Talk About Talk - Executive & Leadership Communication Skills

Ready to improve your communication skills? Dr. Andrea Wojnicki is a Harvard-educated executive communication coach whose research focuses on interpersonal communication and consumer psychology. Learn the communication mindsets and tactics that will help you accelerate your career trajectory. Based on her research and guest interviews, Andrea will coach you on topics including: • overcoming imposter syndrome & communicating with confidence • developing executive presence & leadership skills • using AI to help your communication • communicating with precision • personal branding • storytelling • how to Introduce yourself and more! Focusing on your COMMUNICATION SKILLS means elevating your confidence, your clarity, your credibility, and ultimately your impact. Subscribe to the Talk About Talk podcast and don’t forget to sign up for the free communication skills newsletter – it’s free communication skills coaching in your email inbox!

Talk About Talk - Executive & Leadership Communication Skills is a education podcast hosted by Dr. Andrea Wojnicki, with 20 episodes on record and a Required Pod Score of 80. PitchCentric scores this show on Booking Probability, Listen Score, and live audience signals refreshed every 24 hours.

Dr. Andrea Wojnicki hosts Talk About Talk - Executive & Leadership Communication Skills, a education show with 20 episodes published.

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  Talk About Talk - Executive & Leadership Communication Skills

  Leadership & Communicating TRUST with Anne Morriss (ep.219)

