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Everything about Audible "Next Chapter" Returnship Cohort with Audible HR Director, Supriya Mimani

ABOUT THIS EPISODE

Supriya Mimani is the founder of Audible Returnships Program & Director, HR Projects at Audible, hiring caregivers, returning to workforce with career gap, in mid-career roles. She leads Talent Strategy and Diversity & Inclusion focused projects for the Audible (an Amazon subsidiary). 

Through this Podcast, Returnships.org Founder, Nabanita De, chats with Surpiya on the thought process behind the Audible Returnship Program and how it came to life, what candidates Audible is looking for, how to prepare and get hired for Audible Returnship Program, what does a day in life of an Audible Returnee look like, what does their career progression looks like, trainings/mentoring provided by Audible during the Program and all the inside scoop of all the Audible Returnships program, straight from Audible Returnships Founder! Surpriya also walks us through advice for aspiring leaders on how they can thrive in Leadership Roles!

To ask Supriya, dedicated questions about Audible Returnships or just breaking into Leadership roles, leverage our Returnships Forum page, speaker ask me anything series - https://www.returnships.org/forum/questions-answers/audible-returnships-founder-ask-me-anything-speaker-series

To apply to Audible Returnships cohort, click here : https://www.audiblecareers.com/Returnship-Program

He everybody- This is Nabanita De andyou're listening to yet another episode of the returns Ip Potch, no one in theday from the non proper initiated returnships.org, helping people togo back to work after a long haul in career. Today we are talking toSurpiya Mimani. She is a HR manager at audible and she was the brain childbehind this entire Returnships initiative and audible, so you're veryexcited to know from her all the things that goes behind: building the amazingprogram and what it is like to work and audible as a returner. So supere goahead and introduce yourself and tell us a little bit about what you do.Thanks, Nevena really excited to be. Here I wore a Orbano two years. We willbe discussing about a retentit program, so I need a keep out of a returns IPprogram that audible. I need a ton of divers, an infusion focus projectsinternally. We call them spectrum and belonging and returns IPS with one suchprogram, where we kind of wanted to create an effort able a level playingfield for those who are trying to return to the workforce after thepurrier and that's how I started building this idea on return, ships behigher caregivers who are returning from a career break by a sixteen week,long internship process and then, at the end of sixteen weeks, based on theperformance, there is a potential for full time: employment, opportunities ofmale which just working towards creating a diverse spectrum of talent,adorable and creating a culture of inflation. That's awesome! So what was the visionbehind creating this entire audible laton ships program? Let me start byjust giving our listeners and introduction l about audible, becausewho we are, as an organization played a very kyral behind the vision of thisprogram. So for those of you who may not know, we are the leading producerand provider of original spoken, word entertainment and audio box. So, to putit very simply at her heart and audible, we are a company of story dollars andthrough our litters IP program, we wanted to hear the stories of thosereturning to work after a career break and help them stumpet with the nextchapter of their Calias, and that's why we named a program. The next chapterreturns hip program and we truly trually believe that she dona withtheir non traditional career journeys, and you need life experiences therebring in a very, very different perspective to the taper and the trulycontribute to the innovation at work. I mean think of it. You know from empathyto prionochilus navigating ambiguity to meeting the needs of clients who can'tarticulate themselves very well like their children, or you know, a stickfamily member that they're taking care of these are skills that get givers define big in and day out, and these are also skills that are extremely criticalto be successful in the war prays and we wanted to tap into the stand pool.We wanted to tap into the diverse experiences that bring to our pot place,which are shaped by their unique story, is unique, non traditional career partsbut and in said, the odor or vision why we even started thinking about this. Inthe first place, it lies in our people, principles which are the heart ofeverything we do more, and one of our people's principles is activatedgetting wherein we work to improve the lines of those without a privilege andbadly. The pandemic bought to light the struggles of caregivers like neverbefore. We know how hard it is always been for caregivers to return to thework force after a longer ear cap and then the time to make happen, and therewas so much joblessness on the market that it almost became impossible forthose with a break in their careers to...

