This week’s episode of Good Girls Get Rich is brought to you by Uplevel Media CEO and LinkedIn expert, Karen Yankovich. In this episode, guest Rosina Racioppi discusses with Karen how women can fight for their spots in their careers.

As President and Chief Executive Officer of WOMEN Unlimited, Inc., Dr. Rosina Racioppi spearheads her organization’s initiatives to help Fortune 1000 companies cultivate the talent they need for ongoing growth and profitability. Under her leadership, WOMEN Unlimited, Inc. successfully partners with organizations across a wide range of industries to develop their high-potential women and to build a pipeline of diverse and talented leaders.


We want to hear your thoughts on this episode! Leave us a message on Speakpipe or email us at

About the Episode:

It’s no secret that the gender wage gap still exists. Not only is there a wage gap, but women don’t often hold as much influence as their male counterparts in the business world.

Part of this is due to social constructs. But we as women also don’t always give as much pushback as men. When offered a salary, men will often negotiate for a salary. Some women will just accept the first offer. In addition, sometimes women don’t have as much influence in their positions because they don’t make their voices heard.

Rosina Racioppi shares how she’s helping women overcome these issues in Episode 169. Listen now!

Episode Spotlights:

  • Where to find everything for this week’s episode:
  • Introducing this episode’s guest, Rosina Racioppi (2:25)
  • Rosina’s journey (4:09)
  • The gender wage gap (11:45)
  • Who Rosina’s company works with (16:48)
  • Where to get started (18:00)
  • How to help the Board of Directors (20:35)
  • What’s next for Rosina (24:14)
  • Rosina’s book (28:45)
  • Where you can find Rosina (31:54)

Resources Mentioned in the Episode:

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Read the Transcript

Karen Yankovich 0:00
You’re listening to the good girls get rich podcast episode 169.

Intro 0:06
Welcome to the good girls get rich podcast with your host, Karen Yankovich. This is where we embrace how good you are girl, stop being the best kept secret in town, learn how to use simple LinkedIn and social media strategies and make the big bucks.

Karen Yankovich 0:23
Hello there. I’m your host, Karen Yankovich. And this is Episode 169 of the good girls get rich podcast. And this podcast is brought to you by she’s linked up where we teach simple relationship and heart based LinkedIn marketing to women that gets them on the phone, building relationships actually getting to know people one to one consistently, that can change their business, their life and their bank accounts for ever. We create women of influence here and she’s linked up and I hope that this podcast leads you on your journey towards becoming a woman of influence. Truly what it is it’s digital marketing with the human touch human to human marketing. So if you’ve listened before, or if you love what you hear today, we love hearing from you. So be sure that you’re subscribed to this show, so you don’t miss it. Wherever you listen to podcasts. leave us a review if you want I love your reviews because it helps me understand where we you know what you love the episodes out that really land you know, and and we do more of that right? I’d love for you to share this episode on social media use the hashtag good girls get rich. If when we see it, we’ll share your posts with our audience. And that’s how we all get more visibility, right. That’s how we all start to become women of influence. You can tag me I’m at Karen Yankovich, just to make it easier for us to see it but I promise you, we’ll see it we’ll share it. Just go to Karen slash 169. You’ll see the blog for this episode, you’ll see all the links that we talked about. So to make it just really easy for you to just listen now you have to write anything down. Now we’ve done all that for you in the in our blog in our show notes. Then you can go back and check out all the things we talked about on this episode. I’m really excited today. To have Rosina Racioppi be on our show. I saw Rosina ad on a panel that I attended. locally. She is a jersey girl. And I as soon as I heard her talking about that I need her message on this podcast. So I’m going to let you to see for yourself what I’m talking about. And please welcome Rosina Racioppi. So we’re here today with Rosina Racioppi, and Rosina is president and chief executive officer of women unlimited Incorporated. She spearheads her organization’s initiatives to help fortune 1000 companies cultivate the talent they need for ongoing growth and profitability. And what I love about Rosina will talk a little bit about how we met but for the past 27 years, she has been working with organizations to create cultures to be supportive of women. She did her directorial dissertation, the title was women’s mentoring wisdom, focusing on how wisdom how women use and fail to use mentoring at that important mid career level. So Rosina, I’m so excited to have you here today. I think there’s so many places this conversation could go, and I can’t wait to see where that goes. Thanks for being here.

Rosina Racioppi 3:11
My pleasure, Karen. Looking forward to the conversation.