  Aug 17, 202641 min

  Trust comes down to three pillars: logic, authenticity, and empathy. But when you’re under real pressure, one of those pillars usually starts to crack. Leadership coach and bestselling author Anne Morriss joins Andrea to unpack the trust triangle and introduce two ideas every leader needs in their back pocket: your trust anchor (the pillar that holds firm no matter what) and your trust wobble (the one that slips the second things get hard). You’ll learn how to spot your own anchor and wobble, why this same pattern shows up in even the most accomplished leaders on the planet, and how knowing the difference can help you build trust faster and hold onto it longer. CONNECT WITH ANDREA ???? Website: https://talkabouttalk.com/ ???? LinkedIn: https://www.linkedin.com/in/andreawojnicki/ ✉️ Andrea’s Email Newsletter: https://www.talkabouttalk.com/newsletter/ ???? Talk About Talk on Apple Podcasts: https://podcasts.apple.com/us/podcast/talk-about-talk-communication-skills-training/id1447267503 ???? Talk About Talk on Spotify: https://open.spotify.com/show/3afgjXuYZPmNAfIrbn8zXn?si=9ebfc87768524369 ???? Talk About Talk on YouTube: https://www.youtube.com/@talkabouttalkyoutube CONNECT WITH ANNE ???? Website: AnneAndFrances.com ???? LinkedIn: Anne’s LinkedIn ????️ Anne’s Podcast, Fixable: Anne’s Podcast: Fixable ▶️ Anne’s TED Talk: Anne’s TED Talk BOOKS MENTIONED ???? Move Fast and Fix Things by Frances Frei and Anne Morriss: https://amzn.to/4wcl5JM ???? Uncommon Service by Frances Frei and Anne Morriss: https://amzn.to/4wF8i3D ???? Unleashed by Frances Frei and Anne Morriss: https://amzn.to/4ySGhqR ???? The Power of Full Engagement by Tony Schwartz and Jim Loehr: https://www.amazon.com/Power-Full-Engagement-Managing-Performance/dp/0743226755 TRANSCRIPTION Anne Morriss: If I’m underslept or haven’t fed myself properly or under stress, I am more likely to wobble. And when I’m wobbly on authenticity, what will happen is a people-pleasing part of me will show up and tell you, Andrea, what you want to hear and not necessarily what I think, know, and believe. Andrea Wojnicki: That was entrepreneur and leadership coach Anne Morriss. And if her name sounds familiar, it might be because she’s also the co-author of three books, one called Move Fast and Fix Things, one called Uncommon Service, and one called Unleashed. I am really excited to share with you my conversation with Anne. Amongst other things in this episode, you’re gonna learn the three-ingredient recipe for how you can establish trust. Okay, so first of all, yes, of course it is a three-ingredient recipe. The power of three, right? And secondly, trust is critical. I realized that I really don’t use this term trust very often. Instead, I talk about personal branding and credibility, but these are all related terms, aren’t they? So if you wanna make an impact, and I know you do, then you need to establish trust. In this episode, you’re going to learn the three pillars of trust, how to identify your trust wobble and your anchor, and a lot more. Let’s do this. Let’s talk about talk. Welcome to Talk About Talk. My name is Dr. Andrea Wojnicki. Please, just call me Andrea. I’m an executive communication coach at Talk About Talk, where I help ambitious leaders and aspiring leaders to communicate with confidence and credibility so that you can get ahead in your career. A quick note before we get started. If you wanna go deeper on improving your communication skills and your credibility at work, I encourage you to head to talkabouttalk.com. That’s where you’ll find lots of free resources, plus information about my keynotes, my corporate workshops, my master classes, my online courses, and lots more. It is all there. TalkAboutTalk.com. About the Guest: Leadership Expert Anne Morriss Okay, let me introduce today’s guest, and then we’re gonna get right into this power-packed interview. I encourage you to stay with us through the end, though, because as always, I’m gonna wrap up with three key learnings that I wanna reinforce for you. People tell me that they appreciate this. I get lots of emails saying this. So basically, you do not need to take notes. Okay, let me back up. I came to know Anne Morriss through her partner, Frances Frei, an award-winning faculty member and exceptional teacher who generously mentored me when I was a student at Harvard Business School. So the three of us, Anne, Frances, and myself, we