...return to the work force, and I thinkthat is what really got the conversation started. It prompted us tostart the program in the thick of the PATOMAC, because we wanted to create alevel playing field for that. We also take diversity and inclusion veryseriously. It some grain and everything we do and that's why we verythoughtfully and very consciously fined at the program, and I TAK teams,because, as we know, more women in te are an underrepresented Ford and wealso know that most care givers tend to be Poma, so we did want to. You know,provide their opportunity to women to fix up the next chapter of the grasswithout while we also wanted to increase the spectrum composition ofATECA. So I think this one program had as health communities built more diversteams and ATECA and contributed the innovation that was happening at at ofEm, but that I was perspectives. I think what you shared. It really makesit sound. That audible is an amazing place to work, because, like the amountof thought that you have put behind this program, I think just going in forsomebody who is trying to return to work often times I have heard peoplewhen they come to return hips at all. We talk about where it should they workon and just taking this entire step towards working at a new job ran. NewOrganization is scary and knowing that an organization that we want to workfor after a huge long break is putting so much thought behind it. I think thatis amazing. Amazing work you are doing so I'm curious in understanding. What'sthe differences between a full time, employee at audible versus somebody whois returning to work through the RETORSIO program? That's a greatquestion, and- and there are a lot of differences as a reason, this programexist, and what be so was that there is a dent in the confidence of people whoreturn to the work force after a long career cap, and we had people who werereturning after ten twelve thirteen years, and we kept that in mind and webasically changed our hiding process for the retacked for staters. We needit significantly simple, so it was a conversation with a recruiter, followedby a technical phone screen, followed by two virtual on side, an pels, butthis was really just the practical parts of it. I think the big changethat we made was changing the minstead of everyone encoded in the interviewprocess, so our mantram during this whole process was screening versuscreen out, look for potential over perfection and I think that's whatdrove success in our filet program, because we coached managers to almostview with the sixteen Wakete should program as a wrong interview. We coachthem that you know the amount of rich data points that you can capture over.The sixteen was working with the return he can never march a traditional intopose and the other thing we did was we actually post our recruiters to almostbe allies for these candidates to be the mentors to be their guide so, forinstance, a recruiters. What make candidates comfortable by just in theinitial conversation talking about the career break their journey theiraspirations? What prompted them to go on the careering? What prompted them toapply to the jobs now, where they are in their career journey, theiraspirations advising them on books to read on videos to watch and learningresources? I could better help them prep for the interview with the hiringmanager. In fact, sometimes our recruiters gave up to a month or evenmore, to candidates to just revise and brush upon the scales. So I think we,as a team, went into the process understanding that these are people whohave great skills, but because they are coming after such a gap, they may notable to articulate the skills in the best manner that confidence may beimpact pared and the whole process was...

...then get to words. How do we make themcomfortable, be? How do we help them brush up their scales and see how wehelps set them up for success in the interview process? That sounds amazing.Having these recruiters as an ally and like you mentioned, like that audible,is training recruiters to work with these candidates and bring out bestself for themselves. I think that is amazing. I am truly amazed by theentire process that you described so coming back to the entire expedience ofa attorney who will be working for audible. What exactly do you look forfor the retorsio candidate and how do you define success for them? I thinkone of the things that's very unique about our returns. Ip Program is hidinga part of FID and then once they join, we have a very thoughtfully designedsixteen weeks of development for them. So every week there is some learningactivation. They interact with leaders, we have fanal discussions by ourleaders. We have sessions and impostors and Rome, personal banding, theirwalking skills and so much so knowing that we will be putting a lot of effortin their skill development and once they join us, that kind of informthe hiding process as well, and that is what enables us to look for potentialor perfection. So we look for ability to learn and pick up new skills. We puttrust in a candidates relevant past working experience, which is verycritical for us, so even if you're returning after a decade or longer thatdoesn't matter to us what you did before that gap matters to us and whatyou learned during your journey as a Gar giver and how you develop some ofthose skills that I spoke about, like dealing with ambiguity or working withdifficulty, colder, there's so many skills that care give us inevitablymaster in the role. Those are the things we care about, like what you'velearned in your journey. We hire candidates as a return with the beliefsthat we will be able to teach them many skills on the job, and that is whatkind of defines what they look for in a Etuchi candidate. So if I were to givean example, if we were to hire for a software development engineering roll,we don't care what language you go in, but what we are observing a yourproblem, solving skills, how you think, through the problems statement, how yousolution, ize your approach to the proper another example could be. Welook for how our people principles are reflected in your life journey. So, forinstance, one of the people principles be take very seriously as customerobsession and in our first cohort we hired a candidate who not herself outto build Apps, and then she published an act on the APP store that to usshowed so much customer obsession it a or your desire to learn its show. Yourdesire to apply the lanings it showed you, a desire to you know, understandthe customer and create value for them through an AP, and that was a wailingcase for us. We, we did eventually hire her. In another case, we have acandidate who help her Chi School project team when a very fastigio abord,and for us that showed your ability to learn in your skill and roll with it.Your ability to elaborate with different state holders align them towords, a common vision, and these are skills that we value so we're notlooking for cocks to fit on a machine. We roor the right mind said that youknow we can chisel and we can train back or are people principles and yourmindset, your approach, to learn your desire to don and ply on learning. Ithink that is what we look for, something that you said. That reallyresonated with me. Is it's not all about what you don't have, but it'smore about what you have done through the experience like you mentioned thatshowing initiative and showing their...