Karen Yankovich 3:14
Yeah, yeah. And I should say, Dr. Rosina Racioppi, because I definitely want to make sure you earned that. And you get that.

Rosina Racioppi 3:22
Yeah, it was it was a hard journey. Well worth it. But yeah, so appreciate that.

Karen Yankovich 3:27
Yeah. So we met at a, we both live in New Jersey, and we met at a local Chamber of Commerce was running around table or a panel, I guess. And it was around diversity, equity and inclusion. For women, right. It was a women focused initiative. And some of it, there was just so many, there’s a lot of great conversation, but I really loved the conversation that that you were talking about, because I just felt that it really, it really focuses and showcases a lot of the work that we do here. She’s linked up. And in this podcast, the good girls get rich, really helping women understand it. And honestly, you even did your entire doctorate dissertation on it. You know, there’s opportunities that we don’t always grab that are there for us. Right. So tell me a little bit about why, you know, tell me a little bit about your journey. Right, let’s start let’s kind of start at the beginning. Once you tell us a little bit about how you got started in this work.

Rosina Racioppi 4:18
Oh, well. So the first chapter of my career I worked and led human resources, functions in organizations, mostly manufacturing, industries, chemical industry, so not industries where there were a lot of women. And I was lucky enough maybe to get into leadership roles very early in my career. So I was part of the management team, before I was even 30. And it really helped hone my understanding of how important it is for organizations to develop the talent so that they’re always prepared to meet not only the challenges of today, but more importantly, the channel. challenges that they face tomorrow. And as a woman, I recognize often how we are marginalized or not provided the opportunities and how important it is for women to understand how do I navigate the organization to be successful. Along the way, I met a woman by the name of Jean odd, who was the founder of women unlimited. And I put women in the program I mentored, we became professional friends. Then, after my youngest daughter was born, I decided, I really needed a break from the corporate role. And Jean asked me to join her at women on limited. And so it allowed me to marry two of my passions. The first is helping people find that spot and an organization where they truly enjoy the work, you know, their career joy. That’s not just what I’m good at, but what I enjoy doing. And secondly, I love running a business. I love partnering with businesses. So it allowed me to do both of those. When Jeanne retired, I bought the business from her and continued to grow the relationships with corporations, as well as growing our business.

Karen Yankovich 6:10
So interesting. So interesting. And you know, I would say, obviously, you’ve been doing this for 27 years, I’ve been doing this for just as long, maybe not as focused as you are. But in the last few years, there’s been a lot more attention paid to diversity, equity and inclusion. And we need to remember that, that that that includes gender, right, that includes gender. And I recently did, and I’ll link to it in the show notes, I recently did a podcast episode, talking about how you can use LinkedIn, and be supportive of diversity, you know, to show your support of diversity, equity inclusion, and a lot of it is around, you know, a big part of it is also around the words you use, you know, one of the things I’m doing some research for this, I came across a bunch of different things, right. But one of the things that was really interesting to me was, if you’re creating a job, or you know, some kind of an opportunity to be to be made to be clear that your the wording around, that should be around the results that you want to get, not the skills that you have to have, right, because men will apply for an opportunity with half the skills listed and women won’t, will not apply if they don’t have to have those skills. Right. So being careful with the that with the words you use with the language you use, is something like something simple like that can be can can create an environment that is more supportive to women. It’s just like, I never thought about it like that.

Rosina Racioppi 7:38
Yeah, that is so true. And so I was just having a conversation with one of our corporate partners around that, that fact, right, that we need to think more broadly around how we talk about the roles, the jobs to make him more inclusive. I also think it’s not just one side or the other, I also think as women, we need to be less judgmental of ourselves. And when we see an opportunity, right, yeah, and we need to be more open to, you know, I don’t need to be everything, I need to really own those key things that I’m really good at, I need to have clarity around how it creates impact for my customers for my organization, so that I can talk about it. So I can share my my passion and my excitement about creating a positive impact in the world that I’m a part of, so that others see, you know what I bring to the table. So often we hear from women, you know, I don’t like talking about myself, you know what, I’m just not comfortable. And I get it, I get it, I don’t think we should have a megaphone where we’re talking about ourselves in an organization. But I think we should consider the fact that the leaders of your organization need to understand the resources available to them to solve the organization’s problems. And if you’re not letting them know what you bring to the table, they can’t tap you in. So you need to find a way that is comfortable for you to share your story to share what it is that you’re excited about doing in the work that you do, so that people are aware of it so they can use your talent and your expertise.