all share a passion for helping leaders communicate more effectively. I was absolutely thrilled when Anne agreed to join me on this podcast. As I mentioned, Anne Morriss is an entrepreneur, a leadership coach, and an author. She’s also a TED speaker and the founder of the Leadership Consortium, a first-of-its-kind leadership accelerator that prepares emerging leaders for senior leadership. Over the past 20 years, she has helped organizations around the world strengthen their leadership, culture, and transformational change. Here we go. Thank you very much, Anne, for being here today to talk to me and the Talk About Talk listeners about trust and communication. AM: Oh, Andrea, I’m so delighted to be here. The Three Pillars of Trust: Logic, Authenticity, and Empathy AW: Let’s get right into this. Let’s talk about trust. I know that you and Frances say that trust is the foundation of leadership. Can you share with us what the three core components are of trust? AM: Yeah. It actually goes all the way back to Aristotle’s logos, pathos, ethos, which was a persuasion framework. So it will not surprise you that these ideas are very relevant to your mission on this podcast and in so much of your work, Andrea. But the three component parts of trust are, I’ll go through them the way we often teach it, which is that I am more likely to trust you, Andrea, as a leader, if I believe you can do the job, if I think you’re competent at the wheel, if I think your reasoning and judgment are sound. It is not enough; I also have to believe that I’m interacting with a real version of you, so that your, you know, your thoughts, your feelings, your actions are all aligned. We call that authenticity. It is still not enough. I also have to believe that you’re not just in it for you; you’re also in it for me. You’re also committed to my well-being, and you care about my interests and success, often in the job. When all three of, we call them the trust pillars, when all three of these trust pillars are sturdy and strong, trust is a very natural byproduct. And by the way, this is all from the perspective of the other person. So I have to be convinced of your logic, authenticity, and empathy so that I can trust you. And as you said right at the top, it is very foundational. Leadership is a relational practice. We often forget that when we tell the story, you know, these great men and women stories of leaders. We forget that it is fundamentally about having impact through other people. So that’s why this is just, this is so critical to anything you’re trying to accomplish as a leader. AW: So first of all, the power of three. Anyone who listens to the Talk About Talk podcast knows it. And actually, Aristotle, I was looking back at evidence of the power of three, and this is one of the things that comes up.\ What’s Your Trust Wobble—and Your Anchor? So logic, authenticity, and empathy. Can you comment on, as folks, you know, are climbing the corporate ladder, as their careers are progressing, they’re becoming more senior, they’re leading more people, where those wobbles in this triad might be more likely to happen? Or may- and maybe this is a different question, where they can be the most damaging or catastrophic in people’s quest to create, I guess, leadership presence or identity? AM: Yeah, absolutely. We think about this question all the time. And as you suggest, so we use this word wobble to describe this other very stable pattern. So one stable pattern is, we call it the trust triangle. So logic, authenticity, empathy, you need all three. The other pattern we see, even among the most accomplished leaders, is that all of us lose trust some of the time. And when that happens, it’s not that all three of these pillars collapse. One of them tends to get a little shaky. We call that your wobble. So that’s pattern one. And then the other pattern, the good– that’s the bad news. The good news is that one of them tends to be rock solid. So if I were to drag you out of bed, Andrea, at three in the morning, you would be logical or authentic or empathetic. So we call that your anchor. So we’re constantly working with leaders on these two questions of how do you lean into and leverage your anchor, and how do you keep your eye on your wobble? So it is different for each of us. And it is tied more to personality, is just a layman’s way to think about it, than role. What we do find, however, is that...