...drive that shows. Customer Obsessionwhich you mentioned is like a big leadership principal at audible. So youalso mention that how important it is for candidates keep pushing through andbuilding out experiences and things and eventually, audible. Also has theseprograms internally through returns, IPS, and if you do well in thoseprograms, you can also get hired for full time. Jobs is just not like asmall appendent, but it leads to a full time initiatives. I think for listenerswore listening like make sure you know you talk about all your experienceswhile you are interviewing an audible and show how you have been customeropsis in their past now moving on. Could you tell us a little bit aboutwhat does a Dain a life? Look like for an audible retorne? It's a veryinteresting question, because you know it varies by roar in Wales by where youare in the return hip program. So if I had to give a quick run down of war,the sixteen weeks o look like, I think we one is really focused on bedding, afeel of the audible culture. That is when you meet executive leader. As youmad leaders in your own team. We help you understand a business model, howyou and your team will create an impact and helping us achieve the businessstrategy. Are People Principles I employed source grub so really gettingthem a feel of the Arnica culture and the other thing is we veryintentionally. I have our repetons join in a cohort Triana pilate. We hadeleven returnes joined together, and this is where he started interactingwith the other retards, and this is very key for us, because you know thatpanting is very precious. Our first cohort call them sense article. Neverthere are of any very close knit group. So you know that is what the first weekis about to be to transition than to really getting to know your team. Thework, your team does understanding the word different people in your team andalso cross functional teams that you would probably interact with a artiogetting to understand their work understanding those take holders weekthree is when you know you kind of start getting into the day to day task,but we, for is when the magic starts to happen, because we, in short, everyRegani who joins audible, has one special project. That is a sign forthem. At least one- and this is when at week, for you get a sign your project,you get assigned to a project where you will be able to create a visible impact,and these are very thoughtfully, designed projects. They have clearmilestones, they have clear successerit the reason we paid their selves,because we understand that judging performance is hard and one of thesereturnes have a potential to get a full time offer at the end of sixteen wes.So we built these projects verythoughtfully so that, after the sixteen weeks, we could see very well whattheir skills sat start and you know how they can contribute, how they cancreate a pad in a very meaningful, tangible manner and communicatethatback to the attorney so weak, for is when they get their projects andthey start working on it from there on. The initial part is really working veryclosely with your mentor on the project, but over time and we've observed likeweeks six, seven, eight or words it becomes more hands off. That is whenthe returnes are owning the decision making process and when for theirproject and they're, probably go into their mentor just to brainstorm or getvalidation on some thought process. So by the end of the returns Ip, theirdreary warning the decision making. That is what the journey looks like. Ithink another key aspect of the journey is the weak of aid mark the midpointmark, where we have a former performes chicken process where we provide themdocumented feet back on. You know what's going on what you can do betterand but we don't just stop there. We also tell them sure are someopportunities that will provide you in the second half of the return ship todevelop the skill set that you need to Devi, and you know the opportunitieswill provide, so you can show case to...