Karen Yankovich 9:24
That is such a great way to describe that. I think this is really one of the reasons why I hang my head on LinkedIn. Because I think that that’s one of the places that women can use to really own the amazing things that they’ve done. And it is not just women starting out Rosina. I’ve had I can think of a woman that I worked with a few years ago who was you know, her name was in top 10 women who and you know, many magazines, and when we wrote her LinkedIn profile, she said, I feel like I’m bragging. You did all of this stuff, right? Like you deal with this stuff. I didn’t make this up. Right? It’s just a matter of owning it. And I’m saying Because if you’re listening, and you’re like, Yeah, but I don’t have, like, it’s not just you, like women at every level, have the same, the same thing, right? And until we start to own it, we are going to be left out more, right? Because Because of the way you describe is perfect, cuz they don’t even because we’re not even letting people know when to tag us it.

Rosina Racioppi 10:19
Right. Yeah, you if you want to, if you want to be in the game, and the fact that you’re part of an organization, you’re in it, whether you you’re a willing participant or not, is up to you. And if you’re not pleased with where you are, find another role that you can be excited about where where you go every day, how you contribute every day, you know, life is too short. And I do think you know, I’ve seen in my career people that are in roles that they can functionally do, right? I have the capability but they don’t enjoy it, you end up being very miserable, who wants to be around people that are in misery all day. But if you can just think about the things that you love to do, I love to solve problems, I like to create strategies, those are the kind of roles that I flourish, and I shine. So put me in those problematic parts of the business. I’d love to sink in and you know, work on on creating good solutions for that. Being able to talk about that in a way that’s strong and confident, but not, you know, off putting is important.

Karen Yankovich 11:27
I mean, that ties right into the title of this show good girls get rich truly means when you do what you’re good. And when you do what you love to do, and you hang your hat on it and let people know that you’re good at that. That’s where the abundance comes into your life, whatever abundance looks like to you, right? So, so, so true. So people that listen to this show might have heard this statistic a few times, because it makes me a little, it makes me a little crazy. But I also see opportunity. But I would love to hear what you think about this. And I think this came out after we had after this panel, I think this is a statistic that just came out recently. So in 2019, there was a whatever, wherever they are that does these studies around gender wage gap. We’re saying that in 99 years, the gender at the rate things are going in 99 years, the gender wage gap will be equal. Which seems crazy, but it is what it is right? One year later, post pandemic, it’s 136 years, right? Women have an entire new generation of women are now going to be fighting the gender wage gap. Because in this past year, women are still doing a lot of the roles that by our choices are gone. I don’t think anybody’s you know, change to the kitchen table to say help the kids with the homework, right Aspire choices. What do we do about that? How do we you know, I mean, I think there’s a lie, what I’m seeing is a lot of women kind of looking at 2022, right, or 2025 and thinking, what were what am I doing? like where do I go? Right? I I don’t you know, I certainly want women to, to be to earn the salaries that they deserve to earn. But at the same time, we’re doing this stuff by choice, because we want to do this, how do we balance this and still have the careers in the life we want to have?

Rosina Racioppi 13:10
Well, I think actually, right now, we’re in a bit of a labor shortage. So now is the time for women to really own their value, right? know their value. I also think, from my own experience, women often just accept the salary that they’re offered, right? We don’t negotiate, we don’t put the true value of our worth on the table. And we’ll accept it. We don’t push, we’re not comfortable negotiating. I remember, when I left corporate world, my daughters were young, I took a part time role for this division of Baxter in New Jersey, and I negotiated the salary and they wouldn’t give me the salary that I wanted. We made an agreement that after six months, we would reconsider it. And they didn’t reconsider it. So I left and the President said to me, why did why are you leaving? I said, I told you, this is what I’m worth. You’re not willing to pay that. So I’m going someplace where they see the value that I’m bringing, and we’ll agree to pay for it. And and he was a little taken back. He said, Oh, I don’t want to lose you. I said, Well, you have that opportunity, and you chose not to do it. I think you thought I was kidding. So you don’t all not everybody has that opportunity to do that. But I do think you need to have a clear sense of how do you in the role that you have in your organization, create value, create value for your organization, create value for your customer, and you need to speak to that in your interactions with leaders, not just what you do. Sometimes I think as women we talk more on the transactional side. I did This and I did that, well, why did it matter? what difference did it make? How did to help your organization be more profitable? Oh, and so then you can lay an expectation that if I’m increasing revenue, if I’m helping you be more profitable, I want that reflected in my compensation, I want to be I want to be compensated fairly, for the work that I’m doing, and the impact that I’m having. And I think for women, oftentimes, we just accept what’s given to us and are grateful. The others other research out there too, that women are getting slightly better at negotiating their salary, but they’re not negotiating for the resources, they need to be effective. So I get a big job. Great, I got the good salary package, but I didn’t talk about in order for me to be successful, I need to have a team I need to have these resources. So it’s, it’s not just about how much am I getting paid? It’s about how am i given the budget to be successful? So I am heartened, I am disheartened by the fact this pandemic has had such an impact on women, more so than our male colleagues, not only in the jobs that we have the stresses that we have, but also on that that wage gap. Well, some of it is institutional, some of it is, you know, created by how we manage and let’s, let’s focus on what we can control, as you know, asking for what we’re worth. And, and really not just saying I want a raise, but here’s what I did. Here’s how I added value, profit, etc. And so I want that recognized in my compensation.