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  Talk About Talk - Executive & Leadership Communication Skills

  Q&A: Andrea Answers Clients’ QUESTIONS (ep.218)

  Aug 3, 202615 min

  Job loss, awkward boundaries, and the art of saying no without burning bridges. These are real Qs from listeners like you. Andrea takes the mic to answer communication and career questions with hard-hitting advice and tips you can use today. We cover 5 questions: 1️⃣ How do you reposition your brand when people have already decided who you are? 2️⃣ What’s the best way to talk about getting fired or laid off? 3️⃣ How do you say no to a request without burning bridges? 4️⃣ How do you disagree with someone without sounding disagreeable? 5️⃣ Where’s the line between being authentic and being strategic? CONNECT WITH ANDREA ???? Website: https://talkabouttalk.com/ ???? LinkedIn: https://www.linkedin.com/in/andreawojnicki/ ✉️ Andrea’s Email Newsletter: https://www.talkabouttalk.com/newsletter/ ???? Talk About Talk on Apple Podcasts: https://podcasts.apple.com/us/podcast/talk-about-talk-communication-skills-training/id1447267503 ???? Talk About Talk on Spotify: https://open.spotify.com/show/3afgjXuYZPmNAfIrbn8zXn?si=9ebfc87768524369 ???? Talk About Talk on YouTube: https://www.youtube.com/@talkabouttalkyoutube TRANSCRIPTION What’s the best way to frame a job transition that was not in your control? How can I say no to requests without hurting the relationship or collaboration opportunities in the future? Where is the line between being an authentic communicator and being a strategic communicator? I am very excited about this episode. Five Communication Challenges Every Leader Faces I’m going to answer for you five real questions from a few of the incredible leaders that I coach. We’re gonna cover how to upgrade your reputation or your professional identity in the eyes of others that you’ve been working with for a long time. We’re also gonna cover how to talk about your career when you get laid off or even fired. Then we’re gonna cover how to say no to requests without burning bridges and, similarly, how to disagree with others without sounding disagreeable. And last, we’re gonna cover the important question of how to navigate the fine line between authentic communication and strategic communication. Let’s do this. Let’s talk about talk. My name is Dr. Andrea Wojnicki. Please just call me Andrea. I’m an executive communication coach here at Talk About Talk, where I coach ambitious leaders and aspiring leaders to communicate with confidence and credibility so they can achieve their career goals. You can learn more about me and about what we do at Talk About Talk if you go to the website. It’s TalkAboutTalk.com. I really hope you’ll check it out. We’ve got the archive of this podcast there, plus lots of free resources and information about the keynote speaking, the corporate workshops, the master classes, the online courses, and the private coaching that I do. Okay, let’s get into this. How to Reinvent Your Professional Brand The first question that I’m gonna read for you is from a master class client of mine named Loreen. Loreen, thank you for your question. Here’s what she asked. She said, “Let’s say you’ve been in a business for a few years, and while you’re successful, you notice that your potential is being defined by a role that you were in when you first joined, or by a specialized skill set that you realize is actually limiting your future. What is your advice for repositioning yourself or changing the perception of your brand with the people who have already decided where you fit and who you are?” Great question, Loreen. Thank you. This question is really about updating or upgrading your identity or your personal brand in the eyes of others. It’s about reinvention. In my mind, you have three options here, Loreen. The first is to reinforce your new and improved identity every way you can. Create a list of the different ways that you can reinforce your new positioning. These can be direct or explicit, and you can directly use your words to tell people about your new skills, your new expertise, and your passions. Of course, and you had to know this was coming, you can do this through your self-introduction. Your self-introduction is the most direct way that you have to reinforce your professional identity. These are your words from you about you. So when you introduce yourself, tell people what your expertise, your skills, and your passions are. Use your filter and tell them what the words are. Be direct. You can also be a little bit less direct. Maybe you can start sharing information, re-sharing some articles that you might have read on LinkedIn or commenting on others. Make it clear that you have an interest, expertise, and a passion in this new area. So it’s about consistently communicating directly and indirectly about this new expertise or level of skill that you have. That’s my first suggestion. My second suggestion, Loreen, is that you formalize your new skill set in some way that is formal. Like, for example, taking some training, earning some credentials, maybe even joining an association. This is about formalizing your new skills. The third and last suggestion that I have for you is something that probably crossed your mind, and it’s to leave. So this would be the last resort, I’m gonna say. It seems rather dramatic, but sometimes the easiest way to change and improve your brand is to have some kind of significant catalyst, like leaving an organization and starting somewhere else. So those are my three answers for you, Loreen, and we’re gonna move on now. Framing a Job Transition with Confidence Question number two, this question is: Thinking about all of the recent layoffs across industries, people whose roles were impacted still face bias when they’re looking for a new job. Even when we know that mass layoffs were triggered by a volatile economy, over-hiring in tech, etc. The question is, what’s the best way to frame a job transition that was not in your control? Another fantastic question. I really love this question. This is one of the most common questions that I get about how to create a narrative that is true and optimized, and the stakes are high. You’re looking for a new job. Whether you were laid off or fired, your narrative is in your control. So my suggestion is that there are two things to think about. There’s the what and the how. Okay? So the what is labeling what happened, and then the how is how you communicate it. Let’s dig into these a little bit separately. First, the what. Labeling what happened. While I am not a fan of scripts, this is where you can memorize a sentence or a phrase that is true, valid, and optimized for your context, and this will serve you well. You could label the departure in a way that is true. So if you were laid off, you could say that you were downsized, you could say that the role was eliminated as part of a restructuring, or you could say that the position, or maybe even the department, was cut. On the other hand, if you were fired, my suggestion is keep it brief. You could say, “I was let go.” This is simple, neutral, and it doesn’t overexplain anything. Or you could say, “The expectations and my work style just were not aligned.” Even something like, “I can take ownership of some of it, and here’s what I would do differently.” So there’s the labeling it. That’s the what. Now the how to communicate it. I do have a few general principles to share with you. First, keep it brief. Do not dwell. The longer you explain, the worse it sounds. One or two clean sentences at the most, and then pivot to what you’re looking for next. Secondly, do not trash your employer. Never ever do this. Even if they were awful, it only reflects on you. And last, and this is big, focus on learning. This experience was a catalyst that really made me think about what my values are and what my skills are, and now I’m really excited about moving on to a new opportunity where I can really focus on these skills and passions of mine. You see how much better that sounds? So focus on your learning. Okay, let’s move on to question number three. How to Say No Without Burning Bridges Question number three is from Jennifer, a longtime client of mine that has actually become a friend. Jennifer asks, “How can I say no to requests without hurting the relationship or collaboration opportunities in the future?” Great question, Jennifer. I have three specific suggestions for you. My first suggestion is to decline the request in terms of a boundary or a rule that you set for yourself. “I’m not doing that right now. I am focusing on this other thing.” As opposed to saying, for example, “Sorry, I have to say no because of,” and then filling in the line with whatever the excuse is. This just begs for negotiation. And I’m gonna get a little bit personal here with this one. I have a lot of people who ask me for a lot of favors in my role as an executive communication coach, and I typically do say yes, but recently I’ve been writing a book. And so it’s actually pretty easy. I have this boundary or this rule of a certain number of hours that I need to spend every day and every week on my book, or I know that it’s not gonna get written. And so I tell people, “I am declining all of whatever it is that they’re asking at this point because I’m singularly focusing on my book. This is what I have to do to get this out the door to the publisher on time. I’m really sorry.” So set a boundary or...