...us how you've develop those skills set.So it's really interesting because we not le give them popert. We alsosupport them in the DECAF men and ability to show case that he hers whatI've Ben To depone myself I week, fourteen as when we start rolling outfor time offers. So it's a pact or a fun pal and a very exciting journey,but yeah it is a bad journey. There's something happening every week. This is,of course, an dispersed with a lot of conversations that we have with them.As I said, you know such an or impostor syndrome or networking skills, or youknow, managing both life and Degrassi. We have all of these conversations oneto to conversations every week with them through different planning,Matatini es as far that's awesome to what I'm hearing a sinner. You havecreated this amazing co Hart where people who are joining in as returningscan get that support from the network of other returnes were in the sameshoes as them, and the intern colear progression that you mentioned of thisparticular torny through Audibilis. That is amazing. So it's, basicallywhat I'm hearing is testing out the waters for the employee were joining.Is this is a great fit an I what it sounds to me. This is an amazingcompany to work for so that's awesome. I just want to mention one thing, sothey take four or five days to get ther projects and the full time of er themade to them at the end of returns based on the performance and thatsomewhere around the week. Fourteen mark, when we start making full timeoffers to them, yeah in just fourteen weeks can get a full time offer, justknowing that that's amazing for return is who applying for jobs, knowing thatthere is a path laid out for them to successful return to the workforce. Ithink that is amazing, callous Ilbert about what this audible co Hart. Youmention differentiates it from all this other returns. Ip Opportunities At doesexist by various companies. Yes or initial forgot was of the Levenattournes. You know the problems so that a fole now we're doing it by anyand ex cocotie of thirty three attorneys. We have twenty three openroles for Atensi right now, so I in a Sheol of eleven attorneys, had twoemployes who identified as me as an nine as females, and I thought that wasa great Gena makes because it's not lost on us, how much harder it can befrom men who took care, giving the rear pries to return to the work force. It'sa lady so hard for women. It gets even harder for men, because there's so fewof them who support their sponsors by taking care, give it praise and thenstruggle to return back to the work force. So that was the composition of acohort and then, when you ask how it was different, I think I mentioned thatwe, in short, we were getting the cohort together at least once or twiceevery week. It could be technical learning sessions. It would be pandiscussions with leaders. It could be just checking in with them. So everymonth we checked with them. How are things? What do you want to tell us?What should we know better? What do you think we should change? I think we kindof pardened with them in this journey and they knew it was a pilot. Therewere as invested in making the Usucapio as we were. So it was a beautifulRodaine, because you know we could have really candid conversations and a lotof those conversations help us think of things very differently and keepchanging parts of the program in real time. One example that I could give toyou is: We gave them great understanding of the work that theteams do and one of the feed pats we gat us. We want to understand whatother teams are doing as well and within a week of getting their seedbags.We arranged a sessions for them to understand what other teams are doingat audible, because it helped them kind of get a larger perspective. So it wasreally interesting how much they would invested as well. In making thisprogram successful and the mean I first forgot to be, they are reaching out tobe actively and saying. Can we be mentors to the next Copt of returnes?We have candidates that were...

...interviewing right now we make themhave lunch with our prior edones candidly. Here the experience of peoplewho've already been here before decide. If you want to Preston your career withardeb and the tourneys are like more than happy that I'm happy to be a party,I'm happy to be a mentor, I'm happy to have land sessions with they're happyto feed our final discussion conversation that my journey with them.It's a beautiful relationship be developed and, as I said, I think theyhad invested in making this program a success. As I a yeah, that's awesome. Ithink something that really stuck with me was your retorsio program. It's justnot focused on women, but also no encourages men turn to the workforce.So I think that's truly amazing that you are working on that right now. Youmentioned there are so many other returns to return to the work for sowhat does the experience? Look like outside of this audible liters IPprogram? How has your career progressed? If you could give some examples, heactually to a Tonsa for mid career hiring and what was really interestingwas in many cases we hired Retourne is for certain. Never so you know we manein our minds at the tin with the retorsion know we if they do Wel, wewill give them a job at this ex level, but some of them just out performthemselves and they ended up giving them full time offer that excuse onelevel, and that is the kind of value and talent that returns bring with them.So a bunch of her redone s right now are at very good rows which are higherthan the roads at the initially thought that would be joining the organizationas because of how phenomenally they performed in the Sixteen WeekProtection Program. So that's where I think it's really interesting how thecareer has progressed and how you know the amalgamation of the skills that thebring and the Development Avadi Le provides to support their audibleprovides those two magic ingredients, help them progress. So much in justsixteen weeks that I to was really an interesting phenomenon and then youknow we also went back to were hiding managers and we said, would you havewhen you first met this candidate, but you have hired them for a full time.Rolet such a you know such a position that you're giving them an offer nowfor, and all of them said no, and that is what that is. What showsthe need for a tonsil protests. They cannot be treated as a regularinterviews. They have to be treated differently than do need the extrait ofdevelop men and extravatations, but I do feel the return on investment is sogreat because of how these people, I lost some interest. Sixteen weeks howthe best skills the best dynamos within them shines so brightly, but just alittle nudging with just a little support with just a little coaching andguidance. So it's really interesting to see that. I am also aware that a lot ofour attorneys were actively trying for, in some cases over a year to land a job,and it did not happen and to see them now doing so well in the careers isalso a very, very gratifying experience, as I keep saying like all they need asa chance all they need as some from support with a la provide for thisprogram and hopes to continue provide going forward. Wow. That's amazing. I'm truly gratefulfor the level of support that you as a providing for these attorneys andcareer poition that you talked about. I think it seems like a wonderfulopportunity for the listeners who are thinking of going back to the work, forthis is a wonderful opportunity, so go ahead and apply to the audible cohort.That's coming up soon, so supra tell us a little bit about you know when is aschool hard, and how can we apply to him and what are some of the interview,steps that would be needed to get into...