Karen Yankovich 16:46
Absolutely. Absolutely. You know, how? So? So tell us, so just women, does your company focus primarily on corporations? Or do you work directly with women who are looking for support in these kinds of things.

Rosina Racioppi 17:01
So we our programs are designed for organizations who want to increase women advancing through their leadership pipeline. So we have programs that are focused on emerging women, women at that early career manager level, mid career, and then senior executive. Our programs are experiential development programs. So the women attend program with other women from other companies, we also work with their managers, so the women don’t attend by themselves, so to speak, right, the manager, or understanding what the development is all about. And more importantly, and this is the critical part, how do they support the growth and development of the women that are in the program, so that when they come back to the organization and apply the insights that they’ve gained, the manager can give them opportunities to shine to step into new roles to expand their capabilities within the organization.

Karen Yankovich 18:00
I love that. So so what I’m thinking of is there’s a woman listening to this now, who is who fits the description of a mid career woman, and I know that I’m not getting paid, what I should be getting paid. And I guess one thing that they can do is introduce you to their their higher ups. But what can they do? Where can they get started? to just get because it does take? You know, it does, it is a place, it’s an it’s a place when it’s when it’s uncomfortable, it’s harder to make that choice, right. And it is an uncomfortable place for many women, so so the only way to get it to be more comfortable is to start doing it and to start practicing and saying it right. So how, how do you get started with that if your company has not embraced it yet?

Rosina Racioppi 18:38
It’s such a great question, Karen, I think you know, we don’t need to be victims right of our situation, we can start getting curious and start asking, you know, we we ask the women to meet with some leaders in your organization and just talk about where do they see the organization going? What are some of the key focus for leaders that they’re hoping to create in the organization in order for it to be successful? It helps us get outside of our own mind. Right, our own thoughts? Do you are you talking to people that see the organization different from you? So often, when I’m working with the women in the program? Yeah, these are all high potential women. They’re very smart, very accomplished. And no matter how smart you are, the only thing you know, is what you know. So do you have a board of directors of people that see the world differently, are from different functions, kind of round out your gaps, right, your blind spots? Because you need to be fully informed. And that doesn’t mean you have to do it. All right. Sometimes we as women feel like I have to fill in everything by myself. No, no, no, no, no. You need to connect with people who know things you don’t so that they can compliment me You already know. And that helps you build a strategy of, oh, based on what you’re telling me, here’s an opportunity here where I can probably look to grow my career. So you don’t have to do it alone. Right? You can, you know, what’s the there’s an African proverb, if I want to go fast, go alone, if I want to go far, go with many, right? So you need others, you need those relationships that will help inform your thinking, and give you thoughts that maybe you can’t come up with on your own.

Karen Yankovich 20:35
So let’s talk about this boards of director suggestion. What does that look like for you know, a woman that a mid career woman who doesn’t know there’s even such a concept for herself.