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  Talk About Talk - Executive & Leadership Communication Skills

  Emily the Recruiter on CLOCKING IN & Communicating at Work (ep. 217)

  Jul 20, 202634 min

  Career communication skills, interview mistakes, salary negotiation, and personal branding are all areas where small shifts create noticeable results. The frustrating part is that most people don’t know what they’re getting wrong, and by the time they figure it out, the job offer is already gone. Emily Durham, known as Emily the Recruiter, is a recruiter-turned-career coach and author of Clock In: No BS Advice for Getting Ahead in Your Career Without Losing Your Mind. She has spent years on the other side of the hiring table and brings that insider perspective to every piece of advice she gives. You’ll learn why confident communicators slow down instead of speeding up; what 80% of interview candidates get wrong about how much to say; how to answer the strengths and weaknesses questions without sounding like everyone else; when to bring up salary before you even get on the phone; and why audacity is what executive presence is made of. CONNECT WITH ANDREA ???? Website: https://talkabouttalk.com/ ???? LinkedIn: https://www.linkedin.com/in/andreawojnicki/ ✉️ Andrea’s Email Newsletter: https://www.talkabouttalk.com/newsletter/ ???? Talk About Talk on Apple Podcasts: https://podcasts.apple.com/us/podcast/talk-about-talk-communication-skills-training/id1447267503 ???? Talk About Talk on Spotify: https://open.spotify.com/show/3afgjXuYZPmNAfIrbn8zXn?si=9ebfc87768524369 ???? Talk About Talk on YouTube: https://www.youtube.com/@talkabouttalkyoutube CONNECT WITH EMILY ???? Website: EmilyDurham.org ???? Instagram: Instagram.com/Emily.The.Recruiter RESOURCES Emily’s book Clock In: No BS Advice for Getting Ahead in Your Career Without Losing Your Mind – https://amzn.to/4gmfMTP Emily’s podcast: Clock In – https://emilydurham.org/podcast TRANSCRIPTION Emily Durham: People I like super, super admire at work, they’re okay with silence. They don’t need to fill silence. They make an ask, and they sit there quietly. So learning how to slow down and be the person to sit in the quiet, like that’s the power move. Andrea Wojnicki: That was Emily Durham, also known as Emily the Recruiter and author of this book called Clock In: No BS Advice for Getting Ahead in Your Career Without Losing Your Mind. Don’t you love it? In this episode of the Talk About Talk podcast, we’re gonna talk about how to use your communication skills at work so you can get ahead in your career. After I introduce Emily, we’re gonna get right into the interview, and then at the end, as always, I’m gonna summarize with three main points that I wanna reinforce for you, so you do not need to take notes. You’re welcome. Let’s do this. Let’s Talk About Talk. My name is Dr. Andrea Wojnicki. Please just call me Andrea. I’m your communication coach. I founded Talk About Talk to help you and other leaders learn to communicate with confidence and credibility so you can get ahead in your career. You can learn more about what we do at Talk About Talk if you go to T alkAboutTalk.com . It’s all there. About the Guest: Emily Durham (“Emily the Recruiter”) Okay, I’m gonna introduce Emily now. I’m gonna actually read her bio from the back of her book. Emily Durham, better known as Emily the Recruiter, is a recruiter turned career coach and content creator. On her popular social media accounts and her podcast called Clock In, she gives real-world advice to help people thrive in their careers. She lives in Toronto. Here we go. Thank you so much for being here today, Emily, to speak with me and the Talk About Talk listeners about how to communicate at work. ED: Thank you for having me. There’s one thing I’m excited to talk about, and it’s everything. I am so excited for us to jump into it all. So thank you for having me. AW: My pleasure. I wanna start big picture, if you don’t mind, Emily. I know you have opinions and advice and suggestions for us in terms of job interviews and salary negotiations and being with difficult people, and all of these very specific things, but I wanna start broad. What do you think the most important communication skills are for us to acquire in terms of advancing our careers and succeeding at work? Why Pacing, Pausing, and Precision Matter ED: It’s an incredible question. I really think the most important communication skills are the slightly counterintuitive ones, so pacing and then pausing. People talk about this all the time, but you can really tell how experienced someone is by how they are physically, like, you know, pacing out the words that they’re using. So if you’re a super confident communicator, chances are you’re giving yourself the space to speak slowly, and that automatically communicates that sense of authority. But what you’ll really notice, at least the people I, like, super, super admire at work, they’re okay with silence. They don’t need to fill silence. They make an ask, and they sit there quietly. So learning how to slow down and be the person to sit in the quiet, like, that’s the power move. AW: I agree. I agree, Emily. The power pause is powerful. And in my experience, interestingly, I would say the junior folks that come to me for communication skills coaching are really focused on speaking up. They actually wanna fill the silence, right? And then as they become more senior, they’re asking for me advice on how to communicate with precision and brevity and clarity. It’s a real interesting transformation. So I think my next question for you is: what other communication skills do you see evolve as people become more senior, from being a junior to middle manager to a senior leader? ED: It’s so interesting ’cause I think the more junior you are, naturally you feel like your place at work, or even in your personal life, is to prove that you know something. And we’ve all been there. You’re, like, 20 in a brand-new job, and it feels like you need to prove that you’ve earned your spot in this room. So oftentimes the communication skills people are working on is the baseline, like how do I communicate what I’m working on? How do I make sure other people hear me, that they aren’t speaking over me? And all of that is really meaningful, but sometimes that trickles into us over-explaining, over-communicating to really assert that we deserve to be in the room. But really, like echoing kind of your client and what you hear is the more senior someone gets, it becomes less about what to say and more about how to say it. ‘Cause at that point, you know what you’re supposed to say. People should know your worth. You know what you have to advocate for at work, but it’s more about how you’re communicating it. Little things I think of, especially early in my career, the sorries before you ask a question, “Oh, sorry, can I do this?” It’s second nature. It feels like we’re just kind of cementing: do I deserve a seat at this table? 10 years into your career, 15 years in, I have no time for the sorries, but I want coaching on how to sound not like a great middle manager, but exactly like a great CEO, and being a bit more direct, having that same audacity the successful people do. So I really see it shift from what to how the more you grow in your career, but we all inevitably have to go through that icky early phase of what the heck am I doing here? AW: I love the word audacity. You used the word; I love that word. That, that’s like synonymous with executive, this all elusive executive presence that so many folks are aspiring to. But I wanna back up to even before you get the job, talking about the job interview. So I know a lot of people that come to you, and definitely people that come to me are seeking help; not everyone, but a significant proportion are seeking help when they are in job transition. So they’re either actively interviewing for jobs, or they’re planning to in the future. How to Stand Out Without Talking Too Much Let’s start with what common mistakes do people make when they’re in this job interview process? ED: Oh my gosh. There’s quite a few, but the most common, which if I had to put a percentage to it, I’m talking 80% of interviews, the candidates either spoke too much or not enough. Which I know sounds like, you know, “How am I supposed to get it right?” It’s actually pretty easy once you know what they’re looking for. When it comes to the early parts of the interview, you’re always going to be asked, “Introduce yourself. Why are you looking for this job? Talk to me about the icebreakers.” Where people go wrong is they feel the need to explain everything. They’re thinking that this is a confessional instead of a sales pitch, and it’s a sales pitch. So when your answer is extending for any of your questions, whether it’s introductions or, like, the meat and potatoes, if it’s more than two minutes, people have tuned out. You’ve lost them. So keeping things more succinct, and it’s important to practice that. We’re not inherently able to self-correct in those moments of anxiety. But the other part of it is you’re not saying enough. If someone asks you at the ...

