit about my background as that I'm in alignment with some of the core elements that you talk about in your podcast. And the put a period in the middle of a sentence and allow you to ask can you elaborate more?

Jennifer Norman:
Very good. And I think that asking or the very beginning, providing a compliment or having that warm opening showcases that you're a positive person, that you're interested, and there's nothing flattery will get you everywhere, they say. So it never hurts from a human standpoint to be able to offer that as a little token of appreciation or a gift and start the tone off there as a warm and a friendly place. And then I also think that the idea of aligning with values, it's almost like that. Again, I go back to Simon Sinek and starting with why? Like, why are you interested? The reason is because I gravitate to your why. The reason why, my why and your why are aligned is exactly why I am here today. And so talking about it from that overarching perspective before getting into the nitty gritty of those finer aspects of what you've done, because it really does set the stage for a bigger picture and a bigger conversation, I think is good.

Zena Contreras:
But it also shows that you've taken the initiative to research, that you have done your homework, that you will take the initiative. So from a hiring perspective, you're thinking, if I gave this person a project, I can see the really researching this out, really putting some detailed thought to it. So that's one of the things that I want to convey. If that's part of my background and it's something that I enjoy, and then the connection, how do I connect with who you are and what you're offering in terms of my value statement and just sharing that information?

Jennifer Norman:
Yes, and going back to the opportunity. Whereas as pertains to Dei and diversity, equity, inclusivity and belonging, I do want to impress upon folks that if you're a candidate that does sit within those particular populations, it is nice to be able to recognize that from a company perspective. However, the more that you can do to not see yourself as a victim or in a place of desperation. And I say this with an abundance of love and heart, and I know I often step in it when I say these words, but what I want to implore is that if you wear it like a badge on your sleeve, like, you should hire me, because I have been undervalued and underappreciated and I want to change things. Like you're coming in on the offensive rather than in a spirit of cooperation and in a spirit of belonging and inclusivity. It's almost like you're trying to wedge your way in. And I do see that kind of attitude bubbling up quite often, and it's understandable. It completely is.

Jennifer Norman:
However, I think that a more human way of integrating and for us all to feel like we can be shoulder to shoulder and locking arms and really reaching out to each other is to treat each other with the kind of respect that we also wish to have and to be bestowed. And I really do think that that's a positive and perhaps noble way forward when it comes to looking for a job and thinking about your career path, overcoming all of those setbacks, overcoming all of those things. And now you're here, you've made it to the table, and now you don't have anything else to prove but the fact that you deserve to be here, you belong here, and that you can be a cherished part of an organization and a revitalized part of just helping to surpass any kind of systemic oppression that has happened in the past.

Zena Contreras:
So I think you mentioned not wearing it as a badge. I think that that's very important because then it feels a little forced. But what I'd like to do is help them package their overall professional brand so that they can express that information. But I also caution individuals to play to their audience. So if it is a very corporate structured environment, then maybe you might have to tailor, tone down just a little bit to get your foot through the door so that you can see the different culture, the dynamics. And one of the things that I would do is definitely research whether the company does participate in diversity and inclusion, because then I know that the doors open a little bit. Right? And so I would play to that, but I would learn how to package myself and be able to play to the audience. And so I have a great example on my website.

Zena Contreras:
Eric Mitchell, who was formerly a journalist who went to apply for a job with Marin county in San Francisco area for a director of communications. And Eric is a little bit more flavored personality. He's very dynamic, dresser, wears pearls, really likes to showcase his personality. And I think it was a little off putting for an educational system. They actually rejected him as he interviewed. He then came back to me, and he knew I was a recruiter, so we knew each other from one of our work environments, and he said, what can I do different? I really want this job. And I asked him to identify those things that they wanted to accomplish within the first 90 days, twelve months. Did they give you an idea of that? They did.

Zena Contreras:
And so now do a quick PowerPoint presentation on how you can be the solution. Take the focus off the image, off the air, off the flamboyantness, and take it onto what you can do. So he actually put together a four page PowerPoint presentation. After they told him, thanks, but no thanks, he sent it off to the hiring leader. They called him within a week and said, tell me more. He actually was hired as the director of communications for Marin county. And he actually just packaged himself differently. And he thanked me and said, I never would have thought about doing it that way.

Zena Contreras:
And they said it actually came across as too much. So in that scenario, when he first interviewed, it was like, I'm forcing, this is who I am. See me as I roar, like, this is who I am. Tone it down to the audience. Now, in the work environment, he can wear the pearls, they don't care. He can have the lapel, they don't care because they can see his capacity. So what you want to do is you want to remove those barriers of subjectivity, not discrimination, subjectivity, so that you can share who you really are and what you can do for a company versus this is who I am, and you have to accept it. Well, maybe they do accept it, but maybe they don't know.

Zena Contreras:
And maybe that's part of your universal job, is teaching them and guiding them and helping and opening that acceptance. Right.

Jennifer Norman:
I love that example because there is a spirit of wanting to be authentic, certainly, but then there is also this trade off that we get ourselves into where you want to be of service and you want to be able to showcase that first, rather than the I'm unapologetically me and feeling as though people better deal with it or else. Because that does come off a bit strong and perhaps not the right tone in terms of starting, initiating a conversation. You want it to be more like that dating, where you're getting to know the other person, they're getting to know you for what you can offer and vice versa, rather than really just forcing yourself upon that entity, as you were saying. So that is a really great example. Thank you so much, Sina.

Zena Contreras:
And that really goes back to that assessment. So if they allow me to open up that dialogue and have that conversation and give me the permission, I bet once they do the chakra assessment, I'll see that they're out of alignment and they're overcompensating. We are who we are. We're all very different, unique individuals, but sometimes people overcompensate because other people have done them wrong. So now I want you to know I'm going to stand for this. And so, way to package that, to make it compelling, acceptable in any environment.

Jennifer Norman:
Yeah. To make it powerful in the right way or in the way that they would want to be representing power and a specific. Right, right. Excellent. So where can people find out more about you? Zena absolutely.

Zena Contreras:
You can go to careercoachingcloud.com. I am offering a free assessment so you can book an assessment class with me or a session with me, and we can talk about your resume, we can talk about your background, and you can qualify me to see if you want to work with me.

Jennifer Norman:
Exactly. And of course, the major takeaway here is that regardless of the outcome, regardless of that, we want to set you up for what you want in your life. You want to manifest as much and feel as fulfilled and be able to refine and hone your skills in every which way, including the way that you position yourself and tell your story and present yourself so that society and the world can benefit from what you have to offer. That really is what it's all about. And so taking on a career coach and really thinking hard about those places where what are my values? What is it that I want to offer? What is it that I love to do? What brings me joy, what really lights me up? What companies do I align with? All of those things that go into starting out on this journey to be able to get you to a place where you just absolutely love waking up in the morning, you love your life, you love what you're doing, you love what you're offering, and the world loves you back. Zena, thank you so much for being on the human beauty movement podcast today. What a treasure.

Zena Contreras:
Thank you so very much for having me. Have a wonderful day. Thank you so very much.

Jennifer Norman:
Thank you. Thank you for listening to the Human Beauty movement podcast. Be sure to follow, rate and review us wherever you stream. Podcast the Human Beauty movement is community based platform that cultivates the beauty of humankind. Check out our workshops, find us on social media and share our inspiration with all the beautiful humans in your life. Learn more@thehumanbeautymovement.com thank you so much for being a beautiful human.