Rosina Racioppi 20:48
So I’m looking at those individuals that are in a role different than me. So for example, I was in HR, I always, when I first joined an organization, I would reach out to someone in finance, because I wanted to understand, you know, what are the metrics that people talk about that the organization values, right, so, you know, what are the numbers? What are the KPIs that I need to be focused on? I really would look at what are some of the key parts of the business? Right. So I worked mostly in manufacturing, so I would usually have someone from manufacturing. So I understand what are some of the issues and challenges there? What do I need to know about manufacturing? What about the key parts of the business? So I would invite myself to different meetings to know I’d like to learn more about what’s going on in this part of the organization would love to be a part of one of your upcoming meetings, just so that I can get a sense of, you know, what are some of the challenges? How can I be helpful to you and your organization, right? And so by expanding that, Board of Directors, by helping me identify, I don’t know anything about chemistry, but I can know the chemist, so that I understand, again, where I bring value is on the human resource, the human capital side, how, what do I need to know about the r&d group manufacturing, you know, marketing, I need to understand what they’re thinking about. So I can identify what are the important things for me to be spending my time and attention on?

Karen Yankovich 22:28
Right? I love that. Because when you’re building, you know, and that comes back to relationships, which we’re going to talk about, obviously, because you’ve got a whole book about that, but it comes back down to relationships. Because when you make when you’ve met the chemist, and the chemist knows you, the chemist isn’t as likely to say what’s going on in human resources. Why are they doing this in this? Like, instead of it being drama? They’re like, I don’t know what’s called Rosina. Yeah, and find out, right? So wait, when you’re building those relationships, the concept of the boards of directors really is you’ve got people that know you, and you know, that you can bring in when you have a question, as opposed to feeling frustrated with other departments in your company, right?

Rosina Racioppi 23:05
Yeah, it just it smooths out the rough edges by having those relationships. And you’re able to have constructive conversations, right? We get things done now, because we all get along. But because we can share our different points of view, in a constructive way that allows us to take the best of everybody around the table. This is what inclusion is all about. It’s hard work. It’s hard to be sitting in a room with people who see things very differently, it’s uncomfortable. But in order for us to be effective, we have to be uncomfort. We need to be comfortable with the uncomfortable, and and be open to well, gee, can you see the world very differently than me? And I thought about it that way, you know, how can we work together to make sure that we accomplish x. And so it’s the more diversity in our, in our board, the more comfortable we’ll be with people who think differently than us. And we can then leverage those differences in a powerful way.

Karen Yankovich 24:11
That’s brilliant. It’s brilliant. What’s next for you What’s going on now, with with what you’re doing, tell us what’s going on in your world. Because this work is so important. And I think these conversations are so important, and I love you know that we’re able to do this.

Rosina Racioppi 24:25
So thank you for asking that. You know, the the pandemic was, I think about where we were in March 2020. And how naively we thought the world will be right. You know, by this summer,

Karen Yankovich 24:39
we go back to normal

Rosina Racioppi 24:40
We’ll go back to normal

Karen Yankovich 24:42

Rosina Racioppi 24:42
We were able to right before the pandemic hit. There was research by Korn ferry that talked about the key leadership traits being tolerance for ambiguity and adaptability. And so as the pandemic was unfolding I was thinking about the fact that oftentimes women can wait until things settle down before they step up, right into a situation. And so we quickly moved our programs from in person to virtual with and started redesigning them, because we didn’t want to just take our program content and then go on to a platform, we actually redesigned them to leverage the platform to heighten engagement of everyone that’s involved, and used as kind of a main focus on creating for the women, a tolerance for ambiguity and adaptability. Because at the end, we wanted the women to take to leverage this moment in time for themselves and show up strongly as leaders. So now were 1516 months past that. And what we’re seeing is, the women not only rose to the occasion, but they certainly have taken advantage, we are seeing women during the pandemic 60 to 70% of the women are promoted, have expanded roles, they really took their opportunity of being involved in the program to assess how they create impact during this time for their organizations. And I should also say that the companies that we partner with are organizations that in the, in the height of the pandemic, was saying it’s important that we continue to invest in developing women during this time. So not only did they did it, not, they didn’t pull back on their participation, they in many events, in many of the companies, they increased it because they felt this was a great opportunity to make sure that coming out of this pandemic, we have a strong cohort of women ready to step into leadership roles. So, you know, people talk about, you know, getting back to work and return to normal, I don’t think that we can land in a spot where we left in March of 2020, we are focused on landing in a better spot, right? How can we take the lessons learned during this period of disruption, and enhance the way that we work, enhance leaders understanding that for many women, you know, there, there were stresses during this pandemic, that created many of them to opt out, which is why we see the the the increase in that wage gap, women just opted out. And so what I would say to women who are struggling, who are listening to this saying, you know, I don’t know if I can handle it. Life is never either or I either work or I don’t work. Think about how do you need to work? What are the ways in which you can contribute in your organization? And what are the things that you need in order to manage your whole life effectively. So we saw a lot of women kind of say, saying, I can work from these hours to these hours, then my kids are on zoom school. And they were able to create a framework that allowed them to manage their life. And were and not have that additional stress, like, Oh, my God, I need to do everything. No, you don’t. You need to do what’s important today. That’s all that you need to do. And then tomorrow, do what’s important tomorrow. But let’s not get ahead of ourselves, let’s be kind to ourselves, and think about what’s the design that I want for my life.