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  Talk About Talk - Executive & Leadership Communication Skills

  Emily the Recruiter on CLOCKING IN & Communicating at Work (ep. 217)

  Jul 20, 202634 minS0

  <p>Career communication skills, interview mistakes, salary negotiation, and personal branding are all areas where small shifts create noticeable results. The frustrating part is that most people don’t know what they’re getting wrong, and by the time they figure it out, the job offer is already gone.</p> <p>Emily Durham, known as Emily the Recruiter, is a recruiter-turned-career coach and author of Clock In: No BS Advice for Getting Ahead in Your Career Without Losing Your Mind. She has spent years on the other side of the hiring table and brings that insider perspective to every piece of a...

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  Talk About Talk - Executive & Leadership Communication Skills

  Managing Your WORK IDENTITY: Authenticity, Bias, & Resume Whitening with Professor Sonia Kang (ep. 216)

  Jul 6, 202639 minS0

  <p>Professional identity, authenticity, and bias at work are more complicated than we like to admit. The challenge isn’t just about confidence or self-expression. For many people, managing what they reveal at work is a carefully strategized survival decision.</p> <p>Organizational behaviour researcher Dr. Sonia Kang joins Andrea to share what the research says about identity at work, resume whitening, psychological safety, and the double bind ambitious women face in leadership.</p> <p>You will learn why “bring your whole self to work” places an unfair burden on individuals rather than organizations; what resume whitening is and what audit...

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