...this? Go Hon Silting, I nan as grave, because we area mental factoree, hiring for a x coot of attorneys. We hope to kick off thenext go ordan end of October or early November time frame. As I mentionedearlier, we have a very simple interview process. All of our et donsIp powers are mentioned on our career spade. So you know if you set for theDON shape. There are thirty three reals that you will be able to see, and oncea candidate applies for an all, the recruiter will reach out to thecandidate. If we see that there is relevant experience, the recruiters arefocused on wanting to hear your story, so my advice will be be loud and proudabout your career break about your journey about. You know your experience.During your career break and prior I mentioned the recruiters- will supportyou with resources that can help you pressure up on scales that can help yoube more prepared for the technical phone screen. That is Followon, so youknow after you open it for the recruiter and that could be anywherebetween one two three to four conversations and it puts pan anywherebetween our day to a month based on where you are and how much support youneed from the clots, and once we cross that stage, there is a technical phonescreen where we want to essentially see your problem solving scares. How wellyou understand that people principles how you may have in operated them inyour life or your careers journey in the past? Your past job experience andyour norning from that your learnings from your career break and once thatstep is done, then it's followed by a two person Vorchel on side interviewand then that's it once that's done. It is the returns program, so we hire youas in turns and then based on your performance. At the end of sixteenweeks, candidates are given the full time and planat offer, as fact that'sawesome. Well all the listeners who are listening. This is a wonderfulopportunity, make sure you apply the audible turn ships school hard, that'scoming up very soon, so super I'm very interested in knowing about yourjourney as a leader at audible. What experience you have had and what kindof education you had and what helped to get to into this entire leadershipprogram and driving the entire to turn. Ships go hard and all the amazingVolatu to an audible. A in abetting I've been really fortunate. So Iactually have a digun computer science in generating followed by an MBA inhuman resource management and I'm voted across different countries, and it'sbeen very fascinating for me to see how the challenges that women's faceare so similar across the world and what personally helped me in mycareer journey was just being proactive. I again will collect the store andaudible people principle. Imagine an invent before their ask, and that is aprinciple I hold there closely because it's something have been inevitablydoing right from the start of my career. So you know I would like observe thingsthat needed to change, and I would not just helie the concern area as toleadership, but I would kind of prepared with solutions so but comeequipped with a plan is solution, and this would be like a really daring,Sibutu, sometimes a very audacious idea, and I'm sure many people would considersome of these ideas senseless. But I would think to myself, for innovationis all about. Every invasive idea today was probably considered by someone hascompletely senseless at the point of conception. You would still like, takea risk and share that dare modities idea, but I would also keep in my backpocket a plan resolution which will kind of be a more practical idea. Thefun part, though, is I've, never had to use. My grandioso still did because Ifeel, like organizations are eager to hear flesh new perspective on it. US-and you know they keep coming back to...

...this in. That is where the RETENTIRprogram reins so much value, because people who return from Korea prays theybring this fresh perspective of the table because it's shaped by their veryunique life experiences which traditional crea journeys do not offer and talking about planny. I E aslaunching the retorsio program in the thick of the panamic, with already highjoblessness within tech, which, as you know, is already considered. The mostcompetitive rose to higher for where women are already a minority and anunderrepresented blow up was one of my odacis idea as but, as I said, I thinkI've been fortunate for a very, very good leadership game, because Iremember taking this Piroo my cd and and I distinctly remember his responsewas so I haven't. We already started work on this and, like I was just allsmile and I'm like thank you and you are just glowed with it from there on.I think this is a testimony to our culture, but I think this was alsowhere others are element am pride, because, if not just helps you breakthe grass saving, it helps you help other caregivers and how they said.Most of them tend to be for man. It helps you help them break lass seleneas well. To me, this is a glass see lic being broken, where people are nowbecoming gradually accepting of non traditional career parts and ofrealizing that even cure brake journeys can provide immense value, can enhanceyour sconced in different things, and there is so much that people who returnfrom Area Brat Spring to the table so especially be the EOIAN. So mynumber will advice would be an and always keep Lani and me that I ont mean you know: Formal Education on Certifications, O. No, what I mean islearning from other people's experiences. Educating your sounds onwhat is happening in your industry in your country in the world. Looking atyour lingan connections and asking to yourself how many of my connectionslook at the way, I do how many have similar professional backgrounds, as Ido. Can I reach out to someone who can share a different perspective with metoday? Who can teach me something new today and even when you're applying fora role learn about the organization and mission that values their principlesand ben that inside of context and your interviews learn about your customersand what their value and how you can build that into your data teach or sojust like continuously being open to different fields asking for free packand learning from that? I think this really really helps with you know:preparing better for deaders Ip pro than working out your way to shortliethe glass seek. I listen to a lot of Hoteo Bos. I read a lot and I listen alot and one of the things that I have really loved is recently audible,publish to hear my story connection, and this is actually a curated list ofaudio books that is focused on diversity and inclusion. So, forinstance, it has stories from lgbt on thor that has content on mental healthon Asian American Pacific I land or Herida on so much more, and it's such agreat learning experience to know about their journeys about their challengesand how they over game. That and you know, Hunt that gets your perspectiveon how that makes you tiger as a beater, so yeah, I think, just learning and onthis being open the feedback and seeking feet back and lanning. I thinkthese hardily help me prepare for it to be a leader and beesy advise iuli toothers. I think something that you said is finding and seeking out people wholooked similar to you or are different. I think it's so so important tounderstand. Like you mentioned, like...

...the audience, in the background of thepeople who are working with you, I think that is definitely like anamazing advice super. What kind of challenges do you see in your day today basis when you're, overcoming as a leader at audible, so and I think theschools be on Harticle? To be honest, I think, like many other women, I tend tobe very, very shy in my early parts of the career when it came to selfadvocacy, I would wait for that. High visibilitystretch project to come my way, instead of you now taking it instead of askingfor it, I would wait for others to understand the contribution I wasmaking the breath and depth of my work instead of reaching around andcommunicating my own brand, like putting my own verse ban, communicatingthat to the right people and building visibility of my contributions. Whenthe impact of my work, I would think ten times before, raising an unpopularpoint of view and meetings, for instance, even though I would stronglybelieve in the had just because it was that popular, I would hesitate to bringthat point. So I think that's self. I locate women struble. Where getsomething I struggle with. As a far and to be honest, sometimes I still do, andI think how I've been able to overcome it so far is basically with the help ofsome wonderful allies from my career journeys, and I is that advocated formy work and encourage me to send at cat. These are the allies with whom I woulddouble check in on my audacious plan is that I talked about in the beginning,the ones that prudentes risky or desius plans. These are the people who youknow in the meeting like have a text there and double check my hand too, aUS and meding before raising them out loud. These are allies why you willhave my back and yet that would provide me honestly back on my development area.So you know these are people I would go to for honest feedback and where Icould improve- and I think that is the role of I mi Collas- now try to giveback and play for the returns hip or what as well. So during the sixty aprogram we encourage them to advocate for the work that kills. You know wealways keep telling them where your career gap loud and proud as a patch asnot a hick up, but as an assent, because it gives you a differentperspectives. So don't be shy about it. It's your strength. It makes youdifferent. It helps you bring to contribute to, or in a waiter workingand, most importantly, by ententy having her retorne join as a co hot. Weencouraged them to be allies for each other and support each other to walkwith each other, give each other feet back and get each other. You knowthings that they can be better on and time each other's back to this nextchapter of their career journey, and that is what I think I was refering tothe beginning of the conversation that can a now I feel like they want to giveback an ther, come to me and say: Can I invent or n a future returne becausethey want to be Arian? They want to have other newer Retourne to be betterat self an OCAS, that's amazing. Yeah having these important mentors is alsosomething in returns. P start all Wolus Sport, and that is why we are alsostarting the our first mentorship go hard to get into this amazing programslike audible, return, hips program and all these Hututu program that doesexist through which you will hear from different mentors, learn aboutdifferent ways that you can even prepare and build your as you may,before going into any of these interviews and amy of these programs,so sopra something I've noticed. As you know, as a leader like people who arestill aspiring to be leaders now there are so many things that people sorehave to do this. There's. Do you seen a certain prejudices at your level as aleader? I actually think Powell across the world, including me, especially asI grow, to more senior or an her career,...

...finding that that was beteen, work andfunding life can be hard and especially with the PATOMAC. When the bodies havebecome almost not existed, it can be harder, and you know being all hardabout the basset sores of ten the box for killing. The time me mostly forgetgiving pieces and the lie on the war edstall experience because they choseto put their careers. I think that is a prejudice I'm trying to find, and thatis a prejudice which kind of comes up. The Bay Bean I said, a tear. Everybodyhas very unique skills that the brings withthat get giving experience, and those are things that organizations that nowlearning are extremely valuable in ink. That prejudice needs to go just becausesomebody to a break in that career. It does not a in the past world experienceirrelevant that still had that work in spices, especially, I think withtechnology. So much as changing you know what you did five months backwould be very different from what you're doing today. Does that make yourexperience five months back age event? No, it doesn't because I taught yousomething that you may be using to be. I think that is a prejudice that comesout O, which we're trying to you know break through the returns IP programs.Helping managers see for the sense the skills and competencies that can giveus gram, not just the relevant pass work experience, but all the learningsfrom the can given journey all the additional skills that the getting for a trying on sic familymember. So that is one prejudice back in O sites to ICES. I think productionprograms help immense, creating a tendon spatulous. All these amazingadvice that you giving especially listers, who are spying to be leadersso important to have these food work like one sex to peer mentioned and alsoin general lexicon all these mentors and keep pushing towards where you'retrying to go. I think that's so so important, so so pea with a resourcelike return ship data, which is are Non Comfort Initiative to help care giversto you know, be prepared to vinsear the interview table and return to the worldfor like how do you think a resource like this can help somebody who istrying to return to the one force? I actually think community is a very,very Karol and supporting cariven women to return to the work path and anyplatform that helps fill. That community and connect you with peoplelike he was very critical. I have seen first hand you ring from experiences ofothers, ove been or who are in the same place that you are. Hence you know thatyou're not alone in your journey that validation of your experiences of beinganxiety, your face of the stress your face, is very, very critical and evenmore critical aspect of community is hearing success. Stories of Retournehearing suxex stories, like you know like I am sharing today of the elevenjourneys that we had it audible. You know how they were able to get theadown ship jobs has so many of them had full time of as an inhering. Thosesuccess stories is even more critical because it makes you feel like it'staken to it. So can I, and, as I mentioned in the early part of thisconversation, the confident spot is the part that I think the most returnestruggled with, and this has immensely with confidence biting when you'rereturning to work after a long car of Freak, and I think that is where thecommunity part is where you know the value realizes, bring you so muchsupreme for coming on our podcast today and sharing these amazing nuggets ofwisdom and also walking us through what it is like to work at audible,iterances program and the amazing world that you guys are doing at audile tomake sure these returnes are successful...

...and they return to the workforce in thecareers that wear through passions in their two leadership qualities life. Sothank you so much for joining us today and this first listening. Thank you somuch for tuning into our podcast today and, if you're interested to speak atour podcast weelful to reach out through us at www returns. IPS. Thatare thank you think in a Banias, great chating. Thank you. t.

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