Karen Yankovich 28:44
So tell us about your book.

Rosina Racioppi 28:46
So one of the things that I was interested in, in my research was not only how women leverage their mentoring relationships, but how based on their mentoring experience, it informed how they built relationships, post their program, experience, post their mentoring experience. And it came, I landed in the spot that kept resonating with me, around relationships matter. relationships matter for women, because we need to be informed about what’s going on in our business. And we need to be informed about ourselves. You know, research tells us that women tend to not get the feedback and career coaching in equal stayed with our as our male counterparts, right? Part of it is, you know, just because of people’s biases, women tend to get more transactional feedback versus men get aspirational. Here’s how to get ready for that next role kind of role. I’ll ask the women in the program how often this is the feedback that you get, you’re doing a really good job. Just keep doing what you’re doing. And while that might be nice to hear, does that help you understand what you need to do to grow and advance No. So while all those things might be happening around us, we have control as women, we can build relationships with people that help us understand the opportunities in the organization, help us see where there might be potential for us to grow our career and ask those questions. You know, I’ve been working in marketing, I’m a product manager, I’m really thinking about some other places I might be able to contribute in the organization. What are some thoughts that you have? You just ask somebody a question, right? Or, you know, if you’ve done a project, you’ve completed a project or presentation, and someone comes up to you and says, oh, Karen, that was a great, great job. I really liked that presentation. Ask a question. Gee, thank you. I’m glad that you appreciate it. That what resonated with you? That would be helpful to me. And then if you’re really brave, this is the follow up question. If I could have done one thing differently, that would have improved the outcome? What would that have been? Now the project’s done? You’ve already everybody likes what you did? This is just for you to understand, gee, is there something else I could do next time? That would really help me ratchet up, play bigger, you know, do something bolder? What would that be? So I think we as women have within our power to get the information we need, we just have to build those relationships and ask those questions.

Karen Yankovich 31:32
So important. I mean, if you got that question, if I got that question, I would immediately know that I’m talking to somebody who isn’t just dialing it in, right. And so often people do, and, you know, who doesn’t want to work with somebody who’s not just dialing it in? It’s not just saying I did all that I checked all the boxes that I was asked to check. Right. So, so important, so important, Rosina, thank you so much for joining us here today. This has been so it has been so great. I’m going to link to your book, we’ll link to, you know, some of the study I talked about, and maybe some of the other things we talked about. And thank you for the work that you do, because I know that it’s so powerful and important. And it’s great to have you in my world.

Rosina Racioppi 32:10
Yeah. Well, it was a pleasure talking to you today.

Karen Yankovich 32:13
I hope that you loved Rosina, as much as I love Rosina. She’s just doing such amazing work in this world and we need more women like her that’s why I do this because I want all of us to be to be in a place where we’re supporting people and changing lives with the genius that’s inside of us. Right I mentioned earlier in the introduction to this show that in our she’s linked up family of programs we create wealthy women of influence and it all starts with our on demand masterclass, which you can check out if you have not watched it yet. I refer to LinkedIn as my money tree it can certainly be the same for you. So just check out what are that money you can check out our on demand masterclass. If you loved what you heard here today, you’re gonna love the masterclass even more. And as I mentioned, you know, I do this podcast to support you I’ve got this free masterclass to support you a rising tide lifts all boats help me help you share this podcast, take a quick screenshot of this episode on your phone, share that on social media also, so that we can continue to grow our audience to grow our influence. And we can continue to help more people so that we can continue to help you. Right. So you share this episode on social media, I share it with my audience, we all start to build our visibility. And this leads us to creating that woman of influence status. And honestly this can be simple, it can be simple for you. So thank you for sharing that. And I hope you love this episode. And I will see you back here again next week with another episode of the good girls get rich